For the purpose of this chapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
(A) Employee classification.
PROBATIONARY EMPLOYEE.
(a) An individual who has completed less than the required six months of service or has not received a satisfactory probationary appraisal to obtain regular status as a new hire or as a promoted, transferred or demoted employee. This also includes employees that have received an extension of their probationary period due to unsatisfactory review or failure to gain required certifications as provided in the legal job description.
(b) If an employee is transferred, promoted or demoted while serving the initial six months probationary period, a new probationary period will begin on the effective date of the transfer.
REGULAR FULL-TIME EMPLOYEE. An individual who has completed six months of satisfactory service, received a satisfactory performance appraisal and works at least 30 hours per week, is eligible for all county benefits, is not a temporary employee, and fills a regular position.
REGULAR PART-TIME EMPLOYEE. An individual who has completed six months of satisfactory service, received a satisfactory performance appraisal and works less than 30 hours per week, by agreement with the county, who is not a temporary employee, and fills a regular part-time position.
RESCINDING RESIGNATION. Request to rescind a resignation can only be requested up until the last day of employment and must be approved by the department director, HR Director, and County Manager or elected/appointed official.
TEMPORARY EMPLOYEE. An employee who understands that he/she is hired for a limited period of time not to exceed six months, by agreement with the county, and is not entitled to any county benefits. Exceptions to this policy must be approved by the County Manager or his/her designee based on a request from the department director.
VACANCY. An unoccupied employment position recommended by the County Manager and authorized by County Council in the budget.
(B) Change of status.
DEMOTION. The movement of an employee to a different position having a lesser degree of responsibility and a lower maximum salary.
INVOLUNTARY DEMOTION. The movement of an employee to a different position having a lesser degree of responsibility and a lower maximum salary due to disciplinary action, unsatisfactory job performance or change in organizational needs.
LAY-OFF. The temporary or permanent termination of employment necessitated by a shortage of funds or work, or as a result of a change in the duties or organization of a department.
PROMOTION. Promotion involves the movement of an employee to a different position having a greater degree of responsibility and a higher maximum salary.
RESIGNATION. Separation from employment at the election of the employee.
SUSPENSION. The action taken to temporarily relieve an employee of prescribed duties and place him or her on leave, with or without pay, at the discretion of the County Manager or elected official.
TERMINATION. The action taken against an employee to separate him or her from county service.
TRANSFER. The movement of an employee from one position to another position having the same salary range and the same level of responsibility
VOLUNTARY DEMOTION. The movement of an employee to a different position having a lesser degree of responsibility and a lower maximum salary based on a request from the employee with the recommendation of the applicable department director.
(‘77 Code, § 13-18) (Ord. 1584, passed 9-17-84; Am. Ord. 5288, passed 10-17-88; Am. Ord. 109, passed 2-2-09; Am. Ord. 1214, passed 5-5-14; Am. Ord. 4015, passed 11-2-15; Am. Ord. 3217, passed 6-19-17; Am. Ord. 3918, passed 8-20-18; Am. Ord. 2823, passed 5-1-23)