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Home My WebLink About20222722.tiffNOTICE OF FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2022-07 was introduced on first reading on September 26, 2022, and a public hearing and second reading was held on October 17, 2022. A public hearing and final reading was completed on November 7, 2022, with no change being made to the text of said Ordinance, and on motion duly made and seconded, was adopted. Effective date of said Ordinance is listed below. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.weldgov.com). E-mail messages sent to an individual Commissioner may not be included in the case file. To ensure inclusion of your e- mail correspondence into the case file, please send a copy to egesick@weldgov.com. Ordinance No. 2022-07 Ordinance Title: In the Matter of Repealing and Reenacting, with Amendments, Chapter 3 Human Resources of the Weld County Code Effective Date: November 18, 2022 Board of County Commissioners Weld County, Colorado Dated: November 10, 2022 Published: November 13, 2022, in the Greeley Tribune (4Q_2o2 - pL le? A Is acces com . nat i mall � Fizz Ordlnanee OMinance Title: In the Matter of Repealing and Reenacting, with Amendments, Chapter 3 Human Resources of the Weld County Cade Effective Date: November 18, 2022 Board of County Commissioners Weld County, Colorado Dated• November 10, 2022 Published: November 13, 2022, in the Greeley Tribune -1935385 Prairie Mountain Media, LLC PUBLISHER'S AFFIDAVIT County of Weld State of Colorado The undersigned, Agent , being first duly sworn under oath, states and affirms as follows: 1. He/she is the legal Advertising Reviewer of Prairie Mountain Media LLC, publisher of the Greeley Tribune. 2. The Greeley Tribune is a newspaper of general circulation that has been published continuously and without interruption for at least fifty-two weeks in Weld County and meets the legal requisites fora legal newspaper under Colo. Rev. Stat. 24-70-103. 3. The notice that is attached hereto is a true copy, published in the Greeley Tribune in Weld County on the following date(s): iSittviubscribeddzdfio woto me bet s �^vn`'', SHAYLA NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20174031965 MY COMMISSION EXPIRES July 31, 2025 (SEAL) Nov 13. 2022 Account: Ad Number: Fee: 1099690 1935385 $15.00 Cheryl Hoffman From: Sent: To: Subject: Hi Cheryl, Esther Gesick Monday, February 6, 2023 11:28 AM Cheryl Hoffman FW: Pending Email Projects I got an answer back from Bruce on the incorrect Ord Notice (see below). Perhaps for our records, just a brief copy of the original email that raised the awareness of the error and Legal's determination as justified below, should be enough to file this one away. Yay! Esther E. Gesick Clerk to the Board 1150 O Street/ P.O. Box 7581 Greeley, CO 80632 tel: (970) 400-4226 Confidentiality Notice: This electronic transmission and any attached documents or other writings are intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. If you have received this communication in error, please immediately notify sender by return e-mail and destroy the communication. Any disclosure, copying, distribution or the taking of any action concerning the contents of this communication or any attachments by anyone other than the named recipient is strictly prohibited. From: Bruce Barker <bbarker@weldgov.com> Sent: Thursday, February 2, 2023 1:36 PM To: Esther Gesick <egesick@weldgov.com>; Karin McDougal <kmcdougal@weldgov.com> Cc: Matthew Conroy <mconroy@weldgov.com> Subject: RE: Pending Email Projects No on the republication because of Second rather than Final. No harm, no foul. Either way, people could submit comments. From: Esther Gesick <egesick@weldgov.com> Sent: Wednesday, February 1, 2023 5:28 PM To: Bruce Barker <bbarker@weldgov.com>; Karin McDougal <kmcdougal@weldgov.com> Cc: Esther Gesick <egesick@weldgov.com> Subject: Pending Email Projects Hi Bruce, I went through my emails and attached and listed below is what I have pending for your guidance as your time permits, please: 11/30 — Question about Special District boundaries 12/8 — Structure Agreements 1/20 - Sprint Tower Equipment Transfer Agreement 1 02,a4Q7 c27,2 1/17 — C&R re: BOCC Boundary Lines Reso referencing Charter? 1/11— Ord No22-07.3rd Tribune published wrong title as "Second" instead of "Final" — Republish? 1/30 — Creation of DHS question from Lesley 1/31— Fleet purchasing more vehicles per Code for DA, HR, FAC that are not LHS Vehicles? 2/1— Blank Forms on Fuel Lease: today Chris said tanks are in place, so can we just remove the blank forms? 2/1— We need to get moving on the Chapter 2 Code (Consent, Travel, Authorizations) Esther E. Gesick Clerk to the Board 1150 OStreet /P.O. Box 758/Greeley, CO 80632 tel: (970) 400-4226 Confidentiality Notice: This electronic transmission and any attached documents or other writings are intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. If you have received this communication in error, please immediately notify sender by return e-mail and destroy the communication. Any disclosure, copying, distribution or the taking of any action concerning the contents of this communication or any attachments by anyone other than the named recipient is strictly prohibited. From: Esther Gesick <egesick@weldgov.com> Sent: Tuesday, January 24, 2023 1:21 PM To: Bruce Barker <bbarker@weldgov.com>; Karin McDougal <kmcdougal@weldgov.com> Cc: Esther Gesick <egesick@weldgov.com> Subject: Chloe's Pending Maternity Leave - Pending Projects Bruce and Karin, Heads up — we are on the 6 -week countdown to Chloe's scheduled delivery on 3/8/23! As such, I'm hoping to get some loose ends wrapped up before we lose access to her. I know you're in a cluster too, so I'm just forwarding her two attached emails, along with several of my own, to bring them forward in the timeline a bit. Please let me know if you have any thoughts or feedback on them. Thanks! Esther E. Gesick Clerk to the Board 1150 O Street/ P.O. Box 758/ Greeley, CO 80632 tel: (970) 400-4226 Confidentiality Notice: This electronic transmission and any attached documents or other writings are intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. If you have received this communication in error, please immediately notify sender by return e-mail and destroy the communication. Any disclosure, copying, distribution or the taking of any action concerning the contents of this communication or any attachments by anyone other than the named recipient is strictly prohibited. From: Chloe White <cwhite@weldgov.com> Sent: Tuesday, January 24, 2023 12:55 PM To: Esther Gesick <egesick@weldgov.com>; Mariah Higgins <mhiggins@weldgov.com> Subject: RE: Special District Notice of Extraordinary Inclusion - Pioneer Metropolitan District Nos. 1-6 2 NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2022-07 was introduced on first reading on September 26, 2022, and a public hearing and second reading was held on October 17, 2022, with no change being made to the text of said Ordinance. A public hearing and third reading is scheduled to be held in the Chambers of the Board, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado 80631, on November 7, 2022. All persons in any manner interested in the next reading of said Ordinance are requested to attend and may be heard. Please contact the Clerk to the Board's Office at phone (970) 400-4225, or fax (970) 336-7233, prior to the day of the hearing if, as a result of a disability, you require reasonable accommodations in order to participate in this hearing. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.weldgov.com). E-mail messages sent to an individual Commissioner may not be included in the case file. To ensure inclusion of your e- mail correspondence into the case file, please send a copy to egesick@weldgov.com. Ordinance No. 2022-07 Ordinance Title: In the Matter of Repealing and Reenacting, with Amendments, Chapter 3 Human Resources of the Weld County Code Date of Next Reading: November 7, 2022, at 9:00 a.m. Board of County Commissioners Weld County, Colorado Dated: October 20, 2022 Published: October 23, 2022, in the Greeley Tribune 020,U - .2 7.2 .9- ilv".1.-gt.ithailivttAnewumagarzitmtni;, fRepealing and Reenactsng, withn Resourcesof the Weld County Date of Next Readlm�: November 7, 2022, at 9:00 a.m. Board of County COmmissi0ners Wetd CounttyyColorado Dated: October 20, z022 Published: October 23, 2022, in the Greeley Tribune -1929845 Prairie Mountain Media, LLC PUBLISHER'S AFFIDAVIT County of Weld State of Colorado The undersigned, Acent . being first duly sworn under oath, states and affirms as follows: 1. He/she is the legal Advertising Reviewer of Prairie Mountain Media LLC, publisher of the Greeley Tribune. 2. The Greeley Tribune is a newspaper of general circulation that has been published continuously and without interruption for at least fifty-two weeks In Weld County and meets the legal requisites fora legal newspaper under Colo. Rev. Stat. 24-70-103. 3. The notice that is attached hereto is a true copy, published in the Greeley Tribune in Weld County on the following date(s): Oct 23, 2022 ub cribed n e e b or mthis dayands of �// ,n. Notary Public A (SEAL) SHAYLA NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20174031965 MY COMMISSION EXPIRES July 31, 2025 Account: Ad Number: Fee: 1099690 1929845 $18.00 NOTICE OF FIRST READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2022-07 published below, was introduced and, on motion duly made and seconded, approved upon first reading on September 26, 2022. A public hearing and second reading is scheduled to be held in the Chambers of the Board, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado 80631, on October 17, 2022. All persons in any manner interested in the reading of said Ordinance are requested to attend and may be heard. Please contact the Clerk to the Board's office at phone (970) 400-4225, or fax (970) 336-7233, prior to the day of the hearing if, as the result of a disability, you require reasonable accommodations in order to participate in this hearing. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.weldgov.com). E-mail messages sent to an individual Commissioner may not be included in the case file. To ensure inclusion of your e- mail correspondence into the case file, please send a copy to egesick@weldgov.com. Ordinance No. 2022-07 Ordinance Title: In the Matter of Repealing and Reenacting, with Amendments, Chapter 3 Human Resources of the Weld County Code Date of Next Reading: October 17, 2022, at 9:00 a.m. Board of County Commissioners Weld County, Colorado Dated: September 28, 2022 Published: October 2, 2022, in the Greeley Tribune 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 _ 2022-2722 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. 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. 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 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 Sick Arcs ual . Hours "Accrued Monthly (pelted ,for partial months and. part-time employees) 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 ('A) 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). 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. 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. 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 FMLA, 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. 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. 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 fallowing: 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 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. 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. 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. 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. . pox r . COpEOapINANCE.3021-0i THE M OF R ANo REENACRNO, WIM clIAPTER J HUMAN PDESOVRCES, OF THE WELD COOxtt hrmAmao BY ixE BpuaB of eouxtt coMMlsstoxERs If WEL0.9TATE OF COLOW10O: BIB. No Bww of Cowry Carnkdmaro d Ne County d y d aem'rlUler'vg Ne e0aee dWeb Cwnnly, G —No cnanpe. p. A OmMmmt HrJEkGee Olfcel r ry bey an Naa is etyma dtm Nvkmllon ffiIm<arg wiN eM walaplar nog ARMLE V I - 4avv Fina Benanu Nmn0 �J�5:,yrarpbtcx d,MWPOAPw IEINmmNs apmm-pat Pala w wq H.-Npmmm. PMenar H.®G. li An errmkf ee rbe mr k vex vent able bun vdr skk amp, An mxxww mrurol awvmYu mac Wn bur nmwM elgMy(aB01 kwre (waalM kr0er514gibb pN-am.emgpvrs4 g ifromUl-Weld ewnry Coae ONNmm xOxt-tx. PYgust 2, xo21, repeWp - wNm io b COVlo-te leave TZab mrire bvm weld cmnry cM. aalmnw zpzgoe, wale cpmn cane Ixdrnw xazoas. Amend gap. ]-6•!0. femlry and matllal Nave ppllpy, GaneM pmvkbr. II U IM papcY of Np Canny b yrent up m Iwexn IwmryandnmeNalkmre audit' myralkgM 4ePkmnpemdlpekpb .aMdmae n. arh mwmlay wpa e�E �an�TagwXn kkxebmMare memaalwwremrw.poky. Iel Ne krw+re mpaMgm. for Ne Cwmn for at Neat Melva (1 xl mmtM, w M1we OMn cpnmmUw. For e4016irtly pumree, e beenempbyetl fw Menkeweexwmniflm ly pan of a wwk or II Ne employee ie an Iwva Tne enmbyee rml M1ave woNM nl Ipwt ono NowarA Mo M1UMrM 0nV 11,x601 burs tlm'urp IM1e make mmNa Immedlaley helve IM dda wean IM1e Nave wank beds. G N wmr Iv Nuky r FMIA Mew uMw NU po0ry. Ne vmpb W e leave fa ou (t) of Na rsamr bIM ubx. t. iheeMala WeaM wre la Nat m'gtl. ]. ie Gve lwe em w, mm, w parent wIN a umr M1wIN mMition. a.—Np marrep, , 5. eauvu of any quelllyirq exlBenry eNllq ml d. Ne Ie41M1al NO empbyoda eeuOM1ur. a paronl is a mwred mililay mamherm eMva dory wr M1r plan wgerbkg my w ober to ecawmyllpsupPPn of a monogamy menus, uNrs Ne Tp we bramvaetl semwmemderwaNeswkminlurywweuxuammb pr�b UUwspmu.aon. mughler, parent prmdd Wal Neaursromemmr. Ne engbyee b mve mnexbn U mMetl ac an Rneu, In Nan moqua dlvaw. pay, 6nDalmmnL wpny4ivl pcn w1a<n requkea kpalkm we ate nowad.lkadw, wrwkemUl f0 Nutlon Isave, mwtml tyre kdlry. a a omlM Nel rmu4r ttavimNg wm bye gwnua nealN emrKhpr acv N ne m mra p Ova servlw..Yewh wren eMdda emvbyew WII mdn ecwir0 Nave wiN ea a auponlao Tat b N. anml rw.. --.. - kewmw Xrabamw empwyw r r wnPUYa mans rrauwum GmeargabN 1p ur witty uYNg Urm.ONy Nv I. xa nusham mtl wi � oreleGMMNalwnavpmm Nave MNoul payfprwe0me liken ll OlM dacM1Oa. 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LLLx Mpawm t.WlwnmempkMaurmmkwpmonn NepbeuprbewwedAmaa.mlury.m a,_Nornage. mr oNw m.abvY dwbgnB mmlum. talmn ortrruwnX employes Mould mnwll wilx !to scM1etlule lBe Vutmenl carnal adovee ma wmnlapr vela enpmd arwugn droanry mnakdrbka. respX pt a Dmmmk baapN amrganay �s�.er umcea�n N.dN mpwr anatl ba aalreewa In Nq rme cRlpave. vabmGrarpain NpwleaaulliwalnlM1kAnitle,rapt lanikd N Ne Mr puIIInM N Subwmma E ono F bvbw yr m req Mbynate6rredemlk e rdwn eM briglerm newm, waWung In remmn0 a mroNv w bnyaarm M1wIN mnalxm Ne4II loll O of lnuppGlyplmcre loan tM1rm (Jl eaya,vrouk be Uk4p Iww m ore tae mrerM oche mwxxr. iD b Nreka (tx) weal¢ of Iwva rmem Uk poky r empbyua un Iowa aP Ip Mmly.sU 1261 weak• pl e memhm mrrpredrwwam xwn Ne rpdane ore we Iw ab bent ntl Wl�ar it e m y m Ira roNrrsUcn Slmxing Ue cM1ga lstl'ropeled o emnkb. I Iwva. pbyw aulwaner bevo. mdgm wdo lekea leave unmr IMa Po0ry a9 be able to rewm to Ne swnv rpb MN ruirelonl auwe,MY. banepu.aM omer empbyPmm term° TM1a Nmnd Sec. JEAO. Lava or abvanw wllxout WY-(NdwIPGWeFMLA Imv0 I xi be Ne same ar mvlll wNm enldU wbmMaM MUMknl ek0,Mon, mtlltary Nave). tlb&rv. ant eukvGr. An empNrym's stows wgn reaped m mnegle owk9 a larva of abaenm sM1a0 m ewew nwlve (t x) mmins tram mp mle d me dM a pkwmanl. M. IntwmXkm leave w a reauua work xNetlWe. f.aM 2 —No merge. J.Ilan enmbyee lade bprpvka NMy P0l tlaya'mtlw fa lweaeudekam vHN iro rmnaele emsr kr Ne atlar.11m lore raquwl meY m eedm and al bas�lMrry fool tleW eanlw data Ne emdawrrecNvw Ne none. m ken, emdayer ere rpwalM m repM pMopimOY b un Oepanmvnt al Human Pewurcu mgamirg Ne amlw of lM1dr medlul wndltlm antl bet Inunt wmhetld NecNa5wW Guatlw u,wMUouMemdng Mkal ve w Namry. U oNervdw� mlpatlml dawn. w Is aM1ervxm m No rpaery alubay reUaO Ld Iw a senor Injury o• ANeu trwma b Um Lne d Bury eruauh. I. wm x. Nowmge. 3. ie anarga for aaamale wlbwro and erred acUNliea r nmeuimtM by aulYwcMw ecavee Y ux FeeIIM1 wre pmvitlef Ia �w Na bldogewl MopIM, pr fmla GIW. reer�nbXary member, wwwea Nat Na nvptl Iw yw W la aaxa autysldusofa mwrea maury Mnlepelkn brkgny, vrMlz, ma MY oNaotlwN vre mirmry Iw a rant d nrwn (ml myv kwwu�g uakmw,amnaNemr<eee materymemmr'a adNe epry clew. m Irdm Ne eeeN of a mwlm rlilary mamberw4ge an dory amuas.eeuGi r Immun0 em regmalre Ise bmv pI Ne wreree matery member wtlaukNgwnerel arrengemenU. S —No tlurga Amena So Irp: aW muetl pab m Iwva Iw Indr axn aenaw ua I apppwde aamM mk Irya ape m elntlar cl Ne appmmtl FMIA. mma a Bov�vrnmm�lr 0. An ampbym wam iv MNInB lmva for lee etlp pnm va or bale r tyre al a mile must r ellpeb muam leave pualilymg dmlrw, personal leave, ena mmp Ilma poor to beltlp e6plde 1prmpaM lemily lewp. Cara Nava 1prampb'm, bMM1, wloslm tyre Put tlb armkYm 6 an wpak leave, M1WN ben kvd wa pnaer Iro name msnar,a n Na emdpv luster parent. Nnen1001tlaYs.nmpkxm es OM of Ne +N Hre emmvddmeEmm 'equlrea to una as a wnnasa In a wr InvdvNB the Cwmn r abHrq ematldotl wok Omo are anlltlM b paltl Iwva ml m (berm on a a6M1aurwpaF)-up la ogre M1uneretl rvmnly (1x01 reebY TrNwe oamer2, 20. -192.05 Paye f d2 Affidavit of Publication STATE OF COLORADO SS. County of Weld, I, the undersigned agent, of said County of Weld, being duly sworn, say that I am an advertising clerk of neareEWeala aHa W b eYab N. mWmuma9 xwn0ere.y�Iw.N�� M'tlowra.reauceO.y afu.� munwanea e.Y.»„ sa.�«,anYpp.an.� p.«.wprye„.aem.rmmn.raxpar.op.rmaae �m.��,.w�a�.�aayrya.o^aapnma.y..a��p.el«m.Iwwe.Y.ea�paaryep«.apa. C.xM D._uo Orar�B.. p. G 7.V17,=====*". m b a a b xa.a m m wM ro.eM Yee a.s-uo. ranx.ry w.. a m..au. ra..aewlw omaa, a.canm.m we. «.m� �r a.rwvml� rw.a ramal«y lam. aar�, or r.a.ry. lam.. a.axra w ,.�wapb,paaY.,««aye«p �.em g._ryo punp.. .a � aY�� a,pry«,mem xe.a. ar ««rmleyy.n. mn�ry a�m. a�aap.e .mm rasa m amry. �. ma Ya. a war «aner Ganmrperxv as eear.a oy proper mY4ry aaMery w maiwMtl smell xeenuYsa m bau wawa 0ey ana revusmiee IaYovMp av Counry ague w a coimip in me eepammem x«k smeeub em an aimtl bns aulgnnwm.iA baiuu an YMr InweMel ' wvp Im�T6 rma mae b aeaarraw n aopam ba.a: roe.v.r. w«+rtlwe. uw mawa pmaal. e.penmenl nsee. «emaryoyee may aa«rm pwr,ss (Lwve aiw eaminpa Slaamaml wlnancm+itina Gepermianl to recewe ay. a aY»nw mr aneaa.a mYwy omam laemgasenq, aexea Oman, aewmaam neaa. «.mpwna w+a w gaeaa o. ,l..waam.nc.am..ba orm. per p.Yaarowma ma «a«. G. M emmoyce'. wen wmn mpea a Eermmaawmp a Mpmrybare plaOs«a snarl be m k4oxv am.al�.p«Iw.alro� �maeep��amp. puhpenee Greeley is W ro 4bnn S. Sp33 -' 9id W e papa S a S THE GREELEY TRIBUNE, that the same is a three days weekly plus Sunday newspaper of general circulation and printed and published in the City of Greeley in said county and state; that the notice or advertisement, of which the annexed is a true copy, has been published in said daily newspaper for consecutive (days): that the notice was published in the regular and entire issue of every number of said newspaper during the period and time of publication of said notice, and in the newspaper proper and not in a supplement thereof; that the first publication of said notice was 2nd day of October A.D. 2022 and the last publication thereof: in the issue of said newspaper 2nd day of October A.D. 2022 has been published continuously and uninterruptedly during the period of at least six months next prior to the first issue thereof contained said notice or advertisement above referred to; that said newspaper has been admitted to the United States mails as second-class matter under the provisions of the Act of March 3, 1879, or any amendments thereof; and that said newspaper is a daily newspaper duly qualified for publishing legal notices and advertisements within the meaning of the laws of the State of Colorado. Agent Subsc ibed and sworn to before me this day of October, 2022 in the County of Weld, State of Colorado. Acct#:1099690 Ad #: 1924008 Cost: $54.43 No y Public SHAYLA NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20174031965 MY COMMISSION EXPIRES July 31, 2025 Affidavit of Publication STATE OF COLORADO SS. County of Weld, I, the undersigned agent, of said County of Weld, being duly sworn, say that I am an advertising clerk of THE GREELEY TRIBUNE, that the same is a three days weekly plus Sunday newspaper of general circulation and printed and published in the City of Greeley in said county and state; that the notice or advertisement, of which the annexed is a true copy, has been published in said daily newspaper for consecutive (days): that the notice was published in the regular and entire issue of every number of said newspaper during the period and time of publication of said notice, and in the newspaper proper and not in a supplement thereof; that the first publication of said notice was 2nd day of October A.D. 2022 and the last publication thereof: in the issue of said newspaper 2nd day of October A.D. 2022 has been published continuously and uninterruptedly during the period of at least six months next prior to the first issue thereof contained said notice or advertisement above referred to; that said newspaper has been admitted to the United States mails as second-class matter under the provisions of the Act of March 3, 1879, or any amendments thereof; and that said newspaper is a daily newspaper duly qualified for publishing legal notices and advertisements within the meaning of the laws of the State of Colorado. VY-\ Agent Lak-i S bsc ibed and sworn to before me this day of October, 2022 in the County of Weld, State of Colorado. Acct#:1099690 Ad #: 1924005 Cost: $223.47 No h ry Public SHAYLA NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20174031965 MY COMMISSION EXPIRES July 31, 2025 Hello