(A) Certain employees are required to hold a specific class of commercial driver's license (CDL) as part of their job duty. If the employee does not hold the required CDL, the county will pay one-time for the training and any pre-approved related expenses incurred to obtain the CDL within 12 months of hire. Prior to commencement of training, the employee must sign the conditions of employment agreement.
(B) Depending on the experience of the driver, training may take up to four to six weeks. It is therefore in the best interest of the county for the employee to maintain employment for a minimum of 36 months. This includes the actual times required for training, but excluding any unpaid leave(s) of absence.
(1) If the employee is unable to successfully complete the training and obtain the CDL, the employee will be responsible for all future costs associated with additional training or testing to obtain the CDL.
(2) Employees must successfully complete the course and obtain the CDL within 12 months of hire or the employee will be terminated.
(3) If an employee voluntarily resigns within 36 months of hire, excluding any unpaid leave(s) of absence, they must reimburse the county the salary paid during the CDL training and all associated expenses.
(4) Employees are expected to work a minimum of three years or be subject to the following repayment rules:
(a) If the employee leaves within 12 months of receiving the CDL, the employee must reimburse the county for 100% of all expenses paid by the county.
(b) If the employee leaves within 24 months of receiving the CDL, the employee must reimburse the county for 75% of all expenses paid by the county.
(c) If the employee leaves within 36 months of receiving the CDL, the employee must reimburse the county for 50% of all expenses paid by the county.
(5) In the event the employee is terminated by layoffs, etc., the county's obligation will cease under this agreement effective upon the date of termination. Any further CDL classes will become the responsibility of the employee. The employee will not be responsible for any amounts paid up to the date of termination.
(Ord. 9-2022, passed 9-23-2022)