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Home My WebLink About20211604.tiffNOTICE OF FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2021-12 was introduced on first reading on June 21, 2021, and a public hearing and second reading was held on July 14, 2021. A public hearing and final reading was completed on August 2, 2021, 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 0 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: 2021-12 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE EFFECTIVE DATE: August 13, 2021 BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: August 6, 2021 PUBLISHED: August 8, 2021, in the Greeley Tribune o2-/- 7(a4L NOTICE OF FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2021-12 was Introduced on first reading on June 21, 2021, and a public hearing and second reading was held on July 14, 2021. A public hearing and final reading was completed on August 2, 2021. with no change being made to the text of said Ordinance, and on motion duly made and seconded, was adopt- ed. 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 Beard of County Com- missioners, 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.weidgov.com). E-mail messages sent to an individual Commissioner may not be in- cludedgin the case file. To ensure inclusion of your e-mail corre- spondence the case file, please send a copy to egesick® ORDINANCE NO: 2021-12 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOUR- CES OF THE WELD COUNTY CODE EFFECTIVE DATE August 13, 2021 BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: August 6,2021 PUBLISHED: August 8, 2021, in the Greeley Tribune - 1822446 Prairie Mountain Media, LLC PUBLISHER'S AFFIDAVIT County of Weld State of Colorado The undersigned, Shayla Nalera , 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 for a 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): Aug 8, 2021 Su scr'bed and sworn t ne before me this day of , 026 C)/ Notary Pu is (SEAL) MELISSA L NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20064049936 MY COMMISSION EXPIRES DECEMBER 11, 2022 Account: Ad Number: Fee: 1099690 1822446 $12.16 1.4 NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2021-12 was introduced on first reading on June 21, 2021, and a public hearing and second reading was held on July 14, 2021, 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 August 2, 2021. 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. 2021-12 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 2, 2021, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: July 16, 2021 PUBLISHED: July 18, 2021, in the Greeley Tribune e;2_0021— NOTICE of SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2021-12 was Introduced on first reading on June 21, 2021, and a public hearing and second reading was held on July 14, 2021, with no change being made to the text of said Ordi- nance. A public hearing and third reading is scheduled to be held In the Chambers of the Board, located within the Weld County Administration Building, 1190 0 Street, Greeley, Colorado 80631, on August 2, 2021. 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 tha office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 0 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 Ccunty Web Page (www.weldgov.com). E-mail messages sent to an individual Commissioner may not be in- cluded in the case file. To ensure inclusion of your e-mail corre- spondence Into the case Rie, please send a copy to egeslck® weldgov.com. ORDINANCE NO. 2C21.12 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOUR- CES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 2, 2021, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: July 16, 2021 PUBUSHED: July 18, 2021, in the Greeley Tribune - 1816802 Prairie Mountain Media, LLC PUBLISHER'S AFFIDAVIT County of Weld State of Colorado The undersigned, Shavla Nalera , 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 for a 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): Jul 18. 2021 Subscribed /��and sworn to me before me this 1 Iyday of , ✓'w"t . Notary P (SEAL) lic • • MELISSA L NAJERA NOTARY PUBLIC STATE OF COLORADO (VOTARY ID 20064049936 MY COMMISSION EXPIRES DECEMBER 11, 2022 Account: Ad Number: Fee: 1099690 1816802 $13.68 1.4 202 NOTICE OF FIRST READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2021-12 published below, was introduced and, on motion duly made and seconded, approved upon first reading on June 21, 2021. 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 July 14, 2021. 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, exhibis 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. 2021-12 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: July 14, 2021, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: June 25, 2021 PUBLISHED: June 27, 2021, in the Greeley Tribune WELD COUNTY CODE ORDINANCE 2021-12 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 2021-1604 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 of the Weld County Code be, and hereby is, repealed and re-enacted, with amendments, to read as follows. CHAPTER 3 HUMAN RESOURCES ARTICLE II — Employment Information Amend Sec. 3-2-50. Vacancies. A. - No change. B. Applications are screened by the Department of Human Resources by comparing the applicant's qualifications to the job requirements. In specialized professional fields, departments may assist in the screening process. The Department of Human Resources is 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. Department heads or elected officials are the only authorized appointing officials for the County. This authority cannot be delegated. Remainder of Section — No change. Amend Sec. 3-2-90. Employee definitions. A. — No change. B. Promotional/transfer review. Employees promoted or transferred into a new position will be under an initial review status for six (6) months. The promotional/transfer initial review status may be extended beyond the 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). Remainder of Section — No change. Add Section 3-2-130. Weld County Teleworking Guidelines. 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. 5. The employee is scheduled to work full time (40 hours per week), unless otherwise specified by the department head or elected official. C. If an employee is interested in teleworking, they should submit a request to, and receive support from, their immediate supervisor/manager. When teleworking terms are determined, and the immediate supervisor/manager or division head (as appropriate) are in support of the arrangement, the guidelines and appropriate documentation should be completed and submitted to the department head or elected official for review and approval. Permission to telework is dependent upon the employee having a suitable alternative worksite location at the off -site premise(s), and on their compliance with the guidelines. A department head or elected official may require verification of the work location(s) and proof of the suitability of the alternative worksite through pictures or other reasonable means. D. If a teleworking arrangement is granted, it is granted on a temporary and revocable basis and may be discontinued by the department/office at any time and for any reason. In addition, an employee may discontinue participation in teleworking at any time (except in those circumstances where teleworking is required of the position or an event declared an emergency by the Board of County Commissioners requires an employee to telework). Teleworking arrangements are reviewed annually and may be modified at any time due to the business needs within the department/office, employee performance, or other unforeseen factors. If teleworking is approved due to an emergent event, teleworking is approved for the duration of the event only. Add Sec. 3-2-140. Alternative Work Schedules. An Alternative Work Schedule is an arrangement that allows an employee to alter the starting and/or end time of her/his workday. Employees still work the same number of scheduled hours as they would under a traditional work schedule. Alternative Work Schedule is an arrangement that allows an employee to alter the start and end times of their workday around the normal County established hours of operations Monday - Friday 8 a.m.-5 p.m. Alternative Work Schedule for the employee should not negatively affect the workload or productivity of coworkers either by shifting burdens or creating delays and additional steps in the workflow. The department head/elected official shall ensure that other employees in the same department/office understand how and why workplace flexibility functions. The use of an alternate work schedule option does not preclude an employee's attendance, if necessary, at meetings, training sessions, or similar events or occurrences scheduled on days or at times when the employee would customarily not be working due to an alternate schedule option. It is the employee's responsibility to communicate with their supervisor/manager regarding their availability during standard business hours while using the alternative work schedule option. All exempt employees are subject to on -call procedures and may be contacted 24/7/365. A. Exempt/Nonexempt Employee: Exempt positions are excluded from overtime regulations. Nonexempt employees, as the term implies, are not exempt from FLSA requirements. Employees who fall within this category must be paid at least the federal minimum wage for each hour worked and given overtime pay of not less than one -and -a -half times their hourly rate for any hours worked beyond 40 each week. See Section 3-7-30 of the Weld County Code for more information for overtime rules. B. Request and Approval: The employee initiates the request for Alternative Work Schedule by submitting a formal proposal to their supervisor/manager and/or department head or elected official. 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 and 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 hours, 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 a 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. A 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 Administration will attempt reconciliation. If reconciliation is undertaken and it is not successful, a grievance hearing will be scheduled. Remainder of Section — No change. ARTICLE VI — Leave Time Benefits Amend Sec. 3-6-10. Vacation leave. A. and B. — No change. Add 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 time taken if the employee has no vacation time available. Table 3.4 Annual Vacation Accrual — No change. C. thru E. — No change. Reletter as D. thru F. Amend Sec. 3-6-20. 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. The accrual rate is shown on Table 3.5: Table 3.5 Sick Leave Accrual Rates 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 workdays. 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 any mandatory worktime 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. Amend Sec. 3-6-40. Reserved. Amend Sec. 3-6-90. Leave of absence without pay —(not to include FMLA Leave or military leave). Remainder of Section — No change. 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, is 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 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 a.m.-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. C. 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 required to continue to telework during the closure or use county closure time. E. Departments with 24 -hour operations; 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 15 days (prorated for part time employees) per payroll year of military leave (MLT). B. 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 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. Delete E, F, and G. and reenact with the following: E. Upon returning to work from training there are two (2) options the elected official, department head or employee may choose regarding pay: 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. While the employee is on unpaid military leave, the employee will continue to earn vacation and sick leave for up 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 portion 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 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. If an employee is enrolled in a supplemental life insurance plan, 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 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. 3-7-70. Compensatory time off. Compensatory time off (comp time) in lieu of overtime may be given if there is an understanding between the department 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 salaried 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. 3-10-120. 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 percent (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 given to payroll. 2. If the check needs to be processed outside of the normal monthly payroll processing (off - cycle) the pay will be processed in the off -cycle processing on the second Tuesday and direct deposited to the account on file.ARTICLE XII — Payroll Amend Sec. 3-12-30. Procedure to correct errors in pay. 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 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 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 pay cycle. C. If an error results in an underpayment, and is anything other than employee error, the correction will be processed as an off -cycle pay check. D. All overpayments discovered will result in a collection action for the total amount immediately. AMEND APPENDIX 3-A — ATTACHED. 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. Affidavit of Publication MM. 9A- AnN .n sea -M Ywle. MSS WOW aOaOMMMC. PINE. -Ile O.mi. Pers.M1 MIACalyane MWAS es be&MMA AWAML.LApmALL.A ',Owns <Ip.AWPra al onMAonwdWy PP*AFLl r yMJAAAI. MyI.A ASH bats b°ia5 hALt AbmpdM.pewLP m.dk emMMsroamd'n IN bAM.. puMk Aeay 1.1 reMM k ul W detl ro N AdE In w CNemm. al a 8wa. kaleE rrAAb GwWesSe.mA Warm IAMO SPM. Ommp. Cdnra MI, enSM11SOIL M ° e mons es. manner Matadi aM..ol.Oawmatw ad le .ma Iwo: Mmes emsd. Rose b al a a Paa..s a pwM 011 40.2S. or m 070)336.133.1. L amYa Mmalmat zones. 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Mny Naas MP f PSMIMwfwMI w AMM.S .01 nay PWpn. sub.. parail.. • Mm.M WnePM.AMpadnelm mnMAa.Mea tow. lyb. pPaa. A see. . MMH. M paW It eWAdAae row BLMawa1 or Mo. Pais. Maley Nune,MB n, ADO1- nI L AD, STATE OF COLORADO County of Weld, I Shayla Najera SS. 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 27th day of June A.D. 2021 and the last publication thereof: in the issue of said newspaper bearing the date of the 27th day of June A.D. 2021 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. Subs r ed and sworn to before me this day of June, 2021 in the County o Weld, State of Colorado Account#1099690 Ad #1811321 Cost $148.98 MELISSA L NAJERA NOTARY PUBLIC STATE OF COLORADO NOTARY ID 20064049936 MY COMMISSION EXPIRES DECEMBER 11, 2022 Hello