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(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)
(A) In emergencies and other circumstances, consistent with the maintenance of essential county services, a department head may, with the approval of the County Judge/Executive, have employees work overtime. Employees called to work over and above normal work hours shall be paid a minimum of one and one-half their pay at their regular rate of pay.
(B) In order to determine whether an employee will receive overtime pay for hours worked in excess of 37.5 hours per week (except Road Department and Fire Department personnel who will adhere to their internal overtime procedures as approved by the County Judge/Executive), each class shall be declared “EXEMPT” or “NON-EXEMPT” under the provisions of federal and state wage and hour laws. Exempt employees shall not receive overtime pay. Non-exempt employees shall receive overtime pay at a rate of one and one-half times the hourly wage for the actual hours worked in excess of a normal work week (over 40 hours). Non-exempt employees will receive their regular hourly pay for actual hours worked in excess of 37.5, but less than 40.
(1) Any county employee who serves in a policy making position shall be deemed an exempt employee. These individuals may accrue compensatory time, at an hour for hour rate, for work performed over and above the hours worked in a normal workweek (37.5 hours or 40 hours, if applicable). Upon written request and agreement, a non-exempt employee may be granted compensatory time in lieu of overtime pay. Public safety employees are allowed to accrue up to 100 hours of compensatory time in one fiscal year. All other employees are allowed to accrue up to 50 hours of compensatory time in one fiscal year. Additional hours of work will be paid upon recommendation by the department head and approval of the County Judge/Executive.
(2) Exempt positions shall include, but not be limited to, the following:
(a) Deputy Judge/Executive;
(b) Director of Planning and Zoning;
(c) Road Supervisor;
(d) Fire Chief;
(e) Treasurer;
(f) Maintenance Director;
(g) Lakeview Park Director;
(h) Human Resources Director; and
(i) Any other position exempt per state or federal law.
(C) Time off with pay (including vacation leave, sick leave, holidays, jury duty, funeral leave and the like) may not be considered as hours worked for overtime pay purposes.
(D) Employees required to be present at Fiscal Court meetings or committees of the Court relative to county business shall be compensated at the regular rate of pay. A minimum time shall be based on actual time at the meeting.* (*Plus any travel time incurred.)
(E) Overtime provisions will apply if the appearance at the meeting causes the employee to accumulate (work) in excess of 40 hours during the workweek.* (*Plus any travel time incurred.)
(Ord. 4-2014, passed 7-31-2014, § 3.17)
(A) The annual budget may include wage increases for the budget year effective July 1 annually, subject to availability of revenues.
(B) Individual adjustments may be made during the year as necessary (probation completion, salary-based performance increases and the like) subject to availability of funds. Performance based increases shall be made with the prior approval of the Fiscal Court.
(Ord. 4-2014, passed 7-31-2014, § 3.19)
(A) An appointment to a position shall be made only after the individual being considered has been certified for the position as set forth in § 30.058 of this chapter. This policy applies to new applicants, rehires, transfers and promotions.
(B) Subject to approval by the Fiscal Court, the County Judge/Executive shall make appointments by executive order. The executive order shall state the name of the individual, the appointed position and class, the beginning wage and the beginning date of employment. A copy of the executive order shall be filed in the individual’s personnel file.
(Ord. 4-2014, passed 7-31-2014, § 3.20)
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