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(A) Purpose. The objective of the pay plan is to provide equal pay for equal work and to provide a pay range for each class or position in the county that will allow it to retain employees and to compete in the job market with other private and public employers in the area.
(B) Relationship to the classification plan. In order to assure equal pay for equal work, it is necessary to know what the duties and responsibilities of each position are and what training, experience and skills are needed to carry out these duties. This requires a large body of job knowledge, which can best be obtained from a classification plan. The classification plan does not set the pay rate. It merely provides that all those positions in the same class shall have the same pay range. The pay plan provides for ranges of pay to which positions are assigned. The integrity of the classification plan may be maintained in the pay plan if the relative levels of worth among the classes are maintained in allocating classes to the salary schedule.
(C) Factors in determining pay allocations. Many factors go into determining the relative worth of a group of positions. These include:
(1) The required skills, knowledge and ability;
(2) The kind and level of work required;
(3) The nature and extent of supervision given and received;
(4) Responsibility for public contracts;
(5) Special working conditions;
(6) Training and experience requirements; and
(7) Execution of orders and policies.
(D) Application of pay plan.
(1) Ranges of pay are intended to be base pay for a standard workweek in various classes of work as defined by county policy.
(2) Pay rates are not intended to include special assignment differentials, reimbursement for travel expenses or other authorized expenses incurred in connection with official business.
(3) The minimum rate of each class should be the normal entering rates. Departures from this should be made only if necessary to fill a vacancy despite vigorous recruitment efforts or as recognition of exceptional qualifications.
(4) Progression through the pay range will depend on funding availability. However, under normal circumstances, the employee may receive a pay increase when:
(a) An across-the-board or percentage increase is budgeted by the County Fiscal Court;
(b) Merit increases are awarded due to outstanding performance; or
(c) A higher degree of certification in the class of employment is attained.
(5) A promotion may require an adjustment in pay to reach the minimum pay rate of the new classification. Further progression through the pay range is governed by the same criteria as set forth in this division (D) above, as well as elsewhere in these policies and procedures. If the employee has already reached the minimum pay rate of the new classification plan, the Fiscal Court shall determine an appropriate increase in compensation.
(6)
The pay plan set forth on the following pages uses the federal minimum wage as the base point for all classes. The compensation plan schedule will increase on even years (2022, 2024, 2026, etc.) by the CPI authorized by the Fiscal Court.
(Ord. 4-2014, passed 7-31-2014, § 3.65; Ord. 6-2022, passed 8-12-2022)
There shall be two classifications of employees as follows:
(A) Exempt/administrative personnel.
(1) Please refer to the U.S. Department of Labor, Fair Labor Standards Act, being 29 U.S.C. §§ 201 et seq., for definition. To qualify for the exempt/administrative employee exemption, all of the following tests must be met:
(a) The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;
(b) The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
(c) The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
(2)
The Fiscal Court hereby establishes two pay grades for exempt/administrative employees. The base annual compensation for each grade shall be uniform for all employees; except that, the base annual compensation of existing exempt/administrative employees whose base annual compensation for the pay grade assigned to their position shall remain at the greater rate unless changed by written request of the County Judge/Executive and approved by the Fiscal Court. The County Judge/Executive shall establish in the year that county officials are elected the base annual salary for each exempt/ administrative pay grade. Employees re-appointed shall keep their current salaries if it is greater than the newly established base salary.
(3) The following is a general description and pay grades of the positions within county government:
(a) Grade 1-A. Exempt/administrative personnel involved in developing and executing the orders and policies of the Fiscal Court and the County Judge/Executive. Examples would be Assistant Director positions classified as exempt that have supervisory responsibilities and policy enforcement responsibilities; and
(b) Grade 2-A. Department heads and the Deputy Judge/Executive.
(B) Non-exempt/hourly personnel. Non-exempt/hourly personnel shall be those full-time employees not classified as administrative. Non-exempt/hourly employees shall be compensated with an hourly rate of pay for each hour of work performed or paid leave to which they are entitled under this personnel policy. The employment of persons holding non-exempt/hourly positions created by the Fiscal Court under the provisions of this chapter shall be continuous into the new term of the court.
(1) The Fiscal Court hereby establishes five pay grades for hourly employees. The base hourly compensation for each grade shall be uniform for all employees; except that, the base hourly compensation of existing hourly employees whose base rate of hourly compensation is greater shall remain at the greater rate, unless changed by court order. The Fiscal Court shall establish by court order the base pay for each of the five grades during the month of June of each year. These rates can be changed at any time by court order. Yearly increments shall be added to the base pay along with any recommended merit raises.
(2) The following is a general description of the skill level expected of each grade. These job descriptions explain the primary responsibilities of the positions. The tasks required to be performed are not limited to those mentioned herein. County employees may be required to perform any task that may be required in the efficient operation of county government; provided, the employee is qualified to perform the duties:
(a) Grade 1-H. Consists of positions where the employee is expected to possess no special skills other than those generally held by members of our society. Examples would be a cook, janitor and drivers of personal type vehicles or office positions such as receptionist where no office skills are required;
(b) Grade 2-H. Positions which require easily acquired skills. Examples would be animal control, secretarial positions that require typing or similar skills;
(c) Grade 3-H. Positions which require specific skills, acquired through specialized training or extensive experience operating complicated equipment. Examples would be mechanics, road equipment operators, employees that require bookkeeping type skills;
(d) Grade 4-H. Positions which require specialized skills such as computer operators with the ability to do moderate programming tasks, road foreperson, building or electrical inspectors;
(e) Grade 4-H (1). Positions which require extensive specialized skills, education and/or professional certifications; and
(f) Grade 5-H. Positions which require the highest level of skills necessary to carry on the function of county government. Examples would be assistant director positions classified as non- exempt that have supervisory responsibilities and policy enforcement responsibilities.
(3) The Fiscal Court/County Judge Executive shall establish every position to be filled by an hourly employee and shall determine the grade of that position.
(4) The County Judge/Executive can abolish an hourly position with Fiscal Court authorization. The employee holding the abolished position may be either terminated or reassigned to similar position in another department.
(5) The County Judge/Executive may transfer hourly employees when a need exists and Fiscal Court approves the transfer.
(Ord. 4-2014, passed 7-31-2014, § 3.66; Ord. 6-2022, passed 8-12-2022)
(A) Every employee driving a county vehicle may be subject to the County Fiscal Court Drug and Alcohol Policy. (See County Fiscal Court Drug- and Alcohol-Free Workplace Substance Abuse Policy.)
(B) Tobacco use is not permitted in a county vehicle.
(C) The County Fiscal Court (the employer) may provide a vehicle for use in the employer’s business. Personal use of such vehicle is prohibited, except minimal use and commuting between a personal residence and work location.
(D) The value of employees’ personal usage of a county vehicle must be reported as income on Form W-2 in accordance with IRS regulations.
(Ord. 4-2014, passed 7-31-2014, § 3.67)
(A) All employees shall execute a document provided by Franklin County Fiscal Court which describes any and all personal property, (including uniforms, clothing, computers, tools, cell phones, computers or any other work-related items) provided to the employee.
(B) This instrument shall be supplemented by the department head upon any exchange or destruction. Each employee will execute the document indicating that these items are owned by the Franklin County Fiscal Court and that upon their termination, discharge or transfer, they will be returned to the office of the Judge/Executive.
(C) In the event that the items in question are destroyed or replaced with additional items, the employee shall note the reason provided. Each employee shall execute a further statement that if these items are not returned, the employee may be subject to criminal and/or civil remedies for loss.
(Ord. 6-2022, passed 8-12-2022)
(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)
PURCHASES AND CONTRACTS
Every contract of the county, change or amendment thereto, shall be authorized or approved by the County Fiscal Court before it is executed by the County Judge/Executive, and every contract, except small purchases, shall be prior approved by the County Attorney as to form and legality.
(Ord. 4-2014, passed 7-31-2014, § 4.1)
(A) The County Judge/Executive shall place an advertisement in the local newspaper of the largest circulation in the county and on the county website at least once, but not less than seven, nor more than 21, days before a bid opening. The advertisement will include the time and place the bid will be opened and the time and place where the specifications may be obtained. If the durability of the product, the qualities of the service or other factors are to be considered in the bid selection, such factors shall be stated in the advertisement.
(B) The County Judge/Executive shall open all bids publicly at the time and place stated in the advertisement and shall select the lowest and best bid by a qualified bidder. If the lowest bid is not selected, the reasons for the selection shall be stated.
(C) The county, at its discretion, and unless otherwise prohibited by law, may provide a 5% price advantage to local qualified vendors.
(D) Local qualified vendors are those vendors who: have as their principle place of business located in the county and who are licensed and in good standing with all local, state and federal licensing requirements. Such qualified vendors submitting bids which are 5% or less higher than other competing bids may be considered low bids. The Court shall in the required advertisement state local qualified bidder criteria.
(E) The County Judge/Executive shall submit the lowest and best bid selected to the Fiscal Court for approval.
(F) The County Judge/Executive shall sign the contract on behalf of the county upon approval of the Fiscal Court.
(Ord. 4-2014, passed 7-31-2014, § 4.2)
(A) Each bidder shall furnish in writing information pertaining to all contracts completed in the past two years and a listing of all the financial institutions used.
(B) In the event the information is conflicting or incomplete, the County Judge/Executive shall make further inquiries of the bidder.
(C) The contractors who have demonstrated, by past performance, the ability to perform satisfactorily in accordance with contracts on a timely basis and have shown a sound financial structure shall all be considered qualified.
(D) The County Judge/Executive may make a written determination as to the extent or responsibility of each bidder and shall maintain a list of those who qualify as responsible contractors for particular types of supplies, services and construction items.
(E) A new business may be exempt from the qualification requirements where circumstances warrant.
(Ord. 4-2014, passed 7-31-2014, § 4.3)
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