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RESOLUTION NO.
25-82
JEFFERSON COUNTY ,PERSONNEL POLICY
SECTION I. PREAMBLE
1.1 Purpose. The objectives of this policy are to facilitate
efficient service to the public; and provide equitable
personnel management policies for all county employees.
1.2 Scope. These policies shall apply in all circumstances to
all appointed county employees except:
(a) 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; and
(b) 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.
(c) Sections VI and VII shall not apply to appointed depart-
ment heads.
SECTION II. DEFINITION OF TERMS
2.1 County. The County of Jefferson, a municipal corporation.
2.2 Continuous Service. Employment without interruption except
for brief, authorized leaves of absence.
2.3 Department Head. Elected and appointed officials.
2.4 Dismissal. The discharge of an employee from employment with
the county for just cause.
2.5 Examination. Examination refers to any device or procedure
used in the selection process to measure 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 evalua-
tion of education and experience.
2.6 Just Cause. Cause, supported by substantial evidence, for a
superior to take disciplinary action'against a subordinate
employee.
2.7 Layoff. Termination of an employee'because of lack of funds
or lack of work.
2.8 Part-Time 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.
2.9 Part-Time Non-Regular Position. A position in which the em-
ployee works less than twenty (20) hours per week. Fringe
benefits shall not be available to those working in a part-
time, non-regular position.
2.10 Temporary Employment. Employment which meets short-term needs
or is seasonal in nature. Temporary employment of an individual
shall not exceed four (4) months in anyone year. Fringe bene-
fits shall not be available to temporary employees.
2.11 Permanent Appointment. The appointment of a person to a per-
manent position upon successful completion of probation, when
applicable, which signifies satisfactory performance in a
permanent position to which the employee is assigned.
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Resolution No. 25-82
2.12 Permanent Employee. An employee who has successfully completed
a probationary period of six (6) months in a permanent position.
2.13 Probation. A working test period of six (6) months during which
an employee is required to demonstrate his ability and capacity
to perform the duties of the position to which he has been
appointed.
2.14 Reinstatement. Return of an employee to his former position in
the service of the county within one (1) year after layoff or
at any time after successful appeal of a suspension, demotion
or dismissal.
2.15 Suspension. A temporary removal from duty with or without pay
of an employee for disciplinary purposes or for the purpose of
investigating accusations brought against an employee.
2.16 Temporary Appointment. 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
on authorized leave of absence; or a position for which a vacancy
exists.
2.17 Termination. Separation from employment with the county.
2.18 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 (RCW 41.14).
2.19 Comprehensive. Employment Training, Act Employees. Comprehensive
Employment Training Act (CETA) employees are those employees
whose salary is funded through the Comprehensive Employment
Training Act and amendments thereto. A CETA employee is a
separate category of employee and shall be provided only those
benefits set out in Section V - Fringe Benefits, as are not
prohibited by the Comprehensive Employment Training Act, and
any rules or regulations promulgated in accordance with that
act.
SECTION III. GENERAL,POLICIES.
3.1 Recruitment. 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. Jefferson County is an Equal Opportunity
Employer and the provisions of this document shall be cQnstrued
in a manner to give effect to the county's Affirmative ~ction
plan. .
3.2 Employment. Department heads shall, within the scope of the
established budget, employ all personnel for their resp~ctive
offices. Employment for those offices having an appointed de-
partment head shall be made with the concurrence of thelCounty
Commissioners.
3.3 Probationary Period. All employment with the countysh~ll be
probationary during the first six (6) months of such employ-
ment. If, during the probationary period, the emp1oyee~s
performance does not meet the standards established by the de-
partment head or by this document, or if it is otherwis¢ deemed
advisable to terminate the probationary employee's employment,
that employee may be terminated without any requirement I for
cause. A probationary employee shall have no right to appeal
his or her termination.
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Resolution No. 25-82
3.4 Promotions. It is the policy of the county to fi11vacc$-ncies,
insofar as consistent with the best interests of the coljmty,
by promoting permanent employees. Appointments to a hiq¡-her
employee classification will be made on a compet,itive b$.sis by
the appropriate department head. Where the department bead is
an appointed position, appointment shall be made with the con-
currence of· the County Commissioners.
An employee who is promoted shall hold the newpositicþn of
employment as a probationary employee for a period of s~x (6)
months. At the end of six months, the employment becom¢s per-
manent if the promoted employee has performedsatisfact~rily.
If the promoted employee does not perform satisfactorily, the
employee shall be given his or her previous job classification.
Any position filled by one replacing an employee who has been
promoted will be placed in that position ona probationé!iry basis
regardless of whether they are newly employed or a prom<j>ted
county employee.
3.5 Political Activity; The. rules governing political activities
of employees shall follow the provisions of Revised Cod~ of
Washington 41.06.250. No employee shall be terminated $olely
on the basis of membership or non-membership in a parti¢ular
political party.
3.6 Outside Employment. It is the policy of this county tOiprovide
its citizens the most efficient and effective service p<j>ssible
within the bounds of county finances. To foster this pcþlicy,
county employees shall not engage in employment other t1þ.an
their county job if such additional employmentinterfer¢s
with the efficient performance of the county job, constitutes
a conflict of interest, or would result in a poor pub1i¢ image
for the county as determined" by the department head. Where
the department head is an appointed position the determination
shall be made with the concurrence of the County Commis~ioners.
3.7 Part-Time and Temporary Employees. From time to t,ime it may
be necessary to hire part...time or temporary employees.
3.8 AppointedDepartmentHeads- RemovaL Appointed depart$ent
heads carry out the policy of the Board of County Commissioners
and are directly responsible to the Board. Employment <¡>f an
appointed department head may be terminated at anytime,
without cause, by the Board.
SECTION IV. BASIC COMPENSATION
4.1 General. Salaries are set in the annual budget approved by
the County Commissioners. Generally, employeesalariesiwill
not be reduced from year to year unless so dictated by sound
fiscal policies and budgetary constraints.
4.2 Pay Period. Employees shall be paid monthly on the last work-
ing day of the month, or as authorized by the County.CoIfUnissioners.
Probationary employees who have worked less than a full month
and permanent employees who have missed work and used all accu-
mulated vacation and sick leave pay will be paid for th¢ time
they actually worked at the hourly rate of pay for their position.
The hourly rate of pay shall be computed by dividing their month-
ly salary by the number of hours to be worked by an emp+oyee in
that position.
4.3 Part-Time And Temporary Employees. Part-time and temporary
employees shall be paid on an hourly basis.
4.4 Probationary Employees. Upon initial appointment or prct>motion
to a position, an employee shall receive the minimum salary
for the class to which the position is allocated. After the
employee completes the six month probationary period, t~e
Pwte ThrSe tAΠr 0" 433
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Resolution No. 25-82
elected department head or the appointed department hea~,
wi th the concurrence of the County Commissio,ners, may a41just
the employee's salary upwards; providedthe!increase is! wi th-
o I
ln the department's approved budget.
4.5 Longevity Pay. Employees shall receive long~vity pay b~sed on
the employee's anniversary date as follows: !
Years of Employment
Monthly Increase to Base waclre
, Work Shift
6 hr. 7 hr. 7.5 hr. :8 hr.
l. 0 - 5 years
2. 6 - 10 years
3. 11 - 15 years
4. 16 - 20 years
5. Over 20 years
$ 0 0 0 0
22.50 26.25 28.13 30.00
45.00 52.50 56.25 60.00
67.50 78.75 84.38 90.00
90.00 105.00 µ'12.50 120.00
4.6 Mileage Reimbursements. Employees shall be ~eimbursed rponth1y
for authorized required use of privatevehic~es at a rate estab-
lished by the County Commissioners. Elected! department ¡heads,
or the appointed department head with the coþ'currence of the
County Commissioners, shall establish procedþres and po+icies
to control the use of private vehicles for cþunty busin~ss.
As a standard procedure reimbursement for mi~eage is authorized
only when an employee is performing his or h~r duties a$ a county
employee and a county vehicle is not availab:le to that $mp1oyee.
The rate of reimbursement shall be set annuafL1y by the ~ounty
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Commlssloners. ¡
4.7 Overtime Compensation. Personnel shall star1t work at a!fixed
time each morning unless notified differently and shall ¡work
according to a fixed schedule established by: the electeQ depart-
ment head or by the appointed departmenthea~ with the yoncur-
rence of the County Commissioners. In the event that the em-
ployee is required to work more than forty (liO) hours per week,
the employee shall be compensated as follows :
Compensatory time:
(a) Additional time worked shall be ta~en off at
time and one....half as soon as pract~cable and
in accordance with directions from the depart,
ment head, but in no instance "later than sixty
(60) days from the date accrued. :
(b) If an employee accumulates forty (~O) hours
or more of compensatory time, the ~epartment
head may require the employee to t?ke time
off to reduce the compensatory tim~ or to pay
the employee for additional overtiJjne'at a rat~
of time and one-half from the depa:j:'tment's ap-t
proved budget. Under no circumsta~ces will !
supervisors be paid overtime.
4.8 Lunch Periods. Employees are authorized a d~ily lunch period.
Department heads will establish procedures t<þ insure thc+t lunch
periods do not interfere with the conduct of! public busj)ness.
Office hours for each department shall be set by the de~artment
head unless otherwise established by the County Commissj)oners.
SECTION V. FRINGE BENEFITS
i .
5.1 Sick Leave. Sick leave is earned by a perma~ent emploY$e at
the rate of one (1) working day for each month of completed
service.. An employee may not accumulatemorf than two hundred
forty (240) days of sick leave. To receive ¡pick leave, ¡an
employee must either be sick or disabled and!must be able to
furnish proof, including documentation from the attendi~g
physician, of illness and/or disability. Fa¡sification 'or
misuse of sick leave shall be grounds for di$cip1inary aiction,
including termination of employment.
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Resolution No. 25-82
Sick leave is appropriate for illness or disability c.used
or contributed to by pregnancy, miscarriage, abortion, ¢hild-
birth, and recovery therefrom. Sick leave is not appropriate
and will not be authorized for illness or death in the em-
ployee's family except as set out below in Paragraph 5.2.
For sick leave accumulated" after August 22, 1978, the county
will make the following payment:
(a) Upon an employee's death, the employee's estate shall
be paid twenty-five percent, (25%) of such accumu1aij:ed
sick leave.
(b) Upon disability or retirement, the employee shall l;>e
paid twenty-five percent (25%) of such accumulated
sick leave.
(c) If employment is terminated other than ,by death, dis-
ability or retirement, no portion of such accumulated
sick leave shall be paid.
5.2 Bereavement Leave. Up to three (3) days leave may be g1fanted
an employee who has a death in his or her immediate family.
Any such leave must be requested by the employee and approved
by the department head.
As used in this paragraph, the termtlimmediate family is
defined as follows: spouse, parent, grandparent, child grand-
child, brother, sister and step-relations orin-laws of the
same degree.
5.3 Annual Leave. All permanent employees shall be granted annual
leave as follows:
(a) No annual leave shall accrue during the first six 6)
months of employment.
(b) Five/sixths of a day shall accrue for each month of
employment commencing with the seventh month of em.....
p10yment and continuing through the sixtieth month
of employment.
(c) One and one/fourth days per month ,commencing with the
sixty-first month of employment and continuing thrqugh
the one hundred eightieth month of employment.
(d) One and two/thirds days per month commencing with the
one hundred eighty-first month of employment and for
each month of employment thereafter.
With approval of the department head, annual leave may be
taken prior toaccumulation¡ however, should an employe~ dis-
continue employment for any reason prior to completion of that
employment period during which such leave would have been accu-
mulated, the employee shall reimburse the county on a pro-rata
basis for annual leave taken but not accumulated.
No more than ten days of annual leave can be carried over from
one calendar year to the next calendar year.
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.
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Resolution No. 25-82
Solely for,computing annual leave, persons employed o~ or
before the fifteenth day of the month will be given cred¡it
for employment during that entire month. Persons emplo~ed
after the fifteenth day of the month will receive no creldit
for annual leave for that month. I
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5.4 Civil Leave. Any necessary leave may be allowed by the lelected
department head or by the appointed department head with! the
concurrence of the County Commissioners to permit any relgu1ar
employee to serve asa member of a jury or to take examilnation
for state positions. The employee who is granted such lleave
and who, for the performance of such civil duties involVied
receives any compensation, shall be paid by the county flor the
time he is absent only in the amount of the excess of hils reg-
ular salary over the compensation so received. I
5.5 Military Leave. Any employee who is a member of the Waslhington
National Guard or of the Army, Navy, Air Force, Coast G~ard or
Marine Corps Reserve of the United States or of any orgalnized
reserve or Armed Forces of the United States shall be en!ti t1ed
to military leave with pay for a period not to exceed filfteen
(15) days during any' calendar year in order that the emplloyee
may take part in required active training duty. Such milli tary
leave shall be granted pursuant to the provisions of Reviised
Code of Washington 38.40.
¡
Any employee who enters upon active duty service or trlaining
in the Washington National Guard, the Armed Forces of the Unit-
ed States, or the United States Public Health Service maly seek
leave of absence for a period not to exceeà the actual ~ct of
duty, service or training, and upon return shall be entiitled
to reemployment, providing the individual complies with Ithe
provisions of the Revised Code of Washington 73.16, or a!s here-
after amended.
5.6 Leave of Absence. A leave of absence maybe requested bly any
permanent employee. The decision as to whether or not sluch
leave of absence will be granted is with the County Commis-
sioners. No leave of absence shall exceed a period of n~ne
(9) months. !
Any request for leave of absence shall be in writing, land
that writing shall state the time period for which the rlequest
is made. The granting of any such request for leave of lab-
sence shall also be in writing and signed by the County'
Commissioners.
Any leave of absence shall be without pay and all counlty
benefits of the employee shall cease during the period olf the
leave of absence. The employee may,' if satisfactory arr¡ange-
ments can be made, continue insurance plans in effect byl pre-
payment of the insurance premiums. Where the leave of aþsence
does not exceed fifteen (15) days, the County Commissionlers
may authorize payment of fringe benefits.
5.7 Holidays. The following are holidays with pay for permanent
employees:
New Year's Day..............~....January 1
Lincoln's Birthday...............February 12
Washington's Birthday............ 3rd Monday in Febriuary
Memorial Day.....................Last Monday in Mayl
Independence Day.................July 4 ¡
Labor Day........................lst Monday in Sept~mber
Veterans Day.....................November 11
Thanksgiving Day.................4th Thursday in No~ember
Day after Thanksgiving...........4th Friday in Novebber
Christmas Day....................December 25
One floating holiday
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Resolution No. 25-82
If a holiday falls on Sunday it shall be. observed. the follow-
ing Monday. If it falls on a Saturday it shall beobser:ved on
the previous Friday. An employee will not receive holiday pay
if the employee is absent on his last scheduled work dayl prior
to the holiday or on his first scheduled work day following the
holiday and that absence is unexcused. Employees on "leave of
absence without pay" shall not receive holiday pay.
5.8 Part__Time Regularl?osition - Leave Benefits. Employees '/fJorking
part-time regular positions shall be entitled to leave, aµthorized
by paragraphs 5.1, 5.2 and 5.3, above, based upon the pejr-centage
of time worked by said part-time employee as compared toi a full
time employee with a like duration of employment in the same
department.
EXAMPLE: A part-time regular employee works. five hourp per
day, five days per week (25 hours per week). A full time em-
ployee in the same department, works eight hours per day, five
days per week (40 hours per week) .
25 5
40 = 8 = .625%
Thus, to compute leave for the part-time employee in the above
example, multiply leave authorized the full time employe~ by
.625.
5.9 Medical Benefits. Employees may participate in basic group med-
ical insurance plans as may'be adopted by the county under the
terms and conditions established by the CountyCommissiopers.
SECTION VI. DISCIPLINARY ACTtON
6.1 Purpose of Disciplinary, Action. The county will attempt: at all
times to operate its business in the most efficient, ecopomical
and orderly manner consistent with good management practlices.
All employees shall conduct themselves in a manner that will be
consistent with established rules and regulations. Disc~p1inary
action is not primarily intended to be punitive but, ratþer, to
maintain the efficiency of day-to-day operations and in ~eeping
with sound business principles of human relations in the county
service.
6.2 Causes of Disciplinary,Action. All appointed employees may be
subjected to disciplinary action for, cause, including but not
limited to:
(a) Drinking intoxicating beverages or using nonprescrip-
tion drugs on the job, or arriving on the job under
the influence of intoxicating beverages or drugs.
(b) Violation of a lawful duty.
(c) Insubordination.
(d) Breach of discipline.
(e) Being absent from. work without first, notifying and
securing permission from the employee's supervisor.
(f) Being habitually absent or tardy for any reason.
(g) Misconduct.
(h) Conviction of any felony or of a misdemeanor involvt'"
ing moraL turpitude.
(i) Using religious, political or fraternal influence.
(j) Accepting fees, gifts, or other valuable. items in the
performance of the employee's. official duties for the
county.
(k) Failure to perform the assigned job.
VOL 8 fAΠr. 0 437
Page Seven.
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Resolution No. 25-82
6.3
Procedure for Disciplinary Action. The degree of diSCi~line
administered must depend on the severity of the infract on and
must be in accordance with any appropriate labor contra ts, and,
if applicable, Civil Service Rules and Regulations. It is the
responsibility of the supervisor to evaluate thoroughly ithe
circumstances and facts as objectively, as possible. Th~ super-
visor will then apply the most suitable form of'discipl:iJne to
the best of his or her knowledge and discretion.
There are several types of di,sciplinaryaction which may be
applied to discourage detrimental behavior· or actions:
(a) Oral Warning:
(1) Talk to the employee in private.
(2) This type of discipline should be applied for
infractions of a'relative1y minor degree, super-
visors should at all times inform the employea
that he or she is administering an oral warni~g
and that the employee is being given an oppor1
tunity to correct the condition. If the condii-
tion is not corrected, the person will then bel
subject to more severe disciplinary measures. .
(3) A notation that an oraL warning was given should
be made for the employee's personnel file.
(b) Written Warning:
(1) This notice will be issued by the supervisor
in the event the employee continuesto'disrega¡rd
an oral warning, or if the infraction is severe
enough to warrant a written record in the em-
p10yeets personnel file.
(2) The supervisor will set forth in the written
warning notice form the nature· of the infractiion
in detail and will sign the notice. He or shei
will discuss the warning notice wi th his or heir
immediate supervisor, then with the employee, ito
be certain that the employee understands the
reasons for the disciplinary action.
(3) A copy of the written warning notice is to be
handed to ,the employee at the time of the discius-
sion of the discipline. The original warning nlotice
is to be placed in the employee's personnel fiile.
(c) Suspension:
(1) This form of disc.ipline is administered as a
result of a severe 'infraction of rules, stan-
dards, or for excessive violations after the
employee has received a written., warning and ha:s
made no effort to. improve performance. This iis
the most severe form of discipline given by a
supervisor short of discharge.
(2) All facts leading to the reason for the disci-j
p1inary suspension and the duration, of suspen-!
sion will be set forth on a disciplinary form.1
The employee will be informed of the discipliniary
action and provided an original copy of complejted
disciplinary action form. The maximum period bf
suspension shall be fifteen (15) days.
(3) Suspension of any employee will be applied only
by the elected department head or by the appoiþted
department head with the concurrence of the coþnty
Commissioners
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Resolution No~ 25-82
(d) Demotion:
(1) 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
posi tion,. Demotion should be made only after
a thorough evaluation by the, department head,
and only after written warning.
(2) Demotion ,of any employee will be made by the
elected department head or by the appointed
department head with the concurrence of the
County Commissioners.
(e) Discharge:
(1) To assure the continuous, successful operation
of county 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 deci-
sion as to whether or not the employee should be
discharged shall depend upon, ,among other things,
the severity of the infraction, the previous
efforts to counsel the employee, the potential
danger to other employees, and the effect on
the county's operations.
(2) 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 con-
currence of the County Commissioners will re-
view the circumstances concerning the incident
and determine whether or not discharge of the
emp1oy¢eis appropriate.
(3) Discharge of an employee shall be by the elected
department head or by the appointed department
head with the concurrence of the County
Commissioners.
SECTION VII. GRIEVANCE AND ARBITRATION PROCEDURES
7.1 Definition. A grievance means a claim. or dispute by an employee
with respect to the interpretation, meaning, or application of
the provisions of this policy.
7.2 Purpose. An employee may resort to these grievance procedures
for any decision ,or action which he or she feels may affect his
or her employment adversely.
7.3 Procedure. The :i;ollowing grievance procedures apply unless other
procedures are provided by state law, as in the case of the uni-
formed services, or by union contract:
(a) If an employee feels he or she has a justified com-
plaint or problem, the employee shall discuss the
matter withihis or her department head. If the com-
plaint rela~es to a specific incident, the discussion
shall take :cllace within fi,fteen (15) days from the
date of the incident.
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. Resolution No. 25-82
(b) If the employee feels that his or her complaint is
not fairly resolved by the department head, he or
she may then within five (5) days submit a written
complaint to the County Commissioners. If the griev-
ance continues to exist, the County Commissioners
may agree to any recourse or other legaL means avail-
able for resolving the employee's grievance, including
arbitration in the manner set out below.
7.4 Arbitration.
(a) If an employee after completing the grievance procedure
outlined in Section 7.3 still believes that his or her
grievance has not been dealt with justly, the employee
may request from the County Commissioners independent
arbitration of the matter. Any grievance involving a
dispute with respect to the application, meaning, or in-
terpretation of this Personnel Policy may be submitted
to arbitration in the following manner:
If arbitration is desired by the aggrieved employee(s)
and the County Commissioners, the Arbitration Committee
shall consist of three (3) persons: one appointed by
the employee or his or her representative, one appointed
by the County Commissioners, and one appointed by agree-
ment 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) arbitrators 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 Committee. The third member of the Committee shall
be the Arbitration Committee chairman.
The aggrieved employee(s) and the county shall each be
responsible for payment of their costs and expenses re-
lated to arbitration of any grievance and shall share
equally all costs and expenses of the third member of
the Arbitration Committee.
(b) 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 Commissioners 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.
(c) ,It shall be the duty of the Committee chairman, within
three days of the conclusion of the hearing, to forward
.his or her recommendation concerning the appeal to the
County Commissioners for appropriate action.
(d) The recommendation of the Committee shall be reviewed
by the County Commissioners and within fifteen (15) days
following receipt the Board shall advise the employee as
to its decision regarding, the grievance. It is the in-
tention of the County Commissioners to follow the Commit-
tee recommendation except where that recommendation does
not appear to the County Commissioners to be in the best
interests of Jefferson County.
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Resolution No. 25-82
7.5 Utilization of Grievance Procedures. No punitive action shall
be carried out against any employee for utilizing the grievance
procedures contained herein.
SECTION VIII. PRIOR PERSONNEL POLICIES SUPERSEDED
8.1 The policies and procedures set out herein are intended to
supersede any previous resolution of this Board related to
county personnel policies and disciplinary procedures.
DATED this ;}}:i day of
7//~~{/ , 1982.
BOARD OF JEFFERSON COUNTY
COMMISSIONERS
~"j
B. G. BROWN, Chairman
Cl ~~M1 ,
A. M. O f , ember -
~ IJ11.1JUvuJ,4
CARROLL M. MERCER, Membe ~
ATTEST:
~ ~'J~
ít.t EH~. GG,p
Clerk of the Boar
Page E~ven. " -
VOL ð rA,G£ [. 0
441
...
..-...,¡,
..
William E. Howard
JEFFERSON COUNTY PROSE€UTING A'ITORNEY
209 Quincy
Port Townsend, Washi1;}gton 98368
Telephone (206) 3~5-2044
February 26, 1982
John F. Raymbnd
Deputy
Mr. B. G. Brown,
Chairman,
Board of Jefferson County Commissioners
Jefferson County Courthouse
Port Townsend, Washington 98368
~~@~n,~Y7,~lõJ
MAR - t; ~82
RE: Jefferson County Personnel Policy
JEFFERSON COUNTY
BOA~D Of COMMISSIONERS
Dear Commissioner Brown:
Attached is a copy of the Jefferson County Personnel Policy with
revisions which were discussed at our meeting Febru~ry 23, 1982.
The changes occur in Sections 1.2(c), 3.8 and 5.8.
The changes in the first two sections mentioned above are designed
to make it clear that the employment of appointed d~partment heads
is at the pleasure of the Board of County Commissioners.
The change in Section 5.8 is designed to define the! leave benefit
provisions for part-time regular employees. This provision limits
sick leave, bereavement leave and annual leave to a,percentage of
of a full time employee's benefits. The percentage! is to be com-
puted by comparing the number of hours ~ ~-tme iegular employee
works with the number of hours worked by a full tim~ employee in
the same department. The provision relates only to, sick leave,
annual leave and bereavement leave, and not to other fringe benefits.
After your review, please advise if you have any qu$stions or if
additional changes are required. Also advise as toiwhether or
not a copy of this document should be circulated to! all depart-
ments prior to adoption, or if the Board is ready to proceed
with adoption of the amended Personnel policy withoµt further
discussion.
Very truly yours,
(A.~
WILLIAM E. HOWARD
WEH:rn
Enclosure
cc (w/enc) :
Mr. A. M. O'Meara
Mr. Carroll M. Mercer