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Home My WebLink About20211603.tiffITHE M TTER C DE L F REPEAUI CHAPTER 3 UMAN RESURGES, ilF THE BE IT O'.D ELD, ST C TY CE 2x21=12 4-- /11--- AND REEK .. TING, (11TH AMENDMENTS, ELD COUNTY CODE INED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF TE OF CI'LORADO: HEREAS, the Board of County Commissioners of the County of Weld, State of Coloradoi, 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 HE .S, 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 WHE EAS, the Weld County Code is in need of revision and clarification with regard to procedures, terms, and requirements therein. NOW, THEREFE, E IT` R. +AINE by the Board of County Commissioners of the County of Weld, State of Colorado, that Chapter 3 of the Weld County Code be, and hereby is, repealed and re-enacted, with amendments, to read as follows. A Ti LE II ® E i! _ y T nt InfwYr ation Sec® -2-50. Vac cie . CH," :PTER 3 • URCES A. - No change. B. Applications are screened by the Department of Human Resources by comparing the applicants qualifications to the job requirements. In specialized professional fields, departments may assist in the screening process. The Department of Human Resources ;-'' i• cea.ciryis able to provide a list of names of the applicants that meet the minimum qualifications to the departments and refer the most qualified applicants to the department head or elected official for interview and final selection. ge _ partmards or e1-ecte-- fo cia!s r o a a 3 a _ ,ee. nn ap-p-lica tsn cY�L., nc arti 'ic f ja khe- _ ' rt'rre t H u Y 9 9 a'.:ha-- G o- an'�i -i ra c - Department heads or elected officials are the only authorized appointing officials for the County. This authority cannot be delegated. Remainder of Section e No change. , .-f_ _ a O O m men p,T�llect m�«A �o �� r p oyee _• init ons A. — No change. B. Promotional/transfer review. Employees promoted or transferred into a new position will be PAGE 1 2021-1603 ORD2021-12 under an initial review status for six (6) months. The promotional/transfer initial review status may be extended beyond tne first six (6) months at the supervisor's discretion. Upon satisfactory completion of the review period, the employee will become a regular employee. Employees on an promotional/transfer review, whether for the six (6) months or extended initial review, may not file a grievance as described in Section 3-4-40 of this Chapter. Remainder of Section - No change. Amend Sec. 3-2-100. Employees taking in-service distribution retirement benefits. Employees covered by the Weld County Retirement Plan may take in-service distribution retirement benefits once the employee reaches normal retirement age without separating their regular employment from the County. To comply with IRS regulations for in-service distribution retirement benefits, normal retirement age is age 65, or the employee has reached age 55 and meets the "Rule of 80". To meet the "Rule of 80" requirements under the Weld County Retirement Plan employees must be eligible to retire (age fifty-five [55]) and whose service and age, when added together at retirement, equals eighty (80) or more (example: fifty-five [55] year old individual, with twenty-five [25] years of service). Ckpuntty ei tl,' gee under reltroment ben4 t insurance coverar ddS.ction3=2 300 We Remainder of Section — No change. aunty Retirement Plan t -a -king in service distribution ak-retireme 4 pl--a-n- i4I no longer receive disability a tiLal, vi&fon, liy`—incur a ce T&elyvorking Guides yes. A. Weld County may allow employees in good standing to telework when opportunities exist for improved employee performance, retention and improved operational efficiencies while maintaining a high level of customer and client satisfaction. Teleworking may not be suitable for all employees and/or positions. Teleworking is typically voluntary unless specifically stated as a condition of employment or required under an emergent circumstance by the Board of County Commissioners. Teleworking is not an employee right and may be discontinued at any time. Employees may also be allowed to telework temporarily when the Weld County Board of Commissioners declares an event occurring as emergency in nature. Teleworking arrangements are designed to provide a relatively long-term working arrangement and should not be used as a series of short-term arrangements. B. Permission to engage in teleworking is at the discretion of the department head or elected official. Requests to telework may be considered when: 1. The employee has demonstrated and sustained a high level of performance, and when the supervisor/manager believes that the employee can maintain the expected quantity and quality of work while teleworking 2. Quality of work and delivery of services can be maintained to the general public and to the departments/offices of Weld County, and clients/customers see no differences in the level of service or support they receive. 3. Teleworking is appropriate considering the nature of the employee's job. 4. The employee has been employed by the department for a minimum of six (6) months. This requirement may be waived at the discretion of the department head or elected official. PAGE 2 2021-1603 ORD2021-12 5. The employee is scheduled to _ work hull time 40 ho specified by the department head or elocsed official. irs per wee less otherwise C. [f an employee is iterested _ ira to eworfkinq the\ should submit a request to, and "eceive support from, their am Mediate supervisor/mar-lacer. when teiewo-knp1 terms are determined,. and the krunnediate supervisor/manager or division head (as appropriate ) Ere ii support of the arrangement, the guidelines and appropriate docur ientaion shouOd be completed and submitted to the deoaar n ent head or elected official for review and a Travail. per ifissoon to terework is dependent upon the employee navirg a suitab e a Oternative worksite Ooca•nion at the off -site premises) and on tleft compliance with the guidelines. A department lead or elected official may re Ore veriuicansior of tie work ®cation( ard oroof of the suia'bility of the alternative worksite through pictures or other r aasoiab e means. ©. Of a teleworking arrangement is granted it is granted on a temporary and revocable basis and r≤ray be discortinued by the depart terientiofficce at an / t5me and for ary reason. n addition, an employee may disconnfnue , artici patios, in te(°workin g at an/ Eime (except H those circumstances where teleworking is required of the position or an event dec.ared an emergency _ by the Board of count Cor-nmk sioners requires an employee to tdework). _Je eworking arrangeme its are reviewed annud y and may be modified at any time due to the business needs wit�bin the department/office, employee perrori anceL or other unforeseon factors. Of teleworking s approved due to an emergert evert to&eworkinp is approved for the duration of the event only, Add Sec.0. Akernative Work Sch r, d��Dese An Alternative \./pork Schedule is a n arrangement that a ows an emp oyes to a Oter the starting and/or end time of her/his workday. timplgyees s iOO work the same number of scihedluOed hours as they woAd under a traditiora work schedule. Alternative Work Schedule is an arrangement that allows an err p o ee to after the start and end times of theft workday around the eormal county established hours of operations Monday e Friday 8 a.m.-5 p.m. Alternative Work Schedule for t he employee should not negative y affect tie wworkOoad or productivity of coworkers either by shifiUng burde s or creating delays and additional attire in the worxriow. The department read/elected official shall ensure Pat other employees in the -aane department/office understand how and why workplace funcions. The u se of an alternate work schedule ,• ption does n t preclude an employee's a tendanceif necessary at meetings, tr lungs sessions, or simill r events or occurrences scheduled on days or at times when the emp ovee wo ui d customarily not be working due to an alternate schedu.e option. Ot is the ero oyee's responsibility to corriuncate v . stlipervisorimanager regardinp t�reir availability during standard business hours whi e usi n Al exempt emplo\ ees are subject to on -ea procedures and may be contacted 24/x'/365. a the a ternative work sc''iedjDe option A. ExemptNonexempt Employee: Exempt positions are excluded fro fl D. Nonexempt err s n overtime rreau arsons. oy-ees, as the term implies are not exempt from Gil _ SA requi rements. Employees who fall within this category must be paid at Oea st the federa minimum wage for each hour worked and given overtime pay of not less than onecai rate for any hours worked beyond 40 eac code for more information fir overtime ides. Request and Approval: he em ID ovee i d=a=half times their hourly week. See Section 3-7-30 of the `NS County vitiates the real lest for Atter submittSgg a formal proposed to their supervisor/ma official. PAGE 3 iative Work Schedule oy a qer and/or department head or elected 2021-1603 ORD2021 ®12 C. Alternative Work Schedule arrangements shall be initiated on a trial basis and may be discontinued at any time at the request of either the employee or the department. The department/office reserves the right to immediately suspend the arrangement in case of unanticipated circumstances regarding employee performance or operational needs. D If the employee and the department agree to an Alternative Work Schedule arrangement, they must complete the Alternative Work Arrangement Form. Agreements shall be time -specific with a date for review and reconsideration. Modifications and/or renewals shall be appropriately documented. The original shall be maintained in the employee's personnel file, with copies for the employee a.nd supervisor/manager/department head/elected official and Accounting. An Alternative Work Schedule is not appropriate for all positions, or in all settings, or for all employees. An Alternative Work Schedule during the employee's probationary period is not acceptable unless approved by the department head or elected official. Operational needs, staffing patterns, space considerations, and health and safety issues may preclude granting a request for an Alternative Work Schedule. The employee must be willing and able to alternate their work hours as requested by the department/office to attend to operational needs. There may be times when the employee will be required to work or travel outside of scheduled work hours. In the event that more employees request Alternative Work Schedule arrangements than a department/division can reasonably manage, the department head shall respond to requests that are consistent with these guidelines in ways that are fair to all employees and in the best interest of the County. Among the measures that might be adopted are telecommuting, staggering work lours, and rotating periods of Alternative Work Schedules between employees. In certain circumstances, an employee's alternative worksite, either on short -notice or on a recurring basis to respond to work/life needs of an employee and/or operational needs of the organization may need to change. The alternative worksite schedule must continue to support the needs of the organization and allow for appropriate oversight of the employee's work. ARTICLE IV — Discipline and Grievance Amend Sec. 3-4-30. Grieving a dismissal. If h -9a regular employee (as described in Section 3-2-90) is dismissed pursuant to these procedures, the employee may exercise the right to grieve such dismissal without the necessity of complying with Steps 1, 2, 3 and 4 of the grievance procedure in Section 3-4-60. Amend Sec. 3-4-40. Employee grievance. An regular employee (as described in Section 3-2-90) who feels that the policies set forth in this Chapter are not being properly applied, or has any disciplinary action taken against him or her that results in an immediate loss of pay, may file a grievance. These actions include termination, demotion and/or suspension resulting in loss in pay. Amend Sec. 3-4-60. Grievance procedure. The employee grievance procedure is as follows: A. thru E. — No change. F. Step 6. Reconciliation. The Director of Human Resources may attempt to reconcile the differences. If the Director of Human Resources is administering the discipline, the CIO/Director of General ServicesAdministration will attempt reconciliation. If reconciliation is undertaken and it is not successful, a grievance hearing will be scheduled. PAGE 4 2021-1603 ORD2021-12 Remainder of Section — No change. ARTICLE VI ® Leave Time B.`tnefits Amend Seca 3= =1O Vacation I ve. A. and B. — No change. Add C. An employee must have vacation time available to use when taking time. Only the deoartment head or elected official can approve leave without pay for time taken if the employee has no vacation time available. Table 3®4 Annual vac tion Accrual — No change. C. thru E. — No change. Reletter as ID. thru F. Amend Sec. 3-6®0. Sick leave. A. Sick leave is not a right. It is a privilege given to eligible employees to be used in the following circumstances: 1. and 2. - No change. 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. - No change. B. AU --r-e g uta4 - m -p l_ ss are l-i-g-i ---fo-r- -i -A-li e a ve--a-ftec ore (1) f u LLp e r i o dko f dent The accrual rate is shown on Table 3.5: Table 3.5 Sick Leave Accrual Rates Sick Accrual Hours $��Q��j¢ o ��jt �0, Monthly-es " _ _ �I df sszz Ah .ate F .. n ei •�' Y'; � ni e '. LEA v,K y� / 'vF li ff V `71E1.84 � X91 its i �'Y .(learn 3w h u d �., sl^ -< n . � .� �} m. • N • irate or [ n ti [[yy aftx� ��.. p Qj�. ,+.�TJrg P . ,r �' 1l' . ':Y'i^ Y1 r� � ''Y"..... y"Si%t, v '� ^Ff.' l E /✓ kF� (. i 9 i 2 y %Y n i% S M n/ .63`ie''C t�.Wi»�P'>Y LtV.GYGs.5Xa�'�'•„ r . 6,''i. , .. ✓u..v i,G`" g r' Tii ggyy��kk X j �}f�l�j 7tv .�q� �yq'� .'• ' SY i t ,,, � ' : �1 ,w t?'+tp .�a' f} 3 4j..,to-.�ix-=.m-.._ h - ri .*� 1—.. ,gyp .,. _+.xc trmrc--�:�r,a . ..vs._...--:�.,.-evr _ctu�s^„:xsi�w'S✓zY-.v. gg,✓ph`%/£ e Regular Employee 8 Part Time .75 6 Part Time .50 4 C. and D. — No change. E. Employees who are entitled and have earned sick time, may use this time on their normally scheduled work -days. No sick time will be paid for normal days off. At no time will an employee be paid regular pay and sick pay for the same time. Sick leave hours and regular hours may not exceed their normal scheduled shift. F. thru H. — No change. I. An employee who calls in sick when scheduled for r �y mandatory e311.3t-_r. m -r orkti rie will be able to use their sick time. The sick time will count as an occurrence and possibly lead to disciplinary action. Remainder of Section No change. PAGE 5 2021-1603 ORD2021-12 Amend Sec. 3-6-40. COVID-19 leave WicyReserved. A. On !Via Response -A kc9Pr1/4, oron-avirus show the County provides procedures related to the Fa-mily : o are temporary changes to sick leave policies and FMLA law during the COVID-19 event. Thi9 policy does not apply � or „-rice E--ieairn ;ap-a-rtm --nt, Buildings and Caseworkers, Adult Protection -G -as -e -workers, Coroner's Office, Pu-fi-c Safety Communications Department, Office of Emergency Management, Public Wor<s <s D to use WI neec i i PD -I-9 sick le-aa e, FMLA and pay -are set by FFCRA-and will apply to -any this CO`s r own earnec ti 1. The COVID-19 leave category allows paid leave of up to 80 hours (prorated for part time em employee may use this category for his or her first 80 hours of After ex: rave category an employe who is unable to perform or work must use .ieir sic< eave, vacation, a or personal _ leave days. 1=l' o4 employee -may -go into-nega e - ek emergency sick leave expires if th-e-JL, 3. Employees working -ring f� m disability after COVID-19 (80) hours, and t len must use their sick leave, vacation, accruec leave days. COVI-D 19 FM -LA Rules are as follow-s,- 1Fr 7 com time or Dersona y this policy, FFCRA-requires covered employers to pro -vide all 4 1 seeking 'I 2 Emp' &are is closed, ptections a gh the County's FMLA actor or self -certification that specifies which COVID-19 sons related o COVID-19 may also access FMLA a -access to paid leave. This t-lfmme is p ► ploy ► arm al -rate of pay. To be eligible theme -e- ptoyee must srti apply for FMLA through the County's FMLA administrator with either aecifies which COVID-19 condition applies. This paid e is subject to limits set by federal law. F. As states{ above, Health Department, Buildings and Grounds Department, Child Welfare, PAGE 6 2021-1603 ORD2021-12 Caseworkers, Adult Protec-b Department, Office of Emergency -Management, P bkc Works -Department, herefs-office, and Work R-4uded from COVID-19 pro 4ions under thr feller . ever, the County i terpre +ham exclusion r-e-mployees n or ,s. Meaning, miss may access ('(1\/Ifni '1 leay for th frs Ca�it ho ire i th�hey z symptoms, the sole caregiver for a de -pendent family mem under -au-a-ra -ire order or isolation Wider, buy not for childcare or Department Heads of e; or copy oc an r yrniato-riasT d Officials Amend Sec. 3-6-90. Leave of absence without pay (not to include FMLA Leave . r 080 ary leave). Remainder of Section — No change. Amend Sec. 3-6-100. Jury duty/witness. Ant I employees who is e u !-a y -e ,-p- `'yell, a s de -f1 -n d- ,'Sec i-o 1371-12-6, C . , and -who o 31sare required to serve as a witness in a case involving the County government or as a juror during scheduled work time, is entitled to paid leave not to exceed three (3) weeks (based on a 4O -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 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 for no more than their schedu e-d-h-ou-rs-fo- fihe day, up to 8-h-Gu-rs a day. Employees required to ws),tack _ d such closure due to Coin not be paid any additional salary, compensation or compensatory time off. 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 a.rn.-5 p.m. workday and the number of hours operations closed, less any actual hours worked. B. An employee already on leave of any type on a closure day shall be charged for that leave day as if County operations were normal. GC.An employee unable to be in attendance due to inclement weather or other emergencies when County operations and facilities are open shall be charged appropriate leave. D. An employee who normally teleworks on the day a county closure is declared should communicate with their manager to determine if they are recuired to continue to telework during the closure or use county closure time. E. Departments with 24 -hour operations; PAGE 7 2021-1603 ORD2021-12 1. Department Heads/Elected Officials should determine if normal staffing levels can be reduced and allow their employees to receive County Closure Hours. 2. Department Heads/Elected Officials should determine if, staff scheduled would be at risk to travel into work in unsafe conditions, and, if so, they should be granted County Closure Hours. 3. Staff will be paid for no more than their scheduled hours for the day, up to 8 hours a day. Department Heads/Elected Officials will need to notify the Controller of the employee's name and the specific time which has been granted for County Closure Hours. 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 one -hundred twent ' hoursl 5 days (prorated for part time employees) per calendarpayroll year of military leave (MLT) e4 —without loss of pay, sen4ority, status, performance rating, vacation leave, sick lea y e or other bengaged in A E. Upon returning to wiv-off:, the elected off1- r e rah e a d of —e service, exclusive of any t o -n the military voucher. The individual ha his or rarer military pay in-'- ecei n or � gular � - during which he or she was engaged in the military training or ervi-=ce. If an employee e't-s to key:3 the bey military pay fo-r benefit eli- g ;bfe part tine employees). The per -day rate is determined by the amount of the b a employee m determine -the -per -day Fat -Rd must forward -a -copy to within t r y r County.Employees are responsible for communicating to Human Resources their need for military leave (MLT) prior to commencing this leave, to discuss benefit eligibility and coverage and/or premium payments. As soon as an employee comes back from their deployment the employee is again responsible for contacting Human Resources. C. If an elected official, department head or employee's military status changes from reserve to active in time of war or other emergency as declared by proper military authority (extending 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 crira 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 will beis designated as unpaid leave unless proper documentation is submitted to the Department of m n Resol l � and Payroll.-; 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. 1 Delete E, F, and G. and reenact with the following: To receive regular Co PAGE 8 -ay rate of the voucher. The the time pe i-oc served to time (up i fs h 11'x!' red t an-�20-) 2021-1603 ORD2021-12 d- -a e -r-• --pe- - _ -- a - c n -e -it a 4 l a --p rat-i-rp-1 ye s) , e et4- e JS ' p r o- -vers-te-t an d� sir-E-1-una a n s ur c es a -r r to entec-i-Pig m1!!tac e-i-nee c- d- rs are not- -pi y issued f -vva 4u -dribs, is repro -s be- c -pc - -i- a --Q i - -e uResources the ! �r bre i ame pe ri -d-i n questifan in -order to be -p ai d4 r-th. - . rafy ° a f e_ .,� ta_a e m_p- — �' a-€ a a 1 s s g ��`-��'s�°"' d � d_'a �- �•• T� � �-'`a1-�-9 o-� � � �:+--Ff��t �fi_ e �... a � t�a a �. "�i � e v e m -p o ide a m i i- a-ry-L-S fed ° h' - �- re -e -r -ci _ which c v" - s e o f ---o- _ -i-l4t P a v -e . T h e d-o-c-u-r-rfn-ts-h-autd-be s e n° t -o --t l -e---Qep e n 6 o f -Hum an -R- e&au p c e --e - c-j14-11Fig-ter-ark : n h e p- a- m . a e a W an e sera - . ; U- lei. 5 ufl° es -t hrat--w l _ be -a-i4 o thee em —pd--) e a amounti-s_c a' a- e_ - rird t pa d a =^^�� y� -ate 1 9-'tl-' he- - 6 a 5' A . I4hen_-utti-a - n P --the- u r -d * to � � o -n u rbe =. a u -ante re p.. c -oar ��e-thy o; ,e f s--o-� n at a #s end a r e--ofdl- n e�Ve-d bg ti nn- 9 Hui aR s ?e -u-roe=" r 9 ; tl s --nai-te tm`-1 ' u r s kN il1 [—remain u n p._. -N i _ and n o4u4h e — �a ° n ! s -r 8 tl supply -the `f firi a s� —a `aowe i � e-nr+p- 'ee d i ria'4d , rd� o er t h o- n attend a nce o -a -d r !-! ; s' -n - l! so _ that -e-m i leas e a v wa s pa i-' -b. hie--Qo-u t , t n -t! e a -a ' m- s- received _ within4ne t s t ! kne _ frame , bo r ° a n of R., �.�--�a m- �1 oy,s -fr 4ke rorit a, ; y - -. .°tl gnc o-r4bie r l r ;-r-� c �- tl `-am / �r 1 o tl-t L a tl s , s in-i s4a e -ve p id -1 y .. e-Cemy will 11 e -� a, ,.- out . E. Upon returning to work from training there are two 2) options the elected official, department head or em iovee ma choose regarding Dar 1. Keep military pay without differential pay. If this option is chosen there is no additional action needed. 2. Keep pay and receive the differential pay. If this option is chosen, the LES must be turned into the Accounting Department within 30 days of your return. F. Leave of absence for extended military orders (deployment), elected official, department head, or employee will be placed on 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 e While the em aloyee is on unpaid military leave, the employee will continue to earn vacation and sock leave for yp to twelve (12} weeks. 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 oortion of their health premium. The employee must continue to make this payment, either in person or by mail. The payment must be received in the Human Resources Department by the erd of each month. if the payment is more than thirty (30) days late, the employee's health care coverage shall be drooped for the duration of the leave. 3. If an employee is enrolled in a supplemental life insurance plt n, this coverage will stop during a leave of absence. The County will discontinue the employee's basic life plan as well as any supplemental life coverage during the military leave of absence. This coverage PAGE 9 2021-1003 ORD2021-12 will stop the first pay period after the employee starts their Leave of Absence. 4. If any health benefits are terminated during the leave of absence due to nonpayment of the premium, the employee's coverage will lapse. Once an employee returns from their military leave of absence, these benefits may be reinstated immediately. ARTICLE VII — Wages and Hours Amend Sec. 3-740. Compensatory time off. Compensatory time off (comp time) in lieu of overtime may be given if there is an understanding between the Countydepartment and the employee to provide time off as compensation for overtime. To maintain a record of this understanding, a comp time form is available from the Accounting Department If an employee is eligible for comp time and is promoted to a diffececEtsalaried position, the employee will be paid out all earned comp time at the rate of pay prior to their promotion, and is no longer eligible for comp time. ARTICLE X — Pay Practices Amend Sec. ®10-120. Mechanics of the pay system. A and B. — No change. C. Promotions and reclassifications. 1 When a County employee is promoted to a higher --level classification in the same classification series, the employee will be placed at the entry level step for the classification. Promotions will ensure a minimum of five percent (5%) in pay increase. In the event the promotion in the classification series is less than five percent (5%), the employee shall be placed at the step which provides a minimum increase of five percent (5%). A six-month promotional review period shall exist for the employee in all cases of promotion. 2. Employees who are promoted and, due to the five=tpercent- (5%) increase rule, are placed outside of the current pay table range for that classification will receive only the initial pay increase of five percent (5%). They will then be placed in the grandfathered category and treated as such. 3. When a position is determined to be misclassified and is changed to a higher classification, the incumbent employee must qualify for the higher --level position within one (1) year. The incumbent employee will be placed in the new pay grade at their current step and step date. 4. — No change. D. and E. — No change. F. Upon an employee's termination/retirement of employment and once all time has been entered into the payroll system and approved an employee will receive their final pay in one of two ways: 1. If the pay is being processed during the normal monthly payroll cycle, the check will be a direct deposit into the account the employee has riven to payroll. PAGE 10 2021-1603 ORD2021-12 . the check needs to be processed outside of the normal monthly payroll processing (off- cyc e) the pay will be processed in the off -cycle processing on the second Tuesday and direct depositcd to the account on file. ARTICLE Xii ® Payroll end sec. 3®12-30. rote u re to correct pa -errors A. When an error in pay is identified by either the department head or elected official or the employee, notification should be made to the Accounting Department or-k}u ar-Resources immediately so corrections may be made. It is the responsibility of the Accounting Department, the department head or elected official and the employee to review pay information monthly to assure accuracy and to report errors in a timely manner. B. If any error that results in an underpayment is from time not being entered in the system by the employee or not resolving timesheet errors, the additional pay will be processed with the next regular payday- cycle. C. If an error results in an underpayment, and is anything other than employee error, a -se c SGkt h e correction will be processed opens -sewn -d -=rye -s t h -e--- p- -4h_o `: he nay payday, _ \N -b,: h v- r" -ism rata s an otlr -cy' l e ra gate dor P 'c9 Y r3, 1 D. All overpayments discovered will result in a collection action for the total amount immediately. A EA;'°PEN®IX -A ® ATT:: ,.CHEDa BE IT FURTHER •R®AINEv by the Board that the Clerk to the Board be, and hereby is, directed to arrange fr 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 FURTHE'= OR S AIMED 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 f the remaining portions hereof. The Board of County Commissioners hereby declares that it would have en<<cted 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. PAGE 11 2021-1603 ORD2021-12 The above and foregoing Ordinance Number 2021-12 was, on motion duly made and seconded, adopted by the following vote on the 2nd day of August, A.D., 2021. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO ATTEST: Steve Moreno, Chair Weld County Clerk to the Board Scott K. James, Pro -Tern BY: Deputy Clerk to the Board Perry L. Buck APPROVED AS TO FORM: Mike Freeman County Attorney Lori Saine Date of signature: First Reading: Publication: Second Reading: Publication: Final Reading: Publication: Effective: June 21, 2021 June 27, 2021, in the Greeley Tribune July 14, 2021 July 18, 2021, in the Greeley Tribune August 2, 2021 August 8, 2021, in the Greeley Tribune August 13, 2021 PAGE 12 2021-1603 ORD2021-12 APPENDIX 3-A DRUG USE AND ALCOHOL MISUSE SERVICE PROVIDERS AND ANSWERS FOR QUESTIONS The following entities provide services pursuant to this Policy: Substance Abuse Professional: (referred by Weld County) n ,a Fravel, LPC, CAC-H- Qualif,ed Substance -Abuse -Pm 363 W. Drake -Road, Suite 2 5 Phone: 970-495- X52 Michael P Giglio, LMFT Qualified Substance Abuse Professional (SAP) 155 W Harvard St. Ste #201 Fort Collins, CO 80525 FAX: 970-221-9818 Phone: 970-218-0612 Substance Abuse Professional: Charity Grimsley-Hinkley, MA, LPC, LAC, MAC Qualified Substance Abuse Professional (SAP) 4045 Wadsworth Blvd. Ste 306 Wheat Ridge CO 80033 FAX: 720-306-3572 Phone: 720-295-4852 Laboratory: MEDTOX Laboratories 402 West County Road D St. Paul, MN 55122 1-800-832-3244 Medical fffc Medical Technical Review Dr. Jeff Larsen, M.D., Chief MRO P. O. Box 490 Dr. Christine Kasser, M.D., Associate MRO Hudson, WI 54016 1-800-880-4444 Persons with questions regarding Weld County's Policies Implementing the Federal Transit Administration Regulations on Drug Abuse and Alcohol Misuse should contact: Michelle Raimer Weld County Department of Human Resources mraimer@co.weld.co.us 970 -3 -Ka -40O0 -x1233400-4233 - Office 970-352-9019400-4024 - Fax PAGE 13 2021-1603 ORD2021-12 Hello