For the purpose of this chapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
ALLOCATION (OF POSITION). The official establishment of a position by an office/department, upon approval of the Board of County Commissioners, to hire an individual to perform a specified job as defined by a job description and assigned to an established pay range.
APPEAL. A formal request to a higher level of review for consideration of an unacceptable grievance decision.
BOARD OF COUNTY COMMISSIONERS. Unless otherwise specifically defined, means the elected governing body of the county.
CLASS or CLASSIFICATION. A group of positions sufficiently similar in respect to duties performed, degree of supervision exercised or required, minimum requirements of training, experience or skill and other such inherent characteristics that the same title and the same tests of fitness may be applied to each position in the group.
CLASS SPECIFICATION (ALSO JOB DESCRIPTION). A description of the duties and responsibilities of each class of position within the county, and minimum qualifications required for the class of position including training and experience and other qualifications.
CLASSIFICATION PLAN. A plan for the internal valuation of all positions in the county with an appropriate title, pay grade and pay range.
COMPENSATION PLAN. An approved salary scale for the county, including initial, intervening and maximum rates of pay for each class of position.
COMPENSATORY TIME. Time off of work awarded in lieu of cash for hours worked in excess of the 40 hours work week. See overtime provisions in § 32.138.
DEMOTION. A reduction in grade of an employee, for cause such as inefficiency, or for disciplinary reasons, from one position to another, either within the same class or to a different class having a lower entrance salary with a corresponding lowering of the employee’s salary.
DEPARTMENT. A service area or function of the county established by statute or ordinance which come under the direct authority and supervision of the Board of County Commissioners.
DEPARTMENT HEAD. An appointed position of the county to plan, organize, direct and manage a service or function established by statute or ordinance which comes under the direct authority and supervision of the Board of County Commissioners.
DISCRIMINATION. Alleged violation of any applicable state or federal law governing employment discrimination.
ELECTED OFFICIAL. An individual elected by the public to plan, organize, direct and manage a statutorily established political function of the county (e.g., a County Commissioner, County Sheriff, County Clerk/Auditor, County Treasurer, County Recorder, County Attorney, Justice Court Judge, County Assessor and County Surveyor).
ELIGIBLE APPLICANT. An individual who is qualified for a position, benefits or privileges in the county under the provision of these policies and procedures.
EMPLOYEE, EMERGENCY. One who is hired for a specific function and is generally only hired for a specific amount of days, generally not to exceed 30 days.
EMPLOYEE, EXEMPT. An employee who, because of his or her positional duties and responsibilities and level of decision making authority is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). EXEMPT EMPLOYEES are expected to work whatever hours are necessary to accomplish the goals and deliverables of the position. Thus, EXEMPT EMPLOYEES have more flexibility in their schedules to come and go as necessary to accomplish work than non-exempt or hourly employees.
EMPLOYEE, NON-EXEMPT. An employee who, because of the type of duties performed, the usual level of decision making authority and the method of compensation, is subject to all FLSA provisions. NON-EXEMPT EMPLOYEES are normally required to account for hours and fractional hours worked. NON-EXEMPT EMPLOYEES must be compensated for all hours worked including overtime hours at the premium (time-and-one-half) rate of pay.
EMPLOYEE, PART TIME. One who works less than 40 hours per week.
EMPLOYEE, SEASONAL. One who is hired for a seasonal period to perform a specific function and is generally hired for a period of 90 to 180 days.
EMPLOYEE, TEMPORARY STATUS. One who is hired for a specific period of time, generally less than 90 days.
GOVERNING BODY. The Board of County Commissioners.
GRIEVANCE. A complaint or resentment, as against an unjust or unfair act.
IMMEDIATE SUPERVISOR. That employee or officer on the next direct line of authority above an aggrieved employee.
JOB DESCRIPTION. A written statement describing the duties of a particular position within an office/department and the minimum requirements needed to perform them.
MALFEASANCE. Misconduct or wrong doing; doing what one should not do at all.
MINIMUM QUALIFICATIONS. The requirements for training and experience, and other qualifications, to be measured by written and/or oral examinations, or by performance tests and prescribed for a given class in the job specifications. Applicants with fewer than stated MINIMUM QUALIFICATIONS are deemed ineligible or unqualified.
MISFEASANCE. Doing incorrectly what should be done; wrong doing.
NONFEASANCE. Failing to perform a duty or responsibility
OFFICE. A work or service function governed and managed by an elected official other than the Board of County Commissioners.
ORIENTATION PERIOD. An “at will” employment period of at least six months of regular employment or equivalent beginning with the date of appointment. The ORIENTATION PERIOD is considered the final step in the selection process prior to achieving regular employment status.
POSITION. An office or employment in the county (whether part-time or full-time, temporary or regular, occupied or vacant) composed of specific duties.
PROMOTION. A change in status of an employee from a position in one class to a position in another class having a higher entrance salary or pay grade.
REASSIGNMENT. A change in classification of an employee, for administrative or other reasons not included in the definition of “Demotion”, from a position in one class to a position in another class normally having a lower entrance salary which could result in a reduction in salary.
RECLASSIFICATION. A change from one classification to another classification (either higher or lower) having a different job specification without a reduction in salary.
REDUCTION-IN-FORCE. Any separation of an employee because of inadequate funds, change of workload or lack of work, in which the county discontinues the use of the identifiable position occupied by such employee either by discontinuing the performance of the duties of such position or by distributing such duties among other existing positions.
REHIRE. The return to employment of a former employee who has resigned while in good standing, or who has been separated from the county without prejudice or cause.
REINSTATEMENT. The resumption of employment of an employee who has been on leave of absence with or without pay.
RESIGNATION. The termination of employment at the request of the employee.
SALARY ADJUSTMENT. A change in the rate of pay for an employee to conform with the approved classification or compensation plan.
SALARY INCREASE. An increase in salary of one or more steps within a grade of the compensation plan.
SEPARATION. See the definition of “dismissal”.
SERIES. A group of positions similarly classified as to title and duties, but with graduations in minimum qualifications and salary rates consistent with the degree of responsibilities.
SUSPENSION. A forced leave of absence without pay for a period not to exceed 60 calendar days in any one year.
TEMPORARY APPOINTMENT. An appointment or rehire for a period not to exceed nine months.
TERMINATION. The conclusion of an employee’s working relationship with the county.
TRANSFER (INTERDEPARTMENTAL). A move from one county office/department to another. This should not be confused with managerial functions of moving personnel from one section to another within the same office/department by promotion, demotion or reassignment.
VERBAL REPRIMAND. Instruction by a supervisor, department head or elected official describing a change in behavior expected from an employee.
VETERAN. A person who served in the active military (Army, Navy, Air Force or Coast Guard) and who was discharged or released therefrom with other than a dishonorable discharge.
VOLUNTEER. A person who donates service without pay or other compensation except expenses actually and reasonably incurred as approved by the supervising agency.
(Ord. passed 6- -2019)