HomeMy WebLinkAbout881337.tiff AR2134907
ORDINANCE NO. 118-G
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WELD COUNTY PERSONNEL POLICY HANDBOOK o
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BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF WELD k n
COUNTY, COLORADO, THAT WELD COUNTY ORDINANCE NO. 118-F IS REPEALED o
AND RE-ENACTED BY THE FOLLOWING ORDINANCE: 2 NJ
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WHEREAS , the Board of County Commissioners of Weld County,
Colorado, pursuant to Colorado statute and the Weld County Home y o
Rule Charter, is vested with the authority of administering the 3 `'
affairs of Weld County, Colorado, and Ht.)
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WHEREAS , the Board of County Commissioners has the power and x r
authority under the Weld County Home Rule Charter and the Colorado
County Home Rule Powers Act, Article 35 of Title 30 , C.R.S . , as c+
amended, and in specific under Section 30-35-201 (7) , C.R.S. , as MO1
amended, to adopt by Ordinance , personnel policy rules and n
regulations for the County of Weld, and
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WHEREAS, the Board of County Commissioners of Weld County r o
hereby finds and determines that there is a need for a d
comprehensive revision of the personnel policy rules and n
regulations for Weld County and that this Ordinance is for the o C
benefit of the health, safety, and welfare of the people of Weld
County. o C
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NOW, THEREFORE, BE IT ORDAINED by the Board of County
Commissioners of Weld County, Colorado, that Weld County Ordinance
118-F is hereby repealed and re-enacted by the following:
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In reading this Handbook, please remember that complete details of benefit m
plans or policies are not always included. If there are inconsistencies z w
between the formal terms of a benefit plan and this Handbook, the actual a
terms of the plan or policy will be controlling. A complete copy of each '°
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plan document is available for your review in the Personnel Department.
Weld County reserves the right to discontinue or modify any county program, xy
benefit plan or employment policy without prior notice to employees. H
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TABLE OF CONTENTS
Page
SUBJECT INDEX 3
ACKNOWLEDGEMENT 7
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PURPOSE OF POLICY HANDBOOK 8 a
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RECRUITMENT, SELECTION AND APPOINTMENT 9
JOBS PROGRAM 11 a A
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EMPLOYMENT INFORMATION 12 z N)
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CONDUCT, DISCIPLINARY ACTION AND GRIEVANCE RIGHTS 14 a to
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HOURS OF WORK, SHIFTS, SCHEDULES AND REST PERIOD 23 a
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TIME OFF 26 '-3 u
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SICK LEAVE 31 z W
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HEALTH AND SAFETY 34 a
EDUCATION AND TRAINING 36 0
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REIMBURSABLE EXPENSES 38 a O1
MISCELLANEOUS POLICIES 40 a
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PAY 44 z 0
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PAYROLL 55 a o
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CLASSIFICATION AND PAY PLAN 59 n
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SENIORITY, REDUCTION IN FORCE AND RESIGNATION 62 n rn
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GENERAL DEFINITIONS 65
SUBJECT INDEX 72
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SUBJECT INDEX
Page
Abandonment of Position 29
Accrual and Compensation for Overtime 23
Alcohol and Drug Abuse 35
Appearance/Dress 41
Automatic Deposit 55
Blood Donor Program 40
Bonus Award Elements 52 o r
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Award Amount 52 0 m
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Distribution 53 0
Eligibility 52 tl
Frequency 52 Pi k n
Funding 52 0
Bonus Awards for Small Departments 54 ^'
Breaks 25 z w
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Child Care Leave 29
Classification and Pay Plan 59 tti o
Closure of County Operations 29 P
Compensation for Overtime Worked 24 Z o
Exempt Employees 24 '.5 u'
Non-Exempt Employees 24 H N)
Conduct 14 2 w
Confidential Information 40 n °D
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Conflict of Interest 42 M
County Stationery for Charitable Solicitations 40 x
Death in Immediate Family 28 0
Department Head Leave 30 to
Disciplinary Actions 15 Pi °i
Dismissal Procedures 15 0
Educational Assistance 36 qo
Employee FLSA Status and Work Scheduling 23 0 atil
Employee Grievances 16 %u 0
Employment of Relatives 12 2 o
Equal Opportunity 9 to 0
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Equal Employment Opportunity 12 0
Evaluation - Process 50 n
Evaluation - Purpose 49 0 a
Evaluation Review/Appeal 51 0
Exempt Positions 13 Ow
General Definitions 65
Grandfathering 45
Grievances in Progress 22
Health and Safety 34
Holidays 26
Jobs Programs 11
Jury Duty 29
Key Elements - Pay for Performance 46
Leave of Absence 29
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Page
Management Rights 8
Mandatory Payroll Deductions 55
Federal Income Tax 55
Retirement 55
PERA 56 n] w
County Retirement 56 o
Social Security Taxes 55 v"-,
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State Income Tax 55 i-a ko
Meal Hours 25
Mechanics of the System, Pay for Performance 46 n
New Hires 46 ,4
Promotions 46 0
Medical Examinations 35 z w
Medical Leave of Absence 28
Military Leave 27 m 1/40
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Military Leave and Re-instatement 27 a txi -4
Moving Expenses 41 W
On Call Status 23 y o
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Outside Employment 41 t
Pay 44 z w
Pay Day 55
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Pay-for-Performance 52 r co
Pay-for-Performance Concepts 44 M
Downward Movement 44 x r
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Learning Curve 45
Performance Appraisal 44 Mm
Performance Based Compensation 44 to
Prevailing Wage 44 00
Upward Movement 44 d
Pay-for-Performance Objectives 44 m m
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Competitive Compensation 44
Equity 44 M o
Management Resource 44 t"
Productivity 44 O
Pay Steps 45 0 u,
Entry Step 45
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Qualified Step 45 t] m
Proficient Step 45 O co
3rd Year Proficient Step 45
5th Year Proficient Step 45
Performance Evaluations Due 50
3 Months From Date of Hire 50
6 Months From Date of Hire 50
Every 6 Months 51
Upon Termination 51
Special 51
Counseling Form 51
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Page
Performance Steps for Pay 48
Entry Step 48
Qualified Step 48
Proficient Step 48
3rd Year Proficient Step 48 m td
5th Year Proficient Step 48 o r
Personal Leave Days 30 U' 1-''
Personnel Records and Information 42 NJ 1/4O
Political Activities 12 'Fl
Position/Classification Specifications 60 W n
Procedure 60 k
Procedural Steps for Bonus Award 53
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Appraisal Process for Bonus Awards 53 z w
Awarding of Bonuses 54 4.
Reporting Process 58 Pi o
Review & Approval Process 53 C -4
Procedure to Correct Payroll Errors 58 :d
Process for Updating Performance Standards 51 y w
Professional Leave 27 to
Promotions/Transfers 9 z 1•0
Purpose of Policy Manual 8
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Recreational Activities 35 r' °°
Reduction in Force 62 W
Sequence 62 x o
Re-employment 10 2" "
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Registration & Licensing 37 rn
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Reimbursable Expenses 38 m
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Lodging 38 O
Meals 38 6
Mileage 38 [o v'
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Out of State Training Trips 38 o
Parking 38 to O
Transportation 38 t,
Reimbursement for Job Interview Expenses 41
Reporting of Injuries 34 0 al
Residency 13
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Resignation 63 n rn
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Retirement 64 O
Retreatment Rights 12
Review Period 10
Salary Policy 58
Seminars and Conferences 36
Seniority 62
Job Seniority 62
Loss of Seuiority 62
Sexual Harassment 13
Shift Work 23
Sick Leave 31
Sick Leave Bank 31
Solicitations 40
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Page
Suspension and Termination for Charge with Crime 21
Time Sheets 55
Time Worked 25
Transition for Current Employees, Pay for Performance 49
Use of Private Auto 42 o F'
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Vacancies 9 o m
Vacation 26 w o
Voluntary Deductions 56 t
Accidental Death and Dismemberment Insurance 57 K n
Colorado State Employees Credit Union (CSECU) 57 0
Deferred Compensation 57
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Group Health Insurance 56 z w
Group Life Insurance 56 m 1
Insurance Coverage While On Unpaid Leave Status 57 b7 0
Long-Term Disability Insurance 57 P J
Parking 57 y o
United Way 57 '-3 Co
Wage Garnishments 56 H N
Weld County Personnel Grievance Hearing Procedures 17 z
Burden of Proof 19
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Decision of the Hearing Officer 20 M
Hearing Officer 17 x I-.
Non-Grievable Items 21 0
Presence at Hearing 17 to
Postponements and Extensions 17 W °i
Procedure and Evidence 18 n
Recess, Adjournment and Deliverations 20 W
Record of Hearing 19 M m
Representation 17 W 0
Rights of Parties 17 E 0
Specific Procedures of the Hearing 19 tzi r0
Work Week and Work Day 23 CJ
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ACKNOWLEDGEMENT z
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I have received my copy of the Weld County Handbook which outlines my w
privileges and obligations as an employee. I will familiarize myself with M o
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the information in this Handbook and understand that it constitutes the
general personnel policies of the County. cn o
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I understand that the information in this Handbook is subject to change, and Hiw
that changes will be approved in a public meeting and placed on file with 2
the Clerk to the Board. If I have any questions or require any additional n 00
information, I may contact the Personnel Department.
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Signature by
Date Signed:
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A signed copy of this form will be placed in your Personnel file. t7
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PURPOSE OF POLICY HANDBOOK
This Handbook contains the Weld County Board of Commissioners' Personnel
Policies and Procedures as required by Section 4-2B of the Home Rule
Charter. It is designed to be used by Department Heads, supervisory and
staff personnel, and employees in the day to day administration of the
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County personnel program.
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These written policies increase understanding, eliminate the need for 0 CO
personal decisions on matters of County-wide policy, and help to assure
uniformity throughout the County. It is the responsibility of each and
every Department Head and supervisor to administer these policies in a P n
consistent and impartial manner. `< o
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Procedures and practices in the field of personnel relations are subject to z w
modifications and further development in light of changes in the law, by ko
experience, merit principles and the County Home Rule Charter. Each el o
Department Head, supervisor, and employee can assist in keeping our
personnel program up-to-date by notifying the Personnel Department whenever y o
problems are encountered or recommended improvements identified for the
administration of the personnel policies. H• NJ
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The Handbook has been organized with a Table of Contents and a subject index n ts co
to enable all users to find specific policies quickly. hi
In cases that are unique to a specific department or office, Departmental
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Supplemental Personnel Policies will be issued. These Supplements can only to
be issued on a special Departmental Supplemental Personnel Policy Form by • O
Personnel and must be approved by the Board of County Commissioners. 8
Supplemental policies will be provided to department employees and will be xf
referred to in this Handbook.
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MANAGEMENT RIGHTS A o
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The contents of this Handbook are presented as a matter of information only. a
The Weld County Board of Commissioners reserves the right to modify, revoke, n
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 n rn
in this Handbook is not intended to create, nor is it to be construed to o co
constitute, a contract between Weld County and any one or all of its
employees. All Weld County employees have been in the past and are
currently considered to be "at-will".
All policies in the Handbook will be administered in accordance with federal
and state laws and with the Weld County Home Rule Charter.
This Handbook supersedes all personnel policies and manuals, resolutions,
and personnel operations manuals, except for the classification and position
specifications published prior to this date.
8
RECRUITMENT, SELECTION, AND APPOINTMENT
EQUAL OPPORTUNITY
It is the policy of Weld County to ensure complete compliance with all
provisions of Equal Employment Opportunity laws as interpreted by the N W
Courts. Recruiting, selection and advancement of employees will be on the O
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basis of their relative ability, knowledge and skills, including open o m
consideration of quality applicants for initial appointment. °"O
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PROMOTIONS/TRANSFERS n
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Promotions and transfers may be given to employees for the purpose of better N
utilizing the abilities of Weld County employees. Weld County is interested z w
in employee development and encourages all employees to prepare for .n
advancement to higher positions. P1 o
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VACANCIES o
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Vacancies are advertised within the County for a period of five (5) H
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consecutive work days. Promotions and transfers from within the County are z w
made when appropriate possible. employees encouraged
and County em to eea are encoura ed to n m
apply for vacancies they are qualified for by completing a Department r 00
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Transfer Request and updating a Weld County Employment Application. County • r
employees who meet the position criteria will be selected for interview for o
the position. All requests for transfer should be channeled through the R' u
employee's supervisor to the Department Head/Elected Official for approval 71o,
and then to Personnel.
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Because there are times when it is necessary to fill the position as quickly U
as possible, the County may find it expedient to advertise concurrently in W o
the outside market at the same time the position is advertised internally. • o
All internal requests will be given prior consideration. Positions r O
advertised in the outside market must be open a minimum of ten (10) 0
consecutive workdays.
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Applications are screened and graded by Personnel by comparing the - o
applicant's qualifications to the job requirements. In specialized o m
professional fields, departments may assist in the screening process. The
six most qualified applicants meeting the job requirements are referred by
Personnel to the Department Head/Elected Official for interview and final
selection. Department Heads and Elected Officials are the only authorized
appointing officials for Weld County. This authority cannot be delegated.
When it is decided to transfer or promote an existing County employee, a
reasonable amount of time (at least two (2) weeks) will normally be required
to replace the transferring employee before the transfer/promotion is
effective.
Pay changes and review period of transferred or promoted employees will be
in accordance with the policies and procedures outlined in the
Pay-for-Performance section of this Handbook.
9
Review Period
All new employees, except law enforcement and hourly personnel, are on
review status for the first six months of their employment. Upon completion
of the review period, the employee will become a full-time member of the
County workforce.
Re-Employment
Upon approval of the Department Head/Elected Official, a full-time employee ocyl
who resigned within one year and in good standing with the County may be o co
rehired. Upon re-employment, the employee shall be subject to all
conditions of employment, including the six (6) or twelve (12) month review
periods applicable to new employees, and shall start at the entry level if1-4
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date of termination is thirty-one days or more prior to re-employment. o
(Sheriff's sworn personnel should refer to Departmental Supplement.) If Z m
date of termination is less than 31 days or within the same pay period, the z w
employee will be reinstated with no change in hire date. Accrual rates for w
vacation and sick leave will be the same as they were upon termination. w Jo
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JOBS PROGRAMS
Weld County is involved in a number of jobs programs. Included are:
A. Work Study - Contracts with area schools such as Aims and UNC.
B. Contracts for specialized services - The county enters into special
contracts for some services in lieu of hiring an employee. by to
C. Student Intern Programs - Area schools place student interns in County N
Departments. CO l0
D. Employment Opportunities Delivery Services (SODS) Programs - The Weld g
County Department of Human Resources places people in various programs k n
including in-school and summer youth, welfare diversion, etc.
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E. Useful Public Service - This program is limited to individuals z41.
prosecuted for driving under the influence (DUI) . m• o
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F. Any other job program as approved by the Board of County Commissioners.
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Participants in the above programs are not full-time employees of Weld
HCounty and are not covered by the policies of this Handbook.
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EMPLOYMENT INFORMATION
EQUAL EMPLOYMENT OPPORTUNITY
Weld County is committed to abide by all the laws pertaining to fair
employment practices. All persons having the authority to hire, discharge,
transfer, or promote personnel shall support, without reservations, a
non-discriminatory policy of hiring or transferring to any vacancy any
qualified applicant without regard to race, color, religion, national o
origin, age, sex, disadvantaged status, or handicap. The County will offer 0 m
equal opportunity for employment or advancement to all qualified applicants W
and employees.
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Positions will be filled with the best qualified individuals available. K o
Every effort will be made to fill vacancies by promotion from within the
county whenever competent and deserving employees are available. Employees z w
will be considered for promotion in terms of present performance, .,y
specialized background, and potential. Length of service will be a factor C
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 might have been w
illegally discriminated against on the basis of race, color, religion, sex, H
national origin, political affiliation or belief, age, handicap, or other
non-merit factors during the application/job selection process, may appeal • m
this alleged discrimination in writing to the Director of Finance and
Administration of Weld County. The Director of Finance and Administration
or his designee will then investigate the alleged discrimination. o
EMPLOYMENT OF RELATIVES Wm
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In accordance with Section 4-2 of the Weld County Home Rule Charter an
appointing or employing authority may not employ or request the employment
of any person who is related to him as spouse, parent, child, brother, o
sister or in-law. A supervisor may not have a relative as defined above E o
placed under him for supervision. • o
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RETREATMENT RIGHTS n
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When a chief deputy to an Elected Official or the Undersheriff is selected o
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from the current work force and from a position covered by the np m
Classification System, he shall have the right to return to that position
within the first 6 months of appointment.
POLITICAL ACTIVITIES
In accordance with Section 4-2 of the Weld County Home Rule Charter no
employee shall, during working hours, engage in any political activity. Any
County employee, except an Elected Official, who seeks election to partisan
public office, shall request a leave of absence, without pay, immediately
after announcement of candidacy. Any employee who takes a leave of absence
in order to seek election to a partisan public office may not use any
accumulated paid leave. Requests fur a leave of absence, without pay, will
be made through the Personnel Department and acted upon by the Board of
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County Commissioners. Leave terminates upon completion of campaign or
election.
RESIDENCY
All officers and employees of Weld County, as a condition of their
employment and as a condition of their continued employment by Weld County,
shall reside within the boundaries of the County of Weld, provided that new
employees of the County shall have six months from the date upon which they m m
first report for work in which to establish residency. Persons who were o N
County employees on February 23, 1981, and who commute to work on a dailyco
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basis from their residence outside of Weld County, shall not be required to okip
establish residency in Weld County as a condition of their continued
employment. If such employee changes his place of residence subsequent to • n
the enactment of this policy, he shall be required to change his residency
to the County of Weld.
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EXEMPT POSITIONS: The following positions are exempt from the provisions of Z a
these policies and the Weld County Personnel System; except that the Board o `o
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of County Commissioners shall establish, for the exempted positions, the M
compensation and benefits package. �y
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A. Undersheriff.
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B. The appointed chief deputy of the Clerk and Recorder, Assessor, and n
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Treasurer. tl m
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C. All hourly employees. 7Clzh
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D. Assistant District Attorney. Wm
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E. Deputies to the Coroner. o
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F. Special Deputies or Sheriff's Posse tsj
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G. Department Heads working directly for the Board of County • 0
Commissioners.
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SEXUAL HARASSMENT: Sexual harassment includes unwelcome sexual advances, o a
requests for sexual favors, and other verbal or physical behavior of a
sexual nature which has the purpose or effect of unreasonably interfering n al
with an individual's work performance or creating an intimidating, hostile, O °D
or offensive working environment. Weld County is responsible for the
behavior of its supervisory, non-supervisory employees, and agents in
matters involving discrimination caused by sexual harassment. Allegations
of sexual harassment must be reported to Personnel. Any instances of sexual
harrassment and subsequent investigations will be held in the strictest
confidence. The Personnel Director may appoint an Investigating Officer.
Proven cases of sexual harassment will be handled by strong disciplinary
action up to and including termination.
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CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
CONDUCT
Every county employee should be aware that they are public employees and it
is their duty to serve citizens in a courteous and efficient manner. An
employee must maintain a standard of conduct which is consistent with the
best interests of Weld County. Actions considered to be misconduct and .q py
cause for disciplinary action or discharge include, but are not limited to, o
the following: ut �
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A. Incompetence or inefficiency in performance of job duties.
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B. Deliberate or careless conduct endangering the safety or well-being of K n
self, fellow employees or the public.
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C. Negligent or willful damage or waste of public property. Z a
D. Refusal to comply with lawful orders or regulations. q o J
E. Insubordination. vii
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F. Deliberate, offensive language or conduct toward the public or fellow H n,
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employees.
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G. Being under the influence of intoxicants or nonprescribed drugs.
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H. Unexcused absence without being granted leave. Ri
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I. Conviction of a serious crime (See Suspension for Charge with Crime) .
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J. Accepting bribes in the course of employment.
R. Deliberate misstatement or a material omission in the application for o
employment. • o
L. Falsifying sickness, or any other cause of absence. a
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M. Dishonesty. o
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N. Giving preferential treatment to individuals or groups. O 0D
0. Breach of confidentiality.
An employee observing misconduct should report the incident immediately to
his Department Head/Elected Official. The Department Head/Elected Official
is required to investigate the incident and report the results to the Board
of County Commissioners. If misconduct did occur, appropriate disciplinary
action will be taken. If the Department Head/Elected Official finds the
reported incident was false and done with malicious intent, he will take
disciplinary action against the employee reporting the incident.
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DISCIPLINARY ACTIONS
Disciplinary actions are to be corrective in nature and are intended to
provide reasonable means for correcting misconduct prior to resorting to
dismissal. Disciplinary actions include warning, reprimands, suspension
without pay, special review period, demotion and dismissal.
Department Heads, Elected Officials or their designees may impose
disciplinary actions. However, Department Heads and Elected Officials are
responsible for disciplinary action initiated by their designees. All IA
County employees subject to the Personnel Policies are subject to o
disciplinary action for cause as stated above except that review, part time, � w
and temporary employees may be dismissed without cause. MLo
At the time disciplinary actions are taken against an employee that are xy n
grievable the Department Head/Elected Official is required to provide the
employee a copy of the
grievance section of the Personnel Procedures zNJ
Handbook. Z w
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DISMISSAL PROCEDURES t o
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Dismissal should be considered only after all attempts at progressive
discipline (e.g. , verbal counseling, written counseling, suspension, special s w
review period, etc.) have failed. The exceptions tothe p progressive discipline H N.,
are incidents of severe misconduct. No dismissal shall be made unless and z w
until the employee is given a pre-dismissal hearing. n O3
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Notification of charges shall be prepared and presented to the employee.
This statement of charges must include the cause(s) for possible dismissal o
and must include the time, date, and place of the scheduled pre-dismissal ° •'
hearing. This procedure applies to full time employees only.
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The pre-dismissal hearing shall be scheduled the next working day after the
receipt of notification of charges. The employee will be placed on
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administrative leave with pay until a determination of dismissal or w o
retention is made.
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Attendance at the pre-dismissal hearing is limited to the Elected d
Official/Department Head, the immediate supervisor, the employee being n
considered for dismissal, and a representative of the Personnel Department. Om
If the employee is represented by legal counsel, the Elected o
Official/Department Head may also have legal representation. n o'
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The employee shall have the right to make statements to the Elected
Official/Department Head which may rebut the charges stated in the
notification of cause(s) for potential dismissal. This rebuttal may be
presented orally or in writing. The pre—dismissal hearing shall not be a
full evidentiary hearing.
After receiving said rebuttal, and any other appropriate testimony or input,
the Elected Official/Department Head shall, within one working day, render a
determination as to whether the employee shall or shall not be dismissed.
If the Elected Official/Department Head decides to dismiss the employee,
then notification will be provided to the employee under separate letter.
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The notification of dismissal shall include the cause(s) which the Elected
Official/Department Head determined at the pre-dismissal hearing to justify
dismissal.
If the Elected Official/Department Head determines that the employee shall
be retained, the Elected Official/Department Head may then elect to impose
upon the employee any disciplinary measures short of dismissal.
If the employee is dismissed pursuant to these procedures, he may exercise
his right to grieve such dismissal without the necessity of complying with
Steps A and B of the "Employee Grievances." N td
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EMPLOYEE GRIEVANCES I" N
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An employee who feels that the policies set forth in this manual are not
being properly applied, or has any disciplinary action taken against him W n
that results in termination, demotion, and/or loss in pay, is encouraged to '< O
have his grievance reviewed. z
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The employee grievance procedure is as follows:
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A. All grievances must first be presented to the employee's immediate
supervisor who will give the employee an answer within two (2) working o
days of the presentation of the grievance. H w
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B. If the employee is not satisfied with the supervisor's answer to his z w
grievance, he may, within five (5) working days of receiving the n co
supervisor's answer, but not to exceed fifteen (15) days from the date • 00
of the incident which is the subject matter of the grievance, appeal x
the supervisor's answer to the Department Head or Elected Official. o
Such an appeal should be presented in writing. The writing should state R'
the nature of the grievance and explain the employee's position. The • O1
Department Head or Elected Official shall give his written answer n
within five (5) working days of the presentation of the grievance.
Failure to submit a written appeal to the Department Head or Elected 0
Official within fifteen (15) days of the incident which is the subject W o
matter of the grievance as set forth above shall constitute a stale z c
grievance and waiver of grievance rights for the incident. r
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C. If the employee disagrees with the Department Head or Elected
Official's answer, he may file a formal written grievance with the Weld o
County Personnel Department within seven (7) working days of receiving o
the Department Head or Elected Official's written response. The 0 co
written grievance must clearly state the employee's side of the case
and must include the following: specifically what the employee is
grieving, what the employee is seeking in the grievance, the specific
facts as they are known to the employee, any documentation to
substantiate the facts, and a summary of the answer(s) of the
supervisor and Department Head or Elected Official.
D. The Weld County Personnel Director will attempt to mediate the
difference. If mediation fails, the Weld County Personnel Director has
ten (10) working days from receipt of the written grievance to set a
16
grievance hearing date and to notify the employee and Department Head
or Elected Official of the hearing date.
E. Weld County Personnel Grievance Hearing Procedures:
1. PRESENCE AT BEARING.
a. Presence of Employee Involved. Under no circumstances shall
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a hearing be conducted without the personal presence of the
employee who requested the hearing. However, an employee who H
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fails to appear at such hearing, without good cause, as co
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determined by the Hearing Officer, shall be deemed to have '
waived his rights to a hearing. t
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b. Persons in Attendance. The Hearing Officer, the grieving '� o
party, plus one representative, the responding Department 2
Head or Elected Official, plus one representative, a z w
representative of the Personnel Department, the recorder, a .q
County legal advisor, if required, and any witnesses, while C
giving testimony, are the only persons allowed to be present tT1
at such hearings.
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2. POSTPONEMENTS AND EXTENSIONS z w
Postponements of hearings and extensions of time of hearings may r m
be requested by either party or his designated agent. However, t�
the granting of such postponements or extensions shall be made x f,
only upon the showing of good cause and is at the sole discretion 0
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of the Hearing Officer. N
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3. HEARING OFFICER
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The Hearing Officer shall be appointed by resolution of the Weld 6
County Board of Commissioners. The Hearing Officer shall ensure o
that order is maintained and ensure that all parties to the o
hearing have a reasonable opportunity to be heard and to present m., O
oral and documentary evidence. He shall be entitled to determine v
the order of procedure during the hearing and shall have the n
opportunity and discretion to make all rulings on questions which 0
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pertain to matters of the conduct of the hearing and to G
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admissibility of evidence. The Hearing Officer shall make a p oo
decision upon the grievance pursuant to Paragraph 11 below.
4. REPRESENTATION
The grieving employee shall be entitled to be accompanied and
represented at the hearing by an attorney or any other person of
his choice. The responding Department Head/Elected Official, or
other supervisor, shall also be entitled to have an attorney
representing him at the hearing.
5. RIGHTS OF PARTIES
a. At the hearing, each of the parties shall have the right to:
17
1) Call and examine witnesses.
2) Introduce exhibits.
3) Cross-examine any witnesses on any matter relevant to
the issues.
4) Impeach any witness.
5) Rebut any evidence.
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b. If the grieving employee does not testify in his own behalf, co
he may be called and examined as if under cross-examination.
6. PROCEDURE AND EVIDENCE W• 0
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a. The hearing shall be conducted informally and not subject to
strict judicial or technical rules of procedure. A wide Z w
latitude in the manner of presenting the respective positions hi o
should be afforded the parties. Evidence presented at the
hearing may include the following:
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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. N
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4) Any other relevant material.
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b. Pertinent portion of the grieving party's personnel record 0
shall automatically become a part of the hearing record. b
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c. Each party shall, prior to or during the hearing, be entitled x
to submit memoranda concerning any matters being considered m 00
by the Hearing Officer. Such memoranda shall become a part t+
of the hearing record, 0
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d. The Hearing Officer may receive and consider evidence not
admissible under the standard rules of evidence, if such
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evidence possesses probative value commonly acceptable by O o
reasonable and prudent men in the conduct of their affairs.
e. The Hearing Officer may exclude unduly repetitious evidence.
f. Objections to evidentiary offers may be made and shall be
noted in the record.
g. Where a hearing will be expedited and the interests of the
parties will not be substantially prejudiced thereby, the
Hearing Officer may receive all or part of the evidence in
written form.
18
h. The Hearing Officer shall give effect to the rules of
privilege as recognized by law.
i. Documentary evidence may be received by the Hearing Officer
in the form of a copy; however, upon request, a party shall
be given an opportunity to compare the copy with the
original.
7. SPECIFIC PROCEDURES OF THE HEARING b7
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a. The Hearing Officer shall announce the matter to be heard and r m
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shall determine whether all parties involved are present and
whether all such persons are ready to proceed.
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b. Call the grieving employee to proceed with his case. `� o
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1) He shall give a short statement of the case, summarizing z w
his position. The grieving employee shall specifically by tO
state what he is grieving and what relief is sought. M o
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2) He may present witnesses on direct examination. The CD O
witnesses will each then be subject to cross-examination "3
by the other party and may be questioned by the Hearing H• N
Officer. The employee may then question his witness on z
any new matters brought up on cross-examination. r oo
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3) He may introduce exhibits. X ,..
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c. After the grieving employee has presented his case, the 4' c
other party is called to proceed and he shall present his W o'
case in the same manner as the employee. n
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d. The employee may then rebut any matter brought out in the 0
other party's case. M o
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e. The Hearing Officer may examine any witnesses, call any m o
additional witnesses for examination, and request the 0
submission of any exhibits. 0 0
8. BURDEN OF PROOF \
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The grieving employee will have the burden of proving his position
by a preponderance of the evidence. "Preponderance of the
evidence" is defined as that evidence which is most convincing and
satisfying in the controversy between the parties, regardless of
which party may have produced such evidence. Colorado Civil Jury
Instructions 2d, Section 3:1(4) .
9. RECORD OF HEARING
A record of the hearing shall be kept that is of sufficient
accuracy to permit an informed and valid judgment to be made by
any person that may later be called upon to review the record and
render a recommendation or decision in the matter. The method to
19
be used for making the record may be accomplished by use of a
court reporter, electronic recording unit, detailed transcription
or by taking detailed minutes. The method of making the record
shall be at the discretion of the Hearing Officer; however, if the
Hearing Officer selects a method other than a court reporter and
the employee requests that a court reporter be used, the employee
shall pay the costs of the court reporter.
10. RECESS, ADJOURNMENT, AND DELIBERATIONS
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The Hearing Officer may, at his discretion, recess the hearing and
reconvene the same for the convenience of the parties and/or Z zy
Hearing Officer. P M
Upon the conclusion of the presentation of oral and written y N
evidence, the hearing shall be declared closed by the Hearing z
Officer and he shall make his decision in accordance with theM 1/4O
procedures stated in paragraph 11 below. m o
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11. DECISION OF THE HEARING OFFICER o
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a. The Hearing Officer shall either grant or deny all or a H
portion of the employee's grievance. Z w
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b. The Hearing Officer shall put his decision in writing within r
five (5) working days after the final adjournment of the
hearing. He shall then submit the written decision to the x
Personnel Department which will deliver copies of the same to m in
the grieving employee and to the Department Head/Elected rn
Official, supervisor, or other party opposing the grievance.
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c. The Hearing Officer's written decision shall include a
detailed statement of findings and conclusions upon all ofPJ o
the material issues of fact, law, or discretion presented by
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the record, and the Hearing Officer's overall decision upon
the grievance.
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d. The Hearing Officer's decision is final, unless timely
appealed to the Board of County Commissioners pursuant to
paragraph G. below. n m
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F. Any party who seeks to modify the decision of the Hearing Officer may
appeal the matter to the Board of County Commissioners. To do so, the
party must file a written notice of appeal with the Personnel Director
within five (5) working days of receiving the Hearing Officer's
decision. The notice of appeal must specifically state what part of
the decision the party seeks to have modified and the reasons therefor.
The notice shall not exceed five (5) pages in length. The party
opposing the modification may submit a memorandum brief, but must do jo
within three (3) days of receiving the notice of appeal. Any such
memorandum brief shall not exceed five (5) pages in length.
G. The Personnel Director shall then transmit the Hearing Officer's
decision, the notice of appeal, and any memorandum brief to the Board
20
of County Commissioners for review. The Board may affirm the Hearing
Officer's decision, modify it in whole or in part, or remand the matter
to the Hearing Officer for further fact finding. A modification may
only be made if, based upon the Hearing Officer's findings of fact, his
decision is clearly wrong or is in excess of his jurisdiction,
authority, purposes, or limitations as defined by Ordinance 118, as
amended, and the procedures outlined in the Weld County Administrative
Handbook. The Board may review the entire hearing record upon a o
majority vote of the Board. The Board of County Commissioners must
decide the appeal within fifteen (15) days of the date the Personnel
Director receives the notice of appeal. CO co
NON-GRIEVABLE: Employees cannot grieve a county policy that has been adopted
by the Board of County Commissioners, even if they feel it is an unjust n
policy. The County's policies are addressed and adopted in public meetings1,4
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in the form of a County Resolution or Ordinance. All employees are z
encouraged to attend public meetings, on their own time, that involve them Z w
as taxpayers and employees, in order to voice their opinions. o
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Employees/Department Heads working under the direct supervision of the Board
of County Commissioners do not have the right to a grievance hearing before m o
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the Hearing Officer. They may grieve directly to the Board of County
Commissioners. H
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Employees cannot grieve performance evaluations. r co
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SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME x r
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In the event an employee is formally charged or indicted for the commission
of a crime, the County may suspend such employee, with or without pay, o'
pending prosecution of the offense. If an employee is found guilty of any
crime by a court or jury, the County shall immediately suspend such employee
without pay until his conviction shall become final and he has exhausted, or 4/1
by failure to assert them, has waived all rights to a new trial and all
rights of appeal. At the time such employee's conviction is final, the oti 0
employee will be terminated. A deferred judgment and sentence upon a plea t,
of guilty or nolo contendre shall be deemed to be a final conviction at the ty
time the employee enters the plea and such plea is accepted by the Court. 8 N
Should the employee who is suspended by the County, as provided in this
section, be found not guilty in a state or federal court, either on appeal, 003
original trial, or new trial, the County shall forthwith reinstate such
employee and he shall receive his backpay, unless, during such period of
suspension the employee resigned. In the event an employee resigned, he
shall receive backpay only up to the date of his resignation and he shall
not be reinstated unless otherwise provided in these personnel policies.
For the purposes of this section, "crime" shall be defined as a felony or
class 1 or 2 misdemeanor as defined by state law, or a comparable federal
crime or crime in some other state. The term "crime" does not include petty
offenses.
In those positions requiring a driver's license, an employee may be
suspended without pay or terminated if his driver's license is suspended or
21
revoked upon administrative hearing or upon conviction of a traffic offense,
or if the employee is determined by the County's insurance carrier to be
uninsurable under the County's insurance program.
GRIEVANCES IN PROGRESS UPON ENACTMENT DATE OF WELD COUNTY ORDINANCE 118-G
Upon the effective date of this Ordinance 118-G, any grievance in progress
which has not yet reached the Personnel Director pursuant to Paragraphs C. Pm 0
and D. of the Section entitled "Employee Grievances" shall be heard by the
Weld County Personnel Hearing Officer pursuant to Paragraph E. of said
Section. I-4 0D,p
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HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND REST PERIODS
WORK WEEK AND WORK DAY:
All full time county employees will normally work a 40 hour week. Proper
scheduling may require employees to work more (or less) than 8 hours in one
day in order for a department to be more cost effective and to better serve
the public. Normal hours are 8:00 a.m. to 5:00 p.m. , Monday through Friday;
however, the hours may vary depending upon department needs. The normal
work week begins at 0001 Sunday and runs through 2400 on Saturday. N
Departments have the option of establishing their own work week to fit their no m
needs. This information will be provided to Personnel and Accounting.
County employees are to report to assigned work sites in order to begin work yr
at designated starting times. k n
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SHIFT WORK: 2w
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Some departments are required to remain open 24 hours per day, 7 days per m
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week: the Sheriff's Office, Ambulance, Computer Services, Buildings and
Grounds, and Communications. Employees in those departments will be m o
required to work the established shift during a 24 hour period. In an
emergency situation an employee may be required to work more than one shift H M
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in a 24 hour period.
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ON CALL STATUS: rym
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To provide necessary county services, various departments, as a condition of m o
employment, require employees to be on call. If compensation is required en
under the Federal Fair Labor Standards Act (FLSA) , appropriate compensation • O
methods will be developed, at the request of the Elected Official/Department
Head, by the Personnel Department and will be submitted to the Board for
approval. to• rn
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EMPLOYEE FLSA STATUS AND WORK SCHEDULING: tzi
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All Weld County employees will be classified in accordance with the Fair o
Labor Standards Act as exempt or non-exempt from the overtime provisions of n
the Act. Consult Personnel as to the FLSA status of employees. Each
Department Head/Elected Official shall prepare a schedule designating the o
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hours each employee in his department shall work as well as the established
work week for the department. Work by an employee at times other than those
scheduled shall be approved in advance by the Department Head/Elected
Official or, in cases of unforeseen emergency, shall be approved by the
Department Head/Elected Official after the emergency work is performed.
ACCRUAL AND COMPENSATION FOR OVERTIME:
With the exception of the Sheriff's Department and Ambulance Services
Department, all non-exempt employees who work more than 40 hours in their
established work week will be compensated at one and one-half times their
normal rate. Sheriff's Department and Ambulance Services non-exempt
23
employees are covered under public safety employee criteria exemptions of
the FLSA and contained in departmental supplements.
A. All overtime will be approved by the Department Head/Elected Official
in advance, except in emergency situations. No non-exempt employee
shall receive compensation for overtime unless such overtime has been
approved in writing by the Department Head/Elected Official as set
forth above.
B. All non-exempt employees are required to complete a time accounting "a
sheet for each pay period. Pay cycles may vary but county pay periods o
will remain the 16th of the month thru the 15th of the next month, u'
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payable on the last working day of the month. Time accounting sheets H
will be submitted to Personnel for review prior to being submitted to
accounting for filing. The time accounting sheet is not a pay W
document. Any exception to normal pay, e.g. , overtime, sick, vacation, ,c o
military, worker's compensation, personal leave, etc. , will be
annotated on a regular time sheet and attached to the time accounting z
sheet. The time accounting sheets, submitted to Accounting, will be
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retained for a three year period. m o
COMPENSATION FOR OVERTIME WORKED rn
A. Exempt Employees. Exempt employees, as classified in accordance with z w
the Fair Labor Standards Act, receive absolutely no overtime. Weld n m
County does not accept any responsibility to pay exempt employees for ti co
hours worked in excess of forty (40) during an established work week.
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B. Non-Exempt Employees. Non-exempt employees, as classified in cr,
accordance with the Fair Labor Standards Act, accrue overtime at the rn
rate of 1-1/2 times for all time worked over forty (40) hours in a
normal work week. Non-exempt employees may be compensated for overtime 0
worked as follows:
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1. Compensatory Time. Compensatory time may be accumulated up to o
eighty (80) hours prior to any monetary payment for overtime being r o
made. Supervisors are encouraged to reduce compensatory time ty
earned in a pay period by allowing the employee to use it. Any n n,
compensatory time used is at the discretion of the Department O u,
Head/Elected Official and must be scheduled so as not to interfere
with normal departmental workload. Upon termination of nn cn
employment, any compensatory time not used (up to eighty (80)
hours) for a non-exempt employee will be paid. See 29 C.F.R. ,
553.20, 553.21 - 553.23.
2. Overtime Payment. All overtime earned by non-exempt employees
will be paid if the accumulated compensatory time off exceeds
eighty (80) hours at the end of a pay period. Example: If at the
end of a pay period Employee "X" has eighty-two (82) hours
accumulated compensatory time, Employee "X" will be paid two (2)
hours. Overtime and compensatory time will be documented on the
Time Accounting Sheet and the Employee Time Sheet.
24
TIME WORKED:
All time worked for non-exempt employees will be recorded and paid in
accordance with the Fair Labor Standards Act. Questions regarding work time
and the Fair Labor Standards Act should be addressed to Personnel.
Any paid time not actually worked should not be counted for overtime
compensation purposes, e.g. , sick, vacation, holidays, personal leave days,
etc. h] tti
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MEAL HOURS: v' I-.
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Employees working an 8 hour day may receive, as scheduled by the Department
Head/Elected Official, 30 to 60 minutes for a meal. Time of day may vary • n
based on shift schedules and as supplemented by departments. Meal time not
taken may not be accumulated or used at the beginning or end of the day.
Any break of 30 minutes or more duration shall not count towards time w
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worked.
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BREAKS: C
At the supervisor's discretion, employees working 4 consecutive hours may be H w
granted one 15 minute break if it does not disrupt work flow. Breaks not t=
taken may not be accumulated or used at the beginning or end of the day or z w
in conjunction with meal hours.
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TIME OFF
VACATION
PAID VACATIONS: No annual leave is earned by temporary, part-time,
seasonal, initial review period, or hourly paid employees. Department and
Division Heads designated by the Home Rule Charter and the Board of County
Commissioners do not accrue paid vacation. Employees in the initial review
period will not accrue vacation leave during the initial review period.
Upon successful completion of their initial review period, employees will be
awarded 8 hours of vacation time per month of the initial review period. m C°
Employees may begin to take vacation leave at the completion of their o r
initial review period. Vacations must be scheduled iu advance with the NJ CO
employee's supervisor. Vacation shall not conflict with work requirements u 1O
of the department. Annual vacation is earned on a monthly basis as of the
15th of each month according to length of County service as follows: M n
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Years of County Service Hours Earned Monthly z
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Under 5 8 hours '"
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Over 5, but under 10 10 hours
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Over 10, but under 20 12 hours H CO
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Over 20 13.33 hours z u'
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An employee cannot accumulate in excess of two times his annual vacation • 00
accrual. When vacation time is used in conjunction with a termination, the
last day worked will be considered the termination date. Unused vacation • o
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will be payable upon termination of employment. v,
Official holidays occurring during vacation leave are counted as holidays,
not as vacation. Illness and emergency closure days during vacation periods
are counted as vacation days. Employees on shifts other than 8 hours (10 to 0
12 hours) will be awarded vacation at the rate of 8-hour's per pay period. xf o
Records will be maintained on an hourly basis. o
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HOLIDAYS 0
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All full time employees working 32 hours or more per week will receive paid O v
holidays. Dates will be established annually and will be published by o
resolution of the Board of County Commissioners. 0 co
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1. New Years Day 7. Columbus Day (floating)
2. President's Day 8. Veteran's Day
3. Memorial Day 9. Martin Luther King Day
4. Fourth of July (floating)
5. Colorado Day 10. Thanksgiving Day
6. Labor Day 11. Christmas Day
26
When a holiday falls on a Saturday, the preceding Friday will be taken off.
When a holiday falls on a Sunday, the following Monday will be taken off.
To be eligible for holiday pay, an employee must be on paid status the
workday before and the workday after the holiday.
No employee assigned to shift work shall receive a greater or a lesser
number of holidays in any calendar year than employees regularly assigned to
work during the normal work week.
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Employees working on an official holiday shall receive an in lieu day off n, m
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with pay during the week. Persons on the 10-hour day, 4 day week work
schedule will receive 8 holiday off hours in order to receive the same total
holiday off hours as employees on an 8-hour shift. W O
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A day proclaimed a day of national/state mourning or celebration shall be Z
treated the same as a holiday described above. z a
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PROFESSIONAL LEAVE
Upon approval of the Department Head/Elected Official, a full time employeeCO o
may be granted professional leave to attend professional and technical S
conferences, meetings, and training that pertain to an employee's current or H N
expected duties. No more than the actual time needed, plus travel time,
will be granted under professional leave. Professional leave must be n CO
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arranged in advance with the employee's supervisor.
MILITARY LEAVE
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Any officer or employee who is a member of the national guard or reserve O1
forces under state or federal law shall be given up to 15 days annual no
military leave without loss of seniority, pay, status, efficiency rating,
vacation, sick leave or other benefits for all of the time he or she is
engaged in training or service ordered by the appropriate military W 0
authority. If the employee or officer is required to continue in military £ o
service beyond the time for which leave with pay is allowed, he shall be t o
entitled to leave without pay until he shall be reinstated following active 0
service in time of war or emergency. This policy shall be in accordance n to
with Sections 28-3-601 and 603, CRS. Copies of Orders should be submitted 00
to the Department Head/Elected Official and Personnel two weeks prior to 0
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beginning of leave. Om
MILITARY LEAVE AND REINSTATEMENT
Weld County complies with all sections of Title 38 U.S. Code, Chapter 43,
Veteran Reemployment Rights. For detailed information, contact the
Personnel Department.
27
MEDICAL LEAVE OF ABSENCE
A request for a medical leave of absence without pay for illness, disabling
medical condition, or disabling injury must be supported by a letter from
the employee's physician to include an anticipated return date. Medical
leave can only be granted by a Department Head/Elected Official after all
accrued sick leave has been used. In cases where a medical condition would
hinder job performance, the physician's statement should contain an
understanding and approval of the type of work or specific duties of the ▪ W
employee. N ba
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The Department Head must be notified in writing of the employee's intent to 10
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 1-4
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ability to perform his normal duties. '< o
It is the intent of the County to return the employee to the same job and z w
pay rate he held prior to going on medical leave. However, because of the ,t Q3
nature of County business, it is not always possible to hold an employee's m
job open during his leave. In those cases where a vacancy must be filled,
the employee will be placed on a preferential recall list and be called when 0
the opening for which he is qualified to perform is available.
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The duration of all medical leaves of absence normally shall not exceed 45 z
days unless extended due to medical circumstances and/or complications O CO
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without a break in service. Vacation and sick leave will not accrue while cy
on medical leave of absence. Medical leaves over 45 days will result in an
adjustment of the employee's anniversary date by the time actually taken and • 0
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an adjustment of vacation and sick leave and other benefit accruals. R' -
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An employee may continue his participation in the insurance plans during fl
medical leave if he elects to do so. In this case, all benefits of each �y
plan will continue as if the employee was working, provided that the 0
employee makes prior arrangements to remit the required contributions in ;0 0
advance of the period of coverage. An employee should discuss benefit o
coverage with Personnel prior to departing on leave. to 0
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Use of vacation in conjunction with medical leave will be at the discretion n
of the employee if approved by the Department Head/Elected Official. 0 o,
Requests for additional time off not due to medical reasons will be treated n 0
as leave without pay according to the procedures of this manual. 00
DEATH IN IMMEDIATE FAMILY. Leave of absence with pay because of death in
the immediate family of a person in the County service may be granted
full-time employees by the Department Head/Elected Official for a period not
to exceed three days. Entitlement to leave of absence under this section
shall be in addition to any other entitlement for sick leave, emergency
leave, or any other leave. For purposes of this section "immediate family"
means mother, stepmother, father, stepfather, husband, wife, son, stepson,
daughter, stepdaughter, brother, sister, mother-in-law, father-in-law,
grandparents, foster parent, foster child, or any other person sharing the
relationship of in loco parentis.
28
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.
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CHILD CARE LEAVE
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When an employee adopts a child and requests leave to tend the child, the NJ rn 1/40
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employee is not eligible for special leave and may not use sick leave. At
the Department Head/Elected Official's discretion employee may use accrued
vacation leave. n
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LEAVE OF ABSENCE Z w
With the exception of a leave of absence for political candidacy, in ' o
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accordance with Section 4-2 of the Weld County Home Rule Charter, employees a
may be entitled to a leave of absence without pay for good and sufficient
personal reasons after exhausting applicable paid leave. Each case will be co w
considered individually. Application for leave of absence must be made in m
writing and must be approved in writing by the Department Head/Elected H N
Official before the commencement of leave. Seniority will not be affected n
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if employee returns to work as soon as granted leave of absence period is r m
over. Right of reinstatement shall terminate if the employee on leave
engages in gainful employment. x "
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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
only on written application giving compelling reasons. p
If an employee does not return to work on or before the agreed upon date or +n
come to an agreement with management on an extension, the employee will be U o
considered to have terminated his/her employment. VI 0
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ABANDONMENT OF POSITION ti
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If an employee fails to appear for work and fails to call in for three
consecutive days without a reason acceptable to the County, he will be rn
terminated. 0m
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.
29
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.
PERSONAL LEAVE DAYS
Personal leave is a privilege granted to full time County employees.
Employees in their initial review period are not eligible. Each year, with
supervisory approval, a full time employee may convert two (2) days of sick 0
leave into two (2) Personal Leave Days. Personal leave days may not be NJ CO
carried over from year to year. The method of scheduling and the timing of
Personal Leave Days is at the discretion of the Elected Official/Department t
Head. n
DEPARTMENT HEAD LEAVE: Department Heads do not accrue sick and vacation z m
leave. Department Heads will schedule vacation leave with their Z W.
supervisors. Department Heads may use up to six months of leave for an
illness prior to commencement of long-term disability. Any extension over ta a
the six mouths must be approved by the Board of County Commissioners.
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SICK LEAVE
Sick leave is a privilege given to full time employees to be used in the
following circumstances:
A. When an employee is unable to perform his job duties because of
illness, injury, or any other medically disabling condition.
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B. When the employee has medical, surgical, dental or optical examinations v+
or treatment; N co
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C. When an employee is required to care for an ill member of the immediate
family he may use accumulated sick leave up to 40 hours for any one w n
illness or injury or until accommodations for care can be made. o
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All regular full-time employees, with the exception of Department and z w
Division Heads designated by the Home Rule Charter and the Board of County i
Commissioners, are eligible for sick leave 30 days after employment. Sick q of
leave is accrued at 8 hours per month from date of hire with no maximum
accrual limit. Accumulated sick leave is payable upon termination at } the m 0
hours of accumulated unused sick leave, not to exceed one month's salary. tt
No accrued sick leave will be paid to employees who do not complete the z w
initial review period. Employees hired after January 1, 1985 will no longer
be paid for accumulated sick leave upon termination of employment. n m
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Employees are to report their absence(s) daily directly to their supervisor x r
at the employee's regular starting time. Failure to report may be
considered as cause for denial of paid sick leave for the period of absence tri
unless the employee furnishes an acceptable explanation. Not calling in and
obtaining an approved absence for three days is considered abandonment of
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job and constitutes a voluntary resignation.
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An employee may be required to provide a medical doctor's report of any P, o
illness for which sick leave is requested. Abuse of sick leave or excessive o
absenteeism can result in the loss of the privilege to earn sick leave or in
other disciplinary actions up to and including termination. 0
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SICK LEAVE BANK O N
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In order to provide a no cost, short term disability program for employees O co
the County has established a Sick Leave Bank Program.
The Sick Leave Bank is based on a voluntary contribution of eight (8) hours
per member, per year. Employees who do not contribute to the Bank will not
have the opportunity to take advantage of the Bank. Subsequent admission to
Bank participation for new members shall be allowed only on the first day of
each payroll quarter following one year of regular full-time employment,
i.e. , December 16, March 16, June 16, and September 16. All other eligible
members who wish to join the Bank may do so during the first month of each
payroll quarter.
A. The Sick Leave Bank was funded initially by a contribution from each
employee member of eight (8) hours of that employee's individual sick
31
leave, which was deducted and credited to the Bank. For new members
the same contribution will be made on the first day of the payroll
quarter, following one year's employment. Following enrollment
deductions, a new member has a waiting period of one quarter, or ninety
(90) days, before applying for sick leave from the Sick Leave Bank.
B. Sick leave days in the Bank are carried over from year to year and an
additional contribution is required in January of each succeeding year
while a member of the Bank. Hours donated to the Sick Leave Bank are m tv
not refundable.
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C. The Bank is administered by the Sick Leave Bank Governing Board. The w
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Board is composed of five (5) members elected by the participants in
the Bank and one (1) representative from Payroll and Personnel to serve
as non-voting members. The following conditions govern the granting of
sick leave days from the Bank: o
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1. Application forms are available through Personnel. Applications z a
for benefits from the Bank are made in writing to the Governing s1 t•o
Board via the Personnel Department. C -a
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2. If a member is unable to make application for himself, the m o
application may be filled out by a family member or other
representative. H
3. A medical doctor's statement specifying the nature of illness, the n m
dates and medical service to the member, and the date of the to
patient's expected release for return to work will be presented
with the application.
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4. The applicant must submit the request form to his Department
Head/Elected Official for approval of time off. The Department p
Head/Elected Official approval must be obtained before the
application is complete. The Department Head/Elected Official may tern
attend the hearing with, or for, that individual to discuss anypzi
•
problems he may have with the number of sick days being granted. o
Applicant is entitled to be present or represented at the meeting
during which his request is considered by the Bank Governing
Board. 0 w
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5. Bank days will not be granted until a member has used all of his
individual sick leave days, vacation days, and any compensation 003
time he has accumulated.
6. Not more than one hundred thirty (130) working days may be granted
to one member in a twelve month period.
7. The Sick Leave Bank Governing Board cannot approve sick leave days
to be granted to members in an amount that exceeds the number of
sick leave days accumulated in the Bank. If the need exists, the
Board has the option to assess a contribution of eight (8)
additional hours from members to the Bank. Contributions of sick
leave in excess of the amount stated herein cannot be accepted by
the Bank.
32
8. Sick leave may be granted ONLY in cases of personal illness. This
excludes use of the Bank for illness of family members.
9. The Sick Leave Bank is designed for use when a disabling illness
occurs.
10. Any unused sick leave granted by the Board shall be returned to
the Bank.
D. Upon termination from the County a Bank member will no longer be ad
eligible to draw sick leave time from the Bank.
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E. The Sick Leave Governing Board shall report the status of the Bank to o co
the participants at the beginning of each calendar year. A quarterly
report is made to the Board of County Commissioners. of
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F. The Sick Leave Bank Governing Board assumes the full responsibility for ▪ O
the control of the Bank, and all decisions of the Board are final. z
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G. If the program is terminated at any time, any hours remaining in the m 1/4O
Bank shall be equally divided among the members at that time. C of
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HEALTH AND SAFETY
GENERAL
Employees are required to comply with all safety rules and regulations.
Failure to do so will result in disciplinary action and could result in a
reduction in worker's compensation benefits if an accident resulted from
failure to comply with said safety rules. If an employee has any questions
concerning a department's requirements, the employee should contact his
supervisor. Copies of the County safety manual are available in each o "
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REPORTING OF INJURIES M
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If an employee is injured, even slightly, or suspects he has been injured, ' o
the employee must report this fact to his immediate supervisor at once. The
supervisor will see that the employee gets first aid or, in case of a more z w
serious injury, medical attention. h 1/4O
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To be eligible for worker's compensation benefits an employee must be P J
examined and treated initially by the established Weld County Worker's o
Compensation primary medical care facilities. These medical facilities will
be designated under separate cover and posted in all work areas. An injured z w
employee should inform the hospital that the billing for the treatment
should be submitted to Weld County Worker's Compensation Fund. The n 0°
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supervisor will complete an Accident Investigation Report and the injured
employee will be required to sign it. The Employer's First Report of x I-,
Accident Form must be submitted to Personnel within 24 hours of the
accident. The Accident Investigation Report must be submitted to the v
Personnel Office within 48 hours. M
There are three reasons for these regulations:
6
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A. Employees seeking medical attention for job-incurred injuries, from X o
doctors, other than those authorized by the County, may have to assume E o
the cost of such treatment. o
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B. Immediate treatment may prevent complications from developing, such as n w
infection.
C. Prompt reporting of the accident which produced the injury will enable 003
the supervisor to make a prompt investigation. The investigation he
makes might reveal a hazardous condition or work practice which, if not
corrected, could lead to a more serious injury.
All County employees are covered by the State Worker's Compensation Act. It
should be noted that Chiropractic services will not be paid unless medical
referral is made by the attending physician. During any Worker's
Compensation leave, a full time employee does not accumulate sick or
vacation leave. Before any injured employee is allowed to return to work, a
written release is required from his doctor stating that the employee will
be able to assume full working responsibilities and duties. The injured
employee must keep the Department Head/Elected Official and Personnel
34
Department informed of his condition. Injured employees who can perform
less demanding job duties may be assigned other duties, if available, by the
Department Head/Elected Official after consultation with the Personnel
Department.
MEDICAL EXAMINATIONS
Medical qualifications are realistic physical standards to assure that an
employee is physically able to perform the duties required of the position. „y w
All employees must meet the medical standards for their specific position.
Applicants for a position may be required to take an initial employment u, r
medical exam. An employee may be required to take a medical exam as a u' m
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condition of continued employment if, in thejudgment N
Head/Elected Official, the employee's healt appears
of the Dadversel
to be adversely
impacting his job performance or the assigned duties could be detrimental to k n
the health of the employee. The Personnel Department will schedule the a
medical examination as soon as possible once requested by the Department z r
Head/Elected Official. An employee may be placed on administrative paid Z w
leave pending the medical examination results. All employee medical 'o
examinations requested by Weld County will be paid for by Weld County. Weld a -4
County will receive the results of the medical examination and will furnish
the employee a copy upon request. m• O
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RECREATIONAL ACTIVITIES H• L‘)
Weld County does not sponsor any adult recreational teams or activities. n r C0
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Any sports injuries incurred by County employees are considered outside of M
assigned county duties. Therefore, they are not covered by Workers' �e r
Compensation as job related injuries.
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ALCOHOL AND DRUG ABUSE L O1
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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 to to
possess alcohol on county property. It is also against the policy to report • O
to work under the influence of alcohol. Z o
Illicit sale, purchase, use or t7
possession of non-medically prescribed drugs
by an employee on or off county property is also against policy. This Onw
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applies to all forms of narcotics, depressants, stimulants, or
hallucinogenics whose sale, use or g possession is prohibited by law. n a,
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The only exception to this is the taking of prescribed drugs under a
physician's direction. For the employee's safety and that of others, the
employee's supervisor must be informed of the taking of such drugs and their
effect on the employee's work.
Any violation of the above rules may be grounds for disciplinary action up
to and including dismissal from employment.
35
EDUCATION AND TRAINING
EDUCATIONAL ASSISTANCE
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
advance. Funds for this program are limited to the amount budgeted each
year by the County Commissioners. For this reason reimbursement is on a
first come, first serve basis, and must be approved in advance to commit
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funds to an employee. For an employee to receive such reimbursement the t
following conditions must be met: c..1 CO
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1. Must be a full-time employee at the time the class starts.
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2. Must have an approved Tuition Assistance Request form prior to 'C o
enrollment. (Forms are available in Personnel Department) . Z
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3. Termination of employment will cause the employee to forfeit his rights mw
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to this assistance.
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4. Books, supplies, and miscellaneous fees are not covered. vii o
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5. Employee must complete the course successfully, with a "C" grade or H
better. Z
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To receive payment, an employee must present the Personnel Department with a
cancelled check or a receipt showing the amount of tuition paid, a grade x• H
slip proving successful completion, and the original copy of the approved so
Tuition Assistance Request form. In
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Should the class attended by the employee be scheduled during normal work
hours, it will be at the discretion of the Department Head/Elected Official
whether time off from work, with pay, is allowed. In all cases any time m +n
taken off by the employee must be made up weekly or be charged as unpaid o
leave. o
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SEMINARS AND CONFERENCES t7
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If an employee is requested by the County to attend a workshop, seminar,
conference or other educational training program, the employee will be
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reimbursed for the entire cost which includes registration fees, lodging, O CO
meals, and transportation. Claims for reimbursement should be made in
accordance with the policies outlined in the Accounting Section of the
Administrative Manual. No compensatory time will accrue to the employee
while attending or traveling to a workshop, seminar, conference or other
educational training program. In the event a department has insufficient
budgeted dollars for certain seminars or conferences, the employee and
department may negotiate a sharing of costs of the seminar or conference if
agreeable to both the employee and Department Head/Elected Official.
Attendance is the option of the employee if cost sharing by the employee is
agreed to by employee and Department Head/Elected Official.
36
REGISTRATION AND LICENSING
If an employee's job requires licensure, certification or registration, the
employee is responsible for obtaining it, keeping it valid, and presenting
it to the County when requested. Associated costs are the employee's
responsibility. Should such required license or registration expire or be
revoked, it will be necessary to reassign, suspend, or dismiss the employee
from duty unless and/or until the license or registration is renewed or
reinstated by law.
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REIMBURSABLE EXPENSES
With prior approval from the Department Head/Elected Official, interstate
travel and other expenses for official County business will be reimbursed as
follows:
MILEAGE
To be reimbursed at the rate established by Board Resolution. Travel between 'o W
work and residence is not reimbursed. Interstate travel by privately owned o
vehicle will be paid at the established reimbursement rate not to exceed the w co
cost of any public transportation to the same destination. O1 k
PARKING
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Fees and tolls at actual expense when away from home office. ar not
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LODGING
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At actual and necessary expense.
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At actual and necessary expense as approved by the Board of Commissioners. Z w
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TRANSPORTATION
Bus, train or air transportation at actual expense for whichever is x o
available and most practical.
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Receipts must be submitted and vouchered by the Department Head/Elected n
Official to reimburse expenses. 0
Employees travelling pursuant to externally funded programs shall be W
required to meet any and all Federal, State or other requirements for
travel, meetings, training, lodging, meals and other costs when these issues r o
are not specifically addressed in the Weld County Personnel Policies. ty
OUT OF STATE TRAINING TRIPS O vp
If requested in the yearly budget, each department shall be allowed no more p
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.
Out of state overnight training trips, for which costs are reimbursed by
grant or stipend, shall be exempted from this trip restriction during the
budget year by approval of the Board of County Commissioners at one of its
regularly scheduled meetings or any special meeting of said Board, on a case
by case basis.
38
County Commissioners are allowed one overnight out of state training trip
per Commissioner per year for a maximum of 5 trips per year for the Board of
County Commissioners.
A $25 per diem, if desired, will be paid in advance for out of state 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 m ro
warrant. Mileage shall be paid round trip by air coach or by automobile
calculated at the rate set by Board Resolution, whichever is cheaper. v' F'
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If the county employee or Elected Official/Department Head is accompanied by 7
their spouse, they will be responsible for the expenses of the spouse.
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Receipts must be submitted and vouched for by the Department Head/Elected �, N
Of ficial for expense reimbursement. Z
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MISCELLANEOUS POLICIES
CONFIDENTIAL INFORMATION
Because of the nature of County business, employees may have access to
information of a confidential nature. This information should not be
discussed except with authorized personnel. If any situation arises
concerning confidential information which an employee has a question, the ate
employee should discuss it with his supervisor immediately. Misuse or
disclosure of confidential information obtained in the course of County Ls, N
employment could result iu personal legal liability and disciplinary action, u' CO
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up to and including dismissal. Documents, including copies, generated in
the course of County employment are the exclusive property of Weld County
and are not to be used for personal use or retained in the permanent
possession of an employee. o
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SOLICITATIONS z
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Except as where otherwise specifically authorized by the County,
solicitations on County premises are subject to the following rules:
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A. Solicitations by Employees: Because of the disruption to business, no m
materials shall be distributed to and no solicitation shall be made of H
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any employee in any public area within the premises. Any solicitation
must be confined to non-work and non-public areas and during n., co
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non-working time. to
B. Solicitations by Non-Employees: Non-employees may not solicit on the Q
County premises for any reason whatsoever.
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COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS n
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Weld County encourages its employees to participate in worthwhile community tij 4/1
activities. However, the County believes that an employee's decision to
support a charitable agency, cause, or other appeal is a private one and o
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 me.
support by the County and may be viewed by some employees as coercive.
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The only appeal which has County approval and for which County stationery O co
may be used for soliciting other County employees is the United Way Campaign
of Weld County.
COUNTY BLOOD DONOR PROGRAM
Weld County, in conjunction with the North Colorado Medical Center Blood
Bank, has established the Blood Donor Program for employees. All employees
will receive notification of the blood programs approximately one month
prior to the actual date. Interested employees may at that time sign up to
donate blood. Employees will receive time off with pay to donate blood.
Personnel on donor lists will be given time off with supervisory permission
when called.
40
REIMBURSEMENT FOR JOB INTERVIEW EXPENSES
Travel and overnight lodging expenses may be paid for applicants identified
for certain job interviews. Travel must be from outside a 100 mile radius
of Greeley, Colorado. Prior approval of the Director of Finance and
Administration is required. The only positions authorized for the above
reimbursement are:
Director of Health Services
Director of Planning Services Oe-•
Director of Finance and Administration w O3
Director of Personnel 001°
Director of Information Services
Director of Communications M n
Director of Ambulance Services
Director of Library Z
Director of Human Resources z w
County Attorney 'p
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Undersheriff O
County Engineer ti
Director of Social Services y
Comptroller y w
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A. Additional Positions: Additional positions may be added on a one time z
basis with approval from the Board of County Commissioners. n o0
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B. Interview Expenses: All cost for interview travel will come from the x
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budget of the department with the position vacancy. No additional
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funds will be allocated for this purpose. u
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MOVING EXPENSES
The Board of County Commissioners will approve moving expenses for txj j„
Department Heads, Chief Deputies, and Undersheriff only on a case-by-case O
basis. o
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OUTSIDE EMPLOYMENT rG
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An employee may engage in outside employment if there is no interference o ^'
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with assigned working hours and duties, no real or apparent conflicts of
interest with assigned responsibilities, and if approved by the Department O m
Head/Elected Official. EXCEPTIONS: When prohibited by the County Home Rule
Charter or by Resolution of the Board of Commissioners.
APPEARANCE/DRESS
Each employee should choose the proper attire for his or her specific job.
Certain areas of the county have specific safety requirements. An employee
should check with his supervisor if he has any concerns regarding proper
attire for the job. A supervisor may request proper appearance/attire of
the employee.
41
USE OF PRIVATE AUTO
Some positions require, as a condition of employment, the use of the
employee's vehicle in conducting assigned duties. Employees will be
reimbursed mileage in accordance with the policy stated in the section in
this Handbook entitled "Reimbursable Expenses-Mileage." The County is not
liable for damage which may occur to your vehicle while on County business.
PERSONNEL RECORDS AND INFORMATION
The Personnel Department is the custodian of all official personnel/payroll o F,
records for current and past employees of Weld County. The employee's file v'co co
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in Personnel will be the official file for all legal actions, employment lO VD
references, 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 n
access to his own records. The employee may authorize a third party access
z to
to his record with written authorization signed by the employee which
specifies exactly what items can be accessed or released. Without Z
additional signed authorization, Weld County will only confirm employment M o
and length of employment with Weld County. Inquiries from prospective C
employers will be answered based on the final evaluation of the employee, of
which the employee should have a copy. Other information will not be y w
provided without the employee's permission. to —
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Changes in personal data (e.g. marital status, number of dependents,
03
address, telephone number, benefit coverage) affect the employee's pay or + w
employment. Therefore, it is moat important that an employee report
appropriate changes as soon as possible. An employee should check his x
personnel records annually to insure that they are accurate. m -
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CONFLICT OF INTEREST
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Per Section 16-9 of the Weld County Home Rule Charter, no County officer,
member of an appointed board, or employee shall have any interest in any to
enterprise or organization doing business with Weld County which might o
interfere with the unbiased discharge of his duty to the public and the best o
interest of the County. This restriction shall not apply where the officer,
member of an appointed board, or employee's department has no direct contact
or business transaction with any such enterprise or organization. no.
Specifically:
A. No employee of the Central Purchasing Division shall have any interest Co
in any enterprise or organization doing business with Weld County.
B. Neither the Treasurer nor employees of the Treasurer's office shall
have any proprietary interest in any financial institution in which the
County maintains deposits.
In the event a question arises as to possible conflict of interest between
any County officer, member of an appointed board, or employee, and any
enterprise or organization doing business with Weld County, the question
will be presented to the County Council for review, investigation, decision
42
and resolution. The Judgment and decision of the Council shall be
considered final and shall be made a matter of public record.
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43
PAY
INTRODUCTION
Pay-for-performance is a system developed by Weld County to provide a method
of paying people based on the quantity and quality of work performed.
Department Heads, chief deputies of Elected Officials, the Undersheriff, and
hourly employees do not participate in pay-for-performance as their salaries "o W
are set annually by the Board of County Commissioners. o
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OBJECTIVES OF PAY-FOR-PERFORMANCE ~' V°
70
The system has been developed to provide equity, increase productivity, w
competitive compensation to employees, and to provide management with a "C o
resource to measure and reward performance. z
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Objectives of the system include: M
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A. Equity: To assure that all eligible employees have an opportunity to o
compete for and receive the rewards of the system. y w
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B. Productivity: To establish a system that rewards performance so as to Z w
increase productivity. n coo
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C. Competitive Compensation: To assure that employees' compensation is x
competitive within the area. co -
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D. Management Resource: To provide management with a means to administer M rn
based on performance.
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PAY-FOR-PERFORMANCE CONCEPTS m• o
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The pay-for-performance concept includes:
A. Performance Based Compensation - To compensate employees for their n .n
performance based on established standards. O u,
B. Prevailing Wage - To pay individuals the prevailing wage in the job n O,
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market as determined by salary surveys.
C. Upward Movement - To establish a system that allows for upward movement
within it in order to reward employees for their performance.
D. Downward Movement - To establish a system that allows for downward
movement within it in order to reduce compensation for non-productive
employees.
E. Performance Appraisal - To provide a standardized tool to measure
performance based ou pre-determined standards.
44
F. Learning Curve - The amount of time spent on the job to fully learn
the tasks required and function at a proficient level. The Pay-for-
Performance system recognizes a learning curve for all county
positions.
PAY STEPS
A. Entry Step - Persons with training but little or no experience. bd
Pay - 95% of job rate. c
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B. Qualified Step - Persons with training and experience who exceed the
minimum requirements for the classification. Pay - 97.5% of job rate. M
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C. Proficient Step - Persons with training plus experience in a County
department. Pay - 100% of job rate. Z
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D. 3rd Year Proficient Step - Persons who have completed 3 years in the Ki
same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the appraisal bi
system. Pay - 102§% of established job rate. m o
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E. 5th year Proficient Step - Persons who have completed 5 years in the HZ
same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the appraisal n co
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system. Pay - 105% of job rate.
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NOTE: The above pay steps would not correspond to time in o
classification if the incumbent was promoted into a higher step due to a u
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minimum 5% increase for promotions.
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KEY ELEMENTS OF THE PAY-FOR-PERFORMANCE SYSTEM d
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Key elements of the step/bonus approach include: o
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-- Five performance levels for employees (entry, qualified, proficient, r o
3rd Year Proficient and 5th Year Proficient.) O
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-- Optional bonus of once or twice per year based on highly proficient
performance standards. Determination of frequency by Department
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Head/Elected Official. Amount of bonus determined by Department 0 o
Head/Elected Official with a minimum award of $50.00.
-- Appraisals to be completed at pre-determined time frames.
-- Bonuses restricted to 50% of department/office workforce unless waiver
is given by a Board of County Commissioners resolution.
GRANDFATHERING
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
conversion, any employee whose base salary was above the job rate was
allowed to retain that base salary upon conversion December 16, 1982.
45
The Board will address grandfathered employees' pay adjustments annually.
Crandfathered employees will be considered and can compete for all bonuses.
MECHANICS OF THE SYSTEM
A. New Hires: New hires will begin at the entry level step for the
classification with one exception. An applicant may be hired at the
qualified step if he exceeds the minimum standards for the
classification as established by the class description and
specifications.
a
When this occurs, the Department Head/Electea Official will submit the H
justification to Personnel to hire at the qualified level and request m
(A)
approval. This request must document the fact that the applicant's
training and experience warrants the higher pay level. No commitment rei
to hire at other than the entry level should be made to an applicant k
without written approval from Personnel. The practice of hiring at o
other than entry level is limited. 2
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B. Promotions: When a County employee is promoted to a higher level ftf 1/4O
classification in the same classification series, he will be placed in
the entry level step for the classification. Promotions will insure a
minimum of 5% pay increase. In the event the promotion in the o
classification series is less than 5%, the employee shall be placed at
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the step which provides a 5% minimum increase. A six month promotional H NJ
review period shall exist for the employee in all cases of promotion.
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1. Employees who are promoted and the minimum 5% pay increase places
them at the entry step will, upon satisfactory completion of six x F
months, move to the qualified step. Upon satisfactory completion o
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of six (6) months at the qualified level, employee will move to n
the proficient step. Movement to the three (3) year and five (5)
year proficient steps will be in accordance with the performance n0
steps for pay as stated in Paragraphs D and E in the above section
entitled "Pay Steps."
2. Employees who are promoted and, due to the minimum five (5) o
percent pay increase, are placed at the qualified step will, upon O
satisfactory completion of the six (6) month period, move to the 0
proficient step. Movement to the three (3) year and five (5) year 04.
proficient steps will be in accordance with established rules for o
those steps. o
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3. Employees who are promoted and, due to the minimum five (5)
percent pay increase for promotion, are placed at the proficient
levels will move to the three (3) year and five (5) year
proficient level in accordance with the normal movement to these
steps.
4. Employees who are promoted and, due to the minimum five (5)
percent pay increase for promotion, are placed at the three (3)
year proficient step will move to the five (5) year proficient
step in accordance with the normal movement to this step for pay
46
as stated in paragraph E in the above section entitled "Pay
Steps."
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.
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6. Employees who are promoted and, due to the five (5) percent pay o F.
increase rule, are placed outside of the five (5) year proficiency
At. co
pay step will only receive a five (5) percent initial pay a L
increase. They will then be placed in the Grandfather category zy
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and treated as such. n
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Promotion during the initial review period is authorized under the following y
conditions: Z w
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1. That a legitimate vacancy exists. t
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2. That the promoted individual meets the full position
qualifications. y w
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Individuals promoted during their initial review period will begin a six z w
month review period from the effective date of promotion. Initial review n m
status will apply until the employee's six month anniversary of hiring when r m
vacation accrual will be awarded and may be used. P7)
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When a position is determined to be mis-classified and is changed to a
higher classification, the incumbent employee must qualify for the higher xf a'
level position within one year. The incumbent employee will be placed at
the entry level step unless the former pay grade in the lower class is less z
than 5%. In the event the entry level is less than a 5% pay increase, the O
person will be placed at a step providing a 5% minimum increase. In no case M o
will a reclass result in a pay decrease. In the event a position is o
downgraded, the incumbent employee's salary will be frozen until the pay to
table of the lower classification reaches his salary. The incumbent d
employee will be eligible to compete for bonuses. n
003
A promoted employee entering the classification at higher than the entry
level due to the 5% minimum pay increase requirement will still have the nn
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promotional review period. Pay movement will be based upon the normal
movement of the higher step. For example, an employee placed at the
proficient step initially will not move to 3rd Year Level Proficient Level
until he or she has been at that step for two years.
If a County employee takes a new position in a class series other than his
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 held prior to promotion.
47
PERFORMANCE STEPS FOR PAY
A. Entry step: New hires and normally promoted employees will begin at
the entry step for the classification and will be paid 95% of the
established job rate. After completing the first 90 days of
employment, the employee will be evaluated against the established
entry standards. Upon completion of 6 months of employment, the M ta
employee will again be evaluated but the evaluation will be against o�
qualified performance standards. If the employee receives aie.co
satisfactory appraisal, he will move to the qualified step and receive
a 2}% pay increase.
B. Qualified step: The qualified step is 97.5% of the job rate. The k n
employee functions at the qualified level and is rated against the o
standards for a proficient employee. After six months at the qualified z
level, and if the employee meets the performance or training standards
for the qualified level, an evaluation will be submitted raising the 'o�
Cc>
individual to the proficient step. The pay will be 100% of the job
rate.
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C. Proficient step: The proficient step is the job rate for the position.
While at the proficient level the employee will be measured against H
established proficient level standards. Evaluations will be completed
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every six months. t+w
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D. 3rd Year Proficient Level: To be eligible for movement to this step,
the employee must complete three years with the County in the same as.
classification, except if promoted or demoted to this step, and have u'
demonstrated a performance at the proficient level or above for the
last two year period. Movement to this step is not automatic but s p
combination of performance and longevity in the classification. Pay d
will be at 102}% of the established job rate. tcin
Should the Department Head/Elected Official deny movement to the 3rd o
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.
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E. 5th Year Proficient Level: To be eligible for movement to this step,
the employee must have completed five years with the County in the same o0o
classification, except if promoted or demoted to this step, and has
demonstrated performance at the proficient level or above for the last
two year period. Movement to this step is not automatic, but a
combination of performance and longevity in the classification. Pay
will be at 105% of the job rate.
Should the Department Head/Elected Official deny movement to the 5th
Year proficient step based on the employee's performance, the employee
will be eligible for consideration of movement to that step every six
months thereafter based on performance.
If at any time during employment at Weld County, the employee's
performance drops below the proficient standards of the
48
classification/position, the employee can be placed on a review period
for a minimum of 90 days and maximum of 180 days, and reduced in pay to
the next lower step or a 2}% reduction. If improvement is made at the
conclusion of the review period, the employee can be returned to the
proficient level and pay step occupied prior to the reduction.
Department heads, chief deputies of Elected Officials, the Undersheriff,
hourly or part time employees are not eligible for the pay increases cited
in paragraphs A - E above.
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TRANSITION FOR CURRENT EMPLOYEES A. co
01 lip
Persons employed as of December 16, 1982 in Weld County were transitioned r t
into the Pay-for-Performance system according to the following: k n
0
Persons in the "A" step moved to the "A" or "Entry" step in the new >4N
system. zWa
It1/40
Persons in the "B" step moved to the "B" or "Qualified" step in the new C)
system.
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All persons in the "C" or above steps moved to the "C" or "Proficient" J
step in the new system. H ^'
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Persons who had completed three years with the County in the same n °CO
D
classification moved to the "D" or "3rd Year Proficient" step and M
persons at the "D" step stayed at the "D" step. X
Persons who had completed five years with the County in the same u
classification moved to the "E" or "5th Year Proficient" step and °'.
persons at the "E" step stayed at the "E" step. n
O
Persons on steps above "E" were grandfathered (See section on tsj
grandfathering.) X o
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Pay impact dates, i.e. six months, one year anniversary dates, 3rd and 5th �. o
year proficient level dates will remain on schedule for evaluations. Pay a
changes will take place on the appropriate hire or job class anniversary n o'
dates if the employee has met all other criteria for advancement, including o 0
any certification requirements established for the position as well as the o
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employee meeting all classification and position specific standards. O 03
EVALUATIONS - PURPOSE
Evaluations are management judgments about the behavior and effectiveness of
employees. Assignments, advancements, reward, discipline, utilization, and
motivation all depend ultimately on management judgments of employee
performance. The objectives of evaluations are:
A. Clarification of what is expected - that is, to develop standards of
satisfactory performance, setting forth what quality and quantity of
work of a given type is acceptable and adequate for pursuing the
functions of the organization.
49
B. Fortifying and improving employee performance - by identifying strong
and weak points in individual achievement, recording these as
objectively as possible, and providing constructive counsel to each
worker.
C. Refinement and validation of personnel techniques - serving as a check
on qualification requirements, examinations, placement techniques,
training needs, or instances of maladjustment.
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D. Establishment of an objective base for o ~j personnel actions - namely, in ul
selection for placement and promotion, in awarding salary advancements a CO
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. K
EVALUATION PROCESS z
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All County employees will be evaluated against established standards every 1/40
six months. Standards to be used are as follows: ti
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Standards Time Frame
En o
Entry After Completion of the first three
months in the class. H
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Qualified After completion of the first six n co
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months in the class.
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Proficient Every six months after successful fan -
attainment of qualified step.
Highly Proficient Standards to be used to determine n
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bonus award.
PERFORMANCE EVALUATIONS DUE trj -en
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Performance evaluations are due on the following time schedules: 0
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A. Three months from date of hire: All new employees, whether hired at
the entry or qualified level will receive a three month evaluation. n u
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Promoted employees and employees reclassified upward will also receive
a three month evaluation.
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No pay increases will result from satisfactory evaluations but the
Department Head/Elected Official should use this evaluation process to
advise the employee of his progress during the first three months.
Adverse evaluations at the three month period can result in termination
of the employee any time during the three month period or extension of
the review period.
B. Six months from date of hire: All employees will receive a six month
evaluation whether they enter County employment at the entry or
qualified level.
Based on the evaluation of the employee against pre-determined
standards, the Department Head/Elected Official will indicate whether
50
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.
D. Upon termination: An evaluation will be required on every voluntary or
non-voluntary termination. This provides a completed personnel file on
each employee's performance. M 0
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E. Special: Special evaluations can be done for praise or reprimand at 01
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the Department Head/Elected Official's discretion. Special abbreviated co
evaluations will be submitted for all bonus awards.
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F. Counseling Form: Weld County Employee Counseling Form may be used when
counseling employees. zz� ro
EVALUATION REVIEW/APPEAL
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In the event an employee disagrees with his evaluation, the employee has the C
right to appeal the evaluation to any additional reviewer or Department C
Head/Elected Official. The procedure is as follows: :n O
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A. When the employee disagrees with the evaluation as written, he will so z w
indicate by checking the disagree box in Section XIII. The rater will
then give a copy of the evaluation to the employee with a written note tn+ ao'o
as to the date their comments must be turned into the reviewing z
authority. The original copy of the evaluation will then be sent to x f'
the reviewer with a copy of the memo indicating date comments are due e'
to the reviewer. e^
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B. When the reviewer receives the comments, he will evaluate all pertinent o
information available. The reviewer may concur with the evaluation as O
written or non-concur based on the employee's comments and his M
71 0
observation, etc. The reviewer will then change any rating factor by
placing his initials in the box that best describes the rating for that m o
element, and follow the same procedures for the overall evaluation. In b
the comment section, explain why the changes.
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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 n rn
reviewer. The employee should indicate his concurrence or Oco
non-concurrence with the reviewer rating. The reviewer's review is
final. The employee may not appeal the matter further. Evaluations
are not grievable pursuant to the part entitled "Conduct, Disciplinary
Action, and Grievance Rights" of this Handbook.
PROCESS FOR UPDATING PERFORMANCE STANDARDS
All classification and position specific standards will remain constant
during each six month interval identified for bonus awards, i.e. ,
January 1-June 30 and July 1-December 31. Only mechanical changes will be
made to the forms, i.e. , spelling errors, etc. Changes may be submitted and
51
will be reviewed by Personnel along with the appropriate supervisor. If the
changes are accepted, they will be entered into the standards in July and
January of each year. The system will remain constant during evaluation
intervals to assure that all individuals within a classification are rated
against the same standards.
PAY-FOR-PERFORMANCE
Bonus awards are established to reward the top performers in the work force. m W
Bonuses are not to reward employees for average or marginal jobs performed. o '-'
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The evaluation report for the bonus will utilize the highly proficient t° �°
standards. The evaluation form provides a block to indicate the dollar t
bonus amount to be rewarded to the employee. xy n
The Board of Commissioners, per the Home Rule Charter, has the ultimate N
responsibility for establishing and maintaining a system of employment z w
policies, rules, job classification, and compensation plans. vo
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Commissioner Coordinators for each department will review the department
nominations for the merit pay bonus to insure compliance with the Board's
policy intent of the pay-for-performance program. y w
The Board of County Commissioners, as a whole, will review merit pay bonuses z w
of employees in the Elected Official's departments to monitor compliance n m
with the Board's policy intent of the co
pay-for-performance program.
BONUS AWARDS ELEMENTS x a
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A. Funding: Funds for bonus awards will be identified in department M O1
budgets. The level allocated per department will be determined by the n
Board. Salaries for Elected Officials, chief deputies, Department
Heads, hourly personnel, volunteers, and those people not in the County
system will not be part of the base for calculating bonus amount in a z o
given department or office. The Board as the legislative appropriation o
body of the County reserves the right to determine the specific M
budgetary amount granted each office or department for d
pay-for-performance bonuses annually. to
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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 O0,
status, and have received an overall evaluation rating in the exceeds
category for proficient standards.
C. Frequency: Bonus can be awarded once or twice a year at the Department
Head/Elected Official's discretion. Established award dates will be
June 30 to be paid July 31, and December 31 to be paid January 31
annually.
D. Award Amount: The amount of each award is established by the
Department Head/Elected Official but will not be less than $50.00 per
person nor more than the amount allocated in the budget identified as
the bonus amount.
52
E. Distribution: Awards each year to employees eligible for the
pay-for-performance program cannot exceed 507 of the total number of
the department's or office's workforce, excluding Department Heads,
chief deputies of Elected Officials, the Undersheriff, hourly or part
time employees. Awards to management-designated employees cannot
exceed 50% of the total number of supervisors participating in the
program in each department or office.
Any Department Head or Elected Official wishing to exceed either or
both of the 50% figures annually must send written justification to the
Board of County Commissioners. The Board, if they concur, will waive N N
the 50% requirement on a one time annual basis by a formal Board o co
1/4O
resolution setting forth the justification.
x1
The 50% of workforce will be determined by listing the names of w n
recipients of the bonus in June and December against the total number o
of bonuses authorized. An employee terminated between July and z
December, receiving a bonus in June will be removed from the annual 2w
list of recipients for determination of the 50% figure. Department
Heads/Elected Officials may want to leave some of the bonus slotsO
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unused in June in order to add high performers between July and
December to the bonus list in December. 0 o
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PROCEDURAL STEPS FOR BONUS AWARD h7 )
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A. Appraisal Process for Bonus Awards n CO
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1. During June or December of each year the Personnel Department will
supply each Department Head/Elected Office with a list of those
employees eligible for bonuses and a shortened evaluation form u,
with highly proficient standards for each eligible employee. O
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2. Department Heads/Elected Officials will complete an evaluation
against highly proficient standards on each employee eligible for
a bonus award. ;v o
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B. Reporting process. • o
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Department Heads/Elected Officials will indicate on a bonus award n u+
report supplied by the Personnel Department those employees to receive
an award and the dollar amount awarded to each of those employees.
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C. Review & Approval Process.
1. A copy of the report will be supplied to the Commissioner
Coordinator for the department, or the entire board for Elected
Officials' offices for review and final approval before checks are
issued.
2. Should the Commissioner Coordinator or the Board of County
Commissioners have questions on the Bonus Awards, a meeting will
be scheduled with the parties involved to answer the questions or
resolve any problems.
53
3. Any Department Head/Elected Official wishing to exceed the 50% of
eligible workforce or management figure will submit justification
to the Board for consideration. The Board will approve or deny
the request by Board resolution.
D. 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 '1 W
dates, o r,
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BONUS AWARDS FOR SMALL DEPARTMENTS
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To assure equity in the award of bonuses for small departments, the n
Department Head will meet with the Board of County Commissioners during the '<
budget process and justify the reason for an increase or decrease in the >
allocated amount.
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54
PAYROLL
PAY DAY
Payday for regular County employees, including hourly employees, will be the
last working day of the month. If payday falls on a holiday, employees will
be paid the last regularly scheduled workday before the holiday. Pay
periods are from the sixteenth (16th) of the month to the fifteenth (15th)
of the following month. (Special job program employees are paid separately r'jw
and their pay periods and paydays may vary. Therefore, participants in o F
these programs should obtain payday and period information from the Human N
Resource Division.) u' co
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AUTOMATIC DEPOSIT � M
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Regular county employees' payroll checks are automatically deposited y o
directly to the banking institution of the employee's choice. Deposits can
be to savings or checking accounts. Forms are available in the Personnel Z a
Department to establish or change account routing to banking institutions.
A statement of monthly earning will be provided each employee at the end of C —1
each pay period.
CD
TIME SHEETS
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Hourly employees are required to submit work-time records, accounting for
all hours worked to their supervisor on the 15th and at the end of each n co
month.
MANDATORY PAYROLL DEDUCTIONS e,
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Federal Income Tax (FIT) : The Federal Government requires Weld County to
withhold a certain percentage of an employee's pay to enable the employee to 0
pay federal taxes due each year. The percentage amount withheld is based on d
the amount of wages and the number of exemptions claimed, as indicated on tzi
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. • a
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State Income Tax (SIT) : The State of Colorado requires mandatory deduction 0
for state income tax. The amount taken out of an employee's pay is based on 0 rn
wages and the number of exemptions claimed on the employee's Federal W-4
form. n cri
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Social Security Taxes (FICA) : This program provides old age, disability and
survivor benefits. The amount deducted from an employee's pay is based on
total wages earned, and this amount is matched dollar-for-dollar by Weld
County. All County employees except those belonging to the Public
Employee's Retirement Association (Health Department employees) are required
to pay FICA.
Retirement: Weld County provides retirement benefits for full time
employees (except Human Resources) through P.E.R.A. or the County Retirement
system.
55
A. P.E.R.A. - All employees of the Weld County Health Department are
required to belong to the Public Employees Retirement Association
(PERA) . Employee and County contribution are as determined by PERA
through state legislation. Member employees should refer to pamphlet
issued by PERA for details of the plan.
B. County Retirement: All full time County employees, except those on
P.E.R.A. and employees of H.R.D. , must belong to the County ketirement
Plan. The employee must contribute 6% of gross earnings each month.
Employee contributions are deferred from state and federal taxable
ui
income effective December 16, 1983. The County matches all
contributions. Member employees should refer to the booklet provided
by the Weld County Retirement Board and the by-laws of the Retirement U+ m
Board for details of the plan.
WAGE GARNISHMENT win
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Garnishment of wages results when au unpaid creditor has taken the matter to z
court. A garnishment is a court order allowing for creditors to collect z w
part of an employee's pay directly from Weld County. Although the County
does not wish to become involved in an employee's private matters, the tii o
County is compelled by law to administer the court ordered garnishment.
Government levies will be treated in the same manner as garnishments. • o
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A representative from the Accounting Department will contact the employee to H N
explain the details of garnishment and how it affects wages. Employees are z
encouraged to resolve these matters privately to avoid County involvement in tn+ m
this mutually unpleasant action.
VOLUNTARY DEDUCTIONS x o
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All voluntary deductions will be explained during new employee briefings and • O
other employee meetings. Documents concerning voluntary deductions are 0
available in Personnel.
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Group Health Insurance: All full-time employees receive Comprehensive Major w o
Medical Health Insurance at the current deduction rate for single or E o
dependent coverage designated by the employee. Included in this coverage is tb., o
a dental assistance plan. Employees wanting health insurance for all of O
their dependents will have a monthly payroll deduction taken from their pay n c"
at the current rate. Group health insurance becomes effective the first day
of the month following the first full month pay period. In November of each
year there is an open enrollment where employees may sign up for the Health o• ao
Insurance Program. Eligible employees and dependents may enroll for
benefits without evidence of good health at this time. Employees may elect
to have premiums deferred from taxes.
Details of the health coverage and summary of benefits are available in the
handbook entitled, "Group Health Benefits for Covered Employees and
Dependents of Weld County." Copies are available from the Personnel
Department.
Group Life Insurance: The County provides all full-time employees with
twice their annual salary in Group Term Life, Accidental Death and
56
Dismemberment Insurance. Employees may purchase supplemental term insurance
as long as the amount does not exceed two (2) times their annual salary.
Life insurance becomes effective the first day of the month following the
first full month pay period. Employees may purchase supplemental life
insurance for their spouse and dependent children. Spouse insurance can be
purchased up to the amount of Employee Insurance not to exceed $50,000.
Dependent children insurance policies are available with a maximum coverage
of $5,000.
In November of each year there will be an open enrollment period where • ttl
employees may change the amount of optional life insurance purchased. An
employee may request supplemental life insurance coverage at any time uNiccoo
provided he is qualified for the amount of insurance. If action takes place ko
during a period other than open enrollment, the employee will be required to
provide proof of insurability. Employees may elect to have premiums up to a z n
maximum coverage of $50,000 deferred from taxes. k
Details of the group life insurance benefits are available iu the handbook z w
entitled, "Group Insurance Benefits-Weld County". Copies are available from a
▪ 1/40
the Personnel Department. O
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Weld County Long-Term Disability Insurance: All full-time employees mayEn o
qualify for Long-Term Disability Insurance. For qualified employees, the t-3 w
policy will pay 60% of an employee's salary. New employees eligible after H N
their first full pay period. z w
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Insurance Coverage While on Unpaid Leave Status: If an employee on leave • cc
without pay desires to continue his insurance in force (Health/Life) , he is • r
required to pay both the County portion and the employee portion in advance o
for the period of the leave. a"'
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Colorado State Employees Credit Union (CSECU) : All Weld County employees are n
eligible to join the CSECU, which is independent of Weld County. Details of
membership and benefits of CSECU can be obtained directly from the credit 0
union. Credit Union savings and/or loan payments can be made via a payroll zi
deduction. o
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United Way: Voluntary deductions will be made for United Way contributions d
at the request of the employee. • in
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Parking: Employees using assigned County parking facilities in the o
Centennial Complex will have the authorized parking fee deduction monthly. O co
Deferred Compensation: The Weld County Deferred Compensation Plans are
available to all elected or appointed officials and full time County
employees. Employee compensation may be deferred from state and federal
income taxes in amounts not to exceed 25% of annual salary or $7,500 per
year. A number of investment options are available with a minimum monthly
employee contribution of $25.00. The County has both a 457 and 401K plan.
Accidental Death and Dismemberment Insurance: Available in single and
family coverage in increments of $10,000 with a minimum of $10,000 and a
maximum of $250,000 for County Employees, with the exception of Sheriff
Office sworn personnel whose maximum is $100,000.
57
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 u
discovered, Department Heads/Elected Officials or employees must notify the
Personnel Department immediately so that all corrections can be made. All o ~
overpayments discovered will result in a collection action for the total u' CO
amount. Retroactive a for underpayment pay p ymesst will be calculated up to a maximum
of two pay periods prior to date of notification.
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SALARY POLICY < o
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Weld County strives to Z
pay competitive and equitable salaries. To maintain z w
this competitive position, Weld County participates in various salary 'i
surveys. Salaries are set by the Board of County Commissioners after full C
consideration is given to: ty
to
- present pay rates compared to labor market competitors. The 41
competitive job market may vary by job classification or specific jobs. H w
- ability to pay. n CO
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- benefit and supplemental pay policies.
- supply/demand situation for personnel needs. 'yin
to
- supply/demand situation in the labor market.
- employees' expectations.
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The salaries are established during the budget process annually to be c
effective with the January pay period (December 16 - January 15) . Salary t,
levels of classifications once set by the Board are not adjusted during the CJ
fiscal year due to budgetary impacts. n u,
ono
Once salary levels are adopted a pay table is distributed annually to all o
al
departments to inform employees. All employees and the public have access O oo
to the pay tables for information.
58
CLASSIFICTION AND PAY PLAN
In accordance with Section 4-2 of the Weld County Home Rule Charter, the
Board of County Commissioners has adopted a classification and pay plan.
The plan is the foundation of a job-oriented career system. Position
classification is the organizing of all jobs in the County into groups or
classes on the basis of their duties, responsibilities, and qualification w
requirements of skills, knowledges, and abilities. Job classifications are
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a vital element upon which a pay structure is based and administered. The tyl
system allows Weld County to comply with the "equal pay for equal work" LT Ch 1/40
requirement.
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The principal uses and advantages of the classification and pay plan is n
listed as follows: a
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A. Facilitating personnel objectives: Z
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1. It provides a rational criterion for control of pay levels by C
making it possible to equate whole classes of positions with
common salary ranges. • o
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2. It reduces a variety of occupations and positions to manageable H
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proportions so that recruitment, qualification requirements, z
examination, and selection can be made for whole classes of r co
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positions or more at a time. t4
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3. It defines in objective terms the content of jobs (or what is
¢
expected) against which the performance of incumbents (how well it u
is done) can be measured. • O
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4. It furnishes job information upon which the content of orientation G
and other in—service training can be based. .a,
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5. Although it does not of itself guarantee a good promotion and • o
placement policy, it supplies a systematic picture of
opportunities and position relationships, which is essential to an O
orderly promotion and placement procedure. 9 o
6. It provides a foundation for common understanding between
supervisor and employee as to the job and pay, which facilitates O co
employee management relations and helps promote work-centered
motivation.
B. General aids to an organization:
1. By use of standard class titles, it establishes uniform job
terminology.
2. It clarifies, by requiring definition and description of duties,
the placing of responsibility in each position.
3. It provides an orderly basis for translating needs for positions
into fiscal terms, thus facilitating budgetary procedures.
59
4. It provides information on job content that aids in the analysis
of organization problems and procedures by bringing out points of
duplication, inconsistency, and the like in the work process.
C. Particular values in the public service:
1. It assures the citizen and taxpayer that there is some logical
relationship between expenditures for personal services and the
services rendered. 'o of
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2. It offers as good a protection as has been found against political tn CO
or personal preferment in determination of public salaries.
POSITION/CLASSIFICATION SPECIFICATIONS W n
All Weld County employees are placed in a classification series that
identifies the position they are filling. A classification specification is z w
available for all positions in Weld County in the Personnel Department. hjkO�o
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The specifications provide a broad statement of the class duties,
supervision received, supervision exercised, examples of duties, minimum o
qualifications, education and experience required. y w
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The purpose of the position audit/reclassification is to insure consistency Z w
of pay structure, justify and provide for internal equity within n w
departments, insure a policy of equal t' °°
q pay for equal work as required by law,
and to provide consistent procedure for studying and evaluating positions in x F,
Weld County for the purpose of upgrading or downgrading those positions. o
Position audits for classification will only be a part of the annual budget R cn
process and will be considered annually along with other departmental mi oN
requests, except positions which can be reclassified as a part of a sunset n
review process. An Elected Official/Department Head may request a special
audit if one has not been done for a position within that department for at 0
7:Ileast one year. yo
•
Position audits are not meant to judge the performance of the employee in to O
the position. The purpose of the audit is to measure what the employee rG
does, not how well the employee performs. n rn
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The Elected Official/Department Head can initiate a job audit by submitting o
in writing to Personnel the justification for requesting such an audit. p co
This request must be submitted along with the budget package. The request
should include the specific changes that have occurred and the significance
of these changes.
Procedure. If the reasons for the request are adequate, the Personnel
Department will respond by providing the department with a current job
description and organizational chart. The Elected Official/Department Head
will then provide the following to the Personnel Department:
1. The job description of the position being audited, with the
proposed revisions. If there are no revisions the Elected
Official/Department Head will indicate ao on the copy of the job
description.
60
2. The organizational chart, giving the existing approved reporting
inter-relationships and marking in red the proposed changes.
3. A breakdown of the time spent on duties. For a simple example, a
clerical position may be broken down as follows: 60% typing, 30%
answering the phone, and 10% of time spent responding to the
public.
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4. A list of the additional duties and responsibilities that have o
been added. u,
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5. A description of the new programs and/or functions in the
department that prompted the additional duties or
responsibilities. If the department has not added new programs k
and/or functions there should be an explanation of why the
department's current position classifications are not able to z r
accomplish the same functions under the current classifications. 2: (,)
hi 1/40
6. A specification of what inequities, if any, the Elected C
Official/Department Head believes may exist.
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Upon receipt of this information a representative from the Personnel m
Department will conduct an inquiry into the facts related to the position. H ^'
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This may include interviews of the Elected Official/Department Head,
supervisor, and/or the employee currently in the n m
P position. An analysis and r co
recommendation to the Board of County Commissioners will then be made. The
Director of Personnel, Elected Official/Department Head, and the Director of x• r
Finance and Administration will have an opportunity to make comments and a,
recommendations to the Board. The Board of County Commissioners will review
this material and make a decision. If any of the above parties disagree n
with the decision, they may request a work session with the Board. The p
decision of the Board of County Commissioners at the time of the budget d
approval is final and may not be appealed through any means. Any approved
reclassification shall be effective on the first day of the first payroll • o
period of the new fiscal year and funded accordingly in the budget. E o
ry
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61
SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS
SENIORITY
Seniority is the precedence or priority due to length of service as a County
employee. County seniority begins accumulating the day an employee begins ,o W
employment as a full-time employee.
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Job seniority begins accumulating the day an employee starts a new position U
classification as a full-time employee. Each time an employee is promoted
or downgraded to a new and different classification, his job seniority to
starts again. In a downgrade action, the employee will be given credit for k n
time spent at the lower classification level, if he held it beforeNJ
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promotion, as well as time spent in the higher classification. z
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Loss of Seniority: Loss of job and County seniority occurs when an employee "1 to
separates employment with Weld County. The only exceptions are as follows: [
tTj
A. If a former employee returns to County employment within 90 days and y w
has not withdrawn his contribution from the retirement fund, he will
only lose seniority for the time he was off the County payroll. H
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R. If an employee is on military leave or on approved personal leave, no r CO
loss of seniority will occur.
'—
REDUCTION IN FORCE
to
Temporary or permanent reductions in force (RIF) may be necessary because of • rn
circumstances such as workload changes, program changes, policy decisions, p
or funding reduction. Management reserves the right to choose which
positions to eliminate if an overall reduction in force is not warranted.
W a
A temporary layoff shall be so designated when it is foreseen (within c
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 Cy
where conditions warrant and it is reasonably foreseen that the reduction n a+
ow
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
right to review the records on which the actions were based.
A permanent layoff shall be treated as a regular termination. Employee
benefits will be impacted in the same manner as described for a terminated
employee in this Handbook.
Reduction in Force Sequence: The sequence for a reduction in force will be
on a departmental basis as follows:
A. Temporary employees by seniority.
62
B. Review employees by seniority.
C. Full-time employees based on performance evaluations.
D. If two or more employees have equal overall performance evaluations,
then seniority will be the determining factor on terminations. The
employee with the least job seniority will be terminated first.
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When possible, employees impacted by a reduction in force will be assigned o H
to another job within Weld County if a vacancy exists and qualifications and 1" 1''
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job position are compatible with the employee. Every effort will be made to 0 10
utilize their training and qualifications plus seniority. The Personnel
Department will make best effort to assist employees who are affected by a py n
reduction in force action in finding employment. k
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RESIGNATION
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Employees are requested to notify their supervisor in writing as soon as o
possible of their intent to resign. As a matter of professional courtesy at
least a two (2) week notice before date of resignation is a standard X
practice. CO o.)
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Weld County Personnel Department should be the only contact for job Z
references. Any reference provided by an individual other than Personnel n m
will be considered a personal reference and the provider shall assume all ri CO
liability for the information provided. ;u
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All County employees who terminate their employment for any reason will be R"'
scheduled to meet with the Personnel Department for an exit interview and xi rn
for all final actions of pay, retirement refund (County retirement plan or
PERA), insurance and returning of ID card, parking cards, etc. O
6
Final pay checks for terminating employees will be issued the afternoon of m o
the day of the next regularly scheduled Board of County Commissioners 1: o
meeting after the terminated employee's last day of work with the exception t'i o
of those employees terminating the last seven working days of each month.
O 0.1
Exception Process: To assure an accurate payroll run, employees terminating
during the last seven working days of each month will have their paycheck
for the current pay period direct deposited into their bank account. A n 01
CO
handwrite will be processed for sick and vacation time and for the period
worked in the next pay period. (Time worked after the 16th of each month.)
An employee terminating employment from the County, for whatever reason, who
is not vested in the retirement program, will have his contribution only to
the County Retirement Plan returned. Because all refunds must be approved
by the Retirement Board, the employee's contribution will not be returned
any earlier than thirty-one (31) days after his last day of work or date of
application for refund, whichever is later, nor any later than ninety (90)
days from the last day of work or date of application for refund, whichever
is later. PERA members must apply for their PERA refund via the State PERA
Office. PERA refunds normally take ninety (90) days from date of
application for refund.
63
RETIREMENT
An employee entitled to retirement benefits from the Retirement Plan and
desiring to retire must complete the following:
A. At least sixty (60) days before desired retirement date, the employee
must call the Personnel Department to schedule an appointment to fill
out required forms for retirement. When the employee calls for the
appointment, Personnel will request the following information: M m
1. Last work day v0i
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2. Beneficiary Z
3. Birthdate of beneficiary K n
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4. Social Security number of beneficiary z w
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B. The Personnel Department will calculate retirement benefit under the o
different options offered. The employee will select an option and sign
the "Application for Retirement Benefits" form.
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C. The Personnel Department will forward the "Application for Retirement
Benefits" form to the Weld County Retirement Board to be approved for Z w
payment. eo
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D. The employee's department should forward the final change memo and
related paperwork concerning the employee's retirement to the Personnel
Department fifteen days in advance of retirement date. LTI
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E. Retirements are effective on the first day of the month of the last day
worked. If the last day worked is the last day of the month, o
retirement will be effective the first day of the following month.
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64
GENERAL DEFINITIONS
Classification: A group of positions sufficiently alike in respect to their
duties and responsibilities to justify common treatment in selection,
compensation, and qualification requirements of skills, knowledges, and
abilities.
Classification Series: Classifications in the same career path or career
ladder, e.g. , Office Technician I, II, III, IV, and Office Manager. M
oLn
Compensatory Time: Time off given to an employee for working in excess of m co
40 hours in one work week. r.)i
Department Head/Elected Officials: For the purpose of this Handbook, n�y
Department Head and Elected Official are synonymous.
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Disciplinary Action: Personnel actions which may include warnings, z w
reprimands, suspension without pay, review period, demotion, or dismissal.
pal kr,
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Full Time Employees: Full time employees work a 40 hour week and are paid a
monthly salary, not including scheduled lunch periods, and are eligible for N o
y
County benefits. co
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Gender: Whenever the male gender is used, i.e., he, his, him, it refers to z w
male and female. co
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Grievance Process: A mechanism developed to insure that employees have
recourse from any unfair or capricious actions. x o
Hourly Employees: Hourly employees do not receive, nor are they eligible xfaN,
for, County benefits. They are paid for hours worked only.
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Hourly Rate: An employee's hourly rate is determined by dividing the 0
established monthly salary by 174 hours. (174 hours is the average number W o
worked per month by full time employees.)
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Incumbent: The employee occupying a specific position. O
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Initial Review Period: The initial review period is the first six months of o rn
employment for all new County employees.
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Job Rate: The rate of pay for the proficient level on a monthly basis for a O
particular classification established by the salary survey and adjusted on
an annual basis.
Leave Without Pay: Time away from work approved by the supervisor, without
pay.
On Call: On call status is off duty time that an employee has stipulated to
be reachable and able to report to work within a short period of time.
Overtime: Overtime is the time an employee works in excess of 40 hours in
one work week.
65
Position: Certain duties and responsibilities which call for the time and
attention of some individual; allocated to offices and departments through
the budget process.
Promotion Review Period: Each promotion or re-classification upward carries
a new six month review period.
Salary Survey: Salary comparison of comparable classifications performed '4 to
each year with other employers to assist in the establishment of the salary o
for job classifications, v"''
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Seniority: The precedence or priority due to length of service as a County M
employee. W n
Worker's Compensation: Benefits paid pursuant to the Colorado Worker's
Compensation Act. Z w
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Work Week: The County work week begins on Sunday and ends on Saturday. M 0
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Work Month: 174 hours is equal to a work month. y
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BE IT FURTHER ORDAINED that this Ordinance shall become
effective five (5) days after its final public notice, as provided
by Section 3-14 (2) of the Weld County Home Rule Charter.
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The following Ordinance No. 118-G was, on motion duly made
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and seconded, adopted by the following vote on the 21st day of u+ ra
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March, A.D. , 1988 . O V,
I BOARD OF COUNTY COMMISSIONERS n
ATTEST: iripr "' WE COUNTY,COLORADO ,c
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Weld County Clerk and Recorder Ake If `SYNttAk-
and Clerk to the Board Gene R. Brantner, Chairman z a
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By: o4c lic-cp, (7c ., ;ca_J EXCUSED q -4
eputy County erk C. W. Kirby, Pro-Tem W
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PROVED S TO FORM: . ... . �k\l.u� tw
Ja qu �a' e n�n z w
ounty Attorney /A r 03
G. -fry .. L ,? P1
/ x F-+
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Frank amaguchi "'
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First Reading: February 22 , 1988 tvIn
Published: February 25 , 1988 , in the Johnstown Breeze
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Second Reading: March 7, 1988 r
Published: March 10 , 1988, in the Johnstown Breeze d
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Final Reading: March 21 , 1988 0 -,
Published: March 24 , 1988 , in the Johnstown Breeze n a
Effective: March 29 , 1988
AFFIDAVITOF PUBLICATION
THE JOHNSTOWN BREEZE
STATE OF COLORADO I ss
COUNTY OF WELD 1
I,Clyde Briggs, do solemnly swear that I
am publisher of The Johnstown Breeze;
that the same is a weekly newspaper
printed, in whole or in part, and published
in the County of Weld, State of Colorado.
and has a general circulation therein; that
said newspaper has been published
continuously and uninterruptedly in said
County of Weld for a period of more than
fifty-two consecutive weeks prior to the
first publication of the annexed legal notice
• or advertisement; that said newspaper has
been admitted to the United States mails as
second-class matter under the provisions of
the Act of March 3, 1879, or any
• amendments thereof, and that said
newspaper is a weekly newspaper duly
qualified for publishing legal notices and
advertisements within the meaning of the
laws of the State of Colorado.
That the annexed legal notice or advertise-
ment was published In the regular and
entire issue of every number of said weekly
newspaper for the period of consecu-
live insertions; and that the first
publication of said notice was in the issue of
said newspaper dated.fut-- A.U. Ib,7dW
and that the last publication of said notice
was in the issue oaf
said newspaper dated
`�i.A.D. 19.. ..
• In witness whereof I have hereunto set
my hand this ....a.... day of mew'
A.D. 119CO
/✓ I'1✓ s Publisher
Subscribed and sworn to before me, a '
Notary Public in and for the County of
Weld,State of Colorado this „?L... day of
/•'7,7.ar" A.D. 19%.,1/4"...• •
g ee � 6�
Notary Public.
My commission expires
l' l` C� ''�z�
e
Public Notices
Reporting of Injuries 34
In reading this Handbook, please remember that complete details of Residency 13
benefit plans or policies are not always included. If there are Resignation 63
inconsistencies between the formal terms of a benefit plan and this Retirement 64
Handbook,the actual terms of the plan or policy will be controlling.A Retreatment Rights 12
complete copy of each plan document is available for your review in Review Period /0
the Personnel Department. Weld County reserves the right to Salary Policy 58
discontinue or modify any county program,benefit plan or employment
policy without prior notice to employee& Seminars and Conferences 36
ORDINANCE NO. 118-0 Seniority 62
Job Seniority 62
WELD COUNTY PERSONNEL POLICY HANDBOOK Loss of Seniority 62
Sexual Harassment 13
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF Shift Work 23
WELD COUNTY,COLORADO,THAT WELD COUNTY ORDINANCE NO. Sick Leave 31
118-F IS REPEALED AND RE-ENACTED BY THE FOLLOWING Sick Leave Bank 31
ORDINANCE: Solicitations 40
Suspension and Termination for Charge with Crime 21
WHEREAS, the Board of County Commissioners of Weld County, 55 '
Time Sheets
Colorado, pursuant vet with then orit and f th Weld County Home Time Worked 25
Rule Charter,is vested with the authority of administering the affairs of Transition for Current Employees, Pay for Performance 49
Weld County, Colorado, and Use of Private Auto 42
Vacancies 9
WHEREAS,the e Countyf ytH me eiC h rt has the power ado Volun an 26
Coun authority under the Weld Home Rule of Ti and the Colorado Voluntary thns 56
men Home Rule Powers Act,e ct 35 of e 30, C.R.S., as Death DismembermentCrediInsurance 57
amended, and specific under Section 30-35-201(7), le as Colorado d State Employees Credit Union (CSECU) 57
amended, f e Ordinance,ofWeld, personnel policy rules and Deferred Compensation 57
r regulations for the County of Weld, and Group Health Insurance 56
Group Life Insurance 56
WHEREAS, the Board a County Commissioners ed f of Weld County iv Insurance Coverage While On Unpaid.Leave Status 57
hereby finds fand nlr policy that lesraid a uetl for a for comprehensive Long-Term Disability Insurance c7
revision of the personnel isfr the and ftheregulations ,Weld and perking
and that this Ordinance is for the benefit of the health, safety, and 21
welfare of the people of Weld County. Una Items
United Way 56
NOW, ioTHEREFORE,of d IT Colo by the Board of County Weld ntyhments 57
Commissioners of Weld rb County, andCounty 17repealed re-enacted by the following: of Proof 19
Decision of the Hearing Officer 20
• SUBJECT INDEX Hearing Officer 17
Pegs Presence a isHearing 17
Abandonment rulan of Position 29 Pcedu and Extensions 17
Alcohol and Abuse Compensation for Overtime 23 Procedures and Evidence 18
Alcohol and Drug Abuse 35 Recess, Adjournment and Deliverations 20
Auc eposs 41 Record of Hetion 19
17
Automatic Deposit Program
55 Representation t 17
Donor e 52 Rights of Parties
Bonus Award Elements 52 Specific Procedures Wr of the Hearing 19
Li Award Amount 52 Work Week and Work Day ea
Distribution
1C ildy 52 ACKNOWLEDGEMENT
Frequency
' Funding 52 I have received my copy of the Weld County Handbook which outlines
Bonus Awards for Small Departments 54 my privileges and obligations as an employee.1 will familiarize myself
Breaks 25 with the information in this Handbook and understand that it
Child Care Leave 29 constitutes the general personnel policies of the County.
Classification and Pay Plan 59
Closure of County Operations 29 1 understand that the information in this Handbook is subject to
Compensation for Overtime Worked 24 change, and that changes will be approved in a public meeting and
Exempt Employees 24 Places on file with the Clerk to the Board. If I have any questions
Non-Exempt Employee& 24 require any additional information, I may contact the Personnel
Conduct 14 Department.
Confidential Information 40
Conflict of Interest 42 —
County Stationery for Charitable Solicitations 40 Signature
Death in Immediate Family 28
Department Head Leave 30 Date Signed:
Disciplinary Actions 15
Dismissal Procedures 15 A signed copy of this form will be placed in your Personnel file.
Educational Assistance 36
Employee FLSA Status and Work Scheduling 23 PURPOSE OF POLICY HANDBOOK
Employee Grievances16
Employment of Relatives 12
Equal Opportunity 9 This Handbook contains the Weld County Board of Commissioners'
4 Equal Employment Opportunity 12 Personnel Policies and Procedures as required by Section 4-28 of the
Evaluation - Process 50 Home Rule Charter. It is designed to be used by Department Heads,
Evaluation - Purpose 49 supervisory and staff personnel, and employees in the day to day
I Evaluation Review/Appeal 51 administration of the County personnel program.
Exempt Positions 13
General Definitions 65 These written policies increase understanding eliminate the need for
Grandfathering 45 personal decisions on matters of County-wide policy, and help to
'1 Grievances in Progress 22 assure uniformity throughout the County. It is thq,responsibility of
Health and Safety
Holidays
34 each and every Department Head and supervisor to-Administer these
26 policies in a consistent and impartial manner.
Jobs Programs 11
Jury Duty 29 Procedures and practices in the field of personnel relations are
Key Elements - Pay for Performance 46 subject to modifications and further development in light of changes in
Leave of Absence 29 the law, experience, merit principles and the County Home Rule
I Management Rights 8 Charter. Each Department Head,supervisor,and employee can assist
Mandatory Payroll Deductions 55 in keeping our personnel program up-to-date by notifying the
Federal Income Tax 55 Personnel Department whenever problems are encountered or
Retirement 55 recommended improvements identified for the administration of the
PERA 56 personnel policies.
County Retirement • 56
Social Security Taxes 55 The Handbook has been organized with a Table of Contents and a
State Income Tax 55 subject index to enable all users to find specific policies quickly.
Meal Hours 25
Mechanics of the System, Pay for Performance 46 In cases that are unique to a specific department or office,
_ New Hires 46 Departmental Supplemental Personnel Policies will be Issued.These
Promotions 46 Supplements can only be issued on a special Departmental
Medical Examinations 35 Supplemental Personnel Policy Form by Personnel and must be
Medical Leave of Absence • 28 approved by the Board of County Commissioners. Supplemental
Military Leave 27 policies will be provided to department employees and will be referred
Military Leave and Re-instatement 27 to in this Handbook
Moving Expenses 41
On Call Status 23 MANAGEMENT RIGHTS
t Outside Employment 41
Pay 44 The contents of this Handbook are presented as a matter of
Pay Day 55 information only. The Weld County Board of Commissioners reserves
Pay-for-Performance 52 the right to modify, revoke, suspend, terminate, or change any or all
Pay-for-Performance Concepts 44 such plans,policies or procedures,in whole or in part,at any time,with
'itr!' Downward Movement 44 or without notice.The Ienguage.used In this Handbook is not Intended
Learning Curve 45 to create, nor is it to be construed to constitute,a contract between
Performance Appraisal 44 Weld County and any one or all of its employees. All Weld County
I. Performance Based Compensation 44 employees have been in the past and are currently considered to be
Prevailing Wage 44 at will."
Upward Movement _44,._, .. __.. . ..____.__.- — .-..-_.__.
Pay-for-r ertormance Objectives 44 All policies in the Handbook will be administered Irraccordance with
Competitive Compensation 44 federal and state laws and with the Weld County Home Rule Charter,
Equity 44
Management Resource 44 This Handbook supersedes all personnel policies and manuals,
Productivity 44 resolutions, and personnel operations manuals, except for the
Pay Steps 45 classification and position specifications published prior to this date.
Entry Step 45
Qualified Step 45
Proficient Step 45 RECRUITMENT, SELECTION, AND APPOI
3rd Year Proficient Step 45
5th Year Proficient Step 45 EQUAL OPPORTUNITY
Performance Evaluations Due 50
3 Months From Date of Hire 50 It is the policy of Weld County to ensure complete compliance with all
6 Months From Date of Hire 50 provisions of Equal Employment Opportunity laws as interpreted by
Every 6 Months 51 the Courts. Recruiting, selection and advancement of employees will
Upon Termination ' 51 be on the basis of their relative ability,knowledge and skills,including
Special 51 open consideration of quality applicants for initial appointment.
Counseling Form 51
Performance Steps for Pay 48 PROMOTIONS/TRANSERS
Entry Step 48
Qualified Step 48 Promotions and transfers may be given to employees for the purpose
Proficient Step 48 of better utilizing the abilities of Weld County employees.Weld County
3rd Year Proficient Step 48 is interested in employee development and encourages all employees
' 5th Year Proficient Step 48 to prepare for advancement to higher positions.
Personal Leave Days 30
Personnel Records and Information 42 VACANCIES
Political Activities 12 Vacancies are advertised within the County for a period of five(5)
• Position/Classification Specifications 60 consecutive work days. Promotions and transfers from within the
Procedure 60 County are made when appropriate and possible. County employees
Procedural Steps for Bonus Award 53 are encouraged to apply for vacancies they are qualified for by
Appraisal Process for Bonus Awards 53 completing a Department Transfer Request and updating a Weld
Awarding of Bonuses 54 County Employment Application. County employees who meet the
Reporting Process 58 position criteria will be selected for interview for the position. All
Review & Approval Process 53 requests for transfer should be channeled through the employee's
Procedure to Correct Payroll Errors 58 supervisor to the Department Head/Elected Official for approval and
Process for Updating Performance Standards 51 then to Personnel.
Professional Leave 27
Promotions/Transfers 9 Because there are times when it is necessary to fill the position as
Purpose of Policy Manual 8 quickly as possible, the County may find it expedient to advertise
Recreational Activities 35 concurrently in the outside market at the same time the position is
Reduction in Force 62 advertised internally. All internal requests will be given prior
Sequence 62 consideration. Positions advertised in the outside market must be
Re-employment 10 open a minimum of ten (10) consecutive workdays.
Registration & Licensing 37
Reimbursable Expenses 38 Applications are screened and graded by'Personnel by comparing the
Lodging 38 applicants' qualifications to the job requirements In specialized
Meals 38 professional fields, departments may assist in the screening process.
Mileage 38 The six most qualified applicants meeting the job requirements are
Out of State Training Trips 38 referred by Personnel to the Department Head/Elected Official for
Parking 38 interview and final selection. Department Heads and Elected Officials
Transportation 38 are the only authorized appointing officials for Weld County. This
Reimbursement for Job Interview Expenses 41 authority cannot be delegated.
no seaulted tat
transfer/promotion ekecriee " .air -
a
Pay-for-Performance section M this ttendholllk.". ,„, ,,
IIee s. Petted
All new employees,except law onioroameht andbeady a pen
gri
comppllettion of the us review "the Wit first six o' 'ft of thee a stu1.n-ti
member of the County worldoroe.
llartaspfofnwesd
Upon approval of the �� nt Head/Eleoted' a, �gmiae
employee-who resignedDwnu„`on.year b.d Itv sand stn F'to
County may be reneen. Upon..
sublet to all ketoWconditions W
(1Y) aordn'Cee�taM�: ,. ,.
ssttarrt.at the iprior to'rell _ Mere
,
DepMemente po r 1M. mit bae'i911Wt
1 hewn in lir date.A cruall l metes for vocation and sldi9eeve will be ,
the same ae they wets Upon termination.
1 JOSS P*OSflANS
Weld County GIs involved in a number of lobs Programs included arm 1
s! A Work Study—Contracts with area schools such as Aims and.UHC.
sic
4Jo1 B.Contracts for specialised services—The countyenters into special
c.1 contracts for some services in lieu of hiring an employee
is
he C.Student Intern Programs—:Area schools place student interns in
• County Departments.
E .D. E b ties OMN1ky
TM Weld nttkenNCu ls
i 1 versus p carer ineludleQ t and NMee � 1 6
,st diversion, ri
E. Useful Public.Sensor' ThN"DmglWrr 4a llmYed tb IndMdUati
e - Prosecuted for. driving under the aena 10102.
F. Any other Job program as approved OS OW Hoard of County. ,
S Commissioners. -
I II PartkJpents in the above progriaw ate noteut4lme eraployew of.
PI Weld County and.e not coveted tw the peYplN of fl.Handbook -• -
N OMM.QYMNIe i,POrrMA7101I
1 /OUAL /MPLOYNUNT O►POUTUNITY
‘, County kV corMnitted 'fair
poteplgl1g14 r �flre f» .ydrrg ie�
o ,bwlpmur r.
�i vacancy a
any a.HRb�P
ipXwd wMhout' Twine
natiOnal sin. age, sex; AlydseM+Wd State'Q mto
Coumysell Offer equal ia
'aN.CuWlbd:rlOPnCanp'■
'Positions will be filled vigil the best qualified Indlvtdue% available
Every effort will be made to fill vacancies 1rpm-within.
i the eve coon whenever competent and Nmina are
4'AtigI�ey�f+ fit' ebb rtNis*ad Y.otp**tit'feels he m ''
ndgbM1 ..er
F xklle Item , , -
'peerkninshon. " _ -
watt 4f or R.*iW Cour' }'films
ma-.chettseetfn or emD ty may not employ or -
bt tin o (elated,to him as
,1 A�sey not
have f reytfiJaf# ,. , u toy rvrNOR ,.
r 11r7111!"tI1iertar ' '' .
i"When` '0Mf dept' tq.en elteict Aeed '-S'can i'ikerff is
ills. Mi'ihbR ib.7ayrd' O�dp
GRDIMANG[ 11P•6
POLITICAL ACTIVITIES
In accordance with Section 4-2 of the Weld County Home Rule
Charter no employee shall, during working hours, engage in any
political activity.Any County employee,except an Elected Official,who
seeks absence,without pay, immediately l after ic office announcem shall sent of candidacy.
Any employee who takes a leave of absence in order to seek election
to a artisancumulated paid leave.
RequeB s for a leave of absencublic office mae without panot use y,will be made through the
Personnel Department and acted upon
cn by th then Board
campaign
Commissioners. Leave terminates upon P
election
RESIDENCY
ment and as a condition of their continued employment of Weld
All officers and employees of Weld County. as a condition of their
employ
County, , that reside
e within mployees of the Countyfshallll have County
f months
provided, first report for work in which to
establish
the date upon which they
2sta 1981,residency. omm who were County employees on February
the
23, and who commute to t work on a daily basis from their
residence ointsiWe of Weld ld County
sY a shall not be condition required of theirlocontinued
residency l ee changes his place of residence
subsequent. If such employee nY
subsequent de enactment
County oft Welde shall be required to
change.his residency following
EXEMPT ions e ri POSITIONS:
hese policies and the Weld County Personnellrom System
exempted tpositions,d the Ccompensations
ompensat onsand benefits establish,
the
of package.
A Undersheriff.
a The appointed chief deputy of the Clerk and Recorder, Assessor,
and Treasurer.
C. All hourly employees.
D. Assistant District Attorney. .,
E. Deputies to the Coroner. -
F. Special Deputies or Sheriffs Posse'
G. Department Heads working directly for the Board of County
Commissioners.
requests for sexual favors, and other verbal or
SEXUAL HARASSMENT: Sexual harassment includes unwelcome
sexual advances, the
unreasonably
ably iinerfeior ot ring with sexual can individuals sworkp0 purpose
performance or
cnraangnably stile, or offensive working environment.oo.
Weld elting n intimidating,iresponsible
leh forof
County is r and tor the behavior its supervisory,i imi
caused byy employees,xualharassment.and agents in ons matters xual involving discrimination
caused reported toPersonel. nyAinsttanlces of sexual harrrassment and
be repo
subsequent investigations ma appoint
held estigating strictest
Officer.r.Proven cases
nce.The
Personnel Director may epDo
of sexual harassment will be handled by strong disciplinary action up
to and including termination.
CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
CONDUCT
---9i
9i
6
6'
6
s
s
a
•
2-Breeze legal
Public Notices
Every county employee should be aware that they are public a Preen.of Employe.Invoked Under no circumstances shall a
employees and it is their duty to serve citizens in a courteous and hearing be conducted without the personal presence of the employee
efficient manner. An employee must maintain a standard of conduct who requested the hearing.However,an employee who falls to appear
which is consistent with the beat interests of Weld County. Actions at such hearing, without good cause, as determined by the Hearing
consideredschargedinclude, but be ereuct not limited to,cause for disciplinary
dfolowing action or Officer, shall be deemed to have waived his rights to a hearing.
•
A Incompetence or inefficiency in performance of.job tlutiea. b.Persons in AM The Hearing Officer,the grieving party,
plus one representative,the responding Department Head or Elected
B.Deliberate or careless con the
endangering the safety or well-being Official, plus one representative, a representative of the Personnel
B. self, fellow employees ec n ndac _ Department,the recorder,a County legal advisor, if required and any
witnesses,while giving testimony,are the only persons allowed to be
C. Negligent or willful damage or waste of public property. present at such hearings.
D. Refusal to comply with lawful orders or regulations. 2. POSTPONEMENTS AND EXTENSIONS
E. Insubordination. Postponements of hearings and extensions of time of hearings may
be requested by either party or his designated agent. However, the
F. Deliberate, offensive language or conduct toward the public or granting of such postponements or extensions shall be made only
fellow employees. upon the showing of good cause and is at the sole discretion of the
Hearing Officer.
G. Being under the influence of intoxicants or nonprescribed drugs. 3. HEARING OFFICER
H. Unexcused absence without being granted leave. The Hearing Officer shall be appointed by resolution of the Weld
I. Conviction of a serious crime (See Suspension for Charge with County Board of Commissioners.The Hearing Officer shall ensure that
Crime). order is maintained and ensure that all parties to the hearing have a
reasonable opportunity to be heard and to present oral and
documentary evidence. He shall be entitled to determine the order of J. Accepting bribes in the course of employment.
procedure during the hearing and shall have the opportunity and
K Deliberate misstatement or a materiel omission in the application discretion to make all rulings on questions which pertain to matters of
for employment the conduct of the hearing and to the admissibility of evidence. The
Hearing Officer shall make a decision upon the grievance pursuant to
L. Falsifying sickness, or any other cause of absence. Paragraph II below.
M. Dishonesty. 4.REPRESENTATION
N. Giving preferential treatment to individuals or groups. The grieving employee shall be entitled to be accompanied and
O. Breach of confidentiality. represented at the hearing by an attorney or any other person of his
choice. The responding Department Head/Elected Official, or other
An employee observing misconduct should report the incident at pthel hearing.)also be entitled to have an attorney representing him
immediately to his Department Head/Elected Official.The Department
Head/Elected Official is required to investigate the incident and report 5. RIGHTS OF PARTIES
the results to the Board of County Commissioners. If misconduct did
occur, appropriate disciplinary action will be taken. If the Department a. At the hearing, each of the parties shall have the right to:
Head/Elected Official finds the reported incident was false and done
with • malicious intent, he will take disciplinary action against the 1) Call and examine witnesses.
employee reporting the incident.
DISCIPLINARY ACTIONS 2) Introduce exhibits.
3) Cross-examine any witnesses on any matter relevant to the
Disciplinary actions are to be corrective in nature and are intended to issues
provide reasonable means for correcting misconduct prior to resorting
to dismissal. Disciplinary actions include warning, reprimands 4) Impeach any witness.
suspension without pay, special review period, demotion and
dismissal. 5) Rebut any evidence.
Department Heads, Elected Officials or their designees may impose
disciplinary actions.However,Department Heads and Elected Officials b.If the grieving employee does not testify in his own behalf,he may
are responsible for disciplinary action initiated by their designees.All be called and examined as if under cross-examination.
County employees subject to the Personnel Policies are subject to
disciplinary action for cause as stated above except that review, part 6. PROCEDURE AND'EVIDENCE
time, and temporary employees may be dismissed without cause.
• a The hearing shall be conducted informally and not subject to strict
At the time disciplinary actions are taken against an employee that are
grievable the Department Head/Elected Official is required to provide judicial n ng h respectivesples of proceon h ultle bela afforded
in the manner
the employee a copy of the grievance section of the Personnel of presenting the t rig should efo the parties.
Procedures Handbook Evidence presented at the hearing may include the following:
DISMISSAL PROCEDURES1) Oral testimony of witnesses.
Dismissal should be considered only after all attempts at progressive 2) Briefs, memoranda, or other related information.
discipline )e.g, verbal counseling, written counseling, suspension, 3) Any material contained in the personnel files regarding the
special review period,etc.) have failed The exceptions to progressive employee involved.
discipline are incidents of severe misconduct. No dismissal shall be
made unless and until the employee is given a pre-dismissal hearing. 4) Any other relevant material.
Notification of charges shall be prepared end presented to the b.Pertinent portion of the grieving party's personnel record shall
employee. This statement of charges must Include the causete) for automatically become a part of the hearing record
possible dismissal and must include the time, date, and place of the scheduled pre-dismissal hearing. This procedure applies to full time
employees only. c. Each party shall, prior to or during the hearing, be entitled to
submit memoranda concerning any matters being considered by the
HearThe pre-dismissal hearing shall be scheduled the next working day record,
Officer.Such memoranda shall become a part of the hearing
after the receipt of notmCanon of charges. The employee will be
placed on administrative leave with pay until a determination of
dismissal or retention is made. d. The Hearing Officer may receive and consider evidence not
admissible under the standard rules of evidence, if such evidence
Attendance at the pre-dismissal hearing is limited to the Elected possesses probative value commonly acceptable by reasonable and
Official/Department Head, the immediate supervisor, the employee Prud rudentt m men in the conduct of their affairs.
being considered for dismissal,and a representative of the Personnel e. The Hearing Officer may exclude unduly repetitious evidence.
Department. If the employee is represented by legal counsel, the
Elected Official/Department Head may also have legal representation. I.Objections to evidentiary offers may be made and shall be noted in
The employee shall have the right to make statements to the Elected the record.
Official/Department Head which may rebut the charges stated in the Where a hearing will be expedited end the interests of the parties
notification of cauae(s) for potential dismissal. This rebuttal may be C
presented orally or in writing.The pre-dismissal hearing shall not be a receivewin not be or substantially the evidence
prejudiced thereby, the Hearing Officer may
full evidentiary Marina
all or peel of evidence In written form.
ul euusneiN n'et Z4..
After receiving said rebuttal, and any other apppprap or h The-Hear Offing snit give effect to the rules of privilege as
input the Elected OlfleiaVDepanment Head appropriate
within recognized Y M`..`,.`
day,render determination as to whether the�n i.Documenting evidence may be received by to Hewing Officer In
not be mleyd&the Elected MDApd �te ` to town of a copy,however,upon nest• erin etbsiFbegMen an
dlemlee the M'WloyM•iMn netRkigon wpl bs craw ed�le Fee 'opportunity to compare the copy the;°Mall.
employee uneer eepartls lettwr 7
The notification of tismisa t shatcm Include the: aalM whitdi the . SPECIFIC.PROCEDURES CF THE '
Elected OffIckWDeelltment Need determined at the pridlemlesal e.TM Hearing ofikif'WI announce the matter to be heard and
hearing to justify amen ;shah determine whether ea Wties Involved are present and wither
all such.persons ire reedy to proceed.
If the Elected onrola war! sad determines that the employee
shall be retained, the ir Elect laVDepanment Head may Men b. fill the grieving employee to proceed with his dens
elect to Impose upon the employee any disciplinary measures anon of
dismissal - 1) He shaM'gveka shed aWement of the calk summaizIng his
If the employee Is dismissed pursuant 10 these procedures,he inn grlevlr 0 The w t alla( naught emeloyee l specifically state what t1e is
eremite'tile with
s to grieve such the *Emplmout the necessity a
cornhlyled with daps A and Et of the "Employee Grievances 2)He may present wkt to cro It Manner the The whey and
BMLOht omfla.CIS wilt each then be sant to ewseMAI n by gee other party and
may be queatbneA W tliette n mailer TM�oup tries..
manual question Mhis witness on any new maven up on Mon
not be M d aran+ma ill attionnttaken against . _
him results m termination, dfmotok andWer wee.In peerfa - 3) He may Wrong exhibits,
encouraged to have his grievance reviewed.
T e employee grievance procedure fa es follows: 0 Alter they pa • oy�e haspreesen case
the ether
every is rated to pring eln an he emu Present his case in the eMne
A Au griwa first be presented fo the eieployefi liifhediate manger as the.,o,:- : t .
wpsMsOr who wilt m the, an'ems within Two fa) d The employee may Men rebut anymNga brought out inn''other.
worlAq days of prmenu Mn ow the grievance. panes Dees.
a If the employee is not satisfied with tihtse superviwh answer to his a The Hearing Officer may examine any "pries*'ce) say
grievance he may, within five @) xarldng daps d receiving the additional witnesses for examinetb;and request the submission of
superfine*answer, not to Mimed sateen It de itrae ltu . _ _ ..
d the ' nt which len'Mien modem of anal.ware .
t swls starer to the Dewnnant Need or Pe~Ufikdet Duch S BURDEN.OF PROOF . , .
an appeal should be presented a avMng TM verging should State the
natured the grievance and 'NANO the sobs se's s TM Tree grieving employee colt haw the Mogen d amino e e picceet
Department Heed or Elected i the shall gglub!e� Ms *tiler'.fiuwsr preponderance Mike ..
within me l6) days a the pseentetme WWI g try
defined as taetwee evidence whIM is" awe tldnp hi saute. In
Failure to omi i wr(t5) appeal tome Depaint eat Need-a WIW the porn iM Pent reMrdiel of erieh rotes
Official elfin fifteen (tai Oat's togs nine nee le the.O �sy nn% Colorado Civil'Jury Instruction's 24 ..
meter d the gneimce as e forth ghts sit -Innetenta •Mile BicYelofl 3:}grievance and end waiver of grievance tights M the-Incident
9. RECORD OF HEARING •
C. If the employee disagrees with the Department Head or Elected • :.
Official's answer,he may fife a formal written grievance with the Weld Armond of the hearing shall be kept that le of sufficient ace to
Courth ►ersonnel Department wean seven (7} welkin Alter of permit an Informed and valid pudgnient to be made by any 0peersor that
receiving thaw Department Heed orElected OMIcWs written naponse. may later be called upon to 'review the record end render •
The written grievance must clflty state !'Mares side of the i recommendation. or decision in the matter.The method to; used for
ccpaarlessevvlland must Inc Abet llyy he lfi Neu-: making the iawW.may mbeeaaccomplWIW bytlotw>e eta reporter
tacts s, they tNa tot em employee fs in
yq anyedaefnslerr aP msutes,her�hhW unit
fit a record or by
tionI of
eubstaMiets Bend a summer. of the atflentp.-ef to -e the Heating Mtoe.,bayseer lr the
supervisor nt Heed or Elected OfkaaL f r.» ni.other men a court reporter and the employee requests a court
,,, - - u.reporter be used, the employee shell pay the,coets,of the court
D. The Weld County Personnel Director will attempt to mate the - reporter,
differepos If medHtbn fags the Weld.County Personnel Director het 'n
ten (tq w pave from receipt of the M ten Winans.te ace s•:0 10..RECESS, ADJOURNMENT, AND DELIBERATION&, ,
Head ors deli and to notify the dateelpiployee and Department :: - -
Head oft Oltclel of the hearing date The Hearing Offiam r the c t his incredun,recess an l dip and
-- s - reconvene the cone for the convenience of the parties a�or Hearing
E Weld County. Personnel Gdeyancee•Nearing Procedures: Ollker.
1. PRESENCE AT HEARING. ' Upon the concision -of the presentation of oral".and":wrtten
evidence.the headna shall be declared cased by the Hearin',Officer
ni
10
10
0:
in
fu
m
Is.
,IN
Mo
III
III
x
>r
ul
IS
30
Ai
Ili
Iii
i
c 91
M
I
•
..Ax Kid'
and he ihell meta 6e dulelon lo saboordllneaaMRn the Procedures
mated in paragraph 11 below.
11. DECISION.Or,rgy:HEARING•OFFICER - •
a The kleee grim nos. either grant or deny all or a portion of...
the employee's gripaee. -• -,. .,
b.The Hearing Officer shalt put his decision hiwrtmg within flee(6)
working danallertM1inal s4oamsent of ilw heerMIQ He Nadi then
deliver the00 iMrey. I al t d to will
e
deliver tl of tK pervi t Ierpasty opposing.
c The Hav kinqp Officers written decision shall Include a detailed
statement offMndkip and oonoArbns aeon all pf__Ere material inns
of (sot law.-or veg dlsen.presented by lie: ^d, and the Hewing
Officers overall decision upon the:.grievanca-
d.The Hearing Officers decision Is fiaaL unites tar*appealed,to
the Board of County Commissioners pursuant to perpfaph a below.
F.Any party who seeks to modify the(Wake of the Officer
may appeal-the matte to Me 8wwiof'County Cie To do '
so, theaeacyrly must flies-written notice.et irk Director within IM(b) days the twee ll. s
decision.The notice of must ply stet,what pat of the
decision he mak
e stsmodified-end isle reasons therefor.
The notice modification
eat.afn may a_�Nt The ':..
doe tM' odific o ins II�dWaf but
do ap Within
Ogee=3)dam'or
t Rglihe(kweot a in
amlh
memorandum brief meh not eaoeed7kia OW flee in M '
ke Officers
. deccisio�n,Mtheenotice appeal and an Director shell then B li t - II
' Board of�Countty Comm4a1gners for -Bobd wwty'aflm the
'. Hearinfp°Onion decision,modify t in�or In pis of remand the
matter.to the hearing officer for MHper A Modlfioaoon may ._
only be made if,based-upon the earm0�i
decision a clearly wrong-or Is in excess NT'tge Wye .•atmhgrNy:
purposes, or limMtions as definedau ptlrwl ee.t-1*SUPS
and the procedures outlined in the Weld County-
Handbook.The Board may review the entire hearing' } •
majority vote of the Board The Board Of County must .
decide the appeal within fifteen(16)days of to dale the.
Director receives the notice. of appeal
' NON eltIEVABLDt Employees wader grieves county policy
has been adapted by the BONUS County 6anm even If S.
feel t Is an unjust policy. The County's policies are i dressid.orlon •
adopted in public meetings'm the form fit a=County fl or
on their o. e� ijed awl eaekryees,In
on roan own time,tt employees ere
them 1
order- -voice their opinion
de Employees/Department feeds working unduefete ciEmployees/Departm e )
..g t1rBoiM/the Board of COCoumyty Ctoktmeargprt15Oar.They lea • �.'7.
' Employeee cannot`grieve performance evaluations _
j
SU$PMNlION AND TINBiINATIOse PC 1NN�yWID is amok,
..In the event en employee is banally e- ar'•Indicted fee were,.
commission of a e .Ms may is •
J.or without y, a
mumeaip y m Pills loamy .fl e tMN
haaall become e lea athalig is now o A1'1M
such employN'e a Incathe upon- w1 - �'
deterred )lfdymMt an amtence upon Ot j ,i , f
r.contraries shall be doomed to be i final conviction
• emp :enters the On and ouch Olga is
S the employe,hoet Is suspended lWthe In' ..
a rY l f .
4frcw .. , tIprtyfi:ysNfile yIISs i s urea
r_earl S `. ' _
.,Iwot i♦ - •'reinstated u lose Ot ice provided
•.flsleortrrel Pottier; _.
Forrc1tahtip Our os s "
lornclude 'pett, ea
a
mcluea esitl' n a� �.
" in it lositbne a terminat
edi flue . ,
or spar1
per�D�MT Be` ._�tfmdlkt thee.Gtlnndye:
war iwssiwsio�l0 eel'du!lpm ul is A0010 peWaseid
Upon the effective date of this Ordlnlnse t 'any grievance In -
reSs which hat not Yet reached-tin -D[re or pursuant
prop Paragraphs C.end D of the Section ens Gti-evancea"
to shl be heard by the Weld Ceti*Personnel Hating icer pursuant
to Paragraph E. of said Section.
NOUNS OF. WORK. SKIM soowners,s tee, OWIMs, AND
MST MNIODS
WORK WEEK AND WORK DAYS
All full time county employees will normally work more houursl shed!
Proper scheduling may require empoyeM
department to be more cost effective
8 hours in one vy enteric[am.to 5:00 pm,
• and tod better rserve Feder the L J ter,M ependi upon
idepartmtnt Thehrmal
department needs.The normal work week be0ird a�tSunday optn and
runs through e O waif'rday.t �needs This information
establishing prov their own work l and
to to will be
to awned work° NW in enter n to Deg County s�eslgaated
starling times.
SKIRT WORKS
Some departments are required to remain open2� Mr Sarday.11
',days per week the Sheriffs Office,Ambiaraoati0nc E loyees m those
.Buildings and Grounds. and Comm _ea shift doing a 24
departments will be required to work the a�may be required
hour period in an emergency sin a an
to work more than'one shift in a 24 hour period
ON CALL STATUSr ,"-.
To provide necessary county semen various dept ent teall,s a
' condition d employment, require employees to be
:. (ELSA aparo late
required under IoM will be developed,Leber at the
,.(reequuest the Elected CelleadDialartment Heed,by the Personnel
Department and will be submi8,d to the Board for approval.
SMRLOTSS P4.5* STATUS AS WOMC'SCNNDULNO'
`All Weld County employees willbe classified in accordancee overtime
with the
Fair Labor Standards A&as exempt or nonweaSt
provisions of the Act. Consult Personnel U tG the FLSA status of
employees. Each Oepertment HeawErated,Official shall prepare a
schedule designating;the hours eachvemhoyea in his department
e
shall work as well a the established work week aohfor the led department.
m be
Work by an employee at tines of Valais,
approved es in advanc rency, �rtt�Approved the epartment
cases of xen emergency, wet Is performed
Head/Elected Official after the emergency
ACCRUAL AND,OOMRSIIIATIWIF'
ROR OTSRTIMSr
nt and Ambulance
SServiceesearen_.of mn-okrea Department esewho work more than
Department,all non-okra wait
compensated at one
40 hourseta their hei�ormal neftrteak Department and Ambulance
and one- time their pt normal are covered under public safety
employe non-exempt,employees
departmental supplem exemptions
d the FLSA and contained in
dept
A All sa rtl se will be approved by the Department Head/Elected
Official le Maeaeer except In-. tpsfituations.No non-exempt
fpr
employee shell rases _II owi the unless
Departments
overtime has been -aooroved`7+In by
Public Notices ;
Head/Elected Official as set forth above. she is engaged in training or service ordered by the appropriate
military authority. If the employee or officer is required to continue in
8. All non-exempt employees are required to complete a time military service beyond the time for which leave with pay is allowed,he
accounting sheet for each pay period Pay cycles may vary but county shall be entitled to leave without pay until he shall be reinstated
pay periods will remain the 18th of the month thru the 15th of the net bein following an service In cme s war or 1 andg 603,3,This policy shall
t month,payable on the last working day of the month.Time accounting Orders accordance ul h Sections the e Department
t and CRS. Copies p al sheets will be submitted to Personnel for review prior. to being and
rs should t weks prior Department of leave.
Official
submitted to accounting for filing.The time accounting sheet Is net a Personnel two weeks to beginning of leave.
pay document Any exception to normal pay, e.g., overtime, sick, MILITARY LEAVE AND REI AAAAA
vacation, military, workers compensation, personal leave, etc.,will be
annotated on a regular time sheet and attached to the time accounting sheet. The time accounting sheets, submitted to Weld Veteran e complies withall sections of Title 38 U.B.Code, contact
Accounting, will.be retained for a three year period. 43, rso Reemployment Rights. For detailed information, contact
the Personnel Department
COMPENSATION FOR OVERTIME WORKED
MEDICAL LEAVE OF ABSENCE
A Exempt Employees. Exempt employees, as classified in accordance with the Fair Labor Standards Act, receive absolutely no A ab ing for a medical leave d of absence without pay for illness,a
overtime.exempt employees County
oun doe snes ot accept
any
responsibility frt ou to to pay letter from the el condition, h sicia disabling injury a an be supported pted return n
letter from the employee's ca physician to include a an anticipated tm established workweek y(40) g date. Medical leave can only be granted by a Department
B.Non-Exempt Employees. Non-exempt employees,as in Head/Elected Official after all accrued sick leave has been used. In
with the Fair Labor n- m Act, overtime s classified in where a medical condition would job a anpp, the
rate accordanceof times for all time or Standards an ds forty(40)accrue hours in a normal physician's fthe p statement ofwork should specific contain an understanding ftempo and approval
work week Non-exempt employees may be compensated for overtime of type of or duties of the employee.
worked as follows: The Department Head must be notified in writing of the employee's
intent to return to work and the date of taturn within two weeks of the
1. Compensatory Time. Compensatory time may be accumulated anticipated return date and a confirmation by the employee's
up to eighty (80) hours prior to any monetary payment tltluu for overtime physician of the employee's ability to perform his normal tlu[iea
beings madtl in Sa upervisors
by allowingencouraged
ethe employee to uet compensatory It is the intent of the County to return the employee to the same job
compensatory time used is at the discretion of the Department and
rate he held prior to going on medical leave. However,
Head/Elected Official and must be scheduled so as not to interfere because of the nature of County business,it is not always possible to
with normal departmental workload. Upon termination of employment, hold an employee's job open during his leave.In those cases where a
any compensatory time not used(up to eighty(80) hours) for a non- vacancy must be the employee o will for
which ch on a preferential exempt employee will be paid.See 29 C.F.R.,55 .20,553.21 -553.23. recall list and it called when the opening for he is qualified to
2. Overtime Payment. All overtime earned by non-exempt The perform is available.
emplyees will be paid if the acomulated compensatory time off c duration of all medical leaves of to
medical normally shall not
exceeds eighty(80) hours at the end of a pay period. Example: IF at exceed 45 days unless extended r due to lion and sick
the end of a pay period Employee X" has eighty-two (82) hours and/or will not icaccru without a medical ed in service.vof Vacation and sick
accumulated compensatory time, Employee X" will be paid two (2) leave accrue while on leave absence. Medical
hours. Overtime and compensatory time will leaves over 45 days will result in an adjustment of the employee's
Time Accounting Sheet and the mployee Time Sheetnted on the anniversary date by the time actually taken and an adjustment of -
vacation and sick leave and other benefit accruals.
TIME WORKED: i
An employee may continue his participation in the insurance plans
All time worked for non-exempt employees will be recorded and paid during medical leave if he elects to do so. In this case,all benefits of
in accordance with the Fair Labor Standards Act.Questions regarding each plan will continue makes
prior if the employee em s was working,the provided that work time and the Fair Labor Standards Act should be addressed to the employee makes arrangements to remit the employee
Personnel. contributions in advance of the period of coverage. An employee
Any paid time not actually worked should not be counted for overtime should discuss benefit coverage with Personnel prior to departing on
leave.
compensation purposes, holidays, personal leave e.g., sick, vacation,
days, etc. Use of vacation in conjunction with medical leave will be at the
MEAL MOORS: discretion of the employee If approved by the Department
Head/Elected Official. Requests for additional time off not due to
medical reasons will be treated as leave without pay according to the
Employees working an 8 hour day may receive, as scheduled by the procedures of this manual.
Depaart may Head/Elected
ead/El a tednOshcial,30 to 60
and iminutes
supplemented a mealeTi Time
•
•of artmeay aryalased not taken may le b accumulated pl or used at DEATH ofI IMMEDIATE heimmediateFAMILY. Leave of absence in ns with pay
because of death in the a family l yofe a person the Department
the beginning or end of the day. Any break of 30 minutes or more service may be ranted full-time employees by the Department
duration shall not count towards time worked. Head/Elected Official for a period not to exceed three days.
BREAKS:
Entitlement to leave of absence under this section shall be in addition
to any other entitlement for sick leave,emergency leave,or any other
. At thopr leave. For purposes of this section"immediate family'means mother,
may Deign Ar ern IpY a wor n { app a stepmother, father, stepfather, husband, wife, son, stepson, daughter,
flow. Breaks not taken - 6M Minutia
peree H��9Ct'ditrupi v ork stepdaughter, brother, sister, mother-in-law, lather-in-law, grand-
hours Y not be accumulated or used at the parents, foster parent, footer child or any other person sharing the
beginning or end of the day or in conjunction with meal hours. relationship of In loco parentis
TINE OFF JURY DUTY
VACATION 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
PAID VACATIONS: No annual leave is earned by temporary, part- jury duty is less than the employee's salary,the County will reimburse
time. seasonal, initial review period or hourly paid employees. the employee at full salary upon receipt of all payment
Department and nitial designated employee for jury duty. In order to be granted leave for jury duty the
Da9 ated by the Home Rule Charter and the Board of County Commissioners do not accrue paid vacation. employee must submit a copy of the SUMMONS and all forms
Employees the initial review period will not accrue v caftan leave . furnished by the clerk of the court relative to the time of service.
during the initial-review perio• d Upon audcessfol'bblffpiitliM of their--". Mileage aliening" can-be retained initial review period, employees will be awarded a hours of vacation yYMe employee.
a"' Viol vdr month
the
ttlHie ice pe;milt Em ie review CNILD CARE LEAVE Employees may begin o.
Vacations must be scheduled in advance with the employee'syrea When an employee adopts a child and requests leave to tend the
supervisor. Vacation shall not conflict with work requirementsth child, the employee is not eligible for special leave,and may not use
department. Annual vacation is earned on a monthl basi as of the 15th of each month according to length of County service as follows: sick m leave at the Department vacation Head/Elected Officiate discretion,
employee may use accrued leave.
TIME OFF LEAVE OF ABSENCE
With the exception of a leave of absence for political candidacy, in
accordance with Section 4-2 of the Weld County Home Rule Charter,
Yen of County Service employees may be entitled to a leave-of absence without pay for good
Under 5 Noun Earned Monthly and sufficient personal reasons after exhausting applicable paid leave.
Over 5, but under 10 8 hours Each case will be considered individually Application for leave of
10 hours absence must be made in writing and must be approved in writing by
Over 10, but under 20
Over 20 12 hours the Department Head/Elected Official before the commencement of
An employee cannot accumulate in excess or.two .13.33 hours
leave. as
will not be affected if employee returns to work as
vacation accrual. When vacation time is used in conjunction with a reinstatement shall terminate if ab the nemployeedonsleave reng gee of
termination, the last day worked will be considered the termination gainful employment.
date. Unused vacation will be payable upon termination of
employment.
The maximum length of such leave of absence will be 90 days. This
leave Official holidays occurring during vacation leave are counted' as Commissioners and then only ontwh riten appliication giving compelling
holidays, not as vacation. Illness and emergency closure days during reasons.
vacation periods are considered as vacation days.Employees on shifts
other than 8 hours(10 to 12 hours) will De awarded vacation at the If an employee does not return to work on or before the agreed upon
� S a date or come to an agreement with management on an extension,the
.—A..._—.._—r_. ,,,_
rn1.s.
•
lrouny.oasis
,NOLIOAYS - ".. aaANOONYfMT or-POSITION
All full time employees
working 32 hours or mere per week will receive if an employee fails to appear for work and fails to call in for three
paid holidays,Dates will be established annual and will be published consecutive days without a reason acceptable to the County, he will
by resolution of the Board of County Comm ere: be terminated. . .
1. New Years Day, CLOSURE OP COUNTY OPERATIONS
2. Presideal Day In the.event the County closes operations for facilities due to
4. Fourth of Day - Inclement weather or other emergencies, full-time employees
4. Fourth July scheduled to work will be paid. Employees required to work during
5. Colorado Day such closure due to County needs shall not be paid any additional
& Cou Day salary compensation or compensatory time oft.An employee already
8T.Velteran's Day (fleeting) on leave of any type on a closure day shall be charged for that leave
9. Veteran's Day - day es-It County-operations were normal. —
•
g. Martin Luther DayKing Day
(floating) ? An employee unable to be In attendance due to inclement weather or
10.1 ThanksgivingChristmas
Day Day other emergencies when County operations and facilities are open
11. Chrletmss shall be charged appmPdate leave.
When a holiday falls on a Saturday,the preceding Friday will be taken - PE1ISONAL LEADS DAYS
off. When a holiday falls on a Sunday,the following Monday will be
taken off. Personal leave is a privilege granted to full time County employees
Employees in their Initial review period are not eligible Each year,with
To be eligible for Solidity,pay,an employee must be on paid status the- supervisory approval,a full time employee may P convert two(2)days of
workday pro and the workday after the holiday nnott be carried over�r from year Personal
year.Days.
mehodnof(schedling and
No employee assigned to shift work shall receive a greater or a lesser the timing of Personal Leave Days is at the discretion of the Elected
number of holidays In any-calendar year than employees regularly OfflcidVDeartment Head
assigned to work during the normal work week DEPARTMENT HEAD LEAYfr Department Heads do not accrue sick
Employees world' M M oBiclad hplMay,shall receive an in lieu tlay and vacation leave. Department Heads will schedule vacation leave
off with pay during the week Persons on the 10-hour day,4 day week with their supervisors.Department Heads may use up to six months of
work schedule e will receive B holiday off hours in order to receive to leave for an illness prior to commencement of long-term disability.Any
same total holiday off hours as employees on an 8-hour shift. extension over the six months must be approved by the Board of
County Commissioners
A day proclaimed a day of national/state mourning or celebration Mall - SICK LEAYf
be treated the same as a holiday described above.
PROFESSIONAL LRAM - Sick leave is a privilege given to full lime employees to be used In the
following circultiatancee:
Upon approval of the Department Head/Elected Official, a full time A.When an eifrployee is unable to perform
orm his ob duties because of
employee may be granted professional leave to attend professional illness, Injury Or any other medically disablingcondition.
and technical conferences, meetings, and training that pertain to an
employee's current or expected duties:No more than the actual time the employee has medical, surgical, dental or optical
needed,. Ohre travel time, will be granted under professional leave. B. When examinations or treatment;
Professional leave must be arranged In.advance with the employee's
eupervleor. - O When an employee is required to care for an ill member of the
MILITARY LEAVE _ immediate family he may use accumulated sick leave up to 40 hours
for any one Illness or injury or until accommodations for care can be
Any officer or employee who Is a member of the national guard or made.
reserve forces under state or federal lawMal be given tip to 15 days All regular fulFlima employees,with the exception of Department and
annual military leave withouteor loss d=Yefits for pay,of the efficiency eheDivision Heads designated by the Home Rule Charter and the Board
reline vacation, sick leave other benefits all the time he a
Breeze legal-3
of County Commissioners, are eligible for sick leave 30 days atter
employment.Sick leave Is accrued at 8 hours per month from date of
hire with no maximum accrual limit.Accumulated sick leave is payable
upon termination at 1/2 the hours of accumulated unused sick leave,
not to exceed one month's salary. No accrued sick leave will be paid
to employees who do not complete the initial review period.
Employees hired after January 1, 1986 will no longer be paid for
accumulated sick leave upon termination of employment.
Employees are to report their absence(s) daily directly to their
supervisor at the employee's regular starting time. Failure to report
may be considered as cause for denial of paid sick leave for the period
of absence unless the employee furnishes an acceptable explanation.
Not calling in end obtaining an approved absence for three days is
considered abandonment of lob 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 BANKIn order y program
employees oinpCounty has established a rovid a no cost, short t Sick Leaveerm � v il
Bank Program.
The Sick Leave Bank is based on a voluntary contribution nt einnt rm
hours per member, per year. Employees who do not contribute to the
Bank will not have the opportunity to take advantage of the Bank.
Subsequent admission to Bank participation for new members shall be • —
allowed only on the first day of each payroll quarter following one year
of regular full-time employment,i.e.,December 16,March 16,June 16,
and September 16. All other eligible members who wish to loin the
Bank may do so during the first month of each payroll quarter.
A The Sick Leave Bank was funded initially by a contribution from
each employee member of eight(B)hours of that employee's individual
sick leave, which was deducted and credited to the Bank For new
members the same contribution will be made on the first day of the
payroll quarter,following one years employment.Following enrollment
deductions, a new member has a waiting period of one quarter. or
ninety (90) days, before applying for sick leave from the Sick Leave
Bank.
B. Sick leave days in the Bank are carried over from year to year and
an additional contribution is required in January of each succeeding
year while a member of the Bank. Hours donated to the Sick Leave
Bank are not refundable.
C.The Bank is administered by the Sick Leave Bank Governing Board.
The Board is composed of Live(5)members elected by the participants
in the Bank and one(1) representative from Payroll and Personnel to
serve as non-voting members. The following conditions govern the
granting of sick leave days from the Bank:
1.Application forms are available through Personnel.Applications for
benefits from the Bank are made in writing to the Governing Board via
the Personnel Department.
2. If a member is unable to make application for himself, the
application may be filled out by a family member or other
representative.
3.A medical doctors 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 tree
application is complete. The Department Head/Elected Official may
attend the hearing with,or for,that individual to discuss any problems
he may have with the number of sick days being granted. Applicant
is entitled to be present or represented at the meeting during which
his request is considered by the Bank Governing Board.
5.Bank days will not be granted until a member has used all of his
• individual sick leave days, vacation days, and any compensation lime
he has accumulated.
6._Not more than one hundred thirty (130),tucking days may be
granted to one member in a twelve month period.
7.The Sick Leave Bank Governing Board cannot approve sick leave
days to be granted to members in an amount that exceeds the number
of sick leave days accumulated in the Bank If the need exists, the
Board has the option to assess a contribution of eight(B) additional
hours from members to the Bank Contributions of sick leave in excess
of the amount stated herein cannot be accepted by the Bank
8.Sick leave may be granted ONLY In cases of personal illness.This
excludes use of the Bank for illness of family members.
9.The Sick Leave Bank is designed for use when a disabling illness
occurs.
10.Any unused sick leave granted by the Board shall be returned to
the Bank
D.Upon termination from the County a Bank member will no longer be
eligible to draw sick leave time from the Bank
E.The Sick Leave Governing Board shall report the status of the Bank
to the participants at the beginning of each calendar year.A quarterly
report is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the full
responsibility for the control of the Bank and all decisions of the • .._ _
Beard era_InaL ,,,,..,»;y,.wxiaeWw.rFra11MN-
G.If the program is terminated at any hme;aey tours remaining in the
Bank shall be equally divided among the members at that time. --
i. .. HEALTH AND *AVM -
I: GENERAL
Employees are required to comply with all safety rules and regulations.
Failure to do so will result in disciplinary action and could result in a
reduction In workers compensation benefits it an accident reunited-`
from failure to comply with said safety rules.It an employes has any
questions concerning a department's requirements, the empWes
should contact his aupalvleor.Copies of the County istety manual are
} available in each department
•
REPORTING OF INIusirs
If an employee is Injured, even sllaity, or suspects he has been.
injured,the employee must report this fact to his immediate supervisor,
case of a s msoreeserious injury,see
that
medical attiMiongets first aid or,in _.
1'. To be eligible for workers compensation bawds an employer W�.
be examined and treated initially by the established Weld County
Workers Compensation primary Medical care Writes.These medal
facilities will be designated under.separate cover and posted in all
work cress.An Injured employee should inform the hoepnal that the.
billing for the treatment should be summed to Weld County Workers
I Compensation Fund The supervisor will complete..an Accident
Inveetlgalbn R rt and the Injureedd employee Will be required to
it The Emplcyse#RS First Report of Accident Form must be submittedlo
PersonnetwIthin 24 hours of theadoident The Accident lnasegeion
Report must be submitted to the Personnel Office within 40 hours
There are three reasons for these reguletlont t
A Employees.seeking medical attention for lob-incurred Injuries,from
doctors, other than moss authorized by the County, may have to
assume the cost of such treatment.
& Immediate treatment may prevent complications from-developing,
such as infection.
C Prompt reporting of the accident which produced the Anfufy AVM
enable the supervisor to make a prompt i iaatlet The
Investigation he makes might reveal a hazardous oaditlon or work
practice which, if not corrected,could lead to a more serious Ihnpey.
All County employees ',are- covered by the WOW orkers
Compensation Act It ehodlt'be doted that Cferomscffc se yarn
not be paid unless medical nRmt1 Is made try,the attendinrpg
Dunnp.sny Workers CompsnaeE mWevnfe a fair time em leaaa does
not accumulate sick or vacation ve.'tl ore any insured ettlpllgoyyee is
allowed to return to work a rrittenreleaae ie required from his doctor
stating that the employee will sae ableip assume full working
t Seed the
Department responsibilities ead/Eect Head/Elected Official a d Personnel
and duties. The injured
iilmmP Department
son
4-Breeze legal'
•
Notices
informed of"hTs coiidl . •~em`• who"ban peRerre County Commissioners are allowed one overnight out of state hankiederrundmg job duties may beassipned other duties,if available,by me trip per Commissioner per year for a maximum of.5 trips per yew b
Department Head/Elected•Official after consuftation ,with the the Board of County Commissioner&
Personnel.Department
M016AL [11AWNATIOIIi A$25 per diem,if desired will be paid in advance for out of state trig
to cover expenses for meal&car rentals, taxi fare, and parking fen
Medical qualifications are realistic physical standards to assure that ppiIng, air fare and r station tees will be paid in total theca.
an-employee is physically able to perform the duties required of the recceipts turned into the Accounting Department, unless prepaid by a
position. All employees must meet the medical standards for their County warrant. Mileage shall be paid round trip by air coach Or by
specific position Applicants for position may be required to take an automobile calculated at the rate set by Board Resolution,whichever
inttlal employment medical exam. An employee may be required to is cheaper
take a medical exam as a condition of actedcontinued icla, thmeht If,in row'
judgment of the Department Heart/Elected fills, th@ me o'r if the county employee or Erected ONldaleDepartment Head is
near a ere to beadversely impacting his fob perfothe employee,
e the accompanied by their spouse, they will be responsible ter the
eynaslogned duties could be twinrriental to the health of the expenses of the spouse.
The Personnel Department wilt schedule the mental akaminatbn-as
soon as possible once requested by the Department Head/Elected Receipts must be submitted and vouchered for by the Department
Officiel, An employee may be placed on.admmWretive .paid lave Head/Elected Official for expense reimbursement
pending the medical examination results. Alf employee' medical
examination requested by Weld County will be paid for by Weld YISCuLLANIIOUs POLIOIis
County. Weld County will receive the results of the medical
examination and will furnish the employee a Copy upon request - CONPIO[NTIAL NN'ORSIATICN
RICRSATIONAL ACTIVITHIS - - Because of the nature of County busintse, employees may have
Weld County does not sponsor any adult recreational teams or access to information of a confidential nature.This Information should
activities Any sports injuries incurred by County employees are- il ab discussed except with a authorized personnel.ant. If any situation
s
a
considered outside of assigned county duties.Therefore,they are not arises concerning eemployee should u liensation which an employee has r
covered by Workers' Compensation as lob related Injuries. immediately.
the d onfi e it with his supervisor
immediately.Misuse or die of confidentiall information personal
obtained
ALCOHOL AND DRUO ASUS[' in the course of County employment could result In personal legal
liability and disciplinary action, up to and including dismissal
In the interest of the safety to all employees and to prevent disruption Documents, including copies, generated in the corse of County
of the work area. It is against county policy for en employee to employment are the exclusive r r taIne in the Weld County and are not to
consume or possess alcohol on county pproroperty.It Is also against the be used fa'pereOnsl use or rersload permanent possession of
an employee
policy to report to work under the Influence of alcohol.
Illicit sale, purchase, use or possession of no-medically prescribed SOLICITATIONS
n
drugs by an employee on or off countyproperty Is also against policy. Except as where otherwise specifically authorized by the County,
This Mathes t0 eh forms of narcotlr depressants; stimulants. or solicitations on County premises are subject to the following rules
halludnogenka whose sale, use.or possession is prohibited by low.
The oily Exception to this&the-'taNhg of prescribed drugs under a A SeNeMnslem by a*sle Because of the. disruption to
ll
physidartavlirection For the'ememppllotlyyeee's safety and that of others,the be m made of any ems ls aft th a public distributed sto and no solicitation premises.sAny
employee`s supervisor must be Informed of the taking of such drugs eo be tan e�Mto area on Mu and
and their effect on the employee's work solicitation must
oo king ad to non-work and non-public areas and
n0 .
Any violation of the above rules may be groquude,for disciplinary action a obrogyestone try Mwnsaspsoyaees Non•employees may not solicit
up to and including dismissal from ernpioyment. on the County premises for any reason whatsoever.
RDUCATION AND TRAINING
. .. . . COUNTY STATNINSRY FOR CNARMARL[ SOLICITATIONS
SNYCATIONAL ASSISTANCE - Weld County encourages its employees-M participate in worthwhile
YY�d C will reimburse an employee for tuition expenses up to community activities.However,the County believes that an employee's
6untydecision to su rt a chat le cause, or other appeal is a
$1500 per team(quarter/eemesteq far Job related courses that have Mosta one a in se f influenced by an employee's
been, (wed in advance. Funds for this program are limited to the P snip, mg ,,
each year by the County serve b sbners Fortbe . _
masers ant is one tome,first serve beat,aidApNt be The use Of CoUntY fledionery for direct solicitation of employees
Maprovat ,sovance to commit funds 10 art FW an Implies Support by the County and may be viewed by some employees
test beesM receive such reimbursement, the followingn0 conditions es coerawe
The only appeal Whin has County approval and for which County
1. Most be alull-tmu employee at the time the class starts.
stationerymayY be used lot other County employees is the
2. epp�y T rr Assistance Request form prior b United Way OamWgn of w County
e N 4 " Y Ws. 'in penionnel:Dentine**` COweTY StOOD DOMDN'Nr d i r-
B TenMnatln of a plymente W •thhe.anRWrie to forfeit his y -:;. ' - taw
�, delis�s dhYV aiilirwe. s _ -. r<-• mfor emPfdyees
..,. are not e covered. amp ogees will receive notification of the blood programs
e approximately .pnm month'-prior to the actual date. Interested
S. m t'Cpmplele the course successfully,with a"C reds, emp that time a blood.Employees will
q9. g with pay te` " ,/~ntel on donor lists will
r„ be me off with supervtery petlnipion when called
,•::...t. msheak rx:muat, IW$ RSINSUIIlq 11 ' `fl INT[IFYIew R1lP[Nssf
S mp mate on, and the Travel and OUMMPM to Th ax
gsbq, ' rote
form. Tn y *tiptoe*, may be prod for applicants
idea 100
IdwrtNbd}or cefY p t hrf .?ravel-nivat be fromoutside a a 1 of
illy/ M Dial ' i y�f: • � aiF kit `'� ri Duet of the Director of
~feed axe. I authorized
MIAs
�qiaryr yy�g{ppyyslyy
In all q ey'the empldjae."IsyM .y
weslydrerysd a umgaid•lwe. ,.e-, tom ..,... . • .ey - . a..•--...-::,.
r`a ANrfrdng. rid Alm is
Still bit Nldi Director of sad AdmiMetatbn
.Director of ,
If so' , N requested.by the entity to attend a workshop, hereotIXu°1lnf hery
w rseother etl the ant trainlg Program, the
M reimburses"far the antis met which includes g1w@.
" M0M% fit, and transportation. Clans for pc... a,�F}LuiganMssewees
should bi fade In with the policies _
"S s AccooMinD Section of imp accordion
Manual. No :Un
�y a S the erence while attending or gBisar
* es conference or other educational
comptr p19ocA1.9eMmle
training pp1M1.In the event a department has Insufficient Comptroller
. „� Ny ssrle!Irt ayf .c =Rheempk+Yre and :
;,s alp: df•the low a '
l ' µ •m.s „is.- - i t A.Additional PsatUeval from the positions may be,added on hers
-_ ,..x,. .,='t+rf '. _ lira basis with apPrOvaltromMa of County Commieaionere
Bain
1,,, • . All OM Yat intesvlw travel will come from
epee public and the best Interest of the Count.Thli matriction Shall
est apply where the officer, member of an appointed board or
employee's
such enterprise nt or norgdianizct ation. Sop cifiicallMy: transaction
& No employee of the Central Purchasing Division shall have any
arrest in any enterprise or organization doing business with Weld
Dainty.
S Neither the Treasurer nor employees of the Treasurers office shall
awe any proprietary interest in any financial Institution in which the
County maintains deposits.
r the event a question arises as to possible conflict of interest
between any. County officer, member of an appointed board, or
employee, and any enterprise or organization doing business.with
and the question will be presented to the County Council for
review, investigation, decision and resolution. The judgment and
decision of the Council shall be considered final and shall be made a
matter of public record.
PAY
o rrnoDUCTION
Pay-for-performance is a system developed by Weld County to provide.
a method of paying people based On the quantity and ritualityof work
performed. Department heads,chief deputies of Elected Officials.the
Undersheriit, and hourly employees do not participate in pay-for-
performance as their salaries are set annually by the Board of County
Commissioners -
OBJECTIVES OP PAY-POR-MNFORMANCE
The system has been developed to provide equity, increase
productivity, competitive compensation to employee& and to provide
management with a resource to measure and regard performance.
Objectives of the system Include:
A Equity:To assure that all eligible employees hay;an opp&rtunity to
compete for and receive the rewards of the-system.
B. Productivity:To establish a system that rewards performance so.
as to increase productivity.
C. Competitive CanMnsstleai To assure .that employeef '• •
compensation is competitive within the area.
D.Management Neseuree:To provide management with a means to
administer based on performance
PAY-FON-PERFORMANCE CONCEPTS ..
The pay-for-performance concept'Includes:
i A Performance Sand Cempeweatien — To compensate
employees for their performance based on established standards.
4•l B. Prevailing Wage—To pay individuals the prevailing wage in the
i ; job market as determined by salary surveys
t ^x C. Upward Movement — To establish a system dash allows for
upward movement within it in order to reward employees for their
performance.
D. Downward Movement — To establish a system that stows for
downward movement within it in order.to redupe,cgs to non-productive employees, - ;;.a,' -Xsk tvra vn,,,a, -.�,`°` - --
yi
E. Performance Appraisal — To provide a standardized tool to
measure performance based on pre-determinedatandprds.., _
F. Learning Curve—The amount of time spent on the job to fully.
' c learn the tasks required and function at a prolbNet lava The Pay-for-
Performance system recognizes a leasing curve for all county
positions. - -
PAY STEPS
A Entry Step—Persons with training but little or no experience.Pay
— 95% of job rate.
B. dhed Step Persons with'thr l —97.5%
exceed the minimum requirements for the classification.Pay—9Z69fr
of lob rata
C. Proficient Step Persons w
County department Pay — 100% of"job ra a
D.3r0 year Proficient Step— Persons who have completed 3 years
in the same classification and have demonstrated sustained satisfactory r
performam. nce at the
Proficient% o establis as hed ad lab reratcorded through
through the appMsbt+-` '" '"
E.5th year Proficient Step—Persons who have completed 5 years
in the same classification and have demonstrated sustained 6Y
pP appraisal system. Pay 105% of lob r
satisfactory at theProficient
c n .�rate.
NOTE: through
the
NOTE: The above pa yY steps would not correspond to time in
classification if the:Ipq fib t '.; MI into a telpher step duo to
minimum Mt ?s Sz^+i - .-:w`- t
r3
, ilil
I
rom
REGISTRATION AND LICENSING • funds will be allocates for rigs purpose.
MOVING EXPENSES
If an employee's lob requires licensure,certification or registration,the
employee is responsible for obtaining it, keeping it valid, and The Board of County Commissioners will approve moving expenses for
presenting it to the County when requested.Associated costs are the Department Heads,Chief Deputies, and Undersheriff only on a case-
employee's responsibility. Should such required license or by-case basis.
registration expire or be revoked, it will be necessary to reassign,
suspend, or dismiss the employee from duty unless and/or until the OUTSIDE EMPLOYMENT
license or registration is renewed or reinstated by law.
REIMBURSABLE EXPENSES An employee may engage in outside employment if there is no
interference with assigned working hours and duties, no real or
apparent conflicts of interest with assigned responsibilities, and if
With prior approval from the Department Head/Elected Official,
interstate travel and other expenses for official County business will When pr by the the County Head/Elected Official. Resolution
of
p When and prohibited by the Commissioners.
Home Rule Charter or by Resolution of
be reimbursed as follows: the Board of Cion
MILEAGE APPEARANCE/DRESS
To be reimbursed at the rate established by Board Resolution.Travel Each employee should choose the proper attire for his or her specific
between work and residence is not reimbursed. Interstate travel by job.Certain areas of the county have specific safety requirements.An
privately owned vehicle will be paid at the established reimbursement employee should check with his supervisor if he has any concerns
rate not to exceed the cost of any public transportation to the same regarding proper attire for the job. A supervisor may request proper
destination. appearance/attire of the employee.
PARKING USE OF PRIVATE AUTO
Fees and tolls at actual expense when away from home office. Some positions require, as a condition of employment,the use of the
employee's vehicle in conducting assigned duties. Employees will be
LODGING reimbursed mileage in accordance with the policy stated in the section
in this Handbook entitled "Reimbursable Expenses-Mileage." The
At actual and necessary expense. County is not liable for damage which may occur to your vehicle while
on County business.
MEALS PERSONNEL RECORDS AND INFORMATION
At actual and necessary expense as approved by the Board of
Commissioners The Personnel Department is the custodian of all official
personnel/payroll records for current and past employees of Weld
TRANSPORTATION County. The employee's file in Personnel will be the official file for all
legal actions, employment references, or any other official inquiries.
Bus, train or air transportation at actual expense for whichever is Colorado law requires that the files be restricted from access by
available and most practical, anyone other than an individual who has a direct interest, i.e. the
employee or his supervisor(s). Each employee has access to his own
Receipts must be submitted and vouchered by the Department records. The employee may authorize a third party access to his
Head/Elected Official to reimburse expenses. record with written authorization signed by the employee which
specifies exactly what items can be accessed or released. Without
Employees travelling pursuant to externally funded programs shall be additional signed authorization, Weld County will only confirm
required to meet any and all Federal, State or other requirements for employement and length of employment with Weld County. Inquiries
travel, meetings, training, lodging, meals and other costs when these from prospective employers will be answered based on the final
issues are not specifically addressed in the Weld County Personnel evaluation of the employee, of which the employee should have a
Policies. copy. Other information will not be provided without the employee's
permission.
OUT OF STATE TRAINING TRIPS Changes in personal data te.a. marital status. number of dependents,
If requested in the yearly budget,each department shall be allowed no address,telephone number,benefit coverage)affect the employee's pay
more than 2 overnight out of state training trips. Each person or employment.Therefore,it is most important that an-employee report
attending a training meeting constitutes one trip. The person or appropriate changes as soon as possible.An employee should check
persons attending training meetings shall be designated by the his personnel records annually to insure that they are accurate.
6epartment Head/Elected Official. CONFLICT OF I
Out of state overnight training trips,for which costs are reimbursed by
grant or stipend,shall be exempted from this trip restriction during the Per Section 16-9 of the Weld County Home Rule Charter, no County
budget year by approval of the Board of County Commissioners at one officer, member of an appointed board, or employee shall have any
of its regularly scheduled meetings or any special meeting of said interest in any enterprise or organization doing business with Weld
Board, on a case by case basis. County which might interfere with the unbiased discharge of his duty
ncr ucmcn,a .tit ,nc rc.cnc.5ln,(ns�nr . >3T'4 TEra t ',armor, wueq/palH
rw -.ry '3y'maP� u
Key elements of the steplbonus approach.include:
—Five performande levels font iimptoyees(entry,qualified,proficient
3rd Year Proficient and 5th Year Proficient.)
—Optional bonus of once or twice per year based on highy proficient
performance p standards. Determination of frequency by bbyy Department
Heeaad//Elecctted Official� i Amounta of bonus
saw odetermined
86o.y0w�•�t •
— Appraisals to be completed at pre-determined time 'frames
-Bonuses restricted to.60%of department/office workforce unless
waiver is given oy a board of County Commissioners resolution.
OOANOPATNEOINO
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 conversion, any employee whose base salary was
above the lob rate was allowed to retain that base entry upon
conversion December 18. 1882.
The Board will address grandfathered employees' pay adjustments
annually. Grandfathered employees will be considered and can
compete for all bonuses.
MECHANICS OP THE SYSTEM.
A New Hiram New hires will begin at the entry level step for the
classification with one exception. An applicant may be hired at the
qualified
as if
exceeds y the minimum
escriptiondande specifor ica-
tions
pons
he justHkeio occurs,t Personnel to t hire at the qualified Official
and submit
approval..This request must document the fact that Me applicants
training and experience warrants the higher pay level No commitment
to hire at other than the entry level should be nrade^to an applicant.
without written approval from Personnel.The practice of hiring at other
than entry level is limitedB. higher
eveellfeclassifiO1cation in the sam When a e classification ee series,promoted
the to will be
ons will
insure aaced n the min mumry level of 5% pay increase. In for the the event the proon. motion in
the classification series bless than 5%,the employee shall,be placed
at the step which provides a 5% minimum increase A six month
promotional review period shall exist for the employee in all cases of
promotion.
1. Employees who@r¢promgt9q_and the minimum 5%pay increase
places them at the entry step will,upon satisfactory completion of six
months,move to the qualified step:uponsatiefactory completion of six
(8)months at the qualified level,employee will move to the proficient
wepbe inaccortdance wthree
h he(3)
adanc vsstepps5)year pay as nit steps
Paragraphs D and t in the above section entitled "Pay Steos"
2. Employees who are promoted and, due to the minimum five(5)
percent pay Increase, are placed at the qualified step will, upon
: . .
erotic's asm oveRMrd to the ( '
atepa°� ""WIII bb In saL1�` NfiBilah� �.- � c IF . la.'�� �-aay
3. Employees Whp are promoted .t a turrcnana tM'organ tureen, the
percent pay Increase for prom placed fnl u�m Fn's(6)
will move to the three (3) yap l pl 81 re's pB.rofrerpgllyinp add IreDroVlIC amWnr p ova accordance with the normal Year
Owl liv to these s( level m poi ilitin weak PPP**to'pm ueFAg constru rec�nsg trine q
4 Employees who ere promo d per,d s to the minimum five wevlaer. N and constructive counsel tto each
percent pay inmease{ot-orps °IgM','M'i• .i�d M,w.:rr,�a r (5)
a
e ft leintCstep the nmormal five i ( year ioi"ro7D1saleent-siep, in cheek chee C. ku Wlcetioo°neb of s n ex haallo—serves t
n €,in the above. Section sled thls"Pay t_ PAY as btaledtem ,.In technique*, IrefMnq.needs of Melee= of malaafkhn0. phcemant
meh{pwions
percent Employees who are promoted and due to the;minimum five(5) a EalWp1hnn°fo a ppdp.e W for
pay increase for promotion, aanden for Iaaoeaia drreonr(eladbm'—
eren proficient step will one receive annual are plead at o five ft)year sovanCementa within aothat {a other amide
pay adjwtmentaper pro determmbg the Drdar r given M matdng ion,an in
e.EmDbyeN who am sack due to the Ave vet pay otnerwge mcopn�trDedpr ; Nn reduction,and in
mcreaSe rule, are outside ,fhe Ffp1ves
step will.only r ve a Me(e,1 Derain lethalfdaYjnotNNl�� NYALW1YWtt PNOONN then be pined in the direndfather category and nano as
Promotion during initial review such. Ail County oaths. as will d svaknate��dApAI vet ea tlyd standards,
following conditions:
the: Period is authorized under the every six momma 3tandadr to bs need as
1. That a legitimate vacancy exists. Df Its the,,tlnsP. .* the
etsfut
2 That the promoted individual mesh the fWtaoNkonQ� Was . ant of EyterYt ssk6�cc hat Ment a ate- ..oleos
Individuate no��their Highly Profkprtt alWnmehC of fipples j t Promoted duo th6eae initial te-os Period wigyseI n a"wiesixw ^ d% to be used to ate*
month review period from etws d rid premctimi"Mmit
status wig,apply until the s e six month anniversary y of hiring; P�RPO11�ANu {YALUATI b°^us rd
.raw awl.
when vacat� accrual wit awarded and; may be used.
When a position h detaanined to be mta-oIAWBed and is obsessed Performance evaluations are due on the following time
higher clasemeatbn, the incumbMt emWoyse must Wilda fW they A alrree aaariths*Pat dare ofschedules:
higher level position within one year.The Incumbent
placed at th%entry level step unless the lamerin t ill be, hired thePromoted entry oil duos. All new empassifi whether
class is less than b%.in the:event the pay s pal' evaluation,eM Will receive a three month
increase,the arson will be °nstep prI is�N n a 5%Pay will slap r�gra a pIrN MOM reclassified y t the
increase. M no ceN wall •roc1�°oiNatraea�adal�t�M��m�f amµ a tr�6 minimum
event a position is downpprteded,t incumblye loyeww satay Waffle NO ydk mom lAfhffee"rt 1'
be frozen until the pay fable of the love - Witted_ sip ��statbm'
incumbent �-roNhes far foe the Wcanon but
In
salary The� smploYsa w81 beGIs
bonusesAddle to-comtMb hr Adverse evyuahynse� the t first three
A nueea, employee entering the classification at higher temieaten of the employee time during period three myth par,
promoted entry o ploy than the °r s%1ea°l°h of the review b pd,
'dye to the 5%minimum pay lnerease redukamem Wilt step
have the promotlonal review period-pay mevelnFll debased upon month raetNYe fns -dma of WWer.Asampipye.
the normal movement of the higher step ss,.,aenn e
placed at the proficient Step initially will not men to rStd.Year or u°ved level-
whether they aeafr.6brargr see.
Proficient Level until he or she hes been, at thwt Step tot two nets Deist a Mon IeveL anted
u e Count'ampioyN takes a new position In a phis serial other than sta on
*stoical,.
_.ot,N°his current series the employee will be hired at the entry than the e
of the new dNNBoat on. ( h+ veto the pay stag
Sheriff). exmnpie: Office Technician to'Denty ills slam period Cary main m tipnninetiar of gla° yea Or
A volunhrydemofion la a lower a extension off the review period
an ntary will ion t mile lassiflaation In the demeciatised's* C• terry Si.ape e vier
class,or the stem'he held pro pprrooyee t° ld°vet step 4f fhe lower. to emTapymaht, arnP1oYee, W °° of the Met six domM of
,- main.evaluations every.six
P'ePONIIANC[ STEPS POW PAY
o. Una taOahaltaM An rtIen A Entry hires end normally women am petrn Or aon•vofuntary tayee's n�e r will be tided a pe: every
at the entry, for the classification and Vat be %of Pefadnrrl file on each empioysee Prthrnre
established job After completing the Mat 90 dF
me,
the employee win be evaluated against the alt hhao E °°�4 , -ifone for '
standards Upon win pbIe but of 8 mdnr ag ofamphydrenf: hilt y ti in na al
will again be n completion
the onhetot Will Da btu .no
IsF Me-IfD�p awards.�l
standards, It the emplyee receive. a performance er he wt:mare to the qualif lid a F.OEM Pomp ling County E increase ✓d� !NW receives 24591 pay be used when counseling emPloYseryn1dom'° nselhg Fam.may
B. Qualified aYYt Tire�qualpied eWtile�'Tdlt6 of Ma ,=v. ` �. EtFALttA It ytRtw/ ;,
employee nuncg'oll!at iha dualehd hrral arrd'h '.-standards for - obe at vet dMialire.AhM'alx Minnlath• _In MOM 0jo ev ad
level,and k the empbyN mash the n ese ,h t the. emPloNse
for the qualifiedthelevel, an.evaluation will be ,100% lid Or
ill
individual to the proficient step The pay WN be pT-' � Inca=
Jab hilt ;.Ain the: .s .. ea
N ImPceteby� � Ms _. .CMS-M w18
C Proficient p
WhNe Oche it!9 _,-, H M%M W-MNNfr tor > vylW.t 4 IMI u,if, raw Ili;OWL bew,wwxw}py 1 a e reviewing
iw,g established Proficient levels Tie WM M svaivatlon win tbel4
10,Me
1 every six months leffieWer MOT a Oche of
lingo MTi ifraffi
ststep.he a�r meth td fhb the revitwe. !P.M*indbenng date comBMiMs"at6 dqe
#neaek 7a'ta.. for nts�ro
have • - cif
I1k MNI.'MVO:
a Kf 1 will rvNuab all
the last two yaYr e ot as or noa.opn iraOn. i b ,s
.aiwwant Inhnth le ee bat rating�and W Observation,et'4 the Keleher will then change any
1. arm,bLgaeNylnBa c aiestf saran.Tay wm
'f 0 o the by Oiscirq his. Initials In es ame Mat ,the
the refNsg tor' hit element's' bllpws tha:saMe procedures for the
OYerall evalua
tion.me yppanmerrt'HeadrElectW WWII deny movement tents In the t sectiaY,`expyhr why me Changes.
5th Year profira step based on the employee's performance, the C.The reviewer will review the evaluation with the employee and have
employee Will i higible far confederation of maimed'SAW step the employee µMini and date the commenp the.signature box
every six thereafter based on performance.. TMbola c
- of tha•rsvipvsr employee Should indicate h4;CPneurrartcb or non-
,
concurrence watt the ialrlawere mater twt pE review s are:t t
11NrtIea,Mlle#sM M Y9fle a61e may am rafint l°
memiiel the
•
the employee mpg have mmpietedd be eligible Wert
le1e!a movementCounty in
tar step,
and•Gileevano. file Of Part !Naegbon114����EDi 4rertyaActlon,
dasNncatlon, except if promoted ordemoted 3o t et�wD.,i•1 '
decor nafr tedperformandeetthepreftoss levefmabove TWO*Mt him fMMI.'Sis FOR IWOATINS
MG eta e1ndorgWnteWyln the of � � STANDARDS
t6MM.MaptaBisAQ� M# An CIfMWCa�on had constant
dump each six month M eem �ed ter bonus emu*l Le"January
Should the Department N 1-June 30 end July t.speili bee 3 mhangesaiyes*Rages will be
bssetle ntheeed Official deny Movement to the 5th meda bMe tarevieLei apenin ereonnrob.cantles mar be submitted
Year proficient step • online eperlorrnance,tMamgoyee antl ws M harirh d 8t' iranppn6l abrig„„with tM a prppts
will be ellypie for consideration moi-Tenant to that,�etaP sway elx •
; mwparvhac If the chanpn ere accepta4 they wNl M eMareO IrHo tM
months thereafter based on perhermanpa, standards in July and January of each year,The am will remain
ephgent during evaluation intervals.*assure that all Individuals within
cif at any time dw! employment at Weld County, the employers a dpsiEcauon are rated against the rune standards.
tolVposnimy therformance employeeafts canbe placed pl on standards ,Of tpeMAodd fora MK"pO1FR{11FCII ANCi ;
minimum of g0 days and maxeram of 180 days,and redhead in Pay to awards .._the next lower step ors 2Ysie If Improvemenije made at the Bonus Boa esteblN not to reward the top performers the
conclusion of the review the employee eon be returned to the work tome. Bonuses are reward employees for average or proficient leoel and pay Step occupied to the reduction marginal lobs performed.
Department�-heads, clrbi deputies of Ekctad Officiate, the The evaluation reports.the d��th bonus v will utilize the highly proficient
iesc eduin paragraphs or part time employees- are not eligible tenths pay pe. pnnya amount to ba.rawaroeq. the ebbed(� py Indicate the dollar
inaeashe cltho in
The Board of Commissioners, ppeerr the Home Rule Charter, has the
TRANSITION FOR CUgINSMT 7ttBVL►KSSi
ultimate
lamploYmanraetponsmnly for N4MMMnp and maintaining a system of
idPersons employed roe of December tg,-1882 b Weld County were policies,rides:bb claeskicafioe,andcompensation plane
l ed,mro the Pay-for-Performanee eyaeem-•eccordig to the Commjemoner Coordinators for each department will review. the
. adepartment nominations for the meat
• with the Boards pybonusto Insure Compliance
Persons in the"A"step moved to the"A"or"Entry map m the•tis0 policy intent of Me pay-for-Performance Program.
system. The.Board Of
County Persons In the,13"step moved to the"B" bonuses oie the Sind Ofi ate e'will review merit fpa
or"Qualified'step in the ectetl intent of departments to monitor
new,system.
Incompliance with the Boards pWN,y the.pay-for-performance
" All
lioficie�nt"" steons p in tthenew sysaam steps moved to the "C" or IgCNui AWARDS iLtMSNTi
Persons who had completed three years with the County in t• ha same A. Funds for bonusawards will be identified In department classification moved the"D" or "3rd Year Proficient" step and budgets; level reloaded Ele per will be determined by the
persona at the "D" Met" stayed at the "0" eters Board salaries for Elected chief deputb4 Department
Heads, Mary personaal, and those people not in the
Persons who had completed the years with the County In the same County:hem Will RM f.Mrt of base for calculating..bonus
e
classification moved to the "E" or "5th Year Proficient" step and apamporuontpr1s a boo of the County cir WSW,Tht Board as d e tepine the
persona at.the "E' step stayed at the "E' step. specgl eaten coat'of the r V�office or department determine the
Persona on steps above "E^ were grontlhtiarotl (See section on f amount ngrnnaer.Mcit for pey-
ronpsrtomance bonuses annually,
e grsndfathering.)
par df athe dates,It six month,ore• yaaar uM a iffilbiipr To be eligible for a bonus award, an employee must
e!ffaaaa/y have been in full time CoUyear, not be on
5th year ctodates,level s dates ,n remain oh a6M0ulry dates,3rd and rowaw status, and have eceIv employm en/camel]ent for'oM
PaY changes will take place on the appropriate hire.prvJobuc exceeds petaiprk 4or pYblideNpatdstepide evaluation rating in the
anniversary dates If the employee has met all other criteria for ,free,
advancement including any certI r quiremen s established forDepartmentcan be awaited once or twice ta a year.at the
lthiw position
ion a well
sta a the employee mentally-ell classification end Depqrt it h Oic July 1,and a mber t to award
tla Mil he June to be paid 31,arldDscember 3T to be paid
January 31 anhu
!VALUATIONS — POMPOM '• " .• '
• .Away-AM�aappa�4�The amount of each award is establishedby the
Evaluations are management-Judgments about the behavior and than UMW lth`Ni not be loss thin entifie oar
effectiveness of employees. Assignments, advancements, reward, the bonus
na g 'Mount allxebd in the budget Wantnbd as
discipline, utilization and motivation all depend ultimately on m aorouM.
management Judgments•of employee performance The object**,of E DtNMeteses A -each year to em ees eligible for the pay-
evaluatlorro�an: �reMsemployees
forherfommnee pregdm Cannot exceed SO%of tits total number of
gran* in! ,04,, .444,.„,
s <;
Iplay^ .pau .-.....9 peowam In-net' MIa .. Lr 4 1 x
!I't 2nci L0 �^ S I
a relallWnBrtr on Mi e
moots-Si!Itu_19 bN' the , any ..41‘.4,-;;r0.1.••00, la' .-
7ne $ *RC q F Ss'y eye .�.
edlotDe want in t t • •
us # a
,My'arM'OeasmGar M'� x
P fOCUOUNeL {7RP$ FOB BOW*,AWAUR. �,•
A. AlPnlea('fro ea.!or$010e-"I 7: 'u' .
1
Owind .
/ O!¢ Wr yw.t Pam 0 f'V
2.. Department HesdatEieriehgePlekwiitgrofitneiVit
6 RaMrRnP Meaeea - '., .
Department ttade a leotad Or eDsDe e tatiti bRM1a . ,
Mae an sweat and the dooremount a
G newts. A ap raat PnalfNe.... • - • ,+�'
MdN'.:oancaa iW»•Dear ,, 'i '"`s°`'Yr .rypn,. r ryM �`
t Q„ ten P.p mlealdler coordinator or teirefekt of
have•oeellone'onthp Elora»A d x nankit Waived tannins me- _ _,t. .dr p _ - --. '
S. Department NNd
rret . , 1 n' M war ""`
..,
t o. Awa+Mnvi ef saws ' .. r
A Is "received` from the c.q
p wpm* swaNa for payment eM�e
31st pry dates n
WINS AWARDS pen,MAK iiPa ' " I'4
To avian equity In tinawq#d of or fl nte' .
D eN Heed WyN•meet" toe
decreNebhein theetsMearnp std a
s PAYROLL
PAY RAY
ems' '. * r. t's`.r .�. ..
AUTOMATIC MpOtl1IT x ,'w-•4.51. ; "'r Y ,
Ybs} •lefe
van be say or - °' . Er- M �rril;k y.�
Personnel tu ..
Zgi. ¢Ay',, rt i �� R +k`�Sri''' �. q
TIMM M :t' .."*-D
:Hourly em reoo�e
the end tt1ltretrd st
01 test*�i, • r+w:.� ,1'
MANDATt VA 6 `:',....-F\,•.= r^',:46 5
COue�il�i�tiz ` i ., a 1 r 1.
enable ,'.'. aM! s,, n Pf a ti -'
fonii.•The-Menthe of •
M lirNras'he Made .`"°`°rc'+ :" -:- ' r".- ibis lareeges deduction for fib. r ` ' 'Ft �•6.r, =....„ th. r:
. . .. ,_,.•
1 . t�aty wr+rivor6 rhe • , ,.
employee's pay Is beeid ' ' >•t
matched dollar-for-dollar i
Inc •
ept thoseOatitl rI+� eyelpf i. 1 .
+weft a wee } t
itibyeee:gfinegl f
� -r ptoys al the 1/1♦1(► ,
are -te >-to belong«to the 'PPubll
Association (PE •Em Ilhd - '
PFEwRA
determined bythrshould ►lf�r.to pemPtdet� d.Miwa d
Et County i ettr ee.nt All:tuft ttps C0 ae y r
on P.E.R.& and employees of H.R.(); "' I
Retirement Planet 'the employee arh r ,
each month. Employee oorltrlbfillons ,
federal taxable income effete • i
matches all ocntrloutione, Me �'x'y" O. {••.� 'r „MIei
booklet provided County
�rwweerr�� 3
levee of te RetIreme Oos1 ton detedia wand.. 'r
Kt1,.3 S /
WAGE OAINIl :• , .-i :,_ .IT: '
Garnishment of wages results when an unpaid --ha"
matter to court.A garnishment lea court eider
collect pal of an employeespay�d�irectly fro m
the County doee not wish to blooms involved 1ahpr
matters, the County is compelled�eslee�S be in bi law $0- EfaH11
ordered garnishment Government
manner es garnishments r r ... :s+i * ,
A representative from the Aooau tins oo VIVI: :OW.."
to (apfsiti the deteAt`CC 4arr�ilh i
to avoid my irWoty jp�r ••
1 .
OOL+I}ITAlt l YCWt
briefings and otheev'
voluntarydectuctbws are
Orme sNsaSTi A 4ftttaMns
henaivi Major h�eeIYF at tale !
for single or dependent
Included i ^s coverage .1.4; , 1,.; .,.
for�nevCK lwreniee si • i
foilowino the first full
,there Is an open
i - r"• rep
-' - i�?1'A�+-:may _;.^.�,•
oun
_p
„r` r` ). 11'4, ₹ ;ere "Ac:: r tit 4 y -r
_tom.,., w-a `1ey✓ •»y.
.. Y .".• +++�i✓ +4` SO# .. 1,14 MT♦ ' M ' al
- 1th caplet that old*g tiiiirtir
ar a
AW1i. jl rant Ilko• ifN
�.9MMr ...�yL .T M. It sirs it..citizen+attaxpayer that Mere Is moms look&
• Y, .'' ._ �pabn eapandlfera for WNOIgI aetHlaee eta* Ills
w7>r t .A' ,n: .., Y 2.it Ml satlon a ha been found=political;
,�'��'¢y'+ ry tile ' or paronel p4a.."....rR� t'hi determination d public
�' t wi ?1-'1. '
. . >a t AU i Antics c o d th net 0eWll n es.e tl s
'*,' "'�^ :• * a- ,"°'"w .!+ +.' kM�pa weld County in
.••• : .•,t ,,. Te apeolflpetlous provide a broad statement d Pro clan*ddi t
In Wove"1"et Onite drone de , wwturlon red experience
aonN+w d. dutloR
Wrote �a ram C� 'thk-iM �NNU%7Uies education and s�tperlNY¢e repplretL.
Fat ll lIwrenoest This purpose . to n audlvredesselratlon ro to
lesiso voila, and
lostmebiety, LrçcL :
mevp at '. Mocsa end We bs
flandbooh Iterate genets-Weld Coun v boplos with eater dt OT II eel except p0*AIwino can
a e evepehle- the l Deppntnenl. W 'a,.a Pelt d ieq m TWOS* ,,het
iNid mey Ithatai a audit het
AIL-61.1:$
u' t> • pOYtlpnwmlep feet deWrenant for at lee�tene.ypea.
-PO ppNtion edits {ppp� tte4 meant to jur the ipetld die
deer -a. "sgey hr to Pamart TM pm9pms'die eudll ktTo�Mlre MMA
" '. Me im rloal.,gak�;hgn' mast to aeioyee pstronmm,._
eh`�o .,Ur. .Met meant an The messed IM. ..WWI
Nee can instate re Si Intl
W ores W to submitted
lone non IPte
nfor woe IN,.0.„inc chenille thet hews
•_ e., to Us t ABaf+tn, All " N4:4 lad-alt,he.alga of thYr Maws - . ,
p{JaM tt the macma Tor Vie are adaylgnq the
Ilnlh/tk, TAM leerfpst stdeduotiona tefl lled st �nmait ption minirela organ
ehe dam he with d
-WPMF�a._ coned lob deedlptlea w' orpen dart The Elected
the
alTalrnlIllirt file Pea onnel *pet Heed will then provide the following to the
WIesIWa id UrddM Way I
of lho 1. The lob description of the poattlon being audited, with the
Wridtpadtlnp..hoiWee in tM L rdPte• a there are po revWpna dts EIMa
Cotnpax> �*Whorledtl peachy tee*ideation - Mad aNl MAlats w on to Dopy-d tM lob
ndeerw Tree• welddun Defeatedinter-
2.Te I cheA, phtina W axethy aprova repoRbtp
plant an. W eT W el MUrreMtWm�M meriting In red to proposed dews[
�,p�M1t mWaWdi:orbs
Stewed I' a A pry pf the` span on duties Fors ample a
Maio and- ai ' blearn amounts not to: 35% d cbAaf t�may be broken down a follows:W7i
en adW1t or S��7,��q�,a`imsy Yarn A fnrnbar d i am aniwe*rp the Phone.and 10%d time*dent responding to PublicII
.
The CounbMrha bosh phut d�nRJF00.
.:a flmM dtsetlPllbrW, u(*raporrgpYltlafleet have haen
. : ., Ittine
Ike,Ankssiark ofe p�o1l
he
isddlirgii• If
.hWa on of swo nYpersonnef _ t epeAmrua f added, ogrsmanmNdyaotll' prrmIMIcl 'tea
m-�_ Rafwl tL-IMYM .`to teal?o fit titf-
When an error in pay is identified by either the Department 6. A specification of what inequities, if any, the Elected
Head/Elected Official or the employee, they will notify the Personnel Official Department Head believes may exist.
Department immediately so all the corrections can be made. It is the
responsibility of the Personnel Department, Accounting Department Upon receipt of this information a representative from the Personnel
the Department Head/Elected Official and employee to review pay Department will conduct an inquiry into the facts related to the
information
formati An monthly ve to assure
underpayment and tmuso report
identified rrosin
aonMe position. this may include interviews of the Elected Official/Depart-
Personnel Department for resolution. Should an error be discovered, mint analysis Haad supervisor, and/or the ion to
currently Board r the position.
PersonnelDepartment Heade/Elected Officials or employees must notify the Co Commissioners and recommendation The Director the of County
will then bed, made. Dire of Personnel,Elected
Personnel All Department immediately discovered will
that all correctionsli can be Official/Department a e an and flue Director make of comments en and
made.dto amount o overpayments ive will result in a collection action for Administration will have opportunity The of Commissioners
and
the total aim of fowo pay pay fords prior ro to underpayment will of calculated recommendations wto the Board.The Board i County fthe above
up to a maximum two periods to date notification. will review this material and make a decision. If any of above
SALARY POLICY parties disagree with the decision, they may request a work session
with the Board.The decision of the Board of County Commissioners at
WeldCounty strives to pay competitive end equitable salaries. To the time of the budget approval is final and may not be appealed
maintain this competitive position,Weld County participates In various th first s any of the h.Any approved reclassification the en shall be ear on
salary surveys.Salaries are set by the Board of County Commissioners the day of first budg period of new fiscal year and
after full consideration is given to: funded accordingly in the budget.
— present pay rates compared to labor market competitors. The SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS
competitive job market may vary by job classification of specific jobs. SENIORITY
— ability to pay. Seniority is the
County employeerCeant ce or priority due g to length of service as a
ins
— benefit and supplemental pay policies. employee begins employment last a f full-time employee.g the day an
— supply/demand situation for personnel needs. Job senlorfy begins accumulating the day an employee starts a new
supply/demand situation in the labor market. position classification as a full-time employee.Each time an employee
is promoted or downgraded to a new and different classification, his
— employees' expectations. job seniority starts again.In a downgrade action,the employee will be
given credit for time spent at the lower classification level,if he held it
The salaries are established during the budget process annually to be before promotion, as well as time spent In the higher classification.
effective with the January pay period (December 16 - January 15). Less of Seniority: Loss of job and County seniority occurs when an
Salary levels of classifications once set by the Board are not adjusted employee separates employment withWeld County. The only
during the fiscal year due to budgetary impacts. exceptions are as follows:
Once salary levels are adopted a pay table Is distributed annually to A If a former employee returns to County employment within 90 days
all departments to inform employees. All employees and the public and has not withdrawn his contributlDn from he retirement fund, he
have access to the pay tables for information. will only lose seniority for the time he was oft the County
payroll.
CLASSIFICATION AND PAY PLAN B. If an employee is on military leave or on approved personal leave,
In accordance with Section 4-2 of the Weld County Home Rule no loss of seniority will occur.
Charter, the Board of County Commissioners has adopted a REDUCTION IN FORCE
classification and pay plan.The plan is the foundation of a job-oriented
career system.Position classification is the organizing of all jobs in the Temporary or permanent reductions In force(RIP) may be necessary
County into groups or classes on the basis of their duties, because of circumstances such as workload change% program
responsibilities, and qualification requirements of skills, knowledge% changes,policy decision%or funding reduction.Management reserves
and abilities.Job classifications are a vital element upon which a pay the right to choose which positions to eliminate if an overall reduction
structure is based and administered.The system allows Weld County in force is not warranted.
to comply with the 'equal pay for equal work" requirement
The principal uses and advantages of the classification and pay plan is A temporary layoff shall be so designated when it is foreseen(within
listed as follows: reasonable limits) that the reduction in work force is on a non
permanent basis.A permanent layoff will be defined as a reduction in
A Facilitating personnel objectives: thewo redo tionewiill force whre conditionsbe
long lasting. and it Is.reasonablyforeseen that
1. It provides a rational criterion for control of pay levels by eking It A layoff notice,as a result of reduction in force,is an official,personal
possible to equate whole classes of positions with common salary communication addressed to the employee and issued by the
ranges. Personnel Department The employee must receive the notice at least
2. It reduces a variety of occupations and positions to manageable 10 work days before the date of his release.The notice shall inform
proportions so that recruitment, qualification requirements,
the employee of his right to review the records on which the requirements, actions
examination,and selection can be made for whole classes of positions ware based.
or more at a time. A permanent layoff shall be treated as a regular termination.Employee
3. It defines in objective terms the content of jobs (or what Is benefits will be impacted in the same manner as described for a
terminated employee in this Handbook
expected)against which the performance of incumbents(how well it is
done) can be measured. Reduction In Fern Sag r The sequence for a reduction in
4. It furnishes job Information upon which the content of orientation force will be on a departmental basis as follows:
and other in-service training can be based. A Temporary employees by seniority.
5. Although it does not of itself ouarantee a good promotion and B. Review employees by seniority.
placement policy,it supplies a systematic picture of opportunities and
position relationships,which is essential to an orderly promotion and C. Full-time employees based on
placement procedure. performance evaluations.
6. It provides a foundation for common understanding between D. if two or more employees have equal overall performance
supervisor It and employeeod as to thejob and evaluation% then seniority will be the determining factor on
pay, which facilitates terminations. The employee with the least job seniority will be
employee-management relations and helps promote work-centered terminated first
motivation.
•B. General aids to an organization: When possible, employees impacted by a reduction in force will be
assigned to another job within Weld County If a vacancy exists and
1. By use of standard class titles, it establishes uniform qualifications and job position are compatible with the employee. Every
terminology. job effort will be made to utilize their training and qualifications plus
seniority. The Personnel Department will make best effort to assist
2. It clarifies, by requiring definition and description of duties, the employees who are affected by a reduction in force action in finding
placing of responsibility in each position.
employment.
3.It provides an orderly basis for translating needs for positions into RESIGNATION
fiscal terms, thus facilitating budgetary procedures. Employees are requested to notify their supervisor in writing as soon
as possible of their Intent to resign. As a matter of professional
courtesy at least a two(2)week notice before date of resignation is a
standard practice.
Weld County Personnel Department should be the only contact for job
references Any reference provided by an Individual other than
s all assume all
be
considered liability for the information provide a personal reference n d. the provider
h
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
fternoon of the day of the next regularly scheduled Board of County
Commissioners meeting atter the terminated employee's last day of
work with the exception of those employees terminating the last seven
working days of each month.
Exception process: To assure an accurate payroll run, employees
terminating during the last seven working days of each month will.
have their paycheck for the current pay period direct deposited into
their bank account A handwrite will be processed for sick and
vacation time and for the period worked In the next pay period.(Time
worked after the 16th of each month.)
An employee terminating employment from the County, for whatever
reason, who is not vested in the retirement program, will have his
contribution only to the County Retirement Plan returned.Because all
refunds must be approved by the Retirement Board, the employee's
contribution will not be returned any earlier than thirty-one(31) days
after his last day of work or date of application for refund,whichever
is later,nor any later than ninety(90)days from the last day of work or
date of application for refund,whichever is later.PERA members must
apply
take r PERA ninety refund(90) days[hefrom[ate date of PERA Office.
PERA refunds
rrefund.
RETI
An employee entitled to retirement benefits from the Retirement Plan
and desiring to retire must complete the following:
A. At least sixty (60) days before desired retirement date, the
employee must call the Personnel Department to Schedule an
appointment to fill out required forms for retirement. When the
employee calls for the appointment, Personnel will request the
following information:_
1. Last work day
2. Beneficiary
3. Birthdate of beneficiary
4. Social Security number of beneficiary
B. The Personnel Department will calculate retirement benefit under
the different options offered. the mployee will select an option and
sign the "Application for Retirement Benefits" form.
C. The plication for
Retirement Benefits"forml a to the Weld Cortment will untydRetireme the nt Board to be
approved for payment
D.The employees' department should forward the final change memo
and related paperwork concerning the employee's retirement to the
Personnel Department fifteen days in advance of retirement date.
E. Retirements are effective on the first day of the month of the last
day worked. If the last day wdrked is the last day of the month,
retirement will be effective the first day of the following month.
GENERAL DEFINITIONS
Classification: A group of positions sufficiently alike in respect to
their duties and responsibilities to justify common treatment in
selection, compensation, and qualification requirements of skills,
knowledges, and abilities.
Classification Series: Classifications in the same career path or
career ladder, e.g., Office Technician I, II, Ill, IV, and Office manager.
Compensatory Time:Time off given to an employee for working in
excess of 40 hours in one work week
Department Nead/Fleeted Officials: For the purpose of this
Handbook, Department Head and Elected Official are synonymous.
Disciplinary Action: Personnel actions which may include warnings,
reprimands, suspension without pay, review period, demotion, or
dismissaL
Full Time Employees: Full time employees work a 40 hour week and
are paid a monthly salary, not including scheduled lunch periods,and
are eligible for County benefits.
Render:Whenever the male gender is used, i.e.,he, his, him, it refers
to male and female.
Grievance Process: A mechanism developed to insure that
employees have recourse from any unfair or capricious actions
Hourly Employees: Hourly employees do not receive, nor are they
eligible for, County benefits, They are paid for hours worked only.
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 employement for all new County employees.
Job Rate:The rate of pay for the proficient level on a monthly basis
for a particular classification established by the salary survey and
adjusted on an annual basis.
teen Without Pay: Time away from work approved by the
supervisor, without pay.
On Call: On call status is off duty time that an employee has
stipulated to be reachable and able to report to work within a short
period of time.
Overtimes Overtime is the time an employee works in excess of 40
hours in one work week
Position: Certain duties and responsibilities which call for the time
and attention of some individual;allocated to offices and departments
through the budget process.
Promotion Review Period: Each promotion or reclassification
upward carries a new six month review period.
Salary Surveys Salary comparison of compardble classifications
performed each year with other emplryers to assist in the
establishment of the salary for job classifications.
Seniority:
T precedence or priority due to length of service as a
nn employee.
Worker's Compensation: Benefits paid pursuant to the Colorado
Workers Compensation Act.
Work Weeks The County work week begins on Sunday and ends on
Saturday.
Work Month: 174 hours is equal to a work month
BE IT FURTHER ORDAINED that this Ordinance shall become
effective five (5) days after its final public notice, as provided by
Section 3-14(2)of the Weld County Home Rule Charter.
AFFIDAVIT OF PUBLICATION
THE JOHNSTOWN BREEZE
STATE OF COLORADO ss
•
COUNTY OF WELD
1, Clyde Briggs, do solemnly swear that I
am publisher of The Johnstown Breeze;
• that the same is a weekly newspaper
printed, in whole or in part, and published
in the County of Weld, State of Colorado,
and has a general circulation therein; that
said newspaper has been published
continuously and uninterruptedly in said
County of Weld for a period of more than
fifty-two consecutive weeks prior to the
first publication of the annexed legal notice
• or advertisement; that said newspaper has
been admitted to the United States mails as
second-class matter under the provisions of
the Act of March 3, 1879, or any
• amendments thereof, and that said
newspaper is a weekly newspaper duly
qualified for publishing legal notices and
the
advertisements within the meaning
laws of the State of Colorado.
That the annexed legal notice or advertise-
ment was published In the regular and
entire issue of every number of said weekly
newspaper for the period of consecu-
live insertions; and that the first
publication of said notice was in the
�)sD. yam'
said newspaper fluted.
and that the last publication of said notice
was in the issue offsaid newspaper dated
A.D. 1tf
• In witness whereof I have hereunto set
my hand this ../.. f day of .L)2 s•%2..,
A.D. 191.S
Publisher
Subscribed and sworn to before me, a '
Notary Public in and for the County of
Weld,State of Colora , this ..l.'... day of
a............
' "' Notary Publicc.
Ivry commission expires ..........................
Public Notices
In reading this Handbook please remember that complete details of Reporting of Injuries
benefit plans or policies are not always included If there are Residency 63
inconsistencies between the formal terms of a benefit plan and this Resignation 63
Handbook the actual terms of the plan or policy will be controlling.A Retirement 12
Re
complete copy of each plan document is available for your review in view me Peri Rights 12
Sala
the Personnel Department Weld County reserves the right to cytl
discontinue or modify any county program,benefit plan or employment Sala Policy 58
policy without prior notice to employees Seminars and Conferences 38
ORDINANCE NO. 11&O Seniority
WELD COUNTY PERSONNEL POLICY HANDBOOK Job eniority 62
62
Loss of 62
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF Sexual Harassment 13
WELD COUNTY,COLORADO,THAT WELD COUNTY ORDINANCE NO. Shift Work 23
118-F IS REPEALED AND RE-ENACTED BY THE FOLLOWING Sick Leave
ORDINANCE: Sick Leave Bank 3j
Solicitations
WHEREAS, the Board of County Commissioners of Weld County, Suspension and Termination for Charge with Crime 21
Time Sheets 25
Colorado, pursuant to Colorado statute and the Weld County Home
Rule Charter,Is vested with the authority of administering the affairs of Time Worked
Weld County, Colorado, and
Uenaition for Current Employees, ►ay for Performance 49
ae of Private Auto 42
WHEREAS,the Board of County Commissioners has the power and Vacancies 6
authority under the Weld County Home Rule Charter and the Colorado Vocation 26
County Home Rule Powers Act, Article 35 of Title 30, C.R.S., as Voluntary Deductions
amended and in specific under Section 30-35-201(7), C.R.5., as Accidental t Death l DismembermentCrediUnion Insurance 57
amended, to adopt by Ordinance, personnel policy rules and Deferred State Employees Credit (CSECU) 57
Deferred Compensation 57
regulations for the County of Weld, and
Group Health Insurance 58
WHEREAS, the Board of County Commissioners of Weld County Group Life Insurance
hereby finds and determines that there is a need for a comprehensive Insurance Coverage While On Unpaid Leave Status 57
Pang-Term Disability Insurance 57
revision of the personnel policy rules and regulations for Weld County
and that this Ordinance is for the benefit of the health, safety, and Perking r.7
welfare of the people of Weld County. Non-Grievable Items 41
NOW, THEREFORE, BE IT ORDAINED by the Board of County United Way 57
56
Commissioners of Weld County, Colorado, that Weld County Wage Garnishments
Ordinance 118-F Is hereby repealed and re-enacted by the following:: Weld Burden
Personnel Grievance Hearing Procedures 17
rdeo of Proof 19
SUBJECT INDEX of the Hearing Officer 20
Page Hearing Officer a 17
Abandonment of PositionPresence Hearing 17
Accrual and Compensation for Overtime 29 Postponements and Extensions 17
Procedures and Evidence
Alcohol and Drug Abuse 351 g
Appearance/Dress 41 Recess, Adjournment and Deliverationa 20
Automatic DepositRecord of Hearing 19
Blood'Donor Program 55 Representation 17
Rights of Parties 19
Bonus Award Elements 52
Award Amount 52 ope We Work
of the Hearing 19
Distribution 53 Work Week and Worr k Day 23
Eligibility 52 ACKNOWLEDGE Frequency 52
Funding 52
Bonus Awards for Small Departments 54 I have received my copy of the Weld County Handbook which outlines
Breaks 25 my privileges and obligations as an employee. I will familiarize myself
9 with the information in this Handbook and understand that it
Child Care Leave 2
constitutes the general personnel policies of the County.
i Classification and Pay Plan 59
Closure of County Operations 29 I understand that the information in this Handbook is subject.to
Compensation for Overtime Worked change, approved in a public meeting and
Exempt Employees 24 and that w changes theClerk l be
Non-Exempt Employees 24 Places on hie with the toat , Board Ifcontact I have any question
Conduct 14 require any additional information, I may the Personnel
Confidential Information 40 Department.
Conflict of Interest 42
County Stationery for Charitable Solicitations 40
Death In Immediate Family 28 Signature
i Department Head Leave 30
i Disciplinary Actions 15 Date Signed:
Dismissal Procedures
Educational Assistance 30 A signed copy of this form will be placed in your Personnel file.
Employee FLSA Status and Work Scheduling 23
Employee Grievances 18 PURPOSE OP POLICY HANDBOOK
Employment of Relatives 12
' Equal Opportunity 9 This Handbook contains the Weld County Board of Commissioners'
Equal Employment Opportunity 12 Personnel Policies and Procedures as required by Section 4-2B of the
• Evaluation - Process 50 Home Rule Charter. It is designed to be used by Department Heads,
Evaluation - Purpose 49 supervisory and staff personnel, and employees in the day to day
Evaluation Review/Appeal 51 administration of the County personnel program.
Exempt Positions 13
General De9finition, 65 These written policies increase understanding eliminate the need for
Grendfatheflnp 45 personal decisions on matters of Countywide policy, and help to
il. Grievances in Progress 22 assure uniformity throughout the County. It Is the responsibility of
w• Health and Safety 34 each and every Department Heed and supervisor to administer these
.,,,`___Holidays 26 policies in a consistent and impartial manner.
1 Job Oroynw d M iri tt» fleM W � eN
ii Jury tidy.... �w
Sit Perforrmsnoe $�F .
L Elernetii:MP: R r me -
Rsttrems t tent • meal Rte mla llss of.Nts
C WNlmeM iy. The ffu '�tsti been otcti@ild RIM a TOM of CO SS e
rte
rec ..... • aubOct,MS to enable as POWs rPa fMM.WIVE& POW* fladtV.
Meer �s Eayy
r MecfYnb a Win syss, Po tor Pnformsra 8o * ip Supple
New v. r i�45 -SoppfemMli can 4n., must b
sAd
y tnnpaymem 4f
ParOPPertottranse Gonoe04s "-
44 or
to balsa
At
er l y
�n4 to
PMtormanoe-" Compsneetan........... £4 empleyeee bete been m the-and"st
UP rd 44 All''oli
Pe ry tlwna Y4 federal
e.S One
In the aws arid
Adathe awimp mow.
E�mpel ` 44 leMral end n t lean end k with-the Wi�
,...,:....o
M Rescut* 4µb. row:40a Ind eta n eRd?rM0 r�NfiatslY
SSitapp 46 p{CM11}�t1T. NIXp10N. AMO �twfflT.
. 3 oF'ttke so @ is Equal_
rNN Em •tb:4MN[N comPleb eo
d tf $alt 4t Hire :. .51 x�
•S1. be beer atni of rssittot a In
ST it' •open ctk4ideratan of quality applicants toleinitial appolntmsnt
Eou ttlepe�fer ... 48
inita
!i M- ' PFomaaana and tandem may b oven
t0 mown.,
for the
t Pa
t . of better utilizing the abilities of Weld County saWWest- C
OLicli
3rd Ye r is Interested in, dsvelopment end. CQuragna all emp
3rd Vein step. ....... ....... ... 1 . • t0,sort
.for ant to mar:posbtons -
oyS
j rs Viat.� Step
personne CRem D77a '..
p Pol Remus and FMormeran - w t mwdc drys -gip CmAty tarn {y3
T. Political os Activities
thi
p Procedure
r cuduleesmcatbn Sps¢itambns . C un y made wnen
y i nder are Ott_lOy
floss,. %porno
maAy S°nw , m b to �4�KC Res'+ llo P
' i oceduPear -1606064 e• "...555 supervoys tto 5 -
Procederater T -• 1 et
Minn le..srso t
_ P teen
nusl ,:36 z asstails4County at.find. e'...tas
paws.
vetr
opts... 82 oa Qe M1� " in ffito by
e a��k�etminp ..... .i t0 - i aWlTiduM' • err
t:spenaes r 8i m and- 'gill*PeZ=1Rt ze
qu proces6
Weeps MSOPtrni
!
Out atotets Training trips k i4 asd�•£ ei
Transportation
........ ..... iss _ �l-- Uric cared, This
Transportation
Reimbursement for Job Interview Earflap .,
Crkrt Bn '
When It is decided to treater Or an Cou
employe, a reseed*Iraqiof On*to heat two •
normally W areqpWW�� to rep the to inq employee before the '
tanefer/promotlonodIs eRerdhrs.
Pay changes and review- of transferred or promoted employee;
will be in accordance with the policies and procedures outlined in the
Pay-for-Performance section of this,HanSook
Redraw Petted
All new employees,except law enforcement and hourly persomwk are - '
on review status for the first six months of their employment Upon
completion of the review period the employee wig become a full-time
member of the County workforce.
Reietpleyaset
Upon approval of the Department Head/Elected Office a full-time
employee who resigned within tins yap and In good Wog with the
County may be rehired. Upon re-employmen the Oldbe �-N'
subject to all conditions of employment inpludMq the el or twelve
(12) month revieneew periods applied* to see 4..b�p and slit
et or more
prior tot eeemp 'level if d(ShoresS of le en •ermination*iarwarW.if edd refer to
Departmental upplement. If date of termination IS ins than El-des
or within the same pay period the employsewmt*marielliteil witting
change in hire date.Accrual rates for*cadet and sick leave will be
the same es they were upon tenninstion.
JOSS NIOOIIAll -
J)
Weld County is Involved in a number of jobe programs Included ere:'
A Work Study—Contracts with area schools such as Ind UNC. -
8.Contracts for specialized services-The county enters into special
Contacts for some services In lieu of hiring en employee • ',
C.Student Intern Programs—Area schools pin student interns In
County Departments.
N. A.
D. Employment Opportungjes Delivery Services(EODS) Programs—
The Weld County Department of Human Resources peed people in ,
various programs including htachool and *warner youth welfare
diversion, etc
E. Useful Public Service This program Ii limff* to,indhgduate
prosecuted for driving under the influence (DOS .
F. Any other job program as approved by the Board of.County •
Commissioner&. - TTh
Participants in the above programs are not full-time employeesel
Weld County and are not covered by the policies of the-Handbook
aNKOTMINT INpoNNMT1011 •
-
WUAL atiPkorwMT,OPPoSTttttrre
Weld County is-committed to abidM ail the taws pertain to fair
employment pectic*. All pined the authority hire,
d renmrge, traendieAr,non-discriminatory-pagehe of tilting
vacancy any qualHled applicant wgheut reger6�ra pion,
national origin, ego, sex, disadvantaged Het* or h$ndlcaa 3711
Counp Will offer squal opportunity toremployment orerhall" eat to
•
all qualified applicants end employees C •
Positions will be lilled with the best qualified IndWMua*t�avadele •
Every effort will be madeto fig v by
the county whenever competent and smptoyeeq ere
available. Employees'will be considered prolgrOun omotion In fearnsy of
sseervice will be a esent fa l only when two poortmore apPliants . ".
paeesa equal quelx*.non«: r .
Any n et fig a lob-with Weld County fa ls- het
y
rellpkW,, K - 1 e
or albe.y�CsasaoWpin - n f ttheg,,
Flnance�"entl Ad to din u& a acts- twit. -
sand Administration or his designee will then investigate the alleged
EMPLOYMENT OR RELATIVES
In accordance with Section 4-2 of the Weld County Home Rule
Charter an appointing or employing authority may not employ or
request the employment of any person who is related to him as
spouse, parent, child, brother, sister or in-law. A supervisor may not
have a relative as defined above placed under him for supervision.
RETREATMENT RIGHTS
When a chief deputy to en Elected Official or the Undersheriff is
selected from the current work force and from a position covered by
the Classification System, he shall have the right to return to that
position within the first 6 months of appointment.
POLITICAL ACTIVITIES
In accordance with Section 4-2 of the Weld County Home Rule
Charter no employee shall, during working hours, engage in any
political activity.Any County employee,except an Elected Official,who
seeks election to partisan public office, shall request a leave of
absence, without pay, immediately after announcement of candidacy.
Any employee who takes a leave of absence in order to seek election
to a partisan public office may not use any accumulated paid leave.
Requests for a leave of absence,without pay,will be made through the
Personnel Department and acted upon by the Board of County
Commissioners. Leave terminates upon completion of campaign or
election
RESIDENCY
All officers and employees of Weld County, as a condition of their
employment and as a condition of their continued employment of Weld
County, shall reside within the boundaries of the County of Weld,
provided, that new employees of the County shall have six months
from the date upon which they first report for work in which to ,.
establish residency. Persons who were County employees on February
23, 1981, and who commute to work on a daily basis from their
residence outside of Weld County, shall not be required to establish
residency in Weld County as a condition of their continued
employment. If such employee changes his place of residence
subsequent to the enactment of this policy, he shall be required to
change his residency to the County of Weld.
EXEMPT POSITIONS: The following positions are exempt from the
provisions of these policies and the Weld County Personnel System;
except that the Board of County Commissioners shall establish,for the
exempted positions, the compensation and benefits package.
A Undersheriff.
B. The appointed chief deputy of the Clerk and Recorder, Assessor,
and Treasurer.
C. All hourly employees.
D. Assistant District Attorney.
E. Deputies to the Coroner.
F. Special Deputies or Sheriffs Posse ---
G. Department Heads working directly for the Board of County
Commissioners.
SEXUAL : Sexual harassment includes unwelcome
sexual advances, requests for sexual favors, and other verbal or
physical behavior of a sexual nature which has the purpose or effect
unreasonably interfering with an individuars work performance or
creating an intimidating, hostile, or offensive working environment.
Weld County is responsible for the behavior of its supervisory, non-
supervisory employees,and agents in matters involving discrimination
caused by sexual harassment. Allegations of sexual harassment must
be reported to Personnel. Any instances of sexual harrassment and
subsequent investigations will be held in the strictest confidence.The
Personnel Director may appoint an Investigating Officer.Proven cases
or sexual Harassment will be handled by strong disciplinary action up
to and including termination.
CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
CONDUCT
s .: .
r. „ > , -
E ``- `.._*ra -.,s 1-- a•�. Ot�edei yautsatid ae—t the�sreaee- war prenosence
ace of tlie craters itsriff
s
which
efficient nl?"MNIi tthe 41hIiM��Q't ,," Y MgbM =ring hl ►hewing.NowMH N' omho MN
9K��.-'5+a`r ', ` IW.. Mtlgb!IM WC,tai I
A iraenipetenae or IneifficiencY in Petonnerw-a Ids aid,' t`q Mww rrgp,Tta lopthe prinyhq
IS or careless conduct endangering get ISMY or ohi'perep ono repre r,sr**Mg
gNigataanYYre sees Eid and a N
or Nilow .mco... OftheSuhhe " °'�'° ale>re.Ivs!orrtpu.r.�awwf1s�aNl. inions llit.r.be
while naadrraaNegnidnit eft HM star pinions aaowe+o a
O *14a nt.or v**1 dunagt or ewNre ***Stir
r ****" : sash h NT
D.Retinal to.comply wi" lawful anon or ... , $ POSTPONEMENTS AND EXTENSIONS
E Irreubprdbeloa ' WNeersmenb a ander*r*e d t;a taehge erey:
teaiteeed br�Mnatr 1As WNplptad Nonere�,tM
' IF. .Pµr(IeMI taNW* *a coed tern" the public or udt
hdloYiaa YNPta w ta of two oipisof end ae lithe*ON dsOMbn of Me.
O. �anderfits 41Swnte of leSgnt►er'. a t &,NEARING OFFICER
N. Ua—iwad absence Seel SHOO granasd'Nev.
s s - Wit" gri 6y rMOMrWn tta Wald
6 d4a.Nfbtrs ,. r MReeal l,•{dr�+b!rSa'wtth . __ iY Ot it�enewe ttlal
AaeP1InS hdaw.In dre aeurseJd `aPPeaM1y.,,,1'a. M . a
fC =ai f mdetha enlW ll M Me apPedYSsn d Ute
shN mddladeWebnoPoelM :pawed-Io.
L,PsNI1MrW elaeloee\a.atw.e�+Pr cetfsaq:awetea •� . II frelasr. '. -
µ. Uhoneely r - 1,E@PBE8fd7TATION
N. SAW prstsrrN4f treatment to Individual or earPa ='Th► he eploYM e W edllled-eo ha aaompanI ld and
Q SrNah d aanHMntIaIMK resep by Mfaeny"�iARM pt-..n a#Y
An
.. .tdragalao M to haw M shone'rePna�Motherther
;-s4od �.aioldeal -
r e. MU*. hottingqah at ita parties stall have t ght he d ter..
etaytayae tip hq tRet ilclderR raw AIeina a i) Cal and sxem e whnPaea
r\ SIES bt'AO`fsuts . . "+- ',PJ tiutoduoe gitltlhltt
a'tR' .Indw YtaiWMW psiliiirefreutinInti ww reams on anymaltw relevant to
" arei�nPe�nUhe'MMtr�VtlaIORY.ravlMr pfad7l4". ,N ImPNoh aey whrraea
$A =vM .- T. SWILL arr�.
a -fi ' " ".. -. SMSM a�plpyeedadeeaf bshet*muy
- .a .... n.. ge DUNE-AND EMDENDE
-w. AI in inns r
E i 7d glwaeetu. 4 't11! +
F°t'i " ft Orp teMhaelet cI.adet__
e lh� an
ad ,.$f_MMo, memos nda, or der misted Mfo
Dle enN Noe
ill. Me enamel tiles nyvAnp the
g qn[I .. ";,III it " ':. record shell
nontp share nchedulsd
titer the receipt of not Ca 01 cnazEea
Wsaee. IN 'IF
aMlniMe eC .PIY,3a -^4 .s ,:1 env 3" ,.` -. v x': a�,.r.' a •^ 'r4 *h . ...
reeng Considered for dlemllfla and IS representativeresented Npdatth bourn tin e. The Hearing Officer may exclude undulymay be repetitious and be �
Elated stewed the Hind MY also Whe NMI ,decd! sto evidentiary shall
otnostaricrym Mal have the right to neke statements to the Elsoted
of tn.parties
Heed
teW"M or pots Mat chines stated MP he Dh 4 tin PMM tbh• evidence lthereby wriltsit iHew and the ng Officer may
notification of°Sal M IM teat •The prearani stet b Ink* W
iuorot
k eNMntitrY MOM& &Me BMWS MOM rah On Off0d to the rules of privilege as
After receiving said rebuttal and my otMr appropriate t n*
=.• ld milder I ti Ofn etleit le' *Mil, evidence msY be received by n an
day er ln
lan•set If
l t d 1I Head
! !microcopy; however,upon rs •eM.a patty shall M 'e
"Was
Ole *meet B7M EMM n tltM 1 Nt to tin ooty to.eompw the copy wen rid odYIML
▪ oyee und♦r jsarategHmIOW.. 7 L8PECIFIG.PROCEDURES OF THE HEARING
The notification of dismissal sat include the cation width the . shall announce the matter to be heard and
Elected i to
reset Had dsNrmmd at t pre dismiewl �a The ermine�al Sys Involved are present and whether
hearing to Nredly an Itch pe ere read° to proceed
sIf the Elected ne isi ahed^t Head determines t Heedth mat oyesthew to proceed with his calla
elect
e he retained, the iscW ee an disciplinary Had mat o h ICax the grieving M bYM
tl to i`npess upon the employee any discWllarY measures M 7 HeSi give a short oyse s statement,of the case, summarizing his
Mbvirnee. N sett specttalit state wet s Is
N the employee is dismissed B ci
nt p these proc dure%hem�y Carle p .wet relief sought
.. -exercise his with i.to grille such dismissal Prewithoutrs carpet tY 0f He may Present witnesses on direct muenster,.eThe witnesses
complying stew AIM'S B d the 'Emperors Waeach then be sublet*to eating nrniodlorr.fh employee r the Other may then
• pPLOr!! IMWltfAN!!! .. may be questioned by the Hearing Officer.The
�n question his witness on any new matters brow dip on coos n
cross-
An em cyst who iesds that the col I tN anual same examlmttoo
rid vergefl have n term. tie and/or bas m aY, is 3) He may introduce exhmits
him rests IatpM1Qrlevarloe reviewed
employee has pri tad his we, the other.
C lo of proceed p 'M eau present Ins case In the same
The employes grievance pressers is to�e..,t ey a t e emplMM' .
A. Must ha tfeMlasNe�ost*•
to d crib eltl)10y�M they then rebut any Witter brought out N the other
dwhota '°N'ltla p,dsiaeesae"_0 OW Wince Pen"'cos ,
Rgtt iz% .is riot arrw cis a Ta tiesrkgwOnallr ea cares ant
. . mW nliest� f1for
ex
amedion,and rte►'* S Mi41D.p 4 . ,
ten 0 EC
a The !whin ban aw dCreel WithinMeer ar
wiz A riaaond r .
__ rra and warder d grevance tlNits �,
C. n- the employes dissarsee with the Department Heed or Elected g. RECORD"OF HEARING
Officiate answer,he may me a formed written grievance m with the Weld A record d the hesrag,Mil be kept tthateis el eutlicent aid �
Cco pereonnel Department within Officers mitten response f permitr be died u and pon to review the render a
the g Department Ha*or Elected a MS d the recommendation or decision in the matter.The method to be used for
cas must Include cas must following
glee the ly wi the emplsopyeects nIss mating the record may beta accomplished by use of a court reporter
case and must the lWs sas seeking in yg sp d electronic rewording unit, detailed transcription or tar Npng detailed
fade I whet a is ion to minutte�%�rTlrhrpe method d m the record*have a he discretion of
ss es the/ sn known and the mmaryse, any'Thee! � n0 that a court
sr the part, a d Eke or t anaerle) Moth, the than Officer; awMM,it the Hewing Office eatssee is a method
supervisor and Deartmera lied or Elected. OgIdLL other er be a court reporter employeeand the employee the requests
Weld County L..^�.,. reporter used, the shell ay costs of the court mediate Mee Me
didNI rice it modem wortrindl OM� Weld will
Director
a reporter.
RECESS, ADJOURNMENT, AND DELIBERATIONS
N�o Elected dm a of to the hearing nisg ema The.Hsdng Officer may,at his discreticl recast,the hewing and
reconvene to came.for the convenience of the paNes;MNor Haring
E. Weld County HEARING.
MOM= Heating hoorduree: amps of oral and carmen
1. aIiEBENDE AT HEARINQ lid conclusion lo declaredhe presentation by the Hearin Officer
ev sores.ill Mriro.inn be
an
„il,
!ill
)ill
od
end fie mote tutee be datAlett,M *Poett s.*iAM'S 14ith ite" 1
eteted M ied¢riph f1 tnNow.
11. DECISION OF THE HEARING OFFICER -
*.
a The Hewing Officer shall either grant or deny eh ore portion of
the mmWeYmee grievance b.Tkii
ny pelt Me In M fir W
working den/Mr pie Mal Hgwm s fiMnf.of 1M besting.He
submit The e� �tr x�Iona to the peetahtraland to
tF
D Htesmtsctea °ONkMI�,of Y
the OpsYuat ` t
s The Oates written dedtbn shall Include m deBMte, -
e°tfatf�acoteth of h paa.conclwoae*Apt;esIthit Airvito I
urnors"teya«ia elen, . I
d Th.Madre Ornate deaMon r final.Sal SAP•p+ V
the my Commissioners PdleutMtpo pmraptyhdl chow.
es p.Aar who Ste fibeNY .. , i'• - I
� errhlM;hWoretf alletetnit ts
Person Dfiealeemer eaeMf,N then tranenrh'Mt •�rti dWrgtll�E or — '
ypyeoepA 5 outl,Nwd't�oy�May review.p �,��" a
tries (1$ds-dtli►-NOISSIV .o.
a sst*- tilt
a6op�by tin eaerd Employees a*�p .'
to M tlr •Couto
tal an an mWe suer rolve ten
WWI, �y tn'ibn —'7,-1W-1-`--
Ursgaud":....ah°°tpt°C.Ij are Ms�MMeMp Qlllotc T itch ; .. 14
tM:eosrd.or Oemat'�hlettfeMmttltfa
Employees cannot germ POrtlentenae evsIstIGttt • 1
eurealr�tt�en, SN-•ee.tauw,Si e4.rs
yolosome ie '� .- '
tstp tw.+
gymy, any,wow 2.-
ilia salsrra tot ,,. -' �•
nw ,tttegAgm arMIe t» r, .
err° ;enter. newahvwr "` . >M '
diwrYtr -cui „. _
�1 erime or m orm' h
In those positions requiring a drivers license, an employee may be
suspended without pay or terminated if his drivers license is suspend
• or revoked upon administrative hearing or upon conviction of a traffic
offense, or if the employee is determined by the Countys Insurance
carrier to be uninsurable under the County's Insurance program.
GRIEVANCES IN PROGRESS UPON ENACTMENT DATE OF WELD COUNTY ORDINANCE 115-0
Upon the effective date of this Ordinance 118-G any grievance in
progress which has not yet reached the Personnel Director pursuant
to Paragraphs C.and D.of the Section entitled"Employee Grievances"
shall be heard by the Weld County Personnel Hearing Officer pursuant
to Paragraph E. of said Section.
HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND
REST PERIODS
WORK WEEK AND WORK DAY:
All full time county employees will normally work a 40 hour week
Proper scheduling may require employees to work more(or less)than
8 hours in one day in order for a department to be more cost effective
and to better serve the public.Normal hours are 8:00 a.m.to 5:00 p.m,
Monday through Friday;however,the hours may vary depending upon
department needs The normal work week begins at 0001 Sunday and
runs through 2400 on Saturday. Departments have the option of
establishing their own work week to fit their needs. This Information
will be provided to Personnel and Accounting.County employees are
to report to assigned work sites in order to begin work at designated
starting times
SHIFT WORK:
Some-departments are required to remain open 24 hours per day,7
days per week the Sheriffs Office, Ambulance, Computer Services,
Buildings and Grounds, and Communications. Employees in those
departments will be required to work the established shift during a 24
hour period. In an emergency situation an employee may be required
to work more than one shift in a 24 hour period
ON CALL STATUE:
To provide necessary county services, various departments, as ■
condition of employment, require employees to be on call- If
compensation is required under the Federal Fair Labor Standards MI
(FLEA), apuest propriate compensation ed methods will rtment Head,
a be developed, at the
Department and wwill be submitted to the Board for ove Pommel
EMPLOYEE FLEA STATUS AND WORK SCHEDULING:
All Weld County employees will be classified in accordance with the
Fair Labor Standards Act as exempt or non-exempt from the overtime
provisions of the Act. Consult Personnel as to the FLSA status of
employees. Each Department Head/Elected Official shall prepare a
schedule designating the hours each employee in his department
shall work as well as the established work week for the department.
Work by an employee at times other than those scheduled shall be
approved in advance by the Department Head/Elected Official or, in
cases of unforeseen emergency,shall be approved by the Department
Head/Elected Official after the emergency work is performed.
ACCRUAL AND ION FOR OVERTIME:
With the exception of the Sheriffs Department and Ambulance
Services Department, all non-exempt employees who work more than
40 hours in their established work week will be compensated at one
and one-half time their normal rate.Snemrs Department and Ambulance
Services non-exempt employees are covered under public safety
employee criteria exemptions of the FLSA and contained in
departmental supplements.
A. All overtime will be approved by the Department Head/Elected
Official In advance, except in emergency situations. No non-exempt
employee shall receive compensation for overtime unless such
overtime has been aooroved In writing by the Department
Public Notices
• Heed/Elected Official a set forth above she le enpaped In training or service ordered by the appropriate
military lN.If the employee or officer M required to alto Continue In
B All non-exempt empbyeed-are required to complete a time military service Lin
the ime for which leave with pay is allowed,he
accounting sheet for each pay period Pay cycles may vary but coun followingsha De entitled service leave iwithoutofpay until he shall.This b reinstated
shall
periods month next soave in core s war 8 1 and 803, . Copies ity shall
pay f
month,
payable
will remn ain last
totkinf the thou the i e accounting
tang Orders ashould bh Sections to t the Department
t and Hea, Elec p al
, sheets will be submitted to Personnel
of the month,
review' prior to being Personnel t ek prior Department Head/Elected Official
submitted to accounting for filing.TM time accounting sheet Is not flpp and two weeks to beginning of leave.
pay document. Any exception to normal pay, s,0., overtime, aicl( MILITARY LMAYE AND REINSTATEYEMT
n• n col a worker's canpesaetion,personal IMve,eta,will be
annotated on. a regular time sheet and sheets, to the time Weld County amp to with all sections of Title 38 U.S.Code,Chapter
accounting g Meet The- time accounting steals;' submitted to 43, Veteran Reemployment Rights. For detailed information, contact
Accounting, will be retained for a three year period the Personnel Department
'OOMMIMATION FOR*VIM". wominD IIEYICA'. LEAVE OF ABSENCE
A. Eaetupt ■wplayeee. Exempt employees, as classified in A request for • medical leave of absence without pay for Illneae,
• accordance with the Fair Labor Standards Act,petal;absolutely no disabling medical condttlon,or disabling injury must be supported by a
overtime. Weld County does not accept any respOrteIbilitY to Pay letter from the employee's physician to include an anticipated return
exempt employees forbears worked in excess oft (40)during an date. Medical leave can only be granted by a Department
esfabahed work week .. Head/Elected Official after all accrued sick leave'has been used In
B.NMFEseaat t- Igaee.Noreexempt employees,as claeakied in cases Wars a medical condition would hinder lob perfo
rmance,the
acc°Menoe with Ore PahLaba$NndiuM Mt,scans overtime of the physician's y �tat�matt should ape ill duiain an understanding emplo and approval
rate of 1.45 tk11w for al time Worked over forty MO)hours Manama' of the type of"wom or specific-dwles of the employee.
wOrk+week etemeeemP1+pnpioyess may be compeheafed for overtime The Department Head must be notified in writing of the employee's
Wormerar Turruwk' -- intent to return to work and the attire return Within two weeks of the
s, - anticipated return; date and • confirmation by.the employee'a
1.•.r'" -:eet['tlieleC OMpsnsatoy'teas may be"a,DcdmyTatee' piyeidee of the employee's ability to perform his flannel duties.
up to SO*tai) MIro"prfOr to any monster/ppyy f for overtime'
bell ta.ng Me Supervisors vencouraged to retl nedmpensatory it is Intent oft eld Prior
dicy to return the employee to the same job
time earned y a pay Period the he em se to u it.Any and pay rate he Mid prior to going on meal leave- However,
MM teW Mf time used Is at the btu of the Department because of the nature of County a it is not always possible to
O ilMatI rot-meet be}c ha.olliatefm w as not to Interfere - hold an employee's job.open during his leave In those cases where a
wee UUtri vwfMbad'llI lla •'dt empMyment, v must be filled,the employes will be pieced on a preferential
Yy compenN r`lime aot algid(u 10 owl fora non- - recent tend be called when the opening for which he is qualified to
exemp emlSloyee Will W p•id.See 29 CF. 563 1 -883.23: perform Is available.
2. be !M AU overti earned bj non-exempt The dgration of all medical leaves of absence normally shall not
��Op aFhlo Mmd"tet oompei rempime exosed 45 days unless extended due to medical circumstances
'her as a PM 8epfp➢ee "IQ''has eighty-hen (82) hours and/or compilations°without a break in service. Vacation and sick
eccumulatad'gPM Pe
line, E ee "X" Wilt be pant two (2j- lleave will not accrue while on medical leave of absence. Medical
s
lids Overtime and compencat W1I bs documented on has.. event annioverversary 45 a days will e result in an adjustment takenafn
the ustmentemploye 'f
E Tlms vrm and date by theand h benefit taken cru is gtliWtment of
Tins AccauMinp Sheet end the m M Slash' vacation sick leave and other accruals.
Iwo *CRUD! An employee may continua his participation in the insurance Flans
- during medial awe a he elects to do so.In this caw,all benefits of
AU time works for apt s will be recorded and paid each plan will controller,makes as if the employee was working,provided that
Maccor ence with the Fair Labor, tan ratios regarding the em makes prior arrangements to remit the required .
workonn time width*Fair Labor Standards PM'SI OWA be addressed to arndbu win advance of the period of coverage.,,An employee
Phteeneet should discuss benefit coverage with Personnel prior to departing on
+ Any paid time not actuafy worked should not be Counted for overtime. leaves
6 tion purposes, egg, aids vacation, badlys, personal leave of vacation in conjunction with medical leave will be at the
1 discretion of the employee if approved by the Department
,SAL;NONIIO HeadElected Official Requests for additional time off not due to
.. - medical reasons will be treated as leave without pay according to the
Empoyew working an 8 hour dad may reaelve,as scheduled by the Precedents of this manta'.
• Department Head/Elected Official,30 to 00 minutes for a meat Time DRAM.IN IMMIDIATS FAMILY. Leave of absence with pay
et day may vaty based on slat tfldules'and all euppIemented by. because of death in the Immediate family of a person in the County
delarbnera;Meals time not titan may nobs accumulted or used at service may be granted full-time employees by.the Department
the beginning or end di the Any break of 30 minuted or more Head/Elected l for a period not to exceed'three days
I duration shall not count tow era off time worked Entitlement to leave of absence under this section shall be in addition
EREANlw - to any other entitlement for sick leave,emergency leave,or any other
I leave For purposes of tees section"Immediate family"means mother,
i At tee auBerigeel"e emplpyaey wcnkirg 4 consecutive stepmother, father, stepfather, husband,wife, son,stepaont daughter,
At hats m•ybelser'tl Militia break X X dQppwg 4 codis ee work stepdaughter, brother, sister, mother•In-law, father-id-kw, grand-
flow. Breea net take .-hot be ecplmulated 0f uaad at.the parents, toper wrest teeter child or any other person sharing the
beginning et end W dr In conhmetbn with.map hoots relationship of in loco parsmLL \
nee. OFF AMY DUTY
e
-YACaTpN Full time employe required to serve as a witness or juror during
scheduled work time are entitled to paid leave.If the sum received for
PAID YAYATION$r No annual'leave is earns by temporary, pan- jury duty is lees than the employee's story,the County will reimburse
tine seasonal initial KUM period, Or"Mury pea. employees (chi:
pfyor at Iuil o order t re granted leave eminent jury
given the
ppes W M jury duty.In to f for nary due"the
` Department-and County om desWnp byhM Hrue pout . employee mop submit copy of the SUMMONS the and ell rvice
and the 8card of County Commissionera=�not accrue peldwabatidh. furnished by the clerk o�the mug relative to the time of service.
Em I ees-in th Mid a er O. II a MletB't+etrili, 0,` ale. lty the erpptoye-
wII be a r of vacation - a,
e CNILY CAVE SAN
e i - t a irhe Completion
o not nub, begin Pk
take lea a leave at the t$ oil in a of ce In I $review toyerpaneds When an em loyee adopts i childl and a l requests leave and to tend the
Vaarviso mop be hall n cc in awith w with t employee's child,the employes is not eligible for special leave,and may not use
supervisor. Vacation shalt 0bt`s arictne with work Monthly
basis as of the sick leave at the Department Heed/Elected Officials discretion
f department.Annual vacation le eons a a linty as of the
15th of each month according to length of County service as follows:' employes may use eecruetl vacation leave.
>,.m..;. .rw.w,.»>: ..,.. LEAN OF AEQENCB a—,......,
....--_
TIME OFF
With the exception of a leave of absence for political candidacy, in
accordance with Section 4-2 of the Weld County Home Rule Charter,
Years of County Service Noun E employees may be entitled to a leave of absence wlthput pay for good
Under 5 Monthly and sufficient personal reasons after exhausting applicable paid'leave.
Over 5, but under 10 8 hours Each case will be considered individually. Application for leave of
Over 10, but under 20 10 hours absence must be made in writing and must be approved in writing by
Over 20 12 hours the Department Head/Elected Official before the commencement of
13.33 hours leave. Seniority will not be affected if employee returns to work as
An employee cannot accumulate in excess of two times his annual soon as granted leave of absence period Is over. Right of
vacation accrual. When vacation time is used in conjunction with a reinstatement shall terminate If.the employee on leave engages in
termination, the last day worked will be considered the termination gainful employment
date. Unused vacation will be payable upon termination of
employment. The maximum length of such leave of absence will be 90 days.This
leave Official holidays occurring during vacation leave are counted as Commissioners a be nd then onlended y on wrh ittenapplication giving compelling
holidays, not as vacation. Illness and emergency closure days during reasons.
vacation periods are considered as vacation days.Employees on shitts
other than 8 hours (10 to 12 hours) will be awarded vacation at me If an employee does not return to work on or before the agreed upon
rate of 8-hours per pay period Records will be maintained on an date or come to an agreement with management on an extension,the
hourly basis. employee will be considered to have terminated his/her em to
HOLIDAYS P Yment
ABANDONMENT OF POSITION
All full time employees working 32 hours or more per week will receive If an employee fails to appear for work and fails to call in for three
paid holidays.Dates will be established annually and will be published consecutive days without a reason acceptable to the County, he will
by resolution of the Board of County Commissioners be terminated.
1. New Years Day -.
2. President's Day CLOSURE OF COUNTY OPERATIONS
3. Memorial Day
4 Fourth of July In the event the County closes operations for facilities due to
5. Labor Colorado Day inclement weather or other emergencies, full-time employees
5. Labor Day scheduled to work will be paid Employees required to work'during
67. Columbus Day (floating) such closure due to County needs shall not be paid'any-additional
8. Columbus Day salary com nation or compensatory time off. An employee already
8. Martin Luther King Day on leave of any type on a closure day shall be charged for that leave
9(floating) day as if County operations were normal.
10. Thanksgiving Day j i• _
11. Christmas Day An employee unable to be in attendance due to inclement weather or
other emergencies when County operations and facafteea are open
When a holiday falls on a Saturday,the preceding Friday will be taken shall be charged appropriate leavt
off. When a holiday falls on a Sunday, the following Monday will be PERSONAL LEAVE DAYS
taken off. ,
•
Personal leave is a privilege granted to full time County empoyee&
To be eligible for holiday pay,an employee must be on Employees in their initial review period are not eligible Each yyear,with
workday before and the workday after the holiday, paid status the supervisory
intoptw a2aPerstime onl Leave Da sa. convert Lave days
m y
not be carried over(from year to year.The method of sal chhped may No employee assigned to shift work shall receive a greater or a lesser the timing of Personal Leave Days is at the discretion of'thelElected
number of holidays in any calendar year than employees regularly Official/Department Head
assigned to work during the normal work week.
EEEEEEmployees working on an official holiday,shall receive an in lieu day and vacation leave, DepartmentNT HEAD DHeads will scheddue vacation leave
off with pay during the week.Persons on the 10-hour day,4 day week with their supervisors.Department Heeds may use up to ai;months,of
work schedule will receive 8 holiday off hours in order to receive the leave for an illness prior to commencement of long-term disability.Any
same total holiday off hours as employees on an 8-hour shift. extension over the six months must be approved by the Board of
A day proclaimed a day of national/state mourning or celebration shall County Commissioners.
be treated the same as a holiday described above.
SICK LEAVE
PROFESSIONAL LEAVE Sick leave is a privilege given to full time employees to be used in the
Upon approval of the Department Head/Elected Official, a full time f011owing circumstances:
employee may be granted professional leave to attend professional A When an employee is unable to perform his job duties because of
and technical conferences, meetings, and training that pertain to an illness, inju employee's current or expected duties. No more than the actual time 1 ry. or any other medically disabling condition.
needed, plus travel time, will be granted under professional leave. B. When the employee has medical, surgical, dental or
Professional leave must be arranged in advance with the employee's examinations or treatment; optical
supervisor.
MILITARY LEAVE C. When an employee is required to care for an ill member of the
immediate family he may use accumulated sick leave up to 40 hours
Any officer or em for any one illness or injury or until accommodations for care can be
poyee who is a member of the national guard or made.reserve forces under state or federal law shall be given up to 15 days t
annual military leave without loss of seniority, pay, status, efficiency All regular full-time employees,with the exception of Department and
rating. vacation, sick leave or other benefits for all of the time he or Division Heads designated by the Home Rule Charter and the Board
:aeN1z; ,4
;tor s pa.-owns*** trtef
uh1re h no del pon terminationrat S1 1M ra ei 'unlaced
not to exceed one'months comp) tontio -2
the per.
to employees who do not corliplee
Employees hired' r upon 1, 1986 MB no pllongert. ''paid for
accumulated sick leave.upon NreUn*tiorh of employment.
Employees are to their a directly to their -
rn°Ybe cosupervisorgat the idered as cause for ar of `skit*fiefs.veiefor `pperl to report
le
of absence*teen the etre"e furnishes an inneforld as l.dm o s
Not pilinngg In And obtaining an a ,shalt a for thpee d taffy �.
considered abandonment of job 4ienstltetes- t' vakmtaiy `..
reaignatlon, J
An employee , fie_edud to provide.eilmlie k • d
any Illness rcr which sIc'k.leave Is Mew`AWis laM'yr.
excessive absenteeism can result in less of S* to Qm i
sick hive,:or .In,ether.:d�'ac ns:a6 tfk..and,tnaladkl9
terminon.
•
SICK LBAt1B BAKK -
In order to provide a no cost,short term for
employees in Courtly has established a Bask Gaspe k Program J
j
The Sick Leave Bank Is based onoe�vo�le�ntey S.i41W(Ai
hours per member,per yes.Employees wM to'the
'Bank will not hams the Subsequent aadmi•ic IC 1rgg for mew .
onlyonnth first Qry iebsi�� l ,„kiwi .,
aan September do o I a. m e st.p
Bank may do b dunng,Nls 'Nat*eget of "p-y$ ;;dpigr-
A TM Sick Leave Bank was funded by 41.
,
each employee member of eight, hoer*
aldt lea nAhkdi vra►' niw
pamoyrolbt rsouelis4 t `WK Yip ii•, es 1M ,
Bank. r - GYM .n
B.'Sick leave days lnth tank era" Vita .i
' an additionalcontribution Is required le 04 lY
CB.enrhkearekmI�artab�e Bank Nau,A 1�b, M1n11
in
thei Bank
sWank a /rpaa d1Hvs l..m'a YiK7 es i
plalltina d aidk IMYee�em Mfr !
betilenla B nmare k:ara'maBe _
eM w�o'" 'ao.p.n�c
z. If a mienifen=I* gin e**"At'Make for-tdm9e*et
re Ilr patfalt s ry be fitted out by a or,dMer ,
,
3.A medical doctors statement speesyin K
g the netts,*of neel Ins
dates and medlost esndos.hf the member,and the of
expec ed finesse for return .ta-work'St he ,, , i. fir
sppliutbn: )
4. The ka mit rt mast sub the r asap form to hap,
Head/Envied Official tat_.# !curl efs Dais.off Wk "
appkesthe
tit', he May hewsf
la matting W be Preis*of ' wrath
'hie��reeera��eq la ooneWNed by t .,
�InEvld idele fed aft .4=20*- -vmoues
hi 1hes'aCe :twisem ah _ '
g _ . .
.t:.TIia Sick Leave Bank governing cerfnot
drys to be granted to members in an�that exceeds the rumbas
or skrk h#ve days accumulated ki the Sort Meg es the
Board lees the option to aeries'contrib400s t(SJ addithnal
of the *sac alt te heteln anMrMb tact W , fymees.
a:t eBa armor,
8.Sick leave may be granted ONLY in ceseaor Perwna istW "itkanaa. sunoala WOuet 01 OutR400oa yluw!!N twl� k-} '^`
excludes use of the.Bank for Illness of family members.
9.The Sick Lsat,.Bank is designed for use When a disabling illness
occurs. .10.Any unused sick leave granted by the Board shall be returned to
the Bank
D.Upon termination from the County a Bank member will no longer be
ellglble to draw sick leave lime from the Bank.
E.The Sick.Leave Governing Board shall report the status of the Bank
to the participants at the beginning of each calendar.year.A quarterly
report is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the full
responsibility for the control of,the Bank and all deGNens of the
Board are final.G.If the program Is terminated at any time,any hours relnalnitq In the
Bank shall ba equally divided among the members at that time
NEATH AND SAFETY -
GENERAL
Employees are required to comply with all safety rules and regulations.
Failure to do so will result in disciplinary action and could result in a
reduction in workers compensation benefits If an accident resulted
from failure to comply with said safety rules If an employee has any
i should ncontconcerning
his s perrvisor departments
es cf the em requirements,
testy-mhe ete employee arc
available in each department
REPORTING OF INJURIES.
If an-employee-Is injured,.even slightly, or suspects he bybeen
Injured the employee must report this!sotto his Immediate 0Wrertlsor
at once.The supervisor.wiil see that the/employee gets that lend or,In!
case of a more serious injury, medical attention. _
To be"ibis for workers compensation benefits an snngrpW1qyy must
be imam nest and-treated inlaely by-the eatabifahed-W ay
Workers Compensation primary medical kacttaollltlet Thiele Medical
facilities Wilt be desgnated'under separate cover and tn e9
work areas./Ur lei eared employee should inform the hospital
billing for ttantreatment.stiould be surnttted to.Wsid COuntt
Compensation fund.The supervisor will complete .am.Accident
Investigation Report end fhb-injured employ°wed be tagdkeo to sigh'
It Pets The Employers First Report ot`AcckIent Fon%must bea�dq
Personnel fah 24 F hours of the accident The Accident Invest te' h
Report must 6e submitted to the Perrsonnel.Office withh a8 outs _.
There are three reasons for these regulations
A Employees seeking medical attention for lob-incurred.Injuries,from
doctors, other than those authorized by the County, may have to
assume the cost of such treatment
sB.uch se
treatment may Prevent complications from dewleping.
such infection. _
C.Prompt reporting of the accident which prppottduced the injurywilenable the l
investigation he Supery to isor
rreveal a hazardousake a condition or work
practice which, If not corrected could_lead to a more serious injury.
Alt. County empleyses are covered by the SMte Worker
Compensation Act It should be noted that ChiroPractio services ISM
not be paid unless medical referral is made by the attending physicist
During any Workers Compensation leave a lull lime employee Ogee
not accumulate sick or vacation leave.Before any mimed employyess le
allowed to return to work a written release is required from his doctor
staling that the employee will be able -to-assume full working
responsibilities and duties. The injured employee meat keep the
Department _Head/Elected Official and Personnel Department
eui I
aqi MI
net U
■
4 z`t : le
ifr * - . xr « �� 4 � d•
Department- ' . 'z't,t,
eDC ed after conawt tllon at+ trip per Cemm a or tot Nelr trelninr
the Bove of tkNNnpl "5 taps Per Yaaf for
YaWCAL aaAMINATIONa -
• A$2S perdiens S wm pry=advance for out of state trips
qualifications ere realistic a Y to cover expanse tar-f r�1Na, taxi fare, and parking fees Medicalan employee a lo ky1 NandY t"to assure,_ that.. y;
phYucally slots to penornt the•du lls required Ot the Lodging, air ere and` be field in total t
a
apeltl l Posits**A ' saw meet it* s .for.their County turned into the ` �l��+9�
spec am W to Oka an,, automobile
ilewarrant Mileage the r B unless,which ev r
MOYnaat Nastepl automobile calculated at the refs set by air coach or
to medC.e of e+am as t. ro N chewer. DI loo whk hev
��p4 twply if the county employee or Elected *1 iciahD
d s cou be fen too the heal the accompanied by their aeWrlmem Head is _
ae
The nn +p ion as poube, they will be responsible for the
tam� Dllpar�meN wit stlad to ntl-" . . exam on as • expenses of the spouse.
m' ah pbit or1 Deepen watt"y bore,` RecNPN m4N besubmitted and vouchered for to the Department
°o_�_^� j ahee?re�s�t adon rearha A9 medicut ' HasWElected Oflicyi expense reimbursement
cOUfll Conte will vrtaxbhrlD' M wing-tr i
examination and will furnish-the employee a copy upon request._ t°OLt6ga -
teaCaMTIONA< AC1tlt1T1li COMMk 'impoodudria
Because of the
eWeW W.nd IndurtryH adult.recreatNinalltotteaasmseor no°lase.discussed �e sh�Tn° i uugtNn
° fined Gloomy$1111011. they era not arise*concern �.. peit verse d any pm.nBon
eby IwW-' panNMion as lob rile 7niurba qu t the i a� Mluyt finis p 7t787".
t78 tea h"a
WWWW1bC.#Ilb _ - - immediately Misuse or dNeNWrtwf,co t
'd A _ in the course of County employment atwww loe
liatNiUY tort �Npeii
'elite intent*, ylU tO.p ►gMtb1Nn De°dmant6 InNadl , legal
' DWntentitibrk "M" . ..tit M -tl empNYeni tare tMiezdul pies, OWSrimim M COWS and Me Aetto
w the an used for
ppersonal ase a retained in the permanent PeaseaNM a
Imeg ape, per s, r `at icaiir ribs IOLICITATiOItS
?dbruj!g�siwim to Yp xcY. `;. .
"nu s MS u IIIP$r Id°pq to topri $ toy $ solicitations-on County shim here *themes y lest t tic by the cowry,
Vie only excaptlon to Mar lilt.- 'of A Ilsaekepeas wblect y the laaoeanp rules.
Vie Only direction Forte �ty' the _ .'pause of o s dI� y
s bedbe made of must be
employee e�yen n oil sNteap as and
MtfCY 4Far MISbe tM t$161$2,.$'such Grupe. be meOe any
timeMany*mid aAsiwmkr too prNnNee. .. _. shao�khat lour animus centime lo ooh-wok and nonpublic ueasjgid.
Any-violation of iM abovo MIse maybe file for rklby time
up to and including dismissal from s pl yhlant hMtnay action on she County
the county preaaasaarOre any sit
may al solicit
NYC#TION 41 :T1`A9NM0, .
.,�Op�A'hCNAt AST?NQr . ,.. "HI! g1y�M►RaLt aC�N:RwT10Na
Weld County encourages Rate in worthlwhile.
Wald Coolly will rehshure`e•an emplolres"for tuRlon expense w t' community activitiesrtHowever the to
b Our i uvtMHra ad W t cc reaction to au a charnels .,Y be that m emplane'
' fie s
7 r RNs f hid Uy#that have , .one and ih - off O°�, e
ernatn,+d0—4 of�YrNrr by the r .itliget y 1M d ihouPo m no way W lmfwnceqby an empblee•s
mat"relmbursantara y On a RM FOr this. position within the Count'
���f amt, sate mps� The use of County
me (4nrle ythe iW111110si�� Fbr an Welles support by the Countyand may direct a edto s n en,s ant', ,n0 cord 110411 se coercive: _,untY be vipwwdbyaome amp p•
1 Must be a igl4(lag„em 9yse K the time the claw sync, .The only appeal which Ceun y w oI and for which Co `
2. 11Dif'have'' Oa MheiwCountY employees N t
__ir}l ,.aop ' .: shoe negaellt-form prior to.. United Wav Campo fir Wa
emollmeM..(Fprraeere ��tieWlnel DspaMiaseq, - - rt>• ,
3. Termination of em COONTT fWaD•ip11NOR pct -
nem%T e ti this of iht vent saute J,M employee to kir,*his
to his asst and 'Weld le -Ae mega t *cg.a. for em gnu
mNcsRaneous Aft.roxlvrti a .pre atbad
'hie are hot eovueLL 'en,pleYess vent,,reoetyp D° employees;
&Employee must Immolate:the Owes soccsashiIgr;xratta d. em ttNNrnyey y att that isprier Up ° to "gramsinte interested
a, t nasbe time oil with pay to donate blood, blood'Employees will
To receive be given time oa pith aomal on donor lists wall
P°Yment, an employee must present the Personnel MI wMn ce0se.
De tic °°fill - pr a recei ;howl the amount w MaNT s0 1 Mi
illit
t,co .e tics_ Travis Brig '' _
for•Pltlifferfft
norms wo Ou w e a t o aeration a Department
Head/Elected Official whether time off from vro pwert for the ebov r 'Idea 190
'"In alll cases any time o'It&i itiitada - e einileirmunt are
r1�r aor�nr iSl e�.' a sus uP. Director M Henn
° .,,'�' , DDkec w W FNaacs a d /yygnNtratNn _
• Dlretor N fmfums Mit6ll.Belvlcea >at; ?' ore 01 i
registration fees lodging, meals, and transportation. Clime for hector of tlbrey reimbursement should be made in accordance with .Bbl Reba Cou of Mae" Rnal taaa '
outlined M the Aaou d M Douh�my i_fshAtyyesy
traveling a workshop,
0. tsetnitilic dltdarande of =Mr Er i ' -'.
conference if agreeable to both the employee and Department A Addfienal Positions:Additional
Head/Elected Official.Attendance is the option of the employee if cost time basis with approval from the Boardoof County be added on a one
sharing by the employee is agreed to by employee and Department Commissioners.
Head/Elected Official. B. Interview : All cost for interview travel will come from
REGISTRATION AND LICENSING fundsthe will et of be the department
Morn thisth the position vacancy. No additional
purpose.
If an employee's job requires licensure,certification or registration,the MOVING EXPENSES
employee is responsible for obtaining it, keeping it valid, and employee it to the Countywhen requested.ingAssociated costs are the The Board of presenting
responsibility. Should such required license or County Commissioners, and approve moving expenses a ca te-
registration expire or be revoked, it will be necessary to reassign, Department Heads, Chief Deputies, Undersheriff only on a case-
suspend, or dismiss the employee from duty unless and/or until the OUTSIDE basis.
license or registration is renewed or reinstated by law. EMPLOYMENT
REIMBURSABLE EXPENSES An employee may engage in outside employment if there is no
With prior approval from the Department Head/Elected Official, interference with assigned working hours and duties, no real or
interstate pri travel and other expenses for ant business will apparend conflicts Department Head/Elef interest with ct d Official responsibilities, and if
be reimbursed as follows: p Countyapproved b the EXCEPTIONS:
When prohibited by the County Home Rule Charter or by Resolution of
MILEAGE the Board of Commissioners.
/
To be reimbursed at the rate established by Board Resolution.Travel
Each employee should choose the proper attire for his or her specific
between work and residence is not reimbursed. Interstate travel by
privately owned vehicle will be paid at the established reimbursement job. Certain should u of the with county have specific safety asgany concerns
on s
rate not to exceed the cost of any public transportation to the same employee check with his supervisor if he has an
destination. regarding proper attire for the job. A supervisor may request prope
P4RKtMG appearance/attire of the employee.
USE OF PRIVATE AUTO
Fees and tolls at actual expense when away from home office. Some positions require,as a condition of employment, the use of the
LODGING employee's vehicle in conducting assigned duties. Employees will be
reimbursed mileage in accordance with the policy stated in the section
At actual and necessary expense. in this Handbook entitled "Reimbursable Expenses-Mileage" The
. County is not liable for damage which may occur to MEALS on County business. o your vehicle while
At actual and necessary expense as a PERSONNEL RECORDS AND INFORMATION
Commissioners. PProved by the Board of
The Personnel Department is the custodian of all official
TRANSPORTATION Personnel/payroll records for current and past employees County. The employee's file in Personnel will be the officials file for all
Bus, train or air transportation at actual expense for whichever is Coloraal o actions,a requires that references,
bless or be any restricted from
available and most practical. other official inquiries.
anyone other than an individual who has a direct interest,access
the
Receipts must be submitted and vouchered by the Department records.eme The e or his su gelsmry) Eachrize ernpro thirte has access to his own
Head/Elected Official to and expanses
record with written authorization signed by the employe which
Employees travelling pursuant to externally funded programs specifies exactly what items can be accessed or released. Without
nfirm
required to meet any and all Federal,State or other requirements for emadployementtional gand length
of authorization, Weld County Weld
will only
travel, meetings, training lodging, meals and other costs when these fromp o employment ers ille with answered based
edu on Inquiries
issues are not specifically addressed In the Weld County Personnel evaluation ofprospective the ememployee, of�Iwhich e employee should the final
a
Policies.
copy. Other information will not be provided without the employee's
OUT OF STATE TRAINING TRIPS permission.
Changes
If requested in the yearly budget,each department shall be allowed no address,telephone number,benefit coverage)affect the employee's pay
more than 2 overnight out of state training trips. Each person or employment.Therefore,it is most important that an employee report
attending a training meeting constitutes one trip. The person or appropriate changes as soon as possible.An employee should check
rsons attending training meetings shall be designated by the his personnel records annually to insure that they are accurate.
Department Head/Elected Official.
Out of state overnight training trips,for which costs are reimbursed by CONFLICT OF I
grant or stipend,shall be exempted from this trip restriction during the Per Section 16-9 of the Weld County Home Rule Charter, no
budget year by approval of the Board of County Commissioners at one officer, member of an appointed board, or employee shall have any
of its regularly scheduled meetings or any special meeting of said interest in any h Weld
eld
Board, on a case by case basis. might interfere nte organizationwith doing business County which the unbiased discharge of with
duty
to the public end thhit b cec
not apply whirs the 6?y'
:rig
any
s such enter* hap n0 Of -
wIM enterprise Or i
A No employee of the Central Pu r ' px W ypy
Interest in any enterprise or otganteal eld
County.
a Neither the Treseuaer nor employees*the Tieaeuna f appll
have any hlbreetyIn any IMll t)NIIIw in Ds,
County mat ms . . .. Its:
In the event a queetion arise as to poetible of uteri*
betwemppll1oyyyeaeea,, and Gounby �._�ti n, w�
employee,
the-ousel:well*6TiMM i 'kr.
da ttetoni pubic c shits bird -
matter of Yo.�ewr -,. .1. ;
PAY
Pa u ape by WOW,
a Depeel*partment
yh�a.,aM,,ohm* pI Hof
DErdersiterifComm�eiaoris�n� hilal rt°ae�, a ' snn
OP #OP. is =.,-,
! management . •` ti e _
ODtedwee of the Win matins' , a q'i .-rC itro
wInpetanaaiRi*ittrat NdIWb a �tidra gp4dttlmity ho
a lietWli} t'Te it Pi t x **p
fas t0 mixaw g r, s t. t ` .-
C. CearbaaMw C -1,a To Sure that:faL-at
compensation Is competitive within the area
0.Yet fly "oil °lo g.mvIds`mail are en(,wOh®a t s to
administer based nsanba
PAY-POINiEltrollIOAMCII OOMOIPit,
I The Pspf?FDettorniarteconcept.tnc si - -
•
A Performance need e. 6 SkiSkillTO compensate ._
employees for their performance based on
I a Prevailing To.pa t UM OS In the
pb mulrof es Cb uwa DY sa11DY s�Prva
.. . - a s
urns men . ith _,`Ip �t> ee WIA4 ,tar the
i . upward nce. nit J'unt1$ In..o mr--Yea
perlomYairob7
D. Downward ■epe_ea To eatable*,system that
downward movement within It in order to reduce coMDatr on'r
non-productive emplgleet - _ :°t;,, u-
measure . . > on'TOr.-net m
. s14
F. Learning Cum*—The the Lob hilly
team the tasks requhad`and e� it lees&.The
Performance system recognizes a learning curve r a
poshlons. �.
PAY man - yser
of WO tell.. I, ,L s+,+ - ..-
C. Pre -Pent with woe. :a
D.3rd year Protiulent that or Person;wbv�ppn years
m the same classification and have demons" Buster'�etllilactory
performance at the Proficient Stet es through 00 appraisal
system. Pay — 102% of N1aWlsheO
Last at the Pelee.SIN
me a�ial systma Pay — 10o%#Job rak►.l�<-.
NOTE: The above pay steps would not correspond to time in
classification if the incumbent was promoted into a higher step due to
minimum 5% Increase for promotions.
KEY ELEMENTS OF THE PAY-FOR-PERFORMANCE SYSTEM
Key elements of the step/bonus approach include:
— Five performance levels for employees(entry,qualified,proficient,
3rd Year Proficient and 5th Year Proficient.)
—Optional bonus of once or twice per year based on nlghly proficient
performance standards. Determination of frequency by Department
Head/Elected Official. Amount of bonus determined by Department
Head/Elected Official with a minimum award of $50.00.
— Appraisals to be completed at pre-determined time frames.
— Bonuses restricted to 50%of department/office workforce unless
waiver is given by a board of County Commissioners resolution.
ORANDFATHERINO
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 conversion, any employee whose base salary was
above the job rate was allowed to retain that base salary upon
conversion December 16, 1982.
The Board will address grandfathered employees' pay adjustments
annually. Grandfathered employees will be considered and can
compete for all bonuses.
MECHANICS OF THE SYSTEM
A Now Hiroo: New hires will begin at the entry level step for the
classification with one exception. An applicant may be hired at the
qualified step if he exceeds the minimum standards for the
classification as established by the class description and specifica-
tions.
When this occurs, the Department Head/Elected Official will submit
the justification to Personnel to hire at the qualified level and request
approval. This request must document the fact that the applicant's
training and experience warrants the higher pay level.No commitment
to hire at other than the entry level should be made to an applicant
without written approval from Personnel.The practice of hiring at other
than entry level is limited.
B. Promotions: When a County employee is promoted to a higher
level classification in the same classification series, he will be
placed in the entry level step for the classification. Promotions will
insure a minimum of 5% pay increase. In the event the promotion in
the classification series is less than 5%,the employee shall be placed
at the step which provides a 5% minimum increase. A six month
promotional review period shall exist for the employee in all cases of
promotion.
1. Employees who are promoted and the minimum 5% pay increase
places them at the entry step will, upon satisfactory completion of six
months,move to the qualified step.upon satisfactory completion of six
16) months at the qualified level,employee will move to the proficient
step. Movement to the three(3)year and five(5)year proficient steps
will be in accordance with the performance steps for pay as stated in
Paragraphs 0 and E in the above section entitled "Pay Steps."
2. Employees who are promoted and, due to the minimum five(5)
percent pay increase, are placed at the qualified step will, upon
I
•
Public Notices
satisfactory completion of the six (6) month period, move to the
•proficient step. Movement to the three (3) year and five (5) year A. Clarification of what js expected—that is,to develop standards of
proficient steps will be in accordance with established rules for those satisfactory performance, setting forth what quality arid quantity of
steps. work of a given type is acceptable and adequate for"pursuing the
functions of the organization.
3. Employees who are promoted and, due to the minimum five(5)
percent pay increase for promotion,are placed at the proficient levels B. Fortifying and improving employee performance by identifying
will move to the three (3) year and five (5) year proficient level in strong and weak points in individual achievement,recording these as
accordance with the normal movement to these steps. objectively as possible, and providing constructive counsel to each
worker.
4. Employees who are promoted and, due to the minimum five(5)
percent pay increase for oromotinn are nlanarl at the three(3) year C. Refinement and validation of personnel techniques—serving as a
proficient step will move to the five (5) year proficient step, in check on qualification requirements, examination% placement
accordance with the normal movement to this step for pay as stated in techniques, training needs, or instances of maladjustment
paragraph E in the above section entitled "Pay Steps."
D.Establishment of an objective base for personnel actions—namely,
5. Employees who are promoted and, due to the minimum five (5) in selection for placement end promotion, in awarding salary '
percent pay increase for promotion, are placed at the five (5) year advancements within a given level, in making other awards, in
proficient step will only receive annual pay adjustment after promotion. determining the order of retention at times of staff reduction,and in
otherwise recognizing superior or inferior armies.
6. Employees who are promoted and,due to the five(5)percent pay
increase rule, are placed outside of the five(5) year proficiency pay EVALUATION PROCESS
step will only receive a five(5 percent Initial pay increase.They will
then be placed in the Grandfather category and treated as such. All County employees will be evaluated against established standards
every six months Standards to be used are as follow&
Promotion during the initial review period is authorized under the
following conditions: Standards Time Pries
Entry After Completion of the first three months In the.class
1. That a legitimate vacancy exists Qualified Atter completion of.dhe first six.months in the class
Proficient _ Every six months after successful
2.That the promoted individual meets the full position qualifications attainment of qualified step.
Highly Proficient Standards to be used to determine
Individuals promoted during their initial review period will begin a six --bonus award.
month review period from the effective date of promotion.Initial review
status will apply until the employee's six month anniversary of hiring PERFORMANCE EVALUATIONS DUE
when vacation accrual will be awarded and may be used.
Performance evaluations are due on the following time schedule%
When a position is determined to be mis-classified and is changed to a
higher classification, the incumbent employee must qualify for the A Three months from date of hat All new employees, whether
higher level position within one year.The incumbent employee will be hired at the entry or qualified level will receive a three month
placed at the entry level step unless the former pay grade In the lower evaluation. Promoted employees and employees reclassified upward
class is less than 5%.In the event the entry level is less than a 5%pay will also receive a three month evaluation. -
increase,the person will be placed at a step providing a 5%minimum
increase. In no case will a realess result in a Day decrease. In the No pay increases will result from satisfactory evaluations but the
event a position is downgraded,the incumbent employee's salary will Department Head/Elected Official should use this evaluation process
be frozen until the pay table of the lower classification reaches his to advise the employee of his progress during the first three months.
salary. The incumbent employee will be eligible to compete for Adverse evaluations at the three month period can result In
bonuses. termination of the employee any time during the three month perlbt
or extension of the review period.
A promoted employee entering the classification at higher than the -
entry level due to the 5%minimum pay increase requirement will still
have the promotional review period.Pay movement will be based upon B. Six months from date of hire:All employees,will receive a six
the normal movement of the higher step. For example, an employee month evaluation whether they enter County employment at the entry
placed at the proficient step initially will not move to 3rd Year Level or qualified level.
Proficient Level until he or she has been at that step for two years. -
Based on the evaluation of the employee against pre-determined
If a County employee takes a new position in a class series other than standards,the Department Head/Elected Official will indicate whether
his current series the employee will be hired at the entry level step the employee will move to the next pay step.Adverse evaluations at
of the new classification. (Example: Office Technician 'to -Deputy the six month period can result in termination of the employee or
Sheriff), extension of the review period.
A voluntary demotion to a lower classification in the same class series by C. Every six menthe: After completion of the first six months of
an employee will move the employee to the proficient step of the lower County employment, employees will receive evaluations every six
class,or the steos he held prior to promotion. months
PERFORMANCE STEPS FOR PAY D. Upon termination: An evaluation will be required on every
voluntary or non-voluntary termination. This provides a completed
A.Entry step:New hires and normally promoted employees will begin personnel file on each employee's performance.
at the entry step for the classification and will be paid 95% of the I
established job rate.After completing the first 90 days of employment, E.Special:Special evaluations can be done for praise or reprimand at
the employee will be evaluated against the established entry the Department Head/Elected Official's , decimation. Special
standards.Upon completion of 6 months of employment,the employee abbreviated evaluations will be submitted for all bonus awards
wit again be evaluated but the evaluation will be against qualified
performance standards. If the employee receives a satisfactory F.C ling Ferro: Weld County Employee Counseling Form may
appraisal, he will move to the qualified step and receive a 21/2% pay be used when counseling employees'
increase.
EVALUATION REVIEW/APPEAL
a anointed step: The qualified step Is 97.5% of the job rate. The
employee functions at the qualified level and is rated against the In the event an employee disagrees with his evaluation,the employee
standards for a proficient employee.After six months at the qualified has the right to appeal the evaluation to any additional reviewer or
level,and if the employee meets the performance or training standards Department Head/Elected Official The procedure is at follows:
for the qualified level, an evaluation will be submitted raising the
individual to the proficient step.The pay will be 100%of the job rate. A When the employee disagrees with the evaluation as written he will
Oath.
Regular county employees'payroll checks automatically decorated
directly to the banking mal of the e�YA chalet DecoaNs
canrr ibMeefrn�eo vings ar acodiMi st b lathe
bantdng inatibitlen6
each employee at tMs�each
TMR SMUTS
aaccouu HOUrly aelSViell hhours we kid fro theirs ctahir `
the end of oath.month
MANDATORY ►AYROl► ORROOTWS, .
Federal lase...Tax PTV!The federal 0oveehWM y, Weld
County to withhold a certain per
enable:.the employee .. pqr
fo _. �amount with ;y�rsr�.
numberf4as i r3. •
form. The $hefr of �_. �4a. ••-
empoeee ee M fhMa aaour!rK . x .�State deciettion.. or Milii Theitiele me a I�olntadS, an
employee's MY le,b wages'NA -�
claimed on the employee's Federal w+�1 frame al t 'h.
foetal •e.. ambler
lff a ^37Ma 4
dieabilit and survwof �w e
exceAssol*Wnl Ids ':.
Ralf aaab weld Col**pro vfdes na� Tc?fi�lftlare
empt (except Haan?*Reeaurce* P. er*5;ceumy
Ref ement system.
A.►SSA:—All employees of the
are rreeqpuuired t belong the ��E
Asaoclattan (PERA):-Empioyee afW T
l
determined by FERIA through *Sate'M�
should refer to pamphiat'issued by
ra.n C�waly Ratlrealeab All full time County .
on P.ERk and Employees of H:RD- must.
Retirement mont Rene the employee.federal
mtath Employe inci
fmaat ht tees %ab�comtioon.,,M1� "s ,
booklet pfrroovysd rbl the Weld Cohn ,..1
ally meet Board for" 'bt:
WAS"OAIIINRN>rtlt0 ` -
Garnishment of wages reeults when an nitp� The
matter to court.A gamwhmenth a court order
collect pert Of eh •pay dkeelirnpdtvald
the County doee iwe r become Imnb�[#`A /',
mans, the Count le campelNapy lea" ,,. - ;
manner as
"fa'f m"--- .k„
A repraesniphN tit Accou�. . "� ,
kite
employee to denar M
�y�
to avoid nV w "M tl i melialq' °
VOLUNTARY PNWMCTOMS. .. _ " ;.w . .
All voluntary deductions will be eii$staed dfaafg'saw ,
briefings and other employee m ,` .
voluMily dsdbctkca are available la
huntS Mhior Med All Ifun IFS toxin.
for=leaner dependent coverage
feeltitle Cayetage,b l a t t ayI vita. ,
wen mraaeen far aR of ilhai �MaR��s�eaa
moral d.dadieete N.Iran Talr
ttonovAad
lherele•an PPaf Mme"'^"` r
dw -?` 'v.,t,¢ ^^� ✓mod ' '`va� s2_ ct
Yi .. my } ddt
•i•.. ,. ✓ �..r.--, r!f+ and Mli*elm t .3!(ouM•-
Dstab t of the SW `ima WmmmaelIyy$ ec naval . C.#hRlcair,value in,the Phut service. Q x
I es and
'Qreue itNIM i hie w .
�se and 'of Weil couod•E +�. ,T'•• -" D 1. stab we n exp r c al * r Bane ld the
h Person rortiwrtdo balween `axP t� � 1> 1 wrvloastkrot end the
services rendered
LIh IaawMaat The County des
with CWiar..their annul carry In tbbb .4.It sofas es
ppaopoad a BWrOst n 1u ib boon round aoalnar DONtiou.
_ ana plemembermeM'Meprencs.�! � a e• ogaDnel pMermgN M'fridminatkn l oink Ma.
Men nteel hwrm Nrara+uas►M�t�ckers
t Nn4ua -
�y otmfolfon9 RO114M iMCt0INa171.0�M
PratMe 'Sinn**�ty t<ea M.a clegRleodu that.
"°. 19. .v.N.bu fa the " PimpinN Die+r !
mrioa ' are evaatb!e yath aMCI*.u'a a". The eoeaMcstlOm pDvlde a brood-litenad ofats the CS Starr. .
In tlovem44r l sacfeypr thew -be ae obar',_ 'psdod ay�tie ^'ode and alts ed._
Where as •:r� atht d The aurpose at the .p cn is
. '---*,‘L--,,
M A _ iiatittarid Waal at baTilL,nt
:wlNnWgo-: `y calf:M liataf+es 44kv aaw'tyyi ..."
hev " yf +f• _ _ 'b' *oda . MIsa110n
!a ?Pr
aom tM•w ±rEt
u� rmon!t
torgarterr.= t
ett
" bN9 ! . {{ratfnti yes r k?cads
4ae a�ri aryl R 'mevis
• anA.this .
a
aaaYond. np9
'an tar* .the �Db fiitnM/ aMl Urlt ora'ddt - d blob
fldN[.VoI �a eQ4� n ,
I? bn
Witj !t„@M' 4iduct'lMi a sYaa 1. Tea 1� 6f dN ODaN tM�i
;dfl�n� M 41► k�MeNlMtti 41Nd W iMlwb so on iM Poles of des Jab.
1Tr Weitl rMrl'y des!-WMIeO�nROMUrA
d'WSIn rilarad dr`s�sd 4 ' ' M red oleo
oryPlane ai►= �` al kY of IS 7nW be d ,y a
... ar ppl1g�insNoaMn anpb��l!Dna.'Lnd'7 %dtlrM lliMt°tlWiOritlMII b
. Tba r tK$a,• .,:',• ' 4 Ala ot;th duties"fid nioons*IINrs that have best'
Wy�ry�y� M
of i-'fOAo� _ deofannenl taticti Tit tr bib rw raesonsibaNa'it
b. Ilawtkn Potion !aWrit r ti a t li, , elMlta'currelltiloatch
� ifs afrM ivndtona ur'�r
paoctcWId TO,061MiC� ►A1IROLL,�I�OII!' the. r i' ,
an error r -, b tdnd*od by either t A of wtat 'LN Ir4'It any. the Elected
t , wM y'tb ORldl eed ES.n mq fit. ,.
pp�t imp toff Sy ' lea yiMp the Personnel
the ' oe$I %e to •Irte• "t`',r,.r.,. r * IMO' . to the
p ..• aes4t1 ,�_.., 4 b _t9 a; rnyr,.f- �•- !ipip"oL1y M
An. r Co,(�;
gill
made.All me discovered will result In acollec action tot r
the total amount Retroactive ,fY ap d .s. a o0
olanooa
r
Weld Co a ,.• DWI)'.yrr aw< tallith'
maintain .. � .. '�", tea ' .:
— present pay rates compared to labor market competitors. The SENIORITY, REDUCTION IN FORCE AND R[f1OMAT1ONf
competitive job market may vary by job classification of specific jobs. SENIORITY
— ability to pay. Seniority is the precedence or priority due to length of service as a
— benefit and supplemental pay policies. County employee.County seniority begins accumulating the day an
employee begins employment as a full-time employee.
— supply/demand situation for personnel needs. Job seniority begins accumulating the day an employee starts a new
— supply/tlemand situation in the labor market. position classification as a full-time employee.Each time an employee
is promoted or downgraded to a new and different classification, his
— employees' expectations. job seniority starts again.In a downgrade action,the employee will be
given credit for time spent at the lower classification level,if he held it
The salaries are established during the budget process annually to be before promotion, as well as time spent In the higher classification.
effective with the January pay period (December 16 - January 15). Loss of Seniority: Loss of job and County seniority occurs when an
Salary levels of classifications once set by the Board are not adjusted employee separates employment with Weld County. The only
during the fiscal year due to budgetary impacts. exceptions are as follows:
Once salary levels are adopted a pay table is distributed annually to A. If a former employee retuinsto County employment within 90 days
all departments to inform employees. All employees and the public and has not withdrawn his contribution from he retirement fund, he
have access to the pay tables for information, will only lose seniority for the time he was oft the County payroll.
CLASSIFICATION AND PAY PLAN B. If an employee is on military leave or on approved personal leave,
In accordance with Section 4-2 of the Weld County Home Rule no loss of seniority will occur.
Charter, the Board of County Commissioners has adopted a REDUCTION IN FORCE
classification and pay plan.The plan is the foundation of a job-oriented
career system.Position classification is the organizing of all jobs in the Temporary or permanent reductions in force(RIF) may be necessary
County into groups or classes on the basis of their duties, because of circumstances such as workload changes, program
responsibilities, and qualification requirements of skills, knowledges, changes,policy decisions,or funding reduction.Management reserves
and abilities.Job classifications are a vital element upon which a pay the right to choose which positions to eliminate if an overall reduction
structure is based and administered.The system allows Weld County in force is not warranted.
to comply with the "equal pay for equal work" requirement
A temporary layoff shall be so designated when it is foreseen(within
The principal uses and advantages of the classification and pay plan is
non-
listed asfollows: reasonable limits) that the reduction In work force is on a non-
permanent basis.A permanent layoff will be defined as a reduction in
A. Facilitating personnel objectives: work force where conditions warrant and it is reasonably foreseen that
the reduction will be long lasting.
1.It provides a rational criterion for control of pay levels by eking it A layoff notice,as a result of reduction in force, is an official,personal
possible to equate whole classes of positions with common salary communication addresserto the employee and issued by the
ranges. Personnel Department The employee must receive the notice at least
2. It reduces a variety of occupations and positions to manageable 10 work days before the date of his release. The notice shall inform
g the employee of his right to review the records on which the actions
proportions so that recruitment qualification requirements. were based
examination,and selection can be made for whole classes of positions
or more at a time. A permanent layoff shall be treated as a regular termination.Employee
3. It defines in objective terms the content of jobs (or what is benefits will be impacted in the same manner as described for a
terminetetl employee in this Handbook
expected)against which the performance of Incumbents(how well it is
done) can be measured. Reduction in Faroe Sequence: The sequence for a reduction in
4. It furnishes job information upon which the content of orientation force will be on a departmental basis as follows:
and other in-service training can be based. A Temporary employees by seniority.
5. Although it does not of Itself guarantee a 000d promotion and B. Review employees by seniority.
ifiicement policy,it supplies a systematic picture of opportunities and
position relationships,which is essential to an orderly promotion and C. Full-time employees based on performance evaluations.
placement procedure.
D. if two or more employees have equal overall performance
6. It provides a foundation for common understanding between
evaluations, then seniority will be the determining factor on
supervisor and employee as to the job and pay, which facilitates terminations. The employee with the least job seniority will be
employee-management relations and helps promote work-centered terminated first
motivation.
B. General aids to an organization: When possible, employees impacted by a reduction in force will be
assigned to another job within Weld County if a vacancy exists and
qualifications and job position are compatible with the employee. Every
1. By use of standard class titles, it establishes uniform lob
terminology. effort will be mace"to utilize their training and qualifications plus
seniority. The Personnel Department will make best effort to assist
2. It clarifies, by requiring definition and description of duties, the employees who are affected by a reduction in force action in finding
placing of responsibility in each employment.
Pa r position.
3.It provides an orderly basis for translating needs for RESIGNATION
positions into
fiscal terms, thus facilitating budgetary procedures. Employees are requested to notify their supervisor in writing as soon
w fGtwoweNr� r:
steneaca - - -- y`=. .
Weld ten, *Leonora referno�mant tif Id
bs.illndhvWual"a�xrthann
*all aaaume.1 _ tl>Ir*IL, l' t1cn vl, .only
. R r„
All County who termm itarilm oyment for any.renaso�n
interview
will viewd al meet t ti the a tore Ment refund d(County.
WPM Pin of"'ERA),insurance 1041 returning of tD prd,parking
Final pay
O,iN for
thimi acing_ a be Issued the -
n9 attar the terms d«q% n tjkli yn
w�' b-the etmepdan of those enWWyeea ng the hklwan
`focesr TamOnth a ure an accurate payroll ru emW t 4?�.
au"n".!Re tat seven wor*IIg b
"�'f '"`ell 1» txaae.e.d ins'
th. w •in neat pay t od.(Tine(.
- ,dth agrnat,
reasonAn pra Is not �nInt e ' m .. .
am+mwml atm the CohnW T
Min be returned.rt t e , y
Lot -return''pros fa -
�gl!'war n00139.001-days flp h ea
ConiSilijr.i.,
ka lc rte, '.
N An*Utzto
nsIt r m. mud a Iffaninaht fps"
� A, ti t
for the.appabMnMt" i -MPH* The
imonnallom
t l#et Moth"day a,'
.&eta of beneficiary - ^'
I .,4.
Spocal Bawdy number.of beneficiary ,A...,.,
pie difera oo1 '+ogerment�, the w r�a team
to"i under
thgn the "App( - "Retirement .:tong,
approved flit payment
D.Theegemmplomme apartment shoat imam 'fed tllst a maria
E nNorned. if the SM (Anti t t l dry a,Me y of e
�tvv ll be vie foe dgyat ins a.g molt
�RlMltoµoagOonMartU,nwS
andn Ma group nI lea to sufficiently alike in \
ittpi
MW ap7,1MMa and duaM dh' ci
Cemee leakTiim:p an employee for wa" se,, ...
bepetgasa Haatlaeated 9Meliiii for Me ace at-this
Handbod4 @"ejarmunt Head_End tatted..Ofgawl me synaeymoull.
MertelltrWbfl
" tv IZII iwiew `:
run rime employees: Fun time employees work a 40 hour week and
are elid a igible a monly salasarybenefits.
h ,notnluding scheduled lunch periods,and
are
Whenever the male gender is used, i.e.,he, his,him,it refers
to male and female.
Ori Proem: A mechanism developed to insure that
•employees have recourse from any unfair or capricious actions
Hourly Smpi : Hourly employees do not receive, nor are they
eligible for, County benefits, They are paid for hours worked only.
Hourly Rate:An employee's
yyhourly rate is determined by dividing the
numberrhworked monthly
month by74 lull Mime urs.employees.] is the average
Incumbent: The employee occupying a specific position.
Initial Review o The
initial
period
the first six months
of employement for all new County employees.
Job Rate:The rate of pay for the proficient level on a monthly basis
for a particular classification established by the salary survey and
adjusted on an annual basis.
Leave Without Pay: Time away from work approved by the
supervisor, without pay.
On Call: On call status is off duty time that an employee has
stipulated to be reachable and able to report to work within a short
period of time.
Overtime: Overtime is the time an employee works in excess of 40
hours in one work week
Position: Certain duties and responsibilities which call for the time
and attention
the budget process.
n of some idual;allocated to offices and departments
through
Promotion
Ite anew six month
ePeled: a h promotion
i or re-classification
upward
Salary Survey: Salary comparison of compardble classifications
performed each year with other emplryers to assist in the
establishment of the salary for job classifications.
Seniority. The precedence or priority due to length of service as a
County employee.
Workers Compensation: Benefits paid pursuant to the Colorado
Workers Compensation Act.
Work Week:The County work week begins on Sunday and ends on
Saturday.
Work Month: 174 hours is equal to a work month.
BE IT FURTHER ORDAINED that this Ordinance shall become
Section 3 114(2)of days th Weld CountynHome Rule Charter. provided by
•
4'1Y
/once 1 Si,a111001 duly TWsaMl
p�'�,
BOARD OF f:0U lit
Gene R Suntnsr Chairmen
• G W Kirby Pt04sm�
hepuNM Johnsen
Garden£.kin'
. Pea Yamaguchi
mss C tN HeeaMr
DaDrn ceus Ctm*
t16 10?FDa t
'Maw. 1Ma�' , WMlW `!li'Da' M Dr Jc*aM�l�$rssz
RI= t9eb,tIn the Johnstown Breeia
St the Johdtomi**b
etirir-attar m ar
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