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RESOLUTION N0. 62- 5
BOARD of sIIP~R.vlsoRs
COUNTY OF BUTTE. STATE OF OALIFORNIA
~ RESOLUTION ESTABLISHING RULES AND
PROCEDURES FOR TfEi ADMINISTR&TION OF A
MERIT, SYSTEM, AS AUTHORIZED BY BUTTE
CO_UNTX DRDINANOE 729
WHEREAS the Board of Supervisors of the Oounty of Butte has adopted
Ordinance 729 which establishes a personnel merit system for the employment,
promotion and retention of persons who work for the County; and
WHEREAS Ordinance 729 authorizes the adoption of a resolution establish-
ing personnel rules and procedures fox the administration of said merit system;
NOW, THEREFORE, BE IT RESOLVED by the BOARD OF SUPERVISORS of the COUNTY
OF BUTTE, STATE OF CALIFORNIA that the rules and procedures of the personnel
~. merit system of the Oounty of Butte as established by said Ordinance 729 shall
be and are hereby adopted, as fo]1ows,.to wit:
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The purpose of these rules is~to set forth those procedures which concern
-:the following matters: administration of the merit system; classification of
of positions; compensation plan; recruitment and qualifications of applicants;
appointment, performance, promotion and separation of employees; attendance
and leaves and services and recordso
2.0 A:sfina:t3:ohs
2,1 "A1location". The assignment of a single position to its proper
class in accordance with the duties performed and the authority and responsi-
bilities exercised,
2°2 "A~peal", A wxitten statement by a person who declares in his state-
ment his belief that he was discharged without reasonable cause,
2A,~, "Board". The Board of Supervisors of the County of Butte,
2.4 "Glass" or "Class of ~osition", A]1 pdsitions sufficiently similar
in duties, authority, responsibility and working conditions to permit grouping
under a common title and the application with equity of common standards of
selection, transfer, promotion and salary.
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2_5 "Classification plan". ,fin orderly arrangement of posit~.ons under
separate and distinct classes so that each class will contain all those post
which are sufficiently similar, in respect to duties and. responsibilities to
meet the requirements as. established under the definition of "class".
2a6 "Glassified service". ,The positions allocated to the classes in the
classification plan as set forth in the salary ordinance.
2_7 "Compensation". Salaries and. wages paid to employees.
2.8 "Gompensation plan", The schedule of salary ranges or rates set forth
in a salary ordinance for the various classes of positions in the classa.fica-
Lion plan.
2.~ "Demotion". The movement of an employee frpm one class of position to
another class of positian having lesser responsibilities and a lower salary
range.
2.10 "Department head". Any pexson~ elected or appointed? who has super
vision of a department or. office.
2e]1 "Employee", A person legally occupying a pasition in county service.
2012 "Full-time employee". any employee who is appointed to a permanent
full-time position in the, department or district in which he is employed.
2 1 "Merit advancement". A salary increase within the limits of the pay
range established for a. class.
2.14 "Position". A collection of duties and responsibilities which require
the full or pant-time services"'and employment of one person.
2°1S "Probationary period". The period of time following his appointment
during which an employee demonstrates satisfactory performance in order to
justify his right to hold regular status.
2,~1b "Promotion". The movement of an employee from one class of position
to another class of position having greater responsibilities and a higher
salary range.
2.17 "Provisi~anal a ointment°. The appointment of a person who has-not
been found to be qualified and which is made necessary because no persons
havetoen qualified,
2.1g "Reasonable cause". The condition or conditions existing which may
justify the discharge of an employee. Such conditions may include but shall
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1 not necessarily be limited to unsatisfactory performance, insubordination,
'2 persistent failure to get along with other..persons, unathorzed.,absence,from
3 duty, inability to do satisfactory work because of ill health or fraudulent
~' employment application. _
6 2.19 "Re ar status". The status. of sn employee, following the success-
6; ful completion of his..probationary period., ..which entitles h~.m to appeal a
7. discharge which he believes was made without reasonable cause.
2.20 Transfer. The movement of. an employae from nne class of position to.
9 another class of position having similar responsibilities anal the same salary
lfl ; range.
jl~ 2.21 Various words. Words used in the present tense include the future,
12 except where the natural construction of this resolution otherwise indicates.
'13 Words in ,the singular number include the plural, and words in the plural
'],~ number include the singular; and the word ttShall'~ is mandatory and not
15 directory, ..
`16 3,x.0 Admaxii tration
17 The Personnel Director shall be responsible for the administration of
,lg rules as set forth in this resolution which are not specifically referred to
~j19 the Board of Supervisors. A department head may appeal an action of the
'20 Personnel Director to the Board. _ .. _ _.
21 140 Amendment of rules
22 A.ecommend~tions for amendment and revisions of these rules may be made
!23 by the (Administrative Officer to the Board,., Prior to consideration, any
24 amendment shall be reviewed by the Administrative Council and the Butte County
2g Employees Association.
26 ~ C1 ssification of ositions
%27 ~ 1 Classification plan. A11 positions shall be included in a classifica-
j28 Lion plan except those positions held by elective officers, The classificatio:
29 plan shall be maintained so that all positions substantially similar in duties
30 responsibilities, authority and qualifications required are so classified that
I31 schedules of compensation may be applied equitably. Each classification shall
have a written specification setting forth the title of the class; defining
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the class; describing duties and responsibilities of persons filling positions
in the class; and setting forth qualifications of applicants for positions in
the class. - 3 -
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Amendinz the classification Alan. The Board may create new classes
or revise or abolish existing classes. The Personnel Director shall advise
the Board regarding these matters and shall make recommendations.
Allocation of positions. The number .and classification of permanent
positions shall be ss approved by the Board of Supervisors in the salary
ordinance. after the hudget is adopted, department heads shall not appoint
more persons to a classification at any given time than the salary ordinance
provides.,
,~/. Reclassification. The Board may change the classification of a posi-
tionr~on it sppears there has been a significant change in the duties and
responsibilities of the position. Either a department head or the Personnel
Director, after consulting the department head, may request that a position
be reclassified. When a request is made by a department bead it shall be
reviewed by the Person~iel Director.
6.0 COIDpensation
On or before
6,_;_1 Pre oration of lap. l': ~hg ~6 specifie8 for the submission of the
proposed b7zdget~ the Personnel Director or the person or agency engaged for
such purpose shall submit to the Board a compensation plan based on salary
recommendations covering positions i..n the classified service. 8onsideration
shall be given to prevailing rates of pay and conditions of work for comparable
work in public and private employment; to costs of liming; to suggestions
of department heads and employees; to economic conditions in the County and
to the GountyTS financial resources,
6°2, Adoption of plan. The Board shall review the proposed compensation plan,
make any changes the Board believes necessary or desirable and approve the
plan by incorporating it in a salary ordinance.
A~~lication of rates. An employee shall be paid a salary within the
monthly range or rate or equivalent hourly rate established for the class of
position to which he has been appointed as provided in the salary ordinance.
Salary navment procedure
a. Schedule of ,~avments, Employees shall be paid on a schedule of
dates approved by the Board.
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l b. Certification. Each department head .shall st the time he submits his
`~ payroll to the auditor certify that each employee. has performed the number of
;~ 3 days of work shown on the payroll. The.~dditor shall not issue e payroll
¢ warrant unless there is an authorized position supported by a valid personnel
'; g action form to substantiate the rate shown on the department payroll for each
,~; g employee. The personnel Director shall determine and certify the payroll of
7 the employees of the Auditor before payroll warrants are issued to such.
g employees.
g c, Separation. When an employee leaves county service for any reason,
10 his department head may immediately prepare a spacial payroll, certify it
,~ 11 as ~arovided in this section and submit it to the Auditor who shall issue a
12 warrant.
,,.13 ~ Compensation for new employees. A new employee shall normally be paid
'lg at the first step of .the ,salary range for the class of position to which he is
15 appointed. If .the Personnel Director finds that qualified applicants cannot
16 be recruited successfully at the first step, the Personnel Director may request
l'7 that the Board authorize an appointment at a higher step of the range, When-
lg ever the Board approves such a request, an employes being paid at a lower step
!1,9 in the same class may be advanced to the step of the range to which the new
20 .employee is appointed.
!2'~ 6_6 Pay for foxmer employees. A person re-employed in a class of position
22 in which he previously held regulax status and from which he was separated in
23 good standing, may, upon recommendation of the head of the department in which
24 ha is being re-employed and approval of the Personnel Director, be appointed
!25 to the same step of the salary range for the particular class of position at
`26 the step which he occupied at the effective date of his resignation, provided
27 ,such re--employment occurs within six months from the date of resignation.
28 6.7 Anniversary date, .Each permanent employee whose position is allocated
29 to a class with a salary range shall have an anniversary date which shall
3b be determined as follows:
3'~ a. New employees: The anniversary date of a new employee approved at
32 the first step of the salary range shall be the first calendar day of the
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1 month following the completion of six months of service, except that when
2: the effective date of the completion of six months of service is the first
3 working day of the particular month, the anniversary date shall be the first
~. calendar-day of that month. The anniversary date of a new employee appointed
6 above the first step of a salary range shall be the first calendar day of the
6 month following the completion of one year of service, except when the
7 effective date of the completion of one year of service is the first working
8 day of the particular month, the anniversary date shall be the first calendar
9 day of that month.
10 b. Promotion or demotion. ~n employee who is pramotad or demoted shall
l7. have anew anniversary date which shall be the first day of the month follow-
12 ing the date•of his promotion or demotion, except that when an employeeTs
13 promotion or demotion is effective on the first working day of a month, his
14 new anniversary date shall be the first calendar day of -that month, In
15 addition, an employee who has been promoted or demoted to the first step of
16 a range, shall have an anniversary data which shall be the first calendar day
17 of the seventh month of service at the first step.
g c, Transfer. ~n employee who is transferred to a position in a class
lg with ~e same salary range shall have no change in his anniversary date.
20 d, Chance in tense allocation. If the salary range of a class is
2]. changed, the anniversary date of an employee holding a position allocated to
22 said class shall. not change.
g3 e. Reclassification: Tf the position held by an employee is reclassi-
24 fled to a class with a higher salary range, the employee shall have a new
,2g anniversary date which shall be the first calendar day of the month following
26 the date of the reclassification, except that when the reclassification is
2q effective on the first working dsy of a month, the anniversary date shall be
2g the first calendar day of that month. In addition, an employee who has been
29 reclass~:fied to the f3xst step of a range shall have an anniversary date which
30 shall be the first calendar day of the seventh month of ssxtice at the first
31 step. If the position held by an employee is reclassified either to a class ._.
32 with the same salary range or to a class with a lower salary range, the
anniversary date shall not change.
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l fo Service interruptions. The granting of any leave of absence without pay
2' exceeding fifteen (15) calendar days shall cause the employeets anniversary date
3' to be postponed a number of'm9nths equal to the nearest number of months for whit
the leave is granted based on the number of calendar days in such leave..
A person employed temporarily from time~•ta-time in the same class of
6 position shall have his anniversary date postponed until the first of the month
following the month in which he has completed twelve markths or 239 days actual
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time ~,torked.
6.8 P4erit advancement within ran~ea An employee may be advanced on his anni
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versary date to the next higher step of the salary range approved for the class of
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position he fills if he has earned such advancement according to the provisions of
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6.~, Promotion. An employee gromoted to a position ixx a class with a higher
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salary range may be paid either at the ~,,.,;,m„~, rate of the new range or at the
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nearest higher rate than he would otherur3.se be entitled to on the date his promo
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Lion is effective~.»whichever is greater.
18 6.10 Demotion, An employee demoted to a position in a class with a lower salax
~'~ range may be paid either at a rate that is one less than his rate before he was
118 demoted or at a lesser rate if a department head so recomTneands.
~19 6.71 Transfero An employee transferred to a position in a class with the same
20 range number shall receive the same salary he would otherwise be entitled to on
21 the date the transfer is effective.
'22 6,12 Chance in rye allocation. The salary of an employee in a position in a
'2'3 class which is reallocated to a new salary range shall be adjusted to the corres-
'24 ponding step of the new range which the employee would merit if his old range
I2g were still in effecto
26 6.1, position recl.assifiaationo The salary of:_bhe incumbent of a posi~aon
27 which is reclassified shall be determined as follows:
28 ao If the position is reclassified to a class with the same salary ranges
29 the salary of the employee shall not change. .
30 b. If the position is reel.assified to a class with a higher salary ranges.
37. the employee may be paid either at the m~nirm~m rate of the new range or at the
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1 nearest higher rate than he would have been entitled to had his classification
$ not changed.
3, e, If the position is reclassified to a class with a lower salary range,
'. ¢ ,the salary of the employee may not change unless it is greater than the maxim,~m
of the new range. In that event, the salary of the employee shall be reduced to
g the maxiam~m salary of the new ranged
7 6.11 Board authority ~o s ecif salar Notwithstanding anything in these
g rules to the contrary, the Board may specify that the incumbent of a particular
g position shall occupy a step on the salary range for that class either higher or
10 lower than that provided for elsewhere in these suleso Action based on this sec•
'1i tion shall be taken only under unusual circumstances where such action is importaY
12 to the successful operation of a department of the county governmento
;13 6~ Overtime. The following provisions shall apply to overtime work:
1~ ao If in the judgment of a department head, work beyond tkze normal workday
15 or work week is required, he may authorize such overtime to be compensated far in
16 equivalent time offo In unusual circumstances, on the recommendation of the de~.
1p partment head and with advance approval of the Board of Supervisors, employees ma;
18 be paid for overtime service at the same rate at which said persons are employeda
19 b. Resident hospital physicians she'll be on duty, at the time, and in the
i2p manner prescribed by the hospital administrator, who may, however, i.n his disereti~
'~~ allow compensating time off for work performed on legal holidays only. Such com.•
2"2 pensating time off if'::~arited~aiid~:•no~E taken sha]1 not be paid for upon tex~ninatio~
23 of employment and shall not be a charge against the county without the approval .o:
', 24 the Board of Supes`vis ors.
2S c. The maxirm,m amount of equivalent time off for overtime permitted in any
26 one calendar year shall be (10} working days, unless other+rrise ordered by the
j.2,7 Board of Supervisors.
28. do No department head may employ a person ~i~om outside the service of the
„29 County or from outside his department as a substitute for a regular employee who
30 is on leave of absence with pay on account of overtime service, nor shall any de-•
31, partment head assign or transfer any person within the department as a substitute
132 for any person who is on leave of absence with pay on account of overtime service
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1 where such person assigned ox transferred receives an increase in pay as a
2` result of such assignment or transfers it being the intent of this provision
3 that where persons are aLl.owed time off with pay for overtime service the
department must perform the work of such absentee without additional cost or
6 expense.
6 6.16 On call and call back pay.
7 e. Operating room. On call pay shall be allowed to registered
~' g nurses and licensed vocational nurses who era required by the Medical Director
g to be on call. The maximum amount to be paid .each month for on call coverage
1p shall be X50 for nurse anesthetist, X100 for othex registered nurses and X100
;11 for on ca]1 coverage by licensed vocational nurses. Any such employee
12 required to be on call during a month shall be paid in proportion to the time
13 such person is on call to said on call pay. Any employee called back for
14 emergency duty shall be paid at the rate of time and nne-half.
15 b. Laboratory and g-rev. On call pay sha71 be allowed to laboratory and
16 radiology employees who are required by the Medical Director to be on call. The
'1.q mp4;mum amount to be paid each month shall be X100 for on call coverage by
lg laboratory employees and X100 for on call coverage by radiology employees. ~lny
1g employee required to be on call during a month shall be paid in proportion to
i2'0 the time such person is on call to said X100.
21 b~1'7 ahift differential. A hospital employee xegularly assigned to duty
22 on an evening or night shaft may be paid X10.00 extra per month.
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24 7.0 Aunlicstion~, u ific,~tionsa oextification and annointment
'25 7.1. l~.ecruitment. The Z~xsonrael Director shall be responsible for the
'26 recruitment of persons who are to be considered for employment, The Personnel
27 Director may make use of announcements, advertising and any other method of
i28 publicizing employment opportunities so that the greatest possible number of
29 applicants may be recruited.
34 7,2 ~rn~lcation for employment. Application £or employment shall be made
31. tea the Personnel L2irs.c~rr~,7,ess otherwise specified by the Personnel Director.
32 ,~.' Qualifications.
a. Persons holding positions upon the effective date of Ordinance 729 are
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!, 1. deemed.to be qualified for the positions tb.ey ho.].d.
2 b. On and after the effective date of Ordinance, 729 applicants for
3 appointment or .promotion to a class of position in the. classified service must
4 be qualified for the work the appointee will be required to do. In determinin
{ whether or not an applicant is qualified, the Personnel Director shall apply
6 any or all of the following raquirements as may, in the opinion of the
7 Personnel Director, be necessary:
8 (1) Satisfactory evidence of certification, registration, license or
9 edt~ati.onal attainment where such requirement is stated in a class specifica-
10 tion.
11 (2) Satisfactory evidence of compliance with experience requirements as
',12 set forth in a class specification.
13 (3) Satisfactory evidence of an applicantts character, integrity and
'l~ success in previous employment.
15 (4) The applicant successfully passes a written performance, or oral
!16 examination, or a combination of two or more of such examinations, designed
!17 to test his knowledge, skills and personal attributes.
lg (5) The applicant has been qualified by the Welfare Merit System of the
'19 State ~of California,
20 ~ Certification. When a vacancy in an authorized position occurs or is
21 about to occur, the department head sha11 notify the Personnel Director and
!22 may request a list of qualified applicantsa Before proceeding, the Personnel
23 IJ~,,ector may request the Administrative Office to make a judgment as to the
24 need for the position. The Administrative Office may make an appropriate
':2g recommendation to the Board. If it is detexmined._'that the vacancy slioule be
26 filled, the Personnel Director shall take the necessary steps to certify to
27 .the department head a list of qualified applicants. The names of the appli-
';.28 cants may be listed in the order of their qualification as determined by com-
29 petitive testing andlor by a comparison of their educational and experience-
,'3~0 histories.
31 7 ~ Appointments. When a department head has received from the Fersonnel
32 Director a list of qualified applicants, he may interview any or all of the
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l qualified applicants certified to him and appoint as many of them as there
2, are vacant positions to be filled. If the Personnel Director is unable to
3• certify a list, the Personnel Director shall approve a provisional appoint-
' ¢ meat. .Any person holding a provisional appointment shall hold the position
5~ only until a list of certified applicants is available but in no event-shall
g he hold such position longer than three months. A provisional employee
q shall be given ample opportunity to qualify. Any person selected for
g appointment must pass a physical examination administered by a County
g Hospital physician.
10 ? 6 Tem orar ointments. A department head may make a temporary
'1Z appointment when an appropriation for extra help has been budgeted. The
i2 n~i.ce of appointment shall be sent to the Personnel Director fox approval.
13 Any person employed for temporary work shall be appointed to a class of
14 position corresponding to the duties of the work he is to do.
'15 "7_7 Administrative appointments. The }~dm~.xn.strative Officer shall be
16 appointed as provided by ordinance. Department heads shall be appointed
17 in accordance with merit principles and in the following-manner:
,lg s. .The Probation Of£icex shall be appointed asr. provided by law.
lj b. The Welfare Director shall be appointed by the Board upon
20 submission of a list of qualified persons by the Welfare Merit System of
'2~. the State of California.
22 c. For the following positions, the Personnel Director shall recruit
123 applicants when a vacancy occurs and advise the Hoard regarding qualifica-
24 Lions of applicants in order to properly assist the Board in making an
2g appointment:
28 Agricultural Commissioner
2'7 County Counsel
28 Director of Planning
2g Dasector of Public Health
3Q Director of Public Works
31 Medical Director and S uperintendent
32 Librarian
Sealer of Weights and Measures
Veterans Service Officer
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g_0 St~tu,~, of emTployees~, performance,_promotion and separation
8.1 Status of appointed department heads. The probation Officer shall
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serve for a term of office as provided by lawn The Welfare Director shall
serve at the pleasure of the Board subject to provisions of the Welfare Merit
Stem of the State of California. The Agricultural Commissianer, Counsel and
Sealer of Weights and Measures shall serve the Board for terms of office
provided by law. All other appointed department heads shall serve at the
pleasure of the Board.
8_2 Status of new employees. A paw employee shall be on probation during
the first six months of his employment. During this probation period, the
department head shall observe the employee's ability to do his work. If at
the end of the probation period the department head believes the employee is
damp his work satisfactorily, he shall so inform the employee and the
Personnel Director. The employee shall then have regular status and may enjoy
such privileges regarding appeal from discharge which are set forth in
Ordinance 729 and in section g.9 of these rules. The status of 47elfare
Department employees shall be that which is provided for by this resolution
or by the rules of the Welfare Merit System of the State of California.
$,~ Status of regular employees who are promoted, An employee having
status who is promoted shall be on probation for six months in the new
position to which he has been promoted. Dvring this probationary period, he
shall be regarded as having regular status in his former position. If at the
end of the probation period the department head believes the employee is
performing in a satisfactory manner, he shall so inform the employee and the
Personnel Director. The employes shall then have,-regular status in his new
position.
Performance. thirty days before an employee's anniversary date, his
department head shall review the employee's performance to determine whether
or not the employee should receive a merit advancement Within his salary range.
In making this determination, the department head shall use a performance rating
form, discuss the rating with the employee, and send a copy of the form to the
Personnel Director where it will be placed in the employee's file. If the
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department head wishes to delay this determination beyond; the employeets
anniversary dale, he may do so, for a period not to exceed 90 days, in
which case the advancement sha71 be effective when approved by the depar
head, If an employee°s anniversary date is overlooked through an error,
upon discovery of the error, the .Auditor shall honox a supplemental pay.
ro71 compensating the employee for. the additional salary he should have
received mating from his anniversary date. In the case of appointed
department heads, the Administrative Officer shall submit merit advancements
to the Board for approval.
8.~ Promotion. The Personnel Director and department heads sha11 take
all reasonable steps to inform employees of opportunities for promotion to
mine responsible positions in the merit system. All persons in the classi-
fied service shall be entitled to necessary time off with pay for theipurpose
of taking qualifjring or promotional examinations conducted by -the Personnel
Director. Satisfactory performance for the County will be an important
consideration in reviewing qualifications of an applicant.
8~6 Discharge. An employee may be discharged by a department head only
fQ reasonable cause, Reasonable .cause may include but sha71 not necessarily,
be limited to one or more of the following situations:
a. Unsatisfactory performance
b. Insubordinatian
c. Persistent failure to gat along with other employees
d. Persistent disrespect to superiors and to the public
e. Unauthorized absence from duty
f. Inability to do satisfactory work because of i11 health
g. Fraudulent application for employment
~7_ Notice of discharge. When a department head believes he has
reasonable cause for discharging an employee, he shall give the employee
mitten notice of discharge, specifying the reason or reasons for discharge,
One copy of the notice shall be given the employee and one copy to the
Personnel Director where it shall be placed in the employee's file. The
department may retain the third copy.
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g~8 Appeal Commission. At the beginning of each fiscal, year the. Board
shall appoint an appeal commission of three persons to serve for the fiscal
year, The Butte County Employees kssociation shall nominate one member.
The Administrative Council shall nominate a second member. The two members
so nominated shall, in turn, nominate a third member. The purpose of the
appeal commission shall be to hear an appeal from a discharged employee.
If a member of the appeal commission is imrolvad in a particular appeal,
he shall be .disqualified from participating in-that appeal,. In such event,
the Board shall appoint a temporary member to' the commission to hear the
appeal, The nominating process shall be the same as specified in this
section.
8 ~, Appeal procedure.
a. Appeal. Within twenty days after he has ~ceived a notice of
discharge, an employee who has regular status may submit a written appeal
to the Personnel Director. The Personnel Directox shall immediately notify.
the appeal commission and schedule a hearing for the appeal to ba heard by
the commission within twenty days. The Personnel Director shall submit to
the appeal commission copies of the notice of discharge and the employee's'
appeal and notify all paxties of the time and place of the hearing.
b. Hearin. The appeal commission shall conduct a hearing at the time
and place designated. At the hearing the employee and the department head
shall have the z*ight to be heard and present facts.
c, Findina and report. At the conclusion of the hearing, the appeal
commission shall mare an official finding as whether or not, in the opinion
of the commission, the employee was discharged for reasonable cause. Whe9lher
or not the commission finds there was reasonable cause for the discharge, the
commission may make any recommendation it believes desirable to the employee
and~or the department head, Personnel Director, Administrative Office, and
the Board regarding the circumstances, Such recommendation may concern any
of the following points: eligibility of the employee for future employment
with the County; reinstatement to the position from which he was discharged;
suspensiot~of the employee for ',as. specified period of time; or any other
,a
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pertinent matter, A copy of the commission's report shall be given the
employee, the department head, and the personnel Director for placement in
the employeeys file and filed with the clerk of the Board as a matter of
public record. Any action of the appeal commission shall be final and not
slbject to judicial review,
8x10 I,avoff. If a position is abolished because of administrative
reorganization ox lack of appropriation, a department head may lay off an
employee. A department head shall consider length of service in determining.
which employee or employees are to be laid off. The d epartmeffit head shall
notify the employee of the reason for the layoff at least ten working days.
before the effective date of the layoff. If the employee has regular status,
the Persnnel Director shall make all reasonable efforts to certify him as
being qualified for other employment with the County.
8.11 Retirement. Persons other than elective officers holding County
employment shall be members of the ,tats Employees Retirement System as
provided by law and the terms of the contract in effect between the County
and the State Employees Retirement System. The Board may amend the contract
as provided by law, The 4dministrative Offio~'shall advise the Board
regarding policy matters concerning the contract or amendments to it.
Attendance and leaves
2,1 U acation. Each employee in the classified service shall be entitled
to a vacation of 5~6 of a working day per month. Earned vacation sha11 be
credited annually at the end of each year of service and may he accumulated
to a total of not more than twenty ~20~ working days. An employee who has
less than one year of uninterrupted service shall not be entitled to a
vacation or to vacation pay on ~psr•ation from the classified service.
Employees who work less than fu11 time shall earn vacation credits on a
pro-rated basis,
Vacations shall be taken at such times as may be approved by s depart-
went head.
2n the event one or more holidays fall within an annual vacation leave,
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such holidays shall not be charged as vacation leave and the vacation leave
shall be extended accordingly.
.Employees who resign, retire or are. laid off shall be paid in a lump sum
for all accrued vacation leave earned prior to the. effective date of termina-
tion. No payment shall ba made for vacation accumulated contrary to the
provisiions of these rules.
,~ 2 Sick leave. Sick leave with pay shall be granted by the department
head at the rate of one working day per month. Sick leave shall not be
considered a privilege which an employee may use at his discretion. It shall
be allowed only in case of necessity and actual sickness or disability, Unused
sick have may be accumulated to a total of not more than 60 working days.
In oxder to receive compensation while absent on sick leave, the
employee shall notify his department head prior to or within four hour"s after
the time set for beginning his daily duties, or as mgy be specified by the head
of his department. The employee shall file a physician?~ certificate or a
personal affidavit with the department head stating the cause of his absence.
For the purposes of this section, normal pregnancy is not an illness.
Sick leave time shall be charged in accordance with the amount of salary
paid out of sick leave.
~ Ab once due to death or critics it e s in Tamil Whenever any
s
employee in the classified service believes it necessary that he be absent from
duty because of the death or critical illness of either a father, mother,
brother, s ister~ wife, husband ox child, he may request permission. from his
department head. to be absent for not more than three working d eys with pay.
Any time off shall be charged against sick leave.
~! Military leave. Military leave shall be granted in accordance with the
provisions of state law. 911 employees entitled to military leave shall give
the department head an opportunity within the limits of military regulations to
determine when such leave shall be taken.
~, Leave of b enCe without a heave of absence without pay in excess of
30 days may be authorized by the Board of Supervisors upon the recommendation
of the Personnel Director. An employee shall not be entitled to leave of
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absence as a matter of right but on~:y upon good and sufficient reason, and then
not to exceed a period of one year, Upon, returning to active employment, the
employee may be paid at the same step that was in effect when he began his leave
of absence.
,~,6 Hours of work.- All offices of the county, except those for which
special regulations are required, sha17. be kept open for business on all days
of the year except Saturdays, Sundays and holidays continuously from 8:30 a.m.
until 5:00 p.m. Employees for whom necessity requires a different schedule
than that generally applied shsLl work according to regulations prepared by
the~espective supervising official and approved by the Board.
Personnel assigned to the operating, delivery, emergency, laboratory and
radiology units of the Hospital shall not be required to accumulate, during
any s ngle pay period, their daily working hours on an 8 out of each 2L,. hour
basisa The schedule of hours of service for such employees shall be determined
. by the Hospital Superintendent or Medical Director.
,4,,3 Attendance. Employees shall be in attendance at their work in accordance
with the rules regarding hours of work, holidays and leaves. All department
heads shall keep daily attendance records of employees. 'The .Personnel Director
may establish procedures for reporting such attendance records to his office.
No full-time employee or appointed department head of the county sha7.]. engage
in any occupation or outside activity which is incompatible with his County ~
employment. Any such employee who engages in an occupation or outaide activity
for compensation shall inform his department head of the nature of such activity.
The department head shall inform the Personnel Director. The I~rsonnel Director
shall investigate and inform the Board of any such situation which may be
incompatible, The Board shall determine whether or not such activity is
incompatible with county employment.
Holidasrs. County offices, except those for which special regulations
are required, shall be closed on the following legal holidays: New Yearts
Day, Linco7.n's Birthday, Washington's Birthday, Nfemorial Day, Independence Day,
Admission Day, Labor Day, Columbus Day, yeteransT Day, Thanksgiving, Ohxstmas;r;
Good T'riday from 12 noon until 3 p.m. and every day on which an election is
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L held throughout the 2tate,,or when a holiday. is proclaimed by the Governor.
2. When a holiday falls on Sunday, the following Mondsy shall be observed.
3 Employees for whom necessity xequires a. different holiday schedule than
4 that generally applied,. shall work according to regulations prepared by the
6 department head and approved by_tha Board...
` g' 10.0 Services and records
7 10.1 Services. The Pexsonnel Director shall make available to department
g heads and employees such counseling and services.. that will assist them 9.n
g personnel matters which are covered by but not necessarily limited to the
10 provisions of these rules.
7.1 10.2 personnel records. The Personnel -irector shall. keep a file for
112 each employee and place in his file a copy of his application and any other
13, personnel record affecting his status.
14 1...~ ~avroll records. The ~:uditor shall maintain such recoxds which are
15 necessary for payroll and retirement system puxpo.ses, The Personnel Director
:16 ~y inspect such records from time.to time for the purpose of administering
17 these rules regarding compensation,
18 1.0,4 Personnel action form. Every appointment, promotion, transfer,
;1;9 demotion, salary change, separation or other information or action required
.,20 which affects. the payroll status of an employee shall be initiated by a
21 personnel action form. The personnel action form. shall be sent in duplicate
22 to the Personnel -irector who shall forward one copy to the Auditor for
23 payroll purposes.
'24 10. -estruction of records, .Any personnel record may be destroyed as
provided by law.
'25
'2B The foregoing Resolution was introduced by. Supervisor Pittma n ~
27 who moved its adoption, seconded by Supervisor Giles ~ ~.d
28 said Resolution was passed this 2nc~ay of January ,19 62~ on
'29 roll call by the following votes:
30 AYESs Supervisors G31es~ Pittman, Pryde~ Steinegger and Chairman
Alldredge
i 33. NOES : None
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S rman of the oard of Supervisors
Chaff
County of Butte, State of California
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9. ATTEST
10 <TESS1~ RCGERS
ill Butte County Clerk and ex-officio
Clerk of the Board of Supervisors
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Depu~y Clerk
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