HomeMy WebLinkAbout76-136AWHEREAS, by ardin.ance adopted on June 15, 1976, the ~oard
af Supervisars re-enacted Ar~icle VI o~ Chapter 2(Sec~i.an 2-27 to
2-37) oa~ the Su~tte Cout~.~y Code ~o prov~de for ~Che establishmex~.t of
a Merit Sys~em and Personne~. Program to ~e~ul.ate the appoin~man~,
advancemen~ and remova~ of pe~sons in the em.ploy o~ the Caux~.ty; and
WHEREAS, Sec~ion 2-38 0£ Artzc~e VI of Chapter 2 of the But~e
County Code, as re-enact~d, prov~.des that the Board o~r Supervi.sors
sha~.~ by reso~ution adopt ru~.es providin.g for the adm.inis~~a~~on. a~
the M~rit Syste~. and ~ersonne~. Program;
NOW, THEREFORE, SE ZT RESOLVED by ~he Board of S-~.pervisors
~ha~ ~he ru1~s for ~he admin~.stratz.on of the Merit Syste~n and
P~rsonx~.e1 Program ~der Ar~icle VT, Chap~er 2 0~ ~he ~u~~e Coun,ty
Cade shal]. be as faliows:
!~~'~
RESOLUTTON ~F THE SOARD OF SUPERVI54R5 OF THE
COUNTY OF BuTTE ESTABLISHING RLTLES FOR THE
ADMINISTRATION OF THE MER~T AND PER~ONNEL
P RO GRAM
1.0
PURPOSE
The purpose of these rules ~s to s~t forth ~hose
procedures which concern the follow~ng mat~~rs:
administra~~on o~ ~he mera~ syste~; classi~ication
of positions; compensation pla~; recruitment and
qualifica~ions af applicants; employee benefits;
appointment, performance, promo~ion and separatian
of emp~oye~s; at~endanee and Zeaves; services and
records; employee relations; a~firmat3ve ac~ion;
training; and sa~ety.
~.
2.0
DE~~NZTIONS
2.1 ADEQUATE NOT~CE OF ACT~aN.
Y~here provxsions o~ th~se regu~ations ~equire ~hat a
party or parties concerned be delivered, served_,or
noti~ie~ of act~ons, notif ication by ~e~~er to tha~
par~y or parti~st last know~ address sha~~ constitute
adequate notice o~ such action.
2.2 ADMINTSTRATIVE APPOINTMENT.
The appo~ntment of a person to a department hea~
posi~~on using mer~~ system principles or as prescribed
by Iaw.
2.3 ALLOCATION
The assignment of a classifie~ posi~ion ~o a budge~ unit.
~.4 APPEAL.
A wri~ten s~atemen~ by the p~rson a~~ected which declares
a persanal be~ie~ ~hat: a discharge, demo~ion or
suspensio~ act~on was w~~hout reasonab~e causE; does no~
agree w~~h a grievance ru~ing; or the res~lts af a seZec~zon
process or that an act af discrimination has occurred.
2.5 APPOINT~NG AUTHOR~TY.
Any person, e~ee~~d ar appointed, who has responsi~il~ty ~o
adm~nis~er a coun~y depar~ment or o~fice, ar who
is a representative designed ~o perfo~m ~hese du~~~s.
2.b AP~O~N~MENT DATE.
The date of appo~n~ment to a regu~ar-status pD51t10ri within
the merit syst~m.
2.
2.7 APPR~PRIATE UNTT.
A uni~ of employe~ c~asses or posi~ions, established
pursuant ~o these rules.
2.8 BOARD.
The Board of Supervisor~ o~ ~he Co~n~y of But~e.
2.9 BUDGET UNIT.
Any number o~ c~assifications allocated tage~her in
a sect~on of ~he salary ordinance ~n~ budgeta~y purposes.
~.10 CIVIL RTGHTS CQM~L~ANCE OFFICER,
The Personnel Direc~o~ o~ the County o~ B~t~e or the
Directar~s designated representatave.
~~2.1~ ~ CLA.SS ~R CLASS OF POS~TTON.
Al~. posit3ans suff~c~e~tly simi~a~ in dutiss, autho~x~y,
respons~bil~~y and warking conditions ~o perma.t
grouping under a common tit~.e and ~he applica~ion ti+ri'~h
equ~,ty of comzn.an s~anaards of selecti.on, ~ransfer,
promota.on and salary,
2.~.~, CLASSIFTCAT~ON PLAN.
An order~.y' arrangement of posi'~ions un.d~r separa'ce and
dis~inct classes so tha~ each class w~ll contain all
those positions which are suff~.c~~ntly s~.ma.~.ar ~n
respect to duties and respan.sxt~ilities ta meet the
requirer~ents as ~s~a~lished. unc~er the defir~itian of °tclass".
'2~,13 `GZASS ~ERIES .
An orderly progression of clos~ly rela~ec~ classifxca~ions
arranged in a manner of ascending responsibility, skills
and c~u~ies .
3.
2,~4 C~ASS~FIED SERVICE~
The posit~ons in the c~assi~~cat~on plan as set forth in
th~ salary ordinance.
2,15 CLERK 0~ THE COMM~SSZON.
The Persannel Directo~ of the Coun~y of Butte or the Direc~orfs
designated representa~ive~
2.Ib COMM~SSION~
~he Bu~~e Coun~y Personne~ Appeals Cor~missian.
2.~7 COMPENSA~ED EMPLOYMENT.
Compensated employmen~ sha~1 be li~ited ta the ~allawing:
a) wages ~o~ services per~a~med,
b~ vaca~ion creait
c} sick leave credi~
d} holi~ays or holiday cred~t
e) be~eavemen~ leave
~) jury du~y as ~et ~or~h in Sec~zan Z3.6
g} paid milx~ary Ieave
h} campensa~ed indus~r~al inj~ry ~eave as se~ forth
in ~hese rules.
2.18 COMPENSATION~
Sala~ies and wages paid to emp~oyees.
2,19 CQMPENSATZON PLAN.
The sch~dule of salary ranges or wage ~ates se~ ~or~h in a
salary ardinance for the various classes o~ posxtions in the
classification p~an.
2.20 CONF~DENTZAL EMPLOYEE.
An employee, ~hoa ~n ~he course o~ his o~ her du~ies, has
access ta in~arma~~on rela~ing ta ~he coun~yts admin~stra~ion
o~ emp~oyerTemployee relations on a regular bas~s.
~.
2.21 COUNTX.
The Caunty o~ Bu~te, and, where apprapriate herein,
re~ers to the County Board o~ Supe~~isors or any duly
authorized County ~epresentat~ve as here~n d~fine~.
2.22 CRYTICAL ~LLNESS.
An i~lness of a member a~ an emplaye~'s inunediate family
o~ such serious nature to requi~e the at~endanc~ of the
employee.
2.23 DAYS~
As used zn ~hese ~u~es days shall be calendar days
unless specif~c~lZy sta~ed.
2.2:~ DEMOTTQN.
The involun~ary movement o~ an employee from one class
of posi~ion ta anather c~ass of posi~ion for which the
employee qualifies having lesser res~onsibilities and
a ~ower salary range.
2 . 2 5 DEPARTNIENT .
qne or mare budge'~ units group~d toge~her by the Board
of Sup~rvisors undex~ ~he supervis~.on ar~d control of one
appa~nted or el.ected official.
2.2,6' DISCRTMTNATZQN
Any ac~ian against a person by reason of race, n.a~ional
or~gin, poli~ics, r~l~gior~, age, sex or phys~.cal handicap
which denies sueh person equal employ~n~nt oppar~uni~y.
2.27 DISC~~'ZSNARY ACTxON.
As used ~.n these reg~lations, disciplinary' action means
disrnissal, demo~~on, reduction i.n compensation, suspension
or any othe~ aetion taken ~'ar discip~~.nary reasons. ~'he
appointing au~hor~~y, or a d~signated represcntative of that
author~ty, may take disciplina~y ac~ion agair~st an. employee
~'or reasonable caus~,
5.
2.2$ EMERGENCY.
A situat~on in which quick ac~~an and ju~gmen~ are
necessary though they may nat aver~ undesirable consequenc~s.
2.2~a EME~GENCY A~POINTM~NT.
The appoan~ment o.~.a perso~ for no morg than 30 days
wi~hout usxng ~~ri~ system pr~nciples beca~se the position
~s cri~ical and essentaal ~o the operataan o~ ~h~ departmen~.
2 . :3:~ ~MPLOYEE .
Em.p~.oyee is a person Iega~~.y occupy~ng a pasa.t.ian ~n
coun~y service. The salary or wage a~' such posit~.on has
been au~horized by the Bu~te County Board of Su.pervisors
in ~he salary ordinance.
2.3~ EMPLOYEE ORGANIZAT~ON.
An employee organ~za'~ion is any ~awf~.~ org~.nizatzon which
includ.es caun~y employees and which has as one of its
primary pu~poses represen~ing emp~.ayees in ~heir emp~.oymen~
rela~~onsh~ps w~~h 'che ca~.nty.
2.3.2 EM~'~,4YEE RELAT~ONS QF~'ICER.
The Personnel Director of the Coun'~y of Butte ar th~
Director~s desxgna~ed represen~at~ve.
2.3~~ EMPLOYEE TYPE.
a. Reg~~.a~ fta.ll-time empl.oyee : An emp~.oye~ appointed
~ to f~~l on a regular fu11-ta.me basis a budge~ed
position shawn in ~he salary ordinance.
b.. Regula~ Par~-'~~rr~e employee: Ar~ employee appointed
to ~'i~.I on a less than full-time basis a budgetec~
posi~ion shown an ~he salary ardinance.
, e, Extra He1.p employee: An ~:mployee temporari~y
appain'c~d ~a supp~.emen~ '~he coun'cy work force
b~ca~se of unu~ual workload activities or relief.
6.
2.3.~ EXTRA HELP APPOTNTMENT.
The temporary appaintment a~ a qua~i~ied person to a
position on a relief or unusual work~oad bas~s.
2.35 HOURS,
As used ~n ~hese rules the hours repor~ed sha~~ be wark
hours. The smal~es~ por~ion of an hour repor~ed sha~l
be ~wo~ten~hs (2/1~~'. of an hour.
2.3'S
IMMEDIATE FAMILY.
The followi~g members of an employeets family: spouse,
ch~.ld, parent, brather, sister, grandchal.d, g~andparent,
mo~her-3n.--law and fa~her-in--law.
2 • 3~7 TMPASSE.
The repx~e~en~at~ves of the County and a Recognized Employee
Qrganization have reached a poin~ ir~ ~heir me~'~ing and
conferr~ng in good faith where their differences on matters
ta be incZuded in a Memo~anaum of Understanding, and
concernxng whi.ch they are requ~red ~o mee~ and con.fer, remain
so subs~an~ial and prolonged tha~ further mee'~ing and
conferr3ng wou~d be futile.
2.38 MANAGEMBNT COUNCTL,
An organization composed af coun~y management ~.ncluda.ng
e~ec'ced officia~s, appo~n'~ed off'~.c~.als, department heac3.s
and ass~.s~ant-department heads. mhe managemer~t council
sha~~ meet ~.pon call by the County Admina.strative Officer.
~.39 MANAGEMENT EMPLOYEE.
An emplayee having responszbili'~y for f'ormulating,
adminis~~ring or managing ~he implementatxon of Coun~y
policies or programs. ~
7 .~
2.~0 MED~CAL CAUSE.
The condit~on or conditions existzng which may justify
~he med~ca~ demotion, transfe~, or termination of an
emp~oyee. Medical cause may include bu~ not be limite~
to ~h~ following:
a. ~nabili~y to do sat~s~ac~ory work due ~o ill
health.
b. Phys~.ca~ in.abi3~ity ta perform the rec~~a.~ed work.
2.~~ MER~'~ ADVANCEMENT.
A sala~y inc~ease wi~hin the J.imi~s of the pay rangc
establxsh~d for a class.
2 . ~} ~
MERIT A~VANCEMENT DATE,
The da~e on ~rhich an employee is elxgible far a mex~~.t
advance~nen~ .
2,~3 NE~OTISM.
The appa~n~m~n~ in a departm.er~~ of ~he zr~ember of any
empl.oy'ee s s immediate ~am~Iy ~a a reg~.lar or extra he~.p
posi,L~on.
2.4~ PERFORMANGE REVTEW DATE.
The date upon which an emplayeets schedul~d performarzce r~por~
~.s ~o be completed by an appoint~.ng au~hority is as ~'O~~OWS:
a. A~ ~he end of 'che ~'irst {3~ three mon~hs of ~he
empl.oyeets probata.onary pc~iod.
b. A~ least {30) ~h~r~y days before ~he end of ~he
~mployeees proba~ionary perxod.
c. A'~ least (3Q} thzr~y days befare the employee°s
merit advancement da~e.`
d. Ann.ually fox~ employees in t~?e last st:ep af the
pay range a1c least (30} th~rty days before the
emp~.aye~ t s anniversary of ~he ~as~ mer~.~ a;dyancement
date.
8.
2.4~ PERMANENT STATUS.
~ne status of an employee fol~owing the successfu~
comp~etion of a probationa~y period which enti~led
~he employee to the r~ghts and privileges prav~ded
in these ~ules.
__ 2.~5 POSITION.
A co~.l.ectzan of ~uties and re~pans~~i~i~ies which require
the full or part-tirne serv~.ces and employrr~en~ of orae
person.
2.~7
PROBA.TIONARY PERIOD.
The period of time ~'ollowing regular appointment dur~n~
which an employee demons~rates satis~actary per#'ormance
in order ~o ~ustify ~he righ~ to permanen~ st~,tus.
2.~48 PROBAT~ONARY STATUS.
'~he status of an emp].oyee following appo~ntment ~o a
regular pos~.tion durin.~ which ~he employee r~ay appeal
dzsci~pl.inary ac~ions and discrim~natory actions. Whi~1.e
in 'chis status the employee rrfay no~ appeal p~obationary
rejection.
2.~}9 PR~BATIQNARY REJECTION.
An actia~ by an appa~.nting authority wha.ch resul~s in the
term~na'cian or voluntary demoti.on of an employee who
~n the opinion of the appoxn'c~ng au~Ghority ~'ails to
demonstrate sat~.sfacto~y p~rformance in the posi~ion.
2.50 PRO~'ESSIONAL EMPLOYEE.
An employ~e engaged in wark ~equiring specialized knowl~dge
and skills obtained ~hrough campletion of' recognized courses
of instruction including but not ~i.mi'~ed to attorneys,
physicians, regis~e~ed nu~sc~s, engineers, and various
types of physa.cal., ch~mical, and ba.o~.ogical scientists. ~
9•
2.51 PRQMOTION.
The mov~ment of an e~ployee from one c~ass of
posi~iQn to another class a~ position having greater
responszb~~i~i~s and a higher sa~ary range.
- 2. 5:2 PROOF OF EMPLOYEE SiTPPORT . ,
a.; an autho~ization card recen'~ly signed and
personally dat~d by an e~nployee, o~
3~:, a v~rified authorizatiorz peti~ion or petx~ions
recently signed and personally dated by an
emplayee, or
c;.: ~mployee dues deduction au~horizatian, using
the payrvl.l ~eg~ster for the peri,od i~nmediately
prior to the da'~e a pe'~~tio~ ~s filed hereunder,
except ~hat dues red~.cta.on au'~hor~zations
for more than one emp~oyee organa.za~ion for the
account of any one employee sha].~ no'~ be
considered as proo~' of employee support for any
employee or~aniza'~ion. The only authorization
~nrhich shall be cons~.dered as p~oo~' of employee
SU~~Ox'~ her~under shall be the au~horization
~.as~ signed by an emp~oyee. The words
ttrecently signed" shall mean wi'~hin (I$0)
ane-hu~dx~ed ~ighty days prio~ ta 'che fi~ing of
a p~ti~ian.
2.53 PROVISIONAL APPOINTMENT,
The appfl intmen~ to a regular budgeted posi~ion when no
~ligible 3.i.s'c exists of a per~on who rr~eets the it-.inzmum
qualifications of the posi'~ion ~'or a periad of ~ime no~
to exc~~d. (6(}} sxx'cy days a~"~~r ~he estab~~shment of an
e~.igi~le list for such pasi~3.on.
2.5~ R~ASONABLE CAUSE.
The eondi~ior~ or conditians ~~isting ~+rhich may jus~ify
~he d~scha~ge, d~motion, or suspension o~' an employee.
Reasanab~e caus~ may anc~ude, bu~ nat be ~.imi~ed to ~h~
fo~~o~ing:
a. F~audul.en~ empl.oyr~ent applicata.on.
b , ~rra.l.~.full disab~c~ience
c. unsa~isfactory per~'ormance
10~
d. inefficiency
e. ~nsubordina~ion
f. disrespect ~o superio~s or to the public
g, failure ~o ge~ a~ong with o~he~ emp~oyees
h. conv3c~ion of a fe~ony
i. ~.mproper political ac~ivi~y
j. other conduc~ e~~her dur~n~ or ou~side cluty
haurs which causcs discredi'~ to the departmen~
or '~h~ coun~y
k. ~nauthor~.ze~. abs~nce f'rom c~u~y.
2,5~ REC~GNIZED EMPLOYEE OR~ANTZAT~ON.
An employee o~gar~ization whieh has been ~'o~ma~~.y
acknowl.edged by ~he cour~ty as the employee orgar~ization
that repres~nts ~he employees ~.n an appropriate representa-
~~,on uni~ pursuant to these ru~.es.
2.56 REGULAft APPOIN~MENT,
The appointment of a person using me~it system pr~.nc~p~.es
~o a budgeted posit~on ~3s~ed in the sa~.ary ar~inance.
2.5~7 SA~'ETY OFF~C~R.
The Persannel Direc~or o~' ~he Coun~y of Butte or the
Di.rector~s clesignated represen~a~ive.
2. 5 8 SENIOR~TY DA'~E ~
The da~e on which a regul.ar employee begara cansecutive
service with B~tte Caunty.
~ZQ
Z~_-__..5 ~
SUPERV~SQRY EMFLOYEE.
Any empl,oyee, regardless o~' job d~scriptian, reg~.larl.y
hav~ng au~hority in ~he interest of the ca~nty to hire,
transfer, suspend, lay off, recall, promate, discharge,
as~ign, reward, or discipline other employees or the
respansibil~~y to assig~ work to and direct them or ta
ad,jus~ their gr~evances or effec~ively reco~nmend such actiQn,
if, ~n connection with ~he foregoa.ng func~ions, the exerca.se
o~' such authori~y is not af a mere~y rou~ine Q~ clerical
n~.ture, but ~equ~res the use of inde~endent ~udgmen~.
2.b0 SUSPENSZON.
The i.nvolun~ary placemer~~ af an employee in a nan-comp~nsa~ed
sta'cus up ~o a maximu~rt of (30} thirty worka.ng d.ays as a
result of discipl~.nary action ~y an appointing authority.
2.bI TRANSFER~
The pe~m~.nent movemen~ of a regular ~mployee from one
budgetary t~n~.'~ ~o another budge'~ary ~zn3t .
2.6~ UNDERF~LLING,
The fil~ing of a pnsi.'~ion w~th a lower classification
au~horized ~.n the salary ordinance.
2.6~ UN~T ~F SERVTCE.
'~he completion by a regular fu1~. ~ime employee a~' (la) ten
work days or the equivalency a~' compensated empl.oyment in a
bi-v~reek~.y pay period. Regular err~ployees wo~ki.ng less than
~'u~.~. ~~m~ shall aceumulatc a unit of ~ervic~ on a pro--rata
basis.
2,G?~ VARTOUS WORDS.
Words used in the preser~t ~ense inc~.ude ~he f~.~ure, except
where ~he natural cons~ruc~ion of ~his resoltztian o~herwise
~ndica~es. Ward.s in ~he singu].ar number inc~.ude 'che
plural, and. words in the p~.ural number ~.nc~ud~ ~he singula~;
and the wo~d 1Tsha1lt` as rriandatory and no~ directory.
~2.
2.65 VOL,UNTARY DEMOTTON.
.
The vo~untary mov~rnen'c of a regular err~ployee from one
class af posi~ion to ano~her class of position wxth
a lesser salary range .~or which the emp~.oyee is qualified.
2,66 ~OLUNTEERS.
A vol.un~~er is any ~.nd alI persons a~l.owec~. by an
appoin~ing au~hor~.ty '~o perform any service, activa.ty,
or du'~y in ~he name of Butte Caun~y ~rithout compen.sa~ion.
2.57 WORK DAX.
The normal number o~` hours of assigned work excluc~ing
over~ime is C7 1./2 ) seven~-andRon~~hal~' or {$) ei.ght
hau~s depending upon classxfication or depar~mental
assignment~
2 . 68 „Y,~ RATE .
A salary rate ~vha.ch may ~e assigned ~o an incum~en.t
employee whose salary range has been rea~.laca~ed to
a lower ~ange, shovm a.n the saZary ordinance, for which
'~here zs no cQmparable x~a~e in ~he reallocated range.
l~.
3.0
ADMTNISTRATION
3,~ PERSONNEL DIRECTOR.
The Personnel Directar shal~ be responsible for es~ab~ishing
p~ocedures for ~he administrat~on of rules as se~ forth
~n ~his resa~ution. An appoi~~ing au~ho~zty may appeal
an ac~ion of ~he Personnel Directar ~o ~he Board.
3.2 AMENDMENT OF RULES,
These rul~s may be ~mended by resolu~ion of the Board.
3.3 SERVICES.
The k'ersonnel Directof~ shall rnake avai.lable to appo~.n,~ing
a~thar~ties anc~ em.ployees su.ch counseling and services that
w~ll assist them, i.n personnel. ma~~ers wh~.ch are covered
by but not necessarily limited ~o the provisions of these
rules.
~3~.,4 PERSQNNEL RECORDS ~
The Personne~. Direc'~or sha~.l keep a f~.le for each employee
and place xn ~he ern.ployae t s f~1e a copy af the employee' s
applicati.on and any other personnel records af~~cting the
emp~oy~ers s~.atus. The ~'ersonn~l ~irectar shall have
access to ~ev~.ew any county employee personnel record
mainta~.ned by an appaxn.~ing a~.~hari~y.
3~5 PAXROLL RECORD~,
The Audi'cor shal.l rr~ai.ntain such records which ax~e n~cessary
for payroll and re~irement system purposes. The Personne~.
D~rector may in~pect such records from time ~o ~ime far
the purpose of admin~.~~ering ichese r~1es . ~
3. ~} .
3.6
PERSONNEL F~RMS.
Every appointment, promo~ion, transfer, demotion, sa~ary
change, separat~on ar other ~nformation or ac~ion requir~d
wh~ch a~fec~s an emp~oyee sha11 be ~nitia~ed on appropriate
farms suppZied by the Persor~nel Direc~or, Such fo~ms sha~l
be used as prescribed by the Personne~ Direc~or. _
3.7 V~LUNTEER RECORDS.
Each appa~nting author~~y alZowing vol~nteers ~o par~icipate
in But~e County serv~ce activ~t3es shall main~ain records
af such serv~ce including the name of the emp~oyee or
official author~z3ng the service, the name o~ ~he vo~unteer,
the na~ure of the se~vice and ~he t3.me the s~rvice was
p~rformed. Information canc~rn~ng each volunteer shall
be provided ~o the Per~onne~ Director,~n a mann~r and £arm
prescrib~d by the Personne~ D~rec~or.
3.8 DES~RUCTION OF RECORDS.
Any personne~ records may be des~royed as prov3ded by law,
3•9
RECORDS ACCESS.
a. An emp~ayee ar a representative au~hor~zed in
wri~ing by ~he emp~ayee shal~ have ~he righ~
during normal busine~s hours tv rev~e~ said
employeess individual personne~ ~ecords.
b. An appo~n~~ng a~thori~y may have authoriza~3on
ta ~eview an employee's personnel records.
~~.
.3.I0 EXTENDING COVERAGE TO OTHER AGEN~IES.
As d~~ermined by the Persnnn.el Direc'~or, ~.pon the ina.~ia~.
ex'~ension a~' this merx~ sys~em to another agency' an
3nc~mbent may obta~n permanen~ status through an open
comp~~i~ive examination or ~.£ the incumben'~ has compl.eted
a proba~ionary pex~iod, ~he incumbent r€iay obtaa.n permanen'~
status by pass~ng a noncompetitive qualify'i,ng examina~3on.
3.1.1 EMPLOYEE ELIGIBTLITY.
All persons occupying regular help pos~.t~.ons on Augus~ 7,
1~75 sha1.1 be recogniz~d as meeting ~he min.imum s~andards
and shal.l be ~~igitale to hold the pasitians ~hey are filling.
16.
~+ . a
AFFIRMATTVE ACT~QN PRO~RAM
4.1 PURPOSE.
B~'~'~e County. supports ~Che concept of Affa.rmat~,ve Actio~
and Equal Emp~.ayment Oppor~unity in the public s~rvice
as consistcnt wi~h merit sys~em principles. The
co~znty will conside~ al~. applican~s and empl.oyees on the
basis of q_ua1i~'3.cat~ons ancl po~en~ial., wi~hou~ regard to
raca, na'~ional orig3.n, politzcs, religion, age, sex,
physical handicap or other non-~merit factox~s. Acceptance
~of these p~inc~.pl.es does no~ end wa~h ~he prohibit~on o~
discri.m~natory prac~ices. The county establishes as
i~s goal the develop~nent of a pract3cal p3.an for specific
s~eps to be ~ake~ ~o achieve and main.tain equal opportun.~ty'
in county emp~oyrr~.~n~ . This p~.an inclu~.es positive effar'cs
in recru~~ment, exarninat~on, selection, promotion, pay,
~rain~.ng and appeal procedures to insur~ that members o~'
mi.nari~y groups and disadvantag~d persons are prova..ded
oppar~unity consistent w3.th meri~ principles to achieve
posit~.ons a.ra coun.ty employment anc~ px~omo~ional opportunita.es
at a~.~. ~ ob classifica'~ion levels .
~€.2 OBJECTIVE.
The abj~ct~v~s for prov3ding emp~oymen~ opportunity to
persons from rnino~ity and dxsadvantagea groups are as
follows:
a. To ach~eve '~h~ smployment af minori~y persons
represen~a~ive of ~he total county popu~.atxon.
b. To provi.de oppor~uni~y to m~.nori~y and
d3.sa~.van~aged person.s ~o be emp~oyed a.n all
c~assifications and departments i.ncluding
supervisory, ~echnical ~.nd admir~is~rative, as
wel.l as unskil~ed posztions on the basxs of
meri~ system principl~s.
c. Ta provide procedures to reso~ve co~p~.axn~s
o~' d~scrimination,
27 ~
4.3 PLAN~
~n orde~ to ful1~'i1~ the abov~ described objectives
Bu~~e County initzates an Affirma~ive Act~.on Program
wha.ch will include but may no~ r~ecessari~y be lirriited
to th~ following actions;
a. Persannel znventory.
1. The base data for '~he establishment o~'
A~'firma'cive Ac~ion goaZs for ~he
achi~vement of ea€~a1. oppor~u.ni~y wi12 be
developed from an analysis of ~he cou~~y
popu~atian and work force caznposx'cion in
accardance with the lat~st census data.
2, An ongain~ analysis of the status of
minori~y employment wi.th~n the co~nty se~vice
will be made by depar~ment, classzfa.ca~ion anc~
position, This analysis wa.11 be conduc~ed
by the Personnel Director with the caoperation
o~ a~.l. appointing au~hor~.tzes.
3, The Personnel Direc~ar wi~.Z admin~s~Cer
an angaing s~a~istical. record system of
all coun~y departments c~assificata.on and
pos~tions per'~aining to rnznora.ty composition
of the county workin.g force.
b. Class~fication..
l, The Personnel Di.rcc~o~ wi11 cond~.ct a
prog~am o.f occupa~~onal anal.ys~s, j ab
rec~esign, and j ob restructuring. This wi3.~.
be accomplished by reviewing classif~.ca'cions
~o assure there~ are no arbatrary barriers
and to provide oppor~tun~ti~s ~'or entry eznployment .
2. Car~er ~adder~ and lattices f'o~ upward and
la~eral job mav'emen~ wi11 be analyzed and
deve3.ope~. where feasib~.e ~o remove career
gaps wi~hin classific.a~ion.s.
3. Job d.escrip~ions w~.Z.I. be studied and r~written
i~' the feasib3~.ity of creating 1.owe~ ~ntry classes
~xists.
c, Se1ec~~o~ ~'racess.
l. The ~ersonnel Director w~11 rn~.ke efforts to
insure that examinations ar~ valid, job-~elated,
and non~-discrimina'~ory.
2. Oral interviews ~ril1 be conduc~ed Qn a~a~.r,
equi'~ablez and non-d.iscr~.m~natory basa.s.
1$.
d. Recruitment Procedure.
l. The Personne~ Director wi~l iden~ify ~he
minar~ty organiza~ions witnin the
geographic boundaries o~ But~e Count~.
2. Obta~n ass~stance fro~ the m~nority organxzatians
for job announcements and recrui~men~.
3. Deve~ap and expand county involvement in
special employment and train~ng programs.
e. Discr~mznation Complain~s.
Any persons filing a dxscrimina~ion complaint
against a county department sha~l follow ~he
proc~dure consis~ing of the fo~~awing s~eps:
Step 1, Civil R~ghts Compliance Officer.
I~ a person beli~ves ~here ~s reasfln ~a ~i~e
a discriminat~an comp~a~nt agains~ a coun~y
department, the person may request a co~fident~al
informal me~~ing w~th the Civa~ Righ~s Comp~iance
Officer within (10) ten ~ays from the occurrence
or ~he pe~san~s knowl~dge af ~he occurrence wh~ch
g~ves rise ~o the ~iscrimina~ion comp~a~nt. The
Civil Rights Campliance O~~zcer or a des~gnated
repre~entative sha11 mee~ ~aith ~he person wi~hin
(~) five days after the request and discuss the
ca~p~a~n~ ~n an e£for~ ~o clari~y the issue ~o
inves~iga~e the complaint and to work ~owards
set~Iement of the comp~ain~, Th~ Civil Righ~s
C~mplaance O~~icer shall verbally present a
decision to the person br~nging ~he discriminatian
complaint within (5) fiv~ days of ~he time of
the informal discussion.
S~ep 2. Tf the eomp~a~nt is no~ reso~ved by the
C~vi~ ftights Campliance Officer, at may be appea~ed
to the Commission. Such an appeal shall be filed
in wri~ing with the Clerk of ~he Camrnission within
(10~ ~en days from ~h~ ~ime the formal dec~s~on
was rendered. The Clerk of the Commission sha11
advise ~he Commission and the Appointing Au~har~ty
invalved of the aiscrxmina~ion complain~ appeal.
As soon p~act~cable ~hereaf~er, ~he Cammission sha11
hear the comp~ain~ and make a wri~ten decision which
shall b~ binding upon the coun~y.
Any persan, upon ~xhausting the administrative
rem~di~s specified ~n ~h~s sec~io~, who believes
a d~scrimination camp~ain~ sti1~ exists may file
such co~plaint with ~he apprapria~e ~ederal ar state
agency or GOU~~ having jurisdxc~ion.
l~.
~,4 RESPONSTBIL~T~ES,
a. Fersonnel Director.
1. The Perso~nel Direc~or will adv~se the
Board o~ program and budge~ing needs to
insure ~ha~ the resources allocated to the
Affirmat~ve Actio~ Prog~am are suff icient
to achieve approved goals.
2. Thc~ P~rsonnel Direc'~or shall coorda.nat~ ~he
implerrien~ataon and interpret the provisions
of this program.
3. The P~rsonnel Dix~ector sha11 monitar ~he
e~'fec~iveness o~ this program and make
periodic reparts ~o ~he Boax~d.
b,. Appointing Authorz'~ies.
1. Appoint~ng authorities anc~ cotznty o~'~a.c~al,s
shall assist the P~rsonnel D~.rec'~or in
completing a.n~r~r~~ories o~ personnel assigned
'~o thear department and in the implementata.on
a~' ~he approved A~'~'xrmative Actian ~lan.
2, Appoint~ng au~hor~ties and county of~'a.c~.a~.s shal~
a.nsure ~hat s~€pervisors and othe~ pers.onnel
in their depar~ment understand. and carry out
the spiri~ of '~he approved Affirmative Acta.on
Program,
3. Appointing au'~hori~ies sha~.~. be responsible ta
insux~e tha'~ norr.-disc~imina~ion employment
practices are follo~red withan thc~ department
o#' their a~thority,
2~.
5.0
CLASSTFICATTON OF POSITTONS
5.1
CLASSI~'YCATION PLAN.
All pasi'~ions shal~ be include~. ~n.a classifica~ion.
plan e~xcept thase positions held by elec~ivc of'f'a.ce~s
and appoin~ed boards.and comr~issions, The classification
p~.an sha11 be main~ain~d by ~he Personnel Direc~or so
that a~.1. positions substan~ially similar in duta.es,
responsibiliti.es, authority and qualifica~ions requ~red
are so classified ~ha~ schedul.es a~' compensa'~ion may be
app~~.ed equa.tably. Each classification shal~ have a
wri'~'~en spec~fxea~xon settang forth the tit2e of the
class; def~ning ~he class; describxng duta.es and
respansiba~.ities of '~he posi~ions in th~ class; and
se'~ting ~'arth qualif~cation.s of applicants for posi~ions
~n ~he c2ass.
5.2 AMENDING THE CLASSIF~CATION PLAN.
The Personnel D~reetor may create new classes or rev~.se or
abolish existing classes.
5•3 ALL~CATZON 0~' POS~T~ONS.
The nurriher and elassifica~~on o~' permanent pasa.t3.ans shall
be as approved by ~he Board of Supervxsors ~.n the
saZary ordinance. No appointing au'~hori~y shall appoin~
more empl.oyees to a class of pos~.t~.an that is provided
~n thc salary ordxnance e~cep~ tha'~ a new emp].oyee may be
appainted. to a posi'~ion not more ~han ten (10) working
days be~are the e~€ployee t~eing replacec~. ~s separated .
~.4 ~S~'L~T POS~TZ~NS.
The ~ersonnel Director may author~.ze Physic~.an, Psychia'~rist
and i'sychalog~.st posi~ion ta be fal~ed by ].ess i~Y~an fu1.1.-time
emp~,ayees in any number so long as ~he '~o"~al aggrega~e
~ime in each class aoes no~ exceed the f~~l ~.ime ec~uiva~ent
of '~he positions authorized ~n the salary ordinance.
21~
POS~TT{~N RECLASSZ-FICATION.'
The Board may rec~assi~'y a pasi~ion wh~n i~ appears '~ha~
~here has been a s~.gnz.fi.can'~ change in the duties and.
responsibi7.ities o~' the pasi~ion. Either an appointing
a~.~horx~y or th~ Pcrsonnel D~rectar, after consul~ing
the appoin~ing au~hority, may reques~ ~ha~ a positaon be
reclas~if~ed. When a reques'c is made by an appainta.ng
authora~y, i'c shall be rev~ewec~ by the Personn~l Director
prior 'co.ac~ion by the:Boa~d. When a po~i~ion is reclass~.fied
~o a higher classificata.on the ~'ersonne~ Direc~o~ shall make
a determination whether or not an incumben'~ is qualified
to advance ~o ~he highe~ c~.ass. ~.~ thcre are o~her
qualified erriployees in ~he same class as '~he inc~.mbent whos~
posita.on was reclassi#'ied, ~he Persorzne~. D~rec'~or may
canduct promotional examir~ations for the higher class of
posi~ion. ~
22.
6.0
APPLICATIQN, QUALIF~GATIONSa CERTTFICATIQN AND APPQ~NTNENT
b.l R~CRU~~MENT.
The Pe~son~el Direc~or sha11 ~e responsib~e for the
recruitment o~ persans who are to be consxdered far
employm~nt. The Ferso~nel Direc~or may make use af
announeemen~s, adver~isi~g and any other methoa of
publici~ing emp~oyment oppo~tuni~ies so tha~ a
su~~~cient ~um~er of ~ual~fied applicants ~ay be recruited.
b.2 APPLICA~~ON FOR EXAMTNA~TON,
A separati~ applicatzon must be subm~tted for each
examination. The application form mus~ ~e comp~e~ed in
sufficient de~ai~ ta a1~ow a~ab re~a~ed comprehensive
review a~d evaZuat~an. Faxlur~ ~o complete ~he applica~ion
~n su~ficien~ de~ail will constitute fa~~ure o~ the initial
s~ep of ~he examination process and ~he app~ication wi~l
be placed in the inac~ive fa~es. ~~ is th~ app~ican~'s
responszbxl~ty to nat~fy the P~~sonnel Director of any
change o~ address, ~ame or ather pertanent inflarmat~on.
Ap~~ications sha1l become va~~ {~) one year af~er filing.
6.3 QUALIFICATIONS,
Al~ examination app3icants ~ar appo~ntmen~ or p~omo~ion
~o a class of positio~ ~n the classified service mus~ be
qualified ~or the wark th~y will be required ~o ao.
~n de~ermi~ing whether or not an app~~can~ ~s qualified,
the Personne2 Directo~ shall app~y any or all of the following
selectzo~ processes as may, xn ~h~ opinion o~ the Personnel
Director, be necessary:
a. Satisfactory ev~dence of cer~ification,
~egistrat~on, Z~cense or educa~~ona~ atta~nm~nt
where siich req~~~rement ~s stated i~ a class
specificat~on.
b, Sat~s~actory evidence of comp~~ance w3~h
experience requirements as se~ forth in a
class specificat~on.
~3.
c) Sa~isfactary evidence of an applicantTs
cnaracter, integr~ty and success in
previous empJ.aymen'c .
d} Sa~isfac~ory evidence that the appl.icant
ha~ na~ been convacte~ of a f~lo~.y by ~he review
a~' cx~amina~. a~fender r~eco~d informa~ion pursuan~
to Ca1i~o~naa Penal Code ~ection 11I05. Fox~
„~hxs purpos~ ~he Personnel Directa~ is au~hori~ed
to receive criminal o~'~'en~.er recard ~nformat~on.
e~ Success~'ul completion of a written, ~erformance,
or oral examinata.an, or a combination Qf two or
more of s~ch exam~.na~ionsa designed to test the
appl.ican~is knowledge, ski~.7.s, physica~ ability
and personal a~tributes as rela~ed ~o the class
of posita.on ~'or which ~he applicant has appl.ied,
#'~ P~ior to beg~nni~.g work all persons selected for
appoin'~ment must pass a phys~cal examination
related to ~h~ e~assi~icat~.an ~a which ~hey are
appoin~ed.
g) . Pra.or to beginning work a~1 pe~sons selec'cec~ for
. appoin~m~n~ m~.st execute a loyalty oa~h
~o support and de.fend the Constitutaon o~ the
Un~.ted States and of the ~tate a~ California
and also agree to submi.t to ~h~ f ingerprinting
and phatag;raphxng #'or ~he purpose o~ a.derzti~'ica~ion.
6.~4 PROP~OT~"ONAL SELECTrON PROCESS.
The Personnel Director may announce and hold promot~.ana~.
examina~ions f'or the purposes of es~ablishing
pro~no~ional eligib~.e lis~s an a depar~menta~. or cou~~y-wide
basis.
6.5 EXAMrNA'~I01~T REVIEw..
Participan.ts ~.n a w~it~en examin.a'~io~ process may wa.~h~.n
(5~ f~.v'e days #'ollowing the exa.rr€ina'~ion reviev~r their
individ.ual '~est anst~rer shee~ ~o oh~a~.n assurance no scoring
errors ~rere made ~ Standardized wr~.tten examina'~ians are
not su~~ect ~o r~vzew.
2 ~€ .
6.6 SELECTION PROCESS APPEAL.
Any app~~cant who has participated in a se~ec~ion process
may appeal to ~h~ Commission for review of the rating
receive~ in any part of ~he selection process ~o assure
unxfo~m rating procedures have been equ~ta~ly applied.
Such appeal mus~ be fil~d in writ~ng wi~h ~he C~erk af
~he Commission wi~hin (20) twen~y days aft~r ~h~ dat~ on wh~ch
~he notification of the resu~ts o~ such se~ec~ion process
was ma~led to the app~~cant. A select~on appea~ must clearly
state the selec~ion process rating ques~ioned, ~he da~~ ,.
o~ the process and the action requested. Any correction
in rat~ng sha1~ not a£~ect appoi~tments wh~ch may have
alr~ady be~n made ~rom ~h~ eligiBle lis~ wh~ch r~sul~~d from
the selec~ion process ra~ing in ques~ion.
6.7 C~RTZ~ICAT~ON.
Whe~ a vacancy in an authorized position occurs or ~s about
to occur, the appointin~ authorzty shal~ no~~~y the
Personnel Darector and may request a lzst af qua~z~~ed
applican~s. Before approving ~he reques~ ~he Personnel
D3rec~ar may req~est the Administrative Officer to ~ake
a~udgmen~ as to the need ~or the position. The Admin~strat~ve
O~~~cer may make an approprxa~e recornmenda~ion to ~he Board.
If the vacancy is to be filled, the Personnel Director shal3
take the necessary steps to certify to the appointing
autharity an e~zgib~e ~ist o~ qualified applican~s. The
names of ~h~ applicants shall be liste~ in the order o~
their qualif3cation as determined ~y the Personnel Direc~or.
6.$ ELIG~BLE LZS~S.
a, Establishr~ent o~ Eligib~e ~~sts. The Persannel
Da~ector sha~~ es~a~lish e~igible lis~s for each
class o~ pos~txon in ~he classifi~d,service
wh~never i~ ~s deemed necessary.
b. Composition o~ Eligible L3st. An eligible
~ist consis~s of ~he names and scores af app~~can~s
who qualified for the class of posi~ian in ~he
selec~ion process, ~h~ fina~ scores of ~he
applacants shal~ be repor~ed by round~ng fract~ans
to ~he neares~ whole number. The narnes and scor~s
sha11 be arranged in order of f~nal score s~ar~ing
wi~h the highes~. Tn case of ~de~tical final
scores, the names a~ the p~rsons shall be p1~ce~
xn a~phabe~ica~ orde~.
25.
c. Certification from Comparable ~~igible List.
Where no elig~ble l~s~ is in e~is~~nce for a
c~ass~fica~ion, ~he P~rsonnel Direc~or may
certify the nam~s and scares from an elig~b~e Iist
or lis~s for a related class. Waiver of
certif3cation from such compara~le lis~s w~ll not
a~fec~ the e~ig~b~es s~anding on ~he original lis~.
d. Effective date o~ Eligible Lis~, An e~igible
~is~ s~a~I be in eff~et from ~he da~e an which it
is approved by ~he Personne~ Dzrectar.
e~ Durat~on o~ Elig~ble List. A11 eligible lists
shall con~inue in force for a period of on~ year
from tne effec~ive date un~ess ex~e~ded or
shortened by the Pe~sonnel Direc~or.
f. Exhaustion of Eligib~e Lzst. ~f ~here are fewer
than three e~zgibles avaz~ab3e, the Personnel
Dxrec~or may consider that ~ist to be exhausted.
g. Merging E~igibZe Lists. The Personnel Director
may crea~e an addi~ional eligible ~is~ ~or a c~ass
~henever it is deemed necessary. Sueh a lis~ may
be merged w~t~ an exis~ing list. Name~ sh~~~ be
plac~d zn order of their scores on the or~ginal
lists s~ar~ing with the highest score. Persons
whose names appear on mer~e~ lists sha22 reta~n ~he~r
eligibility un~il the da~e the original ~ist on
which they app~ared would have expared.
h. Order of E1ig~b~e L~sts. The Personnel Director
shall certi~y names and scares to the appo~nti~g
authar~ty i~ the following orde~:
(1} Reemp~oyment Lis~s.
(2} Promotiona~ E~xg~b~e Lis~s
(37 Op~n Eligible Lis~s
i. Reemployment Lists. The Personne~ Director sha~~
estab~ish a reemp~ayment list ~or each class
~n which a lay off occurs. Such lis~s sha11
con~ain ~he names of permanen~ employees who
have been laad of~ or demoted ~n lieu o~ lay off.
Names o~ persons laid off or dema~ed in lieu of ~ay
o~~ sha~l be p~aced on the appropr~a~e reem~Ioymen~
~~s~ in the inverse arder of separation, the mos~
senior first. Nam~s an the reemp~oym~n~ ~~st s~a~~
be aut~matxcally removed u~on th~ expiratian of
an~ year. Names on the reemployment ~is~ s~al~ be
removed for any of ~he reasons set ~ar~h in these ru~es.
26.
j. Cantacting Eligibles. E~~g~b~es may be eontacted
~a ascertain interest in coun~y emp~a,yment.
S~ch e~igab~es sha~l be given (~) five days
~rom the date of notice ~o respond. The
cond~tions of employmen~ wi1~ be described in
s~fficient detail to ~dentxfy the job on the
cantac~~ not~.ce.
k. Wa3vers. An. elig~b~.e~s name. which a~pears qn a
~ist resulting .frozr~ an open compe'~itive examinatian,
sha1~. be rem.oved from ~he eligible list when the
elig~ble indicates no inte~est in caun'cy ~mploymen~ on
;(:3)th~ee urrit~en inquiries. Employees whose names
appear pn promo~ional eligible ~.ists or reemploymen~
lists shall be allawed an unlimited number of
waivers. Dnce an eligiblets name is ~emoved fram
a J.~.st i.t may no~ be res~ored to the ~.~.st .
1. Placement of Eligib].es ~nac~sve. The names af
eligibles may be pZaced xnac'~ive for any af' the
~'ollowa.ng reasons ;
~..} A request by the ~ligible ~n wr~ting
that ~he ~~zgible~s name be temporarily
wi~hdrawn.
2) Or~ cvidence that the e].i.ga.ble canno~ be
locatec~ by the pos~al au~horities.
3) On receipt of a statemen'~ from ~he eligible
declining an appo~n~ment or statec~ that they
no longe~ desire considerata.an ~o~ a
positior~ with the caunty.
1~ ) For ~'aa.l.ure ~o respond w~th~.n s~~pula~ed
~ime a~'~er no~~ce of cert~.f ication,
wi'chou~ suitable exp~.ana~ion..
m~ ~n.act ive E~aga.bl.es . An eligib~.e t s name may be
~estared to ~he active eligible l~s~ for the
durat ~on of the ar~.g~nal list upor€ wra.tten r~ques c
by the eligib~.e to '~he Personne~. Direc~o~ .
27 ,.
6, g
CERTTFTCATION OF NAMES.
a. Reemp~.oym~n~ Lis'~ ~o Lay Off Department.
The ~ersonnel Directo~ shall cer~ify ~o an
appointing autharxty whose depar~men~ has hac~
a lay aff ~he name of the most sen~or available
el~g~ble wl~o has expressed a wi~lingness to
aceept reemp~.oym~n'~ in '~he vacan~ posa.~i.on.
b.. Re~mploymen'~ Lis~ to other D~par'~ments.
The Personnel Director shall in addi'~ian ta a
departmen~a~ promotional list certi~'y ta an
appo~nting au~hority whose departmen.t has not
had. a lay of#' in the cZass of position vacant
~he entirer~employment list of availabl.e e~igib~es
who have expressed a willingness to accep'~
reemployment in the vacan~ posi~ion.
c. Promotional and Op~n Eligible L~.sts. The Personnel
Da.rector sha~l certify fro~ the appropriate
promo~ional o~ open ~IzgibZe ~~~~ ~'or the class of
posit~on ~o the appointzx~.g authority names o~' the
high~s~ ranking (5) ~'ive,~li~ibles wha have ~nd~ca~ed
a wi~~ingness and avai.~.abili~y '~o accept the
conditzons of employment. The n~mber of ~ames ~a
be cert~f~~d '~o the appainting au~hority sha~.~. be
on ~he basis o~' the number of appoa.n,tments ~o be
made p1~.s (47 ~ou~ ~xcept tha~ when ~he score for the
Zast certi.f~able name on an eligible list is
the sam~ as (1} one or more scores followang it, all
nar~es having tha~ sa~ne score shal.l. be cer~ified
in alphabetical order.
d. List Wa3.ver, Y~' an e1~g~b1.e rec~ives a probationaxy
or perr~anen~ appoin~ment, sueh appointme~t shal.~.
const~~u~e a waiver a~' all rights to certxfica~ion
f rom any othe~ e~.i.g~.ble list on which the eligible ~ s
name appears ~'or a class, the salary of which, is
ei~her lawer ar equal to that salary covered by the
appointmen'c, unless the eligibl~ reques~s a.n wri~ing
~ha~ ~he name ~e re~ained for cex~~~.f~.ca~ion from such
lis~s,
e. Se~.ectivc~ C~rtificat~.on. When a pasiti.on which ~s
assigned speca.a~ du~ies or a.s requirec~ by law to
mee~ cer~a~.n r~quirements becomes vacan~, the
Personnel Director may det~rmine which applicants
on ~he eligibl.e l~st meet these special requirements.
The Persannel Director shall cer~ify the nam~s of the
highes'~ ranking (5~ ~i.ve el~.gibles wha mee~ ~he
~ speci.al requirements. ~
2$.
6.1p AF~OINTMENTS.
a. R~~ular. Appo~n~men~s shall ~e made from
the eligibility list certi~~ed by the ~ersonne~
Directo~. When an appointing au~h~~ity has r~c~zv~d
from the Personnel D~rector a list of qua~ifzed
applican~s, the appointing au~hori~y may in~erv~ew
any or a~l of ~he app~icants cer~ified and make
an appoin~ment ~o the apprapria~e vacant pas~tzan.
Na appointzng autho~zty may appoin~ more emp3oyees
~o.a class of pas~~ian tha~ authorized:by the
Board or as ~rovided in ~hese r~~es.
b. Provisional. The P~rsannel Direc~or sha11 approve
a provisiona~ appointment made by an appointing
authority only when an elzgibi~ity l~s~ canno~ be
certi~~efl. Any persan appoin~ed provisionally sha11
mee~ the minimum standards for the appointed class.
A prov3s~onal appointmen~ sha~l not exceed (6) six
man~hs ~n durat~on or (60) sixty days following
~he establ~shmen~ of an eligibility list fo~ the
~osition whichever is ~ess. A pravisional
emp~ayee may app~y for ~h~ examina~ion to qualify
for ~he probationary position.
c. Extra He~p. An appoin~ing authori~y may make a
temporary e~tra help appointment when an appropr~a-
tion for extra he~p has been budgeted. Th~ notice
of appointment shall be s~nt ~oc~the Personnel Director
for approva~. Any ~erson ~mployed for ~empora~y
work shall m~e~ ~he minimu~ qualifica~ions for the
position cor~espond~ng ta the dut~es of work assigned.
E~~ra h~lp appoin~men~s shall no~ exceed (1} one
year, .
d. Administrative Appoin~mer~ts. A~.~. dd.mi,nis~ra~ive
appo~n.tments shall be made by '~he Board in accordance
with meri~ system princip~es or as ~~escribed
by 1aw. When a vacancy occurs the ~e~~onne~ Director
may recrui~ applicant~ and advise the Board
. rega~d~.ng quali~'a.cat~.ans o~ a~pl~cants in order
~a assis~ the Baard ~n making an appointment.
e. ~mergency Appointments. An appointing authority
wi~h ~he approval of' the Personnel D3.rector may make
an emergency appointment to ~i1.7. a regular or
extra help pos~.tion deemed to ~e;critical and
cssent~.al ~o ~he departmen~ when no eligible list
or no one who meets the minimum qu~.1.a.~'~.cations
is availab~e. Emergency appointmen~s shall be far
no longer than (30) ~hir~y days.
2g.
f. Nepotis~, No appointing author~ty sha31
appoint a member o~ their irnmediate family withan
the~r department. No appo~n~ing au~hority sha~l
appoint or assign withou~ ~he approval o~ ~he
P~rsonne~ Direc~ar any employee to d~rectly
or indirec~~y supervise a member of ~he emp~oyeess
immediate family.
g. Unde~~z~lzn~, When ~he Bdard alZocates a posztion
w~th al~~rnate staff~ng levels in the sa~ary
ordinance, the appointing authar~~y, w~~h ~he
apprava~ a~ the Personn~~ Dxrec~ar, may fiZl a
position wi~h a 1owe~ classification o~ the
same series.
3~.
7•~
CONDITIONS OF EMP~OYMEN~
7.1 S~ATUS OF ADMINTSTRAT~VE AFFpINT~~S.
Appoin~ed departmen~ heads sha11 serve at the pleasure of
~he Board subject,to ~he conditions a~ appl2cab~e contracts,
regulatians or law.
7.2
PRQBAT~ONARY PERTOD ~F NEW EMPLOYEES.
A~l new regular ~m~loyees sha~~ serve a(6) s~x mon~h proba~ionary
perxod except tha~ emp~oye~s appointed to ~he class~~icat~on
of Deputy She~iff ~ shall serve a(~2) ~welve month
probationa~y period. During the proba~ionary periad ~he
appa~n~ing au~harity sha~l observe the emp~oyee~s per~ormance.
~~ the appointing authori~y re~ects the employee at any time
du~ing the praba~ionary period ~he appointing authori~y
sha1~ ~n wri~i~g inform the emp~oyee and the ~erso~nel Director.
The e~~loyee sha11 then be ~erminated. E~ployees shall have
no r~ght ta appeal a rej~c~ion d~ring the probat~onary p~riod.
Tf at the end of ~he probat~onary ~eriod the appoin~ing
autho~i~y believes the ~mp~oyee is perfarm~ng satisfactarily,
the appointing au~hori~y sha~l in vrri~ing info~m the
emp~oyee and ~he Personne~ D3rec~or and the emp~oyee sh~l~ ~e
granted permanent status and may e~joy such privileges whieh
are set fflrth ~n thes~ rules.
Should the appointing authori~y fail to per~orm the employee's
probat~onary review at the end of ~he proba~io~ary per~od,
the employee 5naii automatica2ly be gran~ed pe~manen~ s~a~us.
A provisiona~ employee in a c~ass who is subse~u~ntly appointed
to tha~ class as a p~oba~ionary ~mp3oyee wathout a break
in service sha11 have th~ ~ime served as a provisianal
~~ployee app~~ed to ~ulfillmen~ of the required p~oba~ionary
period.
7. 3 PROBAT~ONARY PER~OD 0~' PRC3MOTED E~'IPLQYEES .
An emp~oyee who a.s promoted sha~.~ se~ve a(6} six month
prohationary periad in the h~.gher classi~ication except
employees prorno~~d to ~he c~~.ss af Deputy She~iff I~hall s~rve
a(12) twelve rr~onth proba'~ionary period. Durin.g the
probationary per~od an empl.oyee who has permanent status in a
I.ower class sha~J. i~e regarded as havin.g ~ermanent s'ca~us in
~he former el.ass. ~f the employee is rejected durxng ~he
3~-.
proba~ionary period in the h~gher class of posi~ion, ~h~
emp~oyee sha~~ have the r~ght xn ~x~u o~ ~erm~na~ian to
vo~untar~3y dema~e b~ck to ~he former class and position
, in wh~ch permanent s~at~s was held~ T~ a~ the end o~ the
proba~ionary period the appainting authorzty believes the
employee 15 per~orming in a satis~actary manner, th~
appoint~ng autharxty shall i~ wri~ing inform the employee
and the Personnel ~irec~or. The employee shall then have
pe~manent status in ~he higher class~~icat~on. Shou3d th~
appa~n~~ng au~hor~ty ~a~~ to ~erform the employeets
proba~~o~ary review a~ ~h~ end of the pr.obationary period, the
employee shall automatica~~y be granted perman~n~ s~a~us
~n the haghe~ c~assxf~ca~ion~
7.4 PROBAT~ONARY ~ER~OD ~F DEMOTED E~~LOYEES..
An emp~o~ee who is ~emoted sha~1 se~ve a proba~ionary per~od
in the new c~ass un~ess the ~mployee previously held
permanen~ status in tha~ class or a higher class ~n ~he
sam~ class series.
7,5 HOURS 0~ WO~K
a. Appointing authara~xes shall schedule the
employeets hours in such a manner ~s to
maintain coun~y offices open ~or bus~ness
8;30 a.mA to 5;0.~ pem. ~aeh day of ~he year
except Sa~urdays~ Sundays and Holidays.
Departmen~s whxch necessitate a dif~e~ent
da~~y opera~ion scheduZe ~h~l~ ma~n~ain and
pos~ an employee assignment ~chedule.
No emp~oyee, excep~ in the case a~ emergency? ~
shall be required to work a d~f.~erent schedule
than assigned un~ess ~he ~mp~oyee has been
no~if ied at ~eas~ (10) ~en days in advance o~ ~h~
change in the work sched~le..
~~ The normal work per~od fo~ each ~u11 time
coun~y emp~oyee sha~1 b~ (75) seventyT~~ve
hours per bi~weekly pay period unless a,~onger
no~~a1 work p~riod for an emplayee o~ group
of employees is spec~~ied in ~hese rules,
c. The narmal work period sha~~ b~ ($0} eighty hours
per biTweekly pay period for each fuZ~ time
county employee assigned to posztions ~n ~he
~a~~ow~ng c~assifica~ions:
Anirnal Contro~. Wor~ker -
Bridge Ma~.n'cenance Worker ~
B~idge Ma~ntenance Worker TT
Bridge Maintenance worker ITI
Depu'~y Sherz~'~' ~
Depu~y Sh~ri#'f TT
32.
Equipment Far~s Clerk
H~avy Eq~ipment Mechanic
Landfil~ Equipment Opera~or
Ref~se D~sposal Attendant
Refuse D~sposa~ Supervzsor
Road Maintena~ce Aide
Roa~ Ma~ntenance Worker IV
Road Maintenanc~ Worker I~I
Road Main~~nance Worker TT
Road Maintenance Worker ~
Road Maintenance Superin~endent
5~~~or Animal Con~rol Worker
Senior Heavy Equipment M~cha~ic
Sheriff~s Captaxn
5~~riff~s Lieutenan~
SheriffTS Sergeant
~~orekeeper
5tores and Vehicles Service Supervisor
Supervxsin~ Bridge Mainten~nce Warker
Supervisi~g Road Maintenance Work~r
Supervising Traf~ic Control Painter
Tra~f~c Control Painter TT
Tra~fic Control Painter I
Tree Trimmer~Climbe~
Undersherxff
Vehiele Se~vice Worker
Welder Nlechanic
7.6 ATTENDANCE
~mployees sha11 be in attendance a~ ~heir work in acco~dance
with the ruZes regard~ng ho~rs of work, holadays and leaves.
AZ1 appoint~ng authori~~es sha1~ keep dai~y at~~ndanc~
records o~ employees. The Personnel D~rec~ar may establish
procedures for repor~ing such at~endance recor~s ta the
~ersonnel Depa~tmen~. A~ ~mployee Wh0? w~thout approve~
1.eav~, ~'ails '~o repor~ to c~uty for (5) ~fiv.e co~secu~~ve :work days
shall be deemed ~o have valunta~~ly ~erminated from ~he
pasi~ion.
'~.'~ ~DL~TTCAL ACTTVIT~ES.
All em~~.ay~es shall comply with ~h~ applicable provisaans
of coun'cy, s~a~e and federa~. law, includin.g the County Cha~~er
and the Fed.eral Hatch Act, wh~ch speci~ica~.~y controls
employee=s pa1i~~.cal ac'~~vities. ~
33.
7.8 OUT~IDE EMPLOXMENT.
No regu~~~ full~~ime emp~oyee or appoint~ng au~hori~y of
the caun~y shall engage ~n any occupation or outsi~e
activity which is incompatible w~th county employment.
Any employee who praposes to engage in an occupa~ion or
o~ts3de employmen~ for compensa~ion sha~l ~nform the
appoxn~zng authority in advance of ~h~ nature o~ such
employmen~. The appointing authar~~y sha~1 in wri~ing
make a recoriurienda~~on ~o the Personnel D~rector sta~ing
the emplayeets name, ~he na~ure of the outside employmen~ an~
whe~her o~ not the ou~side emplaymen~ is in conf3ict with
~he employee~s po~i~ion w~~hin ~he departm~n~, The
Persannel D~rector may, af~er making a~etermana~ion whether
or no~ such emp~oymen~ is 3n canf~~ct with coun~y employment,
approve or disapprove the employee~s reques~ for out~zde
empZoyment. Regular emp~aye~s of any coun~y departmen~ may
not be employed as extra help emp~oyees in the same ar
any oth~r county depar~ment.
7.9 PERFORMANCE REV~EW.
The appoin~ing autharity or a des~~nated ~epres~~tative
shall by ~he emp~oy~e~s per~o~mance review date conduct
a schedu~ed performance eval~ation a~ ~aeh regu~ar
help employee.
Performance evaluat~an~ shall be ~n writing on ~orms
presc~ibe~ by the Personnel Di~ec~or. A per~ormance
evalua~zon sha~1 provsde recogni~ion of eff~c~ive
perfarmance and also i~ent~~y areas which need impravement.
The performance ev~~ua~~on sha~1 be discussed wi~h the
emp~oyee. A copy of the performance review ~orm 5n~ii be
~ive~ ~o the emplnyee and ~he arigina~ copy forwarded to
the Personne~ Director to be placed xn the empZoyeets
personnel ~il~. Unscheduled performance eva~uations may
be mad~ at the discre~ion of the appoint~ng authority or
a designated represen~~t~ve.
7,10 ~ROMOT~ON,
The Pe~sonnel Director and appoin~ing authori~ies shal~
~n~orm employees of opportuni~ies ~or promotion ta more
responsible posi~ions in ths merit system. Al~ employees
in ~he c~assz~ied service shall be en~i~Zed ta necessary
~ime a~~ wzth pay ~or ~he purpos~ o~ taking qua3ify~ng or
promotxonal examina~ions conducted by the Perso~nel Directo~.
Sa~xsfac~ory performance for ~he county wi1~ be an
important consideration in reviewing qualxfica~ions o~ an
applicant.
3~.
7.11
NOTICE OF DISCIPLTNARY ACTION.
An appainting au~hority or designated representative who
takes dzsc~~~~~ary action again~~ a regu~ar emplayee shall
serv~ the employee a w~ztten no~ice. The natice shall be
serv~d a~ least (5) five days prior ta the effec~ive date
of action and sha~~ be served on the employee persana~~y
or by cert~fied mai1. The no~ic~ shall e~ea~~y sp~c~fy
the ac~ion take~, ~he reason for the action including the
par~icular ~acts and specific inaident(s) involved and the
ef~ect~ve da~e(s) af the act~an and in case of demo~ion shall
contain a sta~emen~ as to the wage~ and duties of ~he new
posi~ion. The not~ce shall a~so adv~se the employee tha~ a
copy o~ the mat~rial upon which the action is ~as~d is at-
tached or available ~o~ ~eview upon request during normal
business hours; the ~ight ~o be represented and ~o respond
verbally o~ in w~ating ~o ~he appointing a~th~~i~y.ar
designated repr~s~n~ative pr~or to ~he effective date af the
ac~ion; and the right to appeal ~he ac~ion and the time
within wh~ch the appeal may be made. An appointing authority
or a designated representative ~aki~g discipl~~ary ac~ion
against an emp~oyee may, when it is necessary for the
operat~on of ~he depar~ment, assign the employee ~o less
critical duties dur~ng ~he {~) f3ve day review periad.
When ex~raa~dznary circu~stances exist ~ha~ require th~
immediate removal o~ the emp~oyee from the pre~~ses, an
appo~nting authori~y or a designa~ed representa~iv~ may
pl~ce ~he employee on paid administrative leave subjec~
to call not ta exce~d (5) ~ive days. A copy o~ a~l no~ices
and written responses sha1~ be forwarded ~o the Personnel
Dir~c~or. ~
7.I2 MEDZCAL DEMOT~ON, TRANS~ER, TERMINAT~ON OR RETIREMENT.
The appoin~ing auth~~i~y may require an emp~oyee ~o submi~
to a medic~~ exam~nation by a physician or phy~icians
deszgnated by ~he Personne~ Direc~or to evalua~e ~he
cap~:~~~y o~ ~he employee to perform the work af ~he position.
When such a~equzrem~n~ ~s made o~ an ~mployee, fees
~or the e~amination sha~1 be paid by ~he county. When ~he
appointing authority after cansidering the co~c~usions of
~he medical ~xamination pravided for by th~s sec~ion o~
medical reports fram the ~mplayee's physician and other
per~inent ~nf~rma~ion, finds a medical cause~tha~ ~he
employee is unable to perform the work of ~he present class.
of position, but is qualified and able to perfarm ~he work
of another class of posit~on of less capaci~y, ~he
appointing a~thority may with the approva~ of the Personnel
Director demate or transfer ~he employee ~o such an available
pns~t~on ~n ~he departmen~.
35•
When the appointing au~hority finds a medical cause exists
and ~he emp~oyee is unab~e ta perform the work o~ the
prese~t pas~~ion, or any other avai~a~le pflsition in ~he
aepartmen~, the employ~~ may be ~erminated. All o~igina~
cop~es of ~edica~ repor~s, ~zndings and information shall
be sub~it~ed by ~he appoint~ng a~~hori~y to the ~ersannel
Director to ~e placed in ~he employee's file.
The Personnel D3rec~or sha1~ mak~ determ~na~ions under
Government Cade Sec~3o~ 21Q23.6 on beha~f of Bu~te County
of disab~~3~y and whether.such disability is zndus~rial
~elated for employees classified as loca~ safety members.
The Personnel Director sha~~ cer~ify such ae~ermina~ions a~d
all other nec~ssary in~ormatian to the Pubiic Emp~oyeest
Re~~remen~ Sys~em. The Pe~sonnel Director shall a~so make
app~~ca~ions on behalf of Butt~ County ~or disab~lzty
re~iremen~ of employees classif~ed as locaZ saf~~y me~bers
and sha~l initi~t.e requests for r~instatemen~ of such
emp~oyees who are re~ired for disab~~ity.
~.13 LAYOFF.
2f a positio~ as abalished because o~ administrative
rearganiza~ion, lack of wark or appropriation, an
appointing au~hority may ~~fect a lay off. The .
~ersonne~ Director shall establish a seniori~y lis~
and shall conszder leng~h of servic~ and e~~ici~ncy in
determinzng which emp~oyee or employees ar~ to be ~aid off.
7.~~ SEN~ORITY L~ST SCORE CQMPUTAT~ON.
a. Employees appa~n~ed ~o a position wi~h Bu~te
Caun~y sha~~ receive credit for compensated
~mployment tha~ has no~ been broken
by a pe~manent separation. When there has been
a permanent separatio~, credit shall be giv~n
only for employment fallowing such break in
s~rvice. The sen~ority s~atus accrued by
those incumben~ emp~oyees xn ~he Welfare,
Hea~th, and Civi~ Disaster Departments under
~he Local Agency Personnel S~andards prior to
Augus~ .7, 1976 shall ~emain on accrual.
b. One point sen~ority credit shal~ be gav~n for
each ca~endar month of service or any portion
thereo~ exc3uding extended leaves of absence time.
c. Twelve po~n~s shal~ be subtrac~ed ~rom the
seniority score a~ an emplayee wath an overall
rating af belaw t`effecta.v~-~r-eets s~andardsT'
on the I.ast two regul.arly scheduled wri~~en
performance reports,
36~
d. When two or more emplayees have the same tatal
sen~ority sco~e, ~he tie shall be broken and
pr~~erence given in the fallowing seq~ence:
l. employees w~~h the gr~a~est sen~ari~y
in the depar~ment and the class in
which layoff is being mad~ and in
- related h~gher classes.
. .
2. employees with the gx~ea~est senxori'cy
in the class in which the 1.ay off is
beang made and in related higher cl.asses.
3. employees wi~h the gr~atest ~en~ority
in the depa~tment,
~4, empl.oyees whose narr~es are drawn by lot
by ~he Personnel D~.rec~or.
7.~.5 ORDER 0~' SEpARAT~QN ZN REDUCTION-TN--FORCE .
a, Separa~ion of employees sha~l be a.n ~he order
~.n. v~rhich the~r names appear an 'che sen~.ori~y
~,~s~ for the affected class, wi~h thase persons
having the ~east seniori~y eredit bexn~ ~he
~'irs~C separated.
b, Employees in the same c~.ass sha1l be separated
duri.ng a reduc~ion in. ~orce in th~ fol~owi~g
appoin'~me~t 'c~pe sequence:
~.. Extra Help and emergency
2, Provis~.ana~ and Probatiana~y
3, Permanent
7.16 LAYOFF NOTTCE~
The Personne2 D~rector shall send written no~ice ~o ~he
~ast known ac~d~ess of each emplayee affec~ed by a layoff
a~ 1eas~ {14~ fourteen days prxor to the effect~ve date
of ~he actaan. The na'~ice sha~1 include the:
a, Rea~an for layoff.
b. Classes ~o which ~he employee may c~emo~~ w~thin.
t~ie depar'~me~.t, if any •
c. E~'fective date o~' the ac~ion~
d. Seniori~y scox~e of ~he~ e~nployee.
~ ` F
e. Formula by which the senior~~y score is compute~.
f. Appeal righ~s of the employee.
g. Cond~t~ons gaverning rete~~ion on and r~ins~a~emen~
from reemp~oyment lists, and
h. Ru1es regardzng waiver of reinstatement an~
voluntary wi~hdrawal from ~he r~~~ployment 1ist.
7.17 DE~OTZON IN LIEU OF LAYO~F.
In Iieu o~ be~ng ~a~d off, a reguZar employee may elect
demotxan ta:
a. Any pos~~~on hel~ by an employee with a lower
seniorxty score in a class w~~h substantia~ly
the same or lower maximum salary in which ~he
layof~ employee he~d p~rmanent status; or
~~ Any vacant position in a c~ass in ~he same ~xne
af wo~k as the class of ~ayoff, but o~ ~esser
responsibzlx~y if such classes are designated by
the P~rsonne3 Directar.
Demot~on rights to spec~~ied classes shall be app~icab~e
only within the depar~ment of ~ayof~.
To be considered ~ar demo~ion in ~ieu of layoff, a~ emp~oy~~
must notz.~y ~h~ Personne~ Direc~or in Urr~iting o~ ~his
e~ectian no ~at~r than (5) ~xv~ days af~e~ ~ec~iving the
nat~ce of ~ayof~.
7 .1$ LAYOFF REINS'~ATEMEN'T .
~ermanent employees laid o~'f who are reinsta~ed ~o a
~egular coun~y positian within {12} twelve ~non~hs ~rom the
~#'fective c~ate a~' l.ayoff, sha~l be reinstated wx~h seniori~y
rights. Such c~mployees shall be cred~.~ed wi~h unused
sick leave on accrual at ~he ~ime o~' I.ayoff ut~ to a maxirnum
o~' (30} thirt~ work days and shall accrue vaca~~.on be~efi'~s at
~he rate establ.ish~d. by px~a.ox~ seniority. An employee
rein.sta~ed ta th~ same c1as~~.f ica'cion in whi.ch permanent
s'catus was h21d at ~he t~.me af ~.ayof~' shaJ.l n.o~ be
required '~o serve a new proba'~ionary period.
38.
8.0
GR~EVANCE PROCEDURE
8.~ DEF~N~TI~N AND SCOPE OF A GRIEVANCE.
a. A grieva~ce may be ~a1ed by an emp~oyee
~~ a management ~n~erpre~a~ion ar application
af a~aw, ordinance, resolution, regulatian
or rule adversely a~fects the emplayeeTs wag~s,
ho~rs or condi~ions of employm~nt.
b. Specifically excluded from the grievance
pracedure are subjects invo~v~ng ~he amendmen~ of
Federal or S~ate 1aw; Baard of Supervisors
reso~ut~on, ordinanc~ or minute orders;
dismissals, demotions, suspens~ans; discriminatory
acts; and other mat~ers wh~ch have o~her ~eans of
appeal.
8,2 EMPLOYE~ RI~HTS.
An emp~oyee shall hav~ ~he r~gh~ to presen~ a graevance
pursuant to the provisions o~ these ru~es. The ~mp~oye~
may be representea ~y an indxvidual ar organiza~~on of
the employees choosing in the formal s~eps o~ the pracedures.
Employees who present a grievance shall not suffer repr~sal
or other punitive actions ~y county management because af
~he exerc~se a~ the ri~ht to present or appeal a gri~va~ce,
An employe~ who has a gri~vance sha11 be given reasonable
~i~e of~ wi~hou~ loss of ~ay to present the grievance to
county management pursuan~ to ~h~ provisio~s of ~hese ~ules.
8.3 GR~~VANCE PROCEDURE S~EPS.
Th~ grievance p~acedu~e sha~l consis~ of the fol~owing s~eps,
each of which must be comp~~~~d prior ~o any request for fur~her
consi~eration of the matter.
S~ep l. Tmmediate Superv~sor. ~f an employee
believe~ that there is a gr~evance which involves
said employee, ~he employee may req~est an informal
me~t~ng wi~h ~he irnmediate supervisar within (10) ten
days ~rom the occurrence, or ~he employeets
k~.owle~ge o~ the occurrence, wh~ch giv~s rise to the
gr~evane~~ Th~ immediate supervisor shall meet w~th
~he employee within (5) ~~v~ days after the employ~e`s
request and d~~cuss th~ grievance in an ~ffor~ ta c1ar~~y
the issue and ta coopera~ively work ~owards settlement.
The inuneaiate sup~rvisor sha1l verbal~y present a
39.
decision to ~he employee wi~hin (5) five days
~rom th~ ~ime of the informal discussion,
S~ep 2. Secand~l~ve~ management represen~at~ve.
(This step ~s optional and may be omitted from ~he
procedure in a aepartmen~ or a div~sion ~here~f by
~he appoint~ng au~hori~y). If the grievance is
nat sett~ed under S~ep ~, ~t may be ~a~ma~~y su~mi~~~d
to the secondRle~~l manage~ent representative
designa~~d by ~he appoint~ng authori~y, The gr~evance
shall ~e s~bmitted w~thi~ {5) five days after rece~pt
o~ the dee~s~an a~ Step 1 and sha1~ be submit~~d formally
in wri~zng ~~ating the nature of the grievance and ~he
suggested saZ~tzon. Wi~hin (5) five days a~ter rec~~ving
the wri~ten grievance, ~he secon~-leve~ management
repres~nta~ive sha11 meet wzth the employee. Within
(5) five days therea~~er; a wri~~en decision sha11 be
de~~vered to the ~mployee.
Step 3, Appointing Authority,
Tf the grievance is not settled under S~ep 1 or
Step 2 op~ion, it may be ~ormally su~mit~ed to ~he
appo~n~~ng authori~y. The grievance sha~~ be submi~t~~
within (5) f~ve days af~er receipt a~ the wri~~en
decas~an ~~om St~p 2 or verbal decision of Step l,
wh~chever applies. W~thin (5} f~v~ days after rece~~t
of ~he written grievance, ~he appoin~ing authari~y or
designa~ed repres~n~a~~ve sha~Z mee~ wi~h ~he employee.
With~n (5~ five days therea~ter, a wr~~ten aecas~on
sha13 be-delivered to ~he emp~oyee,
S~~p 4. Personnel Director.
Tf the grievance as not se~~lea, under S~ep 3 and it
concerns ~he interpr~tation of Feaera~, S~a~e or County
law, resalut~on, ~inu~e arder or agr~ement directly
a~~ect~ng ~n ~mployeets wages, hours or canditions o~
employmentx it ma~ be subm~~~ed ~o the Personnel Director
within C5) five da~s from the time ~he appoin~ing au~h~~ity
renders a dec~s~an. Within (5} five days af~er receip~
of the wr~~~~n grievance, ~he Personnel D~~ector or
a designa~ed rep~esen~ative shal~ meet wi~h the em~loyee.
Within (5) f~ve days ~hereafter, a wri~~en decision
shall be de~~vered ~o the emp~oye~ and the appa~nt~ng
au~hority involved.
Step 5. P~r~onnel Appea~s Comanission.
~£ ~he grievance is nat set~led unde~ S~ep 3 or if
appropriate, Step ~ it may be appea~ed ~o the Personnel
Appeals Co~issio~~ Such appea~ shall be ~iled ~n
w~iti~g wath the C1erk o~ th~ Cornmission wi~hin (IO) ten
days frorn the ~ime a decision was ~endere~. The C~erk
of ~he Commission shall adv~se the App~als Cornr~iss~on
o~ the gr~evance appeal. As soon as practicable ~hereafter
~he Personnel Appeals Comm~ssion sha11 hear the
grieva~ce and make a wrztt~n decision which sha11 be
bind~ng on a11 part~~s involved.
4Q.
$.~ BASTC RULES.
a. Tf an emp~oyee does not present the grievance,
o~ does not appeal ~he decision ~endered
rega~d~ng ~he grievance wx~hin ~he t~me limits,
the grievance shal~ be considered resolved.
b. ~f a caun~y representa~ive daes no~ render a
_ _
c~ecisxan to '~he ~mp~.oyee w~'~hzn ~he ~ime limztation.s,
the employee may, w~thin (5) five days ~hereaf~er,
appeal to ~he next s~ep in ~he procedure.
c. I~ in ~he ~udgment of any management represen~a~ive
that the management represe~tative does not have
'~he authority to resol.ve ~Ehe grievance, ~h~
grievancc may be re~erred ta the next step in the
procedure~
d. The Personnel Directar may ~emporariZy suspend
grievar~ce processing a~ a sec~3.on-wide, unit-wide,
divxsa.on-widE, department-wide, or coun~y--wide
basis ~.n an emergency s~.tuation, A~ecognized
employee organization which rep~esen.~s empJ.oyees
in a un3'~ which has had ~he g~ievance proccss~.ng
suspended may appea7. to the Board af Superviso~s.
e. By ag~eemen~ in wri~ing, the part~.es may ex~end
any and all ~im~ lzmi~ations of ~he grievance
procer~ure .
f. A copy of al~. ~'armal grievance decisions shal~. ]~e
forwarded to the personnel Director who sha11 file
the dec~sion t~ith the employee's perman~nt personne~..
~ ~' ~.1 e . ~
~4I .
9.0
PERSONNEL AFPEA~S COMM~SSIQN
g.l COMPOSITION OF APPEALS COMM~SSZON,
a. The Butte County Personnel App~a~s Cornmission
sha11 have th~ power and authori~y ~o dec~de ma~~ers
regarding appea~s involvi~g disciplinary actions,
gri~vancesa acts o~ discrimination and selection
appeals.
b. The Cor~nission shaZ~ b~ a~po~nted by ~he Board
and sha1~ consxs~ af (5) ~ive members. Nominations,
~o the Boar~ for Cornmassian ap~oin~men~s shall be
made in the follow~ng manner: {2) ~wo membe~s
nominated by the managemen~ council, (2) ~wo
members nom~na~ed by mutual agreement o~ the
recogn~zed employee organizations an the Coun~y.
~t shall be the resp~nsibili~y o~ ~he employee
organi~a~ions to establi~h their own procedures ~o
resolve the nom~na~~on issue when mu~ua~ agreement
cannot be r~ached. The (4) four nominees sha11
nomina~e a fifth me~ber by mutua~ consen~. I~
agreement canno~ be re~ched on ~his mem~e~, each
nominee sha~~ s~bmit a name to the C~erk of ~he
Comzn~ssion an~ the nomination shal~ be made through
~he effarts o~ th~ State Conciliatia~ Service. Any
costs incurr~d sha1~ be divided oneThalf to the
County an~ o~e~hal~ ~o the recagnized emp~ayee
organizatians involved.
c, The ~irs~ commiss~an ~ha11 c~ass~fy its membe~s
by lo~, such ~hat (2) ~wo sha~~ serve far a~~rm
no~ ~o exceed (2) two years; {2) ~wo shall serve
fo~ a term nat to exceed (3} thre~ years; and {17
one shal~ serve ~ar a term not ~o exceed (4) four
years. At the e~piration o~ each term, as so
prov~ded, a successor shall be nomina~~d by the
authority which nomina~ed ~he member whose posi~ion
has become vacant, whether by expirat~on of ~erm or
othe~wise. Appointees appointed to complete a
~erm sha~l serve the time ~ema~nin~ on that term.
A~l appointees appo~nte~ to serve a new term shall
serve for (~) four years. The Co~nm~ssion sha1~
also, at ~.ts firs~ meeting, and anr~ually thereafter
on ar before January 30th? sel.~c~ (1~ one of i~s
members to ac~ as Chairman arid ano~her ta ac~ as
Vxce-~Chairman ~
~4 2 .
9,2 QUAL~FICATIONS OF PERSONNEL APPEALS CQMMISSTON MEMBERS.
Each person appo~nted to the commissian sha~~ be a resident
of But~e Caunty and have experience in th~ field of employee
~~la~ions and/or personnel managemen~ and possess the ~n~egrity
and impartial~~y necessary ~o protect the public ~n~erest as
we~~ as ~he interest o~ the coun~y arid its employees. No
coun~y employee nor employee or rep~esenta~ive o~ a recognized
employee~t orga~ization representing co~nty emp~ayees sha~~
serve or~. '~he commi.ss~.on.
~.3 REMOVAL OF COMMISSTON MEMBER~S,
The Board o~' Supervisors may remove a Cornmissi.o~z member for
jus~ cause as ~isted in the Cal~~'ornia ~averr~ment Cade
Section 17'j0 and ~he Mer~.t Sys'cem Qrd~na~ce,
9.4 QUORUM.
A quorum o~' the co~nmi,ss~on ~s any C3 ) thre~ membe~s .
g, 5 DTSQUAT~~FZCATTON 0~' COMMISS~TQN ~'IEMB~R.
E~.~ her the appointing authori~y or the affected employee may
make and ~'il~ ~nrith ~he Clerk o~' ~he Comrni~sion a~vra.tten
stateme.n.t abj ect~ng ~a ~he h~ar~ng a~' a ma~~er be~'ax~~ a
member o~' ~che Cornrnzssion or ~he hearing a~'~'icer, and se~G~ing
~'orth ~he ~'acts cons~itu~~n~ the gro~.nd of ~he dasqua~ification
of such rr,.err~ber . Copaes a~' such wr~.'~'cen stateznen~ sha~l. be
~erved by ~he ~resen~ing party on each party in th~ proceeding
and an ~he Comma.ss3.on meraber a~leged zn such sta~ement to be
disq~alif.~ed. Wi~hin {~.p} ten. days af~er the f~ling a~ any
~uch sta~em~:n~, or (.1.Q} ~en days a~'~er the service of' such
stateznen~ as above pravided~ whichever ~s ~ate~ i~ ~ime, the
Com~r-iss~on memiaer a11.~ged ~herein to bc disqual~f~ed may ~ile
with ~he C1erk consen~ ~.n writing tha~ the actian or px~oce~ding
be ~ried be~'ox~e another mer~t~er, or may file wi~h the C~crk a
wri~ten answer admitt~ng or den.y~ng any or all o~' ~he allegat~ons
contained in such sta~er~ent an.d set~ing ~or~h any addi~ior~a~.
fact a~ facts mate~ial or ~elevan~ ta ~he ques~ians o~
disq~za~ i~'ication. The cl~rk sha~I #'orthwith ~ransma.t a copy of
such consent or answer ~o each paricy ~nrho sha11 have appeared ~.n
such proceeding, Every such statem,en~ and every such answer sha~1
be verified by oath a.n 'che manner preserJ..~ed by Sectio~ ~4~€6 0~'
~he Code o~' Civil Procec~ure far ~he v~rzfica~ian o~' pleadings.
'~he sta'~~ment o~' a party ob~ect~ng to ~he member on the grouna
of disq~al.z~'~cation, shall be presented a~ the earlies~ pra~t~ca-.
ble opportur~~~y, a~~er ~he objec~ing par~yqs appearance and
discovery of the ~'ac~s cons'c~~uting ~he ground of the memb~r t s
disquali~`icat~.on, and a.n any even~ before '~he comzne~.cemen~ o~' the
hear~ng o~' any issue o~' ~'ac~ in the p~oce~ding be~'are such
memb~r,
~3~
No me~ber of ~he Commission who sha~l deny disqualification,
shall hear or pass upan the questian af personal disqual~~~ca~ion
~ut ~n every such case, ~he question of ~he member's
disquali~ication sha~1 be heard and dete~man~d by some o~he~
member ag~eed upon by the par~ies who have appeared in the
proceeding, or, in the event of thexr ~ailing to agree, by
a membe~ assigned to ac~ by the Board, and, i~ ~h~ par~ies
fail ~o agree upon a member ~o d~~ermine the ques~ian a~ the
disquaZ~f~cat~on, within (5) five days a~ter ~he expirat.ian of
the time a~Iowed herein ~or ~he ~ember ~o answer, i~ shall be
the du~y of the c~erk ~hen to nati£y ~he Board of ~hat fact;
and i~ sha11 be the du~y of the Board farthwath, upon rece~pt
of notice ~rom ~he clerk, to assign same o~her mem~e~, no~
disqualified, ta hear and determine ~he question.
9.& HEARTNG O~F~CER.
Within ~he budgetary ~imitatians ~mposed by the Board, the
Cammission may appaint a Hear~ng Officer ta invest~gate o~
hear ~he prace~dings o~ any appeal and to make f~nd~ngs an~
~ecommenda~ions. The Hearing Officer serves at the pleas~re
of the Commission. When a proceeding has been assigned to a
Hearing Off icer, the Hearing Off icer is the authorized
representative o~ ~he Commxssio~ and is fully au~horized and
empowered to grant or refuse extensions of time, ~o set such
p~oceeding for hea~ing, ~o conduct a hearing ar inves~igatian
~n every such proceedings, and ~o pe~~arm any and all o~her
ac~s zn connec~3on wxth such procee~ings that may be
author~zed by Zaw or ~hese rules. The Hearing Officer shall
su~mi~ findings of fact and recom~ne~da~ion ~o the Cornmission
within (~a~ ~en days o~ ~he conc~usion of ~he hearing.
The Corrun~ssion sha~~ mee~ and ~eview said f~nd~ngs o~ fact
and recommendation and sha~~ make its fznd~ngs and ~ak~
appropr~ate act~on ~hereo~ w~~hin (~0) ten days of receip~
of ~he Hearing OfficerEs £~n~3ngs.
9•7
RIGH~ TO APPEAL.
All applica~ts and emp~oyees may, after ~xha~sting a31 other
administrat~ve re~ed~es, file an appeal wi~h the Com~isszon
on a dec~sion by an appointing au~hority or ~he Personnel
Direc~or where those ~ecis~ons invo~ve discha~ge, demotion,
suspension, grievances, examinations or discrzmination.
The Carnmission sha11 a~ its discre~ian re~er the appeal ~o
a He~rang Officer ~ar a finding and recarnm~nda~ion; hear
and dec~de such appea~, and render a~ina~ decis~on.
~4,
g.8
zNIT~AT~ON OF APPEAL
Excep~ as atherwise provid~d in th~se regulation~, al1 app~a~s
shall be £~led in wrz~ing w~~h the ~3erk af the Cammissio~
with~n {2D) twenty days fram ~he date of action or noti~~ca~ion
af action aga~ns~ which the appeal is made. Tn the wr~tten
appeal, the appellant must s~a~e ~he ~acts of the appeal
an~ the relief re~uest~d in sufficient de~ail to enable
the cor~mission to understand the na~ure of the.prflceedxngs
and parties concerned. The C~e~k sha1~ ~mmediate~y no~ify ~he
Com3nissian and schedule a hearing for th~ appea~ to be heard
within (30} thirty days. The Clerk shall s~bm~t to the commission
cap~es of the appeal and a~y no~~ces sent ~o th~ appellan~.
9-9
NO~~CE OF HEARING~
The Cle~k a~ the Con~m~ss~on shal~ notify a~l parties involved
of the time and p1ac~ of the hearing.
9.10 ~SUBPOENAS.
The Comrnission on beh~~£ of the Co~nty of But~e may compel
by subpoena witnesses ~o appear at hearings as pravided
in Sectxon 1g85 0~ ~he Code of Civil Proeedure, County
employe~s ca~~ed as witnesses sh~~Z serve w~thout loss of pay.
q.ll EV~DENCE SUB~zTTED ~N HEARIN~.
Oral euidence shall be tak~n on~y on o~th ar af~irma~ion.
Each pa~~y shall h~ve ~hese rzghts: to call and examine
wi~nesses; tio intraduc~ exhi~i~s; to cross-examine oppos~ng
~itnesses on any ma~~er re~evan~ to ~he issue, even though
the ma~te~ ~as no~ cover~d in the direct exa~ination; to
~mp~ach ~ny w~~ness; an~ ta rebu~ evidence, I~ ~he appel~an~
do~s no~ testify in hxs/her own behal~ he/she may be called
and exam~~ed as i~ under cross~exam~nation. The hear~ng
need no~ be condueted aceording ~o ~echnical r~~es of
evidence. Any relevan~ evidence may b~ admit~ed if at is
~he sor~ of evidence Qn which responsible persons are
accustomed ~a rely on ~n ~he conduct af serious affairs,
r~gardle~s of ~he ex~s~ence of any cor~mon law or sta~u~ary
rule wh~ch might make im~r~per the admissian af such evidence
over ab~~c~~an in civil ac~ions. zrrelevant a~~ undu~y
repeti~~ous evi~ence ~ay b~ exc~~de~.
~5.
9.~2
RIGHT OF REPRESENTAT~ON.
The appe~~an~ and the coun~y may be represented by counsel
or other representataon.
9.13 REPQRTIN~ AND RE~ORDS.
Al~ appeals proceedin~s shal~ be recorded. Recordings
and records o~ app~al p~oceedings sha~~ be maintained by ~he
Clerk o~ the Commiss~on for a period af (1} one year af~er
the ~inal decision ~s rendered by the Commission. A coun~y
d~~artment or an af~ected employee may request the Commissio~
~o provide a s~enographic repor~er to r~cord the proceeding~.
The cos~ of the stenographic repor~er sha11 be a~ ~he
exp~nse of the par~y regues~~ng same. Reques~s to arrange
for a stenographic reporter sha~~ be given in wr~~~en
not~c~ ~o the C~erk (5) five days prior ~a the hearing and
accompan~ed ~y a sufficient ~ee ~o pay ~or the stenographic
reporter. ~n ~he event a transcript ~s re~uested by either
pa~~y to a praceed~ng, ~he orig~nal an~ one copy ~hereo~
shall ~e filed w~th the C1e~k of ~he Coznzniss~on. Any
request ~'or a'~ranscrip~ o~' ~he praceedir~gs mus~ be made
to the Clerk wi'~hin (3~~ ~hir~y days follovaa.ng ~h~ date of
the ~'a.nal decision of ~he CQmm,~.ss~on.
9.~4 HEAR~NGS ARE PUBLZC.
Al1 he~ings shal.~ i~e public except when ~he parta.es
s'cipulate o~herwise, i~ihen ~he appeJ.lan~ requests a clased
h~aring in '~he sound d~.scr~~~on o~ 'che Commiss~on such
hearir~g may be granted. A~ the reques'~ o~' ei~her party
and in ~he sound discretion o,~ th~ Cor~iss~on, witnesses who
have no~ ~estified may be excluded frnm iche heara.ng room
un~i~ such ~ime as ~hey are ca11e~. ~a tiesti#'y.
9.15 FTNDSNGS DECTSIONS AND ORDERS.
Fo~.lowing the hearing the com~nissi~n shall consxder the
evidence px~es~n~ed and sha11 make findings o~' fact regarding
~he appea~.. The commission shal~ prepare a written
decis~.on s~ating tY~e appropr~.a'ce act3.on ~o be tak~n. Copies
af the c~~cision shall be sent ~o the ~'ersonne~. Directar who
wxll file ane copy in. the employee~s personnel fil.e and
dis~ribute copies ta the appe~.~.an~ an~. the responden~ invo~ved.
The decisions of th~ camma.ssian shall be f inal ana b~.nding
on a~.~ par~~es.
~6+
10.0
EMPLOYEE SAFETY
10,1 SAFETY PRO~RAM.
a. PURPQSE. The pu~pase of the Sa~ety Pro~ram
. zs ~o safeguard ~h~ lives of county ~mployees
by provid~ng a.safe work e.nv~ronment and
requ~re that emplayees fallow safe wark me~ho~s.
Therefore it shall be the pa~xcy of the Coun~y o~
Butte to es~ablish and maintain a cauntyY~~de
sa~e~y an~ acciden~ prevention p~o~ram to
encompass every function, wher~v~r located. Accident
p~evention shall be ~he dir~c~ respons~bili~y of
each o~~icial (whet~er elec~ed or appo~n~e~),
appoin~ing autho~zty, supervaso~, foreman, and
employee of ~his coun~y. Each appo~nt~ng au~hority
shaZl ~e responsibl~ ~or motiva~arg emp~oyees ~o
prac~~ce safe work habi~s. Each ~mp~oyee ~s
responsib~e far campliance wi~h safety regulations
and proc~dures.
b. OB~ECTTVE. The Bu~te County Safety Prog~am ~s
established to elimina~e and preve~t acciden~s.
Accidents can ~e. elimina~ed and preven~ed by
stopping the unsa~e ac~~ of ind~v~dua~s and
~~moving unsafe working cond~tia~s. ~he succes~
of ~his program ca~ be ach~~ved by the cample~e
und~rs~anding ~or z~s nee~ and th~ positive suppor~
for its imp~ementation by all county of~icia~s,
supervisors, and em~loyees.
c. ~~AN, Tn order ~o fulfi~l the program ob~ec~ive,
Butte ~aun~y init~ates a safe~y program ~hich sha~l
include but may no~ necessar~~y be 1~m~ted ~o the
~ollo~ing<
1~ Adm~nis~ration. The safety program shal~ be
admin~s~ered an~ coordinated by ~he Safe~y
Q~ficer.
2. ~oun'~y Sa~'e~y Comraittee. ~h~ Cou.nty Sa~'e~y -
Committee a.s es~abZished to deve3.ap an a~nua~
sa~'ety goal~ to revx~w anc~ eval.ua~e safety and.
accxden~ preven'c~on programs a~ong ~he caun~y
employees. The comm~.t~ee sha11. consist of a
minirnu~ of ( 5} f ive merr~bers ~o a rr~aximum o~' (7 }
seven members. Ths comrr~it~ee ~ha11 be compo~ed
o~' the foll.ovr~ng person~ or '~he~r des~gnated
representat~.ve: .
~+7 .
a. Safety 0~'fa.c~r
b. The Public Works Dir~c'~or
c. The Di~ector o#' Heal.th
d. The County Admina.s~rative Oft'icer
e. Each ~ecognzz~d employee organizat~an sha~.~.
select ~1.~ ~ne merr~~er. Tf at an~ tim~
shauld ~he nt~mber of recogn~.~ed employee
arganizatio~s exceed (3) three, such
arganizatians sha11 by mutual agreemen~
select the employee o~ganization represen~a-
taves ~o the camrnit~ee.
The com~nittee shal.J. s~lect a cha~.~man and
develop rules and procedures ~or ~he conduc~
a~' ~he corr~nztte~ operat~ans. The committee
sha11 meet a~ least semi-annually and ~hal1
submi~ an annual report to the Board.
d. RE~PQNSTBTL~T~ES.
l. The Sa~'~~y 0~'fa.cer sha11:
a. Establish and main'~ain an acciden~ report
and record systemti
b. Scree~ injury repor~s and dama~e reports
to ascertai.n. problems whxch can be corr~c~ed
and. cantac~ d.epa~t~nent official.s to assist
wzth ~mplementation of correc~ions.
c. Maintain rep~r'~s of i~j~r~.es, programs, and
costs.
d. Ass~st departmen~ managemen~ ~n solving safe~y
problems.
e. Mee~ with empl.ayee represen'ca~ives on mat~ers
concerning ~Ch~ Safety Program.
#'. Deve~op '~rai.nxng programs, inspectian pro~rams,
and in~'orma~ional campaigns as needed.
g. Repres~nt the coun~y at a.n~er~overnmental safe~y
conferences and workshops.
h~ Act as lza~son between the coun~y and the
Sta'~e Cornpensati.on Insurance Fund.
i, ~~rve as Chairman of ~he Caun~y Safe~y
Commi.'c~ee ~
~4 8 ~
~. Keep the Baard in~ormed of budgetary
needs ~o carry aut ~h~ Safety ~rogram.
2. The County Sa~~~y Com~nittee shall:
a. Flan, review, and assess the effectiveness
of the Caunty Safe~y Program.
b. . Evaluate.. sign~.f~.cant, acc~.dent repor~, in~3ury
reports, and s~atistics to identify trends.
c. De'cermine ad.equacy of correcta.ve
procedures ta eliminate causes for acca.den~s,
d. Prbvide:recommenda~ions to ~he Board for
coun~y safe~y policy and proc~c~ural guadance.
e. Revi.ew, assess, an.d enco~rage safe'cy educa~a.an
and ~raining far employees,
f. Resol.ve issues ~.n d~~ermining wha~ sa~'ety
equiprnent is requ~red f or specific county
positions based upon safety needs and budge~
appropria~a.on.
g. Study and de~ermine reg,uirements for
xrr~proverrient af the County Safety Pragram.
h. Ina.tia~e major accident and safe~y investa.gatian.s.
i. Ac~vise depar~men~ affic~a2s o~' employee
acczd~n~ frequencies and recamm~nd preventip~
p~ocedures.
~, Coardinate the county response and actaon
ta CAL-05HA inspection repor~s.
~. A11 elected and appointed departmen~ off.~c~als
sha11. :
a. Make recom~endataons ~o the Safe~y Commi~~ee
on the safety program and safe~y equiprr~en~
used in the3.r depar~rnent . ~
b. Tmpl.emen~ the safety prog~am an.c1 p~ovade 'ch~
required sa~ety ~quipment wi~hin their
departmen~.
c. Coopera'~e with the Co~.nty Safi'~~y Corr~m~.~te~
and Safety Off ~cer ~n carrying aut tk~e ob~ ec~~ves
of the safety plan.
d. Submit such repo~ts of acciden~s as required
by the Safety 0£ficer or 5afety Camm~~~ee.
~9.
~. Furnish inspeetion data per~aining
to acciden~ inves~iga~~on.
~. Post on bulletan boards or othe~w3se
distribute among ~he employees ~itten
sa~e~y mat~rial as requested by the Saf~ty
Officer or Safety Cammittee.
g. Take responsible action to assure ~hat
er~ployees practa.ce saf~ working haba.ts an.d
use ~he provi.ded safe'~y equipment.
h. Adv~se the Safety Off~c~r a~ ~he time of
CAi~-4SHA ins~aec~ions .
~. AIl employees sha~~:
a. Practice sa~'e workxng habi~s in the da.scharge
af thei.r du~ies.
b. Comply t~ri~h al.~. sa~'e~y rules and x~egul.a'cions.
c. ~~omp~ly report a1.1 acciden~s to thea.r
immediate supervisor.
d. ~ar~icipate ~n organizcd saf~ traan~.ng
pro~rams,
~0.2 VOLUI~ITE~RS, BOARDS, AND~ COMMTSSTONS ,
Al~ volunteers, board membe~s, and comrnission rrf~mbers who
are perform~ng non~-paid a~.thori.zed service ~'or Bu~'~e County
pur5uant '~o coun'~y and s~ate la~r are covered by '~he county;s
workerts compensation insurance pol,~cy while per~'orming such
service.
10.3 SAFETY EQUZPMENT COST D~F'FERENTIAL PLANS.
Sa~'ety equipmen~ requ~.r~d ~o be provided by the county ~o
insu.re an emp~oyee t s sa~E working condi~ions rriay, f'or ~he
equipment speci~'ied in ~his ~ec~~on, be purchased by the
emp3oyee a~ cost ~o the caun~y.
a. Hanc~guns. Law en~'orcement of~'icers required
'~o be provided a handgun as necessary safety
equ~prn~n'~ to perform thea.x~ normal duties shall
- be ~ssued a st~dard3.zed handgun or be permitted to
purchase a persona~ handg~n o~' a'~ype ar~d caliber
approv'ed by the appointing authority and receive a
re~rribursable cash advance in the amaun~ of the val.ue
of the s~andardize~. hand~un. A~ ~he ~ime s~ch
5~.
em~loyee ~erminates or become ineligible to be
zssued a standard~zed county handgun, the
emp~oyee sha~l reimburse the coun~y in ~he
amo~n~ of the c~sh advanc~. The County Aud~tor
sha~l ma~ntain the reimbu~semen~ records.
b. Safety Lenses. Employ~es whose ~ob dutaes requ~re
that they wear sa~~~y lenses, shal~ ~pon request
and cer~ifica~ion o~ cost be paid .the aifferent~a~
b~~ween safety lenses and the non-s~fe~y lenses
~hen such emp~oyee is requ~red to wear prescription
lenses.
IO.~ TRUCK DftIVER PHYS~CAL EXAM~NAT~dNS.
Employees in ~he Public Wo~ks Departmen~ re~uired to
pos~ess a ma~a~ vehicle C~a~s I~ and Class T D~iverts
licenses shall upon request ~o the appo~nting au~hority
and without cost to ~he employee be prov~ded by
the Coun~y Physiczan, ~he physica~ exam~na~ion necessary
~o renew such Z~censes.
5~.
11.0
EMPLOYEE RELATTONS
11.1 STATEMENT OF PUR~OSE.
These rules implement Chapter ~0, Davision ~, ~it1e 1
of ~he Gavernme~~ Code of the Stat~ of Cali~ornia
(Sectians 35on et seq.} captioned 'tLocal Pub~~c Employee
Organiza~ions,'{ by providing orderly procedures for the
adminis~ration o~ emp~oy~r-employee relations between
~he Cou~ty and i~s employee arganizations. However,
nothing contained herein shall be deemed to supersede
th~ provisions o~ State law, Co~nty (Char~er,} ordinances,
resalutions and rules wh~ch estab~ish and regulate the
mer~~ and civ~l service system, or which prav~de for
a~h~r methods af aam~n~s~ering emp~oyer-~~p~oyee reZat~ons.
These rules are ~ntended, instea~, to strengthen merit,
civil s~rv~c~ and other methods of administering employer-
employee re~a~ions through ~he establishment of unifarm and
orderly methods of comrn~~ications be~w~en employees,
employee organizations and the County.
It is ~he purpose o~ ~hese rules ta prov~de procedures for
mee~ing and conferr~ng in gaod fa~~h wi~h Recognized Employee
prganizatxans ~egarding ma~ters ~hat direct~y affec~ and
primarily involve ~he wages, ho~rs and o~her ~er~s and
condi~ions o~ employmen~ of employees in appropriate uni~s
and that are not preempted by F~~era1 or 5.~ate law (or
the County Char~er). However, nothi~g herein sha11 be
cans~rued to ~est~ict any lega~ or inheren~ exc~us~ve County
rights w~th resp~ct ~o ma~ters of general 1eg3s1a~ive or
man~gerxal policy, which ~nclude among others: The
exc~usive right ~o determine the miss~on of its const~tue~~
departments, commissions and boards; set standar~s of
service; d~~ermine the procedures ~nd s~andards o~ selectian
far emp~oy~en~; direct ~ts employees; ~ake ~isciplinary
ac~ion; relieve its employees ~rom du~y because o~ lack of
work ar ~a~ oth~r legitimate reasons; ma~ntain ~he
efficaency of governmenta~ operations; d~~~rmine ~he m~~hods,
means and personne~ by wh~ch gove~nrnent opera~aons are ~a
be conducted; take all necessary ac~io~s ta carry out its
mission in emerg~nci~s; and exercise comp~et~ control and
discretion ovEr i~s organ~za~ion an~ ~he technology a~
per~orming i~s work. .
~2.
I~.2
F~LIN~ OF RECOGNTTION ~ETITTON BY EMPLOYEE ~R~ANTZATIDN.
An emp~oyee organizat~on that seeks to be formally
acknow~edged as the Recogn~z~d Employee Organiza~~on
represent~ng the employ~es in an appropriate unit shal~
file a pe~i~ion wi~h ~he Employ~e Relat~ons Of£icer
con~ainin~ the fal~owing infarmation and documentation:
a~ Name and address of the employee organization.
b, Names and ~itles of its o~~zc~rs.
c. Names of emp~ay~e flrgan~~ation ~epresentat~v~s
who are au~ho~~zed to speak an b~half of ~he
organa~a~ion.
d. A statement ~hat the ~~ployee organizat~on has,
as one o~ its pr~mary purposes, ~epr~senting
employees in th~ir employment re~ations wzth
~h~ Coun~y.
e. A statemen~ whe~her the employee organization is
a chapter o~, or af~i~ia~ed d~rec~ly or
indirectly in any manne~, w~~h a loca7, regional,
sta~e, nationa~ or 3~ternationa~ argan~za~ion, and,
~f so, the name and address of ~ach s~ch o~her
organ~zation,
f. ~ertified copies o~ ~he employee organization's
constitut~on and by-laws.
g. A designatian of ~hase persons, not exceeding (2)
~wo in number, and their ~~~~~S5e5y ~o who~
not3ce sen~ by regular Uni~ed States mail will
be deemed su~£icie~~ no~ice on ~he employee
organizatian for any ~urpose.
h. A statement tha~ the employee organ~~ation has no
restrictian on membership based on race, color,
creed, sex or national or~gin.
i. The ~ob classifica~ions ar titles of emp~ay~es
in the unit cla~med to be appropriate and the
appraximate number o~ member employees therein.
j. A statement ~ha~ the employee ar~anization has
in i~s passession proof of employee support as
her~in de~~ned ~o es~ablish tha~ a majority o~ the
employees xn the unit cla~med to be apprapriate
have desi~nated ~he employee ar~an~zation to
represent them in ~heir employment relations with
th~ Coun~y, Such written proo~ sha11 be submi~ted
for con~~rmatian ~o the Employee Rela~ions Of~icer
or ~o a mu~ually agreed upon dxsinter~sted third
~ party,
53.
k. A request that ~he Emplayee Re~ations Officer
forma~ly acknow~edge th~ p~~i~ioner as ~he
Recogni~ed Emp~oyee Organzzation represen~ing the
emp~oyees ~n ~he un~~ claimed to be app~opriate
for ~he purpose of ineeting and conferr~ng ~n gaod
fai~h.
~'he Pe~ition, including ~he proof of employee support ana
a~.~. accompanying dacumentat~on, sha~~ be declared to be
true, correc~ an~ complete, under a~'~'~.rma~zan, by ~he duly
au'~horized officer(s) of the eznplayee organiza~ion executing
it .
~1.3 COUN'~Y RESPONSE TQ RECQGNI~'~ON PETITT4N.
Upon receipt of the Petit~.on, 'che Employee Re3ations Officer
sha12 de~ermine whe~her:
a. There has been comp~.~anc~ with the requirements
of tha Recagn~~ion Pe~ition, and
b. The proposed represen~atxon unit is an
appropriate unit ~.n aecordance wi~h these rules.
~~' an affirmative determination a.s made by ~he Employee
Rela~ions Of~'icer on. the ~'oregoing [2} t~+ro ma~ters,
the Emplayee Re1.at~ans 0~'f'icer shaZl so ~.n~`arrr~ the peti~ioning
empl.ayee organization, ~hall give wri~ten nat~.ce of sueh
req_uest .~or recognitzon to '~he emp~oyees in '~he ~.nit an.d
shall take no action on said reques'~ fo'r {3p) ~h~rty days
therea~'ter. ~f ei.~h~r of the foregoing matters are not
a~~'i.rmatively de~ermined, the Employee Relation.s Of~'zcer
sha11 o~fer ~o con~uZ~ ~hcreon with suc~i peti.txoning employee
org~,nizat~on, and, z~ s~zch c~eter~m~nataon thcreafter rerriains
unchan.ged, shal.I ~nf'orm '~hat organzzation of ~he reasans
~here~'ore in rrrri~ing. The pet~.tioning employee organ~zation
may appeal such de~ermination ~n accordance wxth tihESe rules.
11.~ QPEN PERIOD FOR F~LING CHAZLENGING PE'~xT~ON~
Wi.thi.n C30} ~hirty days a~' ~he date writ~en na'~ice was
given ~o af~'ec~ec~ employees ~ha~ a valid recognxt~on petz~ion
~'ar an appropriate un~t has been f~.~ed, any o'~her employee
organiza~a.on znay ~'ile a compe~ing r~ques~ ~o be fo~ma~.ly
~.cknow~.edg~d as the recogn~.2ed employee organ.aza'cion af 'che
employ~~s in ~he same or in an over~.appzn.g unit (one which
correspor~ds ~ra.~h respec~ to same but not al1 ~Ehe classi~'icat~ons
ar positions se~ ~'or~h in the r~cogr~ition peti~xon being
chal.lc~nged~ by fili~g a pe~i~ion evidencing proof o~' employ~e
suppor~ in the unit cla~med to ~e appropria~e o~' at l~as~
C30 } thirty percen.t and other~r~.se in ~he same ~'orm and mann.er
as set ~'or~h in these rules. ~~' such challeng~.ng petition
5 ~4 .
s~~ks estab~ishmen~ o~ an over~lapping uni~, the Employee
Relat~ans D~~~cer shall call ~ar a hearing on such over-
lapping peti~ions for the purpose of ascertaining the more
apprapriate unit, at wh~ch t~me the petitioning emp~oyee
orga~izations sha~~ be h~ard. Thereafter, the Emplayee
Re~atzans Officer shall de~ermine the appropriate ~n3t or
uni~s in accordance with the ~tandards in these rules.
The petitioning empZoyee organizations shall haue (~5)
fifteen days ~~am ~he da~e notice o~ such uni~ de~e~mination
is communica~ed ~o ~hem by the Employee Rela~ions Of~icer
to am~nd ~heir~pe~~tions to canform ~o such de~ermanation or
~o appeal such deterrnination pursuan~ ~o these rules.
~1.5 ELECT~QN ~ROCEDURE~
The Employee Relataons Qf~icer shaZ~ arrang~ for a secre~
ba1~o~ elect~on to be co~ducte~ ~y a party agree~ to by
the Emp~oyee Re~atxons Officer and the conce~ne~ emplayee
organ~zation~s), in acco~dance w~th its ~u1es and proc~d~res
subject to ~he prov~sions of ~hese rules. All employee
organ~zation~ wha have duly subm~tted p~~i~ions which have
been de~~ermin~d ~o ~e in co~formance with these ~ules sha31
be included on the ba~~ot. The choice o~ ~rno organizat~on"
sha13 a~so be included on ~he ballot. Employees entit~ed
to vote zn such election sha11 be tihose persons employed in
regular positions ~ith~n the des~g~a~ed a~prapria~e uni~
who ~ere emp~oyed during ~he pay per~ad immedia~ely prior
to the date which ended at ~east (~5) fifteen days before the
da~e the election comrnences, ~ncluding thase who d~d no~
wo~k during such pe~aad b~ca~se o~ al~ness, vacat~on or o~her
autharized leaves o~ absence, and who are emp~oyed by ~he
County ~n the same unit on th~ da~e of the e~ection. An
employee organizat~an shall be farma~~y acknowledged as the
Recognized Employee O~ganization for the des~gnated appropria~e
unit ~ollowing an el~c~ion ar run~off election ~~ ~~ received
a numer~cal majori~y of a~1 va~id votes cast zn ~h~ elec~ion.
zn an elee~ion ~nvolving (3) ~~.r'ee or more choicesa where none
of the choices receives a majority of ~he valid vo~es cas~, a runw
off elec~io~ shall be conducted between the {2) ~wo choices
r~ce~ving the largest numb~r of valzd votes cast; the ru~es
govern~ng an initial el~ctian being applicable to a run-aff
election.
There shall be no more than C~~ one val~d ~lec~ion unde~ thes~
ru~es pursuant to any pe~i~ion in a(12} twelve mon~h per~ad
affecting the same uni~.
In the event ~ha~ the par~~es are unabZe to agree on a
th~rd par~y to canduc~ an e~ect~on, ~he e~ect~on shal~ be
conducted ~.y the Californ~a S~a~e Conci~ia~~on Service.
55•
Cas~s of conducting elect~ons shall be borne in equal
shares ~y ~he County and by each employee a~gani~a~~an
appearing on the ba~lo~.
~1.6 PROCEDURE FOR DECERTIF~CATTON OF RECOGN~ZED EMPLQYEE
ORGANIZATTON.
A Decerti~ication Pe~ition al~eging ~hat the incumben~
Recogn~zed Employee O~gan~~a~ion no 1o~ger ~epres~~~s
a majority of the emp~oy~es ~n an e~tabl~shed appropriate
unit may be fzled wi~h the Emp~oyee Relations Of~icer only
dur~ng ~h~ mon~h of January af any year following ~he first
full year of recognit~an or during the (30) ~hir~y day perzod
cammencing (180) one~hundred eighty days pr~or ~o the
term~nat~on da~e of a~4emorandum of Understanding then having been
~n ~~fec~ Iess than (3) three years, whichever occurs later.
A Decert~fication Peti~ion may be fi~ed by two or mare
emp~oyees ar th~ir representat~ve, or an employee o~~anization,
and sha~l contain ~he following info~mation and docu~entati~n
aeclared by the d~ly au~harized signatory under pena~ty of
pe~jury ta b~ ~r~e, correct and complete:
a. The name, address and telephone number o~ th~
pet~tianersand a designat~d represe~tat~ve
author~zed ~o receive nat~ces or reg~ests for
~ur~her informatzan.
~. The name of the establish~d appropraate unit
and af the incum~en~ Recognized Employee
Organization sough~ ~o ~e dec~r~ified as '
~he represe~ta~ive of tha~ unit.
c. An a~~egatio~ ~hat the zncumbent Recagnxze~
Emplayee Qrganizat~an no Ionger repres~n~s a
ma~o~ity of the employees in the appropriate uni~,
a~d any other r~levant and material facts relating
~he~eto.
d, Proof ~f employe~ suppor~ ~ha~ a~ Ieast C3a)
thirty perc~n~ of the employees in the ~s~abl~shed
apprapr~ate uni~ no ~onger desire ta be
repr~sented by the incumben~ Recognized Emp~oyee
qrga~ization. Such proof shall be submitted for
con~irmation to the Emp~ayee Relat~ans Office~
or to a mu~ually agre~d upon disxn~~rested th~rd
party with~n the ~ime limits specified ~n ~h~se
~u1es.
56.
An employee organizatian may, in satisfact~on of ~he
Decertifica~ion Petition re~uirements here~nder, f~le a
Pe~ition under ~his section in the form af a Recognition
Fetition tha~ evidences proof of employee support af at
least (30) thirty percent and oth~rwise coniorms to the
requirement~ o~ these ~u~es.
The Employee Relations Offzcer shall initially determane
~hether the Peti~ion has been filed in comp~iance with ~he
app~icab~e provisians of these ~u~es. If ~he determination
~s ~n ~he negative, ~he Emp~ayee Relations Of~ice~ sha~l
offer ~Q consult the~ean wi~h ~he representa~~ve(s} of
such pet~tioning ~mployees or emp~ayee organ~za~ion, and,
if such d~~ermina~ion ~herea~ter rema~ns unchanged, sha~~
retur~ such Pe~~~ion to the emplayees ar emp~oyee organ~~a~ion
wi~h a sta~ement of ~he ~easo~s ~h~refor in writ~ng. The
pe~itioning emp~oyees or employee organ~zation may appeal
such determina~ion in accordance with these rules. If the
de~~rmination of the Emplayee R~la~ions Officer as ~n ~h~
affirmative, or af the nega~ive determination is ~.eversed
an appeal, th~ Employee Re1a~~ons Of~icer sha11 give w~i~ten
notice of such Decertifieatzan or Recognition Pe~ition ~o
~he incumbent Recogna~ed Emp~oyee Organ~za~ion and t~ uni~
employe.es.
The Empl.oyee Rela~ions Office~ sha~.~. thereupan arrange for a
sec~et ballot el~c~ion to be he].d on or abo~.~ (15} ~'~.fteen
days a~'~~r such notice to determine the wishes af uni'c
employees as to the ques~ion o~' decerti~'ica'cion, and, if
a Recogna.~i.on Pe~i~ion was duly filed he~eunaer, the questian
pf repr~sen~a~ion. Such elec~ion sha11 be conduc~ed in
con~`ormance wi'~h '~hese ru.les.
11,7 POLICY AND STANDARD~ FOR DETERMINA'~TOI~r OF APPROPR~A'~E
UNITS,
The policy objecta.ves ~n determini.ng the appropriateness o~'
units shal~. b~ tihc~ effect of a proposec~ unit on the
e~'~'ic3.ent opera~ions of the Cau.n~y an.d its compa~ibility with
the primary responsibiZi~y o~ ~he County and i~s employees
to e~'~'ec~i~r~ly and economi.cal.ly serve ~he pub~.ic, and
providzng employees with ~ffective repr~sen~ation based on
recognized cammunx'cy of interest considerat~ons. '~hese
policy ob~ ectives require tha"c ~h~ appropr~.a~e unit shal.~.
be the broades~ feasible grouping of pos~~ions that shar~:
an ~dentifiabl.e communi~y of interes~. ~'~actors to be
conside~ed sha1.1 be:
a. Similarity of ~he ger~eral k~nds of work
perfarmed, types o~ qualifica~a.ons rec~uired, and
~he ge~era~ work~n.g condi~ions.
57.
b. His~ory of represen~a~ion in the Cou~ty and
~imilar empZoyment; except however, that no
unit sha1l be deemed to be an appropriate unit
so~e~y on the baszs of ~h~ ~xten~ ~o which
em~~oyees ~n ~he proposed un~t have organized.
c. Consis'~ency wi~h ~he organizational patterns.
of. the .Coun'~y.
d. Nuz~ber o~' emp~.oyees and. classifica'~ions, and the
~ff~c~ an ~he administr~.tion of emp~.ayer~-emp~.oyee
re~ations created by the f'ragmcnta~ian of
classafacata.or~s and prolif'~ration of units .
e, Eff ec'c on ~he class~.fication str~uctux~e and xmpact
on the stabili.ty a~' the employer-employee relatian-
sh~.p of dividing a single or related classa.~'acata.ans
among two or mo~e €znits .
Notw~thstand~.ng t~e f'oregoing provisions of these rules,
man.agemenc and confidential employees shal.l be in.cluded in
a un~~ consisting solely of ~anagemen~ or confidential
err~ployees a,nd s~zpe~visory. employees may be required to be
includea in ~. unit consS.sting solely of supervisory employees.
~rofess~.onal employees shall not be dena.ed the righ~ ~o be
representec~ in a separate una.t f'ram non-prof.essional emp~oyees.
The Employee Re~.ations Off icer sha~1, af~er not~ce ~o and
cons~zl~a.tion wi~h affected emp~.ayee arganization.s, al~oca~e
new classifications or posz'~ions, de~.ete e~iminated
c~.assi.~'i.catians or posi~zons, and retain, reallocate or delete
modi~'ied cla~sifications or posa.tions from units in aecordanc~
~rith ~he prav3.sa.ons af th~s S~c'~ion.
11.8 PRO~EDURE FOR MODI~'~CATTON OF ESTABLISHED APPROPRTATE UNITS.
Reques~s by err~p~oyee orgar~i~a~ions for modi~'~ca.tions of
established appropra.a~~ units may be consader~~. by ~he
Employee Relata.ons Of'fi'~c~r only dur~.ng the period specified
~.n these rules. S~zch rec~uests sha~.~ be s~.hmittec~ ~.n the
~'orm of a Recognition Pe~~.~ion, and, in adda.t~.on to ~he
requ~rements set fax~th ~,n ~hese ru~es, sha].1 contain a
comp~.ete statement of all relevant fac~s and citataons xn
suppor'c of ~he proposed mad~.~'~e~. unit in ~erms a~' ~he
policies and s~andards ~e~ far'~h in these rules. The
Employee Re~.atxons ~f~'~cer shall process such peti~ions as
other Recogn~.~~on P~t~tions under these rules. ~
58.
Th~ Employee Re~a~7ons Officer may propose during the period
specified ~n these rules, that,an es~ablished un~t be
mada~ied. ~he Employee Relation~ Off~cer shall give w~itten
not3ce Qf the proposed madification(s) to any affec~ed
employee organ~~ation and sha~l hold a mee~ing canc~rning
the prapased modi~ication{s), at wh3ch time a~~ affected
emplayee organizat~ons shall be heard. Thereaf~er ~he
Employee Relations Offie~r sha~1 determine ~he campasition of
~he appropraate uni~ o~ units ~n accordance wath ~hese r~les,
and sha11 give writ~~n notice of such determ~na~ion to
the a~fected emplflyee organ~zations. The Employee Re~ations
Off~cer~s de~erminat~an may be appealed as provided by ~hese
rules. Tf a unzt zs ~odified pu~s~an~ ~o ~he motion of
the Emp~oyee Rela~ions Offacer hereunder, emp~oy~e organiza~ions
may th~reaf~er f~~e Recagni~ion Pet3t~ons seek~ng ta become
~he Recognized Emp~oyee Organization for such new appropr~ate
unit or units pursuant to th~se rules.
ti1.9 AP~EALS.
An emp~aye~ organizat~on aggrieved by an appropr~ate ~n~t
dete~mxna~ion of the Employee Relataans Officer ~nder these
rules may, wi~hin (10) ~en days of no~ice th~reof, request
~he interventzon of the Cala~ornia State Conciliation Se~vice
pur~uant to Gavernment Code Sec~ions 3507.1 an~ 3507.3, or
may, ~n lieu thereof or thereafter, appeal such determination
to the Board ~or ~inal decis~on ~i~h3n (15) ~ifteen days
of not~ce o~ the Employee Rela~ians Of~~cer`s de~erm~na~ion
or the ~~rm~natio~ of proceedings pursuant to Governmen~
Code Sec~ions 3507.1 or 3507.3 whichever is ~a~er.
An emplay~~ organiza~zon a~grieved by a determination of the
Employee Relations ~Ff~cer that a R~cognition ~eti~ion,
Challenging Pe~it~on or Decert~~ication or Recogni~ion Petztion--
or employees aggra~ve~ by a determination o~ th~ Employee
Rela~ions O~~xc~r that a Decer~ificatian Pe~~~ion -- has
not been f~led in compliance with the applicab~e provisions
of these rules, may, within (25} fif~een days af notice of
such ~eterminat~on, appea~ the de~ermination ~o the Board
for ~ina~ decision.
Appeals to the Baard sha11 be filed in wr~~ing ~i~h the Clerk
af the Board, and a copy th~reof se~ved on ~he Emp~oyee
Relations ~fficer. The Board shal~ commence ~o consider
~he ma~~er within C3Q) thirty days of the f~ling of the
appeal. T~e Baard may, in z~s discretion, refer the dispute
~o a third par~y heari~g process. Any decision o~ ~he Board
on the use of such pracedure, and/or any decision of the Board
determining ~he sub~~ance o~ ~h~ dispute shall be ~~na~ and
b~nding.
59.
~~.~4 IN~T~ATION OF ~IM~ASSE PROCEDURES.
~£ ~he mee~ and con~er pracess has reached impass~ as
defined in ~hese r~les, e~ther party may i~itiate the
impasse proced~res by filing w~th the other party.a
written reques~ for an ~mpasse me~~ing, ~oge~her wi~h a
sta~emen~ of its pasi~ion an a~l disputed issues. An
i~passe meeting shall then be scheduled p~amp~~y by the
Employee ReZa~zons Officer. The purpose of such xmpasse
m~e~~ng sha~l be;
a. To identify and spec~~y ~n wr~~ing ~h~
~ssu~ ar issues ~ha~ remain ~n dispute.
b. To ~eview ~he posi~~an a~ ~he par~i~s zn a
~ina~ effort to reso~ve such dispu~~d issue
or ~ssues; an~
c. Tf the disp~te is not resa~ved, to d~scuss
arrangements for th~ u~ilization of the impasse
procedures provided herein.
11.~~ TMPASSE PROCEDURE~.
~m~asse procedures are as follows;
a. Tf the pa~ties agree to submi~ ~he dispute
to medzation, an~ agree on the select~an a~ a
medza~o~, ~he dispute sha11 be subm~t~d to
medzation, A1~ medxa~ion proceedings sha11 be
priva~e. The mediator sha11 make no pub~~c
r~cammenda~ion, nor take any pub~~c position
a~ any ~ime concerning the xssues.
b, ~f the parti~s failed ~o agree to submi~ th~
d~spu~e to med~ation o~ ~a~~~d ~o agree on the
se~~ection o~ a med~a~or, or fai~ed to ~esalve th~
dispute th~ough m~d~atian wa~hin (~5} ~ift~en
days a~ter ~he media~ar commenced mee~i~g with
~he par~ies, the p~rties may a~ree to submi~
the im~asse to ~act~f~nding.
c. Tf the part~es agr~e on fact-~indang, th~y may
agree on ~he appointment o~ {1} one or more.~act.-~inders,
~f they fail ~o so agree on (1:} one or_mor.e fa~~=finde~s,
a fac~-finding panel of (3} ~hree sh~~l be appo~n~~d
i~ ~he fol~owing manner: (1} one:member of the panel
sha~l be appointed by ~he Emplayee Relatians O~fxc~r, ~l)
an~ member sha11 be appo~n~ed by the Recog~~zed
Emp~ayee Organizat2on, and thase :~~~ two'shall name
a third, who shall be the chaxrman, If they are
unable to agree upan a~hird, ~hey shal~ se~ect by
agreement ~he th~rd member from one ar mare ~~~ts
of names ~o be provxded ~~ the Cali~ornia Statc
&l.
~1.1Q SUBM~SSIpN OF CURRENT ~NFORMATION BY RECO~NI~ED
~ ~ EMP~QYEE ~OR~G~AN~~ZA'I~I~Q-~S ~
AlI char~.~;es ~.n the in~'ormation ~'a.Ied with the County b~ a
Recognized Employee argani.zat~on under these rules sha11 be
subm.~.~~~d ~n t~rriting ~o the Employee Rela~ions Of~'icer
wi~hin C30~ thxrty days a~' such change.
~~~,11 PAYR~LL DEDLTCTZONS ON BEHALF ~0~' E~PL~OYEE ORGANTZATIONS.
Upon farmal ackn.owledg~men~ by ~he Co~.nty of a Recogna.zed
Er~ployee Organiza~ion under ~h~se rules, only such Recogna.~ed
Empl.ayee Organiza~io~. may be provided payroll deduc~ions
a~' ~embersh~p aues an.d instzrance premiums for plans sponsored
by such organizatian upon ~he wrx~ten authorxza~xon of
employees in ~h~ uni~ represen~ed by Recognx2ed Empl.oyee
Organization on ~'orms provided ~herefore by ~he Coun~y.
The provi.da.ng o~ such serv~.ce ~a the Recognzzed EznpZoyee
~rgar~iza~ion by 'che Coun~y shall be contingen~ upon and in
accordance with the provisions of Memoranda of Understan~.ing
and/or app~.a.cable administrative procedu~es.
lJ..~2 EMPLOYEE ORGANZZA'~IQN ACTIVIT~ES - USE bF GOi7NTY RESOURC~S.
Access to County work Zocations and ~he use o~' Co~nty
paid time, facilities, ec~uipmen.t and other resaurces by
employee organizat~.ons and those r~pres~n'~ing ~hem shall be
au~horized only ~o ~h~ ex~en~ provided for in Memoranda of
Unc~erstan.ding an~./or administratzve pracedur~s, shal~. be
lxmi.~ed to acti.vx~ies pertaining directly to '~he er~p3~oyer-
er~ployee rela~ionship and not such interna~ emp~.oyee
organizatian business as so~ic~'~ing membersha.p, campa~gn~ng
for of#'ice, ar~d o~ganizataon meetxngs and ~lectzons, and
~hall not ~.nterfere wi'~h '~h~ efficiency, sa~'ety an.d sec~.rity
o~' Coun'~y opera~ions.
zi.~~~
ADM~N~S'~RATIVE RULES AN~ PROCEDURES.
The Employee Re1.a'~zans 0~'~'icer is hereby authorized to
estabZish such ruZ.es and. proceaures as apprapria~e to
implemen~ and ac].min~ster the provisions of' these rul~s af~er
can,su~~a~ion v~ri~h affected emp~oy'ee organizatians.
60,
Concil~ation Service.
The following consta~ute ~he ~u~isd~ctianal and procedura~
requirements ~or ~act-~inding;
1) The ~act-~~nders sha11 consider an~ be
guided by applicab~e Fed~ral a~~ State laws
(and Charter provisian~).
2) Subjec~ ~o ~he s~ipulat~ans of ~he part~es,
the fac~-finde~s sha~~ de~ermine and apply the
fo~~owing measures and cri~er~a 3n arriv~ng a~
their ~~nd~n~s and ~ecotnm~~dations:
a} As relevan~ ~o the issues in ~ispute, th~
fac~~~~nders sha11 compare the total
compensation, hours and c~~~it~ans of
~mploymen~ of ~he employees involved in the
factTf~ndi~g p~aceeding wi~h the ~o~al
compensatio~, hours and cond~~~ons of
employm~n~ o~ othe~ employees perfarming
similar services in public ana priva~e
employment i~ the same and co~parable
communities. "Tota1 compe~sa~ion" shall
mea~ a11 wage compensa~ion, inc~uding but
not 1~mi~~d ~o premium, incent~ve, mini~um,
s~andby, aut-af-clas~ and deferred pay; all
pa~d leave t~me; aI~ aZ~owances, inc~uding
~u~ nQt ~imi~ed to educa~~ona1 an~ uni~orm
benefi~s; medical and hasp~tali~at~on
benefits; and insurance, pension and wel~are
benefits.
b} The factwf~nders sha~l th~n adjust ~h~
resu~~s of ~he above compar3sans based
on the fal~owing factors:
~) Equitable employment ben~fi~
relat~onships betw~en job
classifications and pas~tzons
wi~hin the Caunty.
ii) The pa~~ern o~ change that has
occurr~~ in the ~o~al compensatian
o~ ~he emp~oyees in the uni~ a~
~mpasse as compared to the
pa~tern of change i~ the average
ca~sumer price index ~or goods
and se~vic~s, corrunon~y known as
'~he cas~ of living index.
iii} The benefa.~s of job stability and
con~~nui~y of employment.
iv} The diff~culty, or lack thereo~',
o~' recruiting and retain~ng q~~,li~ied
personnel.
62~
c) The ~actWfinder{s) sha~~ ~hen de~ermine
recomm~ndations based on the comparisans as
a~jus~e~ above sub~ect ~o ~he f~nancial
resources o~ the County to ~mp~em~n~ them,
taking into account:
i)~ ~~her legis~ati~~ly determined
__. _ and pra~ ~c~ed demands on. agency
resources, and
ii) Assurance of suf~'a.cxen,t and sound
budge'cary reserves, and
~i3} Statutary {and ch~.rter) ~im~~a~ions
on ~ax anc~ othe~ r~venues and
expenditux~es.
3) The #'ac~-fin.der(s} shall make w~~.t~en findings o~'
fact and recommendations for ~he re~olution of ~he
issues in dispute, which sha~I be presen~ed in
~erms of the cr~teria, ad,j~stmen~s, and
lim~ta~ions specified above, Any merriber o~' a
fact-find~.ng panel shal.~ be accorded the right to
f~.~.e dassen~ing w~a.tten f indings of fa.c~ an.c~
r~commendat~ons . The #'act--~'xnc~er or chaa..rman
of the ~'ac~c--finaing panel sha11 serve such finda.ngs
and recommenda~~.ans on the Ernpl.oyee Relations
Officer and the designate represen~ative o#' ~he
Recognzzed Employee Organization.~ ~f these part~.es
have not resolved th~ ~rnpasse w~.th~n (IO) ten days
a#'ter service of '~he findings and recornrnendatians
upon ~hem, the fac~Tfi~der or ~he chaarman of the
fact-finding panel sha].l mak~ '~hem pub~.ic by ~
submitting therri to the Clerk of the Board ~'ox~
cons~dera~io~ by thc Board in conn~c~ion wi~h ~he
Board r s ~.egzsl.a~~ve cons~.d~ra~ion o~' the issues
at impasse.
~4~ I~' ~he parties agreed to submi'~ the a.mpasse c~irect~.y
ta the Board, or i~ '~he parties did not agree on
medxa~ion or the selection of a mediator and did
no~ agree on ~'ac~-finding, or having so agreed,
-• the impasse has not been resol.ved thraugh such
media~Cian anc~/or ~act--finding, ~h~ Board sha1l
take such action r~gard~ng ~he irr~passe as is ~n
discretian dee~ns appropr~a~~ as ~n the pub3ic
in.'~eres'c . Any Zeg~.s~.ative act~.an by the Baard
on the impasse sha1~ be final and binda.ng.
63,
Y~.16
COSTS OF IMPASSE PROC~DURES.
The cas~s for ~he services o~ a med~ator and fact-finde~
ar chairman af a fac~-~and~ng panel u~ilized by ~he
parties, and oth~r mu~ually inc~rred costs of inediataon
and fact-fi~~ing, sha21 be borne equa~~y by th~ Coun~y
and the Recognizea Emp~oyee Organi~a~ion. The co~~ for
a~actTfind~ng panel member sel~c~e~ by each party, and
ather separat~~y incurred costs sha~1 be barne by such
par~y.
11.17
CONSTRUCTI~N.
Th~se rules ~hall be a~ministered and cons~rued as ~ollows:
a. Nothing in these rules shall be construed to
deny to any person, employee, organ~zat~on,
the County, o~ any au~horized offzcer, ~ody or
o~her representative af ~he ~oun~y, ~he rights,
powers and au~hori~y granted by Federal or S~a~e
~aw (or Coun~y Charter prova~xans),
b. These rules shall be interpreted sa
as to carry ou~ the empZayee r~la~ions purpose~.
c. Nothzng ~n ~hese rules sha11 be canstrue~
as makin~ the provis~ons of Californ~a Labor
Cod~ Sec~ion 923 applicable to ~~`C:qunt~r:::~:~e~pl.oyees
or e~np~oyee organi~ations, or of ga.ving employees
or emp~oy~e organiza~Cions the righ~ ~o participate
~n, support, cooperate or encourage, a~.rec~ly
or 3nairect~y, any strike, sickou~ ar o~her ~ota1
or p~.~tia~. stoppage ar slowdown a~' work. In the
even'c empJ.oye~s engage in such ac'cions, they shal~.
sub,j~c~ ~hemselves to discipl.ine up to a~d
~ncl~.ding termina'~ion and may be d~~m~d '~o have
abandoned their employment; and emp~oyee
organizations may thercby forfeit a1~. r~,gh'cs
accorded them under 'chis Resol.u'~a.an ar~c~ ather
County law for a periad up ta (1} one year ~ram
commencemen~ of such ac:t~vity.
1.1.18 SEVERABIL~TX.
T~' any pravision af '~hese rul~s, or the app~.a.ca~ion of
such prov~s~on to any per~on or circuznstanc~, sha11 be
he~d invalid, the rernainder of ~hese ruless or the
app~~ea'~ion afi such provisa.on ~o persans or c~rcums~ar~ces
other than those as to ~rhich it is held znvalid, shall. not
be af~`ectec~ thereby,
& ~4 ,
12.0
COMPENSAT~ON
12.~ PREPARATTON OF COMPENSATION P~AN.
The Personnel Dir~c~or annualZy sha~2 prepare a compensat~on
plan covering positions in the class~fied service, Th~
Person~el Director shal~ conszder the followi~g:
a. The ra~es of pay for comparabZe wark under
compara~le workang can~i~io~s in ~he counties
o~: Sonoma, Solano, San~a Cruz, Merced, ~an
Luis dbzspo, Humbaldt, Yo1a, Place~, Shasta
and local prevai~ing pay practices when applicable.
b. The Consumer Price ~ndex data as p~bl~shed by
~he Bureau of Labor Stat~stics for the Uni~ed
States A11 Ttems, 1967 Base Year.
c. Th~ achieveme~t of eq~atab~e relationships be~ween
the various classes of posi~ions in the c~ass~f~ed
servxc~ in accordance with their relative d~fficu~~y
and responsibility.
d. ~he recent ~xperience of the County i~ attract~ng
and r~ta~ning personnel in the various classss of
posi~ians in t~e classifiea service after
extensive recrui~ment efforts have ~een made.
e. ~he cammen~s o~ employees~ ~ecognized emp~oy~e
organiza~ions a~d management regarding ~he
adequ~cy and equity of ~h~ curren~ compensatian
and ~range benefi~ plans.
f. The ability o~ the Coun~y ~o finance a~justm~nts
~n the campensa~ion and fringe bene~it plans.
12.2 ADOP~~ON OF C~MPENSATT4N PLAN.
The Board sha11 annua~~y adop~ a compensation plan ~or
county employees.
65.
12.3 APPLICATZON OF COMPENSATION RATES.
An employee shall be ~aid a salary or ~aage within ~he
ra~ge or rate or equ~valent haurly rate established for
the class of posi~~on to whieh ~he person has been
appointed as provi~ed in ~he salary ordinance ~~cept as
provided by these rules.
12.~ CQMPENSAT~QN PAYMENT SCHEDULE.
a. Schedule of Paymen~s~
Na~wi~hstanding any provisions of this reso~ution
to the cont~a~y, a~justme~ts to the bi-weekiy
sa~araes ~ar ~a~es shown in Section ~ (B)
S~etion ~ ~A} and Section ~ (B) of ~h~ ~alary
Ordinance sha11 be ~ounaea to the nea~est who3e
dol~ar. Far ~he purpase o~ settzng pay peraods
~hrou~hout the year beginn~ng January 1, 1972
each b~~weekly pay perio~ will commence on
Sa~urday a~ 12:01 a.m. and wi11 end at 12:00
Midnigh~ on the second Friday fal~owing. Each
Z4 day b~-weekly period will normally e~compass
IQ assigned campensate~ days i~clud3ng holadays
for regular employees. Regu~ar emp~oye~s
per~orm~ng less than full ~ime services during
any bi~weekly p~r~od sha11 be compensated on a
prorata basis, the ~atxo bein~ ~he percen~age
a~ t~me warked ~o th~ a~oresaid biTweekly period.
Extra help empZoyees sha11 be paid an an haurly
ba~~s fo~ hours actual~~ work~d. Said hourly
rates shal~ be computed by dividing the bi~weekly
ra~e for the ass~gned classif~cat~on by ~h~
product of the daily assxgn~d hours multzplied
~y 1~ and rounded a~~ ~o ~he neare~t 1 cent.
b. Cer~ification.
Each appa~nting a~~hority shall a~ the t~me the
payro~3 is su~mitted to ~he Aud~~ar cer~ify ~ha~
each e~ployee has p~rformed a~Z services req~ired.
The Aud~tar shall no~ is~ue a payro~l warrant u~~ess
~her~ is a valid per~onnel act~on ~orm approved
by ~he Personnel D~ree~or ta substanti~te the
pos~tio~, class~~ica~zon and pay ra~e fo~ each
employee shown ~n ~he sa~ary orainance or as
authorized in ~hese rul~s for the ~epa~~ment
payrol~. The Fersonnel Director shal~ de~ermine
an~ certify the payro3~ a~ the employees of the
Audi~o~ ~efore pay~o~l warrants are iss~ed ta
such emp~oyees.
66.
c. Separation,
~dh~~ an employee leaves county service ~Qr any
reason, an ac~ion ~orm sha11 ~e p~epared and
~orwarded to ~he Personnel D1~BC~0~. The
appo~nting a~~ hority may imedia~eZy ~~e~a~~ a
spec~a~ payroll, cert~~y it as p~ov~ded in ~his
sec~ion and submit i~ to the Aud~~or w~o sha~l
iss~e a warran~ upon t~e receipt o~ an ac~.ion ~o~m
appraved by ~he Personnel Dz~ector.
~2,5 ~COMPEN~AmION A~ HIRING~
a~ Ne~ E~ployees~
A~l newly appaan~~d reg~lar emp~ay~es ~ha1~ ~e
~aid at the ~~rs~ step o~ the ~alary range ~or ~he
class of pos~~~on ta which ~h~ emp~oyee is appoin~ed
unless o~herwise specx~~~~ in these rules. Extra
h~~p employees shall ~e appointed at ~he hou~ly
rate o~ the ~~rs~ s~ep o~ th~ salary ra~ge o~ ~he
pas~tion ~o which appoin~ed4.
~, Advance~ Step Hir~ng.
~~ the ~ersonne~ D~rec~or fi~ds tha~ ~~alified
applicants canno~ ~e s~ccessful~y recr~ited
at the fxrs~ s~ep af the salary range, the Personnel
Dzrsctor may re~ues~ ~he Board to authorize an
appointment a~ a~ aavanced st~p of the sa~ary ~ange,
Whenev~~ advance~ step hiring is app~pved, an
employ~~ being pa~d a~ a lowe~ sa~a~y s~ep in the
same c~a~s may be advanced to the s~ep of ~he range
to wh~ch the ne~ emp~oyee is appoin~ed,
c. ~armer ~mployees,
A person ~ho previously he~d permanent status in a
class ~rom which the person was separated in good
standing may when reemployed in a regular help
position in the sam~ class se~~es upon recammendation
o~ the appazn~ed authority ~~employing ~he employee
and upon approval o~ the Personnel D~rec~or, be
appa~n~ed at the sam~ salary rate wh~ch was pa~d a~
the ~ffective da~e of ~he persanYs terminat~on or the
nearest ~ower appl~cab~e ra~e for the class to which
the person is appoanted prav~de~ such regular
r~~mploymen~ occurs within {l~~ twelve months from
the date af ~erminat~on.
67.
~2.6
MER~T AD~1'AR~CEMENT WITHIN RANGE.
a. Performance Repart R~:q~.ired~
An appo~.nt~.ng au~hority shall revie~r an
ernpl.oyeeTs performance ~o determine whe~h2r
ar na~ ~he emp~oye~ shauld receive a meri~
advancerri~n~ w~thin the salary ~ange. This
d~~~rminat~on shal~ b~ notec~. on a per~'ormance
eval~.atian ~'arm and ~ogether irri~h an ac~ion
form be ~'arwardec~ to tkze P~rsonnel Direc'cQr.
b. Period af Employmen.t Requircd for Me~it Advancemen~.
Unless other~ra.se specified a:n th~s~ rules, each
employee shall in addition ~o ~he required
per~'ormance standa~ds, campl.ete the ~'ollowing
r~quired time ~n. ~ervice ta be eligible to receive
a meri~ ~.ncrease,
l. New Empl.ayees.
~~ An err€p~.oyee appa~.nted a'c ~he first
. step of a sal.ax~y range sha11 have
a merit advancemen~ date w~ich is ~6)
six months fa~.lowing the appo~.n~ment
date .
ax} An employee appoin~ed a3~ove ~he first
step a~ a salary range shall have a
meri~ advancement da~e which ~s fI)
one year ~o1.~.awing ~he appai.n'cment ~
date.
2. Pramotion or Demotion~
i.~ An. employee who is px~omoted or demoted
to the ~'irs~ step o~ a salary range
shall have ~, new m~ri'~ adv~.ncemen~
da~e which shall be (6~ si.x months
from the date of promation or demotian.
i3.} An erriployee who is promo~~:d or demo~ed
'~o a s~ep in a sa~.ary range above
th~ ~'~rst step shall have a new meri~
advancement da~e v~rh~ch sha].1 be (1)
one year ~'rom the date a~' promota.on
or dema~ion.
3. Transfer or Volun~ary Demation.
An employee who tran.sfers or wha vo~un~arily
demotes ~o a cl.ass o~' posi.tian a'c a lower
sala~y range sha~l have rzo change in
rnerit advancc~rnent date.
68.
~. Change in Range A1locatian.
Tf the sa~ary range for~an employeess
c~ass is changed, the employeets merit
advancemen~ date shal~ nat change.
5. Positxan Reclass~f~cation.
~~ An employee whas~ posi~~on is
rec~assif~ed ~o a classificat~on
having the same or a 1.ower salary
range shall have no chang~ zn
me~it a~.vanc cment da'~ e.
~i) An employee whase pasi'cion is rec~assified
to a c~.assifica~ion having a higher
salary range who is p~.aced xn the
~'irst s~ep of the higher salary range
shall have a merit advancement date
wh~ch ~s (6} six mor~ths ~'ollowing
the ef~`eetive date o~' the posi~ion
reelassifica~ion.
iii} An employ~e whose position is~reclassified
to a classif~.cat~.on havxng a higher
salary range wha is placed above ~he
~'~rst s'c~p af the salary range sha~l
have a r~erit advancemen~ da~e which
is {3) ane year following the e~'~ective
date a~' ~he position rec~.assif ication.
6. S'~ep Adjustments,
A~. employee ~hase salary s~ep is ad~usted
'~o a higher s~ep urithin ~he sala~y range
sha1.1. have a merit advancement da~~
ef~'ective (1~ one y~ar ~'rom ~he da~e o~'
~he ad~ustment.
c . Effective Da'~e *
Mer2~ Adva~cements sha11 become e~~ective on.
the ~'zrs~ day o#' the pa~ period falla~r~ng
completion of the x~eq_uired per~od o~
emp~oyment, except meri~ advan.cements ~allir~g
o~ ~he ~'~rst day of the pay period sha11 be
e~`fective upon ~hat day..
An appainting au~horz'~y may delay the eff'~c'cive
date of a meri.~ advanceme~t ~.p to {.90) ninety
days beyond ~he e±~.p?oyeets me~it advancement
date withou'c a~'fec'~in~ the employeeTs normal.
mex~it advaneement dat~. In case a~ such
delay, the empl.oycers meri~ advanc~*ment sha1.].
be effec~~.ve ~he ~'irst day of ~he ~ay period
~'oliow~.ng ~he approval, o~' ~he appointzng au'~hority.
69,
~f a merit advancement ~s delayed beyond
C90) ninety days fram the emp~oyeeTs merit
advancem~nt ~a~e, th~ employee shall no~ be
eligible for meri~ incr~ase un~il the emp~oyeeTs
next normal merit advancement date.
d. Regular Part Time Emp~oy~es.
. _ Far the purpose of this sect~on regu~a~ part
time employees s~al~ ~e considered in full time
service and sha31 be e~igible for meri~ i~creases
a~ the time prescr~bed.
~2.7
PROMQTION.
Regu~a~ emp~oyees p~omoted ~n a posx~~on in a c~ass wi~h
a higher sa~ary ran~~ may be paid either at the minimum
ra~e of ~he new range or a~ the nearest highe~ rate tha~
the employee would atherwise be ent~tled ta on the da~e
the promot~an is ef~ective, wh~chev~r is gr~a~er, provided
that an emp~oyee pramo~~d ~a a salary range in excess of
~1} one range above the emp3oyee~s £orme~ range sha~l receive
no Zess than one range ~ncrease in ra~~.
~2.8 DEMOTTON.
Regular employees demoted to a posi~ion in a class w~th a
~ower sa~a~y range ma~ be paid either at a rate that
~s (1) one ~ess than ~he employee~s rate be~ore the
demo~ion or at a~esser rate upon recommendat~o~ a~ the
appointing a~~hority and app~ova~ o~ ~he Personnel nirector.
~0.
12.9 LA~ERAL TRANS~ER.
R~gu~ar employees trans~errea in the same class shall
receive the sa~e salary rave the e~ployeE wo~~ld o~herwise
be ent~tled ~o on ~he date of the transfer.
~2.10 VaLUNTARY DEMOTTON.
Regu~ar emp~ayees volun~arily demoted shall receive the
same ~alary ra~e ~he em~~oyee would otherwise be entitl~d
to an ~he date the vo~untary demotion is effec~~ve or the
nearest lower app~zcab~e rate.
12.11 CHANGE IN RANG~ ALLdCATIO~.
The salary step of an employee in a pos~~ian in a class
which xs real~oca~ed to a new salary ra~ge shall be
ad~us~ed to the cor~espond~ng s~ep of ~he n~w range. Should
the new sala~y range be ~ess tha~ the e~ployeets exis~~ng
range ~he empZoyeexs sa~ary rate shall not be reduc~d but
maintained in a~fYt; ra~e condi~ion un~il the ~mployeets
meri~ adva~cement date or ~he sa~ary range for the c~ass
is inc~eased at wh~eh ~ime th~ employeets pay ra~~ shaZ~
be ad~us~ed ~o the nearest high~r ra~e xn ~h~ salary range
far the cXas~.
~2.12 POSITTON RECLASSZFICATTON.
The sa~ary ra~e of an employe~ ~n a pos~~~on which is
rec~a~~s~fied shal~ be det~rmined as foZlows:
a) If th~ positia~ is reclass~~ied ~o a class
at ~he same sa~ary range, the employeets
sa~ary step sha11 na~ change.
b) I~ th~ pos3tion ~s reclassified ~o a cZass
with a higher sa~ary range, the employee may
be pa~d ~ither a~ ~he min~mum ra~e of the new range
or at the nearest higher rate that would have been
app~~cabZe had the employeefis classif~ca~ion
not changed, p~ovided ~ha~ a~ empZoye~ rec~assi~~ed
~o a elass with a salary range in excess o~ (1}
one range above the for~er range shal~ r~ceive no
Zess than a one range inc~ease ~n ra~e.
7~,
c) Tf the pos~tzon is rec~assified to a c~ass w~th
a lower saZary range, the sa~ary rate of ~he
emp~oyee shall not be reduced, but shall be
maintained ~.n a"Y'E rate condition un~i]. the
err~p~.oyee ~ s meri'~ advancement date or an ad~ us~m~nt
is made to ~h~ salary range for the class a~ which
time ~the employee~s salary rate sha~~ be ad~usted
to the nearest hxgher ra'~e ~n the pay range for the
class.
12.13 BOARD AUTHOR~TY TO SPECIFY.SALARY.
Notwithstanding anyth~ng in these rules to ~he contrary,
the Board may specify ~hat a person appoir~ted to a
particular position sha12 occupy any s~ep on the salary
rang~ for ~he class of pos~tion '~o which appo~n~ed. Action
based on ~his section shall be taken only unde~ ~.nusual
circ~.mstances where su.ch ac'~ian is impQr~an'c '~o ~he
successfu~ operation of a department of ~Che county gav~rnmen~,
~.2 .1~ OVER'~TME .
a. Poli.cy.
~t i.s ~he paZicy of the Board ~:ha~- °over~i~e
wark is discat~raged; ~ha~ each appo~.nt~~.ng
au~hority ~s to arrang~ ~he work of 'the
departm.ent so ~hat employees sha31 work not more
than the standard departm~nta~ work week; tha~
overt~rr~e work be held to a m~.nimum consistent
with the e~fic~.en~ pe~formance of necessary
funct~ons; and that aver~~~ne work be used only
for em~rgencies or when ~emporari~y using
regu.~ar emplnyees an an overtime basis can be
showr~ ~o be more ~conom.~.cal ~han. by us3.ng extra
he~p. It is recogn~.zed icha~ occas3.onal over~ime
work may be necessary, and that ~n such ~.nstances
provisi.ans shal.l be m~,de to aui~hox~ize, keep
records, and compen.sa~e em.ployees for such necessary
over~~m~ work. ~
b. Work Periad.
Th.e normal. bi-weekly wark per~od shall carrur~ence
12:01 A.M. every aicher Saturday. Each regu~.ar
~ull time empl.oy~~ ~ha13. wark {75 ) seventy--fxve
hours per b~.-~weekly per~.od unless the Board
pursuan~ to '~hese ru3.~s estab~ishes lor~ger work
hours for a par~icular cl.ass of emp3.oyee. In
such case, '~he b~-weekly work periad shall n.ot
exceed ($Q) eighty hours.
'~2,
c. Authoriza~ion for Overtame War~.
Overtime work sha~l be performed only upon
authari~ation of ~he appointang auth~r~ty or
subardinate empowered ~o author~ze the same.
d. Over~ime Def~ned.
Overtime is autho~ized wark in ~xcess of the
normal work day.of a~ least twoTtenths of an
haur (~2 minu~~s).
e. Reco~ds of Ove~time Work and Just~~icat~an.
Each appoin~ing au~hority shal~ ke~p an accurate
record of a1~ authorized overti~e inc~uding th~
actual overtime hours worked by the zndividual
employee together ~~~h just~~~cation ~or its
authorization in each case and the manner and
time in wh~ch the employee was compensated ~or
over~ime wark,
~. Reporting Paid Ove~time.
Tota1 hours o~ authQ~~z~d overt~me ~a be c~edi~ed
fa~ each elig~ble employee ~or a~i-weekly pay period
shall be reported on the p~yroll prelist to the
Audito~.
g. Qv~r~ime Co~pensati~n.
~~x Except as oth~rwise provided in these rules,
emplpy~~s shall be paid far aver~im~ work a~ ~he
applicable strazght hourly ra~e or granted the
equiva~ent hours of compensatory time off.
Compensatory ~ime off shalL be schedul~d a~ a time
mutually agreed upon by th~ employee and the
appointing aut~~~~ty wi~hin {g0) nanet~ days followin~
the overtime work~d. I~ the appo~nt~ng au~hority
cannot scheduled~the t~me off wi~hin (90) n~nety
days fol~owing ~he over~ime worked, the employee sha11
~e paid the equ~valen~ compensat~on.
h. Frin~e Benefits not Affected by Overtime.
Ov~r~ime wo~k sha~~ nat be a basis for increas~ng
vacation or sick leave ben~Fi~s, ~or shal~ ~t be
a basis of advancing compl~tion of required
periods ~or probat~onary or salary step ad~ance.
i. Over~ime for Ca11-Back.
An employee who is required ~o re~urn to work
on an over~ime bas~s shall receive a m~n~mu~
credat far twa hours work.
73•
~. Exempt Employees.
The over~~me provxsions speci~ied in this section
sha~1 not app~y ~o managemen~ employees or those
emp~oyees d~signa~e~ as aver~zme exempt by the
Board.
An appoin~ing au~hority may resched~le an exempt
employeets haurs to adjus~ for pe~iodica~ work
_ demands.
Adm~ni.s'~ra~ive Ana~.ys~ II
Attorney T, II, ~zl, ~V
Building and ~raunds Superintendc~nt
Chief Appra~.ser
Chief B~.~.lding Tnspecto~
Chief' U~p~.~y Tax ~oll~c~or
Chief Dep~.ty Tr~asurer
Ch~.e~' District At~orney4s Investa.gator
Ch~ef ~'ailer
Chie#' of Accoun.~ing
C1e~k o~ ~he Court
Court Secretary an.d Jury Comrnissxoner
Da~a Processing Operations Supervisor
Da~a Process~~.g Systems Supervisor
Director of Environmental Health
Direc~ar of Pub13c Hea~~h Nursing
D~.r~c~ar of Wea.ghts and Measures
Hea~th Educa~ion Sexva.ces Coordina~a~
Juven~~e Ha11 Superintendent
Personnel Analyst IT/T~~
Phys~.cxan
Program Manager
P~ogram~r~er Analyst TI
Psychia~ris'~
Psycho~og~st
Road ~upera.nt~ndent
Schoo~.s 0~'fice Superv~sor
Sen~.or Ment a1. Health Soc ial Worker
Sheri~fTs Cap~ain
Sheriff t s L~.eu~enant
Sta~'f Servic~s Manager
Superv~.sin.g Civ~Z Eng~neer
Sy's~erns Ana~.yst
7~+.
~2,~5 BI~LINGUAL PAY DxF~ERENTIAL~
When ~,t. ha~ heen determined that an em~lQyee~s use,a~
bi--lingual language ~~.iis ox~ s~~ca.ali.tied coinmunica~ion
ski2ls are essc~nt~a~. and cra:~ical for tYie success~'uZ
performance of the ~uncta.ons o~' ~. county depar'~men'~, ~he
emp].oyee sha~3 rece~ve a pay d~~'~'erenta:a~. o~' $I.~S per day
of campensa~ed service. The Personn~l D~.rec~or sha~1
formula~~ polic~.es and procedures for adrn.inister~,ng the
pravisions of this sec~ian ~ha.ci~ wil~ require the v~mi~~en
~us~ifica~ion ~y the appo~nt~r~g a,u~hqr']..Gyy ve~z~'ica~~.on o~'
the smploysets Zanguage or cornm~nicatzon sk~~l abi~~~y
and procedures for review a~' con.tint~ed need on na Zess
than an ~,nnual hasis .
12.1.6 SPECIAL PAY PR4V~S~ON5~
a' E~f~ctive August 7., 1976 incumF~ents in the
posit~ons o~' A~torney I, XI, ZzZ, TV and
Assistant Distric~ At~orney as lis~~d ~n ~he
sa~.ary ordi.nance may receive meri~ advancements
at ~6) s~.x ~non~h in~ervals upon r~:commendata.on
o#' the appoin~ing a~z~hori~y ar3d appraved i~y the
Personnel Director~ At~orneys hired a~`~er
A~.gust 1., 1976 may recezve mera.t a.ncreases in
acca~dance ~rith Sec~ion 12.b of ~h~se rules.
b. E~'~'ecta.ve August 7., 1976 a Cans~aTale v~rho is an
~ncumben~ in a posi~ion au~horized ~o b~
paid additional eompensation as Deputy Sheriff T
or ~~ may con.txnue in such capac~.~y a~ the
d~scretxon o~ ~he Sher~~'~' sub~e.c~ ~o budget
I~,m~.~a~ions. Such incumb~nts do not aecrue mer~~
system s~a~us under these rules. Af~er Augus~ l,
~-~76 no Cansta~le sha11 ~e assigned add~'~ional
pay far per~'ormance o~' law enfarcement duties
under the direction o~' the Sheriff .
75~
~3.0
BENEFITS
13.~ VACATION LEAVE.
Each reguxar employee ~n the classified serv~ce shall be
en~itled to ear~ vaca~ion. Regular employees w~~h less
than {5) f~ve years o~ con~inuous se~vice shall be
en~i~led to earn up ~o (10) ten days vacation per year
a~ a rate o~ ~.38~6 days per comple~ed uni~ of service or
pro-ra~a portion, Reg~lar emp~oyees who have comp~e~~d
(~} f~~e years of continuous s~~viee shall be enti~Ied to
~arn up ~o {15) f~f~~en days vaca~~on per year at a rate of
~.57~9 days per completed un~t of se~v~ce ar pro~rata portion.
Regular emplo~ees who have comple~ed (15? f~~teen years of
cont~n~o~s se~v~ce shall be entit~ed to earn up to {20)
twenty days vaca~~on per year a~ a rate of 0.7692 days per
comp~~~ed ~nit af service or pro-rata por~ion,
An employee who has less than (6} six mo~ths af uninterrupted
serv~ce sha~~ not be ent~~led ~o a vaca~ion or to vacation
pay upan separat~on from the c~assified service.
Ex~ra h~lp employees shal~ not ~arn vacation.
Earned vaca~i~n shall be credited b3-week~y. An emp3oyee
w~th less than (5) f~ve years continuous servic~ sha1~ on
the first of the b~~week~y pay periad on or immed~ate~y
follawing December 31st each year have on accrual na more
than (20} t~en~y vaca~xan days. Emplayees ~ith more ~han
(~~ five years con~~nuous service shall on the f~rs~ of
~he biTweek~y pay period on or ~mmed~ately ~o~lowing December
3~st each year have on accrual no more ~han (3~) th~r~y
vacation days. Emp~ayees w~~h mare ~han {Z~} fifte~n years
of can~~nuous service shall on the firs~ of the biTweekly
pay pe~iod on or im~-edia~ely fa~Zow~n~ December 3~st each
year have on accrual no ~ore ~han (~0) forty vaca~ion days.
IIpon termina~ion an emp~oyee wi~h more than (63 s~x months
service may be co~pensat~d for all unused vaca~ion ace~ual.
Vaca~ions shall be taken at ~he discret~an of the appointing
au~hority. A departmen~a~ vacat~an schedule shal~ be
arranged wi~h time preference g~ven to employees on the
basis o~ seniori~y. An employee who is unable ~o ~ake ~he
schedu~ed vacation due to unusual and extenua~~ng departmen~al
needs may upan writ~en r~commendation of the appain~.~ng
authority and approval of the Personne~ Director be
perm~t~~d to exceed ~he annua~ vacat~on accrual limxts spec~fied
herein for a period not to ~xceed (~2) twelve we~ks
during which time the ~mployee sha~l be required to ~ake ~he
excess accrual vaca~ion days. An employee who vo~untar~~y
choos~s not ~o ~ake ~he scheduled vaca~ion during ~he
ex~ens~on per~od sha~Z forf~~~ the days ~n excess of the
accrual ~imi~s.
~~c
1.3 , 2 SI~K LEA~E .
a. Employee ~ick Leave.
Regular ~mpl.oyees shall earn sick Ieave a~
a ra~e of 0. ~4'6~.5 days for each comp~.eted un~t
of service or pro-rata part~on. Unused s~ck
Ieave may be accumula~Ced wi'~ho~.t l~.mita~~.on
_ dur~.ng a continuous per~od af employment,
Extra he1.p empl.oyees shall nat earn sick leave.
Sick leave sha~~. not be cons~dered a priv~~ege
~o be used a~ the emp~.oyee f s d~.scr~icion. I~C shall
be al~awed on~.y in case of necessi'cy for aetua~
sickness or disabil3ty.
Except in emergency ~.n order ta receive s3ck ~.eave
compensa~ion ~rhi~.e absen~, ~he employee sha~l
notxfy the appoin~ing authori~y praor ica or within
(~€ ) four hours after ~he ~~me se~ for the beg~.nning
of the empZoyee t s work shi~'~C . Th~ employee sha~.~
upon request fi.~.e a physic~ants cert~ficate with
~he appointing au'chor3.ty stating ~he cause o~' ~he
absence and the employee~s physical abili~y ~o
re~urn ~o work.
S3.ck leave t~me a~lowed shal~ be charged '~o
the employee t s accrua~. and paid at '~h~ erriplayee ; s
curren~ ra~e af pay.
Upon ~e~iremen~ a~ ter~nination in good standing
an emp~.oyee ~ who has on accrual. r~ore than (30 ~
~chirty wark days of sick leave ;rtay be compensated
for that port~on ov~r C30~ th~rty work days a~
(~/2) one-half ~he normal ra~e of pay for the
~mployee up ~o a maxi~um of ($1p00~ ane thousand
do].1ars ,
b. Cri~~caZ Il~.ness in Fam~ly.
Whenever a regular employee be~.ieves ~~ necessary
to be absent from dtzty beeause af ~he cri~ical
il.~ness o~' an irr~rr~edia~e family member, ~he
employee may r~ques~ perr~ission of the appo~r~~ing
authori~y ~o be absen~ for no~ more than (3) three
wark~ng days with pay.
Any ti.me off sha~.l be charged agains~ sick 7.eav~.
77.
13.3 BEREAVEMENT LEAVE.
Whenever a reg~.lar ernp~.oyee be].~ev~s i~ necessary ~o be
a~senic from duty hecause o~' the dEa~h of a member of the
e~p~.oyee t s 3.mmediate #'amiZy, ~he employee may request
permiss~.on of the appo~nting au'~harity to be absent for
nat more than (3) three working days w~th pay fox~ each
occasion. Any time used in this manner shall no~ be
cha~ged to ~~.ck leave or vaca~ion, but shal~. be documen~ed and
recorded as bereavement leave.
13.~# LEAVE OF ABSENCE.
An emp~oyee may be gran'~ed
good and suff~ci~nt reason.
be documented an personnel
Personnel Dir~c~or. Shou~d
of ~he position held by an
change dur3.ng the leave, t
I.eave shaZl be ass~.gned ~o
ra~e.
a 1.eave of absence only ~'or
A1.1 leaves of absenee are to
action ~'orms and t'~1ed wi~h ~he
the classification or pay ra~e
empl.4yee on a leave of absence
Y~e emp~oyee upon returning ~rom
~he new e~.assi~~.ca~ion or pay
a. Lim~.~ed Leave.
An appo~.ntin.g au~hority may gr~ant a regular
emp~.oyee a 1.~mxt~d non-compensa~ed leave of
absence no~ to exceed C30} th.zr~y consecut~.ve days.
b. Extended Leave.
The Adminis'~ra~ive ~fficer may upon recommendatian
of '~he appointing au~hor~ty approve far a '
regu~.ar emp~oyee an extended non-~compensated l~ave
of absence no~ to e~eeed ~~) one year un~ess
o~herwise provided by law.
c. Zndus~ria~. D~sability Leave wi.~h Pay.
~. Each regular empZoyee covered tay Safety
M~mber Re~irement sha31 be granted a paid
indus~x~ial d3.sabili'cy ieave as prescribed by
Cali~'o~r~ia Labor Code ~850 up to (I} one
yea~ fram ~he da~e o#' injury or illness.
Employees shalZ be required ~o re3.mburse the
Coun~y for any and al~. ~.ndustrial. disabil.~.ty
benefits received during the pe~~od o~'
Labor Code S~ctian ~850 paid leave,
Employees shal7. aecrue ~'ull. benef~.'~s dur~.ng
~ ~he period of Labor Code Section ~850 paid
Zeav~ except soc3.al secur~.ty.
78,
2. Each regular employee no~ covered by
Labor Code Sec~ion 4850, sha~~ be granted
an indus~rial disa~~Z~~y l~ave ~~ accordance
w~~h the fol~owing rules:
i) EmpZoyees shal~ be required to use
any accrued l~ave be~efits in order
to receiv~ paid ~eave.
~~) Emp~oy~e~t~.s earnings will be ad~usted
ta the differen~ia~ between amoun~
pa~d and any industrial d~sabi~3ty
benefits rece~ved during ~he period af
paid leave.
i~i) Emp~oy~e sha~l have leave benefits
r~ins~ated ~n ~he equiva~ent va~ue of
the d~sabili~y benef~ts.
ii~~) During the period of paid indus~rial
disability leave, employees will
cont~nue to accrue fu~~ b~riefits for
vaca~ion, sick leave arid: ~.cil~days.
Benefits for reta.remen~ a:nd soc~.a~.
securi~y w~~.~. be accru;~d on the sa~a~y
d~fferen'~3.a7. repres~n~~zig the ad,just~d
Ieave benefi'~s.
d. ~ndus~ria~. Disabil~~y Leave Withou'~ Pay.
Each r~gu~ar emp~oyee who ~s ~.n~u~~d or cor~tracts
an ~ndustrial i.~lness on duty shall. be granted a.n
unpaid d~.sabi.~ity leave by the Personnel Dir~c'~or
from ~he ~ime accrued sick~ ~.eave bene#'i~s are
exhaus~ed until the ~~ployee ~s r~leased to return
ta work. Emp~oyees shal.l: accruE. no benefits
while Zn th~.s s~atus except as prov3.ded in these
ru~es. The Personne~. Di.rec~o~ shall riot~fy the
appoin~C~.ng au~hority af such leave .
e. M~litary Leave.
Military leave sha~l be granted in. accordance wi~h
~he provisions of state ~aw. Al1 emp~oyees en~itled
~o mi~~.~ary leave shal.l give the::appointing
au~hor~.~y an oppartur~i~y w~.~hin ,the ~im~.~s o#'
such rni~~.tary reg~Iat~.ons ~o determin~ v~rhen such
leave sha1.X be taken and sha~~. provide ~he appointing
author~.icy wi~h a capy af the mili'cary orders.
79•
f. Temporary Assignment ~o f~11 a position
created by a Leave of Absence.
An employee with permanen~ s~a~us ~n a lower
classif~cation w~thin a departme~t in wh~ch an
extended leave of absence has been authorized
in a classifica~C~on=-~or wh.ich iche ~mployee is
quali~'ied, may upon reco~endation af the
appoint~.ng authority and appraval by the _
Personn~Z ~irec~or, be.temporarily assigned ~o
~he=.~osition held by the employee granted ~he
extended 1.eave. A~emporary assignment is for
pay pux~poses only. Emp~.oyees so assigned shalZ
not establ3.sh a permanen~ pay ra~e or status
in the higher cla.ss~f ica~ion. Empl.oyees so
ass~.gned shall continue to ~n.ain~a~n their
s~atus and recei.ve the T~enefi~s of the ~ower
class~fication during the tem~orary assignmEn~.
g. Paid Leave.
The Board may grant an emplayee a paid leave of
absence up t~ (I) one year. A pa~d ~eave shall
be granted on~.y for extraord~.nary circurns~ances.
~.3.5
H~L~DAY LEAVE,
a) Desi.gnated Holidays, Each regul.ar empl.ayee ir~
a campensated employmen~ status on ~he assigned
work day immed~ate~y preced~ng and the assi.gned
work day immed~ate~y fo~lowing a des~.gna~ed
holiday sha~~. be en'~i~led ta campensa~ion for ~he
design.ated ho~~.day. The fol~.owing holidays are
des~.gna'~ed :
I) New Yearts Da~ January 1
2} Lineo~.nts Bir~hday February 12
3} washing~on's Bir~hday Th~.rd Manday ~n February
~. } Memor~.al Day ~as~ Monday i n May
5} ~ndependence Day July ~
5) Labor Day First Monday in September
7) Admiss~.ons Day Septembe~ 9
$} Veterans Day November 3.1
9} ~'hanksgivzng Day Designa~ed Thursday in
Novemher
I.Q~ Chr3s~tmas Day Dec~mber 25
ZI) Every day appoin~~d by the P~es~den~ or Governor
far a pub~ic fas~, thanksgiving, or hal.iday,,
$0.
When a des~gna~ed holiday falls on Sunday, the ~ol~owing
Manday shal~ b~ observed. When Veteranst Day falls on
Sa~urday, the p~eced~ng Friday shal~ be observed. A
regular employee required ~o work on a des~gnated ho~~day
or whose regular scheduled day off fa~?s an a designatied
hol3day shall a~ the d~scretion o~ the appoin~ing author~ty be
entitled to either equ~va~en~ compensated ~ime off schedu~ed
the day preceding ~he des~gnated holiday or wi~h~n (b~)
six~y da~s followi~g ~he designa~ed hal~day or eau~valen~
compen~ation to be pa~d w~~hin (60} 51X~~ days fo~Z~w~ng the
des~gna~~d ho~iday.
Regular employees exemp~ from paid overtime sha1~ be entitled
to camp~nsa~ion for designated ho~idays actua~ly worked. Ex~ra
help employees shal~ ~ot be entit~ed ~o paid holidays or
compensated time off ~ar holidays worked.
b} Personal Holidays. Zn add~t~on ~a the
: designated holidays each regular emp~oyee sha~l
be ent~t~ed up ~o C3~ thr'ee p~rsona~ halidays
per ca~~nda~ year. Regular empYoyees employed
as of January 1 of each year sha2l be credited
w~th (3) three work days of personal holiday.
Employ~es hired ~etween January I and April 30
shall be cred~ted w~~h (2} t~o ~ork days
personal holiday for ~he remainder a~ the ca~endar
~ear. Emp~oye~s hired be~ween May ~ and Aug~s~ 31
shall be credi~ed with (~) ane wark day af
personal haliday for ~he remainder af the
caZendar year. Employees h~red be~ween S~p~~mber 1
and December 3~ shall rece~ve no p~rsona~ hol~~ay
credi~s for the calendar year dur~ng which ~hey
were hired. An appoin~ing autharx~y may require
an emplayee ~o provide~(~~} faurteen days notice zn
advance of the personaZ holiday. Tn the event of
an emergency an appointing authority may ~~ny ~he
employeeTs pe~sanal ho~~day. Personal hoZidays
sha~~ be schedu~ed and taken o~~ ~~thin ~he
calendar year ~o which they are credited. Em~Zoyees
sha~Z not be compensa~ed in pay for personaZ ho~idays
in ~~eu of t~me off.
13.6 JURY AND WITNESS LEAVES.
Emp~oye~s sha~~ notify ~he~r appa~ntzng author~ty imraed~a~ely
upon rece~v~ng no~ie~ of ~ury duty or ca~~ a~ a w~tness,
Regular employees who served on~°,a ~ury or are served with
a subpoena wh3ch compels th~ir presenee as a~ritness, unless
they ar~ a party to ~he court ac~ion or an expert w~~ness,
sha1~ be granted a Ieave o~ abs~nc~ with pay in the amount
o~ the d~~ference between the employeeTs regular earn~ngs
and the amaun~ rece~ved far such appearances. Employees
S~.
cal~ed for such court appearances may re~ain the court
paid mi~eage fees prov~ded they did not use a countiy vehicl~
or claim caunty m~leage for sueh appearanc~. If called
~o ~ury or wi~ness ser~ice, a regular employee may elect ~o:
a. Rece~v~ ~he ~ury or w~tness fee and alsa
full salary paymen~s chargeable to p:ersona~
ho~iday, vaca~ion, or compensator~ t~me.
b. Receive the ~ury o~ wi~ness ~ee and authorize
the County Aud~tor to deduct the fees from their
salary or wages and receive the paid leave.
Regular employe~s called to ~ury duty or as a witness
during norma~ wo~k~ng hours are in each insta~ce ~equir~d
~o collect fees for such s~rvice to the ex~en~ authorized
by the Court and to advise their appoin~ing au~hor~ty.
~3.7 REST BREAKS.
Emp~oyees may b~ a~~awed rest periads of (15~ fi~teen minutes
du~ing ~h~ midTpor~~on af the firs~ and second half of a
sh~f~. Rest periads shall b~ scheduled ~n accordance~-w~th
the requ~remen~s o~ the department, but in no case sha~1
rest periods be ~eheduled w~thin ~~) one hour of the
beg~nning or ending of a work shift a~ lunch perxod. The
appain~ing au~hor~ty may designa~e the t~me a~d locat~on ar
Iacations a~ whieh r~st periads may be take~. Res~ periods
sha~~ be considered haurs worked and employees may be
requ~red ~o perform du~ies, if necessary.
13.8 RET~REMENT.
ReguZar emp~.oyees holding coun~Cy employmen.t shall be merr~bers
of the k'ublic Employees i Ret~.rement System as prov~.ded
by law and ~he terms o~ the contract in effec~ bet~reen the
coun~y and ~he Publ~c Employeest Re~iremen.t ~ystem. The
Board may amend ~he contract as prov~ded by law. The
Personn~l Direc~ar shall advise the Boax~d regard~ng pnlicy
ma~~ers concerning the contrac~ or amendments ta x~,
Hourly rat~d ex'cra help empl.ayees shaZl nat be e~igib~e ~'or
reti~remen~ benefi~s.
82.
~3•9
HEALTH INSURANCE.
A~1 county o~~~cers and regular employees assigned to a
(1/2) ane~half t~me or more positian and ~he employee's
depend~n~s shall be en~~~~ed ta part~c~pa~e in the county
~ponso~ed group health insurance program. Elig~ble emp~oyees
enro~ling ~n ~he program wi~hin C30) ~h~rty days follow~ng
their appQin~m~n~ wi~3 be insured sub~ec~ ~o th~ con~ract
limitation with the insurance carrier. Emp~oyee~ enro~ling
after ~he (3Q} ~hir~y day enro~lment per~ad w~X~ be approv~d
anly upon evide~ce of insura~~~xty. Regu~ar employees
assigned less tha~ ~1/2} one~ha~f ti~e and extra heZp
employees sha~l nat be eligible For participation zn th~
heal~h insurance program,
Employees shal~ pay (1Q~} ten percent af ~he ~o~al mon~hly
prem~um for employee and dependent coverage ~o be pa~d
~hrough a payroll deduction unless otherwise specif~ed in
~h~s sect~on. To be e~~~ible far prem~um shar~ng an
empZoyee must have (10} ~en work days of compensated
empZayment during the month for which the prem~.um covers.
Emp~ayees with less ~han the requir~d compensated days of
emp~oym~n~ for ~he month may con~inue coverage by
advancing to the Aud~tor ~he ~ota~ prem~um amount ~or
the manth. Far ~he purpose of ~h~s ~ect3on only an emp~oyee
on an approved ~ndustrial disabi~i~y leave of absence who
~s rece~vzng ~emporar~ disa~~~zty paymen~s from the compensatzon
~nsurance fu~d shall be considered in fu~l compensa~e.d
emp~oyment status, An in~ured employee grantea a nan~compensa~~d
limited or ext~nded leave o~ a~sence may cont~~ue heal~h
insurance caverage by advis~ng the Personnel Direc~or and
adva~cing to th~ Audi~or each man~h th~ ~ota~ monthly premium
~OS~.
Employees who retire under the p~OV~510ri5 0~ ~he Coun~y~s
Re~iremen~ Con~ract with the Public Employees.' Retirement
Syste~ ~PERS) may contin~e to ~nsure ~hemse~v~s and the~r
insured dependen~s by adv~sing ~he Personnel Direc~or and
advancing to ~he Treas~rer~Tax Callector, the full mon~h~y
prem~u~n for ~nsurance coverage.
~3.10 TRAVEL AND EXP~NSES~
a. Au~hority for Travel.
~~fic~al and appain~ing autharities may travel
an ~heir own. au~hori~y with~:n the county
whenever ~.~ is necessary to ~ransact county bus3.ness
and ~hey may author~ze any emplayee ~o per~'orm.such
travel. On trave~ ou~s~de the coun~y where no
ov~rnight ~.odgxng is ~equ~.x~ed, aff3ciaZs and
appoin~ing au.~hori~ies iaay travel on the~r own
au'~hori~y or author~ze ~ravel by an. employee.
Where travel
83.
involves overnight lodging, an o~~icial or
appointing authori~y sha1~ send a~ravel ~equest fo~m
~o ~he ~dmin~stra~ive O~~~cer far approval.
When a~rip has been completed the o~ficia~ or
appoin~ing authari~y shall submi~ a repor~
of the m~~~ing to the Admi~~s~rative Q~f~cer explaining
what took place at ~he m~~~ing wh~ch wi~1 bene~it
the cou~ty. Upon rece~pt of the travel report the
Adminis~~ative ~f~~cer shal~ s~nd a capy o~ the approved
~ravel req~~s~ fQrm ~o the Audi~or-Controller as
authoriza~ion for payment o~ ~ravel expenses.
b. M~~hod of Trav~l.
County cars shall be used whe~ever possible and to
~ the extent availab~e ~or travel within the County.
Each person who uses a prxva~ely own~d vehic~e
~ on coun~y b~san~ss shal~ f ile an aff~davit
cer~ifying tha~ there is lia~~~i~y insurance ~n
effect xn ~he sum o~ not ~es~ than C$15,000~
fi~teen ~housand dollars ~or bodi~y injury ~a
one person, C$30,000~ thir~y thausand dollars fo~
bodily injury ta (2) ~wo or more persons and
($5a00p} f~ue thousand ao~lars for property damage.
~ueh affidav~~s sha11 be on ~~~~ with the Aud3tor.
For ~rave~ ou~si~e the county, if the destination
~s ~nder (400) four hundred miles, t~avel may
be per~ormed by public carri~r, ~y coun~y ca~, or
b~ private car if a coun~y,car zs no~ ava~lable.
If the des~i~a~ion ~s ove~ (4Q0) four hu~dred
miles, ~rave~ may be per£ormed by public carri~r,
by county car? ar by private car if a county car
' is no~ avaxlab3e, ~f ~he destination ~s over (~0~)
four hundred miles, trave~ sha11 no~mally ~e
per~armed by pu~lic carr~er. Excep~ions may occur
when schedu~es make this impract~ca2, where more
than (1} one p~rson ~s travelang ~o the same
destination, or wh~re 1aw enforGement off icers and
pro~a~~on of~icers are transparting persons in
cus~ndy. Officxals and appoi~ting a~~hor~~~~s
may requas~tion travel by pub~ic carr~er ~hrough
the Purchasing ~~f~ce,
ct Exp~nses w~thin co~nty.
Any off~cer or employee who at~ends a breakfas~,
Zunch or dinner mee~~ng ~~.thin the county whe~e
~he officer or emp~oyee is a participan~ in the
meeting or ~here ~~ is ~mportant to ~he cauntyts
benefit ~ha~ the o~~icer or emplaye~ a~tend may be
~exm~ur~ed ~or mea~ expense. Any of~~cer or
e~ployee may be ~eimbursed for mea3 expense an~ the
meal ~xpense o~ another person or pe~sons ~ho a~e
~~~
gues~s on occas~ons when an invita~ion ~o a
meal zs impor~a~~ ~o the interest a~ ~he co~nty
or when a meal is provided b~cause of services
~o the county. A~l such ~xpenses must be
submi~~ed to the County Administrative Offacer far
review and approval before pay~ent by the
Audi~or~Controller. No~hing ~n ~his paragraph
sha11 be const~ued as au~hor3zing tha hold~ng o~
staff breakfas~, ~unch or din~er meetings by
appo~nting au~hor~ties.
d. Expenses outs~de coun~y.
Dfficers and emplayees ~raveling ou~side ~he
county on caunty business sha~1 be al~owed
actua~ and necessary expenses such as baggage,
parking, ~e~ephone cal~s made ~o ~ra~sact
county ~~51~@5S and conve~~io~ fees. W~ere an
aff~ce~ or emp~oyee whose destina~~an is over
(~00) faur hundr~d miles wan~s to travel in a
private car for persanal convenience, the
Ad~inistrative O~~ice~ may provide that reimbursement
be based on equzval~n~ a~r coach fare. Receip~s
for lodgzng and a~y other expenses where a
receip~ is availab~~ shalZ be a~tached to ~he
c~aim for t~avel reimbursement.
Reimburseme~t of ~ransporta~ia~ expe~se sha~~
ir_clude federal tax.
~t shall be ~he po~icy of the Boarc~ to restr~.ct
~he a~~endance of ineet~ngs ~o (1) ane person
f'rom a depar~r~.ent ; howevex~ in the event an
appo~.nting au~hority c~esires ~o aeviate from
this ~olicy and send more than (1.} one person
fr4m the departmen~, such rec~ue~t shall be
accompanied by a le~~er of. j~zsti~'i.ca~ion to the
County Admin~s~ra~ive 0~'f~.cer whieh wi~1 then be
submit~ed to the Board for determana~~on.
e. Expe~ses for Mileage.
Any o~'ficer or employee who has receive~. authorization
~o use a p~~va~ely owned vehicle ~'o~ coun~y ~us~ness
sha11 be reimbursea ~,t a ra~e of (17} seventeen
cents for each mile drxven on coun~y busin~ss ~
during the mon~h, Any office~ or empZoye~, except
Board and ~ommission ~nembers specified ~~ these
rules, who ~.ur~n~ any month ~.s a~~horized and
prov3des a priva~ely owned v~h~cle for coun~y use
~.n excess of (5~ ~'~ve working cl.ays c~uring th~
month shall. rec~ive ($17 ~ seventeen da7.l.ars far the
first (l~a~ one-~h~.ndred miles o~ portion ~hereof
a~' miles traveled on county business. Su.ch
85.
of~icers and emp~oyees sha~~ receive in
add~~io~ after the first (1~0) one~hundred
mi~es per man~h, (37) seven~een cents a
mi~e for a~~ other mi~es traveled on coun~y
bus~ness during the mon~h,
The County Administra~ive Officer sha~~ develop
ru~es and procedures for the author~za~ion of
veh~cle use under ~his sec~ion. Such procedures
shall provide for the wr~~~en departmen~al
justif~cation of need, written m~X~ag~ records
cer~~~i~d by ~he departmen~ and ~he employee,
per~odic rev~ew o~ travel needs by the department,
and the type and condit3an of veh~e~e authorized
for county use.
f, Boards, commissions? and comm~~tees.
These rules shall app~y to members o~ the following
boards, comrniss~ons, and eornmi~~ees appointed
by ~~e Board of Superv~sors pursuant to Ca~i~ornia
Gov~rnmen~ Codea Section 3~004.~:
7.. Planning Coram~.ssian
2. Assessment Appeals Board
3. Char~er Study Co~it'~ee
~} , F~.sh and Game Cammiss~an
~ ~ Menta~. Heal'~h Advisory Board
b. Manpower Plan.ning Council
7. Personnel Appeals Corn~niss~.on
8. Air Po~3.ution Control D~~tric~ Hearing Board
$6.
PASSED AND.ADOPTED, by the Sutte County Board of Supervisors
~his 3rcf day of A~gust , 19 76 by the following vo~e :
AYES: Su~ervisors Madigan, McKillop, Richter crnd Chairman Caneror~
NOES : Supervisor Ladd
ABSENT: None
NQT VOTING : None
WARD CAMERON, Chairman o~ th~
Board of Supervisors
ATTEST:
CLARK A. NELSON, Covn~y Clerk and
ex-officio Clerk of ~he Board
By ~