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(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)
(A) All positions in the classification plan shall be compensated as set forth in the county’s pay plan.
(B) The assignment of classes to a pay grade shall be based upon the relative level of difficulty of the duties and responsibilities of the class; the prevailing rates of pay for the work as compared to and competitive with public and private labor markets; and other pertinent wage and economic data.
(C) The Fiscal Court shall approve the schedule of wage rates and ranges and the pay plan adopted or subsequently modified by amending ordinance.
(Ord. 4-2014, passed 7-31-2014, § 3.14)
(A) A pay plan, prepared and incorporated as part of this chapter, shall prescribe for each class a minimum and maximum rate of pay, and all employees occupying positions in a class shall be compensated at a rate no less than the minimum and no more than the maximum amount of the grade in which the position is assigned. All personnel who currently receive pay at the maximum rate for their particular class will continue to receive pay raises as provided by the budget (i.e., merit raises or yearly increment).
(B) At least once each fiscal year, preferably during the budget process, the County Judge/Executive or his or her designee shall:
(1) Analyze fluctuations in the cost of living;
(2) Examine the wage range for each class of positions in the classified service to ascertain whether minimum and maximum wages should be raised or lowered for a particular class during the succeeding 12 months; and
(3) Upon the basis of the comparison, analysis and examination, submit to the Fiscal Court recommendations or amendments to the pay plan.
(C) Reclassification of an employee’s position from one class to another of comparable pay range shall affect no change of wage for the employee.
(D) An employee whose position is reclassified from one class to a higher class shall enter the higher class at its minimum wage, unless this minimum is lower than the affected employee’s present wage. If that is the case, the employee shall enter the class at his or her then present wage at the time the reclassification is effected:
(1) If that wage exceeds that minimum, he or she shall continue to receive at least his or her present wage; and
(2) If that wage exceeds the maximum, he or she shall receive only the maximum.
(E) Whenever the County Judge/Executive submits to the Fiscal Court that a position be reclassified to a class that requires a higher wage, he or she shall likewise submit with it an estimate of the financial requirements of the wage increase that the reclassification would require.
(F) In the event that an employee enters a higher class by promotion, the wage in the higher class shall be the minimum wage for that class, unless that minimum is lower than, or the same as, the wage at the time of the promotion. In that event, the County Judge/Executive shall set a wage within the pay range of the higher class based on the promoted employee’s skills, knowledge and abilities.
(G) In the event that an employee is demoted, the County Judge/Executive shall set the employee’s wage at the minimum level of the class to which the employee has been demoted.
(H) For an employee transferred from a position in one class to a position in an equivalent class, the transfer shall affect no change in rate of pay.
(I) The County Judge/Executive and department heads shall conduct annual evaluations of the performance of each employee as set forth in § 30.096 of this chapter. The overall results of each employee performance evaluation shall be used for the basis of granting promotions and pay increases. Any promotions or adjustments that will increase the expenses of the county require a budgetary review and approval by the Fiscal Court.
(J) An appointee (hire) to a new or vacant position shall receive the minimum wage of the class to which the position is allocated, except that through written documentation the County Judge/Executive may cause the appointment to be made at a wage above the minimum, but not more than maximum, for the class if:
(1) In cases of unusual difficulty in filling a position; or
(2) In hiring exceptionally qualified personnel.
(K) In no case will an employee be paid in advance for work time.
(Ord. 4-2014, passed 7-31-2014, § 3.15)
(A) Employees shall be at their places of work in accordance with prescribed departmental schedules. All departments shall maintain daily attendance records of all employees. All department heads shall submit timesheets to the County Payroll Administrator prior to payday.
(B) Regular employees will be allowed two rest periods of 15 minutes each day, one in the morning and one in the afternoon. Unless prior approval is granted, lunch and rest periods may not be used to shorten working hours, alter time of arrival or departure, accrue vacation or count as overtime if not taken. Department heads shall ensure that rest period times and regulations are enforced. An hourly employee who works more than four consecutive hours is entitled to one 15-minute break; hourly employees working less than four consecutive hours are not entitled to a break.
(C) Flexible hours may be scheduled for employees, if approved by the department head and the County Judge/Executive; the schedule shall not adversely effect the department’s operations.
(Ord. 4-2014, passed 7-31-2014, § 3.16)
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