HomeMy WebLinkAbout074 88
1988
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SECTION' 1 PmWELE
1.10 FtJRPOSE: The objectives of this policy are to facilitate efficient
service to the public and provide equitable personnel management policies for
all county employees.
1.20 SICŒ'E: These policies shall apply in all circumstances to all
county employees except:
1. Where these policies conflict with collective bargaining contracts and
agreements clearly agreed upon between authorized employee organization or
unions and the county, those contracts and agreements shall prevail.
2. Where these policies conflict with any authority vested by state law in an
elected official of county government, the state mandated authority of the
elected official shall prevail.
3. Section 6 and 7 shall not apply to appointed department heads.
4. Where these policies conflict with the Fair Labor Standards Act.
SECTION' 2 DEPIHITICE
1. Cause: Cause supported by substantial evidence for a superior to take
disciplinary action against a subordinate employee.
2. Cant:inucos Service: Employment without interruption except for authorized
leave of absences.
3. County: The County of Jefferson, a municipal corporation.
4. Co-tenants: Urunarried persons residing in the same household.
5. Department Bead: Elected and appointed officials.
6. D;!!'1:IIIi~l: The discharge of an employee from employment with the county
for just cause.
7. Exempt: An exempt employee does not receive compensatory time or pay for
hours worked in excess of regular working hours.
7A. Ncn-exaIpt: An employee who receives compensatory time according to the
Fair Labor Standards Act.
8. Examinaticn: Examination refers to any device or procedure used in the
selection process to measure an applicant's abilities and suitabilities for
a position. This includes but is not limited to oral interviews, written
tests, performance tests, evaluation of performance during probation, and
scored evaluation of education and experience.
9. Gri.eYance: A grievance means a claim or dispute by an employee with respect
to the interpretation, meaning, or application of the provisions of this
policy other than those grievances related to salary issues. Grievances on
salary issues will be addressed by the salary administration con:u:ni ttee.
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10. Lay-Off: Termination of an employee because of a lack of funds or lack
of work.
11. Part-t.ime Regular Position: A position in which the employee regularly
works less than thirty-five (35) hours per week, but not less than twenty
(20) hours per week or eighty (80) hours per month.
12. Part-tille Ncn-regular Position: A position in which the employee works
less than eighty (80) hours per month. Fringe benefits shall not be
available to those working in a part-time, non-regular position.
13. Per_lcllt Agointment: The appointment of a person to a permanent position
upon successful canpletion of probation, when applicable, that signifies
satisfactory performance in a permanent position to which the employee is
assigned .
14. Permanent Ellployee: An employee who has successfully completed a
probationary period of six (6) months in a permanent position.
15. Probatiœ: A working test period of six (6) months during which an employee
is required to demonstrate the ability and capacity to perform the duties of
the position to which the employee has been appointed.
16. Reinstatement: Return of an employee to their former position in the
service of the county wi thin one ( 1 ) year after lay-off or at any time
after successful appeal of a suspension, demotion, or dismissal.
17. Suspensiœ: A temporary removal from duty of an employee for disciplinary
purposes or for the purpose of investigating accusations brought against an
employee.
18. Tellp>rary AA;x>intEnt: The appointment for a limited period of time of a
person to a position in a higher class occupied by a permanent appointee on
suspension or to a position in a higher class occupied by a probationary or
permanent employee who is authorized a leave of absence, or a position for
which a vacancy exists.
19. ~'a.r:y Ellployment: Employment that meets short-term needs or is seasonal
in nature. Temporary employment of an individual shall not exceed four (4)
months in anyone year. Fringe benefits shall not be available to temporary
employees.
20. Te:rainatic:n: Separation from employment with the county.
21. Uniformed Employees: Employees who are duly sworn officers of the county's
sheriff's department and who are under the state mandated civil service
system of the county CRCW 41. 14) .
SECTIœ 3 GERERAL POLICIES
3.10 ~: In general, new employees shall be hired from the list
of persons who have expressed a desire for employment by filing an application
for employment in a manner prescribed by the department head. Selection for
employment shall be based solely upon the basis of merit, fitness, and ability
to perform the required duties. Notification of the position opening shall be
made to all other county departments. Jefferson County is an Equal Opportunity
Employer and the provisions of this document shall be construed in a manner to
give effect to the county's Affirmative Action plan.
3.20 DlPLOYMEMT: Department heads shall, wi thin the scope of their
established budget, hire all personnel for their respective offices.
Employment for those offices having an appointed department head shall be made
with the concurrence of the county canmissioners.
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3.30 PROBATIOHARY PERIOD: All employment with the county shall be
probationary during the first six (6) months of employment. If the
euployee I performance does not meet the standards established by the department
head or this document during the probationary period, or if it is otherwise
deemed advisable to terminate the probationary employee I s employment, that
employee may be terminated without any requirement for cause. After an
evaluation, an extended probationary period of up to six (6) months may be
granted at the discretion of the department head. This extension can be
granted only once per euployee. A probationary employee shall have no right to
appeal his or her termination.
3.40 FRM7I'I<E: It is the policy of the county to fill vacancies insofar
as consistent wi th the best interests of the county by promoting permanent
employees. Appointments to a higher employee classification will be made on a
competitive basis by the appropriate department head. Where the department
head is an appointed position, appointment shall be made with the concurrence
of the county commissioners.
An employee who is promoted shall hold the new position of euployment as a
probationary euployee for a period of six (6) months. At the end of six
months, the employment becomes permanent if the promoted employee has performed
satisfactorily.
If the promoted employee does not perform satisfactorily, the employee
shall be given his or her previous position. Any position filled by one
replacing an employee who has been promoted will be placed in that posi tion on
a probationary basis regardless of whether they are newly employed or a
promoted county employee.
3.50 POLITICAL AC'l'IVITY: The rules governing political activities of
employees shall follCM the provisions of RCW 41.06.250. No employee shall be
terminated solely on the basis of membership or non-membership in a particular
political party.
3.60 CIJ'l'SIDE~: It is the policy of the county to provide its
citizens the most efficient and effective service possible within the bounds of
county finances. To foster this policy, county euployees shall not engage in
employment other than their county job if such additional employment interferes
with the efficient performance of the county job, constitutes a conflict of
interest, or would result in a poor public image for the county as determined
by the department head. Where the department head is an appointed position,
the determination shall be made with the concurrence of the county
commissioners.
3. 70 APPOINTED DEPAR'l'MENT HEADs RlMWAL: Appointed department heads
carry-out the policy of the county commissioners and are directly responsible
to them. Employment of an appointed department head may be terminated at any
time by the county commissioners.
3.80 LUNCH PERIODS: Employees are authorized a daily lunch period.
Department heads will establish procedures to ensure that lunch periods do not
interfere with the conduct of public business. Lunch periods for each
department shall be set by the department head unless otherwise established by
the county commìssioners.(WAC 296-126-092)
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SBCl'I0lf 4 BASIC CXII?'.P.6SATIœ
4.10 GENERAL: Salaries for employees are set in the armual budget approved
by the county commissioners. Generally, employee salaries will not be reduced
from year to year unless so dictated by sound fiscal policies and budgetary
constraints.
4.20 PAY PERIOO: Employees shall be paid on the fifth working day of the
month, or as authorized by the county commissioners.
Probationary employees who have worked less than a full month and permanent
employees who have missed work and use all aCcwmllated vacation and sick leave
pay will be paid for the time they actually worked at the hourly rate of pay
for their position.
4.30 PART-TIME ABD ~ DFLCM.œ:s: Part-time and temporary employees
shall be paid on an hourly or salary basis at the discretion of the department
head wi th the approval of the county canmissioners.
4.40 M.ILEAGE RE:IIBJRSEJEIr.: Employees shall be reimbursed monthly for
authorized, required use of private vehicles at a rate established by the
county commissioners. Elected department heads, or the appointed department
head with the concurrence of the county commissioners, shall establish
procedures and policies to control the use of private vehicles for county
business. As a standard procedure, reimbursement for mileage is authorized
only when an employee is performing his or her duties as a county employee and
a county vehicle is not available to that employee. The rate of reimbursement
shall be set armually by the county commissioners.
4.50 OVER-T:IME CXII?'.P.6SATIœ: Employees shall start work at a fixed time
each morning unless notified differently and shall work according to a fixed
schedule established by the elected department head or by the appointed
department head with the concurrence of the county commissioners. In the event
that the employee is required to work more than forty (40) hours per week, the
employee shall be compensated as follows:
1. An employee shall receive his or her regular rate of payor compensatory
time, for the first forty (40) hours worked per week.
2. An employee shall receive one and one-half times his or her regular rate
of payor Compensatory time for each hour worked in excess of forty ( 40)
hours. State and local governments are permitted to give their employees
compensatory time off in lieu of irmnediate overtime pay in cash, but only
pursuant to a collective bargaining agreement, or an agreement or
understanding arrived at between the employer and employee before
performance of the work.
The maximum compensatory time which may be accrued by any affected employee
shall be 480 hours ( i . e., not more than 320 hours of actual overtime hours
worked) for those engaged in a public safety, emergency response or seasonal
activity, and 240 hours (i .e., not more than 160 hours of actual overtime hours
worked) for all other employees for hours worked after April 15, 1986. An
employee who has accrued the maximum number of compensatory hours shall be paid
overtime com,pensation in cash for any aditional overtime hours of work.
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3. OVernight travel regulations provide that travel time is compensable
work time when it occurs during the employee's regular working hours. This is
true whether the employee actually performs work or not, since the employee is
simply substituting travel for other work duties. If travel is necessary on
working days out of regular working hours, for business reasons, the time is
COlIQ;)ensatory. Moreover, if the travel occurs during normal working hours on
non-working days ( i . e., Saturday or Sunday for an employee who works Monday to
Friday) then the time is compensable.
An employee shall be permitted to use accrued compensatory time wi thin a
reasonable period after it is requested if to do so would not unduly disrupt
the operations of the employing public agency, as determined by the department
head.
Payment for accrued compensatory time upon termination of employment shall be
calculated at the average regular rate of pay for the final 3 years of
employment, or the final regular rate received by the employee, whichever is
the higher.
Those persons excluded under the Fair Labor Standards Act from receiving
compensatory time are elected officials, their personal staffs, policy making
appointees, administrative employees, professional employees and legal
advisors, so long as they are not subject to the civil service laws of their
state or local governments. Generally under Fair Labor Standards Act as long
as an employee is paid hourly, he or she must receive either payor
compensatory time in lieu of pay for overtime worked.
Each department head shall determine the exempt/non-exempt status of his/her
employees using the Fair Labor Standards Act. If the employee disagrees with
the determination, they shall have the right to challenge the status in
accordance with Section VII.
SECTIœ 5 ~ BF.tGr.I!'~'l'S
5.10 SIΠLEAVE: Sick leave is earned by a permanent and probationary
employee at the rate of one (1) working day for each month of completed
service. An employee may not accumulate more than two hundred forty (240) days
of sick leave. To receive sick leave, an employee must either be sick or
disabled or have a scheduled health care appointment. Upon request by the
department head, an employee must be able to furnish proof, including
documentation from the attending health care provider. Falsification or misuse
of sick leave shall be grounds for disciplinary action.
Sick leave is appropriate for illness or disability caused or contributed to;
by pregnancy, miscarriage, abortion, childbirth, adoption, and recovery
therefrom. Accrued sick leave is appropriate to care for a family member with
a health condition that requires treatment and/or supervision. (RCW 49.12)
Accrued sick leave, not leave of absence (section 5.60), must be used for
illness, injury, or disability.
Sick leave is not appropriate and will not be authorized for death in the
employee's family.
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The county will make the following payment for sick leave accumulated after
August 22, 1978:
1. Upon an employee's death, the employee's estate shall be paid twenty-five
percent (25%) of such accumulated sick leave.
2. Upon disability or retirement, the employee shall be paid twenty-five
percent (25%) of such accumulated sick leave.
3. If employment is terminated other than by death, disability, or retirement,
no portion of such accumulated sick leave shall be paid.
5.20 BEREAVPJÐft' LEAVE: Up to three (3) days of paid leave shall be
granted an employee who has a death in the inunediate family. An additional tw:>
(2) days of paid leave shall be granted if travel over five hundred (500) miles
or more one way is necessary. Any such leave must be requested by the employee
and approved by the department head.
As used in this paragraph, lIinunediate family II shall be defined as spouse,
parent, grandparent 1 child, grandchild, brother, sister, and step-relatios or
in-laws of the same degree and co-tenants.
5.30 ANI«JAL LEAVE: Permanent and probationary employees shall be granted
annual leave as follCMS:
1. Armual leave shall accrue during the first six (6) months of employment,
but shall not be used until an employee obtains permanent employee status.
2. Five-sixths of a day shall accrue for each month of employment conunencing
with he first month of employment and continuing through the thirty-sixth
month of employment. (10 days per year, 1st through 3rd year) .
3. One day per month commencing with the thirty-seventh month of employment
and continuing through the sixtieth month of employment (12 days per year,
4th and 5th year).
4. One and one-fourth days per month conunencing with the sixty-first month of
employment and continuing through the one hundred twentieth month of
employment ( 15 days per year, 6th through 10th year).
5. One and one-third days per month conunencing with the one hundred twenty-
first month of employment and continuing through the one hundred eightieth
month of employment (16 days per year, 11th through 15th year).
6. One and two-thirds days per month conunencing with the one hundred eighty-
first month of employment and for each month of employment thereafter (20
days per year, 16+ years).
Wi th approval of the department head, annual leave may be taken prior to
accumulation; however, should an employee discontinue employment for any
reasons prior to completion of that employment period during which such leave
would have been accumulated, the employee shall reimburse the county on a pro-
rata basis for annual leave taken but not accumulated.
No more than ten ( 10) days of annual leave can be carried over from one
calendar year to the next calendar year.
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When an employee is on leave of absence in excess of fifteen (15) days, no
annual leave shall be accumulated during the leave of absence.
Solely for computing annual leave, persons employed on or before the
fifteenth day of the month will be given credit for employment during that
entire month. Persons employed less than 80 hours per month will receive no
credi t of annual leave for that month.
5.40 CIVIL LEAVE: Any necessary leave shall be granted to any regular
employee to serve as a member of a jury or to take an examination for county
job-related state certifications. The employee who is granted such leave and
receives compensation for the performance of such civil duties involved shall
be paid by the county for the time he or she is absent only in the amount of
the excess of his or her regular salary over the compensation received.
5.50 MILITARY LEAVE: Any employee who is a member of the Washington
National Guard or the United States Army, Navy, Air Force, Coast Guard, or
Marine Corps Reserve shall be entitled to military leave with pay for a period
not to exceed fifteen (15) days during any calendar year in order that the
employee may take part in required active training duty. Such military leave
shall be granted pursuant to the provisions of RCW 38.40.
Any employee who enters upon active duty service or training in the
Washington National Guard, United States Armed Forces, or the United States
Public Health Service may seek a leave of absence for a period not to exceed
the actual act of duty, service, or training, and upon return shall be entitled
to re-employment, providing the individual complies with the provisions of RCW
73.16.
5.60 LEAVE OF ABSENCE: A leave of absence may be requested by any
employee. A leave of absence may be allowed by the department head for a
period not to exceed five (5) working days with written notice to the county
commissioners. Any request for leave of absence in excess of five (5) working
days shall be in writing and shall state the time period for which the request
is made. This request shall then be subnitted, in advance of said time period,
by the department head to the county commissioners and be accompanied by the
department head's recommendation. The county commissioners will respond with
their signed approval or denial. If their decision does not agree with the
department head I s recommendation, the commissioners shall state the reasons for
their detemination. A leave of absence shall only be granted when annual
leave is not available to the employee. For any illness or disability, accrued
sick leave and annual leave must be used before a medical leave of absence will
be granted.
Any leave of absence shall be without pay and all county benefits of the
employee shall cease during the period of the leave of absence. The employee
may, if satisfactory arrangements can be made, continue insurance plans in
effect by prepayment of the insurance premiums. When the leave of absence does
not exceed fifteen (15) days, the county cOlTD11issioners may authorize payment of
fringe benefits.
5.70 MA.TERHnYIP.ARBR'l'DI3 LEAVE: Sick leave, annual leave, and/or leave of
absence may be used for childbirth, child adoption and recovery therefrom for a
period not to exceed six (6) weeks.
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5.80 HOLIDAYS:
employees:
The fOllowing are holidays with pay for permanent
New Year I s Day
Martin Luther King Jr's birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One floating holiday
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4
1st Monday in September
November 11
4 th Thursday in November
4 th Friday in November
December 25
Optional
If a holiday falls on Sunday it shall be observed the following Monday. If
it falls on a Saturday it shall be observed on the previous Friday. An
employee will not receive holiday pay if the employee is absent on his or her
last scheduled work day prior to the holiday or on his or her first scheduled
work day following the holiday when that absence is l.U1eXcused. Employees on
leave of absence without pay shall not receive holiday pay.
5.80 PARr-TIME POSITIœ:
1. Leave Benefits: Employees working part-time regular positions (a minimum of
eighty hours per month) shall be entitled to leave authorized by Subsections
5.10, 5.20, 5.30, and 5.80 above, based upon the percentage of time worked
by the part-time employee as compared to a full-time employee with a like
duration of employment in the same department. Employees working less than
eighty hours per month will not receive such benefits. For example, a part-
time regular employee works five hours per day, five days per week ('twenty-
five hours per week). A full time employee in the same department works
eight hours per day, five days per week (forty hours per week). Therefore,
25/40 = 5/8 = .625%. Thus, to compute leave for the part-time employee in
this example, multiply the leave authorized the full-time employee by .625.
2. Medical Benefits: Employees may participate in basic group medical
insurance plans as may be adopted by the county under the terms and
condi tions established by the county caJUnissioners.
SF£'1'ION 6 DISCIPLDiARY AC'l"Iœ
6.10 PURPOsE: The county will attempt at all times to operate its
business in the most efficient, economical, and orderly manner consistent with
good management practices. All employees shall conduct themselves in a marmer
that will be consistent with established rules and regulations. Disciplinary
action is not primarily intended to be punitive b.1t rather to maintain the
efficiency of day-to-day operations and in keeping with sound business
principles of human relations in the county's service.
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6.20 CAJ:J:SBS: All non-elected employees may be subjected to disciplinary
action for cause, including but not limited to the following:
1. Drinking intoxicating beverages or using nonprescription drugs on the job,
or arriving on the job under the influence of intoxicating beverages or
drugs .
2. Violation of a lawful duty.
3. Insubordination.
4. Breach of discipline.
5. Being absent from work without first notifying and securing permission from
the employee's supervisor.
6. Being habitually absent or tardy for any reason.
7. Misconduct.
8. Conviction of any felony or of a misdemeanor involving moral turpitude.
9. Using religious, political, or fraternal influence.
10. Accepting fees, gifts, or other valuable items in the performance of the
employee's official duties for the county.
11 . Failure to perform the assigned job.
6.30 FR)C~: The degree of discipline administered must depend on the
severity of the infraction and must be in accordance with any appropriate
labor contracts and, if applicable, civil service rules and regulations. It is
the responsibility of the department head/supervisor to evaluate thoroughly the
circumstances and facts as objectively as possible. The department
head/supervisor will then apply the most suitable form of discipline to the
best of his or her knowledge and discretion. All forms of disciplinary action
must be noted in writing in the employees personnel file.
There are several types of disciplinary action that may be applied to
discourage detrimental behavior or actions:
1 . Oral Naming:
a. Talk to the employee in private.
b. This type of discipline should be applied for infractions of a
relatively minor degree, supervisors should at all times inform the
employee that he or she is administering an oral warning and that the
employee is being given an opportunity to correct the condition. If
the condition is not corrected, the person will then be subject to
more severe disciplinary measures.
c. A notation that an oral warning was given shall be made for the
employee's personnel file.
2. Written Warning:
a. This notice will be issued by the SUpervisor in the event the employee
continues to disregard an oral warning, or if the infraction is severe
enough to warrant a written record in the employee's personnel file.
b. The supervisor will set forth in the written warning the nature of the
infraction in detail and will sign the notice. He or she will discuss
the warning with his or her immediate supervisor, then with the
employee, to be certain the employee understands the reasons for the
disciplinary action.
c. A copy of the written warning is to be handed to the employee at the
time of the discussion of the discipline. The original warning is to
be placed in the employee's personnel file.
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3. Suspensicn:
a. This form of discipline is administered as a result of a severe
infraction of rules, standards, or for excessive violations after the
employee has received a written warning and has made no effort to
improve performance. This is the most severe form of discipline given
by a supervisor short of discharge.
b. All facts leading to the reason for the disciplinary SUSpension and
the duration of SUSpension will be set forth on a disciplinary form.
The employee will be informed of the disciplinary action and provided
an original copy of the completed disciplinary action form. The
maximum period of suspension shall be fifteen (15) days. The
suspension could be wi th or without pay as cirC'l.J.tœ3tances dictate.
c. Suspension of any employee will be applied only by the elected
department head or by the appointed department head with the
concurrence of the county commissioners.
4. ~ticn:
a. Demotion is to be used in rare instances where an employee has been
employed for or promoted to a position but fails to perform the duties
and responsibilities of that position. Demotion should be made only
after a thorough evaluation by the department head, and only after
wri tten warning.
b. Demotion of any employee will be made by the elected department head
or by the appointed department head with the concurrence of the COW1ty
commissioners.
5. Discharge:
a. To assure the continuous, successful operation of COW1ty business,
certain rules and policies may not be violated by its employees.
Infraction of certain basic rules by an employee shall be considered
just cause for discharge. The decision as to whether or not the
employee should be discharged shall depend upon the severity of the
infraction, previous efforts to counsel the employee, potential danger
to other employees, and effect on the county's operation, among other
things .
b. If in the opinion of the supervisor or the department head the
infraction is so severe as to require immediate removal of the
employee from his or her employment situation, the supervisor or
department head may immediately suspend the employee. Within five (5)
working days following any such sUSpension, the elected department head
or the appointed department head with the concurrence of the county
commissioners will review the cirC'l.J.tœ3tances concerning the incident and
determine whether or not discharge of the employee is appropriate.
c. Discharge of an employee shall be by the elected department head or by
the appointed department head with the concurrence of the county
commissioners.
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SECTIœ 7 ŒIEVAl«::E AliI) ARBr1'RATIœ J?RJŒ.IDRBs
7.10 FURPOsE: An employee may resort to these grievance procedures for any
decision or action that he or she feels may affect his or her employment
adversely.
7.20 ~: The following grievance procedures apply unless other
procedures are provided by state law, as in the case of uniformed services or
by union contract:
1. If an employee feels he or she has a justified complaint or problem, the
employee shall discuss the matter with his or her department head. If the
complaint relates to a specific incident, the discussion shall take place
within fifteen (15) days from the date of the incident.
2. If the employee feels that his or her compliant is not fairly resolved by
the department head, he or she may within five (5) days subnit a written
complaint to the county commissioners. If the grievance continues to
exist, the county commissioners may agree to any recourse or other legal
means available for resolving the employee's grievance, including
arbitration in the manner set out in Subsection 7.40 beleM.
7.30 ARBr.mATIœ
1. If an employee still believes that his or her grievance has not been dealt
with justly after completing the grievance procedure outlined in Subsection
7.30, the employee may request from the county commissioners independent
arbi tration of the matter. Any grievance involving a dispute with respect
to the application, meaning, or interpretation of this personnel policy may
be subni tted to arbitration in the following manner.
If arbitration is desired by the aggrieved employee (s) and the county
conunissioners, the arbitration conunittee shall consist of three (3)
persons: one appointed by the employee or his or her representative, one
appointed by the county conunissioners, and one appointed by agreement
between the arbitrating members. If the members are unable to agree upon a
third member for the committee within five (5) days after they meet to
determine such an appointee, they may jointly request the washington State
Department of Labor and Industries to provide a list of five (5)
arbi trators from which the parties may select one person. The
representatives of the employer and the employee shall alternately
eliminate the name of one person on the list until only one remains. The
person whose name was not eliminated shall be the third member of the
conuni ttee. The third member of the canmi ttee shall be the arbitration
canmittee chairman.
The aggrieved employee(s) and the county shall each be responsible for
payment of their costs and expenses related to arbitration of any grievance
and shall share equally all costs and expenses of the third member of the
arbitration committee.
2. It shall be the duty of the arbitration committee to represent the public
interest in reviewing employee appeals. Such review shall be authorized
only after all other grievance procedures set out herein have been
exhausted. During such review, both the appealing employee and the county
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cOllDIlissioners or other person whose action is being reviewed shall have the
right to be heard publicly, be represented by a person of his or her
choice, and to present evidentiary facts. At the hearing of such appeals
or grievances, technical rules of evidence shall not apply.
3. It shall be the duty of the cOllDIli ttee chairman, wi thin three ( 3 ) days of
the conclusion of the hearing, to forward his or her recomnendation
concerning the appeal to the county commissioners for appropriate action.
4. The recommendation of the committee shall be reviewed by the county
commissioners and wi thin fifteen ( 15) days follCMing receipt, the county
commissioners shall advise the employee as to its decision regarding the
grievance. It is the intention of the county commissioners to follCM the
committee recommendation except where that recommendation does not appear
to the county commissioners to be in the best interests of the county.
7.40 O'l'ILIZATICIf OF œIEVANc:E FfiOC&M:as5: No punitive action shall be
carried out against any employee for utilizing the grievance procedures
contained herein.
SPC.rIœ 8 LmAL FfiOVISIœs
8.10 SEVERABILITY: The policies and procedures set out herein are
intended to supersede Resolution 25-82 of the county commissioners related to
county personnel policies and disciplinary procedures.
8. 20 .r;ar.R;l.;J.'~ \1E DA1'E:
effective this 18th
The Jefferson County Persormel Policy shall become
__, day July 1988.
8.30
day of
ADaPTICIf: This personnel policy is hereby adopted this
July, 1988
18th
Board of Jefferson County Commissioners
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B.G. Brown, Chairman
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. Dei1riison, Member
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Attest:
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George . Brown, Member
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Elected Dept. Heads:
Appointed Department Heads:
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Mary: tlin, DON/Administrator
Health Department
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;;Jack Westerman III, Assessor
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Marianne Walters,
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Gary , Public Works Director
, Judge of
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Ella Sandvig, Director f
Hwnan Services
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Superior Court
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Lois i th, Juvenile/Family
Court Services
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Warren Steuer, Recreational
Director
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sa: ly Wei chrott, Chairman/
Extension Agent
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Ila J. lkkelsen, Treasurer
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