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An employee’s position may be reclassified based upon an analysis conducted by the Human Resource Director. When it appears that a job may be eligible to be reclassified, the Human Resource Director, under the direction of the department head/elected official, shall perform or cause analysis to be performed of the job to determine whether a job shall be reclassified. The reclassification of a position may or may not affect an employee’s salary. The Human Resource Director shall inform and receive approval from the Board of County Commissioners for any such reclassification actions.
(Ord. passed 6- -2019)
(A) Reclassification may be required from time to time as a result of reorganization. Should circumstances arise from a reorganization or reclassification process that requires the abolition of a position, this shall be treated as a reduction-in-force (see § 32.056). Reorganization shall be sufficient cause for reclassification by way of reassignment.
(B) In an effort to minimize the effects of a reduction-in-force brought about by reassignment, reclassification or reorganization, the following options shall be considered, depending upon qualifications and available position vacancy:
(1) The employee may be returned to a lower grade position; or
(2) The employee may be transferred to another position.
(C) (1) If the employee’s pay is greater than the maximum for the position to which assigned or transferred the employee shall be placed on a salary freeze for a period not to exceed two years.
(2) If during the two-year period, the employee’s rate of pay falls back within the assigned pay range, the freeze shall be lifted.
(3) If at the end of two years, the employee’s rate of pay still falls above the maximum of the pay range, that employee’s pay rate shall be reduced to the maximum of the assigned position.
(Ord. passed 6- -2019)
At least annually, each county department or office is responsible to review all job descriptions utilized within the department and report to the Human Resources Department significant differences between the work actually assigned and the job description.
(Ord. passed 6- -2019)
(A) Should it become necessary to undergo a reduction of the work force, brought about by a curtailment of operating revenues, technological innovation, the discontinuance or reduction of services or other grounds consistent with economic and efficient administration of the county; the Board of County Commissioners, in cooperation with elected officials/department heads and the Human Resource Director, shall attempt to utilize the following sequence as far as practicable to achieve the required reduction:
(1) Temporary/seasonal employees (may be separated or reduced in work hours);
(2) Tenured part-time employees (may be separated or reduced in work hours); and
(3) Tenured full-time employees (may be separated or reduced in work hours).
(B) (1) In determining which employee(s) shall be separated, the Human Resource Director, in conjunction with department head/elected official(s), shall recommend which job classes are affected and may utilize such factors as, but not limited to, longevity, performance and organizational needs.
(2) The Board of County Commissioners or affected elected official shall have the final say when layoffs affect regular full-time employees.
(C) Employees will be notified, in writing, that they have been laid off by reason of a reduction in force, the reasons for the reduction in force, the circumstances by which their position was eliminated, and what benefits they are entitled to, and that they are entitled to grieve the action to the Board of County Commissioners.
(Ord. passed 6- -2019)
If a circumstance should arise requiring the abolition of a certain position:
(A) The employee may be offered a position at a salary for a position which may entail a reduction in pay;
(B) The employee may be promoted based upon performance, qualifications and position availability;
(C) The affected employee(s) may be transferred to another office/department to fill an open position commanding equal or lesser compensation;
(D) If none of the alternatives are available, the employee shall be separated from county employment; and/or
(E) The Board of County Commission shall make the final decision in such a circumstance, including whether to offer the employee any alternative to separation.
(Ord. passed 6- -2019)
(A) Good standing. Any employee who resigns and desires to leave the county in good standing should give a minimum of a two-week notice if they are to be considered for re-employment at a future date. Resignations must be in writing and be submitted to the department head/elected official.
(B) De-facto resignation. An employee who is absent from work for three consecutive work days and is capable of giving proper notice to his or her supervisor, but fails to do so, shall be deemed to have resigned and shall be informed of the same in writing by the department head/elected official.
(Ord. passed 6- -2019)
RECRUITING AND HIRING FOR NEW AND VACANT POSITIONS
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