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Home My WebLink About20172659NOTICE OF FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 was introduced on first reading on July 31, 2017, and a public hearing and second reading was held on August 14, 2017. A public hearing and final reading was completed on August 28, 2017, with no change being made to the text of said Ordinance, and on motion duly made and seconded, was adopted. Effective date of said Ordinance is listed below. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.co.weld.co.us). 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@co.weld.co.us. ORDINANCE NO. 2017-07 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE EFFECTIVE DATE: September 16, 2017 BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: September 1, 2017 PUBLISHED: September 6, 2017, in the Greeley Tribune O2O Affidavit of Publication NOTICE OF. FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 was introduced on first reading on July 31, 2017, and a public hearing and second reading was held on Au- gust 14, 2017. A public hearing and final reading was complet- ed on August 28, 2017, with no change being made to the text of said Ordinance; and on motion duly made and seconded, was adopted. Effective date of said Ordinance is listed below. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be ac- cessed through the Weld County Web Page (www.co.weld.co.us). 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@co.wetd.co.us. ONCE NO. ORDINANCE NATITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE EFFECTIVE DATE: September 16, 2017 BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: S tember 1, 2017 PUBLIS September 6, 2017, in the Greeley Tribune The Tribune September 6, 2017 STATE OF COLORADO County of Weld, I Kelly Ash of said County of Weld, being duly sworn, say that I am an advertising clerk of THE GREELEY TRIBUNE, SS. that the same is a daily 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 contained in the Sixth day of September A.D. 2017 and the last publication thereof: in the issue of said newspaper bearing the date of the Sixth day of September A.D. 2017 that said The Greeley Tribune 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. September 6, 2017 Total Charges: $10.53 6th day of September 2017 My Commission Expires 2/14/2019 a Notary Public jERILYN L. MARTINEZ NOTARY PUBLIC STATE OF COLORADO NOTARY ;D 20074006708 MY COMMISSION EXPIRES FEEMARY 14, 2019 NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 was introduced on first reading on July 31, 2017, and a public hearing and second reading was held on August 14, 2017, 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 28, 2017. 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.co.weld.co.us). 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@co.weld.co.us. ORDINANCE NO. 2017-07 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 28, 2017, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: August 11, 2017 PUBLISHED: August 16, 2017, in the Greeley Tribune .9f -O/7 aZ40.5% Affidavit of Publication NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 was introduced on first reading on July 31, 2017, and a public hearing and second reading was held on Au- gust 14, 2017, with no change being made to the text of said Or- dinance. 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, Colo- rado 80631, on August 28, 2017 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 Admin- istration 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.co.weld.co.us). E -Mail messages sent town 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@co.weld.co.us. ORDINANCE NO. 2017-07 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 28, 2017, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: August 11, 2017 PUBLISHED: August 16, 2017, in the Greeley Tribune The .Tribune August 16, 2017 STATE OF COLORADO County of Weld, I Kelly Ash of said County of Weld, being duly sworn, say that I am an advertising clerk of THE GREELEY TRIBUNE, SS. that the same is a daily 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 contained in the Sixteenth day of August A.D. 2017 and the last publication thereof: in the issue of said newspaper bearing the date of the Sixteenth day of August A.D. 2017 that said The Greeley Tribune 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. August 16, 2017 Total Charges: $12.38 28th day of August 2017 My Commission Expires 2/14/2019 -1 Notary Public JERILYNN L. MARTINEZ NOTARY PUBLIC STATE OF COLORADO NOTARY I) 20074th -A709 i 1 t n J n e. NOTICE OF FIRST READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 published below, was introduced and, on motion duly made and seconded, approved upon first reading on July 31, 2017. 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 August 14, 2017. All persons in any manner interested in the reading of said Ordinance are requested to attend and may be heard. Please contact the Clerk to the Board's office at phone (970) 400-4225, or fax (970) 336-7233, prior to the day of the hearing if, as the result of a disability, you require reasonable accommodations in order to participate in this hearing. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado, between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.co.weld.co.us). 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@co.weld.co.us. ORDINANCE NO. 2017-07 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 14, 2017, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: July 28, 2017 PUBLISHED: August 2, 2017, in the Greeley Tribune ******* WELD COUNTY CODE ORDINANCE 2017-07 IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF WELD, STATE OF COLORADO: WHEREAS, the Board of County Commissioners of the County of Weld, State of Colorado, pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the authority of administering the affairs of Weld County, Colorado, and 2017-2659 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 certain existing Chapters of the Weld County Code be, and hereby are, repealed and re-enacted, with amendments, and the various Chapters are revised to read as follows. CHAPTER 3 HUMAN RESOURCES Amend Sec. 3-2-40. Promotions/transfers. A. Promotions and transfers may be given to employees for the purpose of better utilizing the abilities of County employees. The County is interested in employee development and encourages all employees to prepare for advancement to higher positions. B. Promotions and transfers from within the County are made when appropriate. County employees are encouraged to apply for vacancies for which they are qualified by completing the Weld County Employment Application. County employees who meet the position criteria may be selected for interview for the position. Department heads and elected officials have the discretion to promote individuals within their departments based on performance and/or qualifications without advertising a position or without conducting interviews. Amend Sec. 3-2-110. Benefit table. Table 3.3 describes benefits by employee type for County employees: Table 3.3 Benefit Table by Employee Type No *Yes Yes No *Yes *Yes *Prorated. An employee must consistently work 20 hours or more per week to receive a prorated health insurance benefit. ** Temporary part-time employees working 30-39 hours are eligible for health insurance. +All employees of the Department of Public Health and Environment will be members of PERA. Working after retirement employees must refer to their employment contracts for explanation of benefit eligibility. Amend Sec. 3-6-05. Leave restriction. Employee Leave Benefits are not an entitlement; they are a privilege to be earned and can be 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 unless the employee's supervisor, in consultation with his or her department director or elected official, believes it to be in the County's best interests to allow the employee to have more than six (6) months of leave. Amend Sec. 3-6-10. Vacation leave. A. — No change. 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 work requirements of the department. Scheduled vacations may be canceled at any time for any reason by the department head or elected official. Annual vacation is earned according to length of County service as shown on Table 3.4. Accrued vacation hours must be earned prior to being available to the employee. Table 3.4 — No change. C. An employee cannot accumulate in excess of 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 of retiring employees. Earned but unused vacation is only payable upon termination of employment. Remainder of section — No change. Amend Sec. 3-6-20. Sick leave. A. — No change. B. All regular employees are eligible for sick leave after one (1) full pay period of employment. Sick leave is accrued from date of hire. The accrual rate is shown on Table 3.5: Table 3.5, 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. 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 loss 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 the serious health condition occurs during, and is the apparent result of, a pandemic health emergency which has been declared by the County Health Officer. G. All employees who are eligible to accrue 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 consecutive sick leave days taken at any one (1) time or a combination of hours equaling one (1) sick day (prorated for standard hours worked in a day up to eight [8] hours). Employees who exceed the five (5) occurrences are subject to disciplinary action, including but not limited to the revocation of all sick leave privileges as set forth in this Section, suspension, leave without pay and/or termination. Sick leave which occurs during, and as the apparent result of, a pandemic health emergency which has been declared by the County Health Officer shall not be considered as a sick leave occurrence pursuant to this Subsection. H. Advanced sick leave is not permitted. Employees may not carry negative sick hours. The County will not pay out earned sick leave in lieu of taking the time. I. An employee who calls in sick when scheduled for mandatory overtime will be able to use their sick time. The sick time will count as an occurrence and possibly lead to disciplinary action J. An employee cannot accumulate in excess of four hundred eighty (480) hours of sick leave (prorated for benefit eligible part time employees). Amend Sec. 3-6-50. Family and medical leave policy. A. through K. — No change. L. Use of paid and unpaid leave. 1. If the employee has accrued paid leave, the employee must use applicable paid leave first and then take the remainder of any approved FMLA as leave without pay; however, an employee may still receive a portion of pay, if eligible, and qualifies for the Short -Term Disability benefit. 2. Leave taken due to serious health condition. a. A regular, benefited employee who is taking leave because of the employee's own serious health condition will qualify and become eligible for Short -Term Disability after exhausting all accrued sick leave or on the 31st calendar day of continuous leave, whichever occurs later. If the employee does not have enough sick leave to cover the 30 -day waiting period for Short -Term Disability, then the employee will be required to use any comp time, vacation leave or other earned leave prior to being permitted to code time as leave without pay. Once eligible for Short -Term Disability, the employee will no longer be required to use their vacation, comp time or other earned leave benefits, as Short -Term Disability will begin as their paid benefit, and the time while on Short -Term Disability is to be coded as leave without pay. b. An employee who is taking leave because of a serious health condition for the employee's family member will not qualify for Short -Term Disability. Under the County's sick leave policy, the limit of paid sick leave to care for family members is a maximum of forty (40) hours total per payroll year. After which time, leave without pay is to be used once all other accrued/earned time as been exhausted first, regardless if there is still a sick balance. 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 for 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. 1. The employee may take FMLA leave in twelve (12) consecutive weeks, intermittently (taken periodically and only if approved by the Department of Human Resources working with the Department Head or Elected Official for cases of parental bonding) under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced -hour schedule, or any combination therein. In all cases, the FMLA leave may not exceed a total of twelve (12) weeks over a rolling twelve-month period. Remainder of M and N — No change. O. Procedure for requesting leave. 1. Except where leave is not foreseeable, all employees requesting leave under this policy must submit the request, to the responsible FMLA administrative vendor. The FMLA administrative vendor will work with the Department of Human Resources if the employee is eligible to return to work with restrictions or accommodation requests have been submitted. The Department of Human Resources will work with the Department Head/Elected Official on these requests. ONLY the Department Head/Elected Official may approve requests for accommodations for their departments. 2. and 3. — No changes. 4. While on leave, employees are requested to report periodically to the Department of Human Resources regarding the status of the medical condition and their intent to return to work. Remainder of section — No changes. 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. 3-6-90. Leave of absence without pay — (not to include FMLA Leave). Remainder of section — No change. 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 County 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 Department of Human Resources. If an employee is eligible for comp time and is promoted to a different position, the employee will be paid out all earned comp time at the rate of pay prior to their promotion. Amend Sec. 3-8-30. Communicable disease policy. Repeal and Re-enact in its entirety, as follows: A. The County strives to be in compliance with all equal opportunity laws, including those involving persons with disabilities. The County is committed to providing fair and equal employment opportunities for all individuals, including those who have been exposed to communicable and/or transmittable diseases. The County is also committed to providing a safe workplace for all employees and a safe environment for the public. B. All medical information gained by the County about the health status of an employee, including the identity of an employee affected by a communicable disease, shall be confidential. County employees will refrain from releasing any information pertaining to a person diagnosed as having a serious medical illness. Knowledge of any person so affected will be confined to those persons with a direct need to know. C. In cases involving a communicable disease, determination of safety in the workplace will be made based on current and well-informed medical judgments concerning the disease, the risks of transmitting the illness to others, and the symptoms and special circumstances of each individual. Guidance from the Public Health Officer will be taken into account. The County reserves the right to exclude a person with a communicable disease from County facilities, programs, and functions if the County finds that, based on a medical determination, such restriction is necessary for the welfare of the person who has the communicable disease and/or the welfare of others within the workplace. If a determination is made by the County, after consultation with the Public Health Officer, that a medical condition poses little or no threat to health and safety in the workplace setting, the County is not obligated to make any special accommodations for an employee who refuses to work with an affected co-worker or the public. Employees who refuse to work with an affected co-worker or the public may be disciplined up to, and including, termination. D. The incidence of serious or life -threatening illnesses that are readily transmissible during interaction in the workplace is low. However, because the presence of a serious disease that is transmitted by airborne droplets (for instance, active TB and measles) or other modes of transmission can pose a threat to the health and safety of employees or the public, the following responsibilities apply to affected employees, their supervisors, department heads, elected officials, the Department of Human Resources, and the Public Health Officer. 1. Employee responsibilities: An employee with a serious, easily transmissible disease, such as active TB or measles, has the responsibility to remove himself or herself from the workplace until the employee is no longer infectious. The infectiousness of the employee shall be determined by a medical professional. The employee is required to inform the Department of Human Resources of this communicable disease upon diagnosis or suspicion of diagnosis. If the affected employee is unsure whether his or her illness meets this criteria, he or she is responsible for verifying with the Department of Human Resources. The employee is not required to inform his or her supervisor of this illness. The employee may also be required by the County to obtain a medical certification that he or she does not represent a threat to coworkers or the public prior to being permitted to return to work. 2. Supervisor responsibilities: Supervisors shall not reveal the identity or the presence of an affected employee to anyone other than the Department of Human Resources. 3. Department head and elected official responsibilities: A department head or elected official who is told of the presence of an affected employee in his or her department shall not reveal the identity or the presence of an affected employee to anyone other than the Department of Human Resources and/or the Public Health Officer so that appropriate contact follow-up can be started. 4. Department of Human Resources responsibilities: Once informed of the disease, the Department of Human Resources shall provide details of the situation, including the name of the affected employee to the Public Health Officer to determine the threat level to coworkers and the public. 5. Public Health Officer responsibilities: The Public Health Officer will assess the situation and determine whether the coworkers or members of the public could have been exposed to the infectious agent in the workplace and take steps to minimize the risk of disease transmission. The Public Health Officer and his or her public health team will be available to answer any questions regarding communicable diseases. E. Serious or life -threatening illnesses that are caused by blood -borne or sexually transmitted infectious agents are not readily transmissible through interaction in the workplace. These conditions, including AIDS and Hepatitis C, are transmitted by blood contamination from the bloodstream of one (1) person to the bloodstream of another and by intimate sexual contact. The following responsibilities apply to affected employees, their supervisors, department heads and elected officials. 1. Employee responsibilities: Employees infected with blood -borne or sexually transmitted infectious agents such as HIV or Hepatitis C do not pose a threat to the health and safety of employees in the workplace. Therefore, they are not required to remove themselves from the workplace or tell their supervisor about their condition. 2. Supervisor responsibilities: Supervisors who find out about such a condition by voluntary disclosure or suspect the presence of such a condition shall not reveal the identity or presence of an affected employee. 3. Department head and elected official responsibilities: Department heads or elected officials who find out about such a condition by voluntary disclosure or disclosure from a supervisor, or suspect the presence of such a condition, shall not reveal the identity or presence of an affected employee, even anonymously, to any County employee or other individual, except: a. Department heads and elected officials shall contact the Public Health Officer to gather information about specific concerns or educational needs in their departments and information on support services or referrals. The Department head or elected official will not reveal the identity of the employee to the Public Health Officer. b. Department heads and elected officials shall consult the Department of Human Resources to gather information about personnel decisions. The department head or elected official will not reveal the identity of the affected employee to the Department of Human Resources unless the employee specifically consents to such identification. F. When a communicable disease affects the health of an employee to the point where his or her job performance suffers, personnel decisions will be made on the same basis as they would when other serious health problems come to the attention of the supervisor, department head or elected official. G. The County realizes that certain employees, as a result of their job, are at risk concerning exposure to the HIV, Hepatitis B virus (HBV) and other blood -borne pathogens. The County has chosen to set up guidelines that conform to the OSHA guidelines. H. It is the intent of the County to employ universal precautions for exposures, meaning that all human blood and certain body fluids are considered potentially infectious. All departments must report any possible exposure to the Department of Human Resources using the procedures outlined elsewhere for workers' compensation reporting. In addition, the departments shall immediately telephone the Department of Human Resources on possible exposures so instructions can be given on medical procedures to follow. I. The following departments have comprehensive plans specific to their departments on file with the Department of Human Resources: Department of Public Health and Environment, Sheriff's Office and Coroner's Office. Comprehensive plans include the following criteria: 1. Exposure determination. a. A list of all job classifications in which all or some of the employees have occupational exposure. b. A list of all tasks and procedures in which occupational exposure occurs and that are performed by employees. 2. Plan documentation. Plans should be updated at least annually and whenever necessary to reflect new or modified tasks with occupational exposure. a. Engineering and workplace controls. b. Appropriate personal protective apparatus, including instructions for its use, accessibility and maintenance. c. Procedures for a clean and sanitary work site, including decontamination of equipment, handling of regulated waste and handling of contaminated laundry. d. Procedure for providing Hepatitis B vaccination. e. Procedure for post -exposure evaluation and follow-up, including workers' compensation reporting and employee testing. f. Procedure for record keeping. g. Procedures for training new and current employees, including record keeping, trainer qualifications and content. h. Signs and labels to communicate hazards. Amend Sec. 3-8-40. Medical examinations. A. Medical qualifications are realistic physical standards to assure that an employee is physically able to perform the duties to the standards set by the County. All employees must meet the medical standards for their specific position. Applicants for a position may be required to participate in post offer screenings. An employee may be required to take a fit -for -duty exam as a condition of continued employment if, in the judgment of the department head or elected official, along with the Department of Human Resources, the employee's health appears to be adversely impacting job performance, the assigned duties could be detrimental to the health of the employee or the exam or screening is required by state or federal law. B. The Department of Human Resources will schedule the fit -for -duty exam and screenings as soon as possible once requested by the department head or elected official. An employee may be placed on administrative paid leave pending the results. These exams or screenings requested by the County will be paid for by the County. The Department of Human Resources will receive the results. Amend Sec. 3-10-90. Pay steps. The following policy is for all employees not considered public safety (ie: Sheriff Office sworn Detention and Patrol Deputy classifications, and Communication Specialists classifications.) Remainder of Section — No change. Add Sec. 3-10-95. Pay steps in its entirety. Sec. 3-10-95. Pay steps. The following policy is for public safety (ie: Sheriff Office sworn Detention and Patrol Deputy classifications, and Communication Specialists classifications.) Pay steps are described as follows: A. Step 1: Entry Step. B. Step 2: Qualified Step. Movement to this step from the entry step requires at least six (6) months of satisfactory performance at the entry step. C. Step 3: Proficient Step. Movement to this step from the qualified step requires at least six (6) months of satisfactory performance at the qualified step. D. Step 4: Second -Year Proficient Step. Persons who have completed two (2) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the proficient step requires at least one (1) year of satisfactory performance at the proficient step. E. Step 5: Third -Year Proficient Step. Persons who have completed three (3) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the second -year proficient step requires at least one (1) year of satisfactory performance at the second -year proficient step. F. Step 6: Fourth -Year Proficient Step. Persons who have completed four (4) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the third -year proficient step requires at least one (1) year of satisfactory performance at the third -year proficient step. G. Step 7: Fifth -Year Proficient Step. Persons who have completed five (5) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the fourth -year proficient step requires at least one (1) year of satisfactory performance at the fourth -year proficient step. H. Step 8. Seventh -Year Proficient Step. Persons who have completed seven (7) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the fifth -year proficient step requires at least two (2) years of satisfactory performance at the fifth -year proficient step. I. Step 9: Ninth -Year Proficient Step. Persons who have completed nine (9) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the seventh -year proficient step requires at least two (2) years of satisfactory performance at the seventh -year proficient step. NOTE: Progression up the pay steps is not automatic. A step increase can be delayed until the employee's performance is satisfactory, in the opinion of the department head or elected official. The above pay steps would not correspond to time in classification if the incumbent was promoted into a higher step due to minimum five -percent increase for promotions or initially hired at the qualified step, if a position was reclassified or if a pay step was delayed because of performance. Time would then be determined by length of time in a pay step. 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 STATE OF COLORADO ss. County of Weld, I Kelly Ash of said County of Weld, being duly sworn, say that I am an advertising clerk of THE GREELEY TRIBUNE, that the same is a daily 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 contained in the Second day of August A.D. 2017 and the last publication thereof: in the issue of said newspaper bearing the date of the Second day of August A.D. 2017 that said The Greeley Tribune 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. August 2, 2017 Total Charges: $194.25 2nd day of August 2b 17 My Commission Expires 2/14/2019 r _ - NOTARY Purm.. m STATE OF COLORADO NOTARY 10 20074006708 MY COMMISCION EXPIRES FEBRUARY 14, 2019 NOTICE OF FIRST READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2017-07 published below, was introduced and. on motion duly made and seconded, approved upon first read- ing on July 31, 2017. 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 0 Street, Greeley, Colorado 80631. on August 14, 2017. 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 tax (970) 336-7233, prior to the day of the hearing if. as the result of a disability, you require reasonable accommodations in order to participate in this hearing. Any backup material, exhibits or information previously submitted to the Board of County Commissioners concerning this matter may be examined in the office of the Clerk to the Board of County Commissioners, located within the Weld County Administration Building, 1150 O Street, Greeley, Colorado. between the hours of 8:00 a.m. and 5:00 p.m., Monday thru Friday, or may be accessed through the Weld County Web Page (www.co.weld.co.us). E -Mail mes- sages sent to an individual Commissioner may not be included in the case file. To ensure inclusion of your E -Mail corre- spondence into the case file, please send a copy to egesick@ co.weld.co.us. ORDINANCE NO. 2017-07 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: August 14, 2017, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY. COLORADO DATED: July 28, 2017 PUBLISHED: August 2, 2017, in the Greeley Tribune WELD COUNTY CODE ORDINANCE 2017-07 iN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF WELD, STATE OF COLORADO: WHEREAS. the Board of County Commissioners of the County of Weld, State of Colorado, pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the author- ity 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 certain existing Chapters of the Weld County Code be. and hereby are, repealed and re-enacted, with amendments, and the various Chapters are revised to read as follows. CHAPTER 3 HUMAN RESOURCES Amend Sec. 3-2-40. Promotions/transfers. A. Promotions and transfers may be given to employees for the purpose of better utilizing the abilities of County employees. The County is interested in employee development and encour- ages all employees to prepare for advancement to higher positions. B. Promotions and transfers from within the County are made when appropriate. County employees are encouraged to apply for vacancies for which they are qualified by completing the Weld County Employment Application. County employees who meet the position criteria may he selected for interview for the position. Department heads and elected officials have the dis- cretion to promote individuals within their departments based on performance and/or qualifications without advertising a posi- tion or without conducting interviews. Amend Sec. 3-2-110. Benefit table. Table 3.3 describes benefits by employee type for County employees: during, and as the apparent result of, a pandemic health emer- gency which has been declared by the County Health Officer shall not be considered as a sick leave occurrence pursuant to this Subsection. H. Advanced sick leave is not permitted. Employees may not carry negative sick hours. The County will not pay out earned sick leave in lieu of taking the time. I. An employee who calls in sick when scheduled for mandatory overtime will be able to use their sick time. The sick time will count as an occurrence and possibly lead to disciplinary action. J. An employee cannot accumulate in excess of four hundred eighty (480) hours of sick leave (prorated for benefit eligible part time employees). Amend Sec. 3-6-50. Family and medical leave policy. A. through K. - No change. L. Use of paid and unpaid leave. 1. If the employee has accrued paid leave, the employee must use applicable paid leave first and then take the remainder of any approved FMLA as leave without pay; however. an employee may still receive a portion of pay, if eligible, and qualifies for the Short -Term Disability benefit. 2. Leave taken due to serious health condition. a. A regular. benefited employee who is taking leave because of the employee's own serious health condition will qualify and become eligible for Short Term Disability after exhausting all accrued sick leave or on the 31st calendar day of continuous leave, whichever occurs later. If the employee does not have enough sick leave to cover the 30 -day waiting period for Snort - Term Disability. then the employee will be required to use any comp time, vacation leave or other earned leave prior to being permitted to code time as leave without pay. Once eligible for Short -Term Disability, the employee will no longer be required to use their vacation, comp time or other earned leave benefits. as Short -Term Disability will begin as their paid benefit, and the time while on Short -Term Disability is to be coded as leave without pay. b. An employee who is taking leave because of a serious health condition for the employee's family member will not qualify for Short -Term Disability. Under the County's sick leave policy, the limit of paid sick leave to care for family members is a maximum of forty (40) hours total per payroll year. After which time. leave without pay is to be used once all other accrued/earned time as been exhausted first. regardless if there is still a sick balance. 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 for child birth, an employee is no longer considered to he on leave for their own serious -health condi- tion. The employee must then use all applicable accrued paid leave and then will be eligible for unpaid leave for the remain- der 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, qualify- ing sick leave, personal leave and comp time prior to being eligible for unpaid family leave. Care leave for adoption, birth or foster care expires twelve (12) months from the date of the birth or placement. M. Intermittent leave or a reduced work schedule. 1. The employee may take FMLA leave in twelve (12) con- secutive weeks. intermittently (taken periodically and only if approved by the Department of Human Resources working with the Department Head or Elected Official for cases of parental bonding) under certain circumstances, may use the leave to reduce the workweek or workday. resulting in a reduced -hour schedule, or any combination therein. In all cases, the FMLA leave may not exceed a total of twelve (12) weeks over a roll- ing twelve-month period. Remainder of M and N - No change. O. Procedure for requesting leave. 1. Except where leave is not foreseeable, all employees requesting leave under this policy must submit the request, to the responsible FMLA administrative vendor. The FMLA administrative vendor will work with the Department of Human Resources if the employee is eligible to return to work with restrictions or accommodation requests have been submit- ted. The Department of Human Resources will work with the Department Head/Elected Official on these requests. ONLY the Department Head/Elected Official may approve requests for accommodations for their departments. 2. and 3. - No changes. 4. While on leave, employees are requested to report periodi- cally to the Department of Human Resources regarding the sta- tus of the medical condition and their intent to return to work. Remainder of section - No changes. 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 e igible 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 !Pave days must be used by December 15 of the same year during which they are granted. Amend Sec. 3-6-90. Leave of absence without pay - (not to include FMLA Leave). Remainder of section - No change. borne or sexually transmitted infectious agents such as HIV or Hepatitis C do not pose a threat to the health and safety of employees in the workplace. Therefore. they are not required to remove themselves from the workplace or tell their supervi- sor about their condition. 2. Supervisor responsibilities: Supervisors who find out about such a condition by voluntary disclosure or suspect the pres- ence of such a condition shall not reveal the identity or pres- ence of an affected employee. 3 Department head and elected official responsibilities: Department heads or elected officials who find out about such a condition by voluntary disclosure or disclosure from a supervisor, or suspect the presence of such a condition, shall not reveal the identity or presence of an affected employee, even anonymously, to any County employee or other individual, except: a. Department heads and elected officials shall contact the Public Health Officer to gather information about specific con- cerns or educational needs in their departments and informa- tion on support services or referrals. The Department head or elected official will not reveal the identity of the employee to the Public Health Officer b. Department heads and elected officials shall consult the Department of Human Resources to gather information about personnel decisions. The department head or elected official will not reveal the identity of the affected employee to the Department of Human Resources unless the employee specifi- cally consents to such identification. F. When a communicable disease affects the health of an employee to the point where his or her job performance suffers, personnel decisions will be made on the same basis as they would when other serious health problems come to the atten- tion of the supervisor. department head or elected official. G. The County realizes that certain employees, as a result of their job, are at risk concerning exposure to the HIV, Hepatitis B virus (HBV) and other blood -borne pathogens. The County has chosen to set up guidelines that conform to the OSHA guidelines. H. it is the intent of the County to employ universal precau- tions for exposures, meaning that all human blood and certain body fluids are considered potentially infectious. Ail depart- ments must report any possible exposure to the Department of Human Resources using the procedures outlined elsewhere for workers' compensation reporting. In addition, the depart- ments shall immediately telephone the Department of Human Resources on possible exposures so instructions can be given on medical procedures to follow. I. The following departments have comprehensive plans spe- cific to their departments on file with the Department of Human Resources: Department of Public Health and Environment, Sheriff's Office and Coroner's Office. Comprehensive plans include the following criteria: 1. Exposure determination. a. A list of all job classifications in which all or some of the employees have occupational exposure. h A list of all tasks and procedures in which occupational exposure occurs and that are performed by employees. 2. Plan documentation. Plans should be updated at least annu- ally and whenever necessary to reflect new or modified tasks with occupational exposure. a. Engineering and workplace controls. b. Appropriate personal protective apparatus, including instruc- tions for its use, accessibility and maintenance. c. Procedures for a clean and sanitary work site, including decontamination of equipment. handling of regulated waste and handling of contaminated laundry. d. Procedure for providing Hepatitis B vaccination. a Procedure for post -exposure evaluation and follow-up. including workers' compensation reporting and employee test- ing. f. Procedure for record keeping. g. Procedures for training new and current employees, includ- ing record keeping, trainer qualifications and content. h. Signs and labels to communicate hazards. Amend Sec. 3-8-40. Medical examinations. A Medical qualifications are realistic physical standards to assure that an employee is physically able to perform the duties to the standards set by the County. All employees must meet the medical standards for their specific position Applicants for a position may be required to participate in post offer screenings. An employee may be required to take a fit - for -duty exam as a condition of continued employment if, in the judgment of the department head or elected official, along with the Department of Human Resources, the employee's health appears to be adversely impacting job performance, the assigned duties could be detrimental to the health of the employee or the exam or screening is required by state or federal law Table 3.3 Benefit Table by Employee Type Full- Time Regular f Seasonal Part- Time 20-39 hours/ week Temporary or less than 20 hours/ week Working Retiree 20-38 hours/ week Step Progression Yes No No No No Health Insurance Yes *Yes *Yes **No *Yes Disability Insurance Yes No Yes No No Life Insurance Yes No Yes No Yes Retirement Plan + Yes No No No No Sick Leave Yes No *Yes No *Yes Vacation Leave Yes No *Yes No *Yes Holiday Pay Yes No *Yes No *Yes i Personal Leave Yes _ No *Yes No *Yes Bereavement Leave Yes No *Yes No *Yes Grievance Rights Yes No No No No Prorated. An employee must consistently work 20 hours or more per week to receive a prorated health insurance benefit. • Temporary part-time employees working 30-39 hours are eligible for health insurance. + All employees of the Department of Public Health and Environment will be members of PERA. working after retirement employees must refer to their employ- ment contracts for explanation of benefit eligibility. Amend Sec. 3-6-05. Leave restriction. Employee Leave Benefits are not an entitlement; they are a privilege to be earned and can be 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 unless the employee's supervisor, in consultation with his or her department director or elected official, believes it to be in the County's best inter- ests to allow the employee to have more than six (6) months of leave. Amend Sec. 3-6-10. Vacation leave. A. — No change. B Vacations must be scheduled in advance with the employ- ee'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 work requirements of the department. Scheduled vacations may be canceled at any time for any reason by the department head or elected official. Annual vaca- tion is earned according to length of County service as shown on Table 3.4. Accrued vacation hours must be earned prior to being available to the employee. Table 3.4 — No change. C. An employee cannot accumulate in excess of three hun- dred 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 he considered the termination date, with the exception of retiring employees. Earned but unused vacation is only payable upon termination of employment. Remainder of section — No change. Amend Sec. 3-6-20. Sick leave A. — No change. B. All regular employees are eligible for sick leave after one (1) full pay period of employment. Sick leave is accrued from date of hire. The accrual rate is shown on Table 3.5: Table 3.5, C and D -- No change. E. Employees who are entitled and have earned sick time, may pse 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 nor- mal scheduled shift. 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 loss 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 certifica- tion and to complete all forms as directed under the Family Medical Leave Act. No medical doctor's verification shall be required when the serious health condition occurs during, and is the apparent result of, a pandemic health emergency which has been declared by the County Health Officer. G. All employees who are eligible to accrue 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 consecutive sick leave days taken at any one (1) time or a combination of hours equaling one (1) sick day (pro- rated for standard hours worked in a day up to eight [8] hours). Employees who exceed the five (5) occurrences are subject to disciplinary action, including but not limited to the revocation of all sick leave privileges as set forth in this Section, suspension. leave without pay and/or termination. Sick leave which occurs 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 County 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 Department of Human Resources. If an employee is eligible for comp time and is promoted to a different position, the employee will be paid out all earned comp time at the rate of pay prior to their promotion. Amend Sec. 3-8-30. Communicable disease policy. Repeal and Re-enact in its entirety. as follows. A. The County strives to be in compliance with all equal oppor- tunity laws, including those involving persons with disabilities. The County is committed to providing fair and equal employ- ment opportunities for all individuals, including those who have been exposed to communicable and/or transmittable diseases. The County is also committed to providing a safe workplace for all employees and a safe environment for the public. B. All medical information gained by the County about the health status of an employee, including the identity of an employee affected by a communicable disease, shall be confi- dential. County employees will refrain from releasing any infor- mation pertaining to a person diagnosed as having a serious medical illness. Knowledge of any person so affected will be confined to those persons with a direct need to know. C. In cases involving a communicable disease, determination of safety in the workplace will be made based on current and well-informed medical judgments concerning the disease, the risks of transmitting the illness to others, and the symptoms and special circumstances of each individual. Guidance from the Public Health Officer will be taken into account. The County reserves the right to exclude a person with a communi- cable disease from County facilities, programs, and functions if the County finds that, based on a medical determination, such restriction is necessary for the welfare of the person who has the communicable disease and/or the welfare of others within the workplace. If a determination is made by the County, after consultation with the Public Health Officer, that a medical con- dition poses little or no threat to health and safety in the work- place setting, the County is not obligated to make any special accommodations for an employee who refuses to work with an affected co-worker or the public. Employees who refuse to work with an affected co-worker or the public may be disciplined up to. and including. termination_ D The incidence of serious or life -threatening illnesses that are readily transmissible during interaction in the workplace is low. However. because the presence of a serious disease that is transmitted by airborne droplets (for instance, active TB and measles) or other modes of transmission can pose a threat to the health and safety of employees or the public, the following responsibilities apply to affected employees, their supervisors. department heads, elected officials, the Department of Human Resources. and the Public Health Officer. 1. Employee responsibilities: An employee with a serious, easi ly transmissible disease, such as active TB or measles, has th responsibility to remove himself or herself from the workplace until the employee is no longer infectious. The infectiousness of the employee shall be determined by a medical profes- sional. The employee is required to inform the Department of Human Resources of this communicable disease upon diagnosis or suspicion of diagnosis. If the affected employee is unsure whether his or her illness meets this criteria, he or she is responsible for verifying with the Department of Human Resources. The employee is not required to inform his or her supervisor of this illness. The employee may also be required by the County to obtain a medical certification that he or she does not represent a threat to coworkers or the public prior to being permitted to return to work. 2. Supervisor responsibilities: Supervisors shall not reveal the identity or the presence of an affected employee to anyone other than the Department of Human Resources 3. Department head and elected official responsibilities: A department head or elected official who is told of the presence of an affected employee in his or her department shall not reveal the identity or the presence of an affected employee to anyone other than the Department of Human Resources and/or the Public Health Officer so that appropriate contact follow-up can be started. 4. Department of Human Resources responsibilities: Once informed of the disease, the Department of Human Resources shall provide details of the situation, including the name of the affected employee to the Public Health Officer to determine the threat level to coworkers and the public. 5. Public Health Officer responsibilities: The Public Health Officer will assess the situation and determine whether the coworkers or members of the public could have been exposed to the infectious agent in the workplace and take steps to mini- mize the risk of disease transmission. The Public Health Officer and his or her public health team will be available to answer any questions regarding communicable diseases. E. Serious or life -threatening illnesses that are caused by blood -borne or sexually transmitted infectious agents are not readily transmissible through interaction in the workplace. These conditions, including AIDS and Hepatitis C. are transmit- ted by blood contamination from the bloodstream of one (1) person to the bloodstream of another and by intimate sexual contact. The following responsibilities apply to affected employ- ees, their supervisors, department heads and elected officials. 1 Employee responsibilities: Employees Infected with blood - e B. The Department of Human Resources will schedule the fit -for --duty exam and screenings as soon as possible once requested by the department head or elected official. An employee may be placed on administrative paid leave pend- ing the results. These exams or screenings requested by the County will be paid for by the County. The Department of Human Resources will receive the results Amend Sec. 3..10-90. Pay steps. The following policy is for all employees not considered publi safety (ie. Sheriff Office sworn Detention and Patrol Deputy classifications, and Communication Specialists classification: Remainder of Section — No change. Add Sec. 3-10-95. Pay steps in its entirety. Sec. 3-10-95. Pay steps. The following policy is for public safety (ie: Sheriff Office sworn Detention and Patrol Deputy classifications. and Communication Specialists classifications Pay steps are described as follows: A. Step 1: Entry Step. B. Step 2: Qualified Step. Movement to this step from the entt step requires at least six (6) months of satisfactory perfor- mance at the entry step. C. Step 3: Proficient Step. Movement to this step from the qualified step requires at least six (6) months of satisfactory performance at the qualified step. D. Step 4: Second -Year Proficient Step. Persons who have completed two (2) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the proficient step requires at leas one (1) year of satisfactory performance at the proficient step. E. Step 5: Third -Year Proficient Step. Persons who have com- pleted three (3) years in the same classification and have dem onstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the second -year proficient step requires at least one (1) year of satisfactory performance at the second -year proficient step. F. Step 6: Fourth -Year Proficient Step. Persons who have c, om pleted four (4) years in the same classification and have dem- onstrated sustained satisfactory performance at the proficient step as recorded through the appraisal this step from the third -year proficient step requi es at least one (1) year of satisfactory performance at the third -year proficient step. G. Step 7: Fifth -Year Proficient Step. Persons who rave corm pleted five (5) years in the same classification and have dem- onstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the fourth -year proficient step requires at least one (1) year of satisfactory performance at the fourth -year proficient step. H. Step 8. Seventh -Year Proficient Step. Persons who have completed seven (7) years in the same classification and have demonstrated sustained satisfactory performance at the proficient step as recorded through the appraisal sys- tem. Movement to this step from the fifth -year proficient step requires at least two (2) years of satisfactory performance at the fifth -year proficient step. I. Step 9: Ninth -Year Proficient Step. Persons who have com- pleted nine (9) years in the same classification and have dem- onstrated sustained satisfactory performance at the proficient step as recorded through the appraisal system. Movement to this step from the seventh -year proficient step requires at least two (2) years of satisfactory performance at the seventh -year proficient step. NOTE: Progression up the pay steps is not automatic. A step increase can be delayed until the employee's performance is satisfactory, in the opinion of the department head or elected official. The above pay steps would not correspond to time in classification if the incumbent was promoted into a higher step due to minimum five -percent increase for promotions or initially hired at the qualified step. if a position was reclassified or if a pay step was delayed because of performance. Time would then be determined by length of time in a pay step. 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 con- tained herein, to coincide with chapters, articles, divisions, sec- tions, 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 unconstitu- tional, such decision shall not affect the validity of the remain- ing portions hereof. The Board of County Commissioners hereby declares that it would have enacted this Ordinance in each and every section, subsection, paragraph, sentence, clause; and phrase thereof irrespective of the fact that any one or more sections, subsections. paragraphs, sentences, clauses. or phrases might be declared to be unconstitutional or invalid. The Tribune August 2, 2017 Hello