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(A) Accrual rate. Full-time and benefit eligible part-time employees, including those on initial probation, shall accrue annual leave at the rate of one-fifth of the employee's weekly base hours based on length of service up to the following:
Years of Service |
Hours of Annual Leave Accrued Per Year (40-hour workweek) |
Under 1 | 64 |
l through 5 | 112 |
6 through 15 | 144 |
16 through 20 | 168 |
Over 20 | 192 |
(B) Accumulation. An employee may carry a maximum accumulation up to 480 hours from one calendar year to the next. Maximum accumulation limit for those whose weekly base hours is less than 40 will be prorated. For purposes of this section, the calendar year ends on the last day of the last full pay period in December each year.
(C) Separation of county employment. A regular employee shall be paid for all annual leave accrued at the time of separation, up to the maximum accumulation limit. The rate of payment shall be based on the employee's regular pay rate at the time of separation. Upon the death of a full-time employee, who has completed a minimum of one year of full-time county service, the cunty shall pay the employee's estate or designated beneficiary any accrued but unused annual leave up to the maximum accumulation limit. An employee who leaves county employment while on initial or extended initial probation is not compensated for annual leave.
(2004 Code, § 48-29) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Accrual rate. Employees accrue sick leave at the same rate as they accrue annual leave.
(B) Accumulation. Employees hired prior to July 1, 2025, may carry an unlimited number of sick leave hours forward from one calendar year to the next. Employees hired July 1, 2025, or after may carry a maximum accumulation of 720 hours (prorated for those scheduled to a workweek of less than 40 hours) forward from one calendar year to the next. For purposes of this section, the calendar year ends on the last day of the last full pay period in December each year.
(C) Separation of county employment. Upon separation of county employment, an employee will not be compensated for accumulated sick leave, unless authorized by the County Commissioners in any sick leave policy in effect at that time.
(D) Family Medical Leave Act. In accordance with applicable Federal and State laws, HR will review and approve leave under the Family and Medical Leave Act (FMLA) for eligible employees.
(2004 Code, § 48-30) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Number of hours. Full-time and benefit eligible part-time employees shall receive up to 48 hours of paid personal leave each calendar year at the rate of 1/5 of the employee's weekly base hours.
(1) During the first year of eligibility, new employees will receive up to 48 hours of paid personal leave on a pro-rated basis up to the following:
Month of Hire | Maximum Hours of Personal Leave (40-hour workweek) |
January through April | 48 |
May through August | 32 |
September through December | 16 |
(B) Use and accumulation. Personal leave must be used by the last day of the last pay period in December and shall not be carried forward to the next calendar year.
(C) Separation of county employment. Upon separation of county employment, no employee will be compensated for unused personal leave.
(2004 Code, § 48-31) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Employees who are non-exempt from the provisions of the FLSA may choose to receive compensatory leave for each hour worked over their regularly scheduled work hours per workweek.
(B) Non-exempt employees must choose compensatory leave in lieu of paid overtime prior to the beginning of the pay period. Employees must make their choice in writing on forms provided by HR or Payroll.
(C) Compensatory leave shalL be earned at the rate of one and one-half hours of compensatory leave for each hour worked over 40 hours. For a non-exempt employee whose regularly scheduled work hours are less than 40 per week, compensatory leave will be accrued on an hour-for-hour basis for hours worked up to 40.
(D) Non-exempt employees may accumulate a maximum of 80 hours of compensatory leave. Compensatory hours below 80 do not expire and may be used and/or paid out as outlined in (E) and (F) below.
(E) Compensatory leave must be approved in advance by an employee's immediate supervisor before it is accrued or used. Approval to use accrued compensatory leave shall be in accordance with the provisions of the FLSA as amended.
(F) Upon becoming an exempt employee or separation of county employment, an employee shall be paid for all accumulated compensatory leave.
(2004 Code, § 48-32) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Jury duty. An employee called for jury duty shall receive jury leave for the period of jury service. If the employee's services are not required as a jury member on any part of a workday, the employee shall report to his or her supervisor for duty. The employee shall remit to the county the entire payment received for jury duty to receive administrative leave. Employee is not required to remit parking fees, meal allowance, or mileage payments which may be provided by the court.
(B) Subpoenaed witness. An employee subpoenaed to appear in a court action, before a grand jury, administrative agency, or for a deposition shall receive witness leave for the period covered by the subpoena. Employee is required to submit appropriate documentation to receive Administrative Leave award. This does not apply to an employee who is a party to the action or who is appearing as a paid witness.
(C) Military. An employee who is a member of the Army, Navy, Air Force, Marines, Space Force or Coast Guard Reserve shall be granted military leave for military training or operations not to exceed 120 hours per county fiscal year and in accordance with Federal and State laws.
(D) Bereavement.
(1) An employee shall receive bereavement leave upon the death of an immediate family member, not to exceed five regularly scheduled workdays.
(a) For purposes of this section, immediate family members are defined as an employee's spouse, parent, or child (including in-laws and step).
(2) An employee shall receive up to three workdays of bereavement leave for the death of a family member, other than immediate family.
(a) For purposes of this section, family member, other than immediate family is defined as a sibling, grandparent, or grandchild (including in-laws and step).
(3) An employee shall receive up to one workday of bereavement for the death of an extended family member.
(a) For purposes of this section, extended family members are defined as a great- grandparent, great-grandchild, aunt, uncle, niece, or nephew (including in-laws and step).
(4) Bereavement leave need not be used as consecutive days.
(5) An employee shall, upon request, submit appropriate documentation to their supervisor.
(2004 Code, § 48-33) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Duration. The duration of leave without pay shall be at the discretion of the Director, in consultation with HR, based on the reason for the request and the effect on county operations. All available and applicable leave must be exhausted prior to requesting leave without pay.
(B) Leave accrual. When leave of absence without pay occurs for the duration of an entire pay period, no leave of any kind shall accrue during the pay period.
(C) Approval. The leave must be requested and approved prior to the beginning of the absence except under extenuating circumstances. The Director and HR must approve all requests for leave without pay. The county may impose conditions and restrictions on approval of leave without pay.
(D) Return to active employment. An employee who has been granted leave without pay must return to work by the date the leave expires. Failure of an employee to return to duty upon the expiration of his/her leave without pay may be interpreted as a resignation.
(2004 Code, § 48-34) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
PROBATION
(A) Duration. All employees, with the exception of those hired for the Emergency Communications Center, shall be on probation for a minimum of six months following the employee's initial employment date. Employees hired for the Emergency Communication Center shall be on probation for a minimum of twelve months. The Director may extend initial probation for up to six additional months, using forms provided by HR. In no event shall the initial probationary period be extended more than an additional six months.
(B) Rejection on initial probation. A Director may reject an employee on initial probation at any time. An employee rejected on initial probation shall have no recourse through the grievance procedure. An employee rejected on initial probation shall receive two weeks' severance pay.
(C) Initial probation performance review. At least two weeks before the end of an employee's initial probationary period, the employee's supervisor shall complete a performance review and forward it to HR. The supervisor shall not complete an Initial Probation performance review if the employee is to be rejected on probation. Failure to comply with this deadline may result in disciplinary action against the supervisor.
(2004 Code, § 48-35) (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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