CHAPTER 31: PERSONNEL POLICY
Section
   31.01   Purpose
   31.02   Persons subject to this chapter
   31.03   Delegation of duties
   31.04   Equal employment opportunity
   31.05   Positions and the position classification plan
   31.06   Compensation
   31.07   Performance reviews and rewards
   31.08   Workdays and absences
   31.09   Employee grievance procedure
   31.10   Personnel records and reports
   31.11   General employment procedures
   31.12   Conflicting policies repealed
   31.13   Severability
   31.14   Retiree health insurance guidelines
   31.15   Criminal history inquiries and background check policy
§ 31.01 PURPOSE.
   The purpose of this chapter is to establish a uniform personnel system under the guidance of the Board of Commissioners to provide for the selection, appointment, training and career development, compensation, discipline and other conditions of employment for employees of the county. The County Board of Commissioners, as sole legislative authority for the county, does hereby establish the following policies and principles of employment for the benefit of all county employees, as defined herein. Pursuant to this chapter and in accordance with the stated policies of the County Board of Commissioners, the County Manager shall institute procedures to ensure proper and uniform implementation of this chapter.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
§ 31.02 PERSONS SUBJECT TO THIS CHAPTER.
   The provisions of this chapter are applicable to all officers and employees of the county, excluding specifically:
   (A)   Elected county officials;
   (B)   The County Manager, the County Attorney and the Clerk to the Board of Commissioners;
   (C)   Members of advisory and special boards or commissions;
   (D)   Employees of elected county officials, other governmental entities or agencies thereof, except where specifically made subject to any provision(s) of this chapter by written agreement with the county;
   (E)   All employees of the County Emergency Management Program, except the Program’s Director, to the extent that the State Personnel Commission has not deemed the County Personnel System substantially equivalent to its own system pursuant to G.S. § 126-11, and to the extent that the employees remain subject to G.S. Chapter 126, Article 6;
   (F)   The Elections Director of the County Board of Elections, except that this employee will be subject to the county’s position classification plan;
   (G)   Temporary employees, to the extent that they will not be subject to county regulations governing appointment and separation, probationary periods, disciplinary actions, reduction in force and nondiscrimination grievances; and
   (H)   Where inclusion of a position is in conflict with any state or federal law.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
§ 31.03 DELEGATION OF DUTIES.
   (A)   (1)   The County Board of Commissioners shall determine employment policies not inconsistent with other applicable law governing the employment of all county employees subject to this chapter.
      (2)   In addition, the Board shall approve all compensation schedules, policies and employee benefits affecting county officials, officers and employees; determine the holidays observed by county offices; provide direction to the County Manager in promulgating employment procedures; appoint a county Revenue Director pursuant to procedures set forth in G.S. Chapter 105; and perform any other duties required by G.S. Chapter 153A, Article 5, Part 4 or other applicable law.
   (B)   (1)   The County Manager shall be the County Personnel Officer and shall be responsible to the Commissioners for the administration and technical direction of the county’s personnel program.
      (2)   In accordance with G.S. § 153A-82, and the policies stated in this chapter, the County Manager shall have ultimate authority and responsibility without prior approval from the Board of Commissioners for appointments, suspensions, dismissals and other employment procedures of all employees except those elected by the people or whose appointment is otherwise provided for by law. To this end, the County Manager shall have the authority and duty to establish employment procedures for the employees of county government subject to the terms of this chapter and in accordance with future policy directives of the Board of Commissioners.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
§ 31.04 EQUAL EMPLOYMENT OPPORTUNITY.
   (A)   The county is committed to complying with all applicable federal, state and local laws that pertain to employment and to providing a work environment that is free from discrimination of any kind.
   (B)   Discrimination against applicants to and employees of Wake County Government in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment on the basis of race, color, religion, sex (including pregnancy and wages), national origin, age, disability, genetics, veteran status, sexual orientation, gender identity or expression, family status or political affiliation is prohibited.
   (C)   Federal law and Wake County policy prohibit retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
   (D)   The definitions of race, color, religion, sex (including pregnancy and wages), national origin, age, protected veteran status, disability and genetics will be those promulgated by the U.S. Equal Employment Opportunity Commission.
   (E)   The County Manager may institute procedures to ensure equal employment opportunity and maintain Equal Employment.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006; Ord. passed 9-21-2015)
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