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(A) All county employees are encouraged to submit suggestions that could allow county government to operate more efficiently and effectively.
(B) All suggestions should be submitted to the employee’s department head, which shall forward them to the County Judge/Executive along with recommendations for approval or disapproval.
(C) Employees who submit suggestions that are approved will receive recognition at the time the suggestion is implemented.
(Ord. 4-2014, passed 7-31-2014, § 3.6)
(A) An orientation will be made available to all new employees as soon as they are hired. The orientation will consist of an overall orientation of county government and policies conducted by the County Judge/Executive or a designee. As soon as assigned to the specific department with the vacancy, the new employee shall be given further orientation by the department head. This orientation will address the internal policies, job description and expectations of the department head and the employee’s first line supervisor.
(B) The orientation performed by the County Judge/Executive’s office shall consist of at least the following:
(1) Explanation of the management policies and administrative procedures;
(2) Compensation schedule and employee benefits;
(3) Copy of this chapter and departmental policies;
(4) Reiteration of job duties per job description; and
(5) Other elements deemed appropriate.
(Ord. 4-2014, passed 7-31-2014, § 3.8)
(A) The county seeks to provide equal opportunity for its employees and applicants for employment and to prohibit discrimination based on race, color, sex, religion, national origin, disability, age or sexual orientation.
(B) The county promotes equal opportunity in all matters of hiring, promotion, transfer, compensation, benefits and other conditions of employment.
(Ord. 4-2014, passed 7-31-2014, § 3.9)
(A) (1) The county complies with the Americans with Disabilities Act of 1990, being 42 U.S.C. §§ 12101 et seq. as amended by the Civil Rights Act of 1991, being Pub. L. 102-166.
(2) The Act prohibits discrimination on the basis of disability and protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits and other aspects of employment.
(B) The county will provide reasonable accommodation to qualified individuals with a disability that, with an accommodation, can perform the essential functions of the job classification, unless the accommodation will impose an undue hardship for the county.
(Ord. 4-2014, passed 7-31-2014, § 3.10)
(A) In the classification plan incorporated as part of this chapter:
(1) Each position shall, on the basis of the duties and responsibilities of the position, be allocated to an appropriate category with specified classes;
(2) A class shall include one or more positions;
(3) Each class shall have a specification that includes:
(a) Concise, descriptive title;
(b) Description of the duties and responsibilities of each position in the class; and
(c) Statement of the physical requirements and qualifications, including skills, knowledge, abilities, experience and educational qualifications or requirements for each position.
(4) All positions in a single class shall be sufficiently alike to permit:
(a) The use of a single descriptive title for the class;
(b) A description of the duties in the class;
(c) The same qualifications for each position;
(d) The use of the same pay range to each position; and
(e) Applications of the same pay range to each position.
(5) All job descriptions shall set forth those duties that are essential.
(B) At least once each year, the County Judge/Executive shall:
(1) Review the duties and responsibilities of each class; and
(2) Recommend and consider on the basis of the review the reclassification of positions, the creation of new classes and the abolition of one or more existing classes.
(C) Whenever the duties of a position change so that no appropriate class for it exists, the County Judge/Executive shall:
(1) Prepare an appropriate class specification for it; and
(2) Submit it to the Fiscal Court for approval of reclassification.
(D) Reclassification of a position may not be used to circumvent demotion, promotion or compensation procedures and requirements.
(E) The County Judge/Executive may create a new position with the approval of the Fiscal Court. In creating a new position, the County Judge/Executive shall:
(1) Describe in detail the position’s duties and responsibilities;
(2) Suggest minimum entrance qualifications for the position; and
(3) Allocate the position to an appropriate class or create an appropriate class for the position, if necessary.
(Ord. 4-2014, passed 7-31-2014, § 3.11)
(A) All employees shall be designated as full-time, part-time, temporary or assigned pursuant to law, and may include the following:
(1) Full-time employee. An employee who works 37.5 hours per week or more on a regularly scheduled basis;
(2) Part-time employee. An employee who works less than 100 hours per month on a regularly scheduled basis; and
(3) Temporary employee. An employee who works in a position which is of a temporary nature (full-time or part-time). All temporary employees shall be on an emergency basis not to exceed 30 days and shall be subject to availability of funds in the budget.
(B) Only full-time or part-time employees may occupy established positions.
(C) Full-time employees shall be entitled to all benefits provided by county government. Temporary and part-time employees shall not be entitled to any benefits (except those benefits required by federal and state law).
(Ord. 4-2014, passed 7-31-2014, § 3.13)
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