HomeMy WebLinkAbout830616.tiff ORDINANCE NO. 118
WELD COUNTY PERSONNEL POLICY MANUAL
AH1954984
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF WELD COUNTY, COLORADO:
WHEREAS, the Board of County Commissioners of Weld County, 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 has the power and authority under
the Weld County Home Rule Charter and the Colorado County Home Rule Powers
Act, Article 35 of Title 30, C.R.S. 1973, as amended, and in specific under
§30-35-201(7) , C.R.S. 1973, as amended, to adopt by Ordinance, personnel
policy rules and regulations for the County of Weld, and
WHEREAS, the Board of County Commissioners of Weld County hereby finds and
determines that there is a need for a comprehensive revision of the personnel
policy, rules and regulations for Weld County and that this Ordinance is for
the benefit of the health, safety and welfare of the people of Weld County.
NOW, THEREFORE BE IT ORDAINED by the Board of County Commissioners of Weld
County, Colorado that:
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;¢) 830616
PURPOSE OF POLICY MANUAL
This manual contains the Weld County Board of Commissioners' Personnel
Policies and Procedures as required by Section 4-2B of the Home Rule Charter.
It is designed to be used by department heads, supervisory and staff
personnel, and employees in the day to day administration of the County
Personnel program.
These written policies increase understanding, eliminate the need for personal
decisions on matters of County—wide policy, and help to assure uniformity
throughout the County. It is the responsibility of each and every department
head and supervisor to administer these policies in a consistent and impartial
manner.
Procedures and practices in the field of personnel relations are subject to
modifications and further development in light of changes in the law,
experience, merit principles and the County Home Rule Charter. Each
department head, supervisor, and employee can assist in keeping our personnel
program up-to-date by notifying the Personnel Department whenever problems are
encountered or recommended improvements identified for the administration of
the personnel policies.
The manual has been organized with a Table of Contents and a subject index to
enable all users to find specific policies quickly. Policies specific to a
department or office shall be published on "Departmental Supplemental Policy
Forms" and given to employees of the specific department. Supplemental
policies will be referenced in this handbook.
In cases that are unique to a specific department or office, Departmental
Supplemental Personnel Policies will be issued. These supplements can only be
issued on a special Departmental Supplemental Personnel Policy Form by
Personnel once approved by the Board of County Commissioners.
MANAGEMENT RIGHTS
The contents of this handbook are presented as a matter of information only.
The Weld County Board of Commissioners reserves the right to modify, revoke,
suspend, terminate, or change any or all such plans, policies or procedures,
in whole or in part, at any time, with or without notice. The language used
in this handbook is not intended to create, nor is it to be construed to
constitute, a contract between Weld County and any one or all of its
employees.
All policies in the Manual will be administered in accordance with Equal
Employment Opportunity laws, the Revised Merit System Standards and the Weld
County Home Rule Charter.
This manual supercedes all personnel policies and manuals, resolutions,
personnel operations manuals, except for the classification and position
specifications published prior to this date.
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RECRUITMENT, SELECTION, AND APPOINTMENT
EQUAL OPPORTUNITY
It is the policy of Weld County to ensure complete compliance with all
provisions of Equal Employment Opportunity laws as interpreted by the Courts.
Recruiting, selection and advancement of employees will be on the basis of
their relative ability, knowledge and skills, including open consideration of
quality applicants for initial appointment.
PROMOTIONS/TRANSFERS
Promotions and transfers may be given to an employee for the purpose of better
utilizing the abilities of Weld County employees. Weld County is interested
in employee development and encourages all employees to prepare for
advancement to higher positions.
VACANCIES
Vacancies are advertised within the County for a period of five (5)
consecutive work days. Promotions and transfers from within the County are
made when appropriate and possible. County employees are encouraged to apply
for vacancies they are qualified for by completing a Department Transfer
Request and updating a Weld County Employment Application. County employees
who meet the position criteria will be selected for interview for the
position. All requests for transfer should be channeled through the
employee's supervisor to the Department Head/Elected Official for approval and
then to Personnel.
Because there are times when it is necessary to fill the position as quickly
as possible, the County may find it expedient to advertise outside in the open
market at the same time the position is advertised internally. All internal •
requests will be given prior consideration. Positions advertised in the open
market must be open a minimum of ten (10) consecutive workdays.
Applicants are screened by Personnel by comparing the applicants
qualifications to the job requirements in comparison to all applicants. In
specialized professional fields departments may assist in the screening
process. The six most qualified applicants meeting the job requirements are
referred by Personnel to the department head/elected official for interview
and final selection. Department Heads and Elected Officials are the only
authorized appointing officials for Weld County, this authority cannot be
delegated.
When it is decided to transfer or promote an existing County employee a
reasonable amount of time (at least two (2) weeks) will normally be required
to replace the transferring employee before the transfer/promotion is
effective.
Pay changes and review period of transferred or promoted employees will be in
accordance with the policies and procedures outlined in the
Pay-for-Performance section of this manual.
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SUPPLEMENT TO WELD COUNTY EMPLOYEE HANDBOOK
WELD COUNTY ROAD & BRIDGE DEPARTMENT
Vacancies
Vacancies within the Road and Bridge hourly component may be filled with
individuals returning from the previous year as long as those former employees
met work standards the past year and no change in their status (i.e. , driver's
license, etc. ) has occurred.
Review Period
All new employees, except law enforcement personnel, are in review status for
the first six months of their employment. Upon completion of the review
period the employee will become a full-time member of the County workforce.
The review period for law enforcement personnel can be found in the Personnel
Policy Manual or as supplemented by departmental instructions.
SUPPLEMENT TO THE WELD COUNTY PERSONNEL HANDBOOK WELD COUNTY SHERIFF'S OFFICE
Review Period
Law enforcement officers are in a review status for the first twelve months of
their employment. Law enforcement personnel will be awarded 48 hours vacation
at the end of their first six months of employment and are authorized to use
it. Officers may be terminated without cause anytime during their review
period.
Re-Employment
Upon approval of the department head/elected official, a full-time employee
who resigned within one year in good standing with the County may be rehired.
Upon re-employment, the employee shall be subject to all conditions of .
employment, including a six (6) or twelve (12) month review period, applicable
to new employees, and shall start at the entry level if date of termination is
thirty-one days or more prior to re-employment. (Sheriff's sworn personnel
should refer to Departmental Supplement.)
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JOBS PROGRAMS
Weld County is involved in a number of jobs programs. Included are:
A. Work Study — Contracts with area schools such as Aims and UNC.
B. Contracts for specialized services — The county enters into special
contracts for some services in lieu of hiring an employee.
C. Student Intern Programs - Area schools place student interns in County
Departments.
D. Employment Opportunities Delivery Services (EODS) Programs - The Weld
County Department of Human Resources places people in various programs
including in-school and summer youth, welfare diversion, etc.
E. Useful Public Service - This program is limited to individuals prosecuted
for driving under the influence (DUI) .
Participants in the above programs are not full-time employees of Weld County
and are not covered by the policies of this manual.
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EMPLOYMENT INFORMATION
EQUAL EMPLOYMENT OPPORTUNITY
Weld County is committed to abide by all the laws pertaining to fair
employment practices. All persons having the authority to hire, discharge,
transfer, or promote personnel shall support, without reservations, a
non-discriminatory policy of hiring or transferring to any vacancy, any
qualified applicant without regard to race, color, religion, national origin,
age, sex, disadvantaged status, or handicap. The County will offer equal
opportunity for employment or advancement to all qualified applicants and
employees.
Positions will be filled with the best qualified individuals available. Every
effort will be made to fill vacancies by promotion from within the county
whenever competent and deserving employees are available. Employees will be `
considered for promotion in terms of present performance, specialized
background, and potential. Length of service will be a factor considered only
when two or more applicants possess equal qualifications.
Any applicant for a job with Weld County who feels he/she might have been
discriminated against, for alleged illegal discrimination based on race,
color, religion, sex, national origin, political affiliation or belief, age,
handicap, or other non-merit factors during the application/job selection
process, may appeal this alleged discrimination by making a report to the
Director of Finance and Administration of Weld County. The Director of
Finance and Administration will select a disinterested investigating officer,
outside of the Personnel Department, and the agency involved, who will make a
complete and thorough investigation into the alleged charge and will arrive at
a conclusion with a recommendation. He/she will then turn that into the
Director of Finance and Administration and if there has been illegal
discrimination in the application or selection process, the Director of
Finance and Administration is required to take immediate action to ensure that
the individual illegally discriminated against receives proper, fair and
impartial consideration. The alleged illegal discrimination must be reported
within 10 days of notification that the applicant did not receive the job that
he/she applied for in Weld County. The investigation will be done within a
ten work day period. Any action as a result of the investigation will be
taken within the next five working days.
EMPLOYMENT OF RELATIVES
In accordance with Section 4-2 of the Weld County Home Rule Charter an
appointing or employing authority may not employ or request the employment of
any person who is related to him/her as spouse, parent, child, brother, sister
or in-law. A supervisor may not have a relative as defined above placed under
him/her for supervision.
RETREATMENT RIGHTS
When a chief deputy to an elected official or the Undersheriff is selected
from the current work force and from a position covered by the Classification
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System, they shall have the right to return to that position within the first
6 months of appointment.
POLITICAL ACTIVITIES
In accordance with Section 4-2 of the Weld County Home Rule Charter no
employee shall, during working hours, engage in any political activity. Any
person employed with the County, except an elected official, who seeks
election to partisan public office, shall request a leave of absence, without
pay, immediately after announcement of candidacy. Requests for a leave of
absence, without pay, will be made through the Personnel Department and acted
upon by the Board of County Commissioners. Leave terminates upon completion
of campaign or election.
RESIDENCY
All officers and employees of Weld County, as a condition of their employment
and as a condition of their continued employment by Weld County, shall be
domiciled within the boundaries of the County of Weld, provided however, that
new employees of the County shall have six months from the date upon which
they first report for work in which to establish domicile. Persons who were
County employees on February 23, 1981, and who commute to work on a daily
basis from their domiciles outside of Weld County, shall not be required to
establish a residence in Weld County as a condition of their continued
employment. If such employee changes his place of domicile subsequent to the
enactment of this policy, he shall be required to change his domicile to the
County of Weld. The Board of County Commissioners, in cases of extreme
hardship shown, may waive such residency requirement or extend the time within
which an employee must become domiciled within Weld County.
EXEMPT POSITIONS: The following positions are exempt from the provisions of
these policies and the Weld County Personnel System; except that the Board of
County Commissioners shall establish, for the exempted positions, the
compensation and benefits package.
A. Undersheriff.
B. The appointed chief deputy of the Clerk and Recorder, Assessor, and
Treasurer.
C. All part time hourly employees.
D. Assistant District Attorney.
E. Deputies to the Coroner.
SEXUAL HARASSMENT: Sexual harassment includes unwelcome sexual advances,
requests for sexual favors, and other verbal or physical behavior of a sexual
nature which results in discrimination in employment. Weld County is
responsible for the behavior of its supervisory, non-supervisory employees,
and agents in matters involving discrimination caused by sexual harassment.
Proven cases of sexual harassment will be handled by strong disciplinary
action up to and including termination. If an employee feels that sexual
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harassment has occurred, that employee- is entitled to use the grievance
procedures outlined in this handbook.
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CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
CONDUCT
Every county employee should be aware that they are public employees and it is
their duty to serve citizens in a courteous and efficient manner. An employee
must maintain a standard of conduct which is consistent with the best
interests of Weld County. Actions considered to be misconduct and cause for
disciplinary action or discharge include but are not limited to the following:
A. Incompetence or inefficiency in performance of job duties.
B. Deliberate or careless conduct endangering the safety or well-being of
self, fellow employees or the public.
C. Negligent or willful damage or waste of public property.
D. Refusal to comply with lawful orders or regulations.
E. Insubordination.
F. Deliberate, offensive language or conduct toward the public or fellow
employees.
G. Being under the influence of intoxicants or nonprescribed drugs.
H. Unexcused absence without being granted leave.
I. Conviction of a serious crime (See Suspension for Change with Crime) .
J. Accepting bribes in the course of employment.
K. Deliberate misstatement or a material omission in the applicantion for
employment.
L. Falsifying sickness, or any other cause of absence.
M. Dishonesty.
N. Giving preferential treatment to individuals or groups.
0. Breach of confidentiality.
An employee observing misconduct should report the incident immediately to
his/her department head. The department head is required to investigate the
incident and report the results to the Board of County Commissioners. If
misconduct did occur appropriate disciplinary action will be taken. If the
Department Head finds the reported incident was false and done with a
malicious intent he will take disciplinary action against the employee
reporting the incident.
DISCIPLINARY ACTIONS
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Disciplinary actions are to be corrective in nature and intended to provide
reasonable means for correcting misconduct prior to resorting to dismissal.
Disciplinary actions include warning, reprimands, suspension without pay,
probation, demotion and dismissal.
Department heads, elected officials or their designates may impose
disciplinary actions. However, department heads and elected officials are
responsible for disciplinary action initiated by their designates. All County
employees subject to the Personnel Policies are subject to disciplinary action
for cause as stated above except that probationary, part time, and temporary
employees may be dismissed without cause.
At the time disciplinary actions are taken against an employee that are
grievable the department head/elected official is required to provide the
employee a copy of the grievance section of the Personnel Procedures Manual.
EMPLOYEE COMPLAINTS OR DISPUTES
An employee who feels that the policies set forth in this manual are not being
property applied, or any discipline that results in termination, demotion,
and/or loss in pay, is encouraged to have his/her complaint reviewed.
The employee complaint procedure is as follows to get any complaint aired and,
if the circumstances warrant, adjusted.
A. The employee has 15 days from the date of incident to notify the
department head/elected official in writing of a grievance as specified
in paragraph C below. Failure to notify the department had/elected
official within 15 days shall constitute a stale grievance and waiver of
grievance right for the incident.
B. Prior to notifying the department head/elected official in writing of the
grievance, the employee should discuss the matter with his/her immediate
supervisor who will give the employee an answer within two working days
of the presentation of the complaint.
C. If the employee is not satisfied with the supervisor's answer to his/her
complaint, he/she may, within one week of that answer, but not to exceed
15 days from the date of incident, appeal the case to the Department
Head/Elected Official. Such an appeal should be presented in writing,
stating the nature of the complaint and the reasons for believing the
employee's position to be correct. The Department Head/Elected Official
will give his written answer within five working days of his meeting with
the employee.
D. If no agreement is reached, the employee may file a formal written
grievance to the County Personnel Grievance Board within ten (10) days of
the Department Head/Elected Official's written response via the Personnel
Department. The employee will prepare a written grievance that clearly
states his/her side of the case. Such written grievance must include the
specific reasons(s) for appealing the action, the specific facts as they
are known, documentation to substantiate these facts and the reasons why
the supervisor and department head/elected official did not solve the
grievance.
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E. The Personnel Director will attempt to mediate the differences. If
mediation fails, the Personnel Director has ten (10) working days from
receipt of the written report to set a Grievance Board date and notify
the employee and department head/elected official of the Personnel
Grievance Board hearing. Both parties (department head/elected official
and employee) will present their side of the issue to the Grievance
Board. The Grievance Board may call any witnesses or request written
documentation that they feel will enable them to make a final decision on
the case at hand. The Grievance Board will render a decision, in writing
to the employee and department head within five (5) working days from the
date the case was heard by the Personnel Grievance Board.
F. The employee and department head will, within five (5) working days,
submit in writing to the Personnel Director either an acceptance or
nonacceptance of the Personnel Grievance Board's decision. If
nonacceptance, a reason shall be included and any additional information
or facts that bear on the case. Failure to respond within five (5)
working days shall constitute acceptance.
G. The Personnel Director, the legal advisor and the Chairman of the
Personnel Grievance Board shall, within ten (10) working days of receipt
of nonacceptance by either side, present the case to the County
Commissioners for review. County Commissioners' review shall consist of
a review of the record only. The County Commissioners may reverse,
sustain or modify the Personnel Grievance Board's decision. All parties
will be notified of the review decision, in writing, within five (5)
working days after the review is completed. The decision by the County
Commissioners is final.
WELD COUNTY PERSONNEL GRIEVANCE BOARD
The Personnel Grievance Board is appointed by the Weld County Board of
Commissioners and is composed of seven (7) voting members. The Personnel.
Director or his designee act as the Recorder to the Board; and the County
Attorney or his designee act as the legal advisor to the Board. The seven
voting members consist of four employees, two department heads/elected
officials (either elected or nonelected) , and one from middle management. The
three management members are to be selected by the Board of Commissioners,
serving a term of two years, with no more than two members' terms expiring in
any one year. The four employee members are to be elected by the employees;
one from the Health Department, one from Human Resources Department, one from
Road and Bridge, and one from the Centennial Center. Their term of office is
also two years, with no more than two members' terms expiring in any one year.
The Chairman of the Personnel Grievance Board shall be appointed by the Weld
County Board of Commissioners and shall serve the length of his/her current
term as a Board member. The Personnel Grievance Board is authorized to call
witnesses, request depositions and gather any other information they require
that will result in a fair and impartial hearing.
Non-Grievable: Employees cannot grieve a county policy that has been adopted
by the Board of County Commissioners, even if they feel it is an unjust
policy. The County's policies are addressed and' adopted in public meetings in
the form of a County resolution or Ordinance. All employees are encouraged to
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attend public meetings, on their own time, that involve them as taxpayers and
employees, in order to voice their opinions.
SUSPENSION FOR CHARGE WITH CRIME
In the event an employee is formally charged or indicted for the commission of
a crime, the County may suspend such employee, with or without pay, pending
prosecution of the offense. If an employee is found guilty of any crime by a
court or jury, the County shall immediately suspend such employee without pay
until his conviction shall become final and he has exhausted, or by failure to
assert them, has waived all rights to new trial and all rights of appeal. At
the time such employee's conviction is final, the employee will be terminated.
Should the employee be suspended by the County, as provided in this section,
be found not guilty in a state or federal court, either on appeal, original
trial, or new trial, the County shall forthwith reinstate such employee and he
shall receive his back pay, unless, during such period of suspension the
employee resigned. In the event an employee resigned he shall receive back
pay only up to the date of his resignation and he shall not be reinstated
unless otherwise provided for in the Personnel Policies.
For purposes of this section, crime shall be defined as a felony or a class 1
or 2 misdemeanor as defined by state law, or a comparable federal crime or
crime in some other state. Does not include petty or traffic offenses.
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HOURS OF WORK, SHIFTS, SCHEDULES, AND REST PERIOD
WORK WEEK AND WORK DAY
All full time County employees will work a 40 hour week. Proper scheduling
may require employees to work more (or less) than 8 hours in one day in order
for a department to be more cost effective and/or to better serve the public.
Normal hours are 8:00 a.m. to 5:00 p.m. , Monday through Friday; however, the
hours may vary depending upon department needs. Normal work week of Weld
County begins on Sunday and ends on Saturday. County employees are to report
to assigned work sites, in order to begin work at designated starting times.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK COUNTY AMBULANCE SERVICE
Work Week and Work Day
The normal work day for paramedics and EMT's will be 24 hours. Their schedule
is as follows: day on, day off, day on, day off, day on, four days off.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
WELD COUNTY ROAD & BRIDGE DEPARTMENT
Work Week and Work Day
The sections of Production and Bridge, during the months of May through
October, have a normal work day of 10 hours per day and a normal work week of
50 hours per week. The Weld County Engineer may, at his discretion, reduce or
increase the number of hours worked per week so as to maximize productive
hours.
All sections, other than Production and Bridge, within the Road and Bridge
Department, shall have a normal work week of 40 hours per week, except that .
the Weld County Engineer shall have the discretion to increase the hours
normally worked per day and normally worked per week so as to increase the
operating efficiency of such division.
Such hours of employment of the Road and Bridge Department employees may, at
the discretion of the Weld County Engineer, begin prior to 8:00 a.m. and end
later than 5:00 p.m. , so as to reach a maximum scheduling capability.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK WELD COUNTY SHERIFF'S OFFICE
Work Week and Work Day
Jail Department - 8 day cycle: 4 12-hour days on/4 days off
2 shifts 0800-2000 and 2000-0800 hours
Field Department - 7 day cycle: 4 10-hour days on/3 days off
3 shifts 0800-1800, 1700-0300, and 2200-0800 hours
Admin. Department - 7 day cycle: 5 8-hour days on/2 days off
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2 shifts 0800-1700 and 1600-2400 hours
SHIFT WORK
Some departments are required to remain open 24 hours per day, 7 days per week
-- the Sheriff's Office, Ambulance Department, A.R.R.C. , Computer Services,
Building and Grounds, and Communications Department. Employees in these
departments will be required to work a minimum 8 hour shift during a 24 hour
period. In an emergency situation an employee may be required to work more
than one shift in a 24 hour period.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK WELD COUNTY SHERIFF'S OFFICE
Shift Work
All units of the Sheriff's Office work some shift work with the exception of
the secretarial pool.
ON CALL STATUS
To provide necessary county services, various departments require on call
status for employees. Appropriate compensation methods will be developed, at
the request of the department head/elected official, by the Personnel
Department and will be submitted to the Board for approval. On call status
will be limited to only the number of employees needed to provide adequate
coverage. Supervisory personnel providing coverage are exempt from
compensation for coverage. If hourly personnel provide on call coverage they
will be paid based on their hourly rate for actual time spent on calls. (See
Departmental Supplements.)
OVERTIME
Regular Work Schedule Required. Each department head/elected official shall .
prepare a schedule designating the hours each employee in his department shall
work. Work for the County by an employee at times other than those so
scheduled shall be approved in advance by the department head/elected official
or, in cases of unanticipated emergency, shall be approved by the department
head/elected official after such emergency work is performed.
Usage of Overtime: Over 40 hours per week of work must be in accordance with
the following:
A. All overtime will be approved in writing by the department head/elected
official in advance of use, except in emergency situations. No employee
shall receive compensation for overtime in cash, in time off or a
combination thereof unless such overtime work has been approved in
writing by the department head/elected official as set forth above.
B. A permanent record of the approved overtime will be kept in each
department. Total accumulation of overtime may not exceed 40 hours per
employee within a 90 day period. In emergency situations and as soon as
practical a department head/elected official may request authority from
the Board of Commissioners to exceed the 40 hour limitation. (See
Ambulance Departmental Supplement.)
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COMPENSATION FOR OVERTIME WORKED:
A. Full Time Non-Supervisory Employee: Except as otherwise specified in
this manual overtime for salaried employees shall be compensated one hour
for one hour with compensatory time off. Department head/elected
official must afford reasonable opportunity to the employee to take such
compensating time off. Compensatory time off must be used within 90 days
of date earned or it will be forfeited. Compensatory time earned above
will only be paid not to exceed 40 hours when an employee terminates
employment. The Board of County Commissioners may authorize, by
resolution, cash payment of compensatory time on an exceptional basis
based upon the needs of the County.
B. Supervisory Employee: Overtime is not authorized for supervisory
employees.
C. Hourly Employee: Part time employees who are paid by the hour and who
work in excess of 40 hours per week will receive pay at the rate of 12
times their regular hourly rate for each hour worked in excess of 40
hours. All overtime must be approved in advance as described above and
must be recorded and forwarded weekly to the Personnel Department through
use of time sheets.
Road and Bridge employees should see Departmental Supplement on compensatory
time and overtime policies. Sheriff's deputies and correctional officer below
the grade of Sergeant receive up front payment in lieu of overtime.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK WELD COUNTY SHERIFF'S OFFICE
Compensation for Overtime Worked
Any and all compensation for overtime worked is paid at the rate of 2.5% of
monthly salary for uniformed/commissioned officers through corporal. No •
compensatory time is accumulated.
Officers will be paid at the established rate for overtime involving contract
services.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK COUNTY AMBULANCE SERVICE
Compensation for Overtime Worked
Through a contract with North Colorado Medical Center, helicopter pay is paid
at the employee's straight time hourly rate and is contingent upon Weld County
Ambulance Service participation in their Air Life program. Helicopter pay is
not considered overtime pay for supervisors or the director.
Overtime is not accumulated for compensatory time but is paid straight time
and is turned in each week on time sheets. Supervisors are eligible for
overtime pay provided none of the regular employees are available to work the
overtime shifts. The director is not eligible for overtime pay.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
WELD COUNTY ROAD & BRIDGE DEPARTMENT
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Compensation for Overtime Worked
Within the operational requirement of the Road and Bridge Department, overtime
accumulated during the summer hours shall normally be taken during the months
of November through April, during which time the employees of the Road and
Bridge Department shall work an average of 25 hours per week until such time
as all overtime accumulated during the summer months has expired.
Employees in the Production and Bridge sections may, during the work week that
contains the holiday of July 4, not work during that week, but use accumulated
overtime in its place. This must be requested each year by the County
Engineer and approved by the Board of Commissioners.
Time Sheets
In order to identify costs per project, Road and Bridge is required to submit
weekly time sheets utilizing a specialized document. '
Hourly Employees
Road and Bridge employs hourly personnel during peak production periods.
These employees are hired at an hourly rate and receive no County benefits. A
budget line item is established by the Board of County Commissioners for the
salaries of these employees. The County Engineer has approval authority for
division placement.
LUNCH HOURS
Employees working an 8 hour day may receive, as scheduled by the department
head/elected official 60 minutes for lunch. Lunch hours will vary according
to an employee's work schedule. Lunch hours not taken may not be accumulated
or used at the beginning or end of the day.
BREAKS
At the supervisor's discretion, employees working 4 consecutive hours may be
granted one 15 minute break if it does not disrupt work flow. Breaks not
taken may not be accumulated or used at the beginning or end of the day or in
conjunction with lunch hour.
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TIME OFF
VACATION
PAID VACATIONS: No annual leave is earned by temporary, part-time, seasonal,
probationary, or hourly paid employees. Employees in the initial review
period will not accrue vacation leave during the initial review period. Upon
successful completion of their initial review period, employees will be
awarded 8 hours of vacation time per month of the initial review period.
Employees may begin to take vacation leave at the completion of their initial
review period. Vacations must be scheduled in advance with the employee's
supervisor. Vacation shall not conflict with work requirements of the
department. Annual vacation is earned on a monthly basis as of the 15th of
each month according to length of County service as follows:
Years of County Service Days Earned Annually
Under 5 12 days
Over 5, but under 10 15 days
Over 10, but under 20 18 days
Over 20 20 days
An employee cannot accumulate in excess of two times his/her annual vacation
accrual. Unused vacation will be payable upon termination of employment.
Official holidays occurring during vacation leave are counted as holidays, not
as vacation. Illness and emergency closure days during vacation periods are
part of the annual leave. Employees on shifts other than 8 hours (10 to 12
hours) will be awarded vacation at the rate of 8-hour days. Records will be
maintained on an hourly basis.
SUPPLEMENT TO THE WELD COUNTY HANDBOOK COUNTY AMBULANCE SERVICE
Paid Vacations
Persons on shifts other than 8 hours will be awarded vacation at the rate of
8-hour days. Records will be maintained on an hourly basis.
HOLIDAYS
All full time employees working 32 hours per week or more receive the
following days as paid holidays. Dates will be established annually by the
Board of Commissioners.
1. New Years Day
2. Lincoln's Birthday (floating)
3. Washington's Birthday
4. Memorial Day
5. Fourth of July
6. Colorado Day
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7. Labor Day
8. Columbus Day (floating)
9. Veteran's Day
10. General Election Day (even numbered years)
11. Thanksgiving Day
12. Christmas Day
When a holiday falls on a Saturday, the preceding Friday will be taken off.
When a holiday falls on a Sunday, the following Monday will be taken off.
To be eligible for holiday pay, an employee must be on paid status the workday
before and the workday after the holiday.
No employee assigned to shift work shall receive a greater or a lesser number
of holidays in any calendar year than employees regularly assigned to work
during the normal work week.
Employees working on an official holiday shall receive an in lieu day off with
pay during the week. Persons on the 10-hour day, 4 day week work schedule
will receive 8 holiday off hours in order to receive the same total holiday
off hours as employees on an 8-hour shift.
A day proclaimed a day of national/state mourning or celebration shall be
treated the same as a holiday described above.
(See Supplement for Headstart employees.)
PROFESSIONAL LEAVE
Upon approval of the department head, a full time employee may be granted
professional leave to attend professional and technical conferences, meetings,
and training that pertain to an employee's current or expected duties. No
more than the actual time needed, plus travel time, will be granted under .
professional leave. Professional leave must be arranged in advance with the
employee's supervisor.
MILITARY LEAVE
Any officer or employee who is a member of the national guard or reserve
forces under state or federal law shall be given up to 15 days annual military
leave without loss of seniority, pay, status, efficiency rating, vacation,
sick leave or other benefits for all of the time he or she is engaged in
training or service ordered by the appropriate military authority. If the
employee or officer is required to continue in military service beyond the
time for which leave with pay is allowed, he shall be entitled to leave
without pay until he shall be reinstated following active service in time of
war or emergency. This policy shall be in accordance with Sections 28-3-601
and 603, CRS, 1973. Copies of Orders should be submitted the Department
Head/Elected Officials and Personnel two weeks prior to beginning of leave.
MILITARY LEAVE AND REINSTATEMENT
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Weld County complies with all sections of Title 38 U.S. Code, Chapter 43,
Veteran Reemployment Rights. For detailed information, contact the Personnel
Departnent.
MEDICAL LEAVE OF ABSENCE
A request for a medical leave of absence without pay for illness or disabling
injury must be supported by a letter from the employee's physician to include
an anticipated return date. Medical leave can only be granted after all
accrued sick leave has been used. In cases where medical condition would
hinder job performance, the physician's statement should contain an
understanding and approval of the type of work or specific duties of the
employee.
The department head must be notified in writing of the employee's intent to
return to work and the date of return within two weeks of the anticipated
return date and a confirmation by the employee's physician of the employee's
ability,to perform his/her normal duties.
It is the intent of the County to return the employee to the same job and pay
rate you held prior to going on medical leave. However, because of the nature
of County business, it is not always possible to hold an employee's job open
during his/her leave. In those cases where a vacancy must be filled, the
employee will be placed on a preferential recall list and be called when the
opening for which he/she is qualified to perform is available.
The duration of all medical leaves of absence normally shall not exceed 45
days unless extended due to medical circumstances and/or complications without
a break in service. Vacation and sick leave will not accrue while on medical
leave of absence. Medical leaves over 45 days will result in an adjustment
of the employee's anniversary date by the time actually taken and an
adjustment of vacation and sick leave and other benefit accruals.
An employee may continue his/her participation in the insurance plans during
medical leave if he/she elects to do so. In this case, all benefits of each
plan will continue as if the employee was working, provided that the employee
makes prior arrangements to remit the required contributions in advance of the
period of coverage. An employee should discuss benefit coverage with
Personnel prior to departing on leave.
Use of vacation in conjunction with medical leave will be at the discretion of
the employee if approved by the department head/elected official. Requests
for additional time off not due to medical reasons will be treated as leave
without pay according to the procedures of this manual.
DEATH IN IMMEDIATE FAMILY. Leave of absence with pay because of death in the
immediate family of a person in the County service may be granted full-time
employees by the department head/elected official for a period not to exceed
three days. Entitlement to leave of absence under this section shall be in
addition to any other entitlement for sick leave, emergency leave, or any
other leave. For purposes of this section "immediate family" means mother,
stepmother, father, stepfather, husband, wife, sons stepson, daughter,
stepdaughter, brother, sister, mother-in-law, father-in-law, grandparents,
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foster parent , foster child, or any other person sharing the relationship of
in loco parentis.
JURY DUTY
Full time employees required to serve as a witness or juror during scheduled
work time are entitled to paid leave. If the sum received for jury duty is
less than the employee's salary, the County will reimburse the employee at
full salary upon receipt of all payment given the employee for jury duty. In
order to be granted leave for jury duty the employee must submit a copy of the
SUMMONS and all forms furnished by the clerk of the court relative to the time
of service. Mileage allowances can be retained by the employee.
CHILD CARE LEAVE
When an employee adopts a child and requests leave to tend the child, the
employee is not eligible for maternity/medical leave, may not use sick leave
but, at the department head/elected official's discretion, may use accrued
vacation leave.
LEAVES OF ABSENCE
Employees may be entitled to leave of absence without pay for good and
sufficient personal reasons after exhausting all accumulated paid leave. Each
case will be considered individually. Application for leave of absence must
be made in writing and must be approved in writing by the Department
Head/Elected Official before the commencement of leave. Seniority will not be
affected if employee returns to work as soon as granted leave of absence
period is over. Right of reinstatement shall terminate if the employee on
leave engages in gainful employment.
The maximum length of such leaves of absence will be 90 days. This leave may
be extended only with approval of the Board of County Commissioners and then ,
only on written application giving compelling reasons.
If an employee does not return to work on or before the agreed upon date or
come to an agreement with management on an extension the employee will be
considered to have terminated his/her employment.
ABANDONMENT OF POSITION
If an employee fails to call in for three consecutive days without a reason
acceptable to the County, he/she will be terminated.
CLOSURE OF COUNTY OPERATIONS
In the event the County closes operations for facilities due to inclement
weather or other emergencies, full-time employees scheduled to work will be
paid. Employees required to work during such closure due to County needs
shall not be paid any additional salary compensation or compensatory time off.
An employee already on leave of any type on a closure day shall be charged for
that leave day as if County operations were normal.
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An employee unable to be in attendance due to inclement weather or other
emergencies when County operations and facilities are open shall be charged
appropriate leave.
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SICK LEAVE
Sick leave is a privilege given to full time employees to be used in the
following circumstances:
A. When the employee is unable to perform his job duties because of illness,
injury, pregnancy or birth of a child;
B. When the employee has medical, surgical, dental or optical examinations
or treatment;
C. When an employee is required to care for an ill member of the immediate
family he/she may use accumulated sick leave up to 40 hours for any one
illness or injury or until accommodations for care can be made.
All regular full-time employees are eligible for sick leave 30 days after
employment. Sick leave is accrued at 8 hours per month from date of hire with
no maximum accrual limit. Accumulated sick leave is payable upon termination
at 11 the hours of accumulated unused sick leave, not to exceed one month's
salary.
Employees are to report their absence(s) daily directly to their supervisor at
the employee's regular starting time. Failure to report may be considered as
cause for denial of paid sick leave for the period of absence unless the
employee furnishes an acceptable explanation. Not calling in and obtaining an
approved absence for three days is considered abandonment of job and
constitutes a voluntary resignation.
An employee may be required to provide a medical doctor's report of any
illness for which sick leave is requested. Abuse of sick leave or excessive
absenteeism can result in the loss of the privilege to earn sick leave or in
other disciplinary actions up to and including termination. •
SICK LEAVE BANK
In order to provide a no cost short term disability program for employees the
County has established a Sick Leave Bank Program.
The Sick Leave Bank is based on a voluntary contribution of eight (8) hours
per employee, per year. Employees who do not contribute to the Bank will not
have the opportunity to take advantage of the Bank. Subsequent admission to
Bank participation for new employees shall be allowed ONLY on the first day of
each quarter, i.e. , January, April, July, and October. All other eligible
employees who did not join the Bank may do so on the annual open enrollment
date in November, to be effective January 1, of the following year.
A. The Sick Leave Bank was funded initially by a contribution from each
employee member of eight (8) hours of that employee's individual sick
leave, which was deducted and credited to the Bank. For new employees
the same contribution will be made on the first day of the quarter,
following one year's employment.
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B. Sick leave days in the Bank are carried over from year to year and an
additional contribution is required in January of each succeeding year
while a member of the Bank. Hours donated to the Sick Leave Bank are not
refundable.
C. The Bank is administered by the Sick Leave Bank Governing Board. The
Board is composed of five (5) members elected by the participants in the
Bank. The following conditions govern the granting of sick leave days
from the Bank:
1. Application forms are available through Personnel. Applications for
benefits from the Bank are made in writing to the Governing Board
via the Personnel Department.
2. If a member is unable to make application for himself, the
application maybe filled out by a family member or other
representative.
3. A medical doctor's statement specifying the nature of illness, the
dates and medical service to the employee, and the date of the
patient's expected release for return to work will be presented with
the application.
4. The applicant must submit the request form to his department head
for approval of time off. The department head may attend the
hearing with, or for, that individual to discuss any problems he may
have with a large number of sick days being granted.
5. Bank days will not be granted until an employee has used all of
his/her individual sick leave days, vacation days, and any
compensation time he has accumulated.
6. Not more than sixty (60) working days may be granted to one employee •
in a twelve month period.
7. The Sick Leave Bank Governing Board cannot approve sick leave days
to be granted to employees in an amount that exceeds the number of
sick leave days accumulated in the Bank. If the need exists, the
Board has the option to assess a contribution of eight (8)
additional hours from members to the Bank. Contributions of sick
leave in excess of the amount stated herein cannot be accepted by
the bank.
8. Sick leave may be granted ONLY in cases of personal illness. This
excludes use of the Bank for illness of family members.
9. The Sick Leave Bank is designed for illnesses including, but not
limited to, the following: Heart attack, stroke, pregnancies with
complications, and major surgery. Specifically excluded are normal
pregnancies, elected cosmetic surgery, and accidents covered by
worker's compensation.
10. Any unused sick leave granted by the Board shall be returned to the
Bank.
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D. Upon termination from the County a Bank member will no longer be eligible
to draw sick leave time from the Bank.
E. The Sick Leave Governing Board shall report the status of the Bank to the
participants at the beginning of each calendar year. A quarterly report
is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the full responsibility for
the control of the Bank, and all decisions of the Board are final.
G. If the program is terminated at any time, any hours remaining in the bank
shall be equally divided among the members at that time.
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HEALTH AND SAFETY
GENERAL
Employees are required to comply with all safety rules and regulations.
Failure to do so will result in disciplinary action and could result in a
reduction in worker's compensation benefits if an accident resulted from
failure to comply with said safety rules. If an employee has any questions
concerning a department's requirements, the employee should contact his
supervisor. Copies of the County safety manual are available in each
department.
REPORTING OF INJURIES
If an employee is injured, even slightly, or suspect he has been injured, the
employee must report this fact to his immediate supervisor at once. The
supervisor will see that the employee gets first aid or, in case of a more
serious injury, medical attention.
To be eligible for worker's compensation benefits an employee must be examined
and treated initially by the North Colorado Medical Center Emergency Room or
the nearest hospital emergency room. An injured employee should inform the
hospital that the billing for the treatment should be submitted to Weld County
Worker's Compensation Fund. The supervisor will complete an Accident
Investigation Report and the injured employee will be required to sign it.
The Employer's First Report of Accident Form must be submitted to Personnel
within 24 hours of the accident. The Accident Investigation Report must be
submitted to the Personnel Office within 48 hours.
There are three reasons for these regulations:
A. Employees seeking medical attention for job-incurred injuries, from .
doctors, other than those authorized by the County, may have to assume
the cost of such treatment.
B. Immediate treatment may prevent complications from developing, such as
infection.
C. Prompt reporting of the accident which produced the injury will enable
the supervisor to make prompt investigation. The investigation he makes
might reveal a hazardous condition or work practice which, if not
corrected, could lead to a more serious injury.
All county employees are covered by the State Worker's Compensation Act. The
county's self-insured workers' compensation program protects all employees
against total loss of income and medical and hospital expenses as a result of
on-the-job accidents or occupational illness. It should be noted that
Chiropractic services will not be paid unless medical referral is made by the
attending physician. In accordance with state law an employee who substains
an injury or occupational illness while performing assigned duties and is
incapable of performing the normal function of the job, will receive regular
full salary for a period not to exceed three days from date of injury. At the
end of the third day the employee will receive 66 2/3 percent of his/her
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normal salary, minus employee generated deductions for the period of injury
leave. During the worker's compensation leave, an employee does not
accumulate sick or vacation leave. Before the injured employee is allowed to
return to work, a written release is required from his/her doctor stating that
the employee will be able to assume full working responsibilities and duties.
The injured employee must keep the department head/elected official and
Personnel Department informed of his condition. Injured employees who can
perform less demanding job duties may be assigned other duties if available by
the department heads/elected officials with consultation with the Personnel
Department.
MEDICAL EXAMINATIONS
Medical qualifications are realistic physical standards to assure that an
employee is physically able to perform the duties required of the position.
All employees must meet the medical standards for their specific position.
Applicants for a position may be required to take an initial employment
medical exam. An employee may be required to take a medical exam as a
condition of continued employment if in the judgement of the department
head/elected official the employee's health appears to be adversely impacting
his/her job performance or the assigned duties could be detrimental to the
health of the employee. The Personnel Department will schedule the medical
examination as soon as possible once requested by the Department Head. An
employee may be placed on administrative paid leave pending the medical
examination results. All employee medical examinations requested by Weld
County will be paid for by Weld County. Weld County will receive the results
of the medical examination and will furnish the employee a copy upon request.
RECREATIONAL ACTIVITIES
Weld County does not sponsor any adult recreational teams or activities. Any
sports injuries incurred by County employees are considered outside of
assigned county duties. Therefore, they are not covered by Workers!
Compensation as job related injuries.
ALCOHOL AND DRUG ABUSE
In the interest of the safety to all employees and to prevent disruption of
the work area, it is against county policy for an employee to consume or
possess alcohol on county property. It is also against the policy to report
to work under the influence of alcohol.
Illicit sale, purchase, use or possession of non-medically prescribed drugs by
an employee on or off county property is also against policy. This applies to
all forms of narcotics, depressants, stimulants, or hallucinogenics whose
sale, use or possession is prohibited by law.
The only exception to this is the taking of prescribed drugs under a
physician's direction. It is advised, for the employee's safety and that of
others, that the employee's supervisor be informed of the taking of such drugs
and their effect on the employee's work, so he may take appropriate action.
Any violation of the above rules may be grounds for the termination of
employment.
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EDUCATION AND TRAINING
EDUCATIONAL ASSISTANCE
Weld County will reimburse an employee for tuition expenses up to
$75.00/course limited to one course per term (quarter/semester) for job
related courses that have been approved in advance. Funds for this program
are limited to the amount budgeted each year by the County Commissioners. For
this reason reimbursement is on a first come, first serve basis, and must be
approved in advance to commitment funds to an employee. For an employee to
receive such reimbursement he must meet the following conditions:
1. Must be a full-time employee at the time the class starts.
2. Must have an approved Tuition Assistance Request form prior to
enrollment. (Forms are available in Personnel Department) .
3. Termination of employment will cause the employee to forfeit his rights
to this assistance.
4. Books, supplies, and miscellaneous fees are not covered.
5. Employee must complete the course successfully, with a "C" grade or
better.
To receive payment an employee must present the Personnel Department with a
receipt showing the amount of tuition paid, a grade slip proving successful
completion, and original copy of approved Tuition Assistance Request form.
Should the class attended by the employee be scheduled during normal work
hours, it will be at the discretion of the department head/elected official
whether time off from work, with pay, is allowed. In all cases any time taken.
off by the employee must be made up weekly or be charged as unpaid leave.
SEMINARS AND CONFERENCES
If an employee is requested by the County to attend a workshop, seminar,
conference or other educational training program, the employee will be
reimbursed for the entire cost which includes registration fees, lodging,
meals, and transportation. Claims for reimbursement should be made in
accordance with the policies outlined in the Accounting Section of the
Administrative Manual. No compensatory time will accrue to the employee while
attending or traveling to a workshop, seminar, conference or other educational
training program. In the event a department has insufficient budgeted dollars
for certain seminars or conferences, the employee and department may negotiate
a sharing of costs of the seminar or conference if agreeable to both the
employee and department head/elected official. Attendance is the option of
the employee if cost sharing by the employee is agreed to by employee and
department head/elected official.
REGISTRATION AND LICENSING
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If an employee's job requires licensure, certification or registration, the
employee is responsible for obtaining it, keeping it valid, and presenting it
to the County when requested. Associated costs are the employee's
responsibility. Should such required license or registration expire, it will
be necessary to reassign or suspend the employee from duty until it is renewed
as required by law.
•
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REIMBURSABLE EXPENSES
With prior approval from the department head interstate travel and other
expenses for official County business will be reimbursed as follows:
MILEAGE
To be reimbursed at rate established by Board Resolution (20 cents/mile) .
Travel between work and residence is not reimbursed.
PARKING
Fees and tolls at actual expense when away from home office.
LODGING
At actual and necessary expense.
MEALS
At actual and necessary expense as approved by the Board of Commissioners.
TRANSPORTATION
Bus, train or air transportation at actual expense for whichever is available
and most practical.
Receipts must be submitted and vouchered by the department head to reimburse
expenses.
Externally funded programs and staff shall be required to meet any and all
Federal, State or other requirements for travel, meetings, training, lodging, .
meals and other costs when these issues are not specifically addressed in the
Weld County Personnel Policies.
OUT OF STATE TRAINING TRIPS
If requested in the yearly budget, each department shall be allowed no more
than 2 overnight out of state training trips. Each person attending a
training meeting constitutes one trip. The person or persons attending
training meetings shall be designated by the department head. Out of state
overnight training trips, for which costs are reimbursed by grant or stipend,
shall be exempted from this trip restriction during the budget year by
approval of the Board of County Commissioners at one of its regularly
scheduled meetings or any special meeting of said Board, on a case by case
basis.
County Commissioners are allowed one overnight out of state training trip per
Commissioner per year for a maximum of 5 trips per year for the Board of
County Commissioners.
A $25 per diem, if desired, will be paid in advance of all out of state trips
to cover expenses for meals, car rentals, taxi fare, and parking fees.
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Lodging, air fare and registration fees will be paid in total through receipts
turned into the Accounting Department, unless prepaid by a County warrant.
Mileage shall be paid round trip by air coach or by automobile calculated at
the statutory rate, whichever is cheaper.
If the elected official/department head is accompanied by their spouse, they
will be responsible for the expenses of the spouse.
Receipts must be submitted and vouchered by the department head for expense
reimbursement.
•
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MISCELLANEOUS POLICIES
CONFIDENTIAL INFORMATION
Because of the nature of County business, employees may have access to
information of a confidential nature. This information should not be
discussed except with authorized personnel. If any situation arises
concerning confidential information which an employee has a question, the
employee should discuss it with his/her supervisor immediately. Misuse or
disclosure of confidential information obtained in the course of County
employment could result in personal legal liability and discharge. Documents,
including copies, generated in the course of County employment are the
exclusive property of Weld County and are not to be used for personal use or
retained in the permanent possession of an employee.
SOLICITATIONS
Except as where otherwise specifically authorized by the County, solicitations
on County premises are subject to the following rules:
A. Solicitations by Employees: Because of the disruption to business, no
materials shall be distributed to and no solicitation shall be made of
any employee in any public area within the premises. Any solicitation
must be confined to non-work and non-public areas or during non-working
time.
B. Solicitations by Non-Employees: Non-employees may not solicit on the
County premises for any reason whatsoever.
COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS
Weld County encourages its employees to participate in worthwhile community .
activities. However, the County believes that an employee's decision to
support a charitable agency, cause or other appeal is a private one and should
in no way be influenced by an employee's position within the County.
The use of County stationery for direct solicitation of employees implies
support by the County and may be viewed by some employees as coercive.
The only appeal which has County approval and for which County stationery may
be used for soliciting other County employees is the United Way Campaign of
Weld County.
COUNTY BLOOD DONOR PROGRAM
Weld County, in conjunction with the Northern Colorado Medical Center Blood
Bank, has established the Blood Donor Program for employees. All employees
will receive notification of the blood programs approximately one month prior
to the actual date. Interested employees may at that time sign up to donate
blood. Employees will receive time off with pay to donate blood. Personnel
on donor lists will be given time off with supervisory permission when called.
REIMBURSEMENT FOR JOB INTERVIEW EXPENSES
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Travel and overnight lodging expenses may be paid for applicants identified
for certain job interviews. Travel must be from outside a 100 mile radius of
Greeley, Colorado. Prior approval of the Director of Finance and
Administration is required. The only positions authorized for the above
reimbursement are:
Director of Health Services
Director of Planning Services
Director of Finance and Administration
Director of Personnel
Director of Computer Services
Director of Communications
Director of Ambulance Services
Director of Library
Director of Human Resources
County Attorney
Undersheriff
County Engineer
Director of Social Services
Comptroller
A. Additional Positions: Additional positions may be added on a one time
basis with approval from the Board of County Commissioners.
B. Interview Expenses: All cost for interview travel will come from the
budget of the department with the position vacancy. No additional funds
will be allocated for this purpose.
MOVING EXPENSES
The Board of County Commissioners will approve moving expenses for Department
Heads, Chief Deputies, and Undersheriff only on a case-by-case basis.
OUTSIDE EMPLOYMENT
An employee may engage in outside employment if there is no interference with
assigned working hours and duties, no real or apparent conflicts of interest
with assigned responsibilities and if approved by the department head.
EXCEPTIONS: When prohibited by the County Home Rule Charter or by Resolution
of the Board of Commissioners.
APPEARANCE/DRESS
Each employee should choose the proper attire for his or her specific job.
Certain areas of the county have specific safety requirements. An employee
should check with his/her supervisor if he/she has any concerns regarding
proper attire for the job. A supervisor can request proper appearance/attire
of the employee.
USE OF PRIVATE AUTO
Some positions require as a condition of employment the use of the employee's
vehicle in conducting assigned duties. Employees will be reimbursed mileage
in accordance with the policy stated in the Administrative Manual. The County
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is not liable for damage which may occur to your vehicle while on county
business.
PERSONNEL RECORDS AND INFORMATION
The Personnel Department is the custodian of all official personnel/payroll
records for current and past employees of Weld County. The employee's file in
Personnel will be the official file for all legal actions, employment
reference, or any other official inquiries. Colorado law requires that the
files be restricted from access by anyone other than an individual who has a
direct interest, i.e. the employee or his supervisor(s) . Each employee has
access to his/her own records. The employee may authorize a third party
access to his/her record with written authorization signed by the employee
which specifies exactly what items can be accessed or released. Without
additional signed authorization Weld County will only confirm employment and
length of employment with Weld County. Inquiries from prospective employers
will be answered based on the final evaluation of the employee, which the
employee should have a copy. Other information will not be provided without
the employee's permission.
Changes in personal data (e.g. marital status, number of dependents, address,
telephone number, benefit coverage) affect the employee's pay or employment.
Therefore, it is most important that an employee report appropriate changes as
soon as possible. At least annually an employee should check his/her
personnel records to insure that they are accurate.
CONFLICT OF INTEREST
Per Section 16-9 of the Weld County Home Rule Charter, no County officer,
member of an appointed board, or employee shall have any interest in any
enterprise or organization doing business with Weld County which might
interfere with the unbiased discharge of his duty to the public and the best
interest of the County. This restriction shall not apply where the officer, ,
member of an appointed board, or employee's department has no direct contact
nor business transaction with any such enterprise or organization. Specific:
A. No employee of the Central Purchasing Division shall have any interest in
any enterprise or organization doing business with Weld County.
B. Neither the Treasurer nor employees of the Treasurer's office shall have
any proprietary .interest in any financial institution in which the County
maintains deposits.
In the event a question arises as to possible conflict of interest between any
county officer, member of an appointed board, or employee, and any enterprise
or organization doing business with Weld County, the question will be
presented to the County Council for review, investigation, decision and
resolution. The judgment and decision of the council shall be considered
final and shall be made a matter of public record.
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PAY
INTRODUCTION
Pay for Performance is a system developed by Weld County to provide a method
of paying people based on the quantity and quality of work performed.
Department heads, chief deputies of elected officials, the undersheriff, and
hourly employees do not participate in Pay for Performance as their salaries
are set annually by the Board of County Commissioners.
OBJECTIVES OF PAY FOR PERFORMANCE
The system has been developed to provide equity, increase productivity,
competitive compensation to employees, and to provide management with a
resource to measure and reward performance.
•
Objectives of the system include:
A. Equity: To assure that all eligible employees have an opportunity to
compete for and receive the rewards of the system.
B. Productivity: To establish a system that rewards performance so as to
increase productivity.
C. Competitive Compensation: To assure that employees' compensation is
competitive within the area.
D. Management Resource: To provide management with a means to administer
based on performance.
PAY FOR PERFORMANCE CONCEPTS
The Pay for performance concept includes:
A. Performance Based Compensation - To compensate employees for their
performance based on established standards.
B. Prevailing Wage. - To pay individuals the prevailing wage in the job
market as determined by salary surveys.
C. Upward Movement - To establish a system that allows for upward movement
within it in order to reward employees for their performance.
D. Downward Movement - To establish a system that allows for downward
movement within it in order to reduce compensation for non-productive
employees.
E. Performance Appraisal - To provide a standardized tool to measure
performance based on pre-determined standards.
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F. Learning Curve - The amount of time spent on the job to fully learn the
tasks required and function at a proficient level. The Pay for
Performance system recognizes a learning curve for all county positions.
PAY STEPS
A. Entry Level - Persons with training but little or no experience.
Pay - 95% of job rate.
B. Qualified Level - Persons with training and experience who exceed the
minimum requirements for the classification. Pay - 97.5% of job rate.
C. Proficient Level - Persons with training plus experience in a County
department. Pay - 100% of job rate.
D. 3rd year Proficient Level - Persons who have completed 3 years in the
same classification and have demonstrated sustained satisfactory
performance at the proficient or highly proficient level as recorded
through the appraisal system. Pay - 1021% of established job rate.
E. 5th year Proficient Level - Persons who have completed 5 years in the
same classification and have demonstrated sustained satisfactory
performance at the proficient or highly proficient level as recorded
through the appraisal system. Pay - 105% of job rate.
NOTE: The above pay steps would not correspond to time in classification
if the incumbent was promoted into a higher step due to minimum 5%
increase for promotions.
KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM
Key elements of the step/bonus approach include:
-- Five performance levels for employees (entry, qualified, proficient, 3rd
Year proficiency and 5th Year proficiency.)
-- Optional bonus of once or twice per year based on highly proficient
performance standards. Determination of frequency by department
head/elected official. Amount of bonus determined by department
head/elected official with a minimum award of $50.00.
-- Appraisals to be completed at pre-determined time frames.
-- Bonuses restricted to 50% of department/office workforce unless waiver is
given by a Board of County Commission resolution.
GRANDFATHERINC
A basic assumption was that no County employees would receive a decrease in
pay due to conversion to the Pay-for-Performance system. Therefore, upon
conversion, any employee whose base salary was above the job rate was allowed
to retain that base salary upon conversion December 16, 1982.
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The Board will address grandfathered employees' pay adjustments annually.
Grandfathered employees will be considered and can compete for all bonuses.
MECHANICS OF THE SYSTEM
A. New Hires: New hires will begin at the entry level step for the
classification with one exception. An applicant may be hired at the
qualified step if he/she exceeds the minimum standards for the
classification as established by the class description and
specifications.
When this occurs, the department head/elected official will submit the
justification to Personnel to hire at the qualified level and request
approval. This request must document the fact that the applicant's
training and experience warrants the higher pay level. No commitment to
hire at other than the entry level should be made to an applicant without
written approval from Personnel. The practice of hiring at other than
entry level is limited.
B. Promotions: When a County employee is promoted to a higher level
classification in the same classification series, he/she will be placed
in the entry level step for the classification. Promotions will insure a
minimum of 5% pay increase. In the event the promotion in the
classification series is less than 5% the incumbent shall be placed at
the step which provides a 5% minimum increase. In all cases of a
promotion a six month promotional review period shall exist for the
incumbent.
1. Employee who is promoted and the minimum 5% pay increase places them
at the entry step will, upon satisfactory completion of six months,
move to the qualified step. Upon satisfactory completion of six (6)
months at the qualified level, employee will move to the proficient
step. Movement to the three (3) year and five (5) year proficiency .
step will be in accordance with the performance steps for pay
section D and E.
2. Employees who are promoted and due to the minimum five (5) percent
pay increase are placed at the qualified step will, upon
satisfactory completion of the six (6) month period, move to the
proficient step. Movement to the three (3) year and five (5) year
proficiency. step will be in accordance with established rules for
those steps.
3. Employees who are promoted and due to the minimum five (5) percent
pay increase for promotion are placed at the proficient levels will
move to the three (3) year and five (5) year proficient level in
accordance with the normal movement to these steps.
4. Employees who are promoted and due to the minimum five (5) percent
pay increase for promotion are placed at the three (3) year
proficiency step. Movement to the five (5) year proficiency step
will be a normal movement in accordance with the performance steps
for pay section E.
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5. Employees who are promoted and due to the minimum five (5) percent
pay increase for promotion are placed at the five (5) year
proficiency step will only receive annual pay adjustment after
promotion.
6. Employees who are promoted and due to the five (5) percent pay
increase rule and placed outside of the five (5) year proficiency
pay step will only receive a five (5) percent initial pay increase.
They will then be placed in the Grandfather category and treated as
such.
Promotion during the initial review period is authorized under the following
conditions:
1. That a legitimate vacancy exists.
2. That the promoted individual meets the full position qualifications.
Individuals promoted during their initial review period will be treated as new
employees and will begin their six-month initial review period from the date
they assume their new position. All initial review rules will apply to
include starting at "0" for sick and vacation accrual.
When a position is determined to be mis-classified and is changed to a higher
classification, the incumbent must qualify for the higher level position
within one year. The incumbent will be placed at the entry level step unless
the former pay grade in the lower class is less than 5%. In the event the
entry level is less than a 5% pay increase the person will be placed at a step
providing a 5% minimum increase. In no case will a reclass result in a pay
decrease. In the event a position is downgraded the current incumbent's
salary will be frozen until the pay table of the lower classification reaches
the incumbent's salary. The incumbent will be eligible to compete for
bonuses.
A promoted employee entering the classification at higher than the entry level
due to the 5% minimum pay increase requirement will still have the promotional
review period. Pay movement will be based upon the normal movement of the
higher step. For example, an employee placed at the proficient step initially
will not move to 3rd Year Level Proficient Level until he or she has been at
that step for two years.
If a County employee takes a new position in a class series other than their
current series the employee will be hired at the entry level step of the new
classification. (Example: Office Technician to Deputy Sheriff) .
A voluntary demotion to a lower classification in the same class series by an
employee will move the employee to the proficient step of the lower class, or
the steps he/she held prior to promotion.
PERFORMANCE STEPS FOR PAY
A. Entry step: New hires and normally promoted employees will begin at the
Entry step for the classification and will be paid 95% of the established
job rate. After completing the first 90 days of employment, the employee
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will be evaluated against the established entry standards. Upon
completion of 6 months of employment, the employee will again be
evaluated but the evaluation will be against qualified performance
standards. If the employee receives a satisfactory appraisal, he/she
will move to the qualified step and receive a 2z% pay increase.
B. Qualified step: The qualified step is 97.5% of the job rate. The
employee functions at the qualified level and is rated against the
standards for a proficient employee. After six months at the qualified
level and if the employee meets the performance or training standards for
the qualified level an evaluation will be submitted raising the
individual to the proficient step. The pay will be 100% of the job rate.
C. Proficient step: The Proficient step is the job rate for the position.
While at the proficient level the employee will be measured against
established proficient level standards. Evaluations will be completed
every six months.
D. 3rd Year Proficient Level: To be eligible for movement to this step, the
employee must complete three years with the County in the same
classification, except if promoted or demoted to this step, and have
demonstrated a performance at the proficient level or above for the last
two year period. Movement to this step is not automatic but a
combination of performance and longevity in the classification. Pay will
be at 102/% of the established job rate.
Should the department head/elected official deny movement to the 3rd Year
proficient step based on the employee's performance, the employee will be
eligible for consideration of movement to that step every six months
thereafter based on performance.
E. 5th Year Proficient Level: To be eligible for movement to this step, the
employee must complete five years with the County in the same
classification, except if promoted or demoted to this step, and have
demonstrated performance at the proficient level or above for the last
two year period. Movement to this step is not automatic, but a
combination of performance and longevity in the classification. Pay will
be at 105% of the job rate.
Should the department head/elected official deny movement to the 5th Year
proficient step based on the employee's performance, the employee will be
eligible for consideration of movement to that step every six months
thereafter based on performance.
If at any time during employment at Weld County, the employee's
performance drops below the proficient standards of the
classification/position the employee can be placed on probation for a
minimum of 90 days and maximum of 180 days, and reduced in pay to the
next lower step (21% reduction) . If improvement is made at the
conclusion of the probation the employee can be returned to the
proficient level and pay step occupied prior to the reduction.
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Department heads, chief deputies of elected officials, the Undersheriff,
hourly or part time employees are not eligible for the pay increases cited in
paragraphs A — E above.
TRANSITION FOR CURRENT EMPLOYEES
Persons employed as of December 16, 1982 in Weld County were transitioned into
the Pay-for-Performance system according to the following:
Persons currently in the "A" step moved to the "A" "Entry" steps in the
new system.
Persons currently in the "B" step moved to the "B" or "Qualified" step in
the new system.
All persons in the "C" or above steps moved to the "C" or "Proficient"
step in the new system.
Persons who had completed three years with the County in the same
classification moved to the "D" 3rd Year Proficient Step and persons at
the "D" step stayed at the "D" step.
Persons who had completed five years with the County in the same
classification moved to the "E" 5th Year Proficient Step and persons at
the "E" step stayed at the "E" step.
Persons on steps above "E" were grandfathered (See section on
grandfathering.)
Pay impact dates, i.e. six month, one year anniversary dates, 3rd and 5th year
proficient level dates will remain on schedule for evaluations. Pay changes
will take place on the appropriate hire or job class anniversary dates if the
employee has met all other criteria for advancement, including any
certification requirements established for the position as well as the
employee meeting all classification and position specific standards.
EVALUATIONS - PURPOSE
Evaluations are management judgments about the behavior and effectiveness of
employees. Assignments, advancements, reward, discipline, utilization, and
motivation all depend ultimately on management judgments of employee
performance. The objectives of evaluations are:
A. Clarification of what is expected - that is, to develop standards of
satisfactory performance, setting forth what quality and quantity of work
of a given type is acceptable and adequate for pursuing the functions of
the organization.
B. Fortifying and improving employee performance - by identifying strong and
weak points in individual achievement, recording these as objectively as
possible, and providing constructive counsel to each worker.
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C. Refinement and validation of personnel techniques — serving as a check on
qualification requirements, examinations, placement techniques, training
needs, or instances of maladjustment.
D. Establishment of an objective base for personnel actions — namely, in
selection for placement and promotion, in awarding salary advancements
within a given level, in making other awards, in determining the order of
retention at times of staff reduction, and in otherwise recognizing
superior or inferior service.
EVALUATION PROCESS
All County employees will be evaluated against established standards every six
months. Standards to be used are as follows:
Standards Time Frame
Entry After Completion of the first ninety
days in the class.
Qualified After completion of the first six
months in the class.
Proficient Every six months after successful
attainment of qualified step.
Highly Proficient Standards to be used to determine
bonus award.
PERFORMANCE EVALUATIONS DUE
Performance evaluations are due on the following time schedules:
A. 90 days (3 months) from date of hire: All new employees, whether hired
at the entry or qualified level will receive a 90 day evaluation.
Promoted employees and employees reclassified upward will also receive a
90 day evaluation.
No pay increases will result from satisfactory evaluations but the
department head/elected official should use this evaluation process to
advise the employee of his/her progress during the first ninety days.
Adverse evaluations at the 90 day period can result in termination of the
employee any time during the 90 day period or extension of the review
period.
B. 180 days (6 months) from date of hire: All employees will receive a six
month evaluation whether they enter County employment at the entry or
qualified level.
Based on the evaluation of the employee against pre—determined standards,
the department head/elected official will indicate whether the employee
will move to the next pay step. Adverse evaluations at the 180 day
period can result in termination of the employee or extension of the
review period.
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C. Every six months: After completion of the first six months of County
employment, employees will receive evaluations every six months.
D. Upon termination: An evaluation will be required on every voluntary or
non—voluntary termination. This provides a completed personnel file on
each employee's performance.
E. Special: Special evaluations can be done for praise or reprimand at the
department head/elected official's discretion. Special abbreviated
evaluations will be submitted for all bonus awards.
F. Counseling Form: The format that has been used in the past will still be
available for use at the department head/elected official's discretion.
EVALUATION REVIEW/APPEAL
In the event an employee disagrees with his/her evaluation, the employee has
the right to appeal the evaluation to any additional reviewer or department
head. The procedure is as follows:
A. When the employee disagrees with the evaluation as written, he/she will
so indicate by checking the disagree box in Section XIII. The rater will
then give a copy of the evaluation to the employee with a written note as
to the date their comments must be turned into the reviewing authority.
The original copy of the evaluation will then be sent to the reviewer
with a copy of the memo indicating date comments are due to the reviewer.
B. When the reviewer receives the comments, he/she will evaluate all
pertinent information available. The reviewer may concur with the
evaluation as written or non-concur based on the employee's comments and
his/her observation, etc. The reviewer will then change any rating
factor by placing his/her initials in the box that best describes the
rating for that element, follow the same procedures for the overall .
evaluation. In the comment section, explain why the changes.
C. The reviewer will review the evaluation with the employee and have the
employee initial and date the comments beside the signature box of the
reviewer. The employee should indicate his/her concurrence or
non-concurrence with the reviewer rating. If the employee concurs,
forward the evaluation to the department head for final review. If the
employee non-concurs, the employee will be given a copy of the evaluation
and a memo listing the date that comments must be into the department
head. The original copy of the evaluation and the reviewer's comments
and a copy of the memo with the date comments are due to the department
head will be forwarded to the department head.
D. In the case where an employee does not meet the given date to submit
comments to the reviewer or department head, then the reviewer or
department head will process the evaluation as if the employee did not
desire to submit comments for consideration. In effect, the employee has
lost his/her rights to furnish the comments to the reviewer. The
reviewer or department head must, however, give the employee sufficient
time to prepare his/her comments. For that purpose, a 48-hour period is
the minimum time that should be allowed.
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E. Upon receipt of the employee's comments, the department head will review
the evaluation, the reviewer' s comments and the employee's comments. The
department head will then make a judgment with the information available.
If the department head changes any individual rating section or the
overall evaluation, he/she will do so by placing his/her initials in the
proper rating box on the form and provide an explanation in the comments
section provided. The department head's review is the last unless he/she
is the rating official; then the commissioner coordinator for his/her
department becomes the final review authority. Elected officials are the
final review authority for all job evaluations in their department.
F. Upon completion of the final review, the department head, if they have
changed the rating, will review it with the employee. The employee will
initial and date the form below the signature of the department head.
The original copy of the evaluation will be forwarded to the Personnel
Department for file.
PROCESS FOR UPDATING PERFORMANCE STANDARDS
All classification and position specific standards will remain constant during
each six month interval identified for bonus awards, i.e. , January 1-June 30
and July 1-December 31. Only mechanical changes will be made to the forms,
i.e. , spelling errors, etc. Changes may be submitted and will be reviewed by
Personnel along with the appropriate supervisor. If the changes are accepted,
they will be entered into the standards in July and January of each year. The
system will remain constant during evaluation intervals to assure that all
individuals within a classification are rated against the same standards.
PAY-FOR-PERFORMANCE
Bonus awards are established to reward the top performers in the work force.
Bonuses are not to reward employees for average or marginal jobs performed.
The evaluation report for the bonus will utilize the highly proficient
standards. The evaluation form provides a block to indicate the dollar bonus
amount to be rewarded to the employee.
The Board of Commissioners, per the Home Rule Charter, has the ultimate
responsibility for establishing and maintaining a system of employment
policies, rules, job classification, and compensation plans.
Commissioner Coordinators for each department will review the department
nominations for the merit pay bonus to insure compliance with the Board's
policy intent of the pay for performance program.
The Board of County Commissioners, as a whole, will review merit pay bonuses
of employees in the elected officials departments to monitor compliance with
the Board's policy intent of the pay for performance program.
BONUS AWARDS ELEMENTS
A. Funding: Funds for bonus awards will be identified in department
budgets. The level allocated per department will be determined by the
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Board. Salaries for elected officials, chief deputies, department heads,
hourly personnel, volunteers, and those people not in the County system
will not be part of the base for calculating bonus amount in a given
department or office. The Board as the legislative appropriation body of
the County reserves the right to determine the specific budgetary amount
granted each office or department for pay for performance bonuses
annually.
B. Eligibility: To be eligible for a bonus award, an employee must have
been in full time County employment for one year, not be on review
status, and have received an overall evaluation rating in the Exceeds
category for proficient standards.
C. Frequency: Bonus can be awarded once or twice a year at the department
head/elected official's discretion. Established award dates will be
June 30 to be paid July 31 and December 31 to be paid January 31
annually.
D. Award Amount: The amount of each award is established by the department
head/elected official but will not be less than $50.00 per person nor
more than the amount allocated in the budget identified as the bonus
amount.
E. Distribution: Awards each year to employees eligible for the
pay-for-performance program cannot exceed 50% of the total number of the
department's or office's workforce, excluding department heads, chief
deputies of elected officials, the Undersheriff, hourly or part time
employees. Awards to management-designated employees cannot exceed 50%
of the total number of supervisors participating in the program in each
department or office.
Any department head or elected official wishing to exceed either or both
of the 50% figures annually must send written justification to the Board .
of County Commissioners. The Board, if they concur, will waive the 50%
requirement on a one time annual basis by a formal Board resolution
setting forth the justification.
The 50% of workforce will be determined by listing the names of
recipients of the bonus in June and December against the total number of
bonuses authorized. An employee terminated between July and December,
receiving a bonus in June will be removed from the annual list of
recipients for determination of the 50% figure. Department heads/elected
officials may want to leave some of the bonus slots unused in June in
order to add high performers between July and December to the bonus list
in December.
PROCEDURAL STEPS FOR BONUS AWARD
A. Eligibility: To be eligible for consideration for a bonus award, the
employee
1. Must have been in County employment for one year.
2. Not be on review status, to include promotional review status.
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3. Must have been rated against proficient standards and placed in the
exceeds level on the overall appraisal category for the most recent
six months evaluation.
B. Appraisal Process for Bonus Awards
1. During June or December of each year the Personnel Department will
supply each department/office with a list of those employees
eligible for bonuses and a shortened evaluation form with highly
proficient standards for each eligible employee.
2. Department heads/elected officials will complete an evaluation
against highly proficient standards on each employee eligible for a
bonus award.
C. Reporting process.
Department heads/elected officials will indicate on a bonus award report
supplied by the Personnel Department those employees to receive an award
and the dollar amount awarded to each of those employees.
D. Review & Approval Process.
1. A copy of the report will be supplied to the Commissioner
Coordinator for the department; or the entire board for elected
officials offices for review and final approval before checks are
issued.
2. Should the Commissioner Coordinator or the Board of County
Commissioners have questions on the Bonus Awards, a meeting will be
scheduled with the parties involved to answer the questions or
resolve any problems.
3. Any department/office wishing to exceed the 50% of eligible
workforce or management figure will submit justification to the
Board for consideration. The Board will approve or deny the request
by Board resolution.
E. Awarding of Bonuses
Once approval is received from the Commissioner's Office, Personnel will
process awards for payment on July 31st and January 31st pay dates.
BONUS AWARDS FOR SMALL DEPARTMENTS
To assure equity in the award of bonuses for small departments, the department
head will meet with the Board of County Commissioners during the budget
process and justify the reason for an increase or decrease in the allocated
amount.
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PAYROLL
PAY DAY
Payday for regular county employees, including hourly employees, will be the
last working day of the month. If payday falls on a holiday, employees will
be paid the last regularly scheduled workday before the holiday. Pay periods
are from the sixteenth (16th) of the month to the fifteenth (15th) of the
month. (Special job program employees are paid separately and their pay
periods and paydays may vary. Therefore, participants in these programs
should obtain payday and period information from the Human Resource Division.)
AUTOMATIC DEPOSIT
Regular county employees' payroll checks are automatically deposited directly
to the banking institution of the employee's choice. Deposits can be to
savings or checking accounts. Forms are available in the Personnel Department
to establish or change account routing to banking institutions. A statement
of monthly earning will be provided each employee on payday.
TIME SHEETS
Hourly employees are required to submit work-time records, accounting for all
hours worked to their supervisor on the 15th and at the end of each month.
MANDATORY PAYROLL DEDUCTIONS
Federal Income Tax (FIT) : The Federal Government requires Weld County to
withhold a certain percentage of an employee's pay to enable the employee to
pay Federal taxes due each year. The percentage amount withheld is based on
the amount of wages and the number of exemptions claimed, as indicated on the
employee's W-4 form. The number of exemptions claimed may be changed by the
employee as he finds necessary. Contact Personnel for any changes.
State Income Tax (SIT) : The State of Colorado requires mandatory deduction
for state income tax. The amount taken out of an employee's pay is based on
wages and the number of exemptions claimed on the W-4 form.
Social Security Taxes (FICA) : This program provides old age, disability and
survivor benefits. The amount deducted from an employee's pay is based on
total wages earned, and this amount is matched dollar-for-dollar by Weld
County. All County employees except those belonging to the Public Employee's
Retirement Association (Health Department employees) are required to pay FICA.
Retirement: Weld County provides retirement benefits for full time employees
(except Human Resources) through P.E.R.A. or the County Retirement system.
A. P.E.R.A. — All employees of the Weld County Health Department are
required to belong to the Public Employees Retirement Association (PERA) .
Employee and county contribution are as determined by PERA through state
legislation. Member employees should refer to pamphlet issued by PERA
for details of the plan.
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B. County Retirement: All full time County employees, except those on
P.E.R.A. and employees of H.R.D. , must belong to the County Retirement
Plan. The employee must contribute 4% on the first $400.00 of monthly
compensation and 6% on all monies over $400.00 monthly. The County
matches all contributions. Member employees should refer to the booklet
provided by the Weld County Retirement Board and the By-laws of the
Retirement Board for details of the Plan.
WAGE GARNISHMENT
Garnishment of wages results when an unpaid creditor has taken the matter to
court. A garnishment is a court order allowing for creditors to collect part
of an employee's pay directly from Weld County. Although the County does not
wish to become involved in an employee's private matters, the County is
compelled by law to administer the court's orders. Government levies will be
treated in the same manner as garnishments.
In doing so, a Personnel representative will contact the employee to explain
the details of garnishment and how it affects wages. This representative will
also provide counsel in exploring the possibility of resolving the situation
before turning it over to Payroll for implementation. Employees are
encouraged to resolve these matters privately to avoid County involvement in
this mutually unpleasant action.
VOLUNTARY DEDUCTIONS
Group Health Insurance: All full—time employees receive Comprehensive Major
Medical Health Insurance at the current deduction rate for single or dependent
coverage designated by the employee. Employees wanting health insurance for
all of their dependents under age 70 will have a monthly payroll deduction
taken from their pay at the current rate. Group Health insurance becomes
effective the first day of the month following the first full month pay
period. In November of each year there is an open enrollment where employees
may sign up for the Health Insurance Program. Eligible employees and
dependents may enroll for benefits without evidence of good health at this
time.
Details of the health coverage and summary of benefits are available in the
handbook entitled, "Group Health Benefits for Covered Employees and Dependents
of Weld County". Copies are available from the Personnel Department.
Group Life Insurance: The County provides all full-time employees with under
5 years of County employment $7,000.00 of group term life, accidental death
and dismemberment insurance. For full-time County employees with over 5 years
of service $12,000 is provided. Employees may purchase supplemental term
insurance of $10,000, $20,000, $30,000, $40,000, or $50,000, as long as the
amount does not exceed two (2) times their annual salary. Life insurance
becomes effective the first day of the month following the first full month
pay period.
In November of each year there will be an open enrollment period where
employees may change the amount of optional life insurance purchased. An
employee may request supplemental life insurance coverage at any time provided
he/she is qualified for the amount of insurance. If action takes place during
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F 2272 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
a period other than open enrollment, the employee will be required to provide
proof of insurability.
Details of the group life insurance benefits are available in the handbook
entitled, "Group Insurance Benefits-Weld County". Copies are available from
the Personnel Department.
Insurance Coverage While on Unpaid Leave Status: If an employee on leave
without pay desires to continue his/her insurance in force (Health/Life) ,
he/she is required to pay both the County portion and the employee portion in
advance for the period of the leave.
Welco Credit Union: All Weld County employees are eligible to join the Welco
Credit Union, which is independent of Weld County. Details of membership and
benefits of Welco Credit Union can be obtained directly from the credit union
or the Personnel Department. Credit union savings and/or loan payments can be
made via a payroll deduction.
United Way: Voluntary deductions will be made for United Way contributions at
the request of the employee.
Parking: Employees using assigned County parking facilities in the Centennial
Complex will have the authorized parking fee deduction monthly.
OTHER DEDUCTIONS
Other payroll deductions will only be made for Board approved deductions
involving 50 or more employees. Deductions for employee organizations, coffee
dues, clubs, etc. will not be accommodated due to cost of payroll processing.
PROCEDURE TO CORRECT PAYROLL ERRORS
When an error in pay is identified by either the Department Head/Elected .
Official or the employee, they will notify the Personnel Department
immediately so all the corrections can be made. It is the responsibility of
the Personnel Department, Accounting Department, the Department Head and
employee to review pay information monthly to assure accuracy and to report
errors in a timely manner. Any over or underpayment must be identified to the
Personnel Department for resolution. Should an error be discovered Department
Heads/Elected Officials, or employees must notify the Personnel Department
immediately so that all corrections can be made.All overpayments discovered
will result in a collection action for the total amount. Retroactive pay
will be calculated up to a maximum of two pay periods prior to date of
notification.
SALARY POLICY
Weld County strives to pay competitive and equitable salaries. To maintain
this competitive position, Weld County participates in various salary surveys.
Salaries are set by the Board of County Commissioners after full consideration
is given to:
— present pay rates compared to labor market competitors. The competitive
job market may vary by job classification or specific jobs.
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F 2273 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
— ability to pay.
— benefit and supplemental pay policies.
— supply/demand situation for personnel needs.
— supply/demand situation in the labor market.
— employees' expectations.
The salaries are established during the budget process annually to be
effective with January pay period (December 16 — January 15) . Salary levels
of classifications once set by the Board are not adjusted during the fiscal
year due to budgetary impacts.
Once salary levels are adopted a pay table is distributed annually to all
departments to inform employees. All employees and the public have access to
the pay tables for information.
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CLASSIFICATION AND PAY PLAN
In accordance with Section 4-2 of the Weld County Home Rule Charter the Board
of County Commissioners have adopted a classification and pay plan. The plan
is the foundation of a job-oriented career system. Position classification is
the organizing of all jobs in the County into groups or classes on the basis
of their duties, responsibilities, and qualification requirements of skills,
knowledges, and abilities. Job classifications are a vital element upon which
a pay structure is based and administered. The system allows Weld County to
comply with the "equal pay for equal work" requirement.
The principal uses and advantages of the classification and pay plan is listed
as follows:
A. Facilitating personnel objectives:
1. It provides a rational criterion for control of pay levels by making
it possible to equate whole classes of positions with common salary
ranges.
2. It reduces a variety of occupations and positions to manageable
proportions so that recruitment, qualification requirements,
examination, and selection can be made for whole classes of
positions or more at a time.
3. It defines in objective terms the content of jobs (or what is
expected) against which the performance of incumbents (how well it
is done) can be measured.
4. It furnishes job information upon which the content of orientation
and other in-service training can be based.
5. Although it does not of itself guarantee a good promotion and
placement policy, it supplies a systematic picture of opportunities
and position relationships, which is essential to an orderly
promotion and placement procedure.
6. It provides a foundation for common understanding between supervisor
and employee as to the job and pay, which facilitates
employee-management relations and helps promote work-centered
motivation.
B. General aids to an organization:
1. By use of standard class titles, it establishes uniform job
terminology.
2. It clarifies, by requiring definition and description of duties, the
placing of responsibility in each position.
3. It provides an orderly basis for translating needs for positions
into fiscal terms, thus facilitating budgetary procedures.
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4. It provides information on job content that aids in the analysis of
organization problems and procedures by bringing out points of
duplication, inconsistency, and the like in the work process.
C. Particular values in the public service:
1. It assures the citizen and taxpayer that there is some logical
relationship between expenditures for personal services and the
services rendered.
2. It offers as good a protection as has been found against political
or personal preferment in determination of public salaries.
POSITION/CLASSIFICATION SPECIFICATIONS
All Weld County employees are placed in a classification series that
identifies the position they are filling. A classification specification is
available for all positions in Weld County in the Personnel Department.
The specifications provide a broad statement of the class duties, supervision
received, supervision exercised, examples of duties, minimum qualifications,
education and experience required.
If an employee has reason to believe that his/her position is not properly
classified he/she should discuss the topic with his/her supervisor and
department head. If the department head questions the appropriateness of the
classification he can request a job audit by Personnel if one has not been
done for the position within one year. The procedure for request of a job
audit is in the Personnel Procedures Manual.
Any change in pay to an employee as a result of a classification action will
be in accordance with the Pay-for-Performance Section of this manual.
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SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS
SENIORITY
Seniority is the precedence or priority due to length of service as a county
employee. County seniority begins accumulating the day an employee begins
employment as a full-time employee.
Job seniority begins accumulating the day an employee starts a new position
classification as a full-time employee. Each time an employee is promoted or
downgraded to a new and different classification, his/her job seniority starts
again. In a downgrade action, the employee will be given credit for time
spent at the higher classification level if he held it before promotion, as
well as, time spent in the higher classification. Loss of Seniority: Loss of
job and county seniority occurs when an employee separates employment with
Weld County. The only exceptions are as follows:
A. If a former employee returns to county employment within 90 days and has
not withdrawn his/her contribution from the retirement fund he/she will
only lose seniority for the time they were off the county payroll.
B. If an employee is on military leave or on approved personal leave, no
loss of seniority will occur.
REDUCTION IN FORCE
Temporary or permanent reductions in force (RIF) may be necessary because of
circumstances such as workload changes, program changes, policy decisions, or
funding reduction.
A temporary layoff shall be so designated when it is foreseen (within
reasonable limits) that the reduction in work force is on a non-permanent .
basis. A permanent layoff will be defined as a reduction in work force where
conditions warrant and it is reasonably foreseen that the reduction will be
long lasting.
A layoff notice, as a result of reduction in force, is an official, personal
communication addressed to the employee and issued by the Personnel
Department. The employee must receive the notice at least 10 work days before
the date of his release. The notice 'shall inform the employee of his/her
right to review the records on which the actions were based.
A permanent layoff shall be treated as a regular termination. Employee
benefits will be impacted in the same manner as described for a terminated
employee in this manual.
Reduction in Force Sequence: The sequence for a reduction in force will be on
a departmental basis as follows:
A. Temporary employees by seniority.
B. Review employees by seniority.
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C. Full—time employees based on performance evaluations.
D. If two or more employees have equal overall performance evaluations, then
seniority will he the determining factor on terminations. The employee
with the least job seniority will be terminated first.
When possible employees impacted by a reduction in force will be assigned to
another job within the county if a vacancy exists and qualification and job
position are compatible with the employee. Every effort will be made to
utilize their training and qualifications plus seniority. The Personnel
Department will make best effort to assist employees who are affected by a
reduction in force action in finding employment.
RESIGNATION
Employees are requested to notify their supervisor in writing as soon as
possible of their intent to resign. As a matter of professional courtesy at
least a two (2) week notice before date of resignation is a standard practice.
Weld County Personnel Department should be the only contact for job
references. Any reference provided by an individual other than Personnel will
be considered a personal reference and the provider shall assume all liability
for the information provided.
All County employees who terminate their employment for any reason will be
scheduled to meet with the Personnel Department for an exit interview and for
all final actions of pay, retirement refund (County retirement plan or PERA) ,
insurance and returning of ID card, parking cards, etc.
Final pay checks for terminating employees will be issued the afternoon of the
day of the next regularly scheduled Board of County Commissioner meeting after
the terminated employee's last day of work with the exception of those
employees terminating the last seven working days of each month. •
Exception Process: To assure an accurate payroll run, employees terminating
during the last seven working days of each month will have their paycheck for
the current pay period direct deposited into their bank account. A handwrite
will be processed for sick and vacation time and for the period worked in the
next pay period. (Time worked after the 16th of each month.)
An employee terminating employment from the county, for whatever reason, who
is not vested in the retirement program, will have his contribution only to
the County Retirement Plan returned. Because all refunds must be approved by
the Retirement Board, the employee's contribution will not be returned any
earlier than thirty-one (31) days after his/her last day of work or date of
application for refund, whichever is later, nor any later than ninety (90)
days from the last day of work or date of application for refund, whichever is
later. (NO EXCEPTIONS. ) PERA members must apply for their PERA refund via
the State PERA Office. PERA refunds normally take ninety (90) days from date
of application for refund.
RETIREMENT
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An employee entitled to retirement benefits from the Retirement Plan and
desiring to retire must complete the following:
A. At least ninety (90) days before the desired retirement date the employee
must go to the Personnel Department to fill out the Request for
Retirement Payment Form.
B. The accounting department will forward the form to Hanson, Inc. for
identification of the options and, upon receipt, return it to the
Personnel Department.
C. Approximately forty-five days before the retirement date, the Personnel
Department will make an appointment with the employee for completion of
the Retirement Option form.
D. Department should forward the final change memo and related paperwork
concerning the employee's retirement to the Personnel Department fifteen
days in advance of retirement date.
E. Personnel Department will forward the Request for Retirement and the
Retirement Option form to the Weld County Retirement Board to be placed
on their agenda to insure final payment is made on time.
F. All retirements will be effective the first (1st) day of the month
selected. Therefore, the last work day will be the last work day of the
month before desired retirement month.
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GENERAL DEFINITIONS
Department Head/Elected Officials: For the purpose of this Manual, Department
Head and Elected Official are synonymous.
Gender: Whenever the male gender is used, i.e. , he, his, him, it refers to
male and female.
Full Time Employees: Full time employees work a 40 hour week and paid a
monthly salary, not including scheduled lunch periods. The County work week
runs from Sunday to Saturday.
Temporary/Hourly Employees: Hourly employees are temporary employees hired
for seasonal work; employees working 32 hours or less. Temporary/Hourly
employees do not receive nor are they eligible for County benefits.
Work Week: The County work week begins on Sunday and ends on Saturday.
Overtime: Overtime is the time an employee works in excess of 40 hours in one
work week.
Work Month: 174 hours is equal to a work month.
Hourly Rate: An employee's hourly rate is determined by dividing the
established monthly salary by 174 hours. (174 hours is the average number
worked per month by full time employees.)
Initial Review Period: The initial review period is the first six months of
employment for all new County employees.
Promotion Review Period: Each promotion or re-classification upward carries a
new six month review period.
Seniority: The precedence or priority due to length of service as a County
employee.
Worker's Compensation: A program to protect County employees against total
loss of income, medical and hospital expenses as a result of on-the-job
accidents or occupational illness.
Disciplinary Action: Personnel actions which may include warnings,
reprimands, suspension without pay, probation, demotion, dismissal.
Salary Survey: Salary comparison of comparable classifications performed each
year with other employers to assist in the establishment of the salary for job
classifications.
Job Rate: The rate of pay for the proficient level on a monthly basis for a
particular classification established by the salary survey and adjusted on an
annual basis.
Incumbent: The employee occupying a specific position.
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F 2280 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
Position: Certain duties and responsibilities which call for the time and
attention of some individual; allocated to offices and departments through the
budget process.
Classification: A group of positions sufficiently alike in respect to their
duties and responsibilities to justify common treatment in selection,
compensation, and qualification requirements of skills, knowledges, and
abilities.
Classification Series: Classifications in the same career path or career
ladder, e.g. , Office Technician I, II, III, IV, and Office Manager.
Compensatory Time: Time off given to an employee for working in excess of 40
hours in one work week.
On Call: On call status is off duty time that an employee has stipulated to
be reachable and able to report to work within a short period of time.
Grievance Process: A mechanism developed to insure that employees have
recourse from any unfair or capricious actions.
Leave Without Pay: Time away from work approved by the supervisor, without
pay.
If any provision of this Ordinance or the application thereof to any person or
circumstances is held invalid, such invalidity shall not affect the other
provisions or applications of the Ordinance which can be given effect without
the invalid provision or application and to this end the provisions of this
Ordinance are to be severable.
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F 2281 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
The following Ordinance No. 118, on motion duly made and seconded, adopted by
the following vote on the 22nd day of ➢uquct , A.D. , 1983.
�.n , BOARD OF COUNTY COMMISSIONERS
ATTEST „r„ �f '1� WELD COUNTY, COLD
W ;R�uj�ty erk and Recorder . ���
Clerk to the Board Ch Carlson, C airman
y 6LLA2n
dA �
�Ay: J Martin, Pro Tem
p nyCounty' CI
s'to form:
Gene Brantner
App d�' s
cCCe— :—?. ≥ Carlson
County Attorney
)cque
ne Joh so (yQ � '_
First reading: 7/18/83
Published: 7/21/83
Second reading: 8/03/83
Published: 8/11/83
Final reading: 8/22/83
Published: 8/25/83
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F 2282 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
u - ' Affidavit of Publication
Ran 11. LA YALLE LEADER AU 1(t EL 1983
STATE OF COLORADO, 1 tea
County of Weld,
Weld County Legals Noi 1. 1(n i Mel )
SRC0ND READING ` a!
nBleekfd r,ire said County of Weld. being duly sworn. say that
1 am publisher of
VMS C PBa s ¢POLICY Pala 1 p J g I i
aerr 2. L °adz w
h Is IT MAIM IT It SS OF Car COOlwlaltw a MD Carr, COLOMBO[ that the same is a weekly newspaper of general
circulation port printed and published in the
town of i1( a So I b .2
MBW. the said of Canty Caiesieers of Veld Coati. Colorado, paean.
to said county and matt that the notice or°dyer-
. to Colorado states a a Meld Carr Bon Male Charter, is rated with the d taemon[, of which the annexed is a true copy,
authority of sdaisateraa the affairs of Vold County. Colorado. r has been published in said ll h� haw-eektY newspaper
"for 0 + ronseculive
lama. the testa of Comity Coreetonere hs the par and authority oar weeks: that the notice was published in the
theregular and entire issue of every number of said
Vole Canty tr Isle Charter r the warn county to bile Seers
eat. Article 31 of Title 30. C.a... lad. s eared, end in specific rer newspaper during the penal and time c! publa-
cation of said notice and in the newspaper
110-131(7). C.I.S. 1979, seaged, to sat by Ordinate, penal
.0
Oily tee W r sslni ea for the Cemiq of acv,r Proper and nol in a supplement thereof: that the
first publication of said notice was contained in
-
Ih issue of said newspaper bearing date. thf
Wt af , the teen of Comity Coaiea meld
sfre of County hereby see (�
findsday of 1,u'- , A.D.. 19 a 3
Stearn that there is a seed fora comprehensive re,ieiee of the personal and the last publication metedd, in the issue of
polity. row r regatta for Void County r that this ordt.eate is for said newspaper bearing dote, the z 25 day al
a the% [!t of the health, enemy r welfare of the pale of w1(cops. 1R_,��C 19 13.I that the said
ft. mttteea B IT Bpslam by the toss of cons ami tsiooere of w1( •'• rya l le. L e a A a r
aaty. Calerede an has been published continuously and uninterrupt-
'Sgaes et nie,wan idly during the period of at least fifty-two con-
Tide sal sans the 'Isle ass Board a Commissioners' areal setutiva weeks next prior to the first issue thereat
Peale@amil Pa sts a rafted by&eels.all of St Ilse t Charter. containing said notice or advertisement above
a is an
al to hea leis° bp da a yettt Ueda. assntsq r
ere Mate
aremin. Col alelya'ai the day to day eoadedeatia ei to Coup referred to: and that said newspaper areal laser.. was atthe
j - k time of each of the publications of said notice,
Theas eras alma ndaewadise. e1 to tie ea for p`e'el duly qualified for that purpose within the mean-
dateless metaer'.'NmiWLle.Say. r hasp to eeees rsai4
du..shet the Sea at la the tepaappape a eke r sty Mama ins of an act- entitled. "An Act Concerning Legal
ad r sep.e.aese to sirYtat thw poloin is a csi tat r.fleet!.] Notices, Advertisements and FubLLeanona. and
Mar.
Freeseee r to &aeld of fennel ra lrea.ami seat te the reel of Printers and Publishers thereof, and
licentiatesa�fmi k "lemeletees to lieu a ass fa a w. to Repeal all Acts and Parts of Acts in Conflict
atanteee. rest _ alpha amity st Male isomer. tr with the Provisions of this Act." Ap
nl egartat bent ae "r styiys a ere[ la l aaW a poeeeapproved A mil 7,
proem weal*ItePrbdas Cho Patna totem+[eaaa pasha a 1921. and all amendments thereof, and wean[see at sY�e&ll=lptumisete ass afded for the italstatL. rPch 30.
t!a her]psveia• r; lady as amended by an act approved, March 39.
tea awn an Iva ayarl SS*ale of Crests ad e rla far to 1923. an act approved May 19, 31.
maim mil as was to Sad Saris pelipr rata. leae-aaifi< te e {/��
Sparta* r ea e be aasiaha a 'tYramitaaPel Loll aatel Pella /�]/
Dal t r slsea a apireu a w sad a depntala. Inelaetel tea,/' }//, -. 1 ._
°slaw eels a aeaaari a eW hhoieN. ... ..Lc'i T_._._ _
Is uses that a afa s e spaffte da ersat of offie, lyerastel Pub er
MaMLaal Papal
sal?t" all a Lead. Tae sypltate CAM poly he ,�,,yy//
CtpBrratal applemaal a......a Pray Pay Subscribed and s urn to before me this ._,-1.6.
areas as Sad ads tar of way Commissars.
Tiisiatta Matti day of ._...._ . A.D.. 19 f 3
Ile sate tea Oita'' '.a pasta s e as of lefeath elm
The Meld Coale Maetse aliaasere raaerwe the rabt to sty. 4:t4e.77
`c�
j antler.�.'e ehaes=Feral seek pia. polish or peesiras - -
a sale'Zara.at1&Rae. ant re tit Mt miss. la.lnpee mien p
a as a s aered to sate. a s li t0'a esareed te // O
a.-a as st ha at lore Casty r mgr a at 7)1 of is `..1y commission xptres ._._1.L- -7 —
egaase. .t .. Notary Public
al pahas laths rtlat SU a adrrateere Is Naelkket ea hea
Mar ra Aratytr amp,
. a Nseil Merit IMO&aka a an Veld
This mast a mmedso ell heart maim r as. walwiae. BJ p H ZABE Y
......1 swan rYL. MaVt for the slaritltaa sad male
1st aafe..pllpar stye to ewer[+._- 27A19 W.CRD. 54
-- GREE,EY, CO 80631
Mat
y�lrl. •a ARS
'li la >1p•Ap '"' -ewT m'. ego► all
w +. u.eca M y en W herb.
. . ,... .. J gy-.mow.. .` °„yl.gyp .men bale
a.ir
ices Weld County
Waft e. lieittgelaark elllalog fun a rib_' .
`ai t•v ; to a gleneo.W than start a[te-the0entry level if date of termination is
• "; ,- thirty-a digs� wor prier O. to r-sepin mat. (Sheriff's won pereeeeel
vaaoiee axe Matladi wan tls,T tf for a petted of ha. iii Would refer to
easesti's eph days. Iha.tlaae W,SID' few nag the Cagy Jp - 'JOBS PSOWn
W e Sea aPariaate red;mhehlc. anti,eypeyeee en assent.te wY'
for wecalaa they an twlltW few hf,matting d ➢epartlest Tater 1,..
Ipwst W'satin(•Meld teeny Inapisnaloplintiees Otliaty ale. County le involved in•serer of jobs program' . Included arse
she wet the satin criteria will is selected for fatenbe far eta
cities. All snots fet teenier Meeld he ohaeded threw�t the ,._a Woolt.J 4-Castrateswith:aM.choelee.O am W. *as MC.
employee's supervisor a•i or to the Oepartrt had/Sleeted official for sail a - _
then to Perea.l. .It Canna'for 'Pectifised sent_tn - She county esters'late special
aatec[e to same antes 4 lime of hiring an employee.Mane there are times when it is newe.ery to fill the posits.as gwia 1p
es posahla, the.County may fad It•rpedfat to edatise aside le she a C. eaten Inas Pecans* - Area eraool, place stem[ interims in Cady
market at the sea time the nettles la•ae.ti.ed tatea1Jy. All iMwwi O4aesen4.
siesta will be given prior tatdentiei.. easiness advertised la the spun
mutt meet be epee•atanes of ten (10)caaswotiw workdays. D. Seplgat Oportuniflw"newer) Senior. (INS) ![prme - She.Male
Applicants are screened by Personnel by comparing the lac
Mwr4ent of Oi sway
y nab. lfare digb.ln etc. programs
qualifications to the cant. I., !ae !e'saboal fed ere,ywr.welfare diversion. [e.
job field. departments
oe comparison yassistis ell s the .rte. fA
• pr«lel.red p'ix..t q lified p p scants eti e In the aware X. fsehl Polls der.the-;This pra0r•a is limited to individuals prosecuted
referee. The eh most qualified thede applicants ha meeting the job rsgfor ante are for driving seder the alas* (001).
*ad
by lewewl Deferment ice enta[t ds Mad Elected official for 1«antm
ant [laal wlectiw• ffial, Scale sod ast, Officials tta tin fbe a ere
is the IOW"roars are re tone tme gloyass of hid Cary
authorised appointing eifielala for Weld toasty, this authority'cast be a an a covered by the pollens at this n•al.
delegated. - -
tlllpOOt IgIOIRfN
When 1t i• suet
d to hot erlost
or promote an e existing County be rating
e
twmeplac +s the[ of timerrin lm« two (2) ore will normally [1m, le
• toof replace the crans[ertfng glgm before the rcaasfeNpratlN fa ggYt gQ10OOt Oypl'MIRT
•
effective.
Vold Cem'ty is oaireod to abide by ell the Ise to bit lag to fair
Pay changes and review period of is end nd or promoted.employees will be to ampte)eent practices. All person hewing the a laxity to bin. etas,diatom.
accordance with . the policies procedures outlined in the ensefar. or sots neof Slag
shell wOpore. .g to wseaetfw. •
Pay-forSrfor•mca section of this manual: - aa•hset ptary policy of Slag or t coyer. lng to way sag. MY
emllfied applicant withal speed to net.weer. religion. illShoaloff origin
lensC OT-TO MELD sawn D dOPra MAmOOD a.'a. disadvantaged states. me beMeq. TM hung rill offer sped
WELD CONK Ion A MDR ggwT1OT ePPortomity for aleyaset or apen edea[ to all ean11fW alicaes eat
aloyee
•
Yec nf
- - - tetiess will be filled with the he edi best qualified iideale available."Nary
Vacancies within the teed W Bridge hourly component may be filled with effort will be Seto fill aawectaa by prWeioe Ira' (titbit the cosy
, individuals returning from the previona year es long as those former unless name coast end downer slops sic nelldla.- Slops rill be
I t work stained.the past year end no change in their statue (i.e.. driver's eseeidered ter nsotia is ton of priest dea(enlew. epecialfse
I stained.llewse, etc.) Me marred. b.dd ad{ro .W petestial. lath of sense will he•feast considered poly_
�i, ran two or were aliens'dawn equal eeeitlleattaw.
bylaw Period say applicant for a JotPitd Vold Oat/AS feels M/!e sips ten been
All few glex so except leer aepret persmnol. are in review status fel tlserWwwd emit, f a-&.aetg '21g— Stserhaeties MW ea re.
the firs[ sir menthe of their glsmti. Own canasta of coo [win an. reliaisa eon. man&eras ra,.e alliance h e«M34[. am.
.period the employee will become a full-time member of the Cog asrnecwe. name. Or appal
t lion• alas the pplicant/a niceties
The review period for law W«canon pereet l can be found to ice!enrol panes. In? app•l the allypf by weblng • report 4 the
Policy Rental or at saplrnted g dsrdatai instructions. Director el awn AiYIM-�a!`�I�}, VOA'Oeenty fed Director of
pleas W filalwrst nU Oalwi.f tlalateree ed annisatin off at.
pPPLOOf T0 a MD CONTI POSOIMO,5AMNOa Will COURT SOIPT'S Op1O sat of the harMnee .tall the eau laelW.she will ads i
Sevin Period a e ei sad thereat innreSe met.iga lame.at alai sad will anise be
• ashes alp reflealtta. Dafrba wig then tan that late e
- Dinner of Shanand dinsistreta a n W It the best illegal
Law Werca te officers are in a mow notes for the lint twelve the wrc of diMmt/a iiii4 he jpllealeatfee or manta ea the bis
ector ef
i- their employment. Law enforcement perms.'will be awarded U boars meta Rata.W•YuaMrreta is awreareds to ten Slats 4 antes 4 he sae te
t at the bad of their lint are means of gloment Were authorised tow the sibilant YNot•lla, dlebilaeb s Snob Tan a Penn. fait W
it. Officers a he terminated without cease enytiae during their review Inertial eraadNetim.. it altagr llingst diMridwtian net banyan
Peeled. hake applied
doya M amlflatiw Wt the aplt.W IS mat nears e job rea
hMake applied for in damn. The lenetiat the will he dame"labia a
e
h-Daoleys.n[ Yk wart day he't lay setise •• L result et the larsOtag«lme will be
taken sable the yet five werWg dole.
One approval of the depertewt head/elected official, • fell-time employee
who rosined within a year In seed staling with the Canty say be rehired. Newnan p ISRATIptS '
Dam de-employment, the employes shell be subject to all (Auditions of Ia eemtdm who Section 4-2 of the Waldhang Ma Dale Charter ae
glo.wnt. lncladies•sir(I) or twelve (12)month review period. applicable
gplta or sopleying m e big ti a employ or rents the gloves of
• ..^l".:.'.-. or pees Os.p mate.es bla/kse-a mete para. Mid.brother. shear
me/beta: A iweseloorvap.a ha-t s.letna.Y dedlW above plant miler
Mallon for gernaim.'
RRIG11 t'ttNfg" .
• n a chefdamn d to es elect
ed official or the OMareberiff is selected
from the terrine Sit form en tree a satin covered by,she Classification
System.they Wit gave the right to eta to that pwtn a n[lthie the first
6 meths of appetstaenn.
POLITICAL ACTIVISM -
In eeseodasw, scents( 14 of ebe'*11-Canty as Pule Charter no
'ndeemiMitlwl no: ek
eglecti employed aim r petit*, except e t electedofficial. e.f weeks
election i tab. n ime allies shall neat• leave of absents.eve of
peya laa.ata t Sp .after it he Se t.tt r the q.Personal
Dap r for •.leaddsre of
epo.by Om VM o will!C $a ioeere the Leave
to dl reern sad stied
aaM by Om g of Caul.-vp:- n. Lmew LegfYtN non- mephitis
n.a ay
•
Au ether.*tt 1 « heat.. r a ..x rater ..- Manual-so air ; ; .. ,......„,„,,„.....ii.,.... ...Ts
Wpa nt LLt _, maw t -. van, Oli�M: vtl•a
p•00 1100 Si ring to to provide
C ~ n � .sYr to apaatit t. d'Lalatl.
� tyypvatw 1eWt Ca.
_ y 4 }tttMENta ••_ Y
;, Crheir P atWal set tariao •
,f� d44 z toMrtaet reds and tetrad officials. Ail t,
♦Y > " am; .iloo! l7 era 4toi tap. A33 ti
sa
Y .,Sy �'• :*3� -... .- ..x.AC. _ paol°yepn.eWlpt. m•wLlett t t a tat.. hod
tt petit
port t.w.riq
C. All Mat tin auitn a. ' "3:".."......).be
y�am. -"
0. Attotat Watalft Llama,. - 'E] a taW-e/NW,a eMtana'that in
N iit<rl ti„ llsol_to provide the
t. tattiw to the NraA7TE sap Loy.*a tart ._ dire atlas o!the foraaoWl partaraa read.
rattan t veabYW s tlya f taflaa si Belt tit ttth./a this Mta1 en vet heir
aaetrolonas'for yOYartttvrt err .atlas is te�heir. dt.tlae.
all teat Iona the tta v"1Vatal�6{tar.a ayac. ad �,�$ti_� y t t�latat talrlald.
aogw tl hi'� i . lo..'Nfr trF"aa'i t M ptlyt "... pa�tw #tat....td'rptLrt tiN obit
W _. implgas La atiab d lr the arfaaMM. IE Eta ' .
tatwdtw atLW L .-Ot veto
r Ott. 7 Ytt the
specifiiad
_ .lEl4tali d atataa�. Wh1o(aM
. ... , r. heN R r,` e „ .ladb+tfllbttn of wive o[
SIM all-44
4pk al 4 1 < .
"' f1dl 1leW tithe
bar two Saltat 04"0__,___"..t wthet.•+Muta<"Inert � { ud/rr id.tft.
rat Wr to m r aa�iitt tiiah to rei W'Nal--.),s the wet F .►tiM�t f` -.S. Ka. Ym ail^ a.eMiM dna
a if atomism OW=
I. 4lfltata at ' aSAet atdMMrttt er mats or w11-bad at `. ,. • M 'lalLVly;the
init. fella «1M pal.. '}'W''''- ym ' 'M Yta eS
E. Itplaya ,fF,!Ka N„pehlte Pinata.I. r/atl to load orders or ntalttaaa. .
I. Insanitation.Ik5F- o +4 n ," y,,.a,�
P. Atlanta. t1 :taa/wts or owner aeon the public or sat= '` +d- #. 1 ""`- 1 0 ambit.0100
tat alalelt
P. Lacy art lhe at tltasa-ia a tagtttriMl data.
■. tea atnd A lam. .x.• ...-. a?' `+ r44 t'
s.' tw tetta t s ttlia tds tataaf ik fa trans Ida Crud. il.. - • •• 'il .„. _. ..a« tMit
,$... .. * at aeUrt
..F mss- .' Maeial
[. het 't a M[arLt ttttt Y Er altlnatM !t
tlienl leriern,tL. i�e frlot a tiff Mrr now of arwr. t* `R -y'<'- L Moat
L tlfMoty. n e%S 2- admen• many[.- agars Yr
I. atatat Prolorathf_wit alt1 to Wlvtdala or saga.
s. tree w a ty 't ?yam dqa.
Q. Sena of aside ytg. r 3 Ste' at:ttMtM t
Ss /Alec a at raa,, Mkt Sold .Mort ens Sachet tarttaris tea
,„„.4,,...:117,44,4,47.....-10, 'ATM„• q i y/ es
ra/rr date rp as a�gartwe MM t. t.att, a tsalstta l
iveidwt W tvtsrt .wire r the Wed o/,,Owe} C�1rWn. ![
O.
t ���i
a .s l .,
t!S 4 m
'',,; ,ens tarp.#GYM.,l►'tFEpi. [tn St,
.aiit} iS I lastio p al"wi4M 't►t h n. �es
*+ .p« '4i Rowed ed
a aarseal
-. •¢-,
W wedst�` " ""` Av to aARip }awn sew�yN.w
dtos!obit :�_ aa1000a,ere ad
rafaeiptilRefriTa OUR" ' :.: ' z, •
lb the era an emplayse is fondly charged or!edictal for for camisole of •
a crime. the Coney may wand such =playa. with or without pay. ending
prosecution of the offense. If as amp+yaa is fad guilty et ay ctiaa by
can or Vary. the Tway shall immediately suspend ouch a ployae nitlmt.$y
yeti!his esafatiye Malt betty final sad he hem anwatal.or by ailtrEto
Mart tads bp1aeaad all riata to ere trial ad all rata W appeal. le
alte.fit Mb ylplas.•Marietta is final, the employes will be terminated.
Fla Ma aalg a-De s.a1 by the Canty.as prwidsd la this atlas.
ha found sot guilty in a saw or federal can. either on appal, origami
Taal.:a ape trial.tba Odmmty salt forthwith rdaatate each saleya a he
Mali.Tatar-Mt bask pay, aaam. dating such, Period of aayaaids the
atrlo a astguad. Is the.gnat a talya aired as shall receive trek
pBy alp or to to:data Of ba magmata sad he shall not he reinstated
shoos otaalsa prated fa in the Personal Slicia.
Pa ameba of this satin.tram shell be defined as•felony or a clect 1
or t aadrror a deftest by oats law, or a comparable Natal aria'or
gala a am eau date. poaa,sot facials petty or traffic-dffeat.
loos or NM. FRITTS. SCaaLP$. dip tat PCI®
M�Y@ an YpRt YT
ill all tlae Coat alma will work a 40 host weak. Pita aaedally
set aalra eylaaa to wit tea for lea)tat$hen la as day in order
foe a dapeytmmat to be ester pea affective and/or to bettor era to pant.
Raeaal beta ate map a... to 1.00 p.a., Reeds, threat Inlyi ass.. the haft* pasty mmbngae a fad,elr ray again altea Saturday. tat;s. Deal work week
enema are to reaal
a asanguad work sites. a tsar to begin work at Malaita stately tits.
Slallair 10 OR t SIT!pnID!U BASSCO CCa!T son soma
iiork Bak and Mork Day
W towel work day for paramedics sad ift'e au be 24 bars. Their aehadele
a as fella : ay a. day off, day on. day off, ay on, four days off.
SINTIJIMIT TO TIER so own na.LOTIE MD MOT ROAD a Once rOYOmt 111101100E
Y Mt al Deck at
IS welkin of yrodattdm and aridgu. during the meta of Rey thr.O.
rMba�r awe a awl watt lay of 10 has per ay and a feral suck wk of
Ooa Per wear The aid aunty Water ay.St-ba amain. rsaco or
the rear of haaa wetted per west as a,a sa da praductaa
taa
u.s.. feet than dec
Pataa and Pros w ours to w ad ad Bridge
lt��aDR�ak�.salaam*a eared work wont at O this per mmaat.exempt that
W 'away ISpi0sr shall boa the diaeteaa to area the wen
aaaaag��y�wetted gla day mad totally toad at Yak_et as to learease the
mpOglfig tfiaialq of sea laalao.
its!y�.way eiana.t ed S Road W endn apetammt aaplyaee may. at
S ORgn't(da'al the VW Casty Wear. HS prat to MOD a.m. ad ad
la Or 3500 pa. w t to task a stein atbsal/g capability.
--To 1RB gW CORT ran raDDCK MILD Car Satan C la
,
--- ' -t..County Legal Notic `°"`"'°°'�Employee.oodles as I hew day say receive. e saANe1N y tea dapartmaaewi.
Mad/elected eft work BD edNees for latch knob area will vary areeed3ed a
to an employee work natal*. Lack hours not ant Ny not M Newbtei yp
p or used et the beginning or end of the day.
z Whr!W sk ae1 W R Dey o ',
w, a ga..re is
j'il tail ediemt t 7 day cycle' 4 12-hour days en//days oft
yl 2,ph!!ra 0100 SOW W 3000 0800 houn At the supervisor's discretion, employees working A cwweul• hare ea bee.,
granted one 15 minute break not flow.
if it does disrupt work Drone not
Mid apartment..)i)cycle: 1'10-hour day*on/3 drys elf take.may not be accumulated or used at the banning or ad of tins day.t.4G,,,
eNlwatlon with lath hour.' ' a
y'Weft. 0500-1500. 17000300.W 2200-0800 horn : TIME or!
( o T.
die. Department w 7 day eyelet S 11-hear day*00/2 days off _
VAwriN
2 shifts 0800-OW and 1600-3000 Awn '
PAID VACATIONS: No anal leave Is earned by temporary. part-1s. ease/male s
gHlrs hoER:'? ,. : probationary., Or hourly paid r employees. Employees
period will net deem steatite lave duties the initial review period. Ora,
Some departments are squired to remain open 24rat hours per day. 7 days per meek carded Ihours
completing of their initial review period. isalaam:will be
the Sheriff's Office; Ambulance Department. A.I.R.C., Computer Services, i ;aria 8 pours of,vacation take v eta par south of the initial revive period:.
Building:and:Grande.re and to oltation* Department. Employees in than Employees may begin to take asceticsleave at the completion of their initiemployees.
d parteents v111 bexnqulnd toi work• sanimaplays-s hour shift•during a 24 hour review period. Vacations suet not cceflstbscluled.wioh advance,with the.at
period.';la an mrancy situation an employee may be required to work more supervisor. ' Vocalise shall ctmflict work is ae 0 requirements of the
[Met ow'WS![ink 016mur.tried.. dmph tment.e annual vocation Is *anted on • mthly beafellow!:
a:af:the 13th of.
each*oath according to length of County parries as fellw!:
QUPPL9®rr'TO'TR VELD.worn.worn HANDBOOK wet cowry sentrr's n111t1 ;•Tenn of data Mane c bays lamed Aamlll ,J.
Shift Vork 3 ' 12 days
r < j OadM 3
111 units et the Sheriff's Office work•m shift work with the exception of Over 5 Mt ewer/D IS days
the secretmlal pool. ,Y .., n
ON CALL t11198
Ovr 10 kaen.10 to dayo
To provide newmry county services. various departments require on call
status for employees. Appropriate compensation methods will be developed, at own 3Q 1d�` Y 20 dace.
the repast of the department head/elated official. by the Poremoel } c
m rtmt^W will be submitted to the Boardfor approval...Oa call statue Ax employee coat aegl:pylate in Nom of two tiles his/her annul vacation
will he-Bitted to only the number of employeaa needed to provide adequate *coral. lamed decaljjgq:.,vill be payable upon termination of. apiarist.
coverage. ,,.5upasvieory'. personal' providing coverage are exempt from R•
awpeoeetin'tor coverage..If hourly personnel provide an call coverage they Official holidays occurring during vacation leave re counted as holidays. not
will be paid based en their hourly ran for actual time spent on cells,' (See N vacation. Illness and emergency ciente days during vacation periods ors
Departmental Suppliants.) part of annual ]evm mloyeee on shifts other than 8 hours 00 to 12
hours) will be eeeeded,vacation at the rate of 8-hour days. Records will be
OVRt06 .. melntalv*d on an hp hats. -
Realer Work Schedule Required. Each department hied/elected official shall eUppLnnT TO THE H IDECOR COUNTY aJONLANCl SUVICI
prepare a.schedule designating the hours each employee in his department shell u,4
work. Work for the,County by es.employee at times ocher than those so Paid Ynati -
scheduled shall be approved in advance by the department head/elected official'
or. In sews of unanticipated emergency. shall be approved by the department Persons en shifts ether than 8 hours will bit awarded vacating t the rate of
pad/elected official after such mrg•ncy work is performed. 8-hour days. Record 1 be 1 dined on hour/y houriy bast
U••[a of Overtime: Over 40 hours per week of work mat be in accordance with HOLIDAYS
tea followin11 All full time employees working 3. hours per week or 'receive the
A. All overtime will be approved in writing by the department heed/elated following day aid ol Iol iday C. Dates will he established minus ll',by the,
• official in advance of ova nape in emergency situations. No employee Board of Cmi io et.
shall receive compnsatie for overtime in cash. in tine off or a •,', •
oaWiection thereof unless each aortae ark Ms been approved in. 1. n Y are Day, -
writing by,the department¢W/alen[ed.official as eat forth abate: " ' 2. Line 1 i pirthdey (floating)
3. washintgn'o II rribday
B. A Nrmpment record of„the approved ovortae will be Mat n'each 1. Memorial Dey I, _.
dap.rmat. Total aecmlation of overtime may not exceed 40 hours per 5. Fourth of July'
employee within 5.90.day period. In aarganel situations sad am.ma. e. Colorado.if 45.
practical a deparmnt bead/el.ctad effie/al may request authority from I. Labor 4yw. ,
the Board of Ctaiasieears to exceed the 40 hoer limitation, (See 8.- Columba Day (fleeting)
Ambulance ONarmtal:wpplrt.) 9. Veteran's Wy.....
10. Ceara'Election ray (even...tiered year)
COMPENSATION YOR OVERTIME WORKED: II.' Thanksgiving:Day -
12. CA i eeas[Day
A. Full Time Non-Supervisory Employee: Except otherwise pe If1 d In a, -
this manual rtna for salaried employ shall be compensated one hour Ma's holiday fallip,om'ga Saturday, the preceding Friday will be taken off.
for one hour with compensatory time oft. Department head/elected When a holiday 01111 a!,Sunday. the following Monday viii be taken off.
officialmust afford reasohabla opportunity to the employee to take such :u
compensating time off. Compensatory time off must he used within 90 days To be eligible for holiday py. on employee must be on paid aratue the workday
of date-earned or it will..be forfeited. Compensatory tins earned above before and the workday after the holiday.
will'only be paid not to eed 40 hour* when an evployee terminates a,-?..
mloYme a The Board of County Coainlonera way authorize, by No employee aasimd to'hitt work atoll receive a greater o a leaver number
p y an ce timl basis of holidays* n enr
booed up tune'payment t of m mule[ time a P 1yfdalandar year than employees regularly eeeianed to work
peped�.ypon`[M1s Bede of the Coaty. during the normal work week.
'..1. pad...:
B. Supervt ry Employee: Overtime ie not authorized ter supervisory Employees working ea.pn official holiday shell receive an in lieu day off with
employ:ma pay daring the eek, Persons on the 10-hourday. 4 day week work schedule
will receive S halide off hours in order to receive the tame total holiday
C. Hourly ml yeea Part ti employees who are paid by the hour.end who off.hours *V1011104.an 5-hour shift.
Mork,in'excess of 10 hours per week.will receive par at the e
time,thin 5glad,hourly rata,for,fah hour worked...a uremia of.40 i,
t day pthel and • Baylid national/seats mourning or' 'abbw[Ion shall be 1
eatebariner e4 and-NdC e weeklW *dance At l Departmenindif t
thr And treated the.m a vNhallday described•bomb
me fume dad spd,-forwarded.wealily to the Pamnel Mparaane through
use of tine sheets. (See Supplement for 4par[employees.)
Road and:bridge ealoyeea should see Departmental Supplement On compenatory PgorEBBIoNAL LEAVEN � - '
time nd.aortiaa.policlea. Sheriff's deputies and correctional officer below )...Y
the grad!of Sergeant receive up front payment in lieu of Ovettae. - •Upon approval of the)depparmnt bead. • full time employee meY he
> • r professional leave to attend professional and technical conferences, meetings
WPPLDIDD:TO ml VD.D COUNTY EMPLOYEE IWDBO0K WELD COUNTY mourn OFFICE and training that pertain to an employee's current or expeeryl Butte .- No
more than the t 11,-,,�time needed, plc travel else. will be granted under
Cmemtisa rot owettla Vprked "'+ "' professional leave.,gBrofessional leave must be arranged in advance with the
employee's supervisor.
any and all ooWnatlon for overtime worked is paid et the rate of 2.51 of
mthly, N35ry for,un1[omd/ctmmia.ionad officers through corporal'. No MILITARY LEAVE I . - -
cme.wNry{da. r canted f ' Any officer Or mlayea who is a amber of the national guard or reserve
Oftdurs willll;."h. ejpa 1d se,Fha established rete ! raf.e ! twits .rare
_ M • forces under N gb ate fadarel law hall be given up to 15 aye annual military
rawC
lure without lose.et>AnnH[Y oar. status. et[1UesrY tailor..vatatioe.
sick leave or othacbegllw for .11 of the time he or she le engaged in
SUPPLOm 't0 I,i Tot mai Sim BMPWtO HANDBOOK"non/MIDLAND,savior. training or eersice et. req by theappropriate military authority. If the
F - tine r Pr th leave.with 1 ed t mti a Ln shel[ary 1 e hyo l tea -
!da to Ovarffa' IJ . ." _tm.for y tea lan+rlgh NY k altowd ha ohs et ee titled v t 1 a ,
without pay nt21'hap e5ka lc reinall be t llwiot settee .rvlbefv time'of" .
;groat e.loyali withiiht tim h rly NWiw �C.n •M11cynCa pity .,:{ and or CRS. 1 7 a pie y shall 6a L accordance with d Sections 3tl-}WI
at ula s.Pumice
u•tmedcip tm hou their And incontinent. Wield-County. and 603. CID 1971Celns of should be submitted the Mperemt
aabulmeered participation,!n their Air:Life program. Eallmtae.pat is Head/Elected.flit Persoyul two weeks prior ee beginning of lava -
not considered overtime pay for supervisor or the director , .''. µ `p t'
MILITARY LEAVE AND.g1.pDa�1g/TATDIDrt
aver[imealeno actmLeed for compensatory tins,but is paid .851ible e ay �1.1"
.. and 1s•tuned+in`each?mk on time sheets.a•emrva available
are eligible for Weld n E.e cmlf $i:iele all r ona of Title,3l U.S. Code.'Chapter-A3,
overtire pertn[idad.now et the regular,employees. rs a pay le;ti..$t the Vetere..M mplet.e ,ta for detailed l l m[ieer=entate the Persm 1
overtimishltte:h The 93nctar.ls at eligible for wertna Mya'Dm+OSittg",:Li,"' apartpanC R...
BufPLDDDD.To mit lino COWRY IlPLOTE.nA IDICN, ray a•R'6.(v bin-v 440 J M®IGL Kant W e..
VD.D cowrr ROAD d IRItCE DEPAgTImID .:t „5 .'.s akki4 c r i t ., y,
A raspiest for• of W.snce without pay for illness or disablingude
Cme ation� Overtime Worked . ai ''+.. m CA Fl !' injury must be eu atgd'hi 1 tt tree the employee's physicianto include •
Within tie operational requirement of the Road and bridge [rttort,onowwarF`tnrh,`: an anticipated,te dAam sMedical, leave mly be granted'after-all
Dm accord sick lean hpa used. In c• ware medical condition would `
accumulated'during theApril. .hours.atoll ormall rem taken,during tilt mand "' hinder job argil 'A•the a's statement eaaeedn he
of NoviWar';[hr a April. during.which'time inc emplane'of the load end uodloyee. a{ aM of the type of work or .peeftde duties of the i0
Bridge Department shall work an averts* of 23 bare per,weak until .tin time- mtays.. qt. .
as all wertime'eccvsul•ted during the summer manta has s pired., xa...--
Employees the-Production and Bridse sections my. during the work week that m Cm•tmt ,a� of setied in of [M-:mlq e lntwt•t
return.to wore. VOf return.,within moog weeks:of the eaticlyee'a 41
<onttia the holiday of July 1. not t work e requested
thatweek. but.0 y.tecmlattdy ' return date sad rp', m by the employee's phylgia,of:hmmtoyee a
wgineer'in;its place. This must be regmtad each year,by,Abe;amity a6f11gto Nrf}p h m3Vutlu
Etsneer nod approved by the lard of CONdnienertr . . _
Time Sheets
In criei'to identify costs par project. toad ad Bridge is required to.Watt)..,.t
weekly tine sheets utilities•specialised damn '„
Ronny mloyees
Road and Bridge:employs hourly Nreoml during peak production edried•✓s'
These employees are hind at an hourly rate end receive no County hematite..A.
budget line item;is established by the Bored un of County Coieiwa ;SA.
ar for.;S
solarise of these employees. The County Engineer has aerial authority for .
division'placepao[. nere eL{1'.
•
It is the imtn C t'et . � y to return the aeployee to the sea.dth and Way-,5 f
rate you held,prior o on medical leave.c Smavr.,bassose of the nature -- •
of Covaty he alp.ss e, ' ably possible.to bold en employee'.Lob'open .11
during.ble/her-Imp hole roue where . 'Recency t be filled...the ,c- '
employe'will la., preferential recall lit end be called erhen...elm,.20 C. The Bank is •daitieter•d by the Sick.Leave Bank Governing Board the
neaing in" it eelifiad ahrtdop as"airlift4.16AWa. 3' Board 1e rmw.ed of five (5) WW [ elected by the participant. in the
y .�...- a Sank. .The i llming conditions govern the granting of sick leave dap
?dry unless.enrol* eaves a baene ee metmelly shallnos d 45 [ the Bank&
ymedlwl sir taenea and/or complicatien without ..
•brr• v estyie :and sick leave will. t ,ccre while a diet .,,; l Applicatl {to are available through Personnel. Applications !a[
vee p�,rab•e cp. SNW overAS,4-.wil#reelt ji ea adjytmenty+yji b nefit from the Bank da.in writing to the Governing Board
of
fl bK� layer ei"•dot. the tlay adctueliy U,W ikt, via the Personnel Department.
II
[ �1Y� 2 It • meshy, f. usable to mks application for himself. the
ado N 4.�yt&afri .tF r wtvtap•.dN,(e[jy applfc•ti 'maybe fill•d out by a featly member caber
.1t1 a ey Al a p1 ° p if Ill bhegMEiet�fleh ., representot!
� ee�ewi pin it legs f•Advaanne of the M J A algal dent is .tat t •welfYlng the nature of illness, the
t a t ^1 t.vgw�eN Behr.). dates,and will service to the employe end the date f the
•
tt` patient •expected voltage for'return to work will be p vented with
ON wee a chaswllc tin.
A pproj lira a ea t will,be e the a isenti eeof
-the employe io approved t,due to medical
WW/.Lee d e treat Ca eave d• for applicant eel submit the request fern to his department heed
/o[oedd eJ.;etrN Otf'bet de:.to medical sewn•rill be seated se leave for npproval of else. oft., The deportment head y Attend the
pi, tt�,b�!>y NLH to 4mcprpeedurat nd p4t men si c . baring ritb or for i that individual to di any arable..he day
.� ip ii Taal* n bus itly•larg number of sick days being granted.
• ` . 1t es lids e'.sy b emf.death In.the 3H l -
fmrlieeenleally•of m paten lb Camyfurvl for a b Sleeted t 11 tea S yank days will not be granted anal employee has used all of
hAmPlyaaye art desetwt hay/m emir.:flegal'tar s wrlei at ac exceed - M•pea r loo casal-sick leave day., vacation days, and say
ehdNfdoyt linjlelaat td/love ��eabbsencm dex thle asection bell be a - • omp noon ties b•b•see unulaad.
LadlitleadAM they Militia', m etilek.'ipn opernily" eve. ear any
etbspalNN OeFlde repithet r.•et, to '�ep e., d uthr. • ,. I ,r Not more the saryeriod working days.may be granted to one employe
st•ptothei .fit}•[ppa i ear• w° °wyoi daugbe•r. aqy iv•swine antM1.NNod
q At , • ip a 1ti!_v ycttkg l.m--JIty irNdnrate.
t :AMA pep Ch „MW • 9^'MlnlgtR Mlp I 7.,A Tha.Sick Lean Sank.Governing Beard Monet approve sick leave dye
,y ti st x ,;,. t be grveted to•mplyeo a w at nk that exceeds the amber of
-S?/iept r a o y J sick leaf demii•eeauyto fa the a If the need•exists, the
-.LW t / dbara. nat,tip, frog member*
a to the ant.contribution of eight (g)
leave u '-serf f.the mhen,en the Bank Contributive. of sick
cwu time ar. es ffqul pet,l f a rleeuF br 1 during b any d SPX - in.J$eee at-tM suet Astated herein cannot go accepted by
eC rworIc larre*ftl•d to ery,Nvg o 4f j,,plll sal 1 d ltr,Jury duty, Ix- - F [M bank u -,
NC,:llus h°4 h1,4 1 Yip e'9 al pey.an g/en ,all nith r r the Cal l at-
'k[ 'order-
bejreareeti e «lira knew y�he nplat s for jury duty.,an I Sick leave ay be granted Mgr ft can of personal illness. This
Sty ore[ 'beyjr tot 1pwe((of'luby dnjil ihe ap'7% met submit n r py f the Voa rat the Bak(e diln a{fully muss../Lo10�d liltores! wances„by ripJeltria ofeAlp courtee lae lv to the tubc1r rY r eft° ;es vtml3me•llaueaa eNkpdetplpatiiby tlyt aylelee...a. TM'Si tent G deafened foit'ille•stro aclrefna bet see
4Wi`j{ Wliaie•a. he tollefu, .e aleck �GOk•. pregaeg with,�t11at� te 1' Four erY• A d;kpcidente pdtal':pis, e :,,7.:„.::.paelud°8
worker t ejected sonata •ur4•y• as'wefaemg.. w.na p.,
re e.pho eeemployti li ib rsat•°i yq 'leave t tend the. child, the vrWd•F I •tin. .
5▪ eTlg/upa met; Iftibl• lot.teeny/WicaL%IaW ay not unit sick leave h
tr }htA t-*tub 0 this ere h dial o leis .disc)ten rpaY c pad- } 10 °n {Nick leave granted by the Board shell be returned to the
y5 t a Mf'fl,n ell pwi t �ua�frem the County•gunk member will a inmate be eligible •
• Loy gaselier J " 4.6S-1,4h4'. at" area. l v=Piss Pram the Bast. a -awl a •pelota ta"la a.aei:at la> for good •sal' P` 't The Sicktays Leernies turd shall report the status of the leak to the
.M.?...otticfen raooal•reaeatctiaf tai ell:ecu„3ated paid leave. Zack participants nn •
at alp beginning of each calendar Scar. A quart rly report•
n.y..ca.el O�tetefdetd ipdiwidWi Mplicflioo foralave of eh...agent.ens• 1+{t Y Y wee to. io•rd.of.County Csmpfeafean -
fittr'M load in,Yritingta d.eiat'betepptevd4,in writing by the Department I.
i , r �
tie ye, a/lfe adc 0fficalq fore Ski-spama eemant o.flan or Se ilty ill not be P. The flick tea talk Cevrning goad assumes the 'full responsibility for..
?Ma;_effettedtlif'employ r bns'to%work' ea •seaaee a� g leave of the control 0'f the leak.end all decision of the beard are final.
• period fe over, Right of reinae teaut shall.tanlate if:the employe -en ,� 0. It the program-la'ermtutN at any tub.W brae resettles O[M.but
,:lavWepapa Ai pafdl eeloyrvt•.,_. +�}
•
J.' T e asiimme Cmj b of f ch'leaves b ere trill be 90 d Yi."This leave say shell be pen divided woad eha D s*nrmbere at that rare^
Y y e wrd only lidati a ilv cos enrd Iliseretong tea' 'clown and than
tn..,- " loge l+ n Y��ea tte¢¢�.n enl w sum , if E
..‘,...,If yq rate).*des cat return to pork roe orbef r the ee d upon date or .CgggnL
ew3a�iwdmgebt s ce ineted a. T.
•eel ten',' , e'e employ will bs eel
r `pNai}faki to eralaN Ms T n+- cSAN , tmplureme do required to comply'with all rules d regulations.
'ssoS '^ w' Failure to deafen will-result In disciplinary action and could result in ea
A p.wtiw.Of' ITIq ed T� �:L reduaNm In vy'uit /cage benefits if accident resulted from
�3� „� ° r failure to a deperlO id safetyrules. If en employee M•
s+l`lf !/ q without a rases sae ning a dam fr t caul t the' empty should any g tlhis. ' a 1 t CO/lest/ the Cereal anal are available in each
yep safety
'",a'^e'..v: .i ...v"}e. .!ape. awrtant {!�1"f�
gbIgTIB4 Op IWNIIgi+ '
la
"t. If an employee-1mnre Gior d.even slightly. or suspect he has been injured, the
stelaye suet rort5thl fact to his Imedlet• supervisor et once. The
LA:SALLE LEADER August 25, 1983 Page 7 epervla r ill.e that the•mploYe•get•lira{•ad or,in t. of�e more
alms leluryi'-edical attention.
To be eligible fo[va]a•r.wropensation•benefito en employee east he twined
C ? _ i. and treated Initially'My the Worth Colorado medical Center reorient) w> So or
CLOBg6 01 colwry 0POATI0WS�ut • the usenet hepitsUess room M Injured employe should infant the
hospital that the billing for the treatment should be submitted to Weld County
a'the anent the CawtY doe epednfo [o[ [•dlftiea due to inclement Worker's Cnaenatlee°.Fund. TM enw visor will•complete on Accident
,scathee. or other em•gencf s full-time mploy •.scheduled G work will be InveetipastN Sapart Mad-the injured et t red will be required to sir 1t.
paid. Employees required to work during such closure due to County needs }b• .ploy r um',filet awls accident.of The
For. teat be subtitled to personnel
shall Mot b•paid any additionl alary compensation a compensatory te oft. within 24 hours*Mike The Accident I tetlmetfen dawn art be
M employ el ed ad,lure of any t d c submitted to the Jnsnul'.Off ice within N eon.
• Y w re•dense dal.Mil b•chapel for rye
that le e e day e ff,Countyo,be in rottetidal,Shen urmel. Tb•r•ars three r tear theme ['mistimes
. An rmpl> unable Lathe !n •tnannc f due to inclement weather or other v is-t
emergencies then'gayety operations and acuities are open shall be charged A. a w plor•e. kly^medical for job incurred 1nj eiee. from
appropriate leave.A'Y L .. tdoche the.eeee cost
cost,'ether than thee authorized by the Count, my have t• assume,
. ,SICK IMAM of such;eeetaint.
•
i Immediate t[ tt ear complications from developing such ae
Sick leave is • privilege given to"full time employe. to be ued in the _ intestine.t, ,. •
following circuattancest -
C. Prompt reporting of-th occident which produced theinjury will enable.
A.. Who the employee le unable to perform hie job duties because of illness. the supervise ci make prompt 1 veatia[In. The lnveataetl n he make*
injury. pregnancy or birth of a child; might [neat a.Wssrdoue condition or work practice which. if not
cernct•4 could to.men.rims Injurn
D. Men the employe has medical. surgical. dental or optical exaltation
or tratmenti - All county sop ere covered by the Stn Worker's Campeneetln Act. The
county's ,elf-let red workers' coepenation protects all eels ees
C. When an employee is required to core for a,Ill tether of the immediate *palest total loose!Mite end medical and hospital expanses a•result of
. fatly he/th• map use accumulated sink leave up to AO hour. for w> one on-the-job &abantm or occupational illness. It should be noted that
films,or injury or until accommodations for care can be made. Chiropractic savviest will not be paid unle.s medical referral is sae by the
attending physicfa'm'Tn accordance with stave law an employe who •ubstaine
.All Nalar full-tiagmeployee are eligible for sick leave 30 days after a injury t:occupational Illness while perforates assigned duties and is
employment.' Sick ve I is accrued at I-hours per date he normal
meth from of hire with : incapable of performing [ha function of the job, rill receive regular
no aw af accrualaaie, Accumulated sick leave is payable upop termination full salary fora period not to exceed three days from date of injury. At the
at 4 the bur. of ateml•ted unused sick leave, not to exceed one tooth's and of the-.third ds}.`the employee will.receive 66 2/3 potent of his/her
seam - l Iconanusil en pass•
Imployees are to report their basnce(.) daily directly to.their supervisor at
the employee's regular.tartly ties. .?allure to report may be considered a. '
cause for dual of paid flak lave for the period of abeam unless the
employee furnishes an acceptable expleeclom. Not calling in and obtaining an
approved absence for three days is :considered abendonaat of job and •
conetitutes a voluntary.resigma[1N. -
a employee may be required to pr
ovide a .edicsl doctor's report of any ' . ....
illness for which sick la requested.
Loewe im quested. Abuse of sick lean or ace•in
absentsela can result in the loss of the privilege to earn sick leave or in
other disciplinary:actions up to and including teralaatin.
61(5 LEAVE BAN
la elver to provide•no cost short term disability pgra for employee the
County Ma established•Sick Lave Bank Program.
The Sick Leave.Dank is based on a voluntary contribution of eight (I) hours •
per have mppl1 opportunity per year.
take l �do not contribute to the Sank will not
epos y, advantage of the Bak. Subsequent ululation to
Bank participation-for new eeriness shell be allowed OWL!on the first day of
e ach quarter. I.e.. Amery, April. July. and October. All other eligible
e eployeao who did not jolt the Beek may do so on the anal open enrollment
date in.November,to.he effective January I. of the following year.
A. .,The Sick Mev Sink was laded initially by • contribution from each
employee
must.of eight
was deducted(a)d credited to thellank.e'Fornnew individual employee
the„one,contribution will be made on the first day of the garter.
'following'neyer'.amployesnt.
B. Sick leave'dyne fo the Bak are carried ever from year to year and an
additional contribution is required in January of each succeeding year
while•member of the Bank.. Hours donated to the Sick Leave Bank s[e not
refundable.
(:.. UT O OF STAYS MTR AON TRIM
If requested n the • =i be
yearly budget. nah department,Stall be allowed
Page 8 LA SALLE LEADER Au net .1983 than
I overnight cat of slate train ape, perms attend j a
s • erelong caning constitutes one trip td Ian
training sestina shall be deslgnoed by-the Soon or'p•esova ttW
i soeerolghC ceasing ergs„fns which wan a dnp creed eed. Oat of state
IVY- ,^ / Legal t \otic hall bleat
ek fed free this,trip nwrietiw[re1ab"ing btgtnpdeam"br mb
tIYvn d county approwl et end !NN o[ pg4tY Caen{emlepen tt ow o1 itNa t �r y
m pig* acMleled stasis or wen epeslel msa at sate aceN. a•;a•a 6r rosary
forrt ssleave. ppry, minus employee generated deductions for tms period-of Injury basis. '. '
compensation lon en.employee don not - Cunt) Compissbmn an allowed one accumulate sick M1vacation lssw Before th injured mployee is allowed to C unte•imr overnight cut of state eel
return to work. a written release is required.from hls/ber doctor pricing that Csty Gemsieei nets. let a aanienm t S trips per year for the gcaN of the omployse rill' b. able to assume full working responsibilities and duties.
The injured -employee must keep the department head/elected-official and A$23 per lien, If
Lola d, Will be paid
rentals,1i advance of all out of anis tripe;.
_Personnel Department informed of his eandition. Injured employees who can to over
perform less demanding job duties say be assigned other duties.if aileble by Lodging. air fare-W tail Are,end parking lees - -
the department bode/elected official* with c sul[Rion with the Personnel turned into. the aeoenragnlnties fees Ka be yaid ig total through receipt. .,
Department. mileage shall be paid o d grey a r salon prepaid by.Comry.prraot.. -
MEDIGL IIGXIMATIOR ...G - the ewntory rate,whichever la cc•�.ir a- -- or by autwepyp f!1nldW
Medical qualifications are realistic physibd standards tb insure that an IC tM.elesW stlnLl/department lead n on
e4loYee fa physically able to perform the duties requlnMo[ahe position. will be rsepeasLN far the onoawa of the"goonaa .• N row felt q- tmmp,r All employees oust met the medical standards for their Specific position. - - ens +y ••es Applicants for, • position say be required to take an n!Ll-
sailed exam An f ono as • n!mNn�a.M oeNieW and ioum.ne by,tl0 deportment hW pe ssyemr
condition of continued employment
be required to take. -pN(c�1 ape
emp ayment 1f in the Judi Nertbl/}hr'department had/elected official the mp s'e health appears t be'advefeely!Ratting jltiCpl}11OOs PD1SC�tl a .C u» Tn e:hie/Ms job performance or the assigned duties could lee“p(hieetel to the health of-the employe, The Personnel Departaent will rcpsrts. the End An w.
erninatioq.es.noon as possible.once requested by the NparMe End. An
MtleYee.4Y .be, placed on administrative paid leave the medical
'-
examination •tumults.. -ail employee Medical examinations pciated by'd Weld a....ea a Oa.'eatery of Canty Maur.,slaying pay Age'{t. Nip
County will be paid for by Weld County. Weld County will"receive the results information of a eaNidro[Ll At m.' Ibis fetpt4rlw should not he
- of the medical exsoinatin and will furnish the employee a Comp upon rogues"
1i5005W except with WW[nN
concerning eesfidr[nl Womuet'MSesal. '.loyse Is situation arises
BECIPATIONAL ACTIVITIES. ➢-+w r- employee should discuss it with his/Mi supervisor employee'boa a•question. the
disclosure of confidential information obtained in course of Coouty
Yvld County j des not sponsor any adult recreational teams for aetivitLB. Any employment could result in personal legal liability and disoM a,. DOcunem s.
sports 1 ries incurred by. County employee are considered outside of including copies.- gmreW In the. court.,of' m
assigned county dpties. Therefore, they are not-covered by Workers' - --- exclusion -Countyed fmpl%msoc •• the
CORaneation as job related injuries.. •..¢J. - retained property of east County •ed are morn br.uW for personal use or
Nrmaneo po•ardor of• employee,'
SOLICITATICIS
ALCOEOL AND DRUG ABUSE v ..
In the,interest of the witty wall employees and to prevent disruption of Except n shore otherwise specifically•therfsed'by the Wwty. solicitation the work wed, it is against county policy for an N County premises m subject to the
employee to canton orfollowing rules(
possess alcohol on county property. It is also against the policy to report A. Nlicitatloas 6 1 sp aSe '� y'.4• bus
to work wider the influence of alcohol. Y st NNYaa a p so dNr4tlw'[e bw1NN,Tof rtwfelr alai be biN[a,w W N solicitation shall be de of
�- Illicit sale, purcha.y usepossession - - MP'enlarge n Say public mew-Hehin the of non -yteacris drugs by - we be confined to apeework BrNSNs My solicitation
employ•on or off county p opt [y is also against policy pals applies to
tW. r W lit •tees or during son-working
all form at narcotics, depressants, stimulants. or hellucimenics whose ^ �
sale..use or possession is prohibited by law. ' ` S. -LelNStations by Non Explovees,' lion-employees mai.i.
amity praises for any meson whatsoever. y not solicit on the
The only exception to this is the taking of prescribed drys under •
physician's direction. It is advised.advised. for the a ployee's safety that of !OO T STATIONERY Ion CXA[IRrLE SOLICITATIONS
others, thet the employes•s aup me y
isar be interned of the taking of Beth dregs
-
and their effect on the employee's work. so he en take appropriate ectien. Weld County neon ssge• its employees to participate in worthwhile calamity
activities. However. the County believes .that,an employee's decision to
Any violation of the. above rules nay be ground. for-the
e tetttestiw of support•charitable agency cause er other appeal is•.private one epd should
employment. :{. in at.say be influenced by an employee's position within the County.
OVGTION AO TRAINING r W The of County stationary for direct eoiicinalon'
support by the County and nay be viewed b • of.employon 141!4
f ama employeaa ea coercive.EDUCATIONAL ASSISTING. •y. ,�• The only appeal shish has County approval cad-for which Coat stations sa' Weld County will reimburse en employee for tuitiooi apneas up to be Iced for soliciting other County the Intel W p Y'"
Weld Comm. .a4ly. La Way Caq•1ge:ef
relatedcouns lWat to me course per ten (quarFunds eater).-for Job -
courses that lave been approved in advance : Foods for this Penn COURT BLOOD DONI Ptackw
are United to the mount budgeted each year by the County.Corleuionre. For
• 'this reason reimbursement is on a first come. first Bern basis. W suet be veld Gumty. in conjunction
approved le advance to commits[ funds to en employes. lor'r employee to oodp oheN oen Colorado hsea. Cater oyer.receive nob reimbursement he mat net the following condition:
genkr has established the floe Doper Pryres for qsg ely All employm
1. Nast (Sall-time " " Hai receive notification date. of the blood protons approximately one month pries
employee at the time the clue stare; to the actual.date. Interested gioff Ny at.then tic alga up ro dente
blend. Employees will receive tine off with p%'.to knits blood. Personnel
2. Nut have approved Tuition Assistance Request pas prior N - es laser'lista will be given tine off with supervisory permission when called.
enrollment. (Forms we available in Personnel Departmt). Opautsama roe JOB INTERVIEW irnOO
3. ietmnetlom of employment will came the employee to forfeithis rising
Travel and overnight ,:::r `
to this aeadWes. empanon.r> la paid ter•mtimre identified
iusf
.. - tea certain job interviews. Travel eat be from outside r'100 mile radius of
4. Books. e Presley. Colorado. Prior approval' of the Director ,of lance and
complies. and miscellaneous fees not neared. c. Adedneeeeeepiota -required..The poly:pelelems suaerned- ve
• dot On' abo
5. vepleree suet complete the course successfully, with g-aCa geode or
better..
Dirntor'of Planni Servos. o
To receive • t anDirector of Planning
payment templane suet present, the Personnel slip inmt with l .Diseoter /p W N . r
receipt showing the matt of tuition paid. a grads cantsproving Is w l - Dirrter Ol Je user Unites
I Iles
completion, sad original copy of approved Tuition Assistance laqueet form. Director of Clapatet Unites
Should the class atta by the employee be scheduled during analof pearl •
Director•f tomsennarions u
hours,.it.will be.at the discretion of the department heed/elected official .Library- trot 4 /''
• abater tine off.from wort,with pay, is allowed. In all cases Director of Lubrnry'
off by the employee aunt be made up weekly or be clamed ea unpaid leave.
CoDunty r of Nunn Resources
County Attorney ,
8dI1[AO AO CWPOOCO. Count h riff �;
Coun[Y En{1 asr '/
• Director of Social Services If an employee Le requested by the County to attend a workshop. set. Geprr 1] [conference or other educational training program.. the employee will be
reimbursed for the entire cast which includes regietratilo fees. lodging. A. Additional Positions: Additional positions sa
seals. and transportation. Claims for renburwnt.Mould be sale tmsay ha dare on •'oo• tin
accordance vith thebasis with approval [rat the B. of County Nemlfeelonsre.
policies outlined in the Adwmsed{ Motion of the -
Alefaistrative Manuel. No compensatory tine will accrue to the employee CU* a. Interview Ex cost for interview - - ,
attending or traveling to a workshop. seminar.conference or other educational bExpenses: Allwill coed from N•'
training PNRms. In the event s deportment has 1sitic{mtlipPeed Mien bedsit of the department with the-position vtancy$"-No additional funds
for certain aaafwn or callorences the employes and dmsgst will be•llecetad fat this p rpe e. •,.
a sharing of costs of the seminar or conference ifnay e
4 re both the MWIYG pIPEW3O c NV?n"
wRl%s• and meta heedbnw•d official. Ittwdaaw:.4.the option of .: t uixti Y` Ff
the employee 1f cost sharing by the employee is greed to,,by employee and The Bard of County Comic iO re will approve wing emp e for Deportment
department head/elected official. Beads. Chief Deputise sod
d U dersheriff only on•case by- se basic.
ELOIB1wArrog AO LICENSING *4%X WT{SDE WLOY1071{..
If an employee's job requires !Inseams. certification ortnfiot tit. the Ans le
employee is respensible for obtaining it. keeping it v 1N,.�F.P sting It assigned working ehoure in otti , real
t 1! ten le no interference rest
to the County when requested. Associated
Associated Cat Y employee's Mire and mute no Wl n epe byt_the department
m of interest
by ppoonnsibiligp rShould ld sotbswactitci 6�license
o✓p IntratdemtN 210•01-,it will with assigned pprohNbhgi •t e nt Rp N, bChsr; d p t t head.
BCRTtBoar When prohibited by�the �ouoq Npq. .. A ., or by Resolution as required by''lw. ..,w . [the'Board [Ceilwlov n .Oa h.6,< ♦ -r a, ., -.
EEDOwBAILI EXPOS./•
APOAFANCB/OOHS t'V 'Len: .3... ..r :N-• .. ..
With prior approval from the Lepettst hen interstate travel sod other Each employee should choosechoosethe proper attire for his pr her specific lab.
Certaino areas of the- county have specific safety regNytr�esents. An employee
expanse for official County business will be relsbetW at follows should cheek withhis/Mr syry•
efwt if he/she has fly concerns nNrdiog
proper attire for the job. ♦supervisor no regWt_jropgdpWrson/stain.
MILBA06
n o/ [M.eopl%ee.
' To be reimbursed at rate established by bard Wol tine'(f0 cents/mile). U6T OF hvASt Limo.",y quo ', 4,(.1,„ea
Travel horses work and residence is not reimbursed pl yty/�d';i'
PAYEIMC Some
conductinginions as• co duties.
Employees will be of the •41%ts's
assigned duties, -Employees h• reinbursed valeta Pees and tolls et actual expense when away from hone office. in accordancetliable with the policy anted in the Ale you;je cle : The County
is not for damage which may occur t yy(,lehitle while on county
LODGING • business.
At actual and necessary expenee. - .• �7-
HEALS ;),L•
At actual end necessary expense es approved by the Board of.ComissiWre.
TRANSPORTATION:.
Bus, train or air transportation at acme'espeosefor whichever is available-'
and most pswtical. �•� w. *Y.-W
rut M detergent
head
-.
Receipts_at nees be canteen, �auehased W detergentpa'6Y tkWt to reimburse
Exo y
Federal, S or then progress and staff atoll be required see to netnay and itil
ealsaa State or stM['repHeem•iss ear re st.,safngs rtraidres, lodging.
the
meals and other wad i tees issues.we:ms0.speui-WilyadanesN in the '
Veld Ceuary.Personnel Policies. -
PERSONNEL RECOPDS MD IXy05MTION
- ti• ,'d• sl
The Personal;Department is the custodian elf,µl of that lierrmv 1/payroll
records for current and past cloy• et Veld Cooly..`$he*ploy« file in
Personnel will be the official fill for 11f•laaii[<tUens. eeploynsot
(e or say other eft lcla .interns. Cslgr In} N the
ti•;t1EemM «e4�4�ttyed Y q,��J��4, iv I'vL>W a'
• dcreetTfdttha.t-,^t lee'-inn de. he..hi nisof(t spent:ethi y has:'....
nce to bit/hrr records. The•emlaori tang autbfrA6a third party
access to.his/her.r ord with written s therte•ek 'pgniae the aplyutl
ethickdditi specIfles-menly whet items can be ell ssed•)tr$relasad: -Without
additional signedant=the with
ase veld County,.will only aprspe tape e.plo'ed
tenth of, veered ba with Weld County. Inquiries frust Gppetive nploythe
will be'answered bend w the final evaluation ot-rh(t(mapiyend which the
employee should have • copy. Other inft[mtion will eat he ewided without ' '
the employee's permission. �:!4:
P'
Changes ein, personal data (e.g. a acme, vasb¢5Lyeppdidre,'addn«, ' )gNlp OP TR IV= -
telwhore 0umber.web
i.p coverage) affect the employee's.pay oy wangea a. ,
Therefore. It Is web It t that an saploys toyoiabprrlahe changes es' A; r West M biros will bogie at the entry level yhe step for the
soon as possible. .At least wunlly an employee.orWdS'Wk his/her elalifl/astiae with tee WNtlm. An applicant may hired at the
- personnel-records to fissure that they are accurate. . ..04-...9....., qualified step 1[ be/the weeds the Pinto standards for the
,,. .. classification as established by the clue description W.
CONFLICT OP INTEREST xVy n;: epe<IlicaNene.
Per Section 16-9 of the Weld County Eon Rule Cherte[H;nfYaunty ottker, thin this occurs. the department Mad/elected official will abaft the
masher of as appointed board, or *ploy* 'hell have ay',i5 in any J ueti[ine[ion to Personnel to hire et the qualified level aid Tether
e nteep ion or organisation doing Wetness with deli o*ty.-..which might rw•1. This Tonne wet document the fact that the applicant•
interfere with the unbiased discharge of hie duty to that.Public.ead the beet • inhibit en werienoo tenants the higher pay level. No cewitot to
iatereen of the County; This restriction shall not apll/y wrls the officer. . hire at other then the entry level should be Inds to en applicant wiih•st
✓ed[of en anointed board. or ealoyse'e taeat44e M direct eoetect tµtr aper•1 to he[sweel. The practice of hiring at other then
' nor Weiase trav«ettma with any'such*ninnies en tin 6peciflo • La tatty level limited.
A. Bo qty's"of the Cenerel Purchasing Division eldl a n far.intereet in • y, Presptiwtt Van •-County 'aeplyee is promoted to a higher lewd ..
nay•ntemprlse y organisation doing luridness wit rtJ.. efentry la w star elassuttewion pasian, he/w will he pl•e
}Y Imo tin tat*y ievt sty en w eWtlthe ova. 'the pr will finrm
S..,:Neither the Trwune nor employees of oho Treasure's office'shall have. edwiw et a pay i lees L w est ti a be y .w
say proprietary inter«[ in any !Lamaist Insti0utl L*kb the County µe step eanti<c onus is loss then SZ the octet t shall be placed at
winnke deposits. w Ala provides • Sj alien1rev increase. In all GW of{ prong:tea • six swath ptostIonal review period 'tell ate' !* w
- co the event•.question*rises es to passible conflict oft ead'el.hetween coy iwlmbaas.
musty officer. member of an appointed board.-or employee :many enterprise
of eeted satin doing Wetness with Veld County: tIst notion will,be 1.. employee who is promoted mid the ssimianatisfactory
W etiOnfatness plena them
Pteoented•to. The founts Council for review.- lanst tfe'a<isnoo and '
nmletlan..'The Judgment and doclolon of the Watts (be ionsid•red at the entry step will, upon satisfactory camplesten of sit months.
+final and shell be We•matter of public record. i -^tbt.4II'' men to the qualified step. Upon satisfactory enplanes of sY (6)
LZ webs et the qualified law1, employe will wed to the proficient
a. ., men. tiwaent tow thin (l) Year and [in (S) tear ps fleiay
1 step will be in accordance with the pertoreenes steps for pay
K„ - rtim 0 sad I.
IMlT00DCJI1S1 1(N St,:.
,[ •
I. 4loy*s who are prated and due to the ninths give (S) percent
• pep tar'Perfosmsoom is• *yet=developdYJ Veld CouiQqya��prMde •sthod pay barons ere placed at the qualified ten will, vim, of pgrfng peepls bend on w_ quantity sod quell pea-OfferW. . completiontery completion of the six (6) swath pain. mew he w
w'q/artt heed!. thief deputes o[ electedofftete3a,YM'ederw[1ff, and natialemg step. Motes= tow tree.(3) year end tin Ue y for
th
•htar5y maploytas do not participate le Pay for terferoay5s wir minter pretty-lrry eta, will be in •cordate with •stubldshd rules for.
-are st/.enue ly M the Board of Conti Crlasionery k > - those'tape.
Wu� J. Employees who art Pruned M den =o tin salsa five (S) pars'
;'Og1CTivgg OyYdi TOR tge0EM.3Ntg
�" t.. pay uses wh tare (3) a placed st w proficient ftat tenth well
The rive ca been ,developed to provide *entry Menthe produ<tivlty. men to the thin (3) year and five (3) year proficient level la
„ cimpetitin compensation to employe«. and to-9Mk2 aaerat with • accords.with the normal movement to then steps.
.-resource So cowre ma retard performing.. .. {. 6, here ploysee who• promoteddue oted d to the am ion five (3) rust
.' pay lncreae for prwtion ere placed at the,three (3)_ year
ectives at the grata include.Ob +t' prof Latency sup.
unseat to the five (5) year profit-leaneta
J will be•meal a amens in accordance with the pert•rmam• eon
for pay saetice I.
4 [wttet b.•rem'that all,eligible he spat appesrlry ti.
;. .t•mpaN ter and receive the tenth of w gran . 5. Gpl Y ash JGAro•eted and due to the lenity five (5) percent
oaincrease for promotion . placed at the five (5) rear
b N,.P..ni�On ltrt'To establish a thetas that . N to pay rficiency step will only receive annual par adJuetaent after
faeiaa iredae•la.. promotion.
+L..: Caagttittt�w aetsNati0et• Tp tarn that, tics 4 ' 6• rployee@ who «e printed end due to the five (5) percent pay
.'lri rpetiilw, film tY•ores. I increase rule end placed outside of the five (5) year Proficiency'
24 YL'T pry nap will only receive• live (5) percent Initial pus increase.
h D. [ 17= em Frwtem aemepemtar Mitt 14 mriwirtmr..?)-1.) They will then be placed in the Grandfather category end treated as
such.
•
PAT FOR POJOtMYIG COMCQSn - Pioeotion during the initial review period is authorized under the following
The ley for perfonance concept includes, . condition'.
A. Performance 'Cataaesstion - to eonpeneate employes for their 1. that• l*hint•vacancy exists,
performance based on established standards. . - 2. That the promoted individual meet*the full position quelificetione.
I.' Prevsiling Waite - To pay individual' the prevailing wage.-in the Job Individuals promoted during their initial review period will he treated as new
market as dwrsined by salary wnge• employees and will begin their six-month initial review period 'roe the date
, C. Upward Nuvwno - To establish a *wen that allows for ward novena they use their new position. All initial review sake will apply to
within it in order to reward employes for their perfotmvice• include starting at "Oe for sick and vacation accrual.
D. Dee°wsrd gnome - To establish • 'antes that allows for dorwrd lea•position is determined to be wia-classified and is changed to• higher ,
eovemeat within it in order to reduce coepao«tlon for non-productive within one year.`fbe 1he te<trbteeut at will t be placed atthe enr the ttytlev level e step gly«s. - the former pay grade in the lower class is less than 51. In the went the
Nary level is lees then a 51 pay Increase the pe[w will be placed at a step
• I. Performance--Appraisal - To provide a etandardlaed tool' to measure• providing • Si claim increase. In no case pill a clasa result in • pay
.performance based on pre-detewlad standardsprovidingdecrease. In'the east a position is downgraded the current incvabwt a
J. Learning Curve - The runt of tie 'pent on the Job to fully learn the salary will be frozen mail the pay table of the lower classification roaches
tasks required. end function l[ • proficient level. The Pry for w incumbent'* salary. The 1meemMit will be dltiblm to =spate for
Perfownq nines recognises • learning curve for all county positions. basses. r thee the try level
' dueertotted employee the 52 minima paylain the ncrwe requireenenon at t willhstill have the promotional
reviewPAT STEPSe
@DIP. Pay °pleat will be based at the normal moonset i of the
A. Entry Level Persons with -training but little or no experience, hiller ttep. Per oasDle, a employee plated at the it he
s bela at
Pay- 95Z of Job race. that me move to 3rd Inc Level Proficient Level aril he of the W bus t
- that asp for two year..
S. Qualified Level - Persona with training and experience who exceed the takes • w position m • den series ether then'their
• minimum requirements for the classification. Pry-9).52 of job rate. I!• Count) rtana °
current series the employee will be hind at-the entry level step of {below
C. Proficient Level - Persona with training plus experience in • County classification. (Exempla Office Technician to Deputy Sheriff).
' deper ry- 1001 of Job tats,
A voluntary dentleo to • lwr,elattitWtioo in the sane class series by a
D. 3rd year Proficient Level - Persons who have completed 3 years in the employee will move the employee to the proficient step of the lower class. or
' seed classification and have demonstrated sustained ntiefactoty 'the steps he/w held prior to promotion.
'portoraace at the proficient or highly proficient level as recorded
through the appraisal system. Pay- 10212 of e.t•bllwd Job rate. puaaMac.5'R$Pa PAT
E. 5th year Proficient Level - Person. who have completed 5 year in the A. �ems te t Neu htw sad normally promoted eeplyw will basin at the
as claseifleafon and have demonstrated sustained satisfactory step liar the and will he paid 952 of the established
performance at the proficient or highly proficient laved as recorded try
non. After completing
the first 90 flays of employment.the empemployee1ey
through the appraisal wets. Pay- '051 of Jab rate. i . .
•
NOTE: The above pay eons would not correspond to tin in classification CgnglhWd on PmooU 'the incumbent was printed into • higher stap due to n•iw 52
increase for promotions. . . . . . ' ' • '
KEY ELEm1TS OF TEE PAT FOR PSAGNAXCE SYSTEM
. 4y*legate of the step/bow•pprrb include'
—Five performance level' for employees (entry. qualified. proficient. 9rd
Tear proficiency ad 5th Tear proficiency.) —- -.
-Optienl bonus of once or twice per year based on highly proficient •
perforate* stantasde. aternlnatiow of frequency by department
head/elected official. death of bow detersind by department
head/elected official with a althorn award of$50.00.
-thereinto to be completed.et predenetlned time frames.
. —Basses restricted to 502 of department/office workforce unless waiver le
given by•hoard of County Cwtesia resolution.. •
c ao,AimmmISG
• A basic aeseytioc wee that no Comity employees would receive • doorman in
pay due to conversion to the Pay-for-Perforaoce system. Therefor, pas
eawmrsion, any whose employee we b eatery was above the Jab rate we Loved
to retain that base salary upon ecevereion December 16, 1982.
The bad will Marne grad[sthered employees' pay adjustments p Bully.
or dfathe d employees will be ceuetdered and can compete for all benne-
Weld County Legal Notic
.t0affillIftilfrom pit0 t S. ISO days (6 r tM1 from date of hires 'A11 will be evaluated mains; the established entry standards. Upon month mat whether they enter Comm al%«a will the e•!w a.or
completion of 6 months of employment, the e%loyee will again be qualified level, - %41°rove n airy « '
evaluated but th. evaluation will be against qualified palominos •
standards. If.the employee receives a satisfactory appraisal, M/aht lend w the evaluation of the will cove to the qualified step and receive a 293 pay hicraase, theemployee ii tidiest.,
pre-4Gto1W.ekeWe4
department nest pep official der ldltau whether the =norm
S. Qualified:step, The qualified step is 9).Si of job tab. The will rue to the pat my *a. adverse evalwtiw• t the Igo by ."
period m twit is [aedu[!w of the along« sr ntmeslmp of the
'. amp a at the' st.d'ltar and is the against to period paned,"
standards for • proficient *veinal. After air :tonne at the qualified level and and if the employee meets the performance or training standards.for C. Inn els other Ater completion of the tint six ant if Canty the qualified level an evaluation will be submitted raising the l°ra n[v.Wlay,will twain evaluetiona eery sill.the.individual to the proficient step. The pay will M 100;.0[the job use.
C. Proficient step: Me Proficient rte is the0. Owen EEermte•tiont An evaluation will he required n even voluntary n•
Yhils•r the proficient level the
job rate for,the position. nwmlmury ntrplrsiw. This provides • eampbW papsnrsl tile on
aloy.. will be measured spinet mach employee's performance. vt.established proficient level standards. 'Evaluations will be completed - -
every six menthe. .. I. pp}etchili Special evaluations can be done for praise or reprLrd at the:
amp•reent-head/elected official's discretion Special abbreviated
D. 3rd Year-Proficient Lovell To be eligible for vovement to this step, the evelutionn mill be submitted for all boots awards.employee p r et complete three years with the County in the ma ""`--. ' '
laitiwti . except if promoted or dented to this step, and eve I. CCwosmrli!npg Pont The fort that has been used in tie pest well still be demonstrated a perforoyue at the proficient level or above for the last wH1chla for use at the iciel'a diuretics.
two year ship l• department hood/WetN oft
ccmbietionpof1p rformmancee and to
in the classification.automatic
VALUATION men fo/An Eta.be at t0242 of the*etablashed Job.vets. In...
Should the department peed/alrtFed official deny mevnmanl.to the 3rd Our methe eat�en employee fiancee with'his/her evaluation, the umpl%ee be proficient step•cap amend on the c par employeeight to snail .f.a.aao tit e% addition' reviewer or �eparwrt
employee's performance. the will be. en. the procaine is a dollen;eligible for consideration of movement to that step every six mouths
thereafter based on performance. A. Whet theemµoyee dieegraea with the etaltatiea ma written heehe Hll
-X. 5th Year proficient Levels To be eligible for movement to ibis to the then meta by W Wq the disagree box in g«ties Ulf. The water will
,aloyeg not couplets five yen with the County in atop g ve a.cep of the evaluation to the al%«with•Meer note u
eloyoyfluteet except if to the date their.cants at be tuned Sett the nebulag wthority.
claeeifnted promoted or dated to this step. and have be e *Slag con et the eweleatima will for he sett te tw reds.
a - perforne at the proficient level or above for the bat eigh t se of Ow OS iedirtist date saute ere der.be'the repines. .,.
year_period. Movement to this ate is not automatic, but
coubinatien of penman to and longevity in the classification. Pay will
p- be et 1032 of the job rate. -
f' Should the department head/.bcted official dean movement to the 5th Year
g pertinent intonate*letorWiem evallul the reviewer.receives the comments.
�win¢�v will evalur with the
all
proficient*tap based on the employee's performance, the employee will la evaluation as writtr.or non-concur based on the emplyoy.'•c coamente and
eligible.for consideration of movement to that step every six mgntha hie/her observance.,etc. The reviewer will than change any rating
•
thereafter based on performance. factor by placingbig/her initials in the box that beat describes the
\ If at a time dui ' rating for that element. follow the son overall procedures for the o rall
% ing aloyst n Weld County. the employee's evaluation. In the comment section, explain why the changes.performance drops below the •proficient standards of the
classification/position the employee can be placed on probetion for a c. The reviewer will review the evaluation with'the employee end have the
Anna e f 90 days and maxima of ISO days, and reduced in pay to the employee initial sad date the comments beside the signature box of-;he
next loner step (IIR reduction), If Reepv not is made at the non-conc. Me-belong the reviewer
should ing. If
loy con a,
conclusion of e psi:stepp the employee men be returned to the non-concurrence the evaluate.'
with tto meting, the-employee concurs,
7, proficient s. c and pan step occupied elected
prior to the reduction.. the .toward tea. evalwgon to the department head for mewl review. If the
k Department heeds. chief deputies of Wcred officials. the 0edacube[S[[, - employee con-toncuynnhe employee will be given• copy of the evaluation
s.. hourly oe pert ten employees ere not eligible for [M pay increase cited in and • mew lb[ing�the deta that corvG must De Into the depar[ne[
paragraphs A-b above.
head. The original copy of the evaluation and the reviewer's cornet
and • copy of the mgr with the date corns • t due to the devutrnt
TLWtIT10N TOR CURIUM BIpLO[Sg8 heed vitt be forwarded to the department heed.
Perna@ splayed as o!December.16. 1983 in Meld County were trinities!into D. I [M cue where employee dome not eta[ the then date n submit- the Pay-[os-Pe[fereswe system,according to the following: c n to the reviewer or department head. then tb• reviewer o
department heed.rlll.proca« the evaluation no 1r the.employee did not
cy Perilous currently in the "A" step wend to [he "1^ "Entry" sup is the desire to rights
timam.for consideration In affect. the employee has
Ic, new ayacma. - , Met his/her right to furnish the ergot to the yee sufficient
The
reviewer eor dep hihentn d et. hwever, give the.amplayee sufficient
Parse cyatae.J-in the "1".nep awed to the "n"or"%alined"atop in time to prepare hie/her comments. For that purpose. a 40-hour period is
the new gate. the alma rise-tM[rahould be allowed.
All persons in the ^C" or above step mined to the "C" or "Proficient" E. upon receipt of theemployee's comets. the department head will review
All inell on.the NC" the evaluation, the'.revirr's comments and the aloyee'•comments. The
department head will[hen make•Judgment with the information available.
b. Panne whohad completed three years with the County in the sae If the department.heed changes any individual rating section or the
elaeeifiotion moved to the D" 3rd Tear Proficient Step and persons at overall evaluation:le/enn sill do so by placing him/her initials it the
t7S+ the"0^sup-stayed.•t the"D •tap' proper rating p«on the torn and provide an explanation in the cements
tPerson`ate' had completed Ifom - section provided, the department head's review is the last unless he/she
yens with the County Iv the •s is the rating offs isle than the commissioner coordinator for his/her
classification moved to the "6" 5th Year Proficient Step and parsons at department beers the final review authority. Elected officials are the
the "B"'rep stayed at the ^B"step, - final review authority for all job evaluations in their depart,.
Persons on steps above "f" were grandfathered (Pas section..on I. Upon completion of'the final review, the de y gs•edG[M1 Hng.) employee heed. m they have
• . . changed the rating;will review it the a the employee. The employee will
Pay impact dates. Ian air month, -y anniversary date.. 3rd and 5th year initial and date thorium below signature of the toptrtwnt head,
proficient lever n the dates will rain on schedule for evaluations. Pay change. the original for copy qt the evaluation will be forwarded to the PersonnelPersonnelwill take place approprl t•hire or job 1 anniversary dates if the Department file.'.
aloyee-tea met 'ell ot4 r criteria for attenuant, including any. MOCPSS FOR UPDATING POppANCE STANDARDS
certification requirements t bld h d for the
employee'eeting all classification and position l standard yell • the
. All classification and
-". 1 Position red fore standardsswa will resin constant 1-Jane
BVALUATiONS[r eap08P ", ",-,• ;•• '• end •b month interval1. ,cgly meth for bolas awards. i.e.. January 1-Jme 30
and July 1-December e5 etgelr technical changes will be sada to the forme,
Evaluations are emuap ent ]d 1.e., spelling errors.etc. Changes may be submitted and will be reviewed.by
W ca about the behavior m •[f [ion se• of Personnel along with the ape.tone ly If the ry of are accepted.
employees. belgtentd, Nv«cta atgPo event.discipline. utilisation, end. they will be entered late the standards in July and January of each year. TM
motivation;all depend lcafavly .unapst Judgente• of employee' assure that'all
pe[ race,;be objectives of evaluation,en+ 1 system will rain constant aura{ evaluation intervals to
dlvlduab wwithin•classificationare rated against the all sandarac. .
A. Clarificatiod of-what 1a expected'- that is, to develop standards of PAY-IOa-PgarOYMANCI matiefaetot performance setting forth set quality and quantity of work `
of a give fy le ecc.ptabl. .me adequate for pursuing.,the function of
the orgenis ti - lone wardswards •n weeward to swan the [toppee[o[rn in thew work lor .
' -. .. Bests ere not to reward employees W for everts*or marginal jobs perfo, .;
B. Fortifying and improving employee performance-by identifying strong and me evaluation report*for the bps will utilise the highly weak in individual achievement, recording theme es objectively es standards. The evaluation foreIt Y llariHn[
possible,'and providing tawtrsetive counsel provides •block to indicate the dollar bonus
C. Gtivernt'nd validation of personnel techniques eery serving
set to be rrNed'm the employee.
amens-asevbi as•check on
need., o [m pa requiarea,of.elante, eeetpen-«t, placement uedolga, training me Sneed of C •lmtn, per ethend Some sale Charter. has the ultimate
"94'pa b•tncea,of.eladbelent.. . ,.: „ responsibility for e°Gblf•hing m maintaining system of employment
D. - letebluhat of an objective base foreellebn. roles job elew(tfcatfo+.end- caeentue pls.
inaction for plof n nt and personnel actions •..tamely. in
promotion. in awarding gel , advancement Caiatleatr'Coordinators for each de
within s glen lOve1,a n Ocher Anne. Gdepartment sill review the the Beard's
retention t" tine'orilfn '�a"de berwin;re ttnin t policyei to for th•.a�r}t,pre bona to insure cellos with g«N'•
neerio or use .,-• . . in ethersiae•rwWsGa. policy his[of t performance program.e fLDf aspic . .. 1) {„�N_ A•n ,p g . Y,
p1LpAr3011 PgOCgSB The Bond of Caty Cemmeeideen. es •vole, will rein merit pay banes
of employees in the natal officials departments to monitor tameness With
All Countyalqua Pill M nalmeted,agomt eaubluhed seabird'• the bead's polity incept of the pay for performance props. -
months. St.n4irdn to be used are aefalla, • «�six BOWI 1NwBg naeeTS -
PGodsedn . . .Time Ynme Y " r,
A. Indian Inds.for boss awards will be -identified in department
Entry' Completion of the first ninety budp[•. The level allocated per department will be determined by the
days in the tion o - gourd. Salaries:{w-dated officials. chief deputies; department
be.
Qualified
-hourly per•emG4Hwlseenr and ve
d thn people t in County the sync -".
ltns completion of e4afire[au -will not be part,of'the base for calculating bogus'wt la • gloss
stn in the class. - depardepartmentpastt or oftlpeld The Board esthe legialative appropriation body Pt
.the County ssr,ea the tight to determine the specific bdgetery oat
Proficient Every six ale after successfulgranted each office,ell.department for ,pay for. Perforce hose'
attainment of qualified sub anwelly, f ...
Highly Proficient ,Standard•to be used to d*tstwiw L - basin i lit t •T•�"rligeble for•n bone award, an emloy« at haw bunt In u lull elw boon award. statue, and hrreo� ty'algwnt for r eta, t be rain
bea•!w/ s overall evaluation rating is the bonds "4
PRroeMANC6 BVALu1YIgg WE category for p , *tendons.
Pacformaver nauseam are dwa me the tolleyy,efr aeheduimet ' C. �Pnquae2 1 �a ehe be awarded owe or twice a year at the tst
' MN/elected *Maui's discretion. GubluMd award dates rill be
A. SO days (3 months) from date of hire, All s abpa«, whether hied June 10 to b• pail!Jfly 31. and December 31 to be paid Jevuary 31
at the entry-or qualified level HU receive • 90 day ealuatiw. arually. i�C•
. ...
Ww°jwten.- cloy«s reclassified upward will also relrea *.., D. Award Ammmounin watt b7ft iof each •.,
90 employees end
lect:a ll- award a established by the dope tae
not be la the 130.00 per pumas ear
•
No payimamate* rill result from «tis[Gtory evalaates@ but the ere two the team allocated in the budget identified as the bonsdepartmentt hea heediele°Cd official scold net Chao evaluating inn protege n.. mep1ne• •-{-
advise the lemployee of his/her entrant during the fire nasty days.':Aden.evaluation et the 90 day period s result-in-tenmiaatioa of the%.
employee period. 'a tin during the.90 day period or extension renew
of the rw..-,--
I. Dete(ebutloP.': AB{tde each year to empl%«t eligible for the
HJ'tesyer[ preplan or cnet eased SOX of the total number of the
departant'e,or Spas workforce excluding depergamt•-heeds agog y"
depeten.of efiiflale the ON reherlf! burly or Pert tiai'^•
employees'. beg t-de igested•.eylayeee+'cannot bimetal ISCM`'3@
zzgagmmlaM «tinge h) a peer{eipetla(ea the p ngrea is nth
'it'NeRkti e'aa kitede..9,* }en . cl.v o: '
`y at daperaet'�enyelseted'offieLl wishing to arced either or both
of S,39l.,C4sureuiaspeally wt and written justification to the beard
,ot County.C�as4u«ety'The beard if they:cancan will waive the SOX -,
Ig4trant:C;pe.eo e..tW>e«Wl"basis"'a Ronal bad eeeolutim
.1 setting forth the ZyetifsaaMw +,b - 3.%),€AI•t•
1-..(4'1,1F4.0. , 1 ,,. : w, 1...., : t . '
.t.The 505•0f Vortforee will be deterelud�by listing 'the wee of VOLUNTARY DEDUCTIONS
,J resipimti of-the bonus in Jms end DecWer.saminet the total author of
.y,tbonwnFggthorlaed.' An employes terminated'between July.and.December Crony X«lth'Iow[Coce: All full-time employees receive Comprehensive Major
(oiraeedvtnb G4beame•In June will'he removed iron the annual list at. Medical Health Insurance et the current deduction rate for single or depeadest
' weeipiebbleg determination of the 301 figure. Determent heads/elected
DCder to addle aot_to.bar seam of.the bonus slots unused in June in all ong r designated by dma erage employee:' viiiEmpl have
a monthly ont health Insurance duce for
order to'ail Link perfoner0 betty July and Deccan. to the beam lint all their
dependents it ,theme r 70 rate C • payroll deduction
Y la necenbet:'1- taken fro. [M f[ mitt,'ay the currant rate. Croup the Health full utema south
pay
ROCIRk@AL Sl'VB JOb 50105 AVAED 'l t '`� effective the first of each of the metre t .an following first mepl pay
period. In November the year suran a an opus enrollment where employees
may ,deed up for enrollor bth:'Insurance evime, Eligible employees and
A.4<. p ey..it ( ^To he IfSlble (o[ ensfd p[lure for banana hwud• the dependents my for benefits without evidence of good health at this
+pitw J ear :v i ♦ y time.
wig"rr<.RPn I it .. re
11 M,(lue M;be ,u tints;mp., o- fat one yam Details of health"Group
and summary of benefits l available ndDein [M
fat mac.u < to r_ heedeldt entitled. G es arneve Benefits Pros
for Personal
al Department.
and Dep -
+i^'XN [iir.h.4ydar',talus. Ed fndeda• lv,h, nsl review,wtatur. of Yald.County", Copies m aveeleble ism the Pere0neal Depsrteroc. '
1Nst ben been rated Nine[proficient st d rJ red-planed In the; :' Crow Life Insurance: The County$7,00 ides.all p full-tine employees with one:
SY• t ascaeddle evelw theoo.v r ll app e...... at X Y for the most recent 3end years'of Comity employment St 00000 of group nn lit accidental dead
sin mn t rd, 3 ellnembanat insurance. lot full-time County employees with over 5 seat.
I.,;gfops iaml Process for Bonus Award a ' of service $11000 is provided. Employees any:purchase enplanents' ter:
}[P c ♦ m: ' ' Leanne of $10.000. $[0.000; $30.000. /4or000 or 0. as lm{ ss the
(ea. gearing June or December/ot'ea h yen the h 1 Department will math does c exceed two Cl) tines their annual salary. Lila insurance
T' el gly-uch nut/officewith d list of those employees .-• bends effective the first day of Abe month following the first full mod
„ ' c.prot11le for bonuses and;a shortened;emanation f ono with highly, pay period. •'
•ntMjw'1Not1cS t star rda for each allglblo lose
w,,¢$hk pirating
: Y 'h .la hwember of each year then all be aanl- enrollment Nried'rhen.
S . pis mnt'Iw'fs(ele cad 0:betels4 f 11 aecb.mplet* an evaluation': employees may change the amount of optional life rainsurancepurchased: dr.•
`lamus a j:1gh1Y proficient semdarde Fn.uch vmplgyee elitlblo lore msployea my request supplemental insurance rage at any time provided
mW mN •: •vim,__. ,•tee/the in qualified for the amount of insurance. If action takes place brig.::
T S ^ a period other then pen enroll ant the employee will be required to provide
C 'x stmt of laenrab111ry .". amp ° ° . .
r ..t.
,eupplied b heads/elect a Nonff union
t will a. employees
e a bonus award sward °entitle , the life insurance benefits available a In the hoodlums)
t cad tied el the Personnel Deputan[ thou employves to receive an award stifled Croup Insurance Natep Wld Coney Copies ore naµuble taw
L{, AtW l;i4,' 't*warded ulekcb of these**Planet.: eM Iuau«l,WNr�fet.
K N
Rh . !w{Approval Precise K'{''. ^�':,� •ace bunt i'n'0 4d W 'insu : if an employe on leave
(.,G few in a[ease (e partit/a•j•Co copy of the -open•rill b s eo to the oaleelonay ehe n t" Everts pordbh aR-the employee parties-1Y
A +x Coordinator for the department; or the.nibs board for elected chew for the.HrW;a[-!M leave.
officials.offices for review end fin! approval before checks ore
.op i tea ed . blow Credit Union: µ1'Wald County gloyees are eligible to join the p en
-or &edit Union, which is Independent of Weld County. Details of membership eve
- q= ,`laid Rohe Comission;_aCoord▪inator':tor the bard of County twa[!te of Wain Md1t Union ore be union red directly fuss the credit mice
' Comluledw have* ationsI the bows Awerdsi a meeting will be. el the Personnel Dejiktmppp Credit savi
ngs and/or loan sensate can b.
�•.y;,,),se.oive an with the parties involved!to.answer the questions or made via epyuoll led- - -
•v :a«1ve.W problea „ e. '-.
United Ys t Voluntary deductions will be made for United Way contributions at
J .0,4y department/office pa me anulwiure• exceed •tbe SOT of et tie tM request of the employee.
, rkl r or eaagement fngwre will submit Justification to the x
/_;;yptAbmN fan[couiderariea bIls mvilliappnova a deny the request ham: Employee'thing assigned County parking facilities 1e the CemttcaSa:
,11",":71;try Beard Nwlutln t4$lc,- h. Ceempmp�l all lave the authorised parking fee deduction monthly.
I. 'toiling of Suunar ,'Tg -R' k Olin MUTINY
w e�r4i approval' '. dvt.i ..$ae>
kOw e is received ban the Cemiepiaeer s Office. ?enamel will on will a other payroll deduction only be made for board approved deddeduction[I
-q.T ecy t rddfor Pasite1a waN a Thar pay data. ro lmlving 50 or son employees. Deductions for employee organizations. colts
rl) 1 } q - dap.clubs, set will not be accommodated due to cut of payroll processing.
IwNP AWAbR y0t BIIALL DQnDmI'Ib ••.r 'D.'
lb e'r iY , 1;e 4 x. Y FBOCEDUIE TO CORRECT PATIOLL ERRORS
nure equity i`the award of bwuwp.tu eali'daeeere ds. the departmeng We an ertps-in -'Se identified by either the
head all wt with the Mud of.Casty Comleadearn dyeing the Midget payDepartment End/Mete
officia_Preened'std j-'' the aup grn,_ Mr d«re se A the allocated iaedial"« the employes. they will notify. the Ys De
, the istely m pll ehe• orrec[feos can Made. It is therteentresponsibility o
the yee ephanwt. Accounting Department. the Department Read ea
employes to.review pyra[iu beady t0 assure accuracy and to repot
SPAY DAY. . " me errors to a tlle'temer."any over or underpayment wt io identified to a
ee .Personnel Department resolution. .Should an error be Denman
Deparea
Payday for regular toothy notches. Including hourly olploy, a will be the bey/•lured Official er.smplyapc wt notify the Personnel Departs
last working day of the month. If payday chile on a holly. employees will immediately so that W'wrrection can be ade.All overpayments discovers
be paid the lase regularly scheduled workday before the holida • Pay periods .all result lea collection action for the total aseuods Reimuntive Pe
are from the sixteenth (l6tm) of the month to the fifteenth (15th) of the will be icalculaimit epete a mama of two pay periods prior to data c
month. (Special job program employees are paid separately and their pay metltleatlea..
periods and payda say vary. Therefore. mrtidpanan In these programs
should obtain payday and period intonation from the Human Resource Division.) SMART POLICY
AROMATIC DEP05IT - Weld.County strives to pay competitive end equ stable salaries. To maintain
this competitive position.Weld County participates In various salary surveys.
Regular county employees" payroll checks an automatically deposited directly
Salaries are sat.by de lard of County Compbelenera after full consideration
to the bulking institution of the employee'e choice. Deposit, ten be to is given to: .
savings or checking accounts. tons areavailable in the Personnel Determent
to establish change t routing to banking institutions. A etaewet P rot pay rang eoepered to labor market c0epetitore. The tl
I of monthly earning will be provided each employee on payday. job market may vets by job classification or specific jobs. comps five
Sim SHEETS
ability to pay
t' Hourly'employees are required c een d to submit work-time records• accounting for all - benefit and euppletal pay policies. '
hours worked to their supervisor on the 15th end ac the end of each month.
- supply/hand situation for persona[needs.
MAYGSUIY PAYROLL DbpOLTlag
supply/demand situation in the labor market.
Federal Items Tax (Pit): .The federal Government requires Weld County to '
withhold a certain percentage of en employee's pay to enable the employee to eeployeeer expectations.
pay federal tams due each year. T e percentage amount withheld is based on •'
the moue[of wages and the number of exemptions claimed, e. Indicated on the The salaries rte established during the budget process annually to be
amply s Y-4 form. the number of exemptions claimed may be changed by the - effective with deanery;my period (Deceeher 16 - January 15).n Salary levels
employee as he finds.oanasry. Contact Personnel for any changes. of claemificationre,ce-set by the bard are
at te Income Tar (SIT)r :The State of Colorado requires 'mandatory deduction Year due to budgetary Impacts. not adjusted during the [Lori
f i.stett income two. the amount taken out of en esleyee s pay is heed an
name end the number of exemptions elegised on the W-4 form. Out salary levels are-adopted • pay table is dle[[ibu[N annually to all
1 departments to(stn mp es employees.. All eloy and the public have access to
foetal Security Tense PICA): This program provides old age. disability and the pay ambles for lduametlsc.
survivor benefits. IM amount deducted from an employee's pay is based on
. CLASSIyICAl14S.ling Y•\1' PLAN
total County. Al earned. end :hie aaat is matched those belong a dollar-for-dollar cEmployee by ee'e
tstiraentybl�ecletlo Ciealth Departw[employyee.)tom required to the ito H9CA.
le a ty Coaiith section a-E.of the Weld county Roth Rule Charter the Board
lstR a Weld County fide. retirement benefits for full time employees of County COmbniof a bee adopted a classification and pay plan. The plan
�e e promy is the foundation f of a job-oriented carver system. Position classification le
(ascent men Paso acw) through P.E.R.A• or the County b[irwee system. 1 the organising of all jobs in the County into
of their duties, ea cation or uireman on the bests
A. Y.t.R.A. - All employees of the Weld County Health Deperteent art hwlN • tuaeth1Job cl end cuelIIdcar • requirements of skill.,
required to belong to the Public Employees Retirement Association (PRA). a Nu. s a based endoa dCostered.l The ore• eavital[lame- County u to
Emplyse and county contribution•e es derereined by PERA through Statepay ecru with is al pay end edquelvwork° system ellws Weld to
legislatin. Member employees should refer to pamphlet issued by PIRA comply the pawl for uwl'wo[kv requirement.
for detail,of the plan. - ICIIIIIMgoa-UNe 10
•
B. County Retirement: All full time County employees. except those on
P.E.R.A. end employees of X.R.D.. must belong to the County Retirement
Plan.- The employ.,coat contribute 41 on the drat $400.00 of monthly
• oennution and 61 on all monies over 0400.00 monthly. The County
*etches all contributions. Saber employee[ should refer to the booklet
provided by the Veld County Retirement Board and the By-lave of to
Retirement Board for details of the Plan.•
WADE GARMI5101EMT
Garnishment of wages results when an unpaid creditor has taken the natter to
court. A garnishment Is s court order allowing for creditor. to collect part
of an employee's pay directly from Weld County. Although the County does not
vieh to become involved in an employee', private saner., the County is
compelled by law to administer the court's orders. Government levies will be
gamer treated in the.sameas garnishments..
H In doing . a Personnlrepreseatetive will contact the employee to explain
the details of garnishment end how it affect. This representetive will
also provide counsel in exploring the loseibility of resolving the situation
before turning it over to Pyra1 for imp3wntati«. Employees are
- thiand to resolve than asters privately to avoid.County involvement in
W rmetually unpleasant action. - -
-
Weld CountyPersonnel Department should be the only"•contact' for job
references. My reference provided by an individual other than Personnel milks—.
be considered•personal reference and one provider shall mane all liability ,:
far[M te[ormatlw prwioed.
Weld County Le. 1 •Notic All f ry actions
A t rn1 en eh f amplo>wot f > re am N31 b•
slled 1 n t t fen to P • reel wD [ t f n rat Ineenn Z1.
for
CantlnYM/anal{lion 4 , " all t1me1 [f f pay. retirement fwd (County retirement pap t PIMA).
Montana and returning of in card. parking cards, etc.
The principal '.'ed advantages of the eleseffiution ' te�ie.listed anal pay checks for terminating employee*will be issued the afternoon of the
as follow:
day of the next regularly scheduled Board of County Came!,fear rating t•hose
the terminated employees lest day of work with the exception of
A. facilitating personnel objectival cheee
"' employees terminating the last seven working days of each month.
I. It provides a rational criteria for eontroke.( lad.byymakina Exception Proem: To assure an ...urea payroll run. employees terminating
Sr possible to equate-whole claw of position.mit ,comment'salary• during the tart seven working days of each eh will he their pe>eM1 eh for
c•°g• the current pay peered direst dmpma< d intotheir6 k e count. A h Mite
rill bet processed ter efek and va et3 tims d [e eh P ad werad f the
1. It reduces a variety of leeupatiw and; dginereabli next pry period. (Ti,.worked after the 16th of:each month.)
proportions so' that, reereiMnt quaff! anent'. ,•
emanation. awl;selection can be sadatag .for whatever resew. no lAsees of An nploym d nlethe r employment tn. the eon
positions or nn at•aims. 4,1* - it roes Dana inant emti[wne ed an. use heve hie Bustibe ape oved to
1. It defined in objective tens'the content .•4 the Cmaq ant Boa rot Pthe employee Bmo contribution
refunds b•et,r ed by :
{ho whir it ear earlier t thirtrd.y-one
the ) deyemployee's or/her i t day not;woe rn
Mil
is expected) against e which the pasfotuna sly�• t/ (Few roil it r ion or refuses whichever ever after er,ha/her lest !than[ date of
is don ) es h mea N epplf tin-far retard. is of ape nor •y later than:niche (90) I. ,
e day• ! th lest day et work or date of application for refund.whichever is
4. It furnishes in job intonation upon alai the e!erinration 1110 EXCEPTIONS.) PIMA members must apply for their PEa t [cod via
and other Smm�ic training tan be M a.;' ♦A . the Sate PEM Office. PIMA refund normally take ninety (90) days from date ,
1. ,Although It dons not of Itself of application for refund.
mama °' Decoction and. ..-. •'
pl•eemenp pulley..it alf •• systematic'P u ePpertwftfn tanager
•
and position relationships , which•it a an't to• a .orderly y empl pee entitled to etf ement benefits from the tetlr,not-Plan and •
promotion and placement procedure. oa .- - sal iN t retire mustcotpllete the following,fol.y^ ��YQ '
6. R provides a famdation fok demon enders sheen'penlw[ A. At'least aiaety'; )ie!>a.NSpl fed ryd!NRttleet date the employee. e
and eaployee as to the--Job and 1 facilitates F an go to,t M pay• . y .6 ob( the^ at lot
motivation.lay emmpment a lation. and Tdpe k-dnteryd ,Meirwet es 'loft � �
) Ikk. ..n guy .1
,a_ r f° e. The Lennart. Pr"r Tt 3
E. General aid to en o[g visspion _ At i see tltt. for
idwnoel Deprt rL. t 1Ssnre /t to the
I.
N evi to nee of and d au fife St a I nlfen ton pp[ imately r `: ltt the"Fersomoel
I. It clarifies. byrequiring definition and ded sippdon oC duties, the C Dpa tent Hlljltltke1aa''pea US '-, dpk for copletion of
placing of c pon,ibility in each position, #,' v the.tatlremnt Optiti eta r u r. § ,
rt W
J. It provides en orderly basis for tratislatiustaagi.fof positions 0 :Dantean a at -. >,l i 1'1r,l ii reaped pefifteen
into fiscal text, thus facilitating budgetary��a�t¢Ryyry,*�procedures. dons nag she gqlayms' at Department fifteen
4. It provides information on job content th•t:SYde:3"t u �' days in err enro!`Nt! rer
a,the wilts of t ,",1"organisationproblems and procedures let'banana out pasts t I' rate 1 Senn."t la "t Ytf Opt and'ted duplication. Inconsistency.and the like fn tb rerk proem._ Retirement Option'fm a to iwld•:Gp t Shard to b• placed
C. Particular 1 in the public unlce • ''r On<h f agenda ta;nnH wire past lCad1'1u'sin
Sa,mpg a�•. l :1
I. Itassure, •t' I R1' rmamma,oral •
''. 1f'g be t) dtj• of the mouth
e the iris a end ure. fo tit t yen,lldedafeedselected. Ihanfene thinlil harkdan .hi aat,wpk dry of Me relationship between yendieures for.perrNal (Tim tea' the month before el freer[eti am
nrwi »ndmd . fy�y1. 4�
V' 4yW .. RsGeib+Y.
1. It offers • good • protection in has,Hass tone'pNee"cation f •or personal preferment Is determination of pct1,. .tlrtlas M matrons Rek El ea f e F m , ^ y hit 1wp•remeet
POSITION/CLASSIFICATION SPECIPICATIONS • H s e 1Rf• d alga •}te'a� M 'r
•
All Wield County employees are N�' 'f1 Gender. Woenevem eh ale twee^ anasd p e. oh3S hL tt a ors to
Identifies the position they placed Se a 1 tlli atlon h arts ghee cal•rod f,ule ' j A' t ^"amvraGM.'
available for all positions in WeldlCounty In the Pe. A ntad oep~bsnt, a full Time ploy •,�i sit t lea a ark Jr IC hoer setiC and paid a
py
The specifications provide t broad mteene et the elbt ditties.-supenisfon monthly
shfra Sunday to°•tuNp not baud*�re6edol.a",Lneh perieda. The County work wok
received. supervision exercised. examples of duties. anima guellflceelena. runs
educative d p riene. required. . lop tl.�isTemporary/Hourly kmplore n orking loyee a peeper ry eplgns hired
If an ,plopee has ream tee believe ghee Af /h r p•1[le/vla not properly f seasonal work; eploy harking-a•hours orRut ieporary/Bwrly
elaselfled M/rh should discuss the topic with hir/Aer,supervinr and
•pl ages d e receive nor see eMyelQfble!st Cowry bm[ft
department head. If the department head quueioos them apprpriatenee,of the Work Week The C tj' drk Mee ejlvi en Sundayged eases Saturday. :
classification he can request a sob audit by Personnelx1kone has mot ben •
done for the mitten within ems ear. The oy e,w ki t -
audit is in the Manna Prot d hay Manual. ° e awn for,ngmrmt ern job Martino k Overtime is ten efn en q1p••works in n<ae t w!Wan an roe
Any change in pay to n -.Y bt �on i. xt
empayee u a natal t a classiflation action will Work Month. 114 A n f epufyt w ygwg.tb v,,,tsL rz
be in accordance with the Pay-M-Performance Section a Ehis manual. I ' '
Hourly Rate: An eplgss kv et[ly.late daisnet od by enacting' the „
SaIORIT!, REDUCTION IX"CRCE AND aIMIGMTIOm establishedmonthly lary t dl?.�d Ap7° l�kdurs.is the rag n:ober
Y - worked per month by roll tin apt e..) °# 'ma ff T Atm..: .
'ENMITY ''' Initial Review Psriodhtt ssa1'nit �1•tP to roe Erse six anthm of ^
Seniority is the precedents or priority due to 1employment f 11 Co:eiric,�aapp+lo7}ss s f r rev a t ..
length of service s e begin: Promotion Review P rlod t la hproi[d et e-el a!ifmcat1
employee. Conroe seniority begins to the day an•ice se a be rr upland carries a
employment... 111-tin employes. •Ste• n .Ix month review yaffod +o"`
Job seniority begin. accumulating the day an employee carts a new Pe'ties Senicrtt . The precedence prioritys a to length of service as-• County
.,
classification as e full-tie employee. Inch time an employee is promoted or • _ _.i qY
downgraded to a new sn
and different lassification, his/her job' iority starts ' ) c
again. In a downgrade action. the employee will be give credit for time. Worker c mp t ti t A program t prof t CountP emplp a gam•ttotal
spent at the higher clasification Motif he held it before promotive. as sless ec of ''cm. medical and hospital.expanses„as a it of eP the-lob',wellaa., time spent in the higher elasalficstion. Len-or Seniority: Lone of idente yet3mal itl • >tY w./n job d canny seniority occurs when an employee •P te. employment with' r -,s- ti to
Weld County. The only exceptions ant as follows, Diet Alin Act1_t P eel actions which,may 1 1 de v ninf.,
' If• former reprimand n Without pay yprobatin demotion.dismissal...,A. ,
employee returns to sanity employment within 90 dep and has y fn not withdrawn hie/het contribution from the retirement:fund he/she wit! Salary Survey: "Salary comp rf on of Canape[ble classifications performed each•only lose seniority for the time they were off the coney payroll. year with otlier employers to assist in the tablaMnt ot•the salary for job'
• nom=IN FORCEy will occur. °° personal few, a arr1 r basis.che rate of lassificatio.yewblifa shed byi th t 1 ry sary Y d edieted ton an
employee Ls ea milita lean or on • roved leve •
cn
annual loss of aniorit
•
teporary or permanent.reductions in fora (RII)•may be meceseary snow of lnewhe' - The employee occupyint a'pacific poeitlon. -
eirawtwp ash as workload change.,program champs.policy decisions er funding reduction. _ Position: Certain duties and rew.f pbfl3rin which call for the a pi and
• d.• attention of so •individual; allocated to office.and deferments through the
A temporary layoff dull he a designated wean it The 1.forea•m-(titbit budget process.
reasonable limits) tint the reaueiom Is work tern Ia es a Ilea aw see{. 'basis. A permanent layoff all be defined as•reduction la.werk.lwe,ta afcs Cla..f in A group of positions-sufficiently stile in respect to their
ms wa
rrant and
it is raesly£wema tut the rtNe ' r. ut� epenlbili ti m to .justify treatment 'f selection.
ley Latta,.. -�^'asemseg,',•` r` +,-•7•T compensatln• and qualificationqualifitati0D,requir is of''-skill •staledtes.-and
A layoff notice. is • result of reduction In force, fa am wifteislr Pummel - abilitten.
communication addressed to the employee and issued 'by?r the.Personnel
Department. The employee must receive te'notice at,lsast 10 work,daps Classification Series: a Cla affltatfna C id the lame carets bath'or career
the date of his release. The notice shall inform'the employee •f he/h•r;, leaden.ace.. Office Tecnnitlan I, IIe xli. IV. and Office manager -
right to eviw the records on which the actions were based.,is. ti to -
A P e layoff shall be treated asregular
Compensatory Then Time off given to'an employee for working f of 40
benefits will be impacted gul r t roe tin -Mployu.:. M n fn o ark reek.
in the r manner a described for a'tare terminated ten
employee 1n this anal. On Calls On call statusl off duty time that sass
'�f. b•n ch.hle and able to employee bas stipulated to
ereport to weak within• short period e(time.
aReduction in Porte Sequence: SM•game for a reduction in force mill he on
•departmental basis as follows: - • Grievance Protege!: A antennaccapricious
iomsnpio^to Inman tat'e'e' 'oysee have
A. Temporary employees by seniority. recourse from any unfair cepriefms actions.
• We Without Pay: Time
'B. Review employaea by seniority. • away from work approved bj the manta; without
P.Y•
C. Re11-time employees sued be peitermsne*valuations. ° gW 5.. any provision of this Ordinance or the apllutlontAnat to any.�:« at fTl .e;t,.;. if person or
O. If two or more be the edeterm equalactorlo pee!ram.seal mini Won u circumstances is held fn.alfd, such invalidity shall Aa[aeo eM1e other seniority will taro determining w factor on [ tai t1eu,•*IM _a.i -. -f. COe.
with the font job seniority will be terminated first: ..— r-+•r- p 1 tone applications ten Ordinance which cab given of/rot without
When possible employees ipactad by,t reduction ie'force all be a'dsijnedl tea the invalid provision or application and t this a d`th7'/teei eons of this
wetio jab wieha ebe coney;i/ a vaaney aalatr and gnlificatin end yob '
position are compatible a with the emati n,.:Every effort.will be mmde tee' Ordinance m to be aertrN4 Vn.A dIt1T'
utilise their training end to catint plus e f[sty. 'The F r byes -
Department will rots but effort neatv' on
reduction in forte action in finding eplp.entt, a. who are •std a d b7• f" adu following dbythe following vot oul on motion duly made and A.D. 1983.
lone adopted by following vote on the 22nd oaQ�el'AO'�tust, .D., 19e3.
RIMIraTI011 ' ,.:Y*• Fri •.. .. u
BOARD OF COUNYY CbMMISSIONERS
•galena are requested t notify ehefrosetteraor i writing as icon es-
possible Mary Ann Feuersteln ATTEST WELDCOUNTYe COLORADO
a• ible of their intent to ranee. As e:setter of professional rtes: e,
'teat•two (2) week eetta before tea of rekgation is a.eyed re peasants _ Weld County Clerk and Recorder
--— - - " -_. and Clark to the Board Chuck Carlson,Chairman
John Martin,Pro Tern
BY:Jeannette Sears ..i. Gene Brantner
Deputy County Clerk ':,Norman Carlson
Approved as to form: .- Jacqueline Johnson
Thomas O. David -
County Attorney
First reading: 7/18/!3 Published: 7/21/83'Stand reading: 0/03/{3
.-Published: 8/ll/a3
renal timelines it/ow.,
Affidavit of Publication
•
STATE OF COLORADO, 1 sa
County of Weld.
r- _ L MLc I M FSSw.I of
said County of Weld. being duty-sworn. say that.-
I am Publisher of
LA 4 S1 4 L& Li act A., vn
• that the some is a weekly newspaper of general
circulation yetd\ printed and published in the
town et k. a St.(ft
in said county and state: that the notice cr adver-
tisement- of which the annexed is a true copy,
has been published in said weekly newspaper
for 0 Pe-- consecutive
weeks: that the nonce was published in the
regular and entire issue of every number of said
' newspaper during the period and time of publi-
cation of said notice and in the newspaper
proper and not in a supplement thereof: hat the
first publication of said notice was contained in
the issue at said newspaper bearina date. the
- day of '4.'4- , . A.D.. 19 83
and the lost publication merest. in the issue of
said newspaper bearing date, the
/I day of
A ' 19 i that the said
kPeSa.j1t Nac,dQIP .
has been published continuously and uninterrupt.
edly during the period of at least fifty-two con-
secutive weeks next prior to the first issue thereof
•
containing said notice or advertisement above
referred to: and that said newspaper was at the
time of each of the publications of said notice,
duly qualified for that purpose within the mean-
ing of an act. entitled. "An Act Cancerning Legal
Notices, Advertisements and Publications, and
, the Fees of Printers and Publishers thereof. and
•
to Repeal all Acts and Parts cf Acts in Conflict
with the Provisions of this Act." approved April 7,
1921, and all amendments thereof, and particu.
larly as amended by an act approved, March. 30,
1923, and an act approved May 8. 1931.
b!isheer//--
Subscribed and sworn to beings me this ._ral..6.
day of ... /72.4. y A.D., 19....19
•
My commission expires ..1_- 2_-p�3
Notary Public
ELIZABE1I-1 iy
22019 W.C.RD, 54
GREELEY, CO 80631
•
Weld County Legals Noti
SECOND READING
ORDINANCE NO. 118
VELD COMITY PERSONNEL POLICY MANUAL
BE IT ORDAINED BY SHE BOARD OF COUNTY COMMISSIONERS OF WELD COUNTY, COLORADO:
WHEREAS, the Board of County Commissioners of Weld County. 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 has the power and authority under
the Weld County Nome Rule Charter and the Colorado County Bone Rule Powers
Act, Article 35 of Title 30, C.B.S. 1973, as amnded, and in specific under
f30-35-3010). C.R.S. 1973, as amnded, to adopt by Ordinance, personnel
policy rules and regulations for the County of Weld, end
WHEREAS, the Board of County Cmleeinoers of Weld County hereby finds and
determines that there is a need for a comptehenatve revision of the personnel
policy, rules and regulations for Weld County and that this Ordinance is for
the benefit of the health, safety and welfare of the people of Weld County.
NOW. THEREFORE BE IT ORDAINED by the Board of County Commissioners of Weld
County. Colorado that:
PURPOSE OP POLICY MANUAL
This manual contains the Weld County Board of Camlesionera' Personnel
Policies and Procedure. as required by Section 4-PB of the Home Rule Charter.
It is designed to be used by department heads, supervisory and staff
personnel. and employee. In the day to day administration of the County
Personnel program.
These written politic. Increane understanding. elLlnate the need for personal
decisions on matters of Countywide policy. and help to ensure uniformity throughout the County. It 1e the responsibility of each and e t head and supervisor to administer these policies in a consistenteannddryarrtal
e limpartialer[ia.
Procedures and practices in the field of personnel relations a subject t modifications and further development in light of change.are
the law,
experience, merit principles and the County Nome Rule Charter. Each
department head, supervisor, andn assist
program up-to-date by notifying the ereoonal De afar in t keeping our personnel
are
encountered o Department whenever problems are
the pereonnelr amended improvements Identified for the administration ofpolicies.
The sequel has been organized with a Table of Contents and a subject index to
enable.all users to find specific policies quickly. Policies specific to a
department
pparr�ntd or office
shall
hallobeaeub flehe on "Departmental Supplemental Policy
the
policies will be referenced in this handbook.specific department. Supplemental
In cases that are unique to a epecifie department or office. Departmental
Supplemental Personnel Politic.will be Issued. These supplements Supplemental
only be
on a Personnel once pecial Departmental Supplental Personnel Policy Pon by
approved by the Board of County Commissioners.
MANAORMBRT RIGHTS
Ths contents of this handbook are presented as a matter of information only,
The Weld County Board of Commissioners reserve. the right to modify, it;
uapend, terminate, or change any or all suet plena, policies or proce&res
in whole or in part, at any time, with or without notice. 'beleaguers uesd
In this handbook is not intended to Cr tea nor is it to be construed to
cinstitute. • contract between Weld County and any one or all of Its
e.Playams.
All polgcia, in the Manual:will be-administered In accordance with Equal
P\plo,ngnt opportugf[f,llImr Aber{Ielled-Neal SystemStandards and the Weld
County Home Rule Cheri t.This manual supercedes •ll personnel policies and nenonnenual eupercedea ell personnel policies and manuals, resolution*,
operations manuals. except for the classification and position
^•s.•to [hie date.
»a.halo.IS Allan
mailaillINI
it N W ow**mom taut, "MAW" nit sit
by MaINonb. _ ...
Je1r rou. m?� » vy �, '�wU s!►` - Wine tet
gt•SlN ter J .. r A a: ?-,.'„
4 ,ices Weld County
elii•lng the yr (Ara 'n • StitiltSatin -
.' to new emplafwa.W shall start at the avttf level if date of tersinatipo is
Ofim thirty-we yes or ton prior to n-.eploppt. (Sheriff•• son personnel
Tees' em odvertLe d witba Ma Cerny Syr • period of fps TM Sale refer mat s1sttw41 1
nemesis ISM asp. ►centiattl-eat ttsedat from.Stn* tie Ole amp - Tat egDoeAm
' mod Mae appropriate W-yribte. Neap employees set eibsY/-N�g� y:
for v ter.° they a rrya1itW fee N oorylatis$ •.PileeIr[ Tsa
Rpwrt W epdaety's Wid Meaty 1►Isyae[#alfatt.e. Osseo ilapete. Ceeon is fwelnd in•ember of jabs progrr. laelvded are:
. she Mt the smiths criteria will be eeleetd for aarwiaw fee Ma -
position. All requests for teenier Meld be ehea•W Me* PM e,ls.. not.Ctdy-Contract.widens etbwlasech as Ala M MC.
employees supervisor to the Department Reed/Wctd Official for approil end
thee to le eneel. ,w aliaate for specalaed neMws - The eemty ter* into Sean
eeeatnn H:ems Leiner in lime of hula{en rise.
Because there ere time Ms It to methseamenl to fill the position as oho
s
se.peseohai the Canty me find itti rssfnet µ.Mania 1 y side la oho epee C. hdent Se negres - Arm sdnels plate student.atoms in natty
neohet at the be s tine the mettles is . haled attialue.dnrti. AU tie eat Departments.
ar�batts will sat be open prior
o!ea (10)samenti madam.sed L the Man
D. Oygsaap rtmet oftar'Drlisen e.Senecas (pees) .it Prelims - lies Sell
Catty Dematsae of Nate ND esho plena a people le etc. pry[r
Applicants are screened byqu ant. i l by comparing• the apple. In /meln/W Shoal W err.nestle.woi[6e Di..e.1w,won.
qualification* to the job fields neon ee comparison to ell .the Screwing
In "
specialised professional fields esparteenn may assist in the Screwing t. 'Intel Pella invite-This proem is limited to WalNale promoted
process. The son goat the qualified applicants meeting the Job regfore interview
• for driving valor.the lefluieee (Mi). .
referred by Per•woel to the department head/elected official for the eew
end Mel *election. Department Wnda and Elected Officials are ahe eely Pataeysets Is the above Sons ate re all-tine wplemas of Paid County
authorised appointing officials for Weld County. this authority cannot be Wan set reveled by the}alum 0 this semi.
•
delegated.
la.OMINT fadOltTla
wen it is decided to entailer or promote an reasonableexisting County employee a
w emot of ma (at lost t (2) waste)) will normally be required
to replace they transferring employee before the trsuaNprwotit is MIL l@L4psT OPPORTUNITY
effective.
Pea Ceti, is emitted to abide by ell the laws Pertaining to fair
Pay onset and review period of transferred or promoted employees will be is aplgwt orppristine. All tenon baring the eetNrity to bite, etecliner.
accordance with . the policies end procedures • outlined is the twee. Or pallets personnel Mall nowt. ag to y vale
me, •
Pay-for- moans*section of this steesl. - aMlwtaaatsp policy of bitty at eradeeelng to any v le way
gmlifiod applicant without seerd to rates slam. religion. iii national oriels.
'IMPLORER J)COMMTO VELD COMM ORA*Ieg to®0U[ Ye-son. dledvettpd as. or Wdfep. Me aneq will equal
WELD COMM ROAD i.a1DCy D®ARf}®R enormity for =plasma er admrsese to all g*difled applicants W
en—.
we arise Peetelr will be filled with tie bast qualified laditideels available.'Ivory
Vacancies within the Road and Iri.Y hourly component my be filled Ntb effort nil be ads to fill teoaaiee by prsnettoe hem Melia the county
individuals returning free the previous year as long as those former splayaee Ammer competent W deserving elapses are sedlabla.- Nplgts Will be
• set work standard*the past year and no chaY in their status (1.e.,driver'. afaeldeted Toe ptrtioe-Is teas of presto per(ereaa, epeealieed
licenses arc.)has occurred. tsebgreued. sod postal. tag.et service will be a facet erldsrsd sly
dm two et one aplicanNass.tale met gtliflvetw.
Review Period
Asp applicant faro Job.MO Pea Crsty Ma fe le bete sign lave het
All new rawer•, except la eefaeeret personnel. are is ranee sate fee dlatrtetsvd Seniat. elan 'Hiegel War{Nsnt NW en M.
the first els menthe of Mir eminent. Upon completion of the mod ter. vl Y. u with. feted option a or belief. Y.
period the eplo will bear a fell-tits scar of the Comity workless. lsd5W. or •tat th-.1140124-41•401411",
s MOM,Select Ma - I eSbon/JM stoat's,
The mine yerld for law entail d personnel can be found in the Poised • Peaceny use swat this.140124,; h'edh,W • teen to the
- Policy fleeunl or aa Supplemented by deparaat•l instructions. Director or haNee and MIMNOMPAMS a ems-Cents. lbw Director ed
.fare W e admittrmtIMIS(AIllel•C4Ntt•wtai datseieselng offices.
Dd aonL�F TO Tell VELD COan PeDiORm1116.100tt WELD NURf g®ln'g ORRMICRsant d the PeDAMl Ma 00 pa•).iavelrl,lie will pee
_ npld•awl thin ben Lli2 5/ .hale eNrme al will anise et
• Inlay Period a teselnelt with.• y.eraleils. SAM MU-It then tern that ate the
- Dinner a end Yddwratld Pei Di-then W Mt illegal
Ls rferernt off leers are a a renew sates for the first twelve month a MscabpYdW th apelisolte e se striae aaea Ma Divetee a
their et ley t. W eta ant personal will be awarded la terra vacation pare mi N I teeter b Negated n ten.imagine lair to angler[that
' at the end of their first son months of employment and are authorised to ea the aNefdsl illegally arnanallld midget Twits sure fair ad
it. Officers say be terminated Witbont carne anytime during their revise Impartial'waeaanon. TM eitsgal tingel dWiWwfs Mt Myjob t d
Perin. stem to tea dperifitll- Meths tifnat al use cocain the Job My
We. asp tea men CS. The Galt at tie will be done within e
Pe-tholwa•t alt milt dry Pitied.. sun .visa s a-result at the 'shseWnr will be
tent vials tba met five wain dale.
M n mensal of the ryad within r ye r in sod stt alected nding withofficial, telly be b enplane MPLOTIMIT OP MUTTS
Upon de-sepl.y ,t, the employe* Mall be abject to t all voditionsWof
rlarst, inclediy a as(d)or twelve (Ii)meth review period. applicableeleenittal or le sranednePe side ng ea 4S of the weld Comm Rr theba Charter an
1..' ',-: any passes S lasted to blast ea space.-parent. dehotity say oat employ sr a employment eor
offish eraehea scar
. er bens..:A Sims--Mt bas•nletin ieftW shim plated ender
bia/Nr Per Siefen. -
RenaA9lYYtiaffi" .
Whet a 41sf2 noesto se elected official or the UMrehoriff is selected
free the marmotWtk.fore.W tyre.•motti.o cowered bp.the Classification
System,tier,aeall.brve thiseaglet to enrs Te .to tha r yrt he t tedeathio t firer
6 mead;of appsaMnt.
POLITICAL agyiva , •
In seaedaon' taeea[ !#_wi the mid ttmty Vr as Charmer no
r
NN: Prey
s elyv{ edah:"tem Canty. except an elected official. •
election to Detttiif mblic,Mfaai @ml mesa*.•leave of absence. ase of
my. e, ipa''-lftst' It it ride t,!f Seediest)....Regrts for a leewe d
a*nmau.N_Ne[ley. Mil hi aa4,teraaes the Pens'Department and elated
upon
A ter elation.it sf CC.Wlt CR�tlWrn. Lan seasons upon completion
'Ma
,''
.' °t} ' rratrre'
3.. ,� : , are 3 p�eew� !u. MY�+ er .u►:. .
fi: v' : rw°• t r[ra6La+r*�c� seer[ e. rYlr
". `` �.` T is w*.
.r T .g Hty.Nte BS wrrtt[V to dissenTant.
` ♦�.r"ti i "414` ''••k' Mrn•w •
«gt„ `4iItf.Y e[ W[t f«IWYi ur f.e•♦•
3•� s-a " �f�+ .•iatlpKr�f _ tq... . Y, a w Yet« ofnrt5• }n
iii y Wtr d«t{otn♦. All Coq
' ' . . P M tiaeyt.Ny«_e
-s ^•, � caicr«♦ aeL3 '�' ,. n tr. iY urerry
[er ♦ M
e. til ran ef. eMUhat!. arlmu r L .
an Mina lYY.t,,Ya agteca chat in
a. rturs MstrMe.•.=.yt-r. yp .ice ♦ rot official o'$1.0001.1.' Rml4 tin
6. faprW«t3.t♦rrt rplern �' - anion of [M fmatwl!!eer♦e Msnl.
felliiktatiastM1jif M veal" ira. 2 • M[t 4 snssl ...yys
rt f ick _ (•�t•;c .a Is ',tat W M' + f+teq Y obopoodi �i .: xmm tit coca a eL[e nn.l.n«t Mtr
1•, _ c ♦�l+ltat►• - 'T' tr Wt nwlla f. realistic. tcatr•
far KM tatM[.{sty. .>'r)•° a. • '^°" . blsl ' rlat.wow•
w .oral r r= dinettes errlit la .:
taws.pal!x.W - . IS"�S1 ",. '» U 511455 Y set♦. nrYYt tins w.
r'ii ni s. tr Y eIGrst.i :that' it arle]a• �
�t W Y-wtetK N itlla W it 9. '� t i
faaca rtW� w�a l }IN wA.rse� ' „ iW NWIY.t rwu ytiHt+
.ffi K'J
�, �..j .'; *die"' o- .:u Via ..
afar...y SPIV". ♦ear east tiny en ralle n. w 4 trYruW ales':
fries::=Wails n w/.MI�Ht ' q gt'�e�e a .'k�- g c 3s y q4 totaW tot
ftpeq rtlu.. aq▪ Urn, L♦�♦OS M17rtM.
r
yt yR N{MY '•D'+^0 e p"„'f�' M to ttteeL
a 1lt ratP.a w ":7'
Y !^^_T'""Mfr 40.****"' r . !N4 S MM♦teet .
W gaiety or voll-My K T s F' • s y, is vrleMr.
B. MIOrei or . rraeynall av n . trllvra a*
oar. fallow
n` Men
e. tow;sr ti .,w�.S♦n K.�+ut rreraer. ..a !4i„.p:.::at i55 m.:
l•
D. Merl to ever slot area Sr rPYt[♦Ye. . 5• 2 f. r may },teal cater
R aerewrtes. ' \ H �r+^,Xsnmxn�., 17-.1-g'.m .eMlto) dl
I. rl[L.rt♦ .I1.gs e� or caret Card W PS* m gale.
' ... ,r,,F¢.,cx�.•r• ,..t .: . 01.
eerlw.a. . t, -yes- ,trey i 'last.-.Yy
O. MW tar tin - K t.tal.♦ra or ryra♦♦tiw ins..} _ 'g.:x
M p.rr.wt al a fl—Si 3.♦«• a• M" h-cii,,. , R y
e
I. or tetis at r '�i♦r a$ltiar.t rte ttti.M atei Ctir>. L g .ao,. 4 tWar♦s.. l`per
a. a.[erwea RrtM. + r K egleTrt�, e1�� €t %1:,...„,...:,.,- y. a twirl
, y +sg wielda. MM• 'ar . rtrY1 sWY. Y W Ma11ts[fl�e [r „t ,sl y •tseFs 'W rta«n.
"t'*" Wa amt. a ttaan
L. Mlrltrla• .!Y!Mr�eeaee K afeare. • y. ✓y +w $�¢". *attain boo frs W
L McYrwr• t �, ..
U. Mora.'KacatYt tteM.r•t r fKirtrle or Sr....
O. Marl.1 fs LL�FM' aUtp. °,+.. r. ea.•&.'vas` �,� r ."- - 1t e•
a.1 i roils. it
M .rlwn deenl.ps' r(ilalFLat molt ergo note*rutrt Icael st. M *�"• r' fK«a tla
inciMr tanerre Mob `W JAeetre MK Ltyto Mwtyata eY
butyl w rent tRlW « W caw of,ory amirfa..n• if f 1l 16.
a
yea• "r- .. fir.
—
tsY
Md.i1R`. a%v si. I.
W tsou e a won d11 1Mi«sriaa to
44, .44 unjust
Kged eo
d a ltillaas `y'ra oaleaaaRpfaP�lt'�Il.st81Ra f11lO'`. `�fl �'.m.
n the slat as amen is tonally carpi or indicted for the cedsod of
• aria-. the Camayay mama such avian. with or attest pay, padi.Il •
yrcaattee of the offense. If an employee is found booty of Key arfa bi a
east or lacy. the°Suety Mall a edietely wand each employes althoet pay
esti!his aaeiatia Mall peeaa final and be he.euhaaned, or by felersto
WYs r• ash e Kada,d hsall valeta d d ta.to trial al rikhta at appeal. •.L .
apLPst?.a t vietia in final, the employee viii:be ret.iated.
w.wr the.apleyah seagada by the Canty, es provided lathis artist.
be road sot salty is a sate or federal cart. saber at .pealnatal
or amp.trial.She daaty skald forthwith reastea such nayo*d he
Mall receive hde an Pole suites, dais such period of n.paoi4 the
aplew dipe/ It as want en employes raadsa ha mall naive back
q'to'the date la him rnlpetde and he sell not ba rayrate
veLae eaaaea awake for le the?antenna'°liaise.
Yee papaw ofthis satin.crime shell be defined-es a felony or a case 1
se T miadsemer as dellath.by state imp, or a comparable basal cries or
e ase in saw ether auto. lee,met-include petty or taffa-effseees.
seas or sad. urns. Ian.at bap mat.
•
•
SYW:lib von OAT
all full tai Caveay caayaa will work • 40 hour week Vapor Medulla
ay teen salaam to ark mere(or leas) ama s harm is se day it order
fees Aspartame to be mews met effective and/or to better earn the public.
Ina beers ate yea a.m. to 1)a p.m.. Poeday thrneh Fridays haeavar. the
hale may Wary depending van department toads. Peaa1 work week of rid
t Cady begun on idol eat sea on Saturday. Caate saarleas an to revert
to wand ark sites, in coder to besin work et teipsted start"times.
ugoillar TO Maw Carr ORDrs lue0a Wan amen lance • .
tech Yak as peek bar
The easel work day for paramedics d W's all be 24 hen. Their echedlele
sea dellane day on. day off, day a. day off, day on. far day.off.
�Plaaly TO TO POD CART mowyu sYOaa
COOTS Wit a alas OiUTaR
IS tat wet.M War
IS anaose.of-,Prodnctis d Bridge. drip the months of Way threpsh
Saar have a anal ark day of 10 been per day ad a anal work wk of
g'Se Per week. the Wald Casty keieaar w. fits disernlev. reduce or
Seaga the saw'of hare and per week a s'to asai se produced,.
f Sagdedss. stilt tat hevetiem d Ride. wails Oa load ad rain
M�P'y .ltbea sates' won watt a tears per v.Mi scat that
the ssty ainghser shall have the ddaoeatiea to-lacrosse as Mrs
�alk�a�weal par ay ad wally waked per seek se a u seraea the
ppi�p iaaiep a sea daisies.
a , . . is of� lend d nut.banraa g t beyees ma a y.
as as Sadist a the Rid Casty lsiwr. Meta prier to Ilia ea. ad ad
late IW yea p.a.. ea ea to rears mama sehedallp.capability.
Ala TO O Vag Cigar atmn US=NW CARS Ill!;'i ORla
«t1ideale ntIl r
•
,
r r a *avi,
" ' d t Cou my Legal Noti c " r day y , .Jrr
glaysea,worldly ma t hour
roc lvmo u seheubd ay the daparesmeplL
headteleele Official 60 sautes far tuna. Lomb hours will ran galatt,
rom woe�, to se•spleyuY York'Module, Lunch Mars not tabs•say not be agmlasnd ce
Von Weaklama'Ynrk My n or used at the beginning or end of the day.
•
c. s/ Jail OeNrtmt-0 day Witt 4 32-hour days on/4 days off
j... r i Wlb 0000-2000 W 2000-0{00 heat• At the • er's discretion, employees working d com wotive hours Mg r h;,,
0a5 13 .
{ranted one 13 minute brook if it does not disrupt work flow. Breaks not
Yield Department-7 day eyelet 4 10-hour days o0/3 day,e![ takes may not be accumulated or used at the bt{innivi or end of the del.M143.10
coum
jtaP with lunch hour.'
^i shifts 010 0.1800. 1300-0100, and 2200-0100 hours
.» ,pal:.
rm Y
Mato.Department Department-7 day eyelet S blear days en/2 days off
VMATIw
shifts OBOD-1]00 and 1600.2400 hours. .."
x _ - prop VACATIONS: Yn urlysl leave is earned by Employees
in part initial--
l--revise c
MIR YORC ^' probationary.,t hourly paid employees.dur Emplon i el the leni d. Opon
period will ant aces V•Let1PP leave during the Mittel review period. Opy,
Some departments are remind t0 rosin open 24 hours par day. T days per west — succeseful <Ompletion of their initial review period, amploysaa will In
the Sheriff's Office. Ambulance Department. A.I.B.C.. Comp ter Services, .Y awarded.s hours. of+vacation time per month of the Millet review.pariod.',
Building+and Brouade. ,ad Comnieatins Department. Employees in thou tmploys•My begin to take wacanan love at the completion of their:initial,
departsenca will beeregwird to work's sins 8 hair shift•■ring a 24 hour 1 review period. Vacation wt be schedule is advance with an employees,
period."In so emergency situation on employee may be rewired to work wore supervisor. Vocation shall not conflict with work requirements nt tba;
than naeshl!t in if 24 hour period.. - dmpmrimL.;Annual ion is earned on s mthly bests es of the litb oe..
- each month according to la n gth of County soWI as tolls
SUTPlmmiT'To TXI VIII)COUNTY EMPLOYEE meLOY"HANDBOOK WILD coongNMIn•8 arm! ;.Tear,of Meer knit. . One lanai A.mllr- ,
Shift Way k '. OYmr S II days .
A31 tnits of-the Sheriff's Office work some shift work with the exception of 13 days
the secretwisl pool. .Bade Ont 3t ba.P0dar l0
ON CALL MATUs
Over 10 butt 20 II •days ' T
To provide necessary county services.'varlou• departments requireon call WA+
statue for employs. Appropriate omp nation methods will be developed. at Ovay 1Q7iB x0 days.,
the rogwst of the department hse/elected official, by the Personae,. f f(•}R.r "t
Omp•itmP snd will be.submitted to the'hoard for approval.• On call status An employe• amt sc ltte in anus of two tides his/her annual vocation
will be limited_to only the number'of.employees-needed to'provide adequate accrual. Pound ince , ,will be payable.upon termination of employment.
toverngu, -'=Supervisory' providingpersonnel- enrage are exempt from ,.M -
cempnatia'tor merge. If hourly personnel Provide on call coverage they Official holidays occurring during vacation leave are counted as holidays,not
will be paid head-on their hourly nu for actual tam spent on calls,' (See es v c tion. Ilinu.and emergenayclosure days during vacation periods are -
Departmental partof the cowl leaver,:Employees on shifts other:than a hours (10 to 12
0 hours) will be averdeg vacation at the rate of a-hour days. Records will be
OVBYT1q" maintained on hear •basis. .• -
Msular Work Schedule Require. Each dayactmant bead/elected official shall suPPLmcmi-TO Tie )IANDBOO1 COUNTY raJmut NCB SERVICE
prepare a*Module decimating the bourn each emplane in hia department shall teutl v.0X ,•
work. Work for the.County by an employee at times other than those • Paid
scheduled shall be approved in advance by the department had/elate official'
or rustres oI-unntidts
pad mrdancy0 shall b• approved by the department Persons 6n shifts ether than 8 tt rs mill be dedvacation at the ruts of
bated/elected official after such mrgency work is performed. . 11-hour days. R tor# I1 he maintained on an hour1v basis.
Una; of Overtime[ Over 40 hours per week of vest met be in accordance with XOLrDMS (
the followings All full time employees working 32 'were per week or o lve the
A. . MI overtime will be approved In writing by the department head/sleeted following dam veld JJwwlid Oates will be stablieh d annua Ilv bv.the
• otfItial in advance of ere. inept is emergency situations. No employee 'card of Cmi four M"'-
roll receive c,mp•eea l n for warner in cash, In time off or,e . +
combinetlem thatwf unless•.etch mrtiu work Ms has. approved in
writing by the deportment as d/alected.ofjioial as mat forth shots: 2. Lin t N Bireh,.y (floating)
3. li shi gt0 a Birthday
S. A permanent record of,elm,approved overtime will he kept In each 4. Memorial"Day
department. Total ecciomlation of overtime may pct exceed 40 bone per 5. Fourth of deli,' -
smployas withia a.90 My.period. Is irritancy situations ad as am as b. Colorado May ;r.'. . ..
practical a department his/elected effioial may request authority from
the board of Cmisaimr5 to mud the 40 hour limitation. (See B. C lumbue Dey(fluting)
Imbalance Departmental Supplrt.) 9. Veteran's Day".
10.' general Elastic Day (even nnbere years)
COMPENSATION FOR OVERTIME WORKED: it. T ankagivinn{Dm -'
12. ;Chriaoaee hay.!
A. Full Time Mil-supervisory Employee; Except as otherwise pa ifled in •
oil:n Saturday. the preceding Friday this manual overtime for salaried employ shall be sap a r d hour When a holiday falls { y will be taken off.
for one hour' with compensatory tine off. Department head/slotted Ate a holid y fellapn a Sunday, the following Monday rill be taken oft.
officialmust offurd resections opportunit;t to the employee to take such .a
comiteneath—ljrtime off. Compensatory time off put be used within 90 drys To be eligible for holiday pay an employee meat be on paid statue the workday
of dots tamed or it will be forfsited Cmponea tory time • d'.above before and the workday after the holiday,
will nab be paid nor to ed 40 hours whenan employee terminates
employment The Board of County Coamiseionere. say authories, by No employe ignaa;to ohift work shall receive • greater o • 1 umber
resolution, cash payment of cnpansatory time on an exception'',baste of holiday in any'Minder year than seployee, regularly maligned to work
t during the normal workweek.
bwaa`gP the nods of the CbwtY• t
B. Supervisory 0aployse: Overtime Is not authorind for supervisory lnployu worklug bait official holiday shall receive an In lieu day off with
eopl0yue. pay during the sk0 2 o sons on the 10-hour day. 4 day week work schedule''•
will rani s 8 holiday off hours in order to
C. XwdY tmployeor•tart.time maple-yeas who re paid:by the hour=and who off.hours sploye 0d.a 8-hour shift. receive
1I�� the soil holiday
work in emu Of 40 hours per oak.willreceive pay at the to of 1'i 'LAIDI+v.
tleeo:their regular hourly rott,for tarb hour worked 1 excess.bf40 A day pro 3 imod a day oaf Rational/ tare mounting or eel 6 Lim •ha11 be
,1{ou debt?-AaII cvartae',eoMC b''anrote in Ovens at deecribsd above and treated the m• J•holiday described above.
vast ha.r ded mind r'forwarded-weakly to the yarsnwl Dep•rimt through -_
urn of tome hits. (See Supplement for dapart employees.)
Wad end Bridge apioy es should ere Departmental Supplement on compmatory PROFESSIONAL LEAVE •A
time and,overtias policies. Sheriff's deputies and correctional officer,helve 1...Y
the MOO.of Serpent rac•it'•'np front payment la lieu of overtime. - Upon approval of thee�))department heod. • [ ll time employee may In granted
_ a professional leave:tCmetted professional and technical conferences. meeting.,
mtm SUPPLm TO Tun WILD COUNTY EMPLOYES WdmROOt WILD COUNTY BEIRUT'S OPTIC! and training that pertain to an employee's current or expecte,aurl so.- Me
fr mare than the actualt t needed. plus travel
ti . will be granted under
Cwpeeseelovclor werslmt Worhaq profsaaiml t Itam rofessional leave must be arranged in advance with.the
..y employee's supervisore
Any and all eompaueatin for rtime worked is paid et the rate of 2.52 of '
000000steethly01mleryi fore.uniformed/commissioned officers Through con Mal'. No nILiiay LEAVE to .,
•
cospaesp3oxy Afros i•sunlated c . - , .- e
for officer r oo ogI who m a a ho of the to 5 guard o
.+ r •.earn
OtlSGia,ylll e pa •t.iM established ref !n overtime involving contract firers without
'nos p-nl tda'limn shall.be status.
up is e,days annual acatrery
Mm „, --- : v Y •+,+ `b« sick' eaMw nobar t,saits fo. ly f the t he or he I, vacation.
t• ,a„ : 3'• sick law or athar haefed for all of the time he or a ut ray y, If
in
SUPPLpIgT5T0 T"Will CONCH OVIA{i4 BAWBOOI CFppUUssTTyy AImOLAYC/8"P3c8+� training npys or wank,iiaMtraNd re the appropriate in military authority.b nd the/o y 64,4:"{“.
mlayv or *trice,lease wigq,p d s continue military service beyond [M
m rani Ovatlr'Verae >y t " wi which lea wit pay in •led f h anvil a entitled n
gut 11 ywyety.. 8 L. t without pay mu b b r noMua(oilman.at settee unite in time t
a▪t theh scut•' with worth e h-calmed*rd!e]Feet pelicoP.a pm Haty V= war or emergmy. ''lt�atttpilay shell be faccordance with Sections 28-1-60]
t ula cmplayvece participation'
hoe h nu rod it continent,upon Weld-ComityI end 603. CRS 1913."Cops of Orders se ld b suMttt d the Department
not c• oPte=pasVWm paisapay for lalthea Mr Llt 'Helicopter My Is Xead/LLected Oif.-•-,, P sonnel two weeks prior to beginning of leaven
wt tnaidere overtime pay for supervisors or the director. e • ...
++h
MILITMT LRAVt MDO AymmR
anartls,ia.co nceach for-compensatory time.but L paid etrifiht<,tima ..
and Le arse+dn'each week on time {Moats. pupnlm• m alo moor for _ Weld County compile - Itq ell [lens of Title 36 1).e Cods. CMptef 43
overtime shifs.VtThenene.of the,regular, for km-ls payte to mk the Vetere.Mena es for d tailed information. s the Personnel
0:-
overtime'sbifta:r TM director.is got eligible for mrttN payyMeAtiego MpartPent .
SOPPLpmR.TO SSE 0WIND COUNTY mama MImSWse +?a,s.cl(S 44apa- 3`' MEDICAL LEAVE OF M
NBLD WOYTY\lOMti BRIDOI OnM1NmIT -:M 5"t _ .. "
A:noose for 14 w of absence without pay for 111 dla•bllme
•
Cm maim t i 0>eettee Wo ked „ .,,[ '+•e"' • •s J ..T r injury must be so ad h3 a roe the amploya'a physician to Include •
,we w anticipate ry Medical lases can only lam goy t d her 11
Within the oparing the requirement of the load and bridge Dep•stmt.overtime-10 accord sick lean �Agigin used. In cues where medical ld coma would rm
accuwiated'dur ou N..far hour,shall-nonell abs.take,during eh load
and hinder job paste - 'e+§she type
natant,•fetid contain ma
of Bridge
Dept;thrpu{h`Nell, during which time tbp.snlayder of the led I d ) uadmteNlP{ coil of the typ. of work or specific d tar;of 4M1m •"
Brody Department shell work an gwereee of 33 bars par NINE until such ties - glgaa: • qu,
▪s all ovmrtlme'ecmlated during the summer months has a mire ,w.:y, n g . } $.. . _.:.
leployose on the Production and Br sections may during the work meek that' Thera to wor,van 0f1[1 ur n militias
of the it:ofoy e employees ncip t
!ye Trerun to!ark tp a ob nnru.Yitsin m.meeM o nhe"anticipated'
contains the its place.
of July 4. riot work during that such but by.,t accumulated rerun'data ends by the eaploYe!'• physician of th..nioyu
overtime'in,its wad by ekes must Co requested each b h.0 :"1 County. : enilitytspai[oye, mYdrtlu: r
andEmRa•tr ayprowa by the Bnra.e Cmiuiewr,r _ " • '
Tar Sheet.
In order`to identify costs par project. Road and Bridge is required to,submit,.;v
weekly time sheets utilising•specialised document.
..l
Hourly Deloyoa•
-
Road and Bridge mWys hourly personnel during peak production periods tee'
These employee*are hared at an hourly rata end reeve oo Musty benefiu A•p
budget line lte is established by the hoard of County Cmitelonsra,fpr,th.lb
salaries of these employees. the County Engineer has epprml'authority.fort,,
division placement. ,. ;.:vyat0“ogt1'.
be is the intent pi. . to return the employee to the seas lob and ay ._
rata you held Naar, meo on medial lave.,Huwvor,because of the nature
of Canty buoi/[eesr eS. t SON,.poeslbla;to bold,se employees Gob epee."F:
during ha/he,11a Y hoes case;..bare''a recency lame..be filled,;th. w; - .
employ„'wi 1 be,p preferential tannlllist and be celled h... the C. Tha B„k is administered by'the Sick Leave B„k Governing Board. TM
„Wing f ck i • , air-i �erlor.l.(•vLS•hl,y,a.bea y„r? Board is copo aFof five (J) leak elected by [Fa participants in the
- . k4... +`q.Anr Bank. Th. following onditions govern the granting of sick law days
6"�islesp w b no..eormeily-.Mir m e d 43 •. from the Banks
aay. .n�-u extends medlul ci uuuooea sd/ r complications without...,
a � t1}La _end sick lean.will not aatne viilo a medial :r: 1. Application forms no ov ileble through Personae!. Applications for
i t eesinGY lanai ova`45. d•Lo.wit ts•V}t lo;«dj,..tsa c ,., benefits-Ira the Bak. [ de.in writing to the Governing.Board
h Alp_ ;Iate!b 'thg the a holly. V
wan > t he .adrdl4�?R. via [M Personnel Department.
v�Tt+ •
"2. It • eeY 1 unable [ make
Y.� f application for himself. the
F a} py papo•dem}agin application maw. filled wt by • family weber r other
q p• M .1/a•<ak
(lie. k2 l ie.,..Po tbla nafr cagbe ti[e�of, a: r pr„entetl
�ar•��- .A Provided.Chet•the!amine*
a•e• ge t• 4: qs1 'cacti tin.kc•4.dgwa et,the J A 'palest doctor's statement specifying the oat re of 111 • . the
Oa[ •d medical service to th
,�Ht t �4' rtY�w 1 • f tuke,'n[Jiy SeSeep, I.: -,temployee. and the date of the
F _}' dwy s! P ptfanc a asrycnd release t return to work will M presented with
5 > the epll<[1w
1 OW )l•ti Sella in I Sul₹ `vl! be at fide.. r elan ml
'the smpimpsa >vPit. ssed be the°oaodical Thad/elected official het „ .. 4 Tha •pplloal t submit the request are to his department had
toathWpvSthal"rrdi off Let dug'.to moll! reasons will be treated a lean ...,.',...i4;..,'114
for approval of time tt Tha d ka Meet, head ay tend the
.,.t•'Tl q4., rse of spa aanl c tluring with for:that individual to discuss
"1"Yin des to rwgda td 4 [�., ; hove witty•lane onr:is of ask aura being c ad prob3We he mar
--DIATd IN®LTh -a person
p}pkq yMa e.of:doath 1 t. S#
ta,f m11y'ef s peel t Csutf iewit r o.p 1 rated fell-lea J Bank days all not be grated until an employee h« used all of
;^gmployiek*J/t unit parnytt h„dieLjelFd� .ffiejynel.far..• period not to exceed oso his/her individual sick leave dryb vacation days, and any
ahieafd•yg Igniti sr t fe/!age „r1,.abaaaa•r;ale ''shall be a ♦ eompenu[Ssu c1r ha hes•aueslaca.
addio'BM,lb ,other faitlema ash eaw emery ily a a e. or ea,"
•.•assailant Ndg•su• �1t1r)etea . u. flatly. ,00tne uaerr S. es VetMore then ctity.(6od working days.may be granted to one employee
.fatt}.rN•t 'IA i°�.•' -• so •span. des Meer, ka{ 1v•twin .oath Arid y
q • t ter, SB-3trAittkgt imelar grtdssrwt•. w. b •� :.
4. 'feria t at. k • IbletStl a 1p ,1 p MTh's,Bich Les /W Gwsninp Brood canoe approve sick law days
'� ., I •' k 3 'Y i 1 yd to be grated a employes la en sumac that rho nano the somber of
JCR? '+ i+'o l ....,-1;
. e p f sick leave drys oevvtlatd a the Think., If the need-exists. the
y t i1. 'Aylward. has.u. mptla'✓ao a'se.•• Sank.rtb [toe of eight
.'"additional lours fra smart.a the bank Cantrthtiws of sick
,X v0 fleml amp! n but ie ea • laeaws o[ lea/.during x h I 1 d ,leave a •. !>[he.•louse+
t . Jt?ee p anted 6e.a cannot h accepted by -
0f w>ika lwaetr`'10 filed ory.t s df [peruse 9j.b d tar jury duty,a
peenn 'full, ja Ii Sail Y„ •s9nl•rp as cap[/oiojil Glob ran epu, pl i •n
X[ foil pe)a VpoPreaipe of a1l.peyesnt aJ a the„puac a for ojury c deli. .In 1 sick law sag M granted OdTTh son of personal Illsasa. This
Si order3 jre tea 1}w„iot luq'.ducyd the emp)oy„oast*Wall a copy of.the [,cy d� anlass se t the Sack jos JJlvat of!ally me.ners
rk di'TxfogaeJ rellecedgba eM}cler4 fAiha court relative to the thee ; - •>
4* q se w,l(GIHI 'allowances aWhi.JatytWik by.eha oploY e ,.o . v 9 �Iia'Sick Bankywiii dd„yfptamead_-at ill u„ including but at
sus -f, W e';‘,, t ,'aoh�r r� a1tallest l 1 its[ .Ss.,reef auk a«--- o kaale` it with.
sae .CHILD CAR LEAV• awa.aat elected cosmetic soar
? v w Le a•ry. ant IfCaaa. ewmd b>
< Nun a w�loyee,adopts • kild'ed touts,leave to tend the child. the -, -worker's a anion.
f, •mployoe is not sligibl for Warnity/medlainea they not este nick lawn. l0 1Wn„s,bink law u ;ranted by the Board shall be returned to [ho
em ,het,/a-ache`-4 sloe di el o Ica .dt cr.1tf p pay'tat accrued
01";
1 k f[
fl
fm' p t ''"1 - to d*ewe{ five the Casty a Mt amber will a loner be eligible-
LEA • Sr 1 i Y r°drugs wet/es!rug the SW . y, _ i
+a' taping ntitl.ad"tdhia m vithwp„ f r good ad' eha Sank ens Oswning Board shell report the status of the Sankt the''
wbf pflSaf�w�S ss}aal ns ons"miar *leg al}aicc lahed paid leave. 'paua� articipsua tae th.bngtanieg of each calendar par. A quarterly report
a^casoowil itictonsider d a idukli� Apple ion to law•of absence t�_ •
"+ ka man reels jfs.rd of County C.aie•famere.
7 .10 '' writlno andAnsst'hoyaprowddn writing by,the 0aparta'pt
Jug,Hoad/tlo d Officill betora Mir.Cassa.w4of law Se iority ill nog be tr.'.Tba'Sick wnJemk Gowning lard saumes the fall responaility fon
ea f
AA':afttad ..Tloyos r ttlaa to=works' 4a trontd leave of.abases ' the control of t d,he lank,s all decisions of the Board are teal.
Arid ov Ss a r Slat dfRrein.tatenent strain.is into if the employee'on - any time.W bouts straining a tile hank
fe.-law oWYoa Spcyfolul •mployme t�`� - S O. If the proem, e'tsrsaatd at
1 *'i(''� t-.n^„rpl'• ,,T A '",r - shall be pa l% among tics'wbere et that ties.
.The seams senile f a leaves 0 -absence Atli b 90 days. This leave day ' •
'be"extended only wick approvel-ofitha Bosrd o(:County Commissioners and than RbLLTa AN dArgTy
B only rriateolpp11at1 ^yin etv slal [utonnot A n
•u elf as flop..dwp net reign to'work en< /ors a ee d upon date or Oppy,L -
cawJto•W osiiaont athlaagsrttoo en{'aataWloo the employee will M Z'. -
ifm awe s ban toNna ban Y 1 t'ry i'�fir ri "
Employees „ „twill to comply,"with a too rules d tat! ,
+� Oy ItiGl S dlsz+ Fellers [ do so will'realea a dl en1f leery ere and could ed in
{Soy � v ea- w (silos* I•'woy(i Va ids «tine benefits an .oaccident remelted fro*
allit • p) qy r (silos* to c d.parla old unity rules. Ifploy M• any question*
n•e'f0a_ �. i without • e awe ca„reing • npiss aft a equlrtwn[ the employee eh tl contact Fa'
��mm k 5t... r• ' - *overslept. Coefa'a the County safety mevwl are available in each
1: ' �i
•
IMPORTING a INNR)
,!.
IS am employee is!noted lightly. epee [ he has been injured. the
mmploye must report..this fact to hi*'Immediate supervisor at once. Ti..
ILA SALLE LEADER August E5. 1983 Page 7 •want r ill as that the employee Bats fast it or.in cat.of, ova
•
serious injury.indica
To b eligible for. r.•coeaensati benefits an employee suet be•wined
/ and grated Inanity Ay the North Col de-Medical Cent„ Wngan ay y lays or,„
CLOSURE
Or Cana OPlU.TIO w the pnp3sslawng t ram. Ae injured employee should inform the
' hospital that the billing for the Ti.. supervisor
should be submitted to Weld County
fa theevent the Caw[y clon",e for facilities dug to inclement Worker's 'Coepeeeen end td. . e d o. ter llll complete an Accident
,wither [. [h wgtanal . full-time employes. scheduled to work will be lamination aScot Ant-the injured employee will b required tan.elan It.
Pali not ployes• nqui„d.to.work'during such cleeeee des to County needs wit within 34 hor flat Import of accident. hest fin nag ee iption R a tar«all
shall' t b 'p 1d Wy'•dllt Thal nary.cwpanestioa or compensatory time off. J4 heass le the,elOffa The Accident Irvsatlpotfa.Rupert tea b.
en employ el edy d leave o[any type ca•closure dry.shall be chatted tai submitted to the Nisewl'.Olf fee within d hours. _
that leave day as if,County operations were normal. anoq+
Ana to a . There are three rteserrw"N for these result[tones employee e nablCeep:ggoOn in ertenaxce des to inolasent weather or other
iiii).'
eiajperopria[ Iencies an,s.Wlcy aaaamions end facilities.are open shall be eherad A. Employes,see t medical attention for nob-Lncerrd injurtee. from
:.5ICK Lapi - _ �a Seaters, ether then the„ vthorised by the County. say-hear to assume,.
the cost of„aLtre•tment.
a
disk lea a • privilege gives to'full time employees B. I df [ etya s say pr„eon cwplicat inns from developing. such,art
emp oyes to be used en the atatl . yyy
sat•am - '.4 •
following cinu [�o .
A. When the employes is cable to c. prompt vapor�i.g*of the accident which produced the injury will *table
feeperform ban job duties because of Illness, the up visor tF make prompt invsstiptiw. The investigation be sakes
injury. animater or birth of•child1 might renal.'a.hazardous condition or ork practice which. If not
B. When the corrected,could'load to•sore serious injury.
employ„he medial. surgical. dental or mpntel examination -
or tw[menti All county employno'i.covered by the State Worker's Compeneatlw Act. The
county's self-asprd(('workere' compensation pram pretoata all employees
C. When an employ„is required to urn for en.ill member of the immediate spinet total laj ofpawe and medial and hospital expenses as a result of
accumulated h./she en useaccumulated sick leave up to 40 Mud one any o an-the-job accident: or occupational illness. It should be noted that
illness or injury or until mccamodsmiu•for cars can be made. Chiropractic sarrta.all
a w not be paid plea medial referral is made by the
b A[ full-t y g attending physici•a., cordaa with state law an employee who 'sheltie*
All
a amp-employees ars ell ible for sick lave, 30 days after en injury or orempotiwl illness while performing assigned and is
employment.'Sick lens is accrued et n hour*per month from date of hire with , Incwahla of porhtely the normal function of the job, will relive regular
no wive accrual.11mip Accumulated sick leave is pysbls upon termination full salary fors period sot to eased throe days from date of Japery. At the
at 4-the hours of awwlated unused sick leave. not to exceed one south's ad of the thirdidsy."the employee will.receive 66 2/3 pertsut ld
'es
Employees OtiiYOb.res 5
healoypes an to mart their aaaaa as(•) dailydirectlyrepo to may
cmpervaed at
e
the employ«'• regular id sag sir. . [s repro ry he coenidand he
can for deal of wood sick lean for the.period of abases unless the '
aping*furnishes ea acceptable empliotion. Net calling in and obtaining an
approved absence for three days is considered abandonment of job and
constitute*a volwtery.resignation.
An employeemay ha required to provide s medical doctor's report of any . . ., . .
illness for shah sick lave Is requeet•d Abuse of sick lave or excessive
absenteeism can result in the loss of the privilege to ears sick leave or it
other disciplinary active up to and including termination.
SIC%LEAVE BANK •
la order to provide•a cut short term disbilioy progra for employees the
County ha.eat•blioh.d 4 Sick wow bank Program.
The pick nave Bank is base on a voluntary contribution of eight (8) hours •
per employ„. per you. draps@ who do not contribute to the lank will not
hove the opportunity to take advantage of the Bank. Subsequent admission to
Bank participation-for new=playas shall be allorad ONLT on the first day of
ash quarter. I.e.. Jensen". April. July. and Octobe All other eligible
employees who did not jot the Sank ay do so on the anal open enrollment
data in November. to be effective January 1,-of the following year.
A. ,The Sick Leave lank was funded initially by • contribution from each
• employee somber.of sight (S) hours of that employee's individual sick
law, which w deducted end credited to the Bank. war w employ*
the<on. :contribotin will be sade-on the first day of the quarter,
".following onoyin's employment.•
B. :Sick leave days in the Bank are.c•rried Over fro year to year and an
additional contribution is required f Ja
nuary ary of with • „ding year
Mile•member of the lank.,.Hour•donated to the Sick Leave e lank are not
refundable. •
OUT OP Bun MINING TRIPS
(vIf r•gatt a fa the fleetly butte[ each department/0411 G allowed so wee then J ovenight eat o! state grit ips, person attending'Page 8 LA SALLE LEADER A uet' 1988 training manias `°g " phW a
RS fy.Chan be•• na ed b The person t, ad. u attending overnitceg meetingsin 431 be rdiwhted hr am reimbursed
b Si Out Ot state ahallpl(gbhe a to ripe. for whichmew ire onlomura5 by grsstDr gupaed
we��/ I • • asampwd from this trip restriction"darted the budget rue by.
ld County Legal:..Notic •yeat4 eat, the land of Cower Camapaionars at pa of its regularly
IIII��IBNfP000 has". sleeting. or say special wetly of said hard. es a mesa b•no COM II m y�
W ,sal anus e i .
ry n • urker' generated deductions for .e period of not -
1 Owing the `eorbt'a compensation leave, en..employee
it e does not County Comeinionera are allowed oar overnight out of•tats fret trip par ,.
accumulate attic vacation leave. Before the injured employeep allowed to CComalaafoas per year for • maxima of J tripe per year for the loath of return to work, k written release is required from his/her doctor patine that - J CoaaiNlsesre. .. „,
th• esploye ill be able to aspen full working reePon lbilldias and duties. - --'
The injured Dl Yap must keep the department head/elected c es/oofficial end At $13 per diem.cf desired, will be paid lat advance of all out of.shat tripe -
Personnel Department intoned of his audition. Injured employees who can expenses for stela, car rentals, tail tan.
p l n lees demanding Job duties say be assigned other dueled/available by
'Led end outlet f ', ,the department heads/elected official. with consultation with the Pereonu " tuned into r theend ngwtnewn teas will be paid i total a through reu!
Department. - : Mileage Accounting apaetmene, value prepaid by a Comaty,yaeyC.eage shell be paid round trip be hir conch or by a 1'
MEDICAL EXAMINATIONS the statutory row,Wdshsvr p ehseyg. " sae alwleeN,at
F
Medial qualification are realistic pM1Y it 1 standards h nsun�he i an
on• will If a eleaepnapla inected let ` end is aaa�nied by t41e ywe• tbay,i-
employes la physically able to perform the dews their spec the •mpmWa of W flame
All employees suet sect the medical standards for heir pecific position. [ n'
Applicants sdtcel roc • positionore may= be required Co take Coo (idl-expleymeva Receipts mast be bNitted aN'moueheraa m
medical exam Au employee say be required to tut,a (mgIt�1 ow as • - ralmbenamamt, y tM•,.daertmmat tbtw fRr•[}spec ;,
condition of continued • 1 judgesenfthbf'6 departmene " �*'-. 5 j Ta.
employment h t•the + MiSC6UtI0R POLICE=( /.l�y+f� ey
head/mitred official the mployea health appears to be adotsel t impacting •
"•�+'%i t..'7
h1 lher job performance or the assigned duties could be' cal to the
• health ofnthe employee. The Personnel Department will D�the edies! v .,�f
eeainetlos as eon es possible once requested by she Dentin[ Wad. A gatigalAndia n
+ G Yo'
egYpee,say be Placed on data«cove paid leave-yedia the medical less * eg the,snare of examination •reaulte.. All employee medical exudations ecgeiv.etd e results Weld Casty basins*.This
infamy Way should u not be =•�:
Canty will be end for by Weld County. Weld County will receive the t[ce.ead of a confidential Mature.' Sntoirtlon me[ be• of he medical examination and will furnish the employee a cop taw request.
dthen ed except nth assheriaod .par•eaotl. >lt..abbe situation arises
concerning yeea confidential information 'which.u,employes eAcelf n!.•mess the
RECREATIONAL ACTIVITIES
employee should s it with.his/her sunniest l the y: Meuse or
y disclosure of confidential Informationlegal optaiat in the'course of o County
Old County dote not sponsor may adult recreational loyess teams aetivf[G hey employment could result in personal theco liability end discharge. Doare the
sports injuries incurred by T County e ar •n cotidena outside of including copies,- generated t course,o!'.County employmenta ;he
assigned. musty jobd related
Therefore. they arv' not—covered by Workers'
-- exclusive property of Weld County and are not to be used for personal teas or
Compensation as nlantl injuries.
- retained t the parmanent-pasaalon of en*splays*.
w.
ALCORLApD DRUG MOMS
SRICITATIOp6
Except as when otherwise specifically authorised by the hooey, solicitations In the into ear f the sat ty t .all emplop and to prevent disruption of amCounty promisee are subject to he following rules( '
the work area it is against county policy for an enplane to canna or -1.
p alcoholcounty p pray. It le also agates the policy to A. Solicitations by ImpIo so lecavee oohs di
Cow• 1s/1 4. Ssru1[ta to be business,'no to work under the influence of alcohol. •:t u - mateetls shall be tributed.w ad we soldsia tea shall be Bede s!
ads-employee is any public area soe-p theptam/N 4 solicitation Illicit sal purchase or pssrty ion of -eedlcalli yGecribed drugs by - mat be confined to non-workeend lie Areas or dialog t
a empl0ye off county property is also against policy Ms•plies sto
e time. n`d} ;E ;yd; mw'e"orki'V
all farms of narcotics,ssioni depressant, stimulant. or.hallwdtgenfcs whose b :. Y{pl
sale. use or pea u•Ion A prohibited by law. S. Solicitations ations by roc emplerosa[ Noewer.oyeoN•may not oath on she
•
County praises for any reason whatsoever.
The only exception to this is the taking of prescribed drugs dunder a
physician's : "
physician's direction. It Is advised, for the ewloyss4-ssfety end that Of CWRT STATIONERY FOR MARISOL"'SOLICITATIONS
others• that the.optoyet's supervisor be informed of the takpriate much dregs
and their effect on rho tmployea0 work. so he may take appropriate stein. Weld Countyencourages its omployebe to participate employee's
e-caiunity
support!s Sw•ver. the County believes Chet en employee's deciath to aryl violation of the above rules'nay..be sande for;Nlie Grannie* of no •eharielble agonry, cause or other appal is a private.one COI should
employment. '+it in se way be Influenced by an employee's politic.within the o Cooney.
Ruwla AND TURIRO he nee of Comity'stationery for direct elicitation'id,eeployee. Merlin
support by the County and may be viewed by scmeemplaytu a coercive.
RDGfIONAL ASOISTANCN :'e' 8• Its only sepal which hes County approval end for wick County stationery may
Weld County will. reimburse an explopee for [uitiomt Mathes uI to be used for soliciting other County.employ!** is the whited WayCeapaigu,of
$75.00/ca[iree United to one course per ten (Wsc•[Lsau[er)}fpr job
held Comp.` .. ,
related courses diet have bean approved in advance. Puede fen this program
are limited to the amawt budgeted each year by the County Comiseionen. Per WOBR BLOOD Opel PIOGMN ^
this reason relmbus••esa[.11 on• first cone, first serve bests. and mart be s
Weld County, ab conjunction with the N rebeia Colorado Medical Center Blood
approved la advanceto nawitseot funds to en employee. Uir•lt employee to "Sank, has established the Blood Donor Progrea for employes. All receive such reimbursementhe use meet the follwtt consielseer - will receive notification of the blood programs• taxWtel tmpleyer
to the actual date.^ 1 DP yew month prior
1. Must he a full-rise employe et the time the class stares. - blood. Employees will receive time o f withsss t at y the[ tine blood.
o sag to sWet
am decor'lists will be given time off off
pay donate siond, Personnel
2. least have wed ilitieo Assistance Request 'fors prior tosupervisory permission then called.
enrollment. (Poise are available in Sentential Depertment)• RDWRxxRf Pot JOS INrzavini main
3. Termination of employment will cause the employee to forfeit his rights - Travel end overnight lodging expanses may b• paid for•applicants Identified
to this assistance. .,y. for certain job interviews. Travel suet be free outside 'l00 mill radius of
A. looks, • µwe, and iestilcotw•tens m not cowered.+ : Greeley, Colorado.
'.Prise approval of '•the'Dinawr ,of fiance end
arequired Sha
• R redMn.aesnt are,'. aW meatless utherdsN for. above
5. Upton* wt complete the course euctestlly, with a.!C• grade or 1 n. 'd -j A '
er to
better. _ - - Director of heath Services
Utewr et'TSaomLy 4rvt• ji a' '
To receive paymenth an employee tea n as the Pegradstuitionpaid, aitp pReques successful m Director of•Center ry ee,:- '
cwplatiw,end original copy of approved Tuition Ac•dss•w Request lam. Director of Ceesunic cieeie.a:-.,Director of.Cobuafceedea s' '' '
Should the ilea. attended by the employee be scheduled hulas/ele ctrl work • Dlnator st.4blanee Conley' -Awn, it will he at the tl pay ofis the department hen/elected official -Direowr e!LDesry
' offebar else off to s work,with pay. le allowed. In all caw fay rte token Director of Wes wepvnaa "
off by the employes we[be ade up weekly or be charged as=paid leave. Cosa rs eri v y
Cosa
B ® M A[B IJD CSBYR ' Sot
C . county Engineer -
W Director of Social ---
If en employee is req by the County to attend • workshop, seminar. . CoapGetlsr
conference or other educational training program. the employee will be
selmbaed for the entire cost which Includes reglssneion less. lodging. A. Additional Positions: Additional positions.Co ke added on •'o one tau
mealsd ad transportation. Claims for ret Mudd- raid be node basis with approval from the hoard of County Coauown.accofi
rduw with the policies outlined In the Accenting Settles of the
Administrative Ww•1. No aampenseeery time will accrue to the employs Wile B. Interview Expenses[ All cost for interview travel will cone from the
attending or traveling to•workshop. •tlnar. conference Dr other Nwtlamte budget of the department with the-position wannry2YNo additional funds
training Prosro. sI the went•department has imf[ialr$tbedgeted dollars will be allocated for this purpose.
for certain swear,or conferences, the employes end department ayons het J pp.Ay
ea sharing of costs of the seminar or official.
a if agreeable to both the IDVINC RIPR588 y '
employee mad deportment sharing head/elected employee sA agreedwp the loyea of
the employee h di/ coat by the employee w *grad to lby employ and the Dosed. of County Commissioners, en v111 apl oe sae expensesfor.oar ...departa•nt head/elseted official. Neal.:Chief Deputies. end Ued hetijt only on•cite-by-cast basis. - „
REGISTRATION AND LICDSDOC .A5 k. OUTSIDE D?tofloet ? q'. •.
If an employee's job requires licensers. certification ortrnglscution. the 4 employes may engage in o t id o-tthere
employes is.responsible for obtaining it, keeping it valid[ presenting it assigned }no o 1t lamp Interference with
to the County when requested. Associated ' working hours and duties no reel p(ved till e e interest asses • emplryea•a with **signed W nopeaibited l a,1p. 1f •pp[wed.nepea•hlliq. Should suchth...4,remand license r vestment• a tae. it 0will". by rc lap tot hied.
be new w aeaangv or swpsad the.mploryeAenafu RCRTwN4 When prohibited b%tb(owey tlent EmSarCb rte ,byluelutlw
eodya•°•w•a"•." of W board e!Caaiaslw r., f
u required 6y'law..:. r,ol:• .. t
RIIDRIASLB MUSK AyuuNCe/DRRS t,Y !R ear. .d'+p . ::,. •
..•�.` �N Each employes should choose the proper attire for hiskie,pr her epacific job.
With prior approval from the department head interstate and ether Certain •res• of the county have mpssific safety nygllpen[ , An employee
expenses for official County business will be reimbursed a 1311an1. ghouls check with hie/haw supervisor if he/she has. y concerns regarding
proper attire tar the job, A suparviser en request preps appearance/attirexILBMR•
of ton employes. :#:...
' To.be reimbursed at rate established by lard Resolution'00 csaa/aile). 066 OF PRIVATI•AUTO / vA .♦+/t �. •
Travel between work end residence is not reimbursed.
_ — Same position Sequin a a donutlen of tap oymeet t1D`nee of the employee's
PARdINO _ _ vehicle in conducting pe Lgad duties. Employees will be reimbursed mitre
in accordance vita the policy stated In the A4tiaralvblteewl: The County
Pees;and tolls a actual expanse when away froze home office.:
business.G Oat SlWla.for damage which may o r to
LODGING
., .,bebs 1r while on county
At actual and acumen expense. r}-
MEALS
At actual ad necessary expense as approved by the Bard•f Cosi•sien.n•-
TMNBPORTATION
it!
Bus, train or air transportationat scum'anesse'tor:whichever is available'
and most practical. .
de
wollpemJscst.be submitted
and vchstNb) the departmomsen[head to niWusu-
eipenees.
?atonally--fended progress and staff shall be requiredt Wt soy and ell
yedera. State or other requirements for trawl..wrings. training, lodging,
meals and other costa when these issues inert epesifiully'adenesed in the"'
Weld County.Personnel Polities -
PA30AEL MMCOYS AIM INPOP1MT1an Y,. ..,` Y)•.
The Personal Department' A the remedies Fol.all of i lal Internal/payroll
records for current and pest asployees of Weld County. a aplyw'a file in
Personnel will be the official file for.Alit tattle... rotenone
referepa.:or any other official mines. CRlo{ its het •he
lit mho' tearn�{m a,s Iv Ni1TMo tee.•'
din e'foNNet.r own beecords. inie'-yspoivyso[GS verb:erloye•party
access to hia/har ow records. The employe may sutbprfu,a t third party
access'.to bf a record wwith written aubeorineased or(fee. the-mlyml
which specifies signed;
exactly Oat Ste can he)sec••nly4ef*3neaed. Without
additionalalined;:authorisation Weld County will ofrosapetith,.tmploymens and
length of•swered band on
Weld County. Inquiries front epoyeve employer'
will be answered band on the final evaluation ol-thinweloyeec which the
employee should have • copy. Other in/rxYtlw will mitnt� molded without
the employee's permeate,. •:v.
Changes In personal data (e.g. marital status. number l.epWen••• address. SCRAMS OT Ai ITS -
telephone number. benefit m L coverage) affect the eloyesa-pay or:espleyare •t the cry level em [e W
on m
There% it is moor important that so emplemployeetap ant aoproprisee chows as A. r M bins will bogie
any be hared at the
ear • possible. -A[ least e t aollY an *spline ehwldtcbeek his/lac else{lhada with o aepena. N appl
personnel records to tossers that they are accurate +vt - ratified ified *tap u Y/W emends tag Warr standards for W
essillation as established by the class ue description and
CrPLICT OF INTE•rST h ens.. n
. . ascitln[re.
Per section 16-9 of the Weld County Home Rule Cheri ran'Vert) officer. 9•
M this occurs. the department hod/elected official will submit W
ember of N appointed board. or neloyee *bell have.yeny^durhat lo any justification to Peaerel to hire at the qualified level Ye rarest
e enterprise or orientation doing. with We1e4NYty-which might approval. This request must wareeot the tact that the applicant's
with the unused discharge of Fie duty [o t pul is and the beet triers W egnrlsre errata the high[pay level. le commit+t to
mat its[ f the County This •orer•tete, shall not apply keys the officer• hire at other tan tag entry level should be made to an applicant rebut
*mint of m aryolcti board. or amlyn'e department' eiract (intact written flexural fro Nrsaneati We practise of Men at other than
mar business transaction with any such anryµe or e� Specifies entry level le inttel.
A. Co esployse of the Canted Purchasing Division ohs ph'nteut in 'g• Irometiea_t When a-Count emplane le 'nested is • higher level
any amuryrna or organisation doing business wit el aysaQlcarioe n W snag classification series. he/the Hll N plated
1y a is the matt level sup for the nnnifiction. Promotion will Isere•
^ S. Witter the Trssonrer nor employees of the T[a urn•office shell haw. Halmos of !g M n<n{r. la the Witt W promoting la the
m proprietary insert in any financial Imie t le which the County alassitiuwiw males is lass than SI the crease. shall be planed at
!riptides Npeies. Ash provides • Si alv/sa Smear. Is all wan of s
e'" the step taotiY.1 review period shall gnat for the
le the evens%retie arises a to possible<sflict at inter'between sop meson .• sit ninth e
.coney officer.char of em appointed bNN.bon Lye tb.ant ay enterprise
or *nature!!-dreg bother with Weld Cmtye)thew rearm wilt.be - I. Yp1yN she n promoted and the rants 32 W increase pleas the
p.smted'to:the.booty Council for review. csuoci mile N, aioa and at the eery step will. upon satisfactory repletion of •n soothe.
uNirtnd a 'Tag !Mgrs[ and of the coed +hall N,coeatdered ere to the qualified em. upon eatnt•ctery c l tlen of sit (6)
final eve shall be We•matter of public record. '.fh t'` - seethe at the qualified level. esplyns will Yvon to the proficient
PAY y sere:.
ty. Mart to us three (5) year aq1 five (5) year pnticircr
eeq rill be n accordance with od pertoea•nw semps ter W
i. artist D W B.
1g1WWCfIOg k@`
2. 4Lyea who are panted and due to the rebus Liu (S) Perna
r Pay oePerferYees is a on theis elott`t Weiner roilde •!method W lancer eon Naga es the qu math alified ewe will. ups
of eying people.based on W. quantity end quality psr[orW. ,Ns efeato stereflation p. eeaeof to the th an ree (U) year a pried. eon(5) year
to tha
Warner heads, chief deputies of elected o![ndle.- 'tftheir sal and proficient
sap will be in accordance with established robe for,
.11..,hourly emplanes seelop do not participate in CcPayto[ Perwq their salaries e
%Yu rtCmeuaifi by the Board of Carty Coen ssiomers those ergs. _
re. 3.. Melo>es who an promoted and due to the mints fin (3) west;-OBICT ,, OW PAY POT lAIOMUMC[ ,A$. ,i,.
.-L" pay increase for promotion are placed at the proficient levelswillThe titan-has been ,developed to provide equity incisor'productivity. ens to the throe (3) year end five (5) year prWnient level is
,, ccepetitive cmyeneation to employer. and to p(ovi4 eeaagaent with • reorders with the normal awsanr to these steps.
..resource H ausun and rmN,perlotYou. _ t'', 4. mloyeas the are lasted and don to the flora five (5) percent
pay increase for promotion are placed at the.,ehrea (3)• year
. .Objective.of a. e;system Include < et,. proficiency sup. Mmnt to the five (5) year proficiancy step
will be a aortal merest is reorders with the performer r stn
Yv n - T for pa(attire I.
1.t att a To snore that all eligible employees., app- ,. to
'e�u for and reeve W nerds of W tree' .•$ 5. NpnY . Mo}ra.premond end ace.to the siren five (5) patent
t3 - pay increase fax promotion are placed at the five (5) year
B. t5Hroe To establish a etMa that w N to proficiency step will only receive annual pay adjuetsent after
di. e'' rNI'.'" tlHt. ,, •f. promotion.
e
"t"tr,C; CNYq{{�e�}1pve Carom tiene' To *stare that.Map tiara Le 6. 6pleYeu who are promoted and don to the five (5) percent pay
�q-_j}. — .2.... Hthle the area. I - increase rule and placed outside of the five (s) year Proficient
yx. - °t• pay step will only receive • five (5) percent initial pay increase.
e.
-b,Ow l bean she p leanest Ts provide eanopemt with b arrant. They will then be placed in the Grandfather category and treated
'(?^> hated M pmrleanYae. .,Y^ Yn_ such.•PAT
%:..
T TOR PDy0M4mCS CONCEPTS - Proration during the Initial review period is authorized under the following
wndftloesr.
The Tay for perfecta s&concept includes; .
A. Performance Compensation - To ememuu employees for their I. That • legitimate vacancy exists.
per[ortve•based on esrdlisbed standard. - 1. That the printed Individual meets the full position qualifications.
B. Prevwi11r Wage - To pay individuals the prevailing wage in the job kndividuala printed during their initial review period will be treated sr new
market a determined by watery surveys. - employe end will begin their six-math initial review period iron the date
they asset their ow position. All initial review rules will apply to
C. 0p in Nan - To establish a era that dlws for ce. mw..ent include'muting et'0' for sick and vacation accrual.
within it in order to reward employe rot their performance.
When a position is determined to be Ks-classified end is changed to • higher ,
D. Downward Movement - To to establish . coop that slim lob dwwaN classification. the Incumbent must qualify for the hither level position
movement within ft is order to reduce cmeeafr for non-productive within one year. The incrbent will be placed at the entry level stop unless
employees. the former pay grade in the lmr class is ids than Si. In the went the
entry level la lees than• 52 pay increase the person will be placed at•stepp
B. performance band p - To provide s standardized tool' to measure providing • si arias increase. In no case rill • one resit in • poi
perforYvn bra on pre-determined standards. - ecreae In'the ewer s position is downgraded the incumbent's
Y. Learning Curve - The amount of time spent on the job to fully learn the salary will be frozen until the pay table of the lower classification reaches
the incumbent's salary. The incumbent will be eligible to compete for
tasks required Si and function le • g proficient level.ltThe Pay for bowers.Performance ryaav recognizes•luring curve for all Lett Positions.
A promoted emplane eateries the elrsgoireseor it hstill than the entry level
PAY STEPS run to the od minima pay entrwll equbasednp will still have theova nt promotional
review period. Pay mywt will be based upon the normal erect of the
A. Entry Level Peters with -training but little or no experience. higher step. for me aDl*. en employee placed et the proficlustep initially
Pay-95%of job rate, rill not mews to 3rd Tear Lint Proficient Level until be or she has been at
- that stop for two years.
A. Qualified Level - Persons with training and experience who exceed the If a Cm[y miry takes• new position in • class merles other than chair
ruler requirements for the classification. Fey- 93.Sr of job rate. current G series the orlon*will be hired at the eery level step of the on
C. Proficient Level - Persons with training plus experience in a County classification. (stapler Office Technician to Deputy Sheriff). - -
depasteent. �- 100%of job rate.
'A voluntary emticn to a lmr-claasiticatton in the sass class series by as
0. 3rd year Proficient Level - Persons who have completed 3 years in the employe will mow tag mloyee to the proficient stew of the lower clot. or
Se classification and neve devetrated sustained satisfactory the steps h&/W held prior to promotion.
performance at the proficient or highly proficient level as recorded lilYAmCB SUMS wog TAT
through the: appraisal system. Pay- 1029%of established job rate. yY
E. 5th year Proficient Level - Persons who have completed 5 years in the A. entry eteDr M hue red mcYlly promoted employer will begis•t th
e
se classification theend have dmea[nted sustained tsatisfactory jury step}or the classification ad will be paid 951 of the established
performance at the proficient'or highly proficient level es recorded job rate. After completing tag firs 90 days of employment.the employee
through the appraisal gram.. Pay- 105i of job rate. . .
NOTE: The above pay,tops would not correspond to time in Classification t'glitjel)W on one t
Trine incumbent was prmwd into • hither step due to robust 5% . , . . •
-Increase for promotions. - .
KEY awns OP AE PAT POI PYyO5lANCE STBT614 - -
Key elements of the step/Me approach Include:
—five performece levels for employees (entry. qualified, proficient. 3rd
Teas proficiency and 5th Tea[proficiency.) --
—optional bens of once or twice per year based on highly proficient • ..
department
performance standards.
toffficial. 'Mort of ios of bora detemaity ne by department
bar/elected official with•Hass sward of 150.00.
—Appraisals to be completed at pre-det•taloed ties frames.
. —.Bence•restricted to 505 of deparnut/office workforce unless waiver is
µvu by•Beard of County Comieetan resolution.- -
Gea1MpAS6RiEO
A pair assumption was that no County reloyeee would receive • decreer n
pay due to conversion to the Pay-for-Pe[arYn<e 'yetis. therefore• upon
conversion. soy employee
l whose b salary was above the job rate was allured
'to retain that base salary upon conversion Decesber..16. 1962.
The Board will address graafethred employees' pay adjustments penally.
OrWnthered employe will be cornered and can cmer for all boners.
WeldCounty Legal Notic Cootinupj from page I. 5. 180 drys 6 myth! from date of hire; Ali _ a
ll will,be evaluated against the established entry standards. Upon math ties *ether they ester County eolgret at the I naiveentry or
Y.
evaluated ei 'b o[ 6hg evalaofon of 6 months of mplo�nt.ate nylon* will again be galrftad*el.
evaluated. t thequalified performance
employee receive a satisfactory ppraisal, he/she land on lbs evel.etiom of the will sown to the qualified step and receive• lbl.pay increase. the employee U imaea nether
the employe
d• ems t [heal/tkected official Adverse
indicatealoe Meth[ the 110 day
0. Qualified step; The qualified step is 97.51 of theHll one a'the tart pay step, Adver *Intim at the / day
job rate. to period as revolt Se tanimatlM of the employee or estate of the
amp lone.functions at the qualified level and Is rated against the tavlwr pane/. '
standards for a proficient employes. After six months at the qualified •
level sal Meths nolo*meets the performance or training moards for C. sspepi mein maths: After eempLtiem of the Tint sit *the months.
Cop ;
the v qualified level evaluation will be submitted raising the empleyma*vaployaaa Hll receive evaluations every sir months;Individual to the proficient step. The pep will be 100S of the job rate, _
• C. Proficient 'Ceps Tie Proficient step is the D. Too. entireties; As evaluation'will he requited on even Polestar or
job rata for/the position. wawa nsp utHuti4. This pzovllu • completed penal* fits on Mile in the proficient level the employee will be measured against each mines'.performs*. .
established proficient level standards. 'Evaluations will bp completed
mry six maths. .. I. Specials Special evalatto can be done for praise or*Hand at the
d•artmat-.head/untested official's discretion. Special abbreviated
0. 3rd Tear-Proficient Level: To be eligible for eoveaent to this step, the evaluations Hal be au*ittd for all bows awaNa
employee must complete three years with the County in the "''
classification, deep( if promoted or deeded to this step, and have
deco[and.performance at the plantain level or above for the last I. Inc Ions`The forms[thathest boy W used in the t mall attn be f.
evaiLlla for de at the deportment had/else*official's duration.
•
two year period. Movement to this step is not automatic but a
combination of performance and longevity in the cl•aaifiu[lan. Vey will _. aALUATIa uvx i/APPAL
Met 1021e1 of the established job rate. In
. .
Should the departmentMal/alttFd official day mevertco the 3rd Tear the
mot an employe. disagrees with hisMr delaatiwe the employee has
proficient step based on the employee's performance. theright to 1.4.11-cis mlllswes W Hitting driest Of dyaiwamt
eligible for consideration. of muvmnt to that step myo i will m be bead. The Pteudm L as follows _
thereafter based on performance. every in math _ • '
A. thee gbtte by ce.disagrees with the evaluation es written. beide sin ..v:
w.elate by 7 of the ehe dime hen gatsa Ulf. The war HU
1. 5th Tear Proficient Levels to be eligible for movement to ibis step. the them'gin a,cop of the mlwtleh to the aplenty*•aMgtae ode no
.employee a w[ cola• five years with the County in the bad
to the date their.eerrte net be flu lets abse eastg end to the ranlwmr
two seer_
iod, Movement
at the proficient level or above for the last with,•eddy of as gin*tat*date aarte are Alien W ma.
Ms )aF period.par Mpywron to this step is not automatic.[ion. but
cowhtnition of performance and longevity in the classification. Pay will
n heat 1031 of the job rate. '
5. When the reviewer receives the comments. he/she will evaluate •11Should the department had/elected official deny sovrat to the 5th Tear pertinent. Inforra.1o• available. The reviewer may concur with the
h proficient step based on the mlo em's.performance, the m evaluation
employee will be luation written or non-concur
-con r based on the employee's dements and
a- eligible"for consideration of movement to that step.every six menthe
thereafter based on performance. his/her obnmtlw,d etc. 'the reviewer
will thee change ratingfactor'by placing-his/her initials in the box that best describes the
ratinIf at any time during employment at Weld County. the employee'a T evaluaation.for that In enalmost.
ent section.ow M1explain e same whyprocedures
rdilutester the overall
p
erformance drops below 'the ' proficient standards of the v
lassifia tion/position the employee can be placed on probation for s C. The reviewer wilt review the evaluation witM1 the employee and have the
snide f 90 days and maxima of 180 days ad reduced in pay to the employee initial mad date the-torments beside the fat box f he
l: an laver step (2(1 reduction). If lmprovrnt is ado at the reviewer. Th ,�eeploY should indicate 'hl /hsar concurrence the
conclusion of the probation the •heloyse can be returned to the non-concurrence with the reviewer urn I[ the annoys, concurs,
proficient level and pay step occupied prior to the reduction. toward the evaluation to the department head for final review. If the
`,l Department hands. chief deputies of elected officials. the Undersheriff, mloya non-cweup'Abe employee will be given copy of the evewtion
t.•,. hourly or part time employees are not eligible for the pay lmeiaua cited in and a memo listlep"the.date that comments must M into the department
1: perigee*A-L shoe. cud. The original rmpY o[ the date co on and the due to the• codeine
and • copy of the ran with the catmints •e to the departeent
SWIBtfigl 1.0E CAEAS[(MAUI'S head will be forwarded to the department head.
Perseus*land d o[December.16. 1981 n Weld County were tresaitioned into D. In the c vheri a:employee dun° not pee[ tne.given dab [o 'nett
the Pay:[oo-Peslaimeate*ten*atoning[o the followings corns unto the reviewer ^r department had, then than reviewer or department had Hll prec°w the emanation a if the employee did not `
Persona currently n the "A" step roved to the ^A^ "Entry" sups n the desire to schen cermente far consideration. In effect, the teplayw ha•
y. ^•"m[.1. . lost his/her rights to eu,t the curate to the reviewer. The
{d- reviewer or department head.must, however, give the employee sufficient
Persons nnrratly_1n the^B".step moved to the^g"or Qualified step in time to prepare bitMt<remts. For that purpose, • 48-hour period is
the pet psi+• the mini*time-thstesbould be allowed.
All In the ^C" or above steps moved to the "C" or "Proficient" T. Upon neefp[ of the ml ac`s co-ants, [he des amps ea9 cdrenu�mil step in the maw system. . the evaluation,the,t Loner'•carne and the la
department head will{hen sake•judgment with the information available.
-1 Pend* who had assisted three years with.the County in the sr If the denrthemt:MN changes any individual ruing action or the
a cleunification'.maed to the "D" 3rd Tear Proficient Step and persona at overall evaluation be/she will do so by placing hie/her initials in the
tM. the"0"step stayed at the"D"sup. comments
4. .. proper nanB'hoedith form and Provide an explanation in the he
Period'who' had *plated' five section provided, the department head's review L the lest unless he/she
years rth the County in the • t is the rating official; then the crusnner coordinator for his/her
classification sowed at to the e" 5th Tear Proficient Step end persons at departrt.becomes the final revreviewr authority. Elected officials are tht.
the S"step guyed the 6 step, - - final review authority for all job•valuations in their department.
Perms on steps above E" were gmaf•thersd (pee ection,.on Y. Upon letion o['tie final review, the de srendea[h iep.) ememployee neTh. a they will
changed ths reefs'rlll review it the e the employee.the T e employee will
Pay impact dates,i.e. six month, one year anniversary da[u. 3rd and 5th initial and data:[before below signature of department head.
proficient level'datum will remain on schedule for evaluations. Pay changes
the rae,.t fl copy,p['the evaluation will bun forwarded to the Personnel
will take place on the ° ahe Deartrf for file.
appropriate[ i or Job class anniversary couse if the
employee then eqt' 11 other criteria for edpeeitiont. including tanyhe lgOC688}w UPDATING PaapAOCB BSANAWS
certification •r wl vb"e [b11 h d for the D 1[3 well as the
employed Meeting all.classificationand position specific
All cL Booth classification Position for t standards will remain coveted during
NALUATYOtlB'"pUtlp088 ' "' ' each six Louth ter*identified bonus award.. !.e.• January 1-Jr 30
` ' Ind July 1-icember JI .43C mechanical changes will be rode to the ford.
Evaluations are anger[ judgments about the behavior and effectiveness of i.e.. spelling errors etc. Changes ay be submitted and will be reviewed.by
Personnel along with the appropriate supervisor. If the changes are accepted.
employees. Awigwwtd. dvencm tee rmrda dlatplin. utilisation sails*
and. they will be entered into the standards in July and January of each year. The
motivation':all doped ultimately to n dpnacrnt Jdgeente of saloya
performed::the objectives of valaElons eras mfr will remain tripe[darn{ evaluation intervals to assure that 911
• ledivnunn within•91usQ1catin an rated against the seas mndacds.
A Clarification'of what ie expected'- that is. to develop, standards of PAT-IOt-PnyaowMCx satisfactory pert rsena. setting'forth whet,quality and quantity of work
ofgiven•given'Sype is acceptable and adequate,for pursuing the functions of
than organisation. Sods a are are ueward to reward the avenge
performers in the work force.
Ste*de not to retard employees for avenge or arginel jobs performed.,
0. Fortifyingend*rev*employee perforates.-by identifying strong and the evaluation report for the bonus will utilize the highly proficient
weeh.ponts in individual achievement. recording these as objectively as standards. The evaluation fan provides • block to indicate the dollar bor possible, end providing constructive counsel to aec¢worker. rest to be rewarded•to the employee.
C. hetlnesent and validatir of personnel techniques serving as a check en
gualilica[nm ramirrra;.. examinations. placement techaides, training The Board of Coalmines,.per the Bose Rule Charter, has the ultimate
m needs.of instas of aalpdj,eetewt.. . _ responsibility for esublubiw ad maintainingsystem of employment
D. 4cshldaheene of an objective base forPella* roles,job c$e,iticatlw,'ted compensation plans.
selection for placroe ad promotion. In awarding acsala -.andly' in
within a gide level,n e other °r1. *andante of Colatirr f Coordinatorsthafor each' wet will review the *earned
mn." * JMeothan[ a then lie of pot*Late for the agj e pay hose toa' insure compliment with.the gad'• .
smperisno[LGts� eriG[L t•daetlon. W n." [baawis••rmemga!•in alftyntest of[het r{o ro rr.
MOW Ra_ FasceY t
NALOATIOg PBOCAB 1f
; r. , e lead of CountyW We County re. as a whole. will review merit pay bones
- ' of employees in the elected officials departments to monitorsampliengem''ith
All County mlryu•pill be evelaW,aanst enubliehed standards ewer the Beard's sol3ey name a{the pay for perform*pros*
rftt
math. etanderde to b•uaed are.pew fOllmt ;Inn en ` BOgpB 1YABOB UalpTg "ve _ w :-r
Tla yrr + A. pmdfnaa mb: .bops awards will be ,identified in department
by tht..
bttf Alas bedsits. The level Allocated per department will be demeaned by the
Cooplemion of the first ninety bard, sanrWiw.iltcted officials, chief a department heads.
Says in the class. deputies-. d
hourly per pert ptl* bun and those sti the County gidw
Qualified After completion of the-first sin dell at be Nff(pe et* badfor calculating bonusp sea n • dy of-;.
maths in the class. _ the Cemay or idiom'
n board as the legislative appropriation body of
' the top reset fil the r department
to ent re the for specific budgetary cwt
Proficient • Every six math after emcrsful granted each e!.4. er-.deparrne for ,a1 for Performance donee
attainment of qualified step. esowlly, att.., -.
L ■lnibllit s Te's ligible [or • bones nerd, a
Bighly Proficient ,Standards to be used to deterHr ) mtoyee hen
bonus nerd. - been le [iii tin,Dejpp•mloyre for one yea, m[ be on review
statue, peed hsvehteratved as --••.overall evaluation rating le the tends --••.em)Om um N14UATIONS DOB ulap 4h tsy for it standards.
•
Performs**Mat*,mdse w the following fir sehedulr C. M�c t Somas*be a:odd re or twice • yes[ at the departmenthe e 3o• to slflelal9 y 3! se. heb.r t mod dates will he
A. 90 t days (3 maths) free date of tares All new employees whether hired June JO is M 4aid JYly Jl and December 31 to.be paid January 31
at Pt the entry sr qualified level will receive • 90 day evelaticm. nunally. :1p u " ..
employees and teployr reclassified upward will also nee*aThal eseunt of °ach nerd is established by the departmat •.
90 des evalm•tion.- O. - Award Amunpe s
band/elected ot[isbtj,tut will at be less than 150.00 per person per
No pay increases will result free d uee the temlwtirs bate the
- son then the amtat._allreed in the budget identified as the bona
department t head/elated official should r this lusstod proem's.
-
Advers the mioyee of hie/her progress during the first salty days''
Adwm wnlati s•at the 90 day period an result terminal*el the•"-t
employee',pepne ti dining the.PO day period or extension of themild.,
period.
I. Distributionetre each year Ito esployeee'-eligible for the
pent4or-merformeme preen oamot Need 501 of the total number of the rtt'er iel'e Workforcesecluding deNenampe.heNe net 5,.
epees,of al offipialr the UvdNWeriff hourly or Net en
• °epllyeaa-"elver [n. �eeyei{n[ed?employe ca otMime d'lDZ '
N tiaipstier in the Preen ea each
4•44ref ''NMY� Y'.�� aide
f onftlien hg otjels➢e " i l.i Siead,.-•i ' .
tgte aQK,Iiet reenena°tad e'nend t tee at sicced nSt or both
et comfy /t ise3aoep.. t else d, If t ey.Jta car, willtothe NSW the Son ,
Bactus PIER
e 4.tiletenn. ' halo' - '• coral e" ra•ol' '
a Nfti�i¢)tN ty;Wtitiucin ^r. j�.' "-4""1 t,-
.tom p 501•ir:the ontrts wail bet n determine by listing'the ones of' VOLUNTARY OmiocT ON6
torlpinn b(the hemia,4e June and December against the total number of
':.7,beinme t Wterised. -44 employee terdvated'bNWn Jul,.ed+Deceubar. , All • employees receive Cemprubemsive w
{-rats tent f bees •le jeer well'Ise reseed fro. the anneal list o! Medic l heal [n menu: eacurrot Major
mipee.o.Yn.determination of the SOT figure. D.Nrtseot halo/eleted Medical Ndesib Insurance at the curvet Deplanes
rate for single or raVicedfor
'order ale-mey,a:tt fo r some of the bee 'lot. unused In June in allcov of then pendentd by [M employee: 8:1%tors moot basin paM1 insurance for
Order to'- Ngk pert/stets bootee Daly and Emaasber to Rhe Meta list all of rmir dependents ether age 70 will have a wealth payroll deduction
!a Decenher:`.: taken from their s day•thee current Group the ie insurance south pay
PZOC®URAL STEPS PG S=UB AWARD t 't ' effective the first m of the mere- s an
enrollment firer full e es
period.ysign In November of each year there la an open eorligibl where .mp1oyNe
up for the Health 'Insurance Program. Eligible employes and
A.„1,4111=14r:3+To M Smith f consideration /or • Mine award, fist dependents say enroll for benefits without evident• of good health at this
- y time.
w t V{(he b•n�1t ty°W ;e e'r here 1 r Details of the health coverage end summary of benefits are available in' [M
4.
handbook entitled "Croup Health B nefite for C and
Covered Employees d Dependents
...VMS., er r%lsv sus pfd inclde p oeutSPNI rev Jew tlatu.. of Weld.G:tY , Copies areavallele free the Personnel Department.
: 3 pj*sst Mary been rite 'proficient [fledged.sand pi t d 1n the; Group Life Insurance; Id CON%provides all f 31-time employees with vedrt
9. +Nerds le 1 b the aver It appraisal'uta4 meta fee the cwt newt 3 years of County employment $100000 of group term life. accidental dead
ale m°fM ev ldtf ^ and dismemberment inuraea. Pot t ll-tne County employees with over 5 year:
I. app[1 l Process for Banos Ava de of service $13.000 to provided. impinge may.1 or p`rchaes supplemental ten
Laurence of$10000 $30,000 $30000. $40,000, $50,000..as long as the
:p ICEVIellating Yea or Dgcesb.r'of ech i the Personnel baparthent will seen[ doss not exceed tee. (2) tees their anneal salary. Life insurance
pply•u h deN[tN4t/off+ la .' list of theme employees
been affective the tint day of,ore month following the'lira[ full mod
'.ec eligible for bow a• are;• short ed;evaluation form with highly,. Ny period•.
prficiegf Ne°d rde f ,ace eligible 1 ye
' y2 .0 t i r`� v Js November of each year:there will be an open enrollment period:'ebere.'
,e rt.eep MIMI/e a ted °ltleiel rjll oop] N an eve lwLion : employee ay change the runt of option!-life insurance purchased:- dr., -
%,e a neF AWOL profletpt standaad b4 ea h.employsr eligible fur a employe may request supplemental life insurance coverage at any time
f eroen _
�•`. ' r.i 1, �P9( x,. es/she is other
he for the amount of t e 1o, If will
be ukee place ovide :
•period other pun teem enrollment. Nor employ •H[1 be required to provide p[o3f of Imor 6111$3
of
'4{MNrCent heads/elected-°!/t!ali will tduete e •bonus awardCe rt [award a.ettle , the pep life insurance benefits •[ available are in the bie free
t amppthe o> the Personnel n t Deportee those employees to receive : award molded "Group Insurance gdafiH Wld County". Copies tenable too
-tt{` flu mount swNrdd to amen of Tee up3oYNs the nrl MNrRpyot .
le., W S A -real PrmaN•l ' - '3' 5T r Covers V611s onsi id LN 'Staten If dl
inane n lane
'* `4'ov5 #y(bee'por mow -r Soros (eeepOrtio
r
♦ copy of the hen eeSHel!bas Athe entire
to the Commissioner ected t tM1e Caaty'ydoedob`ibg'ehe employer DertW'L'
,, Coordinator for the department, or the • [!re board for elected eves@ lerrWthe NrW ot'Ehe leave.
oflicials offices for reviev and final App[ el before checks are
mint e e ee -i _; Vette Credit Union All Veld County o employee are eligible Derai to joie the Water
• Crane Union. which,is Credit Nent of Veld County, Details of a ership m
y1 �Shdi1d .tbe Cannieost- Coordinator .r•the Board of CauntY Mmeflu rofe Wl span. Union ten be obtainedvgs and/or
from the credit mime
.afdr Con/taiohen have h lU parties
p4•olv goes answer a questions
will M - or the Persp 1 Oe iriteait: Credit union savings and/or loan payments can be.
,.'7,1„'„scheduled with the parties involvedly theNear- 'quesNoos or 'made via sproll ldEmc.
e• e re ue t Voluotary deduction@ will be made for United Way contributions se
n J .de department/office w3.kiµt•v,dicaedt justification
501 of eligible a nvvt of the employee.
y,- Workforce or manµmonacisers Hll event Justification n the
/�,y,,p,. BpeN ter-<oNlde[•tits 531ba wII1,.appenve or deny the requestParkins Employee tale aelgad County parking facilities in the Canaan.:
e O, H twN iawlueloo h y4. Complex will have Um authorised parkins fee deduction monthly.
1 ,,.3lssrdlniai Memos ;.I ++. '_ty .0-iF 0198 DEDUCTIONS
Qsq eppreal is received In he[a t Coe/..Nano{•Office. P•rNNel will Other payroll deductions will only be ada for Beard approved deducts..
vg rga ay.or pr0•}e t�ler•sd Jes.eary 31st pay data. involving 50 or'Ore employees. Deductions for employee organisations. toff.
"yi F� 4p it t h dues..elobt,5tc•421 on be accomeodsted due to cost of payroll press,.
. P410!AYAPPI pot:ALL oEPu1IEDI,I
er ll,d'' ,. PROCEDURE TO WPIPZT PATIOLL reload
To dsdpn equity e Se the avrd of bauan for seen daperta dares
the departmentbudget
heel will seer with the less of Cornet CoeelNlaNre daEmg W budget RW an error on p':is identified by ether the Department Badate
pereee pM Jati,..tea rem tee 0ttlslsl' or theIsparta.
went } .4Z. rt11 9r:Mirota IS the allocated iNedLeely ea all eM'Nrrectloos can will
mode. It the is the responsibility
the Permed Dssa[Wnt. Accounting Department, the Department Read ea
SPAY GY employe to revise p;information monthly to assure accuracy and to repot
errors in a timely von,'Any over or underpayment mast be identified to ti
Permed Department-for resolution..Should en error be discovered Departs..
Payday for reeler county employees, including hourly e:loyeee. will be the glade/glected Officials, or employees met notify the Per.onmel
fat Wrki° day f-the month. If payday falls on • holiday, discvers{ ° employees will willdAstalt i that ctionacti°n@ can be Wa ont. Retroactive
discovers
pa
be pale the last regularly(y scheduled of w month bto re the tsenth holiday. Pay pe the wwillin result in s 4ep,collection action for the tom; periods wteto date pa
o [rem the sixteenth program
s the month to the f if ad their of pas will be uleulstN,my.to a az1..m of two pay periods prior to t
month. (Special yob'py var employees e • paid.separately nutsinanroyea amiflce[lor.
should and payday* my vary. Therefore. omrthelhumn es these visiomo should obtain payday are period information from the human Resource Division.) WAIT POLICY
AUTOMATIC DEPOSIT _ Weld.County at[SW N pay competitive end equitable salaries. To maintain
this competitive position.Weld County participates in various :lame y surves.
Regular county employees' payroll checks are automatically deposited directly Salaries are et by theCommissioners of County Commissioners after full consideration
to the banking institution of the employee's choice. Deposits can he to IS given to: _.
savings or checking secnots. Forms are available In the Personnel Depertsent J.-
to establish or change ac t ount routing to banking institution. A statement pay rate-sWon speared to labor market titors. The c titive
of monthly earning will be provided each employee on payday, job market way vane job classification or r specific Juba non.
.
I TIME SHEETS - ability to pay
• Hourly'employees are'required to submitwork-time record., • nting far all - benefit and supplemental pay policies.hours worked to their supervisor on the 15th and at the end of each month,
MABNTNi PAYROLL DSDOCIlONB - eepplY/d.md*teatime for personnel needs.
Pedoe laced Iacd Tax (FIT): The Federal Go
verment requires Weld County to u- smpply/denvd t3ttLN in the labor market.withhold a certain percentage of an a:loyee's pay to table the employee to - employee@-etpttatioms.
pay Peers' [Nee due even based each year. The percentage en withheld is on .. .. -
the amount of wages and the number of exemptions chimed. as indicated eo the The salaries are: tta lined during the budget process annually to be
employee's W-4 form. The comber.of exemptions claimed may he changed by the - effective with Jewry pay period (December 16 - January IS). Salary levels
employee a he flea neteety. Contact Personnel for any cheeses. of classifications-owe eat by the Board • not adjusted during the fiscal
State Incase Tat (SIT)t :The State ofColorado requires mandatory deduction year due to budgetary impacts.
for.state i t . The mount taken out of • employee's pay is based on
Once
woes ad the mbar of exemptions claimed
'on the W-4 form. ¢ t elan
ty levels'• Y adept: • pay table is distrlbeted annually to all
1 departents to info=employees. All aptness and the public have access to
Pant Security Taxes (HG), This-Raen yrov+ore. Old amp, disability and
the pay tables for iefe estion.
aaever benefits. 1'he .mount deducted ern an •eplolu's.pay $e based on H
total wages earned. end this noes is arched dollar-for-dollar by Weld �ACGISIFICAT105 AAD PAY Plde
County. All County employees except these belonging to the Public Employee's
Emtlemont Association(Balch Department employees) era required to pay PICA. In accordance with 4ttice a-3.of the Weld County Hoes Rule Charter the board
tacit to Weld County provides retirement benefits for full [1a employees of County Coalnlaen have adopted • classification and pay plan. The plan
escort mean Resources) through P.E.R.A, or the County Retirement system. is the
foundation of a jbs in the cuntyr into groups
Positionl classification is
the eir d t°g of all sae is the County cation or classes s the ills,
A. P.E.R.A. - All employees of the Weld County Health Department era °hnowltepr duties,a nspiaibfJob cl. and qualification requirements of skills,
required to belong to the Public Employees Retirement Association (PISA). W.and is based
end a mcinistered.loTh are•t veal aimona County n which
Employe and county contribution are as determined by PEM through mots a pay structure te' al par for sequalsterk' The system allow Weld to
Employee
refer to psahlet issued by PIY cceylY with the"revel p eswl'warte cequ4ervt. -.A"-- Ira.
10
legislation. Mate employees should
for details of the plan. -
I. County Retirement: All full.time County employees, except those on
1.1.11.A. and seines of B,R.O.,-.wt belong to the County eetlreav[ -
Plan. The employe*net contribute 4% on the first $400.00 of monthly
compensation and 6% on all monies over $400.00 monthly. The County
matches all contributions. Member employees should refer to the booklet
provided by the Weld County Retirement Board and the By-laws of the
letiraent Board for details of the Plan.•
WAGE GARNISHMENT
_Garnishment of vases results when an u°pe id creditor has taken the matter to
court. -A garnishment is+ court order allowing for creditors to collect part
of an employee's pay directly from Weld County. Although the County de, not
wish.to become involve in an employee's private matters, the County is
compelled by law to administer the court'e orders. Government lovla will be
treated in the same manner as gaonfahmota.
In doing so, t Personal representative will contact the employee to explain
the details of ganfshant end how it affects wµes. This representative will
also provide counsel in exploring the go.sibility of resolving the situation
before turning It over to Payedl for isplmovtatiom. Employee are
encouraged to resolve thee tatters privately to avoid County involvement in
• this mutually unpleasant action._ _
Weld COu ty P lamentseproM.a b en lk df iduale only[ho ePer.onoel will,p...
reaonmee. My pro? f
be
cons ffind.personalf n end the provider shall *some ell liability
be ten dered atlm prwid e
W 5 All County •epl Y M1 t 1 t that empley.e t l be
Weld County Le` NOt•i� chaMlad t Lto P el Day t t [ t v r41::::::.111,1 t
♦1 N ll tla•1 a [f E pay ti cat rst d (C ty [fr t plan p MA),
Continued front.Page 1't1 r r a tent a t ni e e iD N, pedag re d «.
Me principal v es Ind advantages of the y cl•etficanon a is listed.. Final pay checks for terminating employ 111 be..awed the afternoon of the ,
as follows: . day of the next regularly scheduled Bond of.County Coasisefoner Meetong sitar
a the terminated mines last day of work with the xception of those
A. Facilitating personnel objectives: pit *,,(7,,,, employees terminating the last king days of each month, ,
I. It provide,a rational entailed for control,.('�:likele by king Exception P To assure occur< payroll.run, employees terminating
it possible to equate Mole classes of poaitlonsalt working days of ea A have nth will h their paycheck for
nnpa. �."" `5: the current pay period direct deposited toll:their bank account... A handwrite
p rill b• pecessed for.sick and vacs
ties d [ eh pa ad oa had So the
2. It reduces Vveriet) of ocettpation. and t R AY°•d ebli - Bart pay per1N. (Tine worked after the 16th of each meth.)eproportions• so that, ionnitsant,, gualifi lireeenn employee from the c ty,..fe M tam reason. who ruli o, and,selection can be eedY lace.. of 3 M terelvtine employment
• positions or tore at a time. ,,14 ' is not vested in the retirement,prod*+, viii have his contribution only [
the County Retirement Plan returned.a t toss all.n[unds wet be app* d b>
3. It defined in objective tern the t M test of at ie the Retlte ant Board, the empl e [es ibutf will not:be ateNN •p
expected) against which the performance t re td (hen well it earlier than thirty-one (3U d ye ester hlt/he lest day e[ k or d te of „
• is dm ) can be measured. AE _ aeslocst000 for refund M1 h whichever !w.Lt any 1 t than.Wing (90)
4. It funah a job Sntoynam e days from the last amp of work or date of application l ro refund,whichever is
Wpm Mich ten 1 enmta[los lister. (NO RICEPTIONS.) PIMA mamma et apply far tha(9 jinn,
refund TL
end other.in-service training can be hated. '',:i.,.: the fate PIMA Office. PM refunds normally take ninety (90) days from date
of application for refund.
S. .Althena it does not of itself par te, yyprosot!n N:
'placement policy, it supplies a systematic p_. _ fof%pre iti RtfIROMT .. . _ -
and position relationships. Mich.is es•ent Ti,". :orderly M employee entitled to retirement benefit@ from the ietfreeent Moiled •
proeotios and placement procedure L„Mt„„ t) :a deeftfai t retire mu�,sts�ccaotampppleyt�� the��e�followings. -
B. It provides• foundation fee to on underact Mw•spa i er A. 'At'Seaet alnty490)reay•mean sss':d. , Mast'dot(the apices, '
end employee es to the j b and pay l facilitates . wet go to t re sees l oat- Request dot
eapl% -sanageMvt kroM reindeer, and helpV tered Ret
irement Pa to
estfvtl + Y B me accounttl Y7'm 4 h if *Wind.; for
S General aide to an organizations : iii tificattiio {p "{A ISM I F teen it to the
P[MB{ t S *•T
1 terminolop use of standard class titles, It as uniform s job C. Approximately f h f�l it 11s' i e Pereenil
2. It clarifies, by requiring definition and esa! ptlm et d tf . the De pertmant will) tFry_�fllpd: yee'for toep3Mleis of
the Retirement optlad'ten ,t '
placing of responsibility in each Mai 7045t gar d ' ni5-.4
3. It provides to orderly bens for translating Maeda',fov intone D DePartemt eh ✓t eat p l'(Tt`'t �,..4 eN nLted paptwrk
into fiscal teen, thus facilitating butt t ry prmNe re. w concerning they lays•M t ...N'e' . 1 Departnent fifteen
,d�Ak,dippp days ie advance often tit I ? )
4. It provides infpteation on job ecotone ehse':1Id3 . ., •
` J ..„..:**,46,..7.,,, ¢1•i
erg•vf •@fen problem and Procedures % brMga{dent pletwa of R. Personnel ampattent.vi e v ', ) r_gtlrt end the
duplication, 1 cenelste ty, and the like in the work process, Mtirenent Optima font ttr, (N14-c.. .� r1Mn to Pea plaeN
on their agenda td insure final peyment M M7d g4 t1r
C. P rtieul4r valuem in the public services t • - " e�
t All nnraYnb�will'' ( ! I t)) the-month I. It assures the citizen and taxpayer that •y. ow 1 feat selected. fiereforse the 14 'w[k• i r1 _. M last voek�da�y."of ten',
0deh b tore J aired MA Juno ' .Y d•4
relationship between expenditures for,personal atyleesud the 1 t - ,C"
2. It often as deed • protection as has been [end against tattled `° ....d.x7
or personal preferment f determination of PM1lit salaries Department Heel/Met '•f e s `9MtdAdr3. t��[ hiif r el Dep.rtsnr
Es d end Elected offi•ial-are qam whim M + :
POlITIeN/CLASSITICATIM SPECIPICATIONS 0 St ff y ., i s hk t>le gennr gnr. j A- {T
a Genf n fe elver t mete tebMT mewand • SMe hla it refers to •
All Weld Com er employees are- plated 3n ca 1 [!float nldries thatide Tnd t le ��✓✓�..��44 ,t 1en�YM�position they they are filling.: A Dl location specification on is - cp.; q {n :.ts iq a'£0 available for ter all positionsin Weld County in the Fermin Department. Pall Time boleye s Mil t 41oyen• r0ek • 40 her nes and paid p
The •atifnretfm -' monthly salary, at Melydl6g•tked ted.lunch periods. •The County work week
specification,provide a broad statement o[ th c),Mitdatiss npmislw tea from s d) t f tu[LP -A�p4 f
received, supervision exercised. example of Mime a nerve galiflatlmr°
education and experience required. + Temporary/Sourly Employees Satiny:employes are temporary employees klred
for .seal work; employ nwrkle hour Or'Lore yep ry/Rwrly
if en @.playa has am to believe that his/her eesl/hornisnot properly employee,do not receive nor er play eligible for County benefits.
classified he/she should discuss the topic with hladarre pmleer and •z A .on Pw ay an'•5 Or'
department had. If the dept m nt head gamins thmaprapnata so of the Work Week: The Gavot w?c wsekbeg da:tv Swdg reed NCa a Saturday. .,
classification he ten request a job audit by Pereonal!or Fee lam net been ,Za.; L akiratvf.•,ye.tar t¢k y^ e t' '
does for the position within one ) The procedure,for.request of • job Overtime: Overran le the tlma am•eplgee wrL•`ire tress of 40 hours*mom
▪odic is in the Personal Procedures Manual. d wig k, tsYV ,:
My change 1n Pty to an employe• molt o[ a cl es1[testdm action will Work Reath: 174 hou hours,is HUI.�wort e•ntt 41 w t�. I. `- J
be in accordance with the Pay-for-Perforesoa Section f tea aeousi: ' tY
Hourly Rat M emplarre s Fly ,rte is get tefned b) @rage g th• .,
SEDIORM, REDUCTION IR MICE AIM MSIGMTIOWS: established thl)•a larr tryal7R 1aNp-, }It,-efts la: . [{ vunbei
worked per month by fell tin 1'oeyNaagetetite. Yf t-rOx• '
7,: y� taw ''x.77 y
SENIORITY �. . Initial Raney Periodic'The Ylnit rev(eQ'p of a'the:Crlint air menthe of
am
pi meat [ all rev County r pleyl•4 a 1 .
Seniority is the precedence or priority due to length of service s • county f
airplay**. Count) seniority b eccwols[ the day M. Pimento:Review Ported' 6p Msot ratelaaf[icatlm uwatd carries• ,
employment a•full-time le employee bglva n six month review period tp
employee. _
Job seniority begins accumulating the day en employee starts•a mw position �Senforit : Th precedent or priority-due to length of f e se a County
classification as e full-tie employee. Each etas en prow amp Ieyee. a ts. Ps • -
emp )@ empjoyee la Promoted or A $
down aaaaa to•net and din coon, h eN mislays*
will
hie/her'give
seniority crate Worker Cep f fimr'.A progte f`o I:Te t County- ploy s meant total,
again. In a downgrade action. the-evel if elhe'de'glbef credit for tlw loss of income, medical ♦d hospital era result of nn-the-job.,:
ell▪ at the spent* classification lereL,lf he held it of sei ity, Lose ofp •xp
11 tu *pa
nt in the haccidents occupational illness., r SY .J• v °i{herelanflfe•eiw Lose Seslane : Mn of
job and county only
seniority n when v llo ei ' '," Fish' Disciplinary Act1 t Personnel action which] may include oarninfe,
Weld County, The only exceptions Sr.es fa3lewae reprimands. suspension without sg.:Vtobati n,,demotion. dlml•1.:.:
A. If a former employee rcprma to on fty employment X90 days and has ai net withdrawn withdrawn his/her contribution from the retirement fond halms writ Salary Survey: 1 Y cap r;ei [ othe stclassifications p Tf d each
way lose seniority for the tin they oars off the moues`)enroll. year with other employers t at in the establishment of.the salary for lob'
- classifications. _ -I-
S. If an employes is on military leave or on approved personal leave° no leas of seniority will mcut. Rater te• The rate of pay for the'pdancient level Once:monthly haste for e
parer classification established by the se3 ri survey and adjusted on
REDUCTION IM MCI annual
annual-0eefa.
Temporary er permanent reductions in force(tIP)'say be bemoan hems* of Incabent The ploys occupying . specific position.
cireuweeeces such as workload changes,program changes, policy decisions, or
Minns reduction. Position. Certain duties d responnbilities which call for the time and
attention of sone individual; allocated to officer end deperte nts through the
A temporary layoff shall be se designated when it lettoresee-(whet. budget process. •
reesonable-limits) that the reduttion is work force is on a non-pesanent Classification: A group f positions sufficiently @like [ respect to @Mir
basis. A permanent layoff will be defined as•reduction'Wood,f•res',Men,;• duties a and of to:'justify treatrmt In nlaeefm.
conditions warrant end it is reasonably foreem,that the t.edte ll. and responsibilities
j treme cc -m'.tress k Sesslaa mend
damp lestiwa.. :-..aaNaemp.dke*n, r. .. , yon-iytl.`'N '.: orpeneeteon. w.
A layoff notice, result of reduction in force, is sir Wheal*persona "MU". [ 'a t { :c.
• Section' add eeeee d to the mployee and issued ]rya ten Personnel Classification Series: Cla tl[f naespiR to ids U en pith b ener
Department. The employee ease rain OM notice•t laser 10 work•daya b ten ladder:•A•. •�fice Technlalen I. II, III. IV. and Office Eeagen
the date of his eelaaee.. The notice.shall inform:the eplq of,.his/het'.>
right to review the records on which the actions were based.[`: ie c [ Compensatory Time: Time off given to an employee for working in of 40
A permanent layoff shall be tinted es • regular tmMstlm ,x espl yes : hours In one work mod. -::i] Y
benefits will be impacted in the sees canner aas described for term t t d
e mployee in this manual. On Call: On call status.1 ff duty taw that en employee has stipulated to
be cheble and able to report to work within•short period of time.
Reduction in Force Sequence The sequence. for•reduction in force ill be on
a departmental bells as follows: y Grievance Process: A mechanic.'develop d'to inure Wt eepleyees.have
_
.,/ �A,: recourse from any unfair or capricious actions. •
A. Temporary employees by seniority, x. .. . .
Leave Without Pay: Tim away from work approved by the supervisor, without
'B. Review employees by seniority. pay' ...
C. employeesFull-time based ee o performance cl tions. J t spy p atOrdinance�' If provision of this or the application thereof to any permon'or
--k .
D. If two or more mistletoes'have equal overall perfoyeeea eejmem tia. then)¢ of
- cirCveetancee is held invalid..such invalidity.shell.notaffeet the ether
seniority will be the determining factor on t nations., The employee 'o2J Cp 1
with the lent job seniority will be terminated[4 n: - prorafone or applications of the Ordinance which can be given @[/act,tl[hout
When possible employees Matted bref redaction 3r ill forcewill be a'daijn d te. the invalid provision and to this add'th Layne of this
tat jM wcthin ten county:if a vw%'ttree eed 9 lifiation and l b- t,p•.t :u
polities are compatible with the employee...Redry effort rill be mad 't 'a animate m to be mererAl '- ••,,,_::51
eili a their [r 4t@ tea and gwlifoatione pals e mentality. ',fi e 1 .ova
Department will make beat effort to eepl% who are,effected by o'1,,' The following Ordinance No.lie,on motion dui made and seconded,
reduction in force action in finding employment. —,*3 ;may adopted by the following vote on the 22nd dayref''Aogoat,A.D., 1963.
•
RtSIGNATtM Cti
" r .BOARD OF COUNTY COMMISSIONERS
o+ n g J "2+ ATTEST WELD COUNTY,COLORADO
possible t irq ntn to-neon their tatter of 1 ional cam*
e rfs Mary.Ann Feuersteln
leastbaetee (2)Sunk*mice before eta date resignation is.tendon prectic. Weld County Clerk and Recorder e g°":'
_ and Clerk to the Board Chuck Carlson,Chairman
— John,Martin,Pro Tern
BY:Jeannette Sears - s'Gene Brantner
Deputy County Clerk - =Norman Carlson
Approved as to form: Jacqueline Johnson
Thomas O. David :
County Attorney
Pint reading: 7/1a/B3
' Published: 7/21/83
'Second reading: a/03/�3
.-Published: 1/11/83
J \ .
•
Affidavit of Publication
STATE OF COLORADO. ), as.
County of Weld.
1, Pig W. I M Ass <-1 of
said County of Weld. being duly-sworn, say that
t am publisher of
L G S<ta- �veLAr,r
' that the same is a weekly newspaper of general
circulation prick, printed and published in the
town of IVs S0.-((`�
in said county and state; that the notice or adver-
tisement, of which the annexed is a true copy,
has been published in Said weekly newspaper
for D N L- 'onsecunve
weeks that the notice was published in the
regular and entire issue of every number of said
' newspaper during the period and time of puhl'
cation of said notice and in the newspaper
proper and not in a suppte:nent thereof: that the
first publication at said nonce was contained in
the issue at said newspaper bearing date. the
_4L day of .\•_ 1, . A.D.. 19 ,P3
and the last publication tnerrl. in the issue of
said newspaper bearing date, the 2 I day at
'-& ' 119 --, that the said
Ki S-4.((-Q- N
. QCLQ it V' .
has been published continuously and uninterrupt.
wily during the period et at least fifty-two con-
secutive weeks next prior to the first issue thereof
containing said notice or advertisement above
referred to: and that said newspaper was at the
time of each of the publications of said notice,
duly qualified for that purpose within the mean-
ing of an act. entitled, "An Act Concerning Legal
Notices. Advertisements and Publications, and
the Fees of Printers and Publishers thereof, and
to Repeal all Acts and Parts at Acts in Conflict
with the Provisions of this Act." approved April 7,
1921. and all amendments thereof, and partici.
laxly as amended by an act approved, March 30,
1923, agd.azi. approved May y8, 1931.
lisner
Subscribed and worn to before me this . 3(/�
day of ..... _ A.D.. 1913
My commission �_1...ra-
Notary PublicELIZABETH MASSEY
72019 W.C,RD. 54
GREELEY, CO 80631
•
Weld County Legals No
lists courts twain,Perlin xoua
.pl IT MAIM IT IRE NASD OF COWRY COMMISSIONS=OF all Cain,COLORADO:
• ttaEa$, the load of County Caalerfwst of weld County, Colorado. paean
to Colorado Statere and the weld County Rase Rule Chester, 1n vestal with the
authority of ad•$cleteria the affairs of weld County, ColorMe.,.W'
•
•
"Ytn..the laard of Corte Counitaioner. has the per and ptborityaunder
•
the Veld Cwt Ron Rule Charter end the Colorado County Ron Pale Puente
Act, Article 35 0 Titla 30. C.R.S. 1973. as'aaand•d. and in aptifit under
i3o•33-101(7).. C.f.... 1973, a amended, to adopt by ordinate. Personal
policy rules and rnsvlatlon for the Conty of wid,as
•
•
new. the loan of County Caautaefonra of Meld County hereby finds •ed
determine@-that there Is a need far a comprehensive revision of the persea•sl
pllcy,toles ad tgalation. for Weld Comfy r that this Ordnance 1. for
the benefit of the health, safety all welfare of the people of Meld County.
NOV. TRThwa hR IT OMDARIN by the board of County Coauleeiwaea of Weld
Cont.Colorado that:
yams OP POLICY R•ROA&
This Easel contains the weld Camay nosed of Conla-iwre• Personnel
Policia ad Pttpdmtw as required by Section 4-21 of the Rose Pale Chatter.
It in designed to be rand by deportee= lads. nprvisory. ad nett
- prsea.l. r amployase in the day to day adoladnntia of the
am. County
Nam=pr
Tian nit policies Sacra reratrly, anoiac the wed for pnwl
duafas w eaters of Countywide policy, ad help to saemre attorney
three= ebe County. It le the re.poneibiliq of nevi and away dentinal
heed r atpnleor to aYLister tame polities in a trdotat r lapatl
•
aeon.
Procedures ad!ration is the field of pnonai'release at. ttjaet to
ritltya ad farther development in light of ones in the law.
apnea. matt priacipla and the r�ee eau Rao tole Charter. Rea
d.pe4wet W.aapenser,ad employee en ea fa ha a ear penes'
p a-be-date by ptlfyly'the.Pernol I•Pataat thuneeer pnblw on,
enamtered or they pennant polkas. Sono, 1a Slatified for the apiafaautia of
The ronai ha been oalraad with a Table of Craton ad a oddest fain to
amble 12 sere to fled aaaifto policies quickly. Pedlefra 'pails to •
dspebat a-office sail he published em Taaewaaul wpplaatni Polley
Peewee r Oven to dwsaist applamanl
pains will he r.faese�dl fa et=herabo me
le Rua .het an rayon n . sneak daeteeat or allies, Retaeteatal
Supplerperal Parmoasl Wainwill he lac. These a pplewte r only he
fat ea a want 0aeraadal.Supplemental Pentad !slit Pore by
Pea� one ea epprwd by the last of Cosy tomatoes',.
MMIW.Oft
The cantata of this.hada*an pretested a•actor of nwnatia W,
The lad County
an at d of CCuna tloars reweave Hat
at to aodily. tnslpaeRhss
*Name r as or.all ash Plea pilau IN
paee j
Mad. eWiunti•he viols era pate e<at ties.nth or nada settee. .Ca.7aarap aM
a, Odle a a carat
ts'aa between
to cast. ad le it or alatttad to•nanitna • carat between Weld Cwt r ay w or all of its
d11.:PpYW.=9 the wmrpl will he administered le'ataeadaR'unvi opal.
Rlplayaent Opportunity laws, the leased Merit Seta 1trn4 r as Weld
wan Ras Rule Carter.
This anal taperaeads• all penmen= policies r aaals..waletyas.
preonel cPwtlas ®ay. as= for the elaaiftaeia.and patina
waitir brae pabllehed Mara thL data. lk
asaiisitatettgamEt
Bari. p.IIg.
'It a tips - teeing ig t .bete gt[.uy
She bathe of
La of
CRY .,
p artlna vices Weld County
iha{JaCIa to new esplsp... se shall start at the level if date of teninstioe Is
tirty-w days or sore prior to nnw�►lapent. (Sheriff's wen personnel
Vesacies en edaaitteed-idea ter Mee fn • ,period a See BI shot rear qi}emaetarNF ly/Siwt.)
ewesntiw-awl days. /rtddSeidenetlys fret otter the Oath en iDe Pa.
Reda Leo meogriat•W peidbls. Keay,eehdepa•t no etesged,e
for veesnetes they ate.palltie leg ly W h Oyergeea tirt ens
Request and editing a NU COMP Slides t' cotta• try Olgalaa '1s.County U involved in•number of jabs patinas. Included ens
who stet ft potte criteria will be elected for haUeviae fee the
politics. all weesta for treater seal be tale three Its M La See-.Contracts ethane stiwlsseap as Ales ad MC.
e.iye•'a w ntrLor to the Depirtet Deed/flitted Official for met al
the to ernaael. ,e Ce.racts for specialised services - The away eter•'Into special
Decays there are tars then it is notary to fill tha position as pletly peseta ter sae srwie•e is le of hiring es mite.
a.porLls. the Leary sty fed it erpedet tie 5MrUn Adeis the ape C. Stolen Intern Ptegrw - Area school, place sett Intern in Coati
market at the son tie the peitice is atwastised inte[a DepenwU.
requests will be then prior widante.. Positions edvortiW U the ehse •
mat stet be ape a Men of N (to) aemaeaotive vnelw. - h. lilynae tpprtaitiee`Delivery Services (BOYS) Pages* - T e Weld
Applicants serener by Personnel by competing the applicants le ratty Department of Beer r yowl. eplfere datihe.0 etc. peag[m
qualifications to the job requirements in caparison to all applicant.. In !eg Lesohoal wed ewer yowl.welfare dlmse.etc.
specialised professional fields departments may assist it tN ties I. Uet al Pelic Service-Ibis wrens U Matted to individuals pree•cKed
process. The six lost qualified applicants mooting the lob reale...vitt are fa driving seder the aflame (1 1)• .
referred by Personal to the department heed/elected official for intermits
and final selection. Nprtesot Rods sad blotted Officials art tee only PertUtpnte in the Lae Braere=are not alt-air esplyess of Vold County
authorised appointing officials for Weld County. this authority cannot be ad are mat coveted by the Mite of this maemal.
MPL0IIOf 1ReYYTta
When it is decided to transfer or pronoun an existing County esployse •
toewnLie anoint of Use (at last two nsw(2) reeks) will lly be reined
replace the transferring employee before the trensfee/prno[1r is ,1111th Cr5OmIT OfelelaTTn
effective.
ILL Coate is committed to sill, by all the laws pertaining to fair
Pay changes and review period of toasteeeed or promoted employees will be is omplessest pretties.. All pone. bale the aetholty to hire. discharge.
accordance with . the policies end procedures • outlined in the teethe. or promote rreerel shell nepat. eat seanatie. •
Pay-for-Perfecrnce section of this real. rNiecrssiaetey policy of hiring or testae{ to w flamers NO
SUPPLgIT-TO WELD COOLY newrn tAtIooc lenitive'sre adiisWatagMRate.resod
or o eheswdiW can.
Cliloa.C Coati national
offer aeq.aal
et COMM Roth I•r1DCl rPAITRnT aaprwity for employee er Kmemet to all stifled aptness ad
' delaye.
veur�
Mitts will be filled with vtheacancieseffortwill by peeewil free wins to tort
, set'cork
returning fe-eye previous year as icing as those former employees wherever competent and deserving Wheal are avabebbe. 'spleen Hl be
mat tart standards the Past Jeer and no Chaste le their status (i.e., driver's aaaidured toe peptise is tone et prwt ptM es es wrelsed
a li a, inc.) occurred.t.) has besh wed poteetiel. of
gread. 1pete qea ell be•feast se ease csidared only.
wee ore or sere aeµlante;Pett sell geitldnttna.
Melt Period
OW evilest for a job sick age CM le whs feta ha/ie eight have he
All new mlypear rapt la sefanw[ personnel. are in renew stall Bet dlrrlstvaigi t, see, st alleged illegal eteesiWsete based r•es.
the lint sic rate of that[ wleyrot. peon completion the C of the we cols. sellpeee e. rety3 oath plitial at[/1Utda or belief. W.
period the setae will bete • full-tie caber of the County wonhew. Lediay. or other e-ttelt edpaa LS. LW aeski tleale. s.teceda
re tatter peeled for la decrement pommel can be found in the Personal • Pacer..w ipel thi-dad dated by meting • report to to
Policy)teal or as mpinanted by dwrtayel instructions. Director of Men and t teilin y. The emir of
Mena"awl MaUdeeeael call lhlnat 0 allegor•yed inweetigetli officer.
BOALOYT TO TRI WILD COURT PrrneL WILCO(WILD Cent g®lv'S OVICR e•tKda K eM Pmamnsl By}aedse[e led to art iwle 1.who will at e
_ melee wed tenet reoMelµpd ltreo the allele carp awl will an-Ls se
• eve ra Period a trainer with-p and -alma. eft• will thaw ten that into ea
Meeset1 vsela,wed -Mentrneelpmt if there W bee Illiaa
Lye Wortmet officers are in a review state for the first twelve naltho of discea atlon fie he.aim
r selatlp wetter. the set ef
-,� their eyloyset[. Law rst sixrot personal will be awarded Al hours vets do
ad- aeim is teethe see to LW Stine etas to mare,het
' at the end of their fiat eU months of wloya t and are wtharased tow der isilvteel tttegellh dlneselnaed epee realm peeper. fair ad
it. Offers may be terwie•ted without cause anytime arias their renew DiarDLl'emiJmMoa. The alleged Slane coo,did-ale sat Mireperted
pert. Weds v days KfKafweslea tat"the oSpltsat did settees the le[hat
haft applied fee e Weld Crory. Le amtipties ell be gee wire•
le-fylstnat - W men day Ott V ditties a is result of to asrlptisr will be
.r vita the feat five teeth i dys.
Open avaml of the deprtrnt beedhlected official. a full-tine employee Matti r 1*1*21 B
who resigned within toe peer
fa geed standing with the County may be rehired.
Ue de-eylsynat. the employee shell he select to •l conditions of
mlwn[. lac1edW•aid (6)or twelve (12)month review period.w11asL Is accede s@ with Satins MT a the Mehl Coati Ike Rabe Charter es
enyoLtsee or erlving veto Mahar
w e male or st.Wald.
to sealant of
:^I,l`.. or pew she U-ninte to Mahar.ea radon.went. d above
sister
or tee. A stepolonr w et hews sreLties tiniest above plate War Mahar ter RECOMMIT TORTS .
When • Chief dopey to ae elected official or the UWraheriff is selected
free the current wort force ad flits a mitke coveted by es Clarifitate
System. they than have tie right to return to that pesteegithle the first
6 soothe of•ppeiewnt.
POLmCLL ACTIVITtn
In eeeetdi ee ant Section ea of the'.Weld Coati Roo Lie Charter no
Are flit?. ley
person employee g'the Canty except en elected official. rho seeks
Matta to p•Raat public.Offs, shall cease a lave of absence. without
pay. Leadiatee ester esems,mat af aanidsci. letueets fora tem of
absectuaridet on. will be date threeµ the Personal Doormen W acted
. apes by as go
ad ofPo sty Ce $eKmrs. Ldw te4Uam na eon cLa
ri
of capes w
manual
w>_v
i) '35Yae•�bAw H � � �• �Y -c <
„stk.,refY et..M Cabe. (t tY
* �cz i_ +s 4 i ei.e•.tli W q� Imo. tii.c011ry•tt fl laMuYiaur.' 'ir• von e .
=.x+ ...,,,.Y � Y+•" e.l� �...,.SlerYr'ri�4W Y+�_ lY •�leje•
tr g- 4-47.yay - s -_• ,y le get
•ef htr[N to snub
+ •' t. +a..♦M• r .• ` •-�� ..5W to counties to dirLni.
"' 6 r " wY•A t Yt fc tnln•ir .it•nt 0�f•
_:. Wi •q llseN R"
w^� ¢ "" }fl;- c a zxY �gqeq�r*tW tb o tr heir
i.i•eett niiieui
.'.( , q r ve.p twf " tMir d.•itrn•. ail ef
A vsp ansmostl.a ?s 'T Kt Wirt to ltrirtirrf rein
_ T• rf } s wl»w�wa1 : Nntfr. as t reef
C. to one tin eekt***. - •soiK•••rr t ^x` «.
en t•§f Y •rl1n5 that to
D. Meissen CtKYtr i 1 WI officio*'ir'li}10Se'ie Itwir taw
+ c-. Y !•eettir et the f•rwe.l eeetree••sn..I.
K Fall ..tiet- i�!Y.r-tt- elt�t*R
eetrtee i • e•n.bee ea[rt•!'i[Wt 11<ir Mt lKtltr t\y rent•n net boles
comsatthat meaLe
s ��monies.
etas
es t•s-` .alt emi ens 2. att H•'� 212
te. t s (� !! taus.n Pe•$til�i.e•ta W.
MS W - I. t1tW Ye Ws. tW tries ii U'
T:- ' - ¢ Wt is lteio.e t. e•iih tha
Ceetttt.r w 46
. 31C �Jq�- - 4a l • �rrt••t r
W{•1soeM
.dh r aaboit W civet of-CIr p,Kitty of the
art � •11211 t ,ttsi -fee Palle ffeltirs. L Tent* d Ierrori diet.
elk IMP re•eteD i1 'yW n - ^-- .• tw:watty b•
n.eel
♦)x eWPTte ..Tl�V��
lee et tai
K oaksl[tYe♦l.p(ye Yllt�t --'.f3, e" � eyer•r e.YLNt
- C. if}� -".. ., • t9_ a•e n dr.
a. ' 1e�lMr.e,•t IFtul!•e�. **� �•. =^*`
t♦Ie.Ceei.t N. many or well-beta of �.eisfiC
t. nit n wr Mi./�lr•. +ale"' d `«•�..- M *W` aetwl
d. ♦yiit�tt ei Mt!leti a petit le•lerte.` vet; § .` e t }�♦.?7:. eeKW ate.
t. Yawl n .edc. n
K p w leti . v'^lk 4+.<F
L a 94 y,..r 3C•ant . lati;nines
es
S. Ynaeet'tW. 41 _ hN'r^' .rc' Y'„'2, M, :eav uF' lr*•. CY ,-,.a
ertect [tend the .•ear ee Min .* TI ..tit aiwtf
rely• 9-y
-19(
d - e lie caws Ml
♦. Wall Set tieK Ytep.sote K weee.•eihat t.f.t f T 11!art solve tY
�, oe•ee.nt M IeMIM:lyre. eh� • - - Y>Yerwso le
I. canctir a1 a vette
(in eie«tai da raid•rt1 trim• '�• C‘' �, 4r". .,..titf..
3. [rgsly t rite .1 e •fwt'• . .• ,,.. .,e:' �, .S A'i. sta Wield
[. Ylthanr K. rtrlei saris r Oa e1.ltr.tLreAS.lr .a.•n s n .m < r [ceii. .
.nleo.t. e" +b�+ g 5c "' lY.l Matteis so
L. .el.tpty la ear.r..of.Mee.. .,„94°144 •,,4�"r Ti r MtleC IL pine"'e. Oriy Mler.t ti=i 'illtlrrt r gosseierale r Pa.' 'may.. F•"'+
w n lu .w� ••seats. dy.
o. Cacti.a wlM [b '•. ! c: ° / �.. a Mt - n
r herd •brnL te4 f .t—t eyK W l S t. iwtrnif ie wt[r. -` k i.tKrtir
error d.erre iu .. t e lot r china t..i ate eY a ,..Yw w v . !tw <s)
teeidee a stun• t/eelt. r eha Wad sf,caws Owirtwn. i! � ���� y
C. 5 r aD
ocean of
e LtralfaawY=0•.•.l.l•d. Main li
MILIIMMIRMILIMIIMILIMIMI. � 41ay wM M
..yes... ..r nadNr" o- aR. ..� **t+t--^ 1 a uelslt
ea as M e `o°a"' • Palk matinee le
t ad
gmp• iepne �.. k .
Ifia
Sb the snot a♦lane is formally charged or iodict.d for the canleew of
crime. tbe Coosty may suspend nth employe*. with or without py. Penney
Proeeettio of the efeaw. If as spines is found guilty of soy trim y s
oat or Ivy. the Casty gall tondlateiy waned nth salyn.widget en
well his orisons shall Sean final and be has eshwatM, or by failure to
aaeart•anti b i all rata to new trial and all rights'Of anal. N
tla time teat amp a theeatia is final.the ealyw will be terminated.
Sala td net
.e"b dos by the County. a•provided le this mettles. -
be inn galley
f or w id an iale tbe W panty ll.fa court, original
orthwith reinstate such employer see he
gall tnek c14i beet rat veins. arias such Paled of eempamia On
tes piped. le the w Myw ant a"employee rd be shall retain beck
sell ' to o tbe'den of hie wfputlo ad he sail not be reinstated
oateaee pesidld for in the Personnel Policia.
Ni ptyeM.-of the Naha..cries shall ha datioed es a felmq ore elan 1
et a e oicener as define by state law. ore teeparsle federal eras or
Was be as oast rote. Ban eat laity petty or traffic offense.
*el or win. MUTt. sainalis.AND urn Price •
!s WW un layman
ay
al fall.tin Coney..emplyea sill work a 40 heat oak. Tapet scheduling
4 innate eselenee to at oo-(or lea) than e hosts a see day in order
Ni n:deparseat as be,men mai affective and/sr to better earn the petite.
awed bets ate g:a a.m. to Sea p.m., Kenny through friday; haver. W
beep. a!say arena. wpm department made. 0saal toot wok of Weld
t Ginty begins a Malay an ads as Saturday. County sepete ere to report
to venial wk sues.It tear to been wort,at dafpetd statist tans.
syllikada TO iii Mg Cann MGM women 00van mama tuna .
Week Shah and cost On
AB eanpl woe rimy for paramedics and PT'.will be 24 hours. Their medals
is as follow ae a,day off.day no,day oft, day on. fear days off.
rant TO Is nut anon Return nMa00[
at taa*t We h I MOt Ovaneat
at Ma orb lie ffi
the optima;M Janette ad Bridge. bring the months of Shy thrspp
2,4.aa�M vitae have•aaest wea day of 10 bens per del ad 5 none'work week of
pa wen: Iles Veld tasty gyisoar W, at his aaeatioe. sine or
the assn of ban oral per week o a a nor leies productive
lit Fe• 6402 the Psdatia ad bridge. ties the and and Snap
shell-ban a anal meth week of 40 beers per ath neat an
as shell td dinette.
ll dinette. Mcrae.to-Mcr the berms
=IL 0 wonelw aR ay ad tonally wenn pet Mak es a to iawee the
M- -u leap of such'divines.
▪ eta�(-e .S t se is teed eel kipBekapat empleyeee an.at
Oa YMINSN Wi&e fill Cesy Wtear. bees prier o Oat ea sap and
eta ens Sot0 p.n.. w a te rant a menu ethsdel1y capability.
g Gia!!f TO in ao C0MM mina R aO m lino OMIT dinars omen a
gMla/r-ill Ong T•
{
r"_
5' tars Legal Notic L"aD°"°k'emplayrsa workisi en { hour day may receive. a .ahrdube by eM dpjRNNh[t}e
be at opted official a 'minutes for lunch. Lot taken
hours will vary etnernat
�Cplll t9e t, to an employ• 's work schedule, Lunch hours not take may not be N5ND1eteA;,
Wnrt'••k n4 Work sag or tamed et the bg1=1ng or end of the day.
:".2., /'„,"', Jail�Iepartmt-8 day cycle[ 4 12-hour days on/4 days off
m # 4t, , employees working 4 comment= hours ay ho.,,a
{ 2 shift. 0800-201•nd 1000.0800 hours ▪ At the supervisor's min to break i j %
=engird n 13 minute beet used
does not disrupt work flow. Breaks not
field Dimitmxt-7 day cycler 4 I0-hour days on/3 days oft taMo hay not 1*accumulated or uu.d at the beginning or cod of the day eE�leeyt
conjunction rlih lunch her..' - :+•6r pints
5=i[te 0800.1800. 1700-0300.W 1200-0800 hours .,�' ilx- a 0 T e , Zvi
labia.Department-7 day eyelet 3=hoer days on/2 days off t'
VACATION
2 shifts 0800-1700 and 1600-2400 hours .1'
PAID VACATIONS: No(Mud leave in earned by temporary. part-tit,}apoacl a
NIR IpbC 1 - • period will not accruelvecstion paid eaaveess. Mplayses in the during the initial rein-periods Upon
Sox departments are required to resin open 2•hours per day. 7 days par week sue cspuful c000letics of their initial review period. **playas will be
the Sheriff's Office. Ambulance.Department, A.b.I.C.. Computer Services, .`• warded.' hours of,vacation,time per month of the initial review. period.-1
lwilding'and:;droned*. and Coemuaie[lovs Department. Employ ees in the= Employees mey begin to take vacation lave et the toepinion of their,Mittel-.
deparexnte-will be required to-work-a minim 8 hour shift•during a 14 hour review period. Vacation mutt be-schaduled in advance with the employees.
period.-+In an emergency situation an n ployee may be required to work more supervisor. Vacation shall out conflict with work requirwnts.of the:
than one'nhift ill a 24 hour period. department.;Annual vacation Is paned on • mthly basis as.of.the 1Stk at'
o each month according to length of County aerviie as folleu
SUMMON!TO'186 welt COUNTY..WLOYR HANDBOOK WELD COUNTY SNIk1R'I OPTIC' :'Tame;of GMAT Service Oat Ian=Aemlly'^ ...
T' 12 day.
'VeerS
:_
All units of'tha Sheriff's
Office work.some shift work rich the exception of f " I)da
the ect*terdal pal. Dwrl1 but War 10 1
ON CALL'STATOS' -
Over 10 Mtn 18 a y.
To provide'necessary county services,-various departments requireon call
status /or employees. Appropriate m nation methods will be developed. at Over•ni 20 days,
the reqwst of the department had/elected official. by the Personnel •
**ploys* a 5
Department'and will be eubµtted to the Boardfor approval.• On call status An 1 ay•• cco ust ecstslac in excess of two tides hi./hoc annual vacation
will.=•l'1 Sup to only pe number employee' verage to ate exeunt fro* accrual.'Unned veca(SIPN.,1}ll be payable upon t rmix[La of employment.
coverage( n Supervisoryvera prsomxll providing coverage ate .temp[ from h•
will.ha paid tor cm thei If hourly lyrpersonnel amnia ant o ccera.g that Official holidays occuirbgduringvocation leave r nsnbc t holidays. not _
Dept tental Sepd_n their h hourly net for.actual tins spent on ulbv (Ms as t of the nu a 14=s, era{ J closure tsy during vacation (100t
are Ospartwst6gYNleenb.)q an ) the annual e dek t. on shiate of other"than. hours (10 to 12
maintained
on ads(be vacation at the rate of 8-boos dap b=rae will be
OpNTl. melntainrdan tpu bPle. "
Mauler Wort Schedule Required. Itch department bed/elected official shall SUPPLf1flT TO THE '.181002 COUNTY AIOUW60 SONIC{
prepare a schedule daalemetbe the hours ash employee in his department shall Pafd fatatl "-
work. :•Met for the County by e.employee at times other than lets so
scheduled shall be approved in eduance by the department hard/0l.eted official'
or, in mass of-unentleipated emergency. shall be approved by the depar[xot Persons On shifts other than N hours will he a v awarded vtl at the ore of
hall/elected official atter such omegas=work is performed. 8-hour days.
Reco l be=Detained an hourly bvlo
tt
Una; of Overtime[ Over 40 hours per week of work must bet in accordance with NOLIDAI'S ace ],
the ollowin{t ' All full tine employees working 3- hours per week or . ive the
A. 1 All overtime will ha approved la writing by the department head/elected following days as paid lid o)... Oates trill he established annually b7 the
official in advance of use. except in mrgenty situations. No employes Board of Co i io rot
'hall '=calve empeNiltimer for n overtime in cab. In time off or a •
•caitatios Osseo: unless such
martial .Mork has been approved 'b I. New TeareDaY ''
writing;by the department bead/elected'ofjbiµ'am et forth shove,'.-' 2. Ll c 1 climb-..] (floating)
3. Washington'*Birthday
I. A neat:not record of,the approved overtime will be kmpt iv:each 4. Mans ial'My ,.,'
department. Total accoolation of overtime may not =road 40 bona per 5. Fourth of'July':> -
=ploy=within a 90 day period. la emergency steuhtit.s a d a moon a e. Colorado Day ,,,•,
pantieml a department head/.lotted-'nfficial may request authority from E.. Lab r De9
the beard of Cetieeien•re to exceed the 40 hour limitation. (Spa I. Coinage Der (floating)
Ambulance Departmental Supplement.). 9. Veteran's Day.
'0. E era'election Day (even numbered Years)
COMPENSATION TOR OVERTIME WORKED: ii. Thanksgiving Dry
- 12. Christmast My:,
A. Full Time Non-Supervisory Employee: Except as otherwisespecified 1n ,;'....
this.manual overtime for 1 i d employees shall be compensated onet hour When'a holiday fall*aria'Saturday. the preceding Friday will be taken off.
for 'one hour' with espmaatory tau off. Department heed/elected Man a holiday f5llt pna Sundae. the following Monday will b take off.
official t Afford reasonablepport Sty to the employee to talcs such J,•':'
tontine-terror-rime tontine-terror-rime off. Compensatory time off must be used within 90 days To be eligible for holidayypay. en employee must be on paid status the workday-
• of dote, end or it will be forfeited Coupeneatory time d above before and the workday after the holiday.
will only be paid not to *steed
ty hour* when y terminates employee eeigmed(to shift work shall receive a greater o a lease number
resolution y The bard of County ory et ' may authorize, by of hole
aid)uponpaymentofonanthan the Seeds of the County. during the vocal vOrF weak.
S. Supervisory Employee Overtime is not authorised for supervisory Employees working on• n official holiday shall receive art In lieu day off with
..ploy pay during the week., parsons on lb* 10-hour day. 4 day week work schedule''
will receive 8 holiday-eft Muni In ord.r to receive the see total holiday
E• Hourly Empl year-Part time employees who are paid:by the hour Red who off hours as employe%=en 8-hour shift.
work in 'uses Of 40 hours per week,will receive pay at the rate of 14 w -
elms-their raghl•f.baggy tots torte h hour.woyhed i emcees of.40 A day prod imed =toy ational/state Nou=Lng or'cal ebraion shaII b1
;IlOuttl.,-Ml.pverti.e:':week lee'approved in:ad not 'Se deaEribed'above and treated the ax of,*•holiday.described above.
must boarecorded ion fforwarded-weakly to the Personnel.Departmene through - E
use of time bets ' (Se Supplement for jert employees.) •
Road and!grid{s employees should see impartme 5 l gupplas t on cmenuatoty N PrtssioAL LEAVt
tiara and awrtiaelpolities. Sheriffle deputies sod correctional officer,below
an eµapprove].
3.-Y
x
the grad.of Serget r .up.front payment in lieu of overtime. - - •Open appr µ of the;dipartnt bead. • full time employee say he granted
f professional leave tt.attesd professional and technical conferences. meetings,
SUPPLE:' T%TO nil WILD COUNTS OOLOYEt NAIOS00R WILD COUNTY SWggIIP'S OPTIC! and training theta pertain to an employee'e current o a or ayh dunt es. No
rmore than the actual:tlma.needed, plus travel time, will ho granted under
Cmaetleq[mt.Owrflx Yorhad professional 1st Profaesional leave muse ha arranged in advance with the
employeei eupervieor.-
Any aid all,nmpenostion for ertime worked is paid at the rate f 2.32 of
' mthly.;eelpry for,uniformed/coaieeiOned officers through-'corporal'. No NILITMT LEAVE 1 -
compamemSesl ilme 1!acamlebd E L t Any officer or employee who is a ester of the national guard or
Officera. ill ..paid haehe established sets I *yentas involving contract "[orcu under etiaderal law.hall be given oupf to IS drys ing, military
sv14t':y1t>L '•' leave without leer haabHfY Pay. aatun. efficiency rating, vacation.
` sick leave or vioe%a•etdta for ell of the time he or oshe Is.en==d_hIn
e
SUPPLym-.ID Ta Wilt COWI(..IOWTU Unlade CIMR AIOpWCE STAVICW training or ervlca'isdruaa by the oP erd f [ military outh rlty If the
employ r officer,ta'Wq L d to t1 in military 3 beyond the
C la W=rtlr-6[krd -- { time.for which 'eveewit ay.is allowed he hall be entitled to la
without pay any. 'be reinstated following active xrvit in time f'
Enron=a cart '. traight tie.h rde=dice .Materybeli apron v%nFnpnty w wag or emergency.731;tooliry shall be i accordance with d Sections Department
at the t empl%pia partiglt'ation Pen lycrau d is-continue pent Weld-County and 603, CRS 197119C We of should b -tubin d the Depart t '
Smallana,{nnt='participatl it their Ali life program. Ne11emp[;.pay is Mad/We[µ OffM asdiTersonnal two weeks prior to beginning of yeays.
not considers('overtime pay!o[tupa*ytaers o[the director. +•
MILITARY LEAVE AN AMOUR.
• tia:yip not ncemlated for tie..nsheet. time but is paid•*triable forime , .
and 1. tuaytl J ed none time sheer Supeni ere s µtgible for Weld County q.eo •t all sections of Title,38 U.S..Code, Chapter Al.
ove[tit paycprshifts:,
none of the e lir.mpl%W are availbM t0 ttk t' Veteran Magian* to I dulled ant rmetin. cogitate the a rem t
overtimeshifts The director.=not eligible for ovnnix pyblean=e1D \'f Departpane st ,
BUTPLf®17,TO TCt Way CW1RY=nom aIOBWN' .' A+e+-aiit.uY,a'•'4# A'^ 1®ICAL LEAVE OT ABS .
Coop• COIRTTon for f µtin Do�ked' S. ".x •y ° 3 '�C -_ -nju--��
'-'''',14.'"'"-- - ,+ R wtT!H Ri A gat[So[• - W [. b a< without pay tor 111 • -.]=bibs
Comp soft*! i Wer[s..bt4µ 'M"^ Al vd F2°.0 injury request
mud[ r' N `lYte} [[ [ from the u pay .physicianortod include
two•. v p a eve le antldp M.re }loll Medical le only be granted attar •ll •
Within the operational IM
i are of el Road and 1 Ida W9•ring 0vettfr�'; •arned sick law `,bla used. I c a where aed1 1 condition would '"
? accumulated;duties the pril. n shall normally,be.take during ch and binder job =Ho e the physician's statement ,should canine he
of November-thtoush'.April, during which'time hours per
at the load. sad '!' underet•.Lbs erd:' of the type of work or sNeifto duties.oL eh••-l't
as ridge Deparetat shall work • v r g t 23 hours pat week until wFA time.:. gmpl%pg, v.
µl ownime'*tcuMletad during the maser months has espisN. 50>:'A r•
The department , of rot:In written o[the naploy s3ntant e.
Employees in the Production and Bridge k during
mayt during tt•work wog that ' return.to work s of return..within two•weha,po tkoatilt.opIoyee a ''
contains the holiday ofte.July i, not wotk during that week.but wN she Countdy return'data and ':S by the empl ye physician,of the'amploy r
ngrte in.,its plea. This must be requested se= ye[,by,the towsry • ability to pettnym, 'rtl dueie. • a+s
Engineer'and approved by the Board of Commissioners. f .... .....
Tim Sheets
In order'to identify costs per project. load and Arid= is required to Lenbult.-..
weekly time sage utilising a specialised document.
Hourllrreloyan
goad:and.Bridge=ploys 'hourly personnel during peak produetiee piripds4A%'
These employees are hind at an hourly rate and receive no County benefits..A+1.
budget lime item.is'established by the Board of County C.iseinere:Mr.Wail
solaria*of these employe. The County Engineer Ms approval authority.for:,.
division placement. `'..
It is the ' f A '''y to return the m oteys,to the ante lab and Pay IL
ratn yea held prior pi on medical leave. Nanver,. q beno of the nature'
of Coaty hwllle••g ie- slayer possible,to hot(as employts a Sob open st
during hisibig'l hosee-wee whaµhe vacancy,wt be filled ythe d .
e pleyw wild bi'p Profuemoial recall l! t end be called when the -'1 C. The Bank is sane by the Sick Leave lank Governing Board. The
°pang f r, `•lifted to,pats.1 pa hf,huganin a`y„ra I Board is composed of five (5) members elected by the participants in the
' i'. .y.,t,,;M Bank. TPA following conditions govern the granting of sick lave ay
es• .ataW,motpllreehall-mot W 4T from the Banks• da`unless latent vWlcal cif t•ate•andior'cooplicetionswithout,r.
•br.E Ste noel{e , end sick low x111 not ac toe Y431a N motto! a 1. Applic•ti forn • available through Personnel. Application for
1 afiehelpc.f.T i lay.e }S,atjf'Hl t t u ad wtme t .h bansfits fro• the Bank re Wain writing to the Governing:Board
of ntbd'nloyo. eh--,2a b e fy t lWi via the Personnel Department.
' Wa e t i t. be f atg acre�..`.�P'
t* '[%k 2. If • m•abty is unable to aka application for himself. the
• Tell lap f<tttfm` i ha r 'plane,duaal h appllwt{on maybe filled out by a family maeber or other
lobe. t1({e, .iia tklawelp, hl beet,{Se ,of,Jamh sl ww•sat [S
D ":44.)1 ro aplpet in.1q /provide�,l t.`tht�eplq ' .
is itey attire peg iqa te edtw t that, 3. A medidal doctor's statement'specifying the astute of 11.1ness. the
1Ne r 'put eA4'1 t;.q{,ovfrage th„ dates:end adios! service.to the.wlyea and the due of the
ga+y b f j Ntlt ['•expected release for [ to work will be pruwted with
°0a 1 Wt S Lb• ppliretiw
/ prnv in e alt', coil,be it official:
a qa of
-'for edditi.na app ff by debt:o medical m[ftwimi 'Requests ' { for aprOval must e. of tharequestton to his dp•rtwt head
lot MlltfaaFly�lr yft'met dada medical rssanu will be crested a low - hfor earing
or tins ft dapattment,o die head any insAttendh -M
• �.Gta(td. t0 SttD 1 tl4- N an -' B eiµ YFtb na ten:mailer
that individual to of edi problems ha rY
DYih IS IIa®LSi TAMIL a a S t ,^ butt with•4rye abler of tick 4y bane{granted.
r"b` j l.'in'tb ep sera .' y.ab.g ee-death tinnier
�,: r
•Ipl.y.aa,bYtly'da• apt ad/.l to offigal f pre by iod not toll read • S Sank days will w be granted days,
an employee has used all of
a
epleydayae,l lati loyanno h sow. ptN an.Cs.1 Ion • Necti not to exceed h1 /her individualisah sick lea ores, vacation days, and any
Walden* 6 lother a titlaeo• t&,.� etebcle:aeva. emergency.
ss anti t n, or u v comp waslom dame ha how eec M[d.
'▪ -atbarglave other s.,of tki Jr111ag:}aej oar{ y_law. eaay .. _ p
''ste,iolene .the .J:atptitb't 0. file:Let IRetly yam utter. + d lot pre than th period wtkln{days may be{road to w employee
ei.p.e s, .dtt • 6F' • w •taP•en haunter.
adt a•foal oath pniled
S • t cue, !l:lerfoaashj {p lfr grtetlestse,1 7. ,
S, fns ry lb • iplV(gtMani p d . i pto haHick Lan Bm Govening so a can't PPro sick law den
§ 1a C. VvV q't j-+ �,F k. u be {rµtN to•pl%w !v n am��t that We'[M fiats. et
I .pia afi t :t F f link lend1ha an utonleted In the Brat If the need"exiat, the
t �, d 1 39r.ynor++a urge.••••lank.contribution of eight (e)
G :t z •ddltl in p.t.tra f tba ssors 'e tad Rank Contributions boons of sick
Du timafeipl • qui to N e a itp ee br j or during scheduled `4' i4ava • e6-tha,aepNLGted herein cannot he accepted by
•n .'iwtky Smrere titled t tidy#!rave of chehti appeal d,furyj Y duty,1 tha baky� ,
qu•r'1*sl ie,l{ha trscgip astsisyn<the mityyjrill tali ers& the employee.at
d..'tull,pb h.D-pnJaglpt?at payh,E he n Ih•la sleetof submit• copy of she 'ice're'''' wludoe ss t the Ink lorrllaa*s o{laasiy re.,
/yo/�lie,Eare ! nidhepate than tlrrkpo{uby ti.t relative to tiro ramp f• ,r - 'F't ..
of o ime a...,h1tu{ allowances cae� Ytp/alpy,ales epployer.;:. „ +'. a TM {I Bank is duyoad [o ill awn sulnaµ but rat
-I - 1 y lt.plt a fe yovt alyeWst nn stroke pregnancies,min
R+ .CNYLD CASR tout, 1. T%J ,'r �p laasi anti We 1"os ttiic[4 q•p . and attain, -
wrker a c time. r ry' W occidwb.coverea by
• 4bin pa3oya:adopts a,cblld and ye see lava t and the child. the _ u
enema ie tit:siigible /or sanity/Wtai-.l awn aey not vet sick law -r`( ' '
} - 10 Any onaetdkick leave graved by the Board halt be reran d to the
,ht.ha Chad state h /el 0 leis •d �faitiOn fame' woad, ' .eS Ydpy
iY p eefv tF''liit e' r upon t nisa fr the County a Bank member will longer be eligible
• w ?CAI CICC l d.:, draw a if w Flu Ira tha sank x i
Y rWl eetielet,.ht(,lme deb Oe ithw 04 f good ad • The sick law B•wning Board shall report the autos of the Bank t tha '
r ceee wie5g f - 1 rre w•eke( tag allkee go�ead Nod leave. 4ch Nrta.Wn et to begl ou nt o[ ie calendar year d quarterly report• _
eT«be sedelinJconsidered {vldutdl dxplttyiep fo lave of•b*bronco wt 3 dqt Ya need te.eYeDeaed.st GueT Caplaloara r
,#6_'N WaY.Ltnitlie Pbefore,gth tcrtpp[oent',4'.writing by the Impartment
not
rat seed/Rlet it Offayes before the towatemami a lave Seniority will be .D The Sick nave ha leak,Governing d BMed assume the lull responsibility for ,
he'd°pflutefs ovar.lanr {{O�nektatork-u ta /n e d leave of hence • the control of the Mak,reed all decisions of the Beard are(ital.
period,g swan.r Right 4linl eiatewt ahal ,es-"granted
unlgat If the employee'on -:preens
5 6.l wenueaat,it-Nlnfl ppl01e rat.rev', '�.�O. If the preens Sp lvimineted at say ties,any hours rwaag a tins bask
y.. :. ,,/d,�¢ t . fwd . •hall M+ divided ay the'rar•at that ins.•
wA�' W
1 %Tae eaeauia le tA•of, brlavess' .bon will be 90 tl Y 'This leave hay hR111N Ale SAyRf
`be y a vri only ppBiatppronLefreha hoard areas q M Sulwre and titan y < ' _
n :only YtittalpplWtsa,. lJ wtoos pt . ,t
yIf,ai o'e'o'dro M 'A,rL CM!a .M1 of'rift'agreed upon
a ylgae`das en return g.noon'or tsfore the up n date a •,M1 '
'epsideed =a/twrot wittaYagapttlestaleaaatn the employe* will beMinimum • . • T. 1 L d tale-.,
41ye• • requiredrequired:to s tinnily'with •11 y owl ty_ rules andregulations.
:r1 tilt • .'L t failure to do so will null st dl enif Y action and omit result a e
. ,OD' I,,. .;L� y-u • _ rNlur. to In'wy'wit .aid ail benefits(Its if a t tinned from
a' ,fir v failure ap.p Yttt sit safety ruin. 'the anpemploye* Ma MY tquestions
s, id ! tf Without a taw�; tautening • opiestne[ reCounty s *anal
should t t [ his
• NiErdri. `- -supervisor. tapl*s N the County safety anwl are uelleble In each
WOITINC OF 140044:u
If as emPlenn le Joinedeieven slightly. or suspect he hag been injured. the
asployme suet rppin this fact to his-teed ate supervisor et The
I LA SALLE LEADER August 25, 1983 Page 7 spervl will on char the employee eats .rat aid Cr, in cage of a sere
• wraps injury:`apila{l w w a
-ntsnela.
To be eligible far wotaer'e cospenaation-bftta ea*Epinal t be.rined
d and treated Initially,by the Perth Colorado Medical Center Emergency loom or es
•
I CLOSURE OF COan OPIRATI0N8 . the hapinw
lZre m.ncy room An injured sapiens should:inform the
. hospital that the billlag for the treatment should be submitted to Wald County
in`the event the jopnry,Qo• opennone for facilities dew to inclement Worker's'Caapesatian' fund. The supervisor will.complete an Accident
Laether or other ryargencfee. lull-time nploorM led to work will be t etlloyee apes,andport injured employee will he required to sin it.
paid. Employees requited to work during such closure due to County needs The aptoyer'r;. et
Import acciof dent.
ent yon t be submitted to Personnel
shall not within 24 hours of th.el Office The Accident Investigation deport w[ he
An eployeb• lraady od,leaavioedl•eelery con anutlu er y sNasbery area off. euhalLW is ten)uasNP.O/fits within {R hare,
any type re s closure day shall be charged for ,�.'
that leave day as 1l,CnmtY sppnt3ag were natal. There are three teat for these regulations,
An employee unable'to rbe in attendance due to inclement weather or other tip^I
itamorgenc las when gayety operations end facilities are open shall be chafed A. Employees,seeking,medical attention for job-incurred injuri.es from
appropriate lens. T doctor.,'ether tan those a,thorlad by the County. ay:have to assume_
.:;51Cr Lavl - the cost of euch'treetment.
D to,. :: at t.say prevent comp from developing. such as
Sick leave is a privilege given to'full tip eplyees to be used in the _ infection. i
circumstances,circtances, - gg .
C. Tempt reMrting.of'ten accident which produced the injury will wble�
A. Wham the enlarge is amble to perform his job duties bonus•of illness, " the apemen elf make prompt inveatiatla. The investigation he matt
injury, pregnancy or birth of a child, - might rave. •Ihanardous condition or work practice which. if not
B. Visa Out employee as Wical.-our surgical. dental or nceedr cpWt lead to a pre serious lo]ury.
{ optical *salvation
or trataaq - : All y's wlyir tie coverer"by the ti•n Worker's reacts Act. The
C. Yhn aega ne• eel(-thee of acme vorke
a' compensation and neural protects all w
employee Ys eaccumulated
required to care for am ill unbar of the tmany one against total liar te'lscros and medal s It expenses as a result of
luny hor•inspas•*semmcco mints for up to 40 hours for w one Ch rre act •ganices7777,it occupational paid illness. It efould bit noted that
he
Illness or injury or until accommodations for an cu be made. Chiropractic mat.as YSll not be poll unless medical an mural is We by the
attending Physiciapatin ttcotan, with stet* law employe*who suntan*
i,
,All regular full-ins'Employees are eligible for sick lava 30 days after 4 injury or mcgetaanth illnss, while performing *seined ditto, and is
e mployment. dice have is accrued at g hour*Nr month from data of hire with , incapable of peristyle the normal function of the job, will receive repast
e o nazism accrual-1 e. Accumulated sick leave is payable wpm tezmiation full glary twit period sot to lauddays throe fw data or injure dt ten
at 4.the hours of acmwlued unused sink leave. not to acted one month's
onth'• \end of the ;Unmay.'the employee will.receive 66 2/3 percent oh hie/her
aleT
�CananuM mpape e
hplyw are to report their absence(s) doily directly to their supervisor at
the employee's regular starting ties. Tailor* to report may be CWidered a '
'
cause for dental of paid sick lave for the period of abea co wiles* the
e mployee funight•an acceptable explanation. Mt calling in and ebteaing an
approved ebeent for three ay is considered abandonment of job and •
constttoeu a Yoisa[ary.resignation..,.
An employee my be required to provide a medical dater's sport of any •'
!Rase for which aid leave is regsaated. Ahaea of sick learn or excessive
absenteeism can result is the lea of the privily* to an sick leave or 10
other disciplinary actions up to and including termination.
SICKLfAVt SANK . .
In order to provide•no cost short ton disability program for wloyees the
County bee eatabllahad s Sick Lave Bak?rostra.
The Sick Lava lank is based on a voluntary contribution of eight (8) hours •
per eeployee. per year.i Employees who do net contribute to the Bank will not
haw the opportunity to take advantage of the Bank. Subsequent admialon to
Bank participative-for nom employees shall be allowed ONLY on the first day of
e tch garter. i.e.. January. µr31. July, and . L11 other eligible
e mployees who did at join the Mak ay do so on the annual open enrollment
data in November. to he effective January I.of the following year.
A. „T a sick Leave lank was fended initiallyby • contribution from each
employee menber.of eight (p hours of that e.plyee's individual sick
leave, which rev deducted and credited to the Rank. For new employees
the rsw contribution will be epode on the first day of the quarter,
'.follwing'ns yeer's eploymot:..,
B. Sick leave days In the Bak ere carried aver from year to year end an
additional contribution is required in January of each succeeding year
while a"member of.the Bank...Hours donated to the Sick Leave Bank are not
refundable. .,
OUT or gTAn TRAIIImp TRPB
fvIf resented is the yogi,budget each depiyt Wll be allowed no sere
than 8 ovenight eat o[ state train fps. person attW Page 8 LA SALLE LEADER Auguata;1983 training rweieg eweeitnwe me trip the son quipster= attending training mating. W31 be dominated by"the deparrart•y . t o et stave•hallovera he peening trip,,for which entente i eased by truant stipend..hall be exempted from this nip restriction during the bedp[•ruse �.
w - County Legal...Notic a ro nl of, the lord of County GrinNeary ae ma of Its •regularly .
Ae scheduled ropey. or ay special meeting Mind leaps w a ego b mew Kant nub m y�
W asl ry men generated deductions for the period of Injury
leave. t During the `Porker's ca enretion leae. employee allowed not
county per are allowed one overnight wt of.taw tieleleg trip pee ,�
cumulate oink vacation leave. Before the injured Cant a year for e eaten of S trips per ruse los the ward of
return to work, a written relies• is required from his/her doctor rating that : J Caewleesrs. - - - -
th•„employee will-be able to wee full working rwponsi entice and duties. -
Pe injured pal hey must keep the deportment head/elected official and t cover e din. if dwlnd,will a paid w advance of all on of atete tripe Personnel Department informed of his thNf[Lw. Injured employees who canexpenses for retie• nes ienwls.MI tan,end puking taw perform less domino/Job duties say be assigned other on With
If e by sir fan end ring be len ton will be paid le mewl
the department heads/elected officials with consultation With the Personnel
tuned.late the through ice•
Department. Mooting Depxrtmat, ethane prepaid by a-C•aty resent.Mileage shell be paid sound trip by iir conk or O.w
MEDICAL EXAMINATIONS (1. thestatutory ran.Whichever!e.hype(. t' up elwldW de
If the I Mdfaes is physically
an raslatic nice standards W rem that will be lectesibia for it s head•of he sCoue edby their".Maw . . ;-
employee is physically able to perform the duties reheir s ef.thenixes.of the epnw.
All employees net sect the **dint standards for their,...Specific position. �o =f
Applicants:for a position say b required- to take w` tigl-employment ManlKa sew be nNItW by
nftwea•awt. rd�w°ebsesd 'r undmpaiqutykMd. [ N..
serer eiof An employee say be f n't to take, asd.lhe ova as acon r
head/sleeted
of ew[lal t employment 1[ in'appears fudgto b. tb[•wimp Meetne ` wtscnLytwpg nzcin r .,1t f vy
his/herea er forma [her they M1.ltd ld be'Adversely Meeting the •
• ± uc Y. r
his/her job performance or the assigned duties could be' eel to the
' health of•the employes. The Personnel Department will e�the-apical
examination as eon se possible once requested by the Mutest Reed. is '•t a+ &
SOOT*. or ,be Placed o deinlaretive paid leave pridW the medical lanes et the,eases et
exanfy ill •reaulte. All employes medical emanation mein
by Weld hrty Wire. employren sty shout .w r::,
Canty will be poad for by Veld County. Weld County will taein the results information of • eoededw[tl eel pets this latersstlea should not be J.
of the medical examination and will tuNloh the employee a tonneau.quasi, discussed other with authorised ;personal. li.ry'Reties. arises
concerning cw[ldntial inform. ha 'Mich pe employes thee ply.potion. the
RECREATIONAL ACTIVITIBH. -' employee should discuss it blether minion ima Piton or
disclosure of confidential nsult intonation ebtainet in,thecourse of County
Old County dna not sponsor any adult reel este tee aetivlutsi Any employment could,- generated in personal the airs. of
•orts injuries incurred b . County including legal liability and discharge. Wetmore.
P v] bye employees an cwadenl Work o[ ing copies. ldCounty M nurse', ',Coney'employment •• the
assigned county apneas. .Therefore. they ere' not-covered by Workers' -- exclusive property of ent and are not to b-uW for personal use or
timpevestipo as job related injuries.
r o retained b the pennant pewaton o[an employe*.
•
K.
ALCON041BD DRUG MUMSSOLIC3T1TI016
Incept as when otherwise specifically autkeaiW by the coney, solicitations In the,interest of the safety to.ell employees and to prevent disruption of ea County premises ere subject to the following tales '
the nark axes•'it is against county Polly for en Minn to con•,a twiny rv-:.
sr .o di -.
possess alcoholoe influenceounty property. It w also against,W policy to report A. N1ariale sheOilman:.clefd to en ono so alrt solicitation
to beieew w _ •
to work under the of alcohol.
u . sepal shall be d!tributN.w end a licit clot .Mil be seas of
as'employee In any public ores Rithw the'praiee Any !elicitation Illicit sal porc or peerty of spinetanoffcountyis Polity. This applies ts
t1Y. l'•.ji -_b
all fotee of narcotics,ssionis depressants, •tWlwt, or.helloingnlce whose . n •.
salar use or p ualon prohibited by lase. S. Solicitations by rte-wployeer Ww-rployenr mey not solicit on the
Catty promisee for any reason whatsoever 1' ,
The only exception to this is the taking of prescribed red under a
others.
direction. It Is advised, for the otlfyee's safety and that of Cann STAt[oYRT rda CNMISwL6 80L3CttATIOR
others. thet the employee's supervisor be informed of eM'tkpi of each drags
and their effect on the•doyens work, so he may take-wpstsLt astir. Weld County intoven• its employees to participate Inwertbwhilece ty
activities. However.Hver. the County believes that en aployse's ee's denote..ioa to
Any violation of .the above rules may be grounds for;tag sterraria of so v a charitable agency. cause or other appeal a private one should
employment. is e set be influenced by an employee's position within the County,
INCISION AND TRAINING The use of County'stationery for direct wlieit:tion'o/;e.lo,ea !plies
support by the County end may be viewed hyena a coercive.
EDUCATIONAL ASSISTANCE
on. e, the only appeal Mich has County ate el and fit the Coney etoeloner>ay, ,
Weld County will. reimburse an employe for tuitiogt enema up to _MeldO Couned ty.soliciting other Canty employee* t,[ha United Way.Campelpa•ot
related/own Unt
ied to.one course per term (quartudntuter) Mr job
courses that have been approved in advance. eeds for this program
re limited to the mot Mesta,'each year by by the County CilaNwn. For CORK BLOW OnrOt ROCMM ^
'this reason rei bar..hent.M on e first eon, firstserve 6AcA, and sew be Veld County.Chop a is conjunction with the Northern Coloeado Medical Center Blood
approved is advance to cariawt furs tow employee.'Irir*s employee to will has es[notification
the Blood Donor Promo for eaPloysa• A ls ttleper
receive such.reimbursement he must meet the following condition' - will receive ndate. pion of the blood progress appeexWtely one month Mier
1. Must •full-pion•employee at the time the clan rrtts. to the actual,date,^ tien.es Off w.an at thet time sign up'ti dente
•
bleed. Employees will receive time of[with payto donate blood. Porwwel
2. Must have wed Tuition As.lennw Request 'ton prior w - se dsses'11st will be given ewe off with supervrvisosory permission then called.
erollment. norms are available in Personnel Department). YIgOBBnmey In Jog INIRVIgY MOILS
3. Tetsinatiw of employment will cause the .ploys* to forfeit his rights - Trawl and overnight lodging expanses may ic paid for eppliont identified
to this assistance. for meruw job interviews.
Travel net be from outside alto vile radius of
Greeley, Colorado. 'Prior approval of 'the'Director`of Finance and
4. Doke,supplies. end siseailanewe fete are not covered. - MednistratIon is-regNW The
s47 position wtlerlaN for the above
b 0 nfebererest mac. . rS a$ k
S. employee mat templets the course wcwufully. With e-.110. Md.Md. r e-=e,.,C4 ,'
better. - Director of gala Service -•••2/7'.••••••
•
Dliwwi oft3aeeltg red Aa a ' • ...
To receive payment as employee we paid, the Personnel reprosac with • = Dliwws or)lYsen W Ywwtretle
receipt thornsend the t of tuition paid. • grew slip proving successful - Directrbf.tewonnei,M.1.........
row
completion,Ind original copy of approved Tuition Assistance Request!w. Director of Cretins tisseSense `.
Should the class et[rded by the employe be scheduled during soma work •
Director of.G�nimetgen a'
hors,It will he.at the Mention of-tea department her/elected official Director of Jabal/me wnitw 'a'
Rrywr e!Llbraiy
whf by time off.fro wort,with pay. Is snowed. In ell elm an ties Mr Direness of wort Mourn '
off by the employes ma[be lade up weekly or bet charged as unpaid leave. Cote acs ern v y
County
h Ltf h
HdRRH AND CMRRCR. Co r of Engineer
• Director of Social Services •
If as ncel rwill IS mg by the County to attend a workshy senor.
or . Cwtrellsr:
conference other educational training program, the'employee be
radmbunad for the entire cost which Includes ngiesnaia /ws. lodging. A. hditionth Positions: Additional position Cn he added on a'one eta
seals and: transportation. Claws for retiee Amaun-.held be of le basis with approval from the Wed of County Grioslonen.
Nave with the policies outlined It the Accenting Section of the
Administrative Weal• No cataneeto>time will accrue to Cr employe Mile S. Interview Expenses, All cost for Interview travel will cow from uthe
tttWleg or traveling •workshop.senor. conference Mathes educational Ladles of the depercmett with the-position -.....T:'No additional funds
training prom. In the event•department Ms lend rearrest
gstlare will be ailented fun this purpose. :.
for certain seminars or the senrya, the employe and earteest:say tee the •
a sharing of costs of the seminar or.conferees* if agreeable to both the NDVlIG WRSEB J het •�,
employes and depart-ant had/elected official. agreed nce:O the option of
the employee if con•.haring by the employee is to`by employee and The Nerd of County Commissioners will*spore y vt imp a• for-Department
department head/WtW official. leedo Chief Deputies. dad Und ssss riff only
on a case-by-case bailie. - .,
REGISTRATION MD LIMPING ..•Ak..E. 0l log n@IAYMRt-..
If an employe'. job requires Monsen. certification ot'Tyfetrs[ton. the t
employee is.Topcoats for obtaining it, keeping it valid presenting it se ploy may engage a o t to Eno real' 1f than la w Interference with
to the County when requested. Associated costs a neloyes'• withpa** working hours and d flu,nor .. r wn.byc will to a t hied.
ntoopetllity. Should such earthen license at reenter • ire. It will with IONS: .W prohibited
b•,led 1l tN oe.gu by the. d r W [ ution
be necessary to energy or awegd•CO emplo>ee,tnreu aNearmeewed,,._.:. of the EMOTIONS: Whin ntns by tb Fkamt> .- ..•• sew - br4•olutf•
as require byelaw:" ,,,av2:, of the Sand of Cwteado n. a h•v., m . •-•!-- -.• .,• ,.' •...
7
RIMDORg/JLE gIIRSR AJPIAIANCe/DRRs t'Y A •n. tn'av •+ J_.. •...
Each employee should choose the proper attire for his,pr her specific gob.
With prior approval from the deportment head w[ E)te trawl and ether
should
awes of county have •ecific safety Iegy(ltma[ , An employee for official County business will be reimbursed a legless
proper with his/her avyesvieoe'if ha/shehoe spy concerns vnp[aiot.
xILEMt e[per amino. the job. A supervisor w requesrpnper eppeeraca/attire
•
_ .. -y,•' To.be reimbursed a rate established by Nerd Resolution•120 ante/rile). RE 0>pe1VISI,AUTO •v:A q•••••
Trawl between work end residence is not reimbusW. ��� x Ma {,�
set positions require ascondition-al a braes will'bs of the employee's
FARING vehicle in conducting p assigned duties. Employees will vbs reimbursed mileage
in accordance with the policy.weed in the Ato yea raclwdWwl: the County
Pees and tolls at actual expense when away from hone office... is not 11W1*.for damage which may o r to
Lazio •
heroine. 1• " ilil l 'while on county
•
At actual and necessary expense. fit•
meths z34
At actual end necessary expense as approved by the Mrd oftwlaleaasr
TRANSPORTATION
•
Hue. troth or ply ttawportetion et cceunl•topt for:thtOesar is aMlh'hle
end sort ptatical - caya.ta•?-x�u..
Receipts=r be submitted sad vochered by the department head to reimburse
Externally fundedprograms end staff .hall be requited to Net,any as all
?silent. State or other requirement for rrmly matins.'training. lodging.
-ale end other costs when thee Issues ors eoc secifically'aadwwed In thy'
Weld County.Personnel Policies.
PEPSmVEL RZCOPDS MID INFORMATION -
•
The lereormeliDepartmene is the custodian•of,alb e!441 Personnel/stall.
records for current and past employees f Ne1d Corky.,Pp employees fit in •
Perso
nal.'will be the official fit for all71 A atria., ealoyant
reference.-or may rejllatha •tr other pllLast.int ColOrgyd In} that;he
re y • ff tip /,t w�bt titres he n
- direct'Idt Lew, h goy epee e[bi es nay ',Marta-
4:miges has"
acre to hle/her ten records. The employee nay enibpta-•.third'party
access to specifies fe/her record with writree au ha-at•tlob.alt anby the'ml yen
which salat exactly' whet item can be act onedap>atn/aasd. /Without'
•ddltiml eigwtavtherisatiom Weld County.will only Stith and
'length otealoyment-with Weld County. Inquiries font Lae- employers
will ben answered based on the final evaluation of..ebdtaeygw-which the'.
employee should have r<eq. Other infermtice will sot be [aided without ,
the employee's andesioa.
Changes to pneoal data (e.g. write! status. nmbe of'depeWe[a 'address, ' Walla OP TO STSTr .
telephone number, benefit covar .) gw affect the aepl 's pay ot'ealgwnt• for the
ThTherefore. w
t[ is important that employeerpore'aopropr4re chases •
Ai M tar IS hose will bats at the entry 1st sin
soon as possible. ,At least pally an employ• ehwldc Wck his/her classi[iestles with p .[noshes. Y applicant my lee bleed at the
pantsel acardsto loaure.that they ere ac<vnaas: ru.p g-". qualified •e id he/W .seeds the a4t standards for the
s..;. asilfatien a established by the ales. Stratton and.
CONFLICT OF raTLVEfT ;,:Ya'rtct,'.'.: epecl/iwtione.
Per Section 16-9 of the Weld County Noes Mule the rt•rylipf}Jhunty of dicer. WS this occurs. W deportment had/elected official will Sat the -
mbor et en *painted board, or employee tall hsss,aywlaterw[ in any justification to Pmon lire to za et the qualified level W que rest
enterprise or
e doing busivm with Neps'{wmq'wsich eight approval. This curtest st Saba the fact that the applitat'a
inter[n with the unb ushiaion 4sed ditchers. of hie duty to inks puhiyt.ad the 1st -• training and salsa arrant*the higher pay level. Pe wtriYmt to
member
of f the Gaiety; This sictfu shall not apply"keys the officer, sparsest him at than W entry sa. should c We to an• leant other
tat
so bu w appointed board. or ealgw r d peter• M d3rtt intact written approval from Nrs el. The practice of hints at stYr than
sot business transaction'dth any enterprise ore 1,}s Spw1t1 t -- entry level 4 lasted
• A.' So mlget yt[he Cen[nl PurchasingDivision she omy 4nnet in 'g, bens' rep • Cory 'mlgw Le promoted to a highs,' 1m1 ..
sou enterpelno er.std• 4•tia doing business wit4 Ginty classification la the sae tlassttlwtbn series. Y/W all be placed
2 in Oa entry level step for the el.eAfiwtion. Prmti a will unsure e
r I.-. Neither the Treasurer our employees of the Tra of •afire'tall Corny
mints[. Of Ji My Increase. 4 the event the ptmtfw is -W
. eny proprietary interest in any financial Instit t Is whop the Coq slusitiwtlee series is less then 3I the lambast nbal be placed at
ratans deposits. W step which provides • S da s inmre s. in all cares of •
' Ti the eve •nt question arises as to possible conflict et, temt b•twesn any prosaism a •# month review period shell slat tar the
,.[aunty officer.'amber of an appointed board,"0r mloys.at am enterprise
or eeganlusias:doing bw4eas with Veld Lamb"!ebb s�lom all.be - 1,. mlopee wY is prwotd d the mist'Si My acres pies them.
roasted'to the Coq Copal for review, invent tl deciels and
nwlatin..tte'japan and decision of the wvncil' he;toseiderea at the entry step ell, upon satisfactory...leans of sin soothe.
final W shell be made•setter of public record. d nova to the qualified step. Ds satiefetory ttllettes of air (6)
maths at the qualified level. employee will sore to the prfiatest
'. PAT j L, step. Nevamt to the Ores (3) Year and five (5) year pwlieliaq
y step will be in accordance with W Nrfotnanas steps for pa
t l sty section 9 and S
IIIIPODORIQI t
1
•, w( 2. slgse who are prmta ad dun ini to the ms tin (3) portent
Pay foiym 4 Perloaaae a eats dove pt reads gold- reads •methodSamss s placed at the gwilt[ed top will. Wpm
of paying based W people an quantity ad'cwlltliq Work.Niftiest. *staiwtea Wo en of the efa (6) with periods even to the
' hspatst Win. ahiot deputies.of elected orf441p.jY'adet.herlal. and proficient step. ill be to the three.(3)year W five (J) Ys
'hourly emplane de not participate in Pay for Per/eu4a*flair salaries proficiency step all be a accordance with e.Wliebed rules for
are we;emuakiy by the hand.of Cautty Gmisstana a n1 those steps.
O/J4Tlat5 OW PAT The PVENPNANCE 3. impinges who are pasted ad due to the Same five (5) anent
The eyta'�W been dmlopd to prou14 equity !kc )paodwtSvlcy, pay acres for er )tlen are fiveaced at the proficient lmesi ll
in
rmoa to the three (3) year and ISve (5) yens proficient level ll
y c etitive compensation to employs. and to preridp sensgnestra with • accordance with the nel eoeaaent to these step.
ss se ce to*sure endndrewordmmse rd pertor . 7 t.
4. Oplayess vbe are promoted and due to the ant five (5) permit
\ pay increase for promotion
are pd et the_three (3), year
rj.ctivs pt the Tte•ivcld•t S ocd;.. proficiency step. Nweaant to the fin (5) year proficiency step
will be e anal wvaaat ie accordance with the performs* etas
V: Nnttit c hat
To.are t all eligCbls m gw la tm epperity to pay attics.. for attics I. ,
ca aapete for ma re the receive the ad of as y{'.
" S. Yp1eYm who dpe.prmdue ted.and to the swam fin (5) percent
■,Yf tlwityc-.b establish a system that w u to pay increase for promotion are placed at the five (5) year
d(.. _ prdeewatty. v proficiency step will only receive annual pay adjustment after
7 practice.
v t 1: Camatltive Ceaatstiw5. To sons tat,as [1w 4.:: r
;t< Y4.; meaehlilta unit[.all erne. 6. Mplvyme who are promoted cod dun to the five (5) percent pay
�Y���t �i�trrw increase rule and-placed outside of the five (5) year proficiency
,Dl. Wa-d p+elssasem. Se•paseii •wpm-t .d{„ Y,.slain pay step will only raced ine a five (5) percent initial pry Sncreasas
'ie h•ad peteaemen They will then be placed the Grandfather category and treated as
• such.
PAT TOO Pt allagCI CONCttfg • Promotion during the initial review paid is authorized under the following
The Ray for performance concept iseldn a , conditions:.
A. Performance heed 'Cape [lap - To compensateemployees for their I. That• initiate vacancy exists.
performance band on established standards. -
1. That the printed individual rats the full,position quelificatis.
3. Prevailing_Wage - To pay individuals the prevailing wage in the job Individuals seated during their initial review period will be[mud a new
earls as determined by salary.urns. employs and will begin their six-stir initial review period from the date
C. award Novsnt - To establish a spite* that allowe for upward novsnt they assn their new position. all initial reviewrules will apply to
within it in order to rewardemployees for their pertomnce. Seclude starting at "0" for ick and vacation accrual.
•
D. Downward Novenae - To establish • abets that allows foi downward Ms•petition t•determined to be*is-elsilied and is changed to a higher
aov.wnt within ft in order to.reduce cmeneatlon for non-productiveclassification. the incumbent sat qualify [O[ the higher level position
,employees. within one year the incumbent will he placed at the entry level step unless
the former pay grade in the lower class is lass than 55. In the went the
S. h[lomnce--Ap riasl • To provide a standardised tool' to measure eatcy level to lone then. SS pay snares the person.111 he Ltd at•ores
• performanc*based on pre-daustned standards. providing • Si not laruK. In no use will • clot result in • pay
R Learning Curve - The sat of time degrease. Zr the event • position to downgraded the currant incumbent's
,pant on the job to fully learn the salary all be !roam until the py table of the lower classification reaches
tasks required and function at • proficient level. The. Pay for the incumbent's salary. The iscmhent will be eligible to ccepets for
Performance system recognizes• learning curve for all county positions. baewaa.' '
♦wanted employee enter lag the elseification at higher then the entry level
PAY STEPS W to the Si ant pay increase against will still haws the promotional
review period. Pay movement will be bond upon the noel movmaet of the
A. Entry Level -. Perrone with -training but little or no experience. higher step. Tor•*sale, an minne placed at the proficient [tap initially
Pay- 95%of job rate. will sot move to 3rd Tear Level Proficient Level until he r the has been at
that step for two years.
5. Qualified Level - Peons with training and experience who exceed the
minions requirement, for the classification. Pay-91.51 of job rate. If•County tlleyee teas •new position in • case series other than their
current arise the employee all be kind et-the catty level step of the ter
C. Proficient Level - Arsons with training plus experience in s County classification. (Wimples Office Technician to Deputy Sheriff).
departsvt. Pay- 1002 of job nu. '
A voluntary demotion.to• lmr,clsification In the es<lse series by an
D. 3rd year Proficient Level - Pass who have completed 3 yaara in the employee will move the employee to the proficient step of the lower class. or
sae classification and have demonstrated sustaled satisfactory • the steps he/she held prior to pronetice.
-performance at the proficient or highly proficient level as recorded '
thro•ugh the appraisal ryatm. Pay- 101tat of established job rate. Prlamaxw Ems TM PAT -
E. 5th year Proficient Level - Persons who hays completed 5 years in the A. at u�m Ilse.hires ad welly VNnotd employees win bogie at th
e
sam clanlat end have dmhly sustained satisfactory latry step for the clasaificatlw and will be paid 951 of the established
performance at the proficient-or highly proficient level as recorded job are. liter emlatW W first 90 days of mleymoat,the m]qp
through the appraisal mates. Pay- 1052 of job nn.
NOTE[ The above pay ama would not correspond to ties in classification
WT—the incumbent was promoted into • higher step due to Siam Si caiN �4 en Pailst
-increase for prmtiona. , ' . ,
VET MANENTS OP TEE PAT POI PIUaNANCE SYSTEM
Fa elements of the step/bonus approach Includes •
Five performance levels for employees (entry. qualified. proficient. 3d
tar proficiency ad Sth Tsar proficiency.) ---- -
-Optimal home of me or twice par year based on highly proficient '
:performance standards. Determination of frequency by dearest
Ned/elected official. 'Yost of bonus determined by department
N head/wactd official with•a4am award of$50.00.
—dpprwaale to he emplaced at pre-deterfwd tine frames.
. —hnma restricted to 301 of department/office workforce unless waiver is
Nyea by•hard of County Cmiasili resolution.. •
ek&rnAcednINO
A basic assumption was that no Canty slops. would receive • decrease te
pay due to conversion to the Pay-for-Performance sta. Therefor. [pen
conversion, any slays*whoa base m salary e above the job rate was aimed
to retain that bun salary ups conversion December 16, 1982.
yaw bard will adds grW/stMrd aaloyeea' Pay diatomite poually.
Oresdiatherd employees will be canefderd and can compete for all borysso..
f WC el' County Legal Notic
_
- ontinuS from Pagel S. ISO dm (I pmtatha) tree date of hire. All slays all receive•sixwill,be evaluated against the established' anti eandards. Upon somaevelrsion rheaher they enter Cony sanest at the ratty or
•
eww•eted',ben this evaluation tion et 6 months of willbe •Nlest toy eat• the employee will again be - qualified m ll. -
standards. If.the employee performance
will move to the receives • esglsfactery pprotasl, he/she Sand ea the aviation of the employee stage pnaetermned.eteadet4,qualified step',and receive.• la pay incises., the department heed/elected official will indices whether the enel•yee '
B. Qualified step. the qualified step L 9>,SS of the will cave to'the nut pay step. Myers. evaluations et,the 180 day
employee tsteptoe at tali Job rate, She period m result fa termination of the employee or exteniw of the
employ for • proficienthqualified'level and is rated against the nHer N[iod.
employee. Aft sir month at the qualified
level end if the employee ants the performance or training aGodarde.for C. Mg an moths: After completion of the tint six months of Cony the qualified level en evaluation will be submitted raising the Snot.Slays will receive evaluation'every six maths.individual to tIp proficient step. The pay will be 5001 of the job ten.
F Proficient steps SLs Proficient step a the Job rate for. D. Upon animating M evaluattoa vil1 be required on every—'--tag w.''
• While at the proficientlb. Pr level [M psalelon,' ape-v°' fl' tentmtlaq. Ms provide, a coasted N[wmel file on. .,,
employee will be ensured against each employee's performance.
eeteblisher proficient level standards. Evaluations will be completed
every,six maths. .. I. Specials O'Nealva eal luatiw on a can be d for praise or tertian at the
- department-head/elected official's di•cretiw Special abbreviatedD. 3rd Tea Proficient Groat To be eligible for**octant to this step. the evaluation all be.emitted for ell hos nerds.
mloy most gimlets three yore with the County in the ease - .. `-" • '
clessif! tion, except if promoted or demoted to this mean.-end have P. Comm el Tent The format that has been used a the past will still a dmns[ated a performance et the proficient level or above for the lest available far we at the department bud/elected oftaLl'.daw•tion.
two year period. novmnt to this step is not automatic but
combination of.performance and longevity in the cla•sificetlw, ley will - gTAWATIO.mugs/Arnai '
he at 10145 of the established job rate.•
-
Should the dej•z[maheed/elated officialden)mevmn[.to the 3rd Year the
event ens, daegrws with his/her weluetien. the empayee has
proficient step based on the employee's performance, theright a apin.,is .follalem,eq en additional Sant ee revertant
employee will mou be bead. The,madam a as Follow!elliale for consideration of moveent to that step every six month•
thereafter based on performance. - A. Amps the employs,di•egseae with the evaluation a written. !e/she will:.,
E. 5th'fear Proficient Levels To be eligible for ocean to"hie sp. the _ te Waste by Saar the daegree box in astir rill. The rater will
_employee mgcomplete fiveCounty give copy of the evaluation to the mlayee ath a written mar a
muse with the in the same to the date their cants most be tuned into the reviewing athwity
classification, except 1f promoted or demoted to this step• and have The original can et the evaimatien vat On be meet te the review
demeo•trated performance et the proficient level or above for the last wit►•copy et W gie iYWtiy date nests age dm te the revise.
'e' two yeee period, novmnt to this step le not automatic. but a
<oebinstan of peHgmmee and longevity in the cle•slficstion, Pay will
T be at 103;of the job rate.
Should the.de B. When the reviewer t-•celvee- the ones, he/ha -will evaluate' all
deportment head/elected official deny movement to the Sth year pertinent.intonation'aaiable. The reviewer may concur with the
proficient,enp on the employee's parfomnce. the mlooes will be evaluation as vrittei or non-concur based on the employee's forams and
•1dgihle.for consideration of movement to that step every ea Mgntbe hs/har ebaervatiahl etc. The reviewer will then cheap any rating
thereafter bawd on performance, factor by placing-his/her Initials in the boa that best describes the
If at any time a[ T„ rating for that anent.: follow the sans procedures for the overall
during mloyment c0 Weld County. the employee's evaluation. In the went 'settee. explain why the chap performance drops below the 8•b ve
"� caesl[3oation/ sitar the proficient standa
rds b of the
da mlsyw can be placed u d ina pay for • [. 1hees reviewer
tali review the evaluation with-the •eploYtu and have the
note of 90 days and sted of Igo dry•, and reduced made pay to the wptsyme lnf as. and don the comnie beside the 1 na fun box of e- or
j{., next c line fret (Pet ation[fth). If rca be r• at the nn-conc.- The •g3
- conclusion of theemployeeep -rainy h should indicate hl•/Mt concurrence, or
> proficient level and probation step
the can be to the forward
ev with the reviewer meth, If the+epaconcurs,
pae stie occupied prior to the thisreduction. _ an.ra the amanita' to the department MN for final review. If the
-. Department Inds. chit! awess of elected officials, the Oedtnhsti(t, employee eonsours.ne employee will be given •copy of the evaluation
hourly or part time employees are not eligible for the pay increases cited in
and • listing,the tl f that comments t be into the department
parngnphe A-Y above. heed, the original copy et the evaluation and the due to the es comments
and • cop) of the maw with the au ethenn • e to daparrn[
TRANSITION pan CMS=MOUES head will be forwarded to the department head,
Peres employed as of Sober.16. 1981 in Weld County were eremite-coed into D. In [M out where an employee does not sea the givenda[e [ submit the Pen-for elites acerdlng to the following. anent'. to the runs or department head. then the reviewer o
department,to head.will process the •valuitnon es if the employee did not `
t;. 0evPer onseye currently in the "A" cep moved to the "A^ "atry" steps a the desire to snot rcomsat,.for covSdhe con. tIno ricer. the employee has
new tystep• . lost his/her right to furnish the c mote to -the reviewer. The
reviewer or dmpar[ent head.must. however, sive the employee sufficient
Person@ currently
in the "Ilesrep woad to the "e"or"Qualified"ape in time to prepare ha/Mr cmevt' Por that purpose, a 4S-Roar period G
she new system. _ she slats tae.the[nhw3J be•liras.
1.11 persons In the "C" or above steps saved to the "C" or "Proficient" z. Upon receipt o!-tb 43eyme4 comments. che Osyataeot M1esd�Al review
asp a the mew system. [M a luation,the revawer'•ceeea"te and Ma eeployee'n n. TM
dmpamn[heed will they sob•]udpwt rfth Me infomtion available.
) Perms who had coepleted three years with the County in the es If the dmrtient. bed changes any individual rating section or the
claeifiomti a roved to the "D" 3rd Tear Proficient Step and persona et overall evaluatiov',r he/Eve will do so by Placing'hie/her initials a the
8, the"D"step rayed at the "D"step. comments
proper odd enlehei re and a dvlda vv wexplanation to nhe she
P ans wM had tml t d five ywse ath th Count a th . - section rating official,iia then co m reilne a ohs nato unless iener
Y em a the rarat inghoc tthef [tine the commissioner coordinator for ha/M1a classificationmoved to the a 5th Year Proficient Step end persons at department barns the final review authority. Elected officials are the-the step"E"' stayed at the "E" asp• final review authority for all lob evaluations in their department.
Persons en caps above sr were grandlathered (8 a section,. I. m flail cletion of the fl rw, the department head, if they have
preratM1 ing.) changed the rata{:will[wipe it with the employes the employe will.
Pay impact dates, n. six men[h, one year anniversary dates 3rd and 5th initial end date:the'form below the signature of the department head.
proficient level ates will remain on schedule for evaluations. Pay changes �artment fort !'the evlw[fm will be forwarded to the Personnel
will take place on the appropriate hire or job class anniversary dates if the r
ml Y e'yhes rat all other criteria for advancement. including any PROCESS P01 UPDATING PEUP0niWCE STANDARDS
certification -requirements set blf had for the
employee'meeting 11 lasslfl ati and position g standards.on as well u the. All cleeeif1ution and jenition specific m onarde will regain constant during
NALUASYdIgVPUtPOB6 ." -' ' .SS.• -• w' '•.- each six month interval Identified for browawards,ards, i Ja
nuary Jemy I-June 30
ed o July 1-December ]l.y.Oel1 mechanical H changes ll be made to the tom.
Evaluations are nauseant judgments i.e.. spelling errors.etc Changes may be aubµeted and will be reviewed by
mlu➢tio, Assignments. about the behavior and ff ti eves of Personal along with the appropriate supervisor. If the<Lgmnts. dvencmnte,, macro dlaiplins. utilisation �avd. January
of,e are ear. The
motivation
all 'depend ultimately n aenapement.Judgaente of employee they ayate will
remain coasting
standards in July and ]cowry of each year. The
performance:,.}h•objectives of wdw[aen•rep during evaluation intervals to assure that'all
•
tedivlaale within•'clwsiHceciom ers toted against DM sin eteaderds.
A Clerificetio of what is expected'- that ie. to develop standards of PAY-FOR-PERFORMANCE
satisfactory per[rmance. setting'forth nat.guality and quantity of work '
of '
a i ype,is{acept ble end edegate,for pursuing.the functions of
the organisation. Bums •are are established to reward the top performers in the work sera.
isle•are not to reward 41syeas for average or marginal jobs perform.
I. Fortifying end improving employes performance-by identifying o perform.,
strong and The evaluation a. The npertHev the bonus will utilize highly proficient
t"NSnn in providing
achievement., recording these objectively.as •t•ed•rde. The evaluation i lore provides •block to indicate the dollar bonus
passible, end providing constructive cwn•el to etch worker. - est to be rwardeEt•the mloyw.
C. Refinement and validation of personnel techniques-serving am•duck on
qualifineed,,cacao ngwiroMnte, examinations. placement techniques. training' The Beard of Cnen, per the Rome Rule
Rule Crtsys has the ultimate
as
needo.bS aa[•vus.,at.meadJYetNvi.. responsibility for establishing and maintaining
• system of employment
D. Establishment of ma objective base personnel actionsfor actions - Pa1><sa• rules.Job elaspllia[Iw.end compensation plane.
selection for placement end promotion. in awarding ed•rj namely,
Ceiaeimr-Coordinatore for each department all review the within s'given level.!seeking other sae.ig dadepartment'e
retention at tire-of.Gf[,reduction; end in othe wise eeabte% relay la for th.mi pe bonus to roes compliance -rick the ion ,
eapetiit or ale;lqf esrylce. .... [Mnin•.r!MPa1w.. relay latest of thptpt4rN[ton•aw yroim. .
EpALVATIeI ROC[BB
Re Beard of Conn hnSeicesie. as •whole. will review merit pay boomed
- e[ employees in the elected officials departments to miter cmlangemwith"
All County employees-all be evaluaW,against established standards m gh•guard's inlay agent t{the pry for performance proves.
Bgaod4Ne to be meg are as,follm:. every- BBB AraDe dgw,Th' V
-
Sims yrm A. nmdaet Reds for tempo swards will he identified in department.
►edpte.After Cmletlw of the first ninety The level allocated Mr department will be determined by the -
roe in deem.' Beord, gaieties{r'leaged officials. chief'deputise.department homes. -
hourly parsennelMnlamrs, and those people not in the County tomes •
Qualified 1.[!•r completion of tba-fine as will rat he part,of the"b as for calculating bons'sso nt a • given,„
soothe in the ciao. department or efftpan.Bard as the legislative epyrepriatag body at
.the gonpty reserves the right to detersive the specify budgetary ant
Proficient • Every a months alter successful agranted nnually each ogles.or,department for ,pay [or. Nrlors bomm
'.! etailrwt of qualified sap. - ' ). ..-tithing Proficient ,B[sed•rds to be used to detentesS. gl ibilit a Se he"skiable for • bonusaward, en employee rat have
bonus award. • m all tire'CoaPty•mloyment for one few. not be w tauter
status. end havlagmived an overall evaluation rating in as Racemes -.
PERjORWRCg BpAl11ATIpgi DR category for pryiicast standards.
i
Performs,eenlneclen Cr,den w thefollowing rime schedules s•
z C. L!'q'wrens Swusyag Is man once or twice a year •t the dapartrt
•6-7 T• eta e[1aa14 90venddiscretion. 4Wlished raga am H31 M
1.. t • (3 months)he entry sr 4a of bast All new employees. Star hiredAn
r ong]to M Jpl 31 and December 31 to ha pad January]1
Promoted employee"employee" alulified level all receive a R. day nvelw[Soa, y v. - -- - :.
d employees reclassified upward will also nolw a The!amnt of ach award a entenlined by the
R day evaaasion., D. Awed Amounts department
,o. Jaevd/eluted ot[isal but will sot be Use than 150.00 per personnor
•
he pry increases will [r sos a this evaluation ce the - sure than the ---- --allocated in the budget.identified so the bona '
department Medfeleeted official should see tg ovalusttw process..a.. mpa®t• Y.•
•dvin the employee of his/bar progress eosin the lint last/ toot.':Ahem evalati a at the 90 day period an result in tontwlW of the
spla�Cme•aa'time during the.90 day period or extension of-the slaw
S. DDStetflntiagl earn .-e he
year to employeeligible for t
^-`rot-B•r{et yetoya cw exceed total
d 50;of e41 eonµ&&of the depa tnet'..or. The s workfor ralading deparinet.heeds Mel .'
deputise Of`41q efelptela the Omer5Nrife hourly or pert ttae' anleyee !w gat-eeeignated.'eyl%eeee'e...et.-Yee&'throw
fpltegwt5Pxe/itp e:.r!G rat. *ipeThac in to Imago=in Seth
r -d'-C-a- SP-Mn'.9:+ P''+ r t(h.,,..,
ed4depererpt'Intorf4iea ta ted'offlgl wishing te5exceed either or both
of W$Q\{ffprmetannedlyt smut mad written justification to the bard y'.�Coat7 C is.gw.re',the BYN if toy concur vile pin the 303
3teWSronr°t'o �aYoe'-tie:toaN1 Wit. y a forte board resolution
Yttl�yf(er�•g►the jpetiticatiw LW A
gbh 3O; ot Workforce will be determined by listing the e of.
,Ttoeipiengi of w
the bOYA and Jana d December against the total number of VOLUNTARY DIROCHIWS
hemeneteetQoris.d,`Yen.-employee ten _ted helmet.July and.rbcesber.
F:n0etwlag cedbas.is:'.ye.:will'be'rammed (roe the'withal 'Let of Carl W e l Nnusn st All full-time employees remedy simpnho lye Major
alpients,,for.determination of the 303 figure. Dsparebnt heeds/elected Radical Wealth Insurance at the oyes'. deduction ante for single or dependent
eff503als nsot_t0�lens of their deped'nts osemply. :0 Employees woof
ref• w of the hews slot& 'teat 4 June N. loos health insurance for order to arm high performers between July and Deamber to the bent 1Lt 11 [ their dependents ostler urr FO will have Croup we pasuran d•due[iom
in Decesbst'i:. , effec [ram t e fi p `alC oft heron o. Wealth full . becomes
PRtICIRUMf BTREB led RWU6 AYAIR `` effective the first of estb the a [h following the first full math Per
period. In Y embat each year then 1 an?roans.
enrollment gi Whore asoysad
A. El{ibili[ (alto h! 1 lble�( caf0 tit for b nay sign: up for :pr&ben: I ton Jrovirm, Eligible employees his
.� ( qn x tweed, Llo dependents adnu YY enroll for benefits without evidence of good health •t this
i Skis Sive b n to Cal ty emplo t tortoni man' Details of the health on and summary of benefits available fa tM
handbook eotltled "Group health lenefits for Covered Employee* red Dependent
Tip, t N'q!"rgL et t s $6!n Jude prWtionl review,x4tw. of Weld.County", Copies anfrom the Pereoowl De a- patuy. •
J union t bays been rated pint proficient ate:Ward*i, d�plated to tlw- : Group Lit. Insurance: The County provides ell lull-[fee employes with umbel
1 rw�sscepp:l el in the averall app alts tat Ry y for the teat • 3 Tars of County employment $7,000.00 of group tern life, accidental dead
g 411!I 1umHM. Of/r s a sad dismemberment ism[nn. For full-thee County smplwyo with over 5
i5Jteprsisal Prove..(r Boom Awards - ' of service $13000 is Tan
$[,000. $30.000.
' 0 Raptness nay purchase supplemental tan
• meant
of $30 exceed
At a (2)$3 times :$40.000.nn or $alary. long ur the
:, births June her DWeWnt/of each with Personnel h. sage will ` aeon does not the lint efts their annual salary. Lift lusae
'F� nwlb e to b•payes and•. ss with a� list of fors .Y 1ayyr ' µampµ& effective daytlna. of the moth following the first full mad
•k-proficiegt. bonuses pr4o shortened.evaluation f re with Idahly. Rmp pasloe..
7. ?nMr^sYSp%Ae} t n�eda fo each ellgWlayppl n
ear t head /needed ffklels w ll cnple[ an evaluation ^3yees ma of each year,there will-be open insurance
period e when. '
4�ids�fibl)proficient:standards b escq employ thaw pp mount optional life purchased:provided ed,
,,,�y++ `I bonus nerd ye eligible fur• employee may request o Lbattan life insuranceIf coverage at any time Oral
•.tiw/'{Ytt T{`H . a N qualified for the mount of insurance. If action takes place dovide-.
Q.Wh+lert4R$teen. ^1 0 V .t a period other.than preenrollment. the employe will be required to previM
L y 'ph. Un of!d rpb111ay
bil partner head¢/elso4d officials will'Indicate on,a bonus award "r of th
applied b the Personnel Department thersward aantlo of the group life insurance benefit* available in the headbeel[�` the employees ea to receive weed mantled.Parse "Group Insurance Sawli[ Wld County". Copies p available fame
� Mdailay�eap[awarded to nya�ndt of tkwl;oploYess + the Nrewl 0 par�pot
D : ism 6 royal Procne:or v tma* x
It-
{ a Cole Yh 1 i id LTh 'ns[ I Ii ea' is
"'.'A ' r s• e -t terra (ee ortlotq.
Co copy of ohe rtmen be sthhe entire
the fosmlealoner .b. a r Cnet etYlN rep'the sera-oyes boatoe"'L'
Coordinator for the d•pereneti the • [i a board for slytad - *inns for the period of kbe leave.
[ officials nffic a for revive end final appeal before SeauN Checks ar• Welts Cndir Union S Weld County employees are eligible to join the Wan• Credit on.which is independent of Weld County. Details of,crerahlp ex
it
,y= Should •the Gmmtestewr son tutor or the bead of County hwfits of Who Credit Onion can be obtained directly free the credit unite
p Coonduled hen parties in olvthe torn Awards. •e tint will be or the Personnel firemen. Credit union saving.and/or loan payments cast M.
2,„„„7„,;‘,.,„,scheduled with the parties lambed 1,to newt,tM questions or .._made via a payroll eedeetlool
.V117.-.20801o0 anon problem ci t .-. •
United Vs., Voluntary deductions will be wade for United Way contribution&I
ycuria;
workforce
within.,to exceed-the 305 of •lig4la. the request of the employee.
.!...2l;/Pee"tor or M�Wot_tigers will suNR justification to the x
l� b)bond tasol\Llta tt x'ii- w11L%prew t deny the request Saki t Employees wing**signed Cony parking facilities in the Canal.:
r Complsz H11 have the authorized parking G•deduction nethly.
g "'Y4Lserdint of'bneees �, T'- e'y7-4:L.
t V Olin DEDUCTIONS
'.Oa ca approval the 'remind Than e Coninie err s Office Personnel will Ocher payroll deductions will owl be wade for herd!:_ !grin for peynyp,a,Nel se and Jeyan 31st w dnea. involving 50 or mre emplo yapproved deduction
G L?'Y �'N yb a ommodatsd for employee organizations. sing.
111101 AVAROE 703 f x ^tJ dues .club¢. etc.v{31 wt be etccumedated due to cost ofprocessing.
i11Ai1 Dc.RTTm11t - .:: .y
payroll
Yr TJe. 4. xtr 4t.x +,"gL.ti. IROCWURE TO CORRECT PAYROLL ERRORS
To anion equity tithe nerd of bonne for wall departeents. the department
head will wt with the Sand ofc County Cat eiars during thepay-.se identified by either the Department lead/Elect,
�ea and justify.the ( budged. Thin an error the employee, they trill notify the Personal D•paremea
ream ism eFMertn fa the atlweN Official' u the YK' •'$;,r.. , lnnLGlw n 411 Unroerrectl nay be made. I[ in the responsibility•
nab Nrwu nl Dep4gat. Accounting Deportment. the Department r Y
SPAY Dees r" employee to review my information moethld to **wan must
id and to raper
y •- erors In•timely"tarr•'by over or maderpayment must be identified to ee
Parlay for baula[ county al%ova. including hourly employees, will be the Personnel Department for resolution. .Should an error be discovered Deperea
last working day of the month, If payday falls on a holiday. aloyess will d ed/atelyed Othatl all• or employees we notify the Personnel discover,
be paid the last rsgWQY"scheduled workday before the holiday. Pay periods s result
Sedately so that eH•ions acti n be total aloverpayments. Istr discover,
e from the Seat& nib (16th) of the month to the fifteenth (15th) of the sillwill b• crta • d•mpg
toen action for [e period. Retroactive Y_
month. (Special job"program Yplvyeea are paid.separately and-their pay nelflcetioonlated.mp�.to • maxima of two pay periods prior to date [
periods and payday nay vary. Therefore• participants in-theme programs
should obtain payday and period intonation from the Nunn Resource Division.) SAUCY POLICY
AUTOMATIC DEPOSIT : _ Weld Covet) my. tope!C ........................................
this oa[L[1w positin• Weld ylaraea. Tny Ylntaia
Regular county emploo,, var3ooa full cone .umy,
Y payroll s esp an Cuw[o yposits deposited directly Salaries are eat by the laird of County Cafesmnere•fear consideration
to the banking institution of the employee's choice.l Deposits ten be to le given to:
wings or checking account.. Porn are available In the Personnel Department
to establish or change account routing to banking institutions. A statement ^i_au
of monthly earning will be provided each employe. on payday. job market say'veryt b job clautfitationnd to labor e o cspecific j The ctp•[Itive
' r specific jeba.
TIME SHEETS - ability te.qy
hourly" as required to submit k time records, •c counting for ell - benefit W.Ylenmul Pay policies.
hours worked to their supervi.or on the 15th and et the end of each month.
-
MAImATOIi PAYROLL DIROLTIORI supply/demend situation for personnel needs.
-
rodent IncomeComment Tax (PIT): . The federal- sequins Wald County to $aeon/dement elteatloo In the labor market.
withhold a certain percentage of an employee's pay to enable the employee t
pay federal inert due each year. She percentage amount withheld is based on
neleyu'-eayc4tleae.
the aunt of wag's and the number of.exemptions claimed, as indicated on the The salaries are established during the budget process annually to ba
employee V-4 fora. The number of exemptions claiad may be p v
employee u ha finds news.& Contact Personnel for changed by the effective with January wae period ythe(December a 16 - January IS u i g he levels
rye mandatory
yeofar
lauif budgetary
i• set by Board are not edjpa4e during the fiscal
.
State fens Tat (SIT): The State ofColorado requires Yadrt•ry he.eddeduction
year due to budgetary Ienta,
for state Tana too. The.amount taken out of an employee's: way is need oo
wages and nab number of eaatiome Wlmed of theW'A form. ceer[salary
nta tlevel'are'adopted a pay table is distributed annually to all
local Security Taxes (FICA)[ This,program provides old age, disability and 1 the pay tablas for fefinetiw� All aloyne end the public have access to
survivor benefits. The amount deducted from an employ's pay is based on
total teams caned, and this ant is watched dollar-for-dollar by Weld ,CLa5Iy1CATlfxt ASD Y•\5'PLAN
Coney. All County employees except those belonging to the Public teplt se's ���
Retirement Association(health Department employees) pre required to pay PICA. k '
Iv County Cer with Secrsbe a-l.of the Weld County tine Rule Charter the Beard
cat! tn Weld County provides retirement benefit, for full time aloysy of ndtionlofan Net•dewed a classification and pp
is the foundation of a oh-oriented career pay assn' the psis
except nay Resources) through P.E.R.A. or [he County Retirement system. 'the organizing of all jabs in the County into stoups Position classification is
of their dune.. responsibilities. cation or uireme. on the ills.
A. P.I,R.A. - All employees of tM Weld County Bealth Department are knowledge.. bclassifications
red qualificationn.saea requirements of skills.
requin3 to belong to the Public!Ailey...N[fravt Association (VESA). a Nuc end Is hued
ue Bend a roistered. Th soy a eavital ws Weld upon t to
Employee and county contribution are ae determined by PIRA through 'tat& pal with y structure
the �. al pay
tequalwork' The genet alts County to
legislation. Member employes should refer to pamphlet fumed by PIRA comply pawl for equal wqu3nmeo[• - t'
for details of the plan. - +Cgtgintde�an rtlYe 10
B. County Retirement: All full time County employees, except thou on
P.t.R.A. and employees of ti.R.D.,must belong to the County Retirement ,
- Plan. The employee wet contribute 4% on the first $400.00 of monthly .
compensation and 6Z on all monies over $400,00 monthly. The County
matches all contributions. Member employees should refer to the booklet
provided by the Weld County Retirement Boyd and the By-lave of the
Retirement Board for details of the Plan.•
PACE GARNISHMENT Garnishment of of vases result.when an unpaid creditor has taken the matter to
court. A garnishment is a court order allowing for creditor. to collect part
of an tly Weld does wish't employee's become involved in an«mployee'County.
tprivateAlthough
neters•Cthe County not
compelled by law to administer the court's orders. Government levee. will be
treated in the same manner as pntamentd.
In doing sv, a Personnel representative will contact the employee to explain
the details of garnishment and how it affects aa's. This representative will
also provide counsel in exploring the sossibility of resolving the situation
before turning It over to Payral for Implementation. Employees are
encouraged to resolve these Ratters privately to.avoid County involvement in
this mutually unpleasant active.
Weld County personnel Penitent should be the onlf.,hcontert' for'job"' -
- references. Any reference provided by an individual et her then Ps•onnl will �;
be considered a personal reference d the provider shell m all liability
Su the lefo[ntin provided. ,
iT /� All C"A"
mloy M [ Teat their •mpleymev[ / oy r Non NIl be
Weld County Le l NO\•I` scheduled e with Cob P enn l Mpg tree ter n Lee fee red l[
/ all Hrl [f [ p y .nor t ! tl (Cwvq [f t plan t PnA).
Continued fEWI Nov Vii u.. LI r tow nu.m ntu 1 e t m reed p rtt{ •N.. ro
The principal usislhd advesn ge of the cleeeifi•tf ' vale lured final a check.for chec f terminating employer will be Issued the ft of the
as follows:: t day of the nest regularly scheduled Board of.County Cons f i• fret aft r
the terminated nployee'e lest day of work with the.except in of those
A.. Iesllltatnt penennal b]ntiveer fp $ mlgm tenfes[int the Lee eon t work with the except ton of rho..
A. raciiitetiog pec.onnal objectivee: ' ., . - ioyne t.r.tnating the lest ..ven working d.ye f ucn, Con
1. It provide,tenni*t rational h l e classes
for 000 a.' t bnLLrklry bring Procne:se Tee oscine .0 .cur N,ppyroll m mlgm t ectfor
fe Peaibb to equate whole etas •of PeelrlenRM1[ .n-td•q. Oast the Lay perm working deT t d iM1 men Nll kmr en t. pA hhedR t[
• "' eM ase pro ay Period direr dmp sited tone end bank t d A M dwf[e -
' � p ` f N11 be prpnum lees.sick and n [ton t1r avd [i [h a ind wo[Ma f the
2. It reduces avariety of Decimations and ]y�&egeeb11,: Wert pay period. (Tina worked after the 16th of h th)
proportion• so that, recnlm t qualif•1'r� qulrneen t)
•xnlas[Son. red•selection cat be mat yr leeaee of A. .mpioyee tentrttn{a empleymeut iron tfi, en t r vita[wer s Mo
positions t[mere•t a sin. a p ' n mat ••tad in the tvmnt pre{m. iol hen M1f ontsibuti osi) to <
t..., . 'oo • 1,' :oche County Ratitetent Pltn retuned. Nuns all refunds wet be approved by r
J. I[ defined in objective terse the content.,- iR oewhat 1e�:.. Mtire.eo[ Board• the .nploy e'e contribution will mat;be retuned ay e
xpected) anion against which the performance ay ' td (bo•w ell it earlier than thirty-one (11) deyaafter ht/Mr lase day of Work r date of „
• Mt done) can be u•aneN, applicetfon-for ntmd, whichever n Len,. ea any Liar shooninety (90)
dye fro.the last day of work or date of epplicetiee for refund,whichever n
A. It furnishes job information upon Mach the of orientation - later. (l0 6RCtrfiltRl.) PnA aetbere wet apply f [Mfr PBt fund at
and other in-service training can be bt d.p the PRA Office. PBRA ntuede nmll) take ninety (Si) days !m dare
' of application for refund.
J. Ma N it does at of itself guarw[p_' gprmtion and - - _
'Placnent policy it •pplies a systematic p, e[opportwitlr i, RITitOmrt
mid position relationships. which'As r easle td an, d rly he ml aa entitled to retirement benefits!S fm the Retirement Inn sand
p[mtlon and placement procedeta yj wL IA ee 1 tai •
1to retiimre t cosplete the ! llowing:
6. Et proenp ••tend ate Sq temboneenderst Sere npervinot r A.• Anent Mtn? P • ,e aB,,-n" f egad the eeatleyu
v m1gN en to do viyob red 1•'^` "•sintered ., Ratio ce , theBae-a Ink
egiq -margneo[ reLt4e. and lapse yam k-denier-. t.�fa[SiaaNt d to i *ai
'V( 5a I. 1TM neon Coy 1„ 1 y � S� Co b fin t,v
B. mineral aide to an organization. » k', idntification( r u.ca1 tan 6t'•to the
y-M . erl IYKt-. 7 !t }
1. Sy use of standard clan titles. It w Scrim job v sly '
tentacle's,. f; C. Deprrfet a ( +Tji•:-. • fY eteplersomof
T. Incleanse,by requiring detention and des `,•Dmpattmt,Hr Opt - - .• fY fet„¢ampteies of
q t vtln titivate. the )
placing of responsibility in each Politic*.-+».n tithe: , '4AC nit
"aear[mtii ys related'paperwork
Y. It provides an r orderly basis for tneab[ln ere a for Pem(ni • ooncening thepnaloyni . t 9 :'ls Dearrmt'fifteen
into final um time[sillett(n budgetary procedure*,. dye lo adv.ese;of bet ° u may
4. It provides information on job content thet.1ITU It, a snblyaia f e. ,,.. .l 8•pac1Mt Yl t( 'Jua �i • "fi!Yt t-ad the
organisation problems and procedures by brining/wt petit of Retirement Option foot•to mad. :. r Rat to be plated
duplication. to on f eMty, and the like in the mock protest.. pre[MS tgentp ytUgktn[b firer}pyBnt `5jf 1Y -
C. PunlwLr 1 to eF public nnic : P. All tiremente`vall $, IJ t t) J f of the month I. It &nuns the citizen and taxpayer Chet Dams i1maioal selected. Thanfont kht. . r . .t.P� 1,•W laet.Wrt•d•y of the
relationship between pendity for.pereadslg ass aef the ninth before Jje1[ed ntj '�"
• 1 bndai•d ..w x' yle ' .Y. ll ,1 , .r ��.
2. It offers a {end • protection as him ben foal dint political ': IJ'jp . . -
ar persml preferment to detsniment of polia aalatlee . Dep•in t Revd alecie ' tea -'a y '.,j, Puff alIeperteint
Bead and Ele t.d offiptl-e 0 - *Met fr-c ,v1
POIITios/ass IncsnoN BPICIPICATIONS .R ' ',I,^- - - n £Si`�'1 r't
ax Lwii Genial Nhesewe t se / hyaeN CZ At.fl' Ns Puff it:talon,to��4
All Weld Cowry employees are placed Sn a elaaltttttttttttfu that TN female ' " .. :4"A p�Y'ppd'�r�.
identifies the position they are filling. A ansifIetfov specification fa. , a-Y! '"h" : I-' '- '
available for al positions 1n Meld Coney 1 the hretreel Department. Pull Time lmplgml A t employees diet.. •0 beet mktawl paid'•
y . '. monthly 1 ryes not nand** wlNalmh•periNa •The County work week
The specific [f provide t broad stagnant ! the tins d tf.4Hupenleton tuna I Sean to nturd•y a" " 1 ;:tjh - •
r caivd. m Lion exercised. staples ! dean ashen qualification. 4 1Y .ta den--'. - ` -
education and experience required. Taw ry/Ra only Espinosa. ly employee., ate Lneepoe ry mloaas hired
$$ for seasonal work; employees•barktg ji barn et d rs Teapenry/Bwny
If an employee has reason to believe that his/her pin tion is not properly employ do not receive mar erc t eligibleffor County benefits.'
classified Mahe should dime the topic with hisMar supenfsor and e`�CLR.v"hi 'fygala���ylr id ceT "'
department head. If the department head question thatppnriate woe of the Work Reek: The envoi ver bee se w eospis t oa•not es Saturday.
auditclassification he cm request • job audit by P•educe r m Ms mat been -,TS f `aJtSy�Wpm
dm far the position Nadi year. TM procedure for request ofWil . .g g e
Audit is in the Persona Procedures Mw•1 i • job Dvntlmer Ove[tfr:le the Lima der Mplgn moor ' it nbf W hen Sv
Amp change in pay to an employee as a neat of a classification action all Work*nth 114 non f@ tam ecrk..ntbt 'Torsi .,? p
be in accordance with the Puy-for-Petfemee Section of(tanned. hourly Mt . An-.eployee lyY ata it nelnud by dinning,the
SAIIDRITY. REDUCTION IR TORCB AND RBBIOM tonestablished nnthly dal ry ty�Q`].eu* 4" burs is the.ererage tmab r ,
worked per month by fell-014: Y( f^f-0W
T
BBNIDRITI . Initial Review Perim__ g:etinit fi!�*pea b•soth ,/1nt in months. of
'-
employment for It w tee,y$plv�i.}�yr a s- u»tr ainyam v •., " •.
Seniority is the precedence or priority des to length of service an• county Promotion Review e fidiTL Gchytotigjonaeta-el ltf miff pwetd carries• ,
employe*. Cent) seniority bins accumulating the day an.a ploy.. begin. -rc.tno i 'cat.
eemployment am•full-tin n ew six month review P rind 'ehi
Job seniority begin, accumulation the day an employes netts •new positive:
The pre d G or priority d e to length ofservicegin a County
classification se• full-time employes. tech ass an espley.e le printed or m y A ---- li 4't Ynq -^• -rt�
,`, -... to i
ee • -
dnndnd to•newaai and different elffeeeton. hie/her job nanny starts Rork C spe d ffon: A pogrr oho p t et Counv)a play :sot [ total
again. In• dwnnde action. the employee will be'glen credit for time loss of income. .ed foal and hoepitel,exp.n•aeHu,• result of;on-the-job,
mint at the higher classification lenAlf he hold It Sennett
yeoman. a accidents oroccupational ill C lad ..,..1,-,... x S twasdr
well u. ammo sent in i the higher whenan active, Loos of Sennettt t Lose of
�•
job and entity seniority ocean Mao as employes inn no cant with r - q
Mad Covet,. The only m ptione Sr.as follows* Disciplinary Action: tPersonnel sal a r.dent may .include rap .
reprimands. without pgyrnp[batin. dmtion. dismissal...
A. If• former manes rattan to county enloy♦ent withle 90 days and has 1" . '
sot Withdrawn oat/Me contribution from the retirmet fund he/ha all eW Y R )) salary .t.- icon o em Ole files f!1 t10.perterW ace-
�y lea seniority for the air they wore off the coney'payroll. Pte with other empl Yen veld Sn n rceblLlwnt [[h slaty for job'
eLesfflutfene•. Sit -�-
- B. If a employee is on aline" leave or on approved personal leave. se Job ono, Thefate of p Y eor.the prof! f e[ Impel v c tAly ba Se Or a
loos of eniority will occur.
• peter lattice,if ice t Ion eetablished by the selarcsulney en adjusted on an
gaUCTTON IN YORCR annual best.
Temporary or p•rsr on in nes
ant redacting fart. (RIP) may be.eeary been of Incumbent: The eepl yoccupy1 g• a f[f pooiii
eircmtmea ouch as workload changes.program Chinn.Pellcy Octane. or
feting reduction. - Poeinon: Certain duties and r•sponabilitin which call for the time and
attention of em Individual; allocated to off ices'An departments through the
A temporary layoff full be so di•igneted when it•lnifornn.Mtht
retsonable limits) that the nitration to work force to on • m-anent
bast. A pontont layoff Mill be defiled as•reduction tnmerkfoece-win CLe Sfa Cot : A group of positions sufficiently the n respect to their
duties and
mpa fb111t1 Coe:']'Junin came' treatment 'in selection.
longlWa warrant sad it is Tegenoshairs'
1w.. -- --hat tM,eM--u— cmmeatlon. estl q lift e1 c1 wiremt ` [ kill ;hinted as
long Watts. - fe"reducti e'i abilities. ' w+
cA layoff t notice, as a resultoof reduction employee
in !stela 3Td 'MAIM N `
comolutfon- add remd to the ve ihw n and'tIssuedlees 'MAIM d Peys
Department. The employee mat retain.the notice at,lmt 10 nes„dtya' i Closet(3 f sit Cle en I, it, 11 ssiis• oartoe ce NY'bbih°des eaten
the date of hit reluas. The notice shell inform;the d.o ._Chi-Th t-, lrrrrrr ••g.. ...Series:
hchnlc3 01..31 III. Ip. and Office Rant or.
right to review the records on which the antler.Wen basal t Cot le,— n3
t� !ep TI Time off given a mp3qu for winking in.arse e! cc
A benefits
t layoff shall be treated • a remain for termpieyee is won, one o ,l) -Y
bn•fiva will be enual.Impacted in the e r as described a wanted
On'Celli On call status is off duty time that ea employee Ma stipulated to
employee in this manual.
f-„- f. We iihale end able to report to work within•shore period of time.
Reduction in Force Sequncs The sequence for• reduction in fore will be en •
Crlante Process- A rchanLe'•d imp d to f won [alt'employees have
a d.Paumul basis uiollow: '' 1t'' n e • -
Tri. ',Pul cove
A. Temporary employees lag seniority. Leaver from any unfair or capricious actions.Without Pay: Tim any from work approved by the npenf•ora without
Review
B. employees bye 1 city. � eey' • ��[T � C
C. lull-time employees based on performce evaluation ,, IML..*.PR If any provision of thla Ordinance or the epplicaton thereof misty pence'or
w ABoa .:
D. If two or more employees have equal Overall performance i•lvitioii:e'then'r-, eh-contemn is held invalid. such invalidity nal,notation the,other
seniority will be the determining factor on tgiati _The,mloye eye
with the lust job seniority will be terminated first cy)..e.* pre l 1 or applications of [ha Ordinance which us be sine affect without
than posaibla mioyeee.tanned by,f rennin in-force will be iYiyned to 4 the Invalid provision or application and e this_odd t !eyes of this
nether job ♦itht the curty,if • vamp M n and q llff tion;and"jo q`' - ,. '_ -4n;A •o
position are tempttlble with the 'Melanie.. Eery effort will b made co 1 - Ordinance are to M .tat e'. . •,R -a
utilise their training mad gmali/rations plus seniority. 1'b• h4 by g -
repartmt will nab bat effort to simile/en no ars allac[N'b Cox„ The billowing lnMce No.ltd,on motion dui age and D., 1983.
reduction fn lope desire b rindfn employment. , "y Jt adopted by the following vote on the 22nd dell e�'Ncgust, A.D., 190.1.
K L nail . .
issICiunow - y ;, .: . r':Ai�Eiu BOARD OFCOUNI'T��qR,CbMMISSIONERS
;.rep :,.. t Corn c vita. - ATTEST WELDCOUNTY,COLORADO
4agaee re it in ent to notify their sMerfoot in writing as son at'j„ Mary.Ann Feuer{teln -
possible of their intent to resin. As netgnati professional eonitesy at qb,
ism• two (2)was notice ban*date of resignation t•'Madera pnrrite.=iii Weld County Clerk and Recorder
and Clerk fo tna Boats Chuck Crlaon,Chairman
-- _ - John Martin,Pro Tem
BY:Jeannette Sears i - 3'Gene Brantner
Deputy County Clerk - ',Norman Carbon
Approved as to form: - Jacqueline Johnson
Thomas 0.David
County Attorney
First reading: 7/10/Il
.:y Published::7/21/07
Second reading: 0/0340
;.D,Iwnabae: ten/Al
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