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Home My WebLink About891595.tiff POLICIES AND PROCEDURES ILI Aft ` Section Personnel Policies Wi`Pe Subject Subject Index COLORADO Date 06/13/89 Page 3 SUBJECT INDEX Page Abandonment of Position 38 Accrual and Compensation for Overtime 31 Appearance/Dress 53 Automatic Deposit 66 Blood Donor Program 52 Breaks 33 Child Care Leave 38 Classification and Pay Plan . . 71 Closure of County Operations 39 Compensation for Overtime Worked 31 Exempt Employees 31 Non-Exempt Employees 32 Conduct 18 Confidential Information 51 Conflict of Interest 54 County Stationery for Charitable Solicitations. . . . . . . . . 51 Death in Immediate Family 37 Department Head Leave 39 Disciplinary Actions 19 Dismissal Procedures 20 Drug-Free Workplace 16 Educational Assistance 47 Employee FLSA Status and Work Scheduling 30 Employee Grievances 21 Employment of Relatives 14 Equal Opportunity 11 Equal Employment Opportunity 14 Evaluation - Process • 63 Evaluation - Purpose 62 Evaluation Review/Appeal 64 Exempt Positions . 15 General Definitions 79 Grandfathering 57 Grievances in Progress 29 Health and Safety 44 ' Holidays 35 Jobs Programs 13 / Jury Duty 37 3 191.975 POLICIES AND PROCEDURES �rit\-: fit+ Section Personnel Policies WIIDeSubject Subiect Index ,."`: • COLORADO Date 06/13/89 Page 4 • Paee Key Elements - Pay for Performance 57 Leave of Absence 38 Management Rights 9 Mandatory Payroll Deductions 66 Federal Income Tax 66 Retirement 67 PERA 67 County Retirement 67 Social Security Taxes 66 State Income Tax 66 Meal Hours 32 • Mechanics of the System, Pay. for Performance 57 New Hires 57 Promotions 57 'Medical Examinations ' 45 %,..._ Medical Leave of Absence 36 Military Leave 36 Military Leave and Re-instatement 38 Moving Expenses 53 On Call Status 30 Outside Employment 53 Pay 55 Pay Day 66 Pay-for-Performance Concepts 55 Downward Movement 56 Learning Curve 56 Performance Appraisal 56 Performance Based Compensation 55 Prevailing Wage . . 56 Upward Movement 56 Pay-for-Performance Objectives 55 Competitive Compensation 55 Equity 55 Management Resource 55 Productivity 55 Pay Steps 56 Entry Step 56 Qualified Step 56 Proficient Step 56 4 4 ` POLICIES AND PROCEDURES ii/ 1-40" 13 Section Personnel Policies WID c Subject Subiect Index COLORADO Date 06/13/89 Page 4 Page Key Elements - Pay for Performance 57 Leave of Absence 38 Management Rights 9 Mandatory Payroll Deductions 66 Federal Income Tax 66 Retirement 67 PERA 67 County Retirement 67 Social Security Taxes 66 State Income Tax 66 Meal Hours 32 Mechanics of the System, Pay. for Performance 57 New Hires 57 Promotions 57 Medical Examinations 45 "•✓ Medical Leave of Absence 36 Military Leave 36 Military Leave and Re-instatement 36 Moving Expenses 53 On Call Status 30 Outside Employment 53 Pay 55 Pay Day . 66 Pay-for-Performance Concepts 55 Downward Movement 56 Learning Curve 56 Performance Appraisal 56 Performance Based Compensation 55 Prevailing Wage 56 Upward Movement 56 Pay-for-Performance Objectives 55 Competitive. Compensation 55 Equity 55 Management Resource 55 Productivity 55 Pay Steps 56 Entry Step 56 Qualified Step 56 Proficient Step 56 4 • • POLICIES AND PROCEDURES 4°i � • ^y� w9 Section Personnel Policies Subject Subject Index COLORADOiiiiiileADO Date 06/13/89 Page 5 Page 3rd Year Proficient Step 56 5th Year Proficient Step 56 Performance Evaluations Due 63 3 Months From Date of Hire 63 6 Months From Date of Hire 63 Every 6 Months. 64 Upon Termination 64 Special 64 Counseling, Form 64 Performance Steps for Pay 60 Entry Step 60 Qualified Step 60 Proficient Step 60 3rd Year Proficient Step 60 5th Year Proficient Step 60 Personal Leave Days 39 Personnel Records and Information . 53 Political Activities 15 Position/Classification Specifications 72 Procedure 73 Procedure to Correct Payroll Errors 69 Process for Updating Performance Standards 65 Professional Leave - 35 Promotions/Transfers 11 Purpose of Policy Manual 9 Recreational Activities 45 Reduction in Force 75 Sequence 76 Re-employment 12 Registration & Licensing 48 . Reimbursable Expenses 49 Lodging 49 Meals 49 Mileage 49 Out of State Training Trips 50 Parking 49 Transportation 49 Reimbursement for Job Interview Expenses 52 Reporting of Injuries 44 Ciiri Resignation 76 5 POLICIES- AND PROCEDURES Section Personnel Policies Subject Subject Index �1 COLORADO Date 06/13/89 Page 6 Page Retirement 77 Retreatment Rights 14 Review Period 12 Salary Policy 70 Seminars and Conferences 47 Seniority 75 Job Seniority 75 Loss of Seniority 75 Sexual Harassment 16 Shift Work 30 Sick Leave 40 Sick Leave Bank 41 Solicitations - 51 Suspension and Termination for Charge with Crime 28 Time Sheets 66 %mo,✓ Time Worked 32 Transition for Current Employees, Pay for Performance 61 Use of Private Auto 53 Vacancies 11 Vacation - 34 Voluntary Deductions 67 Accidental Death and Dismemberment Insurance 69 Colorado State Employees Credit Union (CSECU) 69 Deferred Compensation 69 Group Health Insurance 68 Group Life Insurance 68 Insurance Coverage While On Unpaid Leave Status 69 Long-Term Disability Insurance 69 Parking 69 United Way 69 Wage Garnishments 67 Weld County Personnel Grievance. Hearing Procedures 22 Burden of Proof . . . . . . . . . . . . . . . . . . . . 26 Decision of the Heating Officer 26 Hearing Officer 23 Non-Grievable Items 27 Presence at Hearing 22 Postponements and Extensions 22 Procedure and Evidence 24 Recess, Adjournment and Deliverations 26 6 • POLICIES AND PROCEDURES /C( Section Personnel Policies Subject Subject Index COLORADO Date 06/1'3/89 Page 7 Page Record of Hearing 26 Representation 23 Rights of Parties 23 Specific Procedures of the Hearing. . . . . . . . . 25 Work Week and Work Day 30 POLICIES AND PROCEDURES f!` Section Personnel Policies WilkSubject Acknowledgement COLORADO Date 06/13/89 Page 8 ACKNOWLEDGEMENT' I have received my copy of the Weld County Handbook which outlines my privileges and obligations as an employee. I will familiarize myself with the information in this Handbook and understand that it constitutes the general personnel policies of the County. I understand that the information in this Handbook is subject to change, and' that changes will be approved in a public meeting and placed on file with the Clerk to the Board. If I have any questions or require any additional information, I may contact the Personnel Department. Signature Date Signed: A signed copy of this form will be placed in your Personnel file. • 8 • POLICIES AND PROCEDURES Q � Section Personnel Policies Subject Purpose of Policy Handbook • COLORADO Date. 06/13/89 Page 9 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 County personnel program. These written.policies increase understanding, eliminate the need for personal decisions on matters of County-wide policy, and help to assure uniformity throughout the County. It is the responsibility of each and every Department Head and supervisor to administer these policies in a consistent and impartial l manner. Procedures and practices in the field of personnel relations are subject to modifications and further development in light of changes in the law, experience, merit principles and the County Home Rule Charter. Each Department Head,. supervisor, and employee can assist in keeping our personnel program up-to-date by notifying the Personnel Department whenever problems are encountered or recommende.d improvements identified for the administration of the personnel policies. The Handbook has been organized with a Table of Contents and alsubject index to enable all users to find specific policies quickly. In cases that are unique to a specific department or office, Departmental Supplemental Personnel Policies will be issued. These Supplements can only be issued on a special Departmental Supplemental Personnel Policy Form by Personnel and must be approved by the Board. of County Commissioners. Supplemental policies will be provided to department employees and will be referred to in this Handbook. MANAGEMENT RIGHTS The contents of this Handbook are presented as a matter of information only. The Weld County Board of Commissioners reserves the right to modify, revoke, suspend, terminate, or change any or all such plans, policies or procedures, in. whole or in part, at any time, with or without notice.. The language used in this Handbook is not intended to create, nor is it to be construed to constitute, a 9 POLICIES• AND PROCEDURES -v f(,'' ve k +e Section Personnel Policies Subject Purpose of Policy Handbook W�`pD COLORADO Date 06/13/89 Page 10 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. 10 • POLICIES AND PROCEDURES �� lsi Section Personnel Policies WIiDcSubject Recruitment, Selection and Appointment COLORADO Date 06/13/89 Page 11 RECRUITMENT. SELECTION.. AND APPOINTMENT EOUAL OPPORTUNITY It is the policy of Weld County to ensure complete compliance with all provisions of Equal Employment Opportunity laws as interpreted by the Courts. Recruiting, selection and advancement of employees will be on the basis of their relative ability, knowledge and skills, including open consideration of quality applicants for initial appointment. PROMOTIONS/TRANSFERS r'�✓ Promotions and transfers may be given to employees for the purpose of better utilizing the abilities of Weld County employees. Weld County is interested in • employee development and encourages all employees to prepare for advancement to higher positions. VACANCIES Vacancies are advertised within the County for a period of five (5) consecutive work days. Promotions and transfers from within the County are made when appropriate and possible. County employees are encouraged to apply for vacancies they are qualified for by completing a Department Transfer Request and updating a Weld County Employment Application. County employees who meet the position criteria will be selected for interview for the position. All requests for transfer should be channeled through the employee's supervisor to the Department Head/Elected Official for approval and then to Personnel. Because there are times when it is necessary to fill the position as quickly as possible, the County may find it expedient to advertise concurrently in the outside market at the same time the position is advertised internally. All internal requests will be given prior consideration. Positions advertised in the outside market must be open a minimum of ten (10) consecutive workdays. Applications are screened and graded by Personnel by comparing the applicant's qualifications to the job requirements. In specialized professional fields„ departments may assist in the screening process. The six most qualified applicants meeting the job requirements are referred by Personnel to the 11 POLICIES AND PROCEDURES 11/ 14- � ` Section Personnel Policies Subject Recruitment, Selection and Appointment COLORADO Wine Date 06/13/89 Page 12 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. In all instances of transfer, the employee will be subject to either a promotional review period or a special review period of six months. 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. 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-emplovment Upon approval of the Department Head/Elected Official, a full-time employee who! resigned within one year and in good standing with the County may be 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 if date of termination is thirty-one days or more prior to re-employment. (Sheriff's sworn personnel should refer to Departmental Supplement.) If date of termination is less than 31 days or within the same pay period, the employee will be reinstated with no change in hire date. Accrual rates for vacation and sick leave will be the same as they were upon termination. 12 POLICIES AND PROCEDURES 1� 4 � ,AD ' Section Personnel Policies Subject Job Programs COLORADO Date 06/13/89 Page 13 JOBS PROGRAMS Weld County is involved in a number of jobs programs. Included are: A. Work Study - Contracts with area schools such as Aims and UNC. B. Contracts for specialized services- The county enters into special contracts for some services in lieu of hiring an employee. C. Student Intern Programs - Area schools place student interns in County Departments. '✓ D. Employment Services of Weld County - The Weld County Department of Human Resources places people in various programs including in-school and summer youth, diversion or welfare diversion, etc. E. Useful Public Service - This program is limited to individuals required to perform useful public service in lieu of some other penalty. F. Any other job program as approved by the Board of County Commissioners. Participants in the above programs are not full-time employees of Weld County and are not covered by the policies of this Handbook. • 13 POLICIES AND PROCEDURES rir Section Personnel Policies WIiDSubject Employment Information COLORADO Date 06/13/89 Page 14- EMPLOYMENT INFORMATION EOUAL EMPLOYMENT OPPORTUNITY Weld County is committed to abide by all the laws pertaining to fair employment practices. All persons having the authority to hire, discharge, transfer, or promote personnel shall support, without reservations, a non-discriminatory policy of hiring or transferring to any vacancy any qualified applicant without regard to race, color, religion, national origin, age, sex, disadvantaged status, or handicap. The County will offer equal opportunity for employment or advancement to all qualified applicants and employees. Positions will be filled with the best qualified individuals available. Every effort will be made to fill vacancies by promotion from within the county whenever competent and deserving employees are available. Employees will be considered for promotion in terms of present performance, specialized background, and potential. Length of service will be a factor considered only when two or more applicants possess equal qualifications. Any applicant for a job with Weld County who feels he might have been illegally discriminated against on the basis of race, color, religion, sex, national origin, political affiliation or belief, age, handicap, or other non-merit factors during the application/job selection process, may appeal this alleged discrimination 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. • EMPLOYMENT OF RELATIVES In accordance with Section 4-2 of the Weld County Home Rule Charter an appointing or employing authority may not employ or request the employment of any person who is related to him 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 an Elected Official or the Undersheriff is selected from 14 • POLICIES AND PROCEDURES section Personnel Policies - WI`P Subject Employment Information COLORADO Date 06/13/89 Page 15 • 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. 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 Sheriff's. Posse G. Department Heads working directly for the Board of County Commissioners. H. The District Attorney for the Nineteenth Judicial District and any and all assistants, deputies, and other employees of said District Attorney. 15 II • POLICIES AND PROCEDURES PA 93 `� Section Personnel Policies Subject Employment Information WIgDe L Date 06/13/89 Page 16 SEXUAL HARASSMENT: 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 of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, for 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. DRUG-FREE WORKPLACE J In accordance with the DRUG-FREE WORKPLACE ACT of 1988, Weld County as a federal grant recipient is required to certify to the granting agency that it will ensure a drug-free workplace. Failure to comply with this requirement could result in suspension of the grant payments or termination of the grant payments or both. This requirement presents both a. necessity and an opportunity to take immediate action to eliminate drug abuse from the workplace. To that end, the following policy is effective immediately. STATEMENT OF POLICY: It is the policy of Weld County to prohibit the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance during duty hours or on County premises or other work sites where employees may be assigned. Further prohibited is the use, sale, pssession, distribution, dispensation, manufacture, or transfer of controlled substances during non-working time to the extent such use impairs an employee's ability to perform his/her job or where such use, sale, possession, distribution, manufacture, or transfer affects the reputation of Weld County to the general public or threatens its integrity. Any employee found in violation of the above-stated policy will be subject to disciplinary action, up to and including termination for a first offense. Excluded are prescribed drugs when used in the manner, combination and quantity intended, unless job performance could be affected.. Employees who must use an over-the-counter or prescription drug that causes adverse side effects or may 16 POLICIES AND PROCEDURES ik Section Personnel Policies W�`P Subject Employment Information COLORADO Date 06/13/89 Page 1.7 affect their ability to perform work in a safe and productive manner must notify his or her supervisor prior to starting work. The supervisor or manager, after proper inquiry, will decide if the employee can remain at work and what work restrictions, if any, are deemed necessary. Compliance with the above-stated policy is a condition of employment for all employees of Weld County. Further, any employee who is convicted under a criminal drug statute for a violation occurring in the workplace or who pleads guilty or nolo contendere to such charges must notify the County within five (5) days of such conviction or plea. Failure to do so will result in disciplinary action, including termination from employment for a first offense. Employees • convicted or who plead guilty or nob contendere to such drug-related violations are subject to termination and/or mandatory attendance and successful completion of a drug abuse assistance or similar program as a condition of continued employment. L 17 POLICIES AND/ PROCEDURES [ 4 `:ll i, T r Section Personnel Policies Subject Conduct. Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 18 CONDUCT'. DISCIPLINARY ACTION. AND GRIEVANCE RIGHTS. CONDUCT Every county employee should be, aware that they are public employees and it is their duty to serve citizens in a courteous and efficient manner. An employee must maintain a standard of conduct which is consistent with the best interests of Weld County. Actions considered to be misconduct and cause for disciplinary action or discharge include, but are not, limited to, the following: A. Incompetence or inefficiency in performance of job duties.. B. Deliberate or careless conduct endangering the safety or well-being of self,. fellow employees or the public. C. Negligent or willful damage or waste of public property. D. Refusal to comply with lawful orders or regulations. E. Insubordination. F. Deliberate, offensive language or conduct toward the public or fellow employees. G. Using, possessing, or selling alcohol or other intoxicants, or controlled substances during duty hours or on County premises or other work sites where employees may be assigned, or using, possessing, or selling alcohol or other intoxicants, or controlled substances during non-working time in a manner and to an extent which impairs an employee's ability to perform his/her job or which affects the reputation of Weld County to the general public or threatens its integrity. H. Unexcused absence without being granted leave. I. Conviction of a serious crime (See Suspension for Charge with Crime) . J. Accepting bribes in the course of employment. 18 `,+) POLICIES AND PROCEDURES / � 1 : Section Personnel Policies hiDeSubject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 19 K. Deliberate misstatement or a material omission in the application for employment. L. Falsifying sickness, or any other cause of absence. M. Dishonesty. N. Giving preferential treatment to individuals or groups. 0. Breach of confidentiality. P. Loss of suspension of driving privileges in those positions that require a valid driver's license. / Q. Violation of any policy duly adopted by Resolution of the Board of County Commissioners of Weld County and set forth in the Weld County Administrative Manual, including, but not limited to, smoking in buildings and vehicles under the control of Weld County and Lobbying by Weld County employees. 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. 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 County employees subject to the Personnel Policies are subject to disciplinary action for cause as stated / above except that review, part time, and temporary employees may be dismissed 19 POLICIES AND PROCEDURES (not-is, Section Personnel Policies O Subject Conduct, Disciplinary Action and Grievance Rights • COLORADO Date 06/13/89 Page 20 without cause. At the time disciplinary actions are taken against an employee that are grievable, the Department Head/Elected Official is required to provide the employee a copy of the grievance section of the Personnel Procedures Handbook. DISMISSAL PROCEDURES Dismissal should be considered only after all attempts at progressive discipline (e.g. , verbal counseling, written counseling, suspension, special review period, etc. ) have failed. The exceptions to progressive discipline are incidents of severe misconduct. No dismissal shall be made unless and until the, employee is given a pre-dismissal hearing. Notification of charges shall be prepared and presented to the employee. This statement 'of charges must include the cause(s) for possible dismissal and must include the time, date, and place of the scheduled pre-dismissal hearing. This procedure applies to full time employees only. The pre-dismissal hearing shall be scheduled the next working day after the receipt of notification of charges. The employee will be placed on administrative leave with pay until a determination of dismissal or retention is made. Attendance at the pre-dismissal hearing is limited to the Elected Official/Department Head, the immediate supervisor, the employee being considered for dismissal, and a representative of the Personnel Department. If the employee is represented by legal counsel, the Elected Official/Department Head may also have legal representation. 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 20 • POLICIES AND PROCEDURES Q Lin; + ot Section Personnel Policies P Subject Conduct,, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 21 • notification will be provided to the employee under separate letter. 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.." EMPLOYEE GRIEVANCES 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 that results in termination, demotion, and/or loss in pay, is encouraged to have his grievance reviewed. The employee grievance procedure is as follows: A. All grievances must first be presented to the employee's immediate supervisor who will give the employee an answer within two (2) working days of the presentation of the grievance. B. If the employee is not satisfied with the supervisor's answer to his grievance, he may, within five (5) working days of receiving the supervisor's answer, but not to exceed fifteen (15) days from the date of the incident which is the subject matter of the grievance, appeal the supervisor's answer to the Department Head or Elected Official. Such an appeal should be presented in writing. The writing should state the nature of the grievance and explain the employee's position. The Department Head or Elected Official shall give his written answer within five (5) working days of the presentation of the grievance. Failure to submit a written appeal to the Department Head or Elected Official within fifteen (15) days of the incident which is the subject matter of the grievance as set forth above shall constitute a stale grievance and waiver of grievance rights for the incident. 21 POLICIES AND PROCEDURES �o � j� " '+� Section Personnel Policies Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 22 C. If the employee disagrees with the Department Head or Elected Official's answer, he may file a formal written grievance with the Weld County Personnel Department within seven (7) working days of receiving the Department Head or Elected Official's written response. The 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 grievance hearing date J' 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 HEARING. a. Presence of Employee Involved. Under no circumstances shall a hearing be conducted without the personal presence of the employee who requested the hearing. However, an employee who fails to appear at such hearing, without good cause, as determined by the Hearing Officer, shall be deemed to have waived his rights to a hearing. b. Persons in Attendance. The Hearing Officer, the grieving party, plus one representative, the responding Department Head or Elected Official, plus one representative, a representative of the Personnel Department, the recorder, a County legal advisor, if required, and any witnesses, while giving testimony, are the only persons allowed to be present at such hearings. 2. POSTPONEMENTS AND EXTENSIONS Postponements of hearings and extensions of time of hearings may be requested by either party or his designated agent. However, the granting of such postponements or extensions shall be made only upon the 22 POLICIES AND PROCEDURES PI �9 Section Personnel Policies ILP Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 23 showing of good cause and is at the sole discretion of the Hearing, Officer. 3. HEARING OFFICER The Hearing Officer shall be appointed by resolution of the Weld County Board of Commissioners. The Hearing Officer shall ensure that 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 procedure during the hearing and shall have the opportunity and discretion to make all rulings on questions which pertain to matters of the conduct of the hearing and to admissibility of evidence. The Hearing Officer shall make a 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: 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. Crarf b. If the grieving employee does not testify in his own behalf, he may 23 POLICIES AND PROCEDURES,0 Section Personnel Policies 3 WID Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 24 • be called and examined as if under cross-examination. 6. PROCEDURE AND EVIDENCE a. The hearing shall be conducted informally and not subject to strict judicial or technical rules of procedure. A wide latitude in the manner of presenting the respective positions should be afforded the parties. Evidence presented at the hearing may include the following: 1) Oral testimony of witnesses. 2) Briefs, memoranda, or other related information. J 3) Any material contained in the personnel files regarding the employee involved. 4) Any other relevant material. b. Pertinent portion of the grieving party's personnel record shall automatically become a part of the hearing record. c. Each party shall, prior to or during the hearing, be entitled to submit memoranda concerning any matters being considered by the Hearing Officer. Such memoranda shall become a part of the hearing record. d. The Hearing Officer may receive and consider evidence not admissible under the standard rules of evidence, if such evidence possesses probative value commonly acceptable by 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 J will not be substantially prejudiced thereby, the Hearing Officer 24 POLICIES AND PROCEDURES QQQ Section Personnel 'Policies WI`P Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 25 may receive all or part of the evidence in written form. 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 a. The Hearing Officer shall announce the matter to be heard and shall determine whether all parties involved are present and whether all such persons are ready to proceed. b. Call the grieving employee to proceed with his case. 1) He shall give a short statement of the case, summarizing his position. The grieving employee shall specifically state what he is grieving and what relief is. sought. 2) He may present witnesses on direct examination. The witnesses will each then be subject to cross-examination by the other party and may be questioned by the Hearing Officer. The employee may then question his witness on any new matters brought up on cross-examination. 3) He may introduce exhibits. c. After the grieving employee has presented his case, the other party is called to proceed and he shall present his case in the same manner as the employee. • d. The employee may then rebut any matter brought out in the other party's case. e. The Hearing Officer may examine any witnesses, call any additional witnesses for examination, and request the submission of any Caw exhibits. 25 • POLICIES AND PROCEDURES (11' A ` Section Personnel Policies Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89, Page 26 8. BURDEN OF PROOF 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 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 The Hearing Officer may, at his discretion, recess the hearing and reconvene the same for the convenience of the parties and/or Hearing, Officer. • Upon the conclusion of the presentation of oral and written evidence, the hearing shall be declared closed by the Hearing Officer and he shall make his decision in accordance with the procedures stated in Paragraph 11 below. 11. DECISION OF THE HEARING OFFICER a. The Hearing Officer shall either grant or deny all or a portion of the employee's grievance. 26 • POLICIES AND PROCEDURES Section Personnel Policies Wine Subject Conduct, Disciplinary Action and Grievance Rights Date 06/13/89 Page 27 • COLORADO b. The Hearing Officer shall put his decision in writing within five (5) working days after the final adjournment of the hearing. He shall then submit the written decision to the Personnel Department which will deliver copies of the same to the grieving employee and to the Department Head/Elected Official., supervisor, or other party opposing the grievance. ' c. The Hearing Officer's written decision shall include a detailed statement of findings and conclusions upon all of the material issues of fact, law, or discretion presented by the record, and the Hearing Officer's overall decision upon the grievance. d. The Hearing Officer's decision is final, unless timely :appealed to the Board of County Commissioners pursuant to paragraph G. below. 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 so 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 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 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. NON-GRIEVABLE: Employees cannot grieve a county policy that has been adopted by the Board of County Commissioners, even if they feel it is an unjust policy. 27 POLICIES AND PROCEDURES jA Section Personnel Policies Subject Conduct, Disciplinary Action and Grievance Rights • COLORADO Date 06/13/89 Page 28 The County's policies are addressed and adopted in public meetings in the form of a County Resolution or Ordinance. All employees are encouraged to attend public meetings, on their own time, that involve them as taxpayers and employees, in order to voice their opinions. Employees/Department Heads working under the direct supervision of the Board of County Commissioners do not have the right to a grievance hearing before the Hearing Officer. They may grieve directly to the. Board of County Commissioners . Employees cannot grieve performance evaluations. SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME In the event an employee is formally charged or indicted for the commission of a crime, the County may suspend such employee,_ with or without pay, pending prosecution of the offense. If an employee is found guilty of any crime by a court or jury, the County shall immediately suspend such employee without pay until his conviction shall become final and he has exhausted, or by failure to assert them, has waived all rights to a new trial and all rights of appeal. At the time such employee's conviction is final, the employee will be terminated. A deferred judgment and sentence upon a plea of guilty or nolo contendre shall be deemed to be a final conviction at the time the employee enters the plea and such plea is accepted by the Court. 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, 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 upon knowledge by Weld County of an incident in which the license may be revoked or suspended. If the employee's license is not revoked or 28 • POLICIES AND PROCEDURES QQ stet Section Personnel Policies Subject Conduct, Disciplinary Action and Grievance Rights COLORADO Date 06/13/89 Page 29 suspended, the employee may receive back pay. If the license is suspended or revoked for any period, upon administrative hearing or upon conviction of a traffic offense or if the employee is determined by the Board of County Commissioners to be uninsurable, the employee will be terminated. 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. 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. 29 POLICIES AND PROCEDURES rissi( �y�, Section Personnel Policies Wi D Subject Hours of Work, Shifts, Schedules, Overtime and Rest Periods • COLORADO Date 06/13/89 Page 30 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 Sheriff's 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 STATUS: To provide necessary county services, various departments, as a condition of employment, require employees to be on call. If compensation is required under the Federal Fair Labor Standards Act (FLSA) , appropriate compensation 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. EMPLOYEE FLSA 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 30 POLICIES AND PROCEDURES +Pi Section Personnel Policies WIP Subject Hours of Work, Shifts, Schedules, Overtime and Rest Periods COLORADO Date 06/13/89 Page 31 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 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 sheet for each pay period. Pay cycles may vary but county pay periods will remain the 16th of the month thru the 15th of the next month, payable on the last working day of the month. Time accounting sheets will be submitted to Personnel for review prior to being submitted to accounting, for filing,. The time accounting sheet is not a pay document. Any exception to normal pay, e.g. , overtime, sick, vacation, military, worker's 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 Accounting,, will be retained for a three year period. COMPENSATION FOR OVERTIME WORKED A. Exempt Employees. Exempt employees, as classified in accordance with the Fair Labor Standards Act, receive absolutely no overtime. Weld County does not accept any responsibility to pay exempt employees for hours worked in excess of forty (40) during an established work week. 31 I 1 .. • POLICIES AND PROCEDURES ft*• Section Personnel Policies Subject Hours of Work, Shifts, Schedules, Overtime and Rest Periods COLORADO Date 06/13/89 Page 32. B. Non-Exempt Employees. Non-exempt employees, as classified in accordance with the Fair Labor Standards Act, accrue overtime at the 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 worked as follows: 1. Compensatory Time. Compensatory time may be accumulated up to eighty (.80) hours prior to any monetary payment for overtime being made. Supervisors are encouraged to reduce compensatory time earned in a pay period by allowing the employee to use it. Any compensatory time used. is at the discretion of the Department Head/Elected Official and must be scheduled so as not to interfere with normal departmental workload. Upon termination of 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. 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. MEAL HOURS: 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 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 worked. 32 POLICIES AND PROCEDURES r Section Personnel Policies —WI Subject Hours of Work, Shifts, Schedules, Overtime and Rest Periods COLORADO Date 06/13/89 • Page 33 • BREAKS: At the supervisor's discretion, employees working 4 consecutive hours may be granted one 15 minute break if it does not disrupt work flow. Breaks not taken may not be accumulated or used at the beginning or end of the day or in conjunction with meal hours. • 33 POLICIES AND PROCEDURES Qft J. 9 Section Personnel Policies Subject Time Off • Date ate 06/13/89 Page 34 TIME OFF VACATION PAID VACATION: 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. Employees may begin to take vacation leave at the completion of their initial review period. Vacations must be ‘mar) scheduled in advance with the employee's supervisor. Vacation shall not conflict with work requirements of the department. Annual vacation is earned on a monthly basis as of the 15th of each month according to length of County service as follows: Years of County Service Hours Earned Monthly Under 5 8 hours Over 5., but under 10 10 hours Over 10, but under 20 12 hours . Over 20 13.33 hours An employee cannot accumulate in excess of two times his annual vacation accrual. When vacation time is used in conjunction with a termination, the last • day worked will be considered the termination date. Unused vacation will be payable upon termination of employment. Official holidays occurring during vacation leave, are counted as holidays, not as vacation. Illness and emergency closure days during vacation periods are counted as vacation days. Employees on shifts other than 8 hours (10 to 12 hours) will be awarded vacation at the rate of 8-hour's per pay period. Records will be maintained on an hourly basis. J 34 POLICIES AND PROCEDURES Le, ;1 V Section Personnel Policies Wr,t° a DDteSubjeCt Time Off 06/13/89 page 35 COLORADO HOLIDAYS All full time employees working 32 hours or more per week will receive paid holidays. Dates will be established annually and will be published by resolution of the Board of County Commissioners. 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 When a holiday falls on a Saturday, the preceding Friday will be taken off. When a holiday falls on a Sunday, the following Monday will be taken off. To be eligible for holiday pay, an employee must be on paid status the workday before and the workday after the holiday. No employee assigned to shift work shall receive a greater or a lesser number of holidays in any calendar year than employees regularly assigned to work during the normal work week. Employees working on an official holiday shall receive an in lieu day off with pay during the week. Persons on the 10-hour day,. 4 day week work schedule will receive 8 holiday off hours in order to receive the same total holiday off hours as employees on an 8-hour shift. A day proclaimed a. day of national/state mourning or celebration shall be treated the same as a holiday described above. PROFESSIONAL LEAVE. Upon approval of the Department Head/Elected. Official, a full time employee may be granted professional leave to attend professional and technical conferences, meetings, and training that pertain to an employee's current or expected duties. No more than the actual time needed, plus travel time, will be granted under Cos professional leave. Professional leave must be arranged in advance with the employee's supervisor. 35 POLICIES AND PROCEDURES i,., • 11 � \ Section Personnel Policies Wine Subject Time Off • COLORADO Date, 06/13/89 Page 36 MILITARY LEAVE Any officer or employee who is a member of the national guard or reserve forces under state or federal law shall be given up to 15 days annual military leave without loss of seniority, pay, status, efficiency rating, vacation, sick leave or other benefits for all of the time he or she is engaged in training or service ordered by the appropriate military authority. If the employee or officer is required to continue in military service beyond the time for which leave with pay is allowed, he shall be entitled to leave without pay until he shall be reinstated following active service in time of war or emergency. This policy shall be in accordance with Sections 28-3-601 and 603, CRS. Copies of Orders should be submitted to the Department Head/Elected Official and Personnel two weeks prior to beginning of leave. 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. 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 employee. The Department Head' must be notified in writing of the employee's intent to return to work and the date of return within two weeks of the anticipated return date and a confirmation by the employee's physician of the employee's ability to perform his normal duties. It is the intent of the County to return the employee to the same job and pay rate he held prior to going on medical leave. However, because of the nature of County business, it is not always possible to hold an employee's job open ,..J 36 POLICIES AND PROCEDURES i : � C., ;11 Section Personnel Policies 111 ISubject Time Off COLORADO Date 06/13/89 Page 37 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 the opening for which he is qualified to perform is available. The duration of all medical leaves of absence normally shall not exceed 45 days unless extended due to medical circumstances and/or complications without a break in service. Vacation and sick leave will not accrue while on medical leave of absence. Medical leaves over 45 days will result in an, adjustment of the employee's anniversary date by the time actually taken and an adjustment of vacation and sick leave and other benefit accruals. An employee may continue his participation in the insurance plans during medical leave if he elects to do so. -In this case, all benefits of each plan will continue as if the employee was working, provided that the employee makes prior arrangements to remit the required contributions in advance of the period of coverage. An employee should discuss benefit coverage with Personnel prior to departing on leave. Use of vacation in conjunction with medical leave will be at the discretion of the employee if approved by the Department Head/Elected Official. Requests for additional time off not due to medical reasons will be treated as leave without pay according to the procedures of this manual. DEATH IN IMMEDIATE FAMILY. Leave of absence with pay because of death in the immediate family of a person in the. County service may be granted full-time employees by the Department Head/Elected Official for a period not to exceed three days. Entitlement to leave of absence under this section shall be in addition to any other entitlement for sick leave, emergency leave, or any other leave. For purposes of this section "immediate family" means mother, stepmother, father, stepfather, husband, wife, 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. 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 t,,.: than the employee's salary, the County will reimburse the employee at full 37 • POLICIES AND PROCEDURES 4 '} -pa L. Section Personnel Policies Subject Time Off WI De Date ect Time O89 COLORADO Page 38 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. CHILDCARE LEAVE When an employee adopts a child and requests leave to tend the child, the 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. 1 LEAVE OF ABSENCE J With the exception of a leave of absence for political candidacy, in accordance with Section 4-2 of the Weld County Home Rule Charter, employees 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 considered individually. Application for leave of absence must be made in writing and must be approved in writing by the Department Head/Elected Official before the commencement of leave. Seniority will not be affected if employee returns to work as soon as granted leave of absence period is over. Right of reinstatement shall terminate if the employee on leave engages in gainful employment. The maximum length .of such 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. If an employee does not return to work on or before the agreed upon date or come to an agreement with management on an extension, the employee will be considered to have terminated his/her employment. ABANDONMENT OF POSITION If an employee fails to appear for work and fails to call in for three consecutive days Without a reason acceptable to the County, he will be terminated. 38 • POLICIES AND PROCEDURES 7:4,1- L rSection Personnel Policies I Subject Time Off COLORADO Date 06/13/89 Page 39 CLOSURE OF COUNTY OPERATIONS In the event the County closes operations for facilities due to inclement weather or other emergencies, full-time employees scheduled to work will be. paid. Employees required to work during such closure due to County needs shall • not be paid any additional salary compensation or compensatory time off. An employee already on leave of any type on a closure day shall be charged for that leave day as if County operations were normal. An employee unable to be in attendance due to inclement weather or other emergencies when County operations and facilities are open shall be charged appropriate leave. 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 leave into two (2) Personal Leave Days. Personal leave days may not be 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 Head. DEPARTMENT HEAD LEAVE: Department Heads do not accrue sick and vacation leave. Department Heads will schedule vacation leave with their supervisors. Department Heads may use up to six months of leave for an illness prior to commencement of long-term disability. Any extension over the six months must be approved by the Board of County Commissioners. I 39 • POLICIES AND • PROCEDURES h ' 'r-y Section Personnel Policies Subject Sick Leave COLORADO Date 06/13/89 Page 40 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. B. When the employee has medical, surgical, dental or optical examinations or treatment; C. When an employee is required to care for an ill member of the immediate family he may use accumulated sick leave up to 40 hours for any one illness or injury or until accommodations for care can be made. All regular full-time employees, with the exception of Department and Division Heads designated by the Home Rule Charter and the Board of County Commissioners, are eligible for sick leave 30 days after employment. Sick leave is accrued at 8 hours per month from date of hire with no maximum accrual limit. Accumulated sick leave is payable upon termination at h 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, 1985 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 and obtaining an approved absence for three days is considered abandonment of job and constitutes a voluntary resignation. An employee may be required to provide a medical doctor's report of any illness for which sick leave is requested. Abuse of sick leave or excessive absenteeism can result in the loss of the privilege to earn sick leave or in other disciplinary actions up to and including termination. All regular full-time employees are authorized five sick leave occurrences per 40 • POLICIES AND PROCEDURES '?l L` Section Personnel Policies Subject Sick Leave COLORADO Date 06/13/89 Page 41 • calendar year. A sick leave occurrence is defined as a minimum of one sick leave day, or a number of consecutive sick leave days taken at any one time. Employees who exceed the five occurrences are subject to disciplinary action, including, but not limited to, the revocation of all sick leave privileges as set forth in this section, suspension, leave without pay, and/or termination. SICK LEAVE BANK In order to provide a no cost, short term disability program for employees the County has established a Sick Leave Bank Program. The. Sick Leave Bank is based on a voluntary contribution of eight AC(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 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 not refundable. C. The Bank is administered by the Sick Leave Bank Governing Board. The Board is composed of five (5) members elected by the participants in the Bank 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: �w•� 1. Application forms are available through. Personnel. Applications for 41 III POLICIES AND PROCEDURES 4t` JIB 1,11 Section Personnel Policies Subject Sick Leave. COLORADO Date 06/13/89 Page 42 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 doctor's statement specifying the nature of illness, the dates and medical service to the member, and the date of the patient's expected release for return to work will be presented with the application. 4. The applicant must submit the request form to his Department Head/Elected Official for approval of time off. The Department Head/Elected Official approvalnust be obtained before the 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 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. 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. 42 • POLICIES AND PROCEDURES 4f' ' Lib) 4 I, lei Section Personnel Policies Wine Subject sick Leave COLORADO Date 06/13/89 • Page 43 • 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 Board are final. G. If the program is terminated at any time, any hours remaining in the Bank shall be equally divided among the members at that time. • Led 43 POLICIES AND PROCEDURES � Section Personnel Policies \tag). WIi!Oc Subject Health and Safety COLORADO Date 06/13/89 Page 44 HEALTH AND SAFETY GENERAL Employees are required to comply with all safety rules and regulations. Failure to do so will result in disciplinary action and could result in a reduction in worker's compensation benefits if an accident resulted from failure to comply with said safety rules. If an employee has any questions concerning a department's requirements, the employee should contact his supervisor. Copies of the County safety manual are available in each department. • REPORTING OF INJURIES If an employee is injured, even slightly, or suspects he has been injured, the �s employee must report this fact to his immediate supervisor at once. The supervisor will see that the employee gets first aid or, in case of a more serious injury, medical attention. To be eligible for worker's compensation benefits, an employee must be examined and, treated initially by the established Weld County Worker's Compensation primary medical care facilities. These medical facilities will be designated under separate cover and posted in all work areas. An injured employee should inform the provider that the billing for the treatment should be submitted to Weld County Worker's Compensation Fund. The supervisor will complete an Accident Investigation Report and, the injured employee will be required to sign it. The Employer's First Report of Accident Form must be submitted to Personnel within 24 hours of the accident. The Accident Investigation Report must be submitted to the Personnel Office within 48 hours. There are three reasons for these regulations: A. Employees seeking medical attention for job-incurred injuries, from doctors, other than those authorized by the County, may have to assume the cost of such treatment. B. Immediate treatment may prevent complications from developing, such as infection. 44 POLICIES AND PROCEDURES 1 I., ititi Section Personnel Policies Subject Health and Safety COLORADO Date 06/13/89 Page 45 C. Prompt reporting of the accident which produced the injury will enable 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 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. All employees must meet the medical standards for their specific position. Applicants for a position maybe required to take an initial employment medical exam. An employee may be required to take a medical exam as a condition of continued employment if, in. the judgment of the Department Head/Elected Official, the employee's health appears to be adversely impacting his job performance or the assigned duties could be detrimental to the health of the employee. The Personnel Department will schedule the medical examination as soon as possible once requested by the Department Head/Elected Official. An employee may be placed on administrative paid leave pending the medical examination results. All employee medical examinations requested by Weld County will be paid for by Weld County. Weld County will receive the results of the medical examination and will furnish the employee a copy upon request. RECREATIONAL ACTIVITIES Weld County does not sponsor any adult recreational teams or activities. Any sports injuries incurred by County employees are considered outside of assigned 45 POLICIES AN. D PROCEDURES. J� � Section Personnel Policies WI`IDc Subject Health and Safety COLORADO Date 06/13/89 Page 46 county duties. Therefore, they are not covered by Workers' Compensation as job related injuries. 46 • POLICIES AND PROCEDURES hit C_, :Ii; \ Section Personnel Policies VM`k Subject Education and Training COLORADO Date 06/13/89 Page 47 EDUCATION AND TRAINING EDUCATIONAL ASSISTANCE Weld County will reimburse an employee for tuition expenses up to $90.00 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 funds to an employee. For an employee to receive such reimbursement, the following conditions must be met: 1. Must be a full-time employee 'at the time the class starts. 2. Must have an approved Tuition Assistance Request form prior to enrollment. (Forms are available in Personnel Department) . 3. Termination of employment will cause the employee to forfeit his rights to this assistance. 4. Books, supplies, and miscellaneous fees are not covered. S. Employee must complete the course successfully,, with a "C" grade or better. 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 slip proving successful completion, and the original copy of the approved Tuition Assistance Request form. Should the class attended by the employee be scheduled during normal work hours, it will be at the discretion of the Department Head/Elected Official whether time off from work, with pay, is allowed. In all cases any time taken off by the employee must be made up weekly or be charged as unpaid leave. SEMINARS AND CONFERENCES Cart If an employee is requested by the County to attend a workshop, seminar, conference or other educational training program, the employee will be. 47 POLICIES AND PROCEDURES D) Fl, Section Personnel Policies Subject Education and Training COLORADO Date 06/13/89' Page 48 reimbursed for the entire cost which includes registration fees, lodging, meals, and transportation. Claims for reimbursement should be made in accordance with the policies outlined in the Accounting Section of the Administrative Manual. No compensatory time will accrue to the employee while attending or traveling to a workshop, seminar, conference or other educational training program. In the event a department has insufficient budgeted dollars for certain seminars or conferences, the employee and department may negotiate. a sharing of costs of the seminar or conference if agreeable to both the employee and Department Head/Elected Official. Attendance is at the option of the employee if cost sharing by the employee is agreed to by employee and Department Head/Elected Official. REGISTRATION AND LICENSING If an employee's job requires a license, 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, certificate or registration, is renewed or reinstated by law. • • 48 • POLICIES AND PROCEDURES -�1y) Section Personnel. Policies • WISubject Reimbursable Expenses COLORADO Date 06/13/89 Page 49 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 work and residence is not reimbursed. Interstate travel by privately owned vehicle will be paid at the established reimbursement rate not to exceed the cost of any public transportation to the same destination. PARKING Fees and tolls at actual expense when away from home office. LODGING At actual and necessary expense. MEALS • At actual'and necessary expense as approved by the Board of Commissioners. TRANSPORTATION Bus, train or air transportation at actual expense for whichever is available and most practical. Receipts must be submitted and vouchered by the Department Head/Elected Official to reimburse expenses. Employees travelling pursuant to externally funded programs shall be required to meet any and all Federal, State or other requirements for travel, meetings, training, lodging, meals and other costs when these issues are not specifically addressed in the Weld County Personnel Policies. Ls 49 POLICIES AND PROCEDURES 1, Section Personnel Policies • WI` C Subject Reimbursable Expenses COLORADO Date 06/13/89 Page 50 OUT OF STATE TRAINING TRIPS If requested in the yearly budget, each department shall be allowed no more than 2 overnight out of state training trips. Each person attending a training meeting constitutes one trip. The person or persons attending training meetings shall be designated by the Department Head/Elected Official. Out of state overnight training trips, for which costs are reimbursed by grant or stipend, shall be exempted from this trip restriction during the budget year by approval of the Board of County Commissioners at one of its regularly scheduled meetings or any special meeting of said Board, on a case by case basis. - County Commissioners are allowed one overnight out of state training trip per Commissioner per year for a maximum of 5 trips per year for the, Board of County Commissioners. A $25 per diem, if desired, will be paid in advance 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 warrant. Mileage shall be paid round trip by air coach or by automobile calculated at the rate set by Board Resolution, whichever is less expensive. If the county employee or Elected Official/Department Head is accompanied by their spouse, they will be responsible for the expenses of the spouse. Receipts must be submitted and vouched for by the Department Head/Elected Official for expense reimbursement. 50 POLICIES AND PROCEDURES c, 0 L.,1 "id, Section Personnel Policies WI`P Subject Miscellaneous Policies COLORADO Date 06/13/89 page 51 MISCELLANEOUS POLICIES CONFIDENTIAL INFORMATION Because of the nature of County business, employees may have access to information of a confidential nature. This information should not be discussed' except with authorized personnel. If any situation arises concerning confidential information which an employee has a question, the employee should discuss it with his supervisor immediately. Misuse or disclosure of confidential, information obtained in the course of County employment could result in personal legal liability and disciplinary action, 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. SOLICITATIONS Except as where otherwise specifically authorized by the County, solicitations on County premises are subject to the following rules: A. Solicitations by Emvlovees: Because of the disruption to business, no materials shall be distributed to and no solicitation shall be made of any employee in any public area within the premises. Any solicitation must be confined to non-work and non-public areas and during non-working time. B. Solicitations by Non-Emnlovees: Non-employees may' not solicit on the County premises for any reason whatsoever. COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS Weld County encourages its employees to participate in worthwhile community activities. However, the County believes that an employee's decision to support a charitable agency, cause, or other appeal is a private one and should in no way be influenced by an employee's position within the County. The use of County stationery for direct solicitation of employees implies support by the County and may be viewed by some employees as coercive. 51 • • POLICIES AND PROCEDURES ` 4; 11 tit `� •�, Section porennnal Pnliriec Subject Microllanennc PnlicieS • COLORADO Date n6/11/Rg Page _ 52 The only appeal which has County approval and for which County stationery may be used for soliciting other County employees is the United Way Campaign of Weld County. COUNTY BLOOD DONOR PROGRAM Weld County, in conjunction with the 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: 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 Director of Finance and Administration Director of Personnel Director of Information Services Director of Communications Director of Ambulance Services Director of Library Director of Human Resources County Attorney Undersheriff County Engineer Director of Social Services Comptroller A. Additional Positions: Additional positions may be added on a one time basis with approval from the Board of County Commissioners. B. Interview Exoenses: All cost for interview travel will come from the budget 52 POLICIES AND PROCEDURES ;.m r,U� � Section Personnel Policies.104 Wina Subject Miscellaneous Policies COLORADO Date 06/13/89 Page 53 of the department with the position vacancy. No additional funds will be allocated for this purpose. MOVING EXPENSES The Board of County Commissioners will approve moving expenses for Department Heads, Chief Deputies, and Undersheriff only on a case-by-case basis. OUTSIDE EMPLOYMENT An employee may engage in outside employment if there is no interference with assigned working hours and duties, no real or apparent conflicts of interest (� with assigned responsibilities, and if approved by the Department Head/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. 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 records for current and past employees of Weld County. The employee's file in Personnel will be the official file for all legal actions, employment 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 53 • POLICIES AND PROCEDURES �� j) _ Section Personnel Policies Subject Miscellaneous Policies COLORADO Date 06/13/89 Page 54 access to his own records. The employee may authorize a third party access to his record with written authorization signed by the employee which specifies exactly what items can be accessed or released. Without additional signed authorization, Weld County will only confirm employment and length of employment with Weld County. Inquiries from prospective employers will be answered based on the final evaluation of the employee, of which the employee should have a copy. Other information will not be provided without the employee's permission. Changes in personal data (e.g. marital status, number of dependents, address, telephone number, benefit coverage) affect the employee's pay or employment. Therefore, it is most important that an employee report appropriate changes as soon as possible. An employee should check his personnel records annually to insure that they are accurate. J CONFLICT OF INTEREST Per Section 16-9 of the Weld County Home Rule Charter, no County officer, member of an appointed board, or employee shall have any interest in any enterprise or organization doing business with Weld County which might interfere with the unbiased discharge of his duty to the public and the best interest of the County. This restriction shall not apply where the officer, member of an appointed board, ror employee's department has no direct contact or business transaction with any such enterprise or organization. Specifically: A. No employee of the Central Purchasing Division shall have any interest in any enterprise or organization doing business with Weld County. B. Neither the Treasurer nor employees of the Treasurer's office shall have any proprietary interest in any financial institution in which the County maintains deposits. In the event a question arises as to possible conflict of interest between any County officer, member of an appointed board, or employee, and any enterprise or organization doing business with Weld County, the question will be presented to the County Council for review, investigation, decision and resolution. The judgment and decision of the Council shall be considered final and shall be made a matter of public record. 3 54 POLICIES AND PROCEDURES I 4 Section Personnel Policies � 1 Subject Pay COLORADO Date 06/13/89 Page 55 PAY INTRODUCTION Pay-for-performance is a system developed by Weld County to provide a method of paying people based on the quantity and quality of work performed. Department Heads, chief deputies of Elected Officials, the Undersheriff, and hourly employees do not participate in pay-for-performance as their salaries are set annually by the Board of County Commissioners. OBJECTIVES OF PAY-FOR-PERFORMANCE . The system has been developed to provide equity, increase productivity, competitive compensation to employees, and to provide management with a resource to measure and reward performance. Objectives of the system include: A. Equity: To assure that all eligible employees have an opportunity to compete for and receive the rewards of the system. B. Productivity: To establish a system that rewards performance so as to. increase productivity. C. Competitive Compensation: To assure that employees' compensation is competitive within the area. D. Management Resource: To provide management with a means to administer based on performance. PAY-FOR-PERFORMANCE CONCEPTS The pay-for-performance concept includes: Cad A. Performance Based Compensation - To compensate employees for their performance based on established standards. 55 II • POLICIES AND PROCEDURES ` ' '� Section Personnel Policies WiiIc. Subject Pay • COLORADO Date 06/13/89 Page 56 B. Prevailing Wage - To pay individuals the prevailing wage in the job market as determined by salary surveys. C. Uvward Movement - To establish a system that allows for upward movement. within it in order to reward employees for their performance. D. Downward Movement - To establish a system that allows for downward movement within it in order to reduce compensation for non-productive employees. E. Performance Appraisal - To provide, a standardized tool to measure performance based on pre-determined standards. 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. Pay - 95% of job rate. B. 0ualified Step - Persons with 'training and experience who exceed the minimum requirements for the classification. Pay - 97.5% of job rate. C. Proficient Step - Persons with training plus experience in a County department. Pay - 100% of job rate. D. 3rd Year Proficient Step - Persons who have completed 3 years in the same classification and have demonstrated sustained satisfactory performance at the Proficient Step as recorded through the appraisal system. Pay - 1021 % of established job rate. E. 5th Year Proficient Step - Persons who have completed 5 years in the same classification and have demonstrated sustained satisfactory performance at the Proficient Step as recorded through the appraisal system. Pay - 105% of job rate. 56 `J POLICIES AND • PROCEDURES 11'1 .11 C V . • Section Personnel Policies Subject Pay COLORADO Date 06/13/89 Page 57 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 approach include: Five performance levels for employees (entry, qualified, proficient, third-year proficient and fifth-year proficient.) Appraisals to be completed at predetermined time-frames. GRANDFATHERING The basic assumption was that no County employee 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. 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.. 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 57 • gg POL IC I ES AND PROCEDURES 4 � .. �� Section Personnel Policies J WUD Subject Pay COLORADO Date 06/13/89 Page . 58 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 (6) 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 D 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 satisfactory completion of the six (6) month period, move to the proficient step. Movement to the three (3) year and five (5) year proficient steps will be in accordance with established rules for those steps. • 3. Employees who are promoted and, due to the minimum five (5) percent pay increase for promotion, are placed at the proficient levels will move to the three (3) year and five (5) year proficient level in accordance with the normal movement to these steps. 4. Employees who are promoted and, due to the minimum five (5) percent pay increase for promotion, are placed at the three (3) year proficient step will move to the five (5) year proficient step in accordance with the normal movement to this step for pay 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. 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 step will only receive a five (5) percent initial pay- increase. They will then be placed in the Grandfather category and treated as such. Promotion during the initial review period is authorized under the following conditions: 58 • POLICIES AND PROCEDURES • ,1 : } ` Section Personnel Policies. UI•'� Subject Pay COLORADO Date 06/13/89 Page 59 1. That a legitimate vacancy exists. 2. That the promoted individual meets the full position qualifications. Individuals promoted during their initial review period will begin a six month review period from the effective date of promotion. Initial review status will apply until the employee's six month anniversary of hiring when vacation accrual will be awarded and may be used. When a position is determined to be mis-classified and is changed to a higher classification, the incumbent employee must qualify for the higher 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 than 5%. In the event the entry level is less than a 5% pay increase, the person will be placed at a step providing a 5% minimum increase. In no case will a reclass result in a pay decrease. In the event a position is downgraded, the incumbent employee's salary will be frozen until the pay table of the lower classification reaches his salary. The incumbent employee will be eligible to compete for bonuses. A promoted employee entering. the classification at higher than the entry level due to the 5% minimum pay increase requirement will still have the promotional review period. Pay movement will be based upon the normal movement of the higher step. .For example, an employee placed at the proficient step initially will not move to 3rd Year Level Proficient Level until he or she has been at that step for two years. If a County employee takes a new position in a class series other than 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. Ces 59 Ii i - - POLICIES AND PROCEDURES !� -PI Section Personnel Policies WilDe Subject 06y13 8 COLORADO e � 9 Page 60 PERFORMANCE STEPS FOR PAY A. Entry Stet,: 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 employee will again be evaluated but the evaluation will be against qualified performance standards. If the employee receives a satisfactory appraisal, he will move to the qualified :step and receive a 21/2% pay increase. B. Oualified Steo: The qualified step is 97.5% of the job rate. The employee functions at the qualified level and is rated against the standards for a proficient employee. After six months at the qualified level, and if the employee meets the performance or training standards for the qualified level, an evaluation will be submitted raising the individual to the proficient step. The pay will be 100% of the job rate. C. Proficient Step: The proficient step is the job rate for the position. While at the proficient level the employee will be measured against established proficient level standards. Evaluations will be completed every six months. . D. 3rd Year Proficient Level: To be eligible for movement to this step, the employee must complete three years with the County in the same. classification, except if promoted or demoted to this step, and have demonstrated a performance at the proficient level or above for the last two year period. Movement to this step is not automatic but a combination of performance and longevity in the classification. Pay will be at 1021% of the established job rate. Should the Department Head/Elected Official deny movement to the 3rd Year proficient step based on the employee's performance, the employee will be eligible for consideration of movement to that step every six months thereafter based on performance. E. 5th Year Proficient Level: To be eligible for movement to this step, the employee must have completed five years with the County in the same classification, except if promoted or demoted to this step, and has 60 • POLICIES AND PROCEDURES • rt ►a Section Personnel Policies Wla Subject Pay COLORADO Date 06/13/89 Page 61 demonstrated performance at the, proficient level or above for the last two year period. Movement to this step is not automatic, but a combination of performance and longevity in the classification. Pay will be at 105% of the job rate. Should the Department Head/Elected Official deny movement to the 5th Year proficient step based on the employee's performance, the employee will be eligible for consideration of movement to that step every six months thereafter based on performance. If at any time during employment at Weld County, the employee's performance drops below the proficient standards of the classification/position, the t 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 21/2% 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. TRANSITION FOR CURRENT EMPLOYEES • Persons 'employed as of December 16, 1982 in Weld County were transitioned into the Pay-for-Performance system according to the following: Persons in the "A" step moved to the "A" or "Entry" step in the new system. Persons in the "B" step moved to. the "B" or "Qualified" step in the new system. All persons in the "-'C" or above steps- moved to the "C" or ":Proficient" step in the new system. Persons who had completed three years with the County in the same classification moved to. the "D" or "3rd Year Proficient" step and persons at the "D" step stayed at the "D" step. 61 POLICIES AND PROCEDURES 111`4' , Section Personnel Policies '1 WUk :rt :13. 89 COLORADO Page 62 Persons who had completed five years with the County in the same classification moved to the "E" or "5th Year Proficient" step and persons at the "E" step stayed at the "E" step. . Persons on steps above "E" were grandfathered (See section on grandfathering.) Pay impact dates, i.e. six months, one year anniversary dates, 3rd and 5th year proficient level dates will remain on schedule for evaluations. Pay changes will take place on the appropriate hire or job class anniversary dates if the employee has met all other criteria for advancement, including any certification requirements established for the position as well as the employee meeting all classification and position specific standards. EVALUATIONS - PURPOSE Evaluations are management judgments about the behavior and effectiveness of employees. Assignments, advancements, reward, discipline, utilization, and motivation all depend ultimately on management judgments of employee performance. The objectives of evaluations are: A. Clarification of what is expected - that is, to develop standards of satisfactory performance, setting forth what quality and quantity of work of a given type is acceptable and adequate for pursuing the functions of the organization. B. Fortifying and improving employee performance - by identifying strong and weak points in individual achievement, recording these as objectively as possible, and providing constructive counsel to each worker. C. Refinement and validation of personnel techniques - serving as a check on qualification requirements, examinations, placement techniques, training needs, or instances of maladjustment. P. Establishment of an objective base for personnel actions - namely, in selection for placement and promotion, in awarding salary advancements within a given level, in making other awards, in determining the order of retention at times of staff reduction, and in otherwise recognizing superior or 62 . POLICIES AND PROCEDURES ;l . as ` Section Personnel Policies Subject Pay COLORADO Date 06/13/89 Page 63 inferior service. EVALUATION PROCESS All County employees will be evaluated against established standards every six. months. Standards to be used are as follows: Standards Time Frame Entry After Completion of the first three months in the class. Qualified After completion of the first six months in the class. • Proficient. Every six months after successful attainment of qualified step. Highly Proficient Standards to be used to determine bonus award. PERFORMANCE EVALUATIONS DUE Performance evaluations are due on the following time schedules: A. Three months from date of hire: All new employees,whether hired at the entry or qualified level will receive a three month evaluation. Promoted employees and employees reclassified upward will also receive a three month evaluation. No pay increases will result from satisfactory evaluations but the Department Head/Elected Official should use this evaluation process to advise the employee of his 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 63 POLICIES AND PROCEDURES th Section Personnel Policies WIID.e Subject PaY COLORADO Date, 06/13/89 Page 64 Department Head/Elected Official will indicate whether the employee, will move to the next pay step. Adverse evaluations at the six month period can result in termination of the employee or extension of the review period. C. Every six months: After completion of the first six months of County employment, employees will receive evaluations every six months. D. Upon termination: An evaluation will be required on every voluntary or non- voluntary termination. This provides a completed personnel file on each employee's performance. E.. Special Special evaluations can be done for praise or reprimand at the Department Head/Elected Official's discretion. F. Counseling Form: Weld County Employee Counseling Form may be used when counseling employees. EVALUATION REVIEW/APPEAL In the event .an employee disagrees with his evaluation, the employee has the right to appeal the evaluation to any additional reviewer or Department Head/Elected Official. The procedure is as follows: A. When the employee disagrees with the evaluation as written, he will so indicate by checking the disagree box, in Section XIII. The rater will then give a copy of the evaluation to the employee with a written note as to the date their comments must be turned into the reviewing authority. The original copy of the evaluation will then be sent to the reviewer with a copy of the memo indicating date comments are due to the reviewer. B. When the reviewer receives the comments, he will evaluate all pertinent information available. The reviewer may concur with the evaluation as written or non-concur based on the employee's comments and his observation, etc. The reviewer will then change any rating factor by placing his initials in the box that best describes the rating for that element, and follow the same procedures for the overall evaluation. In the comment section, explain why the changes. C. The reviewer will review the evaluation with the employee and have the 64 POLICIES AND PROCEDURES 1-41 C,, -�i & lit, Section Personnel Policies Subject Pay COLORADO Date 06/13/89 Page 65 CO employee initial and date the comments beside the signature box of the reviewer. The employee should indicate his concurrence or 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. , col spelling errors, etc. Changes may be submitted and will be reviewed by Personnel along with the appropriate supervisor. If the changes are accepted, they will be entered into the standards in July and January of each year. The system will remain constant during evaluation intervals to assure that all individuals within a classification are rated against the same standards. 65 POLICIES AND PROCEDURES 1 — ) . Section Personnel Policies Wilk : ct Payroll COLORADO ate 06/13/89 Page 66 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 and their pay periods and paydays may vary. Therefore, participants in these programs should obtain payday and period information from the Human Resource Division.,) AUTOMATIC DEPOSIT 1 Regular county employees' payroll checks are automatically deposited directly y/ to the banking institution of the employee's choice. Deposits can be to savings or checking accounts. Forms are available in the Personnel Department to establish or change account routing to banking institutions. A statement of monthly earning will be provided each employee at the end of each pay period. TIME SHEETS Hourly employees are required to submit work-time records, accounting for all hours worked to their supervisor on the 15th and at the end of each month. MANDATORY PAYROLL DEDUCTIONS Federal Income Tax (FIT) : The Federal Government requires Weld County to withhold a certain percentage of an employee's pay to enable the employee .to pay federal taxes due each year. The: percentage amount withheld is based on the amount of wages and the number of exemptions claimed, as indicated on the employee's W-4 form. The number of exemptions claimed may be changed by the employee as he finds necessary. Contact Personnel for any changes. State Income Tax (SIT) : The State of Colorado requires mandatory deduction for state income tax. The amount taken out of an employee's pay is based on wages and the number of exemptions claimed on the employee's Federal W-4 form. Social Security Taxes (FICA) : This program provides old age, disability and %!..) 66 POLICIES AND PROCEDURES Section Personnel Policies Wi` a Subject Payroll COLORADO Date 06/13/89 Page 67 survivor benefits. The amount deducted from an employee's pay is based on total wages earned, and this amount is matched dollar-for-dollar by Weld County. All County employees except those belonging to the Public Employee's Retirement Association (Health Department employees) are required to pay FICA. Retirement: Weld County provides, retirement benefits for full time employees (except Human Resources) through P.E.R.A. or the County Retirement system. A. P.E.R.A. - All employees of the Weld County Health Department are required to belong to the Public Employees Retirement Association (PERA) . Employee and County contribution are as determined by PERA through state legislation. • Member employees should refer to pamphlet issued by PERA for details of the plan. B. County Retirement,: All full time County employees, except those on P.E.R.A. and employees of H.R.D. , must belong to the County Retirement Plan. The employee must contribute 6% of gross earnings each month. Employee contributions are deferred from state and federal taxable 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 Board for details of the plan. WAGE GARNISHMENT Garnishment of wages results when an unpaid creditor has taken the matter to court. A garnishment is a court order allowing for creditors to collect part of an employee's pay directly from Weld County. Although the County does not wish to become involved in an employee's private matters, the County is compelled by law.to administer the court ordered garnishment. Government levies will be treated in the same manner as garnishments. A representative from the Accounting Department will contact the employee to explain the details of garnishment and how it affects wages. Employees are encouraged to resolve these matters privately to avoid County involvement in this mutually unpleasant action. VOLUNTARY DEDUCTIONS All voluntary deductions will be explained during new employee briefings and 67 POLICIES AND PROCEDURES € ' 'tili Section Personnel. Policies MeeSubject Payroll COLORADO Date 06/13/89 Page 68 other employee meetings. Documents concerning voluntary deductions are available in Personnel. Group Health Insurance: All full-time employees are offered comprehensive major medical health insurance at the current deduction rate for single or dependent coverage designated by the employee. Included in this coverage is a dental assistance plan. Employees wanting health insurance for all of their dependents will have a monthly payroll deduction taken from their pay at the current rate. Group health insurance becomes effective the first day of the month following the first full month pay period. In November of each year there is an open enrollment where employees may sign up for the Health Insurance Program. Eligible employees and dependents may enroll. for benefits without evidence of / good health at this time. 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 Dismemberment Insurance. Employees nay 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 1 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 employees may change the amount of optional life insurance purchased. An employee may request supplemental life insurance coverage at any time provided he is qualified for the amount of insurance. If action takes place 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 maximum coverage of $50,000 deferred from taxes. Details of the group life insurance, benefits are available in the handbook entitled, "Group. Insurance Benefits-Weld County". Copies are available from 68 • POLICIES AND PROCEDURES 71-eK 11 i Section Personnel Policies Payroll W�`P Subject 06/13/89 Page 69 COLORADO Date the Personnel Department. Weld County Long-Term Disability Insurance: All full-time employees may qualify for Long-Term Disability Insurance. For qualified employees, the policy will pay 60% of an employee's salary. New employees eligible after their first full pay period. Insurance Coverage While on Unpaid Leave Status.: If an employee on leave without' pay desires to continue his insurance in force (Health/Life) , he is required to pay both the County portion and the employee portion in advance for the period of the leave. Colorado State Employees Credit Union (CSECU) : All Weld County employees are 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 union. Credit Union savings and/or loan payments can be made via a payroll deduction. • United Way: Voluntary deductions will be made for United Way contributions at the request of the employee. Parking: Employees using assigned County parking facilities in the Centennial Complex will have the authorized parking fee deduction monthly. 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. PROCEDURE TO CORRECT PAYROLL ERRORS. When an error in pay is identified by either the Department Head/Elected 69 POLICIES A N_ D PROCEDURES • • ► �it l. 1 Section Personnel Policies WI`�DC Subject Payroll • COLORADO Date 06/13/89 Page 70 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 discovered, Department Heads/Elected Officials or employees must notify the Personnel Department immediately so that all corrections can be made. All overpayments discovered will result in a collection action for the total amount. Retroactive pay for underpayment will be calculated up to a maximum of two pay periods prior to date of notification. SALARY POLICY Weld County strives to pay competitive and equitable salaries. To maintain this competitive position, Weld County participates in various salary surveys. Salaries are set by the Board of County Commissioners after full consideration is given to: present pay rates compared to labor market competitors. The competitive job market may vary by job classification or specific jobs. ability to pay. benefit and supplemental pay policies. supply/demand situation for personnel needs. supply/demand situation in the labor market. employees' expectations. The salaries are established during the budget process annually to be effective with the January pay period (December 16 - January 15) . Salary levels of classifications once set by the Board are not adjusted during the fiscal year due to budgetary impacts. • Once salary levels are adopted a pay table is distributed annually to all departments to inform employees. All employees and the public have access to the pay tables for information. 70 POLICIES AND PROCEDUR E S t Li (1/4141 Section Personnel, Policies WineSubject Classification and Pay Plan COLORADO Date 06/13/89 Page 71 • CLASSIFICATION AND PAY PJ.AN 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 requirements of skills, knowledges, and abilities. Job classifications are a vital element upon which a pay structure is based and administered. The system allows Weld County to comply with the "equal pay for equal work" requirement. The principal uses and advantages of the classification and pay plan is listed as follows: A. Facilitating personnel objectives: 1. It provides a rational criterion for control of pay levels by making it possible to equate whole classes of positions with common salary ranges. 2. It reduces a variety of occupations and positions to manageable proportions so that recruitment, qualification requirements, examination, and selection can be made for whole classes of positions or more at a time. 3. It defines in objective terms the content of jobs (or what is expected) against which the performance of incumbents (how well it is done) can be measured. 4. It furnishes job information upon which the content of orientation and other in-service training can be based. 5. Although it does not of itself guarantee a good promotion and placement policy, it supplies a systematic picture of opportunities and position relationships, which is essential to an orderly promotion and placement procedure. 6. It provides a foundation for common understanding between supervisor and, �✓ employee as to the job and pay, which facilitates employee-management 71 POLICIES AND PROCEDURES V i,, �, k Section Personnel Policies WI`IDc Subject Classification and Pay Plan COLORADO Date 06/13/89 • Page 72 • 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. • 4. It provides information on job content that aids in the analysis of J organization problems and procedures by bringing out points of duplication, inconsistency, and the like in the work process. C. Particular Values in the public service: 1. It assures the citizen and taxpayer that there is some logical relationship between expenditures for personal services and the services rendered. 2. It offers as good a protection as has been found against political or personal preferment in determination of public salaries. POSITION/CLASSIFICATION SPECIFICATIONS All Weld County employees are placed in a classification series that identifies. the position they are filling. A classification specification is available for all positions in Weld County in the Personnel Department.. The specifications provide a broad statement of the class duties, supervision received, supervision exercised, examples of duties, minimum qualifications, education and experience required. The purpose of the position audit/reclassification is to insure consistency of pay structure, justify and provide for internal equity within departments, insure a policy of equal pay for equal work as required by law, and to provide r 1 consistent procedure for studying and evaluating positions in Weld County for `J 72 POLICIES AND PROCEDURES Let, '° Section Personnel Policies Subject Classification and Pay Plan COLORADO Date 06/13/89 Page 73 the purpose of upgrading or downgrading those positions. Position audits for classification will only be a part of the annual budget process and will be considered annually along with other departmental requests, except positions which can be reclassified as a part of a sunset 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 least one year. Position audits are not meant to judge the performance of the employee in the position. The purpose of the audit is to measure what the employee does, not how well the employee performs. The Elected Official/Department Head can initiate a job audit by submitting in writing to Personnel the justification for requesting such an audit. 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 so on the copy of the job description. 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. 4. A list of the • additional duties and responsibilities that have been added. • 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 and/or functions there should be 73 I — • POLICIES AND PROCEDURES 0 (1/ 14 J ` � section Personnel Policies Subject Classification and Pay Plan • COLORADO Date 06/13/89 Page 74 an explanation of why the department's current position classifications are not able to accomplish the same functions under the current classifications. 6. A specification of what inequities, if any, the Elected Official/Department Head believes may exist. Upon receipt of this information a representative from the Personnel Department will conduct an inquiry into the facts related to the position. This may include interviews of the Elected Official/Department Head, supervisor, and/or the employee currently in the position. An analysis and recommendation to the Board of County Commissioners will then be made. The Director of Personnel, Elected Official/Department Head, and the Director of Finance and Administration will have an opportunity to make comments and recommendations to the Board. The Numi Board of County Commissioners will review this material and make a decision. If any of the above partied disagree with the decision, they may request a work session with the Board. The decision of the Board of County Commissioners at the time of the budget 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 period of the new fiscal year and funded accordingly in the budget'. • 74 POLICIES AND PROCEDURES Section Personnel Policies VIP Subject Seniority, Reduction in Force and Resignation COLORADO ' Date 06/13/89 Page 75 • SENIORITY. REDUCTION IN FORCE AND RESIGNATIONS, SENIORITY Seniority is the precedence or priority due to length of service as a County employee. County seniority begins accumulating the day an employee begins employment as a full-time employee. Job seniority begins accumulating the day an employee starts a new position classification as a full-time employee. Each time an employee is promoted or downgraded to a new and different classification, his 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 before promotion, as well as time spent in the higher classification. Loss of Seniority: Loss of job and County seniority occurs when an employee separates employment with Weld County. The only exceptions are as follows: A. If a former employee returns to County employment within 90 days and has not withdrawn his contribution from the retirement fund, he will only lose seniority for the time he was off the County payroll. B. If an employee is on military leave or on approved personal leave, no loss of seniority will occur. REDUCTION IN FORCE Temporary or permanent reductions in force (RIF) may be necessary because of circumstances such as workload changes, program changes, policy decisions, or funding reduction. Management reserves the right to choose which positions to eliminate if an overall reduction in force is not warranted. A temporary layoff shall be so designated when it is foreseen (within reasonable limits) that the reduction in work force is on a non-permanent basis. A permanent layoff will be defined as a reduction in work force where conditions warrant and it is reasonably foreseen that the reduction will be long lasting. 75 POLICIES AND PROCEDUR E S ¢ ` Section� L., Personnel Policies J Subject Seniority, Reduction in Force and Resignation COLORADO Date 06/13/89 Page 76 • 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 Seauence: The sequence for a, reduction in force will be on a departmental basis as follows: . A. Temporary employees by seniority. B. Review employees by seniority. 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. 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 effort will be made to utilize their training and qualifications plus seniority. The Personnel Department will make best effort to assist employees who are affected by a reduction in force action in finding employment. RESIGNATION Employees are requested to notify their supervisor in writing as soon as possible of their intent to resign. As a matter of professional courtesy at least a two (2) week notice before date of resignation is a standard practice. Weld County Personnel Department should be the only contact for job references. Any reference provided by an individual other than Personnel will be considered a personal reference and the provider shall assume all liability for the 76 POLICIES AND PROCEDURES I I� 'm�ii k C .lei Section Personnel Policies 'WI Subject Seniority, Reduction in Force and Resignation COLORADO Date 06/13/89 Page 77 information provided. All County employees who terminate their employment for any reason will be scheduled to meet with the Personnel Department for an exit interview and for all final actions of pay, retirement refund (County retirement plan or PERA) ,. insurance and returning of ID card, parking cards, etc. Final pay checks for terminating employees will be issued the afternoon of the day of the next regularly scheduled Board of County Commissioners meeting after the, terminated employee's last day of work with the exception of those employees terminating the last seven working days of each month. • Exception Process; To assure an accurate payroll run, employees terminating during the last seven working days of each month will have their paycheck for the current pay period direct deposited into their bank account. A handwrite • will be processed for sick and vacation time and for the period worked in the next pay period. (Time worked after the 16th of each month.) An employee terminating employment from the County, for whatever reason, who is not vested in the retirement program, will have his contribution only to the County Retirement Plan returned. Because all refunds must be approved by the Retirement Board, the employee's contribution will not be returned any earlier than thirty-one (31) days after his 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. RETIREMENT An employee entitled to retirement benefits from the Retirement Plan and desiring to retire must complete the following: A. 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 77 POLICIES AND PROCEDURES ft' 1. Section Personnel Policies I Subject Seniority, Reduction in Force and Resignation. W�`pD Date 06./13/89 Page 78 COLORADO 9 2. Beneficiary 3.. Birth date of beneficiary 4. Social Security number of beneficiary B. The Personnel Department will calculate retirement benefit under the different options offered. The employee will select an option and sign the. "Application for Retirement Benefits" form. C. The Personnel Department will forward the "Application for Retirement Benefits" form to the Weld County Retirement Board • to be approved for payment. 3 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. E. Retirements are effective on the first day of the month following the last day worked. . • • 78 ,, - PO L I C IE S AND PROCEDURES E C '1 " risj Section Personnel Policies Subject General Definitions COLORADO Date 06/13/89 Page 79 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. Compensatory Time: Time off given to an employee for working in excess of 40 ( ow hours in one work week. Department Head/Elected 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. Gender: 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, any 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. 79 — — _ — — — POLICIES AND PROCEDURES r� ( sl' .O2 .11--\\r l ) Section Personnel Policies Subject General Definitions COLORADO Date 06/13/89 Page 80 Initial Review Period: The initial review period is the first six months of employment 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 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 each year with other employers 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. Worker's Compensation: Benefits paid pursuant to the Colorado Worker's 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. 80 ca " t POLICIES AND PROCEDURES co.�� 't ( Section Personnel Policies WI Subject General Definitions • COLORADO Date 06/13/89 Page 81 In reading this Handbook, please remember that complete details of benefit plans or policies are not always included. If there are inconsistencies between the formal terms of a benefit plan and this Handbook, the actual terms of the plan or policy will be controlling. A complete copy of each plan document is available for your review in the Personnel Department. Weld County reserves the right to discontinue or modify any county program, benefit plan or employment policy without prior notice to employees. • 81 • ',11. • fj, Organizational Chart ---._... . _ • o .PP. CE r TEE BOARD OP.' COITtrY CO s rn 1S CS irr t'F:�.r .� • • • -. 4 .Se retai.ryi . it. --- _ • L!Cc uii' y Attarntt 7 --, 1 3 t. i, Cor ti s:..�nor ' i CCmrn es°id �r F Cor€;.rn:.�ssi.e n r T 1 t:i.%$ioner 1 i �` Co nr.i' ioIier t� •rrii.�nay nnr• y i Coordinator— E LC�cig d�u at r f�+� Coordinator ! {Coorc3�inator 'tea . r�y i'na-A0ed. Ct ntra1 b f Xeult.h Fn A #'. `1'3,g Planning+' .'.. ( 4�a'u -.��'aT.Vi rf`-it�+ d.Qa+[i� • t i 1:W0 . r�..i 1g apd I. ! . 'Ser ! ,•[ett. . t tiler"vive$ � 1� $etvites I R1.i'.•rv, . 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'Review and ' _nput of encumbrances and expenditures of the County. 4C,. Revenue Control: - -- r s ecording and veri<icatio of reve�iues received by 4l:e County. J. Grant Control: -----:- Review and T..la i.nt*11ee Of grant acoountzng,: records.. 6. Cost Control: - --•- Ccintrol of hosts within County funds, mainly within ICS Motor Reel. and Boa(' and Bridge fund;,. 7. Fnea Asset Cot trol : Monitoring, and recarlizs el the fixed assets of the County City Council Co'ubty COMMIS$ictrnr • • ._' motto COUNTY MUNICIPAL AIRPORT Awt hat ity (7) Mara* 3 City County i Taint • • airport Maxaa er • • Bookkeexaer Quat?t;y Aircraft ..hi-reaft- /Ptir:PPre Wiatartance & I k?z't'trel Sar:. $kr.e &er. flier. Suasrf ,s®r "Aircraft ( Sac *r , Aircraft (Part time) (Part liana}. Ser. Nlk€• . Mn$nt;: tx)cr. A1ztllt.: ,Wkr. Hunt. Wk.r. Maiflt. Wkr. .(fa)ct time) (Part t ac) (Part time) (Part time) BOARD OF COUNTY COMMISSIONERS • • AMBULANCE DEPARTMENT DIRECTOR 1 SECRETARY ASSISTANT DIR€.CTOR CREW CHIEF CREW CHIEF CREW CHIEF • O : ;, .. TY: co B.u:xwi Gs Ai moos== :UE. .INT DENT MR:FREW :PETRUZtX . c rM:y• • _ : - , _ . .. ... .. . , . i . . 1 . • . .,. . ... .. .. . . . FOR£V1A1c1 4L't RV : :aR 1 I 1 . .. .. .. . . . 1•RICAN 1 1110.1Wii LI i:x RK a X P,JiGINZERS OPERATOR. I 1. I , C !-133 . 1,...) - . O - iLRRKtoR IBRAttat alma • CLERK 'I . • !auk' owl . • : .. • • I • KZETX$G.SG $ R CE • J • • • • CLa �4 NI Cfi $R. � x 11 'L1`i'Y 1 --mac4, � ..,y�3 ' .. .. • rr/n�ria /�!!{{�+y� a}==YY //I�E iR WLI rJ. ----.--400:1;!a06'.:, 1 p. . . : k Z O» ° 0 7 \ \\ . \ ? : \ y \ g . , \ Un \ < \ < \ \ \ � \ • • r. \ HF • • •..2; : . ~ ? - :‘4,•c/ • . . . ." '• • •• • • • ,11) • ' • • .1 .cou,Et $O* •.I • 'Bumf ovr I. -ACCOLtii rgEOIATRA.TMIT TITLES CT STb ? x ICO . flL . �V J • • • • • • . REcoRDEk • • I1F : 001 t" I :IS W ZSO • 1. coU ►: �. . 3 #CC ial' IAA I +"�4 , ! .. tonzg m. R13,74 0E J ve DIRECTOR 4eLv e pynewt oi ccmenuru:ou�a* on CI, DepaatMent 06 Cammwxuexats,ota 4flVieta ASST. DIRECTOR SECRETARY ,. Cow_ y z e Eomr na atto C�trXn,aartdC �aa�.s-P.B.X. ... C v D� e> e D asi&z rz SUPERVISOR St?R i"Jtvl tangy SUPERVISOR IDdvds s;) ., . . Ii.�s Ra Dist efx Ph vdte gazeh Excba* I PEant ics Pacg�S a f C eo 1 911 Aat to a'n6we �a g vc.ce ce eAgetteg Openat4,0 Ha." t!!! ti t cc Are tueh t ng I tract o F- Comua* . eAg of tmeatAaael • • 10.4„ fii/W1,D aotJrr c .rFa' v S• (.lA !) .60 .Q lJ4RD OF . ..f l4ISST6fi: s. • ' (0 ..t I.c�ar • • CoOful►#ATQR,t OM q� G �r:a + NkF ii fr,[!' .. .: •-:1-. •.• CUT SYI£E i e ' $ .. FX 1 f N_.dARU ;J. ..ET.Afty TvkOpRDITIATOit T STR4A'RAVING • . At I SYS' lS, k5' E St 1S . C k6tK':. :. • �9 . • t VOW ,. . f ER D � tn. R#'I. 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CLERK - MANAGER AULT SHOP LA SALLE SHOP CENTRAL SLOP JOHNSTOWN SHOP' MAINTENANCE ,•f E N MAINTENANCE FOREMAN •GREELEY MAINTENANCE FOREMAN MAINTENANCE FOREMAN • •J . -PRODUCTION(� , . DLVI: •'I•QN' • r TRAD1 NG C00RDINATE*. 1 . • • t. . A . -i - MAINTENANCE CCN' 1 C I • BR.WTRAFFIC RA1 I i BRANCH, � AN 6�t. .. �:. ... �� t MAINTENANCE.iCE. CO TROCTION BR.L E . - TRAFFIC PAVING SUP :INT'ENbEN:T SUP RINTENDENT SUPER I OrEttrif1iT • --SUPERINTENDENT • SUPER.INTE tDEN 4 4..--_....._... ' or T:RICT DISTRICT D:I'ST`R:ICI' CRUSHER, k?AVINC' .ONE No iNREE CREW CREW F RR 1At MK** P01.O1044 FOREMAN: :FORE MN 4 • .CONSTRUCTION 'CON.$TRJCTION. REPAIR. CULVERT CREW #1 • .CREW .#2 CREW 13 • CREW ..#4 FOREIWI. FORE •�,EAI1E LEJ }� !Y %-.1 N 7 { t r , Jt,d f { r e '-•_ r-i J< r!i� n' 'a t rfi r t F ] p J I ( i tea '''''''''';'.:";'//:',C.''','1.''''''''.:;.1.• r # a ins t � Y ' ' t ''' : . : -; : ' '''''' . '. ' ''''' ': : ''' :±?"': ' '-' • ; . 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Z}, '' �s $ -k f ",v - 'v '3.-;v"'� r _ r F�l� t� 'a'",' t S{f6. l k•x f ₹ t.' r } • xl V1k r �� _ • tea. x ' 7 h Ep %. : • • -. •• .0 . . - . . . s r - - r$ atrc • • - `�. cc q{ Advisory• Cauoi{ C S..�1.. Di`r o'r Northern Co'oradp: Research . $.: .:... •str�a'tion Ad i i i�e�nstrai�.� Cent.o�r' ... - • ,. and S. - -re ries • •4-H. and Youth €R. 0. Fainil r Living, Ugric• a:n . R. Pest and Weeds. k h y. -7, •Count Fair Control` 1 nag I air Grounds and I3S1.ild•: g'.Ma i'ntenance • • ip:erattng fait: • 1.. 4..„.if and Yliutli: C6noititt edtic:4419:nal pro9 yam- for youths: and •leaders to make it a well rounded edur ti sna1.-PhYS cal and learn by doing expertenccs:: .24 t R. 0. - Help people help thesmse1ves; -• imed - gr s 4 .tr'icts - feasa-b l t'tY stud es - .**tar problems.. . . .1, A Thi:strat1on.a SS- rase - 8 •Extension tents 16 sir eap1:o,yees at NCR - interns: ExtendOn, Oa and wadi fair eo.4. NCRlDC : d', 'e'ts-:. 4. fa 1y' i,iv1ng Cnduwtin edp ti .a1 programs• for adult.#fie acid fa l 11vin . 5: Agrlc and NR. : Utica-1'6a' program for .ali, atirnhotalYi.. rt euiture,sand l . rest'ock •:produoer:s.. - U O F_ _ 1 • Oilia ;T P '11'5 D .. ', i. Va # ; i._ to CAPTAIN_ __. 'see. page ;2.) fist* pals 3}: (see page. 4) PATE ;. .Y'• R - - : li•:.: :A : . L .Fu' :LTXV:tit1frgL KiNgt6O.00*. TRA1141: T E t.A. t I tfiV4• CI' L I. :S, C:RETAR-T Pam: ,. II I. CPQRA. . .. I .ACCT CL I:.. • t DUTY_1 .Pet 11 AT 4{y 1:s:flu& ' ' S, I .0tfttfi Ii.'..-..j ' '. . : . s. .: ;.. . ••• , ..sArkTi:..ttic.: : ' i iy 1� ..I �� •f flnt'At '7r +'. i4'�' :F�ty .'i. . .. . ... . r IiISPATN 1 ` . 1 C. , • • NDHER°IPF.. • i Ir =i t'. _ ._. . SLP. : SERVICES f -. ,TG`s J! iZrJ .�- �" i ��.��' 4 Irj.P.PLiiiiirti ,T,Tisg;:-.EaR . . ..: :.. „ . : : t - ; ... „ .:. ..... .s. • • • • • POI ICE— DittSi ON ' : — .' -: - i:1. .. . • • UNIFORM NDRR . t FORM ;SO0 _ INV T T 0$. � ' ;S `-^ SERGE R'Ji4 _ -1w-es- "' . .mss j J • weld ",nxatcy 11!eibartoseiit,p$ :.ceial Semites f,.. 1Sl.tl aRAITY WARD C swims: r6VIG'tkt1 al. 6rOntZ Sn .caTt. ( t u l coi^ ssionars) Data.: _ igr`aR,{f,7 M,inist r P0444141 an State cazegotizo. } i or Aidpro�*s ton. .roars flata•tiad 0,,- .1: ) Personnel .. 1 sistaira to elis,itilt Mos i d+tinitter ₹*edeye and $tads svasca1 cgr,- vtq' k rov oke§ that provide retestISan 9. a40 care f©:r 401kindent ehit�en" aMM wd tg�. b sr'zt^ ixssi. ti ff 1 Ad min. Sr MS, SgctotarA 14 El is, `Peen. Ili 1 J _ `;TS A:n. tAVSTS 1t+Iw.J 5ino1114 1SnJj14,TEN`f~1 .",4,11P-Ink e :' - t_Se7Ctt `buiiliad_o'; 1 etetn to L1i! atl4dy I i oata3* Sang 'r1 111 t t T i ; maintain =flan tal sup,- "Plevree p orect r o. K1-j lzc snt. an i't- tthe "genetj.t of recivieMo i ; pot System to giru�;id' nand c3a0 'tar 8}1- cip.ents of MX, -- ;.if Aid to Paotides. with £iscai benefits and as-•; gstslt C..ildreh ono CS, AND-CS, OAP ate'.ate'. r1>c-'ent chttdr£n iravr t ! sountatility Sr money !, adults. dca sr..c+ > and reiuci, costa of tho ( pc tv t a P Quids foster and a eraze ar i t 1t�sts. 1 t"t"n. preeiroo -1 `stir., BuSigess Ott. .I d r$re su,}rgor't' r ,".2f3.:-i'5S t. 10 ' il 54p t., favaa -.6e Pt`l ai 14 Decocci /tent 1 ervice... I2 Recourse ina'slrtgeisXs s1 sr 9runi:Og Clerk : , 4 .-Seret,kc314;n,..ii -.:44eu 9. 11 fill,,. "Teeknr.yaa>i if's 5 fiscoisnting Res mr -W t ! 1 'ecov'ry r ent t Sr tiler "typist ! - r affuD • 1.4 4+'r•:l a{ttk 1 �, ``I Delivery Clertt G z aka � 1.e e - f 1 .1'tchk +$rd p;7at4 1 ! pia poSatleas P. ' s r likF, ;41,7011e.".; asne 4 ---•4 *tar to p*e r yy p 4•eaitlons "I '-` x z�Fts f satrrtptvttk. 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Pr„R=de set-Vices to ftrntect chit iron i^ay at;- ;701\0 Court 2vtICMI anti rioccivssV o£ C'aid in sun.,, stinitc p1 `1anime hvifra steat'os'I 2 Ease orker III S sas e'#nkvt I I 5 n cn C`,,(.1.ri;gr I's s� O31Lai ire l C'I Irii 11 abovea '? _^Sccia'l .weYv.icc fit I.sbc ri 3 Gasitorks#r Ill's 2 Cawwut'itr II's L Ca4e-ierlcr I. 11'Q7 it 0.0ty. 1 Mrt i ri`s S' Aort#''''''y . ..(.44re, ,, : , ". . . , liy.,. :. • ! . .laii. tOir-:Vioiti,1 orgonZ.V.9.1Vritc,. :p . . . . 'Ogg St.:010.5 � i.._... Li+r.!r .•..iJr'._�__..Y.J�...h._.-. .! ..x F.L.-.. a ....S -.T'1 t034,410,c;r1:20ktorv- ce sate. t zit . : rtit 644t':wl# q O. ��.. 4,':itit:.0.?•Cfir . :Arid/ `t .l.eo.: *y., ., „..._...r•..---,...__:4_...: _-.. --...,-,.,- ,-.-,.z,.--....-. .. .-.. • 2 r. o. r .Lt's, ` fi: Lt PLIO"t 4 l" • :mac $ d$:; 4-.4114 pa t• p1 cJ t .. ' .4•--f-..� �L.— ...., r.T_,.r—Yr.:.i.-e.._. ..�v-.,�w-�.y-1•x.4 .._.+r. • 2-`•' '.040...D.,60 .111'4 .-�...L._,�.._.w_rxr..•.J�Y.n�y_-.r..�.r..r..—.�..tw�:.rt.Mrr.L��.__---r4.raw., • t ') O . • • F • . . 'dolt( (;6raacy iicpp. taen& oC ,ou at $e.:rolera Shtretxonsl OYssnx ati6n tet 3 ,5t➢1'R)ftF . _.,.ft*GTU4 art train (fsier Nile Liectss.; day are h*tan. Aorktrize d4y care iTa75110ats frsr, employed px6f1,c� ts '7 "tl a*;-:J;:N eltents,AI assistance Xe�fgi#att_ and :.g#�a1.1e wkxA 3�. t i?ttr 'CContracts Cot. purcchei::iof I-wantakar per : vises, altrntlen fducatien, and etvi : to };lye <zrive1asmentill G dis ble& }rani-de protective sef'inRS fl i1efy Wand shied a,%ittance II .'3pieti. S4ei ai Servxaes Sy1Pervisbt 7. Case er et III 3 CCs orke: LS's l Setae itt ma'lttr I tslenvartr *ruzle% Ride SECRETARIAL SUPRiliTilzif,18,5 }7xat'i�1c: C1 x^cea), matt actuipts3 tr-xtivo s'u}3j;is't to • chei 4.doisnstrPtite 21141 cakework scoff. 1f`'Q'AUnE ease fi1o,, Screttl te,ofrais £07 Fstry s, Provide anfonantioaz and re!'str;ats i Princilr}i Cle4-StepyrQpiler 1 i:xtte (t Cas& -3 Seteitir l�a'fi-i�'p asts. Evit3Otk'G}. Service tam" 1 � 1 �fi U (j June 5, 1 ICONSTITUENTS OF WELD COUNTY 1 WELD COUNTY THE ASURER DEPUTY 1 D L CAS Iii?.!,..I ="� Tax Saks Endorsements t Warrants Cash _ Posting Cash Rook Deeds Advertising „ Refunds - Bonds Led€*ers Penorts Transfers Adds Deposits Bank Ledzers Investments Receipts COLLECt'Y;i CLLRXSI _ ID1ST ThUTIog 1 PERSONAL PRITERr°} Levies Data rocessis # Collections mobile Homes B-alen inz Specific thnt rs �.e Distra'ints $ML's Ledgers Lending Agencies Locate Immed Coll , •i J Weld County Division Human Resources __ _ FUNDING AGENCIES. Weld county l Dept.. of Health,. E.ductlOn Oo rmiSsiona i I and Welfare - , , r-HterAn R ources Dept.. of Labor, I Human ie5Clitf CRS 1 I Employment and E. . u,L , Administration # Cornmrtte - f Action,Programs for PROGRAMS---- —1 Local Services i �± �� Dept. of Agriculture ( F S I ! . t Division of Aging p 1 Colo. Dept. of Education ' - 1 f - �-; ' Dept. j -�RAN POR R WEArrIERiZATION i I. Affairs Cola. Division of 1:N'NI G Employment and Training TY 1 1 c {- AF; R ATIV Hello