HomeMy WebLinkAbout800889.tiff RESOLUTION
RE : ADOPTION OF AMENDMENTS TO THE PERSONNEL POLICY MANUAL
WHEREAS , the Board of County Commissioners of Weld
County, Colorado, pursuant to Colorado statute and the Weld
County Home Rule Charter, is vested with the authority of
administering the affairs of Weld County, Colorado, and
WHEREAS , Dick Barrett, Personnel Director, has presented
the amendments to the Personnel Policy Manual to the Board
of County Commissioners , and
WHEREAS, said amendments are as follows :
The last paragraph in "PURPOSE OF POLICY MANUAL" shall
be changed to read as follows :
"It is recognized that Equal Employment Opportunities
can only be developed and implemented through total
commitment to the concepts of Affirmative Action and be
made a part of an administrative process to assist in
assuring that no person or group of persons will be
discriminated against on the basis of race, color ,
religion, sex, national origin, age (40 to 70) , handi-
cap, political affiliation or belief or other non-merit
factors. "
Chapter 1 shall be amended by the addition of 1. 10. 1,
which shall read as follows :
"1. 10. 1 The Human Resources Department is an excep-
tion to paragraph 1. 10. For the Human
Resources Department, only one certified list
will be furnished of the top six applicants
for a position and a selection must be made
from this one list. "
Paragraph 1. 18 . 1 shall be amended to read as follows :
"1. 18. 1 Initial Probationary Period - All new employees
will be placed on probation for the first six
months of their employment. During the pro-
bationary period, an employee will accumulate
vacation time, but will not be eligible to
use it until the probationary period is
satisfactorily completed. During the proba-
tionary period, an employee may be terminated
for any reason without cause, except for
discrimination. County employees have the
right to appeal alleged discrimination through
the grievance process that will result in a
timely and enforceable decision. An employee
has no grievance rights while on their initial
probation. A Performance Evaluation will be
completed on the probationary employee at the
completion of the first 90 days of employment
and at the end of the six month probationary
period. The Performance Evaluation for the
end of the probationary period must be sub-
mitted to the Personnel Department, along
with a change memo, 5 working days before the
completion of the 6 months . The probationary
800889
period may be extended up to an additional 90
days . The employee and the Personnel Depart-
ment must be notified, in writing, that the
probationary period has been extended, listing
length of extension, cause for extension and
training to be furnished during the extended
period. A Job Performance Evaluation must
accompany the notice of extension. At the
completion of the extension, a performance
evaluation will be required. If the six
month probationary period or extension runs
past the established date without the employee
being notified by the department head, the
employee will automatically have the proba-
tionary period lifted and become a member of
the permanent work force. "
Chapter 1 shall be amended by the addition of 1. 25,
which shall read as follows :
"1. 25 Any applicant for a job with Weld County who
feels he might have been discriminated
against, for alleged discrimination based on
race, color, religion, sex, national origin,
political affiliation or belief , age, handicap,
or other non-merit factors during the applica-
tion/job selection process , may appeal this
alleged discrimination by making a report to
the Director of Personnel of Weld County.
The Personnel Director will select a dis-
interested investigating officer , outside of
the Personnel Department , and the agency
involved, who will make a complete and
thorough investigation into the alleged
charge and will arrive at a conclusion with a
recommendation. He will then turn that into
the Director of Personnel and if there has
been discrimination in the application or
selection process , the Director of Personnel
is required to take immediate action to
ensure that the individual discriminated
against receives proper, fair and impartial
consideration. The alleged discrimination
must be reported within 10 days of notifica-
tion that the applicant did not receive the
job that he applied for and the investigation
will be done within a 10 work day period and
any action as a result of the investigation
will be taken within the next five working
days . "
Chapter 2, Paragraph 2 . 9 entitled Grievance Procedure
shall be amended as follows :
"2. 9 Grievance Procedure - Employees should dis-
cuss with their immediate supervisor their
grievance involving pay, benefits and working
conditions ; and any discipline that results
in termination, demotion, and/or loss in pay.
County employees who have completed their
initial probationary period have a right to
appeal any separation or demotion. Grievance
must be filed within 60 days of the date of
incident that gave rise to the grievance
problem. "
Chapter 4, Paragraph 4. 6 entitled Promotions shall be
amended as follows :
"4. 6 Promotions - When an employee of the County
has been promoted to a higher classified job,
they will move to the pay grade established
for that job and normally move to the "A"
step . If the "A" step is less money than
they are currently receiving, they will move
to the first step for that pay grade that
will give a minimum increase of 2k%. Each
promotion carries a new six month job per-
formance probationary period. This requires
a Performance Evaluation upon completion of
the first 90 days and the 6 month probationary
period. During the Promotion Probationary
Period, the employee may be demoted or
separated for cause, layoff or lack of funds
and has the right to appeal such separation
or demotion through the grievance procedures .
At the end of the probation period, provided
the department head gives the employee a
satisfactory performance evaluation, he will
then move to step "B" or the next step from
the beginning salary if in the latter category
covered above. This probationary period does
not include the restriction of taking vacation
as the initial employment probation does ."
WHEREAS, the Board of County Commissioners has studied
said amendments and deems it advisable to adopt the same.
NOW, THEREFORE, BE IT RESOLVED by the Board of County
Commissioners of Weld County, Colorado that the amendments
to the Personnel Policy Manual, as stated herein, be, and
hereby are, adopted.
The above and foregoing Resolution was, on motion duly
made and seconded, adopted by the following vote on the
27th day of October, A.D. , 1980.
BOARD OF COUNTY COMMISSIONERS
ATTEST: WELD COUNTY, COLORADO
/
Weld County Clerk and Recorder
and-Clerk to the Board C. it y, Ch irman
Deputy Cou ty C erk eonard L. Roe, Pro-Tem
APO D AS TO FORM:
Q Norman Carlson
County Attorney ��
a Dunbar //J�,, _�_� ct�I
fte
Ju e K. Steinmark
✓'
DATE PRESENTED: OCTOBER 27 , 1980
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