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Home My WebLink About20162643.tiffNOTICE OF FINAL READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2016-08 was introduced on first reading on August 15, 2016, and a public hearing and second reading was held on September 12, 2016. A public hearing and final reading was completed on October 3, 2016, 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. 2016-08 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE EFFECTIVE DATE: October 17, 2016 BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: October 7, 2016 PUBLISHED: October 12, 2016, in the Greeley Tribune Affidavit of Publication FINAL RENOTICE OF ADING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2016-08 was introduced on first reading on August 15, 2016, and a public hearing and second reading was held on September 12, 2016. A public hearing and final reading was completed on October 3, 2016, with no change being made to the text of said Ordinance, and on motion duly made and sec- onded, 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 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 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. 2016-08 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE EFFECTIVE DATE: October 17, 2016 BOARD OF COUNTY COMMISSIONERS WELD COUNTY. COLORADO DATED: October 7, 2016 The Tribune October 12, 2016 tyrty r, 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 Twelfth day of October A.D. 2016 and the last publication thereof: in the issue of said newspaper bearing the date of the Twelfth day of October A.D. 2016 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. October 12, 2016 Total Charges: $10.79 1 _ 12th day of October 2016 My Commission Expires 2/14/2019 / 1/ la e Notary Public JER1L'>r N L. MARTINEZ NOTARY PUBLIC STATE OF COLORADO a� t� ` NOTARY ID 2oo740C:G?oe MY COMM ; r;:; ES >Ut�cXr.<<-.',FEBRUARY 14 2019 NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2016-08 was introduced on first reading on August 15, 2016, and a public hearing and second reading was held on September 12, 2016, with changes being made as listed below. 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 October 3, 2016. 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) 336-7215, Extension 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. 2016-08 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: October 3, 2016, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: September 16, 2016 PUBLISHED: September 21, 2016, in the Greeley Tribune ******* CHANGES MADE TO CODE ORDINANCE #2016-08 ON SECOND READING Amend Sec. 3-2-90. Employee definitions to read as follows: A. through G. — No change. H. Pad -time. A part-time employee is regularly scheduled to work less than forty (40) hours per week. The part-time employee who consistently works at least twenty (20) hours per week may participate in most County benefits on a pro rata basis based on standard hours worked listed below. The employee has no grievance rights as described in this Chapter and may not participate in the Retirement Plan. Delete I. ao/G -a4vy3 Table 3.1 Part Time Status Normal Hours Worked Per Week 30 - 39 20 - 29 Part Time Status . 75 . 50 Remainder of Section — reletter. Amend Sec. 3-6-10. Vacation leave to read as follows: A. and B. and Table 3.4 — No changes. 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 will be payable upon termination of employment. Remainder of Section — No changes. Amend Sec. 3-6-20. Sick leave to read as follows: A.1. and A.2. — No changes. 3. An employee who is required to care for members of his or her immediate family, as defined under the Federal Medical Leave Act (FMLA), (spouse, child or parent) who are ill, may use a maximum of forty (40) hours total per calendar payroll year of accumulated sick leave. (Prorated for part time employees, based on Table 3.1) For the purposes of the FMLA, the employee's child must be under the age of eighteen (18), or if older there must be medical certification showing the child is disabled. 4 .- No changes. B through H. — No changes. Delete I. Amend Sec. 3-6-60. Personal leave to read as follows: 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, with supervisory approval, a regular employee may convert sixteen (16) hours (prorated for benefit eligible part time employees, based on Table 3.1). The method of scheduling and the timing of personal leave time is at the discretion of the elected official or department head. Because of the payroll system, personal leave days must be used by December 15 of the same year during which they are granted. Amend Sec. 3-6-70. Holidays to read as follows: A - No change. B. Regular employees shall consider a holiday as eight (8) hours of paid time; holiday pay will be prorated for benefit eligible part time employees based on their standard weekly hours, for example: part time .75, six (6) hours; part time .50, four (4) hours; and retired with benefits .95, seven and six -tenths (7.6) hours, retired with benefits .85, six and eight -tenths (6.8) hours, retired with benefits .75, six (6) hours, and retired with benefits .50, four (4) hours of paid time. These hours may or may not correspond with the assigned work shift. To be eligible for holiday pay, an employee must be on paid status the scheduled workday before and the scheduled workday after the holiday. Employees working on an official holiday may receive a day off in lieu of the official holiday or may be paid straight time for working on the holiday. No employee assigned to shift work shall receive a greater or a lesser number of holidays in any calendar year than employees regularly assigned to work during the normal workweek. Remainder of Section — No changes. Amend Sec. 3-6-80. Bereavement leave to read as follows: Leave of absence with pay because of death in the immediate family may be granted to regular and part time employees by the department head or elected official for a period not to exceed 24 hours (prorated for benefit eligible part time employees, based on Table 3.1). Entitlement to leave of absence under this Section shall be in addition to any other leave. For purposes of this Section, immediate family means: spouse, child, parent, stepparent, stepchild, sibling, half -sibling, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandparent, spouse's grandparent, step -grandparent, grandchild, step - grandchild, foster parent, foster child and guardian. Amend Sec. 3-6-100. Jury duty/witness to read as follows: An employee who is regularly employed, as defined by Section 13-71-126, C.R.S., and who is 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 to read as follows: A. In the event the County closes operations or facilities due to inclement weather or other emergencies, regular and part time employees scheduled to work will be paid for no more than their scheduled hours for the day, up to 8 hours a day. Employees required to work during such closure due to County needs shall not be paid any additional salary, compensation or compensatory time off. 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. Remainder of Section — No changes. Affidavit of Publication NOTICE OF SECOND READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2016-08 was introduced on first reading on August 15, 2016. and a public hearing and second reading was held on September 12, 2016, with changes being made as listed below. A public hearing and third reading is sched- uled to be held in the Chambers of the Board. located within the Weld County Administration Building, 1150 O Street. Greeley, Colorado 80631, on October 3, 2016. All persons in any man- ner 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) 336-7215, Extension 4225, or fax (970) 336-7233, prior to the day of the hearing it, as a result of a disability, you require reasonable accommodations in order to participate in this hearing. Any backup material, exhibits or informa- tion 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.weid.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. 2016-08 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING. WITH AMEND- MENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: October 3, 2016, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: September 16, 2016 PUBLISHED: September 21, 2016, in the Greeley Tribune a CHANGES MADE TO CODE ORDINANCE #2016-08 ON SECOND READING Amend Sec, 3-2-90. Employee definitions to read as follows: A. through G. — No change. H.Part-time. A part-time employee is regularly scheduled to work less than forty (40) hours per week. The part-time employee who consistently works at least twenty (20). hours per week may participate in most County benefits on a pro rata basis based on standard hours worked listed be- low. The employee has no grievance rights as described in this Chapter and may not participate in the Retirement Plan. Delete I. S Table 3.1 Part Time Status Normal Hours Worked Per Week 30-39 20 - 29 Remainder of Section - reletter. Part Time Status .75 .50 d-' `sank 4 f;j.' ` vT 4174 4-i .Rr' STATE OF COLORADO County of Weld, I Kelly Ash 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 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 Twenty -First day of September A.D. 2016 and the last publication thereof: in the issue of said newspaper bearing the date of the Twenty -First day of September A.D. 2016 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 21, 2016 Total Charges: $62.44 at - 21st day of September 2016 My Commission Expires 2/14/2019 iJER L.tN L. �At ..f.iNiTZ '4,j .- ,...asszotit NOT.A: R2 31. ;,, IS STATE .,: (.,"‘ ►t A.Di.-7' NO AFIY I(; _ $C(t-,7; S taciMY ;OM('li:21:0(..; X; 'R,_ : rIZL;k;: !4 ?.),r4 , Amend Sec. 3-6-10. Vacation Leave to read as follows: A. and B. and Table 3.4 — No changes. 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 con- junction with a termination. The last day worked will be considered the termination date, with the exception of retiring employees. Earned but unused vacation will be payable upon termination of employment. Remainder of Section — No changes. Amend Sec. 3-6-20. Sick leave to read as follows: A.1. and A.2. - No changes. 3.An employee who is required to care for members of his or her immediate family, as defined under the Federal Medical Leave Act (FMLA), (spouse, child or parent) who are ill, may use a maximum of forty (40) hours total per calendar payroll year of accumulated sick leave. (Prorated for part time employees. based on Table 3.1) For the purposes of the FMLA, the employee's child must be under the age of eighteen (18), or if older there must be medical certification showing the child is disabled. 4 .- No changes. B through H. - No changes. Delete 1. Amend Sec. 3-6-60. Personal leave to read as follows: 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, with supervisory approval, a regular employee may convert sixteen (16) hours (prorated for benefit eligible part time employees, based on Table 3.1). The method of scheduling and the timing of personal leave time is at the discretion of the elected official or department head. Because of the payroll system, personal leave days must be used by December 15 of the same year during which they are granted. Amend Sec. 3-6-70. Holidays to read as follows: A - No change. B. Regular employees shall consider a holiday as eight (8) hours of paid time: holiday pay will be prorated for benefit eligible part time employees based on their standard weekly hours, for example: part time .75. six (6) hours: part time .50, four (4) hours; and retired with benefits .95, seven and six -tenths (7.6) hours. retired with benefits .85, six and eight -tenths (6.8) hours, retired with benefits .75, six (6) hours. and retired with benefits .50, tour (4) hours of paid time. These hours may or may not correspond with the assigned work shift. To be eligible for holiday pay, an employee must be on paid status the scheduled workday before and the scheduled workday after the holiday. Employees working on an official holiday may receive a day oft in lieu of the official holiday or may be paid straight time for working on the holiday. No employee assigned to shift work shall receive a greater or a lesser number of holidays in any calendar year than employees regularly assigned to work during the normal workweek. Remainder of Section - No changes. Amend Sec. 3-6-80. Bereavement leave to read as follows: Leave of absence with pay because of death in the immediate family may be granted to regular and part time employees by the department head or elected official for a period not to exceed 24 hours (prorated for benefit eligible part time employees, based on Table 3.1). Entitlement to leave of ab- sence under this Section shall be in addition to any other leave. For purposes of this Section, immediate family means: spouse, child. parent, stepparent, stepchild, sibling, half -sibling, mother-in-law, father-in-law, son-in-law. daughter-in-law, sister-in-law, brother -in -taw, grandparent, spouse's grandparent, step -grandparent, grandchild. step -grandchild, foster parent, foster child and guardian. Amend Sec. 3-6-100. Jury duty/witness to read as follows: An employee who is regularly employed, as defined by Section 13-71-126. C.R.S., and who is 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 to read as follows: Ain the event the County closes operations or facilities due to inclement weather or other emergencies, regular and part time employees scheduled to work will be paid for no more than their scheduled hours for the day, up to 8 hours a day. Employees required to work during such closure due to County needs shall not be paid any additional salary, compensation or compensatory time oft. 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. Remainder of Section — No changes. The Tribune September 21, 2016 NOTICE OF FIRST READING OF ORDINANCE Pursuant to the Weld County Home Rule Charter, Ordinance Number 2016-08 published below, was introduced and, on motion duly made and seconded, approved upon first reading on August 15, 2016. 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 September 12, 2016. 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) 336-7215, Extension 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 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.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. 2016-08 ORDINANCE TITLE: IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE DATE OF NEXT READING: September 12, 2016, at 9:00 a.m. BOARD OF COUNTY COMMISSIONERS WELD COUNTY, COLORADO DATED: August 19, 2016 PUBLISHED: August 24, 2016, in the Greeley Tribune ******* WELD COUNTY CODE ORDINANCE 2016-08 IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3 HUMAN RESOURCES, OF THE WELD COUNTY CODE BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF WELD, STATE OF COLORADO: WHEREAS, the Board of County Commissioners of the County of Weld, State of Colorado, pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the authority of administering the affairs of Weld County, Colorado, and WHEREAS, the Board of County Commissioners, on December 28, 2000, adopted Weld County Code Ordinance 2000-1, enacting a comprehensive Code for the County of Weld, 2016-2643 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. 3-2-90. Employee definitions. A. through G. — No change. H. Part-time. A part-time employee is regularly scheduled to work less than forty (40) hours per week. The part-time employee who consistently works at least twenty (20) hours per week may participate in most County benefits on a pro rata basis based on standard hours worked. The employee has no grievance rights as described in this Chapter and may not participate in the Retirement Plan. Delete I. Table 3.1 Part Time Status Example Normal Hours Worked Per Week Part Time Status 32 .80 30 .75 24 .60 20 .50 Remainder of Section — reletter. 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 r Full -Time. Regular 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 No *Yes Health Insurance Yes `Yes 'Yes Disability Insurance Yes No Yes No No No Yes Life Insurance Yes No Yes Retirement Plan + Yes No No No No No `Yes Sick Leave Yes No *Yes No "Yes Vacation Leave Yes No *Yes w No `Yes Holiday Pay Yes 'No *Yes Personal save Yes No *Yes No *Yes Bereavement Leave Yes r. 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. + 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. 3-3-70. Suspension and termination for charge with crime. A. In the event that an employee is formally charged or indicted for the commission of a crime, the department head or elected official may suspend such employee, with or without pay, pending prosecution of the offense. Unless the circumstances are such that immediate action must be taken, the department head or elected official should hold a hearing with the employee prior to a suspension without pay. If the circumstances warrant an immediate suspension without pay, the department head or elected official should hold a hearing with the employee as soon after the suspension takes effect as is practicable. The employee will be informed of the reason for the hearing and will be afforded an opportunity to respond to the charges. The hearing may be very informal, with no required prior notice. No other person besides the department head or elected official, along with a member of Human Resources, if desired, and the employee may be present at the hearing. If the department head or elected official determines, based upon the situation, that immediate disciplinary action is appropriate, a hearing as set forth in Section 3-4-10 of this Chapter may take place instead of a hearing as provided in this Section. B. — No changes. C. During the period of time that the employee is suspended with or without pay, the employee is required to notify the department head or elected official of any change in his or her address or phone number or the status of the criminal case. If an employee's suspension without pay continues for up to three (3) months, the department head or elected official shall further investigate the matter. If the department head or elected official determines, based upon the results of the investigation, that disciplinary action is not yet warranted, an additional informal hearing may be held with the employee to determine the status of the criminal proceedings. The department head or elected official may decide to continue the suspension with or without pay. The department head or elected official shall review the status of the suspension on a three-month basis until such time that the employee's case is resolved, a disciplinary action has occurred or both. If the employee has been on leave without pay for six months, according to Section 3-6-05 -- Leave Restrictions, an employee may be terminated. If the employee is not convicted, the Department Mead/Elected Official may re -hire the employee for the next open position that is the same or similar to their former position. Remainder of Section — Nc changes. Amend Sec. 3-3-120. ID badge policy. A. — No changes. B. Weld County ID badges are to be used primarily for official County business only. Badges given to employees to access the Centennial Building or other County buildings or meetings are not to be used for personal business. Any employee using his or her badge to gain access to the courts or any County building for personal reasons will face disciplinary action and will have his or her badge confiscated. C. Lost or stolen badges should be reported to Human Resources as soon as possible. Weld County will supply one replacement badge if lost or stolen; all others will be charged to the employee at cost. Remainder of Section — No changes. Amend Sec. 34-10. Disciplinary actions. A. — No changes. B. For any disciplinary action, short of dismissal, which may result in a loss of pay or benefits, an employee is entitled to a meeting with the department head, elected official, supervisor or other designee who may impose the disciplinary action. The employee will be informed of the incident that led to the meeting and will be afforded the opportunity to respond to the charges. After reviewing the employee's response, if any, the department head, elected official, supervisor or other designee will then administer the appropriate discipline. Documentation of the meeting and of the disciplinary action will be forwarded to the Human Resources Office. Remainder of Section — No changes. Amend Sec. 3-4-20. Dismissal procedures. A. through B. — No changes. C, Attendance at the pre -dismissal hearing is limited to the department head or elected official or other designee of the department head or elected official who has knowledge of the termination recommendation, the immediate supervisor, the employee being considered for dismissal, the employee's legal counsel if desired and a representative of the Department of Human Resources. If the employee is represented by legal counsel, the department head or elected official may also have legal representation. Remainder of Section — No changes. Amend Sec. 34-60. Grievance procedure. The employee grievance procedure is as follows: A. Step 1. Appeal to immediate supervisor. All grievances must first be presented to the employee's immediate supervisor within five (5) days of the incident which is the subject matter of the grievance. B. Step 2. Immediate supervisor response to appeal. The immediate supervisor will give the employee an answer within five (5) days of the presentation of the grievance. C. Step 3. Appeal to the department head or elected official. 1. If the employee is not satisfied with the supervisor's answer to the grievance, the employee may, within five (5) days of receiving the supervisor's answer, appeal the supervisor's answer to the department head or elected official. Such an appeal must be presented in writing. The writing shall state the nature of the grievance and explain the employee's position. 2. Timeliness of appeal. In all cases, failure to submit a written appeal to the department head or elected official within twenty (20) days of the incident which is the subject matter of the grievance shall constitute a stale grievance and waiver of grievance rights for the incident. 3. — No changes. D. — Step 4. Department head or elected official response to the appeal. The department head or elected official shall give a written answer to the grieving employee within five (5) days of the presentation of the grievance. E. Step 5. Filing a formal written grievance. If the employee disagrees with the department head or elected official's answer or discipline resulting in loss of pay, or if grieving a dismissal from employment, the employee may file a formal written grievance with the Department of Human Resources within ten (10) days of receiving the department head's or elected official's written response or dismissal from employment, or discipline resulting in loss of pay. The written grievance must clearly state the employee's side of the case and must include the following: specifically what decisions or actions the employee is grieving; what remedy the employee is seeking in the grievance; the specific facts as they are known to the employee; any documentation to substantiate the facts; and a summary of the answer of the supervisor and department head or elected official. F. — No changes. G. Step 7. Scheduling the grievance hearing. The Director of Human Resources has fifteen (15) days from receipt of the written grievance to set a grievance hearing date and to notify the employee and department head or elected official of the hearing date. Amend Sec. 3-440. Grievance hearing. A. through D.5. — No changes. 6. In the event an employee is represented by an attorney, notice of such representation must be submitted to the Human Resources Office at least five (5) days prior to the hearing so that the County Attorney may be prepared to represent the department head or elected official. If the employee cannot afford an attorney, the Grievance Board may, at its discretion, allow a person who is not an attorney to represent the employee. D.7. through H.2. — No changes. 3. Upon completion of the grievance process and within ten (10) days of the hearing's conclusion, a written report of the findings of fact and a decision of the Grievance Board will be prepared. A copy will be distributed to the grieving employee, the grieving employee's supervisor and department head or elected official and the Department of Human Resources. 4. The Grievance Board's decision is final, unless timely appeal is made to the Board of County Commissioners as indicated below. Appeal. Any party who seeks to modify the decision of the Grievance Board may appeal the matter to the Board of County Commissioners. To do so, the party must file a written notice of appeal with the Director of Human Resources within ten (10) days of receiving the Grievance Board's decision. The notice of appeal must specifically state what part of the decision the party seeks to have modified and the reasons therefore. The notice shall not exceed five (5) pages in length. The party opposing the modification may submit a memorandum brief, but must do so within five (5) days of receiving the notice of appeal. Any such memorandum brief shall not exceed five (5) pages in length. J. Review of appeal. 1. The Director of Human Resources shall transmit the Grievance Board's decision, the notice of appeal and any memorandum brief to the Board of County Commissioners for review within twenty-one (21) days of receiving the notice of appeal. 2. The Board of County Commissioners may affirm the Grievance Board's decision, modify it in whole or in part or remand the matter to the Grievance Board for further fact-finding. A modification may only be made if, based upon the Grievance Board's findings of fact, the decision is clearly wrong or is in excess of the Grievance Board's jurisdiction, authority, purposes or limitations as defined by this Chapter and the procedures outlined in Chapter 2 of this Code, The Board of County Commissioners may review the entire hearing record upon a majority vote of the Board of County Commissioners. The Board of County Commissioners shall transmit a written decision on the appeal to the Director of Human Resources within ten (10) working days after receiving the Grievance Board's decision, the notice of appeal and any memorandum brief from the Director of Human Resources. The Director of Human Resources shall thereafter communicate the decision to the employee within five (5) working days of receiving the Commissioners' decision. Remainder of Section -- No changes. Amend Sec. 3-6-10. Vacation leave. A. and B. --- No changes. Table 3.4 Annual Vacation Accrual Continuous Years of County Service Hours Accrued Monthly Part Time Accrual (based on weekly hours) Retired With Benefits Accrual ,50 .75 . .50 .75 .85 .95 Under 5 8 4 6 4 6 6.8 7.6 5 through 9 10 5 7.5 5 7.5 8.5 9.5 10 through 19 12 6 9 6 9 10.2 11.4 20 13.33 6.5 10 6.5 10 11.33 12.66 Remainder of Section — No changes. Amend Sec. 3-6-20. Sick leave. A.1. and A.2. — No changes. 3. An employee who is required to care for members of his or her immediate family, as defined under the Federal Medical Leave Act (FMLA), (spouse, child or parent) who are ill, may use a maximum of forty (40) hours total per calendar year of accumulated sick leave. (Prorated for part time employees.) For the purposes of the FMLA, the employee's child must be under the age of eighteen (18), or if older there must be medical certification showing the child is disabled. 4 . No changes. B. Ail regular and job -share employees are eligible for sick leave 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 Sick Leave Accrual Rates Sick Accrual Hours Accrued Monthly Regular Employee Part Time .75 Part Time ,50 Retired with Benefits .50 Retired with Benefits .75 4 4 6 r -- Retired with Benefits .85 Retired with Benefits .95 6.8 7.6 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, with supervisory approval, a regular employee may convert sixteen (16) hours (prorated for benefit eligible part time employees) for example: part time .75 may convert twelve (12) hours; part time .50 may convert eight (8) hours; and retired with benefits .75 may convert twelve (12) hours, .50 may convert eight (8) hours, .85 may convert thirteen and six -tenths (13.6) hours, and .95 may convert fifteen and two -tenths (15.2) hours of sick leave into personal leave hours. Personal leave time may not be carried over from year to year. The method of scheduling and the timing of personal leave time is at the discretion of the elected official or department head. Because of the payroll system, personal leave days must be used by December 15 of the same year during which they are granted. Amend Sec. 3-6-70. Holidays. A. Employees will be paid for the equivalent of eight (8) hours of Holiday Pay for each holiday recognized by the Board of County Commissioners through the procedure detailed below, with such Holiday Pay being prorated accordingly for part time employees. All regular and part time employees will receive paid holidays. Dates will be established annually and will be published by resolution of the Board of County Commissioners. Recognized holidays may include the following: 1. New Year's Day. 2. Martin Luther King Day (floating). 3. President's Day. 4. Memorial Day. 5. Fourth of July. 6. Colorado Day (floating). 7. Labor Day. 8. Columbus Day (floating). 9. Veterans Day. 10. Thanksgiving Day. 11. Christmas Day. B. Regular employees shall consider a holiday as eight (8) hours of paid time; holiday pay will be prorated for benefit eligible part time employees based on their weekly hours, for example: part time .75, six (6) hours; part time .50, four (4) hours; and retired with benefits .95, seven and six -tenths (7.6) hours, retired with benefits .85, six and eight -tenths (6.8) hours, retired with benefits .75, six (6) hours, and retired with benefits .50, four (4) hours of paid time. These hours may or may not correspond with the assigned work shift. To be eligible for holiday pay, an employee must be on paid status the scheduled workday before and the scheduled workday after the holiday. Employees working on an official holiday may receive a day off in lieu of the official holiday or may be paid straight time for working on the holiday. No employee assigned to shift work shall receive a greater or a lesser number of holidays in any calendar year than employees regularly assigned to work during the normal workweek. Remainder of Section -- No changes. Amend Sec. 3-6-80. Bereavement leave. Leave of absence with pay because of death in the immediate family may be granted to regular and part time employees by the department head or elected official for a period not to exceed 24 hours (prorated for benefit eligible part time employees). Entitlement to leave of absence under this Section shall be in addition to any other leave. For purposes of this Section, immediate family means: spouse, child, parent, stepparent, stepchild, sibling, half -sibling, mother- in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandparent, spouse's grandparent, step -grandparent, grandchild, step -grandchild, foster parent, foster child and guardian. Amend Sec. 3-6-110. Closure of County operations. A. In the event the County closes operations or facilities due to inclement weather or other emergencies, regular and part time employees scheduled to work will be paid for no more than an 8 hour day. Employees required to work during such closure due to County needs shall not be paid any additional salary, compensation or compensatory time off. 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. Remainder of Section — No changes. Amend Sec. 3-6-140. Military leave of absence. A. and B. — No changes. C. If an elected official, department head or employee's military status changes from reserve to active in time of war or other emergency as declared by proper military authority (extending beyond the fifteen [15] days per calendar year (up to 120 hours)), the individual shall be entitled to leave without pay until reinstated following the active service time. Remainder of Section — No changes. 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. NO710E OF FIRST READING OF ORDINANCE Pursuant in The Weld CounP� Home Rule Charter, Or Pu u artdand seconded, ty upon first Charter, Ordinance Nu du held in the Nut mber 01a OF! pU public hn3a befs}w, Chambers Of the Board, located within WaEdoun �Admi Ins , was introduced and, on oration befit, on theChain September 12; ^O e bin Bulkfig and second reading 8Y bs heard. Pte Ali Persons in any manner i,lteresteQ , the reading Administration 8U#d i 150 0is o adufedttend ip rimy to i rw rd. rP a contact he Clerk re the Snard's office at phone 870) 336-7215 Extension d Greeley,C73da Cris hearing � the result of a disability, { � � said Ordinance are requested to attend and backup ing If, as ses or if a this 1 Ili }tu r�utre reesonabte a ' 225, eat (Part 338-7233,iIn t headn matter Tway be up crianvd in the bits o of the Cant to e i uwy submitted to the Bear mod County .n order mto oneHCtp� In Administration tte Tway e f 1mi Street, of Colorado,rh Hoard of imp Board of Co!!n AY i gccasss of :00 atm. and located pY ., Mon ay tiro con;arn accessed through the Wetd County Page (W between the hours of 8:00 a m. and OOatitlf'irr 1hQ Weld CaurtEy e. may eg essed through in e case ete, o ty Web e i age (an w. your d.co.ut C to an Mond a9 (www.co.tveld.co.us). E y�ai) massages q hMonday h may, or gyp!' not be inclu ed The case file, correspondence into thedue Commissioner ORDINAL cave file, Please send a ORDINANCE �;. �i't • TITLE !N TH MA 'I'i A OF REPEAL DATE NEXTR rAto CC1l)tJ7 ! CODEREPEALING AND REENACTING, V1lT}j rrrber't 2, 2016; at too a.m.(QAA , Gt#AtsTEp 31 K,'MAtd 'COLTY ORADO f �- t9, 2016 . iotst 24,, 2018. in the Greeley Tribune rewvq WELD COUNTY TfN.r MAMA OF p CODE ORDINANCE 2410.08 WELDCOUNTY CUCt:E uMQ AND RISiACT1NQ, WITH AMENDMENTS, CHAPTER 3 HUMAN nesotatts, OF 8E 11' (�RDAttVIiD BY THE BOARD OF COUNTY THE WHEREAS, the 8a�d of Ecru COMMISSIONERS OF ^� COUNTY OF WELD, STATE OF COL WMWelCAS,ounty Boa QQ Charter, to vestediylrih thof e the C nr at Weld, „ Colorado, 0th WHEREAS, otnef DI adr}tf Agra of pursuant Cot t° , Colorado, statute argt �, the Board of �� Corurr County, Coior�� aaeq J► comprehensive of Cou County �a titoan December 28, �J00, adopted Weld County enacting 1> srrt mature atrtarki betore,e e , ad- Uirgtton or alt Ordinance general 1, adoption, and ��h' adopted orah-rt�ncga � a general antf per - AE, the W kj , Cods is in need at revlSiGrr artd cialfICAMINI1yhpr regard to pfmdgdryas, terms, and requirements lain NOW, Sig nFQRa as 1T ORDl1R+tE0 b i Er,a sin of Cony, r� Gds are revised &, r as foitows. Courtly ode be, and hareby.a�, 'vested and � �~ t t t4r a. in s hrfQ, Stale amendment.. N1� the minus CHAPTERS HUMAN REST Amend Sr. 3.2.901 employes definitions. A tnrctagn nlep change, Pert consist*hou t. least y rotes, sphe i Eo work less then fort Pf , st* ywnrkeci. "fhe f 1t no g e � per weekMay p pate bi rivet minty ben week a based em i as &Ta beo kt I s Chapter endpro rats A wt>Q may not ua in t on st®n, ��'!: Retirement TOirts 3.1 Pert Time Statue .ate 24 Romelnder of S eollost —ter emend see 3-2-110, Berm* table - Table 33deseriese ltts by sir u yee type for CEumtY umpkyees: Benefit Table Table � E3.nliven 1 — � yvenType ,Full:Time ilegular Srskson* Pan iime- 20- trek Step Progression Yeti No No - Temporary or less then 20 haute( week nio Working Reee Sao wi % week Rata! reverts Yes 'Yes Disability Insurance Yes No Lie itieuranoae Yes No "tea No so "Yes Yes Yes No No No Freerernent Plan a Yes No Sick Leave Yes Nn litroatton Lee* Holiday Pay No No Yee °Yes 'Yes Yes No "Yes No 'Yea Yes Na `Yes No 'Yes Personal Leave Yes t r No 'Yes No 'Yee Bereavement Leave Yes • No 'l!es No ,Yes Grievance Rights Yes No No No Na • Pro►atr3d. An elrptet ee t tdi nslatgntiy walk 20 hour; or more per week to receive a prorated health instance beret, 9- AU employees of the DepEent of Public Health and Envirelriesent yyip be members of PERA. wig after retirement emptoyees must refer to their employes contra for explanation of benefit ®1lgibliRy. Amend Sic. 3-3-70. Suspension told tenmleatlon for charge with crime. A. In the event that an employee is formally charged or indicted for the commission. of a crime, the department head or elected Ofl- cia1 may eu"..oend such employee, with or without -pay, pending prosecution of the offense, Unless the circumstances are such that Immediate action must be taken, the department head or elected O ic}a.l should hold a !tearing with the employee prior to a stet n- sipn without pay. If the circumstances warrant an Immediate suspension without pay, the department heed or elected official should hold a hearing with the employee ea tclpn after the suspension takes effect as is ore reason for the hearing and Me be afforded an presto -able. hearing e. ng may employee will y be at. en of the opF+�rtunriy to respond to the tharges, The may be very lnformaF. with no required prior notice. No other person besides the department head or elieete0 °w�1,,� t, eking if desired, and the employee may be present at the heeling. If the deperbnent heed or elected Octmember Human, bupon Me, situation, that immediate disciplinary action is appropriate, a hearing 3s set forth In Section 3-4-10 of this Chapter m e place instead of 3 hearing as provided ;n this Section. pt ay ; >9. No mange!. C. During the period of erne that the employee Is suspended with cr without pay, the ern hertd or elected official of .any change in his or her address or phone number or the status employee criminal Is cato se. , notify the e department su ension without asy continues for up to three (3) months, We department head or efectec! :ofitcfal ill nether investigate the metier ff the department head or elected official i eteneines, based on employee's rust yet Warranted, an additional informal hearing may be held with the employeere to et the investigation, that r� dmi narp action to inge. The department need or elected official may decide to continue the suspension with or withoutpay. the status Tthe he department head or elected official sheti review the status of We suspension on a three-month basis resolved, a disctoilnery action has °caned or both. If the employee has been on 'eaves time that r six employee's scowling case rs Section 3-6-05 w Leave Resirtctione, an employee may bo lertninited. If Me o `"tit p� for months, ,unHaa to elected Official may re -hire the employee for the next open position that is the same samor similar to their former , thewanton. , Haack Remainder of Section — tNa changes. po�ifon. Amend Set, 3-3.120. ID badge policy. A. No chaangsu. S. Weld County ID badges are le be used primarily ,For °POW C Ceiteonfai Suiddin_g or other County buildings ormest off euttied crape Badges , , $ee to "epeeswing his the r badge to gain access to the castle or arty County build Ara not to al used ter erlac oaf scsmess. Anti n and rave his rn her badge ccrsfiscated. t4r personal reasons wHl'face disclRfiRary a :tlon and will have ills or her C. Lost or stolen hedges should be reported to Human Resource's as soon as possible. Wets, Comity will supply one replacement badge it lost or stolen; ell others will be charged to ihaeemptoyee at cost Remainder of Section a No changes Amend Sec, 34-10. Dlsclpfinary gallons. A, No changes, Et For any disciplinary action, ehors of dismissal. which may rase* in a toss of pay or benelulu, an nrreeoyee is entitled le a meeting with the department head, elected official, supervisor or other designee wig be informed of the Incident that led to the meetingg and will he erodd Iii y Impose ate oni1ito they charges. The movie vlthe employee's response, if any, the department head, (tied oftoiai, supe, ber of tenor daaicgttee w teen��adma'rriater the a {(mate discipline. Documentation of the meeting and of the disciplinary a, on will be fomented to the Human Resources Office, emainder of Section - No changes. Amend Sec, 3-4-20. Dismissal procedures, A. thr ugtt a. —No changes. . C. Alikindignte rat tie pne'titarnissai !tearing la limited .P tie depn1 nflrat it tread or erected offldiat who has knowledge of the termination reeQnvRsn� 0r 6f r s peter er, the tee of the department steered for dismissal. the employee's legal counsel if ciestred and a re datioxi., a lien r sy+ . Mennen a Restart-cos. asta cc !,elite con employee le represented by legal c ounsaet, the department head or enacted official Otte rilscc eve ; nrepresentation. ' l�tit Remainder of Section -= No changes, Amend Sec. 3-9-60. Grievance procedure. The employee grievance procedure is as foitows: A. Step 1. Appeal to immediate supervierie All grievance!plat be presented to the five (5) days of tho Incident which w the .subloct matter of. r v Ram9dfate'�ilpervtsar within 0. Step 2. Immediate the t�1e to agpeal: The it7rmediets Supervisor'WM give the employee an antler within flue 451 days of the presentation of t e 4r, Step s- Appeal to the department head or elected official. t. K the erriptayoe is not satisfied with e supervisor's uo rviisR is answer to s the to the .grievanrn. the e o may, within f#ve () days of receiving Ohs stxoervisor's answer, t�ap� the dented in wrUirii. The writing ottaA stole the nature cif the grievance mitt ex theaittient heed or Kyr o Such art abet must be pra- fy.. errapytyessr's rnoaKtfln. 2., Tineeilneas of appeal. In .ell lathers to submit a written appeal to the department head or elected otfIcdal Within twenty Ys of ers Inclose; which le c matter of the grievant* otan�tute a state grievance and waiver of ' ice) the incident. Ile StAggrievance rl;rt>se for 3. - No changes. Step 4. Department head or elected offrciot response to the appeal. The department head or elected ernes!' shall g'rvp a written answer to the grieving employee within five (5) days of the presentation of the grfevsuice. E. Step 5. Filing a formal written grievance, If the employee disagrees with the department head or elected official's answer or dis- cipline resulting in loss of pay, or if grieving a dismissal from employment, the erployee may file a formal written grievance wee the Department of Human Resources within ten (10) days of receiving the department reticle a edeciw official's written teepees* or dismissal from eemployment, or discipline moulting in less of pay. The written grievance must easily state the employee's side cif the case and must include the following: specifically what decisions or actions the employee is grieving; what remedy the employee is seeking in the grievance; the specific fads as they are known to the employee; any documentation to substantiate the try; arid a summary of the answer of the supervisor and department head or elected official. F. — Pro dlangee. G. Step 7, Scheduling the grlevenee hearing. The Director of Human Resources has fifteen {15? days from receipt of ma written grievance to set a grievance hearing date and to note:, the eriectieyee art department head or elected official of St tueitti ig date. Amend Sec, X70. Grievance hearing. .A. through 0.5. -- No changes: 8, Mlle event an employee is represented by an Atchley, notice 4e such representation must be submitted to tine M marl Resources Office' at least five (5) days prior to the hewing so thet? the County Altura _ ley may be prepared to represent the depart- ment heed or elected official_ rd the employee canna afford an attorney, the Grievance Board may, to its discretion, tallow a uerscmr wrier Ia not an Money to represent tine employee. 0.7. through H.2. - No changel. 3. upon completion of the grievance peoaesa and within tan (10) days of the hearinrtg�'s conclusion, a written report of the findings of **end a decision of the Grievance leorsrd will be areperred. A copy will be dlatreb..e d to the grieving employee; the grieving employee's supervisor and department head or elected official and the Department at Human Resources 4 The Grievance Board's decision is final, unless timely appeal is made to the Boort of County Cortufrissioners as Indicated below. 1. Appeal_ Any party who seeks to modify the decision of the Grievance BowRl ma►y. pe i 10 Miter Pit Me SOW of Catetly Commissioners. To do so, the party moist fee a *ten melt t of sppe0 With the Dire01014!Httrtleti Fiftecurtets within left (10 chity3 of receiving the Grievance Board's decision. The notice of appeal must specifically Suite whet part Of the decision the party seeks to have modified and he reasons therefore. The notice shall not exceed five (5) sages In length, The party opposing the tnmdificatbn merf submit a memorandum brief, but must do .so within fee (5) days of receiving the not of appeal. Any such memorandum brief shall not exceed Five (5) pages.in length. J. Review of appeal. 1. The Director of Human Resources Shall transmit the %Seance Board's decision, the notice (*WO w. troy, Memerencium WOW the Seed. of County Cornmis3lonars for (evtew wit to twenty-one ((1} days at receiving firr. notice of ‘p7eal. 2. The Boers of County Commissioners may affirm Rte Grievance Board's derlsidn: modify f 001010 or in part or remand the matter to the Grievance board far further tact -finding. A modification' may only be made it based upon the Grlevier a Board's end- - ings of fact, the decision is clearly wrong or is in acts of the Grievance Board's jurisdiction, authority, purposes On flrttltatlorls defined by this Chapter and the procedures outlined In Chapter 2 4f this Code. The Bowe of County Commissioners may review t se entire hearing record upon a majority vote of the Board of County Commissioners: The Beard of County Commissioners shall trans - mil a written decision on the appeal to the Director of Human Resourcee Whin ten (10) working days after receiving the Grievance Board's decision, the nollce of appeal and any memorandum bdel from the Director of fiernsa Resources. The Director of Hurnan Resources shall thereafter communicate the decision to the employee within the i5) working days of receiving the Camrnissloner§' decision. flerrter of Section - No thane*. Amend Sec. 3.6-10. Vacation lease. A, and B, -1Ncx changes. Table 3.4 Annual Vacation Accrual Conttnuona Years of Cdunty SerVirAt -fr_ moues .Ad,➢t1Mt Monthly Pan Time Accrual (based tm weekly lion) Retired With Seneiflr, Aotyual $0 .75 .50 .75 .85 ~ .95 Under 5 B 4 4 6 -- ei 4 8 6,8 7.8 5 through 9 10 0. 7,5 S #.5 1 8.5 93 10 through 19 12 8 9 e I 9 10.2 11.4 * 13.39 4.3 .10 420 e.5 to 11.33 12Se' . a Remainder of Section etil,0 410119esi meanie sc. 3-x-20. 8iak' A.1.andA.2.°-leo� ° 3. An employee who b rm to care for member: of Mint tfnrned to as defied UMW el Federal Medical Lean ec f FMLA). (S!?ouen° � r Punt) who are ill, may US a rnaxellum of forty tours total per calendar year of accumulated sick 8e ve. (Prorated f�ix� pIaet umeemployees.) Fur the purposes itt the FIALA, employee's cried must be under the age of elgh- t39n {18y, or (f alter tttaet� must be rnedioed osrllficaton showtnp the child is disabled. 4. No titanges. B. A] or r art dcdntraf r I$roare eligible for sick fe ve one (1) fall pap period to employment Sick (save le accrued from shown on Table 3,5: *Ma SpeabOillia SWAMP Sick Menial Moues Accrued tieenthfy Regelar Employee i 8 Part Time ./5 4 a Part Time .50 4 Retired With Benefits ..50 4 a Retired with Benefits .75 4 8 Retired with Benefits .85 8.5 1 Retired with Benefits .96 7-8 Remainder of Section -- No changes. Arend Sec. 3440. Personal leave. Personal leave ls'a privilege granted to regular and part time employees. Employees in their initial review period are not eligible. To be eligible far Personal Leave an employee must have a balance of forty (40) or more hours of sick time accrued. Each year, with supervisory approval, a regular employee may convert sixteen (16) hours (prorated for benefit eligible part time employees) for example: part time .75 may Convert twelve (12) hours; part time .50 may convert eight (8) hours; and retired with benefits .75 may convert twelve (12) hours, .50 may convert eight (8) bows, .95 may convert thirteen arid six -tenths (13.8) hours. and -95 may con - an fifteen and two -tenths (15:2) hours of sick leave 'nto personal leave tours. Persona) leave time may not be carried over from year to year. The method of scrtedufng and the timing of personal leave time is at the discretion of the elected official or department tiled. Because of the payroll system, personal leave days must be used by December 15 of the same ysat during which they are granted. Armed Sea, 34-70, Itdldeyt A Employees wilt be paid for the equivalent of eight (8) hours of Holiday Pay for each holiday recognized by -the Board of courny Commissonera through the procedure detailed below, with ,such Holiday Pay being prorated accccdingt tee part !'elite employees. Al regular end part time employees ell receive paid holidays, Dates will be established annually and wil he published by resolution d the Bowd of County Comrn$seroPers. Recognized holidays may $n Jude the following: 1. New Year's Deer 2. ,Martin Luther King Day (floating!). 3- President's Day. 4, Memorial Day. 5. Fourth of July. 8. Colorado Day (floating), fi. Labor Day. a. Columbus Day (floating). 9. Veterans Day. 10. Thanksgiving Day. 11, Christmas Day. B. Regular employees shalt consider a holiday as eight (8) hours of paid time; holiday pay will be rorated for benefit eligible pan time employees based on their weekly hours, for example; part time /5, six (6) ?tours; part time .50, four (4) hours; and retiree with beetles ,9a, seven and six -tenths (7.6) hours, refired with benefit* ,85, a and eight -tennis (6.8) hours, retired with Wefits .75, srx (6) hours, erxii reefed with benefits .50, tour (4) hours of paid time. Thane hours may or may nol correspond with the work shift To be eligible for hotel* pay, an employee must be on paler' steels the scheduled workday before and the yrkd ay refer the holiday. Employees working on an official IttekIsy may receive a day off in lieu of The official holiday or may be paid straight lime for working on the holclay. No employee assigned to shift work shalt receive a greater or a lesser neater of hoJrdays In any Caaiendar yen thee employees regularly assigned to work during the normal workweek. Rernairtt1ee of Section m No changes. Amend Sec. 3440. Bereevernertt leave. Leave of absence with pay became of death in the Illirnedtafit family may be granted to regular and part time employees by the (department head or elected Octal for a perms cart to tiacoeed 24 hours (prorated for benefit eligible part lime employees), Entitlement to leave of abRutce under thle Sections hall Ate hi addition to any ottter leave. For u family means: 'WHIN, chili, eater* stepparent, a rposef of tsis caw, immediate Pr P t�flar�. �f�+tid, tailing, tutu-nMlnng, mother-in-law, father -In -few, semen -law, daughter -ire it law, sister -In-law, brother-in-law, grandparent, spouse's grandparent, step -grandparent; grandchild, step-grarrdclilkt, foster parent, .foster child and guardian. rndSao. 3+110. Closure al County operations. tine event t e County closes operaelons or facifiaia* dueter inclement weather or other emergencies, regular and cart time oyees sch uted to work will be pest! for no mare th aan U tea it day. igmptoyees required to work during such c oeure due to tyneeds shoe not be paid arty additieree salary, corn�aaion or compensatory time off. Are employee already on leave of ainy on a closure day shall be charged tot that leave day eta aCees*ybpbnttions were normal. Zernainder of Section - No changes. mend Sec. 34-140. military leave of absence. it. and 8. No [tangos. ik. a an steered ofncial, department head or empleyetee military Mettle cfrsneern _trotn reserve to Were In unite of war or oilier emote, lency as deciered by proper military rsutherity (extending b vond nit fifteen j55j darts. - f eatendar year (up to We hours)), the t idlvldual shall be entitled to leave without pay until marred following the active st i timer. _terTtainder of Secilpn — No change?. it IT FURTHER ORDAINED by the Board that the Clerk to the Board be, and hereby Is, directd to arrange tor Munide to I upPlament the Weld County Code with the amendments cont$ned herein, to °°otnctde with chalfitere, notes, dhvalons, seettons, td subsections as they currently east within said Code; and to resolve any inconaistenc$s regarding capitalization, grammar, mad imbering or placement of chapters, articles, diviekene, Sections, and subsections in said Code. )tE IT FURTHER ORDAINED by the Board, I any section, subsection, paragraph, senttsnc�ey, clause, or phrase CI this Ordinance s for any reason held or decided to be unconstitutional, such decision shall not affect the vaildit)? Of the rerrtraning portions hereof, he Board of County Commissioners hereby declares that .t would have enacted this Ordinance in etch and every section, strbseo- 3n, paragraph. sentence, clause, and phrase thereof irrespective of the fact mint any tine or mere sectiona. p see retie; sentences, clauses, or phrases might be declared to he. unct mtitutein l or trWaliti. Pre Trrtttitre gust 242016 Cif Hello