HomeMy WebLinkAbout20222721.tiffWELD COUNTY 9_02(Q - aoalor—
CODE ORDINANCE 2022-07
IU. 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be, and hereby is, repealed and re-enacted, with amendments, to read as follows.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.
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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.
changed or revoked by the County.
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-month period months, unless the
employee's supervisor, in consultation with his or her department director or elected official,
believes it to be in :he 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. No annual leave is earned during the first six (6) full pay periods of employment. Upon
successful completion of the first six (6) full pay periods, employees eligible for vacation
employee meets or exceeds appraisal standards on the employee's six-month performance
six {6) full pay periods.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 at any time for any reason by the
department head or elected officialbased 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 onin Table 3.4. Accrued vacation hours must be earned prior tobefore being
available to the employee.
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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 h e time taken if the employee has
no vacation time available.
Table 3.4
Annual Vacation Accrual
Continuous
Years
Service
of
County
Hours
upon
Accrued
completion
Monthly
of
the
(earned
full
pay
Part
weekly
Time
hours)
Accrual
(based
on
period)
.50
.75
Under
5
8
4
6
5
through
i
9
10
5
7.5
10
through
19
12
6
9
20
13.33
6.5
10
D. An employee cannot accumulate in excess ofmore 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, with the exception ofexcept for retiring employees. Earned but unused
vacation is only payable upon terminationseparation 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 not a right. It is a privilege given toearned by eligible employees to be used in
the following circumstances:
1. When an employee is unable to perform the job duties because of illness, injuryor 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)
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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 whichthat
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 set forthoutlined in this Article, except
for modification as detailed in the rules set forthoutlined in Subsections E and F below or
as required by state or federal law.
B. The accrual rate is shown onin Table 3.5:
Table 3.5
Sick Leave Accrual Rates
Sick Accrual
Hours
partial
Accrued
months
employees)
Monthly
and
(prorated
part-time
for
Regular
Employee
8
Part-
Time
.75
6
4
Part- Time
.50
C. For employees hired prior tobefore January 1, 1985, accumulated sick leave is payable upon
termination at one-half (1/2) 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 prior tobefore the employee's regular starting time. Failure to report may be
less the employee
furnishes an acceptable explanation. Not calling in 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 the toss of the privilege to
accumulate sick leave or 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 thea serious health condition occurs during, and is the
apparent result of, a pandemic health emergency whichthat has been declared by the County
Health Officer.
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Delete G. I II sick leave are authorized five (5) sick leave
occurrences in any rolling twelve month period. A sick leave occurrence is defined as a
minimum of one (1) sick leave day (standard work day is eight [8] hours), a number of
r a combination of hours equaling one
who exceed the five (5) occurrences are subject to disciplinary action, including but not limited
which occurs during, and as the apparent result of,
a pandemic health emergency which has been declared by the County Health Officer shall
H. — No change. Reletter H. as G.
An employee who calls in sick when scheduled for any mandatory work_time will be able to
use their sick time.
action.
JI. An employee cannot accumulate in excess ofmore than four hundred eighty (480) hours of
sick leave (prorated for benefit eligible park 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. In order tTo 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 Lin 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.
The employee must have worked at least one thousand two hundred fifty (1,250) hours
during the twelve-month period months immediately before the date when the leave would
begin.
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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 in order to 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 whichthat 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 whichthat, 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-month
period 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.
I. 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.
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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.
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 prior tobefore 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 feffrom child birth, 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.
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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 the 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 thetheir 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
retriedretired 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 for the biological, adopted, or foster child, a stepchild,
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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) --and 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. Emaloyees 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 following:
1. New Year's Day.
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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:
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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 intoi 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 the 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 ts 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.
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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 =Ito 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 time sheet 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.
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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 +rty 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 tie 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.
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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
Scott K James, Chair
Weld County Clerk to the Board
Mike Freeman, Pro-Tem
BY
Deputy Clerk to the Board
Perry L Buck
APPROVED AS TO FORM
Steve Moreno
County Attorney
Lori Same
Date of signature
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
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