Pueblo County Personnel Manual 2016

PUEBLOCOUNTYGOVERNMENT
ORGANIZATIONCHART
CITIZENSOF
PUEBLOCOUNTY
COUNTY
ASSESSOR
DISTRICT
ATTORNEY
COUNTY
CLERK&
RECORDER
BOARDOF
COUNTY
COMMISSIONERS
COUNTY
CORONER
COUNTY
SURVEYOR
FLEET
MANAGEMENT
PLANNING&
DEVELOPMENT
COUNTY
ATTORNEY
CORRECTIONAL
SERVICES
HOUSING&HUMAN
SERVICES
AREA AGENCY
ONAGING
PUBLICWORKS
ENGINEERING
FACILITIES/ROAD&BRIDGE
FLEET,PARKS&REC.
ADMINISTRATIVE
ASSISTANTTO
THEBOCC
CSU
EXTENSION
HUMAN
RESOURCES
PURCHASING
DEPARTMENTOF
EMERGENCY
MANAGEMENT
INFORMATION
&COMPUTER
SERVICES
OFFICEOFBUDGET
SOCIAL
SERVICES
COUNTY
TREASURER
SHERIFF
BOCC
ADVISORY
BOARDS
BOARDOF
RETIREMENT
RETIREMENT
ADMINISTRATOR
PUEBLOCOUNTY
PERSONNELPOLICIES
MANUAL
PUEBLOCOUNTY
COLORADO
Published10/1/1999
Revised6/1/2003
1/1/2005
TABLEOFCONTENTS
PAGE
UnanimousApproval&AcceptancebyElectedOfficials
BoardApproval
EmployeeAcknowledgementForm
Preamble
CHAPTER1
ORGANIZATIONDESCRIPTION
CountyGovernmentOrganization
CodeofEthics
IntroductoryStatement
Additions,DeletionsandChanges
CHAPTER2
6
6
7
7
NATUREOFEMPLOYMENT
EqualEmploymentOpportunity
Recruitment
EmploymentApplications
Selection
AgeofEmployment
EmployeeMedicalExaminations
PolygraphExaminations
EmploymentReferenceandSecurityChecks
Orientation
AccesstoPersonnelFiles
PersonalDataChanges
OutsideEmployment
EmploymentofRelatives
ConflictsofInterest
NonDisclosure
InterdepartmentalTransfers
CHAPTER3
2
3
4
5
9
9
9
10
10
11
11
11
12
12
12
13
13
14
15
15
EMPLOYMENTCATEGORIES
RegularFulltimeEmployees
RegularParttimeEmployees
Hourly
Temporary
Seasonal
TermEmployee
AppointedOfficials
Volunteers
16
16
16
16
16
17
17
17
TABLEOFCONTENTS(CONTINUED)
IndependentContractor
FairLaborStandardsAct(FLSA)Definitions
NonexemptEmployees
ExemptEmployees
NonCoveredEmployees
SpecialCoverage
CHAPTER4
COMPENSATIONPOLICIESANDPROCEDURES
AuthoritiesandResponsibilities
Coverage
TheCompensationPlan
Classification/ClassDescriptions
Job Class
ClassDescription
WorkingJobDescription
ClassificationSystemProcedures
NewPositions
RequestsforRestructuring
ClassDescriptionChanges
TimeKeeping
Paydays
AdministrativePayCorrections
PayDeductions
PerformanceEvaluations
CHAPTER5
18
19
19
19
19
19
20
20
21
25
25
25
25
26
26
26
27
27
28
29
29
29
EMPLOYEEBENEFITS
BankingServices
DeferredCompensation
EducationalTuitionAssistance
EmployeeAssistanceProgram
FlexibleSpendingAccount
HealthandDentalInsurance
Holidays
LiabilityInsurance
LifeInsurance
LongTermDisabilityProgram
RetirementPlan
SickLeaveBenefits
SickLeaveBank
Training
VacationBenefits
WorkersCompensation
30
31
31
32
32
32
33
34
34
35
35
35
37
38
38
39
CHAPTER6
LEAVETYPES
AdministrativeLeave
BereavementLeave
EducationalLeave
FamilyandMedicalLeave
JuryandWitnessLeave
LeavewithoutPay
MilitaryLeave
ReligiousLeave
SickLeave
UnauthorizedLeave
VacationLeave
VotingLeave
CHAPTER7
40
40
40
41
41
41
42
42
42
43
43
43
WORKCONDITIONSANDRULES
AttendanceandPunctuality
DriversLicenses
DrugandAlcoholUse
EmergencyClosings
Gifts,GratuityandBribery
LegalFees
OnCall
OutsideComplaints
Overtime/CompensatoryTimeandWorkScheduling
Parking
PersonalAppearance
PoliticalActivities
PoliticalContributionsandSupport
ProblemResolution
PublicRelations
RestandMealPeriods
ReturnofProperty
Safety(LossPrevention)
SecurityInspections
SexualHarassment
Solicitation
Smoking/TobaccoUsage
UseofPersonalComputers,ElectronicDevicesorGear,
EquipmentandVehicles
UseofTelephone,CellularPhones,Pagers,MailFacsimile
andElectronicMailSystems
VisitorsintheWorkplace
44
44
44
46
46
47
48
48
48
52
52
53
54
54
55
55
56
56
57
57
58
58
59
60
62
CHAPTER8
TRAVELPOLICY
CountyTravelExpenses
ApprovalforTravel
TravelforotherPurposes
CHAPTER9
SEPARATIONOFEMPLOYMENT
Resignation
Termination
Retirement
LayoffReductioninForce(RIF)
Recall
DeathofEmployee
SeparationPay
INDEX
Published10/1/1999
Revised6/1/2003
1/1/2005
63
64
67
68
69
69
70
70
71
71
75
UNANIMOUSAPPROVALANDACCEPTANCEBYELECTED
OFFICIALSOFTHEPUEBLOCOUNTYPERSONNELPOLICY
ANDCLASSIFICATIONANDCOMPENSATIONPLAN
We,theundersigneddulyelectedofficialsoftheCountyofPueblo,Colorado,in
accordancewithandspecificallysubjecttotheconstitutionalandstatutorypowersand
limitationsonourrespectiveOfficesasprovidedby Coloradolaw,acknowledgereceipt
ofacopyofthePuebloCountyPersonnelPolicyandClassificationandCompensation
Plan(Plan)tobeadoptedbytheBoardofCountyCommissionersataregularmeeting
oftheBoardonthe16th dayof September1999andapproveandacceptthesameas
bindingupontheemployeesofourrespectiveOffices,effectiveOctober1,1999
followingformaladoptionbytheBoardofCountyCommissioners,totheextentthatthe
Planisconsistentwiththeconstitutionalandstatutorypowersandlimitationsofour
respectiveOffices.Inaccordancewithandspecificallysubjecttotheconstitutionaland
statutorypowersandlimitationsonourOfficesandtheprovisionsofthePlan,atour
discretionwemayadoptandapplyadditionalpoliciesandprocedurestoourrespective
employeesasappropriatetocarryoutourofficialconstitutionalandstatutoryduties.
NothinginthePlanorinanyseparatepoliciesandprocedureswemayuseis
intendedtoconstituteacontractofemploymentwith anyemployeeforemployment
foranylengthoftimeorapromiseofcontinuedemploymenttoanyemployeefor
anyperiod,butdescribesandoutlinesthepolicies,programsandbenefitsgenerally
availabletoeligibleemployees,subjecttotheprovisionsof applicablelaw.
BOARDAPPROVAL
ThePersonnelPoliciescontainedinthisManualwereapprovedbytheBoardof
CountyCommissionersattheirregularlyscheduledmeetingonthe16th day of
September,1999.Theapprovedpersonnelpolicieshereinarerevisedfromthe
originallyadoptedpersonnelpoliciesofJanuary1,1989,whichpoliciesand
ResolutionNo. 88352, ResolutionNo.90326andResolutionNo.9565andall
otherPersonnelPoliciesandProceduresManualsareherebyreplacedandsuperseded
bythisManualandResolutionNo. 99296.
Signedthis16th day of September,1999by:

BOARDOFCOUNTYCOMMISSIONERSOFPUEBLOCOUNTY,COLORADO.
EMPLOYEEACKNOWLEDGMENTFORM
TheemployeehandbookdescribesimportantinformationaboutPuebloCounty,andIunderstand
thatIshouldconsulttheHumanResourcesDepartmentregardinganyquestionsnotansweredin
thehandbook.
IhaveenteredintomyemploymentrelationshipwithPuebloCountyvoluntarilyand
acknowledgethatthereisnospecifiedlengthofemployment.Thishandbookrepresentsabrief
summaryofsomeofthemoreimportantguidelinesandisnotallinclusive.
FURTHERMORE,THISPERSONNELPOLICYMANUALISNOTANEMPLOYMENT
CONTRACTBETWEENTHEBOARDOFCOUNTYCOMMISSIONERSORANY
OTHERELECTEDOFFICIALANDTHEIREMPLOYEESANDSHOULDNOTBE
CONSTRUEDORRELIEDUPONTOCREATEEITHERANEXPRESSORIMPLIED
EMPLOYMENTCONTRACT.IUNDERSTANDTHATNOORALSTATEMENTOR
REPRESENTATIONOFANYELECTEDOFFICIALOREMPLOYEEOFPUEBLO
COUNTYCANVARYMYEMPLOYMENTSTATUS.
Sincetheinformation,policies,andbenefitsdescribedherearenecessarilysubjecttochange,I
acknowledgethatrevisionstothehandbookmayoccur.Allsuchchangeswillbecommunicated
throughofficialnotices,andIunderstandthatrevisedinformationmaymodify,suspend,
interpret,revise,supplementoreliminateexistingpolicieswithoutpriornoticetome.Onlythe
BoardofCountyCommissioners,withtheapprovaloftheotherelectedofficialsofPueblo
Countyhastheabilitytoadoptanyrevisionstothepoliciesinthishandbook.Iacknowledgeand
agreethatIcannotrelyonanymemorandumorotherwrittenororalstatementofanyelected
official,supervisororemployeeto changethisrequirement,oranyotherprovisionofthis
handbook.
Furthermore,Iunderstandthatthishandbookisneitheracontractofemploymentnora
legaldocument.Ihavereceivedthehandbook,andIunderstandthatitismyresponsibility
tobecomefamiliarwiththepoliciescontainedinthishandbookandanyrevisionsmadeto
it.
___________________________________________________
EMPLOYEE'SSIGNATURE
DATE
_______________________________________________________
EMPLOYEE'SNAME(TYPEDORPRINTED)
10/1/99
PREAMBLE
Thesepersonnelguidelinesareadoptedconsistentwithsuchprinciplesas:
(1)
recruiting,selectingandadvancingemployeesonthebasisoftheir
relativeability,knowledgeandskills,includingopenconsiderationof
qualifiedapplicantsforinitialappointment
(2)
providingequitableandadequatecompensation
(3)
trainingemployees,wherepossibleandappropriate,withthegoalof
achievinghighqualityperformance
(4)
correctinginadequateperformance,wherepossibleandappropriate
(5)
retainingorseparatingemployeesonthebasisoftheadequacyof
theirperformance
(6)
assuringfairtreatmentofapplicantsandemployeesinallaspectsof
personneladministrationwithoutregardtopoliticalaffiliation,race,
color,nationalorigin,sexorreligiouscreedandwithproperregard
fortheirprivacyandconstitutionalrightsascitizensand
(7)
assuringthatemployeesareprotectedagainstcoercionforpartisan
politicalpurposesandareprohibitedfromusingtheirofficial
authorityforthepurposeofinterferingwithoraffectingtheresultof
anelectionoranominationforoffice.
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CHAPTER1
ORGANIZATIONDESCRIPTION
COUNTYGOVERNMENTORGANIZATION
The County of Pueblo, through the Board of County Commissioners, other Elected
Officials and Department Directors, has attempted toorganize County government in a
functional, efficient manner. Organizational charts of County Government as a whole
and each office or department within Pueblo County are available in the Human
ResourcesDepartment.
CODEOFETHICS
Consistentwiththepublictrustplacedingovernment,allemployeesofPuebloCounty,
Colorado,shouldaspiretothehigheststandardsofbehaviorandconductatworkona
dailybasis,inaccordancewiththefollowing:
1.
Servethepublicwithrespect,concern,courtesy,andresponsiveness
2.
Demonstratethehigheststandardsofpersonalintegrity,truthfulness,andhonesty
and shall through personal conduct inspire public confidence and trust in the
CountySystem
3.
Recognizethatpersonalgainsfrompublicservicearelimitedtorespect,
recognition,salary,andnormalemployeebenefits
4.
Notusepublicservicetobestowanypreferentialbenefitonanyonerelatedtothe
publicofficialoremployeebyfamily,businessorsocialrelationship
5.
Notdiscloseoruseorallowotherstouseconfidentialinformationacquiredby
virtueofCountySystememploymentforprivategain
6.
Notacceptanyfee,compensation,gift,paymentofexpense,oranyotherthingof
monetaryvalue,undercircumstancesinwhichtheacceptancemayresultin:
(a) Anundertakingtogivepreferentialtreatmenttoanyperson
(b) Anylossofcompleteindependenceorimpartialityor
(c) Themakingofagovernmentaldecisionoutsideofficialchannels.
7.
Notengageinoutsideemploymentunlesstheoutsideemploymentisundertaken
inaccordancewiththePuebloCountyPersonnelPolicy
8.
NotuseCountytime,property,equipmentorsuppliesforprivategain
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9.
Carryoutalldutiesasapublicservantbyexposingcorruptioningovernment
wheneverdiscoveredand
10.
SupportequalaccessandemploymentopportunitiesintheCountySystembyall
citizensregardlessofrace,color,religion,sex,nationalorigin,age,physicalor
mentaldisability,creed,ancestryoranyothercharacteristicprotectedbylaw.
INTRODUCTORYSTATEMENT
ThishandbookisdesignedtoacquaintyouwithPuebloCountyandprovideyouwith
informationaboutworkingconditions,employeebenefits,andsomeoftheguidelines
affectingyouremployment.Youshouldread,understand,andcomplywithallprovisions
ofthehandbook.Itdescribesmanyofyourresponsibilitiesasanemployeeandoutlines
theprogramsdevelopedbyPuebloCountytobenefitemployees.NoPuebloCounty
ElectedOfficial,supervisororemployeepossessestheauthoritytoprovideanyemployee
withacontractofemploymentorpromiseofcontinuedemploymentforanyperiod
exceptinwritingdulyadoptedaccordingtoapplicablelaw.Noemployeecanrelyonany
memorandumoranyotherwrittenororalstatementofanyElectedOfficial,supervisoror
employeetochangethisrequirement.
Noemployeehandbookcananticipateeverycircumstanceorquestion.AsPueblo
Countycontinuestogrow,theneedmayariseandPuebloCountyreservestherightto
modify,suspend,interpret,revise,supplement,oreliminateanyportionofthehandbook
fromtimetotimeasitdeemsappropriate,initssoleandabsolutediscretion.Every
reasonableeffortwillbemadetonotifyemployeesofsuchchangestothehandbookas
theyoccur.
ADDITIONS,DELETIONSANDCHANGES
TomakethePersonnelManualviableitmustbeabletoadapttochange.Therefore,the
followingproceduresareprovidedformakingchangestothePersonnelPoliciesManual,
astheyarenecessary.
A.
AmendmentstothePersonnelManualmaybeinitiatedby:
1.
TheBoardofCountyCommissioners(BOCC)
2.
TheHumanResourcesDepartment
3.
AnElectedOfficialthroughsubmissionofproposedchangesin
writingtotheHumanResourcesDepartmentandtheBoardof
CountyCommissioners.
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4.
5.
DepartmentDirectorthroughsubmissionofproposedchangesin
writingtotheHumanResourcesDepartmentandtheBoardof
AnyemployeeoftheCountythroughsubmissionofproposed
changesinwritingtotheHumanResourcesDepartmentandthe
BoardofCountyCommissioners.
B.
Whenanamendmenttothemanualisproposed,theHumanResources
Departmentwillreviewitforappropriatenessandconsistencyinrelation
tocurrentmanualprovisionsandotherrelevantpracticesandregulations.
ProposedchangeswillbecoordinatedwiththeCountyAttorneywhen
appropriate.
C.
AfterreviewbytheHumanResourcesDepartment,thoseamendments
foundtomeritfurtherconsiderationforinclusioninthemanualwillbe
distributedtoallElectedOfficials,DepartmentDirectorsandbargaining
unitrepresentativesfortheircommentsandrecommendations.Allother
proposedamendmentswillbeforwardeddirectlytotheBoardofCounty
CommissionersalongwithareportfromtheHumanResources
Departmentastoitsrecommendations.Theseactionswillassurethatthe
BOCChasbeenmadeawareofallproposedchangestothispolicy.
Meetingsonproposedchangeswillbepostedinaccordancewiththe
ColoradoOpenMeetingsLaw.
D.
FollowingreviewofproposedamendmentsbyElectedOfficialsand
DepartmentDirectors,theBoardofCountyCommissionerswillmakea
decisionastowhatactionwill betakenontheproposedamendment(s).
E.
Uponapprovalofachange,addition,ordeletiontothePersonnelManual,
thechangewillbereferredtotheHumanResourcesDepartmentfor
preparation,printinganddistribution.
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CHAPTER2
NATUREOFEMPLOYMENT
EQUALEMPLOYMENTOPPORTUNITY
PuebloCountyforbidsdiscriminationinemploymentopportunitiesorpracticesonthe
basisofrace,color,religion,sex,nationalorigin,age,physicalormentaldisability,
creed,ancestryoranyothercharacteristicprotectedbylaw.PuebloCountyisanEqual
EmploymentOpportunityEmployer.
Anyemployeewithquestionsorconcernsaboutanytypeofdiscriminationinthe
workplaceisencouragedtobringtheseissuestotheattentionoftheirimmediate
supervisorortheHuman ResourcesDirector.Employeescanraiseconcernsandmake
reportswithoutfearofreprisal.Anyonefoundtobeengaginginanytypeofunlawful
discriminationwillbesubjecttodisciplinaryaction,uptoandincludingterminationof
employment.
RECRUITMENT
RecruitmentforapositionvacancywillbeinitiatedbytheHumanResourcesDepartment
uponreceiptofanemploymentrequisitionfromthehiringDepartmentorElected
Official.ToassurethatCountyemployeesareawareofpositionopeningsandtoinvite
themtobeconsideredfortheposition,allappropriatevacancieswillbeannouncedfora
periodofatleastfive(5)workingdays.Vacancyannouncementswillbedistributedto
alldepartmentsforposting.Certainpositionsareauthorizedasappointedpositionstothe
ElectedOfficial.Thesepositionsmaybeexcludedfromthenormalrecruitmentprocess.
TheBoardofCountyCommissionersandElectedOfficialsretainthediscretionto
determinethequalificationsandselectioncriteriaapplicable.
EMPLOYMENTAPPLICATIONS
ItisthegeneralpolicyofPuebloCountytoacceptapplicationformsintheeventofa
vacancy.TheHumanResourcesDepartmentwillberesponsibleforallapplicationforms
andtheirdistribution.
Intheeventofabonafidevacancy,employeesmaycompleteanapplicationform,
availableattheHumanResourcesDepartment,toindicatetheirinterestinbeing
consideredforapostedvacancy.
PuebloCountyreliesupontheaccuracyofinformationcontainedintheemployment
application,aswellastheaccuracyofotherdatapresentedthroughoutthehiringprocess
andemployment.Anymisrepresentations,falsifications,ormaterialomissionsinanyof
thisinformationordatamayresultinPuebloCounty'sexclusion
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oftheindividualfromfurtherconsiderationforemploymentor,ifthepersonhasbeen
hired,terminationofemployment.
SELECTION
FollowingthepostingprocessasdescribedunderRecruitment,theHumanResources
Departmentwillreviewandscreenallapplicationsreceivedtodeterminethe
qualificationsofthoseapplicantsthatmeettherequirementsofthepositiontobefilled
andforwardtotherequestingdepartmentallapplicationsreceived. Thepurposeofthis
screeningwillbetodeterminequalificationsonthebasisofjobrelatedknowledge,skills,
abilities,experienceandeducation.Additionalscreeningcriteria,andtests,ifany,will
bespecifiedbytherequestingdepartmentorElectedOfficialontherequisitionform.
ForthosedepartmentsreportingtotheBoardofCountyCommissioners,theHuman
ResourcesDepartmentwillcoordinateallinterviewsandapplicantcorrespondence.
ElectedOfficialswillestablishandconductallinterviewswithintheirrespectiveoffices.
AnyapplicantcorrespondenceforElectedOfficialswillbecoordinatedwiththeHuman
ThefinalselectionwillbetheresponsibilityoftheBoardofCountyCommissionersfor
thosedepartmentsreportingtotheboard.TheBoardofCountyCommissionersmay
delegatethisresponsibilitytotheDepartmentDirector.OtherElectedOfficialswillhave
soleresponsibilityforthefinalselectionfortheiroffices.Forthosedepartments
reportingtotheBoardofCountyCommissioners,theHumanResourcesDepartmentwill
beresponsibleforextendingtheformalofferofemployment,contactingtheunsuccessful
applicantsandwill,togetherwiththerequestingdepartment,completethenecessary
paperworkforthesuccessfulapplicant.
ElectedOfficialswillberesponsibleforextendingtheformalofferofemployment,
contactingtheunsuccessfulapplicantsandwill,togetherwiththerequestingdepartment,
completethenecessarypaperworkforthesuccessfulapplicant,unlessassistancefromthe
HumanResourcesDepartmentisrequestedbytheElectedOfficial.
AllapplicationsandresumesandotherapplicantmaterialwillbereturnedtotheHuman
MINIMUMAGEOFEMPLOYMENT
TheminimumageofemploymentwithPuebloCountyshallbeeighteen(18)exceptfor
youthprogramssponsoredbytheCounty,oritsagenciesandseasonalemployeeshired
forCountyRecreationalPrograms.
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Anyemployeeundertheageofeighteen(18)shallhavethewrittenconsentoftheir
parentorlegalguardiantobeemployedbyPuebloCounty,andtheemploymentmustbe
approvedbytheBoardofCountyCommissionersasanexceptiontothispolicy.Any
employeeundertheageofnineteen(19)shallprovidetotheHumanResources
DepartmentaCertificateofAgeformfromtheStateofColoradoorU.S.Federal
DepartmentofLabor.NooneshallbehiredbyPuebloCountywhoisundertheageof
sixteen(16)years.
EMPLOYEEMEDICALEXAMINATIONS
Medicalexaminationsmayberequiredafterconditionalofferofemployment.
CurrentemployeesmayberequiredtohaveamedicalexaminationbyPuebloCountys
designatedphysician,atPuebloCountysexpensetodeterminehisorherabilityto
performtheessentialfunctionsoftheirassignedposition.Informationonanemployee's
medicalcondition orhistorywillbekeptseparatefromotheremployeeinformationand
maintainedconfidentially.Accesstothisinformationwillbelimitedtothosewhohavea
legitimateneedtoknow.
POLYGRAPHEXAMINATIONS
PolygraphexaminationsmaybeusedbytheCountyasaninvestigativetooltotestthe
dependabilityofprioranswerstoquestionsspecifically,narrowlyanddirectlyrelatedto
theperformanceofemployee'sofficialduties,wherethereisreasonablesuspicionofa
violationoflaworthesepolicies. TheCountymayrequesttheemployeetosubjecttoa
polygraphtest.Refusalofsuchatestmaybegroundsfortermination.
PolygraphexaminationsmayalsobeusedbytheSheriff'sOfficeinitshiringprocedures.
Thepolygraphoperatorusedwillbelicensedandtestedby anapprovedlicensing
authority.
EMPLOYMENTREFERENCEANDSECURITYCHECKS
PuebloCountyreservestherighttochecktheemploymentreferencesofanyapplicantor
employeeatanytime.Referenceandappropriatebackgroundcheckswillbeconducted
ontheapplicantwhohasbeenselectedtofillthevacancy,bytheHumanResources
Department,ElectedOfficialorresponsibleDepartmentDirectorasmutuallyagreed
upon.
TheHumanResourcesDepartmentwillrespondtoallreferencecheckinquiriesand
employmentverificationsfromotheremployersoragencies.Responsestosuchinquiries
willconfirmonlydatesofemployment,wagerates,andposition(s)held.Anyother
informationwillnotbeprovidedwithouttheemployeeswrittenpermission.
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ORIENTATION
OrientationofallnewemployeesistheresponsibilityofthePuebloCountyHuman
NewemployeesareorientedonsubjectssuchasthegeneralCountyorganization,thepay
system,employeebenefits,overtimeandleavepolicies,retirementbenefits,continuation
ofhealthbenefits,andotherareasofgeneralinterest.
ElectedOfficialsandDepartmentDirectorsareresponsiblefordepartmentandjob
requirementsorientation.
Newemployeeswillbefurnishedcopiesofpolicyandinformationaldocumentsrequired
bylaworrequiredbyCountyregulations.Undernormalcircumstances,newemployees
willbegiventheirinformationduringthefirstten (10)daysofemployment.Each
employeeshallsignaformuponcompletionof theorientation,indicatingreceiptofthe
personnelpolicyandotherpolicydocumentsasmaybedeterminedbytheBoardof
ACCESSTOPERSONNELFILES
PuebloCountymaintainsapersonnelfileoneachemployee.Thepersonnelfileincludes
suchinformationastheemployee'sjobapplication,resume,recordsoftraining,
documentationofperformanceappraisalsandsalaryincreases,andotheremployment
records.AccesstopersonnelfilesislimitedpursuanttoC.R.S.2472204(3)(a).
PersonnelfilesarethepropertyofPuebloCounty,andaccesstotheinformationthey
containisrestricted.OnlysupervisorsandmanagementpersonnelofPuebloCountywho
havealegitimatereasontoreviewinformationinapersonnelfileareallowedtodoso.
EmployeeswhowishtoreviewtheirownfileshouldcontacttheHumanResources
Department.Withreasonableadvancenotice,employeesmayreviewtheirown
personnelfilesintheHumanResourcesDepartmentinthepresenceofanindividual
appointedbyPuebloCountytomaintainthefiles.
PERSONALDATACHANGES
ItistheresponsibilityofeachemployeetopromptlynotifyPuebloCountyofany
changesinpersonaldata.Personalmailingaddresses,telephonenumbers,numberand
namesofdependents,individualstobecontactedintheeventofanemergency,
educationalaccomplishments,andothersuchstatusreportsshouldbeaccurateand
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currentatalltimes.Ifanypersonaldatahaschangedemployeesshouldnotifythe
HumanResourcesDepartmentwithin 10workingdays.Beforeanofficialchangeof
namecanbemade,theemployeemustshowproofthechangehasbeenfiledwiththe
SocialSecurityAdministration.
OUTSIDEEMPLOYMENT
Employeesmayholdoutsidejobsaslongasthereisnoconflictwithassignedworking
hoursandtheymeettheperformancestandardsoftheirjobwithPuebloCounty.All
employeeswillbejudgedbythesameperformancestandardsandwillbesubjectto
PuebloCounty'sschedulingdemands,regardlessofanyexistingoutsidework
requirements.
EmployeesmustnotifytheirElectedOfficialorDepartmentDirectorpriortoacceptance
ofoutsideemploymentofthefollowing:
A.
B.
C.
Nameofsecondaryemployer
Jobdescriptionortypeofworktobeperformed
Scheduledhoursofwork
IfPuebloCountydeterminesthatanemployee'soutsideworkinterfereswithperformance
ortheabilitytomeettherequirementsofPuebloCountyastheyaremodifiedfromtime
totime,theemployeemaybeaskedtoterminatetheoutsideemploymentifheorshe
wishestoretainemploymentwithPuebloCounty.
EmployeesmaynotengageinoutsidebusinessactivitiesduringtheirCountyworking
hours.
Outsideemploymentthatconstitutesaconflictofinterestisprohibited.Otherthantheir
payorsalaryfromtheCounty,employeesmaynotreceiveanyincomeormaterialgain
fromemploymentasaresultofmaterialsproducedorservicesrenderedwhileperforming
theirjobsforPuebloCounty.
EMPLOYMENTOFRELATIVES
TheemploymentofrelativesshallbeinaccordancewithSection2434402(1)(h)
C.R.S.oftheColoradoAntidiscriminationActasamended,whichallowstheCountyto
transferanemployeebasedonavailabilityofaposition,orrefusetohirearelativeofan
employeeundercircumstanceswhere:
Onerelativedirectlyorindirectlywouldexercisesupervisory,hiringorpromotional
decisions,ordismissalauthorityordisciplinaryauthorityovertheotherrelative
Onerelativewouldaudit,verify,receive,orbeentrustedwithmoniesreceivedor
handledbytheotherrelativeor
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Onerelativehasaccesstotheemployersconfidentialinformation,includingpayroll
andpersonnelrecords.
Forthepurposesofthispolicy,arelativeisanypersonwhoisrelatedbybloodor
marriage,orwhoserelationshipwiththeemployeeissimilartothatofpersonswhoare
relatedbybloodormarriage.
Arelativeisfurtherdefinedasaparent,spouse,child,grandchild,grandparent,brother,
sister,nephew,niece,aunt,uncle,andtheinlawsofthesamerelationship.Aperson
adoptedisalsoarelativeasusedherein.
CONFLICTSOFINTEREST
Employeeshaveanobligationtoconductbusinesswithinguidelinesthatprohibitactual
orpotentialconflictsofinterest.Thispolicyestablishesonlytheframeworkwithin
whichPuebloCountywishestooperate.Thepurposeoftheseguidelinesistoprovide
generaldirectionsothatemployeescanseekfurtherclarificationonissuesrelatedtothe
subjectofacceptablestandardsofoperation.ContacttheHumanResourcesDirectorfor
moreinformationorquestionsaboutconflictsofinterest.
Transactionswithoutsidefirmsmustbeconductedwithinaframeworkestablishedand
controlledbytheElectedOfficialsofPuebloCounty.Businessdealingswithoutside
firmsshouldnotresultin unusualgainsfromthosefirms.Unusualgainreferstobribes,
productbonuses,specialfringebenefits,unusualpricebreaks,andotherwindfalls
designedtoultimatelybenefittheemployer,theemployee,orboth.Promotionalplans
thatcouldbeinterpretedtoinvolveunusualgainrequirespecificapprovalfromthe
ElectedOfficial.
Anactualorpotentialconflictofinterestoccurswhenanemployeeisinapositionto
influenceadecisionthatmayresultinapersonalgainforthatemployeeorforarelative
asaresultofPuebloCounty'sbusinessdealings.Forthepurposesofthispolicy,a
relativeisanypersonwhoisrelatedbybloodormarriage,orwhoserelationshipwiththe
employeeissimilartothatofpersonswhoarerelatedbybloodormarriage.
No"presumptionofguilt"iscreatedbythemereexistenceofarelationshipwithoutside
firms.However,ifanemployeehasanyinfluenceontransactionsinvolvingpurchases,
contracts,orleases,itisimperativethatheorshedisclosetotheappropriateElected
OfficialofPuebloCountyassoonaspossibletheexistenceofanyactualorpotential
conflictofinterestsothatsafeguardscanbeestablishedtoprotectallparties.
Personalgainmayresultnotonlyincaseswhereanemployeeorrelativehasasignificant
ownershipinafirmwithwhichPuebloCountydoesbusiness,butalsowhenanemployee
orrelativereceivesanykickback,bribe,substantialgift,orspecial
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considerationasaresultofanytransactionorbusinessdealingsinvolvingPuebloCounty.
Failuretodiscloseaconflictofinterestmaybegroundsforimmediateterminationand
theemployeemaybechargedaccordingtoColoradostatutes.
NONDISCLOSURE
TheOpenRecordsActprovidesformanydocumentstobe"open"forpublicreview.
However,theprotectionofcertainrecordsandconfidentialinformationisvitaltothe
interestsandthesuccessofPuebloCounty.Anyrequestsfromamemberofthepublic
forreviewofdocumentsinaCountyofficeshouldbereferredtotheElectedOfficialfor
handlinginaccordancewithproceduresestablishedbysuchElectedOfficials.
NoCountyemployeeshalldiscloseconfidentialinformationentrustedtooracquiredby
theemployeebyvirtueofemploymentwiththeCounty,norshallanyemployeeusesaid
information,orpermitotherstouseit,inthefurtheranceofaprivateintent.Any
program,policy,technologicaldevelopmentorproceduredevelopedbyanemployeein
conjunctionwiththeircurrentorpriorpositionwithPuebloCountyisthepropertyof
PuebloCounty.
Anyemployeewhoimproperlyusesordisclosesconfidentialinformationwillbesubject
todisciplinaryaction,uptoandincludingterminationofemploymentandlegalaction,
evenifheorshedoesnotactuallybenefitfromthedisclosedinformation.
INTERDEPARTMENTALTRANSFERS
Transfersmaybeavailablefromonedepartmenttoanotherbaseduponthefollowing
criteria:
1. Theavailabilityofabonafidevacancy.
2. Thetransferringemployeemustmeetatleasttheminimumqualificationsas
establishedintheclassdescription.
3. WhenanemployeetransfersfromonedepartmenttoanotherwithintheCounty,
theacceptingdepartmentshallassumeresponsibilityforallfringebenefitsforthe
employee,subjecttofiscalreviewbytheBoardofCountyCommissioners.
4. Theemployee'sbenefitsshallbebasedupontheoriginalhiredateorrehiredateas
a"regular"employee,ifapplicable,andnotonthedateoftransfer.
5. ThetermsofatransfershallbespecifiedinwritinginconjunctionwiththeHuman
ResourcesDepartmentandacknowledgedbytheemployeeatthetimeoftransfer.
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CHAPTER3
EMPLOYMENTCATEGORIES
ItistheintentofPuebloCountytoclarifythedefinitionsofemploymentcategoriesso
thoseemployeesunderstandtheiremploymentstatusandbenefiteligibility.These
categoriesdonotguaranteeemploymentforanyspecifiedperiodoftime.Eachemployee
willbeclassifiedintooneofthefollowingcategories:
REGULARFULLTIMEemployeesarethosewhoarenotinanhourlyortemporary
statusandwhoareregularlyscheduledtoworkPuebloCounty'sfulltimeschedule.
Generally,theyareeligibleforPuebloCounty'sbenefitpackage,subjecttotheterms,
conditions,andlimitationsofeachbenefitprogram.
REGULARPARTTIMEemployeesarethosewhoarenotassignedtoanhourlyor
temporarystatusandwhoareregularlyscheduledtowork20hoursperweek.Regular
parttimeemployeesareeligibleforbenefitssponsoredbyPuebloCounty,subjecttothe
terms,conditions,andlimitationsofeachbenefitprogram.Insomecircumstances,an
employeemayonlybeauthorizedtoworkseventyfivepercentor30hoursperweek,in
whichcasetheemployeewillbeconsideredparttimeandeligibleforbenefitsas
describedinthebenefitssectionofthismanual.
HOURLYemployeesarethosewhoarenotassignedtoatemporaryorseasonalstatus
andwhoareregularlyscheduledtoworkasdeemednecessary.Whiletheydoreceiveall
legallymandatedbenefits(suchasSocialSecurityandworkers'compensationinsurance),
theyareineligibleforallofPuebloCounty'sotherbenefitprograms.
TEMPORARYemployeesarethosewhoarehiredasinterimreplacements,to
temporarilysupplementtheworkforce,ortoassistinthecompletionofaspecificproject
ortoworkonanintermittentand/orunpredictablebasis.Employmentassignmentsin
thiscategoryareofalimitedduration.Employmentbeyondanyinitiallystatedperiod
doesnotinanywayimplyachangeinemploymentstatus.Temporaryemployeesretain
thatstatusunlessand/oruntilnotifiedofachange.Whiletemporaryemployeesreceive
alllegallymandatedbenefits(suchasworkers'compensationinsuranceandSocial
Security),theyareineligibleforallofPuebloCounty'sotherbenefitprograms.
SEASONALemployeesarethosehiredbyPuebloCountywithauthorityfromthe
DepartmentofLaborandEmployment,StateofColorado.Theseemployeesarelimited
tothefollowingconditions:
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A.
Worklessthan26weeksinacalendaryear.
B.
WorkduringtheperiodbeginningMarch2andendingAugust28.
C.
SpecificallyapprovedbytheDepartmentofLabor.
Inordertogainauthorityforotheremployeestobecoveredbythe"seasonal"category,
specificauthoritymustberequestedfromtheDepartmentofLaborandEmployment.
Employeeswhoareconsideredseasonalinclude:Swim/Recreation/Instructorsandstaff.
TERMEMPLOYEEisonewhoishiredforalimited,specificperiodoftimeorfora
specificprojectwhichhasalimitedterm.Suchemployeesmaybefullorparttimeand
arepaidmonthlyorupontheendoftheterm,astheStatementofEmploymentstatus
provides.
TermemployeesmayreceivebenefitsassetforthintheStatementofEmployeestatus
andmaybeterminatedwithorwithoutcauseatanytimeandarenoteligibleforthe
complaintproceduresherein.
APPOINTEDOFFICIALSareemployeeswhoarestatutorilyappointedbyanelected
publicofficial(s),whoareunderthedirectsupervisionofandhaveregularcontactwith
thatappointingelectedofficial(s).Further,anappointedofficialservesentirelyatthe
discretionoftheelectedofficeholder(s)andappointmenttothepositionisnotsubjectto
approvalorclearancebytheHumanResourcesDepartment.Withtheexceptionof
Recruitment,SelectionandHiring,andSeparation,appointedofficialsaresubjecttoall
otherprovisionsofthisPersonnelPolicy.
VOLUNTEERS areavitalresourceandcontributetomanyareasofservicedelivery.It
isthepolicyoftheBoardofCountyCommissionersthattheHumanResources
Departmentwillactasthecentralcontactpointforallvolunteers.Volunteersaredefined
aspersonswhoperformanactforthebenefitofapublicentityattherequestofand
subjecttocontrolofsuchpublicentitywithoutcompensation..Currentemployeesof
PuebloCountycannotperformvolunteerservicesthatarethesametypeofservicesthey
areemployedtoperformforPuebloCounty.Anemployeecannotbebothapaid
employeeandanonpaidvolunteerwhileperformingthesametypeofworkforthe
sameemployer
Therearetwoclassificationsofvolunteersasoutlinedbelow:
1. Statutorilydefinedvolunteers:
Search&Rescue
EmergencyResponse(Fire&Ambulance)
ReserveAcademyparticipants
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Sheriff'sPosse
Appointedunsalariedofficials(Boards&Commissions)
ThesearetheonlyareasauthorizedbyPuebloCounty'sworkers'compensationcarrierfor
volunteerservices.TheColoradoCountyWorkers'CompensationPooldoesnotcover
anyothervolunteers
Inanefforttominimizepotentialriskinthisarea,PuebloCountyhasaseparate
insurancepolicyforothervolunteerservices.Thedefinitionforthesetypesofvolunteers
isasfollows:
2. AnyindividualwhovolunteerstoperformservicesforPuebloCountywithout
promise,expectation,orreceiptofcompensationforservicesrenderedand:
(a) theindividualreceivesnopaidexpenses,reasonablebenefits,ornormal
feetoperformtheservicesforwhichtheindividualvolunteeredand
(b)suchservicesarenotthesametypeofserviceswhichtheindividualis
employedtoperformforPuebloCounty.Anemployeecannotbebotha
"paid"employeeanda"nonpaid"volunteerwhileperformingthesame
typeofworkforthesameemployer.
PROCEDURE:
1. AllvolunteerservicesmustbecoordinatedthroughtheHumanResources
Departmentforrecordkeepingandinsurancereportingpurposes.
2. AllvolunteersmustreporttotheHumanResourcesDepartmentonthefirst
dayofplacementtocompletethenecessarypaperworkandnotificationoftheir
statustoensurecoverageundertheinsurancepolicy.
3. Monthly,theresponsibledepartmentmustprovideanupdatedactiverosterof
allvolunteersservingintheirrespectivedepartmenttotheHumanResources
Department.
INDEPENDENTCONTRACTOR asdefinedbycurrentstatuteandutilizedbyPueblo
Countyisonethat:
1.
Isfreefromcontrolanddirectionintheperformanceoftheservice,both
undercontractfortheperformanceofservice,andinfactand
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2.
Iscustomarilyengagedinanindependenttrade,occupation,profession,or
businessrelatedtotheserviceperformed.
AcontractwithanIndependentContractorshallbeprocessedinaccordancewiththethen
existingPuebloCountyContractProcedureandapprovedbytheCountyAttorney'soffice
andbytheBoard ofCountyCommissionersasrequiredanddeemednecessary.The
DirectoroftheOfficeofBudgetwillmonitorthesecontractsforbudgetcomplianceona
periodicbasis.PaymentforservicesrenderedbyanIndependentContractorwillbemade
inaccordancewithPuebloCountysAccountsPayableprocedures.
FAIRLABORSTANDARDSACT(FLSA)DEFINITIONS
EachemployeeisdesignatedaseitherNONEXEMPTorEXEMPTfromfederalandstate
wageandhourlaws.NONEXEMPTemployeesareentitledtoovertimepayunderthe
specificprovisionsoffederalandstatelaws.EXEMPTemployeesareexcludedfrom
specificprovisionsoffederalandstatewageandhourlaws.Anemployee'sEXEMPTor
NONEXEMPTstatusmaybechangedonlyuponwrittennotificationbytheHuman
ResourcesDepartment.ThedefinitionsofNONEXEMPT,EXEMPTandNON
COVEREDareasfollows:
NONEXEMPTEMPLOYEES: AllemployeesexceptEXEMPTandNONCOVERED
employees.
EXEMPTEMPLOYEESAlladministrative,executiveandprofessionalemployees
definedasexemptundertheFLSA.Allotheremployeesdefinedasexemptunderthe
FairLaborStandardsAct.Administrative,executiveandprofessionalarenotlimitedto,
butdefinedasemployeeswithalearnedprofession,and/ordirectlysupervisetwoormore
peopleandspendmorethan50%ofdutiesinanadvisoryorpolicymakingrole.
NONCOVEREDEMPLOYEESAllElectedOfficials,thepersonalstaffoftheElected
Official,politicalappointeesasdefinedbystatuteandcaselaw,legaladvisors,bonafide
volunteers,independentcontractors,prisonersandothernoncoveredemployeesasmay
bedefinedbytheActfromtimetotime.
SPECIALCOVERAGE:Certainpublicsafetyemployeesinlawenforcementand
firefightersmaybepartiallyexemptfromovertimerequirementsoftheFLSA.
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CHAPTER4
COMPENSATIONPOLICIESANDPROCEDURES
AUTHORITIESANDRESPONSIBILITIES
1. TheBoardofCountyCommissioners
TheBoardofCountyCommissioners(BOCC)approvesallcompensation
policies,plansandschedulesandanyrevisionsandmodificationsthereto.
2. TheHumanResourcesDirector
TheHumanResourcesDirectorisresponsiblefortheproperimplementationand
administrationofBoardofCountyCommissioners'approvedpolicies,plansand
schedules.TheHumanResourcesDirectorshallreporttotheBoardofCounty
Commissionersatleastonceyearlyonthestateofthecompensationprogram.
Fromtimetotime,theHumanResourcesDirectormaydirectthatstudiesbe
conductedtoreviewthecompensationplans,andtohaverecommendations
preparedregardingchangesneededtomaintainorimprovetheplans.
3. DelegationofAdministrativeResponsibility
TheHumanResourcesDirectormaydelegatetoappropriatestaff,includingstaff
inoperatingdepartmentsoftheCounty,theadministrationofthecompensation
plans.Staffmayinitiate,review,andcertifytotheappropriatenessofactions
undertheplans,anddevelopandrecommendrevisionsorchangesthatmaybe
neededtoimprovetheplans,keepthemcurrent,orensurecompliancewithlaws
andregulations.Staffshallberesponsibleformaintainingrecords,filesand
documentspertainingtotheadministrationoftheplans.
COVERAGE
Thecompensationplancoversallregular,fulltimeandparttimepositionsintheCounty
serviceexceptelectedofficials,subjecttoapplicablelaw.
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THECOMPENSATIONPLAN
ThePuebloCountyCompensationplanconsistsofaStepinGradeprogressive
salarygrid,asystemforproperlygradingeachCountyposition,andrulesandprocedures
governingtheadministrationofthesalarysystemanddeterminingwhenemployees
progresstothenextsteporgradeandhowpromotions,demotionsortransfersaffectthe
employeessalary.
1.StepinGrade
ThePuebloCountySalarysystemcanbevisualizedasagridwith22Gradesand20
Steps.AllpositionsinPuebloCounty(otherthanElectedOfficials)havebeengradedto
reflectthedutiesanddemandsofthatjob.Inaddition,attheinceptionofthissalary
systemeachPuebloCountyemployeewasplacedonastepbaseduponhis/hersalary.
AllnewhireswillbeplacedonthegridintheGradedeterminedfortheirpositionandon
thestepappropriatefortheirlevelofexperience.Unlessthenewhireisfillingaspecial
needoftheCountyand/orhasunusuallevelsofqualificationsorexperience,theywill
normallybehiredattheentrylevelStepoftheappropriateGradefortheirposition.
2.GradingJobs
AllpositionscoveredbythesalaryscheduleshallbeassignedtoGradesonthebasisof
anevaluationoftheirvaluetotheCounty.TheMethodusedtoevaluatepositionsshall
requireajobanalysis,awrittendescriptionofduties,andacomparativerankingon
factorsthatobjectivelymeasurejobvalue.
3.MarketAdjustmentstoSalarySchedule
From timetotime,andnormallynotlessthaneverythreeyears,theratesinthesalary
schedulewillbereviewedandcomparedtomarketdataonsalariesforsimilarjobsin
similarcitiestodeterminewhetheranyCountysalariesneedtobeadjustedtokeep
currentwithlevelsofcompensationofferedbyotheremployersinsimilarmarkets.
FollowingsuchreviewssalariesforsomeCountypositionsmaybeadjustedupordown
toreflectthelevelofcompensationofferedbyothercomparableemployersfor
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similarwork,takingintoaccountthelabormarketsfromwhichemployeesarerecruited
andtheavailabilityoffunds.
4.SpecialtyandProfessionalPay.
InordertorecruithighlyqualifiedpersonstofillcertainCountypositions,theCounty
mayapproveaspecialtyorprofessionalpaydifferentialtobepaidtotheincumbentsof
designatedpositionsinadditiontothesalarydeterminedbytheCountyStepinGrade
grid.Nopositionshallbedesignatedforspecialtyorprofessionalpayunlesssuch
designationisspecificallyapprovedbytheBoardofCountyCommissionersorother
appropriateElectedOfficial.
5.QualificationforStepIncrease
EachstepinaparticularGraderepresentsasalaryincreaseofapproximately1.7%.Each
employeecannormallyanticipatemovinguponeStepwithinhis/herGradewitheach
yearofadditionalsatisfactoryservicetotheCounty. Stepincreaseswillgointoeffecton
January1ofeachyear.WhereanemployeefailstosatisfyminimumCountystandards
throughbehaviorresultingindisciplineorthroughfailuretomeetclearperformance
criteriatheemployeewillnotearnanannualstepincrease.Priortomakinga
recommendationthatanemployeebekeptathis/hercurrentStep,theDepartment
DirectororElectedOfficialshallgivetheemployeenoticeoftheevidencesuggesting
sucharecommendationandanopportunitytopresentinformationsupportingtheclaimof
theemployeethathe/shedidsatisfyminimumCountystandards.
6.Promotions
WhenaCountyemployeeispromoted,heorshewillbeplacedonthefirststepofhis/her
newgradethatprovidesasalaryincreaseofatleastfive(5)percentovertheemployees
priorsalary.WhereanemployeeispromotedtoanewGradeduringaworkyear,they
willnotreceiveaStepincreaseinhis/hernewGradeuntilhe/shehassuccessfully
completedonefullcalendaryear(January December)inthenewGrade.Oncethe
promotedemployeehascompletedasuccessfulcalendaryearinthenewGrade,heorshe
willreceiveaStepincreasethefollowingJanuary1.
7.NewHires
UnlesstheBoardofCountyCommissionersorotherappropriateElectedOfficialhas
approvedaninitialhireatahigherSteplevel,allnewhiresshallbehiredattheentry
leveloftheGradedesignatedforthepositiontobefilled.Anewhirewillnotreceive
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aStepincreaseuntilhe/shehassuccessfullycompletedafullcalendaryear(January
December)intheposition.
8.Transfers
WhenaCountyemployeeacceptsanotherpositioninthesameGradeashisprior
position,he/sheshallretainhisorhercurrentStepandsalary.
9.Demotions
Anemployeemaybedemotedatanytimeforinabilitytosatisfactorilyperformthe
positionduties.DemotionsmayalsobeattherequestoftheemployeeandElected
OfficialorDepartmentHead.TheeffectofademotiononaCountyemployeessalaryis
determinedbythecircumstancesofthedemotion:
A.AnemployeewhoacceptsapositionoflowerGradeduetoreorganizationor
abolishmentofthepositionshallbeplacedonthelowestStepinthenewGradethat
provideshim/herasalaryequaltoorgreaterthanthepriorsalaryor,ifnosalaryinthe
Gradeequalshis/herpriorsalary,onthehighestStepinthenewGrade.
B.Anemployeewhoacceptsapositionof lowerGradeforpersonalreasons(anyreason
unrelatedtoreorganization,abolishmentofapositionorademotionforcause)shallbe
placedonthesameStepinthenewGradethathe/sheoccupiedinthepriorGrade.
C.AnemployeewhoisdemotedforcausetoalowerGradeshallbeplacedona
StepinthenewGradedeterminedbytheBOCCorElectedOfficialafterconsideringpast
performanceandcircumstancesinvolved.
10.ReGradingofPositions
A.AnemployeeinapositionthathasbeenupgradedtoahigherGradeshallbeplacedin
thelowestStepinthenewGradethatensuresthattheemployeeintheupgradedposition
doesnotsufferasalarylossasaresultoftheupgrade.
B.AnemployeeinapositionthathasbeendowngradedtoalowerGradeshallbeplaced
inthelowestStepinthenewGradethatensuresthattheemployeeintheupgraded
positiondoesnotsufferasalaryloss,orifnoStepinthenewGradeprovidesasalary
equaltotheemployeespriorsalary,thenhe/sheshallbeplacedin themaximumStepof
thenewGrade.
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11.TemporaryAssignmentstoJobsofHigher/LowerGrade
A.AnElectedOfficialorDepartmentDirectormaytemporarilyassignanemployeetoa
positionofahigherGradeifrequiredbytheorganizationalneedsoftheoffice,orifa
bonafidevacancyexists.Employeesmaybeassignedtoperformdutiesofpositionsof
suchahigherGradeforperiodsupto60consecutivecalendardayswithoutachangein
theemployeesGrade,Steporsalary.
B.IfatemporaryassignmenttoapositionofahigherGradeextendsbeyond60
consecutivecalendardays,employeesshallthenbepaidnotlessthanthepayapproved
forthelowestStepofthehigherGrade.Iftheemployeessalaryisalreadyequaltoor
greaterthanthesalarycalledforbytheloweststepofthehigherGrade,thentherewillbe
nosalaryadjustment.
C.Uponreturningtohis/herregularassignments,theemployeessalaryshallrevertto
thatcalledforbytheirpriorStepandGrade.Temporaryassignmentsshallnotexceed
twelve(12)consecutivemonths.
D.AnemployeeassignedtoapositionofalowerGradeshallretainhis/hercurrentrate.
However,ifanemployeeisassignedtoperformworkofalowergradeforaperiod
longerthan60calendardays,theassignmentshallbedeemedademotioncausedby
reorganizationandtheemployeesStepandGradewillbeadjustedaccordingly.
12.ReEmploymentofaFormerEmployee
A.Aformeremployeewhoisreemployedinapositionofhighergradethanformerly
heldshallbedeemedanewhireforpurposesofStepandGrade.
B.AformeremployeewholeftemploymentwiththeCountyingoodstandingandwho
isreemployedwithinoneyearinapositionofequivalentorlowerGradethanthat
formerlyheldshallbeplacedintheStephe/sheoccupiedwhentheyseparatedfrom
employmentwithPuebloCountywithintheGradeofthenewposition.
13.CostofLivingAdjustments(COLAs)
Subjecttotheavailabilityoffunds,theBoardofCountyCommissionersmay
occasionallyapproveCostofLivingAdjustmentsforCountyemployees.SuchCOLAs
arenotguaranteedinanywayand,wheregranted,willvaryinsizedependingonlocal
andnationaleconomicconditionsandthefinancialburdensplacedonCounty
government.AnyCOLAswillbeseparatefromStepincreasesandwillnotaffectthe
amountofsalaryincreasethataccompaniesaStepincrease(1.7%)
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14.SalaryAdjustments
A.EmployeesmaybeloweredinSteplevelforcause.Salaryreductionsfor
causemayresultfromfailuretomaintainperformancelevels,misconduct,oractions
detrimentaltotheCounty.Salaryreductionsinsuchcasesshallbeapprovedbythe
B.AnyemployeemayretaintheirGradebuthavetheirsalaryreducedforlackof
funds.Intheeventsufficientfundstomaintainsalariesarenotavailable,theCountymay
reducesalaries.AnysuchreductioninsalariesshallbeapprovedbytheBoardofCounty
Commissioners.
15.GeneralLimitationRegardingAvailableFunds
Notwithstandinganyprovisionofthisplan,theCountyreservestherighttomodify,
changeandreduceanyrate,salaryrange,payscheduleandotheramountsof
compensationnotrequiredbylaw,regulationorcourtorder,ifsufficientfundsarenot
available.
CLASSIFICATION/CLASSDESCRIPTIONS
TheHumanResourcesDepartmentisresponsibleforanalyzing,classifying,grading,and
preparing/maintainingClassDescriptionsforallCountypositions.Descriptionsderive
fromtheJobInformationQuestionnaires(JIQ)completedbyemployeesandposition
supervisors.Questionnairesareusedforsystematicanalysis,jobclassification,and
allocationtoaGradeforcompensationpurposes.
AJobClass isagroupofpositionssufficientlysimilarindutiesandresponsibilities
requirementsofeducation,knowledge,abilityandskillandotherqualificationsortests
offitnessforqualifiedappointees,thatthepositionscanbeclassifiedonthesameGrade
withthesamescheduleofcompensation.Apositionwhich cannotbegroupedwithother
positionsbecomesasinglepositionJobClass.
AClassDescriptionisgenericanddescribestheprincipal,typicalcharacteristicsofa
givenclass.TheClassDescriptiondefinesgeneralfeaturesofaclass,generaltypesof
dutiesandresponsibilities,andtheminimumgeneralqualificationsandrequirements.It
establishesasingletitletobeusedforallpositionsinthatclass.BecausetheClassmay
containseveralpositionsindifferentCountyDepartments,anindividual employeemay
ormaynotperformalloftheEssentialFunctionsandOtherDutieslisted.AClass
Descriptionisusedforrecruitmentandthepostingofpositionvacancies.
A"Working"JobDescriptionmaybeamorespecific,detailedprocedureforan
individualemployeeinaDepartment.ThisDepartmentalinformationmightoutline
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stepbystepprocessesandindividualassignments,andserveasadaytodayinstructional
manualorguideforanemployeeinthatjob.
PUEBLO COUNTY CLASSIFICATION SYSTEM PROCEDURES:

TheBoardofCountyCommissionersinconsultationwithotherElectedOfficialsand
DepartmentDirectorshasadoptedaCountyClassificationPlanfollowingsound
principlesofpositionclassification.Onlyinunusualcircumstanceswillfurtherreviews
beneeded.Suchreviewrequestsmightberelatedtonewprogramsorservicesorbe
involvedinrestructuringofanOfficeorDepartment.
ReviewrequestsaresubjecttotheapprovaloftheBoardofCountyCommissioners
andannualbudgetappropriationandareconductedincoordinationwiththe
annualbudgetcycle.Requestsmadeoutsidetheregularbudgetprocessaregenerally
onlyfornewprogramsorservicesapprovedbytheBoardofCountyCommissioners.
Theprocessforrequestsisasfollows:
RequestsforNewPositions
Anewpositionisdefinedasoneresultingfromanewprogramorserviceapprovedby
theBOCC.Thepositionmustbebudgetarilysupportedandjustifiedinthestaffing
formula/organizationalchartandbudgetedpositionallocationsoftheOfficeor
Department.ItisonethatdoesnotalreadyexistintheClassificationPlan.
1.
TheBOCCmustapprovenewprogramsorservicesandtherefore,thefillingofany
newposition.Followingapprovalofthenewprogramorservice,theBOCCdirects
HumanResourcestoresearchandgradetheposition,determinethesalaryrange,
prepareaJobDescription,andassignaPositionCode.H.R.mayconsultwiththe
ElectedOfficialorDepartmentDirectorasneededtoobtaininformation.
2.
H.R.providestheBOCCwithinformationonthenewpositionandreceives
directionanddecision.
3.
Ifapproved,theBudgetDirectoradjustspositionallocationtoaccommodatethe
newposition.HumanResourcesposts/advertisesthevacancyasappropriate.
RequestsforRestructuring
RestructuringshouldresultincostsavingsfortheDepartmentorElectedOffice.Itcan
comefromcombiningpositions,exchangingpositions,andstreamliningbyothermeans
toconserveresourceswhilestillmeetingneeds. InarestructuringproposaltheElected
OfficialorDepartmentDirectorconsiderslevelsofbudgetedpositionallocations,the
organizationalstructure,budgetsupportfortheproposedchange,andjustifiableneed.
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1.
TheElectedOfficialorDepartmentDirectormayconferwithH.R.toidentifyan
existingjobwithintheClassificationPlan thatisappropriatetothesignificant
changes.
2.
IftheidentifiedjobisofthesameorlowerGrade,H.R.willprepareabudget
impactstatementandapprovalformfortheBOCC.
3.
IftheidentifiedjobisahigherGrade,H.R.willassisttherequestingOfficeor
Departmentinpreparingabudgetimpactstatementanddetailedrequestforreview
anddecisionbytheBOCC.
4.
IfapprovedbytheBOCC,theBudgetDirectorwillmakeappropriateposition
allocationadjustment.
5.
H.R.willnotifytheElectedOfficialorDepartmentDirectorandeffectthechangein
payrollifanincumbentisinvolved,orannouncethepositionifavacancy.
RequestsforClassDescriptionChanges
1. Minorclassdescription changesmayberequestedifthey donotaltertheGrade,will
benefitdescriptionofthework,andarenotexcessive.
2. TheElectedOfficialorDepartmentDirectormayrequestreviewofadescriptionby
HumanResources,attachingthecurrentdescriptionwithsuggestedchanges.
3. H.R.preparesthereviseddescriptionandpresentstotheBoardofCommissionersfor
approval.
4. Classdescriptionchangesarenottoberequestedforpurposesofjustifyinga
reclassificationorpromotinganindividualemployee.
TIMEKEEPING
Accuratelyrecordingtimeworkedistheresponsibilityofeveryemployee.Federaland
statelawsrequirePuebloCountytokeepanaccuraterecordoftimeworkedinorderto
calculateemployeepayandbenefits. Timeworkedisallthetimeactuallyspentonthe
jobperformingassignedduties.NONONEXEMPTEMPLOYEESHOULD
WORKOFFTHECLOCK.ANYNONEXEMPTEMPLOYEEWHO
BELIEVESTHATHEORSHEISBEINGREQUIREDTOWORKOFFTHE
CLOCKMUSTREPORTTHATCONDITIONTOHUMANRESOURCES
IMMEDIATELY.
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Allnonexemptemployeesshouldaccuratelyrecordthetimetheybeginandendtheir
work,aswellasthebeginningandendingtimeofeachmealperiod.Theyshouldalso
recordthebeginningandendingtimeofanysplitshiftordeparturefromworkfor
personalreasons. Overtimeworkmustalwaysbeapprovedbeforeitisperformed.
Exemptandnoncoveredemployeesshouldrecordallleavetaken.
Altering,falsifying,tamperingwithtimerecords,orrecordingtimeonanother
employee'stimerecordmayresultindisciplinaryaction,uptoandincludingtermination
ofemployment.
Nonexemptemployeesshouldreporttoworknomorethansevenminutespriortotheir
scheduledstartingtimenorstaymorethansevenminutesaftertheirscheduledstoptime
withoutexpressedpriorauthorizationfromtheirsupervisor.
Itistheemployee'sresponsibilitytosignhisorhertimerecordtocertifytheaccuracyof
alltimerecorded.Thesupervisorwillreviewandtheninitialthetimerecordbefore
submittingitforpayrollprocessing.Inaddition,ifcorrectionsormodificationsaremade
tothetimerecord,boththeemployeeandthesupervisormustverifytheaccuracyofthe
changesbyinitialingthetimerecord.
PAYDAYS
Allemployeesarepaidmonthly.Eachpaycheckwillincludeearningsforallwork
performedthroughtheendofthepreviouspayrollperiod.TheHumanResources
DirectorandtheDirectoroftheOfficeofBudgetwillestablishanannualscheduleof
paydaysforthefollowingyearbyDecemberfirstofeachyear.TheCountyreservesthe
righttosetthecutoffdateforeachpaymentcycle.UponapprovalbytheBoardof
CountyCommissioners,thisschedulewillbepublicizedtoallElectedOfficialsand
DepartmentDirectors.TheCountypaydayshallbeasscheduledbytheBoardofCounty
Commissioners,unlessunforeseencircumstancesoccur,thenpaymentshallbemadeas
soonaspossiblethereafter.
Inordertoprovidesufficienttimeforthecalculationofearnings,deductions,andnet
pay,DepartmentDirectorsshallsubmitpayrollinformationtothePayrollAdministrator
bythedatesetoutbytheHumanResourcesDepartment.
Ifaregularpaydayfallsduringanemployee'sabsence,theemployee'spaycheckwillbe
availableuponhisorherreturn,unlessarrangementsaremadepriortotheemployee's
absence.
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ADMINISTRATIVEPAYCORRECTIONS
PuebloCountytakesallreasonablestepstoensurethatemployeesreceivethecorrect
amountofpayineachpaycheckandthatemployeesarepaidpromptlyonthescheduled
payday.TheHumanResourcesDepartmentmaintainstheofficialrecordsforall
PuebloCountyemployees. ElectedOfficialsandDepartmentDirectorsshallnot
maintainseparaterecordsdifferentfromthosereportedtoHumanResourcesasthe
officialrecord.
Intheunlikelyeventthatthereisanerrorintheamountofpay,hours,orcalculationof
leavetheemployeeshouldpromptlybringthediscrepancytotheattentionoftheHuman
ResourcesDepartmentsothatcorrectionscanbemadeasquicklyaspossible.
PAYDEDUCTIONS
ThelawrequiresthatPuebloCountymakecertaindeductionsfromeveryemployee's
compensation.Amongtheseareapplicablefederal,state,andlocalincometaxes.Pueblo
CountyalsomustdeductSocialSecuritytaxesoneachemployee'searningsuptoa
specifiedlimitthatiscalledtheSocialSecurity"wagebase."PuebloCountymatchesthe
amountofSocialSecuritytaxespaidbyeachemployee.Inaddition,PuebloCounty
reservestherighttodeductfromtheemployee'scompensationany otherlegallyrequired
ormandateddeductions.EmployeespaymaybeadjustedfordamagetoPuebloCounty
equipmentorpropertycausedbytheemployee.
PuebloCountyoffersprogramsandbenefitsbeyondthoserequiredbylaw.Eligible
employeesmayvoluntarilyauthorizedeductionsfromtheirpaycheckstocoverthecosts
ofparticipationintheseprograms.
Ifyouhavequestionsconcerningwhydeductionsweremadefromyourpaycheckorhow
theywerecalculated,yoursupervisorcanassistinhavingyourquestionsanswered.
PERFORMANCEEVALUATION
Supervisorsandemployeesarestronglyencouragedtodiscussjobperformanceandgoals
onaninformal,daytodaybasis.Aformalwrittenperformanceevaluationwillbe
conductedatleastannually.Additionalformalperformanceevaluationsmaybe
conductedtoprovidebothsupervisorsandemployeestheopportunitytodiscussjob
tasks,identifyandcorrectweaknesses,encourageandrecognizestrengths,anddiscuss
positive,purposefulapproachesformeetinggoals. Allemployeesjobperformanceis
subjecttoevaluationandbeingevaluatedonongoingbasis.
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CHAPTER5
EMPLOYEEBENEFITS
EligibleemployeesatPuebloCountyareprovidedawiderangeofbenefits.Anumberof
theprograms(suchasSocialSecurity,Workers'Compensation,andUnemployment
Insurance)coverallemployeesinthemannerprescribedbylaw.
Benefiteligibilityisdependentuponavarietyoffactors,includingemploymentcategory.
Eachbenefitwillbedescribedinthissection.Detailsofmanyoftheseprogramscanbe
obtainedfromtheHumanResourcesDepartment.
Thefollowingbenefitprogramsareavailabletoeligibleemployees:
BankingServices
DeferredCompensationPlan
EducationalTuitionAssistance
EmployeeAssistanceProgram
FlexibleSpendingAccount
Health/DentalInsurance
Holidays
LiabilityInsurance
LifeInsurance
LongTermDisability
RetirementPlan
SickLeaveBenefits
SickLeaveBank
Training
VacationBenefits
Workers'Compensation
Somebenefitprogramsrequirecontributionsfromemployees,aswellascontributions
fromPuebloCounty.OtherbenefitsmaybeofferedasapprovedbytheBoardofCounty
Commissioners.
BANKINGSERVICES
PuebloCountyemployeescanhavetheirpaycheckautomaticallydepositedintheir
checkingorsavingsaccountonpaydaybyelectronicfundstransfer.Employeesare
eligibletojointheCountysponsoredCreditUnionasdesignatedbytheBoardofCounty
Commissioners.Anyparticipatingemployeeiseligibleforpayrolldeductionforthe
CreditUnionprogram.EmployeesshouldcontacttheHumanResourcesDepartmentfor
moreinformation.
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DEFERREDCOMPENSATION
EmployeesmayvoluntarilyparticipateinanyCountysponsoreddeferredcompensation
plan asestablishedbytheBoardofCountyCommissioners.Suchfundsaregovernedby
allrulesandregulationsestablishedbytheInternalRevenueService,CodeSection457.
TheemployeeshouldcontacttheRetirementDepartmentformoredetailsaboutthe
County'sdeferredcompensationplan.
EDUCATIONALTUITIONASSISTANCE
PuebloCountyrecognizesthattheskillsandknowledgeofitsemployeesarecriticalto
thesuccessoftheorganization.Theeducationaltuitionassistanceprogramencourages
personaldevelopmentthroughformaleducationsothatemployeescanmaintainand
improvejobrelatedskillsorenhancetheirabilitytocompeteforreasonablyattainable
jobswithinPuebloCounty.Employeesmustapplyforeducationaltuitionassistance.All
requestsaresubjecttoapprovalbytheBoardofCountyCommissioners,andsubjectto
availabilityoffunds.
PuebloCountymayprovideeducationaltuitionassistancetoalleligibleemployees
immediatelyuponassignmenttoaneligibleemploymentcategory.Tomaintain
eligibilityemployeesmustremainontheactivepayrollandbeperformingtheirjob
satisfactorilythroughcompletionofeachcourse.OnlyRegularFulltimeemployeesare
eligibleforeducationaltuitionassistance.
Individualcoursesorcoursesthatarepartofadegree,licensing,orcertificationprogram
mustberelatedtotheemployee'scurrentjobdutiesoraforeseeablefuturepositioninthe
organizationinordertobeeligibleforeducationaltuitionassistance.PuebloCountyhas
thesolediscretiontodeterminewhetheracourserelatestoanemployee'scurrentjob
dutiesoraforeseeablefutureposition.EmployeesshouldcontacttheHumanResources
Departmentformoreinformationorquestionsabouteducationaltuitionassistance,as
wellasthetermsandconditionsthatgoverntheexpenditureoffundsforsupportof
tuitionassistance.
Whileeducationaltuitionassistanceisexpectedtoenhanceemployee'sperformanceand
professionalabilities,PuebloCountycannotguaranteethatparticipationinformal
educationwillentitletheemployeetoautomaticadvancement,adifferentjobassignment,
orpayincreases.
PuebloCountyinvestsineducationaltuitionassistanceforemployeeswiththe
expectationthattheinvestmentbereturnedthroughenhancedjobperformance.
Employeesapprovedforeducationaltuitionassistancemustcompleteanemployment
agreementthatspecifiesanemployeescommitmenttotheiremploymentwithPueblo
County.IntheeventanemployeevoluntarilyseparatesfromPuebloCounty's
employmentwithinthetimeperioddesignatedpertheagreement,theamountofthe
paymentwillbeconsideredonlyaloan.Accordingly,theemployeewillberequired
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torepayuptothedesignatedamountpertheagreementoftheoriginaleducationaltuition
assistancerequest.
EMPLOYEEASSISTANCEPROGRAM
PuebloCountyrecognizesthatitsemployeesareavitalinvestmentinconductingquality
publicservice,anditsemployeesmayexperienceproblemsthatmayaffecttheirwork
performance.Therefore,PuebloCountyemployeesandtheirimmediatefamilymembers
(husband,wife,oranychildundertheageof21andlivinginthehousehold)mayseek
assistancefromtheCounty'sdesignatedprovider.Allselfreferralsarestrictly
confidentialwiththeproviderandnoinformationregardingtheemployee'sparticipation
incounselingisconveyedtoPuebloCountywithouttheemployee'swrittenconsent.
Thedesignatedproviderwillofferconfidentialprofessionalassistanceforawidevariety
ofpersonalandfamilyrelatedproblems,toincludeemotionalstress,adjustment
difficulties,alcoholanddrugabuse,financialdifficulties,legaldifficultiesandjobrelated
problems.Suchassistancewillincludecounselingservicesprovidingbrieftherapy,
assessment,interventionandevaluationservices.Employees'problemsareidentifiedand
givenfurtherreferralsifneeded.Counselingisavailableona24hour,7dayaweek
basis.ForadditionalinformationregardingtheEmployeeAssistanceProgramcontact
theHumanResourcesDepartment.
FLEXIBLESPENDINGACCOUNT
RegularFulltimeandParttimeemployeesmaychoosetoparticipateinthePueblo
CountyFlexibleSpendingAccountbychoosingbenefitsfromalistofoptionsand
contributeapartofpretaxsalariestotheseoptions.Thisbenefitallowsemployeesto
minimizethefederaltaxtheymustpayonHealthandDependentCarecoverage.
Employeesmustelecttoparticipatepriortothecalendarbenefityear.Formore
informationonthisbenefitemployeesshouldcontacttheHumanResourcesDepartment.
HEALTHANDDENTALINSURANCE
PuebloCountyprovidesagrouphealthinsuranceprogramconsistingofbothmedicaland
dentalcoverageforallregularfulltimeandregularparttimeemployeesatarate
approvedbytheBoardofCountyCommissioners.TheCountycontributestowardthe
costforregularfulltimeemployees.Employeesonregular20hourperworkweekpart
timestatuswillreceive50%thecostprovidedforthebenefitsand75%benefitsif
regularlyscheduleda30hourperworkweek.Dependenteligibilityandeffectivedates
forcoveragewillbeinaccordancewiththecurrentinsurancecontracts.
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Inthecaseofamarriedcouple,bothofwhomareCountyemployees,theCountywill
contributethesamemedicalallowanceasprovidedotheremployees.Marriedemployees
cannotcombinetheirmedicalallowancetowardscostofonebenefitplan.
RegularfulltimeandRegularparttimeemployeesareeligibletoparticipateinthe
Countyhealthinsuranceprogramon thefirstdayofthemonthaftertheyhavebeen
employedforathirty(30)dayperiod.
Ifanemployeedelaysenrollingfortheinsuranceformorethanaperiodofthirtyone
daysafterbecomingeligible,heorsheisrequiredtoenrollatthenextopenenrollment
meetingheld.
BrochuresregardingtheCountysponsoredhealth/dentalplansaredistributedtonew
employeesintheirinitialemployeeorientation.Existingemployeesreceiveinformation
regardingCountysponsoredhealth/dentalplansannuallyduringtheOpenEnrollment
periodofapproximatelyNovember1stthroughDecember1stofeachyear.TheHuman
ResourcesDepartmentcanbecontactedfordetailsonthebenefitsoffered.
HOLIDAYS
Generally,PuebloCountywillfollowtheholidaycalendarestablishedfortheColorado
StateGovernment.TheBoardofCountyCommissionersmayvarythoseholidays,as
theyshalldeemappropriate.ThefollowingHolidayswillnormallybeobservedby
employeesofPuebloCounty:
NewYear'sDay(January1)
Martin LutherKing,Jr.Day(thirdMondayinJanuary)
Presidents'Day(thirdMondayinFebruary)
MemorialDay(lastMondayinMay)
IndependenceDay(July4)
LaborDay(firstMondayinSeptember)
ColumbusDay(secondMondayinOctober)
Veteran'sDay(subjecttochangetotheDayafterThanksgiving)
Thanksgiving(fourthThursdayinNovember)
Christmas(December25)
One(1)PersonalHoliday(employeechoicesubjecttoapprovalbyElectedOfficialor
DepartmentDirector)
PuebloCountywillgrantpaidholidaytimeofftoallRegularfulltimeandRegularpart
timeemployeesimmediatelyuponassignmenttoaneligibleemploymentcategory.
Holidaypaywillbecalculatedbasedonthenumberofhourstheemployeewould
otherwisehavebeenregularly scheduledtoworkonthatday.
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ArecognizedholidaythatfallsonaSaturdaywillbeobservedontheprecedingFriday.
ArecognizedholidaythatfallsonaSundaywillbeobservedonthefollowingMonday.
Ifarecognizedholidayfallsduringaneligibleemployee'spaidabsence(e.g.,vacation,
sickleave),holidaypaywillbeprovidedinsteadofthepaidtimeoffbenefitthatwould
otherwisehaveapplied.
Ifaneligiblenonexemptemployeeworksonanyoftheaboveholidays,heorshewillbe
compensatedforhoursworkedinaccordancewithovertime/compensatorytimepolicy
outlinedinthismanual.Paidtimeoffforholidayswillbecountedashoursworkedfor
thepurposesofdeterminingwhetherovertime/compensatorytimeisowed.
Ifanemployeeisabsentwithoutleavethedayprecedingorthedayfollowingaholiday,
heorshewillnotbepaidfortheholiday.
EmployeesworkingintheSheriff'sOfficeareexpectedtoworkonholidaysif
operationalrequirementsexist.Theallowableholidaywillthenbetakenbytheendof
themonthfollowingtheholidayatatimeprescribedbytheSherifforadesignated
managementrepresentative.Theholidaywillthenbetakenoffforthesamenumberof
hourstheemployeewouldotherwisehavenormallybeenscheduledtoworkonthatday.
Holidaysarenotanaccruedbenefit,norabenefitpaidforatthetimeofseparationfrom
employmentwithPuebloCountyasanunusedholiday.
LIABILITYINSURANCE
TheCountymay,fromtimetotime,carrycertainliabilityinsurance.Ifanytypeofclaim
ismade,theappropriateElectedOfficialorDepartmentDirectorshallbeadvised.If
involvedinanaccident,pleasefollowtheaccidentreportingrules.
LIFEINSURANCE
AllRegularfulltimeandRegularparttimeemployeesunderthecurrentFlexible
SpendingAccountarrangementparticipateintheCountygrouplifeinsuranceprogram.
Thisprogramprovidesterminsuranceinaccordancewiththecurrentinsurancecontract.
TheCountymaycontributetowardthecostoftheprograminanamountspecifiedbythe
Lifeinsurancecoveragemaybecontinuedduringauthorizedleaveofabsenceorother
periodsofabsencesolongastheemployeeisnotterminated.Thetotalcostofthat
coveragewillbepaidbytheemployee.
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Dependentcoverageandretireecoveragemaybeprovidedinaccordancewiththecurrent
insurancecontract.
CompleteinformationonthegrouplifeinsuranceprogramisavailablefromtheHuman
LONGTERMDISABILITYPROGRAM
TheCountyoffersalongtermdisabilityincomeplanfordisabilitycausedbyaccidentor
sicknessforallRegularfulltimeandRegularparttimeemployees.
ThisplanissponsoredbytheCountyandisapplicableonlyforindividualswhoare
temporarilyorpermanentlytotallydisabled.Afterthedesignatedappropriatewaiting
periodfromthedateofdisability,aportionoftheemployee'sbasicsalarywillbe
providedtotheemployeeonamonthlybasisinaccordancewiththecurrentinsurance
contract.
Duringtheperiodoftotaldisability,theemployeemaycontinuetoparticipateinthe
Countysponsoredinsuranceprograms.Thetotalcostofthiscoverageshallbepaidby
thedisabledemployee.
Furtherinformationregardinglongtermdisability(LTD)canbeobtainedfromthe
HumanResourcesDepartment.
RETIREMENTPLAN
PuebloCountyoffersaDefinedBenefitretirementplantoeligibleemployees.
AllRegularfulltimeandRegularparttimeCountyemployeesandElectedOfficials
shallberequiredtoparticipateintheCountyRetirementPlanuponcompletionofone
monthofcontinuousemployment.TheemployeeandtheCountyeachwillberequired
tocontributeanequalpercentageoftheemployee'spay.Ifanemployeeterminates
beforeeligibilityforretirement,theemployeeisentitledtotheamountcontributedtothe
retirementfundplusanannualinterestpayment,inaccordancewiththeretirementplan.
Employeeswithfive(5)yearsormoreservicewiththeCountyare100%vestedintheir
retirementbenefits,andmayleavetheirretirementcontributionswiththeretirementfund
forafuturebenefitatnormalretirementage.
FullinformationregardingtheretirementplanisavailablefromthePlanAdministratoror
theHumanResourcesDepartment.
SICKLEAVEBENEFITS
PuebloCountyprovidespaidsickleavebenefitstoallRegularfulltimeandRegularpart
timeemployeesforperiodsoftemporaryabsenceduetoillnessesorinjuries.
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Eligiblefulltimeemployeeswillaccruesickleavebenefitsattherateofeight(8)hours
permonth.Regular20hourperweekparttimeemployeeswillaccruesickleaveatthe
rateoffour(4)hourspermonthand30hourperweekparttimeemployeeswillaccrue
six(6)hourspermonth.Sickleavebenefitsareaccrueduponcompletionoftheregular
scheduledmonthlypayperiodandshallnotbeusedpriortoaccrual.
Sickleaveaccrualwillbeasfollows:Iftheemployeeworksorisonpaidleavebetween
thefirstandfifteenthdayofthemonth(inclusive),afullmonth'srateofsickleavewill
beaccruedforthatmonthoriftheemployeeworksorisonpaidleaveafterthesixteenth
dayofthemonth,sickleaveforthatmonthwillbeaccruedathalfthenormalrate.The
employeemustworkatleastonefullday orbeonpaidleaveinthesamemonthtoearn
sickleave.
EmployeesintheDepartmentofSocialServiceshiredpriortoOctober1,1998mayhave
accrualsofsickleavecarriedoverfromtheMeritSystempriortothetransitiondate
aboveandmaintainedinaseparateaccountwiththerequirementthatCountyaccruals
mustbeusedandexhaustedpriortousinganyaccrualsfromtheseparateaccountearned
priortothetransition.AfterOctober1,1998,allemployeesintheDepartmentofSocial
Serviceswill beginaccruingsickleaveattheCountyrate.
EmployeesintheDepartmentofSocialServiceshiredafterOctober1,1998willaccrue
sickleavebenefitsattherateoutlinedaboveforallemployees.
Unusedsickleavebenefitswillbeallowedtoaccumulateindefinitelyforeligible
employeeshiredpriortoApril1,1995.EligibleemployeeshiredafterApril1,1995will
beallowedtoaccumulateunusedsickleavebenefitsupto960hours.Employeesinthe
DepartmentofSocialServiceswillbeallowedtoaccumulateunusedsickleavebenefits
upto960hours,becausetheeffectivedateofthetransitionfromMeritSystemtothe
CountyoccurredafterApril1,1995.
Sickleavebenefitsareintendedsolelytoprovideincomeprotectionintheeventof
illness,injuryormedicalappointments,andmaynotbeusedforanyotherabsenceunless
otherwiseapprovedbytheirimmediatesupervisorforBereavementLeaveinaccordance
withthesepolicies.
Anyreplacementshiredtoapositionvacatedbyanemployeeonsickleaveshallbe
temporary.Everyreasonableattemptwillbemadetoreturnanemployeeonapproved
sickleavetohisorherformerpositiononreturnfromsuchleave.Aperiodofsickleave
shallnotconstituteabreakinservicefortheemployee.Ifanemployeeisunableto
returntoworkwithin90calendardaysfromthefirstdayofsickleavetaken,heorshe
maybeterminatedfromemploymentwithPuebloCounty.
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AnemployeemayreviewhisorhersickleaverecordattheHumanResources
Departmentatany time.IftheemployeefailstogivenoticetotheHumanResources
Departmentofanyallegederrorwithinthemonthfollowingthemonthforwhichsick
leavewasaccruedordeducted,theHumanResourcesDepartment'srecordshallbe
conclusiveforallpurposes.
SICKLEAVEBANK
Insomecircumstances,anemployeemaybefacedwithamedicalemergencyrequiringa
prolongedabsencefromwork,andtheemployeespaidleavebalanceisinsufficientto
covertheperiodofabsence.TheemployeemayrequestpaidsickleavefromtheSick
LeaveBank.Allrequestsforsickleaveunderthisprovisionmustbesupportedbya
medicalstatementfromaphysiciandocumentingtheneedforcontinuedabsencefrom
work.Tobeeligibleforthisprovisiontheemployeemusthaveexhaustedallsickand
annualleavebenefitsbeforeanyhoursareutilizedfromtheSickLeaveBank.Forthose
employeesintheDepartmentofSocialServices,theMeritSystemSickLeavehoursthat
weretransferredattransitionintotheCounty,areexcludedfromdonationtotheSick
LeaveBank.TheemployeemustalsocomplywiththerequirementsoftheFamilyand
MedicalLeaveAct.
Employeeswhochoosetodonatehourstothesickleavebankmustcompletean
authorizationformallowingreductionoftheiraccruedsickleavehoursandintheamount
designatednottoexceedforty(40)hoursperyear,butinnoeventmaythedonorhavea
remainingsickleavebalanceoflessthanforty(40)hoursavailablefortheirownuse.
Employeesmaydesignatetheirsickleavehoursdonatedtoaparticulareligible
employee,ortothegeneralsickleavebank.Theremustbehoursdonatedandavailable
inorderforthisprovisiontobeeligibleforemployeesinneed.Thesickleavebankonly
appliestoemployeesthatarein aRegularfulltimeorRegularparttimestatus.
AllemployeerequestsmustbesubmittedtotheirElectedOfficialorDepartmentDirector
forconsideration.TheElectedOfficialorDepartmentDirectorwillreviewallrequests
andforwardthosesupported byamedicalstatementfromaphysicianwithverifiable
needtotheBoardofCountyCommissionersforfinalapproval.TheBoardwillreview
eachrequestandapprovehourstobeutilizedfromtheSickLeaveBankasdeemed
appropriateandmeetingademonstratedneedatthesolediscretionoftheBoardof
ThesickleavegrantedunderthisSickLeaveBankprovisionisdiscretionaryonlyandis
intendedtobeusedassickleavehourstakenandcannotbepaidoutassickleaveupon
separationofemployment.Agrantofsickleaveunderthisprovisiondoesnotwaiveany
otherapplicablePersonnelPoliciesandProcedures.
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TheBoardofCountyCommissionersmayexerciseitssolediscretiontorevokeagrantof
SickLeaveBankhoursandtoreturnanyunusedsickleavehourstothedonors.
TRAINING
ThedegreeofCountyparticipationforanyemployeeinatrainingprogramshallbeatthe
discretionoftheDepartmentDirectorand/orapprovaloftheappropriateElectedOfficial,
andnothinginthissectionisintendedtocommitanysection,department,location,or
appointingauthorityofPuebloCountytoreimbursementoftrainingrelatedcostsexcept
asmutuallyagreedupon.
Trainingisdefinedasseminars,workshops,conferencesandothereducationaltraining
programsasapprovedbytheBoardofCountyCommissioners.Thetrainingsessions
mustbejobrelated,promotecareerdevelopmentbygainingtechnicalinformationand
enhancetheCounty.Thetrainingisgenerallyshortterm,inwhichagradeisnotgiven
andisnotcreditedtowardadegreeprogram.
Alltrainingasdefinedhereinmustbeincludedandapprovedduringthedepartment's
budgetprocess.Allpaymentsforregistrationfees,lodging,mealsandtransportationmust
beinaccordancewiththe"PuebloCountyTravelPolicy".
VACATIONBENEFITS
RegularfulltimeemployeesandRegularparttimeemployeesareeligibletoearnanduse
vacationtimeasdescribedinthispolicy.Theamountofpaidvacationtimeemployees
receiveeachyearincreaseswiththelengthoftheiremploymentasshowninthe
followingschedule:
VACATIONEARNINGSCHEDULE
YEARSOFELIGIBLESERVICE
HOURSFORREG.FULLTIMEEMP.
Uponinitialdateofhire
After5years
After10years
VACATIONHOURS
MONTHLY
8hours
12hours
16hours
MAX.VAC
ACCRUAL
144hours
216hours
288hours
Regularscheduled20hourperweekRegularparttimeemployeeswillaccruevacation
leaveatonehalf50%oftheabovescheduleand30hourperweekRegularparttime
employeeswillaccrueat75%inaccordancewiththeyearsofeligibleservice.
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Vacationleavewillbeaccruedasfollows:Iftheemployeeworksorisonpaidleave
betweenthefirstandthefifteenthdayofthemonth(inclusive),afullmonth'srateof
vacationleavewill beaccruedforthatmonthoriftheemployeeworksorisonpaidleave
onorafterthesixteenthdayofthemonth,vacationleaveforthatmonthwillbeaccrued
athalfthenormalrate.Eligibleemployeesmustworkatleastonefulldayinthemonthto
earnvacationleave.Annualleavebenefitsareaccrueduponcompletionoftheregular
scheduledmonthlypayperiodandshallnotbeusedpriortoaccrual.
Newlyhiredeligibleemployeesmaybegintoearnpaidvacationtimeaccordingtothe
scheduleabove. Theycanrequestuseofvacationtimeafteritisearneduponcompletion
ofsixmonthsofRegularfulltimeorRegularparttimeemployment.
Maximumaccrualofvacationleaveshallnotexceedtheamountofvacationleavethat
canbeearnedbyanemployeeinaneighteenmonthperiodatthetimethatmaximum
accrualisreached.Nofurthervacationleavewillbeaccrueduntilsuchtimethata
portionoftheearnedvacationleavehasbeenused.
Ifadiscrepancyappearstoexist,theemployeeisresponsibleforclarifyinghis/her
concernswiththeHumanResourcesDepartment.Iftheemployeefailstogivenoticeto
theHumanResourcesDepartmentofanyallegederrorwithinthemonthfollowingthe
monthforwhichvacationleavewasaccruedordeducted,theHumanResources
Department'srecordshallbeconclusiveforallpurposes.
WORKERS'COMPENSATION
PuebloCountyprovidescomprehensiveworkers'compensationprogramatnocostto
employeesasrequiredbylaw.Thisprogramcoversanyinjuryorillnesssustainedinthe
courseofemploymentthatrequiresmedical,surgical,orhospitaltreatment.
Employeeswhosustainworkrelatedinjuriesorillnessesshallinformtheirsupervisor
immediately.Nomatterhowminoranonthejobinjurymayappear,itisimportantthat
itbereportedimmediately.Thiswillenableaneligibleemployeetoqualifyforcoverage
asquicklyaspossible.
NeitherPuebloCountynortheinsurancecarrierwillbeliableforthepaymentof
workers'compensationbenefitsforinjuriesthatoccurduringanemployee'svoluntary
participationinanyoffdutyrecreational,social,orathleticactivitysponsoredbyPueblo
County.
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CHAPTER6
LEAVETYPES
ADMINISTRATIVELEAVE
Administrativeleavemaybeallowedforanecessarysituationnotcoveredunderother
typesofleave.
AdministrativeleavemaybegrantedatthediscretionoftheElectedOfficial,andmaybe
withorwithoutpayasapprovedbytheElectedOfficial.
BEREAVEMENTLEAVE
Ifanemployeewishestotaketimeoffduetothedeathofanimmediatefamilymember,
theemployeeshouldnotifyhisorhersupervisorimmediately.Unpaidtimeoffwillbe
grantedtoallowtheemployeetoattendthefuneralandmakeanynecessaryarrangements
associatedwiththedeath.Anyemployeemay,withthesupervisor'sapproval,requestthe
useofanyavailablepaidleavebenefitfortimeoffasnecessary.BereavementLeave
maybeapprovedforaperiodoftimedeemedappropriateatthediscretionoftheElected
OfficialorDepartmentDirector.Suchdiscretionwillincludeconsiderationofthe
distanceonemayberequiredtotraveltoattendthefuneralortomakeanynecessary
arrangementsassociatedwiththedeath.
PuebloCountydefines"immediatefamily"forbereavementpurposesastheemployee's
spouse,parent,child,siblingtheemployee'sspouse'sparent,child,orsiblingthe
employee'schild'sspousegrandparentsorgrandchildren.Bereavementleaveforany
otherpersonwhoseassociationwiththeemployeewassimilartoanyoftheabove
relationshipsmaybeapprovedbytheElectedOfficialorDepartmentDirector.
EDUCATIONALLEAVE
PuebloCountymayprovideaneducationalleaveofabsencewithoutpaytoRegularfull
timeemployeesorRegularparttimeemployeeswhowishtotaketimeofffromwork
dutiestopursuecourseworkthatisapplicabletotheirjobdutieswithPuebloCounty.
Eligibleemployeeswhohavecompleted3yearsofcontinuousservicemayrequest
educationalleaveforaperiodofupto12months.Onlyoneleaveforeducational
purposesmaybeapprovedinany3yearperiod.Requestswillbeevaluatedbasedona
numberoffactors,includinganticipatedworkloadrequirementsandstaffing
considerationsduringtheproposedperiodofabsence.Finalapprovalwillbeatthe
discretionoftheElectedOfficialwiththeconcurrenceoftheBoardofCounty
Commissioners.
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Subjecttotheterms,conditions,andlimitationsoftheapplicableplans,healthinsurance
benefitswillbeprovidedbyPuebloCountyuntiltheendofthemonthin whichthe
approvededucationalleavebegins.Atthattime,employeeswillbecomeresponsiblefor
thefullcostsofthesebenefitsiftheywishcoveragetocontinue.Whentheemployee
returnsfromeducationalleave,benefitswillagainbeprovidedbyPuebloCounty
accordingtotheapplicableplans.
Benefitaccrualsofvacationandsickleavewillbesuspendedduringtheleaveandwill
resumeuponreturntoactiveemployment.Educationalleaveshallnotconstituteabreak
inservicewithPuebloCounty.
Whenaneducationalleaveends,everyreasonableeffortwillbemadetoreturnthe
employeetothesameposition,ifitisavailable,ortoasimilaravailablepositionfor
whichtheemployeeisqualified.However,PuebloCountycannotguarantee
reinstatementinallcases.
Ifanemployeefailstoreporttoworkattheendoftheapprovedleaveperiod,Pueblo
Countywillassumethattheemployeehasresigned.
FAMILYANDMEDICALLEAVE
YoumaybeeligibleforunpaidleaveundertheFamilyandMedicalLeaveAct.
InformationaboutFMLAispostedonemployeebulletinboardsoryoumaycontact
HumanResourcesformoreinformationonFamilyMedicalLeaveAct.
JURYANDWITNESSLEAVE
EmployeesmaybegrantedJuryandWitnessLeaveinaccordancewith1371101etseq.
C.R.S.
LEAVEWITHOUTPAY
Leavewithoutpaymaybegrantedtoanemployeeforgoodcausewhenitisinthebest
interestoftheCountyandemployee.Underjustifiablecircumstances,asdeterminedby
theElectedOfficialorDepartmentDirector,an employeemaybegrantedaleaveof
absencewithoutpayforaperiodnottoexceed12weeksinanycalendar12month.A
leavewithoutpayshallbeforspecificperiodsoftimeanduponexpiration,theemployee
mustreporttowork.Failuretoreportforworkmayresultintermination.
Leavewithoutpaywillbegrantedonlyafterallannualleavehasbeenexhausted.Inthe
caseofinjuryorillness,sickleavemustalsobeexhaustedbeforeleavewithoutpaycan
beused.SeealsosectiononFMLAqualifyingleave.
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Toapplyforaleaveofabsencewithoutpay,anemployeeshallpresenttherequestin
writingtotheElectedOfficialatleastten(10)calendardaysbeforetheeffectivedate,
exceptinanemergencysituation.Anemployeeshallnotaccrueretirement,annualleave,
orsickleavebenefitswhileonleaveofabsencewithoutpay.Tocontinuehealth
coverage,theemployeemustcontinuetomakeanycontributionsthatheorshemadeto
theplanbeforeleavecommencedexceptthoseemployeesonapprovedFMLAtime.
Leaveofabsencewithoutpaymaybegrantedwithassuranceofreinstatementtothe
samepaygrade.Anyreplacementemployeeshiredforapositionvacatedbyan
employeeonleavewithoutpayshallbetemporary.Leavewithoutpayshallnot
constituteabreakinservicewithPuebloCounty.
MILITARYLEAVE
EmployeesgrantedaMilitaryLeaveofAbsencearereemployedandpaidinaccordance
withthelawsgoverningVeteransReemploymentRightsStatuteTitle38U.S.Codeand
C.R.S.283601.Thispolicyissubjecttochangeinaccordancetotheselaws.Formore
informationcontacttheHumanResourcesDepartment.
RELIGIOUSLEAVE
Employeesshallbeallowedtimeofftoattendreligiousobservanceswheresuch
accommodationtotheemployeedoesnotconstituteanunduehardshipontheoperation
ofCountyBusiness.ThistimeoffshallbepaidtoRegularfulltimeandRegularpart
timeemployeeswithavailablecompensatoryorvacationtime.Allotheremployment
categoriesshallbeconsideredasanauthorizedabsencewithoutpay.
SICKLEAVE
RegularfulltimeandRegularparttimeemployeesareauthorizedpaidsickleavein
minimumincrementsofonehalfhour.Eligibleemployeesmayusesickleavebenefits
foranabsenceduetotheirownillnessor injuryorthatofanimmediatefamilymember.
Immediatefamilymemberisdefinedasspouse,child,parent,orinlocoparentis,ora
legaldependent.
Employeeswhoareunabletoreporttoworkduetoillnessorinjuryshouldnotifytheir
directsupervisorbeforethescheduledstartoftheirworkdayifpossible.Thedirect
supervisormustalsobecontactedoneachadditionaldayofabsence.
Ifanemployeeisabsentforthreeormoreconsecutivedaysduetoillnessorinjury,a
physician'sstatementmustbeprovidedverifyingthedisabilityanditsbeginningand
expectedendingdates.Suchverificationmayberequestedforothersickleaveabsences
aswellandmayberequiredasaconditiontoreceivingsickleavebenefits.
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Beforereturningtoworkfrom asickleaveabsenceofthreecalendardaysormore,an
employeemayberequiredtoprovideaphysician'sverificationthatheorshemaysafely
returntowork.
Intheeventofanextendedillnessofselforfamilymemberaspreviouslydefined,the
maximumnumberofsickleavehoursanemployeemayuseduringanytwelvecalendar
monthperiodisatotaloftwelve(12)weeks.
UNAUTHORIZEDLEAVE
NoCountyemployeemayabsenthimself/herselffromdutywithoutspecificpermission
fromhis/herElectedOfficialorDepartmentDirector.Whenanemployeeabsents
himself/herselfbyfailuretoreportfordutyortocalloff("NoShow/NoCall")the
employeemaybeterminated.
VACATIONLEAVE
RegularfulltimeandRegularparttimeemployeesareauthorizedpaidvacationleavein
minimumincrementsofonehalfhour.Totakevacation,employeesshouldrequest
advanceapprovalfromtheirsupervisors.Requestswillbereviewedbasedonanumber
offactors,includingoperationalneedsandstaffingrequirements.Employeesare
encouragedtouseavailablepaidvacationtimeforrest,relaxation,andpersonalpursuits.
VOTINGLEAVE
Employeeswhoareeligibleelectorsentitledtovoteatanelectionshallbeentitledtobe
offworkwithpayonthedayoftheelectionforaperiodofuptotwohoursduringthe
timethepollsareopen,unlesstherearethreeormorehoursbetweenthehoursof
openingandthetimeofclosingofthepollsduringwhichtheemployeeisnotrequiredto
beonthejob,andunlessfuturechangesin stateorlawprovideformoreliberaltimeoff
requirementsforvoting.
Employeesshouldrequesttimeofftovotefromtheirsupervisoronedaypriortothe
ElectionDay.Advancenoticeisrequiredsothatthenecessarytimeoffcanbescheduled
atthebeginningorendoftheworkshiftwhicheverprovidestheleastdisruptiontothe
normalworkschedule.
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CHAPTER7
WORKCONDITIONSANDRULES
ATTENDANCEANDPUNCTUALITY
RegularattendanceandpunctualityareconditionsofemploymentwithPuebloCounty.
Failuretoregularlyattendworkorfailuretobepunctualwillleadtodisciplinaryaction,
uptoandincludingterminationofemployment.
EmployeesmustreportallabsencesfromworkinaccordancewiththeirElectedOfficial
orDepartmentDirectorsinternalprocedures.
DRIVERSLICENSES
IfadriverslicenseoraCommercialDriversLicenseisarequirementforagivenjob,the
employeemusthaveavalidColoradodriverslicenseofatypeforthatparticularjob.
Shouldthelicensebesuspendedor revokedforanyreason:
1.
Theemployeewhosedriverslicenseissuspendedorrevokedshallimmediately
notifyhis/herimmediatesupervisor,whointurn,shallnotifytheElectedOfficialor
DepartmentDirectorandtheBoardofCountyCommissioners.
2.
Theemployeemaybereassigned,downwardifpossible,forthelengthoftimethe
licenseissuspendedorrevoked,nottoexceedone(1)year.Employeeswholose
theirlicenseandthelicenseisarequirementofthejob,maybeterminatedby
PuebloCounty.
3.
Ifavacancyiscreatedbecauseofreassignment,thepositionshallbefilledpursuant
totheprovisionsofRecruitment,SelectionandHiring.
4.
Whenanemployee'slicenseisreinstated,theemployeeshallbeallowedtocompete
forpositions,astheybecomeavailable.
5.
Ifanemployeefailstonotifyhisorherimmediatesupervisoraboutthelossof
licenseanddrivesaCountyvehicle,theemployeemaybesubjecttoimmediate
termination.
DRUGANDALCOHOLUSE
ItisPuebloCounty'sdesiretoprovideadrugfree,healthful,andsafeworkplacepursuant
toPuebloCounty's"DrugFreeWorkplacePolicy"adoptedJanuary1990incompliance
withtheDrugFreeWorkplaceActof1988.
WhileonPuebloCountypremisesandwhileconductingCountyrelatedactivitiesoff
PuebloCountypremises,noemployeemayuse,possess,distribute,sell,orbeunder
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theinfluenceofalcoholorillegaldrugs.Thelegaluseofprescribeddrugsispermitted
onthejobonlyifitdoesnotimpairanemployee'sabilitytoperformtheessential
functionsofthejobeffectivelyandinasafemannerthatdoesnotendangerother
individualsintheworkplace.Anemployeewhomustuseanoverthecounteror
prescriptiondrugthatcausesadversesideaffectsormayaffecttheabilitytoperform
workin asafeandproductivemannermustnotifyhisorhersupervisorpriortostartingto
work.Thesupervisor,DepartmentDirectororElectedOfficial,afterproperinquiry,will
decideiftheemployeecanremainatworkandwhatworkrestrictions,ifany,aredeemed
necessary.
Violationsofthispolicymayleadtodisciplinaryaction,uptoandincludingimmediate
terminationofemployment,and/orrequiredparticipationinasubstanceabuse
rehabilitationortreatmentprogram.Suchviolationsmayalsohavelegalconsequences.
Toinformemployeesaboutimportantprovisionsofthispolicy,PuebloCountyhas
establishedanEmployeeAssistanceprogram.Theprogramprovidesinformationonthe
dangersandeffectsofsubstanceabuseintheworkplace,resourcesavailableto
employeesandconsequencesforviolationsofthispolicy.
TheEmployeeAssistanceProgram(EAP)providesconfidentialcounselingandreferral
servicestoemployeesforassistancewithsuchproblemsasdrugand/oralcoholabuseor
addiction.Itistheemployee'sresponsibilitytoseekassistancefromtheEAPpriorto
reachingapointwherehisorherjudgment,performance,orbehaviorhasledtoimminent
disciplinaryaction.ParticipationintheEAPafterthedisciplinaryprocesshasbegunmay
notprecludedisciplinaryaction,uptoandincludingterminationofemployment.
Employeeswithquestionsorconcernsaboutsubstancedependencyorabuseare
encouragedtousetheresourcesoftheEmployeeAssistanceProgram.Theymayalso
wishtodiscussthesematterswiththeirsupervisorortheHumanResourcesDirectorto
receiveassistanceorreferralstoappropriateresourcesinthecommunity.
Employeeswithdrugoralcoholproblemsthathavenotresultedin,andarenotthe
immediatesubjectof,disciplinaryactionmayparticipateinarehabilitationortreatment
programthroughPuebloCounty'shealthinsurancebenefitcoverageinaccordancewith
thecurrentbenefitplan.
UndertheDrugFreeWorkplaceAct,anemployeewhoperformsworkundera
qualifyinggovernmentcontractorgrantmustnotifyPuebloCountyofacriminal
convictionfordrugrelatedactivityoccurringintheworkplace.Thereportmustbemade
withinfive(5)daysoftheconviction.
PuebloCountyhasestablisheddrugtestingrules,regulationsandproceduresregardingits
employeesinaccordancewithcurrentFederalandStateLaw.Any
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employeewhoviolatesPuebloCounty'sSubstanceAbusePolicyshallbesubjectto
appropriatedisciplinaryactionuptoandincludingterminationand/orreferraltothe
PuebloCountyEmployeeAssistanceProgram.Employeeswithquestionsonthispolicy
orissuesrelatedtodrugoralcoholuseintheworkplaceshouldraisetheirconcernswith
theirsupervisorortheHumanResourcesDirectorwithoutfearofreprisal.
EMERGENCYCLOSINGS
Attimes,emergenciessuchassevereweather,naturaldisaster,orpowerfailurescan
disruptCountyoperations.Inextremecases,thesecircumstancesmayrequiretheclosing
ofaworkfacilityasdeemednecessarybytheBoardofCountyCommissioners.Inthe
eventthatsuchanemergencyoccursduringnonworkinghours,localradioand/or
televisionstationswillbeaskedtobroadcastnotificationoftheclosing.
Whenoperationsareofficiallyclosedduetoemergencyconditions,thetimeofffrom
scheduledworkforregularfulltimeorregularparttimewillbepaid.Employeesin
essentialoperationsmaybeaskedtoworkonadaywhenoperationsareofficiallyclosed.
Inthesecircumstances,employeeswhoworkwillreceiveregularpay.Employeeswho
arenotscheduledtoreporttodutyonthedayofanemergencyclosingwillbepaidas
previouslyapproved.
Employeeswho,forpersonalreasons,wishtoleaveworkearlyduringsevereweather
conditionsmaydosowiththepermissionoftheirsupervisorandwillbecharged
compensatorytimeorvacationtimefortheperiodtheyareabsentfromwork.
TheBoardofCountyCommissionersmaycloseCountyfacilitiesorsuspendCounty
operationsduetoemergencyconditions,specialoccasions,orpursuanttolaw.
GIFTS,GRATUITIESANDBRIBERY
NoCountyemployeeshallreceiveanycompensation,gift,paymentorexpense,reward,
gratuity,oranythingofvaluefromanysourceexceptPuebloCountyforanymatteror
proceedingconnectedwithorrelatedtothedutiesofsuchemployees,unlessprovidedby
law.
Shouldanemployeereceiveanycompensation,gift,expensemoney,reward,gratuityor
anythingofvaluewithintheframeworkofthismeaningthatcannotbepractically
returned,itshallbeturnedovertotheappropriateCountyfundsorproperty.This
provisionisnotintendedtorestricttheusualsocialamenities,ceremonialgifts,or
insubstantialadvertisinggifts.
Noemployeeshallaccept,makeanofferoragreetoconferanypecuniarybenefitwith
theintenttoinfluencehis/hervote,opinion,judgment,exerciseofdiscretionor
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anyotheractioninhis/hercapacityasanemployeeofPuebloCounty.Suchanactionby
anemployeeisgroundsforimmediateterminationofemployment.
LEGALFEES
CIVILACTIONS
AnyemployeewhoisnamedasapartytoanylitigationasanemployeeofPueblo
CountyoradepartmentorofficeofPuebloCountyshall immediatelynotifytheBoardof
CountyCommissionersandtheCountyAttorney'sOfficebydeliveringtoeachofficea
completecopyofalldocumentsservedupontheemployee.TheCountyAttorney'soffice
shallnotifytheemployeewithinfifteen(15)dayspursuanttoC.R.S.2410110(4),asto
whetherornottheCountywilldefendsaidemployeeinsuchaction.
Theemployee'sliabilityforattorney'sfeesshallbepursuanttoC.R.S.2410101,et.seq.,
andtheCountyreservestherighttoseekindemnificationfromtheemployeeforanact
deemedtobeoutsideoftheemployee'sscopeofemploymentorforanywillfuland
wantonactorintentionalactonthepartoftheemployeebeingsued.Subjectto
applicableconstitutional,statutoryandcontractualprovisions,ifany,theCountymay
alsorefusetorepresentsaidemployeeatitsdiscretionormaydiscontinuesaid
representationatitsdiscretionbyproperwithdrawalandnotificationasallowedbyand
requiredbycourtruleorbystatute.
Subjecttoapplicableconstitutional,statutoryandcontractualprovisions,ifany,the
BoardofCountyCommissionersshallhavefulldiscretiontorefusetopayorreimburse
anemployeesattorney'sfeesincivilcaseswithinthelimitsofC.R.S.2410101,et.seq.,
oranyotherapplicablestatute.TheBoardofCountyCommissionersreservestherightto
reviewthedenialofattorney'sfeesordefensecostsincivilcasesbaseduponthesame
criteriasetforthbelowforcriminalcases.
CRIMINALACTIONS
Anemployeemaybereimbursedattorney'sfeesforacriminalactionbroughtagainstthe
Countyemployeebaseduponthefollowingcriteria:
1.
Thecriminalactionmustbeacasefiledagainsttheemployeewhicharoseoutofan
incidentinwhichtheemployeewasaparticipantduringthecourseofandwithinthe
scopeofemployment.
2.
Theemployeewasactingingoodfaithandwithoutmaliceand/orwantonorwillful
disregardofdutiesorresponsibilities.
3.
Theattorney'sfeesarereasonablebaseduponcommunitystandards.
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4.
Theactionisultimatelyterminatedinfavoroftheemployee,byacquittalor
dismissalbyprosecutingauthorityorplaintiff.
5.
Theclaimismadeforsuchattorney'sfeeswithinfortyfive(45)daysofafavorable
terminationofsaidcriminalcasesandtheclaimmadedoesnotincludetheclaimfor
morethanoneattorney'sfees.
6.
TheclaimispresentedandconsideredbytheBoardofCountyCommissionersasa
claimasprovidedforinC.R.S.3011107(1)(b)and3025110(1).
ONCALL
Theperiodoftimeduringwhichanemployeeisoncallontheemployer'spremisesor
closethereto,orotherconditionsstipulatedbytheemployerthatresultintheemployee
beingunabletousehis/hertimeeffectivelyforhis/herownpurposeshallconstitutehours
workedandbecompensabletimeinaccordancewithFairLaborStandardsAct(FLSA).
Theperiodoftimeduringwhichanemployeeisnotrequiredtoremainintheemployer's
premises,butisrequiredtowearapager,orleavewordathis/herhomeorwithhis/her
departmentastowheretheemployeecanbereacheddoesnotconstitutehoursworked
andshallnotbedeemedcompensabletime.
IFYOUBELIEVETHATYOUARENOTBEINGAPPROPRIATELY
COMPENSATEDFORONCALLTIME,YOUMUSTCONTACTHUMAN
RESOURCESIMMEDIATELY.
OUTSIDECOMPLAINTS
ComplaintsorChargesfromoutsideofCountyGovernment
WhenanycitizenorpersonoutsidetheCountygovernmentmakesachargeorcomplaint
againstanyemployee,thechargeshallbereducedtowritingandforwardedtothe
appropriateElectedOfficialorDepartmentDirectorforresolution.Outsidecomplaints
shouldberesolvedasexpeditiouslyaspossible.
OVERTIME/COMPENSATORYTIMEANDWORKSCHEDULING
Coverage:ThePuebloCountyOvertime/CompensatoryTimePolicycoversallnon
exemptemployeesastheyaredefinedbytheFairLaborStandardsAct(F.L.S.A.).This
policyalsostates theapplicablepolicyforexemptandnoncoveredemployeesinsofaras
itrelatestothem.Definitionsfornonexempt,exemptandnoncoveredareincludedin
theEmploymentCategoriessectionofthismanual.
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Employeesclassifiedas207(k)personnelundertheFLSAarecoveredbythisentire
policyinallareasasdefinedwiththeonlyexceptionbeingintheworkperiodandthe
numberofhoursworkedtodetermineovertimework.
FLSA207(k)Employees:AsdefinedbytheFairLaborStandardsActincludeall sworn
lawenforcementemployeeswhoare:
(1) uniformedorplainclothesmembersofabodyofofficersandsubordinates
(2) empoweredbystatuteorlocalordinancetoenforcelawsdesignedtomaintain
publicpeaceandorder,protectlifeandpropertyfromaccidentorwillfulinjury,
andtopreventanddetectcrimes
(3) havethepowertoarrestand
(4) haveparticipatedinaspecialcourseofinstructionorstudy(orwillundergoonthe
jobtraining)whichtypicallyincludes:selfdefense,physicaltraining,firearm
proficiency,criminalandcivillawprinciples,investigativeandlawenforcement
techniques,communityrelations,medicalaid,andethics.
(5) Employeeswhomeetthesetestsareconsideredtobeengagedinlawenforcement
activitiesregardlessoftheirrank,orof statusas"temporary",or"regular,"and
regardlessofassignmenttodutiesincidentaltoperformanceoftheirlaw
enforcementactivitiessuchasequipmentmaintenance,lecturing,orsupport
activities.Theterm"lawenforcementactivities"alsoincludesbyexpress
reference,"securitypersonnelincorrectionalinstitutions"suchasthecountyjail.
WorkPeriod:Thestandardworkperiodweekshallconsistof40hoursperweek.The
workweekshallbe7consecutivedaysbeginningat12:01A.M.Sundaythrough12:00
P.M.Saturday.
a)
207(k)Employees:Allsworn207(k)employeesarescheduledorexpectedto
worka7or28day,43or171hourworkperiod.Iftotalhoursworkedina28
dayworkperiodexceed171hours,thefirst11hoursworkedbetween160and
171hourswillbecompensatedatstraighttime.Thehoursworkedover171will
becompensatedincompensabletimeearnedattherateoftimeandonehalfas
definedinthePuebloCountyPersonnelPolicies.Thesameprovisionappliesfor
thoseemployeesworkinga7day 43hourworkweek.
HoursWorked:Todeterminethehoursactuallyworkedbytheemployee,thetime
consideredas"worked"willincludeholidaysasdefinedinthePuebloCountyPersonnel
Policy.Forpurposesofovertimeworked,theCountydoesnotconsiderannualleave,
sickleave,orcompensatorytimetaken,oranyunauthorizedleaveashoursworked.
HoursoftheCourthouse: ThehoursoftheCourthousearedeclaredtobe8:00A.M.to
5:00P.M.dailywiththeexceptionofSaturdays,SundaysandHolidays,orsuchother
timesasdeclaredbytheBoardofCountyCommissioners.Employeesschedules
generallywillbesettocoverhourstheCourthouseisopen.Each
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employeesschedulewillbesetbytheappropriateElectedOfficialorDepartment
DirectorandmaybechangedfromtimetotimeaccordingtotheneedsoftheCounty.
Flextimeschedulingmaybeavailableinsomecasestoallowemployeestovarytheir
startingandendingtimeseachdaywithinestablishedlimits.Employeesshouldconsult
withtheirElectedOfficialorDepartmentDirectorforapproval.
Whenoperatingrequirementsorotherneedscannotbemetduringregularworkinghours,
employeesmaybescheduledtoworkovertimehours.Whenpossible,advance
notificationofthesemandatoryassignmentswillbeprovided.Allovertimeworkmust
receivethesupervisor'spriorauthorization.
Anyovertimeorcompensatorytimeearnedmustbeinaccordancewithfederalandstate
wageandhourrestrictions.Overtimeorcompensatorytimeearnedisbasedonactual
hoursworked.Timeoffonsickleave,vacationleave,oranyleaveofabsencewillnotbe
consideredhoursworkedforpurposesofperformingovertimecalculations.
Employeeswhoworkovertimewithoutreceivingpriorauthorizationfromthesupervisor
maybesubjecttodisciplinaryaction,uptoandincludingterminationofemployment.
CompensatoryTime:RegularfulltimeandRegularparttimeemployeescoveredbythe
FairLaborStandardsActareallowedtoaccumulatecompensatorytimeatarateof11/2
timestheemployee'sregularhourspursuanttoandlimitedbythispolicy.Compensatory
timeisthattimegiveninlieuofpaymentincashforovertimeworked.
OvertimeWork:Allhoursactuallyworkedaspreviouslydefinedbyacoveredemployee
inexcessoftheforty(40)hourperiodshallbeconsideredovertime.Overtimeworkfor
207(k)employeesareallhoursactuallyworkedaspreviouslydefinedinexcessof171
hoursina28consecutivedayworkperiod.
RequirementforApproval:TheCountyhastherighttorequirereasonableovertime
workfromallemployeesintheeventofanemergency.Allovertime,regardlessofthe
mannersofpayment(cashat11/2timesorcompensatorytimeat11/2times)mustbe
approvedinadvancebytheDepartmentDirector,orElectedOfficial,orappointed
designee.TheBoardofCountyCommissionersrequiresthesupervisor'ssignatureof
approvalforeachovertimeshiftworkedonthedailytimekeepingform.
HowPaid/WhenPaid:
1.
NonexemptEmployees: NonexemptemployeescoveredundertheFairLabor
StandardsActshallbepaidinovertimepayorcompensatorytimeoffasshallbe
determinedbytheElectedOfficialorDepartmentDirector,subjecttothelimitsset
forthinthispolicy.
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2.
ExemptEmployees: Exemptemployeesarenotentitledtoovertimepayor
compensatorytimeearnedfortimeworked.Exemptemployeesmayrequestand
receivepersonaltimeoffatthesolediscretionoftheElectedOfficialand/orthe
DepartmentDirectorwithinthelimitationsoftheDepartmentsneedsandthese
policies.
3.
WhenPaid:Nonexemptemployeesshallbepaidincashfortheamountof
compensatorytimeearnedifthetimeisnottakenwithinthequarterfollowingthe
dateearned,atthecurrentsalaryortheaverageofthelastthreeyearswhicheveris
higher,onafirstinfirstoutbasis.Thenonexemptemployeeshallalsobepaidin
accordancewiththispolicyuponseparationandafterthemaximumbankinghours
havebeenreachedbytheemployee.
Ifanonexemptemployeeistransferredtoanexemptpositiontheemployeemustbepaid
incashforanyremainingbalanceofcompensatorytimeearnedwhileanonexempt
employee.
ElectedOfficialsandDepartmentDirectorswillallowtheemployeetoscheduleandtake
compensatorytimeoffbytheendofthequarterfollowingaccrualattheemployees
discretionunlessthetakingoftimeoffwouldcauseahardshiptothedepartment.The
paymentofsaidcompensatorytimeshouldbestrictlylimitedandshouldbeconsideredas
afactorintheirrespectivebudgets.
ChoiceofOvertimePayorCompensatoryTime:
1.
TheCountyhastheoptionwithinthelimitsofthispolicyanditsbudget,to
determinethemannerofpaymentforovertimeworked.
2.
Earnedcompensatorytimeshallbeutilizedbeforevacationleaveisused,unlessthe
employeewillreachhis/hermaximumvacationaccrualallowed.Thedepartment
mayneedtousediscretionindeterminingtheuseofvacationleavebeforeusing
compensatorytime.Thedepartmentshallmakeevery efforttoscheduletimeofffor
employeeswithearnedcompensatorytime.
DailyTimeKeepingRecords:
TheBoardofCountyCommissionersshallprovideaformfordailytimekeepingor
departmentsmayuseastandardtimeclockfortimekeepingpurposesforallnonexempt
employees.ExemptemployeesmustcompletearecordasdeterminedbytheElected
OfficialorBoardofCountyCommissionersandinaccordancewiththeFLSAprovision
forexemptemployees.Allexceptionsfortimekeepingformsmustbepreauthorizedby
theBoardofCountyCommissioners.
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ReservationofRights:
TheCountyretainsallotherrightstocontrolovertimeandcompensatorytimenot
otherwisesetforthinthispolicyinaccordancewithapplicablelaw.
Penalty:
Employeesshallreporttoworkatthescheduledtimeinatimelyfashionandshallnot
workovertimeunlessproperlyauthorizedtodosobytheappropriateperson.Any
employeewhoviolatesthispolicyshallbesubjecttoCountydisciplinaryproceedings,
includingbutnotlimitedtoterminationofemployment.
IFYOUBELIEVEATANYTIMETHATYOURPAYANDOVERTIMEARENOT
BEINGCORRECTLYACCOUNTEDFOR,YOUMUSTCONTACTHUMAN
RESOURCESIMMEDIATELY.
PARKING
TheCountydoesnotprovidereservedparkingforitsemployees.TheCountydoesown
severallotsandoffstreetparkinglocationsandparkingisavailableonafirstcome,first
servedbasis.ThePublicWorksDirectorhastheauthoritytoassignandlimitparking
withinthePublicWorkscompoundtofacilitatesafety,easytrafficflowandtoassure
efficientandeffectiveuseoftheavailablespace.
OneCountyparkinglot,theareasouthoftheJusticePlaza,isonethatrequiresan
identificationstickerforparking.Thesestickers(oneperemployee)canbeobtained
from thePurchasingDepartment.
TheCountyisnotresponsibleforfire,theft,orpersonalliabilityfortheemployee's
vehiclesortheircontents.
PERSONALAPPEARANCE
Dress,grooming,andpersonalcleanlinessstandardscontributetothemoraleofall
employeesandaffectthebusinessimagePuebloCountypresentstothepublic.
Duringbusinesshours,employeesareexpectedtopresentacleanandneatappearance
andtodressaccordingtotherequirementsoftheirpositions.Employeeswhoappearfor
workinappropriatelydressedwillbesenthomeanddirectedtoreturntoworkinproper
attire.Undersuchcircumstances,employeeswillnotbecompensatedforthetimeaway
fromwork.
UniformsarenotsuppliedbytheCountyexceptforspecificjobswithintheCounty.
TheregenerallyisnoCountyuniform.Countyemployeesshallpresentawellgroomed,
tastefulappearancedependingupontheirrelativejobtitles.TheSheriff's
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Officedoesrequireuniforms.UniformallowancesandrequirementsfortheSheriff's
officeareincludedinpersonnelpoliciesapplicabletothatoffice.
Consultyoursupervisorifyouhavequestionsastowhatconstitutesappropriateattire.
Employeesareexpectedtokeeptheirworksitesinaneat,safeandorderlyfashion.
POLITICALACTIVITIES
TheBoardofCountyCommissionersencouragesCountyemployeesinmattersof
responsiblecitizenshipanddoesnotbytheseprovisionsintendtointerferewiththe
conductofCountyemployeesengagedinpoliticalactivity,solongassaidactivitiesare
confinedtohourswhentheemployeeisnotondutyandfurtherprovidedthatsaid
activitiesnotimpairtheemployee'sefficiencyattheirparticularjobintheCounty
government.
EmployeesarenottocampaignintheirofficialCountyuniform,orwhileonduty.
Employeeswhoseprincipalemploymentisinconnectionwithfederalfinancedactivities
aresubjecttothefollowingfederalrequirementsasaconditionofsuchemployment.
1.
Nonexemptemployeesmaynotusetheirofficialauthorityorinfluenceforthe
purposesofinterferingwithoraffectingtheresultsofelectionsornominationsfor
office.
2.
Inaddition,theymaynotcoerce,attempttocoerce,command,oradviseothernon
exemptemployeestopay,lendorcontributeanythingofvaluetoa party,
committee,organization,agency,orpersonforpoliticalpurposes.
Politicalbeliefs,activitiesandaffiliationsshallbetheprivateconcernoftheindividual
employeesofthisCounty.Noemployeeorapplicantshallberequiredtodivulgehis/her
politicalaffiliation,beliefsorphilosophyasaconditionofpresent,continuedorfuture
employmentwithhis/herdepartment.NoemployeeoftheCountyshalldirectlyor
indirectlycoerceorcommandanyotheremployeetopay,lendorcontributesalary,
compensation,serviceoranythingelseofvaluetoanypoliticalparty,group,
organization,orcandidate.
NoCountyofficialoremployeeshallattempttomakeanyofficial'soremployee's
personnelstatusdependentupontheemployee'sorofficial'ssupportorlackofsupportfor
anypoliticalparty,activityorcandidate.
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AnyCountyemployeemaybeacandidateforapartisanpoliticalofficeprovidedthatthe
involvementdoesnotinterferewithhisorherjob.Ifinvolvementisnecessaryduring
normal workinghours,theindividualshalltakevacationleaveorifapprovedpursuantto
policy,leavewithoutpay.Employeeswhosesalarycomesinpartorinwholefrom
federalgovernmentsourcesaresubjecttotheHatchActanditsrevisions.
Employeesshouldimmediatelyreportanyperceivedviolationofthisprovisiontothe
HumanResourcesDirector.
POLITICALCONTRIBUTIONSANDSUPPORT
Noemployeeshallbecausedtopayanycontributionstoanypoliticalmatterwhatsoever.
Employeesshallnotberequiredtoworkfor,ortoparticipatein,thesupportofany
politicalcandidateduringtheirondutyoroffdutyhours.
EmployeesshouldimmediatelyreportanyviolationofthisprovisiontotheHuman
ResourcesDirector.
PROBLEMRESOLUTION
PuebloCountyiscommittedtoprovidingthebestpossibleworkingconditionsforits
employees.Partofthiscommitmentisencouraginganopenandfrankatmospherein
whichanyproblem,complaint,suggestion,orquestionreceivesatimelyresponsefrom
PuebloCountysupervisorsandmanagement.
PuebloCountystrivestoensurefairandhonesttreatmentofallemployees.Elected
Officials,DepartmentDirectors,supervisors,andemployeesareexpectedtotreateach
otherwithmutualrespect.Employeesareencouragedtoofferpositiveandconstructive
criticism.
Ifemployeesdisagreewithestablishedrulesofconduct,policies,orpractices,theycan
expresstheirconcernthroughtheproblemresolutionprocedure.Noemployeewillbe
penalized,formallyorinformally,forvoicingacomplaintwithPuebloCountyina
reasonable,businesslikemanner,orforusingtheproblemresolutionprocedure.
Ifasituationoccurswhenemployeesbelievethataconditionofemploymentora
decisionaffectingthemisunjustorinequitable,theyareencouragedtomakeuseofthe
followingsteps.Theemployeemaydiscontinuetheprocedureatanystep.
1.
Employeepresentsproblemtoimmediatesupervisorwithin30calendardaysafter
incidentoccurs.Ifsupervisorisunavailableoremployeebelievesitwould
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beinappropriatetocontactthatperson,employeemaypresentproblemtoHuman
ResourcesDirector.
2.
Thesupervisorordesignatedalternatemustrespondtoproblemduringdiscussionor
within30calendardays,afterconsultingwithappropriatemanagement,when
necessary.Supervisordocumentsdiscussion.
3.
TheemployeeshallpresenttheproblemtotheHumanResourcesDirectorwithin30
calendardays,ifnotpreviouslydone.HumanResourcesDirectorcounselsand
advisesemployee,assistsinputtingprobleminwriting,visitswithemployee's
supervisor,ifnecessary,anddirectsemployeetotheElectedOfficialforreviewof
problem.
4.
EmployeepresentsproblemtoElectedOfficialinwriting.
5.
TheElectedOfficialreviewsandconsidersproblem. TheElectedOfficialinforms
employeeofdecisionwithin30calendardays,andforwardscopyofwritten
responsetoHumanResourcesDirectorforemployee'sfile.TheElectedOfficialhas
fullauthoritytomakeanyadjustmentdeemedappropriatetoresolvetheproblem.
TheElectedOfficialsdecisionwillbefinal.
Noteveryproblemcanberesolvedtoeveryone'stotalsatisfaction,butonlythrough
understandinganddiscussionofmutualproblemscanemployeesandmanagement
developconfidenceineachother.Thisconfidenceisimportanttotheoperationofan
efficientandharmoniousworkenvironment.Pendingcomplaintsunderthisproceduredo
notaffecttheCountysrighttoterminateanemployeesemployment.
PUBLICRELATIONS
Eachemployeeshallbecourteous,impartial,andconsiderateindealingwiththepublic,
bearinginmindthatoneactsasarepresentativeoftheCounty.
RESTANDMEALPERIODS
Eachfulltimeworkday,nonexemptemployeesareprovidedwithtworestperiodsof15
minutesinlength orone15minuterestperiodforascheduledparttimeworkday.Tothe
extentpossible,restperiodswillbeprovidedinthemiddleofworkperiods.Sincethis
timeiscountedandpaidastimeworked,employeesmustnotbeabsentfromtheirwork
stationsbeyondtheallottedrestperiodtime.TheCountyreservestherighttoassignsaid
breakssoastoproperlycontinueservingthepublic.Theemployeewhoworksoverthe
normalshiftshallalsobeentitledtosuchadditionalbreaksastheadditionalhoursrequire
inaccordancewiththeaboverulesofonebreakperfourhoursworked.Restperiods
shallbeutilizedasdefinedherein,andARENOTTOBEADDEDTOTHELUNCH
PERIOD,ORTAKENATTHEBEGINNINGORENDOFTHESCHEDULEDWORK
DAY.
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Allfulltimeemployeesareprovidedwithonemealperiodeachworkday.Supervisors
willschedulemealperiodstoaccommodateoperatingrequirements.Employeeswillbe
relievedofallactiveresponsibilitiesandrestrictionsduringmealperiodsandwillnotbe
compensatedforthattime.Wheneverpossible,thelunchperiodshallbescheduledinthe
middleoftheworkshiftandshallbesixty(60)minutesinlength.Additionallunch
periodsof1/2hourmayalsobegiventoemployeeswhoworkatleast4hoursovertime
inoneday.TheElectedOfficialathis/herdiscretionmayopttoscheduleemployeesfor
a1/2hourlunchperiod.
RETURNOFPROPERTY
Employeesareresponsibleforallproperty,materials,orwritteninformationissuedto
themorintheirpossessionorcontrol.EmployeesmustreturnallPuebloCountyproperty
immediatelyuponrequestoruponterminationofemployment.Wherepermittedby
applicablelaws,PuebloCountymaywithholdfromtheemployee'scheckorfinal
paycheckthecostofanyitemsthatarenotreturnedwhenrequired.PuebloCountymay
alsotakeallactiondeemedappropriatetorecoverorprotectitsproperty.
SAFETY(LOSSPREVENTION)
Toassistinprovidingasafeandhealthfulworkenvironmentforemployeesandthe
public,PuebloCountyhasestablishedasafetyandlosspreventionprogram.
Eachemployeeisexpectedtoobeysafetyrulesandtoexercisecautioninallwork
activities.Employeesmustimmediatelyreportanyunsafeconditiontotheappropriate
supervisor.Employeeswhoviolatesafetystandards,whocausehazardousordangerous
situations,orwhofailtoreportor,whereappropriate,remedysuchsituations,maybe
subjecttodisciplinaryaction,uptoandincludingterminationofemployment.
Employeesarerequiredtonotifytheirsupervisorinwritingwithinfourdaysofany
incidentbycompletingtherequiredreportsforanonthejobinjury.
Allautomobileaccidentsshallbereportedimmediatelytotheemployee'ssupervisor.
ThesupervisorshouldcontacttheCountyAttorney'sOfficeforimmediateadvice
regardingtheaccident.
Allemployeeswhoreceivecitationsformovingorparkingviolationswillberesponsible
forpaymentofthefineandcourtcosts.IfaCourtappearanceisnecessary,theemployee
musthandlethesituation onhisorherowntime.Theamountoftimetheemployeeis
awayfromhisorherworkwillbeunpaidunlesstheemployeehaspaidleavebenefits
availableandchoosestousesuchleave.
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SECURITYINSPECTIONS
PuebloCountywishestomaintainaworkenvironmentthatisfreeofillegaldrugs,
alcohol,firearms,explosives,orotherimpropermaterials.Tothisend,PuebloCounty
prohibitsthepossession,transfer,sale,oruseofsuchmaterialsonitspremises.Pueblo
Countyrequiresthecooperationofallemployeesinadministeringthispolicy.
Vehicles,desks,lockers,andotherstoragedevicesmaybeprovidedfortheconvenience
ofemployeesbutremainthesolepropertyofPuebloCounty.Accordingly,they,aswell
asanyarticlesfoundwithinthem,canbeinspectedbyanyagentorrepresentativeof
PuebloCountyatanytime,eitherwithorwithoutpriornotice.
PuebloCountylikewisewishestodiscouragetheftorunauthorizedpossessionofthe
propertyofemployees,PuebloCounty,visitors,andcustomers.Tofacilitate
enforcementofthispolicy,PuebloCountyoritsrepresentativemayinspectnotonly
desksandlockersbutalsopersonsenteringand/orleavingthepremisesandanypackages
orotherbelongings.Anyemployeewhowishestoavoidinspectionofanyarticlesor
materialsshouldnotbringsuchitemsontoPuebloCounty'spremises.
SEXUALHARASSMENT
PuebloCountyiscommittedtoprovidingaworkenvironmentthatisfreeof
discriminationandharassment.Actions,words,jokes,orcommentsbasedonan
individual'ssex,race,ethnicity,age,religion,oranyotherlegallyprotectedcharacteristic
willnotbetolerated.Asanexample,sexualharassment(bothovertandsubtle)isaform
ofemployeemisconductthatisdemeaningtoanotherperson,underminestheintegrityof
theemploymentrelationship,andisstrictlyprohibited.
DEFINITIONOFSEXUALHARASSMENT
Unwelcomesexualadvances,requestsforsexualfavors,andotherverbalandphysical
conductofasexualnaturewhen:
1.
submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermor
conditionofanindividual'semployment
2.
submissiontoorrejectionofsuchconductbyanindividualisusedasthebasisof
employmentdecisionaffectingsuchindividualor
3.
suchconducthasthepurposeoreffectofunreasonablyinterferingwithan
individual'sworkperformanceorcreatinganintimidating,hostileoroffensive
workingenvironment.
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Anyemployeewhowantstoreportanincidentofsexualorotherharassmentshould
promptlyreportthemattertohisorhersupervisor.Ifthesupervisorisunavailableorthe
employeebelievesitwouldbeinappropriatetocontactthatperson,theemployeeshould
immediatelycontacttheHumanResourcesDirector.Employeescanraiseconcernsand
makereportswithoutfearofreprisal.
Anysupervisorormanagerwhobecomesawareofpossiblesexualharassmentshould
promptlyadvisetheHumanResourcesDirectorwhowillhandlethematterinatimely
andconfidentialmanner.
Anyoneengaginginsexualharassmentwillbesubjecttodisciplinaryaction,uptoand
includingterminationofemployment.
SOLICITATION
Inanefforttoassureaproductiveandharmoniousworkenvironment,personsnot
employedbyPuebloCountymaynotsolicitordistributeliteratureintheworkplaceat
anytimeforanypurpose.EmployeesmaywanttorefertotheConflictofInterestand
CodeofEthicssectionasoutlinedinthisManual.
PuebloCountyrecognizesthatemployeesmayhaveinterestsineventsandorganizations
outsidetheworkplace.However,employeesmaynotsolicitordistributeliterature
concerningtheseactivitiesduringworkingtime.(Workingtimedoesnotincludelunch
periods,workbreaks,oranyotherperiodsinwhichemployeesarenotondutyfor
purposesof thispolicy.)
Inaddition,thepostingofwrittensolicitationsoncompanybulletinboardsisrestricted.
Thesebulletinboardsdisplayimportantinformation,andemployeesshouldconsultthem
frequentlyfor:
Employeeannouncements
Organizationannouncements
InternalmemorandaPaydaynotice
JobopeningsFederal/StateLaborannouncements
Ifemployeeshaveamessageofinteresttotheworkplace,theymaysubmitittothe
BoardofCountyCommissionersforapproval.Allapprovedmessageswillbepostedby
theBoardofCountyCommissioners.
SMOKING/TOBACCOUSAGE
InkeepingwithPuebloCounty'sintenttoprovideasafeandhealthfulworkenvironment,
smoking/tobaccousageisprohibitedthroughouttheworkplace,toincludelobbies,
hallways,stairwells,elevators,restrooms,lounges,cafeteriasorsnackbars,conference
rooms,publicareas,andcountyownedvehicles.Smokingis
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permittedoutdoorsonCountypropertiesexceptatthePuebloCountyCourthousewhere
smokingispermittedonlyindesignatedareas.
Thispolicyappliesequallytoallemployeesandthepublic.PuebloCountyemployees
whoviolatethispolicywillbesubjecttodisciplinaryactionuptoandincluding
terminationofemployment.
USEOFPERSONALCOMPUTERS,ELECTRONICDEVICESORGEAR,
EQUIPMENTANDVEHICLES
PersonalComputers,electronicdevicesorgear,equipmentandvehiclesessentialin
accomplishingjobdutiesareexpensiveandmaybedifficulttoreplace.Whenusing
Countyproperty,employeesareexpectedtoexercisecare,performrequiredmaintenance,
andfollowalloperatinginstructions,safetystandards,andguidelines.AllPersonal
Computers,electronicdevicesorgear,equipment,toolsandvehiclesmustbecheckedout
orissuedinwrittenformtoemployeesbytheirsupervisorordesignatedpersonnel.
EmployeesshouldimmediatelynotifytheirsupervisoriftheirPersonalComputers,
electronicdevicesorgear,equipment,machines,tools,orvehiclesappeartobedamaged,
defective,orinneedofrepair.Promptreportingofdamages,defects,andtheneedfor
repairscouldpreventdeteriorationofequipmentandpossibleinjurytoemployeesor
others.Thesupervisorcanansweranyquestionsaboutanemployee'sresponsibilityfor
maintenanceandcareofPersonalComputers,electronicdevicesorgear,equipmentor
vehiclesusedonthejob.
Theimproper,careless,negligent,destructive,unauthorizedorunsafeuseoroperationof
PersonalComputers,electronicdevicesorgear,equipmentorvehicles,aswellas
excessiveoravoidabletrafficandparkingviolations,canresultindisciplinaryaction,up
toandincludingterminationofemployment. Theemployeemaybepersonallyliablefor
therepairsorreplacementofsaidequipmentandrepaymentmaybepayrolldeducted.
NoCountyemployeeshalluseCountypropertyfortheemployee'sprivateuseorthe
privateuseofanotherpersonorentity.
Any employeeleavingtheCountyserviceforanyreason,includingbutnotlimitedto
resignation,layoff,ortermination,mustreturnanyCountypropertyheorshemayhave
immediatelytotheappropriateCountyDepartment.
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ItistheresponsibilityofElectedOfficialsorDepartmentDirectors,ortheirdesignees,to
seethatallseparatingemployeeshavecheckedinallCountyproperty,suchas
identificationcards,badges,uniforms,keys,tools,manuals,timecards,etc.
NoalterationmaybemadetoanyequipmentorCountypropertywithoutwritten
permissionoftheBoardofCountyCommissioners.
Anemployeemayuseprivatetoolsorequipmentonhis/herjob,butshouldinformthe
ElectedOfficialorDepartmentDirectorofsuchuse.TheElectedOfficialorDepartment
Directorandemployeeshouldhaveawrittenunderstandingoragreementregardingsaid
use,anyreimbursement,replacement,etc.,regardingthetoolsorequipmentused.
USEOFTELEPHONE,CELLULARPHONES,PAGERS,MAIL,FACSIMILE
ANDELECTRONICMAILSYSTEMS
Toensureeffectivetelephonecommunications,employeesshouldalwaysusethe
approvedgreetingandspeakinacourteousandprofessionalmanner.Pleaseconfirm
informationreceivedfromthecallerandhanguponlyafterthecallerhasdoneso.
Intheeventofanemergencyorlifethreateningcall,employeesshouldimmediately
recordthetimeofthecall,attempttogatherinformationaldatafromthecaller,thenhang
upanddial911tonotifyemergencypersonneloftheemergencyorthreat.Employees
shouldthennotifytheresponsiblepartyaspreviouslyidentifiedinthePuebloCounty
EmergencyPolicyforBuildingEvacuations.Acopyofsaidplanmaybeobtainedfrom
theDirectorofEmergencyManagement.
Personalcallsmustbekepttoaminimum.Shouldaproblemarisewiththefrequency
andlengthofpersonalphonecalls,anemployeemaybesubjecttodisciplinaryactionup
toandincludingterminationofemployment.
Nopersonallongdistancetelephonecallsorfacsimilesshouldbemadefrom Pueblo
Countytelephonesorequipmentexceptinemergencysituations.Intheeventofan
emergencysituation,employeesmayberequiredtoreimbursePuebloCountyforany
chargesresultingfromtheirpersonaluse.
AllemployeesoftheSheriff'sOfficeandAttorneysandInvestigatorsintheDistrict
Attorney'sOfficemusthaveaworkingtelephoneintheirresidenceunlessrelievedofthis
responsibilitybytheSherifforDistrictAttorney.
TheuseofPuebloCountypaidpostageforpersonalcorrespondenceisnotpermitted.
Electronicmailandinformationcomputersystems,toincludeInternetaccess,arethe
propertyofPuebloCountyandareintendedforbusinesscommunications.Each
employeeisauthorizedtouseonlytheelectronicmailandinformationcomputer
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systemsundertheusernamethathasbeenassignedtothembytheCounty.Useofany
otherusernameorelectronicmailandinformationcomputersystemisstrictlyprohibited.
Electronicmailandinformationsystemsarenottobeusedinawaythatmaybe
disruptive,offensivetoothers,orharmfultoPuebloCounty,itsemployeesorcitizens.
Thereshallbenodisplayortransmissionofsexuallyexplicitimages,messages,or
cartoons,oranytransmissionoruseofemailcommunicationsthatcontainethnicslurs,
racialepithets,oranythingthatmaybeconstruedasharassmentordisparagementof
othersbasedontheirrace,nationalorigin,sex,sexualorientation,age,disability,or
religiousorpoliticalbeliefs.Ingeneral,employeesshouldusetheinformationsystems
forCountybusinessonly.Theemailsystemshouldnotbeusedtosolicitorproselytize
othersforcommercialventures,religiousorpoliticalcauses,outsideorganizationsor
othernonjobrelatedsolicitations.PuebloCountyallowslimitedpersonal
communicationstotheextentthatpersonaluseofemaildoesnotinterferewiththe
employeescarryingoutofassignedduties,andsubjecttoallpoliciesasoutlinedherein.
However,employeesshouldbeawareofthenonprivatenatureoftheiruseofthe
equipment.
Monitoringofemailcommunicationswillbeconductedonlytotheextentofabuseofe
mailpoliciesoutlinedherein,andpursuanttotheOpenRecordsAct(2472203,C.R.S.).
Correspondenceoftheemployeeintheformofelectronicmailmaybeapublicrecord
undertheOpenRecordsActandmaybesubjecttopublicinspectionunderSection24
72203,C.R.S.
CorrespondencethatissubjecttopublicinspectionundertheOpenRecordsActincludes
communicationssentviaemailandwhichmaybeconsideredapublicrecordas
definedintheOpenRecordsAct.Totheextentthatthecorrespondenceiseitherawork
product,notconnectedtotheexerciseoffunctionsrequiredbylaw,aconfidential
communicationfromaconstituent,orotherwiseprohibitedfromdisclosureunderthe
OpenRecordsActisconsideredexemptasapublicrecord.Formoreinformationon
recordssubjecttotheOpenRecordsActcontacttheCountyAttorneysOffice.
Archivingandretentionofemailissubjecttotheusersdiscretionofneedforfuture
accessandasdefinedunderpublicrecordasarequireddocumentforretention.
Employeesmayprintemaildocumentsforofficialrecord,orsavetoadiskfilefor
retrieval.Eachdepartmentmustfollowstateretentionguidelinesforcompliancewith
staterequirementsforarchivingandretention.
PuebloCountyemployeeswhoviolateanypartofthispolicyforuseoftelephone,
cellularphone,pagers,mail,facsimileandelectronicmailsystemsmaybesubjectto
disciplinaryactionuptoandincludingterminationofemployment.
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VISITORSINTHEWORKPLACE
ToprovideforthesafetyandsecurityofemployeesandthefacilitiesatPuebloCounty,
onlyauthorizedvisitorsareallowedintheworkplace. Restrictingunauthorizedvisitors
helpsmaintainsafetystandards,protectsagainsttheft,ensuressecurityofequipment,
protectsconfidentialinformation,safeguardsemployeewelfare,andavoidspotential
distractionsanddisturbances.
AllvisitorsshouldenterPuebloCountyatthereceptionarea.Authorizedvisitorsmay
receivedirectionsorbeescortedtotheirdestination.Employeesareresponsibleforthe
conductandsafetyoftheirvisitors.
IfanunauthorizedindividualisobservedonPuebloCounty'spremises,employeesshould
immediatelynotifytheirsupervisoror,ifnecessary,directtheindividualtothereception
area.
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CHAPTER8
TRAVELPOLICY
COUNTYTRAVELEXPENSES
PuebloCountywillreimburseemployeesforreasonablebusinesstravelexpenses
incurredwhileonassignmentsawayfromthenormalworklocation.Allbusinesstravel
greaterthan1dayindurationmustbeapprovedbytheElectedOfficialorDepartment
DirectorandreportedinadvancetotheOfficeofBudget.TheOfficeofBudgetis
responsibleforinformingtheBoardofCountyCommissionersofalltravelplansforall
countyemployees.Travel,whichdoesnotentailanovernightstayneedstobeapproved
bytheElectedOfficialorDepartmentDirector.
Employees,whosetravelplanshavebeenapproved,areresponsibleformakingtheirown
travelarrangementsand/orifthedepartmenthasadesignatedpersonwhoisresponsible
forhandlingtravelarrangements,theemployeeshallcoordinatethetravelplanswiththe
designatedperson.Ifemployeesfrommorethanonedepartmentaretravelingtogether
itishighlyrecommendedthatonepersonbedesignatedtohandletravelarrangementsfor
allemployees.
Whentravelhasbeenapproved,thecostsoftravel,meals,lodging,andotherexpenses
directlyrelatedtoaccomplishingbusinesstravelwillbeissuedpriortothetraveldateor
reimburseduponreturnbyPuebloCounty.Thestandardfederalperdiemrateformeals
andincidentalcostsassociatedwithapprovedbusinesstravel,asestablishedbythe
InternalRevenueService,willbetheschedulefollowedforreimbursableexpenses.The
StateofColoradoratesforautomobiletravelwillbefollowedformileage
reimbursement.
Employeeswhoareinvolvedinanaccidentwhiletravelingon businessmustpromptly
reporttheincidenttotheirimmediatesupervisor.Vehiclesowned,leased,orrentedby
PuebloCountymaynotbeusedforpersonalusewithoutpriorapproval.
Withpriorapproval,afamilymemberorfriendmayaccompanyemployeesonbusiness
travel,whenthepresenceofacompanionwillnotinterferewithsuccessfulcompletionof
businessobjectives.Generally,employeesarealsopermittedtocombinepersonaltravel
withbusinesstravel,aslongastimeawayfromworkisapproved. Additionalexpenses
arisingfromsuchnonbusinesstravelaretheresponsibilityoftheemployee.
Abuseofthisbusinesstravelexpensepolicy,includingfalsifyingexpensereportsto
reflectcostsnotincurredbytheemployee,canbegroundsfordisciplinaryaction,upto
andincludingterminationofemployment.
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ApprovalforTravel
TheappropriateElectedOfficialorDepartmentDirectormustgivepriorapprovalforall
travelchargedtotheCounty.CountybusinesstravelincludesalltraveloutsideofPueblo
County.Normally,travelisincurredtoattendaregionalmeetingorfortraining,
conferences,orworkshops.
ReimbursementforoutofpocketexpensestoCountyemployeesformeetingsandrelated
expensesthatareincurredwithintheCountyof Pueblomusthavepriorapprovalofthe
appropriateElectedOfficialorDepartmentDirector.ACountyexpenseformmustbe
completedandsubmittedtotheOfficeofBudgetwithallreceiptsovertendollars
($10.00).
1. AuthorityToTravelAtCountyExpense:
Countyofficersandemployeesmaytravelandbereimbursedforallexpensesrelated
theretowhensuchtravelisoutofCounty,budgetedandaccomplishedinanofficial
capacityasofficialbusinessfortheCountyandhasapprovaloftheElectedOfficialor
DepartmentDirector.
2. ApprovalofTravelRequests:
TravelnoticesaretobesubmittedtotheOfficeofBudgetprior tothetraveloccurring.
ThenoticemustbesubmittedonthePuebloCountyTravelform,completingthe
InstructionandNotificationsheetinitsentirety.
3. AdvanceTravelPayment:
Ifadvancetravelcosts(registration,perdiem,etc.)arerequested,acompletedvoucher
alongwithmeeting/traininginformationmustbesubmittedtotheOfficeofBudgetprior
totheaccountspayabledeadlineprecedingtheproposedtraveldate.
4. ReimbursementofTravelCosts:
Ifreimbursementofactualtravelexpensesisbeingrequested,anexpensereportand
vouchermustbecompletedinfullalongwithoriginalreceiptsforallreimbursement
requestsovertendollars($10.00).
5. PerDieminLieuofActualExpense:
Perdiemsubsistence,basedontheamountsestablishedunderthestandardfederalrateby
theInternalRevenueService,maybeobtainedinadvanceforeachdayoftraveloutside
ofPuebloCountyinlieuofitemizationanddocumentationofactualexpensesforall
travelentailinganovernightstay.Shouldtravelcostexceedthe
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authorizedamountperdayofadvancedperdiemreceivedandadditionalreimbursement
isrequested,anitemizationofallcostsneedstobekeptandsubmittedalongwithreceipts
forallexpensestherebysubstantiatingneedforadditionalreimbursement.Receiptsfor
individualexpensesundertendollars($10.00)areencouraged,butnotrequired.
Fortraveloflessthanoneday,itissuggestedthatactualexpensesbereimbursedrather
thanobtainingaperdiemadvanceforamealortwo.Ifaperdiemisrequired,thenit
willbemadeaccordingtothefollowingschedule,thepercentagebeingappliedtoward
thestandardfederalrateassetbytheInternalRevenueService:
Breakfast 25%Lunch 30%Dinner45%
6. Transportation:
Themostcosteffectiveandexpedientmodeoftransportationistobeusedbycounty
officialsandemployeeswhentravelingonofficialcountybusiness.Theseare:
A.
CommercialTransportation,OutofState:
Countyemployeestravelingoncountybusinessoutofstateshouldusethe
mostcosteffectiveandexpedientmodeoftransportation.Firstclass
serviceisnotreimbursable.Reservationsthroughtravelagenciesorairlines
foroutofstatetravelshallbemadeinadvancetoallowforutilizationof
themostcosteffectivefaresavailable.
B.
PrivateorCountyOwnedVehicles:
ReservationsforoutofCountyuseofaCountypoolvehicle,for
departmentsthatdonothaveassignedvehicles,mustbemadewiththeFleet
ManagementDepartmentatleastfive(5)dayspriortodeparture.Ifa
Countypoolvehicleisnotavailable,theFleetManagementDepartment
willprovidewrittennotificationindicatingtheunavailabilityofavehicle.
ReimbursementwillbemadetotheemployeebasedontheStateof
Coloradosmileagereimbursementrate.Mileagereimbursementisonly
compensatedwhenacountyvehicleisnotavailablefortheapprovedtravel.
Countyfleetvehicleswillonlybeassignedtocountyemployeestraveling
forcountypurposes.
C.
CountyOwnedVehiclesAssignedtoCountyEmployees:
WhenaCountyemployeeisassignedandrequiredtodriveaCountyowned
vehicletoandfromwork,saidvehiclecannotbeusedfor
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personaluseexceptforcommutingpurposes.Suchassignmentanduseare
subjecttoapplicablerulesandregulationsoftheInternalRevenueService.
D.
GroundTransportation:
Countyofficersandemployeesmayutilizerentalvehicleswhenuseis
necessaryaspartofthemodeoftransportationtoreachtheplanned
destination(s)includedinthetravelitineraryandnoothersatisfactorymeans
ofcommercialorpublictransportationisavailable.
7. CountyCreditCard GasandOil:
CountycreditcardswillbeissuedtoeachpoolvehiclethathasanoutofCounty
destination.Thecreditcardwillbeusedforpurchaseofgasolineoroilifneededduring
theauthorizedtravel.Theoriginal receiptforchargesmustbeturnedinwiththevehicle.
Useofsaidcreditcardforprivatelyownedvehiclesisexpresslyprohibited.
Reimbursementonprivatelyownedvehicleswillbemadebasedonmileage.
8. CountyCreditCard GeneralExpense:
Countycreditcardsforpurchasesoflodging,meals,transportationandothertravel
relateditemsmaybeusedbyElectedOfficials,DepartmentDirectorsandemployeesin
anofficialcapacitywhenapprovedinadvance.Whenexpensesarechargedtothecounty
creditcard,theemployeeshallprovide,totheOfficeofBudget,theoriginalreceiptand
informationdescribingthedestinationandpurposeofthetravelexpenses.Allreceipts
andinformationrequiredshallbeturnedintotheOfficeofBudgetnolaterthanfivedays
followingreturnfromoutofcountytravelorfollowinganyotheruseofthecreditcard.
Useofthecreditcardforpurchaseofequipment,suppliesormaterialsnormallyobtained
throughtheCountypurchasingprocessisnormallyprohibited.Ifsuchapurchaseis
necessary,youwillbeaskedtodocumentwhytheseitemswerenotprocuredthroughthe
purchasingprocess.PurchaseofalcoholicbeveragebyCountycreditcardisexpressly
prohibited.
9. ResponsibilityforCompliance:
ItshallbetheresponsibilityoftheElectedOfficialandDepartmentDirectortoinsurethat
officersandemployeesunderhis/herjurisdictionshallcomplywiththeprovisionsofthe
PuebloCountyTravelPolicyandthatmoniesrequiredtopayexpensesrelatedtheretoare
availablewithintheindividualbudgetsoftheofficesanddepartmentsconcerned.
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Ifthereisanyquestionastotheappropriatenessofthetravelorifunusualtravel
expensesarerequired,thentheOfficeofBudgetshouldbeconsultedbeforeexpensesare
incurred.
10. ConflictwithColoradoStatutes
IfColoradoStatutesregardingtravelofCountyemployeesconflictwithanyportionof
thispolicy,thestatutewillrule.
11. AmendmentofPuebloCountyTravelPolicy
AmendmentofthistravelpolicyshallbebyresolutionoftheBoardofCounty
Commissioners.
12. PriorResolutionRescinded:
ResolutionNumber85205,datedOctober31,1985,andResolutionNumber9427are
herebyrescinded.
TRAVELFOROTHERPURPOSES
GeneralPolicy
PuebloCountyencouragesitsElectedOfficialsanddepartmentorothermanagement
levelemployeestoparticipateinstateandnationalorganizationsthatdirectlybenefit
PuebloCounty.IncaseswherePuebloCountyemployeesbecomeofficersordirectorsof
stateornationalorganizationsandtravelisrequiredinconnectionwiththoseduties,
supportforthattravelintheformofadministrativeleaveand/ortheexpensesincidentto
travelwillbeallowedonlywhensuchmembershipprovestobeadirectbenefittothe
County.
Acceptanceofanofficeoracommitteeassignmentinastateornationalorganizationthat
willrequiretheuseofcountytimeorresourcesshallbeapprovedbytheappropriate
ElectedOfficialorDepartmentDirector.
TravelAuthorization
Reviewofproposedtravelwillbemadethroughthebudgetprocessandthrough
individualconsiderationoftravelrequestsbytheBoardofCountyCommissioners.
TravelnotapprovedbytheBoardofCountyCommissionerswillbeatthepersonal
expenseoftherequestingindividual. Hometoworktraveltimeisnotcompensableas
hoursworked.
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CHAPTER9
SEPARATIONOFEMPLOYMENT
Separationfromemploymentisaninevitablepartofpersonnelactivitywithinany
organization,andmanyofthereasonsforseparationareroutine.Belowareexamplesof
someofthemostcommoncircumstancesunderwhichemploymentisseparated:
RESIGNATION voluntaryemploymentseparationinitiatedbyanemployee.
TERMINATION involuntaryemploymentterminationinitiatedbytheorganization.
LAYOFF involuntaryemploymentseparationinitiatedbytheorganizationfornon
disciplinaryreasons.
RETIREMENT voluntaryemploymentseparationinitiatedbytheemployeemeeting
age,lengthofservice,andanyothercriteriaforretirementfromtheorganization.
PuebloCountywillgenerallyscheduleexitinterviewsatthetimeofemployment
separation.Theexitinterviewwillaffordanopportunitytodiscusssuchissuesas
employeebenefits,conversionprivileges,repaymentofoutstandingdebtstoPueblo
County,orreturnofPuebloCountyownedproperty.Suggestions,complaints,and
questionscanalsobevoiced.
Employeebenefitswillbeaffectedbyemploymentseparationinthefollowingmanner.
Allaccrued,vestedbenefitsthataredueandpayableatseparationwillbepaidonthe
nextscheduledpayday.Somebenefitsmaybecontinuedattheemployee'sexpenseifthe
employeesochooses.Theemployeewillbenotifiedinwritingofthebenefitsthatmay
becontinuedandoftheterms,conditions,andlimitationsofsuchcontinuance.
RESIGNATION
Resignationisavoluntaryactinitiatedbytheemployeetoseparateemploymentwith
PuebloCounty.Althoughadvancenoticeisnotrequired,PuebloCountyrequestsatleast
twoweeksortenworkingdayswrittenresignationnoticefromallemployeespriortothe
effectivedateofresignation.
Theseparatingemployeeshallreceiveafinalwarrantforalluncompensatedtime
worked,unusedvacation,andunusedsickleaveinaccordancewithcurrentpayroll
procedures.
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TheHumanResourcesDepartmentwilladvisetheresigningemployeeofhis/herrights
regardingthecontinuationofhealthbenefitsintheCountygrouphealthplan.
ResigningemployeeswhoaremembersofthePuebloCountyRetirementPlanshould
consulttheRetirementPlanAdministratortodeterminetheirrightregardingthereturnof
retirementcontributions,deferredbenefits,etc.
TERMINATION
ThesupervisingElectedOfficialorDepartmentDirector(withconcurrenceoftheBoard
ofCountyCommissioners)shallprepareaPersonnelActionFormimmediatelyuponthe
dismissalofanemployeeandforwardthisdocumenttotheHumanResources
Department.EmployeesshouldbeadvisedtocontacttheHumanResourcesDepartment
forthecompletionofanynecessary documents.
Terminatedemployeeswillnormallybeissuedawarrantfortheirfinalregularpayand
anyterminationbenefitsdueonthenextscheduledpayday,orassoonasapayrollcanbe
executedbytheBoardofCountyCommissioners.
TheBoardofCounty CommissionersandeachElectedOfficialshallallowtheemployee
therighttobeheardpriortotermination.TheElectedOfficialshallmakeafinaldecision
astodisciplinaryactionandemploymentstatus,andretainsfulldiscretiontoassess
disciplinaryaction,uptoandincludingterminationofemployment.TheBoardofCounty
CommissionersmaydelegatethisauthoritytotheappropriateDepartmentDirectoror
Supervisor.ApplicationofthispolicyissubjecttoSection3010506C.R.S.andother
applicablelaw.
RETIREMENT
ItistheintentionoftheCountyofPueblothroughtheCountyRetirementPlanandSocial
Securitytoprovideforcontinualpayofretireesinaccordancewiththeprovisionsofthe
Plan.
RetiringemployeesshouldadvisetheirElectedOfficialorDepartmentDirectorandthe
RetirementPlanAdministratoroftheirintenttoretireatleastthirty(30)daysaheadof
theirdesiredretirementdate.Retirementiseffectiveonlyonthefirstdayofacalendar
month.
CountyemployeesseparatingfromCountyemploymentforreasonsotherthanretirement
mayhavetheoptionofleavingretirementcontributionsintheretirementplanin
accordancewiththetermsofthePlan.
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LAYOFF REDUCTIONINFORCE(RIF)
Ifitbecomesnecessarytolayoff employeesduetolackoffunds,changeindepartment
status,reorganizationoranyotherreason,theappropriateElectedOfficialwillmake
recommendationsastothelayoff.Theanalysiswillincludethetypesofactivitiestobe
reduced,departmentalorganizationalchanges,specialtiesneeded,whichindividualsor
jobclassesofpersonnelaretobelaidoff,whenthelayoffshouldoccur,etc.Afterthe
analysistodecidewhichemployeeswillbelaidoffiscompleted,thefollowingwill
generallyapply:
1.
Temporaryhourlyemployeeswillbelaidofffirst.
2.
Amongemployeesnotintheabovegroup,theElectedOfficialhastheoptiontolay
offemployeesasdeemednecessaryandappropriate.However,inconductingthis
layoff,thefollowingitemsshouldbetakenintoaccountinthefollowingorder:
(i.e.performanceshallbeconsideredfirst,ifallemployeesoftheaffectedclassare
performingequally,thenspecialabilitiesareconsidered,etc.)
a. Performanceoftheemployee
b. Specialabilitiestheemployeemaypossess
c. TotaltimeemployedbytheCounty
Afullorparttimeregularemployeebeinglaidoffwillreceiveaten(10)daysnotice
priortotheactuallayoffdateunlessthelayoffisofatemporarynature(onemonthor
less)duetoacausethatcouldnotbeforeseen,orforbudgetreasons.
Shoulditbecomenecessarytolayoffemployeesduetolackoffunds,changein
departmentstatus,reorganizationoranyotherreason,theElectedOfficialshallmakethe
finaldecisionastotheprocedures,extentandconductofthelayoff.
RECALL
Afterareductioninforce(RIF layoff)theCountymaywishtorecallemployeesto
work.Inrecallingtheemployeepreviouslylaidoff,employeesforidenticaltasksinthe
samedepartmentunit,officeorsubdivision,regularemployeesshallberehiredininverse
orderoflayoff,thatis,thelastemployeelaidoffshallbethefirstemployeerehired.
RegularemployeesthathavebeenlaidofffromCountyservicewillbeeligibleforrehire
underthefollowingprovisions:
If,within60calendardaysfromthedateoflayoff,anopeningofthesame
classificationbecomesavailablewithinthesamedepartmentfromwhichthe
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personwaslaidoffandthepersonlaidoffisfullyqualifiedfortheopening,that
personshallberehiredtofilltheopening.Ifmorethanonepersonwaslaidoff,
therehireshallbeinreverseorderoflayoff.Ifallpersonswerelaidoffonthe
samedate,thecriteriaforlayoffshallbeusedasthecriteriaforrehire.An
employeebeingrehiredshallbenotifiedbycertifiedmailsenttotheemployee's
mostcurrentaddressaslistedintheHumanResourcesDepartment.The
employeewillbeallowedtendaysfromthedateofmailingtoreturntowork.If
theemployeedoesnotreturnwithinthattime,theemployeeshallloseallrecall
rightstothatjobcategoryand/orjobclassificationrefusedorrejected.
Iftheemployeeisrecalledwithin60calendardaysofthelayoff,theemployeeshall
regaintheanniversarydateheldatthetimeoflayoffforpurposesofvacation,sickleave
andotherCountybenefits.Ifnotrecalledwithin60calendardays,allrecallrightswill
terminate.
DEATHOFANEMPLOYEE
Intheeventofthedeathofanemployee,thefinalcheckshallbemadepayabletothe
employeeandmailedtotheplaceofresidenceordeliveredtonextofkin.
TheappropriateElectedOfficialorDepartmentDirectorwillprepareafinalPersonnel
ActionNoticeFormassoonaspossibleafternotificationofdeathofanemployee.The
HumanResourcesDepartmentwillbeprovidedwiththefollowinginformation:
Dateofdeath.
Whetherornotanaccidentwasinvolved.
Dateemployeelastworked.
Whetherornottheemployeewasonvacationleaveorsickleavestatusatthe
timeofthedeath.
TheHumanResourcesDepartmentwilladvisethebeneficiaryastoinsuranceprocedures
fordeathclaimsandalsoiftheemployeewascoveredbytheRetirementFund.
Proceduresforclaimingpreretirementdeathbenefitsorthereturnofretirement
contributionswillbeexplainedbytheRetirementPlanAdministrator.
SEPARATIONPAY
Theemployee'sfinalcheckshallnotbepaidtoanemployeeuntilallCountypropertyhas
beenreturnedandappropriateterminationformshavebeencompletedintheHuman
ResourcesDepartment.Ifallpaperworkhasbeencompletedpriortothe
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20thofthemonth,thefinalcheckwillincludesickandvacationpay.Ifafterthe20th,
thesickandvacationpaywillbepaidattheendofthefollowingmonth.
Uponseparation,anemployeeshallbeentitledtothefollowingseparationbenefitsas
otherwisedescribedinthispolicydocument.
UnusedVacationLeave
Aregularfulltimeemployeeorregularparttimeemployeeshallbepaidfortheunused
vacationtimeheorshemayhaveaccumulatedpriortoseparation.Therecords
maintainedbytheHumanResourceDepartmentregardingannualleaveshallbedeemed
UnusedSickLeave
Anemployeewhoisseparatedaftertwo(2)yearsofcontinuousserviceshallbepaidfor
theunusedsickleaveheorshemayhaveaccumulated.Suchpaymentshallbe
determinedbythefollowingfactors:
1.
ForemployeeshiredonorbeforeDecember31,1982,themaximumamountof
unusedaccumulatedsickleavethatwillbeusedindeterminingsuchpaymentshall
be120days(960hours).Thoseemployeesmayhavea"banked"sickleavebalance
asofDecember31,1982.Sickleavepaywillbecomputedbyaddingthe"banked"
sickleavebalance,andthepercentagefactorsshowninParagraph2below,times
theremainingsickleavebalance.Innoeventwillthetotalexceed120days(960
hours).
2.
ForemployeeshiredonorafterJanuary1,1983,thesickleaveseparationbenefit
shallbecomputedbymultiplyingthefollowingpercentnumeralsbytheamountof
unusedaccumulatedsickleaveearnedbeginningJanuary1,1983.
a. 0throughtwo(2)yearsofcontinuousservicenobenefitpaid.
b. Overtwo(2)yearsthroughfive(5)yearsofcontinuousservice:20%
18daysMaximum(144hours).
c. Overfive(5)yearsthroughten(10)yearsofcontinuousservice:30%
36daysMaximum(288hours).
d. Overten(10)yearsthroughfifteen(15)yearsofcontinuous
service:40% 48daysMaximum(384hours).
e. Overfifteen(15)yearsormoreofcontinuousservice:50% 60days
Maximum(480hours).
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3.
Anyemployeehavingtwenty(20)yearsormorecontinuousservice,andwho
beginningJanuary1,1983,accruessickleaveinexcessof120days(960hours)
may,atthetimeofseparation,convertuptoamaximumofsixty(60)days(480
hours)ofsaidexcesssickleavesoearnedtovacationleaveataratioofthree(3)
days(24hours)toone(1)dayofvacationleaveuptoamaximumoftwenty(20)
days(160hours)ofannualleave.SickleaveearnedpriortoJanuary1,1983, is
specificallyexcludedfromthisprovision.TherecordsmaintainedbytheHuman
ResourcesDepartmentregardingsickleaveaccumulationsshallbedeemed
4.
EmployeeswhowerehiredonorafterApril1,1995andhavecompleted(5)five
yearsofservicewillhaveamaximumpayablebenefitof50%oftheircurrent
balanceuptoamaximumof480hours.
5.
EmployeesintheDepartmentofSocialServiceshiredbeforeOctober1,1998will
bepaiduponseparationonefourthoftheirunusedMeritSystemsickleaveaccruals
remainingintheseparateaccount,iftheyresignorretireinoneofthefollowing
categories:
attheage65oroverwith5yearsoftotalseniority,or
attheage60oroverwith20yearsoftotalseniority,or
attheage55oroverwith30yearsoftotalseniority.
Thesepaymentsuponseparationoftheremainingseparateaccountof
accrualswillbepaidonlyifanyfundingisapprovedforthispurposeby
theColoradoStateLegislature,orifthelegislaturedoesnotapprovesuch
funding,fromthePuebloCountySocialServicesfundbalance.Upon
separation,theSocialServiceemployeesaccrualsundertheCounty
systemafterOctober1,1998willbepaidoutinaccordancewiththethen
existingCountypolicy.
6.
AllemployeesoftheDepartmentofSocialServiceshiredafterOctober1,1998will
followtheproceduresandpolicyasdescribedinitemnumberfourabove.
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ALPHABETICALINDEX
ACCESSTOPERSONNELFILES, 12
ADDITIONS,DELETIONSANDCHANGES,7
ADMINISTRATIVELEAVE,40
ADMINISTRATIVEPAYCORRECTIONS,29
AGEOFEMPLOYMENT,10
APPOINTEDOFFICIALS,17
APPROVALFORTRAVEL,64
ATTENDANCEANDPUNCTUALITY,44
AUTHORITIESANDRESPONSIBILITIES,20
BANKINGSERVICES,30
BEREAVEMENTLEAVE,40
BOARDAPPROVAL,3
CIVILACTIONS,47
CLASSDESCRIPTIONS,25
CLASSIFICATIONSYSTEMPROCEDURES,26
CLASSIFICATION/CLASSDESCRIPTIONS, 25
CODEOFETHICS,6
COMPENSATIONPLAN,21
COMPENSATIONPOLICIESANDPROCEDURES,20
CONFLICTSOFINTEREST, 14
COUNTYGOVERNMENTORGANIZATION,6
COUNTYTRAVELEXPENSES,63
COVERAGE,20
CRIMINALACTIONS,47
DEATHOFANEMPLOYEE,71
DEFERREDCOMPENSATION,31
DRIVERSLICENSES,44
DRUGANDALCOHOLUSE,44
EDUCATIONALASSISTANCE,31
EDUCATIONALLEAVE,40
EMERGENCYCLOSINGS,46
EMPLOYEEACKNOWLEDGMENTFORM,4
EMPLOYEEASSISTANCEPROGRAM,32
EMPLOYEEBENEFITS, 30
EMPLOYEEMEDICALEXAMINATIONS,11
EMPLOYMENTAPPLICATIONS,9
EMPLOYMENTCATEGORIES,16
EMPLOYMENTOFRELATIVES, 13
EMPLOYMENTREFERENCEANDSECURITYCHECKS,11
EQUALEMPLOYMENTOPPORTUNITY,9
EXEMPTEMPLOYEES,19
FAIRLABORSTANDARDS,19
FAMILYANDMEDICALLEAVE,41
FLEXIBLESPENDINGACCOUNT,32
GIFTS,GRATUITIESANDBRIBERY,46
HEALTHINSURANCE(MEDICALANDDENTAL),32
HIRINGOFRELATIVES,13
HOLIDAYS,33
HOURLY,16
INDEPENDENTCONTRACTOR,18
INTERDEPARTMENTALTRANSFERS,15
JOBCLASS,25
JURYANDWITNESSLEAVE,41
LAYOFF REDUCTIONINFORCE(RIF), 70
LEAVETYPES, 4043
LEAVEWITHOUTPAY,41
LEGALFEES,47
LIABILITYINSURANCE,34
LIFEINSURANCE,34
LONGTERMDISABILITYPROGRAM,35
MILITARYLEAVE,42
NATUREOFEMPLOYMENT,9
NEWPOSITIONS,26
NONCOVEREDEMPLOYEES,19
NONDISCLOSURE,15
NONEXEMPTEMPLOYEES, 19
ONCALL,48
ORGANIZATIONDESCRIPTION,6
ORIENTATION,12
OUTSIDECOMPLAINTS,48
OUTSIDEEMPLOYMENT, 13
OVERTIME/COMPENSATORYTIME, 48
PARKING,52
PAYDEDUCTIONS,29
PAYDAYS,28
PERFORMANCEEVALUATION,29
PERSONALAPPEARANCE,52
PERSONALDATACHANGES,12
POLITICALACTIVITIES,53
POLITICALCONTRIBUTIONSANDSUPPORT,54
POLYGRAPHEXAMINATIONS,11
PREAMBLE,5
PROBLEMRESOLUTION,54
PUBLICRELATIONS,55
RECALL,70
RECRUITMENT, 9
REGULARFULLTIME, 16
REGULARPARTTIME, 16
RELIGIOUSLEAVE,42
REQUESTFORCLASSDESCRIPTIONCHANGES, 27
REQUESTFORRECLASSIFICATION,26
RESIGNATION,68
RESTANDMEALPERIODS,55
RETIREMENT,69
RETIREMENTPLAN,35
RETURNOFPROPERTY,56
SAFETY(LOSSPREVENTION), 56
SEASONAL,16
SECURITYINSPECTIONS, 57
SELECTION, 10
SEPARATIONOFEMPLOYMENT,68
SEPARATIONPAY,71
SEXUALANDOTHERUNLAWFULHARASSMENT,57
SICKLEAVE,42
SICKLEAVEBANK,37
SICKLEAVEBENEFITS, 35
SMOKING/TOBACCOUSAGE,58
SOLICITATION,58
SPECIALCOVERAGE,19
TERMINATION,69
TEMPORARY,16
TERMEMPLOYEE,17
TIMEKEEPING, 27
TRAINING,38
TRAVELFOROTHERPURPOSES,67
TRAVELPOLICY,63
TRAVELTIME,67
UNAUTHORIZEDLEAVE,43
USEOFPERSONALCOMPUTERS,ELECTRONICDEVICESORGEAR,
EQUIPMENTANDVEHICLES,59
USEOFTELEPHONE,CELLULARPHONES,PAGERS,MAILFACSIMILEAND
ELECTRONICMAILSYSTEMS,60
VACATIONBENEFITS,38
VACATIONLEAVE,43
VISITORSINTHEWORKPLACE,62
VOLUNTEERS,17
VOTINGLEAVE,43
WORK CONDITIONSANDRULES,44
WORKERS'COMPENSATION,39
WORKINGJOBDESCRIPTION, 25

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Pueblo County Personnel Manual 2016

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PUEBLOCOUNTYGOVERNMENT

Signedthis16th day of September,1999by:

PUEBLO COUNTY CLASSIFICATION SYSTEM PROCEDURES:

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