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HR maintains records of communication and actions affecting positions and pay grades, provides for regular review of all position classifications, and recommends amendments to the classification system.
(2004 Code, § 48-14) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Procedure.
(1) HR shall notify all supervisors of procedures and deadlines for information necessary for processing classification of positions.
(2) On an annual basis HR shall review relevant and reliable data sources to monitor the salary movement of the market. A more in-depth market review to re-evaluate its overall market position and compensation plan shall be conducted every four years.
(3) HR may evaluate positions when the description has changed and no longer accurately describes the current _job duties. Review requests must be submitted to HR by the supervisor and with Director approval.
(4) HR may review all position descriptions whenever a department, bureau, office or division is organized or reorganized, or other changes occur. HR shall require departments to review position descriptions periodically to assure accuracy.
(5) Any pay changes resulting from the review of position descriptions shall take effect on a date determined by HR and the Director of the Department of Management and Budget, or its successor agency.
(6) The analysis regarding the placement of positions in appropriate pay grades shall be based, among other things, on the relative difficulty and responsibility of the work; the prevailing pay rate for a comparable position in the public and private sectors in the vicinity; the relationships among positions within the county; the recruitment and retention experience of the county, and the county's financial position.
(2004 Code, § 48-16) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
WAGE AND SALARY ADMINISTRATION
HR administers the county's pay plan and informs employees about pay plans approved by the County Commissioners. The County Commissioners must approve the adoption and amendment of any pay plan for county employees. The County Commissioners may establish, amend, or abolish salary schedules, pay grade assignments, or pay grades. HR shall perform an annual review of the county's pay plan. The pay plan sets forth the salary ranges for employees and salary adjustments such as market equity adjustments or merit pay increases.
(2004 Code, § 48-17) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
Generally, a new employee shall be paid the minimum rate of pay for the position. Exceptions may be granted upon the approval of the Director of Human Resources and/or the County Administrator.
(2004 Code, § 48-20) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Transfer. When an employee is transferred from one position to another within the same pay grade, the pay rate shall be the same. Exceptions for change in pay rate may be granted upon the approval of the Director of Human Resources and/or the County Administrator.
(B) Promotion. When an employee is promoted, the employee's current rate of pay shall be increased by 10% for the first pay grade, 7% for the second grade, and 3% for any additional grades, to a maximum promotion increase of 20%, or to the base of the new grade, whichever is higher. At no time may an employee be promoted to a rate above the maximum of their new pay grade.
(C) Demotion. When an employee is voluntarily or involuntarily demoted, the employee's current rate of pay shall be decreased by 10% for the first grade, 7% for the second grade, and 3% for any additional grades, to a maximum demotion decrease of 20%, or to the maximum of the new grade, whichever is lower.
(D) Acting capacity. When an employee is temporarily assigned to perform duties of a position with a higher pay grade, the employee's current rate of pay shall be increased by 10% for the first grade, 7% for the second grade, and 3% for any additional grades, if applicable, to a maximum promotion increase of 20%, or to the base of the acting grade, whichever is higher. At no time may an employee be promoted to a rate above the maximum of their new pay grade.
(1) Acting capacity pay only applies to temporary assignments anticipated to be at least 30 consecutive days in duration and shall begin with the first full day of acting capacity.
(2) An employee or appointed official promoted to the position after serving in acting capacity shall receive the promotion salary increase based on the pre-acting capacity pay rate; however, the salary, after promotion, shall not be less than the acting capacity pay rate.
(3) When an employee or appointed official assumes responsibilities of a position in acting capacity that result in a change to the exempt or non-exempt status under the Fair Labor Standards Act (FLSA), the employee or appointed official shall be compensated accordingly.
(4) The Director shall request and HR shall authorize and process acting capacity pay for employees.
(5) At the conclusion of the acting capacity assignment, the employee will return to the position from which he/she was assigned and to the rate of pay in effect prior to the assignment plus any salary adjustments awarded.
(E) Recall from layoff. An employee recalled to work from layoff shall be compensated within the pay range for the position to which the employee returns.
(2004 Code, § 48-21) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) In general. Overtime is subject to budgetary considerations, and except in emergencies, must be approved in advance by the appropriate Director or designee.
(B) Regular pay. A non-exempt employee under the Fair Labor Standards Act (FLSA) shall be compensated at the regular hourly pay rate for all hours worked and for which the employee has received paid leave through 40 hours each workweek.
(C) Overtime pay. A non-exempt employee under the FLSA shall be compensated at one and one-half times the regular hourly pay rate for all hours the employee works in excess of 40 hours per workweek. In calculating the number of hours in a workweek, hours actually worked and annual, sick and safe and personal leave shall be counted.
(2004 Code, § 48-23) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
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