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(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)
Upon the death of a full-time employee who has completed a minimum of one year of full-time county service, the county shall pay the employee's estate or designated beneficiary a death benefit of one month's salary. This payment will equal one-twelfth of the annual pay.
(2004 Code, § 48-24) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Directors may designate persons as emergency personnel based upon a demonstrated need or emergency, either generally or for specific events.
(B) A non-exempt employee designated as emergency personnel who is called back to work outside of regular work hours shall be paid at the applicable hourly rate for a minimum of four hours. Subsequent callbacks occurring during the initial four-hour period are treated as part of the initial call back.
(C) A non-exempt employee designated to an on-call status shall receive a stipend pursuant to current county policy.
(2004 Code, § 48-25) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
An employee regularly assigned to a full shift where the majority of hours worked are after 4:00 p.m. or before 8:00 a.m. shall be paid a premium pay called “shift differential pay” for the hours worked between 4:00 p.m. and 8:00 a.m. Leave hours are not compensated at the shift differential rate. Shift differential is considered a premium payment and not considered a part of base pay. Employees shall be compensated at five percent of their base hourly rate or seven and one half percent for overtime rate for hours worked between 4:00 p.m. and 8:00 a.m.
(2004 Code, § 48-26) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
The County Commissioners shall establish a schedule of holidays on an annual basis. When a county holiday occurs on a Saturday or Sunday, the holiday is observed on the Friday before or the Monday after the actual holiday, respectively.
(A) Eligible employees receive holiday pay subject to the following:
(1) Full-time and benefit eligible part-time employees who are normally scheduled to work on the designated holiday but not required to do so will receive holiday pay, at their regular pay rate, equal to weekly base hours divided by number of workdays in a workweek.
(2) Full-time and benefit eligible part-time employees who are not scheduled to work on the designated holiday will receive holiday pay, at their regular pay rate, equal to weekly base hours divided by number of workdays in a workweek.
(3) If a non-exempt employee (with the exception of Emergency Communications Center employees) is required to work on an observed holiday, they will receive holiday pay and one and a half times their regular rate multiplied by the number of hours they worked on that day.
(a) Emergency Communications Center employees who are required to work on the actual holiday will receive holiday pay and one and half times their regular rate multiplied by the number of hours they worked on that day.
(B) Eligible employees include regular full-time and benefit eligible part-time employees and employees on initial probation.
(C) Employees on unpaid leave, including leave that is covered by workers compensation or short-term disability, are not eligible for holiday pay.
(D) If an employee is required to report for work on a holiday, and is absent on the holiday without approved leave, the employee may forfeit holiday pay and may be otherwise disciplined.
(Ord. 2024-12, passed 12-5-2024)
ATTENDANCE AND LEAVE
Use of leave requires supervisory approval and may be authorized in accordance with the provisions of this chapter and is subject to the operational requirements of the county. Leave may be used in quarter-hour increments. HR shall establish the procedure for crediting leave to an employee's account.
(2004 Code, § 48-27) (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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