HomeMy WebLinkAbout840716.tiff AR1993115
ORDINANCE NO. 118-C
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o WELD COUNTY PERSONNEL POLICY MANUAL
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ow BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF WELD COUNTY, COLORADO,
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O THAT WELD COUNTY ORDINANCE NO. 118, AS AMENDED, IS REPEALED AND REENACTED BY
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�o a THE FOLLOWING ORDINANCE:
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aWHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant
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N Z to Colorado Statute and the Weld County Home Rule Charter, is vested with the
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M W WHEREAS, the Board of County Commissioners has the power and authority under
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r the Weld County Home Rule Charter and the Colorado County Home Rule Powers
W Z Act, Article 35 of Title 30, C.R.S. 1973, as amended, and in specific under
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m co §30-35-201(7) , C.R.S. 1973, as amended, to adopt by Ordinance, personnel
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r r policy rules and regulations for the County of Weld, and
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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 Weld County Ordinance 118, and amendments 118-A and
118-B, are hereby repealed and reenacted by the following amendment:
840716
POLICIES AND PROCEDURES
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�l Section parcnnnal Policy
Subject Tah1a of Contanrc
COLORADO Date 17119/R4 Page 1
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o a PURPOSE OF POLICY MANUAL 2
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RECRUITMENT, SELECTION AND APPOINTMENT 4
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kr:, a JOBS PROGRAM 7
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EMPLOYMENT INFORMATION 8
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a CONDUCT, DISCIPLINARY ACTION AND GRIEVANCE RIGHTS 11
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HOURS OF WORK, SHIFTS, SCHEDULES AND REST PERIOD 20
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N H TIME OFF 25
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] SICK LEAVE 31
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HEALTH AND SAFETY 34
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• 4 EDUCATION AND TRAINING 37
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U a REIMBURSABLE EXPENSES 39
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VO rn MISCELLANEOUS POLICIES 41
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PAY 45
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PAYROLL 59
CLASSIFICATION AND PAY PLAN 64
SENIORITY, REDUCTION IN FORCE AND RESIGNATION 66
GENERAL DEFINITIONS 70
SUBJECT INDEX 72
POLICIES AND P R u C E D U R E S
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411 Section Personnel Policy
Subject purpose of Pnliry Mann21
COLORADO Date 12/19/84 Page 2
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0 3 PURPOSE OF POLICY MANUAL
o W This manual contains the Weld County Board of Commissioners' Personnel
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L1 Policies and Procedures as required by Section 4-2B of the Home Rule
oCharter. It is designed to be used by Department Heads, supervisory and
staff personnel, and employees in the day to day administration of the
WCounty Personnel program.
These written policies increase understanding, eliminate the need for
~ a personal decisions on matters of County-wide policy, and help to assure
uniformity throughout the County. It is the responsibility of each and
°J U every Department Head and supervisor to administer these policies in a
N z consistent and impartial manner.
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Ei Procedures and practices in the field of personnel relations are subject to
Wmodifications and further development in light of changes in the law,
experience, merit principles and the County Home Rule Charter. Each
m W Department Head, supervisor, and employee can assist in keeping our
en personnel program up-to-date by notifying the Personnel Department whenever
z47) problems are encountered or recommended improvements identified for the
administration of the personnel policies.
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WThe manual has been organized with a Table of Contents and a subject index
x X to enable all users to find specific policies quickly.
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o ry In cases that are unique to a specific department or office, Departmental
Supplemental Personnel Policies will be issued. These supplements can only
o] w be issued on a special Departmental Supplemental Personnel Policy Form by
Personnel once approved by the Board of County Commissioners. Supplemental
policies will be provided to department employees and will be referenced in
this handbook.
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.
POLICIES AND P R u C E D U R E S
IrVI
.�,� tlM1161 Section Personnel Policy
Subject Purpose of Policy Manual
COLORADO Date 17/19/84 Page 3
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r U All policies in the manual will be administered in accordance with Equal
Employment Opportunity laws, the Revised Merit System Standards and the Weld
OU County Home Rule Charter.
This manual supercedes all personnel policies and manuals, resolutions,
0 personnel operations manuals, except for the classification and position
o• a specifications published prior to this date.
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POLICIES AND PROCEDURES
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Section Personnel Policy
Subject Recruitment, Selection and Appointment
COLORADO Date 12/19/84 Page 4
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o RECRUITMENT, SELECTION, AND APPOINTMENT
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EQUAL OPPORTUNITY
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0 3 It is the policy of Weld County to ensure complete compliance with all
o W provisions of Equal Employment Opportunity laws as interpreted by the
q Courts. Recruiting, selection and advancement of employees will be on the
O basis of their relative ability, knowledge and skills, including open
W consideration of quality applicants for initial appointment.
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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
2 for advancement to higher positions.
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N E VACANCIES
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Vacancies are advertised within the County for a period of five (5)
W consecutive work days. Promotions and transfers from within the County are
M G made when appropriate and possible. County employees are encouraged to
rn 2 apply for vacancies they are qualified for by completing a Department
r1 Transfer Request and updating a Weld County Employment Application. County
o p employees who meet the position criteria will be selected for interview for
Wa the position. All requests for transfer should be channeled through the
employee's supervisor to the Department Head/Elected Official for approval
M N and then to Personnel.
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Because there are times when it is necessary to fill the position as quickly
W G., as possible, the County may find it expedient to advertise concurrently in
the outside market at the same time the position is advertised internally.
All internal requests will be given prior consideration. Positions
advertised in the outside market must be open a minimum of ten (10)
consecutive workdays.
Applications are screened and graded by Personnel by comparing the
applicants qualifications to the job requirements. In specialized
professional fields departments may assist in the screening process.
Applications are graded and entered into the Weld County Application
Tracking System. 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
POLICIES AND PRUCEDURES
..? 1# 'u Section Personnel Policy
W�`'P�• Subject Recruitment, Selection and Appointment
COLORADO Date 12/19/84 Page 5
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o Officials are the only authorized appointing officials for Weld County, this
• p authority cannot be delegated.
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oWhen it is decided to transfer or promote an existing County employee a
o w reasonable amount of time (at least two (2) weeks) will normally be required
o to replace the transferring employee before the transfer/promotion is
o a effective.
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Pay changes and review period of transferred or promoted employees will be
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o in accordance with the policies and procedures outlined in the
w a Pay-for-Performance section of this manual.
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SUPPLEMENT TO WELD COUNTY EMPLOYEE HANDBOOK
x WELD COUNTY ROAD & BRIDGE DEPARTMENT:
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co U Vacancies
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N H Vacancies within the Road and Bridge hourly component may be filled
N E with individuals returning from the previous year as long as those
aformer employees met work standards the past year and no change in
] their status (i.e. , driver's license, etc.) has occurred.
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F" Review Period
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ri g All new employees, except law enforcement and hourly personnel, are in
review status for the first six months of their employment. Upon completion
U a of the review period the employee will become a full-time member of the
aCounty workforce. The review period for law enforcement personnel can be
M found in the Personnel Policy Manual or as supplemented by departmental
Lf1 N instructions.
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w SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
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.
POLICIES AND P R u C E D U R E S
64 (4'11-46--
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+� Section pPtsoneL_PQlicy
W�`'P�• Subject Recruitment, Selection and Appointment
COLORADO Date 12/19/$4 Page 6
c) 0 Re-Employment
Upon approval of the Department Head/Elected Official, a full-time employee
OU who resigned within one year in good standing with the County may be
q rehired. Upon re-employment, the employee shall be subject to all
o W conditions of employment, including the six (6) or twelve (12) month review
o 3 period, applicable to new employees, and shall start at the entry level if
o w date of termination is thirty-one days or more prior to re-employment.
M (Sheriff's sworn personnel should refer to Departmental Supplement.)
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POLICIES AND PRUCEDURES
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stit, Section Person cy
WIITDe Subject Jobs Program
COLORADO Date 12/19/84 Page 7
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o v JOBS PROGRAMS
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q Weld County is involved in a number of jobs programs. Included are:
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o S A. Work Study — Contracts with area schools such as Aims and UNC.
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`" w B. Contracts for specialized services — The county enters into special
contracts for some services in lieu of hiring an employee.
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C. Student Intern Programs - Area schools place student interns in County
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Departments.
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D. Employment Opportunities Delivery Services (EODS) Programs - The Weld
.w County Department of Human Resources places people in various programs
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OD U including in-school and summer youth, welfare diversion, etc.
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N H E. Useful Public Service - This program is limited to individuals
ro H 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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POLICIES AND PROCEDURES
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WIIDcSubject Employment Information
COLORADO Date 12/19/84 Page 8
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0 U 0 EMPLOYMENT INFORMATION
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q EQUAL EMPLOYMENT OPPORTUNITY
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o Weld County is committed to abide by all the laws pertaining to fair
o a employment practices. All persons having the authority to hire, discharge,
�'W transfer, or promote personnel shall support, without reservations, a
0 non-discriminatory policy of hiring or transferring to any vacancy, any
Uqualified applicant without regard to race, color, religion, national
a origin, age, sex, disadvantaged status, or handicap. The County will offer
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in equal opportunity for employment or advancement to all qualified applicants
v-I a and employees.
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W Positions will be filled with the best qualified individuals available.
xi V Every effort will be made to fill vacancies by promotion from within the
county whenever competent and deserving employees are available. Employees
N H will be considered for promotion in terms of present performance,
N F specialized background, and potential. Length of service will be a factor
'-' U) considered only when two or more applicants possess equal qualifications.
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Any applicant for a job with Weld County who feels he/she might have been
r' rz+ discriminated against, for alleged illegal discrimination based on race,
m z color, religion, sex, national origin, political affiliation or belief, age,
a,�' < handicap, or other non-merit factors during the application/job selection
o process, may appeal this alleged discrimination by making a report to the
o a Director of Finance and Administration of Weld County. The Director of
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x Finance and Administration will select a disinterested investigating
officer, outside of the Personnel Department, and the agency involved, who
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in r- will make a complete and thorough investigation into the alleged charge and
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H 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.
POLICIES AND PRUCEDURES IfCihn
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�� ' *! Section pergonn�i Policy
WII'BcSubject Employment Information
COLORADO Date 12/19/84 Page 9
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N U EMPLOYMENT OF RELATIVES
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o O In accordance with Section 4-2 of the Weld County Home Rule Charter an
Ca appointing or employing authority may not employ or request the employment
w of any person who is related to him/her as spouse, parent, child, brother,
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0 3 sister or in-law. A supervisor may not have a relative as defined above
o a placed under him/her for supervision.
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% RETREATMENT RIGHTS
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aWhen a chief deputy to an Elected Official or the Undersheriff is selected
k.o,n from the current work force and from a position covered by the
,z; Classification System, they shall have the right to return to that position
,4 within the first 6 months of appointment.
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`1' "4 POLITICAL ACTIVITIES
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N H In accordance with Section 4-2 of the Weld County Home Rule Charter no
w employee shall, during working hours, engage in any political activity. Any
un person employed with the County, except an Elected Official, who seeks
Welection to partisan public office, shall request a leave of absence,
in w without pay, immediately after announcement of candidacy. Requests for a
,-4 114 leave of absence, without pay, will be made through the Personnel Department
m z and acted upon by the Board of County Commissioners. Leave terminates upon
°m` Z completion of campaign or election.
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U mRESIDENCY
f=144 All officers and employees of Weld County, as a condition of their
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employment and as a condition of their continued employment by Weld County,
o N shall be domiciled within the boundaries of the County of Weld, provided
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however, that new employees of the County shall have six months from the
m w 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
POLICIES AND PRLJCEDURES
•wfritaiSection Personnel Poliry
Subject Fmployment Information
COLORADO Date 12/19/84 Page 10
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o U of County Commissioners shall establish, for the exempted positions, the
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compensation and benefits package.
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Ca A. Undersheriff.
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o E. The appointed chief deputy of the Clerk and Recorder, Assessor, and
o rz Treasurer.
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C. All hourly employees.
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D. Assistant District Attorney.
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E. Deputies to the Coroner.
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F. Special Deputies or Sheriff's Possee
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U SEXUAL HARASSMENT: Sexual harassment includes unwelcome sexual advances,
N▪ H requests for sexual favors, and other verbal or physical behavior of a
w sexual nature which results in discrimination in employment. Weld County is
• co responsible for the behavior of its supervisory, non-supervisory employees,
and agents in matters involving discrimination caused by sexual harassment.
Wo Proven cases of sexual harassment will be handled by strong disciplinary
✓i w action up to and including termination. If an employee feels that sexual
z harassment has occurred, that employee is entitled to use the grievance
• Zprocedures outlined in this handbook.
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POLICIES AND PRUCEDURES
Section Personnel Policy
Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 12/19/84 Page it
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N v CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
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Ca CONDUCT
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3 Every county employee should be aware that they are public employees and it
o a is their duty to serve citizens in a courteous and efficient manner. An
u} w employee must maintain a standard of conduct which is consistent with the
best interests of Weld County. Actions considered to be misconduct and
o cause for disciplinary action or discharge include but are not limited to
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aw the following:
A. Incompetence or inefficiency in performance of job duties.
B. Deliberate or careless conduct endangering the safety or well-being of
t) self, fellow employees or the public.
N H C. Negligent or willful damage or waste of public property.
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U) D. Refusal to comply with lawful orders or regulations.
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m W E. Insubordination.
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0 z F. Deliberate, offensive language or conduct toward the public or fellow
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employees.
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o a G. Being under the influence of intoxicants or nonprescribed drugs.
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H. Unexcused absence without being granted leave.
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N I. Conviction of a serious crime (See Suspension for Charge with Crime) .
M J. Accepting bribes in the course of employment.
K. Deliberate misstatement or a material omission in the application 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.
POLICIES AND P fa , C E D U R E S
4' *bV *IL
Section Personnel Policy
Illik Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 12/19/84 Pane 12
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0 0 An employee observing misconduct should report the incident immediately to
his/her Department Head/Elected Official. The Department Head/Elected
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v—Ici Official is required to investigate the incident and report the results to
C] the Board of County Commissioners. If misconduct did occur appropriate
a disciplinary action will be taken. If the Department Head/Elected Official
o finds the reported incident was false and done with a malicious intent he
o a will take disciplinary action against the employee reporting the incident.
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a DISCIPLINARY ACTIONS
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Disciplinary actions are to be corrective in nature and intended to provide
vii reasonable means for correcting misconduct prior to resorting to dismissal.
r Disciplinary actions include warning, reprimands, suspension without pay,
r x probation, demotion and dismissal.
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UDepartment Heads, Elected Officials or their designees may impose
disciplinary actions. However, Department Heads and Elected Officials are
N• H responsible for disciplinary action initiated by their designees. All
N E County employees subject to the Personnel Policies are subject to
,—I u) disciplinary action for cause as stated above except that review, part time,
g and temporary employees may be dismissed without cause.
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ri r1 w At the time disciplinary actions are taken against an employee that are
rn z grievable the Department Head/Elected Official is required to provide the
• Zemployee a copy of the grievance section of the Personnel Procedures Manual.
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U a EMPLOYEE COMPLAINTS OR DISPUTES
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An employee who feels that the policies set forth in this manual are not
en N o being properly applied, or has any disciplinary action taken against him/her
o N that results in termination, demotion, and/or loss in pay, is encouraged to
have his/her complaint reviewed.
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The employee complaint procedure is as follows:
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 Head/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
POLICIES AND PROCEDURES
{a/ 'r,
I 'll Section Personnel Policy
WII'Dc Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 12/19/84 Page 13
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✓ V immediate supervisor who will give the employee an answer within two
o working days of the presentation of the complaint.
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'_' U C. If the employee is not satisfied with the supervisor's answer to
G? his/her complaint, he/she may, within one week of that answer, but not
o re to exceed 15 days from the date of incident, appeal the case to the
O 3 Department Head/Elected Official. Such an appeal should be presented
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o a in writing, stating the nature of the complaint and the reasons for
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q believing the employee's position to be correct. The Department
a Head/Elected Official will give his written answer within five working
0 days of his meeting with the employee.
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`n D. If no agreement is reached, the employee may file a formal written
grievance to the County Personnel Grievance Board within ten (10) days
ri % of the Department Head/Elected Official's written response via the
d, W Personnel Department. The employee will prepare a written grievance
mu that clearly states his/her side of the case. Such written grievance
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• Z must include the specific reasons(s) for appealing the action, the
N H specific facts as they are known, documentation to substantiate these
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N El facts and the reasons why the supervisor and Department Head/Elected
" x Official did not solve the grievance.
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v-I W E. The Personnel Director will attempt to mediate the differences. If
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Cr) mediation fails, the Personnel Director has ten (10) working days from
m 2 receipt of the written report to set a Grievance Board date and notify
I-I IC the employee and Department Head/Elected Official of the Personnel
o >1 Grievance Board hearing.
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0 F. Weld County Personnel Grievance Board Hearing Procedures:
'n• Co 1. PRESENCE AT HEARING
O N
M G, A. Presence of Employee Involved. Under no circumstances shall
a hearing be conducted without the personal presence of the
employee who requested the hearing. However, an employee who
fails to appear at such hearing, without good cause as
determined by the Board, shall be deemed to have waived his
rights to a hearing.
B. Persons in Attendance. The grieving party plus any legal
representation, the responding department head/elected
official plus any legal representation, the recorder, the
Board legal advisor, Board members, and any witnesses, while
POLICIES AND Pl., C E D U R E S
�� '+---N...
Section Personnel Policy
hiDeSubject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 12/19/84 _ Page 14
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o giving testimony, are the only persons allowed to be present
m0 at such hearings.
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0 2. POSTPONEMENTS AND EXTENSIONS
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o• Postponements of hearings and extensions of time may be requested
o a by either party or his designated agent. However, the granting
Q of such postponements or extensions shall be made only upon the
pshowing of good cause and is at the sole discretion of the Board.
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tc a 3. PRESIDING OFFICER
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r' The Chairman of the Board shall serve as the presiding officer.
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g The presiding officer shall ensure that order is maintained and
.I41-17 ensure that all participants in the hearing have a reasonable
m v opportunity to be heard and to present oral and documentary
N z evidence. He shall be entitled to determine the order of
W procedure during the hearing and shall have the opportunity and
N E discretion to make all rulings on questions which pertain to
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g matters of the conduct of the hearing and to admissibility of
,n Q evidence.
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m Ga 4. CONFLICTS OF INTEREST
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r FC A. A member of the Board may withdraw from hearing the case,
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unless his withdrawal makes it impossible for the Board to
U 0 render a decision.
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CO N B. Upon a timely and good faith objection to any personal bias
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o N of any member of the Board, the presiding officer shall
- ri forthwith rule upon the objection as part of the record in
M k, the case, and shall take any actions he deems appropriate in
order to alleviate the personal bias, if so found. Any
possible objection to personal bias shall be deemed waived if
not made in good faith and in a timely manner as determined
by the presiding officer.
5. REPRESENTATION
The employee shall be entitled to be accompanied and represented
at the hearing by an attorney or any other person of his choice.
The responding county official, department head or other
POLICIES AND P R u C E D U R E S
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Subject Conduct, Disciplinary Action and Grievance Rights
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COLORADO Date 12/19/84 ( age 15
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• U supervisor shall also be entitled to have an attorney
representing him at the hearing.
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6. RIGHTS OF PARTIES
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0 3 A. At the hearing, each of the parties shall have the right to:
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in- W 1) Call and examine witnesses.
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O 2) Introduce exhibits.
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`o z 3) Cross-examine any witnesses on any matter relevant to
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z 4) Impeach any witness.
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5) Rebut any evidence.
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B. If the employee does not testify in his own behalf, he may be
HI � called and examined as if under cross-examination.
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m 0 7. PROCEDURE AND EVIDENCE
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rn z A. The hearing shall be conducted informally and not subject to
m z strict judicial or technical rules of procedure. A wide
o `� latitude in the manner of presenting the respective positions
U a should be afforded the parties. Evidence presented at the
w Ki hearing may include the following:
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co m 1) Oral testimony of witnesses.
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2) Briefs, memoranda, or other related information.
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3) Any material contained in the personnel files regarding
the employee involved.
4) Any other relevant material.
B. Each party shall, prior to or during the hearing, be entitled
to submit memoranda concerning any matters being considered
by the Board. Such memoranda shall become a part of the
hearing record.
POLICIES AND P R u C E D U R E S
(a/'
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r` Section Personnel Policy
'ilk Subject Conduct. Disciplinary Action and Grievance Rights
COLORADO Date 12/19/84 Page 16
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r o C. The Board may receive and consider evidence not admissible
-, . under the standard rules of evidence, if such evidence
v oo possesses probative value commonly acceptable by reasonable
Ca and prudent men in the conduct of their affairs.
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D. The presiding officer may exclude unduly repetitious
•
ow evidence.
if)- W
aE. Objections to evidentiary offers may be made and shall be
0 noted in the record.
U
W
1O a 8. SPECIFIC PROCEDURES OF THE BOARD
ri
v-+ x A. Call the Board to order and take roll.
W
W
U B. Announce the matter to be heard. Determine whether all
co N parties involved in the matter to be heard are present and
N H that all such persons are ready to proceed.
N W
' m C. Call the aggrieved employee to proceed with his case.
PC
u, a 1) He may give a short statement of his case, summarizing
,--I W
ri k, his position.
M
Z
2) He may present witnesses on direct examination. The
o witnesses will each then be subject to cross-examination
U a by the other party and may be questioned by the Board.
aThe employee may then question his witness on any new
matters brought up on cross-examination.
end'
in W
o N 3) He may introduce exhibits.
H HI
w w D. After the employee has presented his case in chief the other
party is called to proceed and he shall present his case in
the same manner as the employee.
E. The employee may then rebut any matter brought out in the
other party's case.
F. The Board members may examine any witnesses, call any
additional witnesses for examination, and request the
submission of any exhibits.
POLICIES_'- AND P R _ C E D U R E S
(-14` t �' Section Personnel Policy
Subject Conduct, Disciplinary Action and Grievance Rights
IIIIIk COLORADO Date 12/19/84 Page 17
N 0
o U 9. BURDEN OF PROOF
m O
'-1 U The employee who requested the hearing will have the burden of
0 proving his position by clear and convincing evidence. "Clear
Wo and convincing evidence" is defined as that evidence which is
O 3 stronger than a "preponderance of the evidence" and which is
o g highly probable and free from serious doubt. Colorado Jury
h q Instructions 2d, Section 3:2. "Preponderance of the evidence"
a is defined as that evidence which is most convincing and
O
�U satisfying in the controversy between the parties, regardless of
w w which party may have produced such evidence. Colorado Jury
'n Instructions 2d, Section 3: 1(4) .
no
~ x 10. RECORD OF HEARING
W
CO o A record of the hearing shall be kept that is of sufficient
---„.
• 2 accuracy to permit an informed and valid judgment to be made by
N H any person that may later be called upon to review the record
NGil
E and render a recommendation or decision in the matter. The
'" cc a Board shall select a method to be used for making the record and
W this may be accomplished by use of a court reporter, or
Ln w electronic recording unit, or detailed transcription or by
m taking detailed minutes. If the Board selects a method other
rn 2 than a court reporter and the employee requests that a court
ri 4 reporter be used, then the employee shall pay the costs of the
o use of the court reporter.
U GG
a 11. RECORDS AND ADJOURNMENT
CO LO
CO The Board may, at 'its discretion, recess the hearing and
o �rt reconvene the same for the convenience of the parties or for the
W G, purpose of obtaining new or additional evidence or consultation.
Upon conclusion ofthe presentation of oral and written evidence,
the hearing shall be closed. The Board shall thereupon, at a
time convenient to itself, conduct its deliberations outside the
presence of the parties. Upon conclusion of its deliberations,
the hearing shall be declared finally adjourned.
12. FINDINGS AND RECOMMENDATIONS OF THE BOARD
A. Within five (5) days after the final adjournment of the
hearing, the Board shall make a written report of its
POLICIES AND PPUCEDURES
t, Section persunne1inlicy
W�����• Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 12/19/84 _ Page 18
o 0findings and recommendations in the matter and submit the
o same to the employee and department head/elected official.
• p All findings and recommendations in the decision by the Board
r V shall be supported in thereport by a concise statement citing
Ca the basis of its decision. The decision of the Board shall
o w be based upon evidence produced at the hearing.
o
o x G. The employee and Department Head/Elected Official will, within five (5)
`hq 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
W iz additional information or facts that bear on the case. Failure to
respond within five (5) working days shall constitute acceptance.
H. The legal advisor and the Chairman of the Personnel Grievance Board
d a shall, within ten (10) working days of receipt of non-acceptance by
w U either side, present the case to the County Commissioners for review.
The County Commissioners' review shall be in the nature of an appellate
CN W review, based upon the record of the hearing before the Personnel
c� El Grievance Board, and upon the Grievance Board's written decision. If
the County Commissioners find that the Grievance Board decision is
arbitrary or capricious; in excess of the Grievance Board's
a
w jurisdiction, authority, purposes, or limitations as defined by
Ordinance 118, as amended, and the procedures outlined in the Weld
rn County Administrative Manual; or unsupported by substantial evidence
I-3 tc4 when the record is considered as a whole; then the County Commissioners
o may either reverse or modify the Personnel Grievance Board's decision.
V x The Commissioners may also remand the matter for consideration of any
aadditional information or facts that bear upon the case, as set forth
m in the writing described in paragrph F. above. All parties will be
In co notified of the review decision, in writing, within five (5) working
ti days after the review is completed. The decision by the County
[e G 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 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
POLICIES AND PRUCEDURES
1 `�+
�s 7,� Section Personnel Policy
WilDeSubject Conduct Disciplinary Action and Gri ve ance Rights
COLORADO Date 12/19/84 rage 19
m O
N O
o
by the employees; one from Health, Human Resources, and Ambulance, one from
o O Road and Bridge, and two from the Centennial Center Complex. Their term of
U office is also two years, with no more than two members' terms expiring in
O any one year. Members may serve no more than two consecutive terms. The
0 3 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
o W term as a Board member.
0
M Non-Grievable: Employees cannot grieve a county policy that has been
U adopted by the Board of County Commissioners, even if they feel it is an
LO a unjust policy. The County's policies are addressed and adopted in public
:: ,.v meetings in the form of a County resolution or Ordinance. All employees are
x encouraged to attend public meetings, on their own time, that involve them
m as taxpayers and employees, in order to voice their opinions.
W
.r. I-4
co U SUSPENSION FOR CHARGE WITH CRIME
N 2
CNI H
In the event an employee is formally charged or indicted for the commission
N E of a crime, the County may suspend such employee, with or without pay,
,—I2
pending prosecution of the offense. If an employee is found guilty of any
in p crime by a court or jury, the County shall immediately suspend such employee
—I2 without pay until his conviction shall become final and he has exhausted, or
ri mG' by failure to assert them, has waived all rights to new trial and all rights
m 2 of appeal. At the time such employee's conviction is final, the employee
'-' P will be terminated.
O
wShould the employee be suspended by the County, as provided in this section,
a be found not guilty in a state or federal court, either on appeal, original
m r trial, or new trial, the County shall forthwith reinstate such employee and
Lc) co
he shall receive his back pay, finless, during such period of suspension the
r' —i employee resigned. In the event an employee resigned he shall receive back
w k, 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.
P O L I C I E S AND PRCEDURES
�, r
r ` �
�� 'mYi4 ( + Section Personnel Policy
Wilk Subject Hours of Work, Shifts, Schedules and Rest Period
COLORADO Date 12/19/84 Page 20
o' O• U HOURS OF WORK, SHIFTS, SCHEDULES, AND REST PERIOD
o
0
ti O
U WORK WEEK AND WORK DAY
G
0 3 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
o c4 order for a department to be more cost effective and/or to better serve the
yr W
G public. Normal hours are 8:00 a.m, to 5:00 p.m. , Monday through Friday;
phowever, the hours may vary depending upon department needs. Normal work
U week of Weld County begins on Sunday and ends on Saturday. County employees
m a are to report to assigned work sites, in order to begin work at designated
m
.. ,b starting times.
ti
~ a SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
d. a AMBULANCE SERVICE:
03 U
N Z Work Week and Work Day
N H
\W
N m The normal work day for paramedics and EMT's will be 24 hours. Their
tz schedule is as follows: day on, day off, day on, day off, day on, four
L ] days off.
,ti W
rim SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
rn z ROAD & BRIDGE DEPARTMENT:
'-1 a
0
>+ Work Week and Work Day
U Z
W
The sections of Trucking, Mining and Bridge, during the months of May
M co through October, have a normal work day of 10 hours per day and a
`
O N normal work week of 50 hours per week. The Weld County Engineer may,
N
H r' at his discretion, reduce or increase the number of hours worked per
m w week so as to maximize productive hours.
All sections, other than Trucking, Mining 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.
POLICIES AND PRUCEDURES
--
ny��,,E=, `--
'� 'yy `'( ► Section Personnel Policy
Subject Hours of Work, Shifts. Schedules and Rest Period
Ifillie Date 12/19/84 Page 21
COLORADO -
cO
✓ U SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
0
• - SHERIFF'S OFFICE:
NO
N U
Q Work Week and Work Day
H
o W
0 3 Jail Department - 8 day cycle: 4 12-hour days on/4 days off
m- w 2 shifts 0800-2000 and 2000-0800 hours
Q
a
O U Field Department - 7 day cycle: 4 10-hour days on/3 days off
W
Lc ma 3 shifts 0800-1800, 1700-0300, and 2200-0800 hours
. w
r-i z Admin. Department - 7 day cycle: 5 8-hour days on/2 days off
a
W
-1W 2 shifts 0800-1700 and 1600-2400 hours
m U
N• H SHIFT WORK
W
� U) Some departments are required to remain open 24 hours per day, 7 days per
wweek -- the Sheriff's Office, Ambulance Department, Computer Services,
L W Building and Grounds, and Communications Department. Employees in these
r-I w departments will be required to work a minimum 8 hour shift during a 24 hour
o z period. In an emergency situation an employee may be required to work more
m 3 than one shift in a 24 hour period.
i—i0
a U SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
a SHERIFF'S OFFICE:
M• m Shift Work
O N
r-I r-1
All units of the Sheriff's Office work some shift work with the
w cr. 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
POLICIES AND PRUCEDURES Rif r1) `' Section Personnel Policy
Subject Hours of Work, Shifts, Schedules and Rest Period
COLORADO Date 12/19/84 Page 22
N OV they will be paid based on their hourly rate for actual time spent on calls.
(See Departmental Supplements.)
m O
N U OVERTIME
Q
ow Regular Work Schedule Required. Each Department Head/Elected Official shall
0 3
prepare a schedule designating the hours each employee in his department
o w shall work. Work for the County by an employee at times other than those so
• w
scheduled shall be approved in advance by the Department Head/Elected
O 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:
wj A. All overtime will be approved in writing by the Department Head/Elected
co V Official in advance of use, except in emergency situations. No
✓ z employee shall receive compensation for overtime in cash, in time off
N H or a combination thereof unless such overtime work has been approved in
writing by the Department Head/Elected Official as set forth above.111 w B. A permanent record of the approved overtime will be kept in each
wdepartment. Total accumulation of overtime may not exceed 40 hours per
m employee within a 90 day period. In emergency situations and as soon
• zas practical a Department Head/Elected Official may request authority
from the Board of Commissioners to exceed the 40 hour limitation. (See
Ambulance Departmental Supplement.)
• a
a COMPENSATION FOR OVERTIME WORKED:
m
N A. Full Time Non-Supervisory Employee: Except as otherwise specified in
this manual overtime for salaried employees shall be compensated one
w w 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 compensation is not authorized for
supervisory employees.
POLICIES AND P R u C E D U R E S r It, Section Personnel Policy
,I it ',iv,
WIIDcSubject Hours of Work, Shifts, Schedules and Rest Period
COLORADO Date 12/19/84 Page 23
m O C. Hourly Employee: Part time employees who are paid by the hour and who
o
work in excess of 40 hours per week will receive pay at the rate of 1'
d O times their regular hourly rate for each hour worked in excess of 40
N U
hours. All overtime must be approved in advance as described above and
C
,a must be recorded and forwarded weekly to the Personnel Department
oo
3 through use of time sheets.
• WRoad and Bridge employees should see Departmental Supplement on compensatory
A time and overtime policies. Sheriff's deputies and correctional officer
0 below the grade of Sergeant receive up front payment in lieu of overtime.
V
W
1p a SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
Ln
- ,6 SHERIFF'S OFFICE:
ti
r-ix
a Compensation for Overtime Worked
W
•ciia
CO U Any and all compensation for overtime worked is paid at the rate of
N- 2 2.5% of monthly salary for uniformed/commissioned officers through
W corporal. No compensatory time is accumulated.
N E
a Officers will be paid at the established rate for overtime involving
w
w) D contract services.
,--I W
T—I Ga
`^ SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
m Z AMBULANCE SERVICE:
rirz
C.:
a Compensation for Overtime Worked
W
Through a contract with North Colorado Medical Center, helicopter pay
^i is paid at the employee's `straight time hourly rate and is contingent
o N upon Weld County Ambulance Service participation in their Air Life
'H '" program. Helicopter pay is not considered overtime pay for supervisors
W 44 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.
P 0L I C I E S AND PRUCEDURES
Ali' ill'
�� 'a9 't Section Personnelj_Qlicy
WIiVcSubject Hours of Work, Shifts. Schedules and Rest Period
COLORADO Date 12/19!84 Page 24
N UU SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
o
ROAD & BRIDGE DEPARTMENT:
Lc, O
NC)
Compensation for Overtime Worked
a
a
O 3 Within the operational requirement of the Road and Bridge Department,
• overtime accumulated during the summer hours shall normally be taken
vii W during the months of November through April, during which time the
a employees of the Road and Bridge Department shall work an average of 25
a
O hours per week until such time as all overtime accumulated during the
w summer months has expired.
mm
Ln
w Employees in the Trucking, Mining and Bridge sections may, during the
,—I x work week that contains the holiday of July 4, not work during that
W week, but use accumulated overtime in its place. This must be
� ,W‘t. -1 requested each year by the County Engineer and approved by the Board of
m U Commissioners.
N
N H H
W Time Sheets
N N H
a In order to identify costs per project, Road and Bridge is required to
a�n submit weekly time sheets utilizing a specialized document.
,-i W
ti W
M Hourly Employees
O.+ Z
a, z
o Road and Bridge employs hourly personnel during peak production
>+ periods. These employees are hired at an hourly rate and receive no
a County benefits. A budget line item is established by the Board of
County Commissioners for the salaries of these employees. The County
M N Engineer has approval autho'rity for division placement.
O
O N
'~ ,-' LUNCH HOURS
W W
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.
POLICIES AND PROCEDURES
rD`
.
,,,,,,
Section Personnel Policy
Wilk Subject Time Off
COLORADO Date 12/19/84 Page 25
'so
N U
o TIME OFF
'o 0
N U
Q VACATION
w o
o
. PAID VACATIONS: No annual leave is earned by temporary, part-time,
o W seasonal, initial review period, or hourly paid employees. Department and
O Division Heads designated by the Home Rule Charter and the Board of County
o Commissioners do not accrue paid vacation. Employees in the initial review
U period will not accrue vacation leave during the initial review period.
Low Upon successful completion of their initial review period, employees will be
- ,xi awarded 8 hours of vacation time per month of the initial review period.
r' Employees may begin to take vacation leave at the completion of their
.-ix
a initial review period. Vacations must be scheduled in advance with the
.I4 ,4 employee's supervisor. Vacation shall not conflict with work requirements
m• U of the department. Annual vacation is earned on a monthly basis as of the
N z 15th of each month according to length of County service as follows:
N H
N• F Years of County Service Hours Earned Monthly
ti m
a
N W Under 5 8 hours
m Over 5, but under 10 10 hours
o" z
m f Over 10, but under 20 12 hours
0
YI
0 W Over 20 13. 33 hours
w
n en An employee cannot accumulate in excess of two times his/her annual vacation
La o-1
CD CV accrual. Unused vacation will .bepayable upon termination of employment.
CD N
r i ,-i
Mfr. 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 EMPLOYEE HANDBOOK
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.
POLICIES AND P R u C E D U R E S
=I) rikis
ilePtiSectionPersQzuPl Policy
Elk Subject Time Off
COLORADO Date 12/19/84 Page 26
m o
o U HOLIDAYS
Nu All full time employees working 32 hours per week or more receive the
q following days as paid holidays. Dates will be established annually by the
o W Board of Commissioners.
o
o g 1. New Years Day
O 2. Lincoln's Birthday (floating)
g 3. Washington's Birthday
U 4. Memorial Day
a 5. Fourth of July
ui 6. Colorado Day
,- 7. Labor Day
'" x 8. Columbus Day (floating)
W 9. Veteran's Day
co U 10. Martin Luther King Day (starting 1986)
11. Thanksgiving Day
N H 12. Christmas Day
14
N E
E N
-' m When a holiday falls on a Saturday, the preceding Friday will be taken off.
x
a When a holiday falls on a Sunday, the following Monday will be taken off.
N
ti W
'H w To be eligible for holiday pay, an employee must be on paid status the
m Z workday before and the workday after the holiday.
o No employee assigned to shift work shall receive a greater or a lesser
U g number of holidays in any calendar year than employees regularly assigned to
r
% Z work during the normal work week.
el in m Employees working on an official holiday shall receive an in lieu day off
o H H 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
• [y
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.
PROFESSIONAL LEAVE
Upon approval of the Department Head/Elected Official, 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,
P (1 L I C I E s AND PROCEDURES
q ://
i)/ l�
' Section Personnel Policy
Subject Time Off
COLORADO Date 12/19/84 Page 27
am o
will be granted under professional leave. Professional leave must be
arranged in advance with the employee's supervisor.
030
N (�
Ca MILITARY LEAVE
a
o Any officer or employee who is a member of the national guard or reserve
o a forces under state or federal law shall be given up to 15 days annual
(A 14 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
o engaged in training or service ordered by the appropriate military
• aauthority. If the employee or officer is required to continue in military
n service beyond the time for which leave with pay is allowed, he shall be
nos
entitled to leave without pay until he shall be reinstated following active
x 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 to the Department Head/Elected Official and Personnel two weeks
co
prior to beginning of leave.
▪ z
N H
ro 4.1
MILITARY LEAVE AND REINSTATEMENT
Weld County complies with all sections of Title 38 U.S. Code, Chapter 43,
wVeteran Reemployment Rights. For detailed information, contact the
rim Personnel Department.
mz
o' MEDICAL LEAVE OF ABSENCE
o M A request for a medical leave of absence without pay for illness, disabling
w medical condition, or disabling injury must be supported by a letter from
the employee's physician to include an anticipated return date. Medical
U rn leave can only be granted after all accrued sick leave has been used. In
O N cases where a medical condition would hinder job performance, the
m �
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 he/she 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
POLICIES AND PROCEDURES
-D '1 ( Section Personnel Policy
lin �• Subject Time Off
COLORADO Date 12/19/84 Page 28
o, o
N O
o and be called when the opening for which he/she is qualified to perform is
m0 available.
mu
Q The duration of all medical leaves of absence normally shall not exceed 45
o 3 days unless extended due to medical circumstances and/or complications
without a break in service. Vacation and sick leave will not accrue while
c) a on medical leave of absence. Medical leaves over 45 days will result in an
✓ W
Q adjustment of the employee's anniversary date by the time actually taken and
pan adjustment of vacation and sick leave and other benefit accruals.
0
a
k.o a An employee may continue his/her participation in the insurance plans during
n
•• w medical leave if he/she elects to do so. In this case, all benefits of each
ri plan will continue as if the employee was working, provided that the
rix
a employee makes prior arrangements to remit the required contributions in
ad advance of the period of coverage. An employee should discuss benefit
m U coverage with Personnel prior to departing on leave.
NZ
WUse of vacation in conjunction with medical leave will be at the discretion
N E of the employee if approved by the Department Head/Elected Official.
CO
a Requests for additional time off not due to medical reasons will be treated
,n as leave without pay according to the procedures of this manual.
.-I W
rmi � DEATH IN IMMEDIATE FAMILY. Leave of absence with pay because of death in
m z the immediate family of a person in the County service may be granted
K4 full-time employees by the Department Head/Elected Official for a period not
0
p, to exceed three days. Entitlement to leave of absence under this section
W a shall be in addition to any other entitlement for sick leave, emergency
a leave, or any other leave. For purposes of this section "immediate family"
M o means mother, stepmother, father, stepfather, husband, wife, son, stepson,
o N daughter, stepdaughter, brother, sister, mother-in-law, father-in-law,
H H grandparents, foster parent, foster child, or any other person sharing the
Lq 44 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.
POLICIES AND PROCEDURES
Di( p,
' Section personnel Policy
Subject Time Off_
COLORADO Date 12/19/84 Page 29
00
t--
0
CHILD CARE LEAVE
00
M U
q When an employee adopts a child and requests leave to tend the child, the
employee is not eligible for special leave, may not use sick leave but, at
W
O z the Department Head/Elected Official's discretion, may use accrued vacation
O W leave.
vT w
O
LEAVE OF ABSENCE
O
U
Employees may be entitled to leave of absence without pay for good and
a
Un 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
m a 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
(N• H leave engages in gainful employment.
W
N
r' CI) The maximum length of such leave of absence will be 90 days. This leave may
be extended only with approval of the Board of County Commissioners and then
• w only on written application giving compelling reasons.
rHw
m z 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.
CJa
ABANDONMENT OF POSITION
W)• m If an employee fails to call in for three consecutive days without a reason
0 CV
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.
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.
POLICIES AND PROCEDURES
iii
-,;:), %,' .
j wY Section Personnel Policy
Wilk Subject Time Off
COLORADO Date 12/19/84 Page 30
rn0
I"- U PERSONAL LEAVE DAYS
0
(Y1UU Personal leave is a privilege granted to full time County employees.
Employees in their initial review period are not eligible. Each year, with
o
W supervisory approval, a full time employee may convert two (2) days of sick
o
0 3 leave into two (2) Personal Leave Days. Personal leave days may not be
o a carried over from year to year. The method of scheduling and the timing of
vrw Personal Leave Days is at the discretion of the Elected Official/Department
CI
W Head.
O
0
U
W DEPARTMENT HEAD LEAVE: Department Heads do not accrue sick and vacation
N leave. Department Heads will schedule vacation leave with their
• 5 supervisors. Department Heads may use up to six months of leave for an
r~-I x illness prior to commencement of long-term disability. Any extension over
w the six months must be approved by the Board of County Commissioners.
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POLICIES AND PROCEDURES, ,
410
r { ---
„its!, Section personnel Pommy_
Subject Sick Leave
COLORADO linkDate 12/19/84 Page 31
C
m O
o U SICK LEAVE
NQ
mu
L1 Sick leave is a privilege given to full time employees to be used in the
o w following circumstances:
o �
o x A. When the employee is unable to perform his/her job duties because of
`" q illness, injury, pregnancy or birth of a child;
a
0 B. When the employee has medical, surgical, dental or optical examinations
Lo a or treatment;
In
- 14
r C. When an employee is required to care for an ill member of the immediate
afamily he/she may use accumulated sick leave up to 40 hours for any one
a illness or injury or until accommodations for care can be made.
d
0o U
N 2 All regular full-time employees, with the exception of Department and
N H Division Heads designated by the Home Rule Charter and the Board of County
HN Commissioners, are eligible for sick leave 30 days after employment. Sick
tH M a leave is accrued at 8 hours per month from date of hire with no maximum
a accrual limit. Accumulated sick leave is payable upon termination at ' the
In
,-iw hours of accumulated unused sick leave, not to exceed one month's salary.
'~ F
M No accrued sick leave will be paid to employees who do not complete the
m 2 initial review priod. Employees hired after January 1, 1985 will no longer
,-i be paid for accumulated sick leave upon termination of employment.
0
w M Employees are to report their absence(s) daily directly to their supervisor
rx Z at the employee's regular starting time. Failure to report may be
m o, considered as cause for denial of paid sick leave for the period of absence
m unless the employee furnishes an' acceptable explanation. Not calling in and
o .- obtaining an approved absence for three days is considered abandonment of
w w 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.
POLICIES AND PPCEDLJRES r"j� ' '( "fit Section Personnel Policy
VII1Dc Subject Sick Leave
COLORADO Date 12/19/84 Page 32
cno
NO
0
en o The Sick Leave Bank is based on a voluntary contribution of eight (8) hours
r U
per member, per year. Members who do not contribute to the Bank will not
Ahave the opportunity to take advantage of the Bank. Subsequent admission to
0 3 Bank participation for new members shall be allowed ONLY on the first day of
each payroll period following one year of employment, i.e. , January, April,
o a
to co, July, and October. All other eligible members who did not join the Bank may
Ca do so on the annual open enrollment date in November, to be effective
a
January 16th of the following year.
U
`o a A. The Sick Leave Bank was funded initially by a contribution from each
u', w employee member of eight (8) hours of that employee's individual sick
'H
'Haleave, which was deducted and credited to the Bank. For new members
a the same contribution will be made on the first day of the payroll
-iii-1 quarter, following one year's employment. Following enrollment
m U deductions, a member has a waiting period of one quarter, or ninety
c--- Z (90) days, before applying for sick leave.
N H
W
2 Cfl B. Sick leave days in the Bank are carried over from year to year and an
a additional contribution is required in January of each succeeding year
ma while a member of the Bank. Hours donated to the Sick Leave Bank are
'i w Ga not refundable.
m
m
a�iZ C. The Bank is administered by the Sick Leave Bank Governing Board. The
o Board is composed of five (5) members elected by the participants in
>+ the Bank. The following conditions govern the granting of sick leave
aas days from the Bank:
ch o 1. Application forms are available through Personnel. Applications
o CD
cn for benefits from the Bank are made in writing to the Governing
TH H Board via the Personnel Department.
m GA
2. If a member is unable to make application for himself, the
application may be 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 member, 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/Elected Official for approval of time off. The Department
Head/Elected Official approval must be obtained before the
application is complete. The Department Head/Elected Official
POLICIES AND P P C E D U R E S ra (.. Section Personnel Policy
illik Subject Sick Leave
COLORADO Date 12/19/84 Pape 33
al O
N O
o\ - may attend the hearing with, or for, that individual to discuss
c O any problems he may have with a large number of sick days being
0 granted.
a
O 3 5. Bank days will not be granted until a member has used all of
his/her individual sick leave days, vacation days, and any
o z compensation time he has accumulated.
CO-w
ca
a O 6. Not more than one hundred thirty (130) working days may be granted
V to one member in a twelve month period.
w
La z
n- z 7. The Sick Leave Bank Governing Board cannot approve sick leave days
r' to be granted to members in an amount that exceeds the number of
ri z
x sick leave days accumulated in the Bank. If the need exists, the
d, a Board has the option to assess a contribution of eight (8)
co c..) additional hours from members to the Bank. Contributions of sick
N z leave in excess of the amount stated herein cannot be accepted by
N H w the bank.
N F
r1 u)
a 8. Sick leave may be granted ONLY in cases of personal illness. This
,n O excludes use of the Bank for illness of family members.
ri
en �' 9. The Sick Leave Bank is designed for use when a disabling illness
m
o, 2 occurs.
• y
O O
a 10. Any unused sick leave granted by the Board shall be returned to
U
C44C4 the Bank.
a
el D. Upon termination from the County a Bank member will no longer be
I-O 1 O eligible to draw sick leave time from the Bank.
z PI 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.
POLICIES AHD PROCEDURES
. } ��� Section pprcnnnpl .P nl icy
WIi9c Subject Health anti Safety
COLORADO Date 12/19/84 Page __34
rn O
N
o - HEALTH AND SAFETY
io O
o
GENERAL
ow
O 3 Employees are required to comply with all safety rules and regulations.
o a Failure to do so will result in disciplinary action and could result in a
o W
reduction in worker's compensation benefits if an accident resulted from
0 failure to comply with said safety rules. If an employee has any questions
concerning a department's requirements, the employee should contact his/her
a supervisor. Copies of the County safety manual are available in each
.. w department.
rH
x
REPORTING OF INJURIES
� a
v If an employee is injured, even slightly, or suspects he has been injured,
N z the employee must report this fact to his immediate supervisor at once. The
H
supervisor will see that the employee gets first aid or, in case of a more
r CO serious injury, medical attention.
c4
m a To be eligible for worker's compensation benefits an employee must be
examined and treated initially by the established Weld County Worker's
W Compensation primary medical care facilities. These medical facilities will
zbe designated under separate cover and posted in all work areas. An injured
employee should inform the hospital that the billing for the treatment
should be submitted to Weld County Worker's Compensation Fund. The
W supervisor will complete an Accident Investigation Report and the injured
x employee will be required to sign it. The Employer's First Report of
en N Accident Form must be submitted to Personnel within 24 hours of the
o m 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 a prompt investigation. The investigation
POLICILS AND P R u C E D L' R E S
IS f . Section Personnel Policy
WIiDc . Subject Health and Safety
COLORADO Date 12/19/84 Page 35
of o
N O
o he/she makes might reveal a hazardous condition or work practice which,
io O
if not corrected, could lead to a more serious injury.
M U
o All County employees are covered by the State Worker's Compensation Act.
o W The County's self-insured worker's compensation program protects all
0 S employees against total loss of income and hospital expenses as a result of
o tw on-the-job accidents or occupational illness. It should be noted that
Tn-W Q Chiropractic services will not be paid unless medical referral is made by
a the attending physician. A full time employee who sustains an injury or
O occupational illness while performing assigned duties and is incapable of
m a performing the normal function of the job, will receive regular full salary
m for a period not to exceed three days from date of injury. At the end of
- La
,i the third day the full time employee will receive 66 2/3 percent of his/her
,-lx normal salary, minus employee generated deductions for the period of injury
aleave. During the worker's compensation leave, a full time employee does
mu not accumulate sick or vacation leave. Part-time or hourly employees are
paid 66 2/3 percent of their normal salary from the date of injury. Before
N• H the injured employee is allowed to return to work, a written release is
\ W
N E, required from his/her doctor stating that the employee will be able to
^ W a assume full working responsibilities and duties. The injured employee must
W keep the Department Head/Elected Official and Personnel Department informed
,`�{ W of his/her condition. Injured employees who can perform less demanding job
`--I duties may be assigned other duties, if available, by the Department
M
(6Z Head/Elected Official after consultation with the Personnel Department.
rn <
o MEDICAL EXAMINATIONS
U 4w
aMedical qualifications are realistic physical standards to assure that an
employee is physically able to perform the duties required of the position.
M M
In 0 All employees must meet the medical standards for their specific position.
o ri� 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
w
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.
POLICIES AND PROCEDURES
-pi t''1
11 Section pecsannel Policy
illik Subject Health and Safety
COLORADO Date 12/19/84 Page 36
al 0
v
0 RECREATIONAL ACTIVITIES
0
u
mu Weld County does not sponsor any adult recreational teams or activities.
0 Any sports injuries incurred by County employees are considered outside of
w assigned county duties. Therefore, they are not covered by Workers'
0
0 3 Compensation as job related injuries.
o c4
m W ALCOHOL AND DRUG ABUSE
Q
a
0
U In the interest of the safety to all employees and to prevent disruption of
a the work area, it is against county policy for an employee to consume or
Ln possess alcohol on county property. It is also against the policy to report
r
to work under the influence of alcohol.
rig
WIllicit sale, purchase, use or possession of non—medically prescribed drugs
m w
by an employee on or off county property is also against policy. This
applies to all forms of narcotics, depressants, stimulants, or
N I-I hallucinogenics whose sale, use or possession is prohibited by law.
W
N E1
ria The only exception to this is the taking of prescribed drugs under a
w physician's direction. It is advised, for the employee's safety and that of
in
w others, that the employee's supervisor be informed of the taking of such
ri w drugs and their effect on the employee's work, so he may take appropriate
m
m 2 action.
al
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O Any violation of the above rules may be grounds for disciplinary action, up
ati to and including, termination of employment.
m d .
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rv �, �J/JJ POLICIES AND PROCEDURES
�, `"if, Section Personnel Policy
WII'Dc Subject Education and Training
COLORADO Date 12/19/84 Page 37
r` U EDUCATION AND TRAINING
0
co O
m U
Ca EDUCATIONAL ASSISTANCE
a
O 3
Weld County will reimburse an employee for tuition expenses up to $75.00 per
term (quarter/semester) for job related courses that have been approved in
ow
advance. Funds for this program are limited to the amount budgeted each
aYear by the County Commissioners. For this reason reimbursement is on a
O first come, first serve basis, and must be approved in advance to commit
o
funds to an employee. For an employee to receive such reimbursement he must
VD
m a meet the following conditions:
r+ w 1. Must be a full-time employee at the time the class starts.
M
d' w 2. Must have an approved Tuition Assistance Request form prior to
co v enrollment. (Forms are available in Personnel Department) .
r z
N H
N F 3. Termination of employment will cause the employee to forfeit his rights
rich to this assistance.
m 4. Books, supplies, and miscellaneous fees are not covered.
,-Iw
r-iw
m z 5. Employee must complete the course successfully, with a "C" grade or
cr Z better.
0
To receive payment an employee must present the Personnel Department with a
areceipt showing the amount of tuition paid, a grade slip proving successful
completion, and the original copy of the approved Tuition Assistance Request
m `n form. .
: o
O m
rl .-I
Should the class attended by the employee be scheduled during normal work
MG" 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
POLICIES AND PROCEDUPESi 49
ipcs, ' ----‘)
Section pecnn�.7 policy
Wilk Subject Education and Training
COLORADO Date 12/19/84 Page 38
O1 o N- OAdministrative Manual. No compensatory time will accrue to the employee
while attending or traveling to a workshop, seminar, conference or other
m o educational training program. In the event a department has insufficient
en u budgeted dollars for certain seminars or conferences, the employee and
Qdepartment may negotiate a sharing of costs of the seminar or conference if
0 3 agreeable to both the employee and Department Head/Elected Official.
• Attendance is the option of the employee if cost sharing by the employee is
c) % agreed to by employee and Department Head/Elected Official.
44
a O REGISTRATION AND LICENSING
U
vo a If an employee's job requires licensure, certification or registration, the
`; b employee is responsible for obtaining it, keeping it valid, and presenting
ri it to the County when requested. Associated costs are the employee's
,—ix
a responsibility. Should such required license or registration expire, it
d, a will be necessary to reassign or suspend the employee from duty until it is
coo renewed as required by law.
2
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POLICIES _AND PROCEDURES
Iti
=i) air i.rSectl0ft Personnel pnliry
III'Dc Subject Reimbursable EYpenses
COLORADO Date 12/19/84 Pageg
m VO REIMBURSABLE EXPENSES
0
o O
d' U With prior approval from the Department Head interstate travel and other
A expenses for official County business will be reimbursed as follows:
o w
0 3 MILEAGE
oa
tf' w
a To be reimbursed at the rate established by Board Resolution (20
a cents/mile) . Travel between work and residence is not reimbursed.
O
U
to z PARKING
m
-a �'
r Fees and tolls at actual expense when away from home office.
- x
a
W LODGING
'II a
CO U
N 2 At actual and necessary expense.
N H
N H MEALS
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a
] At actual and necessary expense as approved by the Board of Commissioners.
in riw
" TRANSPORTATION
m
a) z
ti r4 Bus, train or air transportation at actual expense for whichever is
0 available and most practical.
0
w
Receipts must be submitted and vouchered by the Department Head/Elected
m r Official to reimburse expenses.
Ln o
Cel
2 H Externally funded programs and staff shall be required to meet any and all
W w 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/Elected
Official.
POLICIES ADD P R u C E D u R E S
-j� Section Personnel Policy
Subject Reimbursable Expenses
COLORADO Date 12/19/84 Page 40
cm U Out of state overnight training trips, for which costs are reimbursed by
o grant or stipend, shall be exempted from this trip restriction during the
p budget year by approval of the Board of County Commissioners at one of its
d' U regularly scheduled meetings or any special meeting of said Board, on a case
by case basis.
a
o W
O 3 County Commissioners are allowed one overnight out of state training trip
o z per Commissioner per year for a maximum of 5 trips per year for the Board of
W County Commissioners.
A $25 per diem, if desired, will be paid in advance of all out of state
L a trips to cover expenses for meals, car rentals, taxi fare, and parking fees.
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
m U calculated at the statutory rate, whichever is cheaper.
CN▪ z
\ W If the county employee or Elected Official/Department Head is accompanied by
N E their spouse, they will be responsible for the expenses of the spouse.
cn
Receipts must be submitted and vouchered by the Department Head/Elected
Official for expense reimbursement.
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POLICIES,,, ,
AND PROCEDURES rAi \ Section Pe rsunne.L.Tolicy
WII1DcSubject Miscellaneous Policies
COLORADO Date 12/19/84 _ Page 41
of o MISCELLANEOUS POLICIES
N O
O
N
CONFIDENTIAL INFORMATION
O Because of the nature of County business, employees may have access to
o 41
information of a confidential nature. This information should not be
o discussed except with authorized personnel. If any situation arises
IX
vrW concerning confidential information which an employee has a question, the
aemployee should discuss it with his/her supervisor immediately. Misuse or
O disclosure of confidential information obtained in the course of County
W employment could result in personal legal liability and discharge.
10 W mDocuments, including copies, generated in the course of County employment
— ,23 are the exclusive property of Weld County and are not to be used for
ri w personal use or retained in the permanent possession of an employee.
x
W
.4. I-1 SOLICITATIONS
m U
N• x Except as where otherwise specifically authorized by the County,
W solicitations on County premises are subject to the following rules:
N E+
HI CI)
x A. Solicitations by Employees: Because of the disruption to business, no
5 mm materials shall be distributed to and no solicitation shall be made of
ed w any employee in any public area within the premises. Any solicitation
m must be confined to non-work and non-public areas and during
mz
c a non-working time.
0
U a B. Solicitations by Non-Employees: Non-employees may not solicit on the
County premises for any reason whatsoever.
`^ O1 COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS
Ln CD
O M
" Weld County encourages its employees to participate in worthwhile community
w 4, 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.
POLICIES AND PRJCEDURES
tit/ 'LiId'
• ' 1 itti Section ae_anmel Poilicy
Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 42
cno
N C) COUNTY BLOOD DONOR PROGRAM
0
` ' O Weld County, in conjunction with the North Colorado Medical Center Blood
d' U
Bank, has established the Blood Donor Program for employees. All employees
will receive notification of the blood programs approximately one month
0 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.
o W Personnel on donor lists will be given time off with supervisory permission
when called.
0
u REIMBURSEMENT FOR JOB INTERVIEW EXPENSES
w 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
�r a Administration is required. The only positions authorized for the above
CO U
reimbursement are:
N
\ W Director of Health Services
HI CO Director of Planning Services
Director of Finance and Administration
vi p Director of Personnel
'" Director of Information Services
� w
Director of Communications
rn z Director of Ambulance Services
0 Director of Library
V a Director of Human Resources
County Attorney
a Undersheriff
ri 0 County Engineer
rn Director of Social Services
Comptroller
W
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.
POLICIES AND P Ri „ C E D U R E S
ta' l
w4
ij
Section Personne,LPolicy
WII'De Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 43
N- O
U MOVING EXPENSES
0
The Board of County Commissioners will approve moving expenses for
Department Heads, Chief Deputies, and Undersheriff only on a case—by—case
A basis.
0
0 3 OUTSIDE EMPLOYMENT
otn-
A An employee may engage in outside employment if there is no interference
0 with assigned working hours and duties, no real or apparent conflicts of
v interest with assigned responsibilities and if approved by the Department
�o a Head/Elected Official. EXCEPTIONS: When prohibited by the County Home Rule
Charter or by Resolution of the Board of Commissioners.
~ W APPEARANCE/DRESS
coa
u Each employee should choose the proper attire for his or her specific job.
N Z Certain areas of the county have specific safety requirements. An employee
N
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.
Lc)
USE OF PRIVATE AUTO
� W
m Z Some positions require, as a condition of employment, the use of the
Ir4 employee's vehicle in conducting assigned duties. Employees will be
reimbursed mileage in accordance with the policy stated in the
w Administrative Manual. The County is not liable for damage which may occur
x to your vehicle while on County business.
m
Lori rn PERSONNEL RECORDS AND INFORMATION
M [14 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
POLICIES AND PI CEDURES
rVii! 1.
,
-* Section Personnel Policy
WilkSubject Miscellaneous Policies
COLORADO Date 12/19/84 Page 44
m O
NO
o
will he answered based on the final evaluation of the employee, of which
m O the employee should have a copy. Other information will not be provided
d' U
without the employee's permission.
Q
a
0 3 Changes in personal data (e.g. marital status, number of dependents,
• address, telephone number, benefit coverage) affect the employee's pay or
o IX
to- I4,' employment. Therefore, it is most important that an employee report
D appropriate changes as soon as possible. At least annually an employee
a
0 should check his/her personnel records to insure that they are accurate.
U
W
CO a CONFLICT OF INTEREST
•• w
x Per Section 16-9 of the Weld County Home Rule Charter, no County officer,
W member of an appointed board, or employee shall have any interest in any
a enterprise or organization doing business with Weld County which might
co U interfere with the unbiased discharge of his duty to the public and the best
N z interest of the County. This restriction shall not apply where the officer,
IN W member of an appointed board, or employee's department has no direct contact
N H nor business transaction with any such enterprise or organization.
co
w Specific:
to D
ri w A. No employee of the Central Purchasing Division shall have any interest
m in any enterprise or organization doing business with Weld County.
Z
o' z
o < B. Neither the Treasurer nor employees of the Treasurer's office shall
a have any proprietary interest in any financial institution in which the
O
C
County maintains deposits.
a
en N In the event a question arises as to possible conflict of interest between
o co any County officer, member of an appointed board, or employee, and any
'--4 enterprise or organization doing business with Weld County, the question
w r=, 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.
POLICIES AND PRUCEDURES
1'a9 f'� Section Personnel Palley
Wilk Subject pay
COLORADO Date 12/19/84 Page 45
Cr) 0 PAY
o
.
w O
'a' O
INTRODUCTION
Q
a
0 3 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.
• alDepartment heads, chief deputies of Elected Officials, the undersheriff, and
Q hourly employees do not participate in pay-for-performance as their salaries
O are set annually by the Board of County Commissioners.
U
W
a OBJECTIVES OF PAY-FOR-PERFORMANCE
ul
rri x The system has been developed to provide equity, increase productivity,
x competitive compensation to employees, and to provide management with a
< a r resource to measure and reward performance.
✓ z
NI• W Objectives of the system include:
N E
ri La
w A. Equity: To assure that all eligible employees have an opportunity to
Ln P compete for and receive the rewards of the system.
ri [y
M B. Productivity: To establish a system that rewards performance so as to
m Z increase productivity.
• r4
C 0
>+ C. Competitive Compensation: To assure that employees' compensation is
w competitive within the area.
a
co M D. Management Resource: To provide management with a means to administer
o re) based on performance.
r-i ri
M 54
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.
POLICIES AND PROCEDURES
rAtilt/
*tiiiSection Personnel Policy
IIIIIIk Subject Pay
COLORADO Date 12/19/84 Page 46
• o
✓ U C. Upward Movement - To establish a system that allows for upward movement
o
- within it in order to reward employees for their performance.
r O
d' U
D. Downward Movement - To establish a system that allows for downward
Ca
a movement within it in order to reduce compensation for non-productive
0 3 employees.
•
o(.O- r4 E. Performance Appraisal - To provide a standardized tool to measure
aperformance based on pre-determined standards.
0
gF. Learning Curve - The amount of time spent on the job to fully learn
cog the tasks required and function at a proficient level. The Pay-for-
•• ,-, Performance system recognizes a learning curve for all county
,-I x positions.
g
a
•cra
-U PAY STEPS
N
N H
N IT-1
A. Entry Level - Persons with training but little or no experience.
H CO Pay - 95% of job rate.
g
co O B. Qualified Level - Persons with training and experience who exceed the
1 minimum requirements for the classification. Pay - 97.5/ of job rate.
en
ZC. Proficient Level - Persons with training plus experience in a County
ri o department. Pay - 100% of job rate.
>1
C...)
D. 3rd year Proficient Level - Persons who have completed 3 years in the
same classification and have demonstrated sustained satisfactory
m -, performance at the proficient or highly proficient level as recorded
o co through the appraisal system. Pay - 1021% of established job rate.
H H
W w 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.
POLICIES AND P R u C E D U R E S
K:S Section Personnel
Policy
"lige Subject Pay
COLORADO Dte 12/19/84Page 47
N UU KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM
0
co o Key elements of the step/bonus approach include:
u
-- Five performance levels for employees (entry, qualified, proficient,
0 3 3rd Year proficient and 5th Year proficient.)
V W -- Optional bonus of once or twice per year based on highly proficient
performance standards. Determination of frequency by Department
a Head/Elected Official. Amount of bonus determined by Department
Head/Elected Official with a minimum award of $50.00.
Boa
-- Appraisals to be completed at pre-determined time frames.
Hx
-- Bonuses restricted to 50% of department/office workforce unless waiver
ais given by a Board of County Commission resolution.
00 (J
Z GRANDFATHERING
N H
\W
Nip
The basic assumption was that no County employees would receive a decrease
in pay due to conversion to the pay-for-performance system. Therefore, upon
v) a conversion, any employee whose base salary was above the job rate was
'" W allowed to retain that base salary upon conversion December 16, 1982.
w
M z The Board will address grandfathered employees' pay adjustments annually.
Grandfathered employees will be considered and can compete for all bonuses.
W r MECHANICS OF THE SYSTEM
aZ
r, A. New Hires: New hires will begin at the entry level step for the
o m classification with one exception. An applicant may be hired at the
qualified step if he/she exceeds the minimum standards for the
M 44 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.
POLICIES AND PRLJCEDURES
'l (1 -----.)
Section Personael Policy
Sabteect 1ay
vilige
COLORADO D2/14/84 Page 48
c, o
o U B. Promotions: When a County employee is promoted to a higher level
classification in the same classification series, he/she will be placed
' 0 in the entry level step for the classification. Promotions will insure
o a minimum of 5% pay increase. In the event the promotion in the
w classification series is less than 5% the incumbent shall be placed at
o
o the step which provides a 5% minimum increase. In all cases of a
o x promotion a six month promotional review period shall exist for the
to-w incumbent.
Q
a
OV 1. Employee who is promoted and the minimum 5% pay increase places
ko a
them at the entry step will, upon satisfactory completion of six
vl months, move to the qualified step. Upon satisfactory completion
,� a of six (6) months at the qualified level, employee will move to
r' x the proficient step. Movement to the three (3) year and five (5)
Z year proficient steps will be in accordance with the performance
oo o steps for pay section D and E.
� 2
N H 2. Employees who are promoted and, due to the minimum five (5)
N E percent pay increase, are placed at the qualified step will, upon
- co satisfactory completion of the six (6) month period, move to the
a
5
proficient step. Movement to the three (3) year and five (5) year
,u w proficient steps will be in accordance with established rules for
▪ w those steps.
M
al 2
oN Z
3. Employees who are promoted and, due to the minimum five (5)
(2) percent pay increase for promotion, are placed at the proficient
V a levels will move to the three (3) year and five (5) year
aproficient level in accordance with the normal movement to these
steps.
M l0 -
ill '-1
o� 4. Employees who are promoted and, due to the minimum five (5)
percent pay increase for promotion, are placed at the three (3)
year proficient step will move to the five (5) year proficient
step in accordance with the normal movement to this step for pay
section E.
5. Employees who are promoted and, due to the minimum five (5)
percent pay increase for promotion, are placed at the five (5)
year proficient step will only receive annual pay adjustment after
promotion.
6. Employees who are promoted and, due to the five (5) percent pay
increase rule, are placed outside of the five (5) year proficiency
POLICIES AND PRUCEDUPES
rtit `49 i
' T-N)
'+ Section _ personnel Policy
Illallic Subject Pay
COLORADO Date 12/19/84 Page 49
m0
o u pay step will only receive a five (5) percent initial pay
increase. They will then be placed in the Grandfather category
0 o and treated as such.
Q
w Promotion during the initial review period is authorized under the following
o
o 3 conditions:
ox
IC 1. That a legitimate vacancy exists.
Ca
a
0 2. That the promoted individual meets the full position
0
aqualifications.
VD m
s Individuals promoted during their initial review period will be treated as
r+ x new employees and will begin their six-month initial review period from the
w'
w date they assume their new position. All initial review rules will apply to
m V include starting at "0" for sick and vacation accrual.
N H When a position is determined to be mis-classified and is changed to a
\cv E higher classification, the incumbent must qualify for the higher level
r co position within one year. The incumbent will be placed at the entry level
wstep unless the former pay grade in the lower class is less than 5%. In the
i w event the entry level is less than a 5% pay increase the person will be
r, G, placed at a step providing a 5% minimum increase. In no case will a reclass
c 2 result in a pay decrease. In the event a position is downgraded the current
ch 2 incumbent's salary will be frozen until the pay table of the lower
0 classification reaches the incumbent's salary. The incumbent will be
o a eligible to compete for bonuses.
w
a
A promoted employee entering the classification at higher than the entry
in level due to the 5% minimum pay increase requirement will still have the
0 m promotional review period. Pay movement will be based upon the normal
movement of the higher step. For example, an employee placed at the
• G 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.
0 L I C I E S AND P R u C E D U R E S
---N
jSection Personnel Policy
viii Subject Pay
COLORADO Date 12/19/84 Page 50
m O
N U
o PERFORMANCE STEPS FOR PAY
ri O
U A. Entry step: New hires and normally promoted employees will begin at
A the entry step for the classification and will be paid 95% of the
o m established job rate. After completing the first 90 days of
o employment, the employee will be evaluated against the established
o 0 entry standards. Upon completion of 6 months of employment, the
tn-
0 employee will again be evaluated but the evaluation will be against
0 qualified performance standards. If the employee receives a
V satisfactory appraisal, he/she will move to the qualified step and
io a receive a 21/2% pay increase.
•• w
� x
B. Qualified step: The qualified step is 97.5% of the job rate. The
W employee functions at the qualified level and is rated against the
,I, '4 standards for a proficient employee. After six months at the qualified
mu level, and if the employee meets the performance or training standards
N z for the qualified level, an evaluation will be submitted raising the
CNI W individual to the proficient step. The pay will be 100% of the job
N H rate.
rim
a
WC. Proficient step: The proficient step is the job rate for the position.
ri W While at the proficient level the employee will be measured against
m established proficient level standards. Evaluations will be completed
rn z every six months.
rI i
o yi D. 3rd Year Proficient Level: To be eligible for movement to this step,
U 0 the employee must complete three years with the County in the same
a £ classification, except if promoted or demoted to this step, and have
rn co demonstrated a performance at the proficient level or above for the
`f' .-+ last two year period. Movement to this step is not automatic but a
o
,--i r4 combination of performance and longevity in the classification. Pay
M 0 will be at 1021% 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
POLICIES AND P R C E D U R E S
'PO, Section Per onnel Policy
"ilk Subject Pay
COLORADO Date 12/19/84 Page 51
0 0
I"- U
O two year period. Movement to this step is not automatic, but a
Ni Q
combination of performance and longevity in the classification. Pay
in U will be at 105% of the job rate.
n
o w Should the Department Head/Elected Official deny movement to the 5th
O 3 Year proficient step based on the employee's performance, the employee
o g will he eligible for consideration of movement to that step every six
w al months thereafter based on performance.
O
U
U
a If at any time during employment at Weld County, the employee's
to performance drops below the proficient standards of the
— w
,i classification/position the employee can be placed on a review period
r' x for a minimum of 90 days and maximum of 180 days, and reduced in pay
wto the next lower step or a 21/2% reduction. If improvement is made at
m U the conclusion of the review period the employee can be returned to
the proficient level and pay step occupied prior to the reduction.
F.- z
N H
ro41
F Department heads, chief deputies of Elected Officials, the Undersheriff,
r' co hourly or part time employees are not eligible for the pay increases cited
win paragraphs A — E above.
u1 D
rH W
rip., TRANSITION FOR CURRENT EMPLOYEES
M
a‘ z
m ri Persons employed as of December 16, 1982 in Weld County were transitioned
O into the Pay-for-Performance system according to the following:
aPersons currently in the "A" step moved to the "A" or "Entry" step in
thrn a, e new system.
2 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" or "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" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step.
POLICIES AND PROCEDURES
q1/2C '',.,„0,
�
�s 'Yi4 { ' Section Personnel Policy
WII'Dc Subject Pay
2/19/84 Page 51
COLORADO Date
m 0
r U two year period. Movement to this step is not automatic, but a
o
combination of performance and longevity in the classification. Pay
in oU will be at 105% of the job rate.
q Should the Department Head/Elected Official deny movement to the 5th
0 3 Year proficient step based on the employee's performance, the employee
• will be eligible for consideration of movement to that step every six
o a
yr W months thereafter based on performance.
0
0
0
WIf at any time during employment at Weld County, the employee's
1/4O w performance drops below the proficient standards _ of the
in
— w classification/position the employee can be placed on probat4on for a
x minimum of 90 days and maximum of 180 days, and reduced in pay to the
x next lower step or a 21 %, reduction. If improvement is made at the
‘t, 0 conclusion of the c.a l the employee can be returned to the
coo proficient level and pay step occupied prior to the reduction.
N Z
EN W Department heads, chief deputies of Elected Officials, the Undersheriff,
CN H
hourly or part time employees are not eligible for the pay increases cited
W in paragraphs A — E above.
W
H w TRANSITION FOR CURRENT EMPLOYEES
m
rn ZZ Persons employed as of December 16, 1982 in Weld County were transitioned
o into the Pay-for-Performance system according to the following:
WPersons currently in the "A" step moved to the "A" or "Entry" step in
a the new system.
m o
LO o eel Persons currently in the "B" step moved to the "B" or "Qualified" step
r" " in the new system.
0 G
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" or "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" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step.
POLICIES AND PROCEDURES
I� "w9 ' � Section Personnel Policy
Subject pay
COLORADO Date 12/19/84 Page 52
o•' O
U
o Persons on steps above "F." were grandfathered (See section on
0 grandfathering.)
o U
a Pay impact dates, i.e. six month, one year anniversary dates, 3rd and 5th
o W year proficient level dates will remain on schedule for evaluations. Pay
O 3 changes will take place on the appropriate hire or job class anniversary
o x dates if the employee has met all other criteria for advancement, including
`" q any certification requirements established for the position as well as the
employee meeting all classification and position specific standards.
O
U
Log EVALUATIONS - PURPOSE
to
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
w u performance. The objectives of evaluations are:
N H A. Clarification of what is expected - that is, to develop standards of
N E 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.
Ln D
� W
Ga B. Fortifying and improving employee performance - by identifying strong
• 2 and weak points in individual achievement, recording these as
crLZ
objectively as possible, and providing constructive counsel to each
o worker.
U
aC. Refinement and validation of personnel techniques - serving as a check
on qualification requirements, examinations, placement techniques,
III N training needs, or instances of maladjustment.
O CO
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:
P O L I C I E S ANDD P R u C E D U R E S
(a
-1 ea
+ '+ Section Personnel PoJ icy
Subject per,
COLORADO Date 12/19/84 Page 5'I
al r-- C) Standards Time Frame
Lo▪0 Entry After Completion of the first three
N U months in the class.
O CD 0 3 Qualified After completion of the first six
months in the class.
o
n W
q Proficient Every six months after successful
pattainment of qualified step.
U
�o a Highly Proficient Standards to be used to determine
,, ,,b bonus award.
PERFORMANCE EVALUATIONS DUE
Wj Performance evaluations are due on the following time schedules:
co
r 2 A. Three months from date of hire: All new employees, whether hired at
CNk~i, the entry or qualified level will receive a three month evaluation.
Promoted employees and employees reclassified upward will also receive
a three month evaluation.
LC)
r W No pay increases will result from satisfactory evaluations but the
M Department Head/Elected Official should use this evaluation process to
m 2 advise the employee of his/her progress during the first three months.
H4 Adverse evaluations at the three month period can result in termination
of the employee any time during the three month period or extension of
M
the review period.
m N B. Six months from date of hire: All employees will receive a six month
o evaluation whether they enter County employment at the entry or
qualified level.
Mw
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 six month period can result in termination of the employee or
extension of the review period.
C. Every six months: After completion of the first six months of County
employment, employees will receive evaluations every six months.
P O L I C I E S AND P R u C E D U R E S
__
r,,,, %
, ...„
{ atm Section Personnel Policy
Wilk Subject Pay
COLORADO Date 12/19/84 Page 54
N uu D. Upon termination: An evaluation will be required on every voluntary or
cp
non-voluntary termination. This provides a completed personnel file on
w O each employee's performance.
mu
Ca E. Special: Special evaluations can be done for praise or reprimand at
a
0 3 the Department Head/Elected Official's discretion. Special abbreviated
o
evaluations will be submitted for all bonus awards.
ca
yr O F. Counseling Form: Weld County Employee Counseling Form may be used when
pcounseling employees.
U
' a EVALUATION REVIEW/APPEAL
m
'" In the event an employee disagrees with his/her evaluation, the employee has
wthe right to appeal the evaluation to any additional reviewer or Department
m w Head/Elected Official. The procedure is as follows:
m u
N. z A. When the employee disagrees with the evaluation as written, he/she will
w so indicate by checking the disagree box in Section XIII. The rater
`m A will then give a copy of the evaluation to the employee with a written
m
W note as to the date their comments must be turned into the reviewing
p,n authority. The original copy of the evaluation will then be sent to
,-' W the reviewer with a copy of the memo indicating date comments are due
ri w
m to the reviewer.
oz
CA
ri B. When the reviewer receives the comments, he/she will evaluate all
o
>+ pertinent information available. The reviewer may concur with the
w < evaluation as written or non-concur based on the employee's comments
a X and his/her observation, etc. The reviewer will then change any rating
m m factor by placing his/her initials in the box that best describes the
oCNI
M rating for that element, follow the same procedures for the overall
r' ,-' evaluation. In the comment section, explain why the changes.
row
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/Elected Official 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/Elected Official. 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/Elected Official will be
forwarded to the Department Head/Elected Official.
POLICIES AND P R u C E D U R E S
,4 & f , Section_ Personnel Policy
WIDE Subject pay
COLORADO Date 12/19/84 Page 55
D. In the case where an employee does not meet the given date to submit
comments to the reviewer or Department Head/Elected Official, then the
r o reviewer or Department Head/Elected Official will process the
V evaluation as if the employee did not desire to submit comments for
consideration. In effect, the employee has lost his/her rights to
o w furnish the comments to the reviewer. The reviewer or Department
Head/Elected Official must, however, give the employee sufficient time
rx to prepare his/her comments. For that purpose, a 48-hour period is the
vrO minimum time that should be allowed.
0
0
E. Upon receipt of the employee's comments, the Department Head/Elected
a Official will review the evaluation, the reviewer's comments and the
employee's comments. The Department Head/Elected Official will then
make a judgment with the information available.
rig
d, a If the Department Head/Elected Official changes any individual rating
ai U section or the overall evaluation, he/she will do so by placing his/her
N z initials in the proper rating box on the form and provide an
CN W explanation in the comments section provided. The Department
(.1P Head/Elected Official's review is the last unless he/she is the rating
rm
official; then the Commissioner Coordinator for his/her department
to a becomes the final review authority. Elected Officials are the final
r w review authority for all job evaluations in their department.
tiw
a)
rn z F. Upon completion of the final review, the Department Head/Elected
Official, if they have changed the rating, will review it with the
employee. The employee will initial and date the form below the
c4 signature of the Department Head/Elected Official. The original copy
of the evaluation will be forwarded to the Personnel Department for
M file.
u1 N
O el
H PROCESS FOR UPDATING PERFORMANCE STANDARDS
Ili w
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.
POLICIES AND P R u C E D U R E S
f `
(-- ,,
' ` „a,
Section Personnel Policy
link Subject Pay
COLORADO Date 12/19/84 Page 56
PAY-FOR-PERFORMANCE
N U
Bonus awards are established to reward the top performers in the work force.
°' O Bonuses are not to reward employees for average or marginal jobs performed.
m U
QThe evaluation report for the bonus will utilize the highly proficient
(Dig standards. The evaluation form provides a block to indicate the dollar
bonus amount to be rewarded to the employee.
o 1Y,
in- W
Q The Board of Commissioners, per the Home Rule Charter, has the ultimate
0 responsibility for establishing and maintaining a system of employment
Wpolicies, rules, job classification, and compensation plans.
%.::) g
- w Commissioner Coordinators for each department will review the department
ri x nominations for the merit pay bonus to insure compliance with the Board's
a policy intent of the pay-for-performance program.
W
dra
— U The Board of County Commissioners, as a whole, will review merit pay bonuses
✓ 2 of employees in the Elected Official's departments to monitor compliance
CV W with the Board's policy intent of the pay-for-performance program.
N Pi
a BONUS AWARDS ELEMENTS
w
ma
, f
~.� W, A. Funding: Funds for bonus awards will be identified in department
m budgets. The level allocated per department will be determined by the
o Z Board. Salaries for Elected Officials, chief deputies, Department
o 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
w given department or office. The Board as the legislative appropriation
a body of the County reserves the right to determine the specific
01 M budgetary amount granted each office or department for
oOl
en pay-for-performance bonuses annually.
rIr
a1 [v 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.
POLICIES AND PROCEDURES
{a
�� ' Section Personnel Policy
WIic. Subject Pay
COLORADO Date 12/19/84 Page 57
rn O
o U D. Award Amount: The amount of each award is established by the
a,o Department Head/Elected Official but will not be less than $50.00 per
mu person nor more than the amount allocated in the budget identified as
o the bonus amount.
I-1
o E. Distribution: Awards each year to employees eligible for the
o tz pay-for-performance program cannot exceed 50% of the total number of
h 0 the department's or office's workforce, excluding Department Heads,
a chief deputies of Elected Officials, the Undersheriff, hourly or part
0
U time employees. Awards to management-designated employees cannot
Lo a exceed 50% of the total number of supervisors participating in the
'n program in each department or office.
.. (.a
ti
aAny Department Head or Elected Official wishing to exceed either or
W both of the 50% figures annually must send written justification to the
Um Board of County Commissioners. The Board, if they concur, will waive
N 2
the 50% requirement on a one time annual basis by a formal Board
N H resolution setting forth the justification.
\ (x7
N E-1
" m a The 50% of workforce will be determined by listing the names of
w recipients of the bonus in June and December against the total number
ri w of bonuses authorized. An employee terminated between July and
'-' w December, receiving a bonus in June will be removed from the annual
m z list of recipients for determination of the 50% figure. Department
o�' 4 Heads/Elected Officials may want to leave some of the bonus slots
o unused in June in order to add high performers between July and
U a December to the bonus list in December.
W
F4
en VD PROCEDURAL STEPS FOR BONUS AWARD
lI) N
H H A. Eligibility: To be eligible for consideration for a bonus award, the
W W employee
1. Must have been in County employment for one year.
2. Not be on review status, to include promotional review status.
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.
POLICIES AND PRUCEDURES
r-1 ' (. Section Personnel Policy
Illik Subject Pay
COLORADO Date 12/19/84 Page 58
rno
o U B. Appraisal Process for Bonus Awards
Lo UU 1. During June or December of each year the Personnel Department will
q supply each department/office with a list of those employees
w eligible for bonuses and a shortened evaluation form with highly
o
0 3 proficient standards for each eligible employee.
o z
m- W 2. Department Heads/Elected Officials will complete an evaluation
o against highly proficient standards on each employee eligible for
U a bonus award.
W
a
In C. Reporting process.
.. La
ri
r" x Department Heads/Elected Officials will indicate on a bonus award
wreport supplied by the Personnel Department those employees to receive
o U an award and the dollar amount awarded to each of those employees.
N H D. Review & Approval Process.
� W
N El
ri m 1. A copy of the report will be supplied to the Commissioner
WCoordinator for the department; or the entire board for Elected
�.. w, Officials offices for review and final approval before checks are
ri N issued.
N
oI z
m Z 2. Should the Commissioner Coordinator or the Board of County
o Commissioners have questions on the Bonus Awards, a meeting will
U a be scheduled with the parties involved to answer the questions or
W 0 resolve any problems.
x
CO f-
in N 3. Any department/office wishing to exceed the 50% of eligible
o `°' workforce or management figure will submit justification to the
Board for consideration. The Board will approve or deny the
W
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.
POLICIES AND P R u, C E D U R E S
(---
a1 I Section Personnel Policy
VII'Dc Subject Payroll
COLORADODate 12/19/84 Page 59
a, o
N U PAYROLL
0
Lo 0 PAY DAY
APayday for regular County employees, including hourly employees, will be the
o 3 last working day of the month. If payday falls on a holiday, employees will
o a be paid the last regularly scheduled workday before the holiday. Pay
yr w periods are from the sixteenth (16th) of the month to the fifteenth (15th)
Q
a of the following month. (Special job program employees are paid separately
O and their pay periods and paydays may vary. Therefore, participants in
wthese programs should obtain payday and period information from the Human
a
,n Resource Division.)
H x AUTOMATIC DEPOSIT
a
w
d' a Regular county employees' payroll checks are automatically deposited
m u
directly to the banking institution of the employee's choice. Deposits can
N H be to savings or checking accounts. Forms are available in the Personnel
w Department to establish or change account routing to banking institutions.
co A statement of monthly earning will be provided each employee on payday.
g
w
ul w TIME SHEETS
L-IL-LGa
m z Hourly employees are required to submit work-time records, accounting for
a Z all hours worked to their supervisor on the 15th and at the end of each
m'
o month.
U C4
w MANDATORY PAYROLL DEDUCTIONS
a
`r) m ul N Federal Income Tax (FIT) : The Federal Government requires Weld County to
o r`'i withhold a certain percentage of an employee's pay to enable the employee to
riri
pay federal taxes due each year. The percentage amount withheld is based on
W r" 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
POLICIES AND P R u C E D U R E S
1 r' 'Pi y
Y Section pprRnnnal l Po is
wiik Sbect 1ayroll
COLORADO Date 2/tgl84 Page 60
cr,
O
N N. U Employee's Retirement Association (Health Department employees) are required
o\ . to pay FICA.
NO
'CU
Retirement: Weld County provides retirement benefits for full time
aemployees (except Human Resources) through P.E.R.A. or the County Retirement
o w system.
03
o Z
A. P.E.R.A. - All employees of the Weld County Health Department are
C] required to belong to the Public Employees Retirement Association
a
O (PERA) . Employee and County contribution are as determined by PERA
W through state legislation. Member employees should refer to pamphlet
Log issued by PERA for details of the plan.
m
- w
ri
x B. County Retirement: All full time County employees, except those on
a P.E.R.A. and employees of H.R.D. , must belong to the County Retirement
tr iw.7 Plan. The employee must contribute 5.5% of gross earnings each month.
U Employee contributions are deferred from state and federal taxable
2 income effective December 16, 1983. The County matches all
CV• w contributions. Member employees should refer to the booklet provided
NI
u) by the Weld County Retirement Board and the by-laws of the Retirement
a Board for details of the plan.
w
m
'-' w
m W WAGE GARNISHMENT
m
rn z Garnishment of wages results when an unpaid creditor has taken the matter to
o court. A garnishment is a court order allowing for creditors to collect
a part of an employee's pay directly from Weld County. Although the County
U
Wx 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
Cr) CA levies will be treated in the same manner as garnishments.
Lfl N
o CO
'iH In doing so, a Personnel representative will contact the employee to explain
M P-, 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. Included in this coverage is
a dental assistance plan. Employees wanting health insurance for all of
POLICIES AND P R u C E D U R E S
�l Section Personnel Policy
WII'Dc Subject Payroll
COLORADO Date 12/19/84 Page 61
o, o
N O
O their dependents under age 70 will have a monthly payroll deduction taken
co 0 from their pay at the current rate. Group health insurance becomes
`° 0 effective the first day of the month following the first full month pay
a) period. In November of each year there is an open enrollment where
o w employees may sign up for the Health Insurance Program. Eligible employees
0 3 and dependents may enroll for benefits without evidence of good health at
•
o c4 this time. Employees may elect to have premiums deferred from taxes.
in-w
0
0 Details of the health coverage and summary of benefits are available in the
0
V handbook entitled, "Group Health Benefits for Covered Employees and
i a o Dependents of Weld County". Copies are available from the Personnel
-izs Department.
,-ix
a Group Life Insurance: The County provides all full-time employees with
d, w under 5 years of County employment $7,000.00 of group term life, accidental
co c•,) death and dismemberment insurance. For full-time County employees with over
N z 5 years of service $12,000 is provided. Employees may purchase supplemental
N H term insurance of $10,000, $20,000, $30,000, $40,000, or $50,000, $60,000,
N H
E'
$70,000, $80,000, $90,000, $100,000, as long as the amount does not exceed
H co
a two (2) times their annual salary. Life insurance becomes effective the
mi 0 first day of the month following the first full month pay period. Employees
—I0 may purchase supplemental life insurance for their spouse and dependent
✓i w
m children. Spouse insurance can be purchased in increments of $5,000 to a
rn 2 maximum of $25,000. Dependent children insurance policies are available
ri F with a maximum coverage of $5,000.
0
U a In November of each year there will be an open enrollment period where
aemployees may change the amount of optional life insurance purchased. An
r, o employee may request supplemental life insurance coverage at any time
o CI mprovided he/she is qualified for the amount of insurance. If action takes
- r+ place during a period other than open enrollment, the employee will be
w p, required to provide proof of insurability. Employees may elect to have
premiums up to a maximum coverage of $50,000 deferred from taxes.
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.
Weld County Long-Term Disability Insurance: All full-time employees are
covered by Long-Term Disability Insurance. The policy will pay 60% of an
employee's salary. The policy becomes effective after six months of
disability. New employees will be covered after their first full pay
period.
POLICIES AND PRUCEDURES
--_
(,,
( " Section_ personnel Policy
wilik Subject Payroll
COLORADO Date 12/19/84 Page 62
o, 0
r U Insurance Coverage While on Unpaid Leave Status: If an employee on leave
0
without pay desires to continue his/her insurance in force (Health/Life) ,
m oU he/she is required to pay both the County portion and the employee portion
ca in advance for the period of the leave.
I-1
o 3 Welco Credit Union: All Weld County employees are eligible to join the
Welco Credit Union, which is independent of Weld County. Details of
o Z
v} W membership and benefits of Welco Credit Union can be obtained directly from
Ca a the credit union or the Personnel Department. Credit union savings and/or
0 loan payments can be made via a payroll deduction.
U
W
to ix
to United Way: Voluntary deductions will be made for United Way contributions
.. z at the request of the employee.
ri
rx
W Parking: Employees using assigned County parking facilities in the
..ct' a Centennial Complex will have the authorized parking fee deduction monthly.
mu
N H Deferred Compensation: The Weld County Deferred Compensation Plans are
W available to all elected or appointed officials and full time County
,NH co employees. Employee compensation may be deferred from state and federal
z income taxes in amounts not to exceed 25% of annual salary or $7,500 per
u, year. A number of investment options are available with a minimum monthly
T-4
w employee contribution of $25.00. The County has both a 457 and 401K plan.
en
m z Accidental Death and Dismemberment Insurance: Available in single and
ri g4
o family coverage in increments of $10,000 with a minimum of $10,000 and a
U z maximum of $100,000.
W
a OTHER DEDUCTIONS
o en Other payroll deductions will only be made for Board approved deductions
—Ia
involving 50 or more employees. Deductions for employee organizations,
w W 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/Elected
Official 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
POLICIES AND PRUCEDURES
ti
-p` ' *Al
Section Personnel Policy
InkSubject Payroll
COLORADO Date 12/19/84 Page 63
a, O
• U discovered, Department Heads/Elected Officials or employees must notify the
oo - Personnel Department immediately so that all corrections can be made. All
O overpayments discovered will result in a collection action for the total
o u amount. Retroactive pay will be calculated up to a maximum of two pay
Ca a periods prior to date of notification.
o W
O 3 SALARY POLICY
oa
in-la
O Weld County strives to pay competitive and equitable salaries. To maintain
pthis competitive position, Weld County participates in various salary
U surveys. Salaries are set by the Board of County Commissioners after full
w
m a consideration is given to:
vi
•• w
'~ - present pay rates compared to labor market competitors. The
~ a competitive job market may vary by job classification or specific jobs.
W
via
m U - ability to pay.
NZ
CV W - benefit and supplemental pay policies.
N s
a - supply/demand situation for personnel needs.
W
c, D
riw
- supply/demand situation in the labor market.
w
m
m z - employees' expectations.
ri FCC
0
The salaries are established during the budget process annually to be
w effective with the January pay period (December 16 - January 15) . Salary
levels of classifications once set by the Board are not adjusted during the
M N fiscal year due to budgetary impacts.
lf1M
O M
H H Once salary levels are adopted a pay table is distributed annually to all
m w departments to inform employees. All employees and the public have access
to the pay tables for information.
POLICIES AND PRCEDURES
' a iimi Section pprcnnnal Poliry
Elk. Subject ci„sifiratinn and Pay Plan
COLORADO Date 12/19/84 Page 64
cO
o U CLASSIFICATION AND PAY PLAN
m0
to U
CI In accordance with Section 4-2 of the Weld County Home Rule Charter the
'i Board of County Commissioners have adopted a classification and pay plan.
cz 0 3 The plan is the foundation of a job-oriented career system. Position
o w classification is the organizing of all jobs in the County into groups or
`"w classes on the basis of their duties, responsibilities, and qualification
O requirements of skills, knowledges, and abilities. Job classifications are
U a vital element upon which a pay structure is based and administered. The
• w system allows Weld County to comply with the "equal pay for equal work"
In requirement.
rim The principal uses and advantages of the classification and pay plan is
wlisted as follows:
w 4
coU
2 A. Facilitating personnel objectives:
N H
N Cr] 1. It provides a rational criterion for control of pay levels by
r m making it possible to equate whole classes of positions with
wcommon salary ranges.
in z
riw
rim 2. It reduces a variety of occupations and positions to manageable
as z proportions so that recruitment, qualification requirements,
ri F4 examination, and selection can be made for whole classes of
C positions or more at a time.
u a
w 3. It defines in objective terms the content of jobs (or what is
a
expected) against which the performance of incumbents (how well it
en en
in ri is done) can be measured.
O M
rH ri
4. It furnishes job information upon which the content of orientation
• G
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.
POLICIES AND PRUCEDURES
Section Perssminci_policy
Subject Classification and Pay Plan
COLORADO Date 12/19/84 Page 65
a, o
B. General aids to an organization:
k.o• u 1. By use of standard class titles, it establishes uniform job
terminology.
o w
O 3 2. It clarifies, by requiring definition and description of duties,
o a the placing of responsibility in each position.
yr W
3. It provides an orderly basis for translating needs for positions
V
into fiscal terms, thus facilitating budgetary procedures.
VD a 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.
UC. Particular values in the public service:
N H 1. It assures the citizen and taxpayer that there is some logical
relationship between expenditures for personal services and the
U) services rendered.
W
2. It offers as good a protection as has been found against political
wor personal preferment in determination of public salaries.
a, z
am' z POSITION/CLASSIFICATION SPECIFICATIONS
o 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.
M
U1 Cr)
o "' 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/Elected Official. If the Department Head/Elected Official
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.
P O._L I C I E S AND PROCEDURES--- ___.....()) ' Ie __ ___
Section Personnel Policy _
WIiDcSubject Seniority, Reduction in Force anA Resig atin
COLORADO Date 12/19/84 Page 66
m0
o u SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS
m O
io 0
O SENIORITY
a
0 3 Seniority is the precedence or priority due to length of service as a County
o a employee. County seniority begins accumulating the day an employee begins
tn- w employment as a full-time employee.
O
a
3 Job seniority begins accumulating the day an employee starts a new position
W classification as a full-time employee. Each time an employee is promoted
u�i x 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
z time spent at the higher classification level if he held it before
Wpromotion, as well as, time spent in the higher classification.
� a
co 0 Loss of Seniority: Loss of job and county seniority occurs when an employee
N H separates employment with Weld County. The only exceptions are as follows:
[x]
ri co A. If a former employee returns to county employment within 90 days and
a
W has not withdrawn his/her contribution from the retirement fund he/she
m w will only lose seniority for the time they were off the county payroll.
al z B. If an employee is on military leave or on approved personal leave, no
m Z loss of seniority will occur.
0
u a REDUCTION IN FORCE
W
Temporary or permanent reductions in force (RIF) may be necessary because of
M l
u1 M circumstances such as workload changes, program changes, policy decisions,
o m or funding reduction.
°S 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.
POLICIES AND PRUCEDURES
Oar'
-11a4( - Section Personnel Policy
WillieSubject Seniority Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 67
°r' OU A permanent layoff shall be treated as a regular termination. Employee
o benefits will be impacted in the same manner as described for a terminated
(3\ O employee in this manual.
"Do
Ca Reduction in Force Sequence: The sequence for a reduction in force will be
o z on a departmental basis as follows:
o
o fY, A. Temporary employees by seniority.
in- W
Q
a O B. Review employees by seniority.
U
wiz C. Full-time employees based on performance evaluations.
Ln
•• w
r, D. If two or more employees have equal overall performance evaluations,
,—Ix
a then seniority will be the determining factor on terminations. The
, a employee with the least job seniority will be terminated first.
m o
z When possible employees impacted by a reduction in force will be assigned to
cy W another job within the county if a vacancy exists and qualification and job
N H position are compatible with the employee. Every effort will be made to
H CI)
Z utilize their training and qualifications plus seniority. The Personnel
ino Department will make best effort to assist employees who are affected by a
W reduction in force action in finding employment.
—lG,
m
rn 2 RESIGNATION
0
r
IX
Employees are requested to notify their supervisor in writing as soon as
U
W possible of their intent to resign. As a matter of professional courtesy at
x least a two (2) week notice before date of resignation is a standard
m '.o practice.
N m
a m
r+ —I Weld County Personnel Department should be the only contact for job
w k, 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
POLICIES AND PRJCEDURES
ji � `tin Section PersQnne] PQJicy
���ID�• Subject Seniority. Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 68,
O1 O after the terminated employee's last day of work with the exception of those
U
oo employees terminating the last seven working days of each month.
o O Exception Process: To assure an accurate payroll run, employees terminating
N U during the last seven working days of each month will have their paycheck
afor the current pay period direct deposited into their bank account. A
cm handwrite will be processed for sick and vacation time and for the period
o S worked in the next pay period. (Time worked after the 16th of each month.)
o 44
An employee terminating employment from the county, for whatever reason, who
a is not vested in the retirement program, will have his contribution only to
0 the County Retirement Plan returned. Because all refunds must be approved
ca r:4 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
" a (90) days from the last day of work or date of application for refund,
a whichever is later. (NO EXCEPTIONS. ) PERA members must apply for their
m U PERA refund via the State PERA Office. PERA refunds normally take ninety
N Z (90) days from date of application for refund.
N H
N E RETIREMENT
N
An employee entitled to retirement benefits from the Retirement Plan and
w desiring to retire must complete the following:
w
rn z A. At least sixty (60) days before desired retirement date, the employee
much call the Accounting Office to schedule an appointment to fill out
o „ required forms for retirement. When the employee calls for the
u appointment, Accounting will request the following information:
W
a
cn N 1. Last work day
Lc) M
o r 2. Beneficiary
M 6a
3. Birthdate of beneficiary
4. Social Security number of beneficiary
B. The Accounting Department will calculate retirement benefit under the
different options offered. The employee will select an option and sign
the "Application for Retirement Benefits" form.
C. The Accounting Department will forward the "Application for Retirement
Benefits" form to the Weld County Retirement Board to be approved for
payment.
POLICIES AND PRJCEDURES fit-"PC , l Section Personnel Policy
Subject Seniority, Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 69
°r' � D. Department should forward the final change memo and related paperwork
concerning the employee's retirement to the Personnel Department
o fifteen days in advance of retirement date.
N U
E. Retirements are effective on the first day of the month of the last day
o w worked. If the last day worked is the last day of the month,
0 3 retirement will be effective the first day of the following month.
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POLICIES AND PRUCEDURES
410
r ----\\
(1�'_1- 4
.,Q }�`+� . Section Personnel Policy
Wilk Subject General Definitions
COLORADO Date 12/19/84 Page 70
0, 0
Nu GENERAL DEFINITIONS
O
NO
N O
Classification: A group of positions sufficiently alike in respect to their
o
,� duties and responsibilities to justify common treatment in selection,
O 3 compensation, and qualification requirements of skills, knowledges, and
abilities.
o a
s - W
Ca Classification Series: Classifications in the same career path or career
Oladder, e.g. , Office Technician I, II, III, IV, and Office Manager.
0
W
ma Compensatory Time: Time off given to an employee for working in excess of
m
., w 40 hours in one work week.
ri
rx
a Department Head/Elected Officials: For the purpose of this manual,
r .W7 Department Head and Elected Official are synonymous.
mu
z Disciplinary Action: Personnel actions which may include warnings,
CV w reprimands, suspension without pay, probation, demotion, or dismissal.
N FI
co
a Full Time Employees: Full time employees work a 40 hour week and are paid a
u- monthly salary, not including scheduled lunch periods, and are eligible for
ri w County benefits.
M
o ZZ Gender: Whenever the male gender is used, i.e. , he, his, him, it refers to
ri O
< male and female.
U
Grievance Process: A mechanism developed to insure that employees have
recourse from any unfair or capricious actions.
M Ol
0 M Hourly Employees: Hourly employees do not receive, nor are they eligible
for, County benefits. They are paid for hours worked only.
W G.
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.)
Incumbent: The employee occupying a specific position.
Initial Review Period: The initial review period is the first six months of
employment for all new County employees.
POLICIES AND P R u C E D U R E S
(a� l
"'S a 1, 1t Section p rsonnelo
wilpe Subject General Definitions
COLORADO Date 12/19/84 Page 71
N U 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
re o an annual basis.
✓ U
Leave Without Pay: Time away from work approved by the supervisor, without
O 3 pay.
o c4 v)- On Call: On call status is off duty time that an employee has stipulated to
W
he reachable and able to report to work within a short period of time.
0
0
Overtime: Overtime is the time an employee works in excess of 40 hours in
o a one work week.
'~
ri Position: Certain duties and responsibilities which call for the time and
x
attention of some individual; allocated to offices and departments through
the budget process.
co c...)
Promotion Review Period: Each promotion or re-classification upward carries
w a new six month review period.
N E
U)
a Salary Survey: Salary comparison of comparable classifications performed
in each year with other employers to assist in the establishment of the salary
r w for job classifications.
m Z Seniority: The precedence or priority due to length of service as a County
employee.
C4
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
m o accidents or occupational illness.
Ln �r
o M
r-' Work Week: The County work week begins on Sunday and ends on Saturday.
ww
Work Month: 174 hours is equal to a work month.
POLICIES AND P R u C E D U R E S
'ip1� oaf
i 'l l{ Section Personnel Policy
WineSubject Subject Index
COLORADO Date 12/19/84 Page 72
a O
• U
c) SUBJECT INDEX
0
ON Page
0
w Abandonment of Position 29
0
0 3 Alcohol and Drug Abuse 36
o w Appearance/Dress 43
v)- Q Automatic Deposit 59
W Blood Donor Program 42
OBonus Award Elements 56
ko a
Award Amount 57
in Distribution 57
r Eligibility 56
H A4 Frequency 56
W Funding 56
co V Bonus Awards for Small Departments 58
Breaks 24
• Z
cv H Child Care Leave 29
CC
N E Classification and Pay Plan 64
H m Closure of County Operations 29
W Compensation for Overtime Worked 22
in
w Full Time Non-Supervisory Employees 22
H w Supervisory Employees 22
rn z Hourly Employees _ 23
aH gz Conduct 11
0 Confidential Information 41
v a Conflict of Interest 44
a County Stationery for Charitable Solicitations 41
Death in Immediate Family 28
t gli Department Head Leave 30
HH H Disciplinary Actions 12
Educational Assistance 37
• w
Employee Complaints or Disputes 12
Employment of Relatives 9
Equal Opportunity 4
Equal Employment Opportunity 8
Evaluation - Process 52
Evaluation - Purpose 52
Evaluation Review/Appeal 54
Exempt Positions 9
General Definitions 70
Grandfathering 47
P O L I C I E S AND P R O C E D U R E S ild--Y( \ Section personnel Policy
Wilk. Subject Subject Index
COLORADO Date 12/19/84 Page 73
a. o Page
NV
0
LU 0 Grievance Board Hearing Procedures 13
V Burden of Proof 17
Ca Conflicts of Interest 14
o W Findings and Recommendations of the Board 17
O 3 Postponements and Extensions 14
z W Presence at Hearing 13
WI Presiding Officer 14
p Procedure and Evidence 15
w Record of Hearing 17
kx) g Records and Adjournment 17
`;� Representation 14
'--I Rights of Parties 15
~ a Specific Procedures of the Board 16
a Holidays 26
00• V Jobs Programs 7
N z Jury Duty 28
CNI W Key Elements - Pay for Performance 47
mLeave of Absence 29
a Lunch Hours 24
,n z Management Rights 2
rig Mandatory Payroll Deductions 59
en• 114Federal Income Tax 59
m z Retirement 60
FC PERA 60
o County Retirement 60
U Social Security Taxes 59
a State Income Tax 59
in N Mechanics of the System - 47
"'
O en New Hires 47
M
' -+ Promotions 48
Fq c, Medical Examinations 35
Medical Leave of Absence 27
Military Leave 27
Military Leave and Re-instatement 27
Moving Expenses 43
On Call Status 21
Other Deductions 62
Outside Employment 43
Overtime 22
Regular Work Schedule Required 22
Usage of Overtime 22
POLICIES AND PROCEDURES
�I' *PO Section Personnel_golicy
hiDe Subject Subject Index
COLORADODate 12/19/84 Page 74
o, o
N U Page
o
N oo Paid Vacation 25
Pay. Day 59
w Pay-for-Performance 56
o
o Pay-for-Performance Concepts 45
o aPerformance Based Compensation 45
th W Prevailing Wage 45
aUpward Movement 46
o Downward Movement 46
0
Performance Appraisal 46
i a Learning Curve 46
xi Pay-for-Performance Objectives 45
v x Competitive Compensation 45
a Equity 45
d a Management Resourceco 45
• U Productivity 45
(N H Pay Steps 46
N F Entry Step 46
ri Cl) Qualified Step 46
a
Proficient Step 46
Ln a
3rd Year Proficient Step 46
' 54 5th Year Proficient Step 46
`n
a, z Performance Evaluations Due 53
cm Z 3 Months From Date of Hire 53
Ft
o 6 Months From Date of Hire 53
o a Every 6 Months 53
aUpon Termination 54
Special 54
in Counseling Form 54
o en Performance Steps for Pay 50
o
Entry Step 50
m w Qualified Step 50
Proficient Step 50
3rd Year Proficient Step 50
5th Year Proficient Step 50
Personal Leave Days 30
Personnel Records and Information 43
Political Activities 9
Position/Classification Specifications 65
Procedural Steps for Bonus Award 57
Appraisal Process for Bonus Awards 58
Awarding of Bonuses 58
P O L I C I E S AND PROCEDURES
id/' I.
�i "Ml
Section Parsnniel_rolicy
WilDe Subject Subject Index
COLORADO Date 12/19/84 Page 75
rno
NO Page
0
N OU Eligibility 57
Ca Reporting Process 58
W Review & Approval Process 58
o
o S Procedure to Correct Payroll Errors 62
o [K Process for Updating Performance Standards 55
4./1-W Professional Leave 26
Ca 4
W Promotions/Transfers
W Purpose of Policy Manual 2
W Recreational Activities 36
co via Reduction in Force 66
i Sequence 67
•--p a Re-employment 6
W Registration & Licensing 38
co U Reimbursable Expenses 39
Lodging 39
N H Meals 39
ro W Mileage 39
Ei
ri u) Out of State Training Trips 39
W Parking 39
in
w Transportation 39
,-+ t., Reimbursement for Job Interview Expenses 42
rn 2 Reporting of Injuries 34
°` Z Residency 9
s
0 Resignation 67
U a Retirement 68
a Retreatment Rights 9
Review Period 5
uli d' Salary Policy 63
o rn Seminars and Conferences 37
r' r' 66
Seniority
W Sexual Harassment 10
Shift Work 21
Sick Leave 31
Sick Leave Bank 31
Solicitations 41
Suspension for Charge with Crime 19
Time Sheets 59
Transition for Current Employees 51
Use of Private Auto 43
Vacancies 4
POLICIES AND PROCEDURES
ti
1 krill Section PersonnaL.P_olicy
Winne Subject Subject Index
COLORADO Date 12/19/84 Page 76
co Page
✓ U
m O Voluntary Deductions 60
O Accidental Death and Dismemberment Insurance 62
a Deferred Compensation 62
o w Group Health Insurance 60
O 3 Group Life Insurance 61
o a Insurance Coverage While On Unpaid Leave Status 62
qLong-Term Disability Insurance 61
O Parking 62
United Way 62
1/4O a Welco Credit Union 62
`c) Wage Garnishments 60
Weld County Personnel Grievance Board 18
Non-Grievable Items 19
d a Work Week and Work Day 20
co O
N z
N H
\ W
N [-y
H U]
w
,Hw
Cr)
Cr) z
rn z
I X4
•
Ua
M lnl
•cr
o m
ti r4
W GA
BE IT FURTHER ORDAINED that this Ordinance No. 118-C is declared to be an
N- O O emrgency ordinance under the provisions of Section 3-14 of the Weld County
�
U O Home Rule Charter, because there is an immediate need for the policies and
procedures contained herein to govern the Weld County Personnel System.
o W
o $
oa
aThe following Ordinance No. 118-C was, on motion duly made and seconded,
0
adopted by the following vote on the 19th day of December, A.D. , 1984.
Ln
Ln
BOARD OF COUNTY COMMISSIONERS
d w WELD COUNTY, COLORADO
co
r 2 AIDE V 3`. 0 • s to .r.'f ,t=°
H
\ W #h CO N E tik and Recorder
wt o t� '• e Board Norman Carlson, Chairman
v, ] \,
m B /a a}l t,v�, (Ja ueh John so o-Tem
z Deputy Coufity C e
FC �1//L gY6hlIALLc
aAPPROVED AS TO FORM: Gen Brantner
Cr) p ✓ J� �jyy� C uck Carlson
o M ? County torney TH M k, n Martin
Read and Approved: December 19, 1984
Published: December 27, 1984
Effective: January 2, 1985
Affidavit of Publication
STATE CF COLOR/if:C.
County of Weld.
t. Paul Massey of
scid County et Weld. being duly sworn. say mat
I am publisher of
La Salle Leis der
that the same is a weekly newspaper of q.nercl
circulation and printed end published in the
town of . La Salle
in said county end state: the! the nonce or odver
tuement. of which the annexed is e true copy.
has been published in said weekly newspaper
for one AsaCilaA34E .,
weeks: that the notice was published in the
regular end entire issue of every number of said
newspaper dung the period and time a! publi.
cation el scid nonce and in the newspaper
paper and not in a supplement thereat: that the
first publication et said notice was conic:ned in
the��7issue of said, newspaper becanc date. the
..-:J_ do:y of December - A-;,_ 19811.
and the last publication thereof. in in issue of
said.newspaper beunng dote. the LL day et
December . 19 s/'t- that the said
La Sal LA Taader
has been published continuously and u-ninterrupt-
edfy during the period of ct least fifty-two can-
iterative weeks next prior to the first issue thereof
camaininq said notice or advertisement above
referred to: and thet said newspaper was at the
tine of each ci the publications of said notice,
duly qualified lc: that purpose within me mean
ing of an co- entitled. "An Act Concerning Legal
Notices. Advertisements and Publications, and
the Fees at Printers and Publishers thereof, and
to Repeal ad Acts and Ports al Acts in Conflict
with the Provisicns of this Act.•• approved April 7.
1921, end all amendments thereat, and particu•
!arty as emended by an art app"j,ved. March C.
1923an act approved .'•1^i/13, 1931.
_ ni
unlisher
Subscribed c.n worn tc before me this
dory ofJ—'s ( A.�.. 15.116
/%/ifs _
My corm union expires
Notary ru,:fto
EL?Z LI H M SSEY
22019 W.C. RD, 54
GREELEY, £o :;0631,
- -lltillilMNT. }XLl(.REttte MO AProlnnlay
Pejo��} �/ A is the' fC kit Avalriy;ter mare meelete Semi Mom'with ell
lIJfVG��l1GtffVeil/ m+• gr%talaie � rear emlq hers re.i GgMN by the
[ .; rare* elm had.-adveleree a Sires*will M% the
r� ;y"�� breIs r. lyRik( It*
lk4GttY: .MmhM —1-r w. .-1--. a%n
d Co ails IMHMrmte4.bt agile s�llegRa br Yek[fel selHYnt.
Promotions and .transfer* let be yarn to as esPEM -for M Purees of
i letter Millets, the abilitive. ;Veld Chesty ydll•pee.. 'Veld Cooney i
SimplesN. IIere r • tee M (Aire* develme)fl5 and ensures at Sepldyes to prepare
A�,�,,'_� fey adamfaleet CO Nigher prilier. -
AO AORT POS(NNL Ill ,+laiRa tdWCiq a•:.+
,l - Teeeaelm'eda adv.rtiW within the County for a period of five (3)
n" _ egaysmlfta•;ueek dayo, tomato*wd trwafere.dp w thin the Canty Rae
WOO atm If It ORDAINS 5T AI NARD es COATI CCIA Off Wnl lataiiSt fATlNO. Marie e0 tot t(0.0e1 ewe f a fse *whores./i ;;
isMlF-W tdy 1yly.WU li r 0 p:
'set Daerme aed sedate,*Vew liar* Y)lere Ayllutba entry
JUT ORR mDNTw ogIMAXCt.A. IM, A{�AM110A0t'1l�i,N.N ti1N tEdK1W NP ` lee met ee.oaA Akre Belts fs setrasfer-ehal b eefef al tens*banner,'
ZM're's . e All
aor toe the for a rt re Nea h rte M Ofseala IsMpk the
Mt FOAM*ORytgAltl: 1plmea'e enpenlam to the wpertmet XwdlLweted Official for approval
- 'MK the to PertWel.
Watts. the bard of feat Commissioners of Weld County. Colorado. peraumt es Beerse there are tiro when it la nmasem re fill the position es quickly
Y the onside sever t the meli[1e sx it x 4Met ea advertise concurrently in
to Coloreds Statute and the Weld County Mm Rule Charter. is vested with the ell tads a mftie is advertised Intensity.
reed eeemee. All a free rift oan•idereNen. Positions
adMAalI w_ the rased. wee Noe met be Mae • Halm of t n (10)
authority of aowiaferering the a[Mtn of Weld Away. Colorado. and ,;edtligNi9PyfmatOAsv
y
ton me messed ad seeded N wealen by altempering the
n.41 -eltdlflSYtls a W ,Jab,eerietc�ro. te e•cldlma
iTItUSSe the IAA of Giant, COmalNlmsre hen the poser add authe[lt9 tart I ah.etmel AM* d.aaYmte eA..Aare la the eksJ* Process.
a•
Mlluelme m ogees. d m1 feed Mr tAd ceflty APt[ieit1e
the Weld Canty Aser Isla Charter AS the Colorado CAM le" Role
Of total for interim MI final mlmrtm, Repo9es[ Needs and Elected itle Ian" • „TrMkpoi SYsea. The atm mellfied metre* -seal A5 1M'
• ' Ifla ssetf'are MAMA SyTetewnol'ta' the Dyatest' weed/Elected
Act. Article 15 of Title 30, C.R.S. I*TT. as herd, end is ape fats-under '
13O'' n201(7)r C.B.S. 1911. as amaedad. to adopt ly Ordinddta %unreel autwML ma the rity caner e Alerted.aithette i app!*tl4g1 Officiate for Veld County. it.
polity rale*ipd regelattens fey pea Carty of Weld.-fed -" When it is decided to transfer or promote en exist* County employee loyee a
reasonable rent of tie (at lost two(l)mks) All Normally be required
quo replace the tranerarrie (Alyea bedere the trader/promotion is
effective.
eWRLA5. the herd of County Cmisofanera of Welt Aunty hinny teas and Pay changes changes end review prim of tratefetted or promoted employees will be
deters** Oirmehere Is a weed for a eeepreMHvem`t•1G of the personnel in accordance with the polities and .:procedures outline 'in the
Pm-for-rrfnr ma*notice of this marl.
Potfilp Mrs end rerylatlies for mlitistlt marl;Mt this nrdfamG is for
AMNIA TO WELD CMNTY•NetAKE HANDBOOK--
the Aafit of the health. *tit, all W atdre Inn i°14° of Nil Semtee WILD'COUNTY ROAD 6 BRIDGE DEPARTMENT:
I/scantier
IA. Tlgb0RR It IT MAMA by the MM of County Cmitrtmre 51 MI Vacancies within the Rost and Bridge hourly cceponent say be filled
with individuals returning fens the previous year es long G MA
County..Colorer, this Weld Caney ONidente lad. and awd%aM 115-1 ad fear employee met work standards the past year end no cheer is
115-I. ate hereby reveled and reacted by the fellatio.solar. their status(i.e.. driver's license. etc.) has occurred.
Thal OF AIINRI Review Perin
All m ml%Ms. except lad enforcement end hourly stramml, m is
fIk realm HA MM for the first six months of their megiT/Otet. Up**cosawtine
of twowlt
rw aerial the meplere/All berm a'Tall-tie ...h• he r a t
1gIIBeI OP Pq.IR tAAAL . ::. v - 1 Corny aSSorte. The review period for law enforcmemt Persodwea m he
ISCA0I1NRIr SANCTION AID APPOfNNODIF a. fem. SR Noe Personnel Policy Manual or as mpplmeted by rpenstel
ismamadm.
JON.PhieAN . . . . . . ',.:V • I' MPLYR TO AN WRD.COATI APLOMB NNNOO!
sRLONOX! lllgllurloa .-. i y rYRIA'I SPICE:
00.XCt, DISCIPLINARY ACTION AID OTEVAllttl PICAS. •. II fmlm..PmtN
'IpB118 A WORN. sums. SCNtNRq AN RAT pRim . 5 • d1 Lawstates• enforcement officers are.is A:Mime for the first twelve
ameba of their mlo%wit: law enforcement personnel will he awarded 44 meatier. at ir first nt
TS M ti '.4 .' . . . . . . . . i ZS W are seuthetlaad to use se and Offiof cers say be frereinmed without mesa
111,1 *AVE. II- softie,during their review period. _
fed-taslevnmt
Ones hwreval of the Daps t t,Need/Elected Of finial. full-time mlye
All AND TRAINING. . 1T .fa mined with* me year in good *tending with the County may be
edited• WPM r•-mina t the (Atoms Mall be (II)
sort to all
m
LRPfRIN. ! -, A eleAti of mIe Ynt *eluding the I (6) twelve (13) meth review
s� pared applicable to new employees. and shell start et the entry level if
id1SCgWIKUJCPq.IEIU • . 41 rte a f [•rsihet ion is the ry-me rp or more prior to qua-employment.
(RMrlf E'a sworn peremn•l nhmld refer to Mpmem[a1 Suppliant.)
JOSS PROGRAMS PROGRAMS
RATNL4 e
1Piar1Os AN PAS-T.A . . , . . . 64 Veld Onety i• involved in•eoun
Tdg er,of Jebs prate e:s. Included er
ia RN 1ORiTT. OCTION M,ra N AND ANIMATION se A. tank Study-Contracts with area schools such as Alas and CNC.
CNUu MINIUMN TO 5. Contracts for specialized services - The county enter., Into special
contracts for sass services in lieu of hiring on amloyee.
sVYTCT t5q 72 e fn
'pf C. Student Intern Progress-Area schools place student interns Gerrity
PURPOSE Or POLICY MANUAL Doctrinists.
Thi aoeal conceive the Weld Comte bard et Commissioners' Pereeu.l D. leplomnt Opportunities (slivery Services (Eons) Progrete The Weld
rim • d Procedures es required by Ientim h-1B of the Nos• Dale Costly M%rtme[ of tluaen Resources places people In various program
*AP pare daei t ,he Mee.by Demerara (A de, mervtesy M leludfv{ to-acM1 1 and smear youth. welfare diversion. •t'.
It is dm NRII Is the day A . day *Minimatlm of two to iMfafdMlo-
a_ Mss,tern nt 1, eta rpTNJWfIf --Thi !s Limited
.n„.. e. 4.: Ur* sd for. Sestina proem.
'. .Ikleybs�. P[osenY[ed for driving toter the influence MI).
These rr es ;Witte. increase und•rstanding. Airliner the AR TEN -
wI"AflIfirtial +trillions on use f County-wide policy d hs op sew Mt! imt i^ the bon Smarm are not full-time mloyees of Well
hp,,, sphshost So Cpu y St.4 e�RdeN{dy{ of Oa and Coney and are net towered by the Alicia of this manual.. ,
'�R�•vY Deparky7ot Net and ens ,114. to AA/Aster 175 N AMie t. • EMto nrr INTONATION
cdRetptent end impartial Mar •, 1.wri •
Pe cefe ti mid I onetime.* Atasid of perPyP 3 rtisc4Ms.14 leis Ro DIPLOMA OPPORTUNITY
Mdif(cations d Y seer d rt _-'n° &W,J IA*, 1P lei
•�wne aeeyj-Pl endear, lad e • lea weld Counts is Cewelttad t abide by 11 the laws p t 1 AS t fair
p rope 1�$T eyloyeeet practices. All persons having the authority to hire. discharge.
%rare pan p eradeter by vetl[yde l n 1 0a%etlhet transfer. promote personnel shall support. without rvatf s. a
pebbles Ire s encountered or recemites. fepralleort trsltpad #erR,fle transferring to crew war •. rev
adeintetntiee of the penmml'eoltelm. 1"yolk, _ f gualif leapplicant
p !}3 Of Mains -. lag religion, tional
+ -ky n qualified ppaf diwithout regard to i
. The mewl hns bin organised with a Table Arta WIAOsaefga orirf^• ate. tax. fore disadvantaged tut - handicap. The *Macy will offer
to noble all:mem to fled specific polfete tedelre, _,T equee.p o Sete. ty ter eye want or advancement to allqualified elellGnrs
one 1 M.
In GMs that are ualps to k specific d.yffeent.er:officer Depae astal
Sml•eatel Psrme•l relicts*will be Jesuit,"*Me sr/pimmta ca Po•tti iii he filledwith the beet Pwelified indi id 1 Mail bl
s.
be tamed.on a special DepirGetal g any Ewy ff a Ill M a t filling employees
me [1M f w1 hp Noe
Ferrari f CAM Tt)fplllitl;. Sup weds by County 1 competent[ M deserving nR enpi yeas se available. Fmpl Y
approved by the rertw et septet �a- wi euylmanel will he considered for promotion in t•ran of- present pe[fotwnte.
polities will be provided re tl*wrtmt septet*cad will w nfereced in specialized background. end potential. Lengthiof.servile will be ac factor
this handbook. -
eensiderea only Mro Cwo or are appliunn ememes sgesl qutti[Seation•.
-
MANAC0PRT RIGHTS -
The contents of this handbook ore presented as•hatter A iefomtioo only.
The Weld County Beard s ttifNiefmaro erne the Asher m#14. revoke.
suspend, to into,• mnea,Ss wIN Ptall euc¢3wss. policies or procedures.
*Mole or 1a pate, it eLL, h or wi [weir. lie laesoee used
ttf:khis handbook fe Ma iRf. Se ,-Es it G A onmmd to
'wsdtltee, • aerate Ay SIN R ell of its
mlpPeea.
All p•lltian.de r(Ka'Aaarri al Ee AsimilAend.'Io ewNsM with teal
Eelyhent.OPper malt ted.AmAireSeet-Drift AAA Bedaub end the:Veld
CommaT iwl Isif tied f.
Me mewl iiktetat All.errmml pelteGYe add.towels. nautical.
pentad 4 wims sisal:. Acme for the etoswificetm age Prince
'pantile***published prior-to thisdate.
BOY applicant for a job with Weld Cs•y awl feNe heing Slatt,have been
aintrnn.t.. .eiu.eenures. tor enures tliwa! 4 mpa N ne t.eeateeed' ee ' at•
mst•kewrc Pala.Pala.e 1 ng(a i . political origin. polittl atrill/Mnar Relief. age.
- haodlceyh or other non-merit fat a daring the epplAntinalish agile ti Nosy settees "
P Y YMa1 this'Missed Cf ri iwtier ties • c p t to lie eie.$t et(:he. be ape ttive ID nature and l.teoded to provide
Director ofFipe -and Adelei tratien 0,4 Weld Con,y The Director of reemeer.14 seas IM-entireties netnews trite to en-tins to liaises'.
Finance d Administration will select • u nI temted• f cigatteby pinion'!"-.none. tenon warning, reprlwnd N wneion without pay.
__ otfit t., • of the Verona 1 Dskrtapp,F..,f::i the 'grey ion t e4• $. pr.Ntio•da.otlin ad dlheletal
will east an liwatt/etint rend an atfssed.tbe .-+e' 'will arrive w- aaelain Y •aaemadeaaal d. Relitnil Departwnt Head Elected Officialsor their doion..e y tepee
that into the Director of Ti.,...and AAtinlatretion and there Me been discipliner,' actions. eawever. Dame t t Heads and Elected Off i i 1 are
iu.s,J.}R,rYNttio. ie'as apheXcwfion oe'Ydadtlm pratheDitN4edeee rpspdeglll. far diMigiahcy action initiated by their deafness. All
of'pipette Ilod" 1 istrati 1a a ired to take f e ecftes ce Sawyer WeNey et1lyilota�i:b'eettt to the Personnel Policies awe *Jett to
that the NdN i4 :disp ilented`" t -Posit, fair., diectpli.ay'onion fee�pW�� t tad,shore.*opt gist reel* port ties.
: and espartial *Aide*de. 1I We"alleged a -dincrtefnatfon et he and te,oray emplanek y%sadldelased without cave..
reported within la day.at not ff0 cation, firs the ePPlieent did not racein ..
the lie tit Weis epe4ded.for.inJYn Coonins..lhe.404Pstlfetfm will bd" At tie` li{.'dlwlpll0ary actf ail *lone taken against l Y that are
done within . ten work day period. Any tie s a resit of the =se din DeparOy4 Head,Elected Official 1d mortared to pred.de the
investigation will b.taken within the nen five working,day*.. I copy of the ariw.nce section of the Personnel Procedures Manual.
fl@LOYMEIti'OF irisnvt£ die y�i W ` MfO .vllitl(TrS
In accordsere with Section 4-2 of the Meld County Roes Role Cotter M in [de ls that-tip poles et !nob is this manual a eet
po mp anointing ar eloy! t nay thority not employ em rat the a ployeect * y lied or has my dleciplinary a tf on taken against htefhr
of say paten who f• related to hie/her as anouee swot, child brothels diet., is tenitatite, dewettoaand/or tote in may, le encouraged
�
slater or on-I Sw A cape wehav lsor not e • 1 wda tive . flagi these op- ew lai t rebia
alncd cads M1NMr Lee eWevldten 1: a₹Cpl f t procedure i f 11 y
0.ETRG111FRT B1Cil'l y % ee. 1
et. smp ilk has IS day* t the date-of e incident to notify r
'Then rchief rrat wwo k tlentcce Minn.fee9t;:gpooa tesheriff is soignee .�s H d/E.lCEed Official to writing of grf e.y.' es sentien-
t
tom the cannot• stork Penaend her, ht nellsi a covered by-the matdermph C bolos. Palliate to nettfvthe,ie teen[ Hentllecvge
Classification fleet
they nails ave the Tint N return to that Dealt*, .Knisvaoee ab"at did eill-constitute • stelaArfwsre and wive*
within the fleet 4 on*if OpeNtont. _ d siavaertrltht hr the incident.
POLITICAL AC[Illlttd q trap. ty-notifying the Dew t t Head/Elected official in itipg al•tf
- t Woven, he a.plq M1 ld ditties the t with'hill/
II accordant* with Section 4-1 of the Weld County Hoer Rule Owner se i{
e mployee AnteAlines weskits hea rt.nine illa%.political activity. ST ithhate .epe tear who-sill give the employe! oP answer wnoswer withinte* :
per employed:with the County. want e mpted a th Official. no amen: deadlRog nye o!'Fh ardnei tiro of the onl t t
ct
e leion to *tint nine-rues i ll-1***4 • 1 of ST"-
w ithout on. Iam*AbGy after en.oai t ■f eoMYdaty. Rwugale Ot t' "t!eplywe 1 ( ikttifNd f h he ere f ae,ve or
i.e..of *fleece.without may.will Bern*Orwph thsPer•mel ePt Hl F a �I ones eat flat••••••O• bite..t
lad acted epos by the heard of County CdNlwiemar*. Lawn ton1. eA t H /El [M.tfffcf tech d , se eN'hld b te w
tempt of ewwNs>rawttw. tint.III"(Lein
!Mr r1�a4 oh,PO pcoepl iy allanhi ee... fear
�_LIICY _ rennet ttielJ will C hoe`written answer virgin five Carrilet. The working
All officers_ad employees of 0.14 County. as a coodiefw se at. .a♦11*of his meeting nth the employes. :
e nlee•est sal a•a retditla of their mdewd smployeant by Men D
*II h domciltd Wtbta the.b.underie of the Casty of old. • /a p i c d wew*vloyee, Air di ,!Aral nriif
hssr. the-Ton dspteyeee of the County obeli has. on,seethe to tie I f;Inn en* Board tA1n'.V.lo CIII days:
date opoo ebbY they fine report fee week Ia uhlS�S„�itN. eteblign be tai" d dtt vs ch)
Panne who we. Casty a pioyet. at Tenn*Eli 2111e N ado .r !p e 1 %yiy' pre «ad trtwam
wen on a doily hails from their dea1e11ee i4 of well pstye,,, 40 ^,.,..,•
t ti lug' M 4y. start grtees�t'
be required ti eaeyldY•residence-AR t••esste e.d ewdltniiM f*et (* lititli.ied's e tot a ling yam t�Y
continued empleydeni. If *ash ample dnae hie plea ef, wa M * t awllyI� qtr yea .cza ihiitrd wpe�.
en quest to the seat**of this policy, he Mall he aeswiaed,ee - a dnmat le hOt*�sr•fe` D Attopt.Hnphtsehl
hie domicil, to tit of man the'led of QeMaep Tloa r ,::
case of ea[nM he •N.0. t.., en ink vkgltdw {•, / v"vt` L.
ended the tie*within Width an any*•ales koala neief M�n°eNl Diwc[nt nit gicee ae+eptel JO) v.the-Wait <�tpq�"eF.
t1rq. ton t of filiTi it*a*�the Tertl t a ppli ton it y ighst- an
��flyen Mptr y twee Officials4f N
=policies
The fen.dmp teenlm el reef frig'ton Nt'rt d411f•n so r *rteg,[lebpiT v en
elude policies deal tn'Wen len*1'eramasd Waken wept I* the s11- zli,
of deny aa.baigmarb.eheel matabtteh.' For-tor excepted netting. Y.'.' A. Meld entity arsons!irsuence an•rd Nearly proceaam:
cangensatlon and benefice petase. '. t. vtnacr Ar YEAR[PC i. -
A. Wen[Mr1ff. :-.: A. fit [e of ttplyee i,7 olved. Odder m tans en{1
I. The appointed chief deputy of the Clerk.and Recorder,'Mange, at hearing 4conduct ipftXwe So perernot *din
+.pleY use rem*e{M t hearil't Hweva.AI W lei who
S mac. i' '•,a'fMf t eye+y"?E ones XwsD� r{esst.:ykpd vse.r--.a.
C. All lwurS' *Inns. 'intermitted by.thw hoard, khall'ih ma Leen lb hove,wse i bin
Sin to•hearing. -
D A•Oiatillot Dtialliet detereey. t.
S D purl • 10 [h Corp*. : - R • e O�pia1' dif • i
v
" ntee' l l aeo layf reirieset at- 1
P. Ppec[ai Mputaw or Sheriff is lessee - }esdl nvgnr HOa tepw�'Alt' .
SERVAL HAW.slwCvi: Sexual haieem w nesnailnt include, u .lco snail•dvemear Its* EMFS�py en eh. oeWnNkgP etleca.h�.�-b.OOPS
for sexual favor*, and other verbal or pphW n
& I....ter a er eucE M1e*r . -
dal awn which results be elate spervis in empleyn.r. Pen Coney to s. RgyEHe[Ogt+,.'k
sine for the s to ne tannins
ice suparvinty.e ma.d bpees �INw.
an Plante in matters ivwelyfn'p dinstef.teima en*mp'watd H•e*Yt of 1sta
Pena won of renal herdYriit nil h l ae emplane
+►non ��,,,, ' WE
•r, ,14S
snide ma a ad Laclede'■ earenden. If ea e piyn foals thew
yr�t ton nenc[ed, Yet Almiee N .waled n +w the grime
eese". ens s! -.I.' ,g•1, a ir serif ire Hest•
pamedum detttai N oW'�sYevt:.
COADVI 1
T, DltclracilidsT ACTION. do ClineMCP Marts
J '.' � e4emNirt
Ieame ninny employee should-N aware tot they are Robin enplane..Mdle
lea tisk . to elite* de courts*, cb ie l nie r. alp :alto t +dap atoll:
heat▪ e..rest o neaten standard of conduct which le rani tpnt with tp y
Amps ifrrearc of Weld rawety. MOM coetldwbd to Re *conduct / p d'typiyhev .. et
y�M !s d3mayl3maq acne* or discharge e include but are mot limited Os •Ai 1�'
Ye b11wW: - A �11111O0T 0p �
A. Lncapeteae o *Off iciescyi performce of lob duties.
al ntiherew ey Pink" enitetsVinu the oaf•tp or mall-bales 4 *i'teddde i'' 'nest i 'yC'a f�i-
volt• blip.esplo:en*et nil/po mot. Mdat IFq.
C. Ilegllm[of willful damage or waste of public property. to WAIT Ty e14 ypd frith aj.gi.w MVaY pPree.pb '
-4„,F Amy rhos 'Ket,harda the .peel o *leer
0- iMwal sa comply With lawful et4vs w regulation.. `�t'dt*** hat upon tin bblecrio. l lilt of .,}
't,rga"eie. .nd roll t may eHt/ae* 1.. 1
C. nwbefdlesilw. ' F "*In to •1Amtit thhee N „VS; ea.• r y{
T• Telihaeate. aftempye lest*ge or inapt town' the while [ 1!•et p possible object*
soe?fYytF r vl Y itp,o,.�d
emplapeen. - £ "jy P a r' _F
C. Glee wader the 1 Heats of intoxicants oh odepwarrsled Arnie , 3 t rc `s+-s,504,?$,b.. ,y l y e s "1,.: '.
I. Ro•at.ded obviate without het g wend Iesw wgitle�lo` ie6wpasied *N repfadeselg
Y em f Ale
I. 4wactfoe of .rleu crime He•,gaspeaaSY,her ChatA with Cr1wey. 4,taMriElintai. 4,1:
nc {
J. derePtisn bribes in the course of employaet.' ream MM hp r n *a air.-dun rn
H Roliberan *1 eewamc ore material omission in the appltcatnn for I i.:,
deployment. G. nett?Mann I
v
L. Peleitytng richness. or any other caw of*beetles. A. -re the her*. eta the set**arse ldsvthe riot ti*
F
H iiMeaesty. s s iil ...call ad masts.witsea....•
K. Civn t Irefeteptlal t[satwnt to fnelvid0ela or 6ryP+• M Pigs
il at
0. Inset of cM(fdwtlelicy. v .... anJ
Is amirtana Observing nIwanduct. ahoy Id report the int1 den t immediately to
hitter bpertnes Gad/Elected Offices.- TN"ilpar[wnt Hm/tl•ceea
Official isrevered Co investigate the incident end report the results to
no heard of Canny Cslaalnnera. if misconduct did amour approprnw
di.tipl0:ery action will be use. If the'Departwot Gad/Elected Off lei.' —.
flde the reported incfdesrwan false site-done with a eallciwe intent he
will take dinipilnery at[!M against the canI 'ce repotting the incident.
- cnLn an PUI$INI.GRIEVANCE MAW
W {/■�
�.w �ay, ^ ` —� .., the /BfYeta 6t1!r Boned et pW1g[N Dy voting
Weld County a co of
.t(M/ R17 ''' tiy�'(M'1 the nee t l tied la ee act a et aerp ed wtthe members. The eta
Attorney et Cis deadens* act e* elm legal advisor to the Board. The a
.- offedt {Skews waffles f f«F elPleyees, two Deparemwt a .**Nested
�.� ,, Dffie ho f 1the ranted es etueleeeao d p* from middle mitimaet-
T:enlpTufa Igl1T Mein* ,mea re are; ro h selected by the Inn et
1) istredmm esbdmies. Per A a [ two yens. with no then two Mahn e
e mob t to le*noted
tank, new there S1:e tour*agate
n Cdiea.ei to r .. b loyeelt en hoe Naelth, linen Mw e, lee Ape awes. eek trm
T
tN fea'aga�a'apes vlSmepee On any near relevant as B� �t FOpes a Bq iM [F Centennial Center c q1 Iti.N fen f
„ .. *flits, min two yearn. with no sore then two web re tern 4ePtriag to
A) IWMch spy pigeon, em9 iM_yeer. MPtreoo el emrw ce wre [Fes [woe stvtiw am. Tea
County ea she Rateneuon Griend sh bare atoll be appelfMd by eha Walt
5) Rebut eq ninon. - .teEett gp 6,1leard Inner.
nlne�ra red atoll wive tFe ie eM ef.h1a/Mx currrt
B. If ghe eylo a eese nay testify inhls on behalf. he eey be tip gshlt fry, logPe N rte twig' policy that M1aa been
called end. sniped n i[odgF eveds-*tame [in. . by }ie Bwm f C Cab even if they feel. it is an
.D. - t7 t
). PDOC®tltlag.AND EVIDENCEyT, mmytigatloNty ' The:Centy s policies are addressed and adopted la public
netted in the fait'.f.ecmtY again or Ordinance. All employee are
A. The bating shell M conducted informally and of aW3nt w ens aged;te even* public listings, on their ow time, that involve them
strict judicial or techeleai ran of prPeadure A eine as tenants end emplanes. in 0 to voice their opinions.
Intent ill tha mmhet of prainetieg the respective position
' Mead be afford**the parties. Evidence Preece* at the SORPRHBlee TOR CRAM WITH.CRIME
TM Merin...7 include+the:.following -
ln Oita tees[.poeployse la fnvaly charged or Intl3cred for the commission
f err.. fht Cwv[Y Y wapeme tacM1 usployee• Wine or uithwo pay,
I D Oral [estdtPPy at 4lLmseds. p.sAf.pamgnntae of'the.offense. If an employes is found gnilt) f anY
rem by a court or jury, the county shell imdietely suspend such employee
2) Briefs. neagypnda, or otheL related information.
, . wiliWllay IOW big aiWeelem Men been*flea'mid be Ass exhausted.or
,3) Any material ceetalpdi fmiehe personnel files rwrdleg by, a agent.tem. Ms sine 41 rialto b trial sad all right.
the*Winn litvolaed. o(` all ab4 win mob aatine,'e ewvieetae 1e final. the.nylon
4) Any other nevet materiel. :4111 W gee�..r.
1lawttthe employee be suspended by the Casty, as provided in this section.
B. Each petty shall, pndlp f during the hoarier. be entitled b lmd est platy 1 state or federal tart, either an appeal, Original
to submit eeeoreede toe st g asy-mneers king considered trial,or dere oriel. the Cmty shall forthwith reinstate rich employee sod
by the Board. Such sspeatxde shall become a pen bf the he ebt11,raeety hi.bet pep calsea during such.period of eoapeMes Os
heeina'rntd.o sW}mpwo iealpe4. Ion the even en nyloyes resigned he shall receive beck
c. TM bard may teat'''.4gd,eabider evidence net eSB dale pey eilly lip te,the deb of lit edi aaee'aed be shell mot be tabulated
ender the standard redo- of evidence. if such evident unless eMrwiee provided for Si the T'misneael Policies,
Paeesne probative welue aeelunly acceptable by reynMblg ...
and prudent pen in the conduct of their affairs. Pet:jepone of this section. crime shell De defined as a felony of*case
.... I Or a 'M def$ped by stat law. ar a eemP ble federal<ries or
D. The presiding officer my exclude unduly- reMtitiooe trims Lane assake ooater state. Don t toclude petty or traffic offenses.
*Wine..
HOURS-OP WOW. SHIFTS. SCHEDULES. AND REST PERIOD
-E. °hinting to evNptiapy offer..way be men we !hell he
taped le the record. I �AND�
8. SPrc3FTG'PtOCfWURtt OP 7111 SIMS . De YD6. T
ell Stijl its.Corinth employes will work a 40 hour week. Proper anhedolinp
A. Call the Board to sedee end late roil: M*quire employeesto work pre (or lees) than B hours to One day in
wait 1m- department to be more cost effective and/ to better serve the
pa
B. parties the setup be site,.to. Dees era
,whetlineegt and a *creel few 'ass MOO m 5:00 p.a.. honey through. Ronal work
parties involved to N. sitter,.to be heard an pwgwt and rink de*Vtheeld
b) vary dependingndayand don Sand ids. bral
that all am:*Pergaa'era envy or proceed. an us
veld:County e begins on Sunday a ends Saturday. County esignated
am N report to ernlgved work sites. in order to begin work a[ designated
G. Call the agpimd dpitf a to proceed with lea can: Nettles time'.
I) Re my give a short eteteeeet of his case, emeriaag NWPtMNT TO TB[WELD COIRTT EMPLOYE[RANDBWR
his Poeitin Y-- SERVICE: .:
2) (M ney enfant <e�jfMaamm.� cm direct emWoWm. the ler Week and Work MY
witnessed villa deeded eubjaet to crne•Li:0 taw
by tht.oebar.'peyey.W rid eeee[toned by gas bend. the normal work day for paramedics and FM's will be 24 hours. Their
The 1Wlayee .eepsepe'mestienhis.witness m sag eel eabadale a es fallow: day on day off, day on, day off. day on. four
n[ter.A.ought m empeR'*PeefiGtlp.. asp off.
3) b sop iatron a nhints.. \ µEWMR TO Tend WELD WUrrY EMPLOYEE ltAdDnOt
BOA*A UIDGE DEPARTX91T
D. After tee epioyee het'pleaelited his ease in chief the ether --'
party is celled to premed ed he shall present his ease in Verb Week M Work Day
the came goner as the eaplene:
We eettteea of Trucking: Mining sad Bridge. during the meths of hey
B. The amPleyte may then rebut any setter braughf Ina*.the through October, tun a normal work day of 10 hours per day end a
ether party's thee. Petal work week of 50 hours per week. The Weld County Engineer may.
et his discretion, reduce or increase the number of hours worked per
. . F. The Board somber, nay'exalts any witnesses, Pell say week so es to maximize productive hours.
additional wttweses for ez aimtion. end request the
submission of any exhibit'. All sections. other then Trucking. Wining end Bridge. within the fwd
O. BURDEN 10 PROOF - W Bridge Department. shell have a rental work week of 40 hours per
week• except that the Weld County.Engineer shall have the discretion to
Lea eeeee the hours normally The employe who requested:eh* hearing will have the bWre n of. ea as to lama the opetrtag worked
efficiencr y d
ofench division.normally per week
proving bin position by cleat gat. ,convincing evidence. `Cher
and toncincing widows' is defisod as that evidence *Lk is tech hours of meleyeant of the Road and Bridge Department employees
stronger than a prependerdma of the evidence" and thigh le My,at the discretion of the Weld Canty Engineer. begin prier to 6,00
highly probable and free from serious doubt. Galerl* Isis a.m- and end later thn 3:00 pos.. an as to reach •esteem scheduling
ineteuetlons 1d Section 3:I: "Preponderance of the'enw l ^ bilit
is defined a that evidence,cdich'-is most coevineial 5 ass y
r satisfying in the cornrow/ay betbev the Apartner:r lee of SUPPLeeNT M THE WELD COUNTY QRIOYEE RAIIDBOR
, Qhirk.. fpe t etT Rare Mr94(ad)l,444 evlrmpe CO .Jmey *Maly!'S OFFICE:
r
10. REC0Q Dl AGRING •.. - tort Week and Work Del
Jail DePertmemt -8 day cycle: 4 12-hour days on/4 days off
A racer. of the hearing shall be kept that 1a of iueficdmt
accuracy En permit en informed.and valid judfept to be nab by 2 shifts 0800-2000 and 2000-0600 hours
any Pares that may letee be callid upon`to review the teeosd
and render a recamendetion or decision iv the Nitta.. The Field Depatemnt-7 day cycle: 4 10-hour days on/3 dos off
Board shall select a method to be seed for making the record end '
,this may be eochmpliahe ,-by nee of a court taperear. or 3 shifts 0000-1800. 1100-0300. and 2200-0800 hours
iactreni< recording unit, or detailed transcription or by
y I tattle detailed agegses v.I(the board selects a need star Admen. 0epatteent- I day cycle: 5 8-hour days on/2 days off
than a rt reporter ends the aaplewe -eyu* n that a snort
repertet be weed ten the•eey).ayev Well Fey the Gaeta of the 2 shifts .0100-1)00 and 1600-2400 hours
`.use ef t)f.wv 4eporbt.
Men WORK
'1'F--aggeabSiMO-ADJookmpOR
\ 1 bee departments are required to remain open 24 hours per day. I days per
The.lead lfe ally. at eta.larerton." recess the handed ad week — the Sheriff's Office,Asbulavice Depart ConsumServices.t. Cpumer Services.
reconvene the mew for the are9p➢p1eme a�of the Venda or for the Wilding end Grounds, and Ceeluwioarions Department. Employees in these
paetmle et gbteinisg-gnu•rlµlela a evidence consulonie, depernente will be required to work a minimum 8 hour shift daring a 2*beer
Upon oi'ntisTemodee .,ga atfov of l and written evileen, period. In en emergency situation en employee pay be required to wept wre
the ipeebg-ahell b c1h`sWcs-^t, shill thereupon. el a that me shift in a 24 hour period.
q�:yoral
y�
tine"nce of mt te itself,podact Ise ores its de•dhMdd tN
P esenti of the prtd em Won addeluslon of its dellheretfwe. lttta lENT TO THE WELD COUNTY Fie OTBE HAd0100E
the gimps Will be isolated finally adjourned, SIWIPPS OFFICE:
12. FIWIIICS 41M teg1®DDAPGOt1 OP The NOD gleift Work -
A. "thee five (5) days after the final edjmrneeot of the All units of the Sheriff's Office work some shift work with the
aleariag.;the hoar Nall glee I: vritteo report of its exception of rte secretarial pool.
.finings end recweendasione it tee'Setter end submit the
w Co the einem and department heed/elected official. Of CALL STATUS
All fipdinge and ntwredatjone in the decision by the teen
Well be supported in tIereport le c cennise.set ens dwisg. To provide necessary county services. various departments esquire on call
... the bide of Its teelitw. The Melon* of the Beard ebell status for employees. Appropriate compensation methods will be developed.
he bawd'upon eviaaee'produced et the hearing. ' at the request of the Department Head/Elected Official, by the Personae'
Department and will be submitted to the Board for approval. On call status
C. .The.eo teyee ne bentemnt bedeglecrad Official,will. withia.fi. (5) will be limited to only the runner of s ployee. needed to provide edequate
working deysr gehsit in mleing to the Personnel Bisector sighs. es sewerage. Supervisory personnel providing coverage are exempt free
•Seegna00e,pr eonsefmppate n,E ,the,..laaonnel Grievance lash's caepeaaetlon for coverage. If hourly personnel provide on call coverage
deciliters. It eenicntfp reason shall be. Included ed and they will be id.Faced on their hourly rate for actual time
*editions&L ensetlen or faits that beer the eta. Padua ay
pa spent on cells.
respond within five (3) working days shalt-constitute acnptese. (See Departmental Supplements.)
R. ,The 1ap1 r sod the Chairmen of the ferewcel Gehenna lea OVERISME
shell, withinn e (10) working den of receipt of nowereeptane.hp •
either sides preen{ the en map 59 the.Comity Cmiaseg s N
Fee Ytm. Regular Work Schedule Required. Each Dapgrtment Head/Elected be*fetal shall
ColetteThe.Cote Cesmieslnners renew shall be lo the nature of anappellate Prap r schedule designating the howl each employee in Pis depertment
review. baeS Lee the round of the bearing before the Personnel shall work. Work for the County by en employs.at tine other thin those so
Grapnee bards sal upon the'Orieveete Board• written decision. If scheduled shall be approved is theme by the oaperttent Need/Elected
'the Conroy lamiatm m find that W Grievance lend'detention p is Official or. in cane of entieingad aierery.en . shell be approved by the
`Whinery, or entitle/mil le eadesil of- the Grievance Yard's Department Need/Elected Official after such wergeocy work is perforeed.
iuriedietem, aathorlo pwi open. or 'Litigious as defined by
Ordinate Oh. as awned dad the:pr cedutee outlined in the Weld.
County, retib etyeal or unsupported by substantial evidence
then tpe 'a mealde d es a n.etet than the County ComisaimM
Say either r e or modify the Personnel Grievance hoard's decision.
We conitenriliv ales tasted the meter for epalderattn of any
wined $foresee et 440,44.4 eMelt MOW the ens. as.a..feteh
in the Mitts dese ibed in peregyk P.Above.., All.Nrties Pill be
notified od the.role dedaini is written. within five-(1) :larking
days-*fret-ebb tetheris cenleted. The decision by the County
Cmlatomlb le filial.
Overtirme:'_ Nan,". Ja.��r war 40. hears per w[k of work oust be it xgwdtvte
n. All overtime will be earned a Er SUPPLEMENT TO TEE WELD Cf10NT3 OQLOYfE HAIM*
Allover a rned mm,McE ntnvtcE:
et K e e[Ia ate keWelYeed
employee.ei llydrr.'—arai soar[ is rme incite. ael RO
m sttbaarAou torte atdte.for overtime in"alt. fn elm elf
!AL IA*4L
writing by the waa.mrtm work has lane anneal t ggMrtwt RydiElatN Official a set toStb sbx - Persona on shifts other than / hoots will be awarded
B, A emWet neord of the •oroetd�yvarOm will be kept N each eta of B•Foua dye. Neetb w It pe rSncalned rw eetlse ac. the
die atlriot. Total etee pairept atria* hourly basic
avian within • 90 day pe fit, YJ set sacra 40�p Ber HOLIDAYS - -
-N i an wit s ke 90 iimi JedleeeW6rey eitrtx*s rd me sus All fall else employees holiday*.
)2'hewn per stab or
from the 0 a .area the 40hour.laittae. following days as more 'receive the'
Departmental Byplemt.i •
•t (goo Rose of Commissioners.prMl1"ya. Dares will 6 established annually by the'
p,3T1pf FY OPERT3IQ BBBgEDt Y. New Years Day
A. 1 Tae Ron 8 ea lu..'n.. 2 Line le a Birthday (floating),
bk4 Tare overtime se-Nl}a<It-A 4ted4 Y otherwise agent*Se S. m gl 'e Otrthday
awa for re hour with c MINm "tell he.evaeaeweg eon t Ehmemorial Day
Wrrtry fm aT, gxttrat peed 5. olora of July
W'htcooapitf of afford eassonable oppt)taety to-the ee io)se eon alem 6. Tabor D hey
f. eatory Yw bff�� �ake Singh Ek Labor Day
deiried 10 days of dad reed Pr 1 1 he Tbfefl. arouse%% hgee 9t,.::Columbus ay (floating)
above will only be paid'bat *fenced 40-brla At laVeteran's her
*etherize, b employment.
R a tart f County Curiiatreee ]q *tag Luther try
M9 "tartar laR6)
exceptional basis baud • parse of etimpeoCarty ory fm ou r }2. C11. Thclnrcmee ty0ry -
toy tea
nag*el the Crary i '
h• ,gnSgory EMI Ovetm fiec.e.holiday t rte"Ge' p'e .worry wp"ea.
Pa• •eethb is set Wpbe[heed ace am a holiday fells on 7�•"rapt. the preceding oaday ill h taken oaf. j +u„
*rapt.the/following 8 Mpeea% will PIL,1atnbYt-
C• ..S�Ry�'1)"pleas bt Tact taw eats are to are rid by the Mud Niea T'd M eligible ft the
Wq employee mum be
wsa in acne of 40 hours per veer ill receive PH at the rate,at 4i} •�'hdaY Mtet and Ma Workday free the holiday.
' On paid statue Or
'
fhare.rtheir
rearm lar hourly rate In 1 4 ha rate.¢ exar et 40 ar be r NN mat be*rout ip ato the N*emerged abet e e R° of holidays idasnin ono sale[ soak rbtha-nee1r a Breast a hawo
agONfgenNeF}aV y to Paesmel ededer f gthna in ay calendar employees a grata to
keP'ataeeR: year than or
re
(t[wgh are of_time sheets. wrk during the natal work mt. regular"w 1
retaml bridge employees should sou tdPartMtal SUPalrrRx kePlgna working Jib ah '!fl<3 1 holiday shall t
Rom ad overtime policies. Saari'a deputies red eeirwtfvralra p�f , with Pr during the trek- 'P e e 1q lied day Off
volt
age tM grade of Sergeant.receive up frost payment la lieu of,ovx[IM, WINOIe off
ha tngbhoyees *if hours fntort[hotq receive the sae toeLL.surer ti TO'THE VELD COUNTY EMLOYE MA103eOM. WINO n)I hare employees r eQ.ham shift.
dNYi}PS OFFICE:
Ada) proclaimed a "y of earl 1/e ea w fe
treated the s as• holiday described above.i.
rn g or celebration gall be
Compensation for Overtime Worked
PROFESSIONAL LEAVE
My and all ewpa setlen for wxtfr worked is paid at the vela of.1 54 of mthly salary for wnitwemealet aetwad officers tMk*th grP°n MPP vet of the Department Vet/EMeasd Official, a full time 1
e pens. Po two rot, time 1)rettulatN. granted professional leave.to attend employee
canterwwa,"Node. brad graining that a ea ao employee's
l technical
officers bill be paid at the eatalis ed rate ear oratiie;laysiely x*rated duffed Pe more t Tertee needed,a wlus stn our}ar
watt¢[ Nrvme. the actual sirPlus t•
read Gary will be lope soT f0 THE WELD COUNTY 11RlOYEL gfDgiB00h arranged in greeted under Prefesel e leave. Professional lera wit be
AwEEAYE SERVICE; tltdce with the.worst supervisor.
enmity ITAY.
geppeoxtieh for Overtime µ}eked
e
geaugb contract with lritb:a'Qxrt Medical mdse. taliceylp
or Officer underor`eapl te or fro is • anther of the vectorial guard or re 1 pefd- m mist 'b straight'fir bar" rate Ntl fa cat iorcesff lean atboul fedlo'd of ral few Sall be g1 P co 15 days amuel
program.Weld Helicopter pay is net Ali tired overtime
in that art rattan. etch 3eaTg Q.e other iavelite.for 11 of y. �rM else efficiency rating.
age ie
pay a net dMyleed evdtae pay for rMkd x ttiHnf ei ° '
x the director. 'eupepvkeaes N 66rf<y. _IP LM k3fwit roared,pas [h npproprietv nflitary eudtw b rla9ee of A,ffiZri in reawir a to coneinM fn ffilinry
beyond the t1 for uhlci leave with"Pay 1 allowed, he.shell be
t and is notaccumulated.for coepasatery air but is paidstraight maimed n least f without o pry until - s
time is turned In each a OP time rhea! Supervisors era meal* in [ea of war of y anti 4 shall be reinserted folluelohactm
eligible for t tree pa Provided nag et m regular ate gaetim '[g•}YI a Policy'shall be 19'a<sxdrca,
available to work the rtle. shift*, TM director is at eligible Dralava. MYea Ct3' 1pl3. *pas F Dcxn gbqule M
kekelt[N to the '�
for overtime)Alas• peter t Mtiwheg of late. aneted Official end Perwwg! sup,W•aiJfBIGR'B'nALD ✓ePifwpye". him rye t, a[LITIRy LPIYE AID T&lEyl, ,.
skid Oeutry complies with all retire of Title 38 U.S. Code,Chapter 4
"teat Narlameet Rights. for detailed intonation. contact t
Personae kepertiw[
SUPPinarr Tb'MIL BR0 Oran EMPLOYEE HARD
tYD 8 YIDOC DEPARTMENT: S 1dbIC11 1.11. Magri d'
Caweo etf for Netm Worked- A rrapst for a eedl 1 lave [eagsn a without �
train the operational require*"of the Rood and grldp DaperemC. {{ Nl jttnditlN. [ disabling lea" esupport Ulna diatplt�yl�yj
overtime aeeurlacN during the cower faun chill veaaally be tabs thew route l physicist) to include anticipated return rdeare"lc .r
ft
daring the*oats et November through April, durinj which ties the gate wken to Brett site) all all
wed sick to ve het been used. ta
aafgasg ef,1N toad std bridge D*Wrkext shall work en la 35 ...
Ft%/aan'a [tat.ypt rshouldorcier uld hiedar job Wrtdraeo,Moue per week beef! such time
ed LL<-eeeiti.e ecneeated eerag ar - tax Ali sector•etiftt dance Nea Y Mdgrdfandf a abd ePPNvaI e/ ,
awe[atthe her wpired the employee •
up dspeamnt pee.east be neefiN 1 meriting at the/employee's fretyg
bra week i tM coa alas t ghat and Madge ...tiara m• u lag tY gaup}kn tytk gd'the den et raw* within t0 w
seat but.[hour xcrmf le[N swsthe driw of f July
ipate,vetia3ereta[ be result .tee ad a roifimrton by the 4 x o the esPllxpqb�FF
testae each year by the Canty tgiedac and approved by the'Ma d
!B xrtow:bWher normal'dales. !m PFYH<lan of ewleyeA.t It't ieeicne a - Per1+'Alta latent hof the County 4--return the heployee to the an Job env
rile lath" at Prier tare, ft medical leave. Batley because i1
qw's Jq'C°wry Mal net salve
.. .le order to identify costa per-pre Rot, RON ad Bridgeto °Pon Burl y pewlhie where boldntp
J} required a rat he tilled" the during bursar l t e. If those cases a abaft weekly time shag utilising•specialised doormat.
eepleye ell,he ',laded(on a praerenrlal recall lab.
tMfl9 galena
andilie.cel3N tan Ithe opening foe vRich he/are is qualified to
Paifote,a
Sea end Bridp`erloys healy m e during peak predation The duration of all medical leaves
peala rice salaaaea r,aimed et hourly rte aad Recejwa# L>s wla asewde d t Vedic 3 absence normally shell not li exceed M
Cowry Cceeammtie ts. a fort ;rag::of atebllat;a by tpeard d +ays u r break en Ale 1 Vacation wpttuat stet and/et carlf atm ..I.
eewty Cawfsafxen far eke affords Ot thin eNsyeed. Sh*'Conr{ sick leave will not while gamer has approval authority for division plweNnt. - ' - QfBMIevM ONpppa 12 d.
R YBRB j/t1'`�
Oµe tea •
•
working an 8 hour day ay.receive, as schedule by the Depart - re
Pond/RMated Official 60 rat far lunch bunch hours hill very ecebrdts. j
to es employee's ark schedule. touch hears tot taken may 'set N
arorlated-or used at the beaming or std a the day.
ALtte pone 15 mid text air, ft de• .wetting 4 tanefcutive Perri al
M `—_ �� -
g[wm one 15 awn break if 1t die yet disrupt vat flou. BnaM tPa pose
Rest�<av Qa
taken w)btt be I lunch
h d o vsod at the beginning or and of the day t a aa'B 1AJ LI ��pp��
le conjunction with lunch hour. .•.. s 1J0r
TIME OPP
VACATION
urrty e' a s
PAID wacatmns too annual leave is earned by temporary. pet_ties asst et of °to l NeQtoal lx seasonal. initial. i period, or hourly Paid eraloyw Deye poet eed ...4............._..•wl[re•••wa rrry date Roy h43e ida
ds will
nNlt 1v w
Division Reads designated by the Non Rule Marts and theWed of Casey` n and tlaCtirpYg other hwetl< ttr31Y takw'rf
et
Co ia.iuw .d not rat weld vacation. tap%ayees in the fetal rate g•gRlgxeinn'YY<egHm h11/MR *cereals.
Po1[1Oiotluttiea Pol completion fll not accnie itheirion t Laical review patlN. emplanes will initial rata naiad.
;ire-Will i 12:1nneke elrtt CP ;it la Se inarnnom Plano ll benefit: yak
carded E hour. of va eti time per month of the initial lanes pill, elbye1l eke
Employees may begin to take vacation leave at the rwplation of their :::::...'_707,d.w f P.O.? r[abrerw'SO resit mosey, provided thou the
initial review periods Vacations Yt be scheduled in advance with the -i'afls poufs{ W anew. •He a•employee contribution la
of the n department.b supervisor. Vacation shill pot conflict with work nrinrte. N Pith Pereadeel prier re depettt g esla jeaw should. daeNMrtaagllt eom Annual vacation is earned on a monthly basis a the. ogee
15th of each munN according to lepatn of County service a follower - o ba eilimete erl1amaean e i[Napp tries aria,algal leave will be at eke ditnrm)
Year, of County Service Hours Earned Mont or sddf[t{gak sir '�' D•P•R••Pae Heed/Elected Official.
w sly a leave Hthw[ pay atbrdaB e i °teeaogegaaeaiaitalrre ohs all be treated
Under 5 R hours
I of
weer 5, but under IU 10 bun fy'tir fMdie RO#red ttrT.a },yew of Leers with pay became* et death as
ke l�"�,eNNye m1ryaN by tea papBptttyra'a'gt) the (p rat) sawfee YY.M Yaate
Over 10, but under 20' 12 Yours Dorf b^O Se.addfdtaiN'to gti , ge,,ll{rldYllo9e unaceElesta e under thin set arts
Over 20 12.33 hours ... Mer w me lorry.-1Pig, kjq��iyg i0[ lek 16re,
anther. teeYthedt faBkerx.�pyNYya and,w wife.
ea.stt4 ry
At employee cannot • umulate In excess of two tareshie/her atm" fen idrrtpbr• erefoster eon• paethil. "ea r freshet. FuabaedA vita, m, aaspdg�e
r ccml. Unused vacation will be'payable-upon tereioaafon of employe at. tL _ relationship of So loco sex. ie 41j& other ow.person
tatMwfe-Mt,
i __ P•Pwta. or any o Perwe searing theOfficial ctida.sroccurring during vacation leave are counted as holidays
_
not as vacation. Illness •d emergency closure drys during vocation periods -are part of the Minwal leave- ion at es on shifts other than h hour* (10 to
2 hours) will be awarded vacation a[ the rate of 8-bon[daye. Records will '
be mafntoined on an hourly basis.
Jay DDYT
Full time employees remind to serve• witness•witness or juror duties scheduled
work ties are whittled N Me leave. If the m received for Jern duty Is
lm than the mloyee's molary, the Comity will reimburse the employee at •
full celery opts receipt of alt paymeat.glvep the ml vet for jury duty. seed/Elettef Office$"tnt_il'limn be obtained before the
In order so be granted leave for jury duty the employee aust"mbait •copy application is complete. - The 1Npar[mt Bud/Elected Official
of the SUMMONS and all ferns furnished by the clerk of the court relative to '
the time of service. Mileage ellevvcme den be retained by the mime my attend the hearing with, or for, that individual to.discus
CNIIA CARE LEAVE " - any problems be my have with • large number of sick days being
granted.
When ea employee adopts a'child spiv requests leave to tend the child, the Jr ;Bank days will net be stinted until • member has used all of
employes is not eligible for-special'aI a discretion,
do not a sick r tit• at hie/her Individual sick leave days. vacation dmpe, and any
the Department Read/Elected 0[tfeLk S my use accrued P alon coneneatioe tin he has eccm•ented.
lam.
LEAVE OF ABSENCE .. 6. Not mere than:one hundred thirty (130)working days lay be granted
to one member in•twelve month period.
Employees may be entitled to leave of absence without pay for good and y, Ihe Sick Mm Bask Gevarslv8 sonte approve sick love dm
sufficient personal reasons after exhausting all accumulated paid leave. to be granted Bs ksGoves in an amountcannotthat exceeds the eaves of
e
Each case will be considered indf iduall . Application far leave of absence
tut be made in writing and mast be approved in writing by the marmot __, si k leave days actuwnieted io the lank. If the need exists. the
Need/Elected Official before the< of leave.:Seniority will not Board has the option to asset_a contribution of .eigt' (8)
be affected if employes returns to.work as soon as printed leave of absence additional hoursfro ambers CO the Bank. Contricannotbutios of tick
,perfN Is over. Right of reinetateset shall terminate if the mployee:on leave in excess of the mint stated hereinhe accepted by.
"lane enssgee in gainful Mplomnc the bank.
Meunier length of ouch-leave of absence pill be 90 days. Title leave My B. Sick leave•say be greeted MT personal ses of illness. This
he extended only with approval of the nerd of County Commissioner;wed than ,.excludes a of the lank f —Illness of family when.
Only on"mitten application giving ceepellint.reams. 9. Ihe Sick Leave Bonn is Mired for.use when • disabling illness
If an employee does not return to work on or before the agreed upon date et euchre,.
tom to an agreement with metugmnt on an extension. the employee will be> 19. Any unwed sick leave granted by the Board shall be returned to
considered to have terminated his/her mlaywnt the Bank.
ageNnaMMonT OF POSITION D. Upon termination fro the. County • Bank mbar will no longer he
If et mloyee falls to call in for three consecutive days without a reesen eligible to draw eftl lean time from the lank.
emptsble to the County. M/shi will be'terminated. E. The Sick Leave Governing Beard shall report the status of the Bank to
QS Of COUNTY OPERATIONS the participants at the beginniryf-ea
ch calendar year. A quarterly
report t4sede to the Board of Grant'Coesiseloners.
Is the event the County closes operations for facilities due to inclement P. Tea Sick Leave •
Bmk Cgdhfvg Board names the full responsibility for
miler or other emergencies. full-timer employees scheduled to work will be the control of uhe Dank. end d namest of the Board are final.
paid. Employee, required tp work during such closure due to County seeds
shell not be paid any additional salary cmeneatlm or compensetery 2128 O. If the program L Mre1pa[ed at any dse. any bears remaining So the
char p rthges already on leavety any type on a closure day-eMl be bank shell be equally divided among the webers at that time.
charged for that leave day u if.Comy'paatiine men normal.
$ NEALTN:AND SAFETY
An employe*employe* unable to boM ion sauce due to inclement weather or eager
egwglee when CountyCountyoperationsoperationss end facilities are epee shall be charged
•eprepHAra leave. GpOA4
pCsfONAI.'LAVE DAYS - - Employees are required to comply with ell safety rules and regulation."
Peesasa leave is a privilege 'ranted to full time County mlgm. Failsre to'-0o so will result 1n disciplinary action and could result is a
Employees in their initial review peeled'me not eligible. grMyeere with
reEmalon in worker's compensation benefits if an accident resulted ton
1 • roval. employee sty Cfailure to damply with maid safety rules. If mloyee has any questionslea .
• full a elmsconvert two de may
of t be eenivg a department's iequirments. the employee should contact his/her
sear eavine le two wo (2)year to vat . The•wac e M1 echedlwn,ndya t eat be supervisor. Copies -ef the County safety manual ere available in each
earned over Eton to the cretiothp. of se R sod the [fine elf dmrtmt
Pewees). Leave Days is at the(Meiotic" of the Elected Offledalinentaepe.
Rm•d" •
MEWING OF IN3CRIES '
DUMPIEST BEAD LEAVEN DepartMet ■ide do not arerue sit* tad rscatlw If M employee b injured. •m slightly. or suspects he has been injured.
lone; Department Wade. will use up _v si en 'leave,ddth.can their r - the employee must report this fact to his 'mediate supervisor et ma. The
l▪ibels ri to to eoc Heads m mop i six disability.
L of ;sea. ap•eHanr will sea.that the employee pea first aid or. in ease of •more
libelssuet cpmvcmnt 'b lthe-toys elf co,acty. My,ptmim ever serious injury, seine"attention.
the aM:mMa be approved.by the tcard of CoantY CoMMaimy.
MIQ LERI! _ Ye M eligible fat worker's compensatios benefits an employee must bra
asWved and [toted initially by the tablished Weld County Worker's
nenena on print medical care facilities. These medicalfacilitiesl
Sick leave is y• primfae given to full tin l to be used W fa the be t under re ted empateet st and Rested in ell work areas• An injured
fellwlp circmta•cwt - Sine• should infer. the hospital' that the billing for the treatment d A. Man the employee is enable to 'erion his/her lob duties became of Pane willitted is to aelAccidentyl vestige n Report and the injured
illness, injury. pregnancy or birth of a child; rein** rill be required to sign it, The employer's First Report-of
Meldppt Tom must he submitted to Paestum' within 24 hours of the
g... uhen era the map 10yu,yq se eel.d1 t mildest. The Accident Investigation Report mutt be submitted to the
sUlg*odi:'-aMeal-oi`epelMfWetr<aM
er tmtmtt ' Personnel Office within AB hours.
C pin n employee is rgmgae to ease foe en ill member of the i teta•-- There are three readies for these.regulations[
teyly Senhe my use accueolatad
Sch loom up to`0'hears for eh,m
illness ninny or until accommodations for care can bit man. A. mleyeee se•kieg medical attention far job-incurred injuries. fro&
doctors. other then those autperised by the County. say have to assume
all regular full-time d by tb Mahn _exception of ni a ead the cost of such treatment.
Dyfma need• d ig std by lion ale a a tthe Board n6sewty ,
laveis Commissioners. a ligible for •ick leave 30 days t '60Prerrisasv Sick B, Iseediete treatment my prevent cmllcetlws from developing, such u
leave Is accrdNcat g hours per tun from date t hine.wtsh no soden infection.
mm m l limit. Acelated sick leave is payabl p seaa t ln et b rM
hours of accumulated unused a to m ld sotto exceed'one month's meleth C. Prompt reporting of the accident-which produced the injury will amble
W mme ryed sick lave will be paid to lev ma who do not template thesupervisor the ambleto make a prompt 1 eltisation. The Investigation
initial rewfw'priod. Employees hired-after January I, 1905 will no teem - - ..
be peal for accumulated 'Pick leave upon tennstien of employment. he/she aides might reveal a hmedm condition Or work practice which.
�a� if not corrected. quid lead to a sore serious injury.
mldmms are to report their abeen g t daily directly to their supervisor
e e--the employee's regular stetting. time. Failure to report te be All County employees are covered by the State Worker's Compensation Act.
s tied ea cause for denial of laid sick lea for the:period of.teases 4s gray's eel/aM rb worker's.lof hi [fob program protects all
w h• furnishes•v captain explanation.. eel sbanfei is _mlp.a against total lose. E'1 m d hospital expenses result of
i Stabile ea approved absence for three days is copal..... mbsodehaaee of 'ninths-lob ecCillea e or occupational Illy It should be noted that
Jet and continues a voluntary resignation. Ckimrwtic services will not be paid unless medical referral is cede by
the attending phyaicfbn. A full ties employee who sustain en Injury er
An employee may be required to provide • medical doctor's repprt et any occemepional illness while performinves.igned duties and is-incapable Of
.il1il mt*for:which sick lay* is requested. Abuse of sick leave dr excessive rv/m}ng the normal function el the 54D. will receive egular fell senor
e Mp{tefim can result in the lose if the privilege to earn sick nave or in fora period not to exceed three day YYw date of injury. At the end of
send disciplinary actions up to and including termination. the third day the full time employee will receive 66 2/3 percent of hie/her
ml salary, elan taployee generated deductions for the period of injury
BpbT1EAVE BAN - leme.''During the worheo's cospensetioe leave. • full time employes dose
net accumulate sick or vacation' leave. Part-tip or hourly mloyaes e
re
In *odor to provide • no cost. short ten diubilMY program for employees. paid 66 2/3 percent of their normal celery iron the 'an of injury. More
the County has established•Sick Leave Bank Program the imputed employee is allowed to,rerun to work. a written release is
The Sick Lone Bank is based on a voluntary contribution of eight (i) hours' required from hiss/her doctor stating that the employee wilmleme to
per member pot year. Members who do not centribm to the la w
Bask will not • apes full sorties responsibilities and duties. The in
have the opportunity to take advantage of the Sank. Subsequent admission to keep the Deparmm seed/Elected Official end Personnel Department infe•sed
Bask pe¢lcpation for new mashers shall be alloyed ONLY m the first day of of his/her.eoodltion. Injured employees the' perform lose dandies job
eaml:l payroll period following one year of mleyment.i.e., January,April. -nine. say be aniseed therwduties. if available. by the peperWt
Jde eye and Oth All other e enrollment
embers did met join the Oink may
SWhhEmcted Official after aultatios with the Personnel Department.
n on theannualeopen mollrse date in November. m he effective •
IIII AL EIABINATIOIIB
d ainty 16th of the following year. _
A. TYe Sick Leave Bank was funded initially by • contribution from each Medial qualification are realistic physical staards too assure thanan
employee sealer of eight (5) hours of that employee's individual sick employee is phyt gfslly`btlew o puns
the du ies esr their required specific position.
leave..Mich was deducted end credited to the Bank. Tot new embers alt employees me
the ..ease contribution will he mede-or the first day of the payroll Appliewts,for a position say he raised to take an initial mlymt
!quartet. fellonins one year's. employment. Followie anrollse Mnt , 1 exile. As employee may be reqptted to take a medical ties.an a
deductions. a mbar has s waiting steition of continued eleyseot if. in the judgment of the Departmt
period of one qua«.[. or ninety e ep
Is duetted Offtetal, the adversely
health appears to be advealy
190) days. before applying for sick leant or p c
Ingestion his/hog Job p•rlomnccthe ulgmd du[tam mid be
0. -Sick leave days in the Bank 'n carried over fres year to year and an deerlak•tal to the health of the employes. The Personnel Department will
• additional contribution is centred M January of each succeeding year castle the medical ensination ea soon se possible once requested by the
'Mile a sefer of the last.- Sours debate to the Sick Leave Bonk are asmeTmnt Head. Se employee mey be place an'adniolstratles paid lone
set refundable IMAM the medical examination results. -All employeemedical eta m inatia
regeemeed by Weld-County will be meld for by Weld County. Weld County will
C. The Mk is Mini ave..d'by the Sick Lave Bank Governing Board. The receive the results of eh!sedical examination and will furnish the employee
board is coapoesd-of five (5) peen elected by the participants in • MY upon request.
the lank. The followng,cosddaloss Morn the greeting of sick leave tiCRDATIONAL ACTIVITIES
Yye free the hank: - Weld Count dons not sponsor any adult iecreatipteamsl teams or activities.
1. Application form are available through Personnel. Ipplcetiooa Any •petbyonlnjuries incurred y Cmt9 mMymem nrot conse ider bYUWxkom(
for benefits free the la ar
e e mode in writing to the Governing sniped carroty duties. Therefore
? thy
Bend via the Personnel Department. Coepeneatioo am job related injuries.
2. If a eager is unable to mike application for himself, the MONO'MID DRUG'ABUSE
- application say be felled et by • !airily amber or other
rpresentatIva. - 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
3. A medical doctor's statement specifying the nature of illness. the pa.....alcohol on county property. It is also against the policy to report
dates and medical service to the member, and the date of the to work under the influence of alcohol.
patient's expected release for return to work will be preesetd on
with the application. Illicit male. purchase, use r'possession ••
. of n -medically preeerihed drugs
off county Prperty ie .180 against policy. TWA♦, The applicant suer submit the request tow m Fla• MP•earee by as applies to ye on or all femme ' of narcotics. depressants. stimulants
or
Bead/Elected Official for approval of time off. The Department hallucinogenic.Moed sale. use er possession is prohibited by law.
The only exception to this is she taking of prescribed rugsd ead[of
physician's direction. It is advised• for the m yee'm safety d
others, that the mloyes'e supervisor be ieforeedf the
taking
ap of such
such
drugs and their effect on the employee's work. sD he may take
artion.
NISCPNdNEOOS POLICIES
Any violation of the above rules say be grounds for disciplinary action, up
to and fuelading, tealestion of employment. (Rgrxhoer• lAL IYpfUTIA.
EDUCATION AM TRAINING - •
infer
[ County Maiaase ploy same have
@OCAIIeAL.ASSISTANCE • dlsoYsed pax t •out ith uthi itbiin e• This f fq clop Spa it �;,
yerem t [t app it [S n n¢the as e d d t1 1 fv[o Hod wick en ploy hat qua ti n,It
.wad county rill tub • an .ploy le arses peMse al:t° PILO par plq slwuld d! It 11°f 4W/1ur,ggv[vi•r tenedAe lei. Nlew•�p
e (quarter/sew ) [ c job 1 N vas that Mve been append fn es le re eE un[taen[Sal afecllKfem Obtateei in the eenese o[ Ceue,"
nea nc fuda [ thf prates lf iest is the awn[ blamed each employment could caul[ a Nesesal lepl lability and dfecbaz a r
veer by the 'Minty C fbeivat For this reaewe refmburence is N • areDec the .-Sul dine capita, We jC.,.iq Me.course of County ep1
eyeS
fiat cur, first serve buts, sod wit be append in advance n merit the e:ca f property of Veu Coenty and are net t° by ye used k0
n toads to ate emplon - Pn an *ploys. to rents. each eimbursmvt he Pat Pascual use retained in the pow msen mt pot of at esployte
meet tko following conditions:
SOLICITATIONS
I. Nose be a full-time employee at ea, t3P rM epee .carte.
' Except when tlmatre nalt Skint wOMi1iN w�,...
RS
T Sat have ms are
T Table WNrsonn Request tan SSW to eeMehpQplon• County predominant Skint M the fallouts. mime: C•etnty.
emllmt. (Forms era available 3e Personnel pPorteenq.. A. Mllcitetfas bj MRlam*: W�6•
3. Termination of ployeset will reuse theemployee to forfeit hi*right. Mnri,L Shall b. antdbwN to QNgawewiiciulip,to b e.Vie:o[
to this—assistance. abr ep1°yee In ,ter petib•isy ttltnYy:[M lloitan. shall bxieKan wet be confined to nonsDefin elai,ege-public arm had der
4. Books, supplies. and miscellaneous fees are not covered. mob-working time.
Svg
5. Employee nut cml.te the se successfully, with a "C" grade or B. 6olfeft•tions by Non_EPlman : gam employees may not solicit me the
better. sty pram s•• ear any raa�1p.�v ysr,°•Wt.
To receive payment an employee must present the fenonnti Department with a COOIrtf STATIONERY tot[NatitAart auctCITAPI0N3
receipt showing the amount of tuition paid• a grade slip proving•uceseeful
completion. and the original toy lot the apwatl Tuition AYfafnce Request mold County encourages its •mplop "ty;gptleip•n in wnlwblle
ton. activities. However. the Owerap belies that a city
ion to
support a charitable agency..MP. or tither. as aeps1 a private iiobe god
Should the class attended by the Employe be eebetled Ming nrMl prt ho ld in no way he istlPnGn by me-gleje.•* position with( the Comely,
hours:it silb*f-at a tlaetnfem'irt i s Alinless be ufatait' el the m of Comity stationary
Math time off fore went, PIP p a almost. Em all SOS ,mp fleanary ter ;Ma mpleatatia of ep10yY4 dpliea
taken off by the employee psi be 1mile p wnbty e•he agrpi !e t •upptt by the County sad say be viewed-by em eenneee as eNrefn.
levee. ,a •' e4£ .b'�;.. '' • e �� � w only appal which has County *prove' and tar vetch County seteaery
may he used for soliciting other County employees is the WStad By Capalp leaveSEMIN.. AND Lc .naI- ma wed Coney.
If a employes is requested by-aM Cost, to latent,eLse a* at {Sf' COUNTY ROOD DORO!PgOCPAM a'''.
oat trance r other edacetf�r tniblp.propae the splt,em tt{6b.Ism: Sid County,..
nedebe sed for the wain ova which ipladee regletratioa fns. ladgie& Sid, y,t-ha ched Nti®;vdi0'th North Colorado'Medical Center Bleed
w ale ..god [nnsportetfme. Clain f x.,teiebor•eeest should be Pet 1e *ad Dn°r Beam for employee, l All employees
accordance with the polities outlipel To„nbe AKOusti n bo¢sioq of t will raps.*eetlfieatj 5 pt he blggd proem* a'°'° eAl OS Ogle h rp1�N pstor t0 en•actual date, jrtreirpt.eplayees say at that fiat site p to
Administrative Manual. No'eapea woof tae deft seemccefto the M ether d ate blood, Sepleyee•-VIA Mein time off with pay to donate k ode
educatPile ional attendingtraveling-Re
ional training program. In the event a aparnant has Insufficient
Personnel peer lisp williwl living fit.3ff with snpnaeey yenann
red dollars for Certain Sainte or Gpferencee, the employe• add an naiad. •,
tattiest may negotiate a MMring'of cone of the seminar or eonfernp id: REIMBURSEMENT Ka JOB TOMS'WSW ''
a lo Co both the employee end Eeparnett Bead/Elected Official n;and mewl t 1 � }y
Attendance is the option of the epleyae 41 cost aeries by the,eployee a S Panne odnibg;exelYa!maybe Pend ftir,ppll°an• ldeetlfaed
aped to by eployee ad Departaen[DtN/Njeeted Official. for Certain job lntbnliws. Meal nn. be from fir p • 100 eilen radius
of eWISThATION AND LICENSING N 1dr tP y, Colorado. d $ ij p MSM Director of Ilnwc•
taaakeppt ueC required-. re`"�dly positions aKhMiea,fqr the
It a employee's job regfres licensers.'Ybeepitt lot or regatratloa. the
e mployee is responsible forrequasobtaining,it beeping it 11a. and p[taeteat Director`et health Services
it to the County hen requested Associated Costa an the spate•[ DS r of PIB:at Merles*
t ability. Should such ten prod ldewme a registration spin. St /
PEE b nary p6Wp d' employee tree duty well it is Din<[ r Off Pletlech end AOalvisttatfw -
Director of'Mrnw,t
se eded es required by le, " Director of at°raatan Services
r[.
Director of OcilemarreTirae
REIl0VN8ABlh @�SBSES ...F«... Director of Aanslium,Service. •`•'..
Director if Library :
With prior approval fro the Depertam wad interstate newel er l end oth Director at Wsan tesources -
ammo for official County business will be'reimbursed as follow: CaaA Atformy
Underehuiff
County Papeete- - •
Director of Social Service: ,
To be reiebarsed at the .rats estebljibed by Board Resolutine (BR. Comptroller ' .y
eats/mile). Travel between work and residence is pt reimbursed. +..,'
A. Additional Positions: Additional positions say y be added a tae: ,
PAPAW ,,, , basis with approval frog the Board of County Coaiesdnere
rase and tolls at actual expense when may from home bfff¢.. B I tervtew Eaves : al cost for interview travel will come don IA*
hedge¢ of,the d partnp
t with the eiti )' y° Ndlt Iasi
vacant
tads will b•allete[ed'tot this pupee '' ' p,
LING
As actual and necessary epapae. MOp1NC dawns The Board of County Co iaalgpare will f
IWLB nepertmt Made. Chief app my ne .age M!
Prove
necessary apneaed by the beadof Comefsefmri beefy. ppfin, and Undenhe i[f only on e, -by
At attal and ry as •ipso[, fuel
1BYNB,�)BT,tIION arm
M, train or sir trenortatioe es actual expense for whichever is
available endCDnrliigA on Page 1.3i
d m p
most practical.
tecelpta wt be bsfteed and vbuebeted"b'j the Mpresent Read/61Pred
ordlafai to pasha's'expenses. LEADERMERPAP December 27, 1984 Page 13
w emaally funded pot se and staff shell be required to seat any and.all
Meese State or etherrequirements for travef. meetings. training. I �S
le/glpg. mule d other coat n these 1 e not specifically
adenmmed in the Veld County Peraaml Policies Weld :County Leg�a
WE Of STATE TRAINING TRIPS _
I,.requested in the yearly budget. each"depertmt shall be allowed no Mn c•MB„�it/Prle.Piii l=
Ma 2 overnight out of state [retains trips. Each person attending a 001R40�.
[ainieg westing constitutes one trip. She Person Or persons attending Y1Kn to wdids epleyeavt t! than n owe Steffen e
training meetings shall be' designate by: the Deyeatbent Read/Elected As Py eYat• conflten el
official. with a etred-working bare end tutu. a anal or •edam[
anre•t with assign [t•pweibllitise a e it fed by d by [M Mprsaat
Outgreet
et state overnight training excepted
[rigs, tot which cots ere reimbursed by Rsed/t1acsN Official. IXCBthe Bo when ptmbibtsd by the County Nm meM
greet or stipend. shall be exmted from this trip restriction during the Charter or by Resolution of the SYN aL raemluixen.
unapt year by approval of the Board of.County Cmiseiebare at one of its
replarly scheduled meetings.or any special Bating of said Boar Ai.pgAyyCE/OS696
Co we basis. .. •case
Each eRl^Yee Aw10 ic lob.
nhagee the pnNi attire ter hill w.ei.eNMte l
Panty Camefesioners are allowed one mmight out of state training tp prate areas of [h. nay Mve isor if • reap reaps acne nMNfp
per Copfeifmr per year for a manias Of 5 trips par year for the BoaMYr? four 4l M/•be M•"any ¢ r
County Cmfesfnneci. ' pbmeld c tt with his/haw wpry A wpnlwr rev °iraymt prop
yap[ actin for ae gone
A $E5 per diem, if desired, will be paid In advent. of all out of sap apearesce/atire of the employee.
trips to cover expenses for meals. car rentals. taxi fare. and-parking fag..
WE OF PRIVATE AUTO •.
tS
Lodging, air fare and regiet[tie fees will be paid in total thro • - i a eonditice of ap Ym .. vill us,�M to [. the us f reteats fumed into the Accounting Oiearasnt, unless prepaid by a Co r_ Im posttiOe seta ras • ed .•ales. Spare
• ent. Mileage shell be paid road trip Dy air coach or by auto eplmpw• NfiWee a 'covacafati wi lie entN fn ocey
Nltay ib egt sty i 1th [le po P N,ich Yy
calevated at.the statutory-nLe. .1LLCMrei ie cheaper. _. Rielibiaf� g{p Wndi. Tttt Emty b met panic [si d+g•
If thecounty employee or Elected Ofticial/D.partme t Need is'actopeuied flue.- to,ear vehicle Milt w CpmtT using••'
their spouse, they mill be reepmlble for the expenses of list epeeili, NMTtue '
aBDDaB AND —a - ]/Nlnll
R ceipts nut be submitted and ',shared by the Department wad/Elembed-.•, qbe Mfia,Ml bepaxtm[ is the ewtodla of.all stfi¢al Nnwua [41•
Official toe plump'ragepesement. • prate tot rarrm[ eN".. ...1..". eL Veld Cwnry• Th•ePml¢ye•l t
a Peemeal will M ae off}etei the for Colora11 do lael• Creq in~fi•tthe
and"Nenat. or any other !digit' inquiries, louse w idividual et.o Me a
fiM be restricted tree access bf my�siowpnim(a), Each:mleyn M•
cheat meet. S,e. she empltn ea •[prise a flood ee.ey
ae•ee, eo hls/ber owa rac°
ds. tbe employee sey a
temps a bW/per mead Hen Klt[r aerbetireried or r Acs-
Mmb 1pet sir mthly +hat Stm owe M aC¢ter fin ti a spit ee
tegtlwul aipad atwth weld Wad C,mvaattroi ill iLf ter°sp.etiva eof *ieh
Ilya o/apleymt via mold Cowl,•, of tea ml�se, of mbled
will M nmiN ld he p tco y. eraWKlun
the employe. eltnld hap. a c: f OM*r lvformetlov rill t he pTaM1dN
without the eeployea'a Nninlw. -,
Chaps Se personal data (e,p mental wens, number of dnN•deor
addrm, telephone numb.• benefit CNerpO tent that en,
,sr olrt pp°[t
sploNen[. TMrefnrs. ft Se peuatblgg �e. At least annnuallt w mloyee
appropriate ehae6n as regard. to insure thattnthsy ate wants.
should :Peck his/her Perepni ----
CONFLICT OF INTERMIT
Per Se tise 1h,et The Meld Covet, 'Wes Role Charter, noGouty officer. -
veer ef me ageYBed bees. et gWge• Sell.Ian a% Inneee-.se any -. ...
entareasa or eradasttae Gott etelt Weld county which-might
Wetter*with the adased dbeMrt public.of his duty to the and the Mee
baton of the Csesq:."fluff reeesictiom*hall not applyeh*re the*fetter,
tebe•of a anneleteitMeaN,or employee's d•patwane has no direct contact The Gard nit.std
non busiest LnaaretW with M -etch •eterprtw or organization. Cis f tape Rrsed(d[heysd emplgasm'..pay edJsatemem emaylty.
Specific, demoted arRlcyaS.wdll tat emitdged and can compote for all,bopsee.
tlCtYitl--- . .
A e,Meagloyee of CentralPurchufcg Divisiontell hart *M -
em a% n[eettle or orp{rulen doing bxLw*s with Meld County. d• Wit lobe is nil,"at eM aria list ea" ter the
W-d**Libor the Treasurer met employee. of the insems's office shall - •meemlyt-meti*a MO be Sept de gpllw[ net h Three al the
tarty pkgtlwYP let of t,id any[l 'lexStvtlW[a Sfch 1M 1ee1LtySq1p Step-If bs/S• the minima etY4Ne [w the
r eymuite depmettu ctfietmoC a ,eesetlipMd by the tine dexriettoe aed
r,-
lame dimities ties' is to pndble ew[11eC of lenrest beta*
thte star;. is Bpertyt MN(Rw[N Official will seat the
MN' Wye% officer. saber y'4 oppleted beard, r iql%ee. xtl - JvR}[lddtlee to 6arMe111 to kit at the'x officer.
a anal o bertha =411( Catty. the gbwtton *areal. ThSe 9molffted level and
wgRt 1p MraweN x.TM tvttsty MAMMA Yet ri with Pe Yirvwefpe/w':bef•tw tom tease tome[ the fee[ that the applicant's
and eerlaaee. - The Sidemen! act,.decision Of...ehe *meal shall be N b hire op experience ogoo ape a entry the higher pay teal. she commitment
eeeideFd float end abet'be We•totter of patio record.
without ante entry mat should be t•a•is at apllett
atrial has Personnel. TM practice of hire at
,. %d4 .. other dos RN*;Reel is 1m1 W, halve
3' twee .S t Ceege egleyee is-Prnott4 to a hither level
)BIR■pCTIOB t !ep wthe aW.ttWi[lutin'hive. Ise/she rill M p1Wd
- In
the
envy
sflMl nap far thetle*altldetW. Prneottap will lore
rem-dec-perfenanes is•system developed •
• 42 pro increase. In the eat the promotion m.Ns
by vela demeey to Provide a tad
lt•afitetlie tales is lab then St the incumbent shell be plea.ft
of y.K.people hawed on'[M quantity std quality of wok Fr[ezW, • step whieb provide*.a 52 amts increase In all c lee of a
RspsA4t Msds. chit! 4put4w of fleeted Officials. tbe wderaAarr std lee*a ye awth promotional review period shell exist fee doe
hesyy apieyees do not participate se pay-for-ptHorwoce as their salaries l�erbsst.
aro wet annually by the 9eerd of Catty Commissioners.
WMII'HaS By PAY-FONT-pitOlO tMCE. 1. tabbies The is tee at the *Ottpromoted W the tiniest ief 52 pay c increase of as
months. h*tip will. upon satisfactory awplylw of ode
TM system lees bean Ba' lepa to prevld7 equity. increase Prodettlilty. ni mm.1U ewth, ate tie
ve step. Open Wmoyee v completes
cantata* espentrlw to empl% end to provide axagesent with • the pmtt¢ledt et Ratified level. employee will ape to
coepe te've assure bed bard peal. once. per estivate steps Mp�e to the three (3) Par sad*lewd.(5)
step for eps will be lee accordance with the Pertewsace
pay entity 0 and 2.
Obfeelhea of the mew Include, t. Taµeyeas oho ere patted ad. due to-the *babe five (3)
A. routegt To assure that all title's aaployeee have a9 epprWlty m satPe yeast yid iwn.ee" are plated at the qualified step will. qua
&mate for sH receive the cowards of the%saw. r��t�* awfinetn of the eft t(6)ee month pried.five to the
Prnifc{metn-step her•ss to the then ()) yaw.•N. (l) Year
B. ttodeet} t TB establish a system flat towards deeps will M to dance with sanblmhea rules for
tcreedeproductivity y perforates so x to elan
��me!ay�,�•tt qq uecmpti,vn 3. Thploppee So are promoted etd, ere to the 'rots five (3)
C. toapbttlYw• ar
ythfneetio W.To assure tbe;Mloyees' cnpnsetiw is peyote pia..Mere' for pretties. ere'laced at the Menlo nail move to the throe Cl) P(5)eyn
Profitint level is year n end five (5) then
B. gFpwst Resource, To provide enegemoet each a Weed* to etieteterea porfonsama.
lLgm. accordance with [h•.noemol attest to.*Mee
•• ■ployee• who ate promoted red• don to the minimum five (5)
parent My fseraaee for promotive. are pieced at the three (3)
PN+a--_-: OgµyCe CONCEPTS am on st ffeie stop will 'wee to the flew (}) year pdo[feiw[
Iae.fl raj mince attest - yep In accordance with the soul..vats.[ to this step pre et
statical.-
- -
A. Eee&Th e R dteginyefew - To coww*ece employee* fee their 5. faityses who are preeted red, dye to the minions five (5)
PetEeSr enc based en es ablfalled stated*. •prowl..M1 increase ton,Pewotit.
are year toilette step will only eeeive annualsced pay at
fM tit ter
�3y es . atomised b
1 ndividua the prevailingage in the]b teatime.
adjustment after
C. ebwrsnt lb ter blbh a eystee test ellm toer�upwaaca mouse[* A. Employee*obe re promoted aid du to [M five (5)}.rtes.
( mp Sf de coder te'reveal employees for xb•1LFrfor.wce. rase.vM, ere placed outside of the five (3)year Protease)
e, y,�,� pay eery will only 'receive a five (5) Percent initial pay
O. �B.,.,�w�y� t e TO gublmh a,eystme that ells.. for dewed n treated rea. They will'thee be plated in the Grandfathercategory
s el3hfn It in order a Sainte'S0 p e 4(qe (Cr.tee-pred0ctive and as such.
lrttin during the initial review period is authorised under the Jolliet;
R. .. depreh*el To provide. tendartsS toot Mann
- eexlttte:
Fr LYN w prMdetmlba'*and rds,
r 1. That • Littlest'vacancy exist,:
p' imp• 5ji4n - 25w sent of time pet w the jab to font Thant
LRheM See,.egel5ed tee lte:tite at a.p aficleee teal. The Pay - 1• That the promoted 1edlwidwl onto the full positive
GafotRl]er .ye recognises a learning morn for all catty
guallfiwtiex.
pastRipe. Individuals promoted Going+}y1r initial review --
sun employees Wabight mill b their *lr•wnth initial r he trertud x
review free the
date they sepia their alit position. tit Mattel l reveal rile,wilt
*ply to
include starting et"0r.for wick sod vacation accrual.A' eglitat •teens.•with training but little or axpstleeee
f• J46 qty:. n tee a pottilaejiq 1e the is to be yid-cm„f(fy and he changed to higher la eificaties. the incumbent'wet qualify for the higheren er laved
B. Qiyg(fro teal - Persons with etamtei and experience who exceed the pee.nit tion within the year. The tvewbgt will be plated at the Rota level
aeiap.re*pitwen,s for the duHtleuW. My-'1.3!of SS sib, event pay gnat m deflower class ea less Than ST. Is the
Pmc d et [ry list' lee ion isfhan • in FPe to the Mown 1.111 se C. !n[le{;won tat - hams with train* emir.* experience 1e a County pl4Cedreaela-et a step prease a53 totem increase. In pc case will a melees
defer&- . Tay-IOOZ of jet reb. 4eewMee•s eat decrease' In the awn[a it the (e d of the Wert*
salary will h frosie tell the pro table of 'MR lower
o Sa Wet level - Persia a has caMlaiy 3 ;mexiflcttice teethes the incumbent's salary. The lament will be
nab^ .time d fa* Y••Se tits eligible to twpam ft anuses.
• at the proficient or highly proficient level recorded A promoted loyee st estiefectory
ag .
mpprNsa,sptas Pay IO2tnS et established job qty. level due teethe SZ *Islet the
�esitmylt a higher then the *the
'rosette' review Par increase [N roue* rill ,till have the
S�9y}� }tcWt tail - Pmue•The has oeplaced S year• f the pNaN Fey statue will be bew
R. 4ReM • tuna ad his cony Led.attained • tmf tea moneeed. step
a Fos'roea to r mo ] Profxan !he total
pepmpf it the proficient or highly Proficient list a recorded proficient saw fel-be pet thee
pt t 'SN Mar rofµleWt bevel
- in ,t�gtxl syne.r Pr.-1032 of until he or M Ms
J�rp`pH. Eau et hhp[ step (or two)sum. �.
Mite Pay steps pull not correspond` to time in If•county"lacers tale.a sir podi3jM'1 class series other their
t the incumbent was promoted into a hither stet.due to tetra* eerie* the employee will' hyM at the entry level step of the rev
Lyifle BE acreage tot-,piomo[Lns.. classification. (ample: Office Technician to Deputy Sheri
ff).
MT Bf IRS RE PRB MT 1pZ.pep pLWLy BYSTMI A volwmry Mottle, to a letter.classification fo tea site class ss series br
��3s...�et the steal/Wet/borBa se Replace all met the glayee'to the proficient;step of the lower
MRS-papr� q awleecb txlvde class. es the:steps heist held prior to pwdpv.
�"�,�y''�'��� PERFORMANCE STEPS FOR PAT -
Q4)f dad aarmm bevels tee •bleryx (entry, qualified. proficient. -
The Moat PMfielut red 3rd Tear prylctpt.) A. I !Raft pNrMmee std eoxrll
r promoted .glop.. wu1•begm.[
Mir be Otte or Mite Ion.Peer bead en highly proficient estblished t]qbfrate. clAfter tun. and all be psi sat of ehe
naixh+ stndxaa. Mrentuatioe of frequency by bepr<wa[ ewpmeive the first 90 days of
/EWted Official. Gnat* et- anon determined by Mpartase entry employments
. a will- be valuated tallest the estabished
#ed/33edtM Ultttial with{yetwa:dhe[a of pSO.W:- employeer will Nan eegtetion of 6 month* of employment. the
/#ritxM 3801 eaplaup at pe-dttttmlMa tip frgeRe. qualified agate be evaluated M! If t empl will e•aline[
satisfactory a,p Stet se v the N tali t Sep d
receive ry ap ase. S* .fit hove to CNN gaelftfed'gee u9
--See e:eafriy*a te SNT of deplat eat/olfW workforce unless waiver pity increase.
is sites by a teed of County Caamieefn nwlu[iw, b. . . ..fate,.. . .eT`ax the
step i 97.5% of te •
nplge w[le e at Mate edB gel . 'The
standards for•profieieet e level d is rated g maN the
' leve , and if the employee eats ,e performance 1 moor* t the qualified
The MiMB1b sademptip woo tmn"a Gouty faith" $9014 rid f e • decrease for the qualified wl evaluation ill be submitted eating rsteodards
aising the
t• �aeo avaaas'i to Theo co.,t perfetwe rose. TMnfen.:ypn individual to the fi ient t
f.cap.•emob:yes'awe base malty wan saga Mt job in nte.to vac proficient step. Th p y ill be I00! of the job
teb an bet wary epee condf.aw aceeer 16. I1982. .
dblifelTrle b
C. While at Proficient step: proficient yep is the Job rate for the position.
While at the proficient level the employe* will be measured against
established proficient level standards. !valuation.will be cewleted
*very afar wnehe."
0. 3rd Year Proficient Level' To be eligible for .event to this step.
the employee suet complete three year! with the County in the saw
laeel[1wµ n. except if promoted on dated t9 this .top. and have
demonstrated a performance at the prefleteet level or ben for the
last two year pried etnt. Mr to this to ie not t
combination of perforate. and longevity in the claeaificetion.tomtic MPay
will be at NNW'of;the eeteblited job rate.
Shopld the Deparmedet Bead/tlectsd Official deny movement to the 3rd
Year proficient teed nap eed w the employw•e perforate. the employee
will be eligible far cw.idera[fw of unmeant to that step awe six
soothe thereafter based co performance.
•
E. 5th Year frontlet Laval: To la'eligible far mama= te this step,
the employee meat eoeplete five ware nob the meet, la the same
cieaeification. except if promote. demoted Y this atop. eel have B. Mw the natant receives the demeettate. performers*et the pest se egmaen reviewer e will evaluate all
two year period, beinget t Se1p 1si41 semi eugenic.
leaa paat Bette lafowritten available.r The don
employee's
with o the
"CombivSSw of wrforatncd o 1=gflj y i eW fm( not •iificano but as wLLwt1 a written or eon-concur iwer en the meplewo's cove ne
will hest 1052 of [ ) �y} cleeifel time. Pay
fact Mother Mwrvatl« K The reviewer will then change any sting
till jab NM. - - factor by placing hfaMt S f f b the b [het best describes the
6heuld the php[emit bid rating for that slew t follow the p durea t the overall
Tear broti tan[ step baaud qn Eha�i pa y fpm rte at to:the See .!rmielert« Ip the carnet se tf e'e pt 1 by the changes.
4dwefyneat a the veplyee C. The reviewer will rev -.A will be eltaibl ford 0Cideu[iw Of hww«t to that step.every six
eat mkt"}Val with tRh ey and bin the
menthe thereafter bind on pe[forteen. employer initial asid-0at tM1 yogic he
a iwta. F signature bnx of the
.h dishriller rating.inninM Sehe employee
race
If at coy use diming"emp(eyme[ Yo or a atoLL•^[Rtherer tcmif the employee contra.et Ian County. the ipleg e's f and the evaluation to ee Deep [ t N d/El steel Official for
pancreases drop.- below the proficient standards of the f! Saw{ Sf.the employee non-epnrura, the employee will be given
for a iwtloe/Kelefmn the employee can be placed oh a review period copy et ehe evaluation and.,.doe ldficIal. The
that caimans must
fora minle t of 90 days and mailaue of 180 days. end redacted is pay be into the n the rat eeefelected Official. The original copy of the
to [M.eon lawn stapes • 1ML ndueth«,• j( iminve of t pY at eats co
a and the reviewer's tepaeuw and a copy of the mew with the
the. ewetwlon of.the review grin.the renege eat he roelent to dote mianm we due to the Dmetenean:amoiRneed.o[flcfal will-be
the:Prefielmee 1st= an pay tea egtod -Prier to the redaction. forwarded to the Department nod/elected Official.
Doprtmid bend*. thfU'depti• of e Du In the eo al clew cooly dole not at the given dote to digit
iected Offieiale; the'Undefabeeiff. comnial to the revievet,pr Department Deedttletth -Official. then the
Mtrly or pert ties lepl0yeea are not eligible for the pay Increases*teed do ntopha A f i "hilt coameet the
f cafes. reviewer: O[ Department Wad/E1Ktad Official
conai*Menefiat !e If one employee did not final to 'bait ameente for
/�a)fl !Ge t urtovtY • foretell nOIA c do 5 tmet. the_epee.« hoe revr/her•manta to
Ps[mio amyl Wad{fistted cornets to the ranger. The ovea xicient tme eynd «W De<wMr Ii. ,1983 Se.141d fe::vy,msta trawltleaN to Official must. banvar, elm the ap(oyee sufficient time Sege the Pay-far-Performiw ye[w ecaoWieg It! the fella le:Si , Rrumati his/her hour loy teat purple. •4$-heir'minimum tin that ihould be alloyed. period.L the
Perawe:gerrantly Li the "A" step awed'[ the "A"or,4Eity" seep N R. Upon receipt of the
PIP nmn«• • • . ,
OOfficial will rwIew the SP 1 ation tern the
1 Department
p ties troveHead/Elected
.aethe brawn exnwgY to the t s," step moved to the qr.or "Qualified' esplowe'5 toast.. The Department X«d/(]acted Official mill then
• iv the war system. ' trop aka a ludgwnt with-the intonation`available.
All perique-An the "N s[Lbwe onpe moved to tM.'C or ^PmPSeimat^ matelot,D por ert' v rhild/Fleeted Official changes any individual ratlnt
adep in tae an system. initials 1n thue ha/the will do so by placing ids an
proper rating box. on the fore and 'Prevfre e rerwos.who had completed three flats with the Cerny 1n the ammo Wad/Elected Official'seevieewe iseirlanatioe in the the!let unless he/ohe�is Department
the rating
LLeeatftaagw moved ,to the O or"3rd'"Tees Proficient- seep M official:.than the Coelnlover Co
Watson at the"g„step stayed at the "D"step. Coordinator for ilhex departmentme
actors the final review job ewaluy. Fleeted Official's ewe..the find Perseus who had completed flee y«ts with the Coenty y the ewer; review authority for all tvluLtioee in their dapeatmeet,
clesalfitatiae tend to the "r_ or "Sth Tear Prefietest" step aed F. e
wrens at the"l"atop stayed et die "a"stp, eel' completion of the final review,herathe Del rtmet mead/4acee.Official. if they have changed the neans, will review it with the
signature
TN employee-Will'initial and date the fors below the
Penes' « Steps =awe eg. Were FremdbtWed !gee *settee w of the re'of the Deportee's he oaad/ded to the Personnel al. The original copy
Remddotbedn.) evaluation will bi forwarded to Department for
file,
PO Ip eet dotes. 1.a. six mitt see year easesmary dotes, led W 5th
yast proneiebt 1Ne1 dates will rebate « Febdiele for arelwN Pay PIacriS POE UPDATING PERFOnANCE STAZAPDS
en= will dots place-. OR eoproprite hate er job <in f«rsa[y
dates 1! the Ogling has mot eli other c[ltsrle Les Uvaseamao[ inclWtag - All clauification •d
any canincatiri reguiramita-establjshed Per the position ss ll ae the a position intery emiiflc .eanaarr Will ' savor . i,s..
melt'«netts{ell el•aslticetlm and position eeealllc ataedord•• darts, each n path interval identified for bona awards' 1.e„Javan 1-Jame 30 and July 1-December II. Oily mechanical changes.will be
eels CO the ewes b i.e.. spelling'made.etc, Changes may be submitted aed
ITALDATICOS-MPOSZ. will be reviewed y PeraeNel im• F with the into t standards sew rvfma[. 1f eM
Evaluations are eeaagset judgments about the behavior and effectiveews of._ ekmeq et wen tied. tgop H31 be mnrea awe [he In ale and
Jane year. The will remain content during naiveties employees. Assignments. •dvv<ely on rrv•ud, discipline, utllfnH«. sag
•
intervals to assure that all individuals within • classification are rated
Rotivstln all depend ultimately wngemep[ judgments of lenient against the ter standards.
PAT"p0q_PgfgogMh9CE -
inference. The objectives of evaluations are:
_
A. Clerificatico of what is expected - that is, to develop standards of lame"mirda are established'to reward the top
**infector" performance. setting forth what quality and quantity of„ gebmia are net to reward Perr sarei'!o the work force.
work of a. liken type is acceptable and adequate for pursuing the' oeplyws for average or ma[ginl jobs performed.
' fuattt=e of the otgnlsation. The evaluation report for the bonus will utilita the highly
standards. The evaluation fomt e proficient
dollar
B. Fortifying and =proving leplyae performance - by identifying attain provides yee a block co indicate he dollar
and leak points In individual athiawmeeu recording these am,
bona amount to be ruwr0ed to the employee.
objectively as possible. a= providing constructive counsel to ea=
worker. TM bard of Cfor eio staen. per the Nome Rule,Charter. hasthe ultimate
resiciea. ity for establishing-and maintaining'a system of employment
C. Befisement and validate= of pareonual techniques- serving s cheek • policies, nice. job.elawificstioi. and eampanaagw plans.
on qualification regeireeente. axninatl=a^ plecesent tee hniquel. Commissioner Coordinators for each de
ten/sine needs. or Instances of maladjustment. . osinatione for the merit pay bonus to insure t will enre a the hde Board's
D. dobbllahaeet of an. objective base for personnel actions -eawly,-do policy Intent of the py-for-perfenanda pre compliance with the guard's
grw.
selection for pl•eemiL.aid promotion, in awarding salary advances:nee'
within •siren level. in inking other wards. in determining the order The Board of Casty ComeLgaeera, n•whole, will reviewmerit.per hawses
of'retention at times of staff reduction.-and In othm,lse recognising
superior or inferior service.. CMMaYM'gll Pips N
tvALBAflat PROCESS
All County eaplyees will be evaluated again[ established standard. even page 14 LEADER-HERALD Dec_—`Y ak 984
els momthe. Stenderde to be seed are as follows,
December i7r 1�pf
Enan attl. Timm Frmi. n Weld-Cove-tea Legals
arty
After nppleon of the first three
months in the class.
Qualified After completion of the first all
months in the class. Calihluped from Payr13 O
•
Proficient Every six meth 'after successful with pth�yees in r e El seaOfficial's cep'[ ts to monitor coepliance
Board's pilfcy intent of the paw-[or-pay-for-performance proAren.ettafneenc of qualified step.
•
BONUS AWARDS ELEIIrgT5
Nfghly Proficient Standards to be used to detereina w
bons.; award. A. Fee.in( Funds for bonus awards will be Identified in d
PERPopilli'ct EVALUATIONS DUE esdgete. The level allocatedmpanwhe
per department [113 be determined by the
Ntformanee evaluation,are due w the following time schedules: Board. gaieties "far Elected Officials..chief deputies. Delwinnty
Mods. hourly personnel, velteeere. and those people not in the County
A. Tree months fromwse of hire: . All new -ply«a. Whether 6fnd •t seats.will not. be..part of the base for calculating bonus amount In a
the entry ur qualified level will ranee a thum Month evaluation. department C nt office. The Board as the legislative theaospcifi
Promoted employees rid employees reclassified upward will also receive bodybudgetary amount granted of the County rraeteda each
right to determine the specific
o three month'evaluation. pay-for-performance bonuses annually, office or depa[[man[ for
as Pay leerea•e• will result'from satisfactory eveluating but the B. Eligibility: To be eligible fora bonus award. an employee Department Wad/Clected Official ch=id ues eh a evaluation process to he= in full. time County e t vice
advise the employee of Ms/her progress during.the first three meths, ex•tue, and have received a r for one year, not he o evlry
Adverse evaluation!at the three moon period t«tesvl[ in termination n overall evaluation retina in the n ex eetla
Of tap employee any time during the three tooth period•or extension e! category for proficient standards.'
-
the maw period.. _ - C. Frequency: Bonus can be awarded one or twice a year it the Department
Bead Elected Official's discretion. Established award dates will be
B. Six wnghs from date of hiie: All employees will receive a six meth Jew 30 to be paid July 31 and December 51 to be evaluation blether they enter County employment at the entry or annually, - paid January II
airlift's! !Pull'
-
D. Award Amount: The amount of each award Is ens then
by the
tamed = the epaluKiw of the. nplowe .Ill pre-determined Deportment Neaa/Elected Official but will not be lase then 350.00 per
the standards. the Department Read/Elected Official dell indicate whether. person nor more then the amount allocstud in the budget identified
the eplyee:Hel soya to the "eat pry *tee, -Adveres neleations et` the bones awum, as
the el*:.roeth period can result in tent atiem of the employee'or •
or
[eogn of the review period. E. Distribution: Awards east year yea to employees eligible-for the
[ay74tor-per irmanee program cannot exceed bog of the total number of
C. Every ass months' After completion o[ the [inn six months of County he department's or office . workforce. .excluding Department Heads,
«ploynm[. only«a will receive evaluations every mithe. chief depu[Lea of Elected OEf laLls. the UntleiaM1e[iff, hourly or pact
0. Opon tetainatmoo. 'an evaluation will be required on very`volaneay or
maths-
time employees, Awards to wnaaewperdeal d cannot
eoluntnry termination. This provides a completed personnelfile co emceed SOL of the department=MI =mbar cofe management-designee= employees, c
each employee's performance. '
program in each or office,supervisors participating in nine
non-6. $��td: Specialeluerlen0 can be dew for praisear [<p[Swvd K Any Department Read or Elected Official wishing to emceed either or
the Doverturn lead/fleeted Official's discretion. peeler abbreviatedBoa Mth of the SOS figures annually most send written concur,
to the
evaluations will he submitted for all bonus awards. the of-requiCountyrement
eft 00loi on the Board. if aim will Owaive
nerd
the,501 -requirement o time annual basis by a formal Board
F. Counseling fora: Weld County Employee Counseling Form may be used when resolution setting iotch the Justification.
counseling employees. The 50% of workforce will be determined by listing the nw of
wAZMRROI NEPVENJAPPP.AL •
recipients of the bonus in June and December aaatna[ the total number
-
of bonuses authorized. M employee terminated between July and
In the e n employee disagrees with hie/ben evaluation, the employee has Deeexber, receiving a boom in June will be [owned from [M annuallist vdisagrees
the right w appeal me evaluation to any additional reviewer or Oepar[man[ Heads/Elected ofrepients forals determination of ewe 50% ofgu[e. Department
Need/Elected Official. The procedure Is es follows; • unused order mom[ to h performers
some of the bonus eland
December]to the e bonus list to December.add n PerFiwera between July end
A. When the explopee dlnRroee with the evaluation a written, he/she will _
o indicate by checking the diaaares box in Section XIII. The rater
will then give a copy of the evaluation to the employee with a written
Tinto 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 dale cements are due
to the reviewer. --_ —-
CLASSIFICATION AND PAY PLAN RESIGNATION
Employees ere emu eaud to notify their supervisor 1n writing as soon ae
In eceeraem e.With Settle. 4-7 of the Weld County News Rule C pestles•ef their latewt to resign, A.•setter o[ professional courtesy at
hercer the lease-- _eve (•!,1 week,notice before* date if realgntelon 's a standard
Thera of Cec,ty fWlmmlesiemo of 4 job
s'cleaslflcstlon and easy pion, practice the plan ti the foundation of s job-nr2epted araeem, Poeteion -..-�a'd'` �,.,`.. •-y+Paeateaelr' -
glaHlfication ie.the stymieing of all jobs in the County into'eraups or weld County er,lytlRl,.#ep•ri .. .-au ld be the 'only ten c•ct :for-job
elation on the ►aeLi of their*ne,dut ah. responsibilities. amd.quell flcaelon references. r retbee proA%ed by an Sndi.ddasi,other then Personnel
requirements le el ekiupon g, kmeWly4 e and re abilities. Job c laasitfeacionn are will be considered s personal reference end the pent der shall assume ell
a stem *lenient.upem *kith 1:04Y atruwith t■ bated and edalnleteill' the liability for The information provided.system allows Weld.County to,coipiy with the "equal paw for equal work"
tegWlreeaxt. All County employees who termtnete heir epileymeet•Eei soy reason will be
scheduled to m«c with the preseenel Department foe.an "tit interview and
The principal stale and advantages of the'elassifiestion and pay plan is
for all [Seri acclana of pay, met ireuepf [stand (Ceunty retirement plan or
hated se fdllwh: PERA), fneuence one returning of ID card, parking cards, etc.
•
A. Fatlliutin{paraonaQ objectives: Final pay check• for terminating employees will be'lssued,the afternoon of
the dry of the nett regularly scheduled Hoard afftouaty Commieslon•r meeting
1. [t ng it possible
criterion lee loot Lol of ply levels Dy after the erolnaeed employee's loot day of work with the exception of chose
seking it pepible to eguece whole el f poslrinns with
COMPS. salary . . ' employees terminating tke.,leet'even working deem of each earth.
Eacaption Proeeen:. '[o dreams do aeev fats payrellt\,n. Mp10Yep cereleacLq
1. It 'ease's a variety of occupatlo0e and dnr2y the last seven votklag Jaye of uah menth v1tibave their paycheck
positions to manageable for the current pay p•ripd direct deposited into their'hawk account. A pracaseed'.
ptmp0[tioms re that [aetultmeet, quelitieatlpn requlementa, hlodwrlee will 61'xew/matim, and :selection can M ride toe rAc.e elope of for sick and vseetion time sam'•Eor the period
positives or mere at• time. worked in the next pay period., (Tine *irked after the lath of each month.)
). It defines I. objective tlrq the'sonnet of An employee terminating employment from the countv,ifor Whatever reason, why,
Jobe (o What 1s is net wasted 1n [M rettnurnc program,will have hie contribution only to
esparto)) an'be t which the parforsenca e[;meuebenb (how Yell it the.County Retirement,Plan returned, Because all refunds oust he approved
is done) cam•bs meaavrad, ism will not be ruturned
4. It furnfahee job information upon which the eootiae of orientation by cM Retirement lead, the employee's contrl6ut
.. any surlier thee thirty-one (ie) days after blether lair day of work or date
and other in-serateb training cam be bayed. of application for refund, whichever is lee•'„nor one lacer them ninety
. (m0) days free the lost day of work or date of application for refund,
I. Although It does not of itself a whichever- is,later. (NO EXCEPTIONS,) PERA n•mbee curt apply for their
placement Reed promotion re and rERA refund vie the Stets PIRA.Office. PERA refunds normally rake Ninety
p sandy, it su{ptip a eyatesetle picture pI (90) dace from date ef.applleation for refund.
opportunities sndpeaittem velar laaaAlp, vAlth is seseetlel to an •
orderly prosetlem and placeeene preeedure. SETIRE TNEN -
O. It, provided a foundation .for cameo undaratamding bet en .
wpetvidoT led aPleyea mg to the An employee'entitled•to retirement benefits free the Retirement•Plan and
aos'g*, shish letilitates desiring to retire smart g emplaaties. smmmt relations amd'M'1ge peameea meri.ec,cered 8 couplets the following: •
mitivatima. a. At least aixty.(60) dsyq before deafted*retirement date, the employee
much call the Accounting Office to schedule an.appointse-t to till out
D. Centel aids to•e orgsefsalime: required fermi for retirement. ,When the'employee tails for the
1.* By use of itemised elan' titles. it eatahliebee metiers job sppolptemr,.Accounting will regwaet the felhewimg to fotmeefme:
uwlmelegy. 1.' Last Autk day . .
2.• It-IcSafiP4ee. by requiring fsfiauet*.amd descrtpttcn of duties. 2. Beneficiary
the plttageitrd eseponslailite in S ach"position. • •
s- J. lirtWate of beneficiary .
•
). It preyid's en orderly basis for.eranelepiegl plods for,poeitiermi. ,
into fiseeL terms. 'hue faciliteties hudgsteee procedurse. 6. Serial Security numier of beneficiary
ayri
4. It provides information on job ceetent that alas in the analysis 8, the AcewntlnR Deparaeac rill celomlate rmelrement benaf it under
ei ocganjt,Wen problem&mad p[asedwtSI by btisgiem out points mg-
' aitter•ne pisses efface. The rel oyes will piece an clan and s•.
IIPlieorigl)a lncegafatweye.and the 111E is the work proceed:. the Apelicetioe for Retirement Meefits" ford,' • •
C. Particulai.yeiM{Y_ie the pablte.stIViC0t C. The Accosting Dapar[eent will forward th& "Applic■clon ter 14tiremeet
_ _ Nnetita"ten to the Weld County Reedrewnt gore to De approved ta[
1. •It *enure* the citizen and taxpayer that there is same logical payrmt.
, relationship between expenditures for personal services and MM. CURIAL DEFINITIONS
service.rendered. •
.
'2,. It offeserg.goad•p ion es has boee found against p.1011C L, Classification*'d; too e[
-or pareamaL.Delg'amst Sn detaesea iiion of.public eateries. •t P poeftlena af.:cl.ently silks f(respect to chair.
duties mid T•mpteaibilltlea A* justify combos treatment in s•lectia{,'
-- • compenenttetr, aid 'guelificslee requireMote of shills. kwwledps, emi
POBTTIOY/laag31rlca;ial BFICIf/IGT10m8 abilities.
All Weld County employees are placed is a cludficatise series that. Clasaf[Seatio.'isFls: Claa•iE2emtleM 1e the ease career •..t
identifies the position they are filling. A classification •pecificaties it Lair,• fpath or esre> 41
available for ell position' ie Wild COMITY in the Pee ooee.l Dearalia '•", $., Oilier?acquittals I, [I. III, IV. and Office Manager.
1The spec iticationa-Provide* • booed eefemlast ed the clots dealers,
Cne}tstNtprt UPI Tine off give,: ce an employ's for mottle, in excess of
w nfadon eaeref•ad. eeamplea of dutlee, siMrm a hNN-N siiee_she.
supervision . d Nt M an Pow 0,
qusliftesives. edetetton,ant s garienee••;equired,
yea levee has reason t., believe that bit/ltsm-peeltien-1s not properly
• of he/she should Official.
a the the
with kideher supervisor ant Weld County L eg a!s
t ea,td/elected ottiefsl. If EM Depsstmenc geed/Elected.Official II
s che apptuprtacenata of the eleeslficetlen be can request a jo►
collie• }oteatnel•If.one bee-not issa dose for the position withis ewte
yel{r. T a procedure for ['queer. Of a job Audit is is the Perameeel
Asy cMige in pay M an'empLoyas as a result of■clseifitaclon attic,will Continued from riym'ld •
be in accordance with•thsipar-for-Psrforsemee Section of this manual.
Department Head/Elected Officials: For the purpose of this menuel.
Slonlll,'REDUCTION IS FORCE AND RESIGNATIONS
. Department Head and Elected Official are synonymous. •
Disciplinary Action: Personnel actions which may include warnings. •
SENIORITY reprimands. suspension without pee...probation., demotion. or dismissal.
Seniority is the precedence or priority due to length of service as a County ' Full-Tine Emploreeef Full tine employees writ a 60 hour week and are paid a
employee. Countvsaniorf iv begins accuwlating the day an employee begins monthly salary. not including scheduled lunch periods, and are eligible for
employment as a feil..tiet ermleyee. • County benefits.
Job���nlnrlty b.pine accumulating the day an employee stets a new potltion Gender: Whenever the 'el* gender is up4r i.e,, he, hie, him, it refers to
ee rustfication is m.full Each ties as employee is•promated
or dsregreemi to.a newend-different cls en sifiaatioe. hie/her'job seniority m aaiTind female:
starts again. 1n a downgrade action,.the employee will be given credit for Grievance Process: A mechanism developed to insure that es to eta have
ISM 'Pent at.,the higher classification level if he held it before recoursefro*any unfair or capricious actions.
p y
promotion. ae well ea, time spent in the higher classifleetion.
•
Loss of hilarity::,seta Of job cud coesty seniority occur.when an.employes -hnunlp Employees: Hourly employees do not receive, nor are they'eligible
for, County benefits. They are paid for hours worked only.
seperetes espleytspft vith Weld Cpuety. The only,eaeeptlote are as follows:
A. If a forage-seployee.eeturnl to county amploymeot vlthin 90 days end Hourly Rate: M employee's hourly rate 1• determined by dividing the
established monthly salary by 174 hours. (174 hours is the average number
has not withdraws hie/hes contribution frill the retirement fund he/she
vflt,oy'w lee•eanioricy for the tine they sere off the county payroll. worked per month by full time employees.)
Incumbent: The employee occupying a specific position.
I. If an employee 1s on military hive or on approved personal leave, no
lose of eamierity Will occur. Initial Review Period: The initial review period is the (irac six months of
employment for all new Counts employees.
REpOCTION IN POHCR
Job Rate: The rate of pay for the proficient level on a eonthly Peale for a
Temporary of permanent reductions in force (RIF) nay be neeens•ry because of particular classification established by the salary survey and acs ust•d on
circumstance• such as workload changes, progeo changes. Policy decisions, an annual basis.
or fondleg reduction.
. Leave Without Pay: Time away freeo work approved by the aupervieor, without
A t•Rp}racy, layoff shall be so deefgnaced when is Sa tyre a.•n (within Pay,
rsaee 1s liaitel':•ckat'the reduction in work force 1s on a non-perwan•nt
- Mete.. A permanent layoff will be defined as a reduction in work force On Call: On call status is off duty Iles that an ewployee has stipulated co
whore conditioaa warrant and it be reasonably foreseen that the reduction he reachable and able to report to work within a 'hart period of time.
-will be long Duties. .
Overtime: Overtime is the time an employee works in excess of 40 hours in
A layoff notice, es a result of reduction in fetch is an official, personal one work week.
cowwwicstion add d.to the employee and issued by the Personnel ..
Depertmewt. I'he,eaployee spot receive the notice at least 10 work days Position: Certain duties and responsibilities which.all for the time and
before the date,At his release. . The notice shell inform the ewployp0p1 attention of pone individual; allocated to offices and departments through
his/her right to reviw the records on which the actions were baled. ''t the budget process.
A paesipsent la7off`shell be treated en a regular termination. Emp .
benflts will N,ispaoted in the same canner es described for a terel Promotion Review Period: Path promotion or re-classification upward carries
employe* in thisYpuel. •_ a new six month review period.
Reduction le Foyle Sequence: The sequence for a reduction in force will he, Salary Survey: Salary comparison of cooparnhie classifications performed
on a departmental basis es follow,. each year with other employers to assist in the uatabllahment of the salary
for job classifications.
A. Temporary employees by nnointcty. -
•
Seniority: The precedence or priority due to length of service as a County
B, Review•eplayie■by seniority. employee.
C. Full-time employees based on performance evaluations. ' Worker's Cospeno.tion: A program to protect County employees against total
. loss of income, medical and hospital expenses as a result of on-the-job
0, If two or sore employees have equal overall-pertoreance evaluation*. accidents or occupational Illness.
then seniority will be the determining factor on terminations. The
empleyea With the least job seniority will be tereinatad tiret. Work Week: The County work week begins on Sunday and ends on Saturday.
When possible employees Impacted by a reduction in force will be assigned to --- --__ _ _. — .-
another job wlihie the'couaty if's vacancy exists and'gvalificatiom led job
position are eepetible with the employee. Every effort will be nede to
utilise their training and qualifications.plus seniority. The Personnel.
Department will.••ke but effort to assist emlloyees eke are effected by •
reduction in forme action in finding employment. .
,allPROCEDURAL STEPS FOR BONUS AWARD - "WIMP
A. tlSa1b111ty: To M eligible for consideration for a bonus ward, the Germialmeit of maps results when en unpaid creditor Ma calm the matter to
*opiate court, A germisheeot ie s court order allowing for creditore_to collect
pert of en snipes'• pop dlreetly Erom Neld County• AlehougM Me County
does got wish to become tavolved to en employee's.privet. netters,' the
I. Must have been in County employment for one year. County is compelled by last to administer the tsuxt'i orders. Goverment
Mae'will We d In the sue manner es;ga
2. Not be on review statue, to include promotional review statue. raiahadata.
It doing.o. a Pagoda] reps*sestative will'cbhLegt the employ..to'captain
1. Must have been rated against proficient stand/Ards and placed in the details of
the exceeds level on the overall appraisal category for the most garnishment and how 11 affects wages. Thof resolvng- the
pP 8 Y x311 aLo provide counsel is exploring.the DoNiD111 ty of tsmeTdlns the
recent six months evaluation. situated{ before turning it 0yar CO Payroll for implementation. ,E_!ployees
are encouraged' t!- resolve these letters 'pri-e.rly to ■void County
B. Apora laal Process for Benue Awards involvsmeot in thug mutually unpleadant action.
1. During June or December of each year the Personnel Department will ,
supply each departeentleffice, with a list of those .employees VOLOMfART DEDUCTIONS
eligible fpr bonuses and s shortened evaluation form with highly •
proficient standards for each eligible employee. Group Health Indunnce: All full—time employee',receive Comprehensive Helot
Nedleal Health Imam at the c rrene-adection rate for single or
I. Department Heads/Elected Officials v11.1 complete an evaluation
dolma*coverage designated by Oa emplge-.•.Included in this coverage is
•ncainst•highly proficient standard. on arch employee eligible for • dental ..!foram.. Ilea... dploPtle Wetted health teaur4ce for all of
a ponce award. their dependents under isle 70 all hew. a monthly payroll deduction taken
from their' pay at the 'Meat' rat's. • Stag 'health lneuram'de becomes
C. Reporting process. effective the !list day-of the math following the first full mouth pay
period. I. November of 4th pun tbivl''ie en open earollelat where
Department Neads,tlecced Officials will mileage on a bonus award employ... may sign up for the Health Insurance Program. Eligible employees
report .supplied by the Personnel Department than. employees to receive and dependent. may enroll foe benefits without evidence of good health at
an award and the dollar amount ',verde(' to each of close employees. this time. Employees mey sleet to have pregtatideferred Thom tams',.
U. Review a. Aoprnvel Prue... - Details of the health coverage sad seaway of benefit*'ate available in the
handbook eotitledr "Group. Ratak Benefits' for Covered Employees and
I. A ropy of the report will be .applied to the Coesiseloner Dependents of Weld County". Copies etc available from the Personnel
Coordinator for the department: cr the entire board for Elected Department. -
Officials offices fur review and final approval before checks are
issued. • • Croup Life Insurance: The County provides all full-time employes*with
under 5 years of County employment $7,000.00 of group term'life, accidental
2. Should the Commisefoner Coordinator or the Board of County. death sad diutlsberment Maresca.- Per full-time County employees with over
Coomisafnnere have questions on the Bonus Awards. a meeting will S pears of .ervicd 512,000 is provided. Employees My purche e'supplemencel
be.scheduled with the parties involved to answer the quescinns or term insurance of 010,000, n0.000. 830,000, $40.000. er $50.000, 060,000,
resolve any problems. $10,000, 580,000. 090,000. $100.000: as lobs as the mat does not etcaed
two (2) rime. their aanuel eatery. Life insurance become•effective the
7. Any department/office wishing to exceed the SOS of eligible first day of the none!following the flea full month pay period. Employs
workforce or eonegeeent figure will submit Justification to the m purchase supplemental life insurance for their spouse,end dependent
Board for consideration. The Board will approve or deny the eb4l4ren.• Spouse insurance can be'pmret led in increments of 03,000 to a
request by Board resolution. salsa of $25,000. Dependent Children ieeursnte.poltete.-are available
with a axiom coverage of $5,000.
E. Awarding of Bonuses
• In November of each year there will be en open enrollment period where
Once approval is received from the Conniasioner's Office, Personnel emdloy..e may change the cement of optional life insurance purchased. Aa
will process overdo for peymsnc 'es July list and Jaommry lint pay employee may request supplemental'life insurance'ceverdge at any ties•
dates. provided he/she is qualified fpr the amount of Insurance. If •etion takes
place during a period other than open morollaeet, the employee will be
BONUS AWARDS FOR SMALL DEPARTMENTS required to provide proof!of insurability. Employee& may elect to have
premiuss up to•maximum coverage of $50.000 deferred from taxes.
To Mere egplty, in the of boast. -for small. departments, she .
Depertenopelead will meat with the Board of County Commies! during the Details of the gnnup&fife insurance benefits.are available In the handbook
bodese'$rvicesa and justify the reason for an increase or decrease in she ..titled, "Group Insurance Benefits-Weld County".• Copies are available Ergs
allocated amount. the Personnel Department..
PAY0.•lLl • Weld County Lon(Term MesblA5}.Insurance. All foil-ties employees ere
PAY oat covered by:.Lang-Tan Disability Ineerace. The polity,will pay 602 of me
- employee's salary. The policy beeemas effective after .nix seethe of
Payday for regular County employees: attains hourly employees,,will be the dfeebiiity. New emplaced will be,covered after their fleet full pop
last working day of the month. If payday fills en a holiday, employees will period.
be peld the last regularly scheduled workday before the holiday. Pay insurance (leverage While on Unpaid Leave Status: If an employee om lease
period,' are from the sixteenth (16th) of the month to the titteench.(15th) without pis-dseires to-continue his/her•ieearence-is'farce lee•ltb/L$S),
of the following month. (Special lob program emploveem are paid separately he/she is required to pay both the County portion end the eployee^pgagq
ad their pay periods and paydaye may very. Therefore, participants in in advance for the period of the leave. -
tMa programs should obtain payday and period information iron the Human ..
•
Ommourre Division.) Welty Credit Union: All Weld County employees are eligible to foie the
Welt,' Credit Unleq, whidh is lndemendent bf Weld County. Detail. of
AUTOMATIC DEPOSIT membership and benefits of alto Credit Union an be obtained di'Tece-ly free
the credit union or the Personnel Department. Credit union saving, and/or
Realer count/ employees' payroll checks are autnestically' deposited loam paveents ten be made via-m:pyroll deduottoo,•
directly to the booking institution of the employee's choice. Depootte can
be to savings or checking accounts. Forms are available in the Personnel United War. voluntary deoucdiene will be Me for.Felted Way comtributiene
•Department to establish or change account routing Co banking institutions. at the request of the es'plgyee.: -
A etaaemont of monthly earning will be provided each employes on payday. •
PArkine, Employees uaimg eesigned .County perking facilities in the
7IML EC?S Centennial Complex will have the rueherlsea parking fee deduction monthly.
Hourly employees are required to submit work-time records. accounting for 1Leferrea C.xr..pegestioo: The Weld County Deferred Compensation Plea are
all hours worked to thole supervisor en the 15th and at the end of each ovailable to all elected or,appointed officials and fall time Canty
month. - employees. Deplores ccapeesetion ea be deferred from state and federal
income tease In motets not to exceed 252 et ennuel.salary or 81,500 per
MANDATORY PAYROLL DEDUCTIONS year. A number rf-inveateert atlas are available with a minims monthly
employee contribuclao of 522.00. The County has both-a 457 sd•401R plan.
Federal Income Tax (FIT): The'Federal Government requires Weld County to
Withhold a certain p.rc.orsp of so employee's pay to,eneble the employee to . Accidental Death and Dismemberment Insurance: Available in single sod
pop federal tares due each year. The percentage osount withheld is baled on family coverage in incremept■ of $10,000 with •.einimua of $10,000..ad a
the anent of wages and the number of exemptions claimed. as lodicated on maximum of $100,000,
the employee's W—A form. The number of exemptions claimed nay be changed by
the employes as he finds necessary. Contact Personnel for any changes. DINER•DEDUCTIONS .
State Income Tax (SIT): The State of Colorado requires mandatory deduction Other payroll deductions;will only be made for board approved•deduction■
Tor state iscome tax. The amount taken out of an employee's pay is based on involving 50 or more employsee. Deductions for employee organizations.
wages and the number of exemptions cleiied on the W-4 form. coffee dues, clubs, etc. will not he accommodated due to cost of payroll
processing. . .
Social Security Texas (FICA): This program provides old age, disability and •
survivor benefits.. the mat deducted from an employee's pay is based on PROCEDURE TO CORBEL: PAYROLL PRIORS
total wages 1, and this amount is matched dollar-for-dollar by Weld .
Courtly. All County employees eatdyt those belonging to the Public When so error In pay is identified by either the Department heed/Elected
Employee's Retirement Association (M•lth Department employees) are required Official or the opiovod, they will notify the Personnel Department
to pay,F'lCA. immediately so all'the corrections can he mad!. It is the responsibility of
the Personnel Department, Accounting Department, the Department Heed/Elected
Retireaentl Weld Carney provide* retirement benefit► for full time Official and employee rn review pay information monthly to aasare accuracy
employees (except Mn,'.,Maras) throsgh P.E.R.A. or the County Retiremeet and to report errors in a timely manner. Any over or underpayment must be
syatem, identified to the Personnel Department for resolution. Should an error be
A. ►E.R.A. - All eaplovee• of the Weld County Health Deportment ire dleeovered, Department Hesds/El _Officials or employees must notify the
r u re to belong to the Public Personnel Departmea ime distely so thec all serrations an be mode. All
it �jEmployees -Retirement Association enerpay—ete discovered will.remelt in-e,collection action for the total
<PLRA). Mad ay.. and County centrlbutton are a& determined by PISA emsmunt. Retroactive pay will be.ga/alleged up'W.r-maximm-of two pay
• threm*h slate legislative. Nember esploveea.shevl4 tear to pamphlet ;periods prior to date of potification. -
issued.►y PIRA for details of the•plan. .
SALARY POLICY
I. County hetlrmemst: All fell Line County employee,. except those on
y.g.a.A. and employees of N.R.D., post belong to the Ca-nty Retircemt geld County strive• to pay competitive end equltable calories. -lb weistain
nos. The employee mote contribute 5.5X of gross earning each month. tbie competitive position., Weld County,participates 10 various salary.
employee eeetethutie0 are deferred iron state and federal taxable surveys. Solaria are eat by the Board of County Cogeiasinners after full
lama effective December lb. 1983. The County maul all coseudsretiom Is given to: • .
,Isgribmtlese. Member orsplArpeos should refer to the booklet provided
•
by the Weld County Mtlmiest lard end the by-lobe of the Retirement - present pay, rates compared fm labor packet competttort: The
board for details of the plea. competitive Job market may vary by job claselficataon or specific }Obit.
- ability.to pay. .
- benefit and supplemental pay policies.
. - supply/demand situation for personal neede. ,
- supply/demand situation le the labpr market..
• - employees' eapeeeatisea. .• .
The salaries are established'durieg the 'budget process annually to a
effective with the January pay period (DecesherJ6 - January 15). Salary
levels of classifications me at by th& bard ere not adjusted during the
fiscal year due to budgetary impact..
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 pry tables for information.
Work Month: 174 hours is equal to work month.
SUBJECT tROtS
ES
&boom:in f P a t o 29
Alcohol and Drug Abuse 36 '
Appearance/Dress • 43 Performance Steps for Pay 50
Automatic Depanit 59 Entry Step 50
Blond Donor Program 42 Maltfled Step 50
Bonus Award Elements - 56 Proficient Step 50
Award Amount 57 \3rd Year Proficient Step 50
Distribution 5) 5th Tear Proficient Step 50
Eligibility 56 Personal Leave Days 30
Frequency 56 Personnel Records and Information 43
Funding 56 Political Acrtvlti a 4 9
Bonus Awards for Small Departments — 58 Position/Classification Specifications 65
Breaks 26 srA
Procedural Steps for Bonus Awe d 57
Child Care Leave 29 Appraisal P for Bonus Awards 58
Closure
County OVer do . ...s. t ,„+_ :-. fib AVw[¢iLg of Bonuses 58
Compu of County vet m1 . . . . 22
Compensation for Overtime Worked. . 22 ERepenting 58
Sept Time Non-Supervisory Emploeeea 22 Repenting Process 58
Sourly elaory RaprieB..ees. . . . 21 - Review 6 orrect lP Pyrollst 62
M. . . . . . . B . . . . . . . I21I Procedure to Correct Payroll Errors 62
Conduct t 41 Profess for Updating Performance Standards 55
Confidential In
formation 41 Professional Leave 26
Conflict of ontInterest. 414 Promotions/Transfers 2
County Stationery mi for Charitable Solicitations 41 purpose c of loActy itieal 2
Death me Immediate Family 28 Recreational Portei[fee 66
Disciples[ Head Leave 30 Reduction in Porte - 66
Disciplinary i ssistaa 32 Sequence ym 66
Employee
Assistance 37 Registrations 6
Employee to iRelat ve Disputes 12 Reimbursable 6 Licensing 38
Employment of Relatives 9 Reimbursable gg apemen 39-
Equal
Employment
p - e4 Lodging 39
Equal tIono-Process
esPof[un t[4 - 2 Mlle 39
Evaluation -Purpose 52 Mileage. 39
Evaluation -Purpose 52 Out ef State Training Trips 39
EvaluationEvaluationReview/Weal 54 Parking 39
Exempt Podtittomiond _ • 9 Tremment aribn . . . . . . . . . . . . . 39
Cenral Definitions 70 Reimbursement for Job Interview Expenses 42
GpMfatherin( - 4)- Reporting of Injuries 34
Grievance Board Rearing Procedures. Res1YatY . 9
Burden of Proof IT Resignation O
Conflicts of Interest.. . . . . . . . . . . 14 Re f e nt 169
Findings and Recommendations of the Board 17 Mtiew[Peri Rights 9
Postponements and Extensions 14 Salary Policy - 5
Presence at nearing • 11 Salary Policy 63
ding Off'c r 14 Seniors d Conferences 3)
I4o�cdBVP!'RRTKvfden ce 15 SenioritySexual
66
hxfal tl Harassment 21
Record of Hearths 11
Shift Wove 21Records and Ad3sweemest 1)
Hepresenession 14 Sick Leave 31
Rights of Parties IS Sick Leave Bank JI
Specific Procedures of the Board 16 Solicitations , . . . . . . . . . . . . . . . . . . . . . 41
Pnlldaye 26 Suspension for Charge with Crime •
•Jobs Protean ) nee Sheets 59
Transition for Current Employees 51
Jury Duo 28.
Use of Primate Auto 41 '
Key memento - Pay for Pei-toren:we d)
\ 4
Leave of .Absence �9 Vacancies
Lunch Bo r 24 Voluntary Deductions 60
Management Rights 2 Accidental Death and Dismemberment Insurance 62
Mandatory Payroll Deductions 59 Deferred Compensation 62
Federal Income Tax 59 Grotto Health Insurance 60
Retirement 60 Group Life Insurance 61
PERA 60 Insurance Coverage While Un Unpaid Leave Status 62
County koirenent 60 Long-Ten Disability Caw a c 61
Social Secur limp Taxes 59 Parking 62
State Income ice 59 United Way 62
Mechanics of the Svatem W..,4.8 St 47 Welts Credit Union 62
New Hires. . . . . . a.4 . . 47 Wage Garnishments 60
Prawtions 0 • -ei 48 Weld County Personnel Grievance Board 18
)eedJecal Examinations. 1 35 Non-Grlevable Items - 19
MR6(Jcal Leave of Absenc\ 27 Work Reek and Work Dap 20
'fillScar, Leave. . 27
'Military Leave and Re-o:Matement 27 BE IT FURTHER ORDAINED that this ordinance No. 118-C 1s declared to be an
Moving Eopenaes 43
On Call Status 21 emrgency ordinance under the provisions of Section 3-14 of the Weld County
Other Deduct io a 62
Outside Eiployme t 43 Home Rule Charter. because there is an immediate need for the pgllcles and
Overtime 22
Regular Work Schedule Required 22 procedures contained herein to govern the Weld County Personnel (System.
Usage of Overtime 22
Paid Vacation 25
Pay fe SS The following Ordinance No. Ill-C was. on motion duly made and .econded,
Pay-for-Performs 56
PSF-for-Performance Concepts 45
,adopted by the following vote on the 19th day of December. A.D.. 1984.
Performance Based Coma-nation 45
Prevailing Wage 45
Upward Movement 46
Downward MOwment 46
Performance Appraisal 46 BOARD OF COUCOUNTY.
CO COMMISSIONERS
// y •
WELD COURTY. COLORADO
Learning Curve 46 j}11MJaW?
Pap-for-Petitive Co Objectives 45 ATTEST: '"
Competitive Compensation 45
Equity 45 Weld County Clerk end Recorder /s/ ____
Management Resource 45 C
Productivity G5 and Clerk to rM Board FoomanCanons Chairmen
Pay 6Entr 46 J *.i /a/ I
Eepo Ste 46 BY: %(L: J.1/Sr�pp
Qualified step 46 1 ]a<9uela ne JOM1von. Pro-Tam
Proficient Sr P 46 Deputy Coyhty Cie
/a/
td Year Proficient Step 46
5th Year Proficient Step 46 APPROVED Al TO FORM: Gene Sran[ner
•
Performance Evaluations Due 53
3 Months From Date of Hire 53 -1 s1 neck Carlson
6 Months From Date of Hire
Every-6.Honohs 53 "(9.+ Coun[Y Attorney
Upon Termination 54 John Martin
.Special 54. • .
Counseling Form 54
t' 9DPV D .t.. f55 Peed she Approved: December 29. 1984
Published: January[ 27. 8584
• Effective: January 2. 1985
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