HomeMy WebLinkAbout911799.tiff AR2239584
AR2238539
ORDINANCE NO. 118-J
IN THE MATTER OF REPEALING AND RE-ENACTING ORDINANCE NO. 118 , AS
AMENDED, THE WELD COUNTY PERSONNEL POLICY HANDBOOK.
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY
OF WELD, STATE OF COLORADO, THAT WELD COUNTY ORDINANCE NO. 118,
118-A, 118-B, 118-C, 118-E, 118-F, 118-G, 118-H, AND 118-I , ARE
REPEALED AND RE-ENACTED BY THE FOLLOWING ORDINANCE:
WHEREAS, the Board of County Commissioners of the County of
Weld, State of Colorado, pursuant to Colorado statute and the Weld
County Home Rule Charter, is vested with the authority of
administering the affairs of Weld County, Colorado, and
WHEREAS, the Board of County Commissioners has the power and
authority under the Weld County Home Rule Charter and the Colorado
County Home Rule Powers Act, Article 35 of Title 30 , C.R.S. , 1973 ,
as amended, and in specific , under Section 30-35-201 (7) , C.R.S. ,
1973 , as amended, to adopt by Ordinance, personnel policy rules
and regulations for the County of Weld, and
WHEREAS, on October 30 , 1983 , the Board of County
Commissioners enacted Weld County Ordinance No. 118 , which was
subsequently amended by Weld County Ordinance 118-A on December
19 , 1983 , and Weld County Ordinance 118-B on April 30 , 1984 , and
WHEREAS, the Board of County Commissioners repealed and
re-enacted Ordinances 118 , 118-A and 118-B, by enacting Weld
County Ordinance 118-C on January 2, 1985 , which was subsequently
amended by Weld County Ordinance 118-E on June 12 , 1985 , and
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RE: ORDINANCE NO. 118-J
PAGE 2
WHEREAS, the Board of County Commissioners repealed and
re-enacted Weld County Ordinances 118-C and 118-E by Weld County
Ordinance 118-F, which was enacted August 5 , 1986 , and
WHEREAS, the Board of County Commissioners repealed and
re-enacted Weld County Ordinance 118-F by enacting Weld County
Ordinance 118-G on March 29, 1988 , and
WHEREAS, Weld County Ordinance 118-G was subsequently amended
by Weld County Ordinance 118-H, enacted June 2.7, 1988 , Weld County
Ordinance 118-I, enacted June 13 , 1989 , and a second, separate
version of Weld County Ordinance No. 118-I , enacted August 7 ,
1989 , and
WHEREAS, the Board of County Commissioners of the County of
Weld, State of Colorado, hereby finds and determines that there is
a need for a comprehensive revision of the personnel policies,
rules , and regulations for the County of Weld, and that this
Ordinance is for the benefit of the health, safety, and welfare of
the people of the County of Weld.
NOW, THEREFORE, BE IT ORDAINED by the Board of County
Commissioners of the County of Weld, State of Colorado, that Weld
County Ordinances 118 , 118-A, 118-B, 118-C, 118-E, 118-F, 118-G,
118-H, and both versions of 118-I, are hereby repealed and
re-enacted by the following:
[INSERTS]
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WELD COUNTY
PERSONNEL POLICY HANDBOOK
IMPORTANT
In reading this Handbook, please remember that complete details of benefit plans
or policies are not always included. If there are inconsistencies between the
formal terms of a benefit plan and this Handbook, the actual terms of the plan,
or the policy will be controlling. A complete copy of each plan document is
available for your review in the Personnel Department. The Weld County Board
of County Commissioners reserves the right to revoke, suspend, interpret,
discontinue or modify any county program, benefit plan, or employment policy,
whether it is contained in this Handbook or if it is in addition to this
Handbook. The language used in this Handbook and in all Departmental
Supplemental Personnel Policy Forms is not intended to create, nor is it to be
construed to constitute, a contract between Weld County, the Board of County
Commissioners of Weld County, and/or any one or all of their employees. All Weld
County employees have been in the past and are currently considered to be
employed "at will. "
ORDINANCE 118
Amended Effective January 1, 1991
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TABLE OF CONTENTS
SUBJECT INDEX
I. Purpose of Handbook
Introduction 1
Management Rights 1
Exempt Positions 1
II. Employment Information
EEO 3
Political Activities 3
Promotions/Transfers 4
Vacancies 4
Re-employment 4
Employment of Relatives 5
III. Employee Definitions
Initial Review Employee 6
Promotional/Transfer Review Employee 6
Special Review 6
Regular Employees 6
Other Employees 6
IV. Conduct, Disciplinary Actions, and Grievance Procedures
Conduct 7
Reporting Misconduct 8
Sexual Harassment 8
Drug-Free Work Place 9
Suspension and Termination for Charges with a Crime ,10
Licence Requirements 10
Disciplinary Actions 11
Dismissal Procedures 11
Grieving a Dismissal 12
Employee Grievances 12
Non-Grievable Items 12
Grievance Procedures 13
Grievance Hearings 14
V. Termination of Employment
Reduction in Force Sequence 19
Resignation 19
Retirement 20
Abandonment of Position 20
References 20
VI. Time Off
Vacation 21
Sick Leave 21
Sick Leave Bank 22
Unpaid Medical Leave of Absence 25
Personal Leave Days 26
Holidays 26
Funeral Leave 26
Leave of Absence Without Pay 27
Jury Duty 27
Closure of County Operations ,27
Professional Leave 27
Military Leave 28
Department Head Leave 28
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VII. Working Hours
Work Week and Work Day 29
FLSA 29
Compensation for Overtime 29
Time Working 30
Meal Hours 30
Breaks ,30
VIII. Health and Safety
General 31
Reporting Injuries 31
Contagious Diseases 32
Medical Examinations 32
Recreational Activities 32
IX. Education and Training
Tuition Assistance 33
Seminars and Conferences 33
X. Miscellaneous Policies
Confidential Information 34
Personnel Records 34
Solicitations 34
County Stationary for Charitable Contributions 35
Outside Employment 35
Appearance/Dress 35
Use of Private Automobile 35
Conflict of Interest 35
XI. Salary, Classification and Pay
Salary Policy 37
Objectives of the Pay System 37
Pay System Concepts 37
Classification and Pay Plan 38
Job Descriptions 38
Position Reclassification 38
Key Elements of the Pay System 40
Pay Steps 40
Grandfathering 41
Mechanics of the System 41
New Hires 41
Promotions 41
Transfers 42
Demotions 42
XII. Performance Evaluations
Evaluation Process 44
Performance Evaluations Due 45
Evaluation Review/Appeal 45
Process for Updating Performance Standards 46
XIII. Payroll
Pay Day 47
Automatic Deposits 47
Wage Garnishment 47
Mandatory Payroll Deductions 47
Procedure to Correct Payroll Errors 48
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WELD COUNTY PERSONNEL POLICY HANDBOOK
SECTION I
INTRODUCTION
This Handbook contains the Weld County Board of Commissioners' personnel
policies, plans, and procedures as enacted by Weld County Ordinance 118, as
amended, and as required by Section 4-2B of the Weld County Home Rule Charter.
It is designed to be used by department heads, supervisory and staff personnel,
and employees in the day to day administration of the County personnel program.
In cases that are unique to a specific department or office, Departmental
Supplemental Personnel Policies will be issued. These Supplements must be
approved by the Board of County Commissioners.
MANAGEMENT RIGHTS
The contents of this Handbook and all Departmental Supplemental Personnel Policy
Forms are presented as a matter of information only. The Weld County Board of
Commissioners reserves the right to modify, revoke, suspend, terminate,
interpret, or change any or all of these plans, policies or procedures, in whole
or in part, at any time. The language used in this Handbook and in all
Departmental Supplemental Personnel Policy Forms 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. All Weld County employees have been in the past and
are currently considered to be employed "at-will" .
All plans, policies, and procedures contained in the Handbook and in all
Departmental Supplemental Personnel Policy Forms will be administered in
accordance with federal and state laws and with the Weld County Home Rule
Charter.
The contents of this Handbook supersede all previous versions of the Handbook,
all personnel plans, policies, procedures, manuals, resolutions, and/or personnel
operations manuals, except for the procedures set forth in any Departmental
Supplemental Personnel Policies that have been received by Personnel and approved
by the Board of County Commissioners.
EXEMPT POSITIONS
The following positions are exempt from the provisions of these policies and
the Weld County Personnel System, except that the Board of County Commissioners
shall establish, for the exempted positions, the compensation and benefits
package.
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ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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A. Undersheriff.
B. The appointed chief deputy of the Clerk and Recorder, Assessor, and
Treasurer.
C. All hourly employees as described in Section III.
D. All Elected Officials as defined by the Weld County Home Rule Charter.
E. Deputies to the Coroner.
F. Reserve Deputies or Sheriff's Posse
G. The District Attorney for the Nineteenth Judicial District and
any and all assistants, deputies, and other employees of said
District Attorney.
H. Employees of the hospital division as included in Home Rule Charter.
(NCMC)
I. The Weld County Attorney and all Assistant Weld County
Attorneys.
Weld County is involved in a number of jobs programs. Participants in the below
listed programs are not regular employees of Weld County and are not covered by
the policies of this Handbook.
A. Work Study. Contracts with area schools such as Aims and UNC.
B. Contracts for specialized services. The county enters into special
contracts for some services in lieu of hiring an employee.
C. Student Intern Programs. Area schools place student interns in County
Departments.
D. Employment Services of Weld County. The Weld County Department
of Human Resources places people in various programs including
in-school and summer youth, CWEP or JOBS, etc.
E. Useful Public Service. This program is limited to individuals required
to perform public service in lieu of some other penalty.
F. Any other job program as approved by the Board of County Commissioners.
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ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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SECTION II
DEPLOYMENT INFORMATION
EOUAL EMPLOYMENT OPPORTUNITY
Weld County strives to attain complete compliance with all provisions of Equal
Employment Opportunity laws. Recruiting, selection and advancement of employees
will be on the basis of their relative ability, knowledge, skills, and other
relevant factors.
It is the intent of Weld County to:
1. Recruit, hire, train and promote persons in all job titles without regard to
race, religion, color, sex, age, national origin, disability, veteran status,
or any other status or condition protected by applicable state law, except where
a bona fide occupational qualification applies.
2. Administer all personnel actions such as compensation, benefits, transfers,
layoffs, return from layoff, county sponsored training, education and tuition
assistance without regard to race, religion, color, sex, age, national origin,
disability, veteran status, or any other status or condition protected by
applicable state law, except where a bona fide occupational qualification
applies.
If any employee has a suggestion, problem, or complaint with regard to equal
employment, the employee should contact the Director of Personnel.
Any applicant for a job with Weld County who feels he/she might have been
illegally discriminated against on the basis of race, color, religion, sex,
national origin, or belief, age, or disability, during the application/job
selection process, may appeal this alleged discrimination in writing to the
Director of Finance and Administration of Weld County. The Director of Finance
and Administration or his designee will then investigate the alleged
discrimination.
POLITICAL ACTIVITIES
In accordance with Section 4-2 of the Weld County Home Rule Charter no employee
shall, during working hours, engage in any political activity. This includes
requiring an applicant or employee to divulge political beliefs or to make
contributions to political parties or groups.
Any County employee, except an Elected Official, who seeks election to partisan
public office, shall request a leave of absence, without pay, immediately after
announcement of candidacy. Any employee who takes a leave of absence in order
to seek election to a partisan public office may not use any accumulated paid
leave except for accumulated compensatory time. Requests for leave of absence,
without pay, will be made through the Personnel Department. Leaves of absence
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without pay for political activities must be approved by the Board of County
Commissioners prior to the employee taking the time off from work. The employee
must return to work immediately upon completion of the campaign or election.
RECRUITMENT, SELECTION, AND APPOINTMENT
PROMOTIONS/TRANSFERS
Promotions and transfers may be given to employees for the purpose of better
utilizing the abilities of Weld County employees. Weld County is interested in
employee development and encourages all employees to prepare for advancement to
higher positions.
Vacancies are advertised within the County for a period of five (5) consecutive
work days. Promotions and transfers from within the County are made when
appropriate. County employees are encouraged to apply for vacancies for which
they are qualified by completing a Transfer Request Form and a Weld County
Employment Application. County employees who meet the position criteria may be
selected for interview for the position. All requests for transfer should be
channeled through the employee's supervisor to the Department Head/Elected
Official for approval and then to the Personnel Department. Department Heads
and Elected Officials have the discretion to promote individuals within their
departments based on performance and/or qualifications without conducting
interviews.
VACANCIES
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.
Applications are screened by the Personnel Department by comparing the
applicant's qualifications to the job requirements. In specialized professional
fields, departments may assist in the screening process. The Personnel
Department will certify a list of names of the applicants that meet the minimum
qualifications to the departments and refer the most qualified applicants to the
Department Head/Elected Official for interview and final selection. Department
Heads/Elected Officials may not interview applicants unless they have been
certified by Personnel. Department Heads/Elected Officials are the only
authorized appointing officials for Weld County. This authority cannot be
delegated.
In all instances of transfer, the employee will be subject to a promotional
review period of six months.
RE-EMPLOYMENT
At the discretion of the Department Head/Elected Official, a regular employee
who resigned within one year and was in good standing at the time of the
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resignation may be rehired. Upon re-employment, the employee shall be subject
to all conditions of employment, including the twelve (12) month initial review
period applicable to new employees, and shall start at the entry level if date
of termination is thirty-one (31) days or more prior to re-employment. If the
date of termination is less than 31 days, the employee will be reinstated with
no change in hire date.
EMPLOYMENT OF RELATIVES
In accordance with Section 4-2 of the Weld County Home Rule Charter, an
appointing or employing authority may not employ or recuest the employment of
any person who is related to him or her as spouse, parent, child, brother,
sister or in-law. A supervisor may not have a relative as defined above placed
under him/her for supervision.
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SECTION III
EMPLOYEE DEFINITIONS
Initial Review Employee
All new employees, except hourly personnel, are on initial review status for the
first twelve (12) months of employment. The initial review status may be
extended beyond the first twelve (12) months at the supervisor's discretion.
Upon satisfactory completion of the review period, the employee will become a
regular member of the County workforce. Employees on an initial review whether
for the twelve (12) months or extended may not file a grievance with Weld County
and the Employee Grievances section of this Handbook does not apply.
Promotional/Transfer Review Employee
Employees promoted or transferred into a new position will be under a review
status for six (6) months.
Special Review Employee
A Department Head or Elected Official may institute a special review due to
performance that was not up to department standards. The length of the special
review period shall be at the discretion of the Department Head or Elected
Official.
Regular Employee
A regular employee is a full-time employee who is not on any review period. All
personnel policies and procedures are applicable to regular employees including
grievance procedures. Regular employees may take advantage of benefits
including insurance, time off, and retirement.
Hourly Employee
Hourly employees are paid only for the hours they work. They are not paid for
any leave time. Hourly employees have none of the grievance rights as described
in this Handbook. They do not participate in County retirement programs.
Full-Time Employee
A full-time employee is an employee who is regularly scheduled to work at least
32 hours per week. Depending on the situation, any of the above definitions may
apply to full-time employees.
Part-Time Employee
Part-time employees are regularly scheduled to work less than 32 hours per week.
They may not participate in the insurance or retirement programs. They have
none of the grievance rights as described in this Handbook.
THIS REVISION: 118-4
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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SECTION IV
CONDUCT, DISCIPLINARY ACTION, AND GRIEVANCE PROCEDURES
CONDUCT
Every county employee should be aware that they are public employees and it is
the employee's duty to serve citizens in a courteous and efficient manner. An
employee must maintain a standard of conduct and performance which is consistent
with the best interests of Weld County. Examples of conduct that may result in
disciplinary action or discharge include, but are not limited to, the following:
A. Failure to meet performance standards.
B. Conduct endangering the safety or well-being of self, fellow employees
or the public.
C. Negligent or willful damage or waste of public property. This includes
misuse of County property, equipment, vehicles or other materials for
private gain, use or convenience and unauthorized use, possession or
storage of County property.
D. Failure to comply with lawful orders or regulations.
E. Insubordination.
F. Offensive language or conduct toward the public or fellow employees, or
fighting words or conduct.
G. Violation of the Drug-Free Workplace policy stated in this Handbook.
H. Unexcused absence.
I. Conviction of a serious crime (See Suspension for Charge with Crime) .
J. Accepting bribes, money, or property or services of value in the course
of employment.
K. Any material omission or falsehood in the application or interview for
employment.
L. Falsifying sickness, or any other cause of absence.
M. Dishonesty.
N. Giving preferential treatment to individuals or groups.
0. Breach of confidentiality.
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EFF. DATE: 01-22-91
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P. Loss or suspension of driving privileges in those positions that
require a valid driver's license.
Q. Any conduct which is likely to have adverse effect upon the functioning
of Weld County Government.
R. Violation of any policy duly adopted by Resolution or Ordinance of the
Board of County Commissioners of Weld County and set forth in the Weld
County Administrative Manual, including, but not limited to, smoking in
buildings and vehicles under the control of Weld County and lobbying by
Weld County employees without authorization.
This list is for illustrative purposes only and is not intended to be all
inclusive.
REPORTING MISCONDUCT
An employee observing misconduct should report the incident immediately to the
Department Head/Elected Official. Employees may report misconduct of a
Department Head/Elected Official to the Personnel Department.
If misconduct did occur, appropriate disciplinary action may be taken. No
Department Head/Elected Official shall initiate or administer any disciplinary
action against an employee on account of the employee's reporting misconduct,
unless the reporting employee:
a. Knows that the report is false, or the report was made with disregard
to its truth or falsity; or
b. Discloses information which is confidential from government records
which are closed to the public, pursuant to Section 24-72-204,
C.R.S. ; or
c. Discloses information that is confidential under any other provisions
of law.
Employees should refer to Sections 24-18-101, 201 of the Colorado Revised
Statutes, to determine what should be done to comply with State law regarding
possible conflict of interest.
SEXUAL HARASSMENT
Sexual Harassment includes unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature, when:
(1) Submission to the sexual harassment is made either explicitly or
implicitly a term or condition of employment;
(2) Submission to or rejection of the harassment is used as the basis for
employment decisions affecting an individual; or
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(3) The harassment has the purpose of or the effect of unreasonably
interfering with an individual's work performance or creating an
intimidating, hostile or offensive working environment.
All incidents of sexual harassment must be reported immediately to the Weld
County Personnel Department. The Personnel Director or his designee will
investigate such incidents. Upon completion of the investigation, the Personnel
Director shall report the findings to the appropriate Department Head or Elected
Official for possible disciplinary action. All cases of sexual harassment will
be handled with strong disciplinary action up to and including dismissal.
DRUG-FREE WORKPLACE
In accordance with the DRUG-FREE WORKPLACE ACT of 1988, Weld County as a federal
grant recipient is required to certify to the granting agency that it will
ensure a drug-free workplace. Failure to comply with this requirement could
result in suspension of the grant payments or termination of the grant payments
or both. It is in the best interest of Weld County and its employees to provide
for a safe, drug-free workplace. This requirement presents both a necessity and
an opportunity to take immediate action to eliminate drug abuse from the
workplace. To that end, the following policy is in effect.
STATEMENT OF POLICY:
(1) All employees are prohibited from being under the influence of alcohol
or illegal drugs during working hours and/or while performing any duties
for Weld County.
(2) The use, sale, possession, transfer or purchase of illegal drugs on Weld
County property, or during working hours and/or while performing any
duties for Weld County is strictly prohibited, and will be subject to
disciplinary action, up to and including termination.
(3) No alcoholic beverage will be brought onto or consumed on Weld County
premises, or consumed during working hours or while performing duties
for Weld County. Possession or consumption of alcoholic beverages on
Weld County premises, or consuming alcoholic beverages during working
hours or while on duty for Weld County, will result in disciplinary
action, up to and including termination.
(4) No prescription drug will be brought onto Weld County premises by any
person other than the one for whom it is prescribed. Such drugs will
be used only in the manner, combination, and quantity prescribed.
Employees who must use over the counter or prescription drugs that may
cause adverse side effects or may affect their ability to perform work
in a safe and productive manner must notify their supervisors prior to
starting work. The supervisors, after inquiry, will decide if the
employees may remain at work and what work restrictions, if any, are
necessary.
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(5) For the purposes of these rules, an alcoholic beverage is any beverage
that has an alcoholic content in excess of three percent (3%) by volume.
(6) Drug means any substance other than alcohol capable of altering an
individuals mood, perception, pain level, or judgement. A prescribed
drug is any substance prescribed for individual consumption by a
licenced medical physician. An illegal drug is any drug or controlled
substance, the sale, possession or consumption of which is illegal.
Any employee found in violation of the above-stated policy will be subject to
disciplinary action, up to and including dismissal for a first offense.
Compliance with the above-stated policy is a condition of employment for all
employees of Weld County. Further, any employee who is convicted under a
criminal drug statute for a violation or who pleads guilty or nolo contendere
to such charges must notify the County within five (5) days of such conviction
or plea. Failure to do so will result in disciplinary action, including
termination from employment for a first offense. Employees convicted or who
plead guilty or nolo contendere to such drug-related violations are subject to
termination and/or mandatory attendance and successful completion of a drug
abuse assistance or similar program as a condition of continued employment.
SUSPENSION AND TERMINATION FOR CHARGE WITH CRIME
In the event an employee is formally charged or indicted for the commission of
a crime, the Department Head/Elected Official 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 the employee' s conviction shall become final and
the employee 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 may be terminated. A deferred judgment and sentence upon
a plea of guilty or nolo contendere shall be deemed to be a final conviction at
the time the employee enters the plea and such plea is accepted by the Court.
For the purposes of this section, "crime" shall be defined as a felony or class
1 or 2 misdemeanor as defined by state law, or a comparable federal crime or
crime in some other state. The term "crime" does not include petty offenses.
LICENSES
In those positions requiring a driver's license, an employee may be suspended
without pay upon knowledge by Weld County of an incident in which the license
may be revoked or suspended. If the license is suspended or revoked for any
period, upon administrative hearing or upon conviction of a traffic offense, or
if the employee is determined by the Department Head or Elected Official to be
unfit to operate the appropriate vehicle, the employee may be dismissed.
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If an employee's job requires any license, certification or registration, the
employee is responsible for obtaining it, keeping it valid, and presenting it
to the County when requested. Should such reouired license, certification or
registration expire or be revoked, the employee may be suspended without pay,
or dismissed unless and/or until the license, certificate or registration is
renewed or reinstated by law. If the employee's license or registration is not
renewed or reinstated within a specific period of time, not to exceed ninety
(90) days, the employee may be dismissed.
DISCIPLINARY ACTIONS
Disciplinary actions are to be corrective in nature and are intended to provide
reasonable means for correcting performance. Disciplinary actions may include,
but are not limited to warnings, reprimands, suspension without pay, special
review period, demotion, and dismissal.
Weld County reserves the right to by-pass lesser disciplinary action and
immediately dismiss an employee, if, in the sole opinion of the County, the
employee's conduct, either by itself or considering the employee's prior
performance, warrants dismissal. Employees holding positions of higher levels
of responsibility may be held to higher standards of performance and thus have
more severe disciplinary actions imposed on them than those who hold positions
of lower responsibility.
Department Heads, Elected Officials or their appointees may impose disciplinary
actions. However, Department Heads and Elected Officials are responsible for
disciplinary action initiated by their appointees.
At the time grievable disciplinary actions are taken against an employee, the
Department Head/Elected Official shall make available to the employee a copy of
the grievance section of this Handbook.
DISMISSAL PROCEDURES
No dismissal shall be made unless the employee is given a pre-dismissal hearing.
The employee should receive written notification of the following: 1) the reason
for the possible dismissal, and 2) the time, date, and place of the scheduled
pre-dismissal hearing. This procedure applies to regular employees only.
The pre-dismissal hearing shall be scheduled the next working day after the
employee receives the notification. The employee will be placed on
administrative leave with pay until a determination of dismissal or retention
is made.
Attendance at the pre-dismissal hearing is limited to the Elected
Official/Department Head, the immediate supervisor, the employee being
considered for dismissal, the employee's legal counsel if desired, and a
representative of the Personnel Department. If the employee is represented by
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legal counsel, the Elected Official/Department Head may also have legal
representation.
The employee shall have the right to make statements to the Elected
Official/Department Head which may rebut the reasons stated in the pre-dismissal
notification. This rebuttal may be presented orally or in writing. The pre-
dismissal hearing shall not be a full evidentiary hearing.
After receiving said rebuttal, and any other appropriate information, the
Elected Official/Department Head shall, within one working day, render a
determination as to whether the employee shall or shall not be dismissed or
whether to extend the period of paid administrative leave in order to provide
enough time to investigate the incident(s) so as to render an informed decision.
If the Elected Official/Department Head decides to dismiss the employee, then
notification will be provided to the employee under separate letter. The
notification of dismissal shall include the reasons which the Elected
Official/Department Head determines to justify dismissal.
If the Elected Official/Department Head determines that the employee shall be
retained, the Elected Official/Department Head may then elect to impose upon the
employee any disciplinary measures short of dismissal.
GRIEVING A DISMISSAL
If the employee is dismissed pursuant to these procedures, he/she may exercise
the right to grieve such dismissal without the necessity of complying with Steps
1 and 2 of the "Employee Grievances."
EMPLOYEE GRIEVANCES
An employee who feels that the policies set forth in this manual are not being
properly applied, or has any disciplinary action taken against him/her that
results in a immediate loss of pay may file a grievance. These actions include
termination, demotion, and/or suspension resulting in loss in pay.
NON-GRIEVABLE
Employees cannot grieve a county policy that has been adopted by the Board of
County Commissioners, even if they feel it is an unjust policy. The County's
policies are addressed and adopted in public meetings in the form of a County
Resolution or Ordinance. All employees are encouraged to attend public
meetings, on their own time, that involve them as taxpayers and employees, in
order to voice their opinions.
Employees cannot grieve performance evaluations or written counselling forms.
They can appeal these to their Elected Official or Department Head.
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GRIEVANCE PROCEDURES:
The employee grievance procedure is as follows:
Step I Appeal to immediate supervisor.
All grievances must first be presented to the employee's immediate
supervisor.
Step 2 Immediate supervisor response to appeal
The immediate supervisor will give the employee an answer within two (2)
working days of the presentation of the grievance.
Steal Appeal to the Department Head/Elected Official
If the employee is not satisfied with the supervisor's answer to the
grievance, the employee may, within five (5) working days of receiving
the supervisor's answer, appeal the supervisor' s answer to the
Department Head or Elected Official. Such an appeal must be presented
in writing. The writing should state the nature of the grievance and
explain the employee's position.
Timeliness of appeal
In all cases, failure to submit a written appeal to the Department Head
or Elected Official within fifteen (15) calendar days of the incident
which is the subject matter of the grievance shall constitute a stale
grievance and waiver of grievance rights for the incident.
Appeals directly to the Department Head/Elected Official
In those instances when the discipline is being administered directly
by the Department Head or Elected Official, the employee grievance
procedure begins at Step 3.
Step 4 Department Head/Elected Official response to the appeal
The Department Head or Elected Official shall give a written answer
within five (5) working days of the presentation of the grievance.
Step 5 Filing a formal written grievance
If the employee disagrees with the Department Head or Elected Official's
answer, the employee may file a formal written grievance with the Weld
County Personnel Department within seven (7) working days of receiving
the Department Head or Elected Official's written response. The written
grievance must clearly state the employee's side of the case and must
include the following: specifically what decisions or actions the
employee is grieving, what remedy the employee is seeking in the
grievance, the specific facts as they are known to the employee, any
documentation to substantiate the facts, and a summary of the answer(s)
of the supervisor and Department Head or Elected Official.
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Step 6 Reconciliation
The Weld County Personnel Director may attempt to reconcile the
differences.
Step 7 Scheduling the Grievance Hearing
If reconciliation is not successful, the Weld County Personnel Director
has ten (10) working days from receipt o£ the written grievance to set
a grievance hearing date and to notify the employee and Department Head
or Elected Official of the hearing date.
GRIEVANCE HEARINGS
Weld County Personnel Grievance Hearing Procedures:
1. PRESENCE AT HEARING.
Presence of Employee Involved. Under no circumstances shall a hearing be
conducted without the personal presence of the employee who requested the
hearing. However, an employee who fails to appear at such hearing, without
good cause, as determined by the Hearing Officer, shall be deemed to have
waived his rights to a hearing.
Persons in Attendance. The Hearing Officer, the grieving party, plus only
one representative, the responding Department Head or Elected Official,
plus one representative, a representative of the Personnel Department, the
recorder, a County legal advisor, if required, and any witnesses, while
giving testimony, are the only persons allowed to be present at such
hearings. The grieving employee shall be entitled to be accompanied and
represented at the hearing by an attorney or any other person of his
choice. The attorney who represents the grieving employee shall be paid
by the employee. In no event shall Weld County be obligated to pay the
employee's attorney fees or any costs associated with the grievance. The
responding Department Head/Elected Official, or other supervisor, shall
also be entitled to have an attorney representing him at the hearing.
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 discretion of the Hearing Officer. Postponements
or extensions will not exceed (2) two weeks, unless there are extraordinary
circumstances.
3. HEARING OFFICER
The Hearing Officer shall be appointed by resolution of the Weld County
Board of Commissioners. The Hearing Officer shall ensure that order is
maintained and ensure that all parties to the hearing have a reasonable
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opportunity to be heard and to present oral and documentary evidence. The
Hearing Officer shall be entitled to determine the order of procedure
during the hearing and shall have the opportunity and discretion to make
all rulings on questions which pertain to matters of the conduct of the
hearing and to admissibility of evidence. The Hearing Officer shall make
a decision upon the grievance pursuant to Paragraph 10 below.
4. RIGHTS OF PARTIES
At the hearing, each of the parties shall have the right to:
1) Call and examine witnesses.
2) Introduce exhibits.
3) Cross-examine any witnesses on any matter relevant to the issues.
4) Impeach any witness.
5) Rebut any evidence.
If the grieving employee does not testify in his/her own behalf, the
employee may be called and examined as if under cross-examination.
5. PROCEDURE AND EVIDENCE
The hearing shall be conducted informally and shall not be subject to
strict judicial or technical rules of procedure. A wide latitude in the
manner of presenting the respective positions should be afforded the
parties. Evidence presented at the grievance hearing may include the
following:
1) Oral testimony of witnesses.
2) Briefs, memoranda, or other related information.
3) Any material contained in the personnel files regarding the employee
involved.
4) Any other relevant material.
The pertinent portion of the grieving party's personnel record shall
automatically become a part of the hearing record.
Each party shall, prior to or during the hearing, be entitled to submit
memoranda concerning any matters being considered by the Hearing Officer.
Such memoranda shall become a part of the hearing record.
The Hearing Officer may receive and consider evidence not admissible under
the standard rules of evidence, if such evidence possesses probative value
commonly acceptable by a reasonable and prudent person in the conduct of
their affairs.
The Hearing Officer may exclude unduly repetitious evidence.
Objections to evidentiary offers may be made and shall be noted in the
record.
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Where a hearing may be expedited and the interests of the parties will not
be substantially prejudiced, the Hearing Officer may receive all or part
of the evidence in written form.
The Hearing Officer will give effect to the rules of privilege as
recognized by law.
Documentary evidence may be received by the Hearing Officer in the form of
a copy; however, upon request, a party shall be given an opportunity to
compare the copy with the original.
Any Weld County employee who is requested by either party to testify at the
hearing must comply with the request. Failure to appear and testify upon
request will subject the employee to disciplinary action.
6. BURDEN OF PROOF
The grieving employee will have the burden of going forward to establish
a prima facie case regarding his grievance. "Prima facie" means sufficient
evidence to prevail until overcome by other evidence. The Department
Head/Elected Official shall then have the burden of persuading the Hearing
Officer of his position by a preponderance of evidence. "Preponderance
of the evidence" is defined as that evidence which is most convincing and
satisfying in the controversy between the parties, regardless of which
party may have produced such evidence. Colorado Civil Jury Instructions
2d, Section 3:1(4) .
7. SPECIFIC PROCEDURES OF THE HEARING
A. The Hearing Officer shall announce the matter to be heard and shall
determine whether all parties involved are present and whether all such
persons are ready to proceed.
The grieving employee shall give a short statement of the case,
summarizing his/her position. The grieving employee shall specifically
state what he/she is grieving and what relief is sought. The Department
Head/Elected Official may respond with a short statement of his/her
position.
B. The Hearing Officer shall call the grieving employee to establish a
prima facie case regarding his grievance.
The employee may present witnesses and/or exhibits to establish a prima
facie case. Each witness will be subject to cross-examination by the
Department Head/Elected Official and may be questioned by the Hearing
Officer. The grieving employee may then question the witness on any new
matters brought up on cross-examination.
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The employee may introduce exhibits.
If the grieving employee does not establish a prima facie case regarding
the grievance, then the hearing officer shall deny the grievance.
C. If the grieving employee has presents a prima facie case, the Hearing
Officer shall call the Department Head/Elected Official to proceed with
his case.
The Department Head/Elected Official may again summarize his/her
position.
The Department Head/Elected Official may present witnesses. The
witnesses will each then be subject to cross-examination by the grieving
employee and may be questioned by the Hearing Officer. The Department
Head/Elected Official may then question his witness on matters brought
up on cross-examination.
The Department Head/Elected Official may introduce exhibits and/or any
other evidence which proves his case.
D. The grieving employee may then rebut any matter brought out in the
Department Head/Elected Official's case.
E. The Hearing Officer may examine any witnesses, call any additional
witnesses for examination, and request the submission of any exhibits.
8. RECORD OF HEARING
A record of the hearing shall be kept by electronic recording unit. Either
party may request the use of a court reporter instead of or in addition to
the electronic recording unit. The Hearing Officer has the discretion to
grant such requests. The requesting party shall pay for all costs
associated with using the court reporter.
9. RECESS, ADJOURNMENT, AND DELIBERATIONS
The Hearing Officer may, at his/her discretion, recess the hearing and
reconvene the same for the convenience of the parties and/or Hearing
Officer. Upon the conclusion of the presentation of oral and written
evidence, the hearing shall be declared closed by the Hearing Officer and
the Hearing Officer shall make his/her decision in accordance with the
procedures stated in Paragraph 10 below.
10. DECISION OF THE HEARING OFFICER
The Hearing Officer shall either grant or deny all or any portion of the
employee's grievance.
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The Hearing Officer shall put his/her decision in writing within five (5)
working days after the final adjournment of the hearing. The Hearing
Officer shall then submit the written decision to the Personnel Department
which will deliver copies of the same to the grieving employee and to the
Department Head/Elected Official, supervisor, or other party opposing the
grievance.
The Hearing Officer's written decision shall include a detailed statement
of findings and conclusions upon all of the material issues of fact, law,
or discretion presented by the record, and the Hearing Officer's overall
decision upon the grievance.
The Hearing Officer's decision is final, unless timely appeal is made to
the Board of County Commissioners as indicated below.
11. APPEALS
Any party who seeks to modify the decision of the Hearing Officer may
appeal the matter to the Board of County Commissioners. To do so, the
party must file a written notice of appeal with the Personnel Director
within five (5) working days of receiving the Hearing Officer's decision.
The notice of appeal must specifically state what part of the decision the
party seeks to have modified and the reasons therefor. The notice shall
not exceed five (5) pages in length. The party opposing the modification
may submit a memorandum brief, but must do so within three (3) days of
receiving the notice of appeal. Any such memorandum brief shall not exceed
five (5) pages in length.
12. REVIEW OF APPEAL
The Personnel Director shall then transmit the Hearing Officer's decision,
the notice of appeal, and any memorandum brief to the Board of County
Commissioners for review. The Board may affirm the Hearing Officer's
decision, modify it in whole or in part, or remand the matter to the
Hearing Officer for further fact finding. A modification may only be made
if, based upon the Hearing Officer's findings of fact, the decision is
clearly wrong or is in excess of his/her jurisdiction, authority, purposes,
or limitations as defined by Ordinance 118, as amended, and the procedures
outlined in the Weld County Administrative Handbook. The Board may review
the entire hearing record upon a majority vote of the Board. The Board of
County Commissioners must decide the appeal within fifteen (15) days of the
date the Personnel Director receives the notice of appeal.
Regardless of the above stated grievance procedures, all employees are
considered to be at-will employees and these procedures are not intended to
create, nor are they to be considered to constitute, a contract between Weld
County, and any one or all of its employees.
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SECTION V
TERMINATION OF EMPLOYMENT
REDUCTION IN FORCE
Temporary or permanent reductions in force (RIF) may be necessary because of
circumstances such as workload changes, program changes, policy decisions, or
funding reduction. The Board of County Commissioners of Weld County reserves
the right to choose which position(s) to eliminate. The only issue regarding
terminations due to RIF which are grievable is whether or not the RIF sequence
below was correctly followed. The decision by the Board of County Commissioners
to eliminate position(s) is not grievable.
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
or the Board of County Commissioners. The employee must receive the notice at
least 10 work days before the date of his/her release. The notice shall inform
the employee of his/her right to review the records on which the actions were
based.
Reduction in Force Sequence:
The sequence for a reduction in force will be on a departmental basis as
follows:
A. Temporary employees by seniority.
B. Initial, special, or disciplinary review employees by seniority.
C. Regular employees based on performance evaluations.
D. If two or more employees have equal overall performance evaluations, then
seniority will be the determining factor on terminations. The employee
with the least job seniority will be terminated first.
When possible, regular employees impacted by a reduction in force will be
assigned to another job within Weld County if a vacancy exists and
qualifications and job position are compatible with the employee and the
department. If no positions are available, the former employee will receive no
other preferential treatment.
RESIGNATION
Employees are requested to notify their supervisor in writing as soon as
possible of their intent to resign. As a matter of professional courtesy at
least a two (2) week notice before date of resignation is a standard practice.
If an employee wishes to retire, they must call the Personnel Department to
schedule an appointment at least two weeks prior to their retirement date.
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All regular 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, keys, and employee handbooks.
Final pay checks for terminating employees will be issued the afternoon of the
day of the next regularly scheduled Board of County Commissioners meeting after
the terminated employee's last day of work with the exception of those employees
terminating during the payroll processing period.
Employees terminating during the payroll processing period will have their
paycheck for the current pay period direct deposited into their bank account.
A check will be processed for sick and vacation time and for the time worked
after the 16th the month.
RETIREMENT
An employee terminating employment from the County, for whatever reason, who is
not vested in the retirement program, will have his/her contribution only to the
County Retirement Plan returned plus interest. All refunds must be approved by
the Retirement Board, the employee's contribution will not be returned any
earlier than thirty-one (31) days after the last day of work or date of
application for refund, whichever is later, nor any later than ninety (90) days
from the last day of work or date of application for refund, whichever is later.
PERA members must apply for their PERA refund via the State PERA Office. PERA
refunds may take up to ninety (90) days from date of application for refund.
Retirement funds will not be processed pending any grievance concerning
dismissal.
ABANDONMENT OF POSITION
Failure to appear for work and failure to call in for three consecutive days
without a reason acceptable to the County, may result in dismissal.
REFERENCES
The Weld County Personnel Department should be the only contact for job
references. Any reference provided by an individual other than the Personnel
Department will be considered a personal reference and the provider shall assume
all liability for the information provided. No references on individuals are
to be written on county letterhead unless they are approved by the Personnel
Department.
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SECTION VI
TIME OFF
VACATION
No annual leave is earned by temporary, part-time, seasonal, hourly paid
employees or initial review employees during their first six months of their
employment. Department Heads, Chief Deputies, and Elected Officials designated
by the Home Rule Charter and the Board of County Commissioners do not accrue
paid vacation. During the first six (6) months, employees in the initial review
period will not accrue vacation leave. Upon successful completion of their
first six (6) months, employees will be awarded 8 hours of vacation time per
month of this period. Successful completion means that the employee scored a
meets or higher on their evaluation on the overall appraisal. Employees may
schedule vacation leave after the successful completion of their first six (6)
months.
Vacations must be scheduled in advance with the employee's supervisor. Vacation
shall not conflict with work requirements of the department. Scheduled
vacations may be cancelled at any time for any reason by the Department
Head/Elected Official. Annual vacation is earned on a monthly basis as of the
15th of each month according to length of County service as follows:
Continuous Years of County Service Hours Earned Monthly
Under 5 8 hours
Over 5, but under 10 10 hours
Over 10, but under 20 12 hours
Over 20 13.33 hours
An employee cannot accumulate in excess of two times the annual vacation
accrual. When vacation time is used in conjunction with a termination, the last
day worked will be considered the termination date. Earned but unused vacation
will be payable upon termination of employment.
Official holidays occurring during vacation leave are counted as holidays, not
as vacation. Illness and emergency closure days during vacation periods are
counted as vacation days.
SICK LEAVE
Sick leave is not a right. It is a privilege given to full time employees to
be used in the following circumstances:
A. When an employee is unable to perform the job duties because of illness,
injury, or any other medically disabling condition.
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B. When the employee has medical, surgical, dental or optical examinations
or treatment;
C. An employee who is required to care for an ill member of the immediate
family may use accumulated sick leave up to 40 hours for any one illness
or injury.
All regular employees are eligible for sick leave 30 days after employment.
Sick leave is accrued at 8 hours per month from date of hire with no maximum
accrual limit. For employees hired prior to January 1, 1985, accumulated sick
leave is payable upon termination at one-half the hours of accumulated unused
sick leave, not to exceed one month's salary. Employees hired after January 1,
1985 will not be paid for accumulated sick leave upon termination of employment.
Employees are to report their absence(s) daily directly to their supervisor
within one hour of the employee's regular starting time. Failure to report may
be considered cause for denial of paid sick leave for the period of absence
unless the employee furnishes an acceptable explanation. Not calling in and
obtaining an approved absence for three days is considered abandonment of job
and may result in termination.
An employee may be required to provide a medical doctor' s verification of
illness or fitness for duty at any time. Abuse of sick leave or excessive
absenteeism may result in the loss of the privilege to earn sick leave or in
other disciplinary actions, including termination.
All regular full-time employees are authorized five sick leave occurrences per
calendar year. A sick leave occurrence is defined as a minimum of one sick
leave day, or a number of consecutive sick leave days taken at any one time.
Employees who exceed the five occurrences are subject to disciplinary action,
including, but not limited to, the revocation of all sick leave privileges as
set forth in this section, suspension, leave without pay, and/or termination.
"Advanced" sick leave is not permitted. Employees may not carry negative sick
hours.
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. This program is voluntary and
the benefits are to go solely to members of the Sick Leave Bank.
The Sick Leave Bank is based on a donation of four (4) hours of the individual's
sick leave, per member, per year. Employees who do not contribute to the Bank
can't use sick leave bank hours. Admission to Bank participation for new
members shall be allowed after the employee's one year anniversary. Approval
of a Sick Leave Bank Request is not guaranteed by the Department Head, Elected
Official or Sick Leave Bank Governing Board.
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A. Four (4) hours of the employee's individual sick leave, will be deducted
and credited to the Bank. Following enrollment deductions, a new member
has a waiting period of one quarter, or ninety (90) days, before
applying for sick leave from the Sick Leave Bank.
B. Sick leave days in the Bank are carried over from year to year. An
additional contribution is required in January of each succeeding year
while a member of the Bank. Hours donated to the Sick Leave Bank are
not refundable.
C. The Bank is administered by the Sick Leave Bank Governing Board. The
Board is composed of seven (7) voting members. These include: the
Personnel Director, the Weld County Health Director and five (5)
employees elected by the participants in the Bank and one (1) non-voting
representative from Payroll. The following conditions govern the
granting of sick leave days from the Bank:
1. Application forms are available through Personnel. Applications for
benefits from the Bank are made in writing to the Sick Leave Bank
Board via the Personnel Department.
2. If a member is unable to make application for himself, the
application may be filled out by a family member or other
representative.
3. A medical doctor's statement specifying the nature of illness, the
dates and medical service to the member, and the date of the
patient's expected release for return to work will be presented with
the application. If this information is not included, the application
may not be considered.
4. The applicant must submit the request form to his Department
Head/Elected Official prior to consideration by the Sick Leave Bank
Board.
5. The Sick Leave Bank Board will consider the application at a meeting
called by the Board's Chairperson.
6. The Department Head/Elected Official may attend the Sick Leave Bank
meeting with, or for, that individual to discuss any problems related
to the request. No other person may attend the Sick Leave Bank Board
meeting. The Sick Leave Bank will consider the request and make a
decision based on a majority vote.
7. Bank hours will not be granted until a member has used all of his/her
individual sick leave days, vacation days, and any compensation time
accumulated.
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8. If the request is granted, the Sick Leave Bank days will not begin
until after thirty days have expired. This thirty day elimination
period begins on the first day of leave, whether it is paid or not.
If the employee returns to work during the thirty day elimination
period, the Sick Leave Bank request shall expire.
9. Not more than five (5) months or 110 days, whichever is less may be
granted to one member in a twelve month period. An employee may not
have more than six months of combined, consecutive paid and/or unpaid
leave.
10. If the Sick Leave Bank Board approved, the Sick Bank Member will
receive 66% of normal, current compensation during the period for
which the person is eligible to draw from the Bank.
11. The Sick Leave Bank Board cannot approve sick leave days to be
granted to members in an amount that exceeds the number of sick
leave days accumulated in the Bank. If the need exists, the Board
has the option to assess a contribution of four (4) additional hours
from members to the Bank. Contributions of sick leave in excess of
the amount stated herein cannot be accepted by the Bank.
12. Sick leave may be granted ONLY in cases of personal physical illness
or injuries. This excludes use of the Bank for illness of family
members. Other exclusions include but may not be limited to:
a. elective or cosmetic surgery
b. loss resulting from was
c. committing or attempting to commit an assault or a felony
d. occupational injuries or sicknesses
e. willful self injury
f. injury form outside employment
g. active participation in a riot
h. any other reason that the Sick Leave Bank Board finds to deny
the request
13. If the leave is denied by the Sick Leave Bank Board, the Board will
notify the applicant in writing, stating the reason(s) for the
denial.
14. Any unused sick leave granted by the Board shall be returned to
the Bank.
D. Upon termination from the County, a Bank member will no longer be
eligible to draw sick leave time from the Bank.
E. The Sick Leave 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.
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F. The Sick Leave Bank Board assumes the full responsibility for the control
of the Bank, and all decisions of the Board are final and not grievable
pursuant to the grievance procedures found in this Handbook.
G. The Sick Leave Bank Program may be terminated at any time by the Board
of County Commissioners for any reason by resolution. If the program is
terminated, any hours remaining in the Bank shall be divided on a pro
rata basis among the members at that time.
H. The Sick Leave Bank is separate and distinct from the Medical Leave of
Absence as mentioned in other sections of this Handbook. Medical Leave
of Absence may not be approved at the conclusion of Sick Leave Bank.
UNPAID MEDICAL LEAVE OF ABSENCE
A request for a medical leave of absence without pay for illness, disabling
medical condition, or disabling injury must be supported by a letter from the
employee' s physician to include an anticipated return date. Medical leave
without pay can only be granted by a Department Head/Elected Official after all
accrued sick leave and vacation has been used. In cases where a medical
condition would affect job performance, the physician's statement should contain
an understanding and approval of the type of work or specific duties of the
employee. The Department Head/Elected Official may send the employee to the
county's designated physician for a second opinion.
The Department Head must be notified in writing of the employee's intent to
return to work and the date of return within two weeks of the anticipated return
date and a confirmation by the employee's physician of the employee's ability
to perform his/her normal duties.
The duration of all medical leaves of absence without pay shall not exceed 45
calendar days. Vacation and sick leave will not accrue while on medical leave
of absence. Any leave beyond the 45 days of unpaid leave must be approved
according to the Leave of Absence Without Pay section of this Handbook. If the
department is unable to hold the position vacant, the employee will be
terminated. The person will then be given referral to interview for vacancies
in the County for which the individual is qualified as determined by the
Personnel Department. In order to receive this preferential referral, he/she
must notify the Personnel Department of his/her interest in positions as they
become available. A written application must be filed for each vacancy. The
length of time that this preferential referral provision shall not last for more
than six months from the time the individual is physically able to return to
work.
An employee may continue participation in the insurance plans during medical
leave without pay if the employee elects to do so. The employee will be
required to pay the County's portion of the premium contribution. In this case,
all benefits of each plan will continue as if the employee was working, provided
that the employee makes prior arrangements to remit the required contributions
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in advance of the period of coverage. An employee should discuss benefit
coverage with the Personnel Department prior to departing on leave.
PERSONAL LEAVE DAYS
Personal leave is a privilege granted to regular County employees. Employees
in their initial review period are not eligible. Each year, with supervisory
approval, a regular employee may convert two (2) days of sick leave into two
(2) Personal Leave Days. Personal leave days may not be carried over from year
to year. The method of scheduling and the timing of Personal Leave Days is at
the discretion of the Elected Official/Department Head.
HOLIDAYS
All regular employees working 32 hours or more per week will receive paid
holidays. Dates will be established annually and will be published by
resolution of the Board of County Commissioners.
1. New Years Day 7. Veteran's Day
2. President's Day 8. Christmas Day
3. Memorial Day 9. Colorado Day (floating)
4. Fourth of July 10. Martin Luther King Day
5. Thanksgiving Day (floating)
6. Labor Day 11. Columbus Day (floating)
To be eligible for holiday pay, an employee must be on paid status the workday
before and the workday after the holiday.
No employee assigned to shift work shall receive a greater or a lesser number
of holidays in any calendar year than employees regularly assigned to work
during the normal work week.
Employees working on an official holiday shall receive a day off in lieu of the
official holiday.
A day proclaimed a day of national/state mourning or celebration shall be
treated the same as a holiday described above.
FUNERAL LEAVE
Leave of absence with pay because of death in the immediate family may be
granted to regular employees by the Department Head/Elected Official for a
period not to exceed three days. Entitlement to leave of absence under this
section shall be in addition to any other leave. For purposes of this section
"immediate family" means mother, stepmother, father, stepfather, spouse, son,
stepson, daughter, stepdaughter, brother, sister, mother-in-law, father-in-law,
grandparents, foster parent, foster child, or guardian.
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LEAVE OF ABSENCE WITHOUT PAY
With the exception of a leave of absence for political candidacy, in accordance
with Section 4-2 of the Weld County Home Rule Charter, employees may be entitled
to a leave of absence without pay for good and sufficient personal reasons after
exhausting applicable paid leave. Each case will be considered individually.
Application for leave of absence must be made in writing and must be approved
in writing by the Department Head/Elected Official before the commencement of
leave. Right of reinstatement shall terminate if the employee on leave engages
in gainful employment.
The maximum length of such leave of absence will be 90 days. Time taken off for
other leaves of absence or any paid leave shall be included as part of the 90
day maximum. This leave may be extended only with approval of the Board of
County Commissioners and then only upon written application giving compelling
reasons.
If an employee does not return to work on or before the agreed upon date or come
to an agreement with management on an extension, the employee will be
terminated.
JURY DUTY
Employees who are "regularly employed", as defined by Section 13-71-126, C. R.
S. , and who are required to serve as a witness or juror during scheduled work
time are entitled to paid leave not to exceed three weeks. Employees who
actually serve on juries shall pay over to Weld County all amounts received from
for the jury service. 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.
CLOSURE OF COUNTY OPERATIONS
In the event the County closes operations for facilities due to inclement
weather or other emergencies, regular 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.
PROFESSIONAL LEAVE
Upon approval of the Department Head/Elected Official, a regular employee may
be granted professional leave to attend professional and technical conferences,
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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.
MILITARY LEAVE
Any officer or employee who is a member of the National Guard or reserve forces
under state or federal law shall be given up to 15 days annual paid military
leave without loss of seniority, pay, status, performance rating, vacation, sick
leave or other benefits for all of the time the employee is engaged in training
or service ordered by the appropriate military authority. If the employee's
military status changes from reserve to active, the employee shall be entitled
to leave without pay until reinstated following active service in time of war
or emergency. This policy shall be in accordance with Sections 28-3-601 and
603, CRS and federal law. Copies of Orders should be submitted to the
Department Head/Elected Official and the Personnel Department two weeks prior
to beginning of leave.
Weld County complies with all sections of Title 38 U.S. Code, Chapter 43,
Veteran Reemployment Rights. For detailed information, contact the Personnel
Department.
DEPARTMENT HEAD LEAVE
Department Heads do not accrue sick and vacation leave. Department Heads will
schedule vacation leave with their supervisors. Department Heads may use up to
six months of leave for an illness prior to commencement of long-term
disability. Any extension over the six months must be approved by the Board of
County Commissioners.
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SECTION VI
HOURS OF WORK, SHIFTS, SCHEDULES, OVERTIME, AND REST PERIODS
WORK WEEK AND WORK DAY
All regular county employees will normally be scheduled to work a 40 hour week.
Proper scheduling may require employees to work more (or less) than 8 hours in
one day in order for a department to be more cost effective and to better serve
the public. Normal hours are 8:00 a.m. to 5:00 p.m. , Monday through Friday;
however, the hours may vary depending upon department needs. The normal work
week begins at 0001 hours Sunday and runs through 2400 hours on Saturday.
Departments have the option of establishing their own work week to fit their
needs. This information will be provided to the Personnel Department and
Accounting Department. County employees are to report to assigned work sites
in order to begin work at designated starting times.
FLSA
All Weld County employees will be classified in accordance with the Fair Labor
Standards Act as exempt or non-exempt from the overtime provisions of the Act.
Consult the Personnel Department regarding the FLSA status of employees. Each
Department Head/Elected Official shall prepare a schedule designating the hours
each employee in his department shall work as well as the established work week
for the department. Work by an employee at times other than those scheduled
shall be approved in advance by the Department Head/Elected Official or, in
cases of unforeseen emergency, shall be approved by the Department Head/Elected
Official after the emergency work is performed.
COMPENSATION FOR OVERTIME
With the exception of the Weld County Sheriff's Office and Ambulance Services
Department non-administration employees, all non-exempt employees who work more
than 40 hours in their established work week will be compensated at one and one-
half times their regular rate. Sheriff's Department and Ambulance Services non-
exempt employees are covered under public safety employee criteria exemptions
of the FLSA which are contained in departmental supplements.
A. All overtime will be approved by the Department Head/Elected Official
in advance, except in emergency situations.
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 through the 15th of the next month,
payable on the last working day of the month. FLSA Time Sheets will be
submitted to the Personnel Department for review prior to being
submitted to accounting for filing. The FLSA Time Sheet is not a pay
document. The FLSA Time Sheets, submitted to the Accounting Department,
will be retained for a three year period.
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C. No compensatory time may be given in lieu of pay unless an individual
agreement is signed between the employee and the department head and
approved by the Personnel Department and the Board of County
Commissioners before time is worked.
D. Salaried/Exempt Employees. Salaried exempt receive a salary to
compensate them for the performance of all their duties and time worked.
These employees, as classified in accordance with the Fair Labor
Standards Act, do not receive overtime.
E. Non-Exempt Employees. All non-exempt employees, except public safety
employees as classified in accordance with the Federal Fair Labor
Standards Act (FLSA) , accrue overtime at the rate of 1 1/2 times for all
time worked over 40 hours in a normal work week. Non-exempt employees
will be paid earned overtime based upon the final hours for the current
pay period as shown on the FLSA Time sheet.
TIME WORKED
All time worked for non-exempt employees will be recorded and paid in accordance
with the Fair Labor Standards Act. Questions regarding work time and the Fair
Labor Standards Act should be addressed to the Personnel Department.
Any paid time not actually worked will not be counted for overtime compensation
purposes, e.g. , sick, vacation, holidays, personal leave days, etc.
MEAL HOURS
Employees working an 8 hour day may receive, as scheduled by the Department
Head/Elected Official, 30 to 60 minutes for a meal. Time of day may vary based
on shift schedules and as supplemented by departments. Meal time not taken may
not be accumulated or used at the beginning or end of the day. Any break of 30
minutes or more duration shall not count towards time worked.
BREAKS
At the supervisor' s discretion, employees working 4 consecutive hours may be
granted one 15 minute break if it does not disrupt work flow. Breaks not taken
may not be accumulated or used at the beginning or end of the day or in
conjunction with meal hours.
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F 1226 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
SECTION VIII
HEALTH AND SAFETY
GE_ I AL
Employees are required to comply with all safety rules and regulations. Failure
to do so will result in disciplinary action and could result in a reduction in
worker's compensation benefits if an accident resulted from failure to comply
with the safety rules. If an employee has any questions concerning a
department's requirements, the employee should contact the supervisor. Copies
of the County safety manual are available in each department.
REPORTING OF INJURIES
If an employee is injured, even slightly, or suspects he/she has been injured,
the employee must report this fact to his immediate supervisor at once. The
supervisor will see that the employee gets first aid or, in case of a more
serious injury, medical attention.
To be eligible for worker's compensation benefits, an employee must be examined
and treated initially by the established Weld County Worker's Compensation
primary medical care facilities. An injured employee should inform the provider
that the billing for the treatment should be submitted to Weld County Worker's
Compensation Fund. The supervisor will complete an Accident Investigation
Report and the injured employee will be required to sign it. The Employer's
First Report of Accident Form must be submitted to the Personnel Department
within 24 hours of the accident. The Supervisor's Accident Investigation Report
must be submitted to the Personnel Department within 48 hours. The employee
must also fill out and turn into their supervisor the Written Notice of Injury
Form within forty-eight (48) hours of the injury.
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 timely investigation. This investigation might
reveal a hazardous condition or work practice which, if not corrected,
could lead to a more serious injury.
Chiropractic services will not be paid unless medical referral is made by the
attending physician. During any Worker's Compensation leave, a full time
employee does not accumulate sick or vacation leave. Before any injured
employee is allowed to return to work, a written release is required from the
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F 1227 MARY ANN FEUERSTEIN CLERK & RECORDER WELD 3O6),°&)
attending doctor stating that the employee will be able to assume full working
responsibilities and duties. The injured employee must keep the Department
Head/Elected Official and Personnel Department informed of his condition.
Injured employees who can perform less demanding job duties may be assigned
other duties, if available, by the Department Head/Elected Official after
consultation with the Personnel Department.
CONTAGIOUS DISEASES
If the County is made aware that a current employee has a contagious disease,
both the rights of that employee and his/her co-workers must be protected. In
some cases, co-workers may need to be protected and in some cases co-workers may
need to be provided with appropriate information regarding how the disease is
transmitted. The County reserves the right to require that an employee undergo
a medical examination by a designated medical physician whenever there is a
reasonable doubt or suspicion based upon an incident or physical incapacity,
that the employee's health poses a safety or health hazard to himself/herself,
other employees, the public, or when it affects the employee' s work performance.
If no hazard exists, then reasonable accommodations will be made to the extent
possible, to enable the employee to continue working.
MEDICAL EXAMINATIONS
Medical qualifications are realistic physical standards to assure that an
employee is physically able to perform the duties to the standards set by Weld
County. All employees must meet the medical standards for their specific
position. Applicants for a position may be required to take an initial
employment medical exam. An employee may be required to take a medical exam as
a condition of continued employment if, in the judgment of the Department
Head/Elected Official, the employee's health appears to be adversely impacting
job performance, or the assigned duties could be detrimental to the health of
the employee, or if the medical exam is required by state or federal law. The
Personnel Department will schedule the medical examination as soon as possible
once requested by the Department Head/Elected Official. An employee may be
placed on administrative paid leave pending the medical examination results.
All employee medical examinations requested by Weld County will be paid for by
Weld County. Weld County will receive the results of the medical examination
and will furnish the employee a copy upon request.
RECREATIONAL ACTIVITIES
Weld County does not sponsor any adult recreational teams or activities. Any
sports injuries incurred by County employees are considered outside assigned
County duties. Therefore, they are not covered by Workers Compensation as job
related injuries.
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SECTION IX
EDUCATION AND TRAINING
TUITION ASSISTANCE
Weld County will reimburse an employee for tuition expenses up to $90.00 per
quarter/semester for job related courses that have been approved in advance.
Funds for this program are limited to the amount budgeted each year by the Board
of County Commissioners. Therefore, requests will be considered with priority
given to the earliest date received by the Personnel Department. Requests must
be approved in advance to commit funds for an employee. For an employee to
receive such reimbursement, the following conditions must be met:
1. Must have successfully completed the first six months of the employee's
initial review period.
2. Must have an approved Tuition Assistance Request form prior to
enrollment. (Forms are available in Personnel Department) .
3. Termination of employment will cause the employee to forfeit his rights
to this assistance.
4. Books, supplies, and miscellaneous fees are not covered.
5. Employee must complete the course successfully, with a "C" grade or
better.
To receive payment, an employee must present the Personnel Department with a
cancelled check or a receipt showing the amount of tuition paid, a grade slip
proving successful completion, and a copy of the approved Tuition Assistance
Request form.
Should the class attended by the employee be scheduled during normal work hours,
it will be at the discretion of the Department Head/Elected Official whether
time off from work, with pay, is allowed. In all cases any time taken off by
the employee must be made up weekly or be charged as unpaid leave.
SEMINARS AND CONFERENCES
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 Administrative Manual.
No compensatory time will accrue to the employee while attending or traveling
to a workshop, seminar, conference or other educational training program. In
the event a department has insufficient budgeted dollars for certain seminars
or conferences, the employee and department may negotiate a sharing of costs of
the seminar or conference if agreeable to both the employee and Department
Head/Elected Official.
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SECTION X
MISCELLANEOUS POLICIES
CONFIDENTIAL INFORMATION
Because of the nature of County business, employees may have access to
information of a confidential nature. This information should not be discussed
except with authorized personnel. If any situation arises concerning
confidential information in which an employee has a question, the employee
should discuss it with his supervisor immediately. Misuse or disclosure of
confidential information obtained in the course of County employment could
result in personal legal liability and disciplinary action, including dismissal.
Documents and copies, generated in the course of County employment are the
exclusive property of Weld County and are not to be used for personal use or
retained in the possession of an employee.
PERSONNEL RECORDS
The Personnel Department is the custodian of all official personnel/payroll
records for current and past employees of Weld County. The employee's file in
the Personnel Department will be the official file for all legal actions,
employment references, or any other official inquiries. Colorado law requires
that the files be restricted from access by anyone other than an individual who
has a direct interest, i.e. the employee or his supervisor(s) . Each employee
has access to his own records. The employee may authorize a third party access
to his record with written authorization signed by the employee which specifies
exactly what items can be accessed or released. Without additional signed
authorization, Weld County will only confirm employment and length of employment
with Weld County. Inquiries that are authorized by employees or former
employees from prospective employers will be answered based on the final
evaluation of the employee, of which the employee should have a copy.
Information will not be provided without the employee's permission.
Changes in personal data (e.g. marital status, number of dependents, address,
telephone number, benefit coverage, work authorization status) may affect the
employee's pay or employment. Therefore, it is most important that an employee
report appropriate changes as soon as possible.
SOLICITATIONS
Unless authorized by the County, solicitations on County premises are subject
to the following rules:
A. Solicitations by Employees: Because of the disruption to business, no
materials shall be distributed to and no solicitation shall be made of
any employee in any public area within the premises. Any solicitation
must be confined to non-work and non-public areas and during non-working
time.
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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.
OUTSIDE EMPLOYMENT
An employee may engage in outside employment if there is no interference with
assigned working hours and duties, no real or apparent conflicts of interest
with assigned responsibilities, and if approved by the Department Head/Elected
Official. EXCEPTIONS: When prohibited by the County Home Rule Charter or by
Resolution of the Board of Commissioners.
APPEARANCE/DRESS
Each employee should choose the proper attire for his or her specific job.
Certain areas of the county have specific safety requirements. An employee
should check with his/her supervisor if there are any concerns regarding proper
attire for the job. A supervisor may request proper appearance/attire of the
employee. An employee can be sent home without pay if the dress is not
appropriate. If uniforms are provided, the employee may be required to wear
them.
USE OF PRIVATE AUTO
Some positions require, as a condition of employment, the use of the employee's
vehicle in conducting assigned duties. Employees will be reimbursed mileage.
The County is not liable for damage which may occur to your vehicle while on
County business.
CONFLICT OF INTEREST
Section 16-9 of the Weld County Home Rule Charter states that, no County
officer, member of an appointed board, or employee shall have any interest in
any enterprise or organization doing business with Weld County which might
interfere with the unbiased discharge of his duty to the public and the best
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interest of the County. This restriction shall not apply where the officer,
member of an appointed board, or employee's department has no direct contact or
business transaction with any such enterprise or organization. Specifically:
A. No employee of the Central Purchasing Division shall have any interest
in any enterprise or organization doing business with Weld County.
B. Neither the Treasurer nor employees of the Treasurer's office shall have
any proprietary interest in any financial institution in which the
County maintains deposits.
In the event a question arises as to possible conflict of interest between any
County officer, member of an appointed board, or employee, and any enterprise
or organization doing business with Weld County, the question will be presented
to the County Council for review, investigation, decision and resolution. The
judgment and decision of the Council shall be considered final and shall be made
a matter of public record. Conflicts of interest in government employment are
also governed by State law, Sections 24-18-101 to 113, and 24-18-201 to 205,
C.R.S. Employees should consult with the Weld County Attorney's Office for
guidance to determine whether a possible conflict of interest exists.
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SECTION XI
PAY AND SALARY
SALARY POLICY
Weld County participates in various salary surveys. Salaries are set by the
Board of County Commissioners after full consideration is given to:
present pay rates compared to labor market competitors. The competitive
job market may vary by job classification or specific jobs.
ability to pay.
benefit and supplemental pay policies.
supply/demand situation for personnel needs.
supply/demand situation in the labor market.
employees expectations.
The salaries are established during the budget process annually to be effective
with the January pay period (December 16 - January 15) . Salary levels and
classifications once set by the Board are not adjusted during the fiscal year.
Once salary levels are adopted, a pay table is distributed annually to all
departments. All employees and the public have access to the pay tables for
information.
OBJECTIVES OF THE PAY SYSTEM
The pay system has been developed to provide equity, increased productivity,
competitive compensation to employees, and to provide management with a resource
to measure and reward performance.
Objectives of the system include:
A. Equity: To assure that all eligible employees have an opportunity to
compete for and receive the awards of the system.
B. Productivity: To establish a system that rewards performance so as to
increase productivity.
C. Competitive Compensation: To assure that employees compensation is
competitive within the area.
D. Management Resource: To provide management with a means to administer
and accomplish the organizational goals and objectives
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PAY SYSTEM CONCEPTS
The pay system concepts include:
A. Prevailing Wage - To pay individuals the prevailing wage in the job
market as determined by salary surveys.
B. Upward Movement - To establish a system that allows for upward movement
within it in order to reward employees for their performance.
C. Downward Movement - To establish a system that allows for downward
movement within it in order to reduce compensation for non-productive
employees.
D. Performance Appraisal - To provide a standardized tool to measure
performance based on pre-determined standards.
E. Learning Curve - The amount of time spent on the job to fully learn the
tasks required and function at a proficient level. Weld County
recognizes a learning curve for all county positions.
CLASSIFICATION AND PAY PLAN
In accordance with Section 4-2 of the Weld County Home Rule Charter, the Board
of County Commissioners has adopted a classification and pay plan. The plan is
the foundation of a job-oriented career system. Position classification is the
organizing of all jobs in the County into groups or classes on the basis of
their duties, responsibilities, and qualification requirements of skills,
knowledge, and abilities. Job classifications are a vital element upon which
a pay structure is based and administered.
JOB DESCRIPTIONS
All Weld County employees are placed in a classification series that identifies
the position they are filling. A job description is available for all positions
in Weld County in the Personnel Department.
These job descriptions provide a broad statement of the class duties,
supervision received, supervision exercised, examples of duties, minimum
qualifications, education and experience required.
POSITION RECLASSIFICATION
The purpose of the position audit/reclassification is to ensure consistency of
pay structure 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 which can be reclassified as a part of a sunset
THIS REVISION. 118-J
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F 1234 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
review process. An Elected Official/Department Head may request a special audit
if one has not been done for a position within that department for at least one
year.
Position audits are not meant to judge the performance of the employee in the
position. The purpose of the audit is to measure what the employee does, not
how well the employee performs.
The Elected Official/Department Head can initiate a job audit by submitting in
writing to the Personnel Department the justification for requesting such an
audit. This request must be submitted along with the budget package. The
request should include the specific changes that have occurred and the
significance of these changes.
Procedure. If the reasons for the request are adequate, the Personnel
Department will respond by providing the department with a current job
description and organizational chart. The Elected Official/Department Head will
then provide the following to the Personnel Department:
1.The job description of the position being audited, with the proposed
revisions. If there are no revisions the Elected Official/Department
Head will indicate so on the copy of the job description.
2. The organizational chart, giving the existing approved reporting
inter-relationships and marking in red the proposed changes.
3. A breakdown of the time spent on duties. For a simple example, a
clerical position may be broken down as follows: 60% typing, 30%
answering the phone, and 10% of time spent responding to the public.
4. A list of the additional duties and responsibilities that have been
added.
5. A description of the new programs and/or functions in the department
that prompted the additional duties or responsibilities. If the
department has not added new programs and/or functions there should be
an explanation of why the department's current position classifications
are not able to accomplish the same functions under the current
classifications.
6. A specification of what inequities, if any, the Elected
Official/Department Head believes may exist.
Upon receipt of this information, a representative from the Personnel Department
will conduct an inquiry into the facts related to the position. This may
include interviews of the Elected Official/Department Head, supervisor, and/or
the employee currently in the position. An analysis and recommendation to the
Board of County Commissioners will then be made. The Director of Personnel,
Elected Official/Department Head, and the Director of Finance and Administration
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EFF. DATE: 01-22-91
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F 1235 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
will have an opportunity to make comments and recommendations to the Board. The
Board of County Commissioners will review this information and make a decision.
If any of the above parties disagree with the decision, they may request a work
session with the Board. The decision of the Board of County Commissioners at
the time of the budget approval is final and may not be appealed through any
means. Any approved reclassification shall be effective on the first day of the
first payroll period of the new fiscal year and funded accordingly in the
budget.
KEY ELEMENTS OF THE PAY SYSTEM
Key elements of the step approach include:
Six performance levels for employees (entry, qualified, proficient,
third-year proficient and fifth-year proficient, seventh-year
proficient. )
Appraisals to be completed at predetermined time-frames.
PAY STEPS
A. Entry Step - Persons with training but little or no experience. Pay -
94% of job rate.
B. Oualified Step - Persons with training and experience who exceed the
minimum requirements for the classification. Pay - 97% of job rate.
Movement to this from the entry step requires at least 6 months of
satisfactory performance at the qualified.
C. Proficient Step - Persons with training plus experience in a County
department. Pay - 100% of job rate. Movement to this step from the
qualified step requires at least 6 months of satisfactory performance
the qualified step.
D. 3rd Year Proficient Step - Persons who have completed 3 years in the
same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the appraisal
system. Pay - 103% of established job rate. Movement to this step from
the proficient step requires at least two (2) years of satisfactory
performance at the proficient step.
E. 5th Year Proficient Step - Persons who have completed 5 years in the
same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the appraisal
system. Pay - 106% of job rate. Movement to this step from the 3rd
year proficient step requires at least two (2) years of satisfactory
performance at the 3rd year proficient step.
F. 7th Year Proficient Step - Persons who have completed 7 years in the
same classification and have demonstrated sustained satisfactory
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EFF. DATE: 01-22-91
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F 1236 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
performance at the Proficient Step as recorded through the appraisal
system. Pay - 109% of job rate. Movement to this step from the 5th
year proficient step requires at least two (2) years of satisfactory
performance at the 5th year proficient step.
Progression up the pay steps is not automatic. The step increase can be delayed
until the employee's performance is satisfactory, in the opinion of the
Department Head/Elected Official.
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 or hired at the qualified step
initially.
Grandfathering
The Board will address grandfathered employees pay adjustments annually.
Grandfathered employees are employees whose pay has been frozen from receiving
annual pay adjustments due to their pay being above the job rate. Grandfathered
employees pay will be frozen until the pay for the "f" step of their position
classification is equal to or greater than their current, frozen pay.
Mechanics of the Pay System
New Hires
New hires will begin at the entry level step for the classification with one
exception. An applicant may be hired at the qualified step if the applicant
exceeds the minimum standards for the classification as established by the class
description and specifications.
When this occurs, the Department Head/Elected Official will submit the
justification to Personnel to hire at the qualified level and request approval.
This request must document the fact that the applicant's training and experience
warrants the higher pay level. No commitment to hire at other than the entry
level should be made to an applicant without written approval from Personnel.
The practice of hiring at other than entry level is limited.
Promotions
When a County employee is promoted to a higher level classification in the same
classification series, the employee will be placed in the entry level step for
the classification. Promotions will ensure a minimum of 5% pay increase. In
the event the promotion in the classification series is less than 5%, the
employee shall be placed at the step which provides a 5% minimum increase. A
six month promotional review period shall exist for the employee in all cases
of promotion.
Employees who are promoted and, due to the 5% increase rule, are placed outside
of the seven (7) year proficiency pay step will only receive a 5% initial pay
THIS REVISION: 118-J
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1237 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
increase. They will then be placed in the Grandfather category and treated as
such.
After the employee's six month anniversary of hiring, vacation accrual will be
awarded and may be used.
When a position is determined to be misclassified and is changed to a higher
classification, the incumbent employee must qualify for the higher level
position within one year. The incumbent employee will be placed at the entry
level step unless the former pay grade in the lower class is less than 5%. In
the event the entry level is less than a 5% pay increase, the person will be
placed at a step providing a 5% minimum increase.
A promoted employee entering the classification at higher than the entry level
due to the 5% minimum pay increase requirement will still have the promotional
review period. Pay movement will be based upon the normal movement of the
higher step. For example, an employee placed at the proficient step initially
will not move to 3rd Year Proficient Step until he/she has been at that step for
two years.
Transfers
If a County employee takes a new position in a class series other than his
current series the employee will be hired at the entry level step of the new
classification. (Example: Office Technician to Deputy Sheriff) .
In the case of a "lateral" transfer, meaning the person transfers to the same
classification into a different department, the employee shall retain the
previous pay step.
In the case of a transfer into a different department, the 5% minimum
promotional rule described will not apply unless it is within the same career
ladder. This determination is made by the Director of Personnel.
Demotions
Demotions may include both dropping to a lower level classification and/or a
reduction in pay step within the same classification.
A voluntary demotion to a lower classification in the same class series by an
employee will move the employee to within the pay range, but not to exceed a pay
higher than the employee received prior to the promotion.
In the case of an involuntary demotion, the Department Head and/or Elected
Official has the discretion to place the individual within the pay range, but
may not place the pay of the individual beyond the 7th year proficient step or
at a pay higher than the employee received prior to the promotion.
THIS REVISION: 118-S
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1238 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
If at any time during employment at Weld County, the employee's performance
drops below the performance standards of the classification/position, the
employee can be placed on a special review period and reduced in pay to the next
lower step or a 3% reduction. If improvement is made at the conclusion of the
review period, the employee can be returned to the pay level and pay step
occupied prior to the reduction.
THIS REVISION: 118-J
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
Page 43
•
00 F 1239 MARY 0ANN 9FEUERSTEIN/CLERKI&3RECORDERWELD CO/055
SECTION XI
PERFORMANCE EVALUATIONS
Performance evaluations are management judgments about the behavior, demeanor,
conduct, deportment, effectiveness, and other relevant factors of employees.
Assignments, advancements, reward, discipline, utilization, and motivation all
depend ultimately on management judgments of employee performance. The
objectives of evaluations are:
A. Clarification of what is expected. That is, to develop standards of
satisfactory performance, setting forth what quality and quantity of
work of a given type is acceptable and adequate for pursuing the
functions of the organization.
B. Fortifying and improving employee performance. By identifying strong
and weak points in individual achievement, recording these as
objectively as possible, and providing constructive counsel to each
worker.
C. Refinement and validation of personnel techniques. Serving as a check
on qualification requirements, examinations, placement techniques,
training needs, or instances of maladjustment.
D. Establishment of an objective base for personnel actions. Namely, in
selection for placement and promotion, in awarding salary advancements
within a given level, in making other awards, in determining the order
of retention at times of staff reduction, and in otherwise recognizing
superior or inferior service.
E. Notification of deficient behavior or work performance.
EVALUATION PROCESS
All County employees will be evaluated against established standards every six
months. Standards to be used are as follows:
Standards & Time Frame
Entry After Completion of the first
three months in the class.
Qualified After completion of the first six
months in the class.
Proficient Every six months after successful
attainment of qualified step.
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ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1240 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
PERFORMANCE EVALUATIONS DUE
Performance evaluations are due on the following time schedules:
A. Three months from date of hire: All new employees, whether hired at the
entry or qualified level will receive a three month evaluation.
Promoted employees and employees reclassified upward will also receive
a three month evaluation.
No pay increases will result from these satisfactory evaluations, but
the Department Head/Elected Official should use this evaluation process
to advise the employee of his progress during the first three months.
Adverse evaluations at the three month period can result in termination
of the employee any time during the three month period or extension of
the review period.
B. Six months from date of hire: All employees will receive a six month
evaluation whether they enter County employment at the entry or
qualified level.
Based on the evaluation of the employee against pre-determined
standards, the Department Head/Elected Official will indicate whether
the employee will move to the next pay step. Adverse evaluations at the
six month period or twelve month period can result in termination of the
employee or extension of the review period.
C. Twelve months from date of hire: Unless the initial review period is
extended, this evaluation will determine whether an employee comes off
the initial review and becomes a regular employee. An overall appraisal
rating of "meets" or above will move the employee into regular status.
D. Every six months: After completion of the first six months of County
employment, employees will receive evaluations every six months.
E. Special: Special evaluations can be done for praise or reprimand at the
Department Head/Elected Official's discretion.
F. Counseling Form: Weld County Employee Counseling Form may be used when
counseling employees.
EVALUATION REVIEW/APPEAL
In the event an employee disagrees with the evaluation, the employee has the
right to appeal the evaluation to any additional reviewer or Department
Head/Elected Official. Evaluations are not subject to the grievance procedures
described under the Conduct, Discipline, and Grievance Procedures section in
this Handbook. The procedure is as follows:
A. When the employee disagrees with the evaluation as written, the employee
THIS REVISION: 118-J
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EFF. DATE: 01-22-91
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F 1241 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
will so indicate by checking the disagree box in Section XIII. The
rater will then give a copy of the evaluation to the employee with a
written note as to the date his or her comments must be turned into the
reviewing authority. The original copy of the evaluation will then be
sent to the reviewing authority with a copy of the note indicating the
date comments are due to the reviewing authority.
B. When the reviewing authority receives the comments, the he/she will
evaluate all pertinent information available. The reviewing authority
may concur with the evaluation as written or not concur based on the
employee's comments and his observation, etc. The reviewing authority
will then change any rating factor by placing his initials next to the
number that best describes the rating for that element, and follow the
same procedures for the overall evaluation. In the comment section,
explain why the changes were made.
C. The reviewing authority will review the evaluation with the employee and
have the employee initial and date the comments beside the signature
section of the reviewing authority. The employee should indicate
his/her concurrence or non-concurrence with the reviewing authority's
rating. The reviewing authority review is final. The employee may not
appeal the matter further, and the grievance procedures described under
the Conduct, Discipline, and Grievance Procedures section in this
Handbook do not apply.
PROCESS FOR UPDATING PERFORMANCE STANDARDS
Evaluation standard changes may be submitted and will be reviewed by the
Personnel Department along with the appropriate supervisor. Personnel will
approve or disapprove of the evaluation standards submitted by the department.
THIS REVISION: 118-J
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1242 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
SECTION XIII
PAYROLL
PAY DAY
Pay day for regular County employees, including hourly employees, will be the
last working day of the month. If pay day falls on a holiday, employees will
be paid the last regularly scheduled workday before the holiday. Pay periods
are from the sixteenth (16th) of the month to the fifteenth (15th) of the
following month.
AUTOMATIC DEPOSIT
Regular county employees payroll checks are automatically deposited directly to
the banking institution of the employee's choice. Deposits can be to savings
or checking accounts. Forms are available in the Personnel Department to
establish or change account routing to banking institutions. A statement of
monthly earning will be provided each employee prior to the end of month.
WAGE GARNISHMENT
Garnishment of wages results when an unpaid creditor has taken the matter to
court. A garnishment is a court order allowing for creditors to collect part
of an employee' s pay directly from Weld County. Although the County does not
wish to become involved in an employee's private matters, the County is
compelled by law to administer the court ordered garnishment. Government levies
will be treated in the same manner as garnishments.
A representative from the Accounting Department will contact the employee to
explain the details of garnishment and how it affects wages.
MANDATORY PAYROLL DEDUCTIONS
Federal Income Tax: The Federal Government requires Weld County to withhold a
certain percentage of an employee's pay to enable the employee to pay federal
taxes due each year. The percentage amount withheld is based on the amount of
wages and the number of exemptions claimed, as indicated on the employee's W-4
form. The number of exemptions claimed may be changed by the employee as
necessary. Contact the Personnel Department for any changes.
State Income Tax: The State of Colorado requires mandatory deduction for state
income tax. The amount taken out of an employee's pay is based on wages and the
number of exemptions claimed on the employee's Federal W-4 form.
Social Security Taxes (FICA) : This program provides retirement, disability,
and survivor benefits. The amount deducted from an employee's pay is based on
total wages earned, and this amount is matched dollar-for-dollar by Weld County.
All County employees except those belonging to the Public Employee's Retirement
Association (Health Department employees) are required to pay FICA.
THIS REVISION: 118-J
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1243 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
Retirement: Weld County provides retirement benefits for regular employees
(except the Weld County Division of Human Resources) through P.E.R.A. or the
Weld County Retirement system.
A. P.E.R.A, All employees of the Weld County Health Department are
required to belong to the Public Employees Retirement Association
(PERA) . Employee and County contribution are as determined by PERA
through state legislation. Member employees should refer to the
pamphlet issued by PERA for details of the plan. Employees on PERA are
also required to pay a medicare tax.
B. County Retirement. All full time County employees, except those on
P.E.R.A. and employees of the Weld County Division of Human Resources,
must belong to the County Retirement Plan. The employee must contribute
6% of gross earnings each month. Employee contributions are deferred
from state and federal taxable income effective December 16, 1983. The
County matches all contributions. Member employees should refer to the
booklet provided by the Weld County Retirement Board and the by-laws of
the Retirement Board for details of the plan.
PROCEDURE TO CORRECT PAYROLL ERRORS
When an error in pay is identified by either the Department Head/Elected Official
or the employee, notification should be made to the Personnel Department
immediately so 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. All overpayments discovered will result
in a collection action for the total amount. Retroactive pay for underpayment
will be calculated up to a maximum of two pay periods prior to date of
notification.
THIS REVISION: 118-J
ADOPTED: 01-14-91
EFF. DATE: 01-22-91
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F 1244 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
In reading this Handbook, please remember that complete details of
benefit plans or policies are not always included. If there are
inconsistencies between the formal terms of a benefit plan and this
Handbook, the actual terms of the plan or policy will be controlling.
A complete copy of each plan document is available for your review in
the Personnel Department. In addition, Departmental Supplemental
Policies may exist. Consult your department for copies of these. Weld
County reserves the right to discontinue or modify any county program,
benefit plan or employment policy at any time.
B 1288 REC 02239584 01/28/91 11: 31 X0.00 54/055
F 1245 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
RE: ORDINANCE NO. 118-J
PAGE 3
BE IT FURTHER ORDAINED that this Ordinance shall become
effective five (5) days after its final public notice, as provided
by Section 3-14 (2) of the Weld County Home Rule Charter.
The above and foregoing Ordinance No. 118-J was, on motion
duly made and seconded, adopted by the follows g vote on the
day of January, A.D. , 1991 .
BOARD OF COUNTY COMMISSIONERS
Ladd?
ATTEST: WELD COUNT /�LORADO
Weld Countyy Clerk/ to the Board
/aj \ / Gord. al:
�irman
By: /� .,
Deputy , Yk!�to th�o y 7 ` d'-s'--
( i George Kennedy, Pro-Tem
APPROVED AS TO FORM-o->c.L _
.. '.. -t'-'. C.t?
� x
�"- 1' , _- Constance Harbert
. .County attorney
9
C. W. KJiirri
)
W. H.
Web �),,,m7
FIRST READING: December 17, 1990
PUBLISHED: December 20 , 1990 , in the New News
SECOND READING: January 2 , 1991
PUBLISHED: January 3 , 1991 , in the New News
FINAL READING: January 14 , 1991
PUBLISHED: January 17 , 1991 , in the New News
Effective: January 22, 1991
B 1287 REC 02238539 01/16/91 10: 06 70. 00 3/003
F 1260 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
B 1288 REC 02239584 01/28/91 11: 31 70.00 55/055
F 1246 MARY ANN FEUERSTEIN CLERK & RECORDER WELD CO, CO
•
•
STATE OF COLORADO )
)s.s.
COUNTY OF WELD )
Jalmat3 3, 1951
David H. Reynolds, being duly sworn
says that he is publisher of
The New News, a weekly newspaper ORDINANCE MO. 11l-J
published in Keenesburg in said Cout
and State; that said newspaper has
general circulation in said County IN THE NATTER OP REPEALING AND RE-ENACTING ORDINANCE NO. 118, AS
AMENDED, THE WELD COUNTY PERSONNEL POLICY HANDBOOK.
and has been continously and
uninterruptedly published therein,
during a period of at least
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY
fifty-two consecutive weeks prior t{ OF WELD, STATE OP COLORADO, THAT YIELD COUNTY ORDINANCE NO. bp,
118-A, 118-8, 118-C, 118-E, 118-F, 118-G, 118-H, AND 118-1,AM
the first publication of the annexe{ REPEALED AND RE-ENACTED BY THE POLLOWING ORDINANCE:
notice; that said newspaper is a
newspaper within the meaning of the WHEREAS, the Board of County Commissioners of the Countv.of
act of the General Assembly of the Weld, State of Colorado, pursuant to Colorado statute and the lead
County Home Rule Charter, is vested with the authority of
State of Colorado, entitled "An Act administering the affairs of Weld County, Colorado, and
to regulate the printing of legal
WHEREAS, the Board of County Commissioners has the power and
notices and advertisements, " and authority under the Weld County Home Rule Charter and the Colorado
County Rome Rule Powers Act, Article 35 of Title 30, C.R.S., 1973,
amendments thereto; that the notice as amended, and In specific, under Section 30-35-201(71, C.R.B.,
of which the annexed is a rim tad 1973, as amended, to adopt by Ordinance, personnel policy rules
p and regulations for the County of Weld, and
copy taken from said newspaper, was
published in said newspaper, and in WHEREAS, on Octo-er 30, 1983, the Board of County
Commissioners enacted eld County Ordinance No. 118, which was
the regular and entire issue of subsequently amended by Weld County Ordinance 118-A On December
19, 1983, and Weld County ordinance 118-8 on April 30, 1984, and
every number thereof ,
R. V*1 y p"T htWHEREAS, the Board of County commissioners repealed and
once • week for 3 re-enacted Ordinances 118, 118-A and 118-8, by enacting weld
County Ordinance 118-C on January 2, 1985, which was subsequently
sbrowes 3 me weeks; that said notice amended by Weld County Ordinance 118-E on June 12, 1985, and
was so published in said newspaper WHEREAS, the Board of County Commissioners repealed and
re-enacted Weld County Ordinances 118-C and 118-E by Weld County
proper and not in any supplement ordinance 118-P, which was enacted August 5, 1986, and
thereof , and that the first
publication of said notice as WHEREAS, the bard of County Commissioners repealed and
re-enacted Weld County Ordinance 118-F by enacting Weld County
aforesaid, was on the ordinance 118-G on March 29, 1981, and
f� D WHEREAS, Weld County Ordinance 118-G was subsequently amended
„4yV day of tr . , 19 9 Q , by Weld County Ordinance 118-H, enacted June 27, 1988, Weld County
Ordinance 118-1, enacted June 13, 1989, and a second, separate
version of Weld County Ordinance No. 118-1, enacted August 7,
and the last on the ,a day of 1989, and
WHEREAS, the Board of County Commissioners ,of the County of
Weld, $tote o£ Colorado, hereby finds end determines that there is
a need for a comprehensive revision of the personnel policies,
rules, and regulations for the County of Wald, and that this
`f�/'/,r[)\ Ordinance is for the benefit of the health, safety, and welfare of
the people of the County of Weld.
l
NOW, THEREFORE, BE IT ORDAINED by the Board of County
Commissioners of the County of weld, State of Colorado, that Weld
County Ordinances 118, 118-A, 118-8, 118-C, 118-E, 118-F, 118-C.,
Subscribed and s o to before 118-H, and both versions of 118-I, are hereby repealed and
re-enacted by the following:
me this1day of 7 ,
19_2...
AYI)2,M ,C le-ad(Lt/An
MELD COUNTY
PERSONNEL POLICY HANDBOOK
IMPORTANT
SECTION I
In reading this Handbook, please remember that complete details of benefit plans
or policies are net always included. If there • e inconsistencies between the ISLIRODIIC[ION
formal zeros of a benefit Plan and this Handbook the actual tens of the plan. This Handbook contains the Veld Cowry Board of Co°misstaners' poreonmol
or the policy will be controlling. A template copy of each plan document is , plans, mad procedures as snorted by Weld Canty (Welname Ill, as
available for your review in the Personnel Department. The Wald County Board mnded, and as required by Section 4.26 of the Veld Cowry Mee Rule Charter.
of Comity Cosmissioner• reserves the right to revoke, suspend, interpret. It im designed to be used by departeent heads, supervisory end staff poreem el.
4l4eentinue or modify any county program. benefit plan, or employment policy, and employees in the day to day adoinlstraclen of the County personnel program.
whacker it is contained in this Handbook or If it is In addition ce this
Handbook. The language used in this Handbook and to all Departmental
Supplemental Personnel Policy Fern is roc intended to create, ner is it to be In cues [hot are unique to • specific department or office, Departmental
construed co constitute, a contract between Veld County the Board of Cowry Sapplenental Personnel Policies dill be issued. Those Supplements most be
Commissioners of Vold Comity, and/er any one or all of their employees. All Veld approved by the Board of County Commissioners.
aunty mepleyees have Men in the past and ere currently considered to be
ampleyed 'at will.' 2j1Y16POWV RICHSC
The contents of this Handbook and all Departmental Supplemental Personnel Policy
Forms an presented as a eactar of information only. The Veld County Board of
ORDINANCE Ill Commies toners renews the right to modify, revoke, suspend, terolrota•
Amended effective January 1, 1991 interpret, or chmga any or all of chess plans, petiole' er procedures, in whale
or in part, at any time. The language used Ln tills Handbook and Ln all
T,HQ Of CONTENTS Departmental Supplemental Pecaomud Policy porn is not intended to treats. nc
is it c0 be construed to constitute. •contract between Weld Cowry and any one
SMUT MLR or all of ice to All Veld Caw ro
I. Pkrynse of Hatelmok see <u¢mcl sap considered ce be ry •°Pleyaas have haen in the Pesc and
Introduction 2 y cone employed 'at-v111'.
Management lights l All Plans, policies. and procedures contained in the Handbook and in ail
exempt Position/ 1 Departmental Supplemental P owl Policy Fens will be administered in
II. Reploymenc Information I accordance with federal and scat laws end with ohs Weld County Home Rule
gg0 Charter.
Pellcleal Activities 1
Seaamtiero/SraamG[• 4 The contents of this Handbook supersede all previous versions of the Handbook.
V•°•°°lom 4 all personnel plans, policies,procedures,manuals, resolutions. and/or personnel
la•mteyrec operations manuals, except for the procedures sec forth in An Departmental
employment Deft
e[Romedvos S Supplemental Personnel Policies that have been received b Personnel and approved
III. Initial
Deeview sro b the Beare of Cow by pp
Promotional/Transfer
Review gaployos g by County Cortestomn.
SrmtL leview Pem 4vlw Repleyg• S Eirwpr pne
Regular emviw 6 ITTDHe
Other I employees b
Oche[ gDilgmee g The Weld
positions are tem. except fro the eras Lctona of these polish end
[V. Cenduct. Dleelpllrory Aetlero, W E[iloma ![gwmures she V•le county , for ch Syscam, osthat the Beard of County and benemu
Repotting
7 shall establish, for cha kxespnd positions. the compensation and boneflc•
geniatng M1eeen e•cReg+.
a em genial Matr Pi R 1 A. UndenMmiL(.
ng so Du -Prnk t Pores P
Suspension a le Len and Tornirotien for Charges with•Cries 10 B. SM appointed chid deputy e[ the Clerk and 0.ace[deq and
Licence Mruinmeons 10
Dismissal Pr Procedures
11
Grieving
hmmadwas .11 C. All hourly empleyass u described Ln Section III.
Employee a DWicesl 12
Employee Crimemme 12 D. All Elected Officials as ea[lnvd by the Veld Cowry Nome Rule Ch•ervm.
Non-vtlmvmbre Icons 12
GriGrievance
Hearings 11 g, Deputies to the Corder.
Emination of Hearings Sa
V. Termination at Force Sequence
19 t. Reaseve Deputies or Sbarl[L'a C
Reduction in Force Sagwroe
eatlgmmtlon 20 C. The and all Aeee
Reelsmmc � app e*•Y for the Ntroementh Judicial Dtarrt<c and
AMneamnt of Position 20 onY and tit asmtemte, 4poctu, and ether mleYe•e of mold
Dtarilcc Attorney.
References 3p
VI. TTmm Off M. employees of the Mapital division as Included in Nome Rule Charter.
Vacation 21 (NCMC)
Sick Leave 21
Sick Leave Bank 22 I. The Veld Cowry Attorney and all Assistant Weld Canty
Urepaid Medical Loam of Absence 23 Attorneys.
Sera°nal Lamm Days 26
Holidays 24 Weld County Ls involved t°•member of jobs Progrm. Participants 1n time below
Feral leave 26 listed Program ate net regular employees of Weld County and are not emrad by
Leave of Absence Without Pay 27 the polities of this Handbook. .
Jury Duty 27
Closure of County Operations 27 A. Volk Study. ContearUM.t• with area schools such as Alms and U .
Professional Leave
Military Leave 26 R. Contracts for specialised services. T co into special
Department M wry nt Hand Lave 2$ contracts for sees mervices in lieu of hieing on espleyse.
VII. Working Hours C. Student Intern Programs. Area schools plate student: interns to Canty
Work Week and Dock Day 29 Departments.
P ISA 29
Caepensacion for Overtime 29 D. Reploymenc Services of Veld County. The Veld Carry Department
Time Dorking 10 of Duman Resources Places prate in various programs Including
N ta1 News 30 lm-achgol and sear youth, EVIP m JOSS. etc.
\roam l0
S. Useful Public Service. This Petra° is limited to individuals requires
VIII. Neaith end Reemty to porton public service in lima of soon ocher penalty.
Cmrd 11
Reporting Injuries 11 !. Any ether Job program.es approved by the Lard of County Cmleslmrs
Contagious Diseases 12 .
Medical Leminattens 12 SECTION II
Recreational Activities l2
Ii. fahmacien and Training @LOMIZST 1111ORM4TION
Tuition Asslstaeas 11
Seminars and Conferences 33 grew. IYPIOYMENT OPPOlM1ITY
X. Miscellaneous Petitions
Confidential Information 14 Y complete compliance with all provisions of Egret
P owl M<erde 14 Veld Cewc rcrlvu w attain c
Solicitations Records
P4 employment Oppercuniry laws. Recruiting. selection and advancement of employees
County ations Stationary for Qu[Subla Contributions I7 will be en the buts of their relative ability, knowledge. skills, and other
Outside employment 15 relevant factors.
Appearance/Dress IS It Ls con intent of Veld Cowry co:
Use of Private AutommblL IS
Conflict of Interest 13 1. Recruit, hire. cr•Ln and prince parsons in all job titles without regard to
TI- Solery, Classification and Pry race, religion, color, sox, gin, disabilit veteran status.
Salary Policy 37 S age, national y a Y.
Objectives of the Pay System _17 a[any oche[status io al qualification
Patton rod by applicable•meta hew, except Mute
Pry System Concepts 17 •bona flea occupational gumlltleseten applies.
Classification and Pay Plan L 2. Administer all pgreeml melons such ea compensation. benefits, transfers,
Job Deecripcions SS layoffs, return from layoff, county sponsored training, education and tuition
Position Reclassification 11 assistance wieheut regard to rate, religion, color, sex. ago, national Origin,
Rey Rlemmnts of the Pry System 40 disability, veteran status, ea or protected by
Pay Seeps b Y. any ocher •catty a condition
applicable state law, except when • bona flea occupational qualificationGrend[athering 41
applies.Mechanics of the System 41
New Mtns 41
If any employee has a Suggestion. problem. e[ cmlatnc with regard to equal
Promoelone AI
TransfersA2 employment, cha employee should context the Director of Personnel.
D.meciero AS 4nY aPPllcanc for • job with Veld Crory who feels ha/son night have been
ii I. Performance Iverocess t Lllsgally QLmerlmiwted against on con basis of race, color. religion,
Evaluation Process k °i
Evaluation Svtlwaiero Dom 42 natioselect io origin, of belief, age, ar alleged
disc during the application/Job
ringohe
Process
Mpdaw/Appeol 4S Meteor Financocess.e
an denimppeal this alleged dderlm4ue he in ct r of to the
lrncess for Updating Parfeceenev iuneatea 44 Director of Flnencc end Abinlac[acton of Veld Cowry. The Director e[Finance
XIII. Payroll
Pay Day 47
Automatic Deposits 47
Yap Garnishment 47
Mandatory Payroll Deductions t.7
Procedure to Correct Payroll 2rrera 4t.
WELD comers PERSONNEL POLICY HANDSOOf
The New News Page 10 .2.
end ddmlalatrntlea er his designee will then investigate the allepd L. Falsifying sickness, er day ether cause of absence.
IW'rinlneties, _
. N. DIsheneary.
lraism.dQrasp
Is puraere with Section 4•f of she Weld Caney Nome tale Charter no employee .g. Giving p[.larenelsl treatment se 1nd1HdseL or gawp.. -
droll. Outing Palm Puri. ripe in any political activity. This Includes 0. Preach of confidentiality.
rsgmlttm an eplitat or employth co dilute Political beliefs or to sake
esomeibucterm to political'patties or groups. f. Loss or suspension of driving privileges to chose positions that
Any County employee, snipe ee flatted Official, who seeks election to Parttsu require a valid driver's license.
goblin office, sell request a leas of absence, without pay, lame dlacsly after
4cy. Ary employee pew takes a leave o[absence i order Q. An conduct which is likely re have Spree effect upon the functioning
�pssne e[aandl of Veld County government.
to sack election to a partisan public office may net use any accumulated paid
lemma except for accumulated compensatory ciao. Requests for leave of Dunce, R. Vlel•t!on al any poesy mfr adopted by Resolution or Ordinance of the
without pay, will be made through she Personnel Department: Loaves of absence bard of County Carissenen of Veld County and net forth in the Weld
vteWt pay for policies' activities oust be approved by the bard of County County Administrative Manual. including, but not limited to. smoking in
Ceneipioners prier to the'employee taking the ;the et!free work. The employe* buildings and vehicles under the control al Wald County and lobbying by
nest 'return to work immediately upon eeplociu of the eapalp or election. Veld County eaployees without &ntheritaLion.
This list is for illustrative purposes only and is roc intended to be all
{gOPgglmTf, gg2igSg0lf, AND YlDlPlhmff lncluefve.
iiiiiinailaiaini
grPORTIMC MItrnagWZ
Preeatiau and transfers may be given to employees for the purpose of better M employee eb*arvt p y
utilising the Abilities of Vold Minty employees. Wad County is interested in y observing misconduct should report the incident immediately te rho
e mployee development and encousaaes all employees co prepare for advancement to Department Wad/Elected Official. Reployses may report aiscenducc s! a
Department Mud/fluted Official to the P nael Department.
higher positions. _
Vacancies are advertised within the County for a period of five (S) consecutive If misconduct did ocer, appropriate disciplinary action may bs taken. W
wee days. Prbaodenc end creamier. from within and Ceuary ere cede when Department Head/Elected Official shall initiate or edelnister any disetpl/nety
appropriate. Cowry enteral, are encouraged to apply far 'tetanalu for which action against an employee on account of the employee's reporting aiscemduec,
they are qualified by completing a Transfer Request fern and a Veld County unless elm rooreins employee: '
S pleypnt Application. County employees who meet the position oilcans may be
*aloes,* fee interview for the position. All requests for transfer should M a. Knows chef the rrpert is false. or the report was made with disregard
through eon Y pe par / ca Lte truth or falsity; oc
Yupils0rampr al la es'o supervisor to end Department Rend Department
Heads b. Discloses information which is confidential from government records
antlalal lea ftelell and then to rho ionAto pr moterwm:.individuals
within
i hin Wads-
W {Lents based o have elm slese do ee promote ions weals cal chin chair which tea closed co end public. pursuant to Recelen 26•]2-20i,
departments bssN on performance end/or guallfluctane without conducting D.R.S.; or
lsssFlws. c. of la w. information 6 on that confidential under any este r r o
of law.
11011ee1
[ployess should refer co Stettin. 24-11.101, 201 of the Ca Revised
Mato. there ere times when it is necessary to fill the position as quickly so Statutes, to determine what should bi done to comply with State low regarding
possible, the County may find it expedient co advertise concurrently in the passible conflict of interest.
pone market •r the sap ciao the position is advertised internally. earrlAr u.eanuny
App lltations are screened by the Personnel Department by comparing the
applloane's qualifications to the job requirmeents. In specialized professional Sexual Harassment includes unwelcome sexual advances, requests for sexual
fields, departments may sssiac to the
The Personnel fame• and ocher verbal or physical conduct of a sexual veers, when:
Depaioneae w111 o certify d . Ilse of gars refer
the applicants chat meat an otnitua (1) Submission to the harassment is um etcher • licitl or
Depliftutlop /E the deperernte and rotor W pat qualified applicants Department
to ehe'ns explicitly
Mprtaonc Read/Elected Official for interview and final selection. Deputmenc implicitly a term or oendleton of employment;
Heads/Elected Officials thy pc interview applicants unload they have been (2) Submission gem e[ rejection a1 the harassment lo used u the basis for
certified y Personnel. Department Ream/fleeted Officiale are the only
authorized appelnelng officials for Wald County. Ibis authority upon: be employment deeisiep affecting me individual; er
delegated. (1). The harassment has the
' interfering with an lndl purpose of
work performance or unreasonably
r�ln{Wu
In all Instances of transfer. end employee will be subject to a promotional intimida
ting. hostile or offensive working environment.
review period of six months.
All incidents of • xual harassment muse be reported immadlaeely to the Weld
ad321a332D2 County pal Department. The nnel Director or his designee will
Ac them discretion of chs Department NW/Elected Official, a regular employee tmucipn such lnelmnq. Opoo eupLdp o[W tmudpden. iht p•n•Pol
who resigned within o a and was lv bed atAnd! Ae clam ciao o[ the Director M31 report them[feints ro tha•ppreyclacie Dtparcrnt N•W or Eleaud
pt one year f standing Official for possible disciplinary action. All cases of sexual harrrrsent will
resignation may be rehired. Upon rem-employment, the employee shall be subject be handled with strong disciplinary action p to and including diaatasal.
to all conditions of employment, including the twelve (12) month Initial review
period applicable to new esplopees, and shall aura at the entry level if date egg;-FRKE WORCPI aCr
of termination is thirty-amp (]1) days or men prier to re-employment. If the
date of termination to lees than A days, the employee will be reinstated with In accordance with the DRAG-RSE WORKPLACE ACT of 1966, Veld Cooney as a federal
no change la biro date. grant recipient is required to certify to the granting agency that it will
pure a drug-few workplace. failure to coyly with this requirement could
my Ltallf ap.rrvre result in suspension of the grant pyeencs or termination of the grant payments
r both. It is in the best interest of Veld County and teem employees to provide
in accordance with Section 4.2 of the Veld Cowry Nose Rule Charter, an for a safe, drug-free workplace. This requirement presents both a necessity and
appointing or employing authority may nor *splay or Lama she employment of an opportunity to cake Srdlate action co eliminate drug abuse from the
any who is related to hie or her as Mmuse. panne, child. brother, workplace. To that end, the following policy is In effect.
sister or in.lw. A supervisor gay not have a relative as defined above placed
under him/her fee supervision. STATEMENT OF POLICY:
SECTION III (1) All employees are prohibited from being under the influence of alcohol
EMPIYRS CYTSTTIOw er illegal drugs during working Mum and/or while performing ay dudes
for.Weld county. -
'maw Review !plow%
n initial review acacw for cM (2) The use. sale, p Lon, transfer or purchase Of illegal drugs on Veld
All new employees, except hourly personnel. are County property.,or during working hours and/er while performing any
Evolve (12) months of employment. SM initial review acacw may be duties for Veld County is ry strictly prohibited, and will be subject u
-
extended beyond the first twelve (12) months et dm supervisor's disciplinary action, mp to endncudl including terminatitermination.ieion.
Opera satisfactory completion of the review period, them employee will become a ng
regular wubar of the Cowry wrk[ereo, Employees an an initial savlw whether (l) No alcoholic beverage will be brought onto or consumed on Wald County
for end twelve (12) months or ascended may roc file a grievance rich Weld County premises, or consumed main working hours or whit
and du le Grievances section of this Handbook doss net apply. 6 e P•cfernlng miles
Employee for Weld CouncY a Pereualmn ae aorouapclan of alcoholic bavaraas es
nalrtuesfar HwLw Emnleva Weld Ceunry presiess, oc coneuaing alcoholic bwarapa during working
yrometio a bourn or ohlle on duty forWeld County. will result in dlsalplimty
action, up co an
Pplyees promoted or transferred Into a new position will be under a reviewd including ernlneden.
status for elx (6) months. (4) No prescription drug will be brought onto Veld County y anT
person ocher than cM one for whom it is prescribod. 'Such drugs rill
gp{gygl Review Employee be used only in the u , combination, and quantity prescribed.
A Department Wed or Elected Official nay institute • spacial review me to w Employees who t use over
tim counter or prescription drugs that may
cause adverse .1A. si[tets er so affect their ability co
performance that was not up to department standards. The length of the special Y Y perform work
review period shall be at end discretion of the Department Read or ElectedIn a nee and productive spoor must notify their supervisors prior to
official. starting work. The supervisors. after Inquiry, will decide if ch.
employees gay remain at work and whet work restrictions, if any. are
wl.. rev - nee aeaaxy.
o
A regular employee is a full-ciao employee who is net on any review ported. All (S) tot eho purposes of these rules. an alcoholic beverage is any beverage
potherbs' policies And procedures ors applicable to regular employees including that has an alcoholic content in excess of three portent (lf) by melons.
grievance procedures. Regular employees say take advantage of benefice
including insurance. time off, and retirement. (6) Drug means any substance ocher than alcohol capable of altering an
individuals mood, perception, pain level, er judgement. A prescribed
-
rbiliat illmv.e drug is any substance prescribed for individual consumption y
licensed medical physician. M Illegal drug is ay drug ac conctolled
Dourly employees are paid only for the hours they work. They ate net paid for substance, the sale, poasaaa fen of consumption of which le Illegal.
any leave time. Hourly employees have none of to grlavanca rights as described
in this Handbook. They de net participate in Cowry retirement progaans. Any employee found in violation of the show-stared policy will be subject to
disciplinary action, up to and including dismissal for a first offense.
Pull-Ti.. r.ele,yg
Compliance with the above-stated policy is a condition of employment for all
A full-time employee is an employee who is regularlyscheduled toemask definitions un y employees of Weld County. Further. a employee who Ls convicted under a
32 loud par week. Depending on the situation, ay o[ •Mve met erielnal drug statute for a violation or who pleads guilty or nola contendere
apply co full-time eplymm. co such charges must notify the County within five (5) days of such conviction
or plea. Failure co de se will restate In disciplinary action, including
f ssalim Rsd as termination free eeployeenc fog a first offense. Employees convicted or who
plead guilty or nalo contendere to such drug-related violations Pe subject co
lace-don.pley.0 are regularly scheduled ea work less than 32 haute per wok. termination and/or mandatory attendance and successful completion of a dug
They eay one participate in the insurance or ratlt*aemnt progress. They have .bust assistance or similar profits as a condition of continued employment.
none o1 the grievance rights as described in the Handbook. - -- -
SECTION IV QNPtN(JON AND TFPMSMATIDN romp rpuancr v12x m
In end even[ en employee is formally charged or indicted for the comiselon of
CgpOCT. DIECIP[JNIi 1CYIq. AND DEIgpANg PFOCfDDYg
crime, the Department Mud/Elected Official may suspend such employee, catch
f or without pay. pending prosecution of the offense. If an employee is found
•� guilty of any crime by a court or Jury, the County atoll iwdiately
[wry county employee should be scare she± they are PWliwelopu and le is such employee without pay until the employee's conviction shall become final and
employee's duty cosend citizens in courteous and ifflelent manner. an the employe he exhausted. or by failure to assert Chan, has waived all [Ighca
the e
and performance which is c esiaccnt to•new trial and all tights of appal. At end tree such employee's convictionemployee mutt maintain a standard of conduct
with the beet interests of Weld County, Example of conduct chat may result in is final, the employee say be tereleted. A&starred Judgment end sentence upon
disaipllnary action or discharge include, bus are not limited co. the following: ° Plea OL guilty or halo covnn&su ,ton M deemed to be • final conviction ac
A. 'failure to we the time the employes enters the plea and such plea Ls accepted by the Count.
performance standards.
endangering the eG [well-being For the purposes of this section, •eriN•shall be defined as a felony or class
■. Conduce safety e being of self, fallow employes 1 or z misdemeanor ee defined by state law, ere tame er
or the public. - crime in ease ether «ato. The urn 'tiles* mu nos include petty offenses.
C. Millions or willful damage or caste of public property. This includes L1GQ= '
&!seat of County property, equipment, vehicles or ether materials for
Meats gain, use er ceneenience sod unauthorized we, peusss Lon Oe In those position* requiring a driver's license, an employes maybe suspended
stern* of Cwmry property. without pay can knowledge by Weld County of an ineldenc to which the lissom
0. Failure to nay be revoked or suspended. If end license Is suspend or revoked for any
comply with lawful orders or regulations. period, upon administrative hearing or upon conviction of a traffic offense. or
If the employe 1s determined by the Department Hoed or {looted Official Co be
[. Insubordination. unlit u operate the appropriate vehicle, the employee may be
p. Offensive language or conduct sward the public or follow employees, or If an employee's job rewires s0 license, certification er resLactation. the
fighting words or conduce. amploYes la responsible ter obtaining it, keeping it wild, and presenting t[
to the County when requested. Should ouch
0. RsLeime s[the 0 registration expire or be revolted, IonulYay be suspese.nded
ded widows
certification or
Drug-Free Porkpies' policy stated in this Mandhook. the employe y fi to or re •strati pay,
or dismissed calms and/err until the llcenea, eea![lure or registration Is t. Obsmeueed absentee. - renewed or reinstated by law.
If the eloyee's license or regisssssion Ls net
rousted
r relnecated within a specific period at time, not to exceed ninety
I. fmviarlon of• NHaW trim Lim Sea (sm) days, the employee may be dismissed.
peneiN for Charge with Crime).
J. Accepting bribes,;neesy, er property er services of vale in the aura
et s+layrme. Disciplinary eeioes are to be corrective in mature and are intended to provide
g• material sWelem p[ "reasonable omens for correcting performance. Disciplinary e[Lane may include.
Any falubsed lit end application er interview foe but are not limited to wrninga reprimands, amapenelem vitheut pay, special
nmpleyree. review period, demotion. and d/smtaN1.
•
Januar} 3, 1991
Veld County reserves de right is by-less disciplinary action w ]. HEARING OFFICER
immediately Wastes an employee, if, in W sale opinion of the County, the
employee's eenduet, either by or considering one eepleyds's prier the Heating Officer shall be appointed by resolution of the Weld fatuity
performance, warrants di. . Employees holding positions of Meet levels Deere of Commissioners. the Waring Officer Nell ensure that order le
of responsibility say be held to bight standards of performance and thus have salntalmd and ensure that all parties to Me hearing have • reasemble
more severe disciplinary action impend on Wm than those who hold positions
of lover responsibility. opportunity to be beard and to present eras anddocumentary evidence. The
Hearing Office[ Nall be entitled to Lamm the order of procedure
Department Heads. Elected Officials et their appointees spy impose disciplinary during Na hearing and shall have die opportunity and dleewclen te mend
melees. However. Department Made and fleeted Officials are responsible for all ratings an questions belch pertain to nectars of the conduce of the
disciplinary action initiated by their appointees. hearing and to adalesiblliry nd of evidence. 2 Hearing Officer
r shell *ea
a decision upon de grievance pursuant te P ph 10 below.
et the Nee ■rlevabbe disciplinary acetone are taken against an employee. the
Department Head/Elected Official shall sake available to the employee •copy of 4. IiCNTY OP PARTIES tm
the grievance action of this Handbook.
Ac the Maring, each of the parties shall hove the right to;
pt •)eta n0 exmve 11 Call and examine witnesses.
21 Introduce exhibits. •
M dismissal shell be made unless the employee Ls given a pre•dlsmissal hearing. ]) Cross-examine any witnesses on any setter ulevanc to die anus.
4) Impeach any witmes.
The employee should receive written notification of the following: 1) e reason 3) Rebut any evidence.ris
ler the possible dismissal, and 2) W time, dace, and place of the scheduled If the grieving employe* does not tacit
pee-dismissal haring, This procedure applies to regular employees only. employee • p ya y in his/her own behalf. the
say be called and examined as if under cress-exeminaµen.
The pre-dOaissal bearing shall be scheduled the next working dry after the S. lROCfiDtOIE AND EVIDENCE
employee receives the notification. Ths employee will be placed on
admLa inistrative leave with pay moll • detenWclon of dLmbsai or retention The hearing Nall be conducted informally and shall not be subject a
strict judicial or technical rules of procedure. A vide latitude le the
manner of presenting the respective positions should be afforded
Attendance .at the Prodlaslual bearing is limited a the Elected parties.
the
Official/Department Had, the immediate supervisor, the employes being potties. Evidence presen:d at the grievance heating uY Inalwde W
eneuldered for dlsmlanal, the employee's legal counsel if desired, and • fallowing: .
representative of the neat Department. If W employee is represented by 1) Oral testimony of win'ssss.
hot counsel. Ne Elected 0!llelel 2) griefs. memoranda, or other related information. .
repcsesnestlen. /Deportment Head say also have legal ]) Any material contained in the personnel files regarding the employee
involved.
The employee shell have the right to sake statements to the Elected q My actor relevant sacetlal.
Offlcial/Department Mad which am rebut the mans sucsd in W re-dismissal
Ratification. This rebuttal say be pssssnted orally or in writing. The re- The pertinentally portion pP to grievingthhem party'srecord.
personnel record shell •
dismissal hearing shall not be • full evidentiary bearing. p cpucically became a pare of end hearing
Afee[ receivingaid rebuttal, and any other approprt�u intonation. the tech party shall, prior to at during the hearing, be entitled a Molt
glutted Official/Department Mad .hall, within em working my. render • Such memoranda
contenting eery matters pert
being consideredbring re the Nearing Offgeme.
determination as to whether Ne employee shall or shell not be dismissed or Such mom°randa shall became •port a[ the bearing recital.
whether ee extend end period of paid administrative larva in ardor to provide The Hearing Officer say receive and consider evidence not adelsslble under
aeough time te investigate die lemideat(s) se as co render an informed decision.
If the Eluted Official/Department Hoed decides co diaslea the employee. than the standard tutu eE evidence, if anon evidence peuuu• probative value
notification will be provided te die employee under separate letter. The commonly acceptable by a nable and prudent parson in the conduct of
notification of dismissal shall include the which the fleeted their affairs.
Official/Deportment Head determines to justify dismissal.
TM Hearing Officer say exclude unduly repetitious evidence.
If the Elected Official/Department Heed determines that cDe employee shall be
retained, W Elected Official/Deportamt Head say then elect co impose upon the Objections to evidentiary offers say be made and shall be noted in the
employee any disciplinary messurss short of dissival. record.
MINIM A OlwIaur where a hearing say be expedited and thef the parties will no
be substantially Prejudiced, W Haring Officer say receive all or part
of the evidence in written form.
If the employee is dismissed pursuant to Nese procedures, ha/she may Ste
Ne right to grieve such dismissal without the necessity of complying with Scope The Hearing Officer will give affect co the rules of privilege as
1 and 2 of the 'Employee Grievances.' recognised by law. ,
pieNnvn GCINwrdi Documentary evidence may be received by the Haring Officer to the form of
a copy; howwsr, upon request, a party shell be given an opportunity co
Aa employee who feels chat du' policies sec forth in this • nual are not being compare the copy with the original.
properly applied, or has any disciplinary action taken against his/her disc •
reeulta in a Lmmedtata loss of pap may file • grievance. These actions include Any Wald County employee who is requested by either party to testify at the
termination, demotion, and/or ampemten resulting (n loss in pry, hearing must comply with cDe request. Failure a appear and tastily upon
request will subject the employee to disciplinary action.
maN-n� a=
6. BURDEN OF PROOF
Employees sass gray[ • county policy that led been adopted by the Board of Oemmry Commissioners. even if they feel it is an Theelwin unjust policy. The County's grieving employes will have the burden of going Canard to YtNLith
Mlletes are add rssssd and adapted in public meetings in the form of • County •prima facts case regarding his grievance. •Prime facie'mans swffleleet
Reselurlen or Ordinance. All emp Loyees are encouraged to nand public evidence to prevail until mercies by other evidence. The Deparemset -
wtings, on their awn time. that involve thee es taxpayers and employees, in Head/Elected Official shall then have the burden of persuading the Nearing
order to wlee choir opinions. Officer of his position by• preponderance of evidence. •Prepeadefmmee
•
of [he evidence' is defined es that evidence which b most esnvimelsig and
impleyees cannot grieve performance evaluations or written counselling fans. satisfying in the controversy between the patties, regardless of ehleh
They can appeal these to chair fleeted Official or Department Mad. parry ay have produced such evidence. Colorado Civil Jury [metafictions
24, Section ]:1(4),
jfgldeDLE Anr[0110.1r1 ), SPECIFIC lIOGEDURL9 OP THE NFAt[XG
•
The employee grievance procedure is as follows: A. The Haring Officer shall announce the aces[ to be heard'aad.i TT
lima Appeal Se lmmedlare wpeMser. determine whether all parties involved are present and whether all sat
All grievances wt first be srsss=Ad to the employee's lamedlete persons tee ready to proceed.
supervisor.
The grieving employee shall glow a short statement of the ease,
IsaL2 Immediate supervisor response to appeal sumeariting his/her position. The grieving employee shall ap«Ifieolly
The immediate supervisor will give the employee an ewer within two (2) what he/she is grieving and what relief is sought The megatememe
working days of the presentation of the grievance. Head/Elected Official may respond with • short statute[ of bleMx
position.
km} Appal N CM Department Read/fleeted Official
If the employee le not satisfied with W 'men/tsar'. answer to the D.The Nearing Offerer shall tall the grieving employee to neablLN e
grievance, the employee may. within five (3) working days of receiving prim facto case regarding his grievance.
the supervisor's answer, appsal the supervisor's answer to the
Department Mad or Elected Official. Such an appeal must be pruned The employee say present witnesses and/or exhibits to establish• prime
in writing. The writing should state the nature of W grievance and facie ease. Each witness will be eubjecc to crow-examinatlee by the
explain the employee's Cosicton. Department Head/fleeced Official and m•y be questioned by the meeting
Timeliness e! armedOfficer. The grieving employee say dun question the witness eh nap sow
matters brought up on cress-exsmlnstten.
In all failure to submit a written appeal t0 the Department Head
or Elected Official within fifteen (15) calendar days of the incident The employee say introduce exhibits.
which Ls the abject matter of the grievance shall constitute a stale
grievance and mint of grievance right's for the incident. If cDe grieving employee adds net establish a prise facie case regatdiag
die grievance, ken the bearing office[ shall deny the grievance.
Appals directly re the Determent Head/Cleared Official
In thou instances when the discipline is being administered directly C. If the grieving employee has presents • prima facie ease, the Meartee
by the Department Head or Elected Official, the employee grievance Officer shall call die Department Had/Elected Official to proceed rids
procedure begins at Sap ]. OM case.
$gfp_I Department Head/Elected Official response to cho appeal - Ibe Department Heme/tlected Official may again summarise his/Ms
The Departs.= Head or Elected Official Nell give a written anew= position.
within five (5) working clays of the presentation of the grievance.
The Department Head/Elected Official say present witnesses. The
Sren 5 Filing • formal written grievance wit,'sssss will each then be subject co cross-examination by the grieving
If the employee disagrees with the Department Had or Elected Official's
employee and may be questioned by duo Hearing Officer, The Department
answer. the employes may file a formal written grievance of cis cDe WeldHead/Elected Official may then question his witness on matters brought
County Personnel Department within sewn (7) working days of receiving up on cross-exas(nacton.
the Department Mad or fleeted Official's written response. The written '
grievance vest clearly sues the employee's aide o[ the case and must The Department Head/Elected Official may introduce exhibits end/or any
include the following: specifically what decisions or actions the octet evidence which proves his case.
employee is grieving, what remedy the employee is seeking in the
grievance, the specific facts as they are known co the employee, ay D. The grieving employee may then rebut any maser brought out in rho
documentation to substantiate the faces, and a smeary of the ansuer(s) Department Head/Elected Official's case,
of the supervisor and Department Mud or Elected Official.
E. The Hearing Officer may examine eny witnesses, call any additional
witnesses for examination, and request the submission of any exhibits.
jggg_¢ Reconciliation
The Veld County Personnel Director may attempt to reconcile the
differences.
g. RECORD OF HEARING <-
jggg_l Scheduling the Grievance Hearing �..Yr+-
If reeoncillaelen is not su
ccessful. the Veld County Personnel Director court A record of the hearing shall b+ kept by electronic recording unit. El char
has can (10) working days from receipt of she written grievance to set party may request the use of a o r reporter instead of or in addition c• grievance hearing date and to notify the employee and Department Head the •leccronic recording unit. The Hearing officer has the discretion to
„ant such requests. Ike requesting party shall pay for all caws
or Elected Official of the baring date.
Q[j EVAHCF HEARINGe for Lted with using the court reoccur.
Veld County Personnel Grievance Hearing Procedures 9. RECESS. ADlOUptglENt, AND DELIBERATIONS-.
I. PRESENCE AS NEARING. The Hearing officer may, •[ his/her discretion, recess the baring and
reconvene the same oo[or the convenience of the parties and/or Honing
c
Officer. Open the conclusion of the pres•ntation of oral and written
flounce of Employee Involved. Under no circumstances shall a hearing be evidence. the hearing shall be declared cloud by the Hearing Officer and
cc
conducted without the personal presence of theemployee who requested the the Rearing Officer shall meks his/her decision in + prdena wl1M1 cM1e
baring. However. an employee who fails to appear at such hearing, without procedures stated in Paragraph 10 below.
good cause, as determined by the Hearing officer, than. be dewed to have waived his rights co •hearing. 10. DELIS[OS OF 111E HEARING OFFICER -
one representative,
in Arrendan.g. The Hearing Officer, the grieving party, plus only The Nearing Officer shall either grant or den all ac portion of the
representative, the responding Department Head or Elected Official, employee s grievance. Y any
plus one representative, • representative of the Personnel Department, the
Therecorder, a County legal adviser, If required, and any wicnessas, while won Heathy Officer shall put hldjo r decision to vhearin within flee (S)
giving testimony. are the only persons allowed to be posenc at such working days after the final adjournment of cb hearing. The Hearing
hearings. The grieving employee ab ll be entitled co be accompanied and Office shall then subeic the written decision to the Personnel Department
represented et the hearing by an attorney or any ether person of his which will deliver coolies
of the sue to cA• grieving wplayee and co the
Department Head/Eleetad Official, supervisor, or ocher parry oppa•ing the
choice. The attorney who represents cAe grieving amployea shall be paid
by Oa employee: In no even[ shall Weld County be obligated to pay the griev
employee's •tcorney feu or any tests **sectored with the grievanc•. The
loop on ding Department Heed/Elected Offiatel, or ocher supervisor, shall The Hoeing Off leer's written decision shall include • detailed statement
also be entitled to have an attorney representing him at the hearing.. o[ findings and conclusion* upon all of the ace rlal issues a[ fact. lay,
or discretion presented by the record, and the Hearing Officer's overall
2. POSTPONEMENTS AND EXTENSIONS decision upon the grievance.
The Hearing Officer's
Postponements of hearings and extensions of time of hearings may be s decision le final, unless timely appeal is cede co
requested by either party or his designated agent. However. the granting the Board of County Commissioners as indicated below.
of such postponements or a+tensions shall be aide only upon the okaying of LI. APPEALS
. good cause and is at the discretion of the gearing Officer. Postponements
or extensions will not exceed (2) tun weeks, unto* share *re extraordinary
circumstances, Any party'who seeks to modify the decision of the Hearing Miter eey
apPeal the matte[ to the Board of County Camelssionars to da so, the
The New News Page 12 1
patty Mast file. • written natty el appeal with the Personnel sinner S. bW she employee las medical. sunhat. Imitate'initial enaminaciens
- within five (S) mrkleg days d tetening w bearing Of[leor'e &misles. ' Or tronenti .
The notice of appeal must specifically state whet put of dm dallies the '
party sob he hen modified and the romae•therefor. The Remise shall C. An employee she is sesei@ed es can fee m 111 amber of the atadate
not esioed five (Sr peen in length. The party opposing the mdilSmtlm family may w e•reetissed sick Mann me m heal ter my w Wass .lintmey iit• memstaem ►tiaf, ben'must de se within three-(1),days of et a)ury.
receiving the settee of appeal. hay mask mmerarMn bast shall not Missed
five-(S) paps in length. All regular employee@ me.eligible let oak leave JO dye altar employment.
Sick leave is seemed at 8 been per math'Item dm of hire with no amain
. 12., {{plil OF Apl4L - mural lisle. ter employees hired prier m January 1, UU. accumulated sick
• leave Is payable upon teeniseeion aeon-half eM hours of emulated:seemed
The Personnel Bisector spell then transmit the Maring Officer's decides, sick lore, net to exceed rem eseth'• salary. Seployees hived after Januaryr 1.
notice of enema, end at memeranne to the herd of Conn Itit will net be paid fee•ewlata siek Maw nen tenlnaeton bl employment.
tesLsen for enlw The Beard my affirmtheNearing Officer'sLm, Wily It (s Mole or in part, et rani theeentae'te-ter Meloyeu ore- to snort their nsenee(s) dally directly to CMtr sunning
Jheging Offices few further fat (India. A modification ma only be Bade within one hour of the eepleyes'• regular starting ctn. m reset ley
it, based upon the bearing Officer's flutings, of fmc. the Moisten is be considered erne for denial of paid Melt leave for the period of SI S
' •Wil)vane er le in macs of his/her Jurisdiction, vacherity, purposes. unless-the spires lunishes an acceptable explanation. Not calling a ad
or IleitatLes as defined by Ordinate-118, as mended. and the procedures mbteiang an approved'absence for three days is considered abandonment of Job
mmsiined a the Veld County Adinitrasive lenOak. The Beard mety review and may result L termination. -
Si hearing record upon b=Jean ate of the Beard. The bard of be required a provide • medical Meter's wrl[Lcadom CommissionersCommissionersn n Commissioners w d t decide o appeal within fifteen(15) days of the an entente may
of
data the Pedseml Dtnceoc selves no notice of appeal. illness or fitness for duty at any time. Abuse of etek.la•n oc exswaw
absenteeism may result in the less of the privilege co earn sick leave ea is.
Rgardlms of the above sated grievance procedures, all employees are ether disciplinary melons. !Deluding terniestion.
essdda nd c0 be at-rill aptness and these procedures are net-intended to
noose, no[ are they ;eat considered te Constitute, • contract between bold All regular full-time employees are authorised five sick leave occurrelnea per
Comfy, and any on er all of its employees. calendar year. A sick leave eecucrrnee is defined as a minims of or min
leave day. Sr • camber of consewtiw 'tick leave days taken at any one time.
SECTIO
N Y reployees who the five oecurroncu are subject to disciplinary atlas.
_,�,�m INPenymy including. but not limited to, the revocation of all sick leave privileges es
'set forth in this action, suspension, lean without pay, and/or eowineplrt.
IBIIRISI TM Met[
•AdVanced• sick leave is not permitted. Employees may not carry negative silk
Temporary or penman reduettens a brae (VIP) may be arrrrrry because of hours.
einlmstseass such as reread chasms. program changes, policy decisions. a
fwutins reduction. TMtbmd of County Casissinera of Weld Cooney reservee tick Lava Mg
the tight to cheese which peslcia(s) es eliminate. The only-1sta regarding •
ntmlnaclona don to RIr whith ape playable le whether or net the RIl sequence In order to prwtda • no cut, short tenedtsabillty prugsm fee employees the
both seas nor[ritly followed. The decision by the hoard Of County Camisslmn county hen established•pick Law Sank Program. This is voluntary and
Oe eliminate petition(*) is mot 'elsva te. the benefice are c0 ge solely ce members of the Sick LM hank.
A layoff notice, as • result of reduction in fee, Is an official. Personal The Sick Lave bilk is based en•donation of lour (A)hues of the todividml's
eeemutteatlm addressed ce the employee and issued by the Personnel Doparmnt sick low, per eeshor, per year. fmpleyees who de not concr3bte to the limn
me the bard of County Commissioners. The dmpleyee wt realty the notice t can't use sick love beak bent. Massa, to Sank partteletlen Sat MI
Isaac 10 reek days before the date of his/bee release. The notice shall infers members shall-be alien •ftrr the emplayee's one year Planetary. ypemel
W employee of his/her Light to ream the records en which the actions Warn of • Sick Law Bank Ramat is net guaranteed by the Department Head, SSW
heed, Official of Minima. Bank Oevonlnl hoard.
•
Reduction in r Sequence: A. Pour(e)pours of the employee's individual sick Lave. will be d dusW
an credited co ehe tank. Following enrollment deductions, a nee maim -
The sequeme,fer. • reduction in force will be on • departmental basis as has a valeta{ period of one quarter, or ninety (90) days, ►edare
fellows: (y applying for siek gave free the Sick Leave Bank.
A. Tonporan 'employees by intimacy. - S. Sick leave day* in the Wk are carried d ever fres year year.
additional contribution is required in January of each succeeding year
B. Initial, special, or disciplinary review employees by seniority. while a member of the W. Rats dented to the Sick Law bank at
not refundable. -
C. Rmul•t employees based en erfeca•rce evaluation. • -
•
• C. The Bank is adeinletered by the Sick Lave Malt tanning bard. The
D. If w0 or more employees have equal enroll performance evaluations. then board is composed of seven (J) voting.members. These include: tie
seniority will be the detenldns factor en catmtwcions. The smplayee Personnel Dicecter, the Veld County Health Direeter. and [1w (5)
with the lout Job 'salinity till be terminated [list. employ by the ecttclprus to W Bank and one (1) nen-outing
• rrprearntesive from Payroll. .The following conditions .govern the
When possible, regular employees Impacted by • sedation in will be granting of sick.leave days free cha Sank:
amtdad to rather Job within Wald County 1[ a Vacancy exists and ,
quell[ltactem and Job position are compatible' with the employee and date 1. Application gem m available-through ml. Application for
department. If me positions are available. the former !eosin aloyee will esin no benefits [[a the Bank are node in writing co the Sick Lm lank
ether preferential treatment. - ' bad via the Personnel Daparmnt
WIfilIdIIfa. 2. If a member is unable to sake implication for himself, the
application may be filled out by • [ally masher ex ocher
Replayees are regaled t0 notify Mai[ supervisor 1n Kiting a@ aeon as rap resrrtattoo.
possible of choir latent CO resign. Os • matte[ of rn/mrienal courtesy at _
' lease • two (2) week notice before data of negation is • standard r e t m. )- A medical decor's statement specifying the mature a illms. the
dotes and medical service se the somber,iced rise date of the
If an employee wishes to rain. they wt all the Personnel Dapatnat te patient's expected reline for tonrn to were will be prrrrneed rick
schedule an appointment at lent m weeks prier to their retirement data. the application. If this information is not includod, to applicant...
may not be considered.considered.All regulararymp as W terminate Cl aleterminterminatehe lte choir employment for any reason will
• be*cheated co mese vi h ths Personnel Deportment for an tic interview in for - 6. The applicant we subtle.the request Lot m his Depttmene
all final,actions of pay, retirement refund (County retirement plan of PISA). Head/fleeted Official prior to consideration by the Sick Law Rmb
insurance red returning of ID card, keys, and employee handbooks. bard. .
/isel'pay cheeks for tenaatins employees will be issued the afternoon of the rf,y, Iba„=Sick Lave:Bagk y@[4yWl noMldr ek. ap8lledt[ot ec atirt4y"
,day of tha next[eplarly scheduled Beard of County Onnlsdonen seining after"'
W terminated empla ne's last day o[work with the mnclen of these glans c&llod by cha Wsd'a Oti[pmLaw.
mmmlacing duffing the payroll lmemeteg period., .. 6. The Department Mad/glecteetif[ic/al my attend'ehe Sick Law hr •
empleyeoe umlauting during data roll meta period will have their meeting with, or for. Mac individual a discuss any preblm releW .
ng { eY processing e te the request. b ether person ay attend the Sick Law Bads Mend
Aasheds for be current pay period dint dapealtim lots fort[e t mocked meeting. Te Slick Law Bah rill consider the request and We •
A Meek a 1Y be mprat none ed for silk end vacation mfr and for the rim rerkN decision hosed on• mJeriry vote.
else@ the 16N the ninth.
�� • J. innd vidal deck hours will rib a ys.edatil weds member has tteed.all ofhie/bar
• days, ad any nompansacas aloe
. accumulated.
ad employee temmtatag smplomnt from the County, [par whatever rresan, who.is
ors vested in the arlrrmint propel, rill have hla/iet contrlbutton only to de I. If the request is granted, the Sick Lave Sank days will on d
Corry Retirement Tian conned plus inerrert. All refunds must be approved by until &fear thirty days have expired. This thirty day ellmBmaYw
W Retirement bard, the ampleyn'a contribution will not be. racu[ne4 any-- period begins on the float day Of leas, whether it is ltd dirndl.
nailer then thirty-one (3l) days after the last usY of bark o[ deco e[ If the employee return to work Wring the thirty day enamels
gpiWcion-for refund, vhirhever is later. nor any lace[ than ninety (90) day* period, the lick Lave Bank request shall.expire.
M the last day of ark or date of application for refund, whithoVer Is later. 9. Sae non than taw (S) menthe OL 110 data. whlaMwe L lase amp he
•
MK rWre nuke mpp1Y n the tr ) da [afued d t the Stew Ptti Offor uYu scanted to m amber lee eels month period. M employee cap w
bets&agoam nt nth n to ninety (f0) days [rem date of applicationgrvanefor refund.'rnbey,mute than six-menthe o[combined, tonmetve paid and/om monad
eedcaeant fund' will ice be processed ending •y {dw•ncs eercernlng leave-.
d6es6osal. -
dilisin'r at posnua - 10. If the Seek Law San bard approved, the Sink Ilan amber sill
receive 661 of normal, current enpmaeloa during the pacin See
log appear for win and failure to call in for three consecutive daye which CM q 1s eligible to draw free the,sank.
without to
a reason acceptable ca the County, oeY result in dismissal.
11..Ihe'Sick belarsonlrietnetstenL Menne sick lave,days to be
all {rented to members in an amount that *need the number of sick
6 levee days accumulated in the Bank. If the need exists. IM Board
The Meld Canny Personal.Department should be the enly contact for Jab has the option to user a contribution of deur (A) additional hours
nennwes.•-Any reference provided by an individual other than thenneroel from miners to-the Rank. Cenrribuciens of etch leave in rrrrrr e[
cha amount sand herein cannot be accepted by she Bank."
Department trill r the inton t on provided.
reference Ile and the s on individuals
tad✓
all a written
LOL the tafomclon p[wldaO. He rm[acepros on aPer "nee ' ---_--
De ar wteten en county letterhead unless they •n arrcewd by the Personnel' - —
Department.
12. Sick leave may be grata Qabl to"cams of personal PAyal<al illness
SECTION .VI or Injuries. This excludes ova of the Lank for illness of family
members. Other amlwiens loslude bet may not be Hafted to:
_ - SLR opp a. elective ec meanie~gory
ISELOtl b. lou rasnleima [tde W-
<d.. eomeiheina ee aGsmpel to an assault felony
ms annual enwe is earned ci 1 earned by temporary, pert-time, seasonal, hourly amid
e. rtllhl self (nupational Juryss or sleknaeum. er a
emplo employees during their first six months of their
f. injury ton
bemplejmene, nepattmenc IIeW- Lbt!hopuclee, eau{1etcN O[fLelaLe daelgnecad {. mtlw outside omeloYment
by the Hams Kul* Charter eau.W Wra of County Commissioners do net accrue A. an ecMc rWoa Wt W
paid vacation. Puriuert3<lpadM !n a erne
meted x111 net cud cam tine eta (q menNa, employees in the eletl eedter y Si<4 Leave Sank Board !Leda co den
pots six,q men sou cation leave. Oran successful - the raywet y
( W. employees will be awarded S hours of vacationeW pof er
menu e[ this N$N. facemahl a mew 13. If the leas Ls.Mniedb e
meta or hl completion helm We the employee by iti-3tk Leave Sank bare. Ua schedule higher on evalWeiee en the overall gap yeoo may nec![Y the applicant to Kitt board will
schW, vaatan leave after the sreeahl completion of their first eta (q denial. n[. stating W rsason(a) for the
U. amY unwed sick lure granted by the bard shell ho returned G
Vacations mist be.scheduled in advance with the employee's supervisor. Vacation the
Bak,
shall net conflict with wrk requirements of the department. Scheduled O. U n G
vacations may be cancelled'at any time for N ntneelen fret die County.Heed/tlMGd Of11a1A1. Annual vacation is ssegd en a monthly bast es ofme eligible ee drat sick leave e!r fiam k muter will no longer M
L
13eb of each mentb ycordlaa-to length of County service as follows: f dm
L. W Sank.
--- � participants SickLean
aide b Beard eginning
report the statue of eau Sank co the
CMeew...... ya. t
jbbRe Sawed MenUlg l+ may an sa Board e[�g of each calendar year. A.gwrterly report
hAWar ! S Avers P. The lLek Leave B•nk b ry Csmelsalamses.
of W Seek, ad sssurt Cho full responsibility Yee the 1
Over S. but Mny[ IO 10 bsws ofdiepursuant nk the all decisions ef.W Board are final and not allocable
triremes procedures found in this Handbook.
Over 10,,but under 20 12 hours C. The Sleek Le
o[Gaunt W Sank Marla maybe terminated at any time by the {card
Over 20 13.33 hours eenlweed� reasonu
lasie for any seas by rolutlde. 1[ eau program t
raw bem amen hours remaining le the Sank shall be divided on a pro
employee eamt accumulate in emcees of eve times the annual vacation amens dm members at that time.p
accrual. When vacation time is used in conjunction rite a Gemination, tea lase bank is separate and distinct few Ue Medical lave o[
My worked will he considered the eninselde date: Salved but unyad vacation
of e
t•
The Sick Leave
will be payable upon urminselon of employment.employment. Absencence s a mentioned In ether sections of dale Wendbook. Medical Leave
Y roc be aparevaa at the conclusion e!Sick Leave tank.
Official holidays occurring durlag'seaside leave aril cawed a holidays, roc ctwl-L
a vacation. I11ness.W emergency UNPAID Menlfal TRAY.OP A
Collated a vacation days. g ) closure days grin{vacation periods are -
A request for • medical leave of absence without pay for Illness 'disabling
S)tx t!•.w medical condition. r disabling (jury mert be aupperted by • hexer from eau
eapleyee's physician to include an anticipated return dace. Medical leave
Sick taw is net • right. It 1s a without '•y can only be granted by a Gparerne Mud/elected Official afar all
be used in the (alloying eirelrcaneo�lvLlep alvev es full cut amp l0yrs a accrued vauld I eck leeve and
vacation hes been used. In cases where a medical
an uMarscaMln eau job performance, the physician's ete[emen[should esne•ln
A. Ybea m employee Is unable to anp un er g approval ef the type of werk or specific duties of cam
injury, employ.-sebne ble t peeler,
job amiss.because of illness• comity's design to Department SaWor a see 0llopini may end cam ampleyas co the
- ea condition. Mesd pAplelM far • ucens opinion.
T
„ • r ..1
January 3, 1M1 • S
as sapartase ibis mat be 'settled M writing of the employee's Intent to
lobes bark and the date of return r1sbta as weeks of the anticipated return us
.lope eye a eesinate by dm aaployee's physician of the employee•• ability All Veld County empleyeee All M classified in accordance with W Fair Lebec
w pectin\U/Iher anal Maas. Seattle act w exempt er m'•eseepc from me words pewU at.
lens oL the
The duration s all Wheal Lima of Ma nce eldest pay shall not weed 45 CaemIt the Personal Deatteat ngerett the MA away s,spin s. Lea
clnndar darn. Maths ma slek leave will net weave ddn ea medical leave Depatmene Wad/flectod OitaLel dull props' a•eh•bnU 4•lp•do{the naves
of t\iance. ay leave betas W 45 days of west• leave sat M amend for tm on ernc in li mpak impaction x *aolusbler" ec esa emir woman eM��wMdu1N
weoat et to me Lave of Abases&Met pry acts of del•wndbesk. If a shall a appee en to advance by ab r" 4S S Wad/gtee a OLLlclal ee, in
departwma es unable. to here the me• acant. Che epee • will be ea••@ e[un[er•monn asepry. shall M approved by the Department Wd/alecal
terminated._ The pens will mom be given referral w interview ter vacancies Official a •rue the mot anal is r.rfnnae.
le me Caney far wank eM individual is qualified w dereninod by the ..
Personnel 0epartmc. In order to realm this preferential referral. he/she rmlwaATiOn rot"thrill
Personal
Meat notify the persl Depa[mese of lies/het interest to peslsleno w they
Maim mailable. ♦wi es application mat be tiled fee each vacancy. The vim the esepce e[ the veld Cwnry Sheriff's Office and Ambulance Nevleo@
length of tem mat ekes prefe[osetal referral►[wise mall at lac for non Depaenaae m•mdalslacc•etom ea epee. •all non-asompe splsymea who ark non
than tit toneka ilea the time the ledslial is ghytUsllY able to tenure to than 40 house in their esta►lisMd work week will be compensated at one and ono•
murk. half ems their mauler rate. Sheriff's Department and Adbelme Den is.nm-
•
an employee my contemn participate la the laserwce plans during rdtcal •meet employees m towed urea pine eefery amines criteria •raptYt•
1••w wither pay eL die employee elects to 4 w. The employee will be of me [Ltd Mleh are „mews le departmental auyplemte.
required te pay eke County's portico of the paths contribution. In this ewe, d ail ew,ee will be approved a w Department Mad/Elected afeULl
ell benefite of e a'sm pi will aoetiaus u if the employes was working. provided IDS except in emergency situations.
tat a employes mikes prior arranger'* to resit the naiad seeteibuttew b. All m-reset employees see requited to eaplete • the aeaaem4a
is advance of the period of covens*. M employee should thecae Menefee &see for each pay period. toy cycles any very but county payes
peddle
enwrap with the Ness Dearness prier to charting on leave. F�f�0lemesnthe last w the 16th ol the rking lay wench N•msaN.through the l5th of the no ril.I SW Shaw win
IMena.r esaw Mw submitted to the tersowwl Department for rwlw prior to boat
submitted to acewntag for filing. The Ma Ties Sheen yLaSg•par
►erseal leant es • tentless granted to regular County salaam. raploan document. The ELSA TW Sheets,submitted to the ACC•arMg Depart••••.
M their initial review period are not eligible. loch year, with suarvesory will be retained for a thew year period.
approval. • regular employee soy convert two (2) days of sick less into cane C. W compensatory den my ba given in 11w of pay unless an lndthast
(1) Personal Maw Days- Perusal leave days any not be carried over from year &erownt is signed beewen the asloyes and m he e deparment st al
me year. The method of seheihling eye the tieing a Personal Maw Days Ss at approved by the Fersenal Departures eye the Seamed of Cemay
eke discrete of the {Mesa Official/Department wed. - Commissioners before elm le worked.
p salaelasliali teala nt. Salaried exempt receive a asleep ee
lillailtin compensate the ter the Nrforrce of ell their duties and ties moms.
These employees, es classified in wcereeae with the Fele Lebec
All regular employees working )2 hours or sere per week will receive pall Standards Mt. de net receive enres. ascent public safetybaldly. DOGS will be established annually and will be published by g. yep-reaaet ttlevees. All een-exempt eep
!Solution of die lewd of County Casiniasts. employees as ales•lflet in accordance with to Federal Fair Labs
Standards act (fl!A), accrue ewers at the ram of 11/2 tines let all
1. M Years any 7. ratera''• any es moral ever t hours in•normal work week. ihen•essupt employer
L. President's any 1. Chrism* any will be salaamed everts based upon the flal"Mars for the armst
' J. Memorial Day' 9. Colorado Day (floating) pry period as sown on dm ELM Teas sheet.
•. norm of July L0. Kerns McMr Sing Day •
an (floating)flot
L. Wn labor Day� - - II. Colt•bmsDay (fleeting)
All is worked fee non-exempt employees will be recorded aye paid in accordance
To be •ligmlo for holiday pay. an employee eat be en at• status the workday with the Mir Leber ftaseres Act. Mations tegardiry work thee and the Fair
Indere and the workday after the holiday. Labor Standards Arc should be addressed to the Personal Department.
le employee eestped to shift weak shall receive • greeter er • lesser number Any paid es me actually weal will not be coated for everts eepewatam
se blldaye in at ealeWr Year than aplenes npUrl' nosed m tea perpesee, •.g., sick. vacation. holidays, persona leave days. etc.
Sing h• mast ark rank.
SLAM
lmployea necking es an ettU an lel allay mall receive •day off is lime of the
mnll''ffloat holiday. Employees working an a hover day any remit, w scheduled by the Deanna*
• wad/tleered Official. W to 60 minutes far a meal. Time of day say vary bast
m
• day pxocl•tmel • day of nectol/state asentLW ten appall bm ea milt schedules and es supplemented by departments. Real time noe taken may
masted the semi as•allay described above. not be accumleal or used et the balsa;or eye of the day. My break of a
- • aioum* or more duration mall met exec swards tine darted.illiffilaihn .Loewe.et Same meted pay beanie of death L W ean*LLaa family say M •
WM
✓an" a regular "Pine" y the g•90""" Wad/ll•et•d °Ina .' fee a At pan amantane's divverigy, employees working • consecutive hours say be
paled not to emceed dine days. . Entitlement to leave of absence under this {tans one l3 tomn break if it doss one taupe wale flew. breaks not takes
note shell be in saloon to sp.eNer lean. Per purposes of this seethes ay not be wewmLeed or used at the beginning or eye of the day et Le
•lass/Late fatly nano mother. acopmether, father, stpfater• apom, sae. conjunction with meal baths.
• an
tees. stepdaughter,brother, sister,seeher-M-t . fadeer•Mom-t , SECTION PITT
grrmynnts, foster parent. Meet child• or peNt t •
Mein•a WITT
Willi ff ten a lanTIL qr MIMI
YLth the exception of•leave of absence for pelletal candidacy in accordance Employees are remulred to comply with all atom rune and regulations. Minn
with/acetone-2 et the veld Canty lna Rule Charter, employees may bo att[ted to de se silt result in disciplinary ado*and could aerate in• rodwe[tes la
to•lute of absence rlguuc pay for good area sufficient personal[sa•na after. worker's eampemalen beadles if as incident resulted from failure te empty
e xhausting settleable paid lean. Lab ease will be emulated individually- with the asfory rules. If an employe has any guesdas comralea •
Appleeaden ter leave of absence wt be mede a writing and must be approved deparent'a requirements, the employee said contact the supervisor. Chia
a wtttng by the papertmeet Mead/Elected Official beton the coemence ant of et the County safety anal are available in tech department.
Maw. Right et ntaweeneet @hell drain if the employee on leave maga
es gainful implement. IZISIU hm�m a ie rhhnwrn
Um W}nA length of such icon of absence will be 9p lys. Time taken off tax lima employee is den}ual, even slightly. or &mama Mahe has.b••• thecaa• -
eerier i••ve• of as"" et •p at• nave shall M Lactase es Pest of the SO the employee sat report this fact to bis imdl•te supervisor at wee. be
day maximum. this leen any be eatended only with approval of the bud of supervisor will see that the employes pis first aid or, in ease a • aas
aunty Castastasrs as es ally epee valeta application given{ eospolting •ales tnjury• medical acc@nte.
maasas.
If an employee does net return to work ea or before the agreed upon data or ear To be all{Nn for 11warble'sy compensationtehlis benefits. s employee Worker's he otanlmad
and intently y the •eo L . Yele fmn[v aiton Git•�r
✓ an •gseosanc rtab measghrst w an estaete, the employ** will be primer,mad vl rare eat iv •s. 'M Lnond amployes. should ln[ere meths AMdp
rtmeal. that chi belling ter the methane aMuld be meanest to Weld .:awry es•idr;e .
• Cep•reacs Fund. The supervisor will complete an Acclaim IaroacllMtes
my brrt4 Report end dm'lejuM neon* will be eetuLnd to sip le. TM Umber•
F Mare of maidens Pere mat be submitted to the Persons' lopare ma
1pleyees the no eregulesly employed',, as Imaged by Section 17.11.121. C. R. within 24 hours of the accident. The suparvlear••mcldene Inveseisaciw aspen
S.. and the are required to sera as •weans or juror during scheduled work mac be submitted to the Personal Department wlthM ed SOULS. the employee
tit ere entitled to pelt'leave not to acne three woks. Lmployees So must also fill we and tun Lem their supervisor the Written Notice of NLe l
actually serve on juries shall pay over to veld County all manes received from Fen withln fertY•elght (N) hears of the injury.
for the Jury service. In ernes to tee graced leant for Jury*my the employee
S ac settle • cpf of the lira. as all fear furnished by the clock of the then ere three reasons bor mow ngulalces:
amt rele•lve to the ens,of service. Mileage allweeces ten be retard bY
tae employee. A. ampler.** seeking meateal attesting for job-incurred injure. las
doctors. other than Mao *ethereal by rem Canty. may have to alma
f miner dasaeram the cast of such treatment.
En eke event the Corey eyes operations fee facilities due to neh en B. [mediae treatment any prevent mmplitamicu from dewlpto . ow*se
Weather at other eneepnaMs, nether employees scheduled to work will be paid. Infmads.
e mployees required as work during such closers don to Canary needs mall not he
pied on additional salary eespensae. or cespeesetety time off. M employe* C. !rapt reaming of the accident shah preaaed the injury will amebla
already on laem of N.type se a ensure day gall be charged for tat leave the supervisor to make•timely investigation. This tnveatlptisnlgr
dm"as if•Cssnep operettas norm snarl. reveal •barardnu menditlen or week practice Bich, if not atnMd.
could lead to •sere merit Wray.
Ma wean cable to N M steads* don to element weather or wire
•nrpmle• Man Crag operedoe and facilities ate pen mall be charged Chiropractic services will not be au witless sedecal referral Ls made by die
•ppre0rt•u leave. attending physitht. burins any Seekers Cespemate leave, • hell is
employee does rc accumulate sick or *saes lean. .Mien any injured
ITITTIUSSII . employee is allowed to Tavel. CO work. •written release U rewired free dm
•Department Wad/ieW 0[[eced, • regular employee any attending dearer stating that the employee well be able toun asee full working
eon approval of the p•►• responsibilities and Outlet. TM injured employes must Mep the De .t
be granted professional lean toe mused preteaatasl cnfe and technical rades. Meed/fn en oted Official d Personal Department into rmed of his condition.
mange. and tautens that pereile to as ampleym•s minuet or expected duties. Injured employees Me ten perform lees demanding Lob Yens may be assigned
w men man the actual. is n...... ►lue teavel eW, will ne {[anted seder other duties, of available, by the Oapatmt Mead/Elected Official after
peofeselasl lute. Feefmleal lone must be arranged Le *Mace win the eemttaetan with don 'Men.l Oparte•ne'
employea•e supervisor. -_ -
linnalafalli ..
Ap a[fteor nee eelgne ripe s •seab•e of If
��ry s eat s,sm that • amen eplpee W • asetagleue disease.
W pMbmel hmN me stern swat rights e( that employee and k(e/her se-me Wee aGU or federal law ah•11 M (teas p G l2 some eases, e••wrkers me p in se sac he proctored. In
under *taeue fe et l lea shall
be grips.Me
to 13•day annul paid milleh risk mw to be. prevlMe with appropriate la[srmuG regarding np kw the diaaua lea
leave er ether honefLas for ell of the the the leeleyoa is srrghiod to sale! • eadi aced. "The ca,nry reserves-est rlpec ca require ghee ea eelepr eerierµ
or menace ordered y the appropriate Military swtlsriry. If the wpleyse'e s WLablcal a doubt oars by • de ased u medical peyal<t r Memewr Ste la a
slitter/ theaLes flea reserve ea eaten. 'the MOWN shell he entitled Cenrentable dept 's
awpUese M•y fete orEncloserethlu a pity Mal n/ha ,
er as leave without pay meth reinstated fellwing &trice.saMae in the of ear ether the •oemployees. the
health pew •safetyf see health huand s work performance:
{enay. This polity,shall be in seasedanat with Section 2g-1•a0l W I fse hazard ex its public.reasonable ar rW lc cfheda the aplll be weak shethe extent
Ni, Cpl sag IWral lw, Cptes of Orders Amid N submitted G red [f si hocccenable, then «eemee worn will he alas& ca the ashne
Lopartfent Head/Sleeted Official W the Peesemeel capektmeac rue weeks prier
possible. co enable the eel•pa coG eeaslW waking.
G beginning of leave.
16prC!r"ov.wrw.etnw
Veld County aomp1LN with all seaclw of Tide la U.S. Code. Chapter U. Metal qualifications are realistic physical standards to assure her ea
Peerage Reemployment lights. for detailed lnforesttme, contact the Personnel ' employee is,physically pie co peens the duties to the standard* set by Veld
Lepersenr.
f•uoty. All employees eat wt tie medical standards for their specific
Seeandat ages remposition. Applicant an for • pties mey be ry alred re take an Lnlelel
•
employment seediest swam. M employs say b• required G take •medical exam as
Department Ned* 0. me aseew tlek W weieime leave. 0.pastmene Wade rill a condition of continued aeleyent if, in the Nitrate of the Department
Dehedule vacation leave with cbalc b Nad/elected Official,
supervisors. �epertnant Meade may me p to the epleya•e could
appearsde amen adversely dm health
of
six menthe of leave for an Illness prier a eoarnewnt of long-ten tp per(sree; o, is the unlst t=is equi d detrimental r e ral health of
disability. My ors. Lon teat the LLC mono mast he approved by the hoard sL the employee; e[ lL Cue medical .xa L. r•prmd y tGG o[ federal lea. The
dwnry ity. Atonaaa• - nrsamnl Onparnooc um apnea, au Wheal eWlrorlme es seen as possible
SECTION VI •••• requested by the Oep[seat Need/Meted Official. M employee may employee he
- plated on administrative paid lean pending the medical exas(natlon results.
All employee medical examinations requested by Veld[aunty will be paid for by
MOORS OF mpt[. DRIFTS. ifLpLljL. owns. AND afire polp2p •,. W rCfurnish al Count . Veld
Gamey mill receive the results of the medical examination
lag(talk.Wh Y0tC •mPlPa con epee i tem request.
grrerafrntiAL A/TLurTTel-
All regular eauery employees will normally be bcheMte6 to weak a60 hour wok.
honer scheduling my eoquiro employees co mirk mere (e[ lees) then I hour* U spoteld s injuries
des& not sponsor by any adult ogees are
Gra or outside as. My
spores LntueUa Lneureed
w day in eNe[ Is a hours
era 1t 0 . men ewg p.•., o and to ought idaw y Casty employees •n considered wtstda assigned
the panvex. t. Merestay ye an Ind a.m. G 3:0epa pant Lode. Ilm nor Pctd*y Cowry daelme. Thweden, they •u net covered by Mewing& Compensation se Jp kaww[, the bass may y+ty dep.ndleg pen department rood*. iha meal wok nLtad injuries.
reek begins ac 0001 hours Sunday W Ne through 2400 bouts on. Saturday.
have h rim w.option e( establishing their ne week mid h fit their
"needs. Thee internalise will be provided to and Personnel Department and
Atanune Lng Deportment. CWry employees are co report to assigned work sins
la order to Degle'wck et designated Marcia. clew.
The New News pate 14
SECTION IX SECTION XI UT ARM SALADS
IMAMS V MIEN• +raw PDLICY
raIImm AJSTS'Edra Veld County partitives,* in Varian salon surveys. S****tee are sec by the
Veld County will reimburse an employee for tuition expenses up to $90.00 per Jenard of County C*mmlasloners titer full consideration is given to:
quarter/sisester for J *urges chat have been approved in advance. nd to labor market ewpecico[a. The eoepeclelw
funds for N
is presses are limited to the manic budgeted each year by the Ward - p***arc pay ama
of County Commissioners. Therefore, requests will be considered with priority job markst say vary by job elessifiaaslon or spoeifle jobs.
given to the earliest date received by the Personnel Department. Requests we
be approved
in advance to
event. thecommit
following for
conditions employee.
ws be met:
employee di - ability co pry.
- benefit and supplemental pay policies.
I. Muss ham successfully completed she arse six month Of the employee's
initial review period. - supply/d•send eituscion rot pummel needs.
J. Must- have an approved Tuition Assistance Regwae form prier is 1 demand situation m the land[ used[.
enrollment. (Forms ere available in Personnel Penetrate). sump Y/
J. Termination of employment will cause the employee to forfeit his rights employees expectations.
e this assistance.
A. gooks. supplies, end eescellaneoue fees are not lowed mend"
S. Wp1eY,* r*c complete the taut successfully, with + 'C• {tads or liesalaries� January pay, period (December 16 - January 15). Salary • t w
better. witclassifications once sec by the Ward are met adjusted during the fiscal feel.
le remelve payment, an employee must present the Personnel Department wish a sable is distributed annually ton all
castled check or a receipt showing the imams of tuition paid, a grade slip Once salary levels are idolised, a pay
*[Mlle successful completion, and.a copy of the approved Tuition seaiawncg deparrtments. All employee and the public have access to the pay tries les
RequeRequestgsc Corm: ' info
Should the class attended by the employee be scheduled during normal work hours, DRJFCTIVEG OF TNF PAY weteq
is will.be at the discretion of the Department Need/Elected Official whetherprovide equity, Inc aaaaa d
time elf Eros work, with pay, is allowed. In all cases any time taken off by T yclw compensation he pa y spites has been developed*eloped co and to provide meIncasant prodauetir eltao
she employee must b, made up weekly or he charged as unpaid love. compett 'unsure and reward performance.
=Wg ANN roNFEJtNC.j;$. Objectives of the system include:
If an employee to requested by she County to attend a workshop. seminar. To assure that all eligible employees bawl an_opportunity ton
*salesmen or oche[ be educational training program, the employee will A. gully:ompete for and e.ealve the warty o[ the system.
selelursed!oc the entire cost which includes registration feu, lodging, meals.
and transportation. Claims for reimbursement should be made in accordance wish
end plecle• outlined in the Accounting Section of the Administrative Manual. J. Prodwrivirli: To establish a system that swards performance so as te
Ne compensatory gime will accrue to the employee while attending or
traveling In increase productivity.
te a wrhehop. seminar, conference or ocher educational training program.
the event a department has insufficient budgeted dollars for certain seminars c. yembltive Cmsnsatto0: To assure that employees eompameatioa la
or ceafesences, the employee and department may negotiate a sharing of team ofcompetitive within the assa.
the *miner or conference if agraaabla to both the employes and Department
O g{ppenenc Resource.' To providemenepnc me wish •menu to ad **mtalaa
WWllwnd 0![le/+l, and accomplish the oreanesaeiomel goals and objectives
SECTION X ■IS*ILIANIOU POLICIU PAY SYSTF•f CODCrert
feerlmePTTeI INFnemATIgg The Day system concepts include
kimemee of ono suture of County business. employees may have access co A. frevalltne wave - To pay individuals she prevailing vase la the Jmb
lafewgtion of a confidential nature This information should net hediscuesed market as determined by salary surveys.
mew -with authorised panam concerning upward m*yemene
sealidenslal intonation In Mich an employes has • question, the employee g. Upward Movemenr - To establish a system chic allows for
should discuss is with his supervise[ Smeediacely. Misuse or disclosure of within ix in order to aawrd employees for choir performance.
confidential information obtained in the course County employment could
result in personal legal liability and disciplinary action, including dismissal. C ppvnwacd Movamanr to ..c.bttan • rysus cMlon IIgo`• LoePtScummed
d,ieelva
Docmnca and copies. generated in the course of County employment Are the movement within is in order to reduce compensation no
exclusive property of Veld Cowry and are nos co be used lot personal use or employees. n
retained to stye poaeeuion of an employee. D. Performance Amralaal - To provide a standardized tool to measure
PERSONNFI RFCORne Performance based on pre-deeerelned standards.
The Personnel Department is the custodian of all official personnel/payroll g )varmint Curve - The amount of time apart on the job to fully lean red
employee's asks required and function st a proficient level. Weld Guam
records for current and poet employees o[ Wild County. Them all
legal
[tit s. recognizes a learning curve for all taunt positions.
the Personnel references.
or will he the official in file for ell la 1 recline.
that the
nib reMem, is any ether official anyone
lie thaColn
an
law requires CLASSIFICATION AND PAY PlO
Nat the acc o restricted i.e. tree accoye by anyone other than ). individual empl who
has • cesx<e his owe, toed end he employee
or has a third partyamaetaa* eewith
has access rte his own t•en auts. ris Lion tie e+Y authorize a Ina Cooney
Coon issi version 4.2 pt she vets Lowry Nen Rule Charter.
ernes, the emeed
ex• his ctly had with written b authorisation r signed released. the employee which al sig ed oP County tion of a ersjob het naop[edr r systfleaelon and fan. The 'tam/e
ahori what (tams e n be sec red or mploemployment
and l ngth of ml signed the founorganizing
of o[a job-in ch ad career into
groups. Poi tt ion class on oho an b the
uchoc Vac ion, Wxld County will only coif ire thorized and length s or fortis their zips o[ ell pons In tea Counry ante ficati or equi es on cM bob• of
with Vala County. Inquiries that are authorized re eased to r formal [Cell duties. abilities.
Jose, and cation are
requirements ee of n Stink
employees from prospective employers will be answered based o:. them !loaf knowledge. and ablllciee. Job classifications are • viol element open MlN
▪valuation of the employee, of which the employee should have copy. a pay structure is based and administered.
Information will noc be provided without the employee's permission.
Jog atall=2.91
Changes in personal data (e.g. earital status, number of dependents, address.
telephone number, benefit coverage. work authorisation scams) may affect the All Weld County employees are placed in a classification aeries [he[ idessilms
e mployee's pay or employment.•Therefore, it is most important chat an employes the position shay are filling. A job description is available for all pmeiclems
possible. in Veld County in the-Personnel Department.
report ATIMN9rlan chanf•s +• seen as Po -
These Job Deceived. provide • breed statement. xamples Ofne class Klee, •
ducles, SWAM
4n1 iCITATlON( supervision rsulved, supervision exercised.
Unless authorized by the county, solicitations on County Premises are subject qualifications, education and experience required.
to the following rules: - POSITION RFCIAMIFICATIOg.
oitclrations by Freoloveei: gecauaa of the disruption to business, no The purpose of the position audit/reclassefleaelon is to ensure consistency of
A. $ pay actuator* and co provide consistent procedure for studying and evaluating
materials atoll bn distributed are to and no solicitation shall be meat or.
any •*ploy ed my public area within the tau. Any aollcicaelom positions in Weld County for the purpose of illupgrading or pars of the cheap
seat be confined to nen-veck and noo-publi<arses and during non-wetting budget ter Position•llRe co classiconsidercationed
will only be a peer of the anneal
budget s,process and well be eenaideted annually along wesh ether departmental
time. ngmeats, except Poeleleni uhleb can be reclassified es + P•[c of a aanuc
Go1lNnti*ne by Non-Emelovels: son-employess my nos solicit on the revive process. M Elected OLficlal/Dep+rtmenc Headmayrequest+special audit
g County premises for any alit if one has net been done for a position within that dapar[mem for b least one
GOIBITLilangafaliglIAIILLSaranattitil year.
Pear[Ion +sealing an not meant co judge the performance u[ the employe in end
Veld icies. encourages t its 'employees co panic empl in worthwhilecsn o support
Vetivitint encewa, the County hells c that an employee's decision cc suunity position. The Pare no ^!ant'au0l[1e to measure fr ande the hePemylo deli, not
a @Writable agency, cause. or ocher appeal is a private one and should in no how all chi employee performs.
way be influenced by an employee's position within the County. The zlecced•Offteml/Department Heed can initiate a job audit by submitting in
The use of County stationery .for direct solicitation of employees implies writing to the Personnel beparmenc chv justification for requesting sugh an
eny*erc by the County and meY be viand by sow employees as coercive. audit. This request mutt be submitted along wish the budget package. the
recluses should include the specific changes that have occurred and the
the only appeal which has County approval and for which County stationery say significance of these cheap,.
be mead for *eliciting ocher County employees is the United Way Campaign of Weld YretadurO If the reasons for she request mom adequate, sh• mewl
esonry. Department will respond by providing che department with • current job
dwtripaionend organisational ehare. The Sleeted Official/Deparcmenolieed will
AMIDE EgPlOygENS then provide the following co the Personnel Department: -.
M**ploys.. may engage in outside employment If [here is no interference with 1.The Jab dewrlpclan eP cM position bong audlu4 with th+ proposed
egalpsd working re hours and duties, if seal or apparentytheconflicts [ /neatestrevisions. If
'sego•a•e{Mtd nTIONS: lWhen , •i lC appae he by the DeportmentRleNerder or by Need will indicatesso•re no revisions the on che copy of tie job des[SP lon.cted Official/Department
ge/Weal. ofCtheIboa or C prohibited by she Covey Wye 0.ub,Charter e[ by f. The organisational chart, givens [M existing approved reporting
Resolution o[ end bald sf Commissioners.
inter-talaelonebips end marking in fed the proposed changes.nue<a
gnu► employe• Should choose the proper actin for his icee het specifi job' cl ricalapeatcion of thY b.enrowlun down nt on tas iesfellew• siOlet sampl•�Oa
have specific safety requirements. ye answering thephone. y b lOi k do spans responding co end typing,
3
shouldcheck
areas of the ter see ane
should cheek with hia/he[ supervisor if Cheri are any concerns regarding
proper
Ne {
attire for the.job. A supervisor may request proper appearance/attire0 4. A iL•t of end +tldlsieml duties and responsibilities that have been
employee. An employee can be sent home without pay if the dress is not
co sub added.
the employee myrequired --
appropriate.tee If uniform Y•• a be
age provided, p __ _ _ — _. —-
5. A description of the new program and/or [unctions to the department
UM (IF PRIVATE AUTQ that prompted the additional duties or responsibilities. If the
department has net added new ems and/or [unctions there should be Some positions require. es a condition of aspleyment, the use of the pluyeo's an empltnaclm of why end dmptetmem's current position classificationsm
vehicle in conducting assigned duties. Myteyess will be reimbursed mileage. au not able n adeemplph the sans functions under the currant The Councy.ia not liable for damp which my occur to yens vehicle while on elemaifla[lona.•
County business. • -
G. A apacification e[ whet inequities, if my, the Blanead
(MO.ICI OF INTFRFSl Official/Department Mad believes may exist.
Section l6.9 of the Veld County Boos bale Curter motes that. no County Upon receipt of this leformtlon, a reprtttnett lye from the anal Department
officer. member of an Appointed bar` or employee shall ben y interest l .will conduct an inquiry into CM fats related to the position. This my
any enterprise or orgmisacton dote business with told calla a which sight bast include interviews of the Sleeted Of[lsial/Department Mead, supervisor, W/se
interfere with the unbiased diathesis o[-him due to the amp yea currently in CM position. An analysis and rata ndatlon to the
ri - apply.when cud e[[leer, Board of County Corbaloners will than be made, Tha Dteescor e[ Pecsarrl.
interest of the Mine This restriction shall me Y. fleeced Official/Department Wad, and end Direct.;of Finance and Adninla crttion
member of an appointed board; et Moines's department has no direct contact or
business transaction with any such enterprise or organization. Specifically: dill have an opportunity co eke corns aM recommendations to ehe Tho
bard of County Commissioners will review this infortlen and mend a deeisien.
A. go employee of-end Central Pmchesing Dtvtatm shall hays any inotttt If Dry of bud above parties diagram
vice the decision, they may request a wt!
in marl] enterprise or organisation doing business with told County• muton vial the bard. The decision of the bard of County Commissioners as
the time of the budget apptovtl is final and may not be appealed through any-
Neither Ms Treasurer ear employers of the Treaute['m office shall have mer• Any aPeceved retlmaifltetion Mall be effective on the first day of the
any proprietary
Count oprieta y deposits. budget.
any financial institution in which the first payroll period of cite: new [peal year and funded sec otdingly in end
•
In the amine a ques[lan arises as to passible conflict s[ in[ttttc benison any WI F1IN¢t[TS OF TMI FAY nISTM
Nasty officer, member of an appointed board, or employes, and any enterprise baY alemante of the step approach include:
se organ!ttclen doing business with Veld Cowry, the question will be presented •
'to the County Council fog review, investigation, decision and resolution. The •• Six performance levels for employees (entry, qualified. proficient.
Jwdgmenc and decision of ale-Council shall be considered final and shall be made third-year proficient and fifth-year proficient, seventh-year
matter of public record. Conflicts of Snmremt in goverment employment are proficient.)
also governed by State tan. Sections 24-11-101 to 113. and 24.11.201 to 205, •' Appraisals to be completed at predetermined time-frames.
C.S.S. lantoyeee should consult with end Veld County Attorney's Office for
guidance to determine Mother a possible conflict of interest mists. Re cTPfj
A. S..cry seen - Persons with training but little or no experience. Pay -
942 of Job rate, -
or
January 3, 1991
1. Qualified tray - Person vich coin! and • Itafrand— tea a_'
minimum n{ xperience mho exceed the ��
Movarnc to UL Pew die cry nts feet tha classification.
requires lec.Luc 6 wneM rate. EntryAfter GemplatLM •( the LLnC
- satisfactory performance at the qualified. three months L them class.
QualifiedC. Proficient stay - hams with training plus experience in a County After completion of the first she
department. Pay - 100% of job race. Movement to this step free con monde. la the class.
qualified •cap requires at least 6 months of satisfactory performance Proficient
the qualified step. - Emory six months after surnamed.
attainment of qualified sty.
}EEFOPNANCE EVAIHATIONS Mir
D. 1rd Year Proficient Stay - Person who have completed I year' in the
same claui[lc•cion and have demonstrated sustained satisfactory PeeLosaxce evaluations ern dam on the following time schedules:
-performance at the Proficient Step •s recorded through the appraisal
system. Pay - 103%of established job recs. Movement to Ute step free A. Three vonrhm from data of hire: All new employees. Methas fitted as the
the proficient sup requires at least two (I) years of satisfactory three
oc qualified level will receive • three month evaluatlm.
performance at the proficient step- promoted employees and employees reclassified upward will also receive
L. qch Year Pre[tr dent Sr a three month evaluation.
a - who have Completed 5 years In the
same classification and have demonstrated sustained satisfactory No pay ln<[easss will result from these satisfactory eveluatlemn, but
performance at ch. Proficient Step as recorded through the appraisal the Department Mud/Elected Official should use this evaluation process
system. Pay • 106% of job race. Movement to dale sup from the ltd co advise the'employee of his pragasa during the first three menthe
year proficient step requires ac Luc two (T) yarn of uciafat ory Adverse evaluations.c W three moth period corm result In termination
performance at the 3rd year proficient step. - aC eon emplDwe anY iW arming the three month period or esunmtem ef
chr rsvlew psrlod.
F. .7th Year Proficient Sag - Persons who have completed 7 yard In the
same classification -and have demonstrated susalned aatisfttdury s' eve months from date of hits: All employees rill receive a six Bench
performance at the Proficient Step as recorded through the appraisal gw11fiednlaM lchsr they ter Cowry employment c the cry tr
system. Pay - 109% of job rate. Movement to this step from the 5th
year proficient step requires at least too (t) Years at acia[accaq pad en cbe evaluation of the employee a slat
performance at the 5th year proficient step. standards, the Ds [ dic teantmed
the Department to
he met pay
steOffp.
Adverse
will lndLau s4eehhe
Psag Len p the pay steps is eat automatic. The step increase can be delayed six month yperiod will mesa co the mooch
p pay scan. suit in termination a the
until con employee's arformance is satisfactory. in cha opinion of the s evolve hooch period can result in untatlon ef the
P employee or extension of con [rv!w period.
Department Mo•d/Elaecnd Official.
0. Twelve months from date of hire: . Unless the initial revive rtem is
NOTE: The above pay eteps ovoid act correspond to time in ce
classification 1f the incumbent w• promoted Lnco a higher rte dam to extended. this evaluation well decermln whether m employee arm sal
.Lnlmuo 5% increase for tion p or hired at die qualified std sae ns of 'ee ion ens above
will
a regular employee. in ovrc•11 rryretus.
prowp toting of ca• o above will w con employee into regular meatus.
initially. D. yvery are mnthg: Afar eeplesion of the Clree six months of County
Qymd[AtFeri na •rmpleymene, employees will nesive aeluaelonm awry six months.
The Board will address grandfaUered employees pay adjustments, annuallY• L. in1W111: Spacial evaluations can be done foe praise or reprimand tt the
Onedfachered employern are omployeea whose pay has been frozen from receiving Department Nad/Elected Official's discretion.
anmual pay adjusts ncs due to their pay being above the job race. Cr•ndfaeMrod
employees pry will be frozen until the pee for the 'f' step of their position p, Ceuva line Form: Weld Cow to
classification is equal to or greater than their current. [roan pay. counseling p 9'Employee Counseling Farm may be used when
employeee.
bawd,. of rho Pay Inca Apatuelnig EEYIFV/APPFAI
Nw Ntraa
Mw biros will begin es theme levelrte test the claulltutan with one In the event an employee dlaagraaa with con evaluation, the edpleyee has the
option. M applicant may be hired at the qualified step lC chs applicant right ee appal the evaluation co any additional he grit or procedures
Had/Eland Official. Eveluacton are not subject w the g[isemea procedures
exceeds the minimum standards for the elAssllle•ilon as established by the clan described under the Conduct. Discipline, and Crievence Procedures section Ln
description and specifications. this Handbook. The procedure is es follows:
When this occurs, the Mpartment Mad/Elected Official will submit the
justification to Personnel to hire •c the qualified level And request approval. A. When the employee disagrees with the evaluation as written, the employe*
This request must document thr fact that the applicant's training and experience will as indicate by checking the dLagne box in Section XIII. The
warrants the higher pay level. No corlwnt to hire at ocher than the entry racer will then give a copy of the evaluation to the employee with
level should be made a an applicant without written approval from Personnel. • written note as to the dace his or her comments wt be turned into chs
The practice of hiring at ocher than entry level is limited. . reviewing authority. The original espy of the evaluation will then be
sent on co c are
authorityauthoritywith a copy the mote indicating them
erecfea den comments •re area to cite reviewing authority.
When a County smployee is promoted to a higher level classification in the same B. When the reviewing authority receives the comments, the ho/she will
classification series. the employee rill be placed in the entry level step for evaluate all pertinent information available. The reviewing authority
the classification. Protections vill enure a minimum of 5% pay increase. In may concur with the evaluation as mitten or not concur baud an the
the event the promotion In the classification series is less than 5%, con employee's comments and his observation, etc. IM reviewing authority
'employee shall be plaid at chs sap which provides a 5% minimum increase. A will then change any [acing factor by placing his initials next co the
six month promotional review period shall exist for the employee in all cases number chat hest describes the rating for chat element, and follow the
of romoelon. Sams procedures for eon overall evaluation. In the comment section,
p explain why the changes were made.
Employees eh* are predated and, due to the 5% ia[aaaa rule, are pitted outside
of the seven (7) year proficiency pay step vill only receive a 5% initial p•Y C. The reviewing aueherley will review the evaluation vich con employee and
have the employee initial and date rho commence beside the signature
increase. They vill than be placed in the Grandfather category and treated as section of the reviewing authority. The employee should indicate
such, hla/her concurrence or -eoneurrenea with the reviewing authority's
racing. Ilia reviewing authority review is [Sol. The employee may wt
the employee's six munch anniversary of hiring, vacation accrual will be appal the matter further, and the grievance procedures described under
waded and may be wed. chs Conduct. Discipline, end Grievance Procedures section in this
Nandbook de not apply.
When a position is determined to be misclasslfied and Ss changed to a highs
classification, the incwbent employ.. suet qualify for con higher level PEOCIMS FOR UPDATING PaRniderB gtaMaene
position within one year. The incumbent employee will be placed ac the entry
level step unless the former pay grade in the lower clams is less than Si.' In Evaluation standard changes may be admitted and will be reviewed by the
the evenc the entry level is loss than a 5r pay lid eeeee, the person will be Personnel Department Along with the appropriate supervisor. Personnel will
placed at a step providing a Si ainimw increase. approve or disapprove of the evaluation standards submitted by the d•paetment.
A painted employee encoring the eeeeeifteacion at higher than the entry level SECTION XIII
due to the 5% minimum pay increase requirement will still have chs promotional ?AMU
review period. Pay movement will be based upon the normal movement of the
higher step. For example, an employee plated at the proficient step initially fAX-DAY •
will not move to 3rd Year Proficient Seep until he/she has been st that sap for
two years Pay ay last Working day
County employees, including hourly ly employees, will be e
g y of the leach. if pay day ally on a holiday. eaployees will
Tuvsfert be paid the last regularly scheduled workday before the holiday. Pay putsch
are from con sixteenth (16th) of the month to the fifeeeeeh (15th) el th
If a Countyemployee cakes • newpesicion Sn • class series ocher than his following month.
eeeeent series the employee will be hind ac the entry level step of the new
classification_ (Example-. Office Technician to Deputy Sheriff). AUTOMATIC DPPOSII
In the cue of a 'lateral' transfer, meaning the person transfers to the same Regular county employees payroll cheeks are automatically deposited directly to
cLest[leaion into • different department. the employee shall retain the the banking institution of the employee's choice. Deposits can be co sevinAs
or checking accounts. Fora are available in the Personnel D•pstnm•nt to
previous pay rtep. establish or change account routing to banking institutions. A statement of
In the as of a transfer into • different dparrment. the 5% airtimemonthly earning will he provided each employ.. peter to the eon e[ mondepromotio al case
described will net apply unlace is is viable cho same caper
ladder. This determination Ls made by the Director of Personnel. Wil velar err
Awards= Garnishment of vegee results when an unpaid creditor has taken the matter to
• curt. A gecnisheent la a court order •!laving for creditors to collie part
Demotions may include both dropping to a lower level classification and/or a Of an employee's pay directly from Veld County. Although the Cowry dew Bet
[eduction Ln pay step within con same cleaelf(tetion, wish to become involved in an employee's pcivate utters, the Carty Ls
compelled by law to administer the.tour[ordered garnishment. Gwerneenm lobo
A voluntary demotion to ie lower classification in the same clue sartea by an will be tasted In the same manner as garnishments
employee will move the employee co within the pay range, but not co exceed a pay A representative (rem chi Aeeowenl ctmenc will contact the smpleyes u
higher than rho employee received prior to the promotion. g Ge pa
explain ten details of garnishment and Mw It affects rages.
In the mesa of an involuntary demotion, the Department Mud and/oc fleeced
Official hes the discretion to place the individual within the pay range. but DAUDATOaY PAYaOU DMUCIIOw.
may not place the pay of the individual beyond che•7th year pre[lelanr step or Peder•1 I
Sax: The Pederal Cawrnmanc re ins Yald Cowry co withhold
at a pay higher than the employee received prior to the promotion. .ruin rcenea • a[ an em qu
If at any tine during eploymanc at Geld Cowry, the employee's performance
` Pe g PlcYu's Pry co mchla con emllay.. ca pay Aderal
drops below the ition, the
tazas due each year. The percentage amount viechaL La baud on the aBewc of
performance standards e[ con cLsat[3<sslon/pas
employee can be placed on a special review period and redxced in pry to the next wages and con %mbar of exemptions claimed, a lndicacod on the employee's Y-4
lover step or a l% reduction. If improvesent is ado at the conclusion of chi 'ton. Tht nwber of exemptions clawed may be changed by the employee as
p• ...bey..
p Yee ...
be aurn.d to rha pay lays,. and psy .cap necessary. Contact the Personnel Department for any changes. - -
review
[lad, o c ed
ttepad prior em thr reduction. --
Stance Income Tax: The Stare of Colorado requires mandatory deduction for scan
SECTION XI income tax. The amount taken out of an employee's pay is based on vases and the
number of exemptions claimed•n Ube •.ploy.'. Federal W.A form.
P4laRWJt[[PALPATIome Social Security Taxes (FIG): This program provides rocireeent, disability.
Performance evaluations are management judgments about the behavior, demeanor, and survivor benefits. The amount deducted free an employee's pay is based on
conduct, deportment, effectiveness. and other relevant factors of employees. total wages earned, and this amount is matched dollar-[or.dollar by Veld County.
Yalgnments, advancements. reward, disc CPline. utilization, and motivation ell All Cowry employees except those belonging to the Public Employee's Retirement
depend ultimately on management judgments of employee performance. The Association (Health Department employes) are required to pay FICA.
objectives of evaluations are: Retirement: Veld Cowry provides retirement benefits for regular employee
A. Clarification of what is • cud. 11vc la, co develop standards o[ (except the veld County Division of Human Resources) through P.E.R.A. or the
satisfactory performance. seatin forth what lit and antic of Vela County 0.eclremenc ryacam.
ry moor { quality quantity
work of • given type is acceptable add adequate for pursuing the A. P E.1i.A. All employees of cite weld County Health Department are
functions of cho organisation. required co belong to the Public Employees Retirement Aasociaci•n
B. Fortifying and improving • tote performance. B ldmclC In arron (PFRA). Employee end Cowry contribution are es determined by ?EPA
y eg prow { employee Per Y Y F g through state legislation. member employees should refer to the
and weak paints in individual achievement, recording these ma pamphlet issued by?DA for details of the plan. Employees on !W are
objectively es possible, eed providing constructive counsel co each also required to
worker. 9 pr, a medicare cat.
C. Refinement and validation of personnel techniques. Serving se • cluck B' feuncv retirement Ile full time County employees, except those on
I.E.R.A. and employees f the Veld Cowry Division of Human Resources.
on qualification requirements, examinations, placement tochniew•, must along to the County Retirement Flan. The employee oust contribute
training nsede. or instances of maladjustment. 6% of sssss earnings each month. Employe contributions are deferred
D. Establishment of • objective bass for personnel actions. Namely. to County matches all from state and fediral taxable Income olfective December 16. 190. The
selection for placement and promotion. In awarding salary advancements booklet provided by ch.Welloshould
Weld County retirement beard andthe by.laws of
within a given level, in making ether &Wards, in determining the order the Retirement Beard for details of cM plan.
of retention at times of staff reduction, and In otherwise recognizing
superior or Interior service. .
pRDCFDwr TO nnletlrT Pandit stone,E. Notification of deficient behavior or work performance.
When an error feisty Ls identified by either the Department Head/Elected Official
CVAulATTON PROr.Fce or the employe, notification (Mould be made to the Personnel Deportment
Immediately so corrections can be made. . It is the responsibility of tha
All Cowry employes will be evaluated against established standards every tie Personnel Department,Accounting Department,the Department Head/ElecredO[Clcial
menthe. Synderds co be used ere ax follows: and wploYee co review pay information monthly co assure accuracy end to rtwrc
errors in a timely manner. Any over or underpayment mast be Identified to the
Personnel Department for resolution. All overpayments dbtaveW will result
The New News Page 16
in• collection action for the total amount. 4creactlw pay for underpayment
will be calculated up to a maxima of two pay periods to date of
notification.
In reading this Handbook. please romeber that complete details of
benefit plans or policies •e net always included. If there are
inconetstent° between the formal terms of a benefit plan and Nis
Mandbeek, the oetual terms of the plan or policy will be controlling.
A cospleta copy of each plan document is available for your review in
the mill Department, la addition, Departmental -Supplemental
Policies may exist. Consult your department for copies of these. Yale
County reserves the right to discontinue or modify any cowry program.
benefit plan er employment policy at any time.
RE: ORDINANCE NO. 1111—.y
PAGE 3
BE IT FURTHER ORDAINED that thi• Ordinance shall become
effective five 151 days after its final public notice, as provided
by Section 3-14121 of the Weld County Hems Rule Charter.
The above and foregoing Ordinance No. 11B-J was, on motion
duly made and seconded, adopted by the follwing Trrots on the
day of January, A.D., 1991.
BOARD OF COUNTY COMMISSIONERS
ATTEST: WELD COUNTY, COLORADO
Weld County Clerk to the Board
Gene R. Brantner, Chairman
By:
Deputy Clerk to the Board
George Kennedy, Pre-Teat
APPROVED AB TO PORN: Constance Harbert
County Attorney
e. N. Kirby
Gordon E. Lacy
FIRST READING: December 19, 1990
PUBLISHED: December 20, 1990, in the New News
SECOND READING: January 2, 1991
PUBLISHED: January 3, 1991, in the New News
FINAL READING.: January 14, 1991
PUBLISHED: Janmaty ly, 1991, in the Nw News
Effective: January 22, 1991
Hello