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ORDINANCE NO. 118-P
IN THE MATTER OF AMENDING THE PERSONNEL POLICY HANDBOOK
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF
WELD, STATE OF COLORADO:
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, Colorado Revised Statutes, and in specific, under Section 30-35-201(7), C.R.S., to
adopt by ordinance, Personnel Policy Rules and Regulations for the County of Weld, State of
Colorado, and
WHEREAS, the Board of County Commissioners has previously adopted Ordinance
No. 118-J, the Weld County Personnel Policy Handbook, and has adopted amendments in
Ordinance No. 118-K through 118-O, and
WHEREAS, the Board of County Commissioners hereby finds and determines that there
is a need to amend portions of said Ordinance No. 118-J, as amended, and
WHEREAS, 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 Ordinance No. 118-J, as amended, be, and hereby is,
amended as follows:
SECTION IV, AFTER SUBSECTION CONDUCT: Add the following subsection:
WORKPLACE VIOLENCE: Weld County is committed to preventing workplace
violence and to maintaining a safe work environment. Given the increasing
violence in society in general, Weld County has adopted the following guidelines
to deal with intimidation, harassment, or other threats of(or actual) violence that
may occur during business hours or on its premises.
All employees, including supervisors and temporary employees, should be
treated with courtesy and respect at all times. Employees are expected to refrain
from fighting, "horseplay," or other conduct that may be dangerous to others.
Firearms, weapons, and other dangerous or hazardous devices or substances
are prohibited from the premises of Weld County without proper authorization.
All suspicious individuals or activities should also be reported as soon as possible
to a supervisor. Do not place yourself in peril. If you see or hear a commotion or
disturbance near your work station, do not try to intercede or see what is
happening.
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Weld County will promptly and thoroughly investigate all reports of threats of (or
actual) violence and of suspicious individuals or activities. The identity of the
individual making a report will be protected as much as is practical. In order to
maintain workplace safety and the integrity of its investigation, Weld County may
suspend employees, either with or without pay, pending investigation.
Anyone determined to be responsible for threats of(or actual) violence or other
conduct that is in violation of these guidelines will be subject to prompt
disciplinary action up to and including termination of employment.
Weld County encourages employees to bring their disputes or differences with
other employees to the attention of their supervisors or Personnel Services
before the situation escalates into potential violence. Weld County is eager to
assist in the resolution of employee disputes, and will not discipline employees for
raising such concerns.
SECTION IV, REPLACING SUBSECTION SEXUAL HARASSMENT: Delete the
subsection "Sexual Harassment," and add the following:
HARASSMENT: Weld County strongly disapproves of and does not tolerate
harassment of any kind. Any form of harassment that violates federal, state or
local law, including, but not limited to, harassment related to an individual's race,
religion, color, sex, sexual orientation, national origin, ancestry, citizenship status,
marital status, pregnancy, age, medical condition, handicap, or disability is a
violation of this policy and is grounds for discipline, including discharge. It is the
responsibility of every employee to avoid offensive or inappropriate behavior at
work and to assure that the work place is free from harassment at all times.
Examples of prohibited conduct include, but are not limited to: lewd or sexually
suggestive comments; off-color language or jokes of a sexual nature; slurs and
other verbal, graphic or physical conduct relating to an individual's gender; and
any display of sexually explicit pictures, greeting cards, articles, books,
magazines, photos or cartoons.
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 decision affecting an individual.
3. The harassment has the purpose of the effect of unreasonably
interfering with an individual's work performance or creating an
intimidating, hostile or offensive working environment.
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All incidents of sexual harassment must be reported immediately to Weld County
Personnel Services. The Personnel Director or his/her 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.
SECTION VI, REPLACING SUBSECTION LEAVE OF ABSENCE WITHOUT PAY:
Delete subsection "Leave of Absence Without Pay," and add the following:
LEAVE OF ABSENCE WITHOUT PAY: With the exception of leave of absence
for political candidacy, in accordance with Section 4-2 of the Weld County Home
Rule Charter, and Medical Leave as defined in this Handbook, 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.
SECTION IX, REPLACING SUBSECTION APPEARANCE/DRESS: Delete subsection
"Appearance/Dress," and add the following:
APPEARANCE/DRESS: Weld County requires all employees to present a
professional image to the public and our customers. Accordingly, each employee
is required to wear appropriate attire. Employees working in an office
environment with public contact are not authorized to wear denim blue jeans to
work. Shorts are not authorized to be worn by any County employee while at
work. If uniforms are provided employees may be required to wear them. Certain
jobs in the County have specific safety requirements, e.g. hard hats, steel-toed
shoes. Employees found in violation of this policy can be sent home without pay
to change into proper attire and could be subject to further disciplinary action.
SECTION IX, AFTER SUBSECTION CONFLICT OF INTEREST: Add the following:
SEAT BELTS: Seat Belt use is mandatory for anyone operating or riding as a
passenger in all Weld County vehicles.
SMOKING: Smoking is prohibited in all county buildings and vehicles.
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SECTION XI, SUBSECTION PAY STEPS: Add the following after Step 6:
7. Tenth Year Proficient Step: Employees who have completed 10 years in
the same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the performance
appraisal system. Pay 112% of job rate. Movement to this step from the
seventh year proficient step requires at least three (3) years of satisfactory
performance at the seventh year proficient step. (Effective 12/16/1998)
8. Thirteenth Year Proficient Step: Employees who have completed 13 years
in the same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the performance
appraisal system. Pay 115% of job rate. Movement to this step from the
tenth year proficient step requires at least three (3) years of satisfactory
performance at the tenth year proficient step. (Effective 12/16/1999)
9. Sixteenth Year Proficient Step: Employees who have completed 16 years
in the same classification and have demonstrated sustained satisfactory
performance at the Proficient Step as recorded through the performance
appraisal system. Pay 118% of job rate. Movement to this step from the
thirteenth year proficient step requires at least three (3) years of
satisfactory performance at the thirteenth year proficient step. (Effective
12/16/2000)
BE IT FURTHER ORDAINED by the Board that this Ordinance shall become effective
five days after its final public notice, as provided by Section 3-14(2) of the Weld County Home
Rule Charter.
BE IT FURTHER ORDAINED by the Board if any section, subsection, paragraph,
sentence, clause, or phrase of this Ordinance is for any reason held or decided to be
unconstitutional, such decision shall not affect the validity of the remaining portions hereof. The
Board of County Commissioners hereby declares that it would have enacted this Ordinance in
each and every section, subsection, paragraph, sentence, clause, and phrase thereof
irrespective of the fact that any one or more sections, subsections, paragraphs, sentences,
clauses, or phrases might be declared to be unconstitutional or invalid.
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The above and foregoing Ordinance Number 118-P was, on motion duly made and
seconded, adopted by the following vote on the 22nd day of December, A. D., 1998.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
ATTEST:
Constance L. Harbert, Chair
Weld County Clerk to the Board
W. H. Webster, Pro-Tem
BY:
Deputy Clerk to the Board
George E. Baxter
APPROVED AS TO FORM:
Dale K. Hall
County Attorney
Barbara J. Kirkmeyer
First Reading: November 18, 1998
Publication: November 25, 1998
Second Reading: December 7, 1998
Publication: December 9, 1998
Final Reading: December 21, 1998
Publication: December 26, 1998
Effective: December 31, 1998
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