HomeMy WebLinkAbout20223076.tiff4868047 Pages: 1 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppel, Clerk and Recorder, Weld County , CO
IIIIkirdrilwirIONfiii: 'hIsh liiglinKI4hOok II111
WELD COUNTY
CODE ORDINANCE 2022-07
IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3
HUMAN RESOURCES, OF THE WELD COUNTY CODE
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, on December 28, 2000, adopted
Weld County Code Ordinance 2000-1, enacting a comprehensive Code for the County of Weld,
including the codification of all previously adopted ordinances of a general and permanent nature
enacted on or before said date of adoption, and
WHEREAS, the Weld County Code is in need of revision and clarification with regard to
procedures, terms, and requirements therein.
NOW, THEREFORE, BE IT ORDAINED by the Board of County Commissioners of the
County of Weld, State of Colorado, that Chapter 3 Human Resources of the Weld County Code
be, and hereby is, repealed and re-enacted, with amendments, to read as follows.
CHAPTER 3
HUMAN RESOURCES
ARTICLE III - Standards of Conduct
Amend Sec. 3-3-110. Appearance/dress.
A. - No change.
B. Employees working in an office environment with public contact are only authorized to wear
blue denim jeans (blue jeans), with a collared shirt displaying the Weld County logo, to work
on Fridays, with the approval of their Department Head/Elected Official. Temporary
exceptions may be approved by the Department Head/Elected Official and must be requested
before the workday or scheduled shift. Jeans must be professional looking, without holes,
frays, fading, etc. Shorts are not authorized to be worn by any County employees while at
work. If uniforms are provided, employees may be required to wear them. Certain jobs in the
County have specific safety requirements, such as hard hats and steel -toed shoes.
C. — No change.
PAGE 1
CC'.CTIS(EG/CH), n(.'/D.'/so),
ACT (co) AD(RR), CACRo.
NR(SS/MR)
2022-3076
ORD2022-07
D. A Department Head/Elected Official has the authority to request an employee to cover any
body art that is deemed offensive. In determining if body art is offensive or distracting, the
Department Head/Elected Official may consider not only the content of the body art, but also
the number and extent of body art being displayed, as well as the location of the body art.
Employees shall cover body art deemed offensive or distracting with clothing, skin -toned
makeup, or an approved patch or wrap. Patches and wraps are to be skin toned, not to distract
from one's ability to conduct his/her duties, to be non -offensive, and to display no graphics or
pictures.
D. — No change. Reletter D. as E.
ARTICLE VI - Leave Time Benefits
Amend Sec. 3-6-05. Leave restriction.
With the exception of FMLA/ADA purposes, an employee may not have more than six (6)
months of combined paid or unpaid leave during any twelve months, unless the employee's
supervisor, in consultation with his or her department director or elected official, believes it to be
in the County's best interests to allow the employee to have more than six (6) months of leave.
Amend Sec. 3-6-10. Vacation leave.
A. Benefited employees accrue vacation leave with pay based on continuous accumulative
service. Newly hired eligible employees will begin accruing leave with the first full pay period
of employment.
B. Vacations must be scheduled in advance with the employee's supervisor. Vacation time will
only be paid if taken on days the employee is scheduled to work. No vacation time will be paid
for normal days off. At no time will an employee be paid regular pay and vacation pay for the
same time. Vacations shall not conflict with the work requirements of the department.
Scheduled vacations may need to be altered or canceled based on emergencies in which the
job duties require the employee to be available. Annual vacation is earned according to the
length of County service as shown in Table 3.4. Accrued vacation hours must be earned
before being available to the employee.
C. An employee must have vacation time available to use when taking time. Only the department
head or elected official can approve leave without pay for the time taken if the employee has
no vacation time available.
PAGE 2
4868047 Pages: 2 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppes, Clerk and Recorder, Weld County , CO
2022-3076
ORD2022-07
Table 3.4
Annual Vacation Accrual
Continuous
Years of County
Service
Hours Accrued Monthly (earned
upon completion of the full pay
period)
Part -Time Accrual (based on
weekly hours)
.50
.75
Under 5
8
4
6
5 through 9
10
5
7.5
10 through 19
12
6
9
20
13.33
6.5
10
D. An employee cannot accumulate more than three hundred twenty (320) hours (prorated for
benefit eligible part-time employees, based on Table 3.1). Vacation time cannot be used in
conjunction with a termination. The last day worked will be considered the termination date,
except for retiring employees. Earned but unused vacation is only payable upon separation
of employment from the County.
E. Official holidays occurring during vacation leave are counted as holidays, not as a vacation.
Illness and emergency closure days during vacation periods are counted as vacation days.
F. — No change.
Amend Sec. 3-6-20. Sick leave.
A. Sick leave is earned by eligible employees to be used in the following circumstances:
1. When an employee is unable to perform the job duties because of illness, injury, or any
other medically disabling condition.
2. When the employee has a health related examination or treatment.
a. When planning medical treatment or appointments an employee should consult with
his or her supervisor and make a reasonable effort to schedule the treatment so as
not to disrupt unduly the employer's operations. The employee and supervisor will
attempt to work out a schedule for such leave that meets the needs of both the
employer and the employee. In cases where disruption may occur, the employee shall
notify their supervisor as soon as they are aware of the treatment or appointment.
3. An employee who is required to care for members of his or her immediate family, as
defined under the Federal Family Medical Leave Act (FMLA), (spouse, child, or parent)
who are ill, may use their accumulated sick leave. For the purposes of the FMLA, the
employee's child must be under the age of eighteen (18), still in school, or if older there
must be medical certification showing the child is disabled.
4. Sick leave during, and as the apparent result of, a pandemic health emergency that has
been declared by the County Health Officer shall be addressed in the same manner as
regular sick leave, with no change in the rules outlined in this Article, except for
PAGE 3
4868047 Pages: 3 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppel, Clerk and Recorder, Weld County , CO
ATM M h I%h II III
2022-3076
ORD2022-07
modification as detailed in the rules outlined in Subsections E and F below or as required
by state or federal law.
B. The accrual rate is shown in Table 3.5:
Table 3.5
Sick Leave Accrual Rates
jY. P '� t iflitl�lu'.°{hh*�'"S! : i, !.i
q µ i h3ji r � r�
(I(io' `��h' �.�,. .o�'� �i'(�*SOJ1 � �.,v , .. ,..,.. ... «.-.i �:44,.,p'^�t.fa
�IN�,U� -9 , p
2, rt rv4'II +�i /�+ e�i�t { �y1.�i 3" � N Ql �i m,�,i';.
i� Oi1hP PM_.Ria '., empIi I�e 1M?)� Il�'.
Regular Employee
8
Part -Time .75
6
Part -Time .50
4
C. For employees hired before January 1, 1985, accumulated sick leave is payable upon
termination at one-half ('/z) the hours of accumulated unused sick leave, not to exceed one
(1) month's salary. Employees hired after January 1, 1985, will not be paid for accumulated
sick leave upon termination of employment.
D. An employee is to report his or her absence daily directly to his or her supervisor within one
(1) hour before the employee's regular starting time. Not contacting the supervisor and
obtaining an approved absence for three (3) days is considered abandonment of the job and
may result in termination.
E. — No change.
F. An employee may be required to provide a medical doctor's verification that the employee has
been seen at a clinic for an illness or a medical doctor's verification of fitness for duty at any
time. Abuse of sick leave or excessive absenteeism may result in other disciplinary actions,
including termination. An employee who is absent from work for medical reasons for more
than three (3) days, or is absent intermittently for the same condition, may be required to
provide a doctor's certification and to complete all forms as directed under the Family Medical
Leave Act. No medical doctor's verification shall be required when a serious health condition
occurs during, and is the apparent result of, a pandemic health emergency that has been
declared by the County Health Officer.
Delete G..
H. — No change. Reletter H. as G.
H. An employee who calls in sick when scheduled for any mandatory work time will be able to
use their sick time.
I. An employee cannot accumulate more than four hundred eighty (480) hours of sick leave
(prorated for benefit -eligible part-time employees).
PAGE 4
47 Pages: 4 of 14
11/21 2022 11:12 AM R Fee:$0.00
Carly Koppes, Clerk and Recorder, Weld County , CO
',kb III II
2022-3076
ORD2022-07
Amend Sec. 3-6-40. Reserved.
Editor's note(s)—Weld County Code Ordinance 2021-12, August 2, 2021, repealed § 3-6-40,
which pertained to COVID-19 leave policy and derived from Weld County Code Ordinance
2020-08; Weld County Code Ordinance 2020-09.
Amend Sec. 3-6-50. Family and medical leave policy.
A. General provisions. It is the policy of the County to grant up to twelve (12) weeks of family and
medical leave during any rolling twelve-month period to eligible employees, in accordance
with the Family and Medical Leave Act of 1993 (FMLA). The County will grant up to twenty-
six (26) weeks of family and medical leave to eligible employees to care for a covered service
member with a serious injury or illness. The leave may be paid, unpaid, or a combination of
paid and unpaid, depending on the circumstances and as specified in this Article.
B. Eligibility. To qualify to take family and medical leave under this policy, the employee must
meet all of the following conditions.
1. The employee must have worked for the County for at least twelve (12) months, or fifty-
two (52) weeks, which need not have been consecutive. For eligibility purposes, an
employee will be considered to have been employed for an entire week even if the
employee was on the payroll for only part of a week or if the employee is on leave during
the week.
2. The employee must have worked at least one thousand two hundred fifty (1,250) hours
during the twelve months immediately before the date when the leave would begin.
C. In order to qualify as FMLA leave under this policy, the employee must be taking the leave for
one (1) of the reasons listed below.
1. The birth of a child and care for that child.
2. — No change.
3. To care for a spouse, child, or parent with a serious health condition.
4. — No change.
5. Because of any qualifying exigency arising out of the fact that the employee's spouse,
son, daughter, or parent is a covered military member on active duty (or has been notified
of an impending call or order to active duty) in support of a contingency operation.
6. To care for a covered service member with a serious injury or illness if the employee is
the spouse, son, daughter, parent, or next of kin of the service member.
D. A serious health condition is defined as an illness, injury, impairment, or physical or mental
condition which requires inpatient care at a hospital, hospice, or residential medical care
facility, or a condition that requires continuing care by a licensed health care provider.
PAGE 5
4868047 Pages: 5 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppel, Clerk and Recorder, Weld County , Co
"II
2022-3076
ORD2022-07
E. This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy
absences. Generally, a chronic or long-term health condition that, if left untreated, would result
in a period of incapacity of more than three (3) days, would be considered a serious health
condition.
F. and G. — No change.
H. Except for eligible employees taking leave to care for a covered service member, an eligible
employee can take up to twelve (12) weeks of leave under this policy during any twelve
months. Eligible employees can take up to twenty-six (26) weeks of leave to care for a covered
service member measured forward from the first date the employee takes leave for that
purpose.
If a husband and wife both work for the County and each wish to take leave for the birth of a
child, adoption or placement of a child in foster care with the employee, or to care for a child
or parent with a serious health condition, the husband and wife may only take a total of twelve
(12) weeks of leave. For the purposes of the FMLA, the employee's child must be under the
age of eighteen (18), or, if older, there must be medical certification showing the child is
disabled.
J. Employee status and benefits during leave.
1. — No change.
2. Under current County policy, the employee pays a portion of the health care premium.
While on paid leave, the employer will continue to make payroll deductions to collect the
employee's share of the premium. While on unpaid leave, the employee must continue to
make this payment, either in person or by mail. The payment must be received by the
Human Resources Department by the end of each month. If the payment is more than
thirty (30) days late, the employee's health care coverage may be dropped for the duration
of the leave.
3. — No change.
K. Employee status after leave.
1. An employee who takes leave under this policy will be able to return to the same job or a
job with equivalent status, pay, benefits, and other employment terms. The position will be
the same or one (1) which entails substantially equivalent skill, effort, responsibility, and
authority.
2. and 3. — No change.
L. Use of paid and unpaid leave.
1. — No change.
PAGE 6
4868047 Pages: 6 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppes, Clerk and Recorder, Weld County , CO
VIII reIL'Y41l1l',h+YIVI I
2022-3076
ORD2022-07
2. An employee who is taking leave because of the employee's own serious health condition
or the serious health condition of a family member must use all accrued paid sick leave
before they become eligible for Short Term Disability. If the employee does not have
enough sick leave to cover the thirty (30) -day waiting period for Short Term Disability, then
the employee will be required to use any comp time and vacation leave or other earned
leave before being eligible for unpaid leave. Unpaid leave will need to be used if all
accrued/earned time has been exhausted and, if they have not been out for thirty (30)
days, the waiting period for Short Term Disability. Once their sick time has been exhausted
and the thirty (30) -day waiting period has expired an employee may be eligible for Short
Term Disability. If eligible, the employee will no longer use their vacation, comp time or
other earned leave benefits as Short Term Disability will begin paying their benefit.
3. An employee taking leave for the birth of a child must use paid sick leave for physical
recovery following childbirth. After the recovery period from childbirth, an employee is no
longer considered to be on leave for their own serious health condition. The employee
must then use all applicable accrued paid leave and then will be eligible for unpaid leave
for the remainder of the approved FM LA, not to exceed twelve (12) weeks.
4. An employee who is taking leave for the adoption care or foster care of a child must use
all paid vacation leave, qualifying sick leave, personal leave, and comp time prior to being
eligible for unpaid family leave. Care leave for adoption, birth, or foster care expires twelve
(12) months from the date of the birth or placement.
M. Intermittent leave or a reduced work schedule.
1. and 2. — No change.
3. For the birth, adoption, or foster care of a child, the County, and the employee must
mutually agree to the schedule before the employee may take leave intermittently or work
a reduced -hour schedule. Leave for birth, adoption, or foster care of a child must be taken
within one (1) year of the birth or placement of the child.
4. If the employee is taking leave for a serious health condition or because of the serious
health condition of a family member, the employee must reach an agreement with the
County before taking intermittent leave or working a reduced -hour schedule. If this is not
possible, the employee must prove that the use of the leave is medically necessary. The
County may require certification of the medical necessity, as discussed in Subsection N.
N. Certification of the serious health condition.
1. thru 5. — No change.
O. Procedure for requesting leave.
1. and 2. — No change.
PAGE 7
4
11/21/2022
14868047
2022 11:12 AM R Fee:7 of $0.00
Carly Kopp, Clark and
nI�kL'�W�h 'I Ill
2022-3076
ORD2022-07
3. If an employee fails to provide thirty (30) days' notice for foreseeable leave with no
reasonable excuse for the delay, the leave request may be denied until at least thirty (30)
days from the date the employer receives the notice.
4. While on leave, employees are requested to report periodically to the Department of
Human Resources regarding the status of their medical condition and their intent to return
to work.
P. Covered service member means a current member of the Armed Forces, including a member
of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or
therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list
for a serious injury or illness incurred in the line of duty on active duty.
Q. Qualifying exigency leave means:
1. and 2. — No change.
3. To arrange for alternate childcare and school activities as necessitated by active duty or
call to active duty status.
4. To make financial or legal arrangements as necessitated by active duty or call to active
duty status.
5. To attend counseling provided by someone other than a health care provider for oneself,
for the covered military member, or the biological, adopted, or foster child, a stepchild, or
legal ward of the covered military member, provided that the need for counseling arises
from the active duty or call to active duty status of a covered military member.
6. — No change.
7. To attend arrival ceremonies, reintegration briefings, events, and any other official
ceremony or program sponsored by the military for a period of ninety (90) days following
the termination of the covered military member's active duty status.
8. To address issues that arise from the death of a covered military member while on active
duty status, such as meeting and recovering the body of the covered military member and
making funeral arrangements.
R. Covered military member means the employee's spouse, son, daughter, or parent on active
duty or call to active duty status. Employees are eligible to take FMLA leave because of a
qualifying exigency when the covered military member is on active duty or call to active duty
status in support of a contingency operation as either a member of the reserve components
(Army National Guard of the United States, Army Reserve, Navy Reserve, Marine Corps
Reserve, Air National Guard of the United States, Air Force Reserve, and Coast Guard
Reserve) or a retired member of the Regular Armed Forces or Reserve. An employee whose
family member is on active duty or call to active duty status in support of a contingency
operation as a member of the Regular Armed Forces is not eligible to take leave because of
a qualifying exigency.
PAGE 8
4868047 Pages: 8 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppel, Clerk and Recorder, Weld County , CO
IrdliViiigitAiliifiiiiiLTIMINIVAIrdilik
2022-3076
ORD2022-07
S. — No change.
Amend Sec. 3-6-60. Personal leave.
Personal leave is a privilege granted to regular and part-time employees. Employees in their
initial review period are not eligible. To be eligible for Personal Leave an employee must have a
balance of forty (40) or more hours of sick time accrued. Each year a regular employee may
convert sixteen (16) hours (prorated for benefit eligible part-time employees, based on Table 3.1).
The method of scheduling and the timing of personal leave time is at the discretion of the elected
official or department head. Because of the payroll system, personal leave days must be used by
December 15 of the same year during which they are granted.
Amend Sec. 3-6-70. Holidays.
A. Employees will be paid for the equivalent of eight (8) hours of Holiday Pay for each holiday
recognized by the Board of County Commissioners through the procedure detailed below,
with such Holiday Pay being prorated accordingly for part-time employees. All regular and
part-time employees will receive paid holidays. Dates will be established annually and will be
published by a resolution of the Board of County Commissioners. Recognized holidays may
include the following:
1. New Year's Day.
2. Martin Luther King Day (floating).
3. President's Day.
4. Memorial Day.
5. Fourth of July.
6. Colorado Day (floating).
7. Labor Day.
8. Columbus Day (floating).
9. Veterans Day.
10. Thanksgiving Day.
11. Christmas Day.
B. Regular employees shall consider a holiday as eight (8) hours of paid time; holiday pay will
be prorated for benefit -eligible part-time employees based on their standard weekly hours, for
example, part-time .75, six (6) hours; part-time .50, four (4) hours. These hours may or may
not correspond with the assigned work shift. To be eligible for holiday pay, an employee must
PAGE 9
4868047 Pages: 9 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Kopper, Clerk and Recorder, Weld County , Co
I ciLVi' 'a6i'E11.1r6R:a14ibIiii'*. ' I II II1
2022-3076
ORD2022-07
be on paid status the scheduled workday before and the scheduled workday after the holiday.
Employees working on an official holiday may receive a day off in lieu of the official holiday or
may be paid straight time for working on 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 workweek.
C. and D. — No change.
Amend Sec. 3-6-80. Bereavement leave.
Leave of absence with pay because of death in the immediate family may be granted to
regular and part-time employees by the department head or elected official for a period not to
exceed twenty-four (24) hours (prorated for benefit eligible part-time employees, based on Table
3.1). Entitlement to leave of absence under this Section shall be in addition to any other leave.
For purposes of this Section, immediate family means spouse, child, parent, stepparent, stepchild,
sibling, half -sibling, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law,
brother-in-law, grandparent, spouse's grandparent, step -grandparent, grandchild, step -
grandchild, foster parent, foster child, and guardian.
Amend Sec. 3-6-90. Leave of absence without pay - (Not to include FMLA leave or military
leave).
A. An employee's status with respect to benefits during a leave of absence shall be as follows:
1. — No change.
2. While the employee is on unpaid leave, health benefits will continue at the same level and
under the same conditions as if the employee had continued to work, as long as the
employee pays the employee's and employer's portions of the premium. The employee
must continue to make this payment, either in person or by mail. The payment must be
received by the Department of Accounting by the end of each month. If the payment is
more than thirty (30) days late, the employee's health care coverage may be dropped for
the duration of the leave.
3. and 4. — No change.
B. The maximum length of such leave of absence will be ninety (90) days. Time taken off for
other leaves of absence or any paid leave shall be included as part of the ninety -day
maximum. This leave may be extended only with the approval of the Board of County
Commissioners and then only upon written application giving compelling reasons. If an
extended leave is approved, all accrued vacation will be paid out at the time of approval. Upon
return from leave, an employee will have the normal waiting period for benefits to begin. 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.
PAGE 10
4868047 Pages: 10 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppel, Clerk and Reoorder, Weld County , CO
1111 lndY Lit W AI II
2022-3076
ORD2022-07
Amend Sec. 3-6-100. Jury duty/witness.
All employees who are required to serve as a witness in a case involving the County
government or as a juror during scheduled work time are entitled to paid leave not to exceed three
(3) weeks (based on a 40 -hour week) - up to one hundred twenty (120) hours (prorated for benefit
eligible part-time employees, based on Table 3.1). An employee who serves on a jury shall pay
to the County all amounts received 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. An
employee who is subpoenaed to appear as a witness in a case unrelated to the County business
must use paid leave, if available. If no paid time is available, the time off will be leave without pay.
Employees must avoid situations in which they, through their voluntary actions, may be called to
testify in private civil matters, wherein knowledge of confidential facts, circumstances, or opinions
they have obtained in the scope and course of their work may be revealed.
Amend Sec. 3-6-110. Closure of County operations.
A. In the event the County closes operations or facilities due to inclement weather or other
emergencies, regular and part-time employees scheduled to work will be paid the maximum
of 8 hours per day, for a full day closure, reduced by actual hours worked based on an 8 -hour
day. Partial days will be based on an 8:00 a.m.-5:00 p.m. workday and the number of hours
operations closed, less any actual hours worked.
B. An employee already on a leave of any type on a closure day shall be charged for that leave
day as if County operations were normal.
C. and D. — No change.
E. Departments with 24 -hour operations:
1. — No change.
2. Department Heads/Elected Officials should determine if the staff scheduled would be at
risk to travel to work in unsafe conditions, and if so, they should be granted County Closure
Hours.
3. — No change.
Amend Sec. 3-6-120. Professional leave.
Upon approval of the department head or elected official, an employee may be granted
professional leave to attend professional and technical conferences, meetings, and training that
pertain to an employee's current or expected duties. No more than the actual time needed, plus
travel time, will be granted under professional leave. Professional leave must be arranged in
advance with the employee's supervisor.
PAGE 11
1 of 14
11/4868047 2022 11,12 AM iAM RFee:$0.00
Carly Kopp., Clerk and Reoorder, Wald County , CO
Ell
2022-3076
ORD2022-07
Amend Sec. 3-6-140. Military leave of absence.
A. Any elected official, department head, or employee who is a member of the National Guard
or reserve forces is entitled to receive up to 15 days (prorated for part-time employees) per
payroll year of military leave (MLT).
B. — No change.
C. If an elected official, department head, or employee's military status changes from reserve to
active in the time of war or other emergency as declared by proper military authority the
individual shall be entitled to leave without pay until reinstated following the active service
time.
D. Employees who serve in the armed forces reserves who must take leave from the County due
to a conflict in the department work schedule and an armed forces assignment will indicate
on their timesheet the leave time as military leave (MLT). This code is designated as unpaid
leave; however, upon return, the elected official, department head, or employee may submit
their LES (Leave and Earnings Statement) to the Accounting Department to receive
differential pay.
E. Upon returning to work from training there are two (2) options the elected official, department
head, or employee may choose regarding pay:
1. and 2. — No change.
F. Leave of absence for extended military orders (deployment), elected official, department
head, or employee will be placed on a leave of absence at the start of the pay period following
the order.
G. An employee's status with respect to benefits during a military leave of absence shall be as
follows:
1. — No change.
2. While the employee is on unpaid leave for their military service, health benefits will
continue at the same level and under the same conditions as if the employee had
continued to work. An employee who is out for twelve (12) weeks or less will need to
reimburse the County for the employee portion of their premium. If an employee is out for
longer than twelve (12) weeks, they will need to pay the employee and employer's portion
of their health premium. The employee must continue to make this payment, either in
person or by mail. The payment must be received by the Human Resources Department
by the end of each month. If the payment is more than thirty (30) days late, the employee's
health care coverage shall be dropped for the duration of the leave.
3. and 4. — No change.
PAGE 12
4868047 Pages: 12 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Kopp., Clerk and Recorder, Weld County , CO
2022-3076
ORD2022-07
BE IT FURTHER ORDAINED by the Board that the Clerk to the Board be, and hereby is,
directed to arrange for Municode to supplement the Weld County Code with the amendments
contained herein, to coincide with chapters, articles, divisions, sections, and subsections as they
currently exist within said Code; and to resolve any inconsistencies regarding capitalization,
grammar, and numbering or placement of chapters, articles, divisions, sections, and subsections
in said Code.
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.
The above and foregoing Ordinance Number 2022-07 was, on motion duly made and
seconded, adopted by the following vote on the 7th day of November, A.D., 2022.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
ATTEST: did ti JClo;(1
Weld County Clerk to the Board
County t orney
Date of signature: I UN /22
4868047 Pages: 13 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Koppes, Clerk and Recorder, Weld County , Co
01
Scott K. James, Chair
PAGE 13
2022-3076
ORD2022-07
First Reading: September 26, 2022
Publication: October 2, 2022, in the Greeley Tribune
Second Reading: October 17, 2022
Publication: October 23, 2022, in the Greeley Tribune
Final Reading: November 7, 2022
Publication: November 13, 2022, in the Greeley Tribune
Effective: November 18, 2022
PAGE 14
4888047 Pages: 14 of 14
11/21/2022 11:12 AM R Fee:$0.00
Carly Kopp., Clerk and Raoordar, Wald County , CO
lIII MUL'Aihn WhaiNikhlrirfiliVillkh BM
2022-3076
ORD2022-07
Hello