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ORDINANCE NO. 118-F
WELD COUNTY PERSONNEL POLICY MANUAL
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF WELD
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CO U COUNTY, COLORADO, THAT WELD COUNTY ORDINANCE NO. 118 , AS
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U AMENDED, IS REPEALED AND REENACTED BY THE FOLLOWING ORDINANCE:
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o pa,� WHEREAS , the Board of County Commissioners of Weld County,
a Colorado, pursuant to Colorado Statute and the Weld County Home
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o Rule Charter , is vested with the authority of administering the
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a affairs of Weld County, Colorado, and
WHEREAS , the Board of County Commissioners has the power
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and authority under the Weld County Home Rule Charter and the
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oc Colorado County Home Rule Powers Act, Article 35 of Title 30 ,
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r E C.R. S . 1973 , as amended, and in specific under §30-35-201 (7) ,
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a C.R.S . 1973 , as amended, to adopt by Ordinance, personnel policy
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Nfr4 rules and regulations for the County of Weld, and
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NN WHEREAS, the Board of County Commissioners of Weld County
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hereby finds and determines that there is a need for a
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comprehensive revision of the personnel policy, rules and
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H °-� regulations for Weld County and that this Ordinance is for the
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benefit of the health, safety and welfare of the people of Weld
County.
NOW, THEREFORE, BE IT ORDAINED by the Board of County
Commissioners of Weld County, Colorado, that Weld County
Ordinance 118 and all amendments thereafter, are hereby repealed
and reenacted by the following:
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POLICIES AND P n O C E D U R E S r4ai ,,„,
^l y�} „ .t., Section Personnel Policy
WilDe Subject Tahla of Contents
COLORADO Date 19/19/84 Page 1
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0 0 TABLE OF CONTENTS
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PURPOSE OF POLICY MANUAL 2
in-W RECRUITMENT, SELECTION AND APPOINTMENT 4
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0 JOBS PROGRAM
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M a EMPLOYMENT INFORMATION 8
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x CONDUCT, DISCIPLINARY ACTION AND GRIEVANCE RIGHTS 11
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W 20
Lo U HOURS OF WORK, SHIFTS, SCHEDULES AND REST PERIOD
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N H TIME OFF 25
N W
o ca SICK LEAVE 31
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N D HEALTH AND SAFETY 34
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N 44
ko z EDUCATION AND TRAINING 37
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N REIMBURSABLE EXPENSES 39
aMISCELLANEOUS POLICIES 41
'i PAY 45
N N
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~ PAYROLL 59
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CLASSIFICATION AND PAY PLAN 64
SENIORITY, REDUCTION IN FORCE AND RESIGNATION 66
GENERAL DEFINITIONS 70
SUBJECT INDEX 72
POLICIES AND PROCEDURES
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Section pnrcnnnal Pnliry
Subject pnrpnca of Pnliry Manval
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COLORADO Date 19/19/R4 Page 7
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PURPOSE OF POLICY MANUAL
c 0 This manual contains the Weld County Board of Commissioners' Personnel
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0 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
M U staff personnel, and employees in the day to day administration of the
Q County Personnel program.
0 3 These written policies increase understanding, eliminate the need for
o a personal decisions on matters of County-wide policy, and help to assure
w ill uniformity throughout the County. It is the responsibility of each and
o every Department Head and supervisor to administer these policies in a
V consistent and impartial manner.
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M a Procedures and practices in the field of personnel relations are subject to
In modifications and further development in light of changes in the law,
r' a experience, merit principles and the County Home Rule Charter. Each
W Department Head, supervisor, and employee can assist in keeping our
co o personnel program up-to-date by notifying the Personnel Department whenever
. problems are encountered or recommended improvements identified for the
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N H administration of the personnel policies.
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o a The manual has been organized with a Table of Contents and a subject index
W to enable all users to find specific policies quickly.
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r w In cases that are unique to a specific department or office, Departmental
lNo Z Supplemental Personnel Policies will be issued. These supplements can only
oN 4 be issued on a special Departmental Supplemental Personnel Policy Form by
o Personnel once approved by the Board of County Commissioners. Supplemental
Wg policies will be provided to department employees and will be referenced in
py this handbook.r4 CO
N N MANAGEMENT RIGHTS
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The contents of this handbook are presented as a matter of information only.
The Weld County Board of Commissioners reserves the right to modify, revoke,
suspend, terminate, or change any or all such plans, policies or procedures,
in whole or in part, at any time, with or without notice. The language used
in this handbook is not intended to create, nor is it to be construed to
constitute, a contract between Weld County and any one or all of its
employees.
POLICIES AND P is O C E D U R E S
1-40
"'ws Section Personnel_ Po]icy
WII'Dc Subject Purpose of Policy Manual
COLORADO Date 19/19/84 Page 3
All policies in the manual will be administered in accordance with Equal
Employment Opportunity laws, the Revised Merit System Standards and the Weld
co 0 c County Home Rule Charter.
Y. 0 This manual supercedes all personnel policies and manuals, resolutions,
U personnel operations manuals, except for the classification and position
specifications published prior to this date.
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POLICIES AND PROCEDURES
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►p Section Personnel Policy
IIIIID€ Subject Recruitment, Selection and Appointment
COLORADO Date 12/19/84 Page 4
RECRUITMENT, SELECTION, AND APPOINTMENT
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EQUAL OPPORTUNITY
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It is the policy of Weld County to ensure complete compliance with all
provisions of Equal Employment Opportunity laws as interpreted by the
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o 3 Courts. Recruiting, selection and advancement of employees will be on the
o W basis of their relative ability, knowledge and skills, including open
consideration of quality applicants for initial appointment.
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U PROMOTIONS/TRANSFERS
M a Promotions and transfers may be given to an employee for the purpose of
n ' better utilizing the abilities of Weld County employees. Weld County is
~ x interested in employee development and encourages all employees to prepare
for advancement to higher positions.
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Z VACANCIES
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N E, Vacancies are advertised within the County for a period of five (5)
aconsecutive work days. Promotions and transfers from within the County are
W made when appropriate and possible. County employees are encouraged to
• Wapply for vacancies they are qualified for by completing a Department
✓ w Transfer Request and updating a Weld County Employment Application. County
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Z 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
U g and then to Personnel.
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Because there are times when it is necessary to fill the position as quickly
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N M as possible, the County may find it expedient to advertise concurrently in
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r-IH the outside market at the same time the position is advertised internally.
All internal requests will be given prior consideration. Positions
44
advertised in the outside market must be open a minimum of ten (10)
consecutive workdays.
Applications are screened and graded by Personnel by comparing the
applicants qualifications to the job requirements. In specialized
professional fields departments may assist in the screening process.
Applications are graded and entered into the Weld County Application
Tracking System. The six most qualified applicants meeting the job
requirements are referred by Personnel to the Department Head/Elected
Official for interview and final selection. Department Heads and Elected
POLICIES AND P ‘. 0 C E D U R E S
ra
< Section Personnel Policy
W�`P Subject Recruitment, Selection and Appointment
COLORADO Date 12/19/84 Page 5
Officials are the only authorized appointing officials for Weld County, this
authority cannot be delegated.
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When it is decided to transfer or promote an existing County employee a
w O reasonable amount of time (at least two (2) weeks) will normally be required
to replace the transferring employee before the transfer/promotion is
A effective.
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Pay changes and review period of transferred or promoted employees will be
o a in accordance with the policies and procedures outlined in the
aPay-for-Performance section of this manual.
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SUPPLEMENT TO WELD COUNTY EMPLOYEE HANDBOOK
w A WELD COUNTY ROAD & BRIDGE DEPARTMENT:
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Vacancies
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w a Vacancies within the Road and Bridge hourly component may be filled
0o U with individuals returning from the previous year as long as those
a Z former employees met work standards the past year and no change in
• W their status (i.e. , driver's license, etc.) has occurred.
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A Review Period
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MW G. All new employees, except law enforcement and hourly personnel, are in
c� review status for the first six months of their employment. Upon completion
wo 2 of the review period the employee will become a full-time member of the
N 4 County workforce. The review period for law enforcement personnel can be
found in the Personnel Policy Manual or as supplemented by departmental
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N A instructions.
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SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
HI 4) SHERIFF'S OFFICE:
A A Review Period
Law enforcement officers are in a review status for the first twelve
months of their employment. Law enforcement personnel will be awarded
48 hours vacation at the end of their first six months of employment
and are authorized to use it. Officers may be terminated without cause
anytime during their review period.
POLICIES AND P k O C E D U R E S
� � Section Personnel Policy
Subject Recruitment, Selection and Appointment
COLORADO Date 6/30/86 Page 6
Re-Employment
ono U Upon approval of the Department Head/Elected Official, a full-time employee
who resigned within one year in good standing with the County may be
N O rehired. Upon re-employment, the employee shall be subject to all
U conditions of employment, including the six (6) or twelve (12) month review
period, applicable to new employees, and shall start at the entry level if
O date of termination is thirty-one days or more prior to re-employment.
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(Sheriff's sworn personnel should refer to Departmental Supplement.) If
o cx date of termination is less than 31 days or within the same pay period, the
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employee will be reinstated with no change in hire date. Accrual rates for
O vacation and sick leave will be the same as they were upon termination.
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POLICIES AND PINOCEDURES
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r 'Kt Section Personnel Policy
Illik Subject Jobs Program
COLORADO Date 12/19/84 Page 7
JOBS PROGRAMS
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m) O Weld County is involved in a number of jobs programs. Included are:
A. Work Study - Contracts with area schools such as Aims and UNC.
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B. Contracts for specialized services - The county enters into special
o g contracts for some services in lieu of hiring an employee.
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0 C. Student Intern Programs - Area schools place student interns in County
Departments.
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.. w D. Employment Opportunities Delivery Services (EODS) Programs - The Weld
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z County Department of Human Resources places people in various programs
including in-school and summer youth, welfare diversion, etc.
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CO U E. Useful Public Service - This program is limited to individuals
ON Z prosecuted for driving under the influence (DUI) .
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c Participants in the above programs are not full-time employees of Weld
County and are not covered by the policies of this manual.
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POLICIES AND PROCEDURES
{ali "
; & & -witaiiSection Personnel Policy
WIIDcSubject Employment Information
COLORADO Date 12/19/84 Page 8
EMPLOYMENT INFORMATION
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EQUAL EMPLOYMENT OPPORTUNITY
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W Weld County is committed to abide by all the laws pertaining to fair
o O employment practices. All persons having the authority to hire, discharge,
0 3 transfer, or promote personnel shall support, without reservations, a
0 c4 non-discriminatory policy of hiring or transferring to any vacancy, any
▪ w qualified applicant without regard to race, color, religion, national
O origin, age, sex, disadvantaged status, or handicap. The County will offer
O equal opportunity for employment or advancement to all qualified applicants
aand employees.
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Ln Positions will be filled with the best qualified individuals available.
w Every effort will be made to fill vacancies by promotion from within the
acounty whenever competent and deserving employees are available. Employees
co 0 will be considered for promotion in terms of present performance,
- specialized background, and potential. Length of service will be a factor
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N H considered only when two or more applicants possess equal qualifications.
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O a Any applicant for a job with Weld County who feels he/she might have been
w discriminated against, for alleged illegal discrimination based on race,
,`! W color, religion, sex, national origin, political affiliation or belief, age,
r 44 handicap, or other non-merit factors during the application/job selection
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process, may appeal this alleged discrimination by making a report to the
N 4 Director of Finance and Administration of Weld County. The Director of
o Finance and Administration will select a disinterested investigating
av officer, outside of the Personnel Department, and the agency involved, who
awill make a complete and thorough investigation into the alleged charge and
will arrive at a conclusion with a recommendation. He/she- will then turn
N m that into the Director of Finance and Administration and if there has been
H H illegal discrimination in the application or selection process, the Director
of Finance and Administration is required to take immediate action to ensure
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that the individual illegally discriminated against receives proper, fair
and impartial consideration. The alleged illegal discrimination must be
reported within 10 days of notification that the applicant did not receive
the job that he/she applied for in Weld County. The investigation will be
done within a ten work day period. Any action as a result of the
investigation will be taken within the next five working days.
POLICIES AND PROCEDURES
�1� ' Section Pprennnpi_ Policy
hiDeSubject Employment Information
COLORADO Date 6/30/86 Page 9
o EMPLOYMENT OF RELATIVES
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In accordance with Section 4-2 of the Weld County Home Rule Charter an
00 appointing or employing authority may not employ or request the employment
Q of any person who is related to him/her as spouse, parent, child, brother,
4 sister or in-law. A supervisor may not have a relative as defined above
0 41
0 placed under him/her for supervision.
von W RETREATMENT RIGHTS
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When a chief deputy to an Elected Official or the Undersheriff is selected
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W from the current work force and from a position covered by the
m a Classification System, they shall have the right to return to that position
" 'a within the first 6 months of appointment.
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W POLITICAL ACTIVITIES
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CO U In accordance with Section 4-2 of the Weld County Home Rule Charter no
N H employee shall, during working hours, engage in any political activity. Any
r E W. person employed with the County, except an Elected Official, who seeks
o aelection to partisan public office, shall request a leave of absence,
W without pay, immediately after announcement of candidacy. Any employee who
N takes a leave of absence in order to seek election to a partisan public
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g office may not use any accumulated paid leave. Requests for a leave of
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kO Z absence, without pay, will be made through the Personnel Department and
N Z acted upon by the Board of County Commissioners. Leave terminates upon
0 completion of campaign or election.
C;41 RESIDENCY
N M All officers and employees of Weld County, as a condition of their
H employment and as a condition of their continued employment by Weld County,
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shall be domiciled within the boundaries of the County of Weld, provided
rA G" however, that new employees of the County shall have six months from the
date upon which they first report for work in which to establish domicile.
Persons who were County employees on February 23, 1981 , and who commute to
work on a daily basis frum their domiciles outside of Weld County, shall not
be required to establish a residence in Weld County as a condition of their
continued employment. If such employee changes his place of domicile
subsequent to the enactment of this policy, he shall be required to change
his domicile to the County of Weld.
EXEMPT POSITIONS: The following positions are exempt from the provisions of
these policies and the Weld County Personnel System; except that the Board
POLICIES AND P ,. O C E D U R E S
-‘s 1, Section Personnel Policy
illik Subject Employment Information
COLORADO Date 12/19/84 Page 10
of County Commissioners shall establish, for the exempted positions, the
CO U compensation and benefits package.
m o A. Undersheriff.
Ca B. The appointed chief deputy of the Clerk and Recorder, Assessor, and
W Treasurer.
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C. All hourly employees.
pD. Assistant District Attorney.
V
a E. Deputies to the Coroner.
F. Special Deputies or Sheriff's Possee
co '4 SEXUAL HARASSMENT: Sexual harassment includes unwelcome sexual advances,
u requests for sexual favors, and other verbal or physical behavior of a
O1 2 sexual nature which results in discrimination in employment. Weld County is
Wresponsible for the behavior of its supervisory, non—supervisory employees,
no and agents in matters involving discrimination caused by sexual harassment.
Proven cases of sexual harassment will be handled by strong disciplinary
N ] action up to and including termination. If an employee feels that sexual
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r-- w harassment has occurred, that employee is entitled to use the grievance
procedures outlined in this handbook.
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POLICIES AND PIOCEDURES
� { ► Section y
Personnel Polic
IoneSubject Conduct, Disciplinary Action and Grievance Ri hts
COLORADO Date 12/19/84 Page 11
CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
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co U CONDUCT
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OU 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
aemployee must maintain a standard of conduct which is consistent with the
OO best interests of Weld County. Actions considered to be misconduct and
o a cause for disciplinary action or discharge include but are not limited to
tn- W the following:
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O A. Incompetence or inefficiency in performance of job duties.
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M a B. Deliberate or careless conduct endangering the safety or well-being of
•• 'a self, fellow employees or the public.
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WC. Negligent or willful damage or waste of public property.
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co U D. Refusal to comply with lawful orders or regulations.
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W E. Insubordination.
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W F. Deliberate, offensive language or conduct toward the public or fellow
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N employees.
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• Z G. Being under the influence of intoxicants or nonprescribed drugs.
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o H. Unexcused absence without being granted leave. •
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�W I. Conviction of a serious crime (See Suspension for Charge with Crime) .
N• M J. Accepting bribes in the course of employment.
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K. Deliberate misstatement or a material omission in the application for
M N employment.
L. Falsifying sickness, or any other cause of absence.
M. Dishonesty.
N. Giving preferential treatment to individuals or groups.
0. Breach of confidentiality.
POLICIES AND PROCEDURES
r` ti,/ 141,
Section Personnel Policy
WIiDcSubject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 12
An employee observing misconduct should report the incident immediately to
his/her Department "Heed/Elected Official. The Department Head/Elected
m U Official is required to investigate the incident and report the results to
o the Board of County Commissioners. If misconduct did occur appropriate
rn O disciplinary action will be taken. If the Department Head/Elected Official
ri u finds the reported incident was false and done with a malicious intent he
A will take disciplinary action against the employee reporting the incident.
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0 3 DISCIPLINARY ACTIONS
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tn-aDisciplinary actions are to be corrective in nature and intended to provide
O reasonable means for correcting misconduct prior to resorting to dismissal.
U Disciplinary actions include warning, reprimands, suspension without pay,
to a special review period, demotion and dismissal.
m
m Department Heads, Elected Officials or their designees nay impose
adisciplinary actions. However, Department Heads and Elected Officials are
W1/4O 4 responsible for disciplinary action initiated by their designees. All
coo County employees subject to the Personnel Policies are subject to
a z disciplinary action for cause as stated above except that review, part time,
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\Cj and temporary employees may be dismissed without cause.
N E
0 z At the time disciplinary actions are taken against an employee that are
W grievable the Department Head/Elected Official is required to provide the
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employee a copy of the grievance section of the Personnel Procedures Manual.
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1/4O Z o z DISMISSAL PROCEDURES
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0 Dismissal should be considered only after all attempts at progressive
U a discipline (e.g. , verbal . counseling, written counseling,' suspension,
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u: special review period, etc.) fail. The exceptions to progressive
co discipline are incidents of severe misconduct. No dismissal shall be made
` Im unless and until the employee is given a pre-dismissal hearing.
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w p, Notification of charges shall be prepared and presented to the employee.
This statement of charges rust 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.
POLICIES AND PKOCEDURES
- o 1 Section Personnel Policy
WIDcSubject Conduct. Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 13
Attendance at the pre—dismissal hearing is limited to the Elected
▪ O Official/Department Head, the immediate supervisor, the employee being
°J U
O considered for dismissal, and a representative of the Personnel
Department. If the employee is represented by legal counsel, the Elected
mO
m U Official/Department Head may also have legal representation.
O The employee shall have the right to make statements to the Elected
o
o Official/Department Head which may rebut the charges stated in the
o a notification of cause(s) for potential dismissal. This rebuttal may be
u}ill presented orally or in writing. The pre-dismissal hearing shall not be
aconsidered to be a full evidentiary hearing.
O
a After receiving said rebuttal, and any other appropriate testimony or
io
m input, the Elected Official/Department Head shall, within one working day,
no
m render a determination as to whether the employee shall or shall not be
x dismissed. If the Elected Official/Department Head decides to dismiss the
wemployee, then notification will be provided to the employee under separate
oo U letter. The notification of dismissal shall include the cause(s) which the
Elected Official/Department Head determined at the pre-dismissal hearing to
O1
C'4 H justify dismissal.
W
N r E
o a If the Elected Official/Department Head determines that the employee shall
w be retained, the Elected Official/Department Head may then elect to impose
N W upon the employee any disciplinary measures short of dismissal.
N w
w 2 If the employee is dismissed pursuant to these procedures, he may exercise
N his right to grieve such dismissal without the necessity of complying with
o Steps A-C of the "Employee Grievances."
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Wa EMPLOYEE GRIEVANCES
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N M An employee who feels that the policies set forth in this manual are not
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`o being properly applied, or has any disciplinary action taken against him/her
that results in termination, demotion, and/or loss in pay, is encouraged to
M g have his/her 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 a response within two (2)
working days of the presentation of the grievance.
POLICIES AND P OCEDURES
�e l
40,
''D 4 t\ ,..,
Section Personnel Policy
WilkSubject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 14
B. If the employee is not satisfied with the supervisor's answer to
m 0 his/her grievance, he/she may, within five (5) working days of
o receiving the supervisor's answer, but not to exceed fifteen (15) days
,n O from the date of the incident which is the subject matter of the
ei U grievance, appeal the supervisor's answer to the Department Head or
0 Elected Official. Such an appeal should be presented in writing,
o w stating the nature of the grievance and the reasons for believing the
O 3 employee's position to be correct. The Department Head or Elected
o a Official shall give his/her written answer within five (5) working
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days of the presentation of the grievance. Failure to submit a
0 written appeal as set forth above to the Department Head or Elected
0 Official within fifteen (15) days of the incident which is the subject
qoz matter of the grievance shall constitute a stale grievance and waiver
;; w of grievance rights for the incident.
~ a C. If the employee disagrees with the Department Read or Elected
0 a Official's answer, he/she may file a formal written grievance to the
o V Weld County Personnel Grievance Board via the Weld County Personnel
01Z Department within seven (7) working days of receiving the Department
H
Head or Elected Official's written response. The employee will
r.-- E, prepare a written grievance that clearly states his/her side of the
o a case. The written grievance must include the specific reasons for
N 0 appealing the action, the specific facts as they are known to the
in▪ 44
W employee, any documentation to substantiate the facts, and a summary
N of the answer(s) of the supervisor and Department Head or Elected
o Z Official.
N a,'
o p, D. The Weld County Personnel Director will attempt to mediate the
W a difference. If mediation fails, the Weld County Personnel Director
rx has ten (10) working days from receipt of the written grievance to set
,.i o a grievance board hearing date and to notify the employee and
N d' Department Head or Elected Official of said hearing date.
H VD
w G. E. Weld County Personnel Grievance Board Rearing 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 Board, shall be deemed to have waived his
rights to a hearing.
POLICIES AND PROCEDURES
1yti��°, ti
j 0 Section Personnel Policy
Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 15
B. Persons in Attendance. The grieving party, plus one
representative, the responding Department Head or Elected
yr 0 Official, plus one representative, the recorder, the Board
o U legal advisor, the Board members, and any witnesses, while
p giving testimony, are the only persons allowed to be present
ri U at such hearings.
• W C. Fewer than All Seven Board Members in Attendance. If fewer
O 3 than all seven (7) Grievance Board members are in attendance
o a at the hearing, either the employee or the Department Head
N or Elected Official may object to the hearing of the matter
O at that time and may request a postponement of the hearing
U until a time at which seven (7) Board members would be
ko a present. After such an objection and request are made, the
en Presiding Officer shall forthwith declare that the hearing
�n is postponed until a time when the missing Board member(s)
or Board alternate(s) are present.
N
cc0 U 2. POSTPONEMENTS AND EXTENSIONS
N H Postponements of hearings and extensions of time of hearings may
N H be requested by either party or his designated agent. However,
o the granting of such postponements or extensions shall he made
] only upon the showing of good cause and is at the sole discretion
N
n W of the Presiding Officer.
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N
o Z 3. PRESIDING OFFICER
N r�
The Chairman of the Board shall serve as the Presiding Officer.
�U The Presiding Officer shall ensure that order is maintained and
ensure that all participants in the hearing have a reasonable
rI - opportunity to be heard and to present oral and documentary
N d' evidence. He shall be entitled to determine the order of
• ti procedure during the hearing and shall have the opportunity and
M G. discretion to make all rulings on questions which pertain to
matters of the conduct of the hearing and to admissibility of
evidence.
POLICIES AND P k O C E D U R E S
Cif
p Section Percnnna1 Pnliry
Subject Conduct Disciplinary Action and Grievance Rights
11111De
COLORADO Date 1 /10/R6 Page 16
4. CONFLICTS OF INTEREST
oa A. A Board member or alternate may request to withdraw from
the hearing if he/she believes that a personal bias may
:•-• o predispose his/her opinion in favor of a particular party in
A the case. The Presiding Officer will grant the request for
withdrawal if a Board alternate is available to take the
o member's place. If an alternate is not available, the
rx request shall be denied.
in.al
B. Upon a timely and good faith objection to any personal bias
0 of any Board member or alternate, the Presiding Officer
shall forthwith rule upon the objection as part of the
to M
a record in the case and shall take any actions he deems
" A appropriate in order to alleviate the personal bias, if so
P4 found. Any possible objection to personal bias shall be
deemed waived if not made in good faith and in a timely
manner as determined by the Presiding Officer. If a
co U Presiding Officer should order a member or alternate to
O Hz
withdraw from hearing the case, a Board alternate, if
[zl available, shall take the place of the member or alternate
o m who has withdrawn.
N W 5. REPRESENTATION
z The grieving employee shall be entitled to be accompanied and
o represented at the hearing by an attorney or any other person of
N
o his/her choice. The responding Department Head, Elected
U a Official, or other supervisor shall also be entitled to have an
aattorney representing him/her at the hearing.
N 6. RIGHTS OF PARTIES
N
H l0
A. At the hearing, each of the parties shall have the right to:
w k,
1) Call and examine witnesses.
2) Introduce exhibits.
3) Cross-examine any witnesses on any matter relevant to
the issues.
POLICIES AND P JGEDURES
��
ul `7N
;� Section Personnel Policy
WII'Dc. Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 17
4) Impeach any witness.
'r0
03 U0U 5) Rebut any evidence.
UO B. If the grieving employee does not testify in his/her own
Ca behalf, he/she may be called and examined as if under
el
cross-examination.
o
or
o a 7. PROCEDURE AND EVIDENCE
co-el
aA. The hearing shall be conducted informally and not subject to
u strict judicial or technical rules of procedure. A wide
eD alatitude in the manner of presenting the respective positions
en should be afforded the parties. Evidence presented at the
� La
, hearing may include the following:
,—Ig
w 1) Oral testimony of witnesses.
La 4
WU
U 2) Briefs, memoranda, or other related information.
cn Z
N N H
r- El 3) Any material contained in the personnel files regarding
o a the employee involved.
g
`n D in W 4) Any other relevant material.
C W
k0 z B. Each party shall, prior to or during the hearing, be entitled
N FC to submit memoranda concerning any matters being considered
o by the Board. Such memoranda shall become a part of the
U a hearing record. .
W 4
g Z
C. The Board may receive and consider evidence not admissible
M
N v under the standard rules of evidence, if such evidence
ti tsD
possesses probative value commonly acceptable by reasonable
and prudent men in the conduct of their affairs.
D. The Presiding Officer may exclude unduly repetitious
evidence.
E. Objections to evidentiary offers may be made and shall be
noted in the record.
POLICIES AND P I. O C E D U R E S
' "
Section Personnel Policy
6 P� Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 18
8. SPECIFIC PROCEDURES OF THE BOARD
a0
o U A. Call the Board to order and take roll.
0
ro OU B. Announce the matter to be heard. Determine whether all
q parties involved in the matter to be heard are present and
w that all such persons are ready to proceed.
oo
o a C. Call the aggrieved employee to proceed with his case.
• W
P1) He/she may give a short statement of his case,
summarizing his/her position.
koa
ri 2) He/she may present witnesses on direct examination.
The witnesses will each then be subject to
• x cross-examination by the other party and may be
aquestioned by the Board. The employee may then
m• u question his witness on any new matters brought up on
cross-examination.
• H N H
N EEl 3) He/she may introduce exhibits.
Om
D. After the grieving employee has presented his/her case in
N
u, W chief, the other party is called to proceed and he/she shall
k+ present his/her case in the same manner as the employee.
oZ
N pc4 E. The employee may then rebut any matter brought out in the
other party's case.
U a '
aF. The Board members may examine any witnesses, call any
ti <r
additional witnesses for examination, and request the
N submission of any exhibits.
VD
Ga 9. BURDEN OF PROOF
M
The employee who requested the hearing will have the burden of
proving his/her position by clear and convincing evidence. "Clear
and convincing evidence" is defined as that evidence which is
stronger than a "preponderance of the evidence" and which is
highly probable and free from serious doubt. Colorado Jury
Instructions 2d, Section 3:2. "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 Jury
Instructions 2d, Section 3:1 (4) .
POLICIES AND P is O C E D U R E S
� t�
s",U .
' Section Personnel Policy
IIIIIIDe. Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 19
10. RECORD OF HEARING
<, 0
0o U A record of the hearing shall be kept that is of sufficient
o
accuracy to permit an informed and valid judgment to be made by
N O any person that may later be called upon to review the record
n and render a recommendation or decision in the matter. The
4 Board shall select a method to be used for making the record and
0 3 this may be accomplished by use of a court reporter, or
. a electronic recording unit, or detailed transcription or by
ca. w taking detailed minutes. If the Board selects a method other
athan a court reporter and the employee requests that a court
O reporter be used, then the employee shall pay the costs of the
UW, use of the court reporter.
• f
m
° 'a 11. RECESS, ADJOURNMENT, AND DELIBERATIONS
Ln
rix
WThe Board may, at its discretion, recess the hearing and
1/4O4
U reconvene the same for the convenience of the parties or for the
purpose of obtaining new or additional evidence or consultation.
N H Upon the conclusion of the presentation of oral and written
r W evidence, the hearing shall be declared closed by the Presiding
o vn Officer. The Board shall thereupon at a time convenient to
W itself, conduct its deliberations outside the presence of the
N parties. Upon conclusion of its deliberations, the hearing shall
Ln
W be declared finally adjourned, and the Board shall make its
LO z decision in accordance with the procedures stated in paragraph 12
N z below.
O
U a 12. DECISION OF THE BOARD
W
z A. The Board's decision shall be made as follows:
ri
N <N
HI 1 1) The Presiding Officer shall ask for a motion to grant
r-I 4-1
all or a portion of the grievance in favor of the
W k' grieving employee. If such a motion is made, the
Presiding Officer shall then ask for a roll call vote
and shall ask that each Board member or alternate
hearing the case give a reason for his/her vote.
POLICIES AND PISUCEDURES
It+ l
Section Personnel Policy
IIDcSubject Conduct. Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 19. 1
2) If no motion to grant the grievance in favor of the
O grieving employee is heard by the Presiding Officer, he
mo U shall declare that the grievance is denied and that the
o - Department Head or Elected Official's decision is
u
03 upheld. The Presiding Officer shall then ask each
NU
Board member or alternate to state into the record
Ca a his/her reason for denying the grievance.
oW
a
3) The majority vote of those members and alternates
ow
ut w hearing the case is necessary for the passage of any
amotion. A tie vote shall act as a denial of the motion.
0
U B. Within five working days after the final adjournment of the
vp W hearing, the Board shall make a written report of its
m. w decision in the matter and submit the same to the employee
el g and Department Head or Elected Official.
W
to m G. The employee and Department Head or Elected Official will, within five
c0 C)
(5) working days, submit in writing to the Personnel Director either an
o' 2 acceptance or nonacceptance of the Personnel Grievance Board's
W decision. If nonacceptance, such writing shall include the reason for
oEi
trl nonacceptance and any additional information or facts that bear on the
W case. Failure to respond within five (5) working days shall constitute
W
N D acceptance.
Nn W
NIL.
NH.H. The Grievance Board's Legal Advisor and the Chairman of the Personnel
o z Grievance Board shall, within ten (10) working days of receipt of
No gc
nonacceptance by either side, present the case to the County
a Commissioners for review. The County Commissioners' review shall be in
U
WW the nature of an appellate review, based upon the record of the hearing
before the Personnel Grievance Board, and upon the Grievance Board's
H 1.0 written decision. If the County Commissioners find that the Grievance
HVD Board decision is arbitrary or capricious; in excess of the Grievance
rim Board's jurisdiction, authority, purposes, or limitations as defined by
m w Ordinance 118, as amended, and the procedures outlined in the Weld
County Administrative Manual; or unsupported by substantial evidence
when the record is considered as a whole; then the County Commissioners
may either reverse or modify the Personnel Grievance Board's decision.
The Commissioners may also remand the matter for consideration of any
additional information or facts that bear upon the case, as set forth
in the writing described in paragraph F. above. All parties will be
notified of the review decision, in writing, within five (5) working
days after the review is completed. The decision by the County
Commissioners is final.
POLICIES AND P h J C E D U R E S
(:::
� t }� Section Personnel Policy
IIIDcSubject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 19.2
WELD COUNTY PERSONNEL GRIEVANCE BOARD
� O
oo U The Personnel Grievance Board is appointed by the Weld County Board of
N O County Commissioners and is composed of seven(7) voting members and two (2)
'" U alternates. The County Attorney or his designee shall act as the legal
C] advisor to the Board. The seven (7) voting members consist of four (4)
ore non-management employees, two (2) Department Heads or Elected Officials,
0 3 and one (1) from middle management. The two (2) alternates consist of one
o a (1) from middle management and one (1) non-management employee. The three
in- W
Q (3) management members and one (1) management alternate are to be selected
a O by the Board of County Commissioners, serving a term of two (2) years, with
U no more than two (2) members' terms expiring in any one (1) year. The four
ko a (4) employee members are to be elected by the employees as follows: One
`. Les (1) from Health, Human Resources, and Ambulance; one (1) from Road and
u x Bridge, and two (2) from the Centennial Center Complex. The one (1)
I-Ia non-management employee alternate is to be elected at-large from all
,D a departments by the employees. The term of office for the four (4) employee
co t.: members is two (2) years, with no more than two (2) members' terms
rn z expiring in any one year. The term of the one (1) non-management employee
� ill alternate is two (2) years. Members and alternates may serve no more than
n E two (2) consecutive terms. The Chairman of Personnel Grievance Board shall
o a be appointed by the Weld County Board of County Commissioners and shall
N o serve the length of his/her current term as a Board member.
in W
N Non-Grievable: Employees cannot grieve a county policy that has been
o Z adopted by the Board of County Commissioners, even if they feel it is an
`•44 unjust policy. The County's policies are addressed and adopted in public
o >+ meetings in the form of a County resolution or Ordinance. All employees are
a ce
encouraged to attend public meetings, on their own time, that involve them
as taxpayers and employees, in order to voice their opinions.
-I Cr SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME
m Si 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 judgement 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.
POLICIES AND P , . CEDURES
.31 Section Personnel Policy
Subject Conduct, Disciplinary Action and Grievance Rights
COLORADO Date 6/30/86 Page 19.3
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,
d, p original trial, or new trial, the County shall forthwith reinstate such
coo employee and he shall receive his backpay, unless, during such period of
O
0 suspension the employee resigned. In the event an employee resigned, he
N v shall receive backpay only up to the date of his resignation and he shall
O not be reinstated unless otherwise provided in these personnel policies.
a
0 3 For the purposes of this section, "crime" shall be defined as a felony or
OW class 1 or 2 misdemeanor as defined by state law, or a comparable federal
• w crime or crime in some other state. The term "crime" does not include
p petty or traffic offenses.
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POLICIES AND POCEDURES
"DI - Section Personnel Policy
WII'Dc SUbjeCt Hours of Work, Shifts, Schedules, Overtime and Rest Periods
COLORADO Date 6/12/85 Page 20
HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND REST PERIODS
.4, 0
co c.)
o WORK WEEK AND WORK DAY:
aO
`NI U 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
o w day in order for a department to be more cost effective and to better serve
O 3 the public. Normal hours are 8:00 a.m. to 5:00 p.m. , Monday through Friday;
o W however, the hours may vary depending upon department needs. The normal
`a-o work week begins at 0001 Sunday and runs through 2400 on Saturday.
O Departments have the option of establishing their own work week to fit their
O 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.
.. w
ui
~ a SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
AMBULANCE SERVICE:
coU
z Work Week and Work Day
N H
N[+ The normal work day for paramedics and EMT's will be 24 hours. Their
CD a schedule is as follows: day on, day off, day on, day off, day on, four
N days off.
N
Normal hours used to calculate hourly rate will be 244 hours -- this
1/402 o z will necessitate an adjustment in accrual rates for sick and vacation
N r.� to 1.5 of actual accrual, e.g. , eight (8) hours sick accrual will
D+
become twelve (12) hours per month. Vacation will go .likewise.
Ufk
a £ Hourly Rate = Monthly Salary
H rn 244 Normal Hours
N d'
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
MN SHERIFF'S OFFICE
Work Week and Work Day
Jail Department -- 8 day cycle: 4 12-hour days on/4 days off
2 shifts, 0800-2000 and 2000-0800 hours
P O L I C I E S AND P OCEDURES r ' Section Personnel Policy
WilDeSubject Hours of Work. Shifts. Schedules, Overtime, and Rest Periods
COLORADO Date 6/12/85 Page 21
.4. 0 Field Department -- 7 day cycle: 4 10-hour days on/3 days off
mu
0
N O
3 shifts, 0800-1800, 1700-0300, and 2200-0800 hours
NU
Q Admin. Department -- 7 day cycle: 5 8-hour days on/2 days off
a
0 0 3 2 shifts, 0800-1700 and 1600-2400 hours
to- w Records -- 5 shifts, 0700-1500, 1500-2300, 2300-0700,
a
O
U Relief shifts, 1900-0300, 1000-1800.
W
ma Patrol Deputies: Normal hours used to calculate hourly rate will be
Lc) 174 hours.
W Hourly Rate = Monthly Salary
03 a m U 174 normal hours
N H Correctional Officers: Normal hours used to calculate hourly rate will
W
N co be 174 hours.
N
o co
W Hourly Rate = Monthly Salary
W174 normal hours
r•-• w
LO Z SHIFT WORK:
oz
o Some departments are required to remain open 24 hours per day, 7 days per
aO week: the Sheriff's Office, Ambulance, Computer Services, Buildings and
W Grounds, and Communications. Employees in those departments will be
a
o required to work the established shift during a 24 hour period. In an
N LI1 emergency situation an employee may be required to work more than one shift
r' Ho eiti in a 24 hour period.
w SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
SHERIFF'S OFFICE
Shift Work
All units of the Sheriff's Office work some shift work with the
exception of the secretarial pool.
POLICIES AND P OCEDURES
r ,,,, ‘t �
Section Personnel Policy
IIiDcSubject Hours of Work. Shifts. Schedules. Overtime, and Rest Periods
COLORADO Date 6/12/85 Page 22
m uU ON CALL STATUS:
0
N UO To provide necessary county services, various departments, as a condition of
employment, require employees to be on call. If compensation is required
C]a under the Federal Fair Labor Standards Act (FLSA) , appropriate compensation
o W methods will be developed, at the request of the elected official/department
•O
head, by the Personnel Department and will be submitted to the Board for
o trk g
approval.
M
O EMPLOYEE FLSA STATUS AND WORK SCHEDULING:
U
to a All Weld County employees will be classified in accordance with the Fair
m
no Labor Standards Act as exempt or non-exempt from the overtime provisions of
`^ m the Act. Consult Personnel as to the FLSA status of employees. Each
department head/elected official shall prepare a schedule designating the
'.o ,.q hours each employee in his department shall work as well as the established
o. U work week for the department. Work by an employee at times other than those
O1Z scheduled shall be approved in advance by the department head/elected
Wofficial or, in cases of unforeseen emergency, shall be approved by the
o m department head/elected official after the emergency work is performed.
a
N a ACCRUAL AND COMPENSATION FOR OVERTIME:
U1 N
N With the exception of the Sheriff's Department and Ambulance Services
0 2 Department, all non-exempt employees who work more than 40 hours in their
N g4 established work week will be compensated at one and one-half their normal
O
a rate. Sheriff's Department and Ambulance Services non-exempt employees are
U
N covered under public safety employee criteria exemptions of the FLSA and
contained in departmental supplements.
ri
H VD A. All overtime will be approved by the department head/elected official
'-' '" in advance, except in emergency situations. No non-exempt employee
at w 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
POLICIES AND PROCEDURES
if 1
40 i
"P' �t Section Personnel Policy
"Ilk Subject Hours of Work, Shifts, Schedules, Overtime, and Rest Periods
COLORADO Date 6/30/86 Page 23
document. Any exception to normal pay, e.g. , overtime, sick, vacation,
d O military, worker's compensation, personal leave, etc. , will be
co U annotated on a regular time sheet and attached to the time accounting
o\ . sheet. The time accounting sheets, submitted to Accounting, will be
N U retained for a three year period.
0
a
0 41 COMPENSATION FOR. OVERTIME WORKED
o W W A. Exempt Employees. Exempt employees, as classified in accordance with
Ca the Fair Labor Standards Act, receive absolutely no overtime. Weld
UCounty does not accept any responsibility to pay exempt employees for
W hours worked in excess of forty (40) during an established work week.
Lo a
f. w B. Non-Exempt Employees. Non-exempt employees, as classified in
r x accordance with the Fair Labor Standards Act, accrue overtime at the
x rate of 1-1/2 times for all time worked over forty (40) hours in a
wo ,W..1 normal work week. Non-exempt employees may be compensated for
0° U overtime worked as follows:
0+ z
W1 . Compensatory Time. Compensatory time may be accumulated up to
o co eighty (80) hours prior to any monetary payment for overtime
a being made. Supervisors are encouraged to reduce compensatory
N w time earned in a pay period by allowing the employee to use it.
r w Any compensatory time used is at the discretion of the Elected
N Official/Department Head and must be scheduled so as not to
0 ZZ interfere with normal departmental workload. Upon termination of
No employment, any compensatory time not used (up to eighty (80)
ahours) for a non-exempt employee will be paid. .
WU
2. Overtime Payment. All overtime earned by non-exempt employees
r-+ N will be paid if the accumulated compensatory time off exceeds
N Lf)
H Lo 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
w w 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.
POLICIES AND P k O C E D U R E S
j' ttlY
Section Personnel Policy
WIIDc. Subject Hours of Work, Shifts, Schedules, Overtime, and Rest Periods
COLORADO Date 6/30/86 Page 24
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
AMBULANCE SERVICE
ooU
o Overtime
oo N oV In accordance with the FLSA, Ambulance personnel will be paid on a 27
day schedule with a maximum of 204 hours worked. The current Ambulance
o rj schedule requires that 216 hours be worked in a normal 28 day period.
0 3 In the past, employees were working 24 hours and being paid for 16
o C4 hours. Under the new system, each hour worked will be counted for pay.
en-q Meal periods of one (1) hours each for breakfast, lunch, and dinner
will he taken and any uninterrupted sleep period of five (5) hours or
V more will reduce hours worked. All overtime payments will commence
aafter 204 hours worked in a pay period. Pay periods are from the 16th
of one month to the 15th of the following month.
„ w
~ x(44 Part-time Call In: Call in of part-time or full time employees for
trips of less than eight (8) hours duration will be compensated by
m U awarding 1 .5 hours for each hour worked.
H Shift Call In: Call in of part-time or full time employees will result
N F in paying each hour worked at the regular rate unless the hours result
0 a in overtime payments.
W Air Life Hours: Hours worked for Air Life will be compensated at the
114
regular rate unless the hours result in overtime payments.
� Z
not SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
o SHERIFF'S OFFICE •
Vfx
aOvertime:
N LO Patrol Deputies: In accordance with the FLSA, all hours worked over
H 171 in a 28 day period will be compensated at the rate of one and
[ti one-half times the normal rate.
Correctional Officers: In accordance with the FLSA, all hours worked
over forty-nine (49) in an eight day period will be compensated at the
rate of one and cne-half times the normal rate.
Correctional Officers/Deputies: In accordance with the FLSA, all hours
worked over forty-three (43) in a seven day period will be compensated
at the rate of one and one-half times the normal rate.
POLICIES AND P ,. O C E D U R E S
/eg1,,4d
^�� ai+ ' Section Personnel Policy
WII'Dc Subject Hours of Work, Shifts, Schedules, Overtime, and Rest Periods
COLORADO Date 6/30/86 Page 24. 1
TIME WORKED:
d' O
o U All time worked for non—exempt employees will be recorded and paid in
O accordance with the Fair Labor Standards Act. Questions regarding work time
N U and the Fair Labor Standards Act should be addressed to Personnel.
O
o Any paid time not actually worked should not be counted for overtime
o S compensation purposes, e.g. , sick, vacation, holidays, personal leave days,
c: ::4 etc.
sn W
al
0 MEAL HOURS:
U
to a Employees working an 8 hour day may receive, as scheduled by the department
m head/elected official, 30 to 60 minutes for a meal. Time of day may vary
,n based on shift schedules and as supplemented by departments. Meal time not
'" a taken may not be accumulated or used at the beginning or end of the day.
N Any break of 30 minutes or more duration shall not count towards tine
m u worked.
� Z
N H BREAKS:
N W
ce At the supervisor's discretion, employees working 4 consecutive hours may be
w granted one 15 minute break if it does not disrupt work flow. Breaks not
,`) W taken may not be accumulated or used at the beginning or end of the day or
r fr., in conjunction with meal hours.
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POLICIES AND P n 0 C E D U R E S
CC��
4{• L
-' %)< + Section Personnel Policy
Willie Subject Time Off
COLORADO Date 12/19/84 Page 25
TIME OFF
er O
oo U VACATION
o O
co ti PAID VACATIONS: No annual leave is earned by temporary, part-time,
q seasonal, initial review period, or hourly paid employees. Department and
o W Division Heads designated by the Home Rule Charter and the Board of County
0 3 Commissioners do not accrue paid vacation. Employees in the initial review
o c4 period will not accrue vacation leave during the initial review period.
qUpon successful completion of their initial review period, employees will be
2 awarded 8 hours of vacation time per month of the initial review period.
O
o Employees may begin to take vacation leave at the completion of their
ke a initial review period. Vacations must be scheduled in advance with the
m employee's supervisor. Vacation shall not conflict with work requirements
Ln ,aof the department. Annual vacation is earned on a monthly basis as of the
~ x 15th of each month according to length of County service as follows:
N
w
o U Years of County Service Hours Earned Monthly
N• H Under 5 8 hours
\ w
✓ F
o c4 a Over 5, but under 10 10 hours
W
E'
En w Over 10, but under 20 12 hours
w
N W
N
1/40 2 Over 20 13.33 hours
O 2
c.) ,
o An employee cannot accumulate in excess of two times his/her annual vacation
t.) W accrual. Unused vacation will be payable upon termination of employment.
a
H in Official holidays occurring during vacation leave are counted as holidays,
N not as vacation. Illness and emergency closure days during vacation periods
e-4 1/40
HHI are part of the annual leave. Employees on shifts other than 8 hours (10 to
= WI 12 hours) will be awarded vacation at the rate of 8-hour days. Records will
be maintained on an hourly basis.
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
AMBULANCE SERVICE:
Paid Vacations
Persons on shifts other than 8 hours will be awarded vacation at the
rate of 8-hour days. Records will be maintained on an hourly basis.
POLICIES AND P OCEDURES
%)f)11( 1491" ,�
Section Personnel Policy
WIIDe Subject Time Off
COLORADO Date 6/30/86 Page 26
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
ti o resolution of the Board of County Commissioners.
m
1 . New Years Day
o w 2. Lincoln's Birthday (floating)
0 3. Washington's Birthday
m 4. Memorial Day
5. Fourth of July
p 6. Colorado Day
7. Labor Day
ko a 8. Columbus Day (floating)
9. Veteran's Day
x 10. Martin Luther King Day (starting 1986)
a 11. Thanksgiving Day
to .. 12. Christmas Day
coo
z When a holiday falls on a Saturday, the preceding Friday will be taken off.
H
When a holiday falls on a Sunday, the following Monday will be taken off.
CII a To be eligible for holiday pay, an employee must be on paid status the
cv workday before and the workday after the holiday.
to W
N wz No employee assigned to shift work shall receive a greater or a lesser
o z number of holidays in any calendar year than employees regularly assigned to
N 1<0 work during the normal work week.
GU]' g 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
ti schedule will receive 8 holiday off hours in order to receive the same total
m tin
- ko holiday off hours as employees on an 8-hour shift.
M k, 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 professional leave. Professional leave must be
arranged in advance with the employee's supervisor.
POLICIES AND PJCEDURES
Section Personnel Policy
Subject Time Off
COLORADO Date 6/30/86 Page 27
O MILITARY LEAVE
cr
co C.)
Any officer or employee who is a member of the national guard or reserve
N O forces under state or federal law shall be given up to 15 days annual
m 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
0o 3 engaged in training or service ordered by the appropriate military
authority. If the employee or officer is required to continue in military
orx service beyond the tine for which leave with pay is allowed, he shall be
v}W
entitled to leave without pay until he shall be reinstated following active
O service in time of war or emergency. This policy shall be in accordance
t.) with Sections 28-3-601 and 603, CRS, 1973. Copies of Orders should be
• c4 submitted to the Department Head/Elected Official and Personnel two weeks
prior to beginning of leave.
W MILITARY LEAVE AND REINSTATEMENT
co
co U Weld County complies with all sections of Title 38 U.S. Code, Chapter 43,
m Z Veteran Reemployment Rights. For detailed information, contact the
Nrj Personnel Department.
N
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MEDICAL LEAVE OF ABSENCE
W
N .7
'^ CO A request for a medical leave of absence without pay for illness, disabling
N Ga medical condition, or disabling injury must be supported by a letter from
o Z the employee's physician to include an anticipated return date. Medical
N4 leave can only be granted after all accrued sick leave has been used. In
0
D+ cases where a medical condition would hinder job performance, the
GU7 physician's statement should contain an understanding and approval of the
c type of work or specific duties of the employee.
r
H The Department Head must be notified in writing of the employee's intent to
• r' return to work and the date of return within two weeks of the anticipated
W W return date and a confirmation by the employee's physician of the employee's
ability to perform his/her normal duties.
It is the intent of the County to return the employee to the same job and
pay rate he/she held prior to going on medical leave. However, because of
the nature of County business, it is not always possible to hold an
employee's job open during his/her leave. In those cases where a vacancy
must be filled, the employee will be placed on a pre=erantial recall list
and be called when the opening for which he/she is qualified to perform is
available.
POLICIES AND PRUCEDDRES
,4,ri�()
^,l a'i� 1, :litiSection Personnel Policy
W111iDe. Subject Time Off
COLORADO Date 6/30/36 Page 28
The duration of all medical leaves of absence normally shall not exceed 45
d' 0 days unless extended due to medical circumstances and/or complications
o V without a break in service. Vacation and sick leave will not accrue while
M p on medical leave of absence. Medical leaves over 45 days will result in an
m U adjustment of the employee's anniversary date by the time actually taken and
q an adjustment of vacation and sick leave and other benefit accruals.
a
O 3
An employee may continue his/her participation in the insurance plans during
o a medical leave if he/she elects to do so. In this case, all benefits of each
`"'q plan will continue as if the employee was working, provided that the
a employee makes prior arrangements to remit the required contributions in
U advance of the period of coverage. An employee should discuss benefit
acoverage with Personnel prior to departing on leave.
m
UI a Use of vacation in conjunction with medical leave will be at the discretion
~ a of the employee if approved by the Department Head/Elected Official.
.w Requests for additional time off not due to medical reasons will be treated
to 7
co u as leave without pay according to the procedures of this manual.
N• H DEATH IN IMMEDIATE FAMILY. Leave of absence with pay because of death in
"---.
• F the immediate family of a person in the County service may be granted
o a full-time employees by the Department Head/Elected Official for a period not
W to exceed three days. Entitlement to leave of absence under this section
N
,n W shall be in addition to any other entitlement for sick leave, emergency
✓ G, leave, or any other leave. For purposes of this section "immmediate family"
N
1/40Z means mother, stepmother, father, stepfather, husband, wife, son, stepson,
c> 4 daughter, stepdaughter, brother, sister, mother-in-law, father-in-law,
O grandparents, foster parent, foster child, or any other person sharing the
>+
W g relationship of in loco parentis. •
a
JURY DUTY
N l n
H 1/40
Full time employees required to serve as a witness or juror during scheduled
M 44 work time are entitled to paid leave. If the sum received for jury duty is
less than the employee's salary, the County will reimburse the employee at
full salary upon receipt of all payment given the employee for jury duty.
In order to be granted leave for jury duty the employee must submit a copy
of the SUMMONS and all forms furnished by the clerk of the court relative to
the time of service. Mileage allowances can be retained by the employee.
POLICIES AND P i. U C E D U R E S rt �I „*II
� Section Personnel Policy
ISubjecte Time Off
COLORADO Date 6/30/86 Page 29
CHILD CARE LEAVE
co uWhen an employee adopts a child and requests leave to tend the child, the
nsi O
employee is not eligible for special leave, may not use sick leave but, at
M U the Department Head/Elected Official's discretion, may use accrued vacation
A leave.
a
0 3 LEAVE OF ABSENCE
� w With the exception of a leave of absence for political candidacy, in
aaccordance with Section 4-2 of the Weld County Home Rule Charter, employees
U may be entitled to a leave of absence without pay for good and sufficient
W personal reasons after exhausting applicable paid leave. Each case will be
m considered individually. Application for leave of absence must be made in
o writing and must be approved in writing by the Department Head/Elected
ti x Official before the commencement of leave. Seniority will not be affected
g
if employee returns to work as soon as granted leave of absence period is
`r) 4 over. Right of reinstatement shall terminate if the employee on leave
oo U engages in gainful employment.
cnz
N H
W The maximum length of such leave of absence will be 90 days. This leave may
o a be extended only with approval of the Board of County Commissioners and then
W only on written application giving compelling reasons.
r
N W If an employee does not return to work on or before the agreed upon date or
z come to an agreement with management on an extension, the employee will be
N Z considered to have terminated his/her employment.
O
o a ABANDONMENT OF POSITION
W
a
If an employee fails to call in for three consecutive days without a reason
r-I O1
N m acceptable to the County, he/she will be terminated.
ti VD
ti ti
CLOSURE OF COUNTY OPERATIONS
W g
In the event the County closes operations for facilities due to inclement
weather or other emergencies, full-time employees scheduled to work will be
paid. Employees required to work during such closure due to County needs
shall not be paid any additional salary compensation or compensatory time
off. An employee already on leave of any type on a closure day shall be
charged for that leave day as if County operations were normal.
An employee unable to be in attendance due to inclement weather or other
emergencies when County operations and facilities are open shall be charged
appropriate leave.
POLICIES AND PROCEDURES
I - Section Personnel Policy
illik Subject Time Off
COLORADO Date 12/19/84 Page 30
PERSONAL LEAVE DAYS
co
o Personal leave is a privilege granted to full time County employees.
Employees in their initial review period are not eligible. Each year, with
('1 C) 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
o w 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
o a Head.
yr W
aDEPARTMENT HEAD LEAVE: Department Heads do not accrue sick and vacation
Uleave. Department Heads will schedule vacation leave with their
'o a supervisors. Department Heads may use up to six months of leave for an
illness prior to commencement of long-term disability. Any extension over
�n the six months must be approved by the Board of County Commissioners.
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POLICIES AND P ,. O C E D U R E S
.'
Section Personnel Policy
Subject Sick Leave
COLORADO Date 6/30/86 Page 31
SICK LEAVE
0
co •
Sick leave is a privilege given to full time employees to be used in the
m• OU following circumstances;
W.Wa A. When an employee is unable to perform his/her job duties because of
0 3 illness, injury, or any other medically disabling condition.
orx
+n- O B. When the employee has medical, surgical, dental or optical examinations
or treatment;
0
U
C. When an employee is required to care for an ill member of the immediate
ko a
cn family he/she may use accumulated sick leave up to 40 hours for any one
illness or injury or until accommodations for care can be made.
▪ x
All regular full-time employees, with the exception of Department and
coo Division Heads designated by the Home Rule Charter and the Board of County
Commissioners, are eligible for sick leave 30 days after employment. Sick
N• H leave is accrued at 8 hours per month from date of hire with no maximum
r F accrual limit. Accumulated sick leave is payable upon termination at d the
o m 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 priod. Employees hired after January 1, 1985 will no longer
n [w be paid for accumulated sick leave upon termination of employment.
1/40• Z
oN 4 Employees are to report their absence(s) daily directly to their supervisor
o at the employee's regular starting time. Failure to report may be
U a considered as cause for denial of paid sick leave for the .period of absence
W unless the employee furnishes an acceptable explanation. Not calling in and
obtaining an approved absence for three days is considered abandonment of
c.;• co job and constitutes a voluntary resignation.
H l0
An employee may be required to provide a medical doctor's report of any
M
illness for which sick leave is requested. Abuse of sick leave or excessive
absenteeism can result in the loss of the privilege to earn sick leave or in
other disciplinary actions up to and including termination.
SICK LEAVE BANK
In order to provide a no cost, short term disability program for employees
the County has established a Sick Leave Bank Program.
POLICIES AND PROCEDURES
'' Section Personnel Policy
WIIDc Subject Sick Leave .
COLORADO Date 6/30/86 Page 32
The Sick Leave Bank is based on a voluntary contribution of eight (8) hours
d' O per member, per year. Members who do not contribute to the Bank will not
o U have the opportunity to take advantage of the Bank. Subsequent admission to
N p Bank participation for new members shall be allowed only on the first day of
n O each payroll quarter following one year of regular full-time employment,
A i.e. , December 16, March 16, June 16, and September 16. All other eligible
ow members who wish to join the Bank may do so during the first month of each
. payroll quarter.
o x
ifr W 0 A. The Sick Leave Bank was funded initially by a contribution from each
a employee member of eight (8) hours of that employee's individual sick
W leave, which was deducted and credited to the Bank. For new members
m a the same contribution will be made on the first day of the payroll
m quarter, following one year's employment. Following enrollment
- w
� � deductions, a member has a waiting period of one quarter, or ninety
a (90) days, before applying for sick leave.
W
COC V B. Sick leave days in the Bank are carried over from year to year and an
rn• z
additional contribution is required in January of each succeeding year
N H while a member of the Bank. Hours donated to the Sick Leave Bank are
N E not refundable.
o co
a
5 C. The Bank is administered by the Sick Leave Bank Governing Board. The
N
in W Board is composed of five (5) members elected by the participants in
N
the Bank and one (1) representative from Payroll and Personnel to
serve as non-voting members. The following conditions govern the
cov g granting of sick leave days from the Bank:
O
WW 1 . Application forms are available through Personnel. Applications
E4 for benefits from the Bank are made in writing to the Governing
,y N Board via the Personnel Department.
N \O
H lb
-i 2. If a member is unable to make application for himself, the
M 44 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.
POLICIES AND PROCEDURES
f1J)
"j 1, '► Section Personnel Policy
Wi`De Subject Sick Leave
COLORADO Date 6/30/86 Page 33
4. The applicant must submit the request form to his Department
▪ 0 Head/Elected Official for approval of time off. The Department
o U Head/Elected Official approval must be obtained before the
application is complete. The Department Head/Elected Official
• Um may attend the hearing with, or for, that individual to discuss
any problems he may have with a large number of sick days being
o W granted. Applicant is entitled to be present or represented at
O 3 the meeting during which his/her request is considered by the
o cx Bank Governing Board.
yr W
5. Bank days will not be granted until a member has used all of
U his/her 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
W to one member in a twelve month period.
N
w
m U 7. The Sick Leave Bank Governing Board cannot approve sick leave days
z to be granted tc members in an amount that exceeds the number of
cA
N H sick leave days accumulated in the Bank. If the need exists, the
r E Board has the option to assess a contribution of eight (8)
o a additional hours from members to the Bank. Contributions of sick
W leave in excess of the amount stated herein cannot be accepted by
▪ W the bank.
N W 1/40 Z 8. Sick leave may be granted ONLY in cases of personal illness. This
< excludes use of the Bank for illness of family members.
U I% 9. The Sick Leave Bank is designed for use when a disabling illness
aoccurs.
N w 10. Any unused sick leave granted by the Board shall be returned to
'" ° the Bank.
1ti
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D. Upon termination from the County a Bank member will no longer be
eligible to draw sick leave time from the Bank.
E. The Sick Leave Governing Board shall report the status of the Bank to
the participants at the beginning of each calendar year. A quarterly
report is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the full responsibility for
the control of the Bank, and all decisions of the Board are final.
G. If the program is terminated at any time, any hours remaining in the
bank shall be equally divided among the members at that time.
POLICIES AND PROCEDURES
*Si Section Pprcnnnpl Poliry
WII1Dc ject Apalth and Safety
COLORADO Date 12/19/84 Page 34
•cro
co U HEALTH AND SAFETY
0
rn O
('1 uGENERAL
O
a
0 3 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
o W reduction in worker's compensation benefits if an accident resulted from
a failure to comply with said safety rules. If an employee has any questions
o concerning a department's requirements, the employee should contact his/her
Wsupervisor. Copies of the County safety manual are available in each
z a department.
en
Ln ti x REPORTING OF INJURIES
a
ko a If an employee is injured, even slightly, or suspects he has been injured,
co u the employee must report this fact to his immediate supervisor at once. The
al supervisor will see that the employee gets first aid or, in case of a more
�rj serious injury, medical attention.
NH
aTo be eligible for worker's compensation benefits an employee must be
Z N examined and treated initially by the established Weld County Worker's
ui w Compensation primary medical care facilities. These medical facilities will
N be designated under separate cover and posted in all work areas. An injured
o z employee should inform the hospital that the billing for the treatment
NKC should be submitted to Weld County Worker's Compensation Fund. The
o supervisor will complete an Accident Investigation Report and the injured
pU,l employee will be required to sign it. The Employer's First Report of
x Accident Form must be submitted to Personnel within 24 hours of the
r+ .:t. accident. The Accident Investigation Report must be submitted to the
CV o Personnel Office within 48 hours.
r1 r-I
w W There are three reasons for these regulations:
A. Employees seeking medical attention for job—incurred injuries, from
doctors, other than those authorized by the County, may have to assume
the cost of such treatment.
B. Immediate treatment may prevent complications from developing, such as
infection.
C. Prompt reporting of the accident which produced the injury will enable
the supervisor to make a prompt investigation. The investigation
POLICIES AND PKOCEDURES
( ,...,
-j4
�� 'my,U_ Section Personnel Policy
Wape Subject Health and Safety
COLORADO Date 12/19/84 Page 35
v. o
m U he/she makes might reveal a hazardous condition or work practice which,
if not corrected, could lead to a more serious injury.
o O
V All County employees are covered by the State Worker's Compensation Act.
Q
The County's self-insured worker's compensation program protects all
O 3 employees against total loss of income and hospital expenses as a result of
on-the-job accidents or occupational illness. It should be noted that
CO-W Chiropractic services will not be paid unless medical referral is made by
athe attending physician. A full time employee who sustains an injury or
O occupational illness while performing assigned duties and is incapable of
W performing the normal function of the job, will receive regular full salary
vD a for a period not to exceed three days from date of injury. At the end of
- w the third day the full time employee will receive 66 2/3 percent of his/her
LEI x normal salary, minus employee generated deductions for the period of injury
W leave. During the worker's compensation leave, a full time employee does
%D ,. not accumulate sick or vacation leave. Part-time or hourly employees are
a)o paid 66 2/3 percent of their normal salary from the date of injury. Before
rn z the injured employee is allowed to return to work, a written release is
N H
W required from his/her doctor stating that the employee will be able to
^o H assume full working responsibilities and duties. The injured employee must
VI
W keep the Department Head/Elected Official and Personnel Department informed
N D of his/her condition. Injured employees who can perform less demanding job
in w duties may be assigned other duties, if available, by the Department
N z Head/Elected Official after consultation with the Personnel Department.
oz
N IC MEDICAL EXAMINATIONS
0
aMedical qualifications are realistic physical standards to assure that an
employee is physically able to perform the duties required- of the position.
,-4 to All employees must meet the medical standards for their specific position.
H1/40
k.0 Applicants for a position may be required to take an initial employment
r, r' medical exam. An employee may be required to take a medical exam as a
M N condition of continued employment if, in the judgement of the Department
Head/Elected Official, the employee's health appears to be adversely
impacting his/her job performance or the assigned duties could be
detrimental to the health of the employee. The Personnel Department will
schedule the medical examination as soon as possible once requested by the
Department Head. An employee may be placed on administrative paid leave
pending the medical examination results. All employee medical examinations
requested by Weld County will be paid for by Weld County. Weld County will
receive the results of the medical examination and will furnish the employee
a copy upon request.
POLICIES AND PKOCEDURES
Er
' turat, Section Personnel Policy
Subject Health and Safety
COLORADO Date 12/19/84 Page 36
d RECREATIONAL ACTIVITIES
o
coo
co
. Weld County does not sponsor any adult recreational teams or activities.
ri
U Any sports injuries incurred by County employees are considered outside of
assigned county duties. Therefore, they are not covered by Workers'
,a Compensation as job related injuries.
oW
o ;
o a ALCOHOL AND DRUG ABUSE
o
In the interest of the safety to all employees and to prevent disruption of
Uthe work area, it is against county policy for an employee to consume or
possess alcohol on county property. It is also against the policy to report
1O a to work under the influence of alcohol.
..
g Illicit sale, purchase, use or possession of non—medically prescribed drugs
by an employee on or off county property is also against policy. This
m U applies to all forms of narcotics, depressants, stimulants, or
hallucinogenics whose sale, use or possession is prohibited by law.
N H
N H
The only exception to this is the taking of prescribed drugs under a
N
CO physician's direction. It is advised, for the employee's safety and that of
Wothers, that the employee's supervisor be informed of the taking of such
N W drugs and their effect on the employee's work, so he may take appropriate
N [z, action.
N
NZ Any violation of the above rules may be grounds for disciplinary action, up
to and including, termination of employment.
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POLICIES AND PJCEDURES
re, t
Section Personnel Policy
WI`'D c Subject duca ion and T aining
COLORADO Date 12/19/84 Page 37
co U EDUCATION AND TRAINING
N O
`r CJ EDUCATIONAL ASSISTANCE
o W Weld County will reimburse an employee for tuition expenses up to $75.00 per
O 3 term (quarter/semester) for job related courses that have been approved in
• a advance. Funds for this program are limited to the amount budgeted each
yr
qW year by the County Commissioners. For this reason reimbursement is on a
p first come, first serve basis, and must be approved in advance to commit
funds to an employee. For an employee to receive such reimbursement he must
k.Ofx meet the following conditions:
.. W
1. Must be a full-time employee at the time the class starts.
a2. Must have an approved Tuition Assistance Request form prior to
co U enrollment. (Forms are available in Personnel Department) .
� z
CV H 3. Termination of employment will cause the employee to forfeit his rights
• Ea to this assistance.
ocn
N 4. Books, supplies, and miscellaneous fees are not covered.
in
N- 44
5. Employee must complete the course successfully, with a "C" grade or
O 2 better.
N ft
O
To receive payment an employee must present the Personnel Department with a
a
receipt showing the amount of tuition paid, a grade slip proving successful
acompletion, and the original copy of the approved Tuition Assistance Request
H N form.
N VD
H VD
H H Should the class attended by the employee be scheduled during normal work
Gq u, hours, it will be at the discretion of the Department Head/Elected Official
whether time off from work, with pay, is allowed. In all cases any time
taken off by the employee must be made up weekly or be charged as unpaid
leave.
SEMINARS AND CONFERENCES
If an employee is requested by the County to attend a workshop, seminar,
conference or other educational training program, the employee will be
reimbursed for the entire cost which includes registration fees, lodging,
meals, and transportation. Claims for reimbursement should be made in
accordance with the policies outlined in the Accounting Section of the
POLICILS AND P 's O C E D U R E S
fr
4 Section Personnel Policy
Subject Education and Training
COLORADO Date 12/19/84 Page 38
Administrative Manual. No compensatory time will accrue to the employee
C U while attending or traveling to a workshop, seminar, conference or other
0 educational training program. In the event a department has insufficient
m0 budgeted dollars for certain seminars or conferences, the employee and
' U department may negotiate a sharing of costs of the seminar or conference if
Ca agreeable to both the employee and Department Head/Elected Official.
0 3 Attendance is the option of the employee if cost sharing by the employee is
agreed to by employee and Department Head/Elected Official.
o
CO- W REGISTRATION AND LICENSING
0
If an employee's job requires licensure, certification or registration, the
1/40 z employee is responsible for obtaining it, keeping it valid, and presenting
it to the County when requested. Associated costs are the employee's
If) responsibility. Should such required license or registration expire, it
will be necessary to reassign or suspend the employee from duty until it is
ko a renewed as required by law.
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POLICIES AND PROCEDURES
yI_ ��
j _. - Section Personnel Policy
IllikSubject Reimbursable Expenses
COLORADO Date 6/30/86 Page 39
co U REIMBURSABLE EXPENSES
e' O
U With prior approval from the Department Head interstate travel and other
6-4 expenses for official County business will be reimbursed as follows:
o w
MILEAGE
orz
yr W
To be reimbursed at the rate established by Board Resolution (20
O cents/mile) . Travel between work and residence is not reimbursed.
Interstate travel by privately owned vehicle will be paid at the
W established reimbursement rate not to exceed the cost of any public
.. w transportation to the same destination.
PARKING
'o
00 U Fees and tolls at actual expense when away from home office.
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CNI W LODGING
N E
o
CY. At actual and necessary expense.
MEALS
N
o z At actual and necessary expense as approved by the Board of Commissioners.
N
O
TRANSPORTATION
U a
aBus, train or air transportation at actual expense for whichever is
HI ON available and most practical.
\O
" Receipts must be submitted and vouchered by the Department Read/Elected
M k, Official to reimburse expenses.
Externally funded programs and staff shall be required to meet any and all
Federal, State or other requirements for travel, meetings, training,
lodging, meals and other costs when these issues are not specifically
addressed in the Weld County Personnel Policies.
OUT OF STATE TRAINING TRIPS
If requested in the yearly budget, each department shall be allowed no more
than 2 overnight out of state training trips. Each person attending a
training meeting constitutes one trip. The person or persons attending
training meetings shall be designated by the Department Head/Elected
Official.
POLICIES AND PROCEDURES
a Section Personnel Policy
W�b'O�• Subject Reimbursable Expenses
COLORADO Date 12/19/84 Page 40
.lo
o U Out of state overnight training trips, for which costs are reimbursed by
grant or stipend, shall be exempted from this trip restriction during the
ul 0U budget year by approval of the Board of County Commissioners at one of its
q regularly scheduled meetings or any special meeting of said Board, on a case
o W by case basis.
o
o a County Commissioners are allowed one overnight out of state training trip
vi- 44 per Commissioner per year for a maximum of 5 trips per year for the Board of
County Commissioners.
0
U
aA $25 per diem, if desired, will be paid in advance of all out of state
ri trips to cover expenses for meals, car rentals, taxi fare, and parking fees.
.. w
ut
a Lodging, air fare and registration fees will be paid in total through
receipts turned into the Accounting Department, unless prepaid by a County
1/4O
U warrant. Mileage shall be paid round trip by air coach or by automobile
calculated at the statutory rate, whichever is cheaper.
Z
N H
N If the county employee or Elected Official/Department Head is accompanied by
atheir spouse, they will be responsible for the expenses of the spouse.LrlW Receipts must be submitted and vouchered by the Department Head/Elected
r Gv Official for expense reimbursement.
N
LC> z
oz
N !�
O
C) (24
W
44
HI O
N N
POLICIES AND PI0CEDURES
r -'., Section P,,,sonnel Policy
IIiDc Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 41
MISCELLANEOUS POLICIES
•cisO
0o U
O
1/40 O
CONFIDENTIAL INFORMATION
-crU
Q Because of the nature of County business, employees may have access to
o f information of a confidential nature. This information should not be
O 3 discussed except with authorized personnel. If any situation arises
o g concerning confidential information which an employee has a question, the
v' q employee should discuss it with his/her supervisor immediately. Misuse or
g disclosure of confidential information obtained in the course of County
0
U employment could result in personal legal liability and discharge.
aw Documents, including copies, generated in the course of County employment
en are the exclusive property of Weld County and are not to be used for
LA personal use or retained in the permanent possession of an employee.
.—Ix
g
a SOLICITATIONS
1/40 CO U
cn z Except as where otherwise specifically authorized by the County,
NI W solicitations on County premises are subject to the following rules:
N E
o CO A. Solicitations by Employees: Because of the disruption to business, no
W materials shall be distributed to and no solicitation shall be made of
N
in N any employee in any public area within the premises. Any solicitation
N �" must be confined to non-work and non-public areas and during
o z non-working time.
N Ft
O B. Solicitations by Non—Employees: Non—employees may not solicit on the
c..)
z County premises for any reason whatsoever.
g
HI COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS
N [--
HI1/4O
H Weld County encourages its employees to participate in worthwhile community
w w activities. However, the County believes that an employee's decision to
support a charitable agency, cause, or other appeal is a private one and
should in no way be influenced by an employee's position within the County.
The use of County stationery for direct solicitation of employees implies
support by the County and may be viewed by some employees as coercive.
The only appeal which has County approval and for which County stationery
may be used for soliciting other County employees is the United Way Campaign
of Weld County.
POLICIES AND POCEDURES
(
[�(elt
' $eCtl Oll Personnel Po i
Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 42
COUNTY BLOOD DONOR PROGRAM
• O
CO C.)
Weld County, in conjunction with the North Colorado Medical Center Blood
N- 0 Bank, has established the Blood Donor Program for employees. All employees
n. 0 will receive notification of the blood programs approximately one month
Ca prior to the actual date. Interested employees may at that time sign up to
donate blood. Employees will receive time off with pay to donate blood.
o
Personnel on donor lists will be given time off with supervisory permission
o g when called.
v>W
O REIMBURSEMENT FOR JOB INTERVIEW EXPENSES
0
Lo a 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
W Administration is required. The only positions authorized for the above
reimbursement are:
OD
a 2 Director of Health Services
WDirector of Planning Services
Director of Finance and Administration
o �
cx Director of Personnel
N Director of Information Services
in W Director of Communications
N Ga Director of Ambulance Services
o z Director of Library
N : Director of Human Resources
County Attorney
(it:4 Undersheriff
ca County Engineer •
N Director of Social Services
H Comptroller
ri
W W A. Additional Positions: Additional positions may be added on a one time
basis with approval from the Board of County Commissioners.
B. Interview Expenses: All cost for interview travel will come from the
budget of the department with the position vacancy. No additional
funds will be allocated for this purpose.
POLICIES AND P OCEDIJRES
ie" y4¢
litiSection Personnel Policy
Wilk Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 43
d, 0 MOVING EXPENSES
co U
O
The Board of County Commissioners will approve moving expenses for
0 Department Heads, Chief Deputies, and Undersheriff only on a case-by-case
Ca basis.
a
o al
OUTSIDE EMPLOYMENT
o f1.
yr W An employee may engage in outside employment if there is no interference
2 with assigned working hours and duties, no real or apparent conflicts of
O interest with assigned responsibilities and if approved by the Department
W Head/Elected Official. EXCEPTIONS: When prohibited by the County Home Rule
kom
r7 Charter or by Resolution of the Board of Commissioners.
.. w
chi x APPEARANCE/DRESS
a
W
UEach employee should choose the proper attire for his or her specific job.
a z Certain areas of the county have specific safety requirements. An employee
N H should check with his/her supervisor if he/she has any concerns regarding
Eproper attire for the job. A supervisor can request proper
ow
appearance/attire of the employee.
W
N W USE OF PRIVATE AUTO
✓ 44
CO z Some positions require, as a condition of employment, the use of the
N Z employee's vehicle in conducting assigned duties. Employees will be
o reimbursed mileage in accordance with the policy stated in the
U % Administrative Manual. The County is not liable for damage which may occur
Wa to your vehicle while on County business. •ri m PERSONNEL RECORDS AND INFORMATION
N C-
H 1O
H H
The Personnel Department is the custodian of all official personnel/payroll
M W records for current and past employees of Weld County. The employee's file
in Personnel will be the official file for all legal actions, employment
reference, or any other official inquiries. Colorado law requires that the
files be restricted from access by anyone other than an individual who has a
direct interest, i.e. the employee or his supervisor(s) . Each employee has
access to his/her own records. The employee may authorize a third party
access to his/her record with written authorization signed by the employee
which specifies exactly what items can be accessed or released. Without
additional signed authorization Weld County will only confirm employment and
length of employment with Weld County. Inquiries from prospective employers
POLICIES AND P OCEDURES
QQ EI/ ;4y,
'13 z9 V + Section Personnel Policy
WgOc. Subject Miscellaneous Policies
COLORADO Date 12/19/84 Page 44
d O will be answered based on the final evaluation of the employee, of which
m u the employee should have a copy. Other information will not be provided
without the employee's permission.
al O
a. 0
Changes in personal data (e.g. marital status, number of dependents,
aaddress, telephone number, benefit coverage) affect the employee's pay or
0o 3 employment. Therefore, it is most important that an employee report
appropriate changes as soon as possible. At least annually an employee
o W should check his/her personnel records to insure that they are accurate.
O CONFLICT OF INTEREST
U
W
k W Per Section 16-9 of the Weld County Home Rule Charter, no County officer,
. w member of an appointed board, or employee shall have any interest in any
tri
x 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,
co U member of an appointed board, or employee's department has no direct contact
rn Z nor business transaction with any such enterprise or organization.
• H
Specific:
N E
ocn
fx A. No employee of the Central Purchasing Division shall have any interest
in any enterprise or organization doing business with Weld County.
W
r-- 44
• 2 B. Neither the Treasurer nor employees of the Treasurer's office shall
o z have any proprietary interest in any financial institution in which the
No 4 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
d enterprise or organization doing business with Weld County, the question
CV N-
H w will be presented to the County Council for review, investigation, decision
and resolution. The judgment and decision of the Council shall be
cn w considered final and shall be made a matter of public record.
POLICIES AND P ,< O C E D U R E S
;"" (, let Section Personnel Ppiley
WIDc. Subject Pay
Date ate 12/19/84 Page 45
PAY
- 0
coo
0
o• O
INTRODUCTION
ra Pay-for-performance is a system developed by Weld County to provide a method
0 W of paying people based on the quantity and quality of work performed.
o Department heads, chief deputies of Elected Officials, the undersheriff, and
o M hourly employees do not participate in pay-for-performance as their salaries
(1-1- W are set annually by the Board of County Commissioners.
M
O OBJECTIVES OF PAY-FOR-PERFORMANCE
W
W
ma
The system has been developed to provide equity, increase productivity,
l to
competitive compensation to employees, and to provide management with a
r-I a resource to measure and reward performance.
W
kea
co O
Objectives of the system include:
Z
N N H
EA. Equity: To assure that all eligible employees have an opportunity to
o a compete for and receive the rewards of the system.
W
N W B. Productivity: To establish a system that rewards performance so as to
• G+ increase productivity.
N
1/40z
N z C. Competitive Compensation: To assure that employees' compensation is
0 competitive within the area.
CJ x •
aD. Management Resource: To provide management with a means to administer
based on performance.
N N
H 1/40
H H
PAY-FOR-PERFORMANCE CONCEPTS
The pay-for-performance concept includes:
A. Performance Based Compensation - To compensate employees for their
performance based on established standards.
B. Prevailing Wage - To pay individuals the prevailing wage in the job
market as determined by salary surveys.
POLICIES AND PKOCEDURES
(11/ 14-
Section Personnel Policy
WUDc Subject Pay
COLORADO Date 12/19/84 Page 46
C. Upward Movement - To establish a system that allows for upward movement
within it in order to reward employees for their performance.
co V
0
O D. Downward Movement - To establish a system that allows for downward
In movement within it in order to reduce compensation for non-productive
Ca employees.
a
0 3 E. Performance Appraisal - To provide a standardized tool to measure
o rx performance based on pre-determined standards.
to- W
2 F. Learning Curve - The amount of time spent on the job to fully learn
p the tasks required and function at a proficient level. The Pay-for-
aPerformance system recognizes a learning curve for all county
kr) positions.
w
U,
PAY STEPS
coa
co V A. Entry Level - Persons with training but little or no experience.
aNZ
N H Pay - 95% of job rate.
\ W
✓ E
o m B. Qualified Level - Persons with training and experience who exceed the
minimum requirements for the classification. Pay - 97.5% of job rate.
N 'J
✓ W C. Proficient Level - Persons with training plus experience in a County
2 department. Pay - 100% of job rate.
oZ
o D. 3rd year Proficient Level - Persons who have completed 3 years in the
U a same classification and have demonstrated sustained satisfactory
aperformance at the proficient or highly proficient level as recorded
through the appraisal system. Pay - 1021% of established job rate.
H
N [�
H CD E. 5th year Proficient Level - Persons who have completed 5 years in the
same classification and have demonstrated sustained satisfactory
w Ga performance at the proficient or highly proficient level as recorded
through the appraisal system. Pay - 105% of job rate.
NOTE: The above pay steps would not correspond to time in
classification if the incumbent was promoted into a higher step due to
minimum 5% increase for promotions.
POLICIES AND PINOCEDURES
fit
r
p .ottsi Section Personnel Policy
WII'Dc Subject Pay
COLORADO Date 12/19/84 Page 47
KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM
IO
o V Key elements of the step/bonus approach include:
NO
rn V -- Five performance levels for employees (entry, qualified, proficient,
q 3rd Year proficient and 5th Year proficient.)
3 0 -- Optional bonus of once or twice per year based on highly proficient
o rx performance standards. Determination of frequency by Department
W Head/Elected Official. Amount of bonus determined by Department
Head/Elected Official with a minimum award of $50.00.
V
w a -- Appraisals to be completed at pre-determined time frames.
vi -- Bonuses restricted to 50% of department/office workforce unless waiver
is given by a Board of County Commission resolution.
W
co U GRANDFATHERING
H
N The basic assumption was that no County employees would receive a decrease
N F 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.
N
in
Ga The Board will address grandfathered employees' pay adjustments annually.
2 Grandfathered employees will be considered and can compete for all bonuses.
O2
O14
MECHANICS OF THE SYSTEM
V fk
aA. New Hires: New hires will begin at the entry level step for the
classification with one exception. An applicant may be hired at the
N N qualified step if he/she exceeds the minimum standards for the
ti classification as established by the class description and
specifications.
cti
When this occurs, the Department Head/Elected Official will submit the
justification to Personnel to hire at the qualified level and request
approval. This request must document the fact that the applicant's
training and experience warrants the higher pay level. No commitment
to hire at other than the entry level should be made to an applicant
without written approval from Personnel. The practice of hiring at
other than entry level is limited.
POLICIES ADD POCEDURES
"D` Section Personnel Policy
Subject Pay
COLORADO Date 12/19/84 Page 48
B. Promotions: When a County employee is promoted to a higher level
d O classification in the same classification series, he/she will be placed
o U in the entry level step for the classification. Promotions will insure
m p a minimum of 5% pay increase. In the event the promotion in the
N U classification series is less than 5% the incumbent shall be placed at
q the step which provides a 5% minimum increase. In all cases of a
c W promotion a six month promotional review period shall exist for the
O incumbent.
o a
1. Employee who is promoted and the minimum 5% pay increase places
them at the entry step will, upon satisfactory completion of six
O
U months, move to the qualified step. Upon satisfactory completion
w a of six (6) months at the qualified level, employee will move to
the proficient step. Movement to the three (3) year and five (5)
tn year proficient steps will be in accordance with the performance
steps for pay section D and E.
W
co
� U 2. Employees who are promoted and, due to the minimum five (5)
m percent pay increase, are placed at the qualified step will, upon
z
N H satisfactory completion of the six (6) month period, move to the
\ W
r- E, proficient step. Movement to the three (3) year and five (5) year
CD CFI
proficient steps will be in accordance with established rules for
those steps.
to W
3. Employees who are promoted and, due to the minimum five (5)
t.o Z percent pay increase for promotion, are placed at the proficient
N 4 levels will move to the three (3) year and five (5) year
0 r proficient_ level in accordance with the normal movement to these
PW steps.
i
co 4. Employees who are promoted and, due to the minimum five (5)
N N percent pay increase for promotion, are placed at the three (3)
lD
ti ri year proficient step will move to the five (5) year proficient
step in accordance with the normal movement to this step for pay
section E.
5. Employees who are promoted and, due to the minimum five (5)
percent pay increase for promotion, are placed at the five (5)
year proficient step will only receive annual pay adjustment after
promotion.
6. Employees who are promoted and, due to the five (5) percent pay
increase rule, are placed outside of the five (5) year proficiency
POLICIES AND P „ 0 C E D U R E S
ri liti Section Personnel Policy
WIiDc Subject Pav
COLORADO Date 6/30/86 Page 49
m o pay step will only receive a five (5) percent initial pay
o increase. They will then be placed in the Grandfather category
'no
and treated as such.
mU
Q Promotion during the initial review period is authorized under the following
o W conditions:
03
o cd 1. That a legitimate vacancy exists.
vs W
O 2. That the promoted individual meets the full position
U qualifications.
W
m Individuals promoted during their initial review period will begin a six
vuti
i month review period from the effective date of promotion. Initial review
astatus will apply until the employee's six month anniversary of hiring when
W vacation accrual will be awarded and may be used.
o0 C.)
2 When a position is determined to be mis-classified and is changed to a
N W higher classification, the incumbent must qualify for the higher level
N E' position within one year. The incumbent will be placed at the entry level
o a step unless the former pay grade in the lower class is less than 5%. In the
W event the entry level is less than a 57 pay increase the person will be
N
N W placed at a step providing a 5% minimum increase. In no case will a reclass
N k' result in a pay decrease. In the event a position is downgraded the current
1/4O 2 incumbent's salary will be frozen until the pay table of the lower
cov z
classification reaches the incumbent's salary. The incumbent will be
o eligible to compete for bonuses.
U O
aA promoted employee entering the classification at higher than the entry
level due to the 57 minimum pay increase requirement will still have the
N• N promotional review period. Pay movement will be based upon the normal
, el movement of the higher step. For example, an employee placed at the
w proficient step initially will not move to 3rd Year Level Proficient Level
until he or she has been at that step for two years.
If a County employee takes a new position in a class series other than their
current series the employee will be hired at the entry level step of the new
classification. (Example: Office Technician to Deputy Sheriff) .
A voluntary demotion to a lower classification in the same class series by
an employee will move the employee to the proficient step of the lower
class, or the steps he/she held prior to promotion.
POLICIES AND P i< O C E D U R E S
rf
1PtiSection Personnel Policy
WIIDc Subject Pay
COLORADO Date 12/19/84 Page 50
PERFORMANCE STEPS FOR PAY
niO
GO U A. Entry step: New hires and normally promoted employees will begin at
the entry step for the classification and will be paid 95% of the
o
i U established job rate. After completing the first 90 days of
employment, the employee will be evaluated against the established
W entry standards. Upon completion of 6 months of employment, the
o
o employee will again be evaluated but the evaluation will be against
o a qualified performance standards. If the employee receives a
tn-W satisfactory appraisal, he/she will move to the qualified step and
Wreceive a 22% pay increase.
O
U
B. Qualified step: The qualified step is 97.5% of the job rate. The
kciOW
employee functions at the qualified level and is rated against the
standards for a proficient employee. After six months at the qualified
alevel, and if the employee meets the performance or training standards
for the qualified level, an evaluation will be submitted raising the
ktpm U individual to the proficient step. The pay will be 100% of the job
rate.
rn Z
N
C. Proficient step: The proficient step is the job rate for the position.
o u While at the proficient level the employee will be measured against
established proficient level standards. Evaluations will be completed
every six months.
W
✓ W 1/40 Z D. 3rd Year Proficient Level: To be eligible for movement to this step,
No Z the employee must complete three years with the County in the same
o classification, except if promoted or demoted to this step, and have
U W demonstrated a performance at the proficient level or above for the
alast two year period. Movement to this step is not automatic but a
combination of performance and longevity in the classification. Pay
N CO will be at 1021% of the established job rate.
el1/40
elel
Should the Department Head/Elected Official deny movement to the 3rd
o Year proficient step based on the employee's performance, the employee
will be eligible for consideration of movement to that step every six
months thereafter based on performance.
E. 5th Year Proficient Level: To be eligible for movement to this step,
the employee must complete five years with the County in the same
classification, except if promoted or demoted to this step, and have
demonstrated performance at the proficient level or above for the last
POLICIES AND P OCEDURES
j� + It, Section Personnel Policy
WII'Dc Subject Pay
COLORADO Date 12/19/84 Page 51
m U two year period. Movement to this step is not automatic, but a
c combination of performance and longevity in the classification. Pay
ko O will be at 105% of the job rate.
Inc.)
Q Should the Department Head/Elected Official deny movement to the 5th
3
0 Year proficient step based on the employee's performance, the employee
0
will he eligible for consideration of movement to that step every six
0 x months thereafter based on performance.
yr W
Q
0
0
U If at any time during employment at Weld County, the employee's
W
COW performance drops below the proficient standards of the
—as classification/position the employee can be placed on a review period
1.0
x for a minimum of 90 days and maximum of 180 days, and reduced in pay
a4 to the next lower step or a 21% reduction. If improvement is made at
lb a the conclusion of the review period the employee can be returned to
mu the proficient level and pay step occupied prior to the reduction.
O+ 2
W Department heads, chief deputies of Elected Officials, the Undersheriff,
r E" hourly or part time employees are not eligible for the pay increases cited
• CO in paragraphs A — E above.
W
NQ
OW TRANSITION FOR CURRENT EMPLOYEES
N W
N
O 2 Persons employed as of December 16, 1982 in Weld County were transitioned
N fc4 into the Pay-for-Performance system according to the following:
0
W a Persons currently in the "A" step moved to the "A" or "Entry" step in
x the new system.
H ra
riCO
le Persons currently in the "B" step moved to the "B" or "Qualified" step
.-a in the new system.
W W
All persons in the "C" or above steps moved to the "C" or "Proficient"
step in the new system.
Persons who had completed three years with the County in the same
classification moved to the "D" or "3rd Year Proficient" step and
persons at the "D" step stayed at the "D" step.
Persons who had completed five years with the County in the same
classification moved to the "E" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step.
POLICIES AND PROCEDURES
"D` {. Section Personnel Policy
����• Sabeect 1ay
COLORADO D2/19/84 Page 59
Persons on steps above "E" were grandfathered (See section on
co V grandfathering.)
0
n 0 Pay impact dates, i.e. six month, one year anniversary dates, 3rd and 5th
U year proficient level dates will remain on schedule for evaluations. Pay
Ca changes will take place on the appropriate hire or job class anniversary
Wdates if the employee has met all other criteria for advancement, including
O 3 any certification requirements established for the position as well as the
o employee meeting all classification and position specific standards.
vt
0
EVALUATIONS - PURPOSE
O
U
l a 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
✓i
c4 performance. The objectives of evaluations are:
Boa
c U A. Clarification of what is expected - that is, to develop standards of
oi Z satisfactory performance, setting forth what quality and quantity of
Wwork of a given type is acceptable and adequate for pursuing the
functions of the organization.
• U)
N B. Fortifying and improving employee performance - by identifying strong
mand weak points in individual achievement, recording these as
w
objectively as possible, and providing constructive counsel to each
O 2 worker.
N 4
O
>+ C. Refinement and validation of personnel techniques - serving as a check
W on qualification requirements, examinations, placement techniques,
training needs, or instances of maladjustment.
.-I
CO D. Establishment of an objective base for personnel actions - namely, in
selection for placement and promotion, in awarding salary advancements
W w within a given level, in making other awards, in determining the order
of retention at times of staff reduction, and in otherwise recognizing
superior or inferior service.
EVALUATION PROCESS
All County employees will be evaluated against established standards every
six months. Standards to be used are as follows:
POLICIES AND P i. O C E D U R E S
ilj IL
{ PitlitSection Personnel Policy
Wilk Subject pay
COLORADO Date 12/19/84 Page 53
Standards Time Frame
0o U
o
Entry After Completion of the first three
o O months in the class.
cn U
A14 Qualified After completion of the first six
O 1 months in the class.
o
Wcn- Proficient Every six months after successful
n attainment of qualified step.
X
O
WHighly Proficient Standards to be used to determine
up X bonus award.
m.. w PERFORMANCE EVALUATIONS DUE
r1
WPerformance evaluations are due on the following time schedules:
kr, a
co U A. Three months from date of hire: All new employees, whether hired at
a, Z the entry or qualified level will receive a three month evaluation.
WPromoted employees and employees reclassified upward will also receive
r E" a three month evaluation.
oW
x
c•i No pay increases will result from satisfactory evaluations but the
m w Department Head/Elected Official should use this evaluation process to
c‘i advise the employee of his/her progress during the first three months.
o z Adverse evaluations at the three month period can result in termination
o < of the employee any time during the three month period or extension of
a the review period.
U
W rC •
a £ B. Six months from date of hire: All employees will receive a six month
m evaluation whether they enter County employment at the entry or
HCO
o qualified level.
rlrl
R1 W Based on the evaluation of the employee against pre-determined
standards, the Department Head/Elected Official will indicate whether
the employee will move to the next pay step. Adverse evaluations at
the six month period can result in termination of the employee or
extension of the review period.
C. Every six months: After completion of the first six months of County
employment, employees will receive evaluations every six months.
POLICIES AND PROCEDURES
t( 4
�' V.
-' Section Personnel Policy
WII'Dc Subject Pay
COLORADO Date 12/19/84 Page 54
•
D. Upon termination: An evaluation will be required on every voluntary or
c O non-voluntary termination. This provides a completed personnel file on
o c.) each employee's performance.
'n o E. Special: Special evaluations can be done for praise or reprimand at
q the Department Head/Elected Official's discretion. Special abbreviated
c:$ O evaluations will be submitted for all bonus awards.
o
c) % F. Counseling Form: Weld County Employee Counseling Form may be used when
'n-W counseling employees.
2
O EVALUATION REVIEW/APPEAL
W
W
LID I%
M In the event an employee disagrees with his/her evaluation, the employee has
L w the right to appeal the evaluation to any additional reviewer or Department
,-i Head/Elected Official. The procedure is as follows:
W
W
o U A. When the employee disagrees with the evaluation as written, he/she will
so indicate by checking the disagree box in Section XIII. The rater
N H will then give a copy of the evaluation to the employee with a written
---E note as to the date their comments must be turned into the reviewing
o a authority. The original copy of the evaluation will then be sent to
W the reviewer with a copy of the memo indicating date comments are due
N Ln W to the reviewer.
w
n i
%Jo
° Z B. When the reviewer receives the comments, he/she will evaluate all
N 4 pertinent information available. The reviewer may concur with the
o evaluation as written or non-concur based on the employee's comments
Ufx and his/her observation, etc. The reviewer will then change any rating
a factor by placing his/her initials in the box that best describes the
d rating for that element, follow the same procedures for the overall
N CO evaluation. In the comment section, explain why the changes.
W C. The reviewer will review the evaluation with the employee and have the
employee initial and date the comments beside the signature box of the
reviewer. The employee should indicate his/her concurrence or
non-concurrence with the reviewer rating. If the employee concurs,
forward the evaluation to the Department Head/Elected Official for
final review. If the employee non-concurs, the employee will be given
a copy of the evaluation and a memo listing the date that comments must
be into the Department Head/Elected Official. The original copy of the
evaluation and the reviewer's comments and a copy of the memo with the
date comments are due to the Department Head/Elected Official will be
forwarded to the Department Head/Elected Official.
POLICIES AND PKOCEDURES
�i l l "Kt Section pPrsnnnel_i)ol icy WilDe Subject pay
19/84 Page 55
COLORADO pate
D. In the case where an employee does not meet the given date to submit
d. o comments to the reviewer or Department Head/Elected Official, then the
coo reviewer or Department Head/Elected Official will process the
0
evaluation as if the employee did not desire to submit comments for
OU consideration. In effect, the employee has lost his/her rights to
o furnish the comments to the reviewer. The reviewer or Department
4 Head/Elected Official must, however, give the employee sufficient time
0 3 to prepare his/her comments. For that purpose, a 48—hour period is the
o O4minimum time that should be allowed.
+n W
aF. Upon receipt of the employee's comments, the Department Head/Elected
O Official will review the evaluation, the reviewer's comments and the
W employee's comments. The Department Head/Elected Official will then
M a make a judgment with the information available.
ri P4 If the Department Head/Elected Official changes any individual rating
Wsection or the overall evaluation, he/she will do so by placing his/her
1/40 ,4 initials in the proper rating box on the form and provide an
co c...) explanation in the comments section provided. The Department
N H Head/Elected Official's review is the last unless he/she is the rating
✓ F official; then the Commissioner Coordinator for his/her department
o cn becomes the final review authority. Elected Officials are the final
Wreview authority for all job evaluations in their department.
Nin
N- w F. Upon completion of the final review, the Department Head/Elected
rl
1/40 z Official, if they have changed the rating, will review it with the
N Z employee. The employee will initial and date the form below the
o signature of the Department Head/Elected Official. The original copy
o M of the evaluation will be forwarded to the Personnel Department for
a 0 file.
'~ `n N CO PROCESS FOR UPDATING PERFORMANCE STANDARDS
r-I l0
N
All classification and position specific standards will remain constant
M G' during each six month interval identified for bonus awards, i.e. ,
January 1-June 30 and July 1-December 31. Only mechanical changes will be
made to the forms, i.e. , spelling errors, etc. Changes may be submitted and
will be reviewed by Personnel along with the appropriate supervisor. If the
changes are accepted, they will be entered into the standards in July and
January of each year. The system will remain constant during evaluation
intervals to assure that all individuals within a classification are rated
against the same standards.
POLICIES AND PIOCEDURES
I
40
(it
. Section Personnel Policy
Wi`De Subject Pay
COLORADO Date 12/19/84 Page 56
PAY-FOR-PERFORMANCE
• o
o U Bonus awards are established to reward the top performers in the work force.
Bonuses are not to reward employees for average or marginal jobs performed.
to 0
The evaluation report for the bonus will utilize the highly proficient
w standards. The evaluation form provides a block to indicate the dollar
O 3 bonus amount to be rewarded to the employee.
(DIM
g- 41 The Board of Commissioners, per the Home Rule Charter, has the ultimate
presponsibility for establishing and maintaining a system of employment
policies, rules, job classification, and compensation plans.
W
tog
en Commissioner Coordinators for each department will review the department
nominations for the merit pay bonus to insure compliance with the Board's
rig policy intent of the pay-for-performance program.
N
W
m U The Board of County Commissioners, as a whole, will review merit pay bonuses
2 of employees in the Elected Official's departments to monitor compliance
IN W with the Board's policy intent of the pay-for-performance program.
o a BONUS AWARDS ELEMENTS
W
WA. Funding: Funds for bonus awards will be identified in department
r k budgets. The level allocated per department will be determined by the
N
0 Z Board. Salaries for Elected Officials, chief deputies, Department
Heads, hourly personnel, volunteers, and those people not in the County
system will not be part of the base for calculating bonus amount in a
WW given department or office. The Board as the legislative appropriation
body of the County reserves the right to determine the specific
budgetary amount granted each office or department for
el 1/40
N CO pay-for-performance bonuses annually.
Ga B. Eligibility: To be eligible for a bonus award, an employee must have
been in full time County employment for one year, not be on review
status, and have received an overall evaluation rating in the exceeds
category for proficient standards.
C. Frequency: Bonus can be awarded once or twice a year at the Department
Head/Elected Official's discretion. Established award dates will be
June 30 to be paid July 31 and December 31 to be paid January 31
annually.
POLICIES AND PROCEDURES
"I' `" Section Personnel Policy
Illik Subject Pay
COLORADO Date 12/19/84 Page 57
D. Award Amount: The amount of each award is established by the
a. 0 Department Head/Elected Official but will not be less than $50.00 per
o U person nor more than the amount allocated in the budget identified as
the bonus amount.
NO
too
E. Distribution: Awards each year to employees eligible for the
o W pay-for-performance program cannot exceed 50% of the total number of
O 3 the department's or office's workforce, excluding Department Heads,
o M chief deputies of Elected Officials, the Undersheriff, hourly or part
▪ W time employees. Awards to management-designated employees cannot
exceed 50% of the total number of supervisors participating in the
Uprogram in each department or office.
W
M a Any Department Head or Elected Official wishing to exceed either or
both of the 50% figures annually must send written justification to the
rig Board of County Commissioners. The Board, if they concur, will waive
wthe 50% requirement on a one time annual basis by a formal Board
o c) resolution setting forth the justification.
N H The 50% of workforce will be determined by listing the names of
N recipients of the bonus in June and December against the total number
o of bonuses authorized. An employee terminated between July and
December, receiving a bonus in June will be removed from the annual
N
list of recipients for determination of the 50% figure. Department
N G+ Heads/Elected Officials may want to leave some of the bonus slots
1/40 2 unused in June in order to add high performers between July and
N December to the bonus list in December.
•
o g PROCEDURAL STEPS FOR BONUS AWARD
W
a
A. Eligibility: To be eligible for consideration for a bonus award, the
N CO employee
tiHH
1. Must have been in County employment for one year.
2. Not be on review status, to include promotional review status.
3. Must have been rated against proficient standards and placed in
the exceeds level on the overall appraisal category for the most
recent six months evaluation.
POLICIES AND P ri O C E D U R E S
tit I.
,,I)y Section pPrSonnel Policy
WII'Dc Subject Pay
COLORADO Date 12/19/84 Page 98
c0
m U B. Appraisal Process for Bonus Awards
0
1 0 1. During June or December of each year the Personnel Department will
n supply each department/office with a list of those employees
a eligible for bonuses and a shortened evaluation form with highly
0 3 proficient standards for each eligible employee.
vmi W 2. Department Heads/Elected Officials will complete an evaluation
Wagainst highly proficient standards on each employee eligible for
0 a bonus award.
W
M a C. Reporting process.
.. w
LC 1
r-Ix Department Heads/Elected Officials will indicate on a bonus award
Wreport supplied by the Personnel Department those employees to receive
ve a an award and the dollar amount awarded to each of those employees.
0o U
al z
N H D. Review & Approval Process.
W
N
El
• U) 1. A copy of the report will be supplied to the Commissioner
W Coordinator for the department; or the entire board for Elected
W
N Officials offices for review and final approval before checks are
in W
N w issued.
N
1Z
o Z 2. Should the Commissioner Coordinator or the Board of County
N
o Commissioners have questions on the Bonus Awards, a meeting will
U P4 be scheduled with the parties involved to answer the questions or
WM resolve any problems.
N co 3. Any department/office wishing to exceed the 50% of eligible
r+ '0 workforce or management figure will submit justification to the
~ Board for consideration. The Board will approve or deny the
M w request by Board resolution.
E. Awarding of Bonuses
Once approval is received from the Commissioner's Office, Personnel
will process awards for payment on July 31st and January 31st pay
dates.
BONUS AWARDS FOR SMALL DEPARTMENTS
To assure equity in the award of bonuses for small departments, the
Department Head will meet with the Board of County Commissioners during the
budget process and justify the reason for an increase or decrease in the
allocated amount.
POLICIES AND PROCEDURES
Section Personnel Policy
Subject Payroll
COLORADO Date 12/19/84 Page 59
PAYROLL
cO
00 U PAY DAY
VDU Payday for regular County employees, including hourly employees, will be the
Ca last working day of the month. If payday falls on a holiday, employees will
4 be paid the last regularly scheduled workday before the holiday. Pay
o periods are from the sixteenth (16th) of the month to the fifteenth (15th)
o a of the following month. (Special job program employees are paid separately
ur W and their pay periods and paydays may vary. Therefore, participants in
athese programs should obtain payday and period information from the Human
U
Resource Division.)
W
M a AUTOMATIC DEPOSIT
Regular county employees' payroll checks are automatically deposited
Wdirectly 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.
N H A statement of monthly earning will be provided each employee on payday.
N
N
o a TIME SHEETS
W
Hourly employees are required to submit work-time records, accounting for
wall hours worked to their supervisor on the 15th and at the end of each
1/4O month.
• z
o z
o MANDATORY PAYROLL DEDUCTIONS
Ug
aFederal Income Tax (FIT) : The Federal Government requires Weld County to
withhold a certain percentage of an employee's pay to enable the employee to
N CO 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
m
the employee's W-4 form. The number of exemptions claimed may be changed by
°U the employee as he finds necessary. Contact Personnel for any changes.
State Income Tax (SIT) : The State of Colorado requires mandatory deduction
for state income tax. The amount taken out of an employee's pay is based on
wages and the number of exemptions claimed on the W-4 form.
Social Security Taxes (FICA) : This program provides old age, disability and
survivor benefits. The amount deducted from an employee's pay is based on
total wages earned, and this amount is matched dollar-for-dollar by Weld
County. All County employees except those belonging to the Public
POLICIES AND PROCEDURES •
►' `
Section Parcnnnal Poliny
Subject Payroll
COLORADO Date 12/19/84 Page 60
Employee's Retirement Association (Health Department employees) are required
w U to pay FICA.
0
'n o Retirement: Weld County provides retirement benefits for full time
io U employees (except Human Resources) through P.E.R.A. or the County Retirement
A system.
oW
o A. P.E.R.A. - All employees of the Weld County Health Department are
o a required to belong to the Public Employees Retirement Association
it)- 41
q (PERA) . Employee and County contribution are as determined by PERA
0 through state. legislation. Member employees should refer to pamphlet
issued by PERA for details of the plan.
k.oa
'n ,s 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
x
Plan. The employee must contribute 5.5% of gross earnings each month.
ko a Employee contributions are deferred from state and federal taxable
m U income effective December 16, 1983. The County matches all
o z contributions. Member employees should refer to the booklet provided
tj by the Weld County Retirement Board and the by-laws of the Retirement
N E+ Board for details of the plan.
a
N WAGE GARNISHMENT
Ln
N Ga Garnishment of wages results when an unpaid creditor has taken the matter to
o Z court. A garnishment is a court order allowing for creditors to collect
N FC 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
a County is compelled by law to administer the court's orders. Government
levies will be treated in the same manner as garnishments.
n o
Hy) In doing so, a Personnel representative will contact the employee to explain
the details of garnishment and how it affects wages. This representative
Fc w will also provide counsel in exploring the possibility of resolving the
situation before turning it over to Payroll for implementation. Employees
are encouraged to resolve these matters privately to avoid County
involvement in this mutually unpleasant action.
VOLUNTARY DEDUCTIONS
Group Health Insurance: All full—time employees receive Comprehensive Major
Medical Health Insurance at the current deduction rate for single or
dependent coverage designated by the employee. Included in this coverage is
a dental assistance plan. Employees wanting health insurance for all of
POLICIES AND PROCEDURES
Qqf .
.,' 'm�,U1 + Section Personnel Policy
WII' c Subject Payroll
COLORADO Date 12/19/84 Page 61
their dependents under age 70 will have a monthly payroll deduction taken
co V from their pay at the current rate. Group health insurance becomes
o effective the first day of the month following the first full month pay
▪ O period. In November of each year there is an open enrollment where
1D u employees may sign up for the Health Insurance Program. Eligible employees
and dependents may enroll for benefits without evidence of good health at
o W this time. Employees may elect to have premiums deferred from taxes.
o
W Details of the health coverage and summary of benefits are available in the
v}
q handbook entitled, "Group Health Benefits for Covered Employees and
O Dependents of Weld County". Copies are available from the Personnel
Department.
kg) fk
,ls Group Life Insurance: The County provides all full-time employees with
under 5 years of County employment $7,000.00 of group term life, accidental
x
rx death and dismemberment insurance. For full-time County employees with over
m0 5 years of service $12,000 is provided. Employees may purchase supplemental
U term insurance of $10,000, $20,000, $30,000, $40,000, or $50,000, $60,000,
rn Z $70,000, $80,000, $90,000, $100,000, as long as the amount does not exceed
CV W two (2) times their annual salary. Life insurance becomes effective the
N. E+ first day of the month following the first full month pay period. Employees
o W may purchase supplemental life insurance for their spouse and dependent
(-ND children. Spouse insurance can be purchased in increments of $5,000 to a
N W maximum of $25,000. Dependent children insurance policies are available
crN with a maximum coverage of $5,000.
kr) z
o
N g In November of each year there will be an open enrollment period where
employees may change the amount of optional life insurance purchased. An
O M
employee may request supplemental life insurance coverage at any time
provided he/she is qualified for the amount of insurance. If action takes
.-i . 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.
W W
Details of the group life insurance benefits are available in the handbook
entitled, "Group Insurance Benefits-Weld County". Copies are available from
the Personnel Department.
Weld County Long-Term Disability Insurance: All full-time employees are
covered by Long-Term Disability Insurance. The policy will pay 60% of an
employee's salary. The policy becomes effective after six months of
disability. New employees will be covered after their first full pay
period.
POLICIES AND PROCEDURES
'; ( ' Section Personnel Policy
Willie Subject Payroll
COLORADO Date 12/19/84 Page 62
d o Insurance Coverage While on Unpaid Leave Status: If an employee on leave
m U without pay desires to continue his/her insurance in force (Health/Life) ,
he/she is required to pay both the County portion and the employee portion
I"--
U in advance for the period of the leave.
,a Welco Credit Union: All Weld County employees are eligible to join the
c Welco Credit Union, which is independent of Weld County. Details of
c a membership and benefits of Welco Credit Union can be obtained directly from
(mg the credit union or the Personnel Department. Credit union savings and/or
2 loan payments can be made via a payroll deduction.
O
United Way: Voluntary deductions will be made for United Way contributions
q)
a at the request of the employee.
.. w
x Parking: Employees using assigned County parking facilities in the
Centennial Complex will have the authorized parking fee deduction monthly.
'.oco
Deferred Compensation: The Weld County Deferred Compensation Plans are
N H available to all elected or appointed officials and full time County
Eemployees. Employee compensation may be deferred from state and federal
o a 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
N D employee contribution of $25.00. The County has both a 457 and 401K plan.
Nn
r
Z Accidental Death and Dismemberment Insurance: Available in single and
Lo
o g family coverage in increments of $10,000 with a minimum of $10,000 and a
o maximum of $100,000.
U [Z
Wx OTHER DEDUCTIONS
NN Other payroll deductions will only be made for Board approved deductions
O1
'.o involving 50 or more employees. Deductions for employee organizations,
~ coffee dues, clubs, etc. will not be accommodated due to cost of payroll
m processing.
PROCEDURE TO CORRECT PAYROLL ERRORS
When an error in pay is identified by either the Department Head/Elected
Official or the employee, they will notify the Personnel Department
immediately so all the corrections can be made. It is the responsibility of
the Personnel Department, Accounting Department, the Department Head/Elected
Official and employee to review pay information monthly to assure accuracy
and to report errors in a timely manner. Any over or underpayment must be
identified to the Personnel Department for resolution. Should an error be
P O L I C I E S AND P i� O C E D U R E S
(---R a�
' 9 Section Personnel Policy
WII'Dc Subject Payroll
COLORADO Date 12/19/84 Page 63
c' O discovered, Department Heads/Elected Officials or employees must notify the
o Personnel Department immediately so that all corrections can be made. All
overpayments discovered will result in a collection action for the total
co 0
to u amount. Retroactive pay will be calculated up to a maximum of two pay
q periods prior to date of notification.
I-4
o
o 3 SALARY POLICY
o a4
`i' W A Weld County strives to pay competitive and equitable salaries. To maintain
gthis competitive position, Weld County participates in various salary
U surveys. Salaries are set by the Board of County Commissioners after full
am consideration is given to:
M
N w - present pay rates compared to labor market competitors. The
acompetitive job market may vary by job classification or specific jobs.
W
m U - ability to pay.
N W - benefit and supplemental pay policies.
N E
o a - supply/demand situation for personnel needs.
W
III w - supply/demand situation in the labor market.
N Ga
N
o 3 - employees' expectations.
N 4
o The salaries are established during the budget process annually to be
U g effective with the January pay period (December 16 - January 15). Salary
alevels of classifications once set by the Board are not adjusted during the
M fiscal year due to budgetary-impacts.
N O1
`,.i° Once salary levels are adopted a pay table is distributed annually to all
w departments to inform employees. All employees and the public have access
to the pay tables for information.
I `
POLICIES AND POCEDURES
'�� � ' Section Personnel Policy
inkSubject l'lassifiratinn and Pay Plan
COLORADO Date 12719/84 Page 64
•
CLASSIFICATION AND PAY PLAN
co U
0 0
o O In accordance with Section 4-2 of the Weld County Home Rule Charter the
° C) Board of County Commissioners have adopted a classification and pay plan.
Q The plan is the foundation of a job-oriented career system. Position
0 al classification is the organizing of all jobs in the County into groups or
classes on the basis of their duties, responsibilities, and qualification
4a W requirements of skills, knowledges, and abilities. Job classifications are
Q a vital element upon which a pay structure is based and administered. The
M system allows Weld County to comply with the "equal pay for equal work"
O requirement.
W
tna4
el The principal uses and advantages of the classification and pay plan is
'n listed as follows:
rix
W
up FWj A. Facilitating personnel objectives:
coo
rn 2 1. It provides a rational criterion for control of pay levels by
CN W making it possible to equate whole classes of positions with
r E" common salary ranges.
0cn
W
N 5 2. It reduces a variety of occupations and positions to manageable
Ln w proportions so that recruitment, qualification requirements,
N.N examination, and selection can be made for whole classes of
a Z positions or more at a time.
N i
a
D+ 3. It defines in objective terms the content of jobs (or what is
lj expected) against which the performance of incumbents (how well it
a is done) can be measured.
el 4. It furnishes job information upon which the content of orientation
ti and other in-service training can be based.
W 44
5. Although it does not of itself guarantee a good promotion and
placement policy, it supplies a systematic picture of
opportunities and position relationships, which is essential to an
orderly promotion and placement procedure.
6. It provides a foundation for common understanding between
supervisor and employee as to the job and pay, which facilitates
employee-management relations and helps promote work-centered
motivation.
POLICIES AND PROCEDURES
+`. ti
?/ :;N'
�� 'agiU 't lei
Section Personnel Policy
wineSubject Classification and Pay Plan
COLORADO Date 6/30/86 Page 65
B. General aids to an organization:
m U 1. By use of standard class titles, it establishes uniform job
o
terminology.
OO
N O 2. It clarifies, by requiring definition and description of duties,
Athe placing of responsibility in each position.
0W
O• S 3. It provides an orderly basis for translating needs for positions
0 a wt.) into fiscal terms, thus facilitating budgetary procedures.
L1
a
O 4. It provides information on iob content that aids in the analysis
W of organization problems and procedures by bringing out points of
wig duplication, inconsistency, and the like in the work process.
m
m x C. Particular values in the public service:
t.ol-) 1 . It assures the citizen and taxpayer that there is some logical
a)U relationship between expenditures for personal services and the
rn Z services rendered.
N H
W
ro m 2. It offers as good a protection as has been found against political
a or personal preferment in determination of public salaries.
W
N .7
LSI GA
POSITION/CLASSIFICATION SPECIFICATIONS
N
0 Z All Weld County employees are placed in a classification series that
c."tC identifies the position they are filling. A classification specification is
0 r available for all positions in Weld County in the Personnel Department.
(Jig
W
a The specifications provide a broad statement of the class duties,
un supervision received, supervision exercised, examples of duties, minimum
CD qualifications, education and experience required.
r4 ri
W W 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 consistent procedure for studying and evaluating
positions in Weld County for 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 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.
POLICIES AND P ,. O C E D U R E S
of ; ,
1� 4{ Section Personnel Policy
WilkSubject Classification and Pay Plan
COLORADO Date 6/30/86 Page 65. 1
Position audits are not meant to judge the performance of the employee in
co U the position. The purpose of the audit is to measure what the employee
o does, not how well the employee performs.
N. O The Elected Official/Department Head can initiate a job audit by submitting
A in writing the justification for requesting such an audit. This request
Wo must be submitted along with the budget package. The request should
,fl include the specific changes that have occurred and the significance of
•
o a these changes.
v> W
A
a O Procedure. If the reasons for the request are adequate, the Personnel
W Department will respond by providing the department with a current job
vork description and organizational chart. The Elected Official/Department Head
`2 �y will then provide the following to the Personnel Department:
Ln
ri
(24 1 . The job description of the position being audited, with the
q) a proposed revisions. If there are no revisions the Elected
co U Official/Department Head will indicate so on the copy of the job
a z description.
N H
� W
N E 2. The organizational chart, giving the existing approved reporting
OM
inter-relationships and marking in red the proposed changes.
W
N A
in W 3. A breakdown of the time spent on duties. For a simple example, a
nri �' clerical position may be broken down as follows: 60% typing, 30%
0 2 answering the phone, and 10% of time spent responding to the
N Ft public.
0
W a 4. A list of the additional duties and responsibilities that have
a been added.
N CT 5. A description of the new programs and/or functions' in the
r.t H department that prompted the additional duties or
pq rr-, responsibilities. If the department has not added new programs
and/or functions there should be 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 Fead believes may exist.
POLICIES AND PINOCEDURES
t, `
le i
"PC ., Section Personnel Policy
WilkSubject Classification and Pay Plan
COLORADO Date 6/30/86 Page 65.2
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,
▪ OV supervisor, and/ur the employee currently in the position. An analysis and
O recommendation to the Board of County Commissioners will then be made. The
N O Director of Personnel, Elected Official/Department Head, and the Director
N V of Finance and Administration will have an opportunity to make comments and
Ll recommendations to the Board. The Board of County Commissioners will
o W review this material and make a decision. If any of the above parties
c) disagree with the decision, they may request a work session with the
c) a board. The decision of the Board of County Commissioners at the time of
�' q the budget approval is final and may not be appealed through any means.
W Any approved reclassification shall be effective on the first day of the
Vfirst payroll period of the new fiscal year and funded accordingly in the
to % budget.
m
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a
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POLICIES
AND PKOCEDURES r,,,, I Section Personnel Policy, ,„WII1Dc Subject Se 'or'ty Reduct 'on 'n Force d R sign t 'on
COLORADO Date 12/39/84 Page 66
SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS
.4. 0
O
0
SENIORITY
rn O
N C)
Seniority is the precedence or priority due to length of service as a County
[a
,a employee. County seniority begins accumulating the day an employee begins
o al
employment as a full-time employee.
•
co W Job seniority begins accumulating the day an employee starts a new position
g classification as a full-time employee. Each time an employee is promoted
O
or downgraded to a new and different classification, his/her job seniority
u
W starts again. In a downgrade action, the employee will be given credit for
W
m time spent at the higher classification level if he held it before
•• '-4 promotion, as well as, time spent in the higher classification.
r1
rix
WLoss of Seniority: Loss of job and county seniority occurs when an employee
up 4 m c.)
separates employment with Weld County. The only exceptions are as follows:
N H A. If a former employee returns to county employment within 90 days and
W has not withdrawn his/her contribution from the retirement fund he/she
o m will only lose seniority for the time they were off the county payroll.
W
N W B. If an employee is on military leave or on approved personal leave, no
41 w
r- i loss of seniority will occur.
N
LO
N Z REDUCTION IN FORCE
0
U W Temporary or permanent reductions in force (RIF) may be necessary because of
acircumstances such as workload changes, program changes, policy decisions,
or funding reduction.
NO,
H VD A temporary layoff shall be so designated when it is foreseen (within
.-Iti
reasonable limits) that the reduction in work force is on a non-permanent
M W basis. A permanent layoff will be defined as a reduction in work force
where conditions warrant and it is reasonably foreseen that the reduction
will be long lasting.
A layoff notice, as a result of reduction in force, is an official, personal
communication addressed to the employee and issued by the Personnel
Department. The employee must receive the notice at least 10 work days
before the date of his release. The notice shall inform the employee of
his/her right to review the records on which the actions were based.
POLICIES AND POCEDURES
fic -
r `4141
1 Section Personnel Policy
wll1ac Subject Seniority. Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 67
A permanent layoff shall be treated as a regular termination. Employee
benefits will be impacted in the same manner as described for a terminated
y. U employee in this manual.
0
Y O
Reduction in Force Sequence: The sequence for a reduction in force will be
r U on a departmental basis as follows:
0
o W A. Temporary employees by seniority.
03
o rx B. Review employees by seniority.
rata
O C. Full-time employees based on performance evaluations.
U
W D. If two or more employees have equal overall performance evaluations,
LoW
m then seniority will be the determining factor on terminations. The
"' employee with the least job seniority will be terminated first.
IX
W When possible employees impacted by a reduction in force will be assigned to
co U another job within the county if a vacancy exists and qualification and job
position are compatible with the employee. Every effort will be made to
N H utilize their training and qualifications plus seniority. The Personnel
r F Department will make best effort to assist employees who are affected by a
O a reduction in force action in finding employment.
W
N W RESIGNATION
✓ G.
N
o Z Employees are requested to notify their supervisor in writing as soon as
N < possible of their intent to resign. As a matter of professional courtesy at
cm least a two (2) week notice before date of resignation is a standard
'y
W 2 practice.
re
44
County Personnel Department should be the only contact for job
H CT
N Ch references. Any reference provided by an individual other than Personnel
H H will be considered a personal reference and the provider shall assume all
Ga liability for the information provided.
All County employees who terminate their employment for any reason will be
scheduled to meet with the Personnel Department for an exit interview and
for all final actions of pay, retirement refund (County retirement plan or
PERA) , insurance and returning of ID card, parking cards, etc.
Final pay checks for terminating employees will be issued the afternoon of
the day of the next regularly scheduled Board of County Commissioner meeting
POLICIES AND P . O C E D U R E S/ si
"+� {...' ► Section Perso_ ne PQ]i cy
WII'Dc Subject Seniority. Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 68
after the terminated employee's last day of work with the exception of those
d' O employees terminating the last seven working days of each month.
o U Exception Process: To assure an accurate payroll run, employees terminating
p during the last seven working days of each month will have their paycheck
N U for the current pay period direct deposited into their bank account. A
q handwrite will be processed for sick and vacation time and for the period
o a worked in the next pay period. (Time worked after the 16th of each month.)
a
o a An employee terminating employment from the county, for whatever reason, who
t/} 41 0 is not vested in the retirement program, will have his contribution only to
a the County Retirement Plan returned. Because all refunds must be approved
O
U by the Retirement Board, the employee's contribution will not be returned
ka a any earlier than thirty-one (31) days after his/her last day of work or date
m of application for refund, whichever is later, nor any later than ninety
�n �' (90) days from the last day of work or date of application for refund,
'" g whichever is later. (NO EXCEPTIONS.) PERA members must apply for their
P4
I-1
PERA refund via the State PERA Office. PERA refunds normally take ninety
VD OD U (90) days from date of application for refund.
---
al 2
N H RETIREMENT
\W
n E,
o Cl] An employee entitled to retirement benefits from the Retirement Plan and
W desiring to retire must complete the following:
N
Un w
N 114 A. At least sixty (60) days before desired retirement date, the employee
w O Z much call the Accounting Office to schedule an appointment to fill out
N 4 required forms for retirement. When the employee calls for the
o D+ appointment, Accounting will request the following information:
U fx •
a z 1. Last work day
e4 o
N O 2. Beneficiary
l N
H H
G. 3. Birthdate of beneficiary
4. Social Security number of beneficiary
B. The Accounting Department will calculate retirement benefit under the
different options offered. The employee will select an option and sign
the "Application for Retirement Benefits" form.
C. The Accounting Department will forward the "Application for Retirement
Benefits" form to the Weld County Retirement Board to be approved for
payment.
POLICIES AND P .. O C E D U R E S
/ t `
Section Personnel Policy
III'Dc Subject Seniority, Reduction in Force and Resignation
COLORADO Date 12/19/84 Page 69
•
D. Department should forward the final change memo and related paperwork
concerning the employee's retirement to the Personnel Department
fifteen days in advance of retirement date.
.4. 0
o cJ E. Retirements are effective on the first day of the month of the last day
worked. If the last day worked is the last day of the month,
N U retirement will be effective the first day of the following month.
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POLICIES AND PKOCEDURES
. ,,, ,.4„,
(-- , ,
s',v Vi i. 'r Section Personnel Policy
MlleSubject General Definitions
COLORADO Date 12/19/84 Page 70
GENERAL DEFINITIONS
m U Classification: A group of positions sufficiently alike in respect to their
0 duties and responsibilities to justify common treatment in selection,
N O compensation, and qualification requirements of skills, knowledges, and
NO abilities.
Ca
o W Classification Series: Classifications in the same career path or career
0 3 ladder, e.g. , Office Technician I, II, III, IV, and Office Manager.
(DM
aCompensatory Time: Time off given to an employee for working in excess of
O 40 hours in one work week.
0
WDepartment Head/Elected Officials: For the purpose of this manual,
n Department Head and Elected Official are synonymous.
o
mg Disciplinary Action: Personnel actions which may include warnings,
W reprimands, suspension without pay, probation, demotion, or dismissal.
co r...)
---
Z Full Time Employees: Full time employees work a 40 hour week and are paid a
N H monthly salary, not including scheduled lunch periods, and are eligible for
---.W
r m County benefits.
o
a
N W Gender: Whenever the male gender is used, i.e. , he, his, him, it refers to
o w male and female.
N
o z Grievance Process: A mechanism developed to insure that employees have
N r1, recourse from any unfair or capricious actions.
0
WC4 Hourly Employees: Hourly employees do not receive, nor are they eligible
rx for, County benefits. They are paid for hours worked only.
rl N
or Hourly Rate: An employee's hourly rate is determined by dividing the
el el established monthly salary by 174 hours. (174 hours is the average number
mg worked per month by full time employees. )
Incumbent: The employee occupying a specific position.
Initial Review Period: The initial review period is the first six months of
employment for all new County employees.
POLICIES AND PROCEDURES
f, ti
'pS " Section Personnel Policy
Subject General ➢efypitions
COLORADO Date 12/19/84 Page 71
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.
O
CO C)
Leave Without Pay: Time away from work approved by the supervisor, without
m O pay.
t-- O
On Call: On call status is off duty time that an employee has stipulated to
3 he reachable and able to report to work within a short period of time.
0
o c4 Overtime: Overtime is the time an employee works in excess of 40 hours in
yr W
AA one work week.
0
U Position: Certain duties and responsibilities which call for the time and
1/44 a attention of some individual; allocated to offices and departments through
- b the budget process.
U,
~ a Promotion Review Period: Each promotion or re-classification upward carries
Wj a new six month review period.
CU
Cn Z Salary Survey: Salary comparison of comparable classifications performed
• Weach year with other employers to assist in the establishment of the salary
F for job classifications.
U)
W
N 0 Seniority: The precedence or priority due to length of service as a County
Low
+ employee.
Lo
Lo z Worker's Compensation: A program to protect County employees against total
"' ':C loss of income, medical and hospital expenses as a result of on-the-job
U a accidents or occupational illness.
W <
rz £ Work Week: The County work week begins on Sunday and ends on Saturday.
M
N O
rir
Work Month: 174 hours is equal to a work month.
CO
POLICIES AND PROCEDURES
rl1 \ ►M Section Personnel Policy
"IlkSubject Subject Index
COLORADO Date 6/30/86 Page 72
SUBJECT INDEX
O Page
-zsico U
o Abandonment of Position 29
co 0 Accrual and Compensation for Overtime 22
r U Alcohol and Drug Abuse 36
A Appearance/Dress 43
0 3 Automatic Deposit 59
Blood Donor Program 42
o a Bonus Award Elements 56
yr W
2 Award Amount 57
O Distribution 57
W Eligibility 56
Lo a Frequency 56
in
Funding 56
m x Bonus Awards for Small Departments 58
W Breaks 24.1
ko ,a Child Care Leave 29
CO U Classification and Pay Plan 64
o+ Z Closure of County Operations 29
CV W Compensation for Overtime Worked 23
CD• CO Exempt Employees 23
a Non-Exempt Employees 23
cy 5 Time Worked 24. 1
'n W Conduct 11
r- [74
N Confidential Information 41
o z Conflict of Interest 44
NN I< County Stationery for Charitable Solicitations 41
o
U a Death in Immediate Family 28
W Department Head Leave 30
a Disciplinary Actions 12
ti Ti. Dismissal Procedures 12
ri o- Educational Assistance 37
'~ '"' Employee FLSA Status and Work Scheduling 22
a1 G+ Employee Grievances 13
Employment of Relatives o
Equal Opportunity 4
Equal Employment Opportunity 8
Evaluation - Process 52
Evaluation - Purpose 52
Evaluation Review/Appeal 54
Exempt Positions 9
POLICIES AND P . JCEDURES
tiro?
�� �yi Section Personnel Policy
"Ilk Subject Subject Index
COLORADO Date 6/30/86 Page 73
•
Page
General Definitions 70
OU Grandfathering 47
co
o Grievance Board Hearing Procedures 14
o O Burden of Proof 18
co U Conflicts of Interest 16
❑ Decision of the Board 19
o W Postponements and Extensions 15
0 3 Presence at Hearing 14
o w Presiding Officer 15
q Procedure and Evidence 17
O Recess, Adjournment, and Deliberations 19
W Record of Hearing 19
V) x Representation 16
'n Rights of Parties 16
vi Specific Procedures of the Board 18
'i a Health and Safety 34
a Holidays 26
1/44Dco () Jobs Programs 7
m▪ 2 Jury Duty 28
NH Key Elements - Pay for Performance 47
N E Leave of Absence 29
o a Management Rights 2
N ] Mandatory Payroll Deductions 59
0 w Federal Income Tax 59
N Retirement 60
0 2 PERA 60
N ci - County Retirement 60
o Social Security Taxes 59
U 44 State Income Tax 59
a0 Meal. Hours 24.1
„yLil Mechanics of the System, Pay for Performance 47
N 0
o New Hires 47
- H Promotions 48
m w Medical Examinations 35
Medical Leave of Absence 27
Military Leave 27
Military Leave and Re—instatement 27
Moving Expenses 43
On Call Status 22
Other Deductions 62
Outside Employment 43
//)))) POLICIES AND P J C E D U R E S
1/
411
1 Section Personnel Policy
Wilk. Subject Subiect Index
COLORADO Date 6/30/86 Page 74
Page
O Pay 45
m U Pay Day 59
o
Pay-for-Performance - 56
'-' O Pay-for-Performance Concepts 45
co U Downward Movement 46
aLearning Curve 46
o 3 Performance Appraisal 46
Performance Based Compensation 45
o v>W Prevailing Wage 45
a Upward Movement 46
O Pay-for-Performance Objectives 45
WCompetitive Compensation 49
e a Equity 45
m La Management Resource 45
x Productivity 45
M Pay Steps 46
1/4O .. Entry Step 46
-V Qualified Step 46
N Z Proficient Step 46
H
W 3rd Year Proficient Step 46
N E" 5th Year Proficient Step 46
o w
a Performance Evaluations Due 53
la
cv 5 3 Months From Date of. Hire 53
�
W 6 Months From Date of Hire 53
N Every 6 Months 53
• 2
o z Upon Termination 54
o Special 54
>+ Counseling Form 54
W Performance Steps for Pay 50
_ Entry Step 50
ti m Qualified Step 50
N or Proficient Step 50
'"' "' 3rd Year Proficient Step 50
as G. 5th Year Proficient Step 50
Personal Leave Days 30
Personnel. Records and Information 43
Political Activities S
Position/Classification Specifications 65
Procedure 65. 1
Procedural Steps for Bonus Award 57
Appraisal Process for Bonus Awards 58
Awarding of Bonuses 58
POLICIES AND P- R 0 C E D U R E S
V4'17)
sis
- Section Personnel Policy - -- - _-- -
WIiDc. Subject Subject Index
COLORADO Date 6/30/86 Page 75 - -
Page
. p Eligibility 57
m V Reporting Process 58
Review & Approval Process 58
CO• U Procedure to Correct Payroll Errors 62
Q Process for Updating Performance Standards 55
I-1 Professional Leave 26
o Promotions/Transfers 4
o a Purpose of Policy Manual 2
in- W Recreational Activities 36
Ca a Reduction in Force 66
o Sequence 67
W Re-employment 6
M a Registration & Licensing 38
w Reimbursable Expenses 39
In
r Lodging 39
x W Meals 39
to a Mileage 39
- U Out of State Training Trips 39
N H Parking 39
W Transportation 39
o CO Reimbursement for Job Interview Expenses 42
a Reporting of Injuries 34
N ] Residency 9
LO N k Resignation 67
cv
Retirement 68
oz N Retreatment Rights 9
o Review Period 5
G a Salary Policy 63
Wx Seminars and Conferences . . . 37
Seniority . 66
w o Job. Seniority . 66
HI N Loss of Seniority 66
H H
Sexual Harassment 10
w w Shift Work 21
Sick Leave 31
Sick Leave Bank 31
Solicitations . . . 41
Suspension for Charge with Crime 19.2
Time Sheets 59
Transition for Current Employees, Pay for Performance 51
Use of Private Auto 43
Vacancies 4
POLICIES AND PROCEDURES
� f S.S '
Section
� � p„„„pi 2oliry
wokSubject Snhjart Tndax
COLORADO Date 6/30/86 Page 76
Page
r O
co O
o Vacation 25
en O Voluntary Deductions 60
co U Accidental Death and Dismemberment Insurance 62
aDeferred Compensation 62
ow Group Health Insurance 60
o Group Life Insurance 61
WInsurance Coverage While On Unpaid Leave Status 62
qx Long-Term Disability Insurance 61
O Parking 62
United Way 62
ko x Welco Credit Union 62
Wage Garnishments 60
I x Weld County Personnel Grievance Board 19.2
• Non-Grievable Items 19.2
Work Week and Work Day 20
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BE IT FURTHER ORDAINED that this Ordinance shall become
effective five days after its final public notice, as provided
co
by Section 3-14 (2) of the Weld County Home Rule Charter.
• o
co o
o w The following Ordinance No. 118-F was , on motion duly made
o w and seconded, adopted by the following vote on the 28th day of
v} W
Q
p July, A.D. , 1986 .
U
C4 BOARD OF COUNTY COMMISSIONERS
1
La ATTEST: latA ±iy • WELD COUNTY, COLORADO
wWeld_ County C erk and Recorder \
a an&^'Clerk-,to the Board J. cqu son Chairman
a• z `"
o +�"unty /�c k
rckc r Dv O FORM: a R. :ran er
O 2 C. Kirby
County Attor ey
w IX r nk Yamaguc
a
rn
N O
N rl
• GI
First Reading: June 30 , 1986
Published: July 3 , 1986 , in the Johnstown Breeze
Second Reading: July 14 , 1986
Published: July 17, 1986 , in the Johnstown Breeze
Final Reading: July 28 , 1986
Published: July 31 , 1986 , in the Johnstown Breeze
Effective: August 5 , 1986
.18RfjE% July T 1986 AFFIDAVIT OF PUBLICATION
THE JOHNSTOWN BR EEZ E
1 STATE OF COLORADO 1
nut cOUetyY soma Pettus MANUAL i ss
BE IT ORDAINS BY �p�q,�•�Y COMMI89 OF
COUNTY OF WELD 1
BE IT RDµAIN� tt1EL6� ,t�UNT'G No. I, Clyde Briggs, do solemnly swear that 1
FOLL IN I$ ' IB1'i1NO REENACy1-Thad am publisher of The .Johnstown Breeze,
whereas, the Board of County Comrm6Msners of Wald County, that the same is a weekly newspaper
oolorede pursuant w aftorado Statute and the Web County Home printed, in whole or in part, and published
RuleCharter,IsysafedwItr the mdhorityofadministering Ilve affairs in the County of Weld, State of Colorado,
weld WHEREAS, CMOs*`MpQ� - -
wNER THE ae randuse olradd and has a general circulation thereto, that
yly under R weldrterrny Charter and it Colorado
County Home Rude Charter ass Colorado County de, Ruts said newspaper has been published
Powers Add r Sao 35 of Title 3Q GAS:1073, as ameedeu,.and 1 continuously and uninterruptedly in said
`�*"l1 _ c under e30.3S•201t7fr C.R,& 1973, b.adwgt IN ordinance, personnel oWley Idles end�s QwpMy r County of Weld for a period of more than
weld. and fifty-two consecutive weeks prior to the
WHEREAS, mitheOSI S t4' alaiars otd 0`Ce Y-
hereby WHEREAS, M' " fora first publication ofconsecutive
the annexed legal notice
revision of penny,ndee'aeilir e41 or advertisement; that said newspaper ter has
and thateN Ordinance le toy MOW of 1MeMalth, safety and 1 • {
welfare,*the been admitted to the United States mails as
NOW,THERE OE D y the Board of County
Commissioner; of Id Cr, o, that -weld County second-class matter under the provisions of
and reoriented
and all toll n thereafter, are hereby repealed the Act of March 3, 11$79, or any
and raesented by the ton
rASLE igOiatMlTt amendments thereof, and that said
R $9E OPpOt�c MANUAALL Pea newspaper is a weekly newspaper duly
EBEEYCTfON AO'APPOINTMENY _ qualified for publishing legal notices and
PL EM NT INFORMATION - " S advertisements within the meaning of the
CONDUCT.DISCIPLINARY ACTION AND GRIEVANCE RIGHTS II
HOURS OF WORK SHIFTS,SCHEDULES AND REST PERIOD laws of the State of Colorado.
TIMSIC L Ec OFF 12
33° That the annexed legal notice or advertise-
HEALTH AND SAFETY 3s ment was published in the regular and
EDUCATION AND TRAINING 37
REIMBURSABLE EXPENSES 39 entire issue of every number of said weekly
MISCELLANEOUS POLICIES 46 newspaper for the period of -..t.. consecu-
PAYROLL tiff tive insertions; and that the first
CLASSIFICATION AND PAY PLAN 64 of said notice was a he issue o
SENIORITY, REDUCTION IN FORCE AND. RESIGNATION Ile publication
GENERALINDEX
7Y said newspaper dated ) 30,� .Al). ibv
SUBJECT
and that the last publication of said notice
PURPOSE OP POLICY was in the issue of said newspaper dated
This manual contains the Weld County Board of Commissioners' A.D. 19
Personnel Policies and Procedures as required by Section 4-2a of the
Home Rule Charter. It is designed to be used by Department paps, In witness wh ''eof I have hel'euhio set
supervisory and staff personnel, and employees in the day?lily' my hand tl s .. / day of �f^�')
administration of the County Personnel program.
These written policies increase understanding,eliminate the need for A.D. 19..gfv
personal decisions on matters-of County-wide policy, and help to
assure uniformity.throughout the County. It Is the responaiblliy of 7)5
each and every Department Head end aupervisor to administer-the e
policies in a consistent and impartial manner.
Procedures and practices In the field of personnel relations are Publisher
subject to modifications and further development in light of changes in
the law, experience, merit princpkra end the County Home Rule
Charter. Each Department Head,supervisor,and employee can assist
in keeping our personnel program up-to-date by notifying the Subscribed and sworn to before me, a
Personnel Department whenever problems are encountered or
recommended improvements identified for the administration of the Notary Public in and for the Co my of
personnel policies. Weld, State of Colors o this . - day of
The manual has.been organized with a-Table of Contents' and a !�,�, A.D lr .�.. /4
subject index to enable all users to find specific policies quickly.
In cases that are unique to a appdfro department or office, /a
Departmental Supplemental Pesonne-Policies Mil be issued These fG/ / / • ,� (i r�2t
supplements can only P be issued on a special Departmental [!rr '7,c., r'// "�� see
Supplemental Personnel Policy Form by Personnel once approved by %
pr ,'gy iSrtie Notar
y Public.
handbook
MANAOUMENT RIGHTS My commission expires
The contents of this handbook are presented as a matter of
information only.The Weld County Board of Commissioners reserves i /•..---es )u,a N,4, ti2'I
the right to modify, revoke, suspend, terminate, or change Or ae
such pplans,policies or procedures,in whole or In pPaert,at any ti 'with `a s, A ...;rue
or without notice.The language used in this handbook is not Int �l
to create, nor is It to be construed to constitute,a contract between - .-' '.'.. : ..4
Weld County and any one or all of its employees.
All policies in the manual will be admIistered in accordance with
Equal Employment Opportunity...Irma the Revised Merit..System
Standards and the Weld County-Hgme Rule Charter.
This manual supersedes all pereorinel policies and manuals,
resolutions, personnel operations man s, except for the classifica-
tion and position specifications pubes d prior to this date.
RECRUITMENT, SELECTION, AND APPOINTMENT
EQUAL OPPORTUNITY
It is the policy of Weld County to ensure complete compliance with all
provisions of Equal Employment Opportunity laws as interpreted by
the Courts. Recruiting selection and advancement of employees will
be on the baais.af their relative ability,knowledge and skills,including
open consideration of quality applicants for Initial appointment
PROMOTIONS/TRANSFERS
Promotions and transfers may be given to fan employee for the
purpose of better utilizing the abilities of Weld County employees.
Weld County is Interested in employee development and encourages
all employees to prepare for advancement to higher positions
lad
Vacancies we advertised within the County for a period of five (5)
consecutive.wort Says Promotions and transfers from within the
County are made when appropriate and possible.County employees
tire 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 positioh the en.
Ail
ssuupervisor to tueata for he Depar nsfer should
be channeled
Official for approval and
then 4e Personnel
Because there are times when it is necessary to fill the position as
quickly as possible, the County may find ft expedient to advertise
concurrently in Vie outside market et the same time the position is
• _ advertised internally. Ali 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 comparlknrpg the
applicants qualifications to the lob requirements In apeolslzed
professional fields departments may assist in the screening pea
Applications are graded and entered into the Weld County Application
Tracking Systenr.:The six meat qualified applicants meetinrgp DU lob
requirements are referred by Personnel to the Department Hearts end
requirements are referred. by Personnel to - the Department
Head/Elected Official and interview and final.selection. Department
Heads and Elected Officiate: are the ones authorized appednting
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 normal be
required to replete the transferring employee before the tranaNslpro-
motion is effective.
Pay changes and review period of transferred or promoted employees
will be in accordance with the policies and procedures outlined le the
Pay-for-Performance section of this manual
SUPPLEMENT TO WELD COUNTY.EMPLOYEE HANDBOOK
WELD..OO0NTY ROAD-.• BRIDGE DEPARTMENT:.-
Yeeanetee
A.l.
Vacancies;within theJised.and.Bridge hourly component may be tiled
with iarhlduels.satgmbig from the previous yew as long as those.
formers met work standards the past year and no change in
their states IC driven lineage: aro.) has.ecovvetl •
.
Review Pealed •
b e
•
•
Public Notices
All new employees,except law enforcement and hourly personnel,are POLITICAL ACTIVITIES
in review status for the first six months of their employment. Upon In accordance with Section 4-2 of the-Weld County Home Rul
completion of the review period the employee will become a full-time Charter no employee shall, during working hours, engage in an
member of the County workforce. The review period for law
enforcement personnel can be found In the Personnel Policy Manual political activity. Any person employed with the County, except a
or as supplemented by departmental Instructions.
request
Elected Official, who seeks election to partisan public office, she
reque a leave of absence, without pay Immediately efts
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK announcement of candidacy. Any employee who takes a leave t
SHERIFF'S OFFICE: absence in order to seek election to a partisan public office may nc
use any accumulated paid leave. Requests for a leave-of absence
Review Period without pay, will be made through the Personnel Department an
acted upon by the Board of gn or Commissioners.ioners. Leave terminate
Law enforcement officers are in a review status for the first twelve upon completion of campaign or election.
•
months of their employment. Law enforcement personnel will be awarded 48 hours vacation at the end.of their first six months of RESIDENCY
employment and are authorized to use It. Officers may be terminated All officers and employees of Weld County, as a condition of the
without cause anytime during their review period.
employment and as a condition of their continued employment b
Re-EmploymentWeld County, shall be domiciled within the boundaries of the Count
of Weld, provided however, that new employees of the County silt
' Upon approval of the Department Head/Elected Official, a full-time nave six months from the date upon which they report for work I
employee who resigned within one year in good standing with the which to establish domicile. Persons who were County employees o
County may be rehired. Upon re-employment, the employee shall ve February 23, 1981, and who Weld County,to work on a daily basis d't
subject to all conditions of employment,including the six(8)a or twelve their domiciles cute in of shall not be ir.con etl"f
(12)month review period,applicable to new employees,and shall start establish a residence in Weld County d/a condition of their continue
at the entry level If date of termination is thirty-one days or more prior employment. If such employee chaff ea his place,of domicil
to re-employment. (Sheriffs sworn personnel should refer to subsequent to the enactment of this policy, he shall berequired,�`
Departmental Supplement.) If date of termination Is less than 31 days change his domicile to the County of Weld. -
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 EXEMPT POSITIONS: The following ositlons are exerjipt from t t((11)
the same as they were upon termination. provisions of these policies and the Weld County Peroonpel ,for th
. except that the Board of County Commlaaioners shall establish,for th
JOBS PROGRAMS exempted positions, the compensation and benefits cissI mge. ..-I
Weld County Is Involved in a number of jobs programs. Included are: A Undersheriff. as ti
A Work Study—Contracts with area schools such as Alms and UNC. B. The appointed chief deputy of the'Clerk and RecordpfrAssessq
and Treasurer. , a i
B.Contracts for specialized services—The county enters into special contracts for some services In lieu of hiring an employee. C. All hourly employees. , „
C. Student Intern Programs — Area schools place student interns in D. Assistant District Attorney.
County Departments.
' 's
E. Deputies to the Coroner,
D. Employment Opportunities Delivery Services (EODS) Programs —
The Weld County Department of.Human Resources places people in F. Special Deputies or Sheriffs Possee ,, a,,, ,
vdivers on, etc.ious including in-school and summer youth, welfare SEXUAL HARASSYENTi Sexual haree6reepf,;includ@ f{�llweloom
sexual advances, requests for sexual lave and Ott* Verbal t
E. Useful Public Service — This program is limited to individuals physical behavior of a sexual nature which'rlts In tllacYlminetlon
prosecuted for driving under the influence (DUI). employment. Weld County is responsible for the behavior of II
supervisory, non-supervisory employees,'=and:•-agents in matte,
Participants in the above programs'are not full-time employees of involving discrimination caused by sexual harassment proven cases i
Weld County and are not covered by the policies of this manual. sexual harassment will be handled by strong disciplinary action up t
and.Including termination.It an employeatNls that semlallifirassmei
EMPLOYMENT INFORMATION has occurred that employee is entitled to use the ;elevens
procedures outlined In this handbook - .
EQUAL EMPLOYMENT OPPORTUNITY ,
•
Weld County is committed to abide by all the laws pertaining to fair CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
employment practices. All persons having the authority to hire, CONDUCT
discharge, transfer, or promote personnel shall support, without
reservations,a non-discriminatory policy of hiring or transferring to any Every Count employee should be aware that the
vacancy,any qualified applicant without regard to race,color,religion, employees and it Is their duty they e public
national origin, age. sex, disadvantaged status, or handicap. The efficient manner. An employe must maintain s a asitanada standard conduct
County will offer equal opportunity for employment or advancement to which is consistent with the best interests of Weld County. Actions
all qualified applicants and employees. considered to be misconduct and cause for disciplinary action or
Postitions will be filled with the best qualified individuals available. discharge include but are not limited to the following:
Every effort will be made to fill vacancjes by promotion from within the A Incompetence or inefficient i county whenever competent and deserving employees are available. Y n performance of job duties.
Employees will be considered for promotion In terms of present B.Deliberate or careless conduct endangering g
will be a factorrformance, pecialized considered only ound,and whentwo or more applicotential. ants h o service f
of self, fellow employees or the publi the safety or well-being
equal qualifications. C. Negligent or willful damage or waste of public property.
Any applicant for a job with Weld County who feels he/she might have D. Refusal to comply with lawful orders or re
been discriminated against,for alleged illegal discrimination based on gulations.
race, color, religion, sex, national origin, political affiliation or belief, E. Insubordination.
age, handicap, or other non-melt fa tors during the application/job
selection process, may appeal this"all4ed discrimination by makigq a F. Deliberate, offensive lan u report to the Director of Finance'and dministratlon of Weld'County. fellow employees. 9 age or conduct toward the public or
The Director of Finance and Administration will select a disinterested
investigation officer, outside of the Personnel Department, and the p
G. Being under the influence of intoxicants or non prescribed drugs.
agency involved,who will make a complete and thorough investigation
into the alleged charge and will arrive at a conclusion with a ,
H. Unexcused absence without being granted leave.recommendation. He/she will then turn that into the Director of
Finance and Administration and If there'has been Illegal discrimination I. Conviction of a serious crime p in the application or selection process, the Director of Finance and Crime). (See Suspension for Charge with
Administration is required to take Immediate action to ensure that the
individual illegally discriminated against receives proper, fair and J. Accepting bribes in the course of em
impartial consideration. The alleged illegal discrimination must be employment.
reported within 10 days of notification that the applicant did not K Deliberate misstatement or a material omission in the applicaion
receive the job that he/she applied for in Weld County. The for employment. 4.
investigation will be done within a ten work day period.Any action as a
resuldayat of the investigation will be taken within the next five working L. Falsifying sickness, or any other cause of absence.
EMPLOYMENT OF RELATIVES M. Dishonesty.
In accordance with Section 4.2 of the Weld County Home Rule N. Giving preferential treatment to individuals or groups.
Charter an appointing or employing authority may not employ or O. Breach of confidentialit
r t the employment of any person who is related to him/her as y
spouse, parent, child, brother, sister or in-law. A supervisor may not An employee observing misconduct should
have a relative as defined above placed under him/her for supervision. report the incident
t
arately o his/her Department quEle to soal. The
RETREATMENT RIGHTS Department Head/Electedth isrequired fCnt investigatemmis the
incident and report the resultso tri the Board of County Commissioners.
taken.
I f
When a chief deputy to an Elected Official or the Undersheriff is If misconductDepartment
t occur appropriate disciplinary action will s
selected from the current work force and from a position covered by the Dand BonetHead/Electedm Official finds the reported incident was
the Classification System, they shall have the rigt to return to tht a and done witho a malicious intent ci enl take disciplinary action
position within the first 6 months of:appointment, against the employee reporting the incident.
DISCIPLINARY ACTIONS 3. PRESIDING OFFICER
Disciplinary actions are to be corrective in nature and intended to The Chairman of the Board shall serve as the Presiding Officer. The
provide reasonable means for correcting misconduct prior to resorting Pfesiding Officer shall ensure that order is maintained and ensure that
to dismissal. Disciplinary actions include warnings, reprimands, all participants in the hearing have a reasonable opportunity to be
suspension without pay, special review period, demotion and heard and to present oral and documentary evidence. He shall be
dismissal. entitled to determine the order of procedure during the hearing and
shall have the opportunity and discretion to make all rulings on
Department Heads, Elected Officials or their designees may impose questions which pertain to matters of the conduct of the hearing and
disciplinary actions.However,Department Heads and Elected Officials to admissibility of evidence.
are responsible for disciplinary action initiated by their designees. All
County employees subject to the Personnel Policies are subject to 4. CONFLICTS OF INTEREST
disciplinary action for cause as stated above except that review, part
time, and temporary employees may be dismissed without cause. A. A Board member or alternate may request to withdraw from the
hearing if he/she believes that a personal bias may predispose his/her
At the time disciplinary actions are taken against an employee that are opinion in favor of a particular party in the case.The Presiding Officer
grievable the Department Head/Elected Official is required to provide will grant the request for withdrawal if a Board alternate is available to
the employee a copy of the grievance section of the Personnel take the members place. If an alternate is not available, the request
Procedures Manual shall be denied.
DISMISSAL PROCEDURES B. Upon a timely and good faith objection to any personal bias of
any Board member or alternate, the Presiding Officer shall forthwith
Dismissal should be considered only after all attempts at progressive rule upon the objection as part of the record in the case end shall take
discipline (e.g., verbal counseling, written counseling, suspension, any actions he deems appropriate in order to alleviate the personal
special review period, etc.) fall. The exceptions to progressive bias, if so found. Any possible objection to personal bias shall be
discipline are incidents of severe misconduct. No dismissal shall be deemed waived if not made in good faith and in a timely manner as
made unless and until the employee is given a pre-dismissal hearing. determined by the Presiding Officer.If a Presiding Officer should order
Notification of charges shall be prepared and presented to the - member or alternate to withdraw from hearing the case, a Board
employee. This statement of charges must include the cause(s) for whoh alternate, if wiavthdrawlable,n.
shall take the place of the member or alternate
possible dismissal and must include the time, date, and place of the who has withdrawn.
scheduled pre-dismissal hearing. This procedure applies to full time 5. REPRESENTATION
employees only.
The pre-dismissal hearing shall be scheduled the next working day The grieving employee shall be entitled to be accompanied and
after the receipt of notication of charges. The employee will be represented at the hearing o by an attorney ar any other icon of
r
placed on administrative leave with pay until a determination of his/her choice.one responding Department Head, Elected tr y
dismissal or retention is made. other supervisor shall also be entitled to have an attorney
representing him/her at the hearing.
Attendance at the pre-dismissal hearing is limited to the Elected 6. RIGHTS OF PARTIES
Official/Department Head, the immediate supervisor, the employee
being considered for dismissal, and a representative of the Personnel A. At the hearing, each of the parties shall have the right to: •
Department. If the employee is represented by legal counsel, the
Elected Official/Department Head may also have legal representation. 1) Call and examine witnesses.
The employee shall have the right to make statements to the Elected 2) Introduce exhibits.
Official/Department Head which may rebut the charges stated in the
notification of cause(s) for potential dismissal. This rebuttal.may be 3) Cross-examine any witnesses on any matter relevant to the
presented orally or in writing. The pre-dismissal hearing shall not be issues.
considered to be a full evidentiary hearing.
4) Impeach' any—witness. •
After receiving said rebuttal, and any other appropriate testimony or
input, the Elected Official/Department Head shall,within one working 5) Rebut any evidence.
day, render a determination as to whether the employee shall or shall
not be dismissed. If the Elected Official/Department Head decides to B. If the grieving employee does not testify in his/her own behalf,
dismiss the employee, then notification will be provided to the he/she may be called and examined as if under cross-examination.
employee under separate letter. The notification of dismissal shall
include the cause(s) which the Elected Official/Department Head 7. PROCEDURE AND EVIDENCE
determined at the pre-dismissal hearing to justify dismissal.
A.The hearing shall be conducted informally and not subject to strict
if the Elected Official/Department Head determines that the employee judicial or technical rules of procedure.A wide latitude in the manner
shall be retained, 'the Elected Official/Department Head may then of presenting the respective positions should be afforded the parties,
elect to impose upon the employee any disciplinary measures short of Evidence presented at the hearing may include the following:
dismissal,-
1) Oral testimony of witnesses.
If the employee is dismissed pursuant to these procedures, he may
exercise his right to grieve such dismissal without the necessity of 2) Briefs, memoranda, or other related information.
complying with Steps A-C of the "Employee Grievances." -
3) Any material contained in the personnel files regarding the
EMPLOYEE GRIEVANCES employee involved.
An employee who feels that the policies set forth in this manual are 4) Any other relevant material.
not being properly applied,or has any disciplinary action taken against'
him/her that results in termination, demotion, and/or loss in pay, is _ B. Each party shall, prior to or during the hearing, be entitled to
encouraged to have his/her grievance reviewed. submit memoranda concerning any matters being considered by the
Board. Such memoranda shall become a part of the hearing record.
The employee grievance procedure is as follows:
C. The Board may receive and consider evidence not admissible
A.All grievances must first be presented to the employee's immediate under the standard rules of evidence, if such evidence possesses
supervisor who will give the employee a response within two (2) probative value commonly acceptable by reasonable and prudent men
working days of the presentation of the grievance. in the conduct of their affairs.
B. If the employee is not satisfied with the supervisor's answer to D. The Presiding Officer may exclude unduly repetitious evidence.
his/her grievance,he/she may,within five(5)working days of receiving
the supervisors answer, but not to exceed fifteen (15) days from the E.Objections to evidentiary offers may be made and shall be noted
date of the incident which is the subject matter of the grievance, in the record.
appeal the supervisors answer to the Department Head or Elected
Official. Such an appeal should be presented in writing, stating the 8. SPECIFIC PROCEDURES OF THE BOARD
nature of the grievance and the reasons for believing the employee's
position to be correct.The Department Head or Elected Official shall A. Call the Board to order and take roll.
give his/her written answer within five (5) working days of the
presentation of the grievance.Failure to submit a written appeal as set B. Announce the matter to be heard. Determine whether all parties
forth above to the Department Head or Elected Official within fifteen involved in the matter to be heard are present and that all such
(15) days of the incident which is the subject matter of the grievance , persons are ready to proceed.
shall constitute a stale grievance and waiver of grievance rights for the
incident. C. Call the aggrieved employee to proceed with his case.
C. If the employee disagrees with the Department Head or Elected • 1) He/she may give a short statement of his case, summarizing
Official's answer, he/she may file a formal written grievance to the his/her position.
Weld County Personnel Grievance Board via the Weld County
Personnel Department within seven(7) working days of receiving the 2) He/she may present witnesses on direct examination. The
Department Head or Elected Official's written response.The employee witnesses will each then be subject to cross-examination by the other
will prepare a written grievance that clearly states his/her side of the . party and may be questioned by the Board. The employee may then
case. The written grievance must Include the specific reasons for question his witness on any new matters brought up on cross-
appealing the action, the specific facts as they are known to the examination.
employee, any documentation to substantiate the facts, and a
summery of the answer(s) of the supervisor and Department Head or 3) He/she may Introduce exhibits, _
Elected Official. .
D.After the grieving employee has presented his/her case in chief,
D. The Weld County Personnel Director will attempt to mediate the the other party is called to proceed and he/she shall present his/her
difference. If mediation fails, the Weld County Personnel Director has case in the same manner as the employee.
ten (10) working days from receipt of the written grievance to set a
grievance board hearing date and to notify the employee and E.The employee may then rebut any matter brought out in the other
Department Head or Elected Official of said hearing date. party's case.
E. Weld County Personnel Grievance Board Hearing Procedures: F. The Board members may examine any witnesses, call any
additional witnesses for examination, and request the submission of
any exhibits.
1. PRESENCE AT HEARING.
9. BURDEN OF PROOF •
A Pr of Employee Involved.Under no circumstances shall a
hearing be conducted without the personal presence of the employee The employee who requested the hearing will have the burden of
'who requested the hearing.However,an employee who fails to appear proving his/her position by clear and convincing evidence."Clear and
at such hearing,without good cause as determined by the Board,shall convincing evidence" is defined as that evidence which is stronger
be deemed to have waived his right to a hearing. than a"preponderance of the evidence"and which Is highly probable
and free from serious doubt. Colorado Jury Instructions 2d, Section
B. Persons in Attendance. The grieving party, plus one 3:2. "Preponderance of the evidence" Is defined as that evidence
'representative, the responding Department Head or Elected Official, which is most convincing and satisfying In the controversy between
plus one representative, the recorder, the Board legal advisor, the the parties regardless of which party may have produced such
Board members, and any witnesses, while giving testimony, are the evidence. Colorado Jury Instructions 2d, Section 3:1(4).
only persons allowed to be present at such hearings.
10. RECORD OF HEARING
C.Fewer than All Seven Board Members in A a. If fewer
than all seven(7) Grievance Board members are In attendance at the A record of the hearing shall be kept that is of sufficient accuracy to
hearing, either the employee or the Department Head or Elected permit an Informed and valid judgment to be made by any person that
Official may object to the hearing of the matter at that time and may may later be called upon to review the record and render a
request a postponement of the hearing until a time at which seven(7) recommendation or decimon in the matter. The Board shall select a
Board members would be present.After such an objection and request method to be used f.'r making the record and this maw be
are made,the Presiding Officer shall forthwith declare that the hearing
is postponed until a time when the missing Board member(s)or Board
alternate(s) are present.
'a.-iitw'j.' xa,,xe•t to<Ji m,../-es-,iii-.. ;.,nau.tart tLr,o.`, clal.
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 showing of good cause and Is at the sole discretion of the
Presiding Officer.
accomplished by use of a court reporter, or electronic recording unit, HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND
or detailed transcription or by taking detailed minutes. If the Board REST PERIODS
selects a method other than a court reporter and the employee
requests that a court reporter be used,then the employee shall pay WORK WEEK AND WORK DAY,
the costs of the use of the court reporter. _
11. RECESS, ADJOURNMENT, AND DELIBERATIONS •
Alltull time county employees will normally work a 40 hour week
Proper scheduling may require employees to work more(or less)than
The Board may,at its discretion,recess the hearing and reconvene the 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 am.to 5:00 p.m.,
same for the convenience of the parties or for the purpose of
obtaining new or additional evidence or consultation. Upon the Monday through Friday;however,the hours may vary depending upon
department needs.The normal work week begins at 001 Sunday and
conclusion of the presentation of oral and written evidence, the runs through 2400 on Saturday. Departments have the option of
hearing shall be declared closed by the Presiding Officer.The Board establishing their own work week to fit their needs. This.information
shall thereupon at a time convenient to itself,conduct Its deliberations will be provided to Personnel and Accounting. County employees are
outside the presence of the parties. Upon conclusion of its to report to assigned work sites in order to begin work at designated
deliberations, the hearing shall be declared finally adjourned,and the starting times,
Board shall make its decision in accordance with the procedures
stated in paragraph 12 below. SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
12. DECISION OF THE BOARD AMBULANCE SERVICE:
A. The Board's decision shall be made as follows: Work Week and Work Day
•
1) The Presiding Officer shall ask for a motion to grant all or a The normal work day for paramedics and EMTs will be 24 hours.Their -
portion of the grievance in favor of the grieving employee. If such a schedule is as follows: day on, day off, day on, day off, day on, four
motion is made,the Presiding Officer shall then ask for a roll call vote days off.
and shall ask that each Board member or alternate hearing the case Normal hours used to calculate hourly rate will be 244 hours—this
give a reason for his/her vote. will.necessitate an adjustment In accrual rates for sick and vacation to
2) If no motion to grant the grievance in favor of the grieving 1.5 of actual accrual, e.g, eight (8) hours sick accrual will become
employee is heard by the Presiding Officer, he shall declare that th twelve (12) hours per monk.Vacation will go likewise
grievance Is denied and that the Department Head or Elected Official's •
decision is upheld. The Presiding Officer shall then ask each Board - Hourly Rate.-'-Monthly Salary
member or alternate to state Into the record his/her reason for -n 244 Normal Hours '
denying the grievance. SUPPLEMENt„TO THE WELD COUNTY EMPLOYEE HANDBOOK
3) The majority vote of those members and alternates hearing the SHERIFF'S OFFICE
case Is necessary for the passage of any motion.A tie vote Shall act as
a denial of the motion. Work Week and Work Day
B. Within five working days after the final adjournment of the Jail Department — 8 day cycle: 4 12-hour days on/4 days off
hearing, the Board shall make a written report of its decision in the
matter and submit the same to the employee and Department Head or 2 shifts, 0800-2000 and 2000-0800 hours
Elected Official. Field day
cycle: 4 10-hour days on/3 G.The employee and Department Head or Elected Official will,within
3 shifts,0800-1800, 1700-0300, and 2200-0800 hoursdays off
five(5)working days,submit in writing to the Personnel Director either
an acceptance or nonacceptance of the Personnel Grievance Board's Admin. Department — 7 day cycle: 5 8-hour days on/2 days off
decision. If nonacceptance, such writing shall include the reason for
nonacceptance and any additional information or facts that bear on 2 shifts, 0800-1700 and 1600-2400 hours
the case. Failure to respond within five (5) working days shall
constitute acceptance. Records — 5 shifts, 0700-1500, 1500-2300, 2300-0700,
Relief shifts, 1900-0300, 1000-1800.
H. The Grievance Board's Legal Advisor and the Chairman of the
Personnel Grievance Board shall, within ten (10) working days of petrol Deputies:Normal hours used to calculate hourly rate will be
receipt of nonacceptance by either side, present the case to the 174 hours.
County Commissioners for review.The County Commissioners' review
shall be In the nature of an appellate review,based upon the record of Hourly Rate = Monthly Salary
the hearing before the Personnel Grievance Board, and upon the 174 normal hours
Grievance Board's written decision. If the County Commissioners find
that the Grievance Board decision is arbitrary or capricious; in excess Correctional Officers: Normal hours used to calculate hourly rate
of the Grievance Board's jurisdiction,authority,purpos.s,or limitations will be 174 hours.
as defined by Ordinance 118, as amended, and the procedures
outlined in the Weld County Administrative Manual;or unsupported by Hourly Rate = Monthly Salary
substantial evidence when the record is considered as a whole; then 174 normal hours
the County Commissioners may either reverse or modify the Personnel '
Grievance Board's decision. The Commissioners may also remand the SHIFT WORK:
matter for consideration of any additional Information or facts that
bear upon the case,as set forth in the writing described in paragraph Some departments are required to remain open 24 hours per day, 7
F. above. All parties will be notified of the review decision, in writing, days per week the Sheriffs Office, Ambulance, Computer Services,
within five(5)working days after the review is completed.The decision Buildings and Grounds, and Communications. Employees In those
by the County Commissioners is final. departments will be required to work the established shift during a 24
WELD COUNTY PERSONNEL GRIEVANCE BOARD to work ri more than one shifta l 24on ahour n employee
may be required
The Personnel Grievance Board is appointed by the Weld County SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
Board of County Commissioners and is composed of seven (7)voting SHERIFFS OFFICE _
members and two(2)alternates.The County Attorney or his designee
shall act as the legal advisor to the Board. The seven (7) voting Shift Work ''
members consist of four (4) non-management employees, two 2)
Department Heads or Elected Officials, and one (1) from middle All units of the Sheriff s Office work some shift work with the
management. The two (2) alternates consist of one (1) from middle exception of the secretarial pool.
management and one (1) non-management employee. The three (3)
management members and qne (1l management alternate are to be ON CALL STATUS:
selected by the Board of County Commissioners.serving a term of two
(2) years, with no more than two (2) members' terms expiring in any To provide necessary' county services, various departments, as a
one(1)year.The four(4 employee members are to be elected by the ondition of employment, require employees to be on cell. If
employees as follows: One (1) from Health, Human Resources, and compensation is required under the Federal Feu Labor Standards Act
Ambulance; one (1) from Road and Bridge, and two (2) from the FLSA), appropriate compensation methods will be developed, at the
Centennial Center Complex. The one (1) non-management employee request of the elected official/department head, by the Personnel
alternate is to be elected at-large from all departments by the Department and will be submitted to the Board for approval.
employees. The term of office for the four (4) employee members is
two (2) years, with no more than two (2) members' terms expiring in EMPLOYEE FLSA STATUS AND WORK SCHEDULING:
any one year. The term of the one (1) non-management employee
alternate is two(2)years.Members and alternates may serve no more All Weld County employees will be classified in accordance with the
' than two(2)consecutive terms.The Chairman of Personnel Grievance Fair Labor Standards Act as exempt or non-exempt From the overtime
Board shall be appointed by the Weld County Board of County provisions of the Act. Consult Personnel es to the FLSA statue of
Commissioners and shall serve the length of his/her current term as a
Board member. employees. Each department head/elected official shall prepare a
schedule designating the hours each employee in his department
Non-Gricvable: Employees cannot grieve a county policy that has shall work as well as the established work week for the department.
been adopted by the Board of County Commissioners,even If they feel Work by an employee at times other than those scheduled shall be
It is an unjust policy.The County's policies are addressed and adopted approved in advance by the r department head/elected official or, in
in public meetings In the form of a County resolution or Ordinance.All hcases of ead/elected official emergrency,
ncyemergencya work dis the dmednment
employees are encouraged to attend public meetings, on their own
time,that involve them as taxpayers and employees,in order to voice
their opinions. ACCRUAL AND COMPENSATION FOR OVERTIME:
SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME With the exception of the Sheriff's Department and Ambulance
Services Department,-all non-exempt employees who work more than
in the event an employee is formally charged or indicted for the 40 hours in their established work week will be compensated at one
commission of a crime,the County may suspend such employee,with end one-half their normal rate. Sheriffs Department and Ambulance
or without pay, pending prosecution of the offense. If an employee is em ices ncriteria Dexemployeestions of re the vexedFLSA andunder public
containedsafe n
found guilty of any crime by a court or jury, the County shall departmental supplements.
Immediately suspend such employee without pay until his conviction
shall become float and he has exhausted,or by failure to assert them, A. All overtime will be approved by the department head/elected
has waived all rights to a new trial and all rights of appeal.At the time official in advance, except in emergency situations. No non-exempt
such employee's conviction is final,the employee will be terminated.A employee shall receive compensation for overtime unless such
deferred judgement and sentence upon a plea of guilty or nolo overtime has been approved in writing by the department
contendre shall be deemed to be a final conviction at the time the head/elected official as set forth above.
employee enters the plea and such plea is accepted by the Court.
B. All non-exempt employees are required to complete a time
Should the employee who is suspended by the County,as provided in accounting sheet for each pay period. Pay cycles may vary but county
this section, be found not guilty in a state or federal court, either on pay periods will remain the 16th of the month thru the 15th of the
appeal, original trial, or new trial, the County shall forthwith reinstate next month, payable on the last working day of the month. Time
such employee and he shall receive his backpay, unless,during such accounting sheets will be submitted to Personnel for review prior to
period of suspension the employee resigned. In the event an being submitted to accounting for filing.The time accounting sheet Is
employee resigned,he shall receive backpay only up to the date of his not a pay document Any exception to normal pay,e.g.,overtime,sick,
resignation and he shall not be reinstated unless otherwise provided vacation, military, workers compensation, personal leave, etc, will be
in these personnel policies, annotated on a regular time sheet and attached to the time
accoUntor the purposes d this e section,or "crime".y be defined a felony
Accounting, will
Thetained for e time ac othree years period.osubmitted to
federal
claseral 1 or 2 crime
in sox as defiother t by hestate law,orcr a comparable" ot
Include
crime or in some offenses.
state.The term"crime" does not
Include petty or traffic offenses.
COMPENSATION FOR OVERTIME WORKED PROFESSIONAL LEAVE
A. Exempt. Employees. Exempt employees, as classified in accordance with the Upon approval of the Department Head/Elected Official, a full time
Fair Labor Standards Act, receive absolutely no employee may be granted professional leave to attend professional
• overtime. Weld County does not accept any responsibility to pay and technical conferences, oat and training that pertain to an
exempt employees for hours worked in excess of fourty(40)during an employee's current or expected duties. No more than the actual time
established work week needed, plus travel time, will be granted under professional leave.
B.Non-Exempt Employees. Non-exempt employees,as classified in Proleaslonal leave must be arranged In advance with the employee's
accordance with the Fair Labor Standards Act, 40)ue overtime normalat the
Supervisor.
r of Noes e all ms worked over forty(40)esated in aovertime
MILITARY LEAVE
work week.Non-exempt employees may be compensated for overtime
worked as follows: Any officer or employee who Is a member of the national guard or
1.Compensatory Time. Compensatory time may be accumulated reserve forces under state or federal law shall be given up to 15 days
pannual military leave without loss of seniority, pay, status, efficient
up to eighty (80) rviro prior to any monetary payment for m overtime s rating, vacation, sick leave or other benefits for all of the time he or
being time ued.in p per are wit to reduce compensatory she i engaged trainingby
earned compensatorya pay period by allowing the employee of to use it. ed military d If_the or service ordered required e the appropriate
Depar time used and at the discretion of the Elected to military service be bit employee or which
le la ith i wed,he
intern
fere with normal Head must be r scheduled on terminationso as not shall be entitled to leave time
pay huntiil eheitshally be reinstated
l
employment,oye t,h e of used(up to oe of following active service in time of war or emergency,This policy shall
any compensatory time not used eighty(80)hours) .be in acordance with Sections 28-3-601 and 803,CRS,11373.Copies
Fora non-exempt employee will be paid. of Orders should be submitted to the Department Head/Elected
2. Overtime Payment. All overtime earned by non-exempt
Official and Personnel two weeks prior to beginning of leave.
employees will y be paid if the accumulated compensatory. E timeIf oat ff MILITARY LEAVE AND REINSTATEMENT
the exceeds eighty(80) hours at end of a pay ghodt 82le:o rs
the end t of a pay period Employee lo" has"X" willeighty-two bepaid hou(2)rs Weld County complies with all sections of Title 38 U.S.Code,Chapter
hours. Overtime ert compensatory compensatory
ns t Employeegwill m two the 43, Veteran Reemployment Rights, For detailed information, contact
Tomes. and compensatory time will be documented on the Personnel Department.
Time Accounting Sheet and the Employee Time Sheet.
MEDICAL LEAVE OF ABSENCE
AMBULANCE SERVICE
SUPPLEMENT THE WELD COUNTY EMPLOYEE HANDBOOK A request for a medical leave of absence without pay for illness,
•
disabling medical condition,or disabling injury must be supported by a
Overtime letter from the employee's physician to include an anticipated return
In accordance with the FLSA,Ambulance personnel will be paid on a date. Medical leave can only be granted after all accrued sick leave
27 day schedule with a maximum of 204 hours worked.The current been used, In cases where a medical condition would hinder lob
Ambulance schedule requires that 216 hours be worked in a normal performance, the physician's statement should contain an
28 day period. In the past, employees were working 24 hours and understanding and approval of the type of work or specific duties of
being paid for 16 hours.Under the new system,each hour worked will the employee.
be counted for pay. Meal periods of one(1) hours each for breakfast,
lunch,and dinner will be taken end any uninterrupted sleep period of -
five(5)hours or more will reduce hours worked.All overtime payments The Department Head must be notified in writing of the employee's
will commence after 204 hours worked in a pay period. Pay periods Intent to return to work and the date of return withiyn two weeks p of the
are from the 16th of one month to the 15th of the following month. physician of the emurn ployee'sate nd abilliity tonperforimnhis/herne normal employee's
Part-time Call In: Call in of part-time or full time employees for trips of less than eight (8) hours duration will be compensated by It is the Intent of the County to return the employee to the same job
and pay rate he/she held prior to going on medical leave. However,
awarding 1.5 hours or each hour worked. because of the nature of County buaineas,it is not always possible to
Shift Call In:Call in of part-time or full time employees will result in hold an employee's lob open during his/her leave. In those cases
where a'vacancy must be filled, the employee will be placed on a
paying each hour worked at the regular rate unless the hours result in preferential recall list and be called when the opening for which
overti
me payments. he/she is qualified to perform is available.
Air Life Hours: Hours worked for Air Life will be compensated at The duration of all medical leaves of absence normally shall not
the regular rate unless the hours result in overtime payment& exceed 45 days unless extended due to medical circumstances
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK s tcaccru without a bredk in service.ve Vacation and sick
leave will not accrue while on medical leave of absence. Medical
SHERIFF'S OFFICE leaves over 45 days will result In an adjustment of the employee's
anniversary date by the time actually taken and an adjustment of
Overtime: vacation and sick leave and other benefit accruals.
Patrol Deputies: In accordance with the FLSA, all hours worked An employee may continue his/her participation in the insurance plans
over 171 in a 28 day period will be compensated at the rate of one, during medical leave if he/she elects to do so.In this case,all benefits
and one-half times the normal rate. of each plan will continue as if the employee was working, provided
that the employee makes prior arrangements to remit the required
Correctional Officers:-In accordance with the FLSA, all hours contributions in advance of the period of coverage. An employee
worked over forty-nine(49)In an eight day period will be compensated should discuss benefit coverage with personnel prior to departing on
at the rate of one and one-half times the normal rate. leave.
Correettenal Offeers/DeDutlea In accordance with the FLSA.all Use of vacation in conjunction with medical leave will be at the
discretion of the employee if approved by the Department
hours worked over forty-three (43) in a seven day period will be Head/Elected Official. Requests for additional time off not due to
compensated at the rate of one and one-half times the normal rate. medical reasons will be treated as leave without pay according to the
procedures of this manual.
TIME WORKED: DEATH IN IMMEDIATE FAMILY. Leave of absence with pay
All time worked for non-exempt employees will be recorded and paid because of death In the immediate family of a person in the County
in accordance with the Fair Labor Standards Act.Questions regarding service may be granted full-time employees by the Department
work time and the Fair Labor Standards Act should be addressed to Head/Elected Official for a period not to exceed three days.
Personnel. Entitlement to leave of absence under this section shall be in addition
to any other entitlement for sick leave,emergency leave, or any other
Any paid time not actually worked should not be counted for overtime leave. For purposes of this section'immediate family" means mother,
compensation purposes, e.g., sick, vacation, holidays, personal leave stepmother, father, stepfather, husband, wife, son, stepson, daughter,
days, etc. stepdaughter, brother, sister, mother-in-law, father-in-law, grand-
parents, foster parent, foster child, or any other person sharing the
MEAL HOURS: relationship of in loco parentis.
Employees working an 8 hour day may receive, as scheduled by the JURY DUTY
department head/elected official,30 to 60 minutes for a meal.Time of day may vary based on shift schedules and as supplemented by Full time employees required to serve as a witness or juror during
departments. Meal time not taken may not be accumulated or used at scheduled work time are entitled to paid leave. If the sum received for
the beginning or end of the day. Any break of 30 minutes or more jury duty isy less than the employee's salary,the County will reimburse
tlurotlon she not count towards time worked. the iven the
emp employee for jury d at uty.In ordr upon o be granted of leall ve for jumentry duty the
BREAKS: employee must submit a copy of the SUMMONS and all forms
furnished by the clerk of the court relative to the time of service.
At the supervisor's discretion, employees working 4 consecutive Mileage allowances can be retained by the employee.
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 CHILD CARE LEAVE
beginning or end of the day or In conjunction with meal hours.
TIME OFF When an employee adopts a child and requests leave to tend the
child,the employee is not eligible for special leave, may not use sick
VACATION leave but, at the Department Head/Elected Official's discretion, may
use accrued vacation leave.
PAID VACATIONS: No annual leave is earned by temporary, part-
time, seasonal, initial review period, or hourly paid employees. LEAVE OF ABSENCE
Department and Division Heads designated by the Home Rule Charter
and the Board"of County.Commissioners do not accrue paid vacation. With the exception of a leave of absence for political candidacy, in
Employees in the Initial review period will not accrue vacation leave accordance with Section 4-2 of the Weld County Home Rule Charter
during the initial review period. Upon successful completion of their employees may be entitled to a leave of absence without pay for good
Initial review period, employees will be awarded 8 hours of vacation and sufficient personal reasons after exhausting applicable paid leave.
time per month of the initial review period. Employees may begin to Each case will be considered individually. Application for leave of
take vacation leave at the completion of their initial review period. absence must be made in writing and must be approved In writing by
Vacations must be scheduled in advance with the employee's the Department Head/Elected Official before the commencement of
supervisor. Vacation shall not conflict with work requirements of the leave. Seniority will not be affected if employee returns to work as
department. Annual vacation is earned on a monthly basis as of the soon as granted leave of absence period is over. Right of
15th of each month according to length of County service as follows: reinstatement shall terminate if the employee on leave engages In
gainful employment.
Years of County Service HOMY Monthly
ur
The maximum ieangth of such leave of absence will be 90 days.This
8 hours
Under 5 leave may be entended only with approval of the Board of County
10 hours Commissioners and then only on written application giving compelling
Over 5, but under 10 reasons.
Over 10, but under 20 12 hours 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
13.33 hours
Over 20 employee will be considered to have terminated his/her employment.
An employee cannot accumulate in excess of two times his/her annual ABANDONMENT OF POSITION
vacation accrual. Unused vacation will be payable upon termination of If an employee fails to call in for three consecutive days without a
employment. reason acceptable to the County, he/she will be terminated:
Official holidays occurring during bacation leave ere counted as
holidays, not as vacation.Illness and emergency closure days during CLOSURE OF COUNTY IONS
vacation periods are part of the annual leave. Employees on shifts
other than 8 hours (10 to 12 hours) will be awarded vacation at the in the event the County closes operations for facilities due to
rate of 8-hour days. Records will be maintained on an hourly basis. scheduled to work ement s will llr be other emergencies,
Employees rrequiredne to work employees
driina
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK such closure
uei to o Coor untyneeds shallry llnnot
b e paid anyeadditeady
AMBULANCE SERVICE: on leave of any type on a closure day shall be charged for that leave
Paid Vacations day as if County operations were normal.
Persons on shifts other than 8 hours will be awarded vacation at the An employee unable to be in attendance due to inclement weather or
rate of 8-hour days. Records will be maintained on an hourly basis. other
hall emergenciesb eenc awhen County
my operations and facilities are open
ve.
HOLIDAYS PERSONAL LEAVE DAYS
All full time employees working 32 hours or more per week will receive
paid holidays.Dates will be established annually and will be published Personal leave is a privilege granted to full time County employees.
by resolution of the Board of County Commissioners. Emupervisoryees ln their approval,Iaiff review ull time emriod are not ployee may convert twole. h(22)days of
I sick leave into two(2) Personal Leave Days.Personal leave days may
__pew Years Day a_a..we "'liar from veer to veer.The method of scheduling and
PICK LEAVE REPORTING OF INJURIES
Sick leave Is a privilege given to full time employees to be used in the
following circumstances: if an employee is injured, even slightly, or suspects he has bee
• injured,the employee must report this fact to his immediate supervis.
A.When an employee is unable to perform his/her job duties because at once.The supervisor will see the employee gets first aid or,in ca:
of illness, injury, or any other medically disabling condition. of a more serious injury, medical attention.
B. When the employee has medical, surgical, dental or optical To be eligible for workers compensation benefits an employee mu
examinations or treatment; be examined and treated initially by the established Weld Coun
Workers Compensation primary medical care facilities.These medic
When an employee is required to care for an member of the
C. III facilities will be designated under separate cover and posted in
immediate family he/she may use accumulated sick leave up to 40 work areas. An injured employee should inform the hospital that tt
hours for any one illness or injury or until accommodations for care billing for the treatment should be sumbitted to Weld County Workel
can be made. Compensation Fund. The supervisor will complete an Accide
Investigation Report and the injured employee will be required to sic
All regular full-time employees,with the exception of Department and it.The Employers First Report of Accident Form must be submitted
Division Heads designated by the Home Rule Charter and the Board Personnel within 24 hours of the accident.The Accident Investigati,
of County Commissioners, are eligible for sick leave 30 days after Report must be submitted to the Personnel Office within 48 hou
employment.Sick leave is accrued at 8 hours per month from date of
hire with no maximum accrual limit Accumulated sick leave Is payable There ae three reasons for these regulations:
upon termination at 'h the hours of accumulated unused sick leave,
not to exceed one month's salary. No accrued sick leave will be'peid A Employees seeking medical attention for job-incurred injuries,frc
to employees who do not complete the initial review priod.Employees doctors, other than those authorized by the County, may have
hired after January 1, 1985 will no longer be paid for accumulated slck assume the cost of such treatment.
leave upon termination of employment B. Immediate treatment may prevent complications from developir
Employees are to report their absence(s) daily directly to.'their such as infection.
supervisor at the employee's regular starting time. Failure to report
may be considered as cause for denial of paid sick leave for the.perlod C Prompt reporting of the accident which produced the injury v
of absence unless the employee furnishes an acceptable explana90n, enable the supervisor to make a prompt investigation. Ti
Not calling in and obtaining an approved absence for three dapsis investigation he/she makes might reveal a hazardous condition
considered abandonment of job and constitutes a volUGfary work practice which, if not corrected, could load to a more serlo.
resignation. j ury.
An employee may be reqUired to provide a medical doctors reporttbf All County employees are covered by the State Works
any Illness for which sick leave is requested. Abuse of sick leaverbr Compensation Act. The Countys self-Insured workers compensati.
excessibe absenteeism can result in the loss of the privilege to earn program protects all employees against total loss of income a
sick leave or in other disciplinary actions up to and Including hospital expenses as a result of on-the-Job accidents or occupation
termination. - +-n Illness. It should be noted that Chiropractic services will not be pi
• er unless medical referral Is made by the attending physician.A full tir
SICK LEAVE BANK - employee who sustains an injury or occupational illness wh
performing assigned duties and is incapable of performing the norn
In order to provide a no cost, short term disability program-10r function of the fob, will receive regular full salary for a period not
employees the County has established a Sick Leave Bank Program. exceed three days from date of injury,At the end of the third day t
full time employee will receive 66% percent of his/her normal sale
The Sick Leave Bank Is based on a voluntary contribution of eight(8) minus employee generated deductions for the period of injury lee
hours per member, per year. Members who do not contribute to the During the worker's compensation leave,a full time employee does r
Bank will not have the opportunity to take advantage of the Bank accumulate sick or vacation leave. Part-time or hourly employees e
Subsequent admission to Bank participation for new members shell be paid 68 i percent of their normal salary from the date of injury.Bet(
allowed only on the flrat day of each payroll quarter following one year the injured employee Is allowed to return to work,a written release
of regular full-time employment, i.e., December 16, March 16, and required from his/her doctor stating that the employee will be able
September 16.All other eligible members who wish to join the Bank assume full working presponslbilltes and duties. The Injured employ
may do so during the first month of each payroll quarter. must and Person,
Department Informe the d of his/herfcondittion Injured employees who c
A. The Sick Leave Bank was funded initially by a conyntribution from perform less demanding job duties may be assigned other duties
each i leave,employee
dr edf ucted andht 031 ure Of creditedat to employee's
eeBankl Foridual new wt available,e Person el the Department Head/Elected Official after coneultafi
members the earns contribution will be made on the first day of the
MEDICAL EXAMINATIONS
payroll quarter,following one years employment.Following enrollmer
deductions, a member has a waiting period of one quarter, or ninet Medical qualifications are realistic physical standards to assure tl
(90) days, before applying for sick leave. an employee is physically able to perform the duties required of I
B.Sick leave days in the Bank are carried over from year to year an specific position.Applicants for aees must epo itionet the mmay be edical standards
required to take
an additional contribution is required In January of each succeedin initial employment medical exam. An employee may be required
year while a member of the Bank. Hours donated to the Sick Leav take a medical exam as a condition of continued employment If,in I
Bank are not refundable. judgement of the Department Head/Elected Official, the employe
health appears to be adversely impacting his/her job performance
C.The Bank is administered by the Sick Leave Bank Governing Boars the assigned duties could be detrimental to the health of I
The Board Is composed of five(5)members elected by the participant employee. The Personnel Department will schedule the medi
in the Bank and one(1) representative from Payroll and Personnel t examination as soon as possible once requested by the DepartmF
serve as non-voting members. The following conditions govern th Head. An employee may be placed on administrative paid lei
granting of sick leave days from the Bank: pending the medical examination results. All employee medi
examinations requested by Weld County will be paid for by W
1.Application forms are available through Personnel.Applications f( County. Weld County will receive the results of the medi
benefits from the Bank are made in writing to the Governing Board vi examination and will furnish the employee a copy upon reguer
the Personnel Department. RECREATIONAL ACTIVITIED
2. If a member is unable to make application for himself, th Weld County does not sponsor any adult recreational teams or
application may be filled out by a family member or oth( activities. Any sports Injuries incurredem
ployees by County ample sae are
considered orks assigned county duties.Therefore,they are not
3. A medical doctors statement specifying the nature of illness,th covered by Workers' Compensation as job related injuries.
dates and medical service to the member,and the date of the patient ALCOHOL AND DRUG ABUSE
expected release for return t0 work will be presented with th
application. •
In the interest of the safety to all employees end to prevent disruption
4. The applicant must submit the request form to his Departmer of the work area, it is against county policy for an employee to
Head/Elected Official for approval of time off. The Departure, consume or possess alcohol on county property.It is also against the
Head/Elected Official approval must be obtained before th policy to report to work under the influence of alcohol.
application Is complete. The Department Head/Elected Official ma Illicit sale, purchase, use or possession of non-medically prescribed
attend the hearing with,or for,that individual to discuss any problem drugs by an employee on or off county property Is also against policy.
he may have with a large number of sick days being granted.Applicai This applies to all forms of narcotics, depressants, stimulants, or
is entitled to be present or represented at the meeting during whic
his/her request is considered by the Bank Governing Board. hallucinogenics whose sale, use or possession is prohibited by law.
5. Bank days will not be granted until a member has used all the only exception to this is the taking of prescribed drugs under a
his/her individual sick leave days, vacation days, and ar physician's direction. It is advised,for the employee's safety and that
compensation time he has accumulated. of others, that the employee's supervisor be informed of the taking of
such drugs and their effect on the employee's work,so he may take
6. Not more than one hundred thirty (130) working days may t appropriate action..
granted to one member in a twelve month period. •
Any violation of the above rules may be grounds for disciplinary action,
7.The Sick Leave Bank Governing Bored cannot approve sick lest up to and including, termination of employment.
days to be granted to members in an amount that exceeds the numb EDUCATION AND TRAINING
of sick leave days accumulated in the Bank If the need exists, ft
Board has the option to assess a contribution of eight (8) addition EDUCATIONAL ASSISTANCE
hours from members to the Bank Contributions of sick leave in exce:
of the amount stated herein cannot be accepted by the bank Weld County will reimburse an employee for tuition expenses up to
8.Sick leave may be granted ONLY in cases of personal illness.Th , $7s,Dapper term (quarter/semester)adva for
job
bis pelatedm courses
rs sare thed to have
excludes use of the Bank for illness of family members. amount budgeted each year by the County Commissioners. For this
9.The Sick Leave Bank is designed for use when a disabling Ulna; reason reimbursement is on a first come,first serve basis,and must be
occurs. ,sapproved in advance to commit funds to an employee. For an
employee to receive such reimbursement he must meet the following
10.any unused sick leave granted by the Board shall be returned• conditions:
the Bank 1. Must be a full-time employee at the time the class starts.
D. Upn termination from the County a Bank member will no longer t 2. Must have an approved Tuition Assistance Request eligible to draw sick leave time from the Bank enrollment. (Forms are available in Personnel Department).prior to
E.The Sick Leave Governing Board shall report the status of the Bar 3. Termination of employment will cause the employee to forfeit his
to the participants at the beginning of each calendar year.A quarter rights to this assistance.
report is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the fI 4. Books, supplies, and miscellaneous fees are not covered.
responsibility for the control of the Bank and all decisions of ft Board are final. 5, Employee must complete the course successfully,with a"C"grade
or better.
If the program is terminated at any time,any hours remaining in tt To receive payment an employee must present the Personnel
bank shall be equally divided among the members at' that time. Department with a receipt showing the amount of tuition paid,a grade
HEALTH AND SAFETY 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
Employees are required to comply with all safety rules and regulatior normal work.hours, it will be at the discretion of the Department
Failure to do so will result In disciplinary action and could result in Head/Elected Official whether time off from work,with pay,is allowed.
reduction in workers compensation benefits if any accident resultr in all cases any time taken off by the employee must be made up
from failure to comply with said safety rules, If an employee hes ar weekly or be charged as unpaid leave.
questions concerning a department's requirements, the employ(
should contact his/her supervisor.Copies of the County safety manu
are available in each department.
SEMINARS AND CONFERENCES COUNTY BLOOD DONOR PROGRAM
If an employee is requested by the County to attend a workshop. Weld County, in conjunction with the North Colorado Medical Center
seminar, conference or other educational training program, the Blood Bank has established the Blood Donor Program for employees.
employee will be reimbursed for the•entire coat which includes All employees will receive notification of the blood programs
registration fees, lodging, meals, and transportation. Claims for approximately one month prior to the actual date. Interested
reimbursement should be made in accordance with the policies employees may at that time sign up to donate blood. Employees will
outlined in the Accounting Section of the Administrative Manual. No receive time off with pay to donate blood.personnel on donor lists will
compensatory time will accrue to the employee while attending or be given time off with supervisory permission when called.
traveling to a workshop, seminar, conference or other educational RlIMBURSlMlNT FOR JOB INTERVIEW EXPlNSlS
training program. In the event a department has insufficient bedgeted
dollars for certain seminars or conferences, the employee and
conarrment may negotiate a sharing of costs of the seminar or Travel and overnight lodging expenses may be paid for applicants
conference It agreeable to both the employee and Department identified for certain job Interviews.Travel must be from outside a 100
ofmile radius of Greeley, Colorado. Prior approval of the Director of
Head/Electedb the O employee is Attendance is the by employee the and Depa if cost
sharing by is agreed to and Department Financehe and a ibaon is required.The only positions authorized
Head/Elected Official - ' -. for the above reimbursement are:
REGI ION AND LICENSING Director of Health Services
If an employee's job requires licensure,certification or registration,the Director of Planning Services
employee is responsible for obtaining it, keeping It valid, and Director of Finance and Administration
presenting It to the County when requested.Associated costs are the Director of Personnel
employees responsibility. Should such required license or Director of Information Services
Director of Communications
registration expire, it will be necessary to reassign or suspend the Director of Ambulance Services
employee from duty until it is renewed as required by law. Director of Library
Director of Human Resources
REI County Attorney
With prior approval from the Department Head Interstate travel and Undersheriff
County Engineer
other expenses for official County business will be reimbursed Director of Social Services
as follows: Comptroller
MILEAGE A Additional Positions:Additional positions may be added on a one
T
time basis with approval from the Board of County Commissioners.
To be reimbursed at the rate established by Board Resolution (20
cents/miles. Travel between work and residence is not reimbursed. B. Interview Expenses: All cost for interview travel will come from
Interstate travel by privately owned vehicle will be paid at the the budget of the department with the position vacancy.No additional
established reimbursement rate not to exceed the cost of any public funds will be allocated for this purpose.
transportation to the same destination. 'LYOVIMG EXPENSES
. � -
PARKING The Board of County Commissioners will approve moving expenses for
Fees and tolls at actual expense when away from home office. Department Heads,-Chief Deputies, and Undersheriff only on a case-
by-case basis.
LODGING OUTSIDE EMPLOYMENT
At actual and necessary expense.
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
At actual and necessary expense as approved by the Board of approved by the Department head/Elected Official. EXCEPTIONS:
Commissioners. When prohibited by the County Home Rule Charter or by Resolution of
the Board of Commissioners.
TRANSPORTATION /DRESS
Bus, train or air transportation at actual expense for whichever is
available and moat practical. Each employee should choose the proper attire for his or her specific
-Receipts must be submitted and vouchered by the Department lob. lCertain areas ould of the hty have specific safety requirements.he/s Ay
em. erta should check with county
his/her safety
r has any
Head/Elected Official to reimburse expenses. concerns regarding proper attire for the job.A supervisor can request
- proper appearance/attire of the employee.
Externally funded programs and staff shall be required to meet any
and all Federal, State or other requirements for travel, meetings, USE OF PRIVATE AUTO
training, lodging, meals and other costs when these issues are not
-, specifically addressed In the Weld County Personnel Policies. Some positions require,as a condition of employment-Me use-of the
employee's vehicle in conducting assigned duties. Employees will be
OUT OF STATE TRAINING TRIPS reimbursed mileage in accordance with the policy stated In the
If requested in the yearly budget,each department shall be allowed no occur Administrative Manual.The County is not liable for damage which may
• occur to your vehicle while on County business.
more than 2 overnight out of state training trips. Each person attending a training meeting constitutes one trip. The person or PERSONNEL RECORDS AND INFORMATION
persons,attending training meetings shall be designated by the
Department Head/Elected Official The Personnel Department is the custodian of all official
personnel/payroll records for current and past employees of Weld
Out of state overnight training tripe,for which costs are reimbursed by County.The employee's file in Personnel will be the official file for all
grant or stipend,shall be exempted from this trip restriction during the legal actions, employment reference, or any other official.Inquiries.
budget year by approval of the Board of County Commissioners at one Colorado law requires that the flies be restricted from access by
of Its regularly scheduled meetings or any special meeting of said anyone other than an individual who has a direct interest, Le. the
Board, on a case by case basis. employee or his supervisor(s).-Each employee has access to his/her
County Commissioners are allowed one overnight out of state training own records. The employee may authorize a third party access to
trip per Commissioner per year for a maximum of 6 trips per year for whhis/her record with written what
t Items can be signed by the released.
eele
the Board of County Commissioners. - Witihout additional signed authorization Weld Countyawill only ofirm
A$25 per diem, if desired,will be paid in advance of all out of state employment and length of employment with Weld County. Inquiries
trips to cover expenses for meals, car rentals, taxi fare, and parking evaluation
fry l prospective ememployee,
ofs will_hb the answered d based on the final
ethl r information the nmwill n,notwhich i employee without
should have copy.
fees. Other will be provided without the employees
permission.
Lodging, air fare and registration fees will be paid in total through
receipts turned into the Accounting Department, unless prepaid by a Changes in personal data(d.g. marital status, number of dependents,
County warrant. Mileage shall be paid round trip by air coach or by address, telephone number, benefit coverage) affect the-emplo ee's
automobile calculated at the statutory rate, whichever Is cheaper. pay m employee
or Elected OffIciaVDepartment Head is report appropriate changes as soon as possible.At least-annuallyan
If the county employee employee should check his/her personnel records to Insure-that they
accompanied by their spouse, they will be responsible for the are accurate. -
expenses of the spouse. 'to'
c CONFLICT OF I - 'ar '
Receipts must be submitted and vouchered by the Department _ •:nai.-
Head/Elected Official for expense reimbursement Per Section 16.9 of the Weld County Home Rule Charte/Xao County
MISCELLANEOUS POLICIES • interest pin any of an enterpriseorntorgganizationrdongi businesee s wth ave CGNFIDlMTIAL I TION 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
Because of the nature of County business, employees,may nave nemployee's otydepartment reChe has no direct cont of an.act nor oitrd, or
access to information of a confidential nature.This Information should with any such enterprise or organization. Specific:business-transaction nga
not be discussed except with authorized personnel. If any situation
arises concerning confidential Information which an employee has a A No employee of the Central P organization leg Divlslon shell`_have any
question, the employee rdisclosure should discuss with hiformati n isor Interest in any enterprise or doing businesewith Weld
i the cour. Misuse ur ymloy ef t confidential old in p obtained legal
county.
i the course of discharge
employment Including. result iein personal at legal
course and un e Documents, edea oper d in Weld
B.Neither the Treasurer nor employees of the Tretution ewffbe shall
course-of County employment are the exclusive property of Weld have any proprietary interest in any financial institution Innwhich the
County and are not to f used for personal use or retained in the County maintains deposits.
permanent possession of an employee.
SOLICITATIOYS In the event a question arises as to possible conflict of:interest
between any County officer, member of an appointed board, or
Except as where otherwise specifically authorized by the County, employee, and any enterprise or organization'doing,business with
solicitations on County premises are subject to the following rules: Weld County;the question will be presented to the County Council for
review, Inves.tlgation, decision and resolution. The judgment and
decision of the Council shall be considered final and shall be made a
A business,Solic no mat by shahbe Employees: Because of the i disruption ationshall to matter of public record.
no materials shall be distributed to and no solicitation
be made of any employee In any public area within the premises.Any PAY
solicitation must be confined to non-work and non-public areas and
during non-working time. ' - INTRODUCTION
B.Solicitations by Non-Employees:Non-employees may not solicit
on the County premises for any reason whatsoever.
COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS ' . '.
Weld County encourages Its employees to participate in worthwhile
community activities.However,the County believes that an employee's
decision to support a charitable agency, cause, or other appeal is a
private one and should in no way be influenced by an employee's
position within the County. •
The use of County stationery for direct solicitation of employees
implies support by the County and may be viewed by some employees
as coercive.
The only appeal which has County approval and for which County
stationery may be used for soliciting other County employees is the
United Way Campaign of Weld County.
When this occurs,the Department Head/elected official will submit the
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 approval.justifia.on isto Personnel must hire document the fact that level and request
performed. Department heads, chief deputies of Elected Officials, the ining This request warrants the fact the commitment
• undersheriff, and hourly employees do not participate in pay-for- totraining and other e thlan the h entry the higher pay adl.No anmmltmant
performance as their salaries are set annually by the Board of County without hire at than mP level el.The r ice to an applicant
ot
Commissioners. written approval from Personnel.The practice of hiring at other
than entry level is limited.
OBJECTIVES OF PAY-FOR•PERFORMANCE By
Promotions: When a me employ o promoted to a higher
be The system has been developed to provide equity, increase levelplaced in the eaent In the step eclassification series, he/she m nsl be productivity, competitive compensation to employees, and to provide Inreinminimum
entry % for the Inthe et Promotions will
n
management with a resource to measure and reward performance. theuclassification i series is pay
than a5%the ifidumbe the nt shall be placed
Objectives of the system include: - at the step which provides a 5% minimum increase. In all cases of a
promotion a six month promotional review period shall exist for the
A Equity:To assureyure that all eligible employees have an opportunity to promotion
-
compete for and receive the rewards of the system. 1. Employee who is promoted and the minimum 5% pay Increase
B. Productivity: To establish a system that rewards performance so places them at the entry step will,upon satisfactory completion of six
as to increase productivity. months,move to the qualified step.Upon satisfactory completion of six
(6) months at the qualified level,employee will move to the proficient
C Competitive Comp ion: To assure that em to ees' step. Movement to the three(3)year and five(5)year proficient steps
compensation is competitive within the area, p y will be in accordance with the performance steps for pay section D
and E.
D.M went Resource:To provide management with a means to
administer based on performance. 2. Employees who are promoted and due to the minimum five (5)
percent pay increase, are placed at the qualified step will, upon
PAY-FOR-PERFORMANCE CONCEPTS 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
The pay-for-performance concept Includes:
steps.
A Performance Based Compensation — To compensate employees for their performance based on established standards 3. Employee
s who are promotion,ion and, due tot the h minimum five (
percent pay t I hre threese for ) yer are placed at p proficient
level levelsI B. Prevailing Wage —To pay Individuals the;prevailing wage in the accordance
move to the r year and five to year stepcient In
job market as determined by salary-surveys.
with the normal movement these steps
system that allows for 4. Employees who are promoted and, due to the minimum five (5)
C. Upward Movement — To establish a
upward movement within it in order to reward employees for their percent pay increase for promotion, are placed at the three (3) year
performance. proficient step will move to the five (5) year proficient step in
accordance with the normal movement to this step for pay section E.
D. Downward w Move wentn It in a ta to reduce compensation bli systemthat allows
for lo
5. Employees who are promoted and, due to the minimum five(5)
non-productive employees.dowPercent pay increase for promotion, are placed at the five (5) year
proficient step will only receive annual pay adjustment after promotion.
E. Performance Appraisal — To provide a standardized tool to measure performance based on pre-determined standards. in inEcrease
rule,ues re are do outside sd and, due t the five(5)pr percent pay
e will are ive a five percent of the s (5) year increase. hey well F. Learning Curve — The amount of time spent on the job to fully step will only receive a (5) Initial pay They swl
uch.
learn the tasks required and function at a proficient level.The Pay-for- then be placed in the Grandfather category and treated as such.Performance system rcognizes a learning curve for all county Promotion during the Initial review
ons: period la authorized under the
positions, following conditi
PAY STEPS
1. That a legitimate vacancy exists. •
A.
Pay —Entry 95%rofl job— Patens with training but little or no experience. 2.That the promoted individual meets the full position qualifications.
B. Qualified Level — Persons with training and ex erience who Individuals promoted during their initial review period will begin a six
sification.Pe month review period from the effective date of promotion.Initial review
exceed the minimum requirements for the class of job rate. Pay—9T.5% status will apply until the employee's six month anniversary of hiring
when vacation accrual will be awarded and may be used.
C. Proficient Level — Persons with training plus experience in a
When a position is determined to be mis-classified and is changed to a
County department Pay — 100% of job rate.
higher classification, the incumbent must qualify for the higher level
D. 9rd year Proficient Level — Persons who have completed 3 position within one year. The incumbent will be placed at the entry
years in the same classification and have demonstrated sustained level step unless the former pay grade in the lower class is less than
satisfactory performance at the proficient or highly proficient level as 5%. In the event the entry level is less than a 5% pay increase the
recorded through he appraisal system. Pay— 102'/2% of established norcas will be placed e a step providing a e. I minimumevent increase. In
job rate. no case will a reciass thecurrent
result in a pay decrease. In the a position
is downgraded the current incumbent's salary will be frozen until the
E. 5th year Proficient Level — Persons who have completed 5 pay table of the lower classification reaches the incumbent's salary.
years in the same classification and have demonstrated sustained The incumbent will be eligible to compete for bonuses.
satisfactory performance at the proficient or highly proficient level as
A promoted employee entering the classification at higher than the
recorded through the appraisal system. Pay — 105% of job rate.
entry level due to the 5% minimum pay increase requirement will still
NOTE: The above pay steps would not correspond to time in have the promotional review period.Pay movement will be based upon
classification if the incumbent was promoted into a higher step due to the normal at movement the higher step. For e, an employee
minimum 5% increase for promotions. placed at the proficient step initially will not move to 3rd Year Level
KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM Proficient Level until he or she has been at that step for two years.
Y - - If a County employee takes a new position in a class series other than
Ka elements of the step/bonus approach include: their current series the employee will be hired at the entry level step
— Five performance levels for employees(entry, Sofheriff).
new classification. (Example: OFfice Technician to Deputy
3rd Year proficient and 5th Year p qualified,proficient, ffb
proficient)
(t.)
Optional bonus of once or twice A voluntary demotion to a lower classification in the same class series
roficient
per year based on highly by an employee will move the employee to the proficient step of the
- Department performance standards. Determination of frequency by
—
lower class, or the steps he/she held prior to promotion.
Department Head/Elected/Elected Official. Amount
Official with aminimum u
award of s determined$50.00.
PERFORMANCE STEPS FOR PAY
— Appraisals to be completed at pea-determined time frames. A Entry step:New hires and normally promoted employees will begin
at the entry step for the classification and will be paid 95% of the
•
— Bonuses restricted to 50%of department/office workforce unless established job rate.After completing the first 90 days of employment,
waiver is given by a Board of County Commission resolution. the employee will be evaluated against the established entry
ORA is given
8RIN0 standards. Upon completion of 8 months of employment,the employee
will again be evaluated but the evaluation will be against qualified
performance standards. If the employee receives a satisfactory
appraisal, he/she will move to the qualified basic assumption was that no County employees would receive 9 step and receive a 2`h%
decrease in pay due to conversion to the pay-or-performance system. Pay increase.
Therefore, upon conversion any employee whose base salary was above the job rate was allowed to retain that base salary upon B.employee
step: The qualified step is 97.5% of the job rate. The
conversion December 16, 1982. _ employee functions at the qualified level and is rated against the
The Board will addressstandards fore proficient employee. After six months at the qualified
grandfathered employees' pay adjustments level,and if the employee meets the performance or training standards
annually. Grendfathered employees will be considered and can for the qualified level, an evaluation will be submitted raising the
compete for all bonuses , individual to the proficient step. The pay will be 100%of the job rate.
MECHANICS OF THE SYSTEM C. Proficient step: The proficient step is the job rate for the
position. While at the proficient level the employee will be measured
A New Hires: New hires will begin at the entry level step for the against established proficient level standards. Evaluations will be
classification with one exception, An applicant may be hired at the completed every six months.
qualified classification if as he/she established exceeds bythethe minimum
class s standards for the and eligible for movement to this
specifications D. 9rd Year Proficient Level: To be ell
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 by a
gombinationy of performance and longevity in the classification.Pay wil•
e al IU2'h% or ire estaoiisne0 lop rata.
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. Sth Year Proficient Level: To be eligible for movement to this D. In the case where an employee does not meet the given date to
step, the employee must complete five years with the County In the submit comments to the reviewer or Department Head/Elected
same classification, except if promoted or demoted to this step, and Official, then the reviewer or Department Head/Elected Official will
•
have demonstrated performance at the proficient level or above for the process the evaluation as if the employee did not desire to submit
last two year period. Movement to this step is not automatic, but a comments for consideration. In effect, the employee has lost his/her
combination of performance and longevity in the classification,Pay will rights to furnish the comments to the reviewer. The reviewer or
be at 105% of the job rate. Department Head/Elected Official must, however, give the employee
sufficient time to prepare his/her comments. For that purpose, a 48-
Should the Department Head/Elected Official deny movement to the hour period Is the minimum time that should be allowed.
5th Year proficient step based on the employee's performance, the
employee will be eligible for consideration of movement to that step E. Upon receipt of the employee's comments, the Department
every six months thereafter based on performance. Head/Elected Official will review the evaluation, the reviewer's
comments and the employee's comments. The Department
If at any time during employment at Weld County, the employee's . Head/Elected Official will then make a•judgment with the information
performance drops below the proficient .standards of the available.
- classification/position the employee can be placed on a review period
for a minimum of 90 days and maximum of 180 days, and reduced in If the Department Head/Elected Official changes any individual rating
pay to the next lower step or a 2'h%reduction.If improvement is made section or the overall evaluation, he/she will do so by placing his/her
at the conclusion of the review period the employee can be returned initials in the proper rating box on the form and provide an explanation
to the proficient level and pay step occupied prior to the reduction. In the comments section provided. The Department Head/Elected
Official's review is the last unless he/she is the rating official;then the
Department heads, chief deputies of Elected Officials, the Commissioner Coordinator for his/her department becomes the final
Undersheriff,hourly or part time employees are not eligible for the pay review authority. Elected Officials are the final review authority for all
increases cited in paragraphs A - E above. job evaluations in their department.
TRANSITION FOR CURRENT EMPLOYEES F. Upon completion of the final review, the Department Head/Elected
Official, if they'have changed the rating, will review it with the
Persons employed as of December 16, 1982 In Weld County were employee. The employee will initial and date the form below the
transitioned into the Pay-for-Performance system according to the signature of the Department Head/Elected Official. The original copy
following: of the evaluation will be forwarded to the Personnel Department for
file.
Persons currently in the"A"step moved to the"A"or"Entry"step in
the new system. PROCESS FOR UPDATING PERFORMANCE STANDARDS
•
Persons currently in the"B"step moved to the"B"or Qualified"step All classification and position specific standards will remain constant
in the new system. 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
All persons in the "C" or above steps moved to the "C" or made to the forms,i.e.,spelling errors,etc.Changes may be submitted
"Proficient" step in the new system. and will be reviewed by Personnel along with the appropriate
supervisor. If the changes are accepted, they will be entered into the'
Persons who had completed three years with the County in the standards In July and January of each year. The system will remain
same classification moved to the"D"or"3rd Year Proficient"step and constant during evaluation intervals to assure that all individuals within
persons at the "D" step stayed at the "D" step. a classification are rated against the same standards.
Persons who had completed five years with the County in the same PAY-FOR-PERFORMANCE
classification moved to the "E" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step. Bonus awards are established to reward the top performers in the
work force. Bonuses are not to reward employees for average or
Persons on steps above "E" were grandfathered (See section on marginal jobs performed.
grandfathering.)
• The evaluation report for the bonus will utilize the highly proficient
Pay impact dates, i.e. six month, one year anniversary dates, 3rd and standards.The evaluation form provides a block to indicate the dollar
5th year proficient level dates wilt remain on schedule for evaluations. bonus amount to be rewarded to the employee.
Pay changes will taker place on the appropriate hire or job class
anniversary dates if the employee has met all other criteria for The Board of Commissioners, per the Home Rule charter, has the
advancement, including any certification requirements established for ultimate.responsibility for establishing and maintaining a system of
the position as well as the employee meeting all classification and employment policies,rules,job classification,and compensation plans.
position specific standards.
Commissioner Coordinators for each department will review the
EVALUATIONS - PURPOSE department nominations for the merit pay bonus to insure compliance
with the:Board's policy intent of the pay-for-performance program.
Evaluations are management judgments about the behavior and
effectiveness of employees. Assignments, advancements, reward, The Board of County Commissioners,as a whole,will review merit pay
discipline, utilization, and motivation all depend ultimately on bonuses of employees in the Elected Official's departments to monitor
management judgments of employee performance. The objectives of compliance with the Board's policy intent of the pay-for-performance
evaluations are: program,,
A Clarification of what is expected—that is, to develop standards of BONUS AWARDS. ELEMENTS
satisfactory performance, setting forth what quality and quantity of
cork of a given type is acceptable and adequate for pursuing the A Funding: Funds for bonus awards will be identified in department
functions of the organization. budget&The level allocated per department will be determined by the
Board Salaries for Elected Officials, chief deputies,- Department
8. Fortifying and improving employee performance — by identifying Heads, hourly personnel, volunteers, and those people not in the
strong and weak points in individual achievement, recording these as County system will not be part of the base for calculating bonus
objectively as possible, and providing constructive counsel to each amount in a given department or office. The Board as the legislative
corker. • appropriation body of the County reserves the right to determine the
specific budgetary amount granted each office or department for pay-
- " Refinement and validation of personnel techniques—serving as a for-performance bonuses annually.
check on qualification 'requirements, examinations, placement
techniques, training needs, or instances of maladjustment. B. Eligibility: To be eligible for a bonus award, an employee must
have been in full time County employment for one year, not be on
D. Establishment of an objective base for personnel actions—namely, review status, and have received an overall evaluation rating in me
'n selection for placement and promotion, In awarding salary exceeds category for proficient standards.
advancements within a given level, in making other awards, In
determining the order of retention at times of staff reduction, and in C. Prequeneyt Bonus can be awarded.once or twice a year at the
otherwise recognizing superior or inferior service. Department Head/Elected Official's discretion. Established award
dates will be June 30 to be paid July 31 and December 31 to be paid
EVALUATION PROCESS January 31 annually.
All County employees will be evaluated against established standards D. Award Amount: The amount of each award is established by the
every six months. Standards to be used are as follows: Department Head/Elected Official but will not be less than 550.00 per
person nor more than the amount allocated in the budget identified as
Standards Time Frame the bonus amount.
Entry After Completion of the first three months in the class.
Duallfied After completion of the first six months in the class. E. Distribution:Awards each year to employees eligible for the pay-
Proficient Every six months atter successful attainment for-performance program cannot exceed 50% of the total number of
of qualified step. the department's or office
the department's or office's workforce, excluding Department Heads,
Highly Proficient Standards to be used to determine chief deputies of Elected Officials,the Undersheriff,hourly or part time
bonus award. employees. Awards to management-designated employees cannot
exceed 50% of the total number of supervisors participating in the
PERFORMANCE EVALUATIONS DUE program in each department or office.
Performance evaluations are due on the following time schedules: Any Department Head or Elected Official wishing to exceed either or
both of the 50%figures annually must send written justification to the
A Three months from date of hire: All new employees, whether Board of County Commissioners. The Board, if they concur, will waive
hired at the entry or qualified level will receive a three month the 50% requirement on a one time annual basis by a formal Board
evaluation. Promoted employees and employees reclassified upward resolution setting forth the justification.
will also receive a three month evaluation. The 50% of workforce will be determined by listing the names of
No pay increases will result from satisfactory evaluations but the recipients of the bonus in June and December against the total
Department Head/Elected Official should use this evaluation process number of bonuses authorized.An employee terminated between July
o advise the employee of his/her progress during the first three and December, receiving a bonus in June will be removed from the
months. Adverse evaluations err we mree month period can result in annual list of recipients for determination of the 50% figure.
termination of the employee any time during the three month period or Department Heads/Elected Officials may want to leave some of the
extension of the review period bonus slots unused in June in order to add high performers between
July and December to the bonus list in December.
B. Six months from date of hire: All employees will receive a six PROCEDURAL STEPS FOR BONUS AWARDS
month evaluation whether they enter County employment at the entry
or qualified level. A. Eligibility: To be eligible for consideration for a bonus award,the
Based on the evaluation of the employee against pre-determined employee
standards,the Department Head/Elected Official will indicate whether 1. Must have been in County the employee will move to the next pay step. Adverse evaluations at employment for one year. `
the six month period can result in termination of the employee or 2. Not be on review status, to include
extension of the review period. promotional review status.
C. Every six months: After completion of the first six months of 3. Must have been rated against proficient standards and placed in
County employment, employees will receive evaluations every six the exceeds level on the overall appraisal category for the most recent
six months evaluation.
months.
D. Upon termination: An evaluation will be required on every B. Appraisal Process for Bonus Awards
voluntary or non-voluntary termination. This provides a competed 7_During file on each employee's performance. g June or December of each year the Personnel Department
will supply each department/office with a list of those employees
E.Special:Special evaluations can be done for praise or reprimand at eligible for bonuses and a shortened evaluation form with highly
the Department Head/Elected Official's discretion.Special abbreviated proficient standards for each eligible employee.
evaluations will be submitted for all bonus awards. 2. Department Heads/Elected Officials will complete an evaluation
F. Counseling Form: Weld County Employee Counseling Form may against highly proficient standards on each employee eligible for a
be used when counseling employees. bonus award.
• EVALUATION REVIEW/ C. Reporting process.
In the event an employee disagrees with his/her evaluation, the Department Heads/Elected Officials will indicate on a bonus award
employee has the right to appeal the evaluation to any additional report supplies by the Personnel Department those employees to
reviewer or Department Head/Elected Official. The procedure is as receive an award and the dollar amount awarded to each of those
follows: employees.
•
A When the employee disagrees with the evaluation as written,he/she D. Review & Approval Process.
will so indicate by checking the disagree box in Section x111.The rater
will then give a copy of the evaluation to the employee with a written 1. A Coordinator copy of the the report will be supplied to the Commissioner
note as to the date their comments must be turned into the reviewing Officials rc for o for review and department;
or approval before tneboard dks are issued.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 2. Shrin e ;
n. roe .e....,...... Shrink, the Cnm,,.mein.. .
PAYROLL
PAY DAY
Payday for regular County employees,including hourly employees,will OTHER DEDUCTIONS
' be the last working day of the month. If payday falls on a holiday,
employees will be paid the last regularly scheduled workday before Other payroll deductions will only be made for Board
the holiday. Pay periods are from the sixteenth(16th)of the month toapproved
the fifteenth (15th) of the following month. (Special job program deductions organizations, ofe dues,more, e employees.n.not be Deductions c foraced employee
to ofpayrollcoffee clubs, etc. will be accommodated due
employees are paid a separately nts and their pay m and paydays may to cost of processing.
vary. Therefore, participants in these programs should obtain payday
and period information from the Human Resource Division.) PROCEDURE TO CORRECT PAYROLL ERRORS
AUTOMATIC DEPOSIT When an error in pay is identified by either the Department
deposited Head/Elected Official or the employee, they will notify the,Personnel
Regular county employees'payroll checks are automatically
directly to the banking institution of the employee's choice. Deposits Department immediately so 811 the corrections can be made. It Is the
responsibility of the Personnel Department; Accounting Department,
can be to savings or checking accounts. Forms are available In the the Department Head/Elected Official and employee to review pay
Personnel Department to establish or change account routing to information monthly to to assure accuracy and to report errors Ina timely
banking institutions. A statement of monthly earning will be provided manner. Any over or underpayment must be identified to the
each employee on payday. Personnel Department for resolution. Should an error be discovered.
Department Heads/Elected Officials or employees must notify the
TIME SHEETS Personnel Department immediately so that all corrections can be
made.All overpayments discovered will result in a collection action for
Hourly employees are required to submit work-time records, the total amount. Retroactive pay will be calculated up to a maximum
accounting for all hours worked to their supervisor on the 15th and at of two pay periods prior to date of notification.
the end of each month.
SALARY POLICY
MANDATORY PAYROLL DEDUCTIONS
Federal Income Tax (FIT): The Federal Government requires Weld Weld County strives to pay competitive and equitable salaries. To
maintain this competitive position,Weld County participates in various
County to withhold a certain percentage of an employee's pay to salary surveys.Salaries are set by the Board of County Commissioners
enable the employee to pay federal taxes due each year. The after full consideration is given to:
m exemptions i hclid isa based on the on the ht of wages and W-4the - — present pay rates compared'to labor market competitors. The
number of claimed, as indicated on wages the
form. The number of exemptions claimed may be changed by the competitive job market may vary by jab classification or specific jobs.
employee as he finds necessary. Contact Personnel for any changes. -
State Income Tax(SIT):The State of Colorado requires mandatory _ — ability to pay.
deduction for state income tax. The amount taken out of an
employee's pay is based on wages and the number of exemptions — benefit and supplemental pay policies.
claimed on the W-4 form. .
— supply/demand situation for personnel needs.
Social Security Taxes (FICA): This program provides old age,
disability and survivor benefits. The amount deducted from an — supply/demand situation in the labor market.
employee's pay is based on total wages earned, and this amount is -
matched dollar-for-dollar by Weld County. All County employees — employees' expectations.
except those belonging to the Public Employee's Retirement .
Association(Health Department employees) are required to pay RCA. The salaries are established during the budget process annually to be
effective with the January pay period (December 16 - January 15).
Retirement: Weld County provides'retirement benefits for full time Salary levels of classifications once set by the Board are not adjusted
employees(except Human Resources)through P.E.R.A.or the County during the fiscal year due to budgetary impacts.
Retirement system. -
Once salary levels are adopted a pay table is distributed annually to
A P.E.R.A. -All employees of the Weld County Health Department all departments to Inform employees. All employees and the public.
are required to belong to the Public Employees Retirement have access to the pay tables for information.
Association (PERA), Employee and County contribution are as
determined by PERA through state legislation. Member employees CLASSIFICATION AND PAY PLAN
should refer to pamphlet issued by PERA for details of the plan. In accordance with,Section 4-2 of the Weld County Home Rule
B.County Retirement:All full time County employees,except those Charter the Board"'of County Commissioners have adopted a
on P.E.R.A. and employees of H.R.D., must belong to the County classification and pad'plan.The plan is the foundation of a job-oriented
Retirement Plan. The employee must contribute 5.5% of gross . areer system.,.Poalt((cm classification is the organizing of all jobs in the
earnings each month. Employee contributions are deferred from state County Into groups or classes on the basis of their duties,
and federal taxable income effective December 16 1983.The County responsibilities, end qualifiation requirements of skills, knowldges,
matches all contributions. Member employees should refer to the and abilities.Job classifications are a vital element upon which a pay
laws booklet of the id Retirement Board dCounty detailseireoment Board and the by- st comply ba ethe d 9d administered.The system allows Weld County
PY q pay for equal work" requirement.
WAGE GARNI The principal uses and advantages of the classification and pay plan is
listed as follows:
Garnishment of wages results when an unpaid creditor has taken the A Facilitating:personnel objectives:.
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 1.It Provides-a retlonal criterion for control of bay levels by making it
matters, the County is compelled by law to administer the court's possible to erne whole classes of positions with com
orders. Government levies will be treated in the same manner as ranges. mon salary
garnishments. 2. It reduces a variety of occupations and
le -
In doing so, a Personnel representative will contact the employee to proportions so that recruitment qualification requirements,
to maexamine-
explain the' details of garnishment and how it affect wages. This requlrementa examine-
explain will also prlvde counsel In exploring the possibility of ton,and selection can be made for whole cl -f positions or more
resolving the situation before turning it over to Payroll for at a time.
implementation. Employees are encouraged to resolve these matters
-privately to avoid County involvement in this mutually unpleasant 3. It expected)(ages in objective terms the content of ainst which jobs
the performance of incumbents(how well it is
v, ethos done) can be measured.
t: VOLUNTARY DEDUCTIONS 4. It furnishes job information upon which the content of orientation
Group Health Insurance: Al full-time employees receive Comore- and other in-service training can be based.
hensive Major Medical Health Insurance at the current deduction rate
for single or dependent coverage designated by the employee. 5. Although it does not of itself guarantee a good promotion and
Included in this coverage is a dental assistant plan. Employees placement policy,it supplies a systematic picture of opportunities and
wanting health insurance for all of their dependents under age 70 will position relationships, which is essential to an orderly promotion and
have a monthly payroll deduction taken from their pay at the current placement procedure.
1 rate. Group health insurance becomes effective the first day of the
month following the first full month pay period. In November of each 8.It provides a foundation for common understanding between
1 year there is an open enrollment where employees may sign up for the supervisor and employee as to the job and pay, which facilitates
t Health Insurance Program. Eligible employees and dependents may employee-management relations and helps promote work-centeredenroll for benefits without evidence of good health at this time. motivation.
Employees may elect to have premiums deferred from taxes. B. General aids to an organization:
Details of the health coverage and summary of benefits are available 1. By use of standard class titles, it establishes uniform job
in the handbook entitled, "Group Health Benefits for Covered
fi Employees and Dependents of Weld County." Copies are available terminology.
from the Personnel Department. 2. It clarifies, by requiring definition and description of duties, the
Group Life Insurance: The County provides all full-time employees placing of responsibility in each position.
h� -with under 5 years of County employment$7,000.00 of group term life,
accidental death and dismemberment insurance. For full-time County floe 3.
It I providesl an an orderly
facilitating
for translatingneeds for positions into
• employees with over 5 years of service $12,000 is provided g budgetary procedures.
Employees may purchase supplemental term insurance of $10,000, analysis
4. It provides information on job content that aids in the anal is of
' $20,000, $30,000, $40,000, or $50,000, $80,000, $70,000, $80,000,
$90,000, $100,000, as long as the amount does not exceed two(2) organization problems and procedures by bringing out points of
times their annual salary. Life insurance becomes effective the first duplication, Inconsistency, and the like in the work process.
day of the month following the first full month pay period.Employees
may purchase supplemental life insurance or their spouse and C. Particular values in the public service:
dependent children. Spouse insurance can be purchased in
increments of $5,000 to a maximum of $25,000. Dependent children 1. It assures the citizen and taxpayer that there is some logical
insurance policies are available with a maximum coverage of$5,000. services hip a between w expenditures for personal services and the
In November of each year there will be an open enrollment period 2. It offers as good a protection as has been found against
where employees may change the amount of optional life insurance or It preferment at in determination Lnahasof public u salaries political
purchased. An employee may request supplemental life insurance
coverage at any time provided he/she is qualified for the amount of
insurance. If action takes place during a period other than open POSITION/CLASSIFICATION SPECIFICATIONS
enrollment, the employee will be required to provide proof of All Weld
insurability. Employees may elect to have premiums up to a maximum - County employees are placed in a classification series that
coverage of $50,000 deferred from taxes. Identifies the position they are filling. A classification specification is
available for all positions in Weld County in the Personnel Department.
Details of the group life insurance benefits are available in the The specifications provide a broad statement of the class duties,
handbook reavailableentitled, th Personnel Insure Department.e BenefitntWeld County." Copies supervision received, supervision exercised, examples of duties,
are from the minimum qualifications, education and experience required.
Weld County Long-Term Disability Insurance: All full-time The purpose of the position audit/reclassification is to insure
employees are covered by Long-Term Disability Insurance.The policy
will pay 80% of an employee's salary. The policy becomes effective wceithiil nsistenet rtme of nta, structure
ore roe'poI I' 4'oiand provide for ual pay for equal internal
equit
ork ity
after six months of disability. New employees will be covered after required by law,and to provide consistent procedure for studying and
their first full pay period. evaluating positions in Weld County for the purpose of upgrading or
insurance Coverage While on Unpaid Status: If an downgrading those positions.Position audits or classification will only
employee on leave without pay desires to continue his/her insurance be a part of the annual budget process and will be considered
in force (Health/Life), he/she is required to pay both the County annually along with other departmental requests,except positions can
portion and the employee motion in advance for the period of the he reclassified as a part of a sunset review process. An elected
leave. 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.
Weico Credit Union: All Weld County employees are eligible to join Position audits are not meant to judge the performance of the
the Weico Credit Union,which is independent of Weld County.Details
of membership and benefits of Weico Credit Union can be obtained employee in the position.The purpose of the audit is to measure what
directly from the credit union or the Personnel Department. Credit the employee does, not how well the employee performs.
union savings and/or loan payments can be made via a payroll The Elected Official/Department Head can initiate a job audit by
deduction. submitting in writing the justification for requesting such an audit This
United Way: Voluntary deductions will be made for United Way request must be submitted along with the'budget package. The
contributions at the request of the employee. request should include the specific changes that have occurred and
the significance of these changes.
e_-,a__. o-...a..,,ve. ,,.in,. mecinnod flaunty narking facilities in the _ '
5. A description of the new programs and/or functions in the GENERAL DEFINITIONS
department that prompted the additional duties or responsibilities. If
the department has not added new programs and/or functions there Classification: A group of positions sufficiently alike in respect to
should be an explanation of why the department's current position their duties and responsibilities to justify common treatment in
classifications are not able to accomplish the same functions under selection, compensation, and qualification requirements of skills,
the current classifications. knowledges, and abilities.
6. A specification of what inequities, if any, the Elected Classification Series: Classifications in the same career path or
Official/Department Head believes may exist. career ladder, e.g., Office Technician I, II, III, IV, and Office Manager.
Upon receipt of this information a representative from the Personnel Compensatory Time: Time off given to an employee for working in
Department will conduct an inquiry into the facts related to the excess of 40 hours in one work week.
position. This may include interviews of the Elected Official/
Department Head, supervisor, and/or the employee currently in the Department Head/Elected Officials: For the purpose of this
position. An analysis and recommendation to the Board of County manual, Department Head and Elected Official are synonymous.
Commissioners will then be made.The Director of Personnel, Elected
Official/Department Head, and the Director of Finance and Disciplinary Action: Personnel actions which may include warnings,
Administration will have an opportunity to make comments and reprimands,suspension without pay,probation,demotion,or dismissal.
recommendations to the Board. The Board of County commissioners ,.
will review this material and make a decision. If any of the above Full Time Empl : Full time employees work a 40 hour week
parties disagree with the decision, they may request a work session and are paid a monthly salary, not including scheduled lunch periods,
with the Board,The decision of the Board of County Commissioners at and are eligible for County benefits. ,
the time of the budget approval is final and may not be appealed
through any means.Any approved reclassification shall be effective on to male Whenever
the male gender is-used,l.ey.he, his, him,it refers
the first day of the first payroll period of the new fiscal year and and female.
funded accordingly in the budget. Grievance Process: A mechanism developed to insure that
SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS employees have recourse from any unfair or capricious actions.
-SENIORITY Hourly Employees: Hourly employees do not receive, nor are they
eligible for, County benefits. They are paid for hours worked only.
Seniority is the precedence or priority due to length of service as a Hourly Rate:An em hourly
County employee. County seniority begins accumulatingemployee's the day anrate is determined by dividing the
employee begins employment as a full-time employee. established monthly salary by 174 hours. (174 hours is the average
number worked per month by full time employees.)
Job seniority begins accumulating the day an employee starts a new Incumbent: The employee occupying a specific position.
position classification as a full-time employee.Each time an employee Initial Review Period:The initial review
is promoted or downgraded to a new and different classification, period is the first six months
his/her job seniority starts again.In a downgrade action,the employee of employment for all new County employees.
will be given credit for time spent at the higher classification level if he
held It before promotion, as well as, time spent in the higher Job aRate: The rate of pay for the proficient level on amonthly basis
classification. foradjusted on i particular classification
annual
established by the sale survey and
Loss of Seniority: Loss of job and county seniority occuralwhen an
employee separates employment with Weld County. The only Leave Without Pay: Time away from work- approved by the
exceptions are as follows: - supervisor, without pay.
A If a former employee returns to county employment within90 days On Call: On call status is off duty time that an employee has
and has not withdrawn his/her contribution from the retirement fund stipulated to be reachable and able to report to work within a short
he/she will only lose seniority for the time they were off the county period of time.
payroll.
Overtime: Overtime is the time an employee works in excess of 40
B. If an employee is on military leave or on approved persons4 leave,. hours in one work week.
no loss of seniority will occur. _ Position: Certain duties and responsibilities which call for the time
REDUCTION IN FORCE sr tand
hrough attention
of budget ms individual;allocated to offices and departments
g the process.
Temporary or permanent reductions in fore (RIF).may be necessary Promotion Review Period: Each
because of circumstances such es workloadcchanges .programpromotion or re-classification
changes, policy decisions, or funding reductions upward carries a new six month review period.
A temporary layoff shall be so designated when it is foreseen (within Salary
Su each Salary wit comparisonofcomparable classifications
reasonable limits) that the- reduction in work force is on'a non Performed
the salary employers to assist in the
permanent basis.A permanent layoff will be defined as a reduction In for job classifications.
work force where conditions warrant and it is reasonably forseen that
the reduction Will be long lasting. voi r ^.
Seniority: The precedence or priority due to length of service as a
A layoff notice,as a result of reduction in,force,inn official,personal •County employee.
communication addressed to -the, employee.+abd:Issued by the •
Personnel Department.The employee must receive the notice at least Worker's Com tien: A.program to protect County employees
10 work days before the date of his release.The notice shall inform against total loss of income,medical and hospital expenses as a result
the employee of his/her right to review the records on which the of on-the-job accidents or occupational illness.
actions were based. Work Week:The County work week begins on Sunday and ends on
A permanent layoff shall be treated as a regular termination.Employee Saturday.
benefits will be impacted in the same manner as described for a Work Month: 174 hours Is equal employee in this manual, to a work month. •
Reduction in Force Sequenco: The sequence for a reduction in • SUBJECT INDEX
force will be on a departmental basis as follows: Page
A Temporary employees by seniority. Abandonment of Position 29
ACcrual and Compensation for Overtime 22
B. Review employees by seniority. Alcohol and Drug Abuse 36
Appearance/Dress 43
C. Full-time employees based on performance evaluations. Automatic Deposit 59
Blood Donor Program 42
D. If two or more employees have equal overallBonus Award Elements
y q performance aor Award Amount 57
evaluntion, then plo will h the determining obei factor on Distribution 57
terminations, The employee with the least job seniority will be 57
terminated first. 56
Frequency 56
When possible employees impacted by a reduction in force will be Funding 56
' assigned to another job within the county If a vacancy exists and Bonus Awards for Small Departments 58
qualification and job position are compatible with the employee.Every Breaks 24.1
effort will be made to utilize their training and qualifications plus Child Care Leave 29
seniority. The Personnel Department will make best effort to assist Classification and Pay Plan 64
employees who are affected by a reduction in force action in finding Closure of County'Operations- 29
employment. Compensation for Overtime Worked 23
Exempt Employees - 23
RESIGNATION Non-Exempt Employees 23
Time Worked 24.1
Employees are requested to notify their supervisor in writing as soon Conduct 11
as possible of their intent to resign. As a matter of professional Confidential Information 41
courtesy at least a two(2)week notice before date of resignation is a Conflict of Interest - 44
standard practice. County Stationery for Charitable Solicitations 41
Death in Immediate Family 28
Weld County Personnel Department should be the only contact for job Department Head Leave 30
references. Any reference provided by an ingividual other than Disciplinary Actions 12
Personnel will be considered a personal reference and the provider Dismissal Procedures 12
.shall assume all liability for the information provided. Educational Assistance 37
Employee FLSA Status and Work Scheduling 22
All County employees who terminate their employment for any reason Employee Grievances 13
will be scheduled to meet with the Personnel Department for an exit Employment of Relatives 9
interview and for all final actions of pay, retirement refund (County Equal Opportunity - 4
retirement plan or PERA), insurance and returning of ID card, parking Equal Employment Opportunity 8
cards, etc. Evaluation — Process 52
Evaluation — Purpose 52
Final pay checks for terminating employees will be issued the Evaluation Review/Appeal 54
afternoon of the day of the next regularly scheduled Board of County Exempt Positions 9
Commissioner meeting after the terminated employee's last day of General Definitions 70
work with the exception of those employees terminating the last seven Grendfathering 47
working days of each month, Grievance Board Hearing (Procedures 14
Exception Process: To assure an accurate payroll run, employees Burden of Proof 18
terminating during the last seven working days of each month will Conflicts of Interest...., 16
have their paycheck for the current pay period direct deposited into Decision of the Board 19
their bank account. A handwrite will be processed for sick and Postponements and Extensions 15
vacation time and for the period worked in the next pay period.(Time Presence at Hearing 14
worked after the 16th of each month.) Presiding Officer 15
Procedure and Evidence 17
An employee terminating employment from the county, for whatever Recess, Adjournment and Deliberations 19
reason, who is not vested in the retirement program, will have his Record of Hearing 19
contribution only to the County Retirement Plan returned.Because all Representation 16
refunds must be approved by the Retirement Board, the employee's Rights of Parties 16
contribution will not be returned any earlier than thirty-one(31) days Specific Procedures of the Board 18
after his/her last day of work or date of application for refund, Health and Safety 34
whichever is later,nor any later than ninety(90)days from the last day Holidays 26
of work or date of application for refund, whichever is later (NO Jobs Programs 7
EXCEPTIONS.) PERA members must apply for their PERA refund via Jury Duty 28
the State PERA Office. PERA refunds normally take ninety(90) days Key Elements — Pay for Performance 47
from date of application for refund. Leave of Absence 29
Management Rights 2
RETIREMENT Management Rights 2
Mandatory Payroll Deductions 59
An employee entitled to retirement benefits from the Retirement Plan Federal Income Tax 59
and desiring to retire must complete the following: Retirement 60
PERA 80
A At least sixty (60) days before desired retirement date, the County Retirement 60
employee must call the Accounting Office to schedule an appointment Social Security Taxes 69
to fill out required forms for retirement. When the employee calls for State Income Tax 69
the appointment, Accounting will request the following information: Meal Hours 24.
Mechanics of the System, Pay for Performance 47
1::Last work day New Hires '-47
Promotions ' 48
2. Beneficiary medical Examinations 35
•
Payhor-Performance Objectives 45
Competitive Compensation 45
Equity 46
Management Resource 45
Productivity 45
Pay SEntrtyYe s.ep 48
48
Qualified Step
Proficient Step 48
3rd Year Proficient. Step 46
46
5th Year Proficient Step
Performance Evaluations Due 53
3 Months From DAte of Hire 53
8 Months From Date of Hire 53
' Every 8 Months 53
Upon Termination 54
Special 54
Counseling Form 54
Performry ance Steps for Pay 50
Qualified Step - 50
proficient Step 50
3rd Year Proficient Step 60
.5th Year Proficient Step 50
Personal Leave Days ' 30
Personnel Records and Information 43
Political Activities 9
Position/Classification Specifications 65
Procedure 85
procedural Steps for Bonus Award 57
Appraisal Process for Bonus Awards 58
Awarding of Bonuses 58
Eligibility 7 57
— Reporting Process 58
Review & Approval Process 58
Procedure to Correct Payroll Errors • 82
Process for Updating Performance Standards 55
professional Leave 28
Promotions/Transfers 4
Purpose of Policy Manual
Recreational Activities 38
Reduction in Force 68
Sequence • 87
Re-employment
Registration & Licensing 38
Reimbursable Expenses 39
Lodging 39
Meals 39
Mileage 39
Out of State Training Tripe
Parking 39
39
Transportation 39
Reimbursement for -Job interview Expenses 42
Reporting of injuries 34
Residency 9
Resignation - 87
Retirement 68
Retreatment Rights - 9
Review Period ' 5
Salary Policy 63
Seminars and Conferences 37
Seniority •
S88
Job Seniority 66
Loss of Reninrity 88
Sexual Harassment 10
Shift Work 21
Sick Leave 31
Sick Leave Bank 31
Solicitations 41
- Suspension for Charge with Crime 19.2
Time Sheets 59
Transition for Current Employees, Pay for Performance 58
Use of Private Auto - 43
Vacancies 4
Vacation 25
Voluntary Deductions
Accidental Death and Dismemberment Insurance 82
Deferred Compensation 82
Group Health insurance 60
Group Life Insurance B1
Insurance Coverage While On Unpaid Leave Status 82
Long-Term Disability insurance 81
Parking 82
United Way 82
Welco Credit Union 82
Wage Garnishments 60
Weld County Personnel Grievance Board 19.2
Non-Grievable Items 182
• Work Week and Work•Day 20
BE
ORDAINED five days after its finalpublic notice,r
as providinanceded
shall d d
effective by Section
3-14(2) of the Weld County Home Rule Charter.
The following Ordinance No. 118-F was, on motion duly made and
seconded, adopted by the following vote on the • day of
AD., 1986. '
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
Jacqueline Johnson, Chairman
Gordon E. Lacy, Pro-Tern
Gene R. Brantner
C. W. Kirby
ATTEST:
Mary Ann Feuerstein Frank Yamaguchi
Weld County Clerk and
Recroder and
Clerk to the Board
By Mary Rein
Deputy County Clerk
APPROVED AS TO FORM:
Thomas O. David
County Attorney
First Reading: June 30, .1988
Published: July 3, 1988, in the Johnstown Breeze
' Second Reading: July 14, 1988
Published: July 17, 1988, in the Johnstown Breeze
Final Reading: July 28, 1988
Published: July 31, 1988, in the Johnstown Breeze
Effective: August 5, 1988
8 — Brloze, July ., 1888 AFFIDAVIT OF PUBLICATION
- THE JOHNSTOWN BREEZE
STATE OF COLORADO )
• .ORDINANCE NO. B&W I SS
WELD COUNTY-PERSONNEL POLICY MANUAL COUNTY OF WELD )
I, Clyde Briggs, do solemnly swear that I
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF
WELD COUNTY,COLORADO,THAT WELD COUNTY ORDINANCE NO. am publisher of The .Johnstown Breeze;
118, AS AMENDED, IS REPEALED AND REENACTED BY THE that the same is a weekly newspaper
FOLLOWING ORDINANCE: printed, in whole or in part, and published
whereas, the Board of County Commissioners of Weld County, in the County of Weld, State of Colorado,
Colorado, pursuant to Colorado Statute end the Weld County Home
Rule Charter,is vested with the authority of administering the affairs of and has a general circulation therein; that
Weld County, Colorado, and
WHEREAS,THE Board of County Commissioners has this power and said newspaper has been published
authority under the Weld County Home Rule Charter and the Colorado continuously p and uninterruptedly in said
County Home Rule Charter and the Colorado County Home Rule
Powers Act, Article 35 of Title 30, C.RS. 1973, as amended, and in County of Weld for a period of more than
specific under §30-35-201(7), C.R.S. 1973, as amended to adopt by fifty-two consecutive weeks prior to the
Ordinance, personnel policy rules.and regulations forth. County of y- p
Weld, and - first publication of the annexed legal notice
WHEREAS, the Board of County Commissioners of Weld-County
hereby finds and determines that there is a need for a comprehensive or advertisement; that said newspaper has
revision of the personnel policy,rules and regulations for Weld County been admitted to the United States mails as
- and that this Ordinance is for the benefit of the health, safety and
welfare of the people of Weld County. second-class matter under the provisions of
NOW, THEREFORE, BE IT ORDAINED by the Board of County the Act of March 3, 1879, or any
Commissioners of Weld County, Colorado, that Weld County
Ordinance 118 and all amendments thereafter, are hereby repealed amendments thereof, and that said
and reenacted by the following:
TAELE OF CONTENTS . 2 newspaper is a weekly newspaper duly
Page
PURPOSE OF POLICY MANUAL 4 qualified for publishing legal notices and
RECRUITMENT, SELECTION AND APPOINTMENT JOBS PROGRAM 7 advertisements within the meaning of the
-
, EMPLOYMENT INFORMATION 8 laws of the State of Colorado.
CONDUCT.DISCIPLINARY ACTION AND GRIEVANCE RIGHTS 11 That the annexed legal notice or advt•rtise-
HOURS OF WORK SHIFTS,SCHEDULES AND REST PERIOD 20 S
TIME OFF 25 3, ment was published in the regular and
SICK LEAVE 34 entire issue of every number of said
HEALTH AND SAFETY 37 weekly
EDUCATION AND TRAINING newspaper for the period of , consecu-
MISCELRSABLE EXPENSES 39
MISCELLANEOUS POLICIES • 41 tive insertions; and that the first
PAY 45
• PAYROLL 59 publication of said notice wa.4 in the issue o
CLASSIFICATION AND PAY PLAN 84 said newspaper dated 7"' 77 A U 1✓��
SENIORITY, REDUCTION IN FORCE AND RESIGNATION 66
GENERAL DEFINITIONS - 70 and that the last publication of said notice
'SUBJECT INDEX • was in the issue of said newspaper dated
PURPOSE OF POLICY MANUAL , A.D. 19
This manual contains the Weld County Board of Commissioners' - In,witness whereof I have here to set
Personnel Policies and Procedures as required by Section 4-28 of the my hen this 'Z� day of j.
Home Rule Charter. It is designed to be used by Department Heads,
supervisory and staff personnel, and employees in the day tO day A.D. 1( 6
administration of the County Personnel program.
These written policies Increase understandit,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 elvigibts"
each and every Department Head and superOsor to administeY these Publisher
policies in a consistent and impartial manner.
-Procedures and-practices in the field of personnel relations are
subject to modifications and further development In light of-Changes in
e the law, experience, merit principles and the County Home Rule Subscribed and sworn to before me, a
Charter. Each Department Head,supervisor,and employee can assist
in keeping our personnel program up-to-date by notifying the Notary Public in and for the Sounty of
Pe sonnet Department whenever problems are encountered or
recommended improvements identified for the administration of. the W , State of Colorapr this . ..2.. day of
personnel policies. A.U. 19 . ?..
The manual hes been wpariized dtb a igillr af_ le tyll ...� .
subject Index to enable a userstb find SpecRfc ties ou
In cased that are unique Ito a specific department or office, ..,1, -r.-r4 <'7• {f14•(.,*-n-v_
Ione sal Supplemental Passed P n _;.71MaF Notary Public.
o n ono*apfrovedd bbyy
the of Coun y"Commissioners. Supplemental policies will be
provided to department employees and will be refinanced in this
handbmk My commission expires
MANAGEMENT RIONTS
My Commissier• rpres June 14; f9R'
The contents of this .handbook are presented as a matter of
Information only. The Weld CountyEoaro of Commissioners reserves 2 5,m+(-- fa t.irnue
the right to modify, revoke, suspend,terminate, or change any or all
such plans,policies or procedures,in whole di in part,at any time,with 1' - ' • '
or without notice.The language used in this haiNlbook is not intended
to create, nor is it to be construed to constitute,a,contract between
Weld County and any one or all of its employees. s
All policies in the manual Will be administered in accordance•with
Equal Employment -Opportunity laws, the Revised Merit System
Standards and the Weld County Home Rule Charter.
- This manual supercedes-all personnel policies and manuals,
resolutions, personnel operations manuals, except for the classIfica-
tion and position specifications published prior to.this date.
RECRUITMENT, SELECTION, AND APPOINTMENT
EQUAL OPPORTUNITY
It is the policy of Weld County to ensure complete eomullance with all
provisions of Equal Employment Opportunity laws as Interpreted by
the Courts,.the Recruiting,n�l selection and advancement knowledp of employees will
be ng
open consideratioasis ofn of pquuaallity applicants for Getliand all ippointment
' PROMOTIONS/TRAMPER.
Promotions and transfers may be given to an employee for the
purpose of better utilizing the abilities of Weld County employees.
.Weld County is Interested in employee development and encourages,
all employees to prepare for advancement to higher positions.
VACANCIES -
Vacancies are advertised within the County for a period of dive (5)
consecutive work days. Promotldns and transfers from within the
County are made when appropriate andpassible. County employees
are encoutaged to apply for vacancies they are qualified for by
completing a Department Transfer Request and upStlnd a Weld-
County Employment Application. County Ammployees Who Meet the
position criteria will be selected for Intailew for tee tai All
requests for transfer should be channeled through the eWS se's
supervisor to the Department Head/Elected Official for appro 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..
consIdieration. Positions advertised in the outside market must be
ope 3₹ minimum of ten (10) consecutive workdays
Applica t a-are screened and graded by Personnel by comparing Me
appilianti qualifications to-the job paguirements. In specialized
professional fields departments may-assist in the screening process.
Appytstlone are graded and entered into the Weld County Application
Tracking System. The six most qualified applicants meeting the job
requirements are referred by Personnel to the Department Heads and
requirements are referred by Personnel to the Department
HeedwSietted Official end interview and final selection. Department
Heads: and Elected .�iciab are the only authorized appointing
officials for Weld County, this authority minnot be,delegated
Whgdda le decided ton transfer forj promote an O week )will County employee
rwgonaole amount of time(at gleast two ee wealgrel will normally be
otlat- to replace the transferring employee Vafgre the trenafer/pro-
afptiohl'i efNctNs.
Pay changes and review period of transferred or promoted employees
will be in accordance with the policies and procedures outline d in the
, Pay-for-Petformanoe section of this manual
WELD SUPPLEMENT
TO Y ROAD &LD COUNTY DEPARTMENT:
Weeeoiea
-VmsorS
within the Road and Bridge hourly eom@osant mty be filled
with viduats returning from the previous year as,long as those
I : 'former employees met-work stenderdelthepast yew and no change In
their statue Le, drivers license, etc.) has occurred.
Raines Peeled
•
Public Notices
All new employees, except law enforcement and hourly personnel,are POLITICAL ACTIVITIES •
in review status for the first six months of their employment. Upon In accordance with Section 4-2 of the-Weld County Home Rule
completion of the review period the employee will become a full-time Charter no employee shall, during working hours, engage in any
member of the County workforce. The review period for law
political activity. Any person employed with the County, except an enforcement personnel can be found in the Personnel Policy Manual
or as supplemented by departmental instructions, tl Official, who seeks election to partisan public office, shall
request a leave of absence, without pay, immediately after
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK announcement of candidacy. Any employee who takes a leave of
SHERIFF'S OFFICE: absence in order to seek election to 6 partisan public office may not
use any accumulated paid leave. Requests for a leave-of absence,
Rs'bw Period without pay, will be made through the Personnel Department and
acted upon by the Board of County Commissioners.Leave terminates
Law enforcement officers are Ina review status for the first twelve upon completion of campaign or-election.
months of their employment. Lew enforcement personnel will be
awarded 48 hours vacation at the end.of their first six months of RESIDENCY
employment and are authorized to use it.Officers may be terminated All officers and employees of Weld County, as a condition of their
without cause anytime during their review period.
employment and as a condition of their continued employment by
Re-Employment Weld County, shall be domiciled within the boundaries of the County
of Weld, provided however, that new employees of the County shall
Upon approval of the Department Head/Eleood Official, a full-time have six months from the date upon which may first report tor work In'
employee who resigned w thin one year In good standing with the which to establish domicile. Persons who were County employees on
County may be rehired. Upon re-employment, the employee shall be February 23, 1981, and of Weld County,to work on a daily basis frgooyL,
subject to all conditions of employment, empl the six(8)or twelve their domiciles outside of shall not be-required'fd'
(12) month review period,applicable to new employees,and shall start establish a residence in Weld County aka condition of their continued„
at the entry level if date of termination is thirty-one days or more prior employment. If such employee changes his place .of uir d ec
to re-employment. (Sheriffs sworn personnel should refer to subsequent to the enactment of this p011cy; he shall ti requlred,'hn
Departmental Supplement.) If date inatiol is lees than 31 days change his domicile to the County of Weld. -.,rib
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 EXEMPT POSITIONS: The following positions are exeglpt from t.
the same as they were upon termination. - provisions of these policies and the Weld County Personnel Svyatarht
. except that the Board of County Commissioners shall establish,for thi&, -
JOBS PROGRAMS exempted positions, the compensation''and benefits peskege `Ili,,,,
Weld County Is involved in a number of jobs programs. Included are: A Undersheriff. ., ris°E
A Work Study—Contracts with area schools such as Alms and UNC. B. The appointed chief deputy of the Clerk and Recorder,-Assessor,,
and Treasurer. - , a. IMA
B.Contracts for specialized services—The county enters into special contracts for some services in lieu of hiring an employee. C. All hourly employees. • ; s a`),
C. Student Intern Programs —Area schools place student interns in D. Assistant District Attorney.
County Departments. •
E. Deputies to the Coroner. '' '
.,t.
D. Employment Opportunities Delivery Services (EODS) Programs —
The Weld County Department of.Human Resources places people in F. Special Deputies or Sheriffs Poesee ,o a,., _41
various programs including in-school and summer youth, welfare
diversion, etc. SEXUAL HARASSMENT: Sexual harasantenf Include, welco•
me
sexual advances, requests for sexual•favory, and other verbal or
E. Useful Public Service — This program is limited to individuals physical behavior of a sexual nature which results In dl' minetlon In
prosecuted for driving under the influence (DUI). employment. Weld County is responsible for the behavior of Its
Participants in the above-programs are not full-time employees of supervisory, non-supervisory by s ra sment, ts I matters
Involving rdiscriminationsmetwill caused le sexual byaresamenL proven cases tof
o
Weld County and are not covered by the policies of this manual, sexual harassment will be handled by strong disciplinary action up to,.,
and:Including termination.It an employs'fs'is that semlal harassment
EMPLOYMENT INFORMATION has occurred, that employs' is entitled to use the grievance
procedures outlined in this handbook
EQUAL EMPLOYMENT OPPORTUNITY • ,
Weld County is committed to abide by all the laws pertaining to fair. CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
employment practices. All persons• having the authority to hire, CONDUCT '
discharge, transfer, or promote personnel shall support, without
reservations,a non-discriminatory policy of hiring or transferring to any _ Every county employee should be aware that they are
vacancy,any qualified applicant without regard to race,color,religion, employees and it is their duty to public
national origin, age, sex, disadvantaged status, or handicap. The serve citizens in courteous and
County will offer equal opportunity for-employment or advancement to efficient manner. An employee must maintain a standard of conduct
which is consistent with the best Interests of Weld County. Actions
all qualified applicants and employees.
considered to be but tluct and cause for disciplinary action or
Postilions will be filled with the best qualified Individuals available. discharge include but are not limited to the following:
Every effort will be made to fill vacancies by promotion from within the A Incompetence or inefficiency in county whenever competent and deserving employees are available. performance of job duties.
Employees will be considered for promotion in terms of present B.Deliberate or careless conduct endangering g
performance,specialized background,.and potential.Length of service the safety Orwell-bein
will be a factor considered only when two or more applicants possess of self, fellow employees or the public
equal qualifications. C. Negligent or willful damage or waste of public property.
Any applicant iscrim for a djob with Weld County who fediscrimination
heminati might have D. Refusal to comply with lawful orders or re
been discriminated d against,x, national for alleged n,epal ical afffiliation based ef, guletions.
race, ands rp,i or o sex, o - eri origin, political affiliation or belief, E. Insubordination.
age, handicap, or other non-melt feqq�ora during the application/job
selection process, may apoeat thiss'alleged discrimination by match-10.a F. Deliberate, offensive lan
report to the Director of Finance and''AAdministratlon of Weld County. fellow employees. 9uage or conduct toward the public or
The Director of Finance and Administration will select a disinterested
investigation officer, outside of the Personnel Department, and the G. Being under the Influence of intoxicants or non prescribed drugs.
agency involved,who will make a complete and thorough investigation p
into the alleged charge and will arrive at a conclusion with a H. Unexcused absence without bein recommendation. He/she will then turn that into the Director of g granted leave.
Finance and Administration and If there-has been Illegal discrimination I. Conviction of a serious crime
in the application or selection process, the Director of Finance and Crime). (See Suspension for Charge with
Administration is required to take immediate action to ensure that the
individual Illegally discriminated against receives proper, fair and J. Accepting bribes in the course of
impartial consideration. The alleged illegal discrimination must be employment.
reported within 10 days of notification that the applicant did not K Deliberate misstatement or a material omission In the applica'on
receive the job that he/she applied for in Weld County. The for employment 4.
investigation will be done within a ten work day period.Any action as a
result of the investigation will be taken within the next five working L. Falsifying sickness, or any other cause of absence.
days.
•
EMPLOYMENT OF RELATIVES M. Dishonesty.
In accordance with Section 4-2 of the Weld County Home Rule N. Giving preferential treatment to individuals or groups.
Charter an appointing or employing authority may not employ or O. Breach of confidentialit
request the employment of any person who is related to him/her as y.
spouse, parent, child, brother, sister or in-law. A supervisor may not
, An employee observing misconduct should re
have a relative as defined above placed under him/her for supervision. immediately to his/her Department Head/Elected Official.c�The
IGHTS Department Heatl/Elected Official is required to investigate the Incident and report the results to the Board of County Commissioners.
When a chief deputy to an Elected Official or the Undersheriff is If misconduct did occur appropriate disciplinary action will be taken.II
selected from the current work force and from a position covered by the Department Head/Elected Official finds the reported incident was
false and done with a malicious intent he will take discipline action
the Classification System, they shall have the right to return to that against the employee reporting the incident ry
position within the first 6 months of'appointment.
DISCIPLINARY ACTIONS 3. PRESIDING OFFICER
Disciplinary actions are to be corrective in nature and intended to The Chairman of the Board shall serve as the Presiding Officer. The
provide reasonable means for correcting misconduct prior to resorting Presiding Officer shall ensure that order Is maintained and ensure that
to dismissal. Disciplinary actions include warnings, reprimands, all participants in the hearing have a reasonable opportunity to be
suspension without pay, special review period, demotion and heard and to present oral and documentary evidence. He shall be
dismissal. entitled to determine the order of procedure during the hearing and
shall have the opportunity and discretion to make all rulings on
Department Heads, Elected Officials or their designees may impose questions which pertain to matters of the conduct of the hearing and
disciplinary actions. However,Department Heads and Elected Officials to admissibility of evidence.
are responsible for disciplinary action initiated by their designees.All
County employees subject to the Personnel Policies are subject to 4. CONFLICTS OF INTEREST
disciplinary action for cause as stated above except that review, part
time, and temporary employees may be dismissed without cause. A. A Board member or alternate may request to withdraw from the
hearing if he/she believes that a personal bias may predispose his/her
At the time disciplinary actions are taken against an employee that are opinion in favor of a particular party in the case.The Presiding Officer
grievabie the Department Head/Elected Official is required to provide will grant the request for withdrawal if a Board alternate is available to
the employee a copy of the grievance section of the Personnel take the members place. If an alternate is not available, the request
Procedures Manual. shall be denied.
DISMISSAL PROCEDURES B. Upon a timely and good faith objection to any personal bias of
any Board member or alternate, the Presiding Officer shall forthwith
Dismissal should be considered only alter all attempts at progressive rule upon the objection as part of the record in the case and shall take
discipline (e.g., verbal counseling, written counseling, suspension, any actions he deems appropriate in order to alleviate the personal
special review period, etc.) fail. The exceptions to progressive bias, if so found. Any possible objection to personal bias shall be
discipline are incidents of severe misconduct. No dismissal shall be
made unless and until the employee is given a pre-dismissal hearing. deemed ed by yd if not made in good faith and in a timely should manner as
order
determinedorthe Presiding withdraw
If a Presidinghearing Officer case, rd
Notification of charges shall be prepared and presented to the er member alternate lable, to take
from fththe ai Board
employee. This statement of charges must include the cause(s) for alternate, if available,shall take the place of the member or alternate
possible dismissal and must include the time, date, and place of the who has withdrawn,
scheduled pre-dismissal hearing. This procedure applies to full time
employees only. 5. REPRESENTATION
The pre dismissal hearing shall be scheduled the next working day The grieving employee shall be entitled to be accompanied and
represented at the hearing by an attorney or any other
after the receipt of notification of charges. The employee will beperson of
his/her choice. The responding Department Head, Elected Official, or placed on administrative leave with pay until a determination of
dismissal or retention is made. other supervisor shall also be entitled to have an attorney
representing him/her at the hearing.
Attendance at the pre-dismissal hearing is limited to the Elected 6. RIGHTS OF PARTIES
Official/Department Head, the immediate supervisor, the employee
being considered for dismissal, and a representative of the Personnel A. At the hearing, parties shall have the right to:Department. If the employee is represented by legal counsel, the each of the g
Elected Official/Department Head may also have legal representation. 1) Call and examine witnesses.
The employee shall have the right to make statements to the Elected 2) Introduce exhibits.
Official/Department Head which may rebut the charges stated in the
notification of cause(s) for potential dismissal. This rebuttal may be 3) Cross-examine any witnesses on any matter relevant to the
presented orally or in writing The pre-dismissal hearing shall not be issues,
considered to be a lull evidentiary hearing.
After receiving said rebuttal, and any other appropriate testimony or 4) Impeach any-witness.
input, the Elected Official/Department Head shall,within one working 5) Rebut any evidence.
day, render a determination as to whether the employee shall or shall
not be dismissed. If the Elected Official/Department Head decides to B. If the grieving employee does not testify in his/her own behalf,
dismiss the employee, then notification will be provided to the he/she may be called and examined as if under cross-examination.
employee under separate letter. The notification of dismissal shall
include the cause(s) which the Elected Official/Department Head 7. PROCEDURE AND EVIDENCE
determined at the pre-dismissal hearing to justify dismissal.
A.The hearing shall be conducted informally and not subject to strict
If the Elected Official/Department Head determines that the employee judicial or technical rules of procedure.A wide latitude in the manner
shall be retained, the Elected Official/Department Head may then of presenting the respective positions should be afforded the parties.
elect to impose upon the employee any disciplinary measures short of Evidence presented at the hearing may include the following:
dismissal.
1) Oral testimony of witnesses.
If the employee is dismissed pursuant to these procedures, he may
exercise his right to grieve such dismissal without the necessity of 2) Briefs, memoranda, or other related information.
complying with Steps A'C of the "Employee Grievances."
3) Any material contained in the personnel files regarding the
EMPLOYEE GRIEVANCES employee involved.
An employee who feels that the policies set forth in this manual are 4) Any other relevant material.
not being properly applied,or has any disciplinary action taken against
him/her that results In termination, demotion, and/or loss in pay. is _. B. Each party shall, prior to or during the hearing, be entitled to
encouraged to have his/her grievance reviewed submit memoranda concerning any matters being considered by the
Board. Such memoranda shall become a part of the hearing record.
The employee grievance procedure is as follows:
C. The Board may receive and consider evidence not admissible
A.All grievances must first be presented to the employee's immediate under the standard rules of evidence, if such evidence possesses
supervisor who will give the employee a response within two (2) probative value commonly acceptable by reasonable and prudent men
working days of the presentation of the grievance. in the conduct of their affairs.
B. If the employee is not satisfied with the supervisor's answer to D. The Presiding Officer may exclude unduly repetitious evidence.
his/her grievance,he/she may,within five(5)working days of receiving
the supervisor's answer, but not to exceed fifteen (15) days from the E. Objections to evidentiary offers may be made and shall be noted
date of the Incident which is the subject matter of the grievance, in the record.
appeal the supervisor's answer to the.Department Head or Elected
Official. Such an appeal should be presented in writing, stating the 6. SPECIFIC PROCEDURES OF THE BOARD
nature of the grievance and the reasons for believing the employee's
position to be correct. The Department Head or Elected Official shall A. Call the Board to order and take roll.
give his/her written answer within five (5) working days of the
presentation of the grievance.Failure to submit a written appeal as set B. Announce the matter to be heard. Determine whether all parties
forth above to the Department Head or Elected Official within fifteen involved in the matter to be heard are present and that all such
(15) days of the incident which is the subject matter of the grievance " persons are ready to proceed.
shall constitute a stale grievance and waiver of grievance rights for the
•
Incident. C. Call the aggrieved employee to proceed with his case.
C. If the employee disagrees with the Department Head or Elected • 1) He/she may give a short statement of his case, summarizing
Official's answer, he/she may file a formal written grievance to the his/her position.
Weld County Personnel Grievance Board via the Weld County
Personnel Department within seven(7) working days of receiving the 2) He/she may present witnesses on direct examination. The
Department Head or Elected Official's written response.The employee witnesses will each then be subject to cross-examination by the other
will prepare a written grievance that clearly states his/her side of the . party and may be questioned by the Board. The employee may then
case. The written grievance must Include the specific reasons for question his witness on any new matters brought up on cross-
appealing the action, the specific facts as they are known to the examination.
employee, any documentation to substantiate the facts, and a
summary of the answer(s) of the supervisor and Department Head or 3) He/she may introduce exhibits,
Elected Official.
D. After the grieving employee has presented his/her case in chief,
D. The Weld County Personnel Director.will attempt to mediate the the other party is caed to proceed and he/she shall present his/her
difference. If mediation fails, the Weld County Personnel Director has case in the same manner as the employee.
ten (10) working days from receipt of the written grievance to set a
grievance board hearing date and to notify the employee and E.The employee may then rebut any matter brought out In the other
Department Head or Elected Official of said hearing date. party's case.
E. Weld County Personnel Grievance Board Hearing Procedures: F. The Board members may examine any witnesses, call any
additional witnesses for examination, and request the submission of
1. PRESENCE AT HEARING. any exhibits.
A Presenco of Employes Involved.Under no circumstances shall a 9. BURDEN OF PROOF
`hearing be conducted without the personal presence of the employee The employee who requested the hearing will have the burden of
who requested the hearing. However,an employee who fails to appear proving his/her position by clear and convincing evidence."Clear and
at such hearing,without good cause as determined by the Board,shall convincing evidence" is defined as that evidence which la stronger
be deemed to have waived his right to a hearing. than a"preponderance of the evidence"and which is highly probable
B. Persons in Attendance. The and free from serious doubt Colorado Jury Instructions 2d, Section
grieving party, plus one 3:2. "Preponderance of the evidence" Is defined as that evidence
"representative, the responding Department Head or Elected Official, which is most convincing and satisfying in the controversy between
plus one representative, the recorder, the Board legal advisor, the the parties, regardless of which party may have produced such
Board members, and any witnesses, while giving testimony, are the evidence. Colorado Jury Instructions 2d, Section 3:1(4).
only persons allowed to be present at such hearings.
C.Fewer than All Board Members In A If fewer 10. RECORD OF HEARING
than all seven(7) Grievance Board members are in attendance at the A record of the hearing shall be kept that is of sufficient accuracy to
hearing, either the employee or the Department Head or Elected permit an Informed and valid judgment to be made by any person that
Official may object to the hearing of the matter at that time and may may later be called uoon to review the record and render a
request a postponement of the hearing until a time at which seven(7) recommendation or decisron in the matter. The Board shall select a
Board members would be present.After such an objection and request method to be used 6,r. making the record and this maw be
are made,the Presiding Officer shall forthwith declare that the hearing
is postponed until a time when the missing Board member(s)or Board alternate(s) are present.
'an'i«xiq v.,,reeN .2
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 showing of good cause and is at the sole discretion of the
Presiding Officer.
accomplished by use of a court reporter, or electronic recording unit, HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND
or detailed transcription or by taking detailed minutes. If the Board REST PERIODS
selects a method other than a court.reporter and the employee
requests that a court reporter be used, then the employee shall pay WORK WEEK AND WORK.MAY:
• the costs of the use of the court reporter.
II. RECESS, ADJOURNMENT, AND DELIBERATIONS Allfull time county employees will normally work a 40 hour week.
Proper scheduling may require employees to work more(or less)than
The Board may,at Its discretion,recess the hearing and reconvene the 8 hours in one day in order for a department to be more cost effective
same for the convenience of the parties or for the purpose of and to better serve the public.Normal hours are 8:00 am.to 5:00 p.m.,
obtaining new or additional evidence or consultation. Upon the Monday through Friday; however,the hours may vary depending upon
conclusion of the presentation of oral and written evidence, the department needs.The normal work week begins at 001 Sunday and
hearing shall be declared closed by the Presiding Officer.The Board runs through 2400 on Saturday. Departments have the option of
shall thereupon at a time convenient to itself,conduct Its deliberations establishing their own work week to fit their needs.'Misinformation
outside the presence of the parties. Upon conclusion of its will be provided to Personnel and Accounting.County employees are
deliberations, the hearing shall be declared finally adjourned,and the to report to assigned work sites in order to begin work at designated .
Board shall make its decision In accordance with the procedures starting times
stated in paragraph 12 below. SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
12. DECISION OF THE BOARD AMBULANCE SERVICE: .
A. The Board's decision shall be made as follows: Work Week and Work Day
1) The Presiding Officer shall ask for a motion to grant all or a The normal work day for paramedics and EMTs will be 24 hours.Their
portion of the grievance in favor of the grieving employee. If such a schedule Is as follows: day on, day off, day on, day off, day on,four
motion is made, the Presiding Officer shall then ask for a roll call vote days off.
and shall ask that each Board member or alternate hearing the case Normal hours used to calculate hourly rate will be 244 hours—this
give a reason for his/her vote. will.necessitate an adjustment In accrual rates for sick and vacation to
2) If no motion to grant the grievance in favor of the grieving 1.5 of actual accrual, e.g., eight (8) hours sick accrual will become
employee is heard by the Presiding Officer, he shall declare that the twelve (12) hpurs per month. Vacation will go likewise,
grievance is denied and that the Department Head or Elected Official's
decision is upheld. The Presiding Officer shall then ask each Board Hourly Rate =--Monthly Salary
member or alternate to state into the record his/her reason for _ 244 Normal Hours '
denying the grievance. SUPPLEMEN?,.TO THE WELD COUNTY EMPLOYEE HANDBOOK
3) The majority vote of those members and alternates hearing the SHERIFF'S OFFICE - '
case is necessary for the passage of any motion.A tie vote shall act as
a denial of the motion.
Work Week and Work Day
•
B. Within five working days after the final adjournment of the Jell Department — 8 day cycle: 4 12-hour days on/4 days off
hearing, the Board shall make a written report of its decision in the
matter and submit the same to the employee and Department Head or 2 shifts, 0800-2000 and 2000-0800 hours
Elected Official Field cycle: 10-hour
G.The employee and Department Head or Elected Official will,within 3 shifts,0800-1800, 1700-0300:and 2200-08O0 h on/3 off
five(5)working days,submit in writing to the Personnel Director either
an acceptance or nonacceptance of the Personnel Grievance Board's Admin. Department — 7 day cycle: 5 8-hour days on/2 days off
decision. If nonacceptance, such writing shall include the reason for
nonacceptance and any additional information or facts that bear on 2 shifts, 0800-1700 and 1600-2400 hours
the case. Failure to respond within five (5) working days shall
constitute acceptance. Records — 5 shifts, 0700-1500, 1500-2300, 2300-0700,
H. The Grievance Board's Legal Advisor and the Chairman of the Relief shifts, 1900-0300, 1000-1800.
Personnel Grievance Board shall, within ten (10) working days of patrol Deputies:Normal hours used to calculate hourly rate will be
receipt of nonacceptance by either side, present the case to the 174 hours.
County Commissioners for review.The County Commissioners' review
shall be In the nature of an appellate review,based upon the record of Hourly Rate = Monthly Salary
the hearing before the Personnel Grievance Board, and upon the -174 normal hours
Grievance Board's written decision. If the County Commissioners find
that the Grievance Board decision is arbitrary or capricious; in excess Correctional Officers: Normal hours used to calculate hourly rate
of the Grievance Board's jurisdiction,authority,purpos is,or limitations will be 174 hours.
as defined by Ordinance 118, as amended, and the procedures
outlined in the Weld County Administrative Manual;or unsupported by Hourly Rate = Monthly Salary
substantial evidence when the record is considered as a whole; then 174 normal hours
the County Commissioners may either reverse or modify the Personnel '
Grievance Board's decision. The Commissioners may also remand the SHIFT WORK: -
matter for consideration of any additional information or facts that
bear upon the case,as set forth in the writing described In paragraph Some departments are required to remain open 24 hours per day,7
F. above. All parties will be notified of the review decision, in writing, days per week the Sheriffs Office, Ambulance, Computer Services,
within five(5)working days after the review is completed.The decision' Buildings and Grounds, and Communications. Employees in those
by the County Commissioners is final. departments will be required to work the established shift during a 24
WELD COUNTY PERSONNEL GRIEVANCE BOARD to workrkrmmore than In an emergency
one eshiftsIn a ion 24an hour pert may be required
The Personnel Grievance Board is appointed by the Weld County SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
Board of County Commissioners and is composed of seven (7)voting SHERIFF'S OFFICE
members and two(2)alternates.The County Attorney or his designee
shall act as the legal advisor to the Board. The seven (7) voting shift Work
members consist of four (4) non-management employees, two 2)
Department Heads or Elected Officials, and one (1) from middle All units of the Sheriff's Office work some shift work with the
management. The two (2) alternates consist of one (1) from middle exception of the secretarial pool.
management and one (1) non-management employee. The three (3)
management members end gnp.(1) management alternate are to be ON CALL STATUS:
selected by the Board of County Commissioners,serving a term of two
(2) years, with no more than two (2) members' terms expiring In any To provide necessary-county services, various departments, as a
one(1)year.The four(4)employee members are to be elected by theIf
employees as follows: One (1) from Health, Human Resources, and condition of employment, require employees to be on cell.
Ambulance; one (1) from Road and Bridge, and two (2) from the compensation is required under the Federal Fair Labor Standards Act
Centennial Center Complex. The one (1) non-management employee (FLSA), appropriate compensation methods will be developed, et the
alternate is to be elected at-large from all departments by the request of the elected official/tlepartment head, bytar the Personnel
employees. The term of office for the four(4) employee members is Department and will be submitted to the Board approval.
two (2) years, with no more than two (2) members' terms expiring in EMPLOYEE FLSA STATUS AND WORK SCHEDULING:
any one year. The term of the one (1) non-management employee
alternate is two(2)years. Members and alternates may serve no more All Weld County employees will be classified in accordance with the
' than two(2)consecutive terms.The Chairman of Personnel Grievance Fair Labor Standards Act as exempt or non-exempt from the overtime
Board shall be appointed by the Weld County Board of Countyprovisions . Consult Personnel of the Act as to the FLSA status of
Commissioners and shall serve the length of his/her current term as a
Board member. employees. Each department head/elected official shall prepare a
schedule designating the hours each employee In his department
Non-Grlevable: Employees cannot grieve a county policy that has shall work as well as the established work week for the department.
been adopted by the Board of County Commissioners,even if they feel Work by an employee at times other than those scheduled shall in
be
it is an unjust policy.The County's policies are addressed and adopted
caseairof in unforeseen advanc eme ergency,the department
ebe ntahead/ed by the official or,
In public meetings In the form of a County resolution or Ordinance.All head/elected official after the emergency work is performed.
employees are encouraged to attend public meetings, on their own
time,that involve them as taxpayers and employees,in order to voice ACCRUAL AND COMPENSATION FOR OVERTIME:
their opinions.
SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME With the exception of the Sheriffs Department and Ambulance
Services Department, all non-exempt employees who work more than
In the event an employee is formally charged or indicted for the 40 hours in their established work week will be compensated at one
commission of a crime,the County may suspend such employee,with god ces noone-half their pt normal
or allprat employees e. arecoveredff s under rtment anpubl cd is safety
ulance
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 employee criteria exemptions of the FLSA and contained indepartmental supplements.
immediately suspend such employee without pay until his conviction
shall become final and he has exhausted,or by failure to assert them, A All overtime will be approved by the department head/elected
has waived all rights to a new trial and all rights of appeal.At the time official in advance, except in emergency situations. No non-exempt
such employee's conviction is final,the employee will be guilty
terminated.A employee shall receive compensation for overtime unless such
deferred judgement and sentence upon a plea of guilty or nolo overtime has been approved in writing by the department
contendre shall be deemed to be a final conviction at the time the head/elected official as set forth above.
employee enters the plea and such plea is accepted by the Court.
B. All non-exempt employees are required to complete a time
Should the employee who is suspended by the County,as provided in accounting sheet for each pay period.Pay cycles may vary but county
this section, be found not guilty in a state or federal court, either on pay periods will remain the 18th of the month thru the 15th of the
appeal, original trial, or new trial, the County shall forthwith reinstate next month, payable on the last working day of the month. Time
such employee and he shall receive his backpay, unless,during such accounting sheets will be submitted to Personnel for review prior to
peliodyee resigned,suspension h shall recemployeeeive ba resigned.
a i gned u In
to the date event
o ahin
being submitted to accounting for filing.The time accounting sheet Is
resignation and he shall not be reinstated unless otherwise provided novat a pay document Any exception to normal pay,a e.g.,overtime,, tc., w sick,
in these personnel policies. annotated on military,irregular timorkers e compensation,
nandreattachedVeto the Iltime
For the purposes of this section,"crime shall be defined as a felony Accountings will t beTretai retained fore time accounting thee ears periiod.submittad to
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 or traffic offenses.
COMPENSATION FOR OVERTIME WORKED PROFESSIONAL LEAVE
A Exempt Employees. Exempt employees, as classified in
accordance with the Fair Labor Standards Act, receive absolutely no Upon ea approval of the Department Head/Elected Official, a full time
overtime. Weld County does not accept any responsibility to pay employee may be granted professional leave to attend professional
exempt employees for hours worked in excess of fourty(40)during an and technical conferences, meetings, and training that pertain to an
employee's current or expected duties. No more than the actual time
established work week needed, plus travel time, will be granted under professional leave.
roesoB.Non-Exempt Employees. Non-exempt employees,as classified in guperv9sonal leave must be arranged In advance with the employee's
accordance with the Fair Labor Standards Act,accrue overtime at the
r.
rate of 1-'h times for all time worked over forty(40) hours in a normal
work week.Non-exempt employees may be compensated for overtime MILITARY LEAVE
worked as follows: Any officer or employee who is a member of the national guard or
1. Compensatory Time. Compensatory time may be accumulated reserve forces under state or federal law shall be given up to 15 days
up to eighty (80) hours prior to any monetary payment for overtime annual military leave without loss of seniority, pay, status, efficiency
being made. Supervisors are encouraged to reduce compensatory rating, vacation, sick leave or other benefits for all of the time he or
time earned in a pay period by allowing the employee to use it.Any she la engaged In'In'training or service ordered by the appropriate
compensatory time used is at the discretion of the Elected militamilitary authori t y. lithe employee or officer Is required to continue In
Official/Department Head and must be scheduled so as not to military yond the time for which leave with pay is allowed,he
Interfere with normal departmental workload. Upon termination of shall be entitled to leave without pay until he shall be reinstated
employment,any compensatory lime not used(up to eighty(80)hours) following active service in time of war or emergency This policy shall
be in accordance with Sections 28-3-601 and 803,CRS,1973.Copies
for a non-exempt employee will be paid. of Orders should be submitted to the Department Head/Elected
2. Overtime Payment. All overtime earned by non-exempt Official and Personnel two weeks prior to beginning of leave.
employees will be paid if the accumulated compensatory time off
exceeds eighty (80) hours at the end of a pay period. Example: it at MILITARY LEAVE AND REINSTATEMENT
the end of a pay period Employee "X" has eighty-two (82) hours Weld
accumulated compensatory time, Employee "XXp" will be paid two (2) County compiles with all sections of Title 38 U.S.Code,Chapter
Time Accounting Sheet compensatory
the time
'liii ime documented Sueet on the 43 Veteran
rnn Reemployment mn Rights. For detailed information, contact
SUPPLEMENT
TO THE SERVICE WELD COUNTY EMPLOYEE HANDBOOK MEDICAL LEAVE OF ABSENCE
AMBULANCE
A request for a medical leave of absence without pay for illness,
. disabling medical condition,or disabling Injury must be supported by a
Overtime letter from the employee's physician to Include an anticipated return
In accordance with the FLSA,Ambulance personnel will be paid on a date. Medical leave can only be granted after all accruetl'eick leave
27 day schedule with a maximum of 204 hours worked.The current been used. In cases where a medical condition would hinder job
Ambulance schedule requires that 216 hours be worked in a normal performance, the physician's statement should contain an
28 day period. In the past, employees were working 24 hours and understanding and approval of the type of work or specific duties of
being paid for 16 hours. Under the new system,each hour worked will the employee. •
be counted for pay. Meal periods of one(1) hours each for breakfast,
lunch,and dinner will be taken and any uninterrupted sleep period of
five(5)hours or more will reduce hours worked.All overtime payments The Department Head must be notified In writing of the employee's
will commence after 204 hours worked in a pay period. Pay periods Intent to return to work and the date of return within two weeks of the
are from the 16th of one month to the 15th of the following month. anticipated return date physician of the employee's and confirmation the ability toperformhis/11ernormal employee's
Part-time Call in: Call in of part-time or full time employees for trips of less than eight (8) hours duration will be compensated by It is the Intent of the County to return the employee to the same job
and pay rate he/she held prior to going on medical leave. However,
awarding 1.5 hours for each hour worked. because of the nature of County business,It is not always possible to
Shift Call In:Call in of part-time or full time employees will result In hold an employee's job open during his/her leave. In those cases
paying each hour worked at the regular rate unless the hours result in where a ivacanc must be filled, the employee will be placed on a
nreferential recall l list and be called when the opening for which
overtime payments. a/she is qualified to perform Is available.
Air Life Hours: Hours worked for Air Life will be compensated at The duration of all medical leaves of absence normally shall not
the regular rate unless the hours result in overtime payments exceed 45 days unless extended due to medical circumstances
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK ends icac without a bed in service.ve absence and sick
leave will not ns while onmedical brkleave ofabsence. Medical
SHERIFF'S OFFICE leaves over 45 days will result in an adjustment of the employee's
anniversary date by the time actually taken and an adjustment of
Overtimes vacation and sick leave and other benefit accruals.
Patrol Deputies: In accordance with the FLSA, all hours worked An employee may continue his/her participation in the insurance plans
over 171 in a 28 day period will be compensated at the rate of one. during medical leave if he/she elects to do so.In this case,all benefits
and one-half times the normal rate. of each plan will continue as if the employee was working, provided
that the employee makes prior arrangements to remit the required
Correctional Officers:'In accordance with the FLSA all hours contributions in advance of the period of coverage. An employee
worked over forty-nine(49)in an eight day period will be compensated should discuss benefit coverage with personnel prior to departing on
at the rate of one and one-half times the normal rate leave.
Correctional Oftleers/Deputieel In accordance with the FLSA.all Use of vacation in conjunction with medical leave wilt be at the
discretion of the employee if approved by the Department
hours worked over forty-three (43) in a seven day period will be Head/Elected Official. Requests for additional time off not due to
compensated at the rate of one and one-half times the normal rate. medical reasons will be treated as leave without pay according to the
procedures of this manual.
TIME WORKED:
DEATH IN IMMEDIATE FAMILY. Leave of absence with pay
All time worked for non-exempt employees will be recorded and paid because of death in the Immediate family of a person in the County
in accordance with the Fair Labor Standards Act.Questions regarding service may be granted full-time employees by the Department
work time and the Fair Labor Standards Act should be addressed to Head/Elected Official for a period not to exceed three days.
Personnel. Entitlement to leave of absence under this section shall be in addition
to any other entitlement for sick leave,emergency leave,or any other
Any paid time not actually worked should not be counted for overtime leave. For purposes of this section"immediate family" means mother,
compensation purposes, e.g., sick, vacation, holidays, personal leave stepmother, father, stepfather, husband, wife, son, stepson, daughter,
days, etc. stepdaughter, brother, sister, mother-in-law, father-in-law, grand-
parents, foster parent, foster child, or any other person sharing the
MEAL HOURS: relationship of in loco parentis.
Employees working an 8 hour day may receive, as scheduled by the JURY DUTY
department head/elected official,30 to 60 minutes for a meal.Time of day may vary based on shift schedules and as supplemented by Full time employees required to serve as a witness or juror during
departments. Meal time not taken may not be accumulated or used at scheduled work time are entitled to paid leave.If the sum received for
the beginning or end of the day. Any break of 30 minutes or more jury duty is less than the employee's salary,the County will reimburse
duration shall not count towards time worked. the employee at full salary upon receipt of all payment given the
employee for jury duty. In order to be granted leave for jury duty the
BREAKS: employee must submit a copy of the SUMMONS and all f orms
furnished by the clerk of the court relative to the time of service.
At the supervisor's discretion, employees working 4 consecutive Mileage allowances can be retained by the employee.
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 CHILD CARE LEAVE
beginning or end of the day or in conjunction with meal hours.
TIME OFF When an employee adopts a-child and requests leave to tend the
child, the employee is not eligible for special leave, may not use sick
VACATION leave but, at the Department Head/Elected Official's discretion, may
use accrued vacation leave.
PAID VACATIONS: No annual leave is earned by temporary, part-
time, seasonal, initial review period, or hourly paid employees. LEAVE OF ABSENCE
Department and Division Heads designated by the Home Rule Charter and the Board"of Counly.Commissioners do not accrue paid vacation. With the exception of a leave of absence for political candidacy, in
Employees in the initial review period will not accrue vacation leave accordance with Section 4-2 of the Weld County Home Rule Charter,
during the Initlll review period. Upon successful completion of their employees may be entitled to a leave of absence without pay for good
Initial review period, employees will be awarded 8 hours of vacation and sufficient personal reasons after exhausting applicable paid leave.
time per month of the initial review period. Employees may begin to Each case will be considered individually. Application for leave of
take vacation leave at the completion of their initial review period. absence must be made in writing and must be approved in writing by
Vacations must be scheduled in advance with the employee's the Department Head/Elected Official before the commencement of
supervisor. Vacation shall not conflict with work requirements of the leave. Seniority will not be affected if employee returns to work as
department. Annual vacation is earned on a monthly basis as of the soon as granted- leave of absence period is over. Right of
15th of each month according to length of County service as follows: reinstatement shall terminate if the employee on leave engages in
gainful employment.
Years of County Service Hours Earned Monthly
8 hours leave
maximum leangth of such leave of absence will be 90 days.This
Under 5 leave may be entended only with approval of the Board of County
10 hours Commissioners and then only on written application giving compelling
Over 5, but under 10 reasons.
Over 10, but under 20 12 hours if an employee does not return to work on or before the agreed upon
13.33 hours date or come to an agreement with management on an extension,the
Over 20employee will be considered to have terminated his/her employment.
An employee cannot accumulate in excess of two times his/her annual ABANDONMENT OF POSITION
vacation accrual. Unused vacation will be payable upon termination of
employment. If an employee fails to call in for three consecutive days without a
reason acceptable to the County, he/she will be terminated:
Official holidays occurring during bacatlon leave are counted as
holidays, not as vacation. Illness and emergency closure days during CLOSURE OF COUNTY IONS
vacation
are
to 12 hours) will be awarded vacation at
part th
ifts
other than 8 hours (1the In the event the County closes operations for facilities due to
rate of 8-hour days. Records will be maintained on an hourly basis. Inclement weather or other emergencies, full-time employees
scheduled to work will be paid. Employees required to work during
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK such closure due to County needs shall not be paid any additional
AMBULANCE SERVICE: salary compensation or compensatory time off. An employee already
on leave of any type on a closure day shall be charged for that leave
Paid Vacations day as if County operations were normal.
Persons on shifts other than 8 hours will be awarded vacation at the- An employee unable to be in attendance due to inclement weather or
rate of 8-hour days. Records will be maintained on an hourly basis other
emergencies e nc appropriatewhenmy operations and facilities are open
shall
HOLIDAYS PERSONAL LEAVE DAYS
All full time employees working 32 hours or more per week will receive '
paid holidays. Dates will be established annually and will be published Personal leave Is a privilege granted to full time County employees.
by resolution of the Board of County Commissioners. Employees in their initial review period are not eligible.Each year,with
supervisory approval,a full time employee may convert two(2)days of
1 New Years Day sick leave Into two(2) Personal Leave Days.Personal leave days may
. �I N enPnA„Linn enA
SICK LEAVE REPORTING OF INJURIES
Sick leave is a privilege given to full time employees to be used in the
following circumstances: If an employee is injured, even slightly, or suspects he has bet
• injured,the employee must report this fact to his immediate supervis.
A.When an employee is unable to perform his/her job duties because at once.The supervisor will see the employee gets first aid or,in cat
of Illness, injury, or any other medically disabling condition, of a more serious injury, medical attention.
B. When the employee has medical, surgical, dental or optical To be eligible for worker's compensation benefits an employee mu
examinations or treatment; be examined and treated initially by the established Weld Coun
Workers Compensation primary medical care facilities.These medic
C. When an employee is required to care for an III member of the facilities will be designated under separate cover and posted in
immediate family he/she may use accumulated sick leave up to 40 work areas. An injured employee should inform the hospital that ti
hours for any one illness or injury or until accommodations for care billing for the treatment should be sumbitted to Weld County Worker
can be made. Compensation Fund. The supervisor will complete an Accide
Investigation Report and the injured employee will be required to sit
All regular full-time employees,with the exception of Department and it.The Employers First Report of Accident Form must be submitted
Personnel within 24 hours of the accident.The Accident Investigali,
Division Heads designated by the Home Rule Charter and the Board
of County Commissioners, are eligible for sick leave 30 days after Report must be submitted to the Personnel Office within 48 hou
employment. Sick leave Is accrued et 8 hours per month from date of
hire with no maximum accrual lima Accumulated sick leave is payable There ae three reasons for these regulations:
upon termination at 55 the hours of accumulated unused sick leave,
not to exceed one month's salary. No accrued sick leave will be'paid A Employees seeking medical attention for job-incurred injuries,frc
to employees who do not complete the initial review prlod.Employees doctors, other than those authorized by the County, may have
hired after January 1,1985 will no longer be paid for accumulated nick assume the cost of such treatment.
leave upon termination of employment. B. Immediate treatment may prevent complications from developir
Employees are to report their absence(s) daily directly to 'their such as infection.
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 C. Prompt reporting of the accident which produced the injury a
of absence unless the employee furnishes an acceptable explanation. enable the supervisor to make a prompt investigation. TI
Not calling In and obtaining an approved absence for'three da is investigation he/she makes might reveal a hazardous condition
considered abandonment of job and constitutes a voluntary work practice which, if not corrected, could lead to a more serio
resignation.
An employee may be required to provide a medical doctors reporttbf All County employees are covered by the State Worke
any illness for which sick leave is requested. Abuse of sick leavetbr Compensation Act. The County's self-Insured workers compenaati,
excesaibe absenteeism can result in the loss of the privilege to earn program protects all employees against total loss of income a
alck leave or in other disciplinary actions up to and including hospital expenses as a result of on-the-job accidents or occupatlor
termination. =;=n, Illness. It should be noted that Chiropractic services will not be pr
-v, unless medical referral is made by the attending physician.A full fir
SICK LEAVE BANK employee who sustains an Injury or occupational Illness wh
performing assigned duties and is incapable of performing the norn
In order to provide a no cost, short term disability program"10r function of the job, will receive regular full ielary for a period not
employees the County has established a Sick Leave Bank Prograli. exceed three days from date of injury.At the end of the third day t
full time employee will receive 68% percent of his/her normal sale
The Sick Leave Bank Is based on a voluntary contribution of eight(8) minus employee generated deductions for the period of injury lea
hours per member, per year. Members who do not contribute to the During the workers compensation leave,a full time employee does r
Bank will not have the opportunity to take advantage of the Bank accumulate sick or vacation leave. Part-time or hourly employees r
Subsequent admission to Bank participation for new members shall be paid 88%percent of their normal salary from the date of injury.Bete
allowed only on the first day of each payroll quarter following one year the injured employee Is allowed to return to work,a written release
of regular full-time employment, i.e. December 18, March 18, and required from his/her doctor stating that the employee will be able
September 18. All other eligible members who wish to join the Bank assume lull working responsibilites and duties. The injured employ
may do so during the first month of each payroll quarter. must keep the Department Head/Elected Official and Person,
Department Informed of his/her condition. Injured employees who c
A The Sick'Leave Bank was funded initially by a cooyntribution from perform less demanding job duties may be assigned other duties
slick leave,which was rd°duccted Band cedited that
to rthe Bank Individual
new with avthe ailable,
Person el the Detment partmenHead/Elected Official after conauliati
members the same contribution will be made on the first day of the
MEDICAL EXAMINATIONS
payroll quarter,following one years employment.Following enrollmer
deductions, a member has a welting period of one quarter, or ninet Medical qualifications are realistic physical standards to assure ti
(90) days, before applying for sick leave. an employee is physically.able to perform the duties required of I
B. Sick leave days in the Bank are carried over fromyear toyear an position. All employees must meet the medical standards for th
y specific position.Applicants for a position may be required to take
an additional contribution is required In January of each succeedin initial employment medical exam. An employee may be required
year while a member of the Bank Hours donated to the Sick Leav take a medical exam as a condition of continued employment if in I
Bank are not refundable. judgement of the Department Head/Elected Official, the employe
health appears to be adversely impacting his/her job performance
C.The Bank is administered by the Sick Leave Bank Governing Boar, the assigned duties could be detrimental to the health of
The Board is composed of five(5)members elected by the participant employee. The Personnel Department will schedule the medi
in the Bank and one(11 representative from Payroll and Personnel t examination as soon as possible once requested by the Departm,
serve as non-voting members. The following conditions govern th Head. An employee may-be placed on administrative paid let
granting of sick leave days from the Bank: pending the medical c�77 examination results. All employee medi
examinations 1.Application forms are available through Personnel.Applications ft county. Weld County will will receive Weld thewresults ill be paid o e r by
benefits from the Bank are made in writing to the Governing Boar vi examination and will furnish the employee a copy upon reque,
the Personnel Department. RECREATIONAL ACTIVITIaa
2. If a member is unable to make application for himself, th Weld County does not sponsor any adult recreational teams or
application may be filled out by a family member or othe activities. Any sports injuries incurred by County employees are
representative, considered outside of assigned county duties.Therefore,they are not
3. A medical doctors statement specifying the nature of illness,th covered by Workers' Compensation as job related Injuries.
dates and medical service to the member,and the date of the patient ALCOHOL AND DRUG ABUSE
expected release for return to work will be presented with th
application. In the interest of the safety to all employees and to prevent disruption
4. The applicant must submit the request form to his Departme, of the work area, It is against county policy for an employee to
Head/Elected Official for approval of time off. The Departme, consume or possess alcohol on county property.It is also against the
Head/Elected Official approval must be obtained before th policy to report to work under the influence of alcohol.
application is complete. The Department Head/Elected Official ma Illicit sale, purchase, use or possession of non-medically prescribed
attend emay the haveh with ithg lwarge
or for,that individual da bt indig gra any problem drugs by an employee on or off county property Is also against polio he a large number of sick days being granted.Applica, This applies to all forms of narcotics, depressants, stimulants, or
is entitled to be present or represented at the meeting during whic hellucinogenica whose sale, use or possession is prohibited by few.
his/her request is considered by the Bank Governing Board.
5. Bank days will not be granted until a member has used all , the only exception to this is the taking of prescribed drugs under a
his/her individual sick leave days, vacation days, and ar physician's direction. It is advised,for the employee's safety and that
compensation time he has accumulated. of others,that the employee's supervisor be Informed of the taking of
such drugs and their effect on the employee's work, so he may take
8. Not more than one hundred thirty (130) working days may t appropriate action.
granted to one member in a twelve month period. Any violation of the above rules may be grounds for disciplinary action,
7.The Sick Leave Bank Governing Borad cannot approve sick teat up to and including, termination of employment.
days to be granted to members in an amount that exceeds the numb, EDUCATION AND TRAINING
of sick leave days accumulated in the Bank If the need exists, th
Board has the option to assess a contribution of eight (8) addition EDUCATIONAL ASSISTANCE
hours from members to the Bank.Contributions of sick leave in excel
of the amount stated herein cannot be accepted by the bank �,. Weld County will reimburse an employee for tuition expenses up to
6.Sick leave may be granted ONLY In cases of personal illness.Th $75.00 per term (quarter/semester) for job related courses that have
excludes use of the Bank for illness of family members. • been approved in advance. Funds for this program are limited to the
amount budgeted each year by the County Commissioners For this
9.The Sick Leave Bank is designed for use when a disabling illne: reason reimbursement is on a first come,first serve basis,and must be
occurs. approved in advance to commit funds to an employee. For an
employee to receive such reimbursement he must meet the following
10.any unused sick leave granted by the Board shall be returned• conditions:
the Bank 1. Must be a full-time employee at the time the class starts.
D. n termination
County
t member will no longer t 2. Must have an approved Tuition Assistance Request form prior to
eligible to draw sick leave time romhe Bank
enrollment. (Forms are available In Personnel Department).
E.The Sick Leave Governing Board shah report the status of the Bar 3. Termination of employment will cause the employee to forfeit his
to the participants at the beginning of each calendar year.A quarter rights to this essiatanoy
report is made to the Board of County Commissioners.
ce
F. The Sick Leave Bank Governing Board assumes the f, 4. Books, supplies, and miscellaneous fees are not covered.
responsibility for the control of the Bank, and all decisions of tl 5. Employee must complete the course successfully,with a"C"grade
Board are final. or better. •
If the program is terminated at any time,any hours remaining in tl To receive payment an employee must present the Personnel
bank shall be equally divided among the members at that time. Department with a receipt showing the amount of tuition paid,a grade
HEALTH AND SAFETY 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
Employees are required to comply with all safety rules and regulatior normal work.hours, it will be at the discretion of the Department
Failure to do so will result in disciplinary action and could result in Head/Elected Official whether time off from work,with pay,is allowed.
reduction in workers compensation benefits if any accident result( In all cases any time taken off by the employee must be made up
from failure to comply with said safety rules. If an employee has ar weekly or be charged as unpaid leave.
questions concerning a department's requirements, the employe
should contact his/her supervisor.Copies of the County safety many
are available in each department.
SEMINARS AND CONFERENCES COUNTY BLOOD DONOR PROGRAM
If an employee is requested by the County to attend a workshop, Weld County in conjunction. with the North Colorado Medical Center
sememployeeDr, conference
a ceiior etherfordtcatienalretraining
w progrich am,u the
he Blood Bank has established the Blood Donor Program for employees.
fees,l lodging,m meals, and transportation. Claims for All employees will receive notification of the blood programs
reimbursement should be made in accordance with the policies approximately may one month prior to the donate actual datm oyeeswill
outlined in the Accounting Section of the Administrative Manual. No employees at that time sign up blood. Employees will
receive time off with pay to donate blood.personnel ondonor lists will
compensatory time will accrue to the employee while attending or
traveling to a workshop, seminar, conference or other educational given time off with supervisory permission when called.
training program. In the event a department has insufficient bedgeted REIMBURSEMENT FOR JOB INTERVIEW
dollars for certain seminars or conferences, the employee and
department may negotiate a sharing of costs of the seminar or Travel and overnight lodging
conference if agreeable to both the employee and Department Identified for certain job iteiews.Travel ms ustbbe e from outsiid for de 100
Head/Elected Official.Attendance is the option of the employee if cost mile radius of Greeley, Colorado. Prior approval of the Director of
sharing by the employee is agreed to by employee and Department
Head/Elected Official. - -- -- Finance and Administration is required. The only positions authorized
for the above reimbursement are:
REGISTRATION AND LICENSING Director of Health Services
if an employee's lob requires licensure,certification or registration,the Director of Planning Services
employee is responsible for obtaining it, keeping It valid, and Director of Finance and Administration
presenting It to the County when requested.Associated costs are the Director of Personnel
employees responsibility. Should such required- license or Director of Information Services
registration expire, it will be necessary to reassign or suspend the Director of Communications
employee from duty until it is renewed as required by law. Director of Ambulance Services
Director of Library
REI Director of Human Resources
County Attorney
With prior approval from the Department Head Interstate travel and Undersheriff
other en, for official County business will be reimbursed County Engineer
as follows: Director of Social Services
Comptroller
MILEAGE
A Additional Positions:Additional positions may be added on a one
To be reimbursed at the rate established by Board Resolution (20 time basis with approval from the Board of County Commissioners.
cents/mile). Travel between work and residence is not reimbursed. B. Interview Expenses: All cost for Interview travel will come from
interstate travel by privately owned vehicle will be paid at the the budget of the department with the established reimbursement rate not to exceed the cost of,any public funds will be allocated for this purposesitlon vacancy.No additional
transportation to the same destination.
'I MOVING EXP ENSES
PARKING
Fees and tolls at actual expense when away from home office. The Board of County Commissioners will approve moving expenses for
Department Heads,•Chief Deputies, and Undersheriff only on a case-
LODGING by-case basis.
At actual and necessary expense. 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
At actual and necessary expense as approved by the Board of
Commissioners. approved by the Department head/Elected Official. EXCEPTIONS:
When prohibited by the County Home Rule Charter or by Resolution of
TRANSPORTATION the Board of Commissioners.
Bus, train or air transportation at actual expense for whichever la /DRESS
available and most practical. Each employee should choose the proper attire for his or her specific
Receipts must be submitted and voucheretl by the Departmentjob.Certain areas of the county have specific safety requirements.An
Head/Elected ceipts Official to reimburse expenses. employee should check with his/her supervisor*.he/she has any
concerns regarding proper attire for the job.A supervisor can request
Externally funded programs and staff shall be required to meet any proper appearance/attire of the employee.
and all Federal, State or other requirements for travel, meetings, USE OF PRIVATE AUTO training, lodging, meals and other costs when these issues are not ' •
.-
-' specifically addressed in the Weld County Personnel Policies. Some positions require,as a condition of employment,the use-of the
OUT OF STATE TRAINING TRIPS employee's vehicle in conducting assigned duties. Employees will be
reimbursed mileage in accordance with the policy stated In the
If requested in the yearly budget,each tlepartment shall be allowed no Administrative Manual.The County is not liable for damage which may
more than 2 overnight out of state training trips. Each person occur to your vehicle while on County business.
attending a training meeting constitutes one trip. The person or PERSONNEL RECORDS AND INFORMATION
persons.attending training meetings shall be designated by the
Department Head/Elected Official. The Personnel Department is the custodian of all official
Out of state overnight training trips.for which coats are reimbursed by personnel/payroll records for current and past employees of Weld
grant or stipend,shall be exempted from this trip restriction during the County.The employee's file In Personnel will be the official file for all
budget year by approval of the Board of County Commissioners at one legal actions, employment reference, or an
restricted y other official inquiries.
of Its regularly scheduled meetings or any special meeting of said Colorado law requires that the (lies be from access by
Board, on a case by case basis anyone other than an individual who her a direct Interest, I.e. the
employee or his supervisor(s).-Each employee has access to his/her
County Commissioners are allowed one overnight out of state training own records. The employee. may authorize a third party access to
trip per Commissioner per year for a maximum of 5 trips per year for his/her record with written authorization signed by the employee
the Board of County Commissioners which specifies exactly what Items can be accessed or released.
Without additional signed authorization Weld County will only confirm
A$25 per diem, If desired, will be paid in advance of all out of state employment and length of employment with Weld County. Inquiries
trips to cover expenses for meals, car rentals, taxi fare, and parking from prospective employers will be answered based on the final
fees. evaluation,of the employee,of whkh the employee should have a copy.
Other information will not be provided without the employee's
Lodging, air fare and registration fees will be paid in total through permission.
receipts turned into the Accounting Department, unless prepaid by a Changes in (d.g.County warrant. Mileage shall be paid round trip by air coach or by address, telephone number, benefit covers enumber affect t f dependents,
yy
automobile calculated at the statutory rate, whichever la cheaper. pay or employment. Therefore, It is most Important that an employee
If the county employee or Elected Official/Department Head la report appropriate changes as soon as possible At least-annually an
accompanied by their spouse, they will be responsible for the employee should check his/her personnel records to insure.that they
expenses of the spouse. are accurate.
Receipts must be submitted and voucheretl by the Department CONFLICT OF I ''a
Head/Elected Official for expense reimbursement. - :Vial:.
Per Section 16-9 of the Weld County Home Rule Chartegrao County
MISCELLANEOUS POLICIES officer, member of an appointed board, or employee sha&have any
interest In any enterprise or organization doing busineaeiwith Weld-
CONFIDENTIAL I ION County which might interfere with the unbiased discharge of:his duty
to the public and the best interest of the County.This restriction shall
Because of the nature of County business, employees may nave not apply where the officer, member of an.appointed-board, or
access to information of a confidential nature.This information should employee's department has no direct contact nor businessdransaction
not be discussed except with authorized personnel. If any situation with any such enterprise or organization. Specific:.. •'.4154
arises concerning confidential information which an employee has a -question, the employee should discuss it with his/her supervisor A No employee of the Central Purchasing Division ehalh_heve any
immediately.Misuse or disclosure of confidential information obtained interest in any enterprise or organization doing business with Weld
in the course of County employment could result in personal legal county.
(lability and discharge. Documents, including copies,generated in the
course-of County employment are the exclusive property of Weld a Neither the Treasurer nor employees of the Treasurersoffice shall
County and are not to be used for personal use or retained in the have any proprietary interest In any financial institution foxwhich the
permanent possession of an employee. County maintains deposits.
SOLICITATIONS In the event a question arises as to possible'conflict 4:interest
Except as where otherwise specifically employyee, an ndCan n enterprise p or organization member of :appointed.business
.board,s,withor
solicitations on County premises areauthorized o the by llowing County
Weld County;the question ill be presnted to theoCou ty Councilor
A Solleltatiens b review, investigation, decision and resolution. The judgment and
y [m I p : Because of the disruption to decision of the Council shall be considered final and shall be made a
business, no materials shall be distributed to and no solicitation shall matter of public record.
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 - PAY
during non-working time.
INTRODUCTION
B.Solicitations by Non-Empl I Non-employees may not solicit
on the County premises for any reason whatsoever.
COUNTY STATIONERY FOR CHARITABLE SOLICITATIONS
Weld County encourages its employees to participate in worthwhile
community activities.However,the County believes that an employee's
decision to support a charitable agency, cause, or other appeal is a
private one and should in no way be influenced by an employee's
position within the County.
The use of County stationery for direct solicitation of employees
implies support by the County and may be viewed by some employees
as coercive.
The only appeal which has County approval and for which County
stationery may be used for soliciting other County employees is the
United Way Campaign of Weld County.
When this occurs,the Department Head/elected official will submit the
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 justification approval. isto Personnel mustto hire o m the the fact that level and request
performed. Department heads, chief deputies of Elected Officials,the ining This request rr document fact the applicants
undersherift,• and hourly employees do not participate Inpay-for- training and her than
the h entry warrants level the higher pay adl.No commitment
performance as their salaries are set annually by the Board of County without
hire at itthnrthen mP el.The r made to an applicant
tot
Commissioners. wlthoyt written approval from Personnel.The practice of hiring at other
than entry level is limited.
OBJECTIVES OF PAY-FOR-PERFORMANCE B. Promotions: When a County employee,ls promoted to a higher
The system has been developed to provide equity, increase level classification in the same classification series, he/she will be
productivity, competitive compensation to employees, n to provide placed in minimum n entry level% step for the the evn otiot will
n
management with a resource to measure and reward theu l a fiaionof 5% pay increase..5% In the event mbe the llpromotion beplaced
id performance. the classification series is less than.5%the.Incumbent shall be placed
Objectives of the system Include. at the step which provides a 5% minimum increase. In all cases of
romotion a six month promotional review period shall exist for the
A Equity:To assure that all eligible employees have an opportunityPncumbent.
y to
compete for and receive the rewards of the system.
1. Employee who Is y promoted will,and the minimum 5%o pay Increase
six
B. Productivity: To establish a system that rewardsperformance so ons them at the qualified
step top upon satisfactory completion of six
as to increase productivity. months,move to the qualified step.Upon satisfactory completion of six
(6) months at the qualified level,employee will move to the proficient
MC Competitive Compensation: To assure that employees' witpbe Iona accordance ment to e with thre the)performanyear andce steps for(5) earppay section sste
D
compensation Is competitive within the area. and E.
D.Management cm:To provide management with a means to 2. Employees who are promoted and due to the minimum five (5)
administer based on performance. percent pay Increase, are placed at the qualified step will, upon
PAY-FOR-PERFORMANCE CONCEPTS satisfactory completion of the six (6) month period, move to the
proficient step. Movement to the three (3) year and five (5) year
The pay-for-performance concept Includes: proficient steps will be In accordance with established rules for those
steps.
A Performance Compensation — To compensate 3. Employees who are promoted and, due to the minimum five(5)
employees for their performance based on established standards. percent pay increase for promotion,are placed at the proficient levels
B. Prevailing Wage —To pay Individuals the prevailing wage In the will move to the three (3) year and five (5) year proficient level in
accordance with the normal movement to these shape
job market as determined by salary'surveys.
C. Upward Movement — To establish a system that allows for 4. Employees who are promoted and, due to the minimum five (5)
upward movement within It in order to reward employees for their percent pay increase for promotion, are (5)placed the et year
performance. proficient step will move to the five (5) year proficient step in
accordance wth the normal movement to this step for pay section E.
D. Downward Movement — To establish a system that allows for 5. Employees who are promoted and, due to the minimum five (5)
downward movement within it in order to reduce compensation for percent pay Increase for
non-productive employees promotion, are placed at the five (5) year
proficient step will only receive annual pay adjustment after promotion.
E. Performance Appraisal — To provide a standardized tool to 6. Employees measure performance based on pre-determined standards who are promoted and, due to the five(5)pr percent pay
increase rule, are placed outside of the five (5) year proficiency pay
F. Learning Curve — The amount of time spent on the job to fully step will only la receive a five(5) percent Initial pay increase.They swill
uch.
learn the tasks required and function at a proficient level.The Pay-for-
Performance then be placed in the Grandfather category and treated as such.
system rcognizes a learning curve for all county Promotion during the Initial review
ons: period is authorized under the
positions. following conditi
PAY STEPS
1. That a legitimate vacancy exists.
A. Entry Level — Persons with training but little or no experience.
Pay — 95% of job rate. 2.That the promoted individual meets the full position qualifications.
-B. Qualified Level — Persons with training and Individuals promoted during their initial review period will begin a six
exceed the di requirements for the classification. Pay experience 97 who month review period from the effective date of promotion.Initial review
of job rate. status will apply until the employee's six month anniversary of hiring
when vacation accrual will be awarded and may be used.
C. Proficient Level — Persons with training plus experience in a
When a position is determined to be mis-classified and is changed a
County department. Pay — 100% of job rate.
higher classification, the incumbent must qualify for the higher level
D. 3rd year Proficient Level — Persons who have completed 3 position within one year. The incumbent will be placed at the entry
years in the same classification and have demonstrated sustained level step unless the former pay grade in the lower class is less than
satisfactory performance at the proficient or highly proficient level as p In will il event the entry level is idin than a n pay increase the
recorded through he appraisal system. Pay— 1021% of established personwill be placed ate a step providing a 5e. minimumeve increase In
job rate. no case a rthe current
result in a pay decrease. In the event a position
Is downgraded the current incumbent's salary will be frozen until the
E. 5th year Proficient Level — Persons who have completed 5 pay table of the lower classification reaches the incumbent's salary.
years In the same classification and have demonstrated sustained The incumbent will be eligible to compete for bonuses.
satisfactory performance at the proficient or highly proficient level as
recorded through the appraisal system. Pay — 105% of job rate. A promoted el employee %mini the pay increase
alien eher than the
gave level due o the e i minimum moveme requirement wils will still
NOTE: The above pay steps would not correspond to time in have the movement promotional
review period.Pay For movement will md upon
classification if the incumbent was promoted into a higher step due to the normal at iet the higher step.w of example,t an employee
minimum 5% increase for promotions. placed at the proficient step initially will not move 3rd Year Level
Proficient Level until he or she has been at that step for two years.
KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM
If a County employee takes a new position in a class series other than
Key elements o: the step/bonus approach include: their current series the employee will be hired at the entry level step
of the new classification. (Example: OFfice Technician to Deputy
— Five performance levels for employees(entry,qualified,proficient, Sheriff).
3rd Year proficient and 5th Year proficient.)
— A voluntary demotion to a lower classification in the same class series
Optional bonus of once or twice per year based on highly by an employee will move the employee to the proficient step of the
proficient performance standards. Determination of frequency by lower class, or the steps he/she held prior to promotion.
Department artment Head/Elected OElected fficial with o a Amount
bonus
minimum award of determined$50.00
PERFORMANCE STEPS FOR PAY
•
— Appraisals to be completed at pre-determined time frames. A.Entry step:New Aires and normally promoted employees will begin
at the entry step for the classification and will be paid 95% of the
— Bonuses restricted to 50%of department/office workforce unless established job rate.Alter completing the first 90 days of employment,
the employee will be evaluated against the established entry
waiver is given by a Board of County Commission resolution.
standards. Upon completion of 6 months of employment.the employee
ORANOFATHERINO will again be evaluated but the evaluation will be against qualified
performance standards. If the employee receives a satisfactory
The basic assumption was that no County employees would receive a appraisal, he/she will move to the qualified step and receive a 2'h%
decrease in pay due to conversion to the pay-for-performance system. pay increase.
Therefore, upon conversion, any employee whose base salary was
above the job rate was allowed to retain that base salary upon B.employee fu step: The qualified step is 97.5% of the job rate. The
conversion December 16, 1982. functions at the qualified level and is rated against the
standards for a proficient employee. After six months at the qualified
The Board will address grandfathered employees' pay adjustments level,and if the employee meets the performance or training standards
annually. randfathered employees will be considered and can for the qualified level, an evaluation will be submitted raising the
compete for all bonuses. , individual to the proficient step. The pay will be 100%of the job rate.
MECHANICS OF THE SYSTEM C. Proficient step: The proficient step is the job rate for the
A New Hires: New hires will be in at the entry level step for the position. While at the proficient level the employee will be measured
p against established proficient level standards. Evaluations will be
classification with one exception. An applicant may be hired at the completed every six months.
qualified
llassificationp If as he/she established exceeds by tee the minimum standards
sde description for
andthe
eligible for movement to this
D. 9rd Year Proficient Level: To be elf
specifications. 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 by a
combination of performance and longevity In the classification.Pay will
e a[ WL'G% or me es[epnaneo loo 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 D. In the case where an employee does-not meet the given date to
step, the employee must complete five years with the County In the submit comments to the reviewer or Department Head/Elected
same classification, except if promoted or demoted to this step, and Official, then the reviewer or Department Head/Elected Official will
have demonstrated performance at the proficient level or above for the process the evaluation as if the employee did not desire to submit
comments for consideration. In effect, t
last two year period. Movement to this step is not automatic, but athe employee has lost his/her
combination of performance and longevity in the classification.Pay will rights to furnish the comments to the reviewer The reviewer or
be at 105% of the job rate. Department Head/Elected Official must, however, give the employee
Should the Department Head/Elected Official deny movement to the sutflciperiod is thnt time to ermnimumare /her time that should For that
sallow purpose, a 48-
5h Year proficient step based on the employee's hour
employee will be eligible for consideration f ovementoto that step E. Upon receipt of the employee's comments, the Department
every six months thereafter based on performance. Head/Elected Official will review the evaluation, the reviewers
If at any time Burin comments and the employee's comments. The Department
g employment at Weld County, the employee's Head/Elected Official will then make a-judgment with the information
performance drops below the proficient -standards of the available.
classification/position the employee can be placed on a review period
for a minimum of 90 days and maximum of 180 days,and reduced in If the Department Head/Elected Official changes any individual rating
pay to the next lower step or a 2'h%reduction.If improvement is made section or the overall evaluation, he/she will do so by placing his/her
at the conclusion of the review period the employee can be returned initials in the proper rating box on the form and provide an explanation
to the proficient level and pay step occupied prior to the reduction. in ,the comments section
Official's review is the last un e D
less he/she is the rating
n
at ngoff official;then the
Department heads, chief deputies of Elected Officials, the Commissioner Coordinator for his/her department becomes the final
Undersheriff,hourly or part time employees are not eligible for the pay review authority. Elected Officials are the final review authority for all
increases cited in paragraphs A - E above. job evaluations in their department.
TRANSITION FOR CURRENT EMPLOYEES F. Upon completion of the final ng review,the Department Head/Elected
Official, If th -he Persons employed as of December 16, 1982 in Weld County were employee. The mployeeawill dinitial and the ratin da elithevfo mitbewith the
low the
transitioned into the Pay-for-Performance system according to the signature of the Department Head/Elected Official. The original copy
following: of the evaluation will be forwarded to the Personnel Department for
Persons currently in the"A"step moved to the"A"or"Ent rile.
• the new system. ry"step in
PROCESS FOR UPDATING PERFORMANCE STANDARDS
Persons currently in the"B"step moved to the"B"or Qualified"step All classification and position specific standards will remain constant
in the new system,
during each six month Interval identified for bonus awards,i.e..January
1-Jun 30 and All persons in the "C" or above steps moved to the "C" or made to the formslyI.e,Dspell ngarerrrors etc.Changes may be submitted
"Proficient' step in the new system. and will be reviewed by Personnel along with the appropriate
Parsons who hatl completed throe years with the In the supervisor. If the changes are accepted, the will be entered the'
same classification moved to the"D"or"3rd Year Proficient"County tep and consstantant during s in evaluat and ion inteervals to as of each sure that all iindividualls remain
thin
persons at the "D" step stayed at the "D" step. a classification are rated against the same standards.
Persons who had completed five years with the County in the same PAY-FOR-PERFORMANCE
classification moved to the "E" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step. Bonus awards are established to reward the top performers in the
wor section on work)force.
Bonuses are not to reward employees for average or
Persons on steps above "E" were grandfathered (See
grandfathering.) g jobs performed.The Pay impact dates, i.e. six month, one year anniversary dates, 3rd and standards.aThe etion valuatort oon form or the Dprovides onus ila block to l utilize t the
he fdollar
5th year proficient level dates will remain on schedule for evaluations. bonus amount to be rewarded to the employee.
Pay changes will taker place on the appropriate hire or job class
anniversary dates If the employee has met all other criteria for The Board of Commissioners, per the Home Rule charter, has the
advancement,including any certification requirements established for ultimate responsibility for establishing and maintaining a system of
the position as well as the employee meeting all classification and employment policies,rules,job classification,and compensation plans.
position specific standards.
EVALUATIONS PURPOSE Commissioner Coordinators for each department will review the
department nominations for the merit pay bonus to insure compliance with the:Board's policy Intent of the pay-for-performance program.
Evaluations are management judgments about the behavior and
discipline,effel88s util utilization, and ands motivations all depend advancements,
erd,on bonuses
rd of of
in the as a Official'sode will partments to montor
management judgments of employee performance. The objectives of compliance with the Board's policy intent of the pay-for-performance
- evaluations are:
progrom:.
A Clarification of what is exphcted—that is,to develop standards of BONUS AWARDS ELEMENTS
satisfactory performance, setting forth what quality and quantity of
mark of a given type is acceptable and adequate for pursuing the A Funding: Funds for bonus awards will be identified in department
functions of the organization. budgets.The level allocated per department will be determined by the
8. Fortifying and Improving employee performance — by identifying Board. Salaries for Elected Officials, chief deputies,- Department
strong and weak points in individual achievement, recording these as CounHeadty system pwill onoelbe o part eofthenb se those people
pcalculating in the
bonus
objectively as possible, and providing constructive counsel to each amount in a given department or office. The Board as the legislative
corker. appropriation body of the County reserves the right to determine the
Refinement and validation of personnel techniques—serving as a for perforrmancee bonuses amountannually.each office or department for pay-
check on qualification -requirements, examinations, placement
techniques, training needs, or Instances of maladjustment. B. Eligibility: To be eligible for a bonus award, an employee must
0. Establishment of an objective base for personnel actions—namely, review been
and in full ihave ime Creceivedmen employment
for one
in tne
selection for placement and promotion, In awarding salary exceeds category for proficient standards
advancements within a given level, In making other awards, in
determining the order of retention at times of staff reduction, and in C. Frequency: Bonus can be awarded.once or twice a year at the
otherwise recognizing superior or inferior service. Department Head/Elected Official's discretion. Established award
EVALUATION PROCESS dates will be June 30 to be paid July 31 and December 31 to be paid
January 31 annually.
All County employees will be evaluated against established standards
every six months. Standards to be used are as follows: D.Award Amount: The amount of each award be
is established hn 0 the
Pesort nor ore than t Head/Elected amount Offiu but awtl not the less than i00 per
Standards Time Frame Person nor more than the allocated in budget identified as
entry After Completion of the first three months in the class. the bonus amount.
Duaiifled After completion of the first six months in the class. E. Distribution:Awards each year to employees eligible for the pay-
Proficient Every six months aaer successful attainment for-performance program cannot exceed 50% of the total number of
of qualified step. the departments or office
the
Highly Proficient chief department's or office's workforce, excluding Department Heads,
Standards to be used to determine employees.deputies
of Elected Officials,the Undersheriff,hourly or part time
bonus award. yees. Awards to management-designated employees cannot
exceed 50% of the total number of supervisors participating in the
PERFORMANCE EVALUATIONS DUE
program in each department or office.
Performance evaluations are due on the following time schedules: Any Department Head Ig or Elected Official wishing to exceed either or
A Three months from date of hire: All new employees, whether both the 50%fCoommissioners The es annually ta and if they iconcur,twiil waive
hired at the entry or board of t County C
qualified level will receive a three month the 50% requirement on a one time annual basis by a formal Board
evaluation. Promoted employees and employees reclassified upward resolution setting forth the justification.
will also receive a three month evaluation.
The 50% of workforce will be determined by listing the names of
recipients pay increases will result from satisfactory evaluations but the of the bonus in June and December against the total
Department Head/Elected Official should use this evaluation process number of bonuses authorized.An employee terminated between July
to advise the employee of his/her progress during the first three and December, receiving a bonus in June will be removed from the
months Adverse evaluations at Lila mree month penod can result in annual list of recipients for determination of the 50% figure.
termination of the employee any time during the three month period or Department Heads/Elected Officials may want to leave some of the
bonus slots unused in June in order to add high performers between
extension of the review period,,
B. Six months from date of hire: All employees will receive a six July and December to the bonus list in December.
PROCEDURAL ET[PE FOR BONUS AWARDS
month evaluation whether they enter County employment at the entry
or qualified level.
A Based on the evaluation of the employee against pre-determined igib
employee
To be eligible for consideration for a bonue award, the
standards,the Department Head/Elected Official will indicate whether
the employee will move to the next pay step. Adverse evaluations at 1. Must have been in County employment for one year.
the six month period can result in termination of the employee or '
extension of the review period. 2. Not be on review status, to include promotional review status.
C. Every six months: After completion of the first six months of 3. Must have been rated against proficient standards and placed in
County employment, employees will receive evaluations every six the exceeds level on the overall a months six months evaluation. appraisal category for the most recent
D. Upon termination: An evaluation will be required on every B. Appraisal Process for Bonus Awards
voluntary or non-voluntary termination. This provides a competed
personnel file on each employee's performance. 1.During June or December of each year the Personnel Department
will E.Special:Special evaluations can be done for praise or reprimand at eligible Pply each for bonuses anda department/office
with
a list of
evaluation thoseform with highly
employees
the Department Head/Elected Official's discretion.Special abbreviated proficient standards for each eligible employee.
evaluations will be submitted for all bonus awards.
F. C ling Form: Weld County Employee Counseling Form may against2. Depatmentt Heads/Elected Officials will complete an evaluation
be used when counseling employees. bonus aw rs d. proficient standards on each employee eligible for a
• EVALUATION REVIEW/APPEAL C. Reporting process.
In the event an employee disagrees with his/her evaluation, the Department Heads/Elected Officials will indicate on a bonus award
employee has the right to appeal the evaluation to any additional report supplies by the Personnel Department those employees to
reviewer or Department Head/Elected Official. The procedure is as receive an award and the dollar amount awarded to each of those
follows: employees.
A When the employee disagrees with the evaluation as written,he/she D. Review & Approval Process.
will so indicate by checking the disagree box in Section XIII.The rater
note will then githe ve a copy of the evaluation to the employee with a written 1. A copy of the report will be supplied to the Commissioner
authority.ato The dt their comments
must evaluation turned
then the sent towing Coordinator for the department; or the entire board for Elected
original pyOfficials offices for review and final approval before checks are issued.
reviewer with a copy of the memo indicating date comments are due
to the reviewer. o ew,...,. .._
__
PAYROLL
PAY DAY
Payday for regular County employees,including hourly employees,will OTHER DEDUCTIONS
employees t will working
paid ythe last regularly sc of the month. If hedu led da ll s on a holiday,
ybefore
the holiday. Pay periods are from the sixteenth(16th)of the month to deductions dur payroll deductions5 r only be made for Board approved
involving coffe more, e employees. be Deductions for employee
the fifteenth (15th) of the following month. ods and lob program may to organizations,of Pcoffee dues, clubs, etc. will not be accommodated due
employees Ter are paid separately and their pay periods sshould
and paydays may to cost payroll processing.
vary. Therefore, nafro in these programs urce o obtain payday
and period information from the Human Resource Division.) PROCEDURE TO CORRECT PAYROLL ERRORS
AUTOMATIC DEPOSIT When an error in pay is identified by either the Department
Head/Elected Official or the employee, they will notify the,Personnel
Regular county employees'payroll checks are automatically deposited Department immediately so all the corrections can be made. It is the
directly to the banking institution of the employee's choice. Deposits responsibility of the Personnel Department, Accounting Department,
can be to savings or checking accounts. Forms are available in the the Department Head/Elected Official and employee to review pay
Personnel Department to establish or change account routing to information monthly to assure accuracy and to report errors in a timely
banking institutions. A statement of monthly earning will be provided manner. Any over or underpayment must be identified to the
each employee on payday. Personnel Department for resolution, Should an error be discovered,
Department Heads/Elected' Officials or employees must notify the
TIME SHEETS Personnel Department Immediately so that all corrections can be
made.All overpayments discovered will result in a collection action for
Hourly employees are required to submit work-time records, the total amount. Retroactive pay will be calculated up to a maximum
accounting for all hours worked to their supervisor on the 15th and at of two pay periods prior to date of notification.
the end of each month. SALARY POLICY
MANDATORY PAYROLL DEDUCTIONS
Weld County strives to pay competitive and equitable salaries. To
Federal Income Tax (FIT): The Federal Government requires Weld maintain this competitive position,Weld County participates in various
County to withhold a certain percentage of an employee's pay to salary surveys.Salaries are set by the Board of County Commissioners
enable the employee to pay federal taxes due each year. The after full consideration is given to:
percentage amount withheld Is based on the amount of wages and the
number of exemptions claimed, as indicated on the employee's W-4 — present pay rates compared to labor market competitors. The
form. The number of exemptions claimed may be changed by the competitive job market may vary by jab classiffdation or specific jobs.
employee as he finds necessary.Contact Personnel for any changes.
deduction State o for state(SIT):
comee tax. The of Calmo not requires tken ou
t to a^ — ability to pay.
employee's pay is based on wages and the number of exemptions — benefit and supplemental pay policies.
claimed on the W-4 form. .
— supply/demand situation for personnel needs.
Social Security Taxes (FICA): This program provides old age.
—
disability and survivor benefits. The amount deducted from an — supply/demand situation in the labor market.
employee's pay is based on total wages earned, and this amount is
matched dollar-for-dollar by Weld County. All County employees employees' expectations. •
except those belonging to the Public Employee's Retirement
Association(Health Department employees) are required to pay FICA. The salaries are established during the budget process annually to be
effective with the January pay period (December 16 - January 15).
Retirement: Weld County provides-retirement benefits for full time Salary levels of classifications once set by the Board are not adjusted
employees(except Human Resources)through P.E.R.A.or the County during the fiscal year due to budgetary impacts.
Retirement system. •
Once salary levels are adopted a pay table is distributed annually to
A P.E.R.A. -All employees of the Weld County Health Department
all departments to inform employees. All employees and the public
are required to belong to the Public Employees Retirement have access to the pay,tables for information.
Association (PERA). Employee and County contribution are as. -
determined by PERRA through state legislation. Member employees CLASSIFICATION AND PAY PLAN
should refer to pamphlet issued by PERA for details of the plan. In accordance with,rSection 4.2 of the Weld County Home Rule
B.County Retirement:All full time County employees,except those Charter the Board of County Commissioners have adopted a
on P.E.R.A and employees of H.R.D., must belong to the County classification and pa plan.The plan is the foundation of a Job-oriented
Retirement Plan. The employee must contribute 5.5% of gross career system.Positffgn classification lithe organizing of a 1 jobs in the
earnings each month, Employee contributions are deferred from state Conty into groups or classes on the basis of their duties,
and federal taxable income effective December 16 1983.The County responsibilltles, end qualification requirements of skills, knowledges,
matches all contributions. Member employees should refer to the strucnd ture issbased b classifications administered.are
The system alnt lows Weld Couh a nty
booklet provided by the Weld County Retirement Board and the by- to comply with the e q
laws of the Retirement Board for stalk of the plan. "equal pay for equal work" requirement.
The principal uses and advantages of the classification and pay plan is
WAGE 0ARNI - listed as follows:
Garnishment of wages results when an unpaid creditor has taken the
matter to court. A Facilitating garnishment is a court order allowing for creditors to g personnel objectives:.
ounty.Although 1.It provides--rational criterion fir control ofpay levels by making it
collect part of an employee's pay directly from Weld
the County does not wish to become involved In an employee's private
matters, the County Is compelled by law to administer the court's posrangesibleto eyNete',whole classes of positions with common salary
orders. Government levies will be treated in the same manner as
garnishments 2. It reduces a variety of occupations and positions to manageable -
'In doing so, a Personnel representative will contact the employee to proportions so that recruitment qualification requirements, examine-
explain the-details of garnishment and how it affect wages. This representative will also privde counsel In exploring the possibility of lion,and selection can be made for whole classes of positions or more
• resolving the situation at time.
Implementation. Employees areencourae ged ito resolve t over othese mlatters
s -privately cioo to avoid County Involvement n this mutually unpleasant 3. It expected)defines In
which the performanceective terms the cof incumbents(how well it is
IS done) can be measured.
a VOLUNTARY DEDUCTIONS 4. It furnishes job information upon which the content of orientation
Group Health Insurance: Al full-time employees receive Comore- and other in-service training can be based.
hensive Major Medical Health Insurance at the current deduction rate
for single or dependent coverage designated by the employee. l5. Although it does not of itself guarantee a good promotion and
Included in this coverage is a dental assistant plan. Employees placement policy,it supplies a systematic picture of opportunities and
wanting health insurance for all of their dependents under age 70 will position relationships,which is essential to an orderly promotion and
have a monthly payroll deduction taken from their pay,at the current placement procedure.
rate. Group health insurance becomes effective the first day of the common
month is following the tint full month pay lod, In November up of ea he supervisor land employee foundation
to rthe job andnpay,iwhich facilitates
between
t year there u an open r enrollmentmEligible where employees eesandmay pen afor the employee-management relations and helps promote work-centered
V dependents may motivation. g
ealih Insurance Program. employees
enroll m for benefits without evidence ofm good health at this time.
Employees may elect to have premiums deferred from taxes. B. General aids to an organization:
Details of the health coverage and summary of benefits are available 1. By use of standard class titles, it establishes uniform job
f' in the handbook entitled, "Group Health Benefits for Covered terminolo
Employees and Dependents of Weld County." Copies are available gy
a: from the Personnel Department. 2. It clarifies, by requiring definition and description of duties, the
f` Group Life Insurance:The County provides all full-time employees placing of responsibility In each position.
w,- -with under 5 years of County employment$7,000.00 of group term life, pprovidea an
accidental death and dismemberment insurance. For full-time County fla 3.
It I provides terms, orderly fceitat rag basis for translating
c needs
for positions into
employees with over 5 years of service $12,000 is provided.
Employees may purchase supplemental term Insurance of $10,000, q It provides information on job content that aids in the analysis of
$80,000, $100000$as Tong or as$
he amount$60,000,not exceed two 0(22) organization problems and procedures by bringing out points of
times their annual salary. Life insurance becomes effective the first duplication, inconsistency, and the like In the work process
day of the month following the first full month pay period. Employees
may purchase supplemental life insurance or their spouse and C. Particular values in the public service:
dependent children. Spouse Insurance can be purchased in 1. It assures the citizen and taxpayer that there is some logical
increments urance of $5,000are to a maximumwith a maximum m Dependent children relationship between expenditures for personal services and the
insurance policies available a coverage of$5,000. services rendered.
In November of each year there will be en open enrollment period where employees may change the amount of optional life insurance 2. It offers as good a protection as has been found against political
or personal asefermeat in determination of public salaries
purchased. An employee may request supplemental life insurance
coverage at any time provided he/she is qualified for the amount of POSITION/CLASSIFICATION SPECIFICATIONS
insurance. If action takes place during a period other than open
enrollment, the employee will be required to provide proof of All Weld County employees are placed in a classification series that
insurability. $50,000 00s may redo from have premiums up to a maximum - identifies the position they are filling. A classification specification is
coverage of deferred taxes. available for all positions in Weld County in the Personnel Department
Details of the group life insurance benefits are available in the The specifications provide a broad statement of the class duties,
handbook entitled, th P sonnet a Department.BenefitstWeld County." Copies supervision received, supervision exercised, examples of duties,
are available from the Personnel minimum qualifications, education and experience required.
Weld County Long-Term Disability Insurance: All full-time purpose 'of the position audiVreclasaification la to Insure
employees are covered by Long-Term Disability Insurance.The policy The hnsistency of pay structure, justify and provide for internal equity.
after pay 6 o of an employee's ewae The policy cov effective within departments, insure a policy of equal pay for equal work as
six months of disability. New employees will be covered after required by law,and to provide consistent procedure for studying and
their first full pay period. evaluating positions in Weld County for the purpose of upgrading or
Insurance C While on Unpaid L Status: If an downgrading those positions.Position audits or classification will only
employee on leave without pay desires to continue his/her insurance be a part of the annual budget process and will be considered
in force (Health/Life), he/she is required to pay both the County annually along with other departmental requests,except positions can
portion and the employee protion in advance for the period of the he reclassified as a Dart of a sunset review process. An elected
I Official/Department Head may request a special audit if one has not
leave. been done for a position within that department for at least one year.n Virile*Credit Union:All Weld County employees are eligible to jol Position audits are not meant to judge the performance of the
the Welco Credit Union,which is independent of Weld County.Details employee in the position.The purpose of the audit is to measure what
of membership the and benefits union of r theh Credit Personnel Union can be t.o Credit the employee does, not how well the employee perform&
from credit Or e ca Department. yroll
union savings and/or loan payments can be made via a payroll The Elected Official/Department Head can initiate a job audit by
deduction. submitting in writing the justification for requesting such an audit This
United Way: Voluntary deductions will be made for United Way request must be submitted along with the budget package. The
contributions at the request of the employee. request should include the specific changes that have occurred and
the significance of these changes. -
s_...i__. v.,..a,..aea „Rmn assi^ned County parking facilities in the �___�--__ i. .we • ice. ins ran,mat Ara enen,mte the
5. A description of the new programs and/or functions in the GENERAL DEFINITIONS
department that prompted the additional duties or responsibilities. If
the department has not added new programs and/or,,functions there Classification: A group of positions sufficiently alike in respect to
should be an explanation of why the department's current position their duties and responsibilities to justify common treatment In
classifications are not able to accomplish the same functions under selection, compensation, and qualification requirements of skills,
the current classifications. knowledges, and abilities.
6. A specification of what inequities, if any, the Elected Classification Series: Classifications in the same career path or
Official/Department Head believes may exist. career ladder, e.g., Office Technician I, II, Ill, IV, and Office Manager.
Upon receipt of this information a representative from the Personnel Compensatory Time: Time off given to an employee for working in
Department will conduct an inquiry into the facts related to the excess of 40 hours in one work week
position. This may include interviews of the Elected Official/
Department Head, supervisor, and/or the employee currently in the Department Nead/Elected Officials: For the purpose of this
position. An analysis and Commissioners will d manual, Department Head and Elected Official are synonymous.
omm ssioners then be made.The Director of Personnel, Elected
Official/Department Head, and the Director of Finance and Disciplinary Action: Personnel actions which may include warnings,
Administration will have an opportunity to make comments and reprimands,suspension without pay,probation,demotion,or dismissal.
recommendations to the Board. The Board of County commissioners ,.
will review this material and make a decision. If any of the above Full Time Cmpl : Full time employees work a 40 hour week
parties disagree with the decision, they may request a work session and are paid a monthly salary, not including scheduled lunch periods,
with the Board.The decision of the Board of County Commissioners at and are eligible for County benefits. .
the time of the budget approval is final and may not be appealed
through any means.Any approved reclassification shall be effective on the male gender is used, I.ey:he, his, him,it refers
the first day of the first payroll period of the new fiscal year and to male and female
funded accordingly in the budget. Grievance Process: A mechanism developed to insure that
SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS employees have, recourse from any unfair or capricious actions.
.SENIORITY Hourly Employees: Hourly employees do not receive, nor are they
eligible for, County benefits. They are paid for hours worked only.
Seniority is the precedence or priority due to length of service as a
County employee.County seniority begins accumulating the day an Hourly Rate:An employee's hourly rate is determined by dividing the
employee begins employment as a full-time employee. established
work
ed monthly salary by 174 hours. (174 hours is the average
per month by full time employees.)
Job seniority begins accumulating the day an employee starts a new Incumbent: The employee occupying a specific position.
position classification as a full-time employee. Each time an employee Initial Review Period:The initial review is promoted or downgraded to a new and different classification, period is the first six months
his/her job seniority starts again.In a downgrade action,the employee of employment for all new County employees.
will be given credit for time spent at the higher classification level if he
held It before promotion, as well as, time spent In the higher Job Rate:The rate of pay for the proficient level on a monthly basis
classification. a for a particular classification established by the salary survey and
.-,3r adjusted on an annual basis.
Loss of Seniority: Loss of job and county seniority occursi when an
employee separates employment with Weld County. The only Leave Without Pay: Time away from work approved by the
exceptions are as follows: supervisor, without pay.
A If a former employee returns to county employment within90 days On Call: On call status is off duty time that an employee has
and has not withdrawn his/her contribution from the retirement fund stipulated to be reachable and able to report to work within a short
he/she will only lose seniority for the time they were off the county Period of time.
payroll.
Overtime: Overtime is the time an employee works in excess of 40
B. If an employee is on military leave or on approved personalleave, hours in one work week.
no loss of seniority will occur. -"` Ge Position: Certain duties and responsibilities which call for the time
• REDUCTION IN FORCE, or. and attention the of somebudget indivi sual;allocated to offices and departments
Temporary or permanent reductions in fore (RIF).may be necessary ,
because of circumstances such as workload..changes, &program Promotion Review Period: Each promotion or re-classification
changes, policy decisions, or funding reductiomn'. upward carries a new six month review period.
A temporary layoff shall be so designated when it is foreseen (within Salary Survey: Salary comparison of comparable classifications
reasonable limits) that the reduction in work force Is on'a non- Performed each year with other employers to assist In the
permanent basis.A permanent layoff will be defined as a reduction In establishment of the salary for job classsifications.
work force where conditions warrant and it Is reasonably forseen that
the reduction will be long lasting. mi "
Seniority: The precedence or priority due to length of service as a
A layoff notice,as a result of reduction Injorce, Wan"official,personal -County employee.
communication addressed to the; employee.tend .issued by the
Personnel Department The employee must receive the notice at least Worker's Compensation: A.program to protect County employees
10 work days before the date of his release. The notice shall Inform against total loss of Income,medical and hospital expenses as a result
the employee of his/her right to review the records on which the of on-the-job accidents or occupational illness.
actions were based. Work Week: The County work week begins on Sunday and ends on
A permanent layoff shall be treated as a regular termination.Employee Saturday.
benefits will be impacted in the same manner as described for a Work Month: 174 hours Is equal employee in this manual. to a work month.
Reduction in Force Sequence: The sequence for a reduction In SUBJECT INDEX
force will be on a departmental basis as follows: Page
A Temporary employees by seniority. Abandonment of Position 29
ACcrual and Compensation for Overtime 22
B. Review employees by seniority. Alcohol and Drug Abuse 36
Appearance/Dress 43
' C. Full-time employees based on performance evaluations. Automatic Deposit 59
Blood Donor Program 42
D. If two or more employees have equal overall Bonus Award Elements
performance
Award Amount 56
evaluations, then plo it be the determining factor on Distribution 57
terminations. employee with the least job seniority will be Eligibility 57
terminated first. ty 56
Frequency 56
When possible employees impacted by a reduction In force will be Funding 58
• assigned to another job within the county If a vacancy exists and Bonus Awards for Small Departments 58
qualification and job position are compatible with the employee.Every Breaks 24.1
effort will be made to utilize their training and qualifications plus Child Care Leave 29
seniority. The Personnel Department will make best effort to assist Classification and Pay Plan 64
• employees who are affected by a reduction In force action in finding Closure of County'Operations- 29
employment. Compensation for Overtime Worked 23
. Exempt Employees ' 23
RESIGNATION Non-Exempt Employees 23
Time Worked 24.1
Employees are requested to notify their supervisor in writing as soon Conduct z 11
as possible of their intent to resign. As a matter of professional Confidential Information 41
courtesy at least a two(2)week notice before date of resignation is a Conflict of Interest - 44
standard practice. County Stationery for Charitable Solicitations 41
Death in Immediate Family 28
Weld County Personnel Department should be the only contact for job Department Head Leave 30
references. Any reference provided by an in wltlual other than Disciplinary Actions ' 12
Personnel will be considered a personal reference and the provider Dismissal Procedures 12
.shall assume all liability for the information provided. Educational Assistance 37
Employee FLSA Status and Work Scheduling 22
All County employees who terminate their employment for any reason Employee Grievances 13
will be scheduled to meet with the Personnel Department for an exit Employment of Relatives 9
interview and for all final actions of pay, retirement refund (County Equal Opportunity - 4
retirement plan or PERA), insurance and returning of ID card, parking Equal Employment Opportunity 8
cards, etc. Evaluation — Process 52
Evaluation — Purpose 52
Final pay checks for terminating employees will be Issued the Evaluation Review/Appeal• 54
afternoon of the day of the next regularly scheduled Board of County Exempt Positions 9
Commissioner meeting after the terminated employee's last day of General Definitions 70
work with the exception of those employees terminating the last seven Grandfathering 47
working days of each month. Grievance Board Hearing Procedures 14
Exception Process: To assure an accurate payroll run, employees Burden of Proof i 18
terminating during the last seven working days of each month will Conflicts of Interest....i 18
have their paycheck for the current pay period direct deposited into Decision of the Board 19
their bank account. A handwrite will be processed for sick and Postponements and Extensions 15
vacation time and for the period worked in the next pay period.(Time Presence at Hearing 14
worked after the 16th of each month.) Presiding Officer 15
Procedure and Evidence 17
An employee terminating employment from the county, for whatever Recess, Adjournment, and Deliberations 19
reason, who is not vested in the retirement program, will have his Record of Hearing 19
contribution only to the County Retirement Plan returned.Because all Representation 16
refunds must be approved by the Retirement Board, the employee's Rights of Parties 16
contribution will not be returned any earlier than thirty-one(31) days Specific Procedures of the Board 18
after his/her last day of work or date of application for refund, Health and Safety 34
whichever Is later,nor any later than ninety(90)days from the last day Holidays 26
of work or date of application for refund, whichever is later (NO Jobs Programs 7
EXCEPTIONS.) PERA members must apply for their PERA refund via Jury Duty 28
the State PERA Office. PERA refunds normally take ninety (90) days Key Elements — Pay for Performance 47
from date of application for refund. Leave of Absence 29
Management Rights 2
RETIREMENT Management Rights 2
Mandatory Payroll Deductions 59
An employee entitled to retirement benefits from the Retirement Plan Federal Income Tax 59
and desiring to retire must complete the following: Retirement 60
A At least sixty PERA 60
(60) days before gOffice desired o schedule retirement appointment date, the county yTaxe 60
employee t must call then for o retirement.eti When heemployeean calls
Social tat ISncome
Taxes
to fill out required forms in wilrequest the ginformation:r : State some Tax 28
the appointment, Accounting will the following Meal Hours 24.
Mechanics of the System, Pay for Performance 47
1.:Last work day New Hires • 47
Promotions alExaminations
48
2. Beneficiary medical Examinations 35
Pay-for-Performance Objectives - 45
Competitive Compensation 45
Co
Management Resource 45
Productivity 45
45
Pay Steps
46
Entry Step 48
Qualified Step 48
Proficient Step 46
3rd Year Proficient Step 46
5th Year Proficient Step 46
Performance Evaluations Due 53
3 Months From DAte of Hire 83
8 Months From Date of Hire 53
Every 6 Months 53
Upon Termination 84
Special 54
Counseling Form 54
Perforrmyan$`ee Steps for Pay
p 4
Qualified Step 50
50
proficient Step * 50
3rd Year Proficient Step 60
5th Year Proficient Step 50
Personal Leave Days 30
Personnel Records and Information 43
Political Activities 9
Position/Classification Specifications 65
Procedure 65
procedural Steps for Bonus Award 57
Appraisal Process for Bonus Awards 58
Awarding of Bonuses 58
Eligibility 57
Reporting Process 58
Review 8 Approval Process 58
Procedure to Correct Payroll Errors 82
Process for Updating Performance Standards 55
professional Leave 26_
Promotions/Transfers 4
Purpose of Policy Manual 2
Recreational Activities 36
Reduction in Force 66
Sequence 67
Reemployment
Registration & Licensing 38
- Reimbursable Expenses 39
Lodging 39
Meals 39
Mileage 39
Out of State Training Tripe 39
Parking
Transportation 39
Reimbursement for Job Interview Expenses 42
Reporting of Injuries 34
Residency 9
Resignation - 87
Retirement 68
Retreatment Rights - 9
Review Period 5
Salary'Policy 63
Seminars and Conferences 37
Seniority 86
Job Seniority 66
Leas of Sanlnrlty 86
Sexual Harassment 10
Shift Work 21
-- Sick Leave 31
Sick Leave Bank 31
Solicitations 41
• Suspension for Charge with Crime 19.2
Time Sheets 59
Transition for Current Employees, Pay for Performance 51
Use of Private Auto - 43
. Vacancies 4
Vacation 25
Voluntary Deductions
Accidental Death and Dismemberment Insurance 82
Deferred Compensation 82
Group Health Insurance 80
Group Life Insurance 81
Insurance Coverage While On Unpaid Leave Status 62
Long-Term Disability Insurance 81
Parking 62
United Way 62
Welco Credit Union 82
Wage Garnishments 80
Weld County Personnel Grievance Board 19.2
Non-Grievable Items 19.2
Work Week and Work Day 20
BE IT FURTHER ORDAINED that this Ordinance shall become
effective five days after its final public notice, as provided by Section
3-14(2) of the Weld County Home Rule Charter.
The following Ordinance No. 118-F was, on motion duly made and
seconded, adopted by the following vote on the day of
AD., 1986.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
Jacqueline Johnson, Chairman
Gordon E. Lacy, Pro-Tem
Gene R. Brantner
C. W. Kirby
ATTEST:
Mary Ann Feuerstein Frank Yamaguchi
Weld County Clerk and
Recroder and
Clerk to the Board
By: Mary Rein
Deputy County Clerk
APPROVED AS TO FORM:
Thomas O. David
County Attorney
First Reading:June 30, 1986
Published: July 3, 1988, in the Johnstown Breeze
Second Reading: July 14, 1986
Published: July 17, 1986, in the Johnstown Breeze
Final Reading: July 28, 1986
Published: July 31, 1986, in the Johnstown Breeze
Effective: August 5, 1986
i
I
8 — Ilree t July 3, nee. AFFIDAVIT OF PUBLICATION ia..
I. THE JOHNSTOWN BREEZE
oR6tNASiGt t� d STATE OF COLORADO )
SS
WILD COUNTY PERSONNEL POLICY MANUAL COUNTY OF WELD 1
BE IT ORDAINED BY THEBOARD OF COUNTY COMMISSIONERS OF I, Clyde Briggs, do solemnly swear that I
WELD COUNTY,COLORADO,THAT WELD COUNTY ORDINANCE NO.
118, AS AMENDED, IS REPEALED AND REENACTED BY THE am publisher of The Johnstown Breeze,
FOLLOWING ORDINANCE: that the same is a weekly newspaper
whereas, the Board of County Commissioners of Weld County, printed, in whole or in part, and publishedBoardColorado, pursuant to Colorado Statute and the Weld County Home in the County of Weld, State of Colorado,
'Rule Charter,kinsted with the authority of edministerkh
Weld county. Colorado, and i9 teaffairs of
and has a general circulation therein; that
WHEREAS,THE Board of County Commissioners has the power and said newspaper has been published
authority under the Weld County Home Rub Charter and the Colorado
County Home Rule Charter and the Colorado County Home Rule continuously and uninterruptedly in said
Powers
Act,
430-96201 of (7)eCR.B 1973,as amendednto adopt by County of Weld for a period of more than
Ordinance, personnel policy rules and regulations for the County of fifty-two consecutive weeks prior to the
` Weld, and WHEREAS, the Board of County Commissioners of Weld County first publication of the annexed legal notice
hereby finds and deQelallaaa that there is a need fora comprehensive or advertisement; that said newspaper has
revision of the ppIeer��a I policy,rules and.regulatiolla for Weld County
end'thatthis Oa 4ir for the benefit of the.health, safety and been admitted to the United States mails as
welfare of the of Weld County
NOW,THEN ,arn ORDAINED by'the Board of County second-Class matter under the provisions of
i. Connepealed
isalorters ofW County. Colorado, that Weld County the Act of March 3, 1879, or any
Qrdinance 118 and ell.amendments thereafter, are hereby r
'end reenacted by the following: amendments thereof, and that said
TAft OP CCNTINTS Page newspaper is a weekly newspaper duly
FRECRUITMENT,SELECTItON AND APPOINTMENT qualified for publishing legal notices and
• JOBS PROGRAM 7 advertisements within the meaning of the
CONDUUUCTEDISCIPL DISCIPLINARY AND GRIEVANCE RIGHTS 18 laws of the State of Colorado.
HOURS OF WORK,SHIFTS,SCHEDULES AND REST PERIOD 20
TIME OFF That the annexed legal notice or advertise-
SICK
LEAVE . - gs
ment was published in the regular an
d
HEALTH AND SAFETY
EDUCATION AND TRAINING - 3j entire issue of every number of said weekly
REIMBURSABLE EXPENSES - 39 newspaperfor theperiod of / consecu-
ISCELLANEOUS POLICIES 41 p
Y .
- PAYROLL as live insertions; and that the first
CLASSI CATIqN AND PAY-PLAN 84
89 publication of said notit• ••.,lvas in the issue of
SENIORITY �L�CTION IN FORCE AND -RESIGNATION 88 said newspaper 1zi1e —3., A.l) 1:,..,
GENERAL INDEX
NS
SUBJECT INDEx �z and that the last publication of said notice
PURPOSE OF POLICY MANUAL was in the issue of said newspaper dated
This manual contains the Weld County.Board of Commissioners' witness
eA.D. 19
Personnel Policies and Procedures as required by Section 4.2B of the - In,and this whereof I have hereunto set
Home Rule CharNM.It is designed to be used by Department Heads, my hand day of �r/�
supervisory and staff par'agnnel, and-employeesin the day to day
administration of the aunty Personnel program. A.D. III QGZ
These written policies increase understanding, eliminate the need for /
personal decisions on matter of County-wide policy, and help to
C,2 ,,%• C
assure uniformitYy throughout the County. It is the responslblli of
each and every DsoagmenkHead and supervisor to administer these L
policies in a conmt44ttent end impartial manner.
Publisher
Procedures and practices in the field of personnel relations are
-subject to modifications and further development in light W e n:pea in
the law, experience, ppadt principles and the County Horne Rule
Charter:Each oepiutrr rr He
ad,supervisor,and employee can assist Subscribed and sworn to before me, a
In keeping oar posing.program up-to-date by notifying the Notary Public in and for the Count of
-ZPerwnnel D rtment ,whenever problems are encountered or S'
acommel poted hap edte,lde„tdled for administrationeadministrationation or the this _...(4..-d.. day of
personnel - State of Colorad qq
A.D. 191..4f...
'The manual has been °reed with a Table of Contents and a a
subject index to enable all users to find specific`polkies quickly.
in teen that are 'unique..to a specific department pr office, .$ ' .vC_
- 36.6. as44 --
1 -.Departmental Supplemental Personnel Policies will be Issued, Thew G. �
supplements can only be issued on a .special DepaheMah v l Notary Public.
Supplemental Personnel Poky Form b Personnel arcs ed by
f _ soLM ppe�
andboolc Ds Ytis
( MANAOUMINT NIGHTf. My COInmissionfeK,�,ll'eore ,a..,,;�y,
-The contents of this handbook are presented as a mater of Information only. The Weld County Board of CommWelonets 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 net intended
to create, nor is it to be construed to constitute, a contract between
Weld County and any one or all of. Its employees. ,
•
I All policies in the manual will be administered in accordance with
Equal Employment.Opportunity taws, the Revised Merit System
Standards and the Weld County Home Rule Charter.
iThis manual supercedea at personnel policies and manuals,
i - resolutions, personnel operations manuals, except for the classifica-
__- lion and position specifications published prior to this date.
I
#lCRU1TMNNT, SALlCT10N, AND APPOINTNNNT
I. UAL OPPORTUNITY
i • is the policy of Wald Count to ensure complete compliance with all
,.: ovisions of Equal Empto)tnent-Opportunity laws as interpreted by
1 .Courts. Recruiting selection and advancement of employees will
l' on the basis of their relative ability,knowledge end skills,including
open consideration of quality applicants for initial appointment.
1 '
—
i. 3AROMOTIONS/TR
Promotions and transfers may be,given to an employee for the
purpose of better utilizing the abilities df Weld'County employees.
1 Weld County is interested in employee development and encourages
i ail employees to prepare for advancement to higher positions.
j VANANCINS
t. „(facancies are advertised within the County for a period of five (5)
1pnsecutive work days. Promotions and transfers from within the
i county are made when appropriate and possible. County employees
o
encouraged to apply for vacancies they are qualified for by
1' mplating a Department Transfer Request and updating a Weld
I r unty Employment Application.-County employees who meet the
titian tritons will be selected for interview for the poWlon. AU
quests for transfer should be channeled through the employee's{:. - - epeMs r heeDepartment Head/Elected Official for approval and
l.toMacauee there are times when it is necessary to fill the position as
quickly as possible, the County may find it expedient to advertise•
in the outside market at the.same time the position is
. Advertised Internally. Ali internal. requests will be given prior
atonaideration. P advertised in the outside market must be
;open a minimum of ten (10) consecutive workdays.
I Applications are ec ed and graded by Personnel by comparing the
ppplioanta qu la» to the job requirements. In specialized
I' Nona dal partments may assist In the screening process
eye graced and entered into the Weld County tlob
1- :System. The six most qualified applicants meeting n the lob
iiare referred fer by Personnel to the-Department Heads and
Y nts are referred by Personnel to the Department
�. lotted Official and atinterview and final selection. Deportment
ads and Elected'County,-OMCIW are the only authorized appointing
sleds for Weld this authority cannot be delegated
4 When it is decided to fransfer or promote an existing County employee
I Areasonable amount of time(at least two(2)weeks)wN..normN&be
deft to replace t to transferring employee before the traneter pro-
nit effective..-
r_
Ray changes and review period of transferred or promoted employees
Will be in accordance with the policies and procedures outlined in the
Pay-foriPedoonnanteWy section of this manual,WELD C SUPPLEMENT,
OUNT,' ROAD WELD
BRIDGE-DEPARTMENT HANDBOOK
r.
Vacancies within the Road and Bridge hourly component may be fined
With Individuals returning from the previous year as long as those
i *xmer employees met math standards theppst year.an&fte change In
their statusfie.;driver's license, etc.) has occurred. =-'
Review Period
i•
•
Public Notices
All new employees,except law enforcement and hourly personnel,are POLITICAL ACTIVITIES
in review status for the first six months of their employment. Upon In accordance with Section 4-2 of the-Weld County Home Rule
completion of the review period the employee will become a full-time
member of the County workforce. The review period for law Charter no employee shall, during working hours, engage in any
enforcement personnel can be found in the Personnel Policy Manuel political activity. Any person employed with the County, except an
or as supplemented by departmental Instructions. Elected Official, who seeks election to partisan public office, shall
request a leave of absence, without pay immediately after
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK announcement of candidacy. Any employee who takes a leave of
SHERIFF'S OFFICE: absence in order to seek election to a partisan public office may not
use any accumulated paid leave. Requests for a leave-of'absence,
Reviser Period without pay, will be made through the Personnel Department and
acted upon by the Board of County Commissioners. Leave terminates
Law enforcement officers are In a review status for the first twelve upon completion of campaign or election. -'
months of their employment. Law enforcement personnel will be awarded 48 hours vacation at the end•of their first six months of RESIDENCY
employment and are authorized to use it. Officers may be terminated
without cause anytime during their review period. All officers and employees of Weld County, as a condition of their
employment and as a condition of their continued employment by
Re-employment Weld County, shall be domiciled within the boundaries of the County
of Weld, provided however, that new employees of the County shall
Upon approval of the Department Head/Elected Official, a full-time have six months from the date upon wfllcn tney first report tor work in'
employee who resigned within one year In good standing with the which to establish domicile. Persons who were County employees on
County may be rehired. Upon re-employment, the employee shall be February 23, 1981, and who commute-to work on a daily.basis frgpy;
subject to all conditions of employment,including the six(8)'or twelve their domiciles outside of Weld County, shall not be-required' o--
(12) month review period,applicable to new employees,and shall start establish a residence in Weld County aka condition of their continuetlp
at the entry level if date of termination is thirty-one days or more prior employment. If such employee changes his place of domicileG
to re-employment. (Sheriffs sworn personnel should refer to subsequent to the enactment of this policy, he shall Iietrequlre4, do
Departmental Supplement.) If date of termination is less than 31 days change his domicile to the County of Weld. -t,m-
or within the same pay period,the employee will be reinstated with no �h,
change in hire date.Accrual rates fof vacation and sick leave will be EXEMPT POSITIONS: The followin ositions are exempt from'- t
the same as they were upon termination. - provisions of these policies and the Weld County Personnel Setaip„
. except that the Board of County Commiseloners shall establish for thee,
n'a JOBS PROGRAMS exempted positions, the compensationd benefits p¢�thage }`jiie,
Weld County Is involved in a number of jobs programs. Included are: A. Undersheriff. - ...Is `f r
lai
A Work Study— Contracts with area schools such as Aims and UNC. B. The appointed chief deputy of the--Clerk and Recordyl,-Assesaghp
and Treasurer. - , a IMA
B.Contracts for specialized services—The county enters into special
contracts for some services In lieu of hiring an employee. C. All hourly employees. :ill
C. Student Intern Programs — Area schools place student interns in D. Assistant District Attorney. • „t;'
County Departments.
E. Deputies to the Coroner. es 'D
TWeld Employment Opportunities Delivery Sn u (e pS)la Programs in F. Special Deputies or Sheriffs Posse's
The ram ncartmgnt -s hoof Resources mmplaces , el in ,;, a ,;�
various programs including in-school and summer youth, welfare 1 •
diversion, etc. SEXUAL os ualafamept Ind 'ot tnerbaiwelcome'
sexual advances,ior requests x for sexual which'results
and ofhtpll� verbal in
E. Useful Public Service — This program is limited to individuals physical behavior of a sexual nature esulis in tll of n `
prosecuted for driving under the influence (DUI). employment. Weld County is responsible for the behavior' Its
supervisory, non-supervisory employees, and: -egents In matters
Participants in the above-programs are not full-time employees of Involving discrimination will caused by sexual areeamenl proven cases of
Weld County and are not covered by the policies of this manual. sexual harassment will be handled by strong disciplinary adctios up to,
and:including termination.It an employee leafs that s ltireument
EMPLOYMENT INFORMATION has occurred, that employee is entitled to us* th 1 the grievance
procedures outlined in this handbook
EQUAL EMPLOYMENT OPPORTUNITY
•Weld County is committed to abide by all the laws pertaining to.fair CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE RIGHTS
employment practices. All persons having the authority to hire, CONDUCT
discharge, transfer, or promote personnel shall support, without
reservations,a non-discriminatory polley of hiring or transferring to any _ Every county employee should be aware that they are public
vacancy, any qualified applicant without regard to race,color,religion, employees and it is their duty to serve citizens in a courteous and
national origin, age, sex, disadvantaged status, or handicap. The efficient manner. An employee must maintain a standard of conduct
County will offer equal opportunity for employment or advancement to which is consistent with the best interests of Weld County. Actions
all qualified applicants and employees. considered to be misconduct and cause for disciplinaryaction or
Postilions will be filled with the best qualified Individuals available. discharge include but are not limited to the following:
Every effort will be made to fill vacancies by promotion from within the A Incompetence or inefficiency In performance of lob duties.
county whenever competent and deserving employees are available.
Employees will be considered for promotion in terms of present B.Deliberate or careless conduct endangering g
performance,specialized background,.and potential.Length of service of self, fellow employees or the public. the safety or well-being
will be a factor considered only when two or more applicants possess
equal qualifications. C. Negligent or willful damage or waste of public property.
Any applicant isrim for ad job with Weld County who fediscrimination
minati might have D. Refusal to comply with lawful orders or re been discriminated d against,, national for alleged illegall diacrimination based ef, guletions.
rape, ands rp,i o sex, o -meri origin, during affiliation or belief, E. Insubordination.
age, handicap, or.other non-mail.fgq' ed during the. n application/lob
selection process, may appeal tfii�s'aliaped discrimination by mekigp.e F. Deliberate, offensive language report to the Director of Finance and77lldministratlon of Weld County. fellow employees. sire a or conduct toward the public or
The Director of Finance and Administration will select a disinterested
investigation officer, outside of the Personnel Department, and the G. Being under the influence of intoxicants or non prescribed drugs.
agency involved,who will make a complete and thorough Investigation p
into the alleged charge and will arrive at a conclusion with a H. Unexcused absence without bein
recommendation. He/she will then Ilan that into the Director of 9 granted leave.
Finance and Administration and if there'has been illegal discrimination I. Conviction of a serious crime
in the application or selection process, the Director of Finance and Crime). (See Suspension for Charge with
Administration is required to take immediate action to ensure that the
individual illegally discriminated against receives proper, fair and J. Accepting bribes in the course of
impartial consideration. The alleged illegal discrimination must be employment
reported within 10 days of notification that the applicant did not K. Deliberate misstatement or a material omission in the application
receive the job that he/she applied for in Weld County. The for employment.
investigation will be done within a ten work day period.Any action as a
result of the investigation will be taken within the next five working L. Falsifying sickness, or any other cause of absence.
days.
EMPLOYMENT OF RELATIVES M. Dishonesty.
In accordance with Section 4-2 of the Weld County Home Rule N. Giving preferential treatment to individuals or groups.
Charter an appointing or employing authority may not employ or O. Breach of confidentiality.
request the employment of any person who is related to him/her as y'
spouse, parent, child, brother, sister or in-law. A supervisor may not An employee observing misconduct should report the incident
have a relative as defined above placed under him/her for supervision. immediately to his/her Department Head/Elected Official. The
RETREATMENT RIGHTS Department Head/Elected Official Is required to investigate the
incident and report the results to the Board of County Commissioners.
When a chief deputy to an Elected Official or the Undersheriff is the f misconduct did
Head/Ecur lectedpOfficial riate disciplinary
repot will beincident taken. If
was
selected from the current work force and from a position covered by false and done with a malicious Intent he will take disciplinaryi acton
the Classification System, they shall have the right to return to that against the employee reporting the incident.
position within the first 6 months of.appointment.
DISCIPLINARY ACTIONS 3. PRESIDING OFFICER
Disciplinary actions are to be corrective in nature and intended to The Chairman of the Board shall serve as the Presiding Officer.The
provide reasonable means for correcting misconduct prior to resorting PPesiding Officer shall ensure that order is maintained and ensure that
to dismissal. Disciplinary actions include warnings, reprimands, all participants in the hearing have a reasonable opportunity to be
suspension without pay, special review period, demotion and heard and to present oral and documentary evidence. He shall be
dismissal, ehtitted to determine the order of procedure during the hearing and
shall have the opportunity and discretion to make all rulings on
Department Heads, Elected Officials or their designees may impose questions which pertain to matters of the conduct of the hearing and
disciplinary actions. However,Department Heads and Elected Officials to admissibility of evidence.
are responsible for disciplinary action initiated by their designees.All
County employees subject to the Personnel Policies are subject to 4. CONFLICTS OF INTEREST
disciplinary action for cause as stated above except that review, part
time, and temporary employees may be dismissed without cause. A. A Board member or alternate may request to withdraw from the
hearing if he/she believes that a personal bias may predispose his/her
At the time disciplinary actions are taken against an employee that are opinion in favor of a particular party in the case.The Presiding Officer
grievable the Department Head/Elected Official is required to provide will grant the request for withdrawal if a Board alternate is available to
the employee a copy of the grievance section of the Personnel take the members place. If an alternate is not available, the request
Procedures Manual. shall be denied.
DISMISSAL PROCEDURES B. Upon a timely and good faith objection to any personal bias of
any Board member or alternate, the Presiding Officer shall forthwith
Dismissal should be considered only after all attempts at progressive rule upon the objection as part of the record in the case and shall take
discipline (e.g., verbal counseling, written counseling, suspension, any actions he deems appropriate in order to alleviate the personal
special review period. etc.) fail. The exceptions to progressive bias, if so found. Any possible objection to personal bias shall be
discipline are incidents of severe misconduct. No dismissal shall be deemed waived if not made in good faith and in a timely manner as
made unless and until the employee Is given a pre-dismissal hearing. determined by the Presiding Officer.If a Presiding Officer should order
Notification of charges shall be prepared and presented to the member or alternate to withdraw from hearing the case, a Board
alternate, if available,shall take the place of the member or alternate
employee. This statement of charges must include the cause(s)
possible dismissal and must include the time, date, and place of for who has withdrawn.
the
scheduled pre-dismissal hearing. This procedure applies to full time 5. REPRESENTATION
employees only.
The grieving employee shall be entitled to be accompanied and
The pre-dismissal hearing shall be scheduled the next working day
after the receipt of notification of charges. The employee will be represented , the responding hepnd by an any other fficon of
placed on administrative leave with pay until a determination of er chosupervisor ice, ohsshallalsoDepartment Head, Elected Official, y
dismissal or retention is made. representing p im r be entitled to have an attorney
him/her at the hearing.
Attendance at the pre-dismissal hearing is limited to the Elected 6. RIGHTS OF PARTIES
Official/Department Head, the immediate supervisor, the employee
being considered for dismissal,and a representative of the Personnel A. At the hearing, each of the parties shall have the right to:
Department. If the employee is represented by legal counsel, the g
Elected Official/Department Head may also have legal representation. 1) Call and examine witnesses.
The employee shall have the right to make statements to the Elected 2) Introduce exhibits.
Official/Department Head which may rebut the charges stated in the
notification of cause(s) for potential dismissal. This rebuttal.may be 3) Cross-examine any witnesses on any matter relevant to the
presented orally or in writing. The pre-dismissal hearing shall not be issues.
considered to be a full evidentiary hearing.
41 Impeach' any-witness
After receiving said rebuttal, and any other appropriate testimony or
input, the Elected Official/Department Head shall, within one working 5) Rebut any evidence.
day, render a determination as to whether the employee shall or shall
not be dismissed, If the Elected Official/Department Head decides to B. If the grieving employee does not testify in his/her own behalf,
dismiss the employee, then notification will be provided to the he/she may be called and examined as if under cross-examination.
employee under separate letter, The notification of dismissal shall
include the cause(s) which the Elected Official/Department Head 7. PROCEDURE AND EVIDENCE
determined at the pre-dismissal hearing to justify dismissal.
employee A.The hearing shall be conducted informally and not subject to strict
if the Elected Official/Department Head determines that the judicial or technical rules of procedure.A wide latitude in the manner
shall be retained, the Elected Official/Department Head may then of presenting the respective positions should be afforded the parties.
elect to Impose upon the employee any disciplinary measures short of Evidence presented at the hearing may include the following:
dismissal.'
1) Oral testimony of witnesses.
If the employee is dismissed pursuant to these procedures, he may
exercise his right to grieve such dismissal without the necessity of 2) Briefs, memoranda, or other related information.
complying with Steps A-C of the "Employee Grievances.'
3) Any material contained in the personnel files regarding the
EMPLOYEE GRIEVANCES employee involved,
An employee who feels that the policies set forth in this manual are 4) Any other relevant material.
not being properly applied,or has any disciplinary action taken against'
him/her that results in termination, demotion, and/or loss in pay, is _ B. Each party shall, prior to or during the hearing, be entitled to
encouraged to have his/her grievance reviewed. submit memoranda concerning any matters being considered by the
Board. Such memoranda shall become a part of the hearing record.
The employee grievance procedure is as follows:
C. The Board may receive and consider evidence not admissible
A All grievances must first be presented to the employee's immediate under the standard rules of evidence, if such evidence possesses
supervisor who will give the employee a response within two (2) probative value commonly acceptable by reasonable and prudent men
working days of the presentation of the grievance. in the conduct of their affairs.
B. If the employee is not satisfied with the supervisor's answer to D. The Presiding Officer may exclude unduly repetitious evidence.
his/her grievance,he/she may,within five(5)working days of receiving
the supervisor's answer, but not to exceed fifteen(15) days from the E. Objections to evidentiary offers may be made and shall be noted
date of the incident which is the subject matter of the grievance, in the record.
appeal the supervisor's answer to the.Department Head or Elected
Official. Such an appeal should be presented in writing, stating the B. SPECIFIC PROCEDURES OF THE BOARD
nature of the grievance and the reasons for believing the employee's
position to be correct. The Department Head or Elected Official shall A. Call the Board to order and take roll.
give his/her written answer within five (5( working days of the
presentation of the grievance.Failure to submit a written appeal as set B.Announce the matter to be heard. Determine whether all parties
forth above to the Department Head or Elected Official within fifteen involved in the matter to be heard are present and that all such
(15) days of the incident which is the subject matter of the grievance , persons are ready to proceed.
shall constitute a stale grievance and waiver of grievance rights for the
incident. C. Call the aggrieved employee to proceed with his case.
C. If the employee disagrees.with the Department Head or Elected • 1) He/she may give a short statement of his case, summarizing
Official's answer, he/she may file a formal written grievance to the his/her position.
Weld County Personnel Grievance Board via the Weld County -
Personnel Department within seven(7) working days of receiving the 2) He/she may present witnesses on direct examination. The
Department Head or Elected Official's written response.The employee witnesses will each then be subject to cross-examination by the other
will prepare a written grievance that clearly states his/her side of the - party and may be questioned by the Board.The employee may then
case. The written grievance must include the specific reasons for question his witness on any new matters brought up on cross-
appealing the action, the specific facts as they are known to the examination.
employee, any documentation to substantiate the facts, and a
summary of the answer(s) of the supervisor and Department Head or 3) He/she may introduce exhibits.
Elected Official. _
D. After the grieving employee has presented his/her case In chief,
D. The Weld County Personnel Director will attempt to mediate the the other party is called to proceed and he/she shall present his/her
difference. If mediation fails,the Weld County Personnel Director has case in the same manner as the employee.
ten (10) working days from receipt of the written grievance to set a
grievance board hearing date and to notify the employee and E.The employee may then rebut any matter brought out In the other
Department Head or Elected Official of said hearing date. party's case.
E. Weld County Personnel Grievance Board Hearing Procedures: F. The Board members may examine any witnesses, call any
additional witnesses for examination, and request the submission of
1. PRESENCE AT HEARING. any exhibits.
9. BURDEN OF PROOF -
A Pr Employee Involved.Under no circumstances shall a
,hearing be conducted without the personal presence of the employee The employee who requested the hearing will have the burden of
who requested the hearing.However,an employee who fails to appear proving his/her position by clear and convincing evidence."Clear and
at such hearing,without good cause as determined by the Board,shall convincing evidence" is defined as that evidence which is stronger
be deemed to have waived his right to a hearing. than a"preponderance of the evidence" and which is highly probable
B. Persons in Art The grieving and free from serious doubt, Colorado Jury instructions 2d, Section
party, plus one 3:2, "Preponderance of the evidence" is defined as that evidence
"representative, the responding Department Head or Elected Official, which is most convincing and satisfying in the controversy between
plus one representative, the recorder, the Board legal advisor, the the parties, regardless of which party may have produced such
Board members, and any witnesses, while giving testimony, are the evidence. Colorado Jury Instructions 2d, Section 3:1(4).
only persons allowed to be present at such hearings.
10. RECORD OF HEARING
C.Fewer than All Seven Board Members In Attendanes. If fewer
than all seven(7) Grievance Board members are in attendance at the A record of the hearing shall be kept that is of sufficient accuracy to
hearing, either the employee or the Department Head or Elected permit an Informed and valid judgment to be made by any person that
Official may object to the hearing of the matter at that time and may may later be called upon to review the record and render a
request a postponement of the hearing until a time at which seven(7) recommendation or decision in the matter. The Board shall select a
Board members would be present.After such an objection and request method to be used f:r. making the record and this maw be
are made,the Presiding Officer shall forthwith declare that the hearing
is postponed until a time when the missing Board member(s)or Board
alternate(s) are present.
'a.i'i:e:w-S4. t,..,.-.eei 1.,.,>i m.Ats',i' iyhoc. o9 t!.ou:: pls.', ?.
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 showing of good cause and is at the sole discretion of the
Presiding Officer.
accomplished by use of a court reporter, or electronic recording unit, HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND
or detailed transcription or by taking detailed minutes. If the Board REST PERIODS
selects a method other than a court.reporter and the employee
- requests that a court reporter be used, then the employee shall pay WORK WEEK AND WORK.IDAY:
• the costs of the use of the court reporter. _
11. RECESS, ADJOURNMENT, AND DELIBERATIONS Alt full time county employees will normally work a 40 hour week.
Proper scheduling may require employees to work more(or less)than
The Board may,at its discretion,recess the hearing and reconvene the 8-hours in one day in order for a department to be more cost effective
same for the convenience of the parties or for the purpose of and to better serve the public.Normal hours are 8:00 am.to 5:00 p.m.,
obtaining new or additional evidence or consultation. Upon the Monday through Friday; however,the hours may vary depending upon
conclusion of the presentation of oral and written evidence the department needs.The normal work week begins at 001 Sunday and
hearing shall be declared closed by the Presiding Officer.The Board runs through 2400 on Saturday. Departments have the option of
shall thereupon at a time convenient to Itself,conduct its deliberations establishing their own w ork weak t o fit their needs. This Information
outside the presence of the parties. Upon conclusion of its will be provided to Personnel end Accounting.County employees are
deliberations,the hearing shall be declared finally adjourned,and the to report to assigned work sites in order to begin work at designated .
Board shall make its decision in accordance with the procedures starting times •
stated in paragraph 12 below. SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
12. DECISION OF THE BOARD AMBULANCE SERVICE:
A. The Board's decision shall be made as follows: Work Week and Work Day
•
1) The Presiding Officer shall ask for a motion to grant all or a The normal work day for paramedics and EMT's will be 24 hours Their •
no
portion of the grievance in favor of the grieving em loyee. If such a hedule Is as follows: day on, day off, day on, day off, day on,four
motion is made,the Presiding Officer shall then ask for a roll call vote days off.
and shall ask that each Board member or alternate hearing the case Normal hours used to calculate hourly rate will be 244 hours—this
give a reason for his/her vote. I• will necessitate an adjustment In accrual rates for sick and vacation to
2) If no motion to grant the grievance in favor of the 1.5 of actual accrual, e.g., eight (8) hours sick accrual will become
employee is heard by the Presidin Officer, he shall declare tthat the twelve (12) hduB per month. Vacation will go likewise.
grievance Is denied and that the Department Head or Elected Official's
decision is upheld. The Presiding Officer shall then ask each Board Hourly Rate,a Monthly Salary
member or alternate to state into the record his/her reason for .. 244 Normal Hours
denying the grievance. SUPPLEMENt;,TO THE WELD COUNTY EMPLOYEE HANDBOOK
3) The majority vote of those members and alternates hearing the SHERIFF'S OFFICE -'
case is necessary for the passage of any motion.A tie vote shall act as
a denial of the motion.
Work Week and Work Day
B. Within five working days after the final adjournment of the Jail Department — 8 day cycle: 4 12-hour days on/4 days off
hearing, the Board shall make a written report of its decision in the
matter and submit the same to the employee and Department Head or 2 shifts, 0800-2000 and 2000-0800 hours
Elected Official -
G.The employee and Department Head or Elected Official will, Field Department — 7 day cycle: 4 10-hour days on/3 days off
within
3 shifts, 0800-1800, 1700-0300,and 2200-0800 hours
five(5)working days,submit in writing to the Personnel Director either
an acceptance or nonacceptance of the Personnel Grievance Board's Admin. Department — 7 day cycle: 5 8-hour days on/2 days off
decision. If nonacceptance, such writing shall include the reason for
nonacceptance and any additional information or facts that bear on 2 shifts, 0800-1700 and 1600-2400 hours
the case. Failure to respond within five (5) working days shall
constitute acceptance. Records — 5 shifts, 0700-1500, 1500-2300, 2300-0700,
H. The Grievance Board's Legal Advisor and the Chairman of the Relief shifts, 1900-0300, 1000-1800.
Personnel Grievance Board shall, within ten (10) working days of Patrol Deputies:Normal hours used to calculate hourly rate will be
receipt of nonacceptance by either side, present the case to the 174 hours.
County Commissioners for review.The County Commissioners' review
shall be in the nature of an appellate review,based upon the record of Hourly Rate = Monthly Salary
the hearing before the Personnel Grievance Board, and upon the -174 normal hours
Grievance Board's written decision. If the County Commissioners find
that the Grievance Board decision is arbitrary or capricious; in excess Correctional Officers: Normal hours used to calculate hourly rate
of the Grievance Board's jurisdiction,authority,purpos's,or limitations will be 174 hours.
as defined by Ordinance 118, as amended, and the procedures
outlined in the Weld County Administrative Manual;or unsupported by Hourly Rate = Monthly Salary
substantial evidence when the record is considered as a whole; then 174 normal hours
the County Commissioners may either reverse or modify the Personnel '
Grievance Board's decision.The Commissioners may also remand the SHIFT WORK:
matter for consideration of any additional information or facts that
bear upon the case,as set forth in the writing described in paragraph Some departments are required to remain open 24 hours per day, 7
F. above. All parties will be notified of the review decision, in writing, days per week the Sheriffs Office, Ambulance, Computer Services,
within five(5)working days after the review is completed.The decision Buildings and Grounds, and Communications. Employees in those
by the County Commissioners is final. departments will be required to work the established shift during a 24
WELD COUNTY PERSONNEL GRIEVANCE BOARD hour period. In an emergency situation an employee may be required
to work more than one shift In a 24 hour period.
The Personnel Grievance Board is appointed by the Weld County SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK
Board of County Commissioners and is composed of seven(7)voting SHERIFF'S OFFICE
members and two(2) alternates.The County Attorney or his designee
shall act as the legal advisor to the Board. The seven (7) voting Shift Work
members consist of four (4) nonmanagement employees, two (2)
Department Heads or Elected Officials, and one (1) from middle All units of the Sheriff's Office work some shift work with the
management. The two (2) alternates consist of one (1) from middle exception of the secretarial pool.
management and one (1) non-management employee. The three (3)
management members and on9 1) management alternate are to be ON CALL STATUS:
selected by the Board of County Commissioners,serving a term of two
(2) years, with no more than two (2) members' terms expiring in any To provide necessary'ent,county Services, variousployees departments,tobeonce as laf
one(1)year.The four(4)employee members are to be elected by the
employees as follows: One (1) from Health, Human Resources, and condition of employm require emll.
Ambulance; one (1) from Road and Bridge, and two (2) from the compensation is required under the Federal Fair Labor Standards Act
Centennial Center Complex. The one (1) non-management employee (FLSA),tappropriate compensation methods will be developed, et the
alternate is to be elected at-large from all departments by the tend lecllebe osubml/dedatomhe t Boartl bor the Derr onnel
Department
employees. The term of office for the four(4) employee members is
two (2) years, with no more than two (2) members' terms expiring in EMPLOYEE FLSA STATUS AND WORK SCHEDULING:
any one year. The term of the one (1) non-management employee
alternate is two(2)years.Members and alternates may serve no more
All W
' than two(2)consecutive terms..The Chairman of Personnel GrievanceWeld County employees will be classified in accordance with the
Board shall be appointed by the Weld County Board of County Fair Labor Standards Act as exempt or non-exemptthe fromLSA the overtimestatue
Commissioners and shall serve the length of his/her current term as a provisions of the Act. Consult Personnel as to F of
Board member. employees. Each department head/elected official shall prepare a
t
schahalllldule workdas designating
the established wo k the hours each pweek for the depee in his �srtment.
beenNon adopted by Employees cannot grave a county policy that has Work by an employee at times other then those scheduled shall be
been adopted by the Board of County Commissioners,even if they feel approved in advance by the department head/elected official or, in
it is an unjust policy.The County's policies ere addressed and adopted cases of unforeseen emergency,shall be approved by the department
in public meetings in the form of a County resolution or Ordinance.All head/elected official after the emergency work is performed.
employees are encouraged to attend public meetings, on their own
time,that involve them as taxpayers and employees, in order to voice ACCRUAL AND COMPENSATION FOR OVERTIME:
their opinions.
SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME With the exception of the Sheriff's Department and Ambulance
Services Department,'all non-exempt employees who work more than
In the event an employee is formally charged or indicted for the 40 hours in their established work week will be compensated at one
commission of a crime,the County may suspend such employee,with and Services one-half
no their
eemptrmal rate.employees heriffs Department are covered under pd ublic Ambulance
safety
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 employee criteria exemptions of the FLSA and contained indepartmental supplements.
immediately suspend such employee without pay until his conviction
shall become final and he has exhausted,or by failure to assert them, A. All overtime will be approved by the department head/elected
has waived all rights to a new trial and all rights of appeal.At the time official in advance, except in emergency situations. No non-exempt
such employee's conviction is final,the employee will be terminated.A employee shall receive compensation for overtime unless such
deferred judgement and sentence upon a plea of guilty or nolo overtime has been approved in writing by the department
contendre shall be deemed to be a final conviction af the time the head/elected official as set forth above.
employee enters the plea and such plea is accepted by the Court.
8. All non-exempt employees are required to complete a time
Should thissection,the employee who is suspendediastate by the federal aly, u , ither in accounting sheet for each pay period.Pay cycles may vary but county
be found not guilty in a or court, either on pay periods will remain the 16th of the month thru the 15th of the
appeal, original trial, or new trial, the County shall forthwith reinstate next month, payable on the last working day of the month. Time
such employee and he shall receive his backpay, unless,during such accounting sheets will be submitted to Personnel for review prior to
period of suspension the employee resigned. In the event an being submitted to accounting for filing.The time accounting sheet Is
employee resigned,he shall receive backpay only up to the date of his not a pay document Any exception to normal pay,e.g.,overtime,sick
resignation and he shall not be reinstated unless otherwise provided vacation, military, regulartimcompensation,e
personal leave, etc, will be
in these personnel policies annotated on a regular time sheet and attached to the time
For the purposes of this section,"crime shall be defined as a felony ccounting,sheet. The time accounting sheets, submitted to
Accounting, will be retained for a three year period.
or claas 1 or 2misdemeanor.crime'
es defi t by state law,or cra comparable" ot
federal crime or ctime'in some other state.The term"crime" does not
Include petty or traffic offenses. ,
COMPENSATION Employees.
OVERTIME WORKED PROFESSIONAL LEAVE
as classified in
nce Wit
h the Fair Labor Standard
s Act
,accorda absolutely no Upon approval of the Department Head/Elected Official, a full time
overtime. Weld County does not accept any responsibility to pay employee may be granted professional leave to attend professional
exempt employees for hours worked in excess of fourty(40)during an and technical conferences meetinp0. end training that pertain to an
employee's current or expected duties. No more than the actual time
established work week needed, plus travel time, will be granted under professional leave.
B.Non-Exempt Employees. Non-exempt employees,as classified in Professional leave must be arranged In advance with the employee's
p supervisor.
accordance with the Fair Labor Skeddorer Act,accrue overtime at the MILITARY LEAVE
te of 1-yr - for all ms e over forty e sated in a normal
work week Non-exempt employees may be compensated for overtime
worked as follows: Any officer or employee r is r member shall the national guard or
reserve forces under state or federal law be given up to 15 days
1. Compensatory Time. Compensatory time may be accumulated annual military leave without loss of seniority, pa status, efficiency
up to eighty (80) hours prior to any monetary payment for overtime ratio , vecatln, sick leave or other benefits for ell of the dine he or
being made. Supervisors are encouraged to reduce compensatAny
ory she 9s en a red In' training or service ordered b the approprete
time earned in a pay period by allowing the employee to use it.Elected
military authority. I(the employee or officer is required to continue in
compensatory time used and at the discretion of the be scheduled so as tt military service bey2nd the time for which leave with pay is allowed,he O interfere/ with normal Headadepartmental tworkload. Upon termination of shall be entitled to leave without pay until he shall be reinstated
employment,any compensatory time not used(up to eighty(80)hours) following active service in time of war or emergency.This policy shall
be in accordance with Sections 28-3-801 end 803,CRS,1973.Copies
for a non-exempt employee will be paid. of Orders should be submitted to the Department Head/Elected
Official and Personnel two weeks prior to beginning of leave.
2. Overtime Payment. All overtime earned by non-exempt MILITARY LEAVE AND REINSTATEMENT emploexceeds eighty(80) hours at theend of aepay periods Exa d compenato time
mple: Ifoat
the end of a pay period Employee "X" has eighty-two (82) hours Weld County compiles with all sections of Title 38 U.S.Code,Chapter
accumulated compensatory time, Employee "X" will be paid two (2) 43, Veteran Reemployment Rights, For detailed information, contact
hours. Overtime and compensatory time will i documented on the
the Personnel Department. g Tiine ENTnT Sheet and the N e Time Sheet. MEDICAL LEAVE OF ABSENCE
SUPPLEMENT E THE WELD COUNTY EMPLOYEE HANDBOOK A re lest fora medical leavei ofb absence without
AMBULANCE SERVICE G pay for del disabling medical condition;or sicia to Injury must be supported by a
Overtime •
letter from the employee's physician to include an anticipated return
In accordance with the FLSA,Ambulance personnel will be paid on a date. Medical leave can only be granted after all accrued sick leave
27 day schedule with a maximum of 204 hours worked.The current been used. In cases where a medical condition would hinder job
Ambulance schedule requires that 216 hours be worked in a normal performance, the physician's statement should contain an
28 day period. In the past, employees were working 24 hours and understanding and approval of the type of work or specific duties of
being paid for 16 hours Under the new system,each hour worked will the employee.
be counted for pay. Meal periods of one(1) hours each for breakfast,
lunch,and dinner will be taken and any uninterrupted sleep period of
five(5)hours or more will reduce hours worked.All overtime payments The Department Head must be notified in writing of the employee's
will commence after 204 hours worked in a pay period. Pay periods intent to return to work and the date of return within two weeks of the
are from the 16th of one month to the 15th of the following month. physiciansd of the t :n date and employee's ability tonperformn by his/herhe normal duties.
tie's
Part-time Call In: Call in of part-time or full time employees for trips of less than eight (6) hours duration will be compensated by it is the intent of the County to return the employee to the same rob awarding 1.5 hours for each hour worked. and pay rate he/she held prior to going on medical leave. However,
• because of the nature of County business it is not always possible to
hold an employee's lob open during his/her leave. In those cases
Shift Call In:Call in of part-time or full time employees will result in where a vacancy must be filled, the employee will be placed on a
paying each hour worked at the regular rate unless the hours result in preferential recall list and be called when the opening for which
overtime payments he/she is qualified to perform is available.
Air Life Hours: Hours worked for Air Life will be compensated at The duration of all medical leaves of absence normally shall not
the regular rate unless the hours result in overtime payments exceed 45 days unless extended due to medical circumstances
and/or complications without a break in service. Vacation and sick
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK leave will not accrue while on medical leave of absence. Medical
SHERIFFS OFFICE leaves over 45 days will result in an adjustment of the employee's
anniversary date by the time actually taken and an adjustment of
Overtime: vacation and sick leave and other benefit accruals.
Patrol Deputies: in accordance with the FLSA, all hours worked An employee may continue his/her participation in the insurance plans
over 171 in a 28 day period will be compensated at the rate of one, during medical leave if he/she elects to do so.In this case,all benefits
and one-half times the normal rate. of that ach the employee an will continue
prior if tarrangemen s ee tosremit working,
provided
equirred
Correctional ONioers:-In accordance with the FLSA, all hours contributions in advance of the period of coverage. An employee
worked over forty-nine(49)In an eight day period will be compensated should discuss benefit coverage with personnel prior to departing on
at the rate of one and one-half times the normal rate. leave.
Correctional Officers/Deputies: In accordance with the FLSA all Use of vacation in conjunction with medical leave will be at the
discretion of the employee if approved by the Department
hours worked Head/Elected Official. Requests for additional time off not due to
compensated at'the rate of r one and one-half)times n will be
the normal rate. medical reasons will be treated as leave without pay according to the
procedures of this manual.
TIME WORKED: DEATH IN IMMEDIATE FAMILY. Leave of absence with pay
because of death in the immediate family of a person in the County
All time worked for non-exempt Fair b employees will ,b recorded and paid service may be granted full-time employees by the Department
in work
time accordance the h the Fair or Standards Standards Act.Questions addressed regarding to Head/Elected Official for a period not to exceed three days.
Pers nine and Fair Labor Act should be to Entitlement to leave of absence under this section shall be in addition
Personnel, to any other entitlement for sick leave,emergency leave,or any other
leave. For purposes of this section"immediate family' means mother,
coy paid n not actually ic should not be counted for overtime stepmother, father, stepfather, husband, wile, son, stepson, daughter,
compensation purposes, e.g., sick, vacation, holidays, personal leave stepdaughter, brother, sister, mother-in-law, father-In-law, grand-
days, etc. parents, foster parent, foster child, or any other person sharing the
MEAL HOURS: relationship of in loco parentis.
Employees working an 8 hour day may receive, as scheduled by the JURY DUTY
department head/elected official,30 to 80 minutes for a meal.Time of day may vary based on shift schedules and as supplemented by 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
departments. Meal time not taken may not be accumulated f30minutes
or at
the beginning or end nf the and Any break w of 30 minutes or more jury e duty m is lessthan the ryuponemployee's salary,the County givenuthe
duration shall not count towards time worked. temployee for jury du at lty. In orde o be granted leae payment or jury duty the
BREAKS: employee must submit a copy of the SUMMONS and all forms
furnished by the clerk of the court relative to the time of service.
At thesupervisor's
may
b discretion,.employeesif it working 4 consecutive
Mileage allowances can be retained by the employee.
hours maybe granted one 1y e break if does not disrupt wore CHILD CARE LEAVE
flow. Breaks not taken f may not accumulated or used at the
beginning or end of the indaTI or ME conjunction OFF When with meal hours. When an employee adopts a.child and requests leave to tend the
cleave but, a the tttlhe Departmentee is not gible for He Head/Elected l leave, may not OfficePs discretion,may
sick
VACATION use accrued vacation leave.
PAID VACATIONS: No annual leave is earned by temporary, part- LlAV[ OF ABSENCE
time, seasonal, initial review period, or hourly paid employees.
Department and Division Heads designated by the Home Rule Charter With the exception of a leave of absence for political candidacy, in
and the es In theCounty-Commissionersiitialvie riodwilld not accrue paid vacation. accordance with Section 4-2 of the Weld County Home Rule Charter,
duringythe In initial review period not accrue n llion vacation of their leave employees may be entitled to a leave of absence without pay for good
Initial review period,, employees will be awarded 8 hourstiofnvacation and sufficient personal reasons after exhausting applicable paid leave.
time per month of the initial review period. Employees may begin to Each case will be considered individually. Application for leave of
take vacation leave at the completion of their initial review period. absence must be made in writing and must be approved in writing by
Vacations must be scheduled In advance with the employee's the Department Head/Elected Official before the commencement of
supervisor. Vacation shall not conflict with work requirements of the leave. Seniority will not be affected if employee returns to work as
department. Annual vacation is earned on a monthly basis as of the won as
granted-
shall leave of if se employee absence period erio on leave
is over.
engages int
gainful reinstatement 15th of each month according to length of County service as follows: gainful employment.
Years of County Service Hours Earned Monthly
The maximum leangth of such leave of absence will be 90 days.This
8 hours
Under 5 leave may be entended only with approval of the Board of County
10 hours Commissioners and then only on written application giving compelling
Over 5, but under 10 reasons.
12 hours If an employee does not return to work on or before the agreed upon
Over 10, but under 20 date or come to an agreement with management on an extension,the
Over 20 13.33 hours employee will be considered to have terminated his/her employment.
An employee cannot accumulate in excess of two times his/her annual ABANDONMENT OF POSITION
vacation accrual.Unused vacation will be payable upon termination of If an employee fails to call In for three consecutive days without a
employment. reason acceptable to the County, he/she will be terminated:Official holidays. not'as vacation.n P g during
Illness and leave counted
emergency closure days during CLOSURE OF COUNTY IONS
vacation periods are part of the annual leave. Employees on shifts
other than 8 hours (10to 12 hours) will be awarded vacation at the In the event the County closes operations, for facilities due to
rate of 8-hour days. Records will be maintained on an hourly basis. Inclement s weather other
ched ed to work will be paid. Employees requiredneto wo kDloduririingg
SUPPLEMENT TO THE WELD COUNTY EMPLOYEE HANDBOOK such
u h closure
lcompensationordue
to Coor ty compensatory sshall nootffbeA paid
any
y additional
AMBULANCE SERVICE: on leave of any type on a closure day shall be charged for that leave
day as if County operations were normal.
Perri nVacations
Persons on r y other than 8 hours ail be awarded vacation u the of remployee emergencies
r ies to bwhen in County
yattendance due to inclement weather re n
r
rate of 8-hour days Records will be maintained on an hourly basis. s„allllr be charged sappropriate niteave operations and facilities are open
HOLIDAYS PERSONAL LEAVE DAYS
All full time employees working 32 hours or more per week will receive
paid holidays.Dates will be established annually and will be published Personal leave is a privilege granted to full time County employees.
by resolution of the Board of County Commissioners. supervisoryees ln their app approvtial review al, full time employee may ceriod are not onvert year,with days of
sick leave into two(2) Personal Leave Days. Personal leave days may
_ __..:e. ,..,er I.nm vear In year.The method of scheduling and
SICK LEAVE
REPORTING OF INJURIES
Sick leave is a privilege given to full time employees to be used in the if an employee slightly,• following circumstances: is injured, even sli htl , or suspects he has bee
injured,the employee must report this fact to his immediate supervis
A.When an employee Is unable to perform his/her job duties because at once.The supervisor will see the employee gets first aid or,in cal
Of Illness, injury, or any other medically disabling condition. of a more serious injury, medical attention
B. When the employee has medical, surgical, dental or optical To be eligible for workers compensation benefits an employee mu
be examinations or treatment Workers(Compensationmedic primary al care ned and treed initia b the s fat llitiesT ese medic
C. When an employee is required to care for an ill member of the facilities will be designated under separate cover and posted in
immediate family he/she may use accumulated sick leave up to 40 work areas. An Injured employee should inform the hospital that B
hours for any one Illness or injury or until accommodations for care billing for the treatment should be sumbitted to Weld County Worker,
can be made. Compensation Fund. The supervisor will complete an Accide
Investigation Report and the injured employee will be required to si{
All regular full-time employees,with the exception of Departmentand it.The Employers First Report of Accident Form must be submitted
Division Heads designated by the Home Rule Charter and the Board Personnel within 24 hours of the accident.The Accident Investigati,
of County Commissioners, are eligible for sick leave 30 days after Report must be submitted to the Personnel Office within 48 hou
employment. Sick leave Is accrued at 8 hours per month from date of
hire with no maximum accrual limit.Accumulated sick leave Is payable There ae three reasons for these regulations:
upon termination at K the hours of accumulated unused sick leave
not to exceed one month's salary. No accrued sick leave will be'pald A Employees seeking medical attention for job-incurred injuries, fr<
to employees who do not complete the initial review priori.Employees doctors, other than those authorized by the County, may have
hired after January 1,1985 will no longer be paid for accumulated'sick assume the cost of such treatment.
leave upon termination of employment.
B. Immediate treatment may prevent complications from developir
Employees are to report their absence(s) daily directly to--their such as infection.
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 C. Prompt reporting of the accident which produced the injury x
of absence unless the employee furnishes an acceptable explanation. enable the supervisor to make a prompt Investigation. TI
Not calling in and obtaining an approved absence for'three &Od'ls Investigation he/she makes might reveal a hazardous condition
considered abandonment of job and constitutes a voluntary work practice which, if not corrected, could lead to a more serlo.
resignation. a or injury.
An employee may be required to provide a medical doctors reportlof At County employees are covered by the State Worke
any illness for which sick leave is requested. Abuse of sick leavesbr Compensation Act, The Countys self-insured workers compensatr
exoesslbe absenteeism can result in the loss of the privilege to earn program protects all employees against total loss of Income a
sick leave or in other disciplinary actions up to and Including hospital expenses as a result of on-the-job accidents or occupatior
termination. :'f„h, Illness. It should be noted that Chiropractic services will not be pt
unless medical referral is made by the attending physician.A full tir
SICK LEAVE BANK employee who sustains an injury or occupational illness wh
performing assigned duties and is Incapable of performing the norn
In order to provide a no cost, short term disability pr ram"fbr function of the job, will receive regular full salary for a period not
employees the County has established a Sick Leave Bank Program. exceed three days from date of injury.At the end of the third day t
full time employee will receive 66 V percent of his/her normal sale
The Sick Leave Bank la based on a voluntary contribution of eight(B) minus employee generated deductions for the period of Injury lea
hours per member, per year. Members who do not contribute to-the During the workers compensation leave,a full time employee does r
Bank will not have the opportunity to take advantage of the Bank accumulate sick or vacation leave. Part-time or hourly employees r
Subsequent admission to Bank participation for new members shall be Paid 66 i percent of their normal salary from the date of Injury.Befi
allowed only on the first day of each payroll quarter following one year the injured employee Is allowed to return to work a written release
of regular full-time employment, i.e., December 16, March 16, and required from his/her doctor stating that the employee will be able
September 16. All other eligible members who wish to join the Bank assume full working reaponsibilltes and duties. The Injured employ
may do so during the first month of each payroll quarter. must keep the Department Head/Elected Official end Person'
Department Informed of his/her condition. Injured employees who c
A The Sick Leave Bank was funded initially by a contribution from perform less demanding job duties may be assigned other duties
each employee member of eight(8)hours of that employee's individual available, by the Department Head/Elected Official after conaultati
sick leave, which was deducted and credited to the Bank For new with the Personnel Department.
members the same contribution will be made on the first day of the MEDICAL EXAMINATIONS
payroll quarter,following one years employment. Following eniolimer
deductions, a member has a waiting period of one quarter, or ninet medical qualifications are realistic physical standards to assure 11
(90) days, before applying for sick leave. an employee is physically able to perform the duties required of I
B.Sick leave days in the Bank are carried over from year to year an sposition. All employees must meet the medical standards for th
ke
an additional contribution is required in January of ech suceedin initialflemc ployment sition.Applicants
exam.Antlemploon yeeemayube requ to ired
year while a member of the Bank. Hours donated to the Sick Leav take a medical exam as a condition of continued employment if In I
Bank are not refundable. judgement of the Department Head/Elected Official, the employe
healC.The Bank is administered by the Sick Leave Bank Governing Boan the tase ed duties adversely could e detrimental
ng his/her job performance
h g to the health of I
The Board is composed of five(5)members elected by the participant employee. The Personnel Department will schedule the medi in the Bank and one(1) representative from Payroll and Personnel t examination as soon as possible once requested by the DepartmE
serve as non-voting members. The following conditions govern th Head. An employee may paid le be placed on administrative paid let
granting of sick leave days from the Bank: pending the medical examination results. All employee medi
examinations requested'by Weld County will be paid for by W
1.Application forms are available through Personnel.Application3 f5
benefits from the Bank are made in writing to the Governing Board v' examination in. a County will receive the results of the med
i
,
the Personnel Department. and will furnish the employee a copy upon rogue,
RECREATIONAL ACTIVITIes
2. If a member is unable to make application for himself, th
application may be filled out by a family member Weld County does not sponsor any adult recreational teams or
or otht activities. Any sports injuries Incurred representative. by County employees r are
considered orks assigned county duties.el Therefore,they are not
3. A medical doctors statement specifying the nature of Illness,th covered by Workers' Compensation as job related injuries.
dates and medical service to the member,and the date of the patient ALCOHOL AND DRUG ABUSE
expected release for return to work will be presented with th
application. In the interest of the safety to all employees and to prevent disruption
4. The applicant must submit the request form to his Departme, of the work area, it is against county policy for an employee to
Head/Elected Official for approval of time off. The De artmer consume or possess alcohol on county property.It is also against the
Head/Elected Official approval must be obtained before th policy to report to work under the influence of alcohol.
application is complete. The Department Head/Elected Official m2 Illicit sale, purchase, use or possession of non-medically attend the hearing with,or for, that individual to discuss any problem prescribed
drugs by to ee he may have with a large number of sick days being granted.Applicar an employee b on or off county property Is also against policy.
is entitled to be present or represented at the meeting during whic This applies to all forms of narcotics, depressants, stimulants, or
his/her request Is considered by the Bank Governing Board. hallucinogenics whose sale, use or possession is prohibited by law.
5. Bank days will not be granted until a member has used all , the only exception to this Is the taking of prescribed drugs under a
his/her individual sick leave days, vacation days, and ar physician's direction. It is advised, for the employee's safety and that
compensation time he has accumulated. of others, that the employee's supervisor be Informed of the taking of
such drugs and their effect on the employee's work so he may take
6. Not more than one hundred thirty (130) working days may b appropriate action..
granted to one member in a twelve month period. Any violation of the above rules may be grounds for disciplinary action,
7.The Sick Leave Bank Governing Borad cannot approve sick'ear up to and including, termination of employment.
days to be granted to members in an amount that exceeds the numb of sick leave days accumulated in the Bank. If the need exists, ft EDUCATION AND TRAINING
Board has the option to assess a contribution of eight(8) addition hours from members to the Bank.Contributions of sick leave in excel EDUCATIONAL ASSISTANCE
of the amount stated herein cannot be accepted by the bank Weld County will reimburse an employee for tuition expenses up to
8.Sick leave may be granted ONLY in cases of personal illness.Th • $ 5. 0 per 75.0 approved l advance. Funds
m (quarter/semester)
uarte )for
this ate job
bpreld are courses
es th to have
ve
excludes use of the Bank for illness of family members. amount budgeted each year by the County Commissioners. For this
9.The Sick Leave Bank is designed for use when a disabling nine; reason reimbursement Is on a first come,first serve basis,and must be
occurs. rr approved in advance to commit funds to an employee. For an
employee to receive such reimbursement he must meet the following
10. any unused sick leave granted by the Board shall be returned conditions:
the Bank. 1. Must be a full-time employee at the time the class starts.
D. Upn termination from the County a Bank member will no longer t 2. Must have an approved Tuition Assistance Request form prior to
eligible to draw sick leave time from the Bank enrollment. (Forms are available In Personnel Department).
E.The Sick Leave Governing Board shall report the status of the Bat 3. Termination of employment will cause the employee to forfeit his
to the participants at the beginning of each calendar year.A quarter rights to this assistance.
report is made to the Board of County Commissioners.
F. The Sick Leave Bank Governing Board assumes the ft 4. Books, supplies, and miscellaneous fees are not covered.
responsibility for the control of the Bank, and all decisions of ti 5. Employee successfully,
Board are final. . must complete the course with a"C"grade
If the program is terminated at any time,any hours remaining in It To receive bank shall be equally divided among the members at that time. payment an employee must present the Personnel
Department with a receipt showing the amount of tuition paid,a grade
HEALTH AND SAFETY slip proving successful completion, and the original copy of the
approved Tuition Assistance Request form.
GENERAL Should the class attended by the employee be scheduled during
Employees are required to comply with all safety rules and re ulatior normal work.hours, it will be at the discretion of the Department
Failure to do so will result in disciplinary action and could result in Head/Elected Official whether time off from work with pay,is allowed.
reduction in workers compensation benefits if any accident result, In all cases any time taken off by the employee must be made up
from failure to comply with said safety rules. If an employee has ar weekly or be charged as unpaid leave.
questions concerning a department's requirements, the employ<
should contact his/her supervisor.Copies of the County safety manu
are available in each department.
SEMINARS AND CONFERENCES COUNTY BLOOD DONOR PROGRAM
If an employee is requested by the County to attend a workshop, Weld County, in conjunction with the North Colorado Medical Center
seminar, conference or other educational training program, the Blood Bank has established the Blood Donor Program for employees.
employee will be reimbursed for the-entire cost which Includes All employees will receive notification of the blood programs
registration fees, lodging, meals, and transportation. Claims for approximately one month prior to the actual date. Interested
reimbursement should be made in accordance with the policies employees may at that time sign up to donate blood. Employees will
outlined In the Accounting Section of the Administrative Manual. No receive time off with pay to donate blood.personnel on donor lists will
compensatory time will accrue to the employee while attending or be given time off with supervisory permission when called.
traveling to a workshop, seminar, conference or other educational
training program. In the event a department has insufficient bedgeted REIMBURSEMENT FOR JOB INTERVIEW EXPENSES
dollars for certain seminars or conferences, the employee and
department may negotiate a sharing of costs of the seminar or Travel and overnight lodging expenses may be paid for applicants
conference if agreeable to both the employee and Department identified for certain job interviews.Travel must be from outside a 100
Head/Elected Official.Attendance is the option of the employee if cost mile radius of Greeley, Colorado. Prior approval of the Director of
sharing by the employee is agreed to by employee and Department Finance and Administration is required.The only positions authorized
Head/Elected Official - for the above reimbursement are:
REGISTRATION AND LICENSING Director of Health Services
If an employee's job requires Ilcensure,certification or registration,the Director of Planning Services
employee is responsible for obtaining it, keeping It valid, and Director of Finance and Administration
presenting it to the County when requested.Associated costs are the Director of Personnel
employees responsibility. Should such required license or Director of Information Services
registration expire, it will be necessary to reassign or suspend the Director of Communications
employee from duty until it is renewed as required by law. Director of Ambulance Services
Director of Library
REI Director of Human Resources
County Attorney
With prior approval from the Department Head Intestate travel and Undersheriff
other expenasa for official County business will be reimbursed County Engineer
as follows: Director of Social Services
Comptroller
MILEAGE A Additional Positions:Additional positions may be added on a one
To be reimbursed at the rate established by Board Resolution (20 time basis with approval from the Board of County Commissioners.
cents/mile). Travel between work and residence is not reimbursed. B. Interview Expenses: All cost for interview travel will come from
Interstate travel by privately owned vehicle will be paid at the the budget of the department with the position vacancy.No additional
established reimbursement rate not to exceed the cost of any public funds will be allocated for this purpose.
transportation to the same destination. _
''MOVING EXPENSES
PARKING
The Board of County Commissioners will approve moving expenses for
Fees and tolls at actual expense when away from home office. Department Heads,•Chief Deputies, and Undersheriff only on a case-
by-case basis.
LODGING
OUTSIDE EMPLOYMENT
At actual and necessary expense.
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
At actual and necessary expense as approved by the Board of approved by the Department head/Elected Official. EXCEPTIONS:
Commissioners. When prohibited by the County Home Rule Charter or by Resolution of
the Board of Commissioners.
TRANSPORTATION
/DRESS
Bus, train or air transportation at actual expense for whichever Is
available and most practical. Each employee should choose the proper attire for his or her specific
-Receipts must be and vouchered by the Department Job.Certain areas of the county have specific safety requirements.An
Receipts and t be al tosubmitted reimburse vouchers employee should check with his/her supervisorhd:he/she has any
concerns regarding proper attire for the job.A supervisor can request
proper
Externally funded programs and staff shall be required to meet any appearance/alive•of the employee.
and all Federal,p State or other requirements for travel, meetings, USE OF PRIVATE AUTO
-' specificallyaaddressedein the other
County Personnel Policies not
pl s positions require,le in as a condition of d duties, Employees
use it the
eOUT OF STATE TRAINING TRIPS id g in conducting assigned duties aes will be
reimbursed mileage in accordance with the policy stated in the
•
If requested in the yearly budget,each department shall be allowed no Administrative Manual.The County is not liable for damage which may
more than 2 overnight out of state training trips. Each person occur to your vehicle while on County business.
attending a training meeting constitutes one trip. The person or PERSONNEL RECORDS AND INFORMATION
persoons,attending training meetings shall be designated by the
Department Head/Elected Official The Personnel Department is the custodian of all official
Out of state overnight training tripe,for which costs are reimbursed by personnel/payroll records for current and past employees of Weld
County.The employee's file in Personnel will be the official file for all
grant or stipend,shall be exempted from this trip restriction during the
budget year by approval of the Board of County Commissioners at one legal actions, employment reference, or any other official Inquiries
Colorado law requires that the files be restricted from access by
of its regularly scheduled meetings or any special meeting of said
Board, on a case case basis. anyone other than an individual who has a direct interest, le. the
employee or his supervisorts).-Each employee has access to his/her
own records. The employee
County Commissioners are allowed one overnight out of state training . may authorize a third party access to
loyee
trip per Commissioner per year for a maximum of 5 trips par year for which record with exactly
what iteoriz can signed by the eeleased.
the Board of County Commissioners Without
t specifies n items can Weld accessed or reconfirm
Without and signed ofauthorizationploy County will only confirm
A 525 per diem, if desired,will be paid In advance of all out of state employment and length employment with Weld County. Inquiries
trips to cover expenses for meals, car rentals, taxi fare, and parking evaluationfrom prospective employers will.h the be answered based on e the final
fees. - Other information of the mwifll not of be t provided Pwithoutee hthe uld hemployee copy.
Lodging, air fare and registration fees will be paid in total through Permission.
receipts turned into the Accounting Department unless prepaid by a Changes in personal data(d.g. marital status, number of dependents,
County warrant. Mileage shall be paid round trip by air coach or by address, telephone number, behefit coverage) affect the,employee's
automobile calculated at the statutory rate, whichever is cheaper. Coy or employment.Therefore, it is moat important that an:employee
If the county employee or Elected Official/Department Head M report appropriate changes as soon as possible.At least-annually an
employee should check his/her personnel records to insure,that they
accompanied by their spouse, they will be responsible for the
are accurate.expenses of the spouse.
.) ,
4 CONFLICT OF INTEREST
Receipts must be submitted and vouchered by the Department • mai,
Head/Elected Official for expense reimbursement Per Section 16-9 of the Weld County Home Rule Charteorco County
YIECELLANEOUf POLICIES officer, member of an appointed board, or employee ehalthhave any
Interest in any enterprise or organization doing busineserwith Weld
CONFIDENTIAL INFORMATION County which might interfere with the unbiased discharge of:his duty
to the public and the best Interest of the County.This restriction shall
Because of the nature of County business, employees may nave not apply where the officer, member of an.appointed--board, or
access to information of a confidential nature.This information should employee's department has no direct contact nor business-transaction
not be discussed except with authorized personnel. If any situation with any such enterprise or organization. Specific:.- •soft,.
arises concerning confidential information which an employee has a A No employee of the Central Purchasing Division shall`heve any
question, the employee should discuss it with his/her supervisor interest in any enterprise or organization doing bualness,with Weld
immediately. Misuse or disclosure of confidential information obtained count,
in the course of County employment could result in personal legal `
liability and discharge. Documents, including-copies,generated in the B. Neither the Treasurer nor employees of the Treasurersrefflce shall
course-of County employment are the exclusive property of Weld have any proprietary interest In any financial institution Inzwhich the
County and are not to be used for personal use or retained in the County maintains deposits.
permanent possession of an employee.
SOLICITATIOffS In the event a question arises as to possible-conflict oh:interest
between any County officer, member of an appointed-board, or
Except as where otherwise specifically authorized by the County, employee, and any enterprise or organization doing,business with
solicitations on County premises are subject to the following rules: Weld County,
review, Investigation,the ion ll e and presented
eso resolution.the
The County judgment Council
and
A Solicitations by Employees: Because of the disruption to decision of the Council shall be considered final and shall be made a
business, no materials shall be distributed to and no solicitation shall matter of public record.
be made of any employee in any public area within the premises.Any PAY
solicitation must be confined to non-work and non-public areas and
during non-working time. . INTRODUCTION
B.Solicitations by Non-Empl :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 end should In no way be influenced by an employee's
position within the County.
The use of County stationery for direct solicitation of employees
implies support by the County and may be viewed by some employees
as coercive.
The only appeal which has County approval and for which County
stationery may be used for soliciting other County employees is the
United Way Campaign of Weld County.
When this occurs,the Department Head/elected official will submit the
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 apprjustioval.
isto Personnel tomust hire m the the fact that level and request
nffs
performed. Department heads, chief deputies of Elected Officials, the training
This request rr document the higher t fact the commitment
undersherlff, and hourly employees do not participate in pay-for- training and hire at other e than
the h wentry level should be ye the pay made No anmmitmant
Commissioners.
performance as their salaries are set annually by the Board of County withoyt written approval from}Personnel.The practice o to f hiring atother
Commissioners. p
than entry level is limited.
OBJECTIVES OF PAY-FOR-PERFORMANCE
B. Promotions When a Countyemplos promoted to a higher
The system has been developed to provide equity, increase level classification in the same classification series, he/she will be
productivity, competitive compensation to employees, and to provide laced in the entry level step for the classification. Promotions will
management with a resource to measure and reward perforance. thence a fi a ion of 5%I pay increase.an % In the event the ltbepromotion in
the classification series Is less than 5%the incumbent shall be placed
Objectives of the system include: at the step which provides a 6% minimum increase. In all cases of a
promotion a six month promotional review period shall exist for the
incumbent.
A Equity:To assure that all eligible employees have an opportunity to
compete for and receive the rewards of the system. 1. Employee who is promoted and the mini-
mum 5% pay increase
B. Productivity: To establish a system that rewards performance so places them at the entry step will, upon satisfactory completion of six
as to increase productivity. months,move to the qualified step.Upon satisfactory completion of six
C Competitive Compensation: To assure that em ' (6) months at the qualified level, employee will move to the proficient
tosea step. Movement to the three(3)year and five(5)year proficient steps
p y will be in accordance with the performance steps for pay section 0
compensation Is competitive within the area,
and E.
D.M meet R :To provide management with a means to administer based on performance. 2. Employees who are promoted and due to the minimum five (5)
PAY-FOR-PERFORMANCE CONCEPTS 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
The pay-for-performance concept Includes: proficient steps will be in accordance with established rules for those
steps.
A Performance Compensation — To compensate 5)
employees for their performance based on established standards 3.percent Employees who are promotion,iod and, due tot the h minimum tilevels
a (mo pay t increase three for ) yer are placed at proficient
level I
B. Prevailing Wage—To pay Individuals the prevailing wage in the accordancewill move to the r year and five to year tp In
job market as determined by salary'surveys. with the normal movement these steps
C. Upward Movement — To establish a system that allows for 4. Employees who are promoted and, due to the minimum five(5)
upward movement within it in order to reward employees for their percent pay Increase for promotion, are (5) at the three(3) year
performance. proficient step will move to the five (5) year proficient step in
D. Downward Movement — To establish a system that allows for accordance with the normal movement to this step for pay section E.
compensation for 5. Employees who are promoted and, pl to the minimum five (5)
downward movement within It in order to reduce
non-productive employees. percent pay Increase for promotion, are placed at the five (5) year
E. Performance A proficient step will only receive annual pay adjustment after promotion.
Erasure ppraisal — To provide a standardized tool to 6. Employees who are promoted and, due to the five(5) percent pay
performance based on pre-determined standards. Increase rule, are placed outside of the five (5) year proficiency pay
F. Learning Curve — The amount of time spent on the job to fully step will only receive a five(5) percent initial pay increase.They will
learn the tasks required and function at a proficient level.The Pay-for- then be placed in the Grandfather category and treated as such.
Performance system rcognizes a learning curve for all county Promotion dur
ing
positions, period is authorized under the
following conditions:
Initial review na:
PAY STEPS
1. That a legitimate vacancy exists.
A. Entry Level — Persons with training but •
Alittle or no experience.Pay — 95% of job rate. 2.That the promoted individual meets the full position qualifications.
B. Qualified Level — Persons with training and experience who individuals promoted during their initial review period will begin a six
month review period from the effective date of promotion.Initial review
exceed the minimum requirements for the classification. Pay—97.5%
of job rate. status will apply until the employee's six month anniversary of hiring
when vacation accrual will be awarded and may be used.
C. Proficient Level — Persons with training plus experience In a County department. Pay — 100% of job rate. When a position is n,determinedcu to be mis-classified and is changed to a
D. 9rdp higher classification, the incumbent must qualify for the higher level
Year Proficient Level — Persons who have completed 3 position within one year. The incumbent will be placed at the entry
years in the same classification and have demonstrated sustained level step unless the try pay grade in the lower class is less than
satisfactory performance at the proficient or highly proficient level as per In the event the entry level is less than a in u increase s the
recorded through he appraisal system. Pay— 1.02Y% of established person will be placed at a step providing a 5e, minimum increase. In
Job rate. no case will a reclass result in a pay decrease.In the event a position
E. Sth is downgraded the current incumbent's salary will be frozen until the
years in the same classificationand— have demonstrated sons who have ustained pay table of the lower classification ibleto compete for e bonuses.
salary.
The Incumbent will be ell
satisfactory performance at the proficient or highly proficient level as P
A promoted employee entering the classification at higher than the
recorded through the appraisal system. Pay — 105% of job rate.
NOTE: The above steps P entry level due to the 5%minimum pay increase requirement will still
classification if the incumbent was promotooted l correspond to step t�im due to have the promotional review period.Pay movement will be based upon
minimum 5% increase forthe normal movement of the higher step. For example, an employee
promotions. 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.
KEY ELEMENTS OF THE PAY FOR PERFORMANCE SYSTEM
If a County employee takes a new position in a class series other than
Key elements of the step/bonus approach include: their current series the employee will be hired at the entry level step
— Five performance levels for employees ant proficient, of the new classification. (Example: OFfice Technician to Deputy
3rd Year proficient and 5th Year (entry,qualified, Sheriff).
proficient)
Optional bonus of once or twice per A voluntary demotion to a lower classification in the same class series
proficient year based on highly by an employee will move the employee to the proficient step of the
Department Head/Elected}Official. Amount Hof tion bonusf determined f by lower class, or the steps he/she held prior to promotion.
Department Head/Elected Official with a minimum award of $50.00. PERFORMANCE STEPS FOR PAY
•
— Appraisals to be completed at pre-determined time frames.
A Entry step:New hires and normally promoted employees will begin
at the entry step for the classification and will be paid 95% of the
— Bonuses restricted to 50%of department/office workforce unless established job rate.After completing the first 90 days of employment,
waiver is given by a Board of County Commission resolution. the employee will be evaluated against the established entry
ORANDFATHHRINO standards. Upon completion of 6 months of employment,the employee
will again be evaluated but the evaluation will be against qualified
The basic assumption was that no County employees would receive a performance standards. If the employee receives a satisfactory
appraisal, he/she will move to the qualified step and receive a 21/2%
decrease In pay due to conversion to the pay-for-performance system. pay increase.
above thejob n rate n ersioallowedeto retain vthateb aebase
salary
uponwas
step: The conversion December 16, 1982. salaryB. qualified step is 97.5% of the job rate. The
employee functions at the qualified level and is rated against the
standards fora proficient employee. After six months at the qualified
The Board will address grandfathered employees' pay adjustments level,and if the employee meets the performance or training standards
annually. Grandfathered employees will be considered and can for the qualified level, an evaluation will be submitted raising the
compete for all bonuses. individual to the proficient step.The pay will be 100%of the job rate.
MECHANICS OF THE SYSTEM C. Proficient step: The proficient step is the job rate for the
positA New Hires: New hires will begin at the entry level step for the against estale at blished proficient leve the employee will be measured
classification with one exception. An applicant my be hire at the proficient level standards. Evaluations will be
qualified step If he/she exceeds the minimum standards for the completed every six months.
classification as established by the class description and D.9rd Year Proficient Level: To be eligible for movement to this
specifications, 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 by a
combination of performance and longevity in the classification.Pay will
e at iu''/z% or the esraoiisnea loo 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. 3th Year Proficient Level: To be eligible for movement to this D. In the case where an employee does not meet the given date to
step, the employee must complete five years with the County in the submit comments to the reviewer or Department Head/Elected
same classification, except if promoted or demoted to this step, and Official, then the reviewer or Department Head/Elected Official will
•
have demonstrated performance at the proficient level or above for the process the evaluation as if the employee did not desire to submit
last two year period. Movement to this step is not automatic, but a comments for consideration. In effect, the employee has lost his/her
combination of performance and longevity in the classification.Pay will rights to furnish the comments to the reviewer. The reviewer or
be at 105% of the job rate. Department Head/Elected Official must, however, give the employee
sufficient time to prepare his/her comments. For that purpose, a 48-
Should the Department Head/Elected Official deny movement to the hour period is the minimum time that should be allowed.
5th Year proficient step based on the employee's performance, the
employee will be eligible for consideration of movement to that step E. Upon receipt of the employee's comments, the Department
every six months thereafter based on performance. Head/Elected Official will review the evaluation, the reviewers
comments and the employee's comments. The Department
If at any time during employment at Weld County, the employee's - Head/Elected Official will then make a-judgment with the information
performance drops below the proficient .standards of the available.
classification/position the employee can be placed on a review period
for a minimum of 90 days and maximum of 180 days.and reduced in if the Department Head/Elected Official changes any individual rating
pay to the next lower step or a 2'h%reduction.It improvement is made section or the overall evaluation, he/she will do so by placing his/her
at the conclusion of the review period the employee can be returned initials in the proper rating box on the form and provide an explanation
to the proficient level and pay step occupied prior to the reduction. in the comments section provided. The Department Head/Elected
Official's review is the last unless he/she is the rating official;then the
Department heads, chief deputies of Elected Officials, the Commissioner Coordinator for his/her department becomes the final
Undersheriff,hourly or part time employees are not eligible for the pay review authority. Elected Officials are the final review authority for all
increases cited in paragraphs A - E above, job evaluations in their department.
TRANSITION FOR CURRENT EMPLOYEES F. Upon completion of the final review,the Department Head/Elected
Official, if they'have changed the rating, will review it with the
Persons employed as of December 16, 1982 in Weld County were employee. The employee will initial and date the form-below the
transitioned into the Pay-for-Performance system according to the signature of the Department Head/Elected Official. The original copy
following: of the evaluation will be forwarded to the Personnel Department for
file.
Persons currently in the"A"step moved to the"A"or"Entry"step in
the new system. PROCESS FOR UPDATING PERFORMANCE STANDARDS
Persons currently in the"B"step moved to the"B"or Qualified"step All classification and position specific standards will remain constant
in the new system. 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
All persons in the "C" or above steps moved to the "C" or made to the forms,i.e.,spelling errors,etc.Changes may be submitted
"Proficient" step in the new system. and will be reviewed by Personnel along with the appropriate
supervisor. If the changes are accepted, they will be entered into the'
Persons who had completed three years with the County in the standards in July and January of each year. The system will remain
same classification moved to the"D"or"3rd Year Proficient"step and constant during evaluation intervals to assure that all individuals within
persons at the "D" step stayed at the "0" step. a classification are rated against the same standards.
Persons who had completed five years with the County In the same PAY-FOR-PERFORMANCE
classification moved to the "E" or "5th Year Proficient" step and
persons at the "E" step stayed at the "E" step. Bonus awards are established to reward the top performers in the
work force. Bonuses are not to reward employees for average or
Persons on steps above "E" were grandfathered (See section on marginal jobs performed.
grandfathering.)
The evaluation report for the bonus will utilize the highly proficient
Pay impact dates, i.e. six month, one year anniversary dates, 3rd and standards. The evaluation form provides a block to indicate the dollar
5th year proficient level dates will remain on schedule for evaluations. bonus amount to be rewarded to the employee.
Pay changes will taker place on the appropriate hire or lob class
anniversary dates if the employee has met all other criteria for The Board of Commissioners, per the Home Rule charter, has the
advancement, including any certification requirements established for ultimate responsibility for establishing and maintaining a system of
the position as well as the employee meeting all classification and employment policies, rules,job classification,and compensation plans.
position specific standards.
Commissioner Coordinators for each department will review the
EVALUATIONS - PURPOSE department nominations for the merit pay bonus to insure compliance
with the.Board's policy intent of the pay-for-performance program.
Evaluations are management judgments about the behavior and
effectiveness of employees. Assignments, advancements, reward, The Board of County Commissioners,as a whole,will review merit pay
discipline, utilization, and motivation all depend ultimately on bonuses of employees in the Elected Official's departments to monitor
management judgments of employee performance. The objectives of compliance with the Board's policy intent of the pay-for-performance
evaluations are: program:,.
A. Clarification of what is expected—that is,to develop standards of BONUS AWARDS ELEMENTS
satisfactory performance, setting forth what quality and quantity of
work of a given type is acceptable and adequate for pursuing the A Funding: Funds for bonus awards will be identified in department
functions of the organization. budgets.The level allocated per department will be determined by the
Board. Salaries for Elected Officials, chief deputies,- Department
B. Fortifying and improving employee performance — by Identifying Heads, hourly personnel, volunteers, and those people not in the
strong and weak points in individual achievement, recording these as County system will not be part of the base for calculating bonus
objectively as possible, and providing constructive counsel to each amount in a given department cr office. The Board as the legislative
worker. appropriation body of the County reserves the right to determine the
specific budgetary amount granted each office or department for pay-
- Refinement and validation of personnel techniques—serving as a for-performance bonuses annually.
.heck on qualification -requirements, examinations, placement
techniques, training needs, or Instances of maladjustment. B. Eligibility: To be eligible for a bonus award, an employee must
have been In full time County employment for one year, not'be on
D. Establishment of en objective base for personnel actions—namely, review status, and have received an overall evaluation rating in me
'n selection for placement and promotion, in awarding salary exceeds category for proficient standard&
advancements within a given level, In making other awards, in
determining the order of retention at times of staff reduction, and in C. Frequency: Bonus can be awarded.once or twice a year at the
otherwise recognizing superior or inferior service. Department Head/Elected Officlars discretion. Established award
dates will be June 30 to be paid July 31 and December 31 to be paid
EVALUATION PROCESS January 31 annually.
All County employees will be evaluated against established standards D.Award Amount:The amount of each award is established by the
every six montha. Standards to be used are as follows: Department Head/Elected Official but will not be less than 550.00 per
person nor more than the amount allocated in the budget identified as
Stand Time Frame the bonus amount.
Entry After Completion of the first three months in the class.
)uelified After completion of the first six months In the class. E. Distribution:Awards each year to employees eligible for the pay-
Proficient Every six months after successful attainment for-performance program cannot exceed 50% of the total number of
of qualified step. the department's or office
the department's or office's workforce, excluding Department Heads,
' Highly Proficient Standards to be used to determine chief deputies of Elected Officials,the Undersheriff,hourly or part time
bonus award. employees. Awards to management-designated employees cannot
exceed 50% of the total number of supervisors participating in the
PERFORMANCE EVALUATIONS DUE program in each department or office.
Performance evaluations are due on the following time schedules: Any Department Head or Elected Official wishing to exceed either or
both of the 50%figures annually must send written justification to the
A Three months from date of hire: All new employees, whether Board of County Commissioners.The Board, if they concur, will waive
hired at the entry or qualified level will receive a three month the 50% requirement on a one time annual basis by a formal Board
evaluation. Promoted employees and employees reclassified upward resolution setting forth the justification.
will also receive a three month evaluation. The 50% of workforce will be determined by listing the names of
No pay increases will result from satisfactory evaluations but the recipients of the bonus in June and December against the total
Department Head/Elected Official should use this evaluation process number of bonuses authorized.An employee terminated between July
to advise the employee of his/her progress during the first three and December receiving a bonus in June will be removed from the
months. Adverse evaluations Si um tnree month period can result in annual list of recipients for determination of the 50% figure.
termination of the employee any time during the three month period or Department Heads/Elected Officials may want to leave some of the
extension of the review period.. bonus slots unused in June in order to add high performers between
July and December to the bonus list in December.
B. Six months from date of hire: All employees will receive a six PROCEDURAL STEPS FOR BONUS AWARDS
month evaluation whether they enter County employment at the entry
or qualified level. A. Eligibility: To be eligible for consideration for a bonue award,the
Based on the evaluation of the employee against pre-determined employee
standards,the Department Head/Elected Official will indicate whether 1. Must have been in County ye
ar.employee will move to the next pay step. Adverse evaluations at employment for one '
the six month period can result in termination of the employee or 2. Not be on review status, to include
extension of the review period. promotional review status.
C. Every six months: After completion of the first six months of 3. Must have been rated against proficient standards and placed in
County employment, employees will receive evaluations every six the exceeds level on the overall appraisal category for the most recent
months six months evaluation.
D. Upon termination: An evaluation will be required on every B. Appraisal Process for Bonus Awards
voluntary or non-voluntary termination. This provides a competed 1,During June or December of each year the Personnel Department
will supply each department/office with a list of those employees
E.Special:Special evaluations can be done for praise or reprimand at eligible for bonuses and a shortened evaluation form with highly
the Department Head/Elected Official's discretion.Special abbreviated proficient standards for each eligible employee.
evaluations will be submitted for all bonus awards. 2. Department Heads/Elected Officials will complete an evaluation
F ling Form: Weld County Employee Counseling Form may against highly proficient standards on each employee eligible for a
be used when counseling employees. bonus award.
EVALUATION REVIEW/APPEAL C. Reporting process.
In the event an employee disagrees with his/her evaluation, the Department Heads/Elected Officials will indicate on a bonus award
employee has the right to appeal the evaluation to any additional report supplies by the Personnel Department those employees to
reviewer or Department Head/Elected Official. The procedure is as receive an award and the dollar amount awarded to each of those
follows: employees.
A When the employee disagrees with the evaluation as written, he/she D. Review S Approval Process,
will so indicate by checking the disagree box in Section XIII.The rater 1. A copy of the re will then give a copy of the evaluation to the employee with a written for the report will be supplied to the Commissioner
note as to the date their comments must be turned into the reviewing Officials Coordinator fo for revie and department;n r the entire board for Elected
authority. The original copy of the evaluation will then be sent to theapproval before checks are issued.
reviewer with a copy of the memo indicating date comments are due 2 Shn �;. L ^
r.. •we ,,....... . ulel the Cn...,.,me:....e. - . —
PAYROLL ---� ---
PAY DAY
Payday for regular County employees,including hourly employees,will OTHER DEDUCTIONS
be the last working day of the month. If payday falls on a holiday,
employees will be paid the last regularly scheduled workday before Other payroll deductions will only be made f or Board approved
the holiday. Pay periods are from the sixteenth(16th)of the month to deductions Involving 50 or more employees.Deductions for employee
the fifteenth (15th) of the following month. (Special lob program organizations, coffee dues, clubs, etc. will not be accommodated due
- employees are paid separately and their pay periods and paydays may to cost of payroll processing.
and period 7f information ants from in these
Human ams Resourced Division.) PROCEDURE
PROCEDURE TO CORRECT PAYROLL ERRORS
AUTOMATIC DEPOSIT When an error in pay is identified by either the Department
Head/Elected Official or the employee, they will notify the,Personnel
Regular county employees' payroll checks are automatically deposited Department immediately so all the corrections can be made. It is the
directly to the banking institution of the employee's choice. Deposits responsibility of the Personnel Department; Accounting Department,
can be to savings or checking accounts. Forms are available n the the Department Head/Elected Official and employee to review pay
Personnel Department to establish or change account routing to information monthly to assure accuracy and to report errors in a timely
banking institutions. A statement of monthly earning will be provided manner. Any over or underpayment must be identified to the
each employee on payday. Personnel Department for resolution. Should an error be discovered,
Department Heads/Elected' Officials or employees must notify the
TIME SHEETS Personnel Department Immediately so that all' corrections can be
made.All overpayments discovered will result in a collection action for
Hourly employees are required to submit work-time records, the total amount. Retroactive pay will be calculated up to a maximum
accounting for all hours worked to their supervisor on the 15th and at of two pay periods prior to date of notification.
the end of each month. SALARY POLICY
MANDATORY PAYROLL DEDUCTIONS Weld County strives to pay competitive and equitable salaries. To
Federal Income Tax (FIT): The Federal Government requires Weld maintain this competitive position,Weld County participates in various
County to withhold a certain percentage of an employee's pay to salary surveys.Salaries are set by the Board of County Commissioners
enable the employee to pay federal taxes due each year. The after full consideration is given to:
percentage amount withheld is based on the amount of wages and the
number of exemptions claimed, as indicated on the employee's W-4 — present pay rates compared'to labor market competitors. The
form. The number of exemptions claimed may be changed by the competitive job market may vary by lob classiffcation or specific jobs.
employee as he finds necessary. Contact Personnel for any changes.
State Income Tax (SIT): The State of Colorado requires mandatory _ — ability to pay.
deduction for state income tax. The amount taken out of an employee's pay is based on wages and the number of exemptions — benefit and supplemental pay policies.
claimed on the W-4 form. .
— supply/demand situation for personnel needs.
Social Security (FICA): This program provides old age,
disability and survivor benefits. The amount deducted from an — supply/demand situation in the labor market.
employee's pay is based on total wages earned, and this amount is
matched dollar-for-dollar by Weld County. All County employees employees' expectations.
except those belonging to the Public Employee's Retirement
Association(Health Department employees)are required to pay FICA. The salaries are established during the budget process annually to be
v effective with the January pay period (December 16 • January 15).
Retirement:
epic Human Resources)through retirement
orfthe Cor full unty dume ring levels
fiscal)yearcduens once set to budgetary impacts the Board are not adjusted
Retirement system. Once salary levels are adopted a pay table is distributed annually to
A P.E.R.A. -All employees of the Weld County Health Department all departments to inform employees. All employees and the public
are required to belong to the Public Employees Retirement have access to the,pay.tables for information.
Association (PERA), Employee and County contribution are as
determined by PE RA through state legislation. Member employees CLASSIFICATION AND PAY PLAN
should refer to pamphlet issued by PERA for details of the plan. In accordance h,iS 4- t'
B.County Retirement:All full time County employees,except those Charter the Boardwit ofection County2 CommissionersoftheWeldCoun have Home adoptedRule a
on P.E.R.A and employees of H.R.D., must belong to the County classification and pa)plan.The plan is the foundation of a job-oriented
Retirement Plan. The employee must contribute 5.5% of gross - career system:Posit classification is the organizing of a I jobs in the
earnings each month. Employee contributions are deferred from state County Into groups or classes on the basis of their duties,
and federal taxable income effective December 16 1983.The County responsibilities, and qualification requirements of skills, knowledges,
matches all contributions. Member employees should refer to the and abilities.Job classifications are a vital element upon which a pay
booklet provided by the Weld County Retirement Board and the by- structure is based and administered.The system allows Weld County
laws of the Retirement Board for details of the plan. to comply with the "equal pay for equal work" requirement
The principal uses and advantages of the classification and pay plan is
WAGE GARNISHMENT listed as follows:
Garnishment of wages,results when an unpaid creditor has taken the A Facilitatingcourtcourt personnel objectives:.
ounty.Although 1.It provideeLa rational criterion for control ofpay levels by making It
collect part of an employees pay directly from Weld
the County does not wish to become involved in an employee's private
ranges.possible to egNete Whole classes of positions with common.salary
matters, the County is compelled by law to administer the court'sorders. Government levies will be treated in the same manner as
garnishments. 2. It reduces a variety of occupations and positions to manageable -
'In doing so, a Personnel representative will contact the employee to proportions so that recruitment, qualification requirements, examine•
explain the details of garnishment and how it affect wages. This Pon,and selection can be made for whole cl f positions or more
representative will also privde counsel in exploring the possibility of eta time.
• resolving the situation before turning It over to Payroll for
Implementation. Employees are encouraged to resolve these matters3. It a, -privately ctio to avoid County involvement in this mutually unpleasant expected)fangaiinst which the performance of incumbents(how well it is
done) can be measured.
VOLUNTARY DEDUCTIONS 4. It furnishes lob information upon which the content of orientation
Group Health Insurance: Al full-time employees receive Compre- and other in-service training can be based.
hensive Major Medical Health Insurance at the current deduction rate
for single or dependent coverage designated by the employee. 5. Although it does not of itself guarantee a good promotion and
Included in this coverage is a dental assistant plan. Employees placement policy,it supplies a systematic picture of opportunities and
wanting health insurance for all of their dependents under age 70 will position relationships,which la essential to an orderly promotion and
have a monthly payroll deduction taken from their pay at the current placement procedure.
rate. Group health insurance becomes effective the first day of the provides common
month erefollowing tpe Penrollment
nt full month pee period. Is ay gn ru of ea the supervisor and foundation
to rthe job andnpay,twhich facilitates
between
1. year there u n open r gram. where employees may sign e s the employee-management relations and helps promote work-centered
Health Insurance Program. Eligible employees and dependents may motivtion,
enroll for Employeesbmaytlts elect al to without evidence
tlpremiums defer deferred od health
from:texas,time.
B. General aids to an organization:
t
in the of and health , and summary of eeeisa are oed 1 By use of standard class titles, it establishes uniform job
in the handbook entitled, "Group Health Benefits for Covered terminolo
e Employees and Dependents of Weld County." Copies are available 9Y
a: from the Personnel Department. 2. It clarifies, by requiring definition and description of duties, the
,. Group Life Insurance:The County provides all full-time employees placing of responsibility in each position.
a� -with under 5 years of County employment$7,000.00 of group term life,
accidental death and dismemberment insurance. For full-time County fiscal terms, anus frdeltet basis
ig for translating
r eryapnc�ededs for positions into
employees with over 5 years of service $12,000 is provided
Employees may purchase supplemental term insurance of $10,000,•
q It provides information on job content that aids in the analysis of
$90,000, $100.00, as long as$
he amou$60,000,oe not exceed two D(2) organization problems and procedures by bringing out points of
times their annual salary. Life insurance becomes effective the first duplication, inconsistency, and the like in the work process.
day of the month following the first full month pay period.Employees
may purchase supplemental life Insurance for their spouse and C. Particular values in the public service:
dependent children. Spouse insurance can be purchased in 1. It assures the citizen and taxpayer that there is some logical
increments urance of $es are to a maximumwith a maximum Dependent children relationship between expenditures for personal services and the
insurance policies available a coverage of$5,000. services rendered.
In November of each year there will be an open enrollment period 2. It offers as good a protection as has been found against political
where employees may change the amount of optional life insurance or personal lase good
at in determination as has of public salaries.
purchased. An employee may request supplemental life insurance _ .
coverage at any time provided he/she is qualified for the amount of POSITION/CLASSIFICATION SPECIFICATIONS
insurance. If action takes place during a period other than open
enrollment, the employee will be required to provide proof of All Weld County employees are placed in a classification series the.
insurability. $50,000 00s may redo from have premiums up to a maximum - identifies the position they are filling. A classification specification Is
coverage of deferred taxes. available for all positions in Weld County in the Personnel Department
Details of the group life insurance benefits are available in the The specifications provide a broad statement of the class duties,
handbook entitled,m "Group Personnel e a Department.
County." Copies supervision received, supervision exercised, examples of duties,
are available from the Department. minimum qualifications, education and experience required.
Weld County Long-Term Disability Insurance: All full-time The purpose of audit/reclassification is to Insure
employees are covered by Long-Term Disability Insurance.The policy consistency of paythe position and for Internal Insure.
will pay 60% of an employee's ewae The policy cov effective within departments, insure a policy of equal pay for equal work as
after six months of disability. New employees will be covered after required by law,and to provide consistent procedure for studying and
their first lull pay period. evaluating positions in Weld County for the purpose of upgrading or
Insurance Coverage While on Unpaid Status: if an downgrading those positions.Position audits or classification will only
employee on leave without pay desires to continue his/her insurance be a part of the annual budget process and will be considered
in force (Health/Life), he/she is required to pay both the County annually along with other departmental requests,except positions can
portion and the employee protion in advance for the period of the he reclassified as a part of a sunset review process. An elected
I Official/Department Head may request a special audit if one has not
leave. • oWaite Credit Union: All Weld County employees are eligible to loin
been done for a position within that department for at least one year.
Position audits are not meant to judge the performance of the
the Wilco Credit Union,which is independent of Weld County.Details employee in the position.The purpose of the audit is to measure what
of membership and teuini of the Credit r Union can be Credit the employee does, not how well the employee performs.
from the credit runion or the Personnel Department. Credit
union savings and/or loan payments can be made via a payroll The Elected Official/Department Head can initiate a job audit by
deduction. • submitting in writing the justification for requesting such an audit.This
United Way: Voluntary deductions will be made for United Way request must be submitted along with the budget package. The
contributions at the request of the employee request should include the specific changes that have occurred and
the significance of these changes.
..__,.,__. c....,i...,ee. „e,na assigned County parking facilities In the �___�.-__ ,. .he rev the rnn,mst are adenuate. the
5. A description of the new programs and/or functions in the GENERAL DEFINITIONS
department that prompted the additional duties or responsibilities. If Classification: A group of positions sufficiently alike in respect to
the department has not added new programs end/or:functions there P
should be an explanation of why the department's current position their duties and responsibilities to justify common treatment In
classifications are not able to accomplish the same functions under selection, compensation, and qualification requirements of skills,
the current classifications. knowledges, and abilities.
6. A specification of what inequities, if any, the Elected Classification Series: Classifications in the same career path or
Official/Department Head believes may exist. career ladder, e.g., Office Technician I, II, Ill, IV, and Office Manager.
Upon receipt of this information a representative from the Personnel Compensatory Time:Time off given to an employee for working in
Department will conduct an inquiry into the facts related to the excess of 40 hours in one work week
position. This may include interviews of the Elected Official/ s: For the purpose of this
Department Head, supervisor, and/or the employee currently in the Depart, Department Head and Elected Department Nead/Elected Officialicial Official are synonymous.
An analysis and recommendation to the Board of County Ynon ymous.
Commissioners will then be made.The Director of Personnel, Elected
Official/Department Head, and the Director of Finance and Disciplinary Action: Personnel actions which may include warnings,
Administration will have an opportunity to make comments and reprimands,suspension without pay,probation,demotion,or dismissal.
recommendations to the Board. The Board of County commissioners Full Time Empl Full time employees will review this material and make a decision. If any of the above p yees work a 40 hour week
parties disagree with the decision, they may request a work session and are paid a monthly salary, not including scheduled lunch periods,
with the Board.The decision of the Board of County Commissioners at and are eligible for County benefits. .
the time of the budget approval is final and may not be appealed through any means.Any approved reclassification shall be effective on Gender:Whenever the male gender is used, i.ey,he,his, him,it refers
the first day of the first payroll period of the new fiscal year and tmale and female.
funded accordingly in the budget. Grievance Process: A mechanism developed to insure that
SENIORITY, REDUCTION IN FORCE AND RESIGNATIONS employees have, recourse from any unfair or capricious actions.
SENIORITY Nearly Employees: Hourly employees do not receive, nor are they
eligible for, County benefits. They are paid for hours worked only.
Seniority is the precedence or priority due to length of service as a hourly rate is determined
County employee. County seniority begins accumulating the day an Hourly Rate:An employee's by dividing the
employee begins employment as a full-time employee. established monthly salary by 174 hours. (174 hours is the average
number worked per month by full time employees.)
Job seniority begins accumulating the day an employee starts a new incumbent: The employee occupying a specific position.
position classification as a full-time employee.Each time an employee Initial Review Period:The initial review period is the first six months
Is promoted or downgraded to a new and different classification, employment Reviw for all new County employees.
his/her job seniority starts again.In a downgrade action,the employee
will be given credit for time spent at the higher classification-level if he
held it before promotion, as well as, time spent in the higher Job.Rate:The rate of pay for the proficient level on a monthly basis
classification. for a particular classification established b1*the salary survey and
adjusted on an annual basis.
Loss of Seniority: Loss of Ibb and county seniority occurs;when an Leave Without Pay: Time away from work approved by the
employee separates employment with Weld County. The only
exceptions are as follows: - supervisor, without pay.
A. If a former employee returns to county employment within:90 days On Call: On call status Is off duty time that an employee has
and has not withdrawn his/her contribution from the retirement fund stipulated to be reachable and able to report to work within a short
he/she will only lose seniority for the time they were off the county period of time.
payroll. Overtime: Overtime is the time an employee works in excess of 40
B. If an employee is on military leave or on approved personalleave, hours in one work week
no loss of seniority will occur. -"" Position: Certain duties and responsibilities which call for the time
REDUCTION IN FORCE Iny and attention of some Individual;allocated to offices and departments
• through the budget process.
Temporary or permanent reductions in fore (RIF):may be necessary •
promotion Review Porlod: Each promotion or re-classification
because of circumstances such as wgrkload.ochanges, ;program upward carries a new six month review period.
changes, policy decisions, or funding reductions,
ed when it isSalary Survey: Salary comparison
A reasonable ry limits) that) the be a reduction o 1 in work force issona,non- Performed each yea with the employes comparable aclassificationsi Int
permanent basis.A permanent layoff will be defined as a reduction In establishment of the salary for job classifications.
work force where conditions warrant and It is reasonably forseen that
the reduction will be long lasting. lot Seniority: The precedence or priority due to length of service as a
A layoff notice,as a result of reduction',Marco,'wan official,personal •County employee.
communication addressed to ;the. employeen,attd Issued by the
Personnel Department.The employee must receive the notice at least Worker's Compensation: A-program to protect County employees
10 work days before the date of his release. The notice shall inform against total loss of Income,medical and hospital expenses as a result
the employee of his/her right to review the records on which the of on-the-job accidents or occupational Illness.
actions were based Work Week:The County work week begins on Sunday and ends on
A permanent layoff shall be treated as a regular termination.Employee Saturday.
benefits will be impacted In the same manner as described for a Work Month: 174 hours is equal to a work month.
terminated employee in this manual.
Reduction in Force Sequence:: The sequence for a reduction in SUBJECT INDEX
force will be on a departmental basis as follows: Pape
Abandonment of Position 29
A Temporary employees by seniority.
Accrual and Compensation for Overtime 22
Alcohol and Drug Abuse 36
B. Review employees by seniority.
Appearance/Dress 43
Automatic Deposit 59
C. Full-time employees based on performance evaluations.
Blood Donor Program 42
B
D. If two or more employees have equal overall performance onus Award Elements 56
evaluations, then seniority will be the determining factor on Award Amount 57
terminations. The employee with the least job seniority will be Distribution 57
terminated first ' Eligibility 56
Frequency 56
When possible employees impacted by a reduction in force will be Funding 56
assigned to another job within the county If a vacancy exists and Bonus Awards for Small Departments 58
BBreaks 24.1
and lde osiuon are compatible with a the employee.Every Child Care Leave 29
effort twill be made to De their training wll and qualifications plusClassification and Pay Plan 64
seniority. The ePersonnel Department a ef l make best effort t assist Closure of County'Operations 29
employees who are affected by a reduction In force action in finding Compensation for Overtime Worked 23
employment. Exempt Employees 23
RESIGNATION Non-Exempt Employees 23
Time Worked 24.1
Employees are requested to notify their supervisor in writing as soon Conduct 11
as possible of their Intent to resign. As a matter of professional Confidential Information 41
courtesy at least a two(2)week notice before date of resignation is a Conflict of Interest 44
standard practice. County Stationery for Charitable Solicitations 41
Death in Immediate Family 28
Weld County Personnel Department should be the only contact for job Department Head Leave • 30
references. Any reference provided by an Inpividual other than Disciplinary Actions 12
Personnel will be considered a personal reference and the provider Dismissal Procedures 12
.shall assume all liability for the information provided. Educational Assistance 37
Employee FLSA Status and Work Scheduling 22
All County employees who terminate their employment for any reason Employee Grievances 13
will be scheduled to meet with the Personnel Department for an exit Employment of Relatives 9
interview and for all final actions of pay, retirement refund (County Equal Opportunity 4
retirement plan or PERA), Insurance and returning of ID card, parking Equal Employment Opportunity 8
cards, etc. Evaluation — Process 52
Evaluation — Purpose 52
Final pay checks for terminating employees will be issued the Evaluation Review/Appeal• 54
afternoon of the day of the next regularly scheduled Board of County Exempt Positions 9
Commissioner meeting after the terminated employee's last day of General Definitions • 70
work with the exception of those employees terminating the last seven Grandfathering 47
working days of each month. Grievance Board Hearing Procedures 14
Exception Process: To assure an accurate payroll run, employees Burden of Proof 18
terminating during the last seven working days of each month will Conflicts of Interest...., 16
have their paycheck for the current pay period direct deposited Into Decision of the Board 19
their bank account A handwrite will be processed for sick and Postponements and Extensions 15
vacation time and for the period worked in the next pay period.(Time Presence at Hearing 14
worked after the 16th of each month.) Presiding Officer 15
Procedure and Evidence 17
An employee terminating employment from the county, for whatever Recess, Adjournment and Deliberations 19
reason, who is not vested in the retirement program, will have his Record of Hearing 19
contribution only to the County Retirement Plan returned.Because all Representation 16
refunds must be approved by the Retirement Board, the employee's Rights of Parties 16
contribution will not be returned any earlier than thirty-one(31) days Specific Procedures of the Board 18
after his/her last day of work or date of application for refund, Healthy and Safety 34
whichever is later,nor any later than ninety(90)days from the last day Jobs Programs
of work or date of application for refund whichever is later (NO
7
EXCEPTIONS.) PERA members must apply for their PERA refund via Jury Duty 28
the State PERA Office. PERA refunds normally take ninety (90) days Key Elements — Pay for Performance 47
from date of application for refund. Leave of Absence 29
Management Rights 2
RETIREMENT Management Rights 2
Mandatory Payroll Deductions 59
An employee entitled to retirement benefits from the Retirement Plan Federal income Tax 59
and desiring to retire must complete the following: Retirement 60
PERA 60
A At least sixty (60) days before desired retirement date, the County Retirement 60
employee must call the Accounting Office to schedule an appointment Social Security Taxes 59
to fill out required forms for retirement.When the employee calls for State income Tax 59
the appointment, Accounting will request the following information: Meal Hours 24.
Mechanics of the System, Pay for Performance 47
New Hires 47
1.;Last work day Promotions • 48
material Fvaminatinne 35
Pay-kw-Performance Objectives 45
Competitive Compensation 45
Equity 45
Management Resource 45
Productivity 45
Pay Steps 46
Entry Step 46
Qualified Step
Proficient Step 48
3rd Year Proficient. Step 48
46
5th Year Proficient Step
Performance Evaluations Due 46
3 Months From DAte of Hire 53
8 Months From Date of Hire 53
53
Every 6 Months
Upon Termination 53
54
Special
Counseling Form 54
Performancery Steps for Pay 54
Qualified Step 50
50
proficient Step *
3rd Year Proficient Step 50
50
'5th Year Proficient Step
Personal Leave Days - 50
30
Personnel Records and Information
Political Activities 43
Position/Classification Specifications 5
Procedure 65
65
procedural Steps for Bonus Award 58 7
Appraisal Process for Bonus Awards
58
Awarding of Bonuses
Eligibility 58
Reporting Process 57
Review 8 Approval Process 58
58
Procedure to Correct Payroll Errors
• 55
Process for Updating Performance Standards
55
professional Leave
Promotions/Transfers 26 —
Purpose of Policy Manual 4
Recreational Activities 236
Reduction In Force 66
Sequence 87
Re-employment
Registration 8 Licensing 38
Reimbursable Expenses 39
Lodging
Meals - 39
Mileage 39
Out of State Training Trips 39
Parking 39
Transportation 39
Reimbursement for Job Interview Expenses 42
Reporting of Injuries 34
Residency 9
Resignation • 67
Retirement 6B
Retreatment Rights - 9
Review Period 5
Salary Policy 83
.Seminars and Conferences 37
Seniority
Job Seniority 66
66
Loss of Ren nrity 68
Sexual Harassment i 10
Shift Work 21
Sick Leave 31
Sick Leave Bank 31
Solicitations 41
Suspension for Charge with Crime 19.2
Time Sheets 59
Transition for Current Employees, Pay for Performance 51
Use of Private Auto - 43
. Vacancies 4
Vacation 25
Voluntary Deductions 80
Accidental Death and Dismemberment Insurance 62
Deferred Compensation 82
Group Health Insurance 60
Group Life Insurance 81
Insurance Coverage While On Unpaid Leave Status 62
Long-Term Disability Insurance 81
Parking 62
United Way 82
Welco Credit Union 62
Wage Garnishments 60
Weld County Personnel Grievance Board 19.2
Non-Grievable items 19.2
Work Week and Work Day 20
BE IT FURTHER ORDAINED that this Ordinance shall become
effective five days after its final public notice, as provided by Section
3-14(2) of the Weld County Home Rule Charter.
The following Ordinance No. 118-F was, on motion duly made and
seconded, adopted by the following vote on the - day of
AD., 1986.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
Jacqueline Johnson, Chairman
Gordon E. Lacy, Pro-Tem
Gene R. Brantner
C. W. Kirby
ATTEST:
Mary Ann Feuerstein Frank Yamaguchi
Weld County Clerk and
Recroder and
Clerk to the Board
By Mary Reiff
Deputy County Clerk
APPROVED AS TO FORM:
Thomas O. David
County Attorney
First Reading: June 30, 1986
Published: July 3, 1986, in the Johnstown Breeze
' Second Reading: July 14, 1986
Published: July 17, 1988, In the Johnstown Breeze
Final Reading: July 28, 1988
Published: July 31, 1988, in the Johnstown Breeze
Effective: August 5, 1986
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