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bocc.res.397.1992
_. . ....w..� �.�.���,�. _ �', • � �y { • . M� . i. � . . � � r/c T f lw^� ... qy 'rc ' ��C �` ,,� �y.l.y 1' i"3:• �^ f ��'�� �fia ����t�+:, �� � 1:� �`'� � M ij�p', i�K�'�� ��,s�*�N�� `y�,,i'�'�al�,�y="t���r+'j.� [!� y'�t}�,n" � ��v v r� r�� ?i'�.'S �I, •4 .'Sa.,'�� . � �y� t ,�r,l��,.. xv.k �� r� 1+f i 1 � I ..�.+' � � iY -'4k� 1�! A� n'� - 1q���.e��� � 1 ��s J 1..�s '.:�� t � p r.Y �l�� \( y�... . , rq�� �� i r�u. i'�+K �,�,� °M1� ° ,�,�� . � �`� . . . ta9"' � y�., f,'.,.. .Ll,a., ' T ���� . �J� yF� 1��*eV� � I .. 41 � ' . �� �.�t : . np '•A ...:.: �.: . ..._. 1:..:. • . l��y.. . F'Li': �n ` :. _ � A RESOLUTION OF THE BOARD OF ,�: ' � COUNTY COMMISSIONERS OF PITKIN COUNTY, COZARADO, {;�;-?:.�"� -; , - ; To Make Revisions to the Pitkin Countv Personnel Policies 'i�'� � 5 .lr.�:�,:;. ; and Procedures Manual '-�..; -. .i . •„i:,:: j ''� . Resolution # 92-� �;, RECITALS t� • ..� � 1. Pitkin County has adopted a Personnel Policy and + '�� Procedures Manual effective, February 26, 1992 and needs to make revisions to the following policies as attachad: Policy #313 - Administrative Leave >. Policy #331 - Mileage Allowanca Policy #316 - Pitkin County Public Employeea' Retirement • Plan � ..-;-� Policy #530 - Performance Counseling ( Policy #620 - Workers' Compensation Insurance t `• � Policy #715 - Retirement Plan Distribution 2. Pitkin County desires to add the follow3ng policies, � �'' "� Americans with Disabilities ;. �; Suggestion Award Program ;,,;�'; Voluntary BeneEits < ,� � Social Security • Retirement Loan � Definitions Section of the Personnel Policies and ;� Procedures Manual , .� as attached. � � NOW THEREFORE BE IT RESOLVED by the Board of County ' Commissioners of Pitkin County, Colorado will amend the Pitkin < ' 6� County Personnel Policles and Procedures Manual as reflected above. ? � : INTRODUCED� FIRST READ, AND SET FOR PUBLIC HEARING AT THE �;,. - REGULAR MEETING ON THE 13th DAY OF October, 1992 �. �� NOTICE OF PUBLIC HEARING PUBLISHED IN THE ASPEN TIMES ON THE 16th DAY OF October, 1992. �� APPROVED AND ADOPTED AFTER SECOND READING AND PUBLIC HEARING �'� ON THE 27th DAY OF October, 1992. ' ' PUBLISHED AFTER ADOPTION IN THE ASPEN TIMES ON THE 30th • DAY OF October, 1992. ,, n� . � � � . ���tr .: ��. :F. � - � �� ��' £ _y..,. . . _�Sr :. ;� .r rv� t ;y M1: s y�`xa ,A � �i : . "'���' �� �F� . 4!� �F�' `��� . Y_ �� �y P .`4+ �I " c� ... �. ���� ' '` 5�.� �� ' . . 4�'1 �` � ! � . • � � ��. , . -.� . 1 '� � ,. . . � . _ � . . :I � ' , . . �.h - �, � - m - — s _ _ . �.. ��`� . , . . ' . . _ . � � . � . . '� t'.�� .. . � � . . . , . . _ f.. .: ' , f �. . �; A: �t- F �- 5 w�`� .'�`: f 4;�,�,�� t ti' �,,1 r i ; � s gL. ., � n�i.,;ycr�� r...r�'3�*as,M�,r,�+,��'j:� u"'(��1 '�1'�7��'4���v.'. , 2 i+k��.� 'y.��.s`�, ���; r � �.,r,,�4,+J�.��_ie�_� �G� V� t!�fx-8,�q :�s�c��1 " �.f�i�1 �ia - t.� �� �-?� pal'"�� � Y +3 �' ��7� r Y ..� ., � ��'� � K. �� i I I 'S y_. �:�2a'� � t p� ° `�k � � s _, � �t . . , .. .. ' �� �. a+�-, .,.. {�c (`,Ltl� � �. � � �.�� � ! . ��; , � ' � adP4�l� -._1++h+cir �..'��w'MYih��.� ��.. r;�� . . . . _ . . ._... "'' : _ . . .� . . .. . . � . . . � .. . ' I rz . FE:, ;:� �„ ; 1 ATTES : BOARD OF COUNTY COMMISSIONERS 1�c�`,. !"1 OF PITRIN COUNTY, COIARADO �r <A 5... ..-�. t: B�r: /-�- . !-�+.�s�� �f . J` nette Jones J s R. True, Chairman t,M1��:• puty Clerk Recorder ,(� S ,�,.: D e• U/I��H,"�� +'"�� ; ! r.:. _ � � .�,yu... � APPROVED AS TO FORM: MANAGER APPROVAL: `'F: ; � � . u. �� �i I���� ��,�- � Tim i si t Reid Haughey Count tto ey County Manager J�� . ' . . _ . . APPR D AS TO CO NT: � . '` " Cheryl Cu � Personnel Direc ar � ? �,aa�s::'` pcsem/N'P/reso , �� :� :, ;:.;� •Y: - .: �'. j: K k'.:a . - . . . . . . �. . �:� ..�_'a�, .. . �. . - � ' . .. . . . ' � .�. . . - � � � . . . . � - . �� � . . � .. . . �. . . . . . . . �1: ��:A� . . ... : . .. .. � �. . . . . . ... . .� .. . . � � � �. . � � . . . . . . . . . � .. . . ..+i: '�.1 - . � . . . . . . � . ' :_.c . . _ . . . .. . . . . . . . . _ �'. . ,. � . .. - . �: - . . . � . . . . . � . . ��.�'�'. ; . � . . . � . .. � � . � . . , . . . . . � � .. . . ..� . . . . . . . .. . . . -. 1 � .. . . - ' . ... . .. � .. . . . '. . . . . . . . .. . - .. . . .. .... {�: -� � , . . . . . . . . . . . ' . ' _+„^ — , 1 (..l f� . .. . . . . � . . � . �� h� . . . . .. � . � . .. . . ... . �' .. . . . . .. ' . . . . . . . . . . ,� - �.�4. Q . .. . .. � . � � . . � . . " .:: � . � � 1 . . .. . . . . . . . .. . .. . . ! '} . .. . . � .. T t �:i . .. ' . . . . . �t .. �,�9� �t r� '.�,� . - � � � � � . . � � �. � � . q'`� , .`�� � � �. � . � �� . � � � � .� .. . � . � �.��`. ' ,,+'`�•h �;arsw e* { : : � ' t-.ry� ' � 3 j ✓�}f . 1; . h �F i : ) 1h . 1� l .�; r ,��� �,, a � y '�,� r �. '� , f,� S ,t y ;4 t ����,. x � ?�� v� A c �`,"' 4 [ .' ! :. � � r'� '� �;' �1.�'F�LbS� r i'*�t 6 k b�� �} 5 t � �A� ;�. t -- : � t S . �• r, _- x \t4 }'"'1� '° '�+� �` � � ' t '` 3; i � � Yy5-(�4.;L�W�� h.. � -4 a4 1 � �} � r +i ���(� . �tir Ms. _` �,. -_ v� ���� r �t � � �, ��; ," , [ f� �; 'r r, x y� , � - ,�. ,�d :xY ti t�•+{°pr• �'x �. �N� e��* ; r � .'���'- ti � � � ;�`� �'1�' } .�� s{ . y� ' '� -r • t!� � ��� ' ��,��,+;� r � � +; � i � f 7F r` t� �t. � ' ,Y � . . .. � �.t �` 1� _ . . :� . . �� ..�1. . ��N- � I . � " . . . ..,�.,..�..W.�.�,.,..��Y.�..������,..�.. �-- _ � . '. r`� • , - - 't �, • r°i. !�7T; � �L't'C 1`"�F 4:;+`��.t' c.c ' .} 'x .�f f�.���.' r .nz:��. Sf.0 4^'f� ��y'}� 1r�'!^�til�klag,JG�'�'i1.�t�c�E'��. y�� � . A' .- .t�'4 0 !!: r ' ��}�� � �'"fl���`� �.�,yld�}��t.�� r�j�.�1..� �- 5 .l:f:� � �y.�•.�,7• R .��i't �i � �I yy VS L;ib'`t� '`'" .��, E'c�''�� . �'+F t�.,� ����-�Y.� ra ` . f �: � a '' 's '�,tc �v �1 ,�,i � !� !� i+ . � , r{n�`y ' �{:�r.- - i��.Y3 ��•� � � � �� Yf ��S�'�yy�4� " �i., t" '�" ����� �,� _ . . i�'�".!c� w�`4� ,a � • _,. __. ,. .:_ �,. ,:,:;,-- .__ .�.�__..__ __._ _ _ � : � ;w�: - _.�� ;�,„ -: � EMPI,pyEE BENEFITS & SERVICES fi .,,.'� a POLICY �: 313 � y � DATE: 02/26/91 - PAGE: ` � � 1 OF 1 r`���,:: � '"�,'.i�:;". � � u ,� .. 313 ADI+IINISTR�TIVB I�AVE �'�'�;'`*' : _ ;:�yx; _ I ppLICY �a '� ; � Administrative Leave may be granted to exempt personnel when it is � -y necessary for these emplo Qee s dutiesk Admini trative Leave�does course of an axempt emP1oY 'r� . not accrue. II. PROCEDIIRE ,�% e Administrative edi te�supervi aor eandt n eddonlye be signede by ethe }� : employee's imm a immediata supervisor when the ti.me sheet of an exempt employee reflects Administrative I,eave. �'�.. III• PORPOSI� ' w"'.�i'�": -•-- ' - -- '_- To provide flexibility for exempt employees, . , _ {,�, i, ; Ip- SCOPE Applicable to all personnel exempt from overtime and comp time. ; �. i _ . . � . . � . . � � . � . . ��' ;I:�i �~j . � . .. .. �. . . . .. � � . ' ��i. . . � . � - . �. !'. . . ., � � � .. . . . . . . . - - � k . .�a � � . . . � � . . . . . . .. . :p..:+ � . . . . . . �. . � � . . . . . . .� , (L",i�• � . .. - � .. .� � .. . . . . . .. ^j ` , f} . f.�. . � - � . � . . . � . . . � . . . . .. . -, t �wy . . � - � . . . . . � � . � . � . �� ' . . . . � . � . . .. �. . . . . . Ny� �q . . . - . . " . . . . .. . . . *t'i � �'. - . . . - � . . . . . 7 Q� x� � �C�.���. . � � � . - . � . � � .. . . r '� , - . � - . .. . . - .� .. _ . . ���, .!;_t.�..� � .. . . . . . .. . � .y:;. '���?, 3 t , , �a� : �1 k; -:Q, � . � � . - . � . . . . ' h:: . . . . � . . l y ��[� ,�� � J�' Y�� V � l t ��/ u . . , F' ° a 7':� t. �. �, t t w, -_,,,.� � �i z f�.. �+ �"M1��'� r� �s� t ' ; a � �f"�-� a n �, t -: e �•� M _ � i, ° _ � �+� r ' , �� i � 4 F' ,� r 1 y+ t �.t r t r �.iPti;�� � � . ��� ��� � ;�. � :� r �. I �t . 1 .. ,�, �Tn: y ` 4 *e'^ � y{ 1� _ � i i j!t �n .a `';y y '� ' { . ;Y ��Y. t i . y � ,' .�+� + r: A� r.. j� ., � ' .. � .P� t ' t.' 1 . ' . . � r . � , � .. � �� .. . • �r - . . � �.- . `N.. � . � , � . �- . � . . . . , • . illf Y�MIY� ..._.., ...._.a�� .. ... .. Y'Sl. ' • , . . � �� � � -. ' , , . Y Pt� � _< f tr � �` )t�� 'k�� 3��aF+�'i"�.� .� f� F !'�t i �� .x�g K 1 �.� t`;p�C�� ,;l..��H-n r ���.�v � i:� �� . , %''�`i�S;�) � u��:.r1j��i �*r w.i'�"��+L: - . �!'.- ��'+3` +"�';�y'�'�,�, :'�`rs:.,��e� ��kf`'' aAt�i si � � i.�.�r � . �, y- � r: '� � � �rE $f:�fi+ x4 �,�.'�",�c� ,' � �`;� '4,� , f#; � �t1`r+�'� �`! � - . �,�p,��" t{�u �•��: - � � �'' ti ��"�,_•yQl�, ' �;.���,�,,�, �e � Tt �. �'r �..�%'.� �i,t�C�'4.9� '��s.�.. . � � �' � !. J:S. — .. .. . .. . _ _ .. � _. ._. � : f#:;r : s .ii � � Et�1PLOYEE BENEFTTS & SERVICE& ��- . POLICY #: 331 �., ;.. - DATE: XX/XX/XX r��� ,. PAGE: 1 OF 1 Ga� r�. � <a'�'���.{r-. . . 9.�ak.L . _ 331 MILEAGE ALLOWANCE �`t� a ` r . � E�y� ' I. POLICY as = L"'DLOYSES SHOULD MARE EVEAY EFFORT TO DTILIZE COUNTY VEHICLES FOR CONDUCTING COIINTY BII5INESS. If an employee is required to operate • ,� a personal vehlcle in the course of County business, a mlleage '` ��. allowance WILL Bfi PROVIDED. THE MILEAGB ALLOWANCS FOR ADTOISOBILES IS BASED UPON Tf� CQRRENT U 5 INTERNAL REVENUE SERVICE RATE II- PROCEDIIRE x . 9 ' To obtain funds for operating a vehicle WfIF,N CONUUCTING COIINTY � - BIISINESS, an expense report mus£ be completed, signed by the ( :, appropriate Supervisor and forwarded to the Finanoe Department for payment. EXPENSE REPORTS MAY BE SIIBMITTED ON A WEERLY OR MONTALY -. BA.SIS FOR ENIPLOXEES WHO REGULARLY IISE PERSONAL VEHICLES OR BICYCLES " TO CONDaCT COIINTY BIISINSSS. .n�.:i-:.��� . . III. PDRPOSB �'i � *;_ To reimburse employees required to operate a personal vehicle in the course of County business. ;, IV. SCOPE j, -_.�'�- This policy applies to all County employees that operate a pereonal , ' vehicle or bicycle in the course of County business. - , . '.�. '�� ''` i - � s � � .. . . li q. � . . � . � � . . I� ' . = Y 4'��' _ ....,;. ; ; f�y,-} t � , � , `�� �'. , . .. . . � . ����.,'�'y�Yt �.Ik ; r ,? ; t�� : . . . . � � . .. . .� . � �4�ti.s�t':" . . . 5 S �;:•; . � -��k� . . � � . } � ,,. c '� �'.,,,�i�-e t �`r ..� ' :.,e .�:; '�� t ,. `, : � 'T'.:':' .i.: �;. ':1 � ,�a"f' � . .yy T � '��� . �:�, �s � ' l� � , � ^ .. . . � . _, -.:, �,,, r�� ; f P" V �S' � ,.�.��� �� - f,•' f j ��I i Y -� C 1%; �+ ., . � �::' � k t `a. �.�y a ' y(�y � h�� , ,,� . 7+ . . ��� . ,.� . . .� .. ' ' . . ' ` :} ' .� � . . . . _ i . . � . . . . ' . . , 4�F ...... N. - � i . � . .'�`` . - . �Y _�' . '. . . . � �•-r. t.. � �E �y,� .. r ��a. e5`+" ��"'�"I �y '�` ''sF t �` `t'�,��S �K Y 5�1.4i `� �ip i t � �;-f r S+rr 5 A.� �'V°ih; � � . S`Ui`.A*' t�' . i��C�f��iAYL.�li�� ��. .� �t�Y,.'t"� hav �4 ���.t t�r �'_.��,�.� . � .1+...-� t.:'t� x ..�. •�,�+ +t^� s:,},h � �fi r, B� ��{�a �.;{ `` . 1s s �4� t:.'�r M1'�.! ���...:�Y 1��t+•'� �u�iF�tl'1 : �; . ..Y . - �. • , ._:,���F .. ' .�fi..��. `,�. , � �.:� �� �'�:Ln,'' , �. .t'`. . .. . . k'�L.>� .�.:+• �k�,� - . «�F� ,�:. i � -�'� �..•;:i;�. E[�IAYEE BENEFITS & SERVICES .° '.��'�'� . POTSCY �: 361 " - � .•. ' �'fi-�.. (. DATE: 02/26/91 =' g ' PAGE: 1 OF 1 �. '%`-:'����� < r• �� �s �•: :�. x : , - ; � 361 PITFQN COUNTY PQBLIC EMPLOYEES' RETIRFMENT PI,AN Y�'` 3 , .. ...� �i.''�t y irz s . �� _. ��� {,f r,�� y, .. The public employees' retirement plan is a defined contribution �-��.� �� � plan which means the amount you receive upon retirement or s�? � ,� termiaation oP employment is determined by tha amoun� contributed � to the retirement plan and the retirement plan's earnings. �cf �'.° i II. PROCEDIIRE . *`� �� , The percentage contributed to the retirem�nt�plan.on.behalf of the x employee by Pitkin County is equivalent to the 14� allooated for � '� the F.I.C.A. alternative; less the insurance premiums for 13fe insurance, long term disability and survivor benefits. � : Employees enrolled in the retirement plan WILL BE PRESENTED wITH ' `;`-.�r THS ASTAIIS OF TSE RETIFiII�NT PLAN AT ORIENTATION AND ON AN ON- GOING SASIS THERE IS AISO A SEPARATE RETIRffi�ffi71T PI,AN DOCIIMENl' - AVASLASLE TO PLAN PARTTCIPANTS FOR REVIEW. ` �rnvFgS DESIRZNG INFORMATION REGARDING THE RLTIRES�N'P PLAN ARE ,:'�;�;-_,`:- ENCOIIRAGED TO CONTACT THS PERSONNEL DEPAR'PMENT. � �!.'� �II. PURPOSE / ,�_� To provide employees with a F.T.C.A. replacement and income after :;'� they leave the service of Pitkin County. fs _� � IV. SCOPE � All employees of the County who hava completed a period o£ service y �r� of six (6) months or longer and who have not yet attained age 70 are enrolled as participants af the retirement pian on the first ;- ;. � day of the pay period in which their six-month anr�iversary occurs. " � "Employee" means any person in the employ of the County, including elected officials, and employees of the Roaring Fork ` � Transit Agency, but excluding employees whose customary employment � is not more than 20 hours per week, seasonal employees, and .� �„ independent contractors. �� . . � - ;i _ , � 1 , .8i•. �.'��i f : �S , � � t ;��n� ,; a ,` .+-�'�� � l'` y`•;' y, ; i' _. ---.,.���;;t *� ,a` . - • .: r .�r + \� � �..r� ' . yl , � " �YM � '` . ����• ' . . . ���^ � f.� I . . . �. . J � . ���r� .. .�. . . . /� . �. ��z � .. . � . � . � �� � . � . .. � .. . . . . :� . .. �� - � . i , . . , � .. . �'P . ' . . . . 3� ' _Y! Y.� . . � . . "c�v � �..,( ' � ''j � ,, , s s'k5 r �� n �;j. 1..__� . ' t�>��� i ti�"� c��� ` �'�� �.7. �t, '` 'r p , �•i y p��,x 1��,a °j,t�Sx ��ix9t -:ti . r � 7• �1���.. -. �f�. �'�.°'� ��� �� �,i � ,��(`���'�f7�.e��i .j�, ;j.�'.,� • �y� .r...�.,�.E��� ...;� � ` r'.ii��': i }��VF-. ` 4.�. 1T. +� ,�y,� ., � . . ���' :�`,��t� 1�' i��"� f �-��•e,�q�p.� , �V'`'. . . ,1+'. :� _�.,,+� Y `�.4�et]� ,ti.� y f'`�f�s`fx�; � �•! . , �'`" . ; . .. .}� _ .'tk�x-�."!', . ' .. . ._ .. w��� .''+F�, j':}''�A . i ! f.�.� � .'C, 4 STANDARDS OF CONDIICT & PERE'ORMANCE COIINSELING '�^.s'�`;:" � POISCY #: 530 � r�,?_ . j DATE: 02/26/91 .:,. PAGE: 1 OF 3 °:^ ':"� �.?:1=�-: s �5.. _� x�.� '. . � •c;;.; ;;,z;, j 530 PERFORMANCS COIINSELING .n s'• i =. roz=c�c •• ,} f Performance Counseling is taken when an empZoyee exhibits behaviors �i 1•,- ; t or perEormance standards that are undesired in the work p2aae. � Forms of performance counseling include: ��,. � (1) Verbal Reminder - a Supervisor will hold a formal reminder of '•.� } the County�s acceptable behayior and performance standards as 7t -R they pertain to the area of :perfoYmaace in.question and why �'°� it is important for business that fhes2 staridards. are met consistently. .. � � (2) Written Reminder - a Supervisor will provide a written `�°`¢�� reminder expressing the County's behavior and performance standards which have not been met and the good business ` reasons why these behaviors and perforraance standards must be ��4 met immediately and consistently. �� (3) The Decision Making Leave (Suspension) - a Supervisor may ; � suspend an employee from employment, with .or without pay, as '�, � a result of an employee�s poor performance or behavior � problems. \,� (4) Demotion - a Supervisor, may upon consultation with the +j � Personnel Director, demote an employee to a vacant position. . ' � (5) Discharge - a Supervisar may discharge an employee, UPON � ' ApPROVAL BY THE APPROPRIATE SECTION FIEAD �OR ELECTED OFFICIAI,1. ... THE INFORMATION PRESENTED WITIIIN THIS POLICY IS IN NO WAY MEANT TO TNDICATS THAT THE PERFORMANCE COIINSELING ACTIONS ARE PROGRESSIVE IN NATURE. II. PROCEDIIRE � (1) Verbal Reminder - The Supervisor meets with �he ernployee = privately to discuss the behavior/per£ormance problem. The �" � = }� � Supervisor formally reminds the employee oP the County's � � LL i a cc ep t ab le be h avior/performance standards as they pertain to � ,' �' `� the area of behavior/performance in question and why it is �'�a�Y important for business that these acceptable standards are met , j `� : , ;,� consistently. ; y�'�� �i �yl. t � � � �� � r �� .l � � � :d -.��,. . 1�'�; � .� -'^-a�°RUO�2°°Y,u°`_.- ' _.�...`�"'�-...�{y.�"j'i+iF�p�".�ri��;.&Y�'n l.«:..wva�-•.w.•.-tfy-� ---.....�,�� . . . -'`" ---+..�.�...�.-- . ' r�� ..';. ."�'. .. .,.�� ;��� , l.f . • i�.�... . .. . �°. ,: J'-'�:.� � ��' �n '•_ . � . .'�� 1 �4 . . i�� ,1 ' ' . .. . �. �� .. ' .. .. � � . . . ,1-. . � � . . .- • . . � . � . � . .. . �" . e . _ � �..� ; �.,^ . '. .'� � `i L`' ' . _ /' . . r_ .�{} �ft• r"i .E tl}�y87"•.� } r� �.'rY t� �� ��/'� a S r{[�' S� � � t --.'t Tr r'm� �.r . ��,� �n � ��.A"1?� 3i�X�J;i 4� a ti�.� �'f�i 1!.�fi.S�_A 1�}"�` r � � t r .<<+�1 S a .��` �,^.i� . ,.w .,� 1���a✓ �'�` � ',�,a- k .n�(� °�r �.t. �.+�.}.�L R� �� { �r�.� ` . . �,�y�.� t.?' .r�t _$J 1� _ ,n { � '�t�:���,,.i, y. �`,�i� � �,,�j . . �..... �.���, .����. �`� . , h�,,�t(f' T' t �tY M�J:-1: ., 7�! '�'� ? .,:.�"�ei�._.-� �,��. : ' : ;� �sa, . `.�:,. ;'; • s':� STANDARDS OF CONDIICT & PERFORMANCE COIINSSLING �. ;:;.. � POLICY #: 530 , „g,-� � DATE: 02/26/91 i,�;'_.,-=: i ' PAGE: 2 OF 3 ?-�r.t:i_ '.. i ,Nt . ? t ��: - � The Supervisor seeks to get the employee's understanding of .s,:;,��.:•. `.� � behavior/performance standards and agreement to meet them ;e��r-` beginning immediately. :r ��•.,4':.�. � The Supervisor informs the employee of the specific changes �~ , expected and expresses confidence in the employee's ability � ' .'�� to resolve the behavior/performance problem. � _�•;- % I A summar y documentin g the conversation is placed in the � Supervisor's working file; however, no documentation is placed ��� in the employee's personnel file. ` � i� • � (2) Written Reminder - The Supervisor reminds the employee of the , I County's behavior/performance standards which have not been met and the good business reasons why these �. behavior/performance standards must be met immediately and ' consistently. , ' """`^� The Supervisor seeks to gain the employee's understanding of the behavior/performance standards and agreement to meet them beginning immediately. The employee will be asked to sign a document highlighting the content of the verbal exchange. The Supervisor advises the employee that documentation of the � conversation will be placed in the employee�s personnel file. �1`�° '' _ €� `;�� (3) The Decision Making Leave (Suspension) - the Supervisor may i suspend an employee for failing to meet specific � behavior/performance standards. Prior to imposing the � �i suspension, the Supervisor should meet with the employee to • :� discuss the proposed action. If the decision to suspend is ' • � made by the Supervisor, the employee may request a review of �: ��� -_�� the action by the appropriate Sectien Head or County Manager. „; The decision of the Section Head or County Manager shall be �' final. � � 1. (4) Demotion - the Supervisor may demote an employee to another � position within the County. An employee demoted shall not be � eligible to apply for other County vacancies for at least 90 ��" .. � days. No County employee shall be demoted to any position(s) i{�,, : _:�>; for which such employee does not possess the minimum � _:_ qualifications. 4' ' ( !� " �a Written notice of the demotion shall be given to the employee �} at least ten (10) working days prior to the efPective date of � �;.ln: � the demotion. � ;� t ��`` y �� ' � '�:!� �ti�'i `.R'. � �n�r �_ �i{ �`+°'�: :r:: 4....J,.i � 1 F �1 / ��.: f..., .. �'----- ---"�•.zx.�d.---- - --^--"'�,.,c:;i7�sm. - - -- I � � " - � ryS'. • 1 , � � �F:.' l . _ ;,: �_�'��"'L! ' ` ;', n�'' : .��-t'. 3 . � �' �� - .„ �� ' . " :� • x,� ... . fi„y . .. . - . �� .. Fu ' .'�v�. , . : - ` . � ,Y �. . � • � . . . . -. , � . �_,�,_ l i . y . ! �, • � �3�� �F 7 -.l 'rRN�lr'.'T�� U... �` ..��1-•�y f fy� �ryi•�Y�';�V� �'" ���,i�l.r'} ���4�`t �P�UyY�I'I�y�� ptx�„�".. � � � ���� ���y� �,� ����� tf � ) a p ,,. � r�,.� ,.,,a.,.r"� ..g��';.� �+�Q���t*�$�a u .��V ��.�`.��r„sM . �y r� �➢Y..A'ji "t�' -. � ���� ��'°� �y . . � , ,,,.�i,.� .�q �'`•r''� � ...0�•, � � . .� ..{� iC Y i��� �'f a'f} l."�'�' ��'- , �.��t y�' '� �a'•'Lt .. E : �. . - t � � . . . � � .s . . -� . . . '.. ...� y'+�.. `r`• .. . . . _ . . . � .... . . . , . ...�._ ._ . � . , . . - . .^`_,�. . ....:. -- . � � : . . ...,.�,_ . ...:_.:_ ....__,..;,.. _.._._.._. _ _.._._.. . _ . . � x .... a > A 'f � . �'�'~ '..� � ii:�A.'. . _S_. . _ar`.... . J � � �'/, Z :� �� STAND2�iRDS OF CONDUCT & PERFORMANCE COUNSELING ��� � ` i POLICY �: 530 F'` � DATE: 02/26/91 ��' � PAGE: 3 OF 3 �'K',� ,. .�. 2 � �i �;: _ h'�'?��` a .. _ (5) Dismissal = A Supervisor may dismiss an Employea for failing �..:,+ . to meet specific behavior/performance standards or for �"� ., violation of a Pitkin County policy. This action must be � r,��.. approved by the apPROPRIATE SECTION HEAD (OR ELECTED OFFICIALI �,�,.` , y . prior to dismissing the employee. ..� �: • During the dismissal, the Supervisor shall advise the employee ; ):�. of his/her appeal rights and provida the employee with the �;, ;i "Grievance/Appeal Procedures" found in this section of the manual (policy #535). III. PiJRPOSE � To provide a method of performance counseling which emphasizes the responsibility and commitment required from an employee to ��: consistently meet behavior and performance standards. t .e�'� , ��t:.-� . . . � . ' . � � . . - . . . . ' . i �'. � �. _. �� s• ``_; �.{ .:; ;: � , � -`:r _ ,j: , ` . . . . .. . . .. . . . . � . . . � �. C t "'.,�.... . . . . . . . . . . . ...'....�. � . � . ' . . .. . . . . � /.� . . . . . . � � . � ' � . . � . � '1--. � � � � � . � � � . . . .. � - � �i�" � � . . .. � . � � . . � . .. . .. . •?. {'� � � . � . � . � _ _ . . � � � � . � ' . � � . `1t� �:�.�. �.�`^ � . �.� - � . . � � . � .. �� �¢J � ,,; f� � ,� `..� � s .., ,,�� .; � :� �q,f ^r�`;_ - ��' ""_'""'°rw+.�—"-' " k���.,� -`�' �SS� > � � $'. - # ,� hr'Y �a t � a e 3;' � � T.. � � � j r �~ i � ' at H' 4et ? � , "'.^ ( �. i �l r : � : . . ; : C. ]tY t� � < _ ' `Y !, . � � �� ' 1 f F �'}yn� .�_ � �"� ' X. � � � � j' /� ^'�i. �� e-� ,��ra 1 r�t �>ir '� � f � h, y � 3 '� 1 4 t 't `��� .. 1 j �`� � , ��!� t H ��. �, 4 �. •'..t 1V' �, 1 � . :� . � . - . � � � � ` � '�. -. . . � . . .,� .. .:. �'- Y..,.. �.'' �'.r���. � '' . r. .. . . . . �' . . ::. .,.. .. � � .i . �..:. .,�- ., ..� .•..- . ; !_. . .. . ,... � .. � . . .� ._ . . . ' - _ � '.{ , � .. ' . - . . ' . . . .. ` .. . � . �:� ;" �� � . � 4-'-A ; i�'�. � � � .Y � , . !4 :�1;"� 1, . 4 ,*, �.. ... . .. . � �� �fitw 3 `��'� � ..� t �r j lt... � ,�y `J , ��d�h.7 t=�,�(Gt� [�,1� r ,�.�{t�.�A t} y 7_�'�t� -'Ff'e`I : �p ,r; r„ ,r, ia t,i�4,13� e f � r }i. :+�, ��+.-.-u ,inas 3 x;. � a+. r,,�`F" :� 4 t� y� '�Kk� j rc P+ �'� �t�!�x* jt k� • k`��,3?k y�" �, MY,:� 4 n .yn�a �� ��ey;-`'" 1 �� 4 �r �j�e MY�,.na� �. ,4 �. `A'- .. � - r �� �'� . '�• � .e,t�� �"� d 1'��,' `i' -� �+ •X`:• 1 i • . Yt�'�"6+'�'��."C _, ._ ,k'.�+�Jr � _ e� �;i� ;i ti•"•.i,_ �:� . �;;; ��','-,C.�r...' � SAE'ETY, HEAL'I'H & II+�RGENCY PREPAREDNESS '� ".'�-: .:. _ POISCY $: 620 � �� �` ' DATE: XXjXX/XX e-�T�-' ' � . . 5 � PAGE: 1 OF 1 ' , �d 4��4 j ?' 4.: j 1 �tC5�1 rr'�: �,-' 620 WORRSRS' COMPENSATION INSURANCE ^ " ) �x r; � I- POLICY s_:; ; - All employeea are covered by Workers� Compensation Insurance in an �� ,�! effort to protect employees that are injured on the job. �' ? ' ,� ,i:' . f II. PROCEDURB ' '�� An injured employee shall report.any work-related injury within `x ` ' twenty-four hours to his/her immediate superv�.soz. _,The appropriate A� ..� supervisor shall file a written report and. an Accident Investigation Report with the Personnel Office wiChin two (Z) working days of the date of injury. �� . PITRIN COIIN'PY WSLL COMPSNSATE AN INJIIRED EMPI,OYEE THAT REOIIIRES - " ��''.'��' TIME OFF IN THE FOLIAWING 26ANNER: 1. Tf� FIRST Tffi2EE {3) DAYS WILL BE PAID AT THE II��LOXEE'S RATE � OF PAY IN EFFECT AT THE TIME OF THE ACCIDENT. �i 2, AId, FOTURE COMPSNSATION PAID AETER TSE TEiIRD DAY WIIS+ BE MADE �"� DIRSCTLY BY TSE WORRMAN'S COMPENS TION CARRIER AT A RATE OF ;% 2/3 Tf�IR RATE OF PAY IN SFFECT AT Tf� TII+IL� OF 7`flE ACCIDENT. i. ^� NO TAXES (FSDERAL OR 50CIAL SECURITY/MEDICAREI WILL BS DEDIICTED FROM WAGES RECEIVED FROM TI� WORKMAN'S COMPENSATION �` -,� CARRIER. ' � }' II2. PQRPOSE :�_'� To inform Pitkin County employees of the Workers' Compensation � �� insurance and benePits available. "•" I�7. SCOPE AVAILABLE TO ALL INDI'VIDIIAL.S TfiAT SIISTA2N AN INSURY WHILS ACT2NG . ON BEHALF OF PITI�N COIIN'PY. �) •.,` � S4 • ) `�� �l t� ^, �., �j� �`� �� � x . . . . ..��4 �4`�'�. i��D�t . ��% �����.t .. r ���� � . . . - ��'��f�3;.' . p v t ♦ ._,.� . ;.t q�: s z t � '` . _ --- — �r'`�S RGY.,�.}°��'�- �, . 1 � ;:1 a , r �' r ... ��.�� - � �i� �i� ' _ 'K'. '^'`� 'F ' . 4 , . i { .. ., .. r: � . . � y . . ���� ' . ',.. , � . .. ,� .. . . � . . . ., •7! . .. �' , . ' _ . . ...� !� � � � - � . , � r'� . . . . . . �- . . �Y L.• , , ' . . . . . _ . N. � r,, � � ` . - . .`'�.'*t'�����n� �'� r�f��d' � .��7-� ��-�t�..� � y�"yf ^�'}Sk'`�� �i�y��t''",�v�,�,SeBi}� '�.�}iNr-d *5'!'rJ�Y1�`�9t�c�';i � 5 . s+br. p r .. i*�A}4 0� .'}� ����Y .4�..s+"C_ tni+'tq�� r� �{:s_�rl i��T�� E . , i �.t, � `�� `Si�q�riN� � � ,R � u1 �� ra "1�' y� l � 7 �a� �,r �{ V� K , ��, 'r�k `�1` ,�, y t3 'ti y Y �.f'r J �� y .N� .t,• . . . "�,.� •`�, .�F �k"�����. � j' t';g;* �' ' . �. �y. _ . , • , -...__ ..,.. �- _ ° - =_� .,.:_��.r � �. . . � _ . . _..1 � -—_�__. .:.,,:.�.,_._ _.,__.... .;..,.,,� . __ _. .,..,,_.. . • . . � . . .. --- ._.:_. . �. . �. . _ -�----- �.._�a,,.. . f i ��`•... �. SEP1�R2�TION POLICY #: 715 5� ' DATE: 02/26/91 PAGE: 1 OF 1 ,� .' - r:: _ . . - t�y.._ _ 715 RETIREI�t�iT PLAN DISTRIBIITION ��N . �Y. ::. � - = PULICY � j , �' Separating employees that have p � are eligible for a distribution fromc the ret rement plan�ent plan ; �}'�" II- PROCEDDRE Upon separation from County service �, complete a "Request for Distribution of Retirem nt e nds ees must � _ DOCUMENT AND ALL RELEVANT INFORMATION TIiIS r ' PERSONNEL DSPARTME�, �N BE OBTAINED ggOM TFIE ' III- PiJRPOSE +�,�' To inform employees that have separated their employment from '-»� Pitkin County about retirement plan distribution. %�_ ., r `�:= .'+... ��:. „� f.� .,, ,� ,_� r � fi ;� ,� :��i ., _� ' t �;� . .c�' �rF;^ r,° - _ � '� � . .Y.:' .1�{,:i br ( �' M1 . l: f x �� ' ,���: � ' , ;��{ : �`�>, ,t � -'w � . �._. �; rk�a '�^h, _ ��7+- , � � .J�'� '. -r k'h r�.-�-��� k � `y�- �r 4,;:�s `V r� y �: H � L � _ "_"-.-w * }( 1 } l.y' 1.� `4�J � {. bY � C� y ) f rt. ,.:i�,� I l � ,4 . v�,y , � : ,. . � • .v�, .• } 4� ��f Si �R: R lh ,�+� ! 1 Y.4} � . � b . �?Yii 4 f'�)., S '�''k J'� . 3 '� X�� • � 1 ��. "� q y! y r t•1 �`�e��� �; _ ,1 / � . . . .. ;!4`. , . ` ,, . , � .'. �. ' ..- : , � , . i� � � � . .. . � .. � � . . . � . . - . � N; ' t ,�� 1 �,.. Y �. �'Xj. i•+i��,,��."K��i^�^,��, {� .. �M �CpC�Y`�����(`v(�A�I�i� t l'�+;ti�{ i .^ ' r :` . `� S ',��� ..:) ` 1;3_... _ , �'Y '{ �a� ' ,.. » ' , ' ;} _..' ' '`.r�i�� f , .��' 6.:�. � ._' ti J R�� 3 �f �`�?' : � ,p', R i +F i �'t � "� � � -�r �'t r. i�<:��r,�3. `� ...t A i . .e�. �a ,�h. •t ���= .,'�.,� '� T� _ '' � ~' !`' ��,��1 ,r' ,:�'=; �' �.. " �. . ��`�a.�, . . ., �:'�:r�»�,!�` ��.? �' ;'`:�,� �,4. .. .;��, ,�.�; I�.I, ,c,, . n�r,on�rrr �- -,,, .: . porxcY �: xEw ' �'';':�" DATE: XX/}IX/XX -':_'v. . PAGE: 1 OF 2 _ - NEW. A2�I2ICANS WITA DISABILITIES t�`�� E ' I. POLICY t ,~ �.,- t 'r ` 3T IS THE INTEN'P OF THE BOARD OF COIINTY COMl4ISSIONER.S TO ESTABLISfi �=�:`�;. •�2 E2�'LOYMENT PRACTICES ON A NON-DISCRIMINATORY AND OHJECTIVE BASIS. ``� �,�.'. PITRIN COIINTY PROFIIBITS DISCRII�IINATION AGAINST DISABLED .St�: Y INDNLDIIALS. PITRIN COIINTY WILL MARE EMPIAYMENT DECISIONS BAS�A ON TAE FACTS APPLICABLE TO INDIVIDUAL APPLICANTS OR EMPIAYEES AND �.��� ' I ' NOT ON TAE BASIS OF PRESUMPTIONS AS TO WHAT A CLASS OF INDIVIDIIAIS fl�• WITH DISABILITIES CAN OR CANNOT DO. THE AMERICANS WITH DISABILITY ACT ADOPTS A FRAMEWORK FOR Ef�LOYMEN3 SELECTION PROCEDURES WHICH ' �:i IS DESIGNED TO ASSDRE TIiAT PERSONS WITfi DISABII,ITIES ARE NOT ? EXCLIIDED FROM JOB OPPORTQNITIES IINI,ESS THEY ARE ACTQALLY UNABLE TO ; DO TF�s JOB. THIS MEANS THAT AN ZNDIVIDIIAL WITH A DISABILITY WHO, y � WITH OR WITEiOIIT REASONABLE ACCOMMODATION CAN PERFORM THE ESSENTIAL s t � F[7NCTIONS OF THE S2�ZAYMENT POSITION TIiAT SIICH INDIVIDIIAL HOLDS OR , � 'z DESIRES. � `�"-� TIiIS POLICY AISO PROHIBITS PIT1�N COUNTY FROM DISCRIMINATING ' •.� AGAINST A NON-DISAHLED SI�LOYEE OR APPLICAN7.' BECAIISE OF ANY ASSOCIATION OR REI,ATIONSHIP TSAT THE Et�IAYEE OR APPLICANT MIGHT AAVE WITH A DISABI�ED INDIVIDIIAL. . j II. PROCEDIIRE .. _ .�'� WHEN AN INDIVIDIIAL MARES 1CNOWN TO A PITKIN CODNTY SIIPERVISOR TFiAT -.� A DISABILITY EXISTS, TfiE FOLLOWING PROCEDIIRES WILL BE Et�LOYED: �'� � C l. DETERMINATION OF WHETfiER TE� DISABILITY WOIILD INTERFERE WITH ' ANY OF TFIE IDENTIFIED ESSENTIAI, F[JNCTIONS OF THE POSITION. ` ESSENTIAL F[TNCTIONS IS DEFINED AS "THB F[JNDAMEN'PAL JOB DUTIES • � � OF TfIE EMPIAYMENT POSITION Tf� INDIVIDIIAL WITH A DISABILITY H07�DS OR DESIRES°. � . 2. DETERMINING WHETSER A °REASONASLE ACCOMMODATION" COULD BE MADE > IN AN SFFORT TO EMPLOY OR CONTINIIE THE IIdPIAXMLN'P RELATIONSHIP ' WITIiODT CREATING AN UNDUE HARDSHIP ON PITI�N COIINTY. (�` , i RF,ASONABLE ACCOMMODATION IS DEFINED AS "ANY CAANGE IN TIiE WORR f; ENVIRONMENT OR IN TfiE WAY TfiINGS ARE CQSTOMARILY DONE THAT `•,?• . ' ". t ENABLES AN INDIVIDIIAL WITH A DISABILITY TO ENJOY EQIIAL EI�LAYMENT OPPORTQNITIES°. IINDIIE HARDSHIP IS DEFINED AS "AN ' ACTION REODIRING SIGNIFICANT DIFFICULTY OR EXPSNSE - I.E., AN �'.l; � ACTION THAT IS IINDIILY COSTLY EXTENSIVE SUBSTANTIAL OR � � DISRIIPTIVB. OR THAT WILL F[JNDAMENTALLY ALTER Tf� NATQRE OF __,;:E�! � TFIE BUSINESS°. AN IINDIIE FiARDSHIP WILL BE DETERMINED ON A � + � CASE-BY-CASE BASIS. 7 ::_ �i � ' �4:•� ,� '1. ti; `�� �: i �' � .,::ur.............__. .._...__ .�_:....--°-.. . ___:� 1 - � . .r•S+rn . _,,: .;.t,.:.c -�.�..�:; -�: swme:�..r ..— _._...�_ . Sf�,...,�- .: �. . .� . .. �. . ': ..._r,. �-,..r. .� .,.. . - � . . l:: . ' � � � � . � .. � � . � ,�`- � - ; . r ���ti , � . . .;� ;. ' - • � ` � ' � , � , �� , • � � . . . � .. � . tiCn � 1 . ��` � � ��`:.� ' ' . " , � a' " rrrr�+ w �i�,�. + � pr� ..�. � yt .Ci�,; ..'"ba . .Cr� r e.•s�n f 3�"'C Gi,�vn+ �,g;t:: �'� °�fi ' �5 ��� r � ���-J� �� �.�:�v r ( ��1 �,� �' '���"fa':�� �T" �C � ;4� eT ti a' � i, 3 � r'�"� ti� # �i f-� i+h. 5�, � tc .'�� 'C�`. " � �,�� S ',�N : `� tC. � ��.�,�^"1� j�.�.t` l`"a1+p i•�� � ��'�.� . i � .�� ��'r' .+r+ u ✓ 3 tt�.A le.� y.�.� � �"'� � .i � � Y ,: ���;�y;�� �� �'�Y,... ' ��:r � x�t'•�. � . ,r � I i �:r .. S �y,w:'�N >.%MYLd.•'1�.:4�f.".'°s�9 '�!'� _. ' u� ',? �.1������� . .. � �� � . , . . .. . , , ,_; � . ; ! r . ._ ..... .; � .�.: �. : _.} _ ..�i:�,. 1 �IAYMENT �;�:r i•..� I POLICY $: NEW _ t.::_' DATE: XX/XX/}IX -•.c,'� PAGE: 2 OF 2 '�;",;:'': � �"c`z �'�� X • _ Ig AN INDIVIDIIAL IS PRECLIIDED FROM PEREORMING THE ESSENTIAL Ka�;� FCJNCTION3 OF A POSITION AND CANNOT BE ItEASONABLY ACCOMMODATED �+��,�, � . �: �` ' FfJR CONSIDSRATION IS NO LONGER WARRAN'PED. IF HOWEVER `1'His �% INDIVIDIIAL CAN PERFORM TFIS ESSENTIAL F[7NCTIONS OF THE POSITION WITfi ,�M,�: ` ,,'�:_ OR WITHOIIT REASONABLE ACCOMMODATION Tf� INDIVIDIIIsL WIIS+ CONTINUE ','1�: ? �' .9 ,I TO BE CONSIDERED A VIABLE CANDIDATE FOR TAE POSITION. � .. FAILLJRE TO CONTINIIE THE Et�L�YME�1T PROCESS FOR DISABLED INDNiDIIAIS }`�' ' ��' -, ����` y�ip CAZT pERFORM THE ESSENTIAL FUNCTIONS OF A POSITION WITH OR t � TgpIIT REASON LE ACCOMMODATION WILL RESULT IN THL L} BEING ELIGIBLE TO PARTICIPATE IN THE �•� APPLICAN'P Et�LOYEE y GR2EVANCE/APPEAL PROCESS. `x � ',� III. PIIRPOSE TO SSTASLISH GIIIDELINES ON THE HIRING OR CONTINUED El�IAYMENT � , RELATIONSHIP W�i INDIVIDUALS MAKE RNOWN THAT A DISABILITY EXISTS. , `�':« IV. SCOPE TAIS POLICY IS APPLICABLE TO ALL PRESENT AND POTENTIAL EMPLOYEES y'• .:; OF PITICIN COIINTY. 1� . � � � e,';•�.. !; . � � � . . . � . . � � . �`i � t - . � � � . � - .. �� .. . . � � � - . � _ � . '�, — . . � � - _ . . . �.!i,: _ . . . . - . . . � � � -. �• . . . � . � . � � � .. � ��?;. i. . . . . � � . . . � � � . . . . . . 7?: . r.` . . � � � � � . . � . . � . . �� � . � . �. . ` � . . . � r�� � . . . . ' .� . . � . . f(���� ' . .- . . . .. - sy 1,.'��i: Ss,7 +`a t� t#v�v r '. . . . . . . � . . � -'��,�t.:. r _ . � . . � � � ���: �..-. _ ..� - _ S N, . . . , . . {L r� ... S��i' �-�--f ---�...�.�.--� - r . - . ;U ` . � �; � *� a � � 5 r , � � .'�.,� � �, @ �`" 7'� t ^� ' /_ � � 4 � r: .,. 3 ' � � ��}4 f%' �t 1• +f." M _ � e mJ { f �." 5 i ��:' �:�:' � �� ! 4 �'t � ���'} � •� ��� i J. �'' .. �.� i ! � ' 1 i _ . . � � . . . . ' 4. . i.. , . � � . - , � � ... � . ' ;� . � � � . . . . . . . . , r.: , .. :�;�3.°-' �- ; �� ... _ . ' . Sfi . .. . , �'�I ....,, _ '. �'�''' . ' � � . - .�., 3 �` .�`�`�.� . � `�!. {� . ., . �} �9 � WY�I' r.� �R�'�f r�t rb,j. •� . . � 1 n k�y� �..'� �� w f�� 'Ahhy y F� . ti ��'�.'y�}F�,�.R � '� -+t 5���{5c � rr 4.4'^ 7 .. N t"* t1t 3'@ °�''- � r�i y �� 13'ra�. r v .�f-, :��t �,,:�,�y � t�3 0}'+y i� �� � '1� d "�S 1.' h.1��f�{,.'�i„.+" -�*r�;i .A �r-�Q'k '�?" a � �. �j, ' 'j� CF� § rr x �'k}w, r:. , < ..7`?- � '`M : .9 i� �sl�' p s a;' � v.- ;t(... fr y!r �� �...,f, i'� ..;i, .r 4.. .} J '�K,�'- ��.�1 A� r �+ �r'� , . . . z��„��y,� � � ., �4 - ': . _ _ ... , •vf'�%i: k' M._ �... , ;._:..._. � . t. �. , � , ._... _.- , _ . !� j . . . ' , � � " � � i . „�+, .,+:,.'' ";;: -c';; I WAGE & SALARy ADMINISTI2ATION _ •' - ��'.t�:':' .... I POLICY �: NEW ' ":A'a'� '' DATE: XX/XX/XX '" ' . � PAGE: 1 OF i r?x � NEW SIIGGESTION AWARD PROGRA,M ,_�r,�:�•,.. ;. I � r�, .. ; + I. POLIC7t s+�,�.y4�; `' �,�a r �,; � TO PROMOTE AND FINANCIALLY 12EWARD SIIGGESTIONS WHICIi ARE IMPI,EMENTED �-'j AND ENHANCE PITAIN COIINT7t. ,+.,��:.y,,'�`~ , II. PROCEDIIRE �'�a r I'. A. TI� II��LOYES WILL GBNSR2iTS A SUGGESTION IN MEI40RANDIIM t;� FORM HIGALIG$TING '2'HE NATQRE OF Tf� SUCzGESTION THE ,.r� SAVINGS OT2 OpERATIONAL EFFICIENCIES GENERATED AND HOW I7?PI�MENTATION OF TSE SIIGGESTIQN •WOALD OCCUR THIS : .�� MEMORANDUM WOIILp BE DSRECTED TO 2� DEPARTMENT AND SECTION HEAD WHO WILL MEET PERSONALLY WITfi THl3 EDfP7AyEE AN1) REVIEW THE MERITS OF TAE SIIGGESTTON .� ,',��� B. �F R'I�E SIIGGESTION IS DEEI9ED WORTfiY OF A CONTINUED PROCESS T$E Bl�L05TEE DEPAR'L'MENT AND SECTION HEAD WOIILD `�� CARRY 'PAE SLTGGESTION F'URWARD AND PRESENT THE SUGGESTION TO TI�+ MANAGEMENT GROIJP. ".� C. SIIGGESTIONS WfiICH ARE IMPLEMENTED WILL BE REWARDSD SASED , � IIPON THE EXISTING BONIIS AWARD PROGRAM GIIIDELINES FOR FINANCIAL AWARDS C�N BE DETERMINED AS F07�OWS• � 1. 1$ OF ESTIMATED SAVINGS GENERATED OR �v ,�� 2. $1500.00. WEiICF�VER IS LESS. - - III• P[TRPOSE �t TO RSCOGHIZS EMpIAYEES CONTRIBIITIONS THROIIGH TESIR FAMILIARITY WITFI � Tf� ORGANIZATION AND REWARDING IMP7�maD SIIGGESTIONS ' ? - �: • . IV. SCOPS � �, ,t AIS� Et�LOYEES OTf�,R THAN DEPARTMSNT AND SECTION HEADS. € � � �f ' =9 , , � - ��# + . ,,sv-:�' ' f x�j ��^. . . . t 1 7=�i: N� �.. ` r� ��t���: `;,, ��..r�,� • � J. 3;• , -fa '-._�°`""wy."'__ s,.. ._._„""fi y.�m+.�...--' - ----�+..�.w--�^--�'� - --•.,�a,,,i�5:;;�j,,y'� ��.� l " � ;��i� 4 � .. 4. . `��; �_ I.� ! n J �4�� Y `� _ . �� '�,� . � (;���� �. .t. . ��}� a'l. .. � �' . . �.� . � � . . . . . . . .� . �.:. . '��� . . . . . , , . .. : .. . � ....-. � . . ' . . ,' .. ' . .. �.: .�+ . .:.'. .. ' -.,-. � r� .. �'.. •;- 1 . ..... - � . , ... :.. � ,� .. .. .N ' � " , .. ' � .. ' " �,r . � �Y��• ' ' � - . . � � . . �f_,� . �, � ,fl.• � ,,Ni y ... + ..A ... r -- a �C �zrx - t.:� 5 rN x�M1.��. =,r, �,i � �� y�� ,�Q £�� aU 4 t��Sfs t��,„.�;," Y .� �' a tiF� "ty�;�+kvT �i,l� � ��ny'1� � e� �[yh3i�.q�£f .�:L'Ip Qya�'+�+'A,,�A �1��+ r �}) ..ti; � �.t������ � I.d�.M ,� � Jryal����.. i..) ' 1 � ,� � -!/ S r .�^d Z�" '�.�+��dSt k�fr��'.y � �,fl" . �.�' 'C'a�"�c! a�C�o� �$ � f , . � -�.YE ;.,��,n x�k�.' �y �:i.�'f � ���;g; �. e�S. ��I, �'� �y � . . 4,., '�� 4 � .I�'. �:� ��`..i��,�{'�,4 � .�; .- = . . . v"�.�-.�i.� . :�. , � . ... . , . - x: . _. .�_ .. . .."_:} .,:..::��_-_. .. . : . ,: . __. .._. ... .. _. . . ..._. �....__'_.._,- .-.:._._.. . . ,. " _..___... . -._._:. . � .... . .-i ! T,��� . '�� � � �.�:.•t � ' < . . _;�:_.,_'�. - �.¢...... . EL4�LOYEE BENEFITS & SERVICES ' POLICY �: AiEF7 I�:''•_ DATE: XX��/� ��-'i�;;:: PAGE: 1 OF 1 "` �" F� t :.. � *� k�� �: - �f;:�. �. -- NEW. VOLLRi'PARY BENEFITS - �::.: J�:��. 4'R. I. POLICY } ':.. i, pITKIN COIINTY PROVIDES TO QIIALIFIED Ts1gtZAYEES, ADDITIONAL BBNEFIT '�� OPPORTQNITIES INCLIIDED BUT NOT LIMITED TO DEFSRRED COMPENSATION g , �''� AND ISFE INSIIF�I,NCE. ,� > II- PROCEDDRE ��. g[�IpYEES ARE ADVISED OF TfiE VOLIINTARY BENEFITS AVAILABLE AT la ORIENTATION AND AT LEAST ONCE PER YEAR- EL�IAYEES DESIRING INE'ORMATION REGARDING TfIESE VOLUNTARY BENEFITS y p,RE &NCOIIRAGED TO CONTACT THL� PERSONNEL_ ASSISTANT OR THE PERSONNEL/FINANCI3 TECHNICIAN. _ ^.r'y�!� . . III. P[TRPOSE v,� TO PROVIDE ADDITIONAL BENEFITS TO OIIALIFIED EZIP7A7CEES. '� i_ . ItT. SCOPE �y, AT T REC,DLAR F[JLL—TIME EI�IAYEES ARE ELIGIBI3's FOR Tf�SE VOLUNTARY �i� ' - BENEFITS. J}i . f �4 � ;;'. � a`,: . .. . . . � � . . . � ' , y . " . . . . ' . . . . . . .. . .. . . �. .. � . � �.. . . . . . . . . . . . . . - . '��f. � .. . - . . . . � . . �� �1 . �:��� q r � .. . � . . . . . . . . 5��� , .. . � � � . . . .� . . � . . �i�t ������: r . - . � . . . . . � � y x . . . � . �� _J�e`. a "- �� �`, x S �,;, �r;° � 't`: , ��Y`�� r,.—_.•, : $ '��.�.r a'� �:.t r: 'ri�:T�` ` � `���, . � _, ¢. rr ' `� t �s -^ .+ .�! , 1 ;`:° > ,,�� , �. � � ; ; � , � � _ � r _ ��: � ,� _ S � 1 t � t <#G�'�" �� n� ':'\ 4£d ., '� ,, ' � ' . !- f' �� � t 1 '.t .. . ... . � �. f# 1 . � . . � . . .'..� . . .. . , . . . � ' _ . t' . . , ' . .. + '' .. .. . . . . .:� .. �� . . : . � . . , . .. . ' . \� ' � . � . , ' � - N ' . . . '. . . . .. . . i .'�" ' . �Y ,�' ' . . . . , . t:'- ..J ��S",vp�y� - �f.f,, � ,�}��`,� }- ...1 y � �.c: " I r� -.. r '�i;�f ✓ i � ;��L.� r' l .1 `t .tl /�"'y'^'��.. � ::J �;�y y�� p � e� ,�, . .�'' r :S� ��„� 1 �� ��fii�h ;J�J.!Y` �i�}t+�.,: 1 '� � Ca �� � ' ''+b+vr' �c�r a��� ;��t�t�a�t�i '�,� 5 �'Y p ,�{' �' .R ��y.:•�a�, r;3}(xJAx �'�a'. r:: L �Qi .�9t' tf� ,y,i� . .er C,. rt y^�'�n f d�.d .. �'�i }� 'v k � � �,�,+���k,; p \ k^�;'- 4 I � �L�� }���r�R �.�..� 1 .�..*b '� .�c�,iK�'��'' � �� . . - r -1 ���.� � � _ ¢ i; ���y� . '�. s . . � � . . . .. � . . . . 1it�S'�'.Y. I. . ... ,f'�w�-� � � ....,-_..._.._... _; ... .._.._. � . . . . _.-. -_-......... ._�..:..,... ... .... ._._... . � _.� _. �,. . .:1 _ � . ' �:.�"��. . 4 :i;s:r`.'. i �. �. � i--N,^,, .' . ; II�IAYEE BENEFITS & SERVICES � �, µ POLICY �: NEW i DATE: XX/XX/XX � ri' i PAGE: 1 OF 1 �s `�`-. _ e i ��= t_ .-i �,*ry^�'� � NEi�I SOCIAL SECORITY t'�°k+`•�a - �f �'�_ Y'�.. iT. POLICY ��'�� . i } , PITKIN COIINTY IS REOIIIRED TO DEDICATE A PORTION OF EACIi OIIALIFIED � ;,�1� EI��LOYEB�S PAY TO SOCIAL SECQRITY/MEDICARE FOR A SPECIFIC PERIOD �y„''��` '� OF TII�. =-� .' g =_- �tocsnvx� }� . p. FOR_EACH NEW EAIPLOYEE. PITICIIJ COUNTY WILL DEDIICT THE FICA = j� PERCBNTAGE AS DEFINED BY SOCIAL SECQRITY FROM THEIR Q20SS INCOME EACH PAY PERiOD. AN EOIIAL CONTRiBDTION WILL BE MADE BY PITRIN " COIINTY ON TfiE EMPLOYES'S BEHALF. THIS DEDIICTIOPi WILL OCCOR FOR THE � . FIRST SIX (61 MONTHS OF EI�IAYMENT AND APPLIES TO REGU7,AR E:MpLOYEES ONLY. AFTER F[JLFIISSNG SI7C MONTHS OF EMPLOYMENT. THS Sl�LOYEE WILL �,M;K;` HE REOIIIRED TO FAY 7.'HS 1SEDICARPs PORTION OF TFIE FICA PERCENTAGE ONLY. THIS DSDIICTION AILL BE MADE FROM THE II�IPLOYEE'S GROSS - INCOME. THE ADMINISTRATION OF THIS TASIC IS ASSUMED BY Tf� � ;..� PERSONNF.L/FINANCE TECfitiICIAN. � II2. P[7RPOSE i ' � t�;;.,' TO F[TLFIIS, STATQTORY REOIIIRII�NTS AS IT RELATES TO SOCIAI, SECORITY ` ' f IV. SCOPE ��, . TfiIS POLICY IS ApPLICABLS TO AIS, REGIII,AR FQLL AND PART—TIME �� Eb�IAYEES OF PITIQN COIINTY TAAT ARE EMPIAYED AFTER JIILY 1 1991 � WORKING 20 HOIIR.S A WEIs'K OR MORE. � ` 9 '� � N��� : i r'�~ ..' i. �. � . . . . . . . . � c a' �i.:� �. a '�:�� � .� ,t��,�; � �,r. } = �,.�.a;.,��- �a,��: y ,����.�: ' .; � � , � ��;�: , �� �t NrY I t':y ;.:, -.:�^ '.. �- � -- �r.. � ..� ., --....."+�°x°` .-�t.'°�ex`+v"'w'.ji:0...�"'w'"'.�—_ ;..L t . ��.�---".s - :s .;.,y _ .� ?lr.:�� s - � . . ;' �;. � . ' ..� . � R Y.�I � f I ` }��., . , � .1.�. � �f`� ! _ e l'¢ . * ry 4 'a�� � � � � ✓ � � i �� � � . . � ,. .. . _ . � f � . . . . �� ,. . � � . . .. ! . ' � ., . � .. � . . . � . . . . . �. . . :I ?,.. �.. . '. _ . ... ' . �� � . , t�" � � - .. -! � �.. �___m_._._. . . . .`�`'�: ' . ' . . 1%,�, . � . . . . . � . � r � �"' ���... � . r< 8 rF-� . . �.. .. � 4 S t � -���.i m P �.+i� � �. � 1 i�f.�. ji _. �i �' 9 � x�� :'x� +} � .1 ii( i�� � �n.i di - ,. �•. }���d Y� Y ��a '�'��t' tiM= x �j� .�"�,� �" n`:::" �v,.�•�1C�. a,'r ��dl�;,n'Ff ' '(� r�� +t�} ����. 3 k.�q ._ii �T3� ��ti��",�,s � ph� '`+ a . +�.y°✓ 'r V ^.� � 'Ly4 �rp��_ . x• � . .fl��� �'" ��IC�� � .+r, �"� , .. . . � �� ` �+. - � „ . f-' .1':� ..� � �r:4��,.t��it ..._ . . - ..`"' _ .. ;:'�^.� :., . ,`��'_ ,�__". j S'" �_ . . - . �����::�. � • ` i : i __. -I i. . ' �F - �� � F�IPI,OYEE BENEFITS & SERVICES E%•. ` POLICY �: NEW DATE: XX/XX/XX PAGE: 1 OF 1 �r�;`;�.. ��..:;._ K i t r:'. _ NEW. RETTREMEN'P LOAN _�y��;; . ��4r,t :�_"�. I. POLICY " �'.. ;::.k..:;. PITRIN COIINTY, THF20IIGH TFIB PITI�N CODNTY RETIREMENT BOARD. HAS CREATED AN OPPORTQNITY FOR EI�LAYEES TO MAKE LOANS FOR SPECIFIC • PQRPOSES BY SECURING A PORTION OF TfiEIR VESTED RET�F•�NT ACCOiTN'P ? �� BALANCE. ` r :�' II. PROCEDIIRE A. TO APPLY FOR A LOAN, TSE PARTICIPANT MUST CONTACT TFIE � t" PERSONNEL OFFICE TO OIIALIFY, BASED IIPON THE ESTABLISFIED ' • CRITERSA FOR RETIREMENT LOAN PURPOSES_ � 5.. B. LII�TATIONS AND TERMS AND AMOIINTS OF THE IAAN CAN BE FOIIND BY � �.,, CONTACTING THE PERSONNEL DEPARTMERT. u��' III. P[IRPOSE . �, k�= TO ASSIST EMPIAYEES PARTICIPATING IN 'i`HE RETIREMENT PLAN TE� �' ' ,� .: OPPORTUNITY TO PLEDGE RET��N'�' FIJNDS. �� � �, IV. SCOPE � �,: .. �'HIS BENEFIT IS AVAILABLE TO ALL F,L��IAYEES PARTICIPATING IN THE ' ' ItETIu�'*rr pL�AN, ' � � � `�; . �. , � �� l :. � .. . _.: � � � , i �� . _ - - . . . . . � � � . � �� : t � . . . � � � � . . . . . . ,���� i �� . � . � . . . � � ����:;. �': $��.'� '..,�, . . . . . � . .� . . . . �4�� : S ' . � rt . . � . - .. Ry ��'�.' . Y��'.� .. � . � . Y . �e �� . — r � -t ,� � 4 : .� r�: , �- f;� C``-� .9.T� .�I. � _ � yy�y f.' " '(In .�Mi14� ] J �. Y � �1 `�' ,; y � �'�'t� i , , i�. ` ,' ` .x. t , ` � ��, � ` � ,'_ { ��,�_ � � �t: }� . 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'� PR�NDME�S � COMpENSATS FOR EXCE SIVg 80Ug,q ���7IDED � , : i P O S E D T O �P ICIE S P O L I C Y 025 _ D. �� ' ��S�Y E���EI' �LICIES AND PROC7PD II�E AND OR RER72SIONS � '� I oR MORE HO D A T E �N U A L, y,_ � P - T� DAY ON W g=Cg � �R ➢7EEK FOR Tf� COIINT� IIKPLOYEE gEGAN H7pgg�G Z� -� ANl�[�� T.FA� POISCy VA�C.ATIpNS W � T� AWAY ,FRpM�q,���D AND FIOT,IDAYS . I'`�D TO PRO � � � BNVIRONI�LE� �IDE ;u 's AI' LEA PAY A R A i DII�RINGE IIPpN gE ��V�� �LICY 31 ' ; A PAY PEgIOD. �D �'�OVA� IN OI2Dgg TOY �� AN IS USE ��D TO r ' ;, �A� MADE pAYOUT ppI,ICy 720 �� �AVE ..;,-`K`,.; TO SEP -_ �' APPLICANT �TED �p��ES. T� 100$ �TION OF�7� II�D.�LOy�,NT OR gER.SON Agp �ys FILED � ��g_ II�TTSD A RESDME '� CO�LETED ApPLIC1�TION FOR £� ��I �TAIN ESTAgLISI�D PERSOI�EL � ZIIME p���o P�CING OF A PEggON � B R �Y HASIS. =N A POSITION ON A Fp�,_ ,�, r. ENEFITS RETU�gING F � POSITION]�p pAY � �GD'PIATYON OF gII � PENSION p7,�. oDURING LEp�VES - I�S PROVIDED :' { PoSITION AND FORp yT� AS CONDITIpNED S�N� � CY AND . , By , g ��G � APPROVED ��N�G A FO T� t -"" TO��� �D �I2GENCY ��E OF ABgENCE. �R . � E[�IPLOYEES AS �j ggSIILT OF�p� POLICy 323 � �LOYEE OR A LOVED ONE OF � TH OR IINEXPECTyD��CY FoR T� ' , H � BON[7S AA7piRD g'�LOy],E. � ; .� �LICY 270 �� �` DEISE=N�SIILT OF ACT1y2T2ESOT1iAT R OTHEg FORM OF j2E,'WAR� �T i '.�{ ', . `�E DUTSIDE T� IS i(�f� BUS p �SITION � ' ' � ��SES POLICY [ 375 - A pE R M I T O R TIC ` " �NSPpRTATION�COi1RAGE USE OF '1� BIIS�T PROVIDED Tp ELIGIBIy ��1't 1 . �{.,- � �� FROM SYSTEM Ag �� F THE WORR P L ACE. A �A NS pF ��+'�� .� i.' f � a �,�}i i s �_. � s � 1;%�,:1`: S" v :�-' 1 � '� :.� , : � �� ,i � � . � �';""`.+�.sr__ R � � " �i` � � k ..-�.:1-. -o..ya.x.a,,...r.._.. .• . .;1; . ----- . ---- .:�,: . . . � :. , ,� : , ., � ��. . ��, �� � - �� , 'L.. � . . i . , ��� . ' . . ' .. .. . - � . .. .. � . ... . '�� i � `"C ' . � . � . . .. . � � � . . �� . . . . . . . ..� � : � . � . . . . • '�' . .. - . .. . . . - . • � _ � .. . . � - . � � �:p . . . �. Y'�{� � � � .Y ' . � l,.. �p �'�+ . ` . _ �1�'1`y► � �A ro� V�},'"y` 7 ti t h •. , ` q�.�N'E,t�a�F��.��r4 ,. �._� �AS.��r .�: �i 4�l�;t. E �rit �.c� y}�b' . t x,����}y� ,�r.:, 'M -: � '.,= ti•� �Y', �( xi�j i ) � Sy��,^ ,�-: �''w5 , �i i Y..��� *� r' xM��.�:� y«� '{� ak�ptd j '���5 w� �> � F �. '_.i . .. � •,+��►r ' �¢ .1 y� `� tr�� . ,M "`� .. �� 'rr � }' �-� +,} ' "` Y _ '.�['�..*�;��. , . ., �.. . ;.4�' 'y�. i;A;I r�.'• t• + \ CHARACTER INVESTIGATTONS fPOLICY #1301 — Ok'FICIAI, IN�UTRY OF j � 'r�'•� � APPLICANTS REGARDING PAST WOR1C EXPERIENCE FORMER Fd�TpyEgS ! :�:_";;::" PERSONAI, REFERSNCES ANA OTf�R RELEVANT EXPERIENCED IISED IN ! - ` I DETERM.TiIING AN FiPPROPRSATE JO$ MATCIi ' f:�i� . � _ i 5 t�-��.`,. � CT,ASSIFICATION OF A NEW POSITION (POLICY #240, — DETERMINATION OF R 4 � ; THE PROPOSED PAY LEVEL OF A NEW POSITI4N BASED IIPON THE UUTIES f s�.,�,,,,'�"' ' �ERFORMED. DECISION—MAKING RESPONSIBILITIES EXERCISED AND Tf� PAY � .i i ' ! I�EVEL OF COMPAFtABLE POSITIONS_ F ' i } .h.Y:'?i_:. . � �'�:�s."::;:..�`i� . � CIQTfiTNG A7,TAWANCE (POLICY #347] -- A SIIM ALTATTED TO SPECIFIED '';�"?`'^ � EFII�LAYEES FOR REIMBTJRSEMENT OF THE Pi7RCfIASE OF REOLTIRED WORR �--;;;�.�- . � C7ATFII27G- �T.� i::- COLA — COST OF L2VING AA7IISTMENT. �t � {kr�� i COMPENSATION ^ SALARY WAGE EMPLOYEE BENEFITS AND ALL OTHER FORMS • OF VALUABLE CONSIASRATION EARNED BY OR PAID TO ANY EMPLOYEE FOR �- ' ;�� � SERVICE IN ANY PUSITION. A'. 7."� � COMPENSATORY TIME (POISCY #2151 — ACCRUAS, OF TIMI: HY AN'ELTGIBLE �. ,�-� EMPLOYEE AS COMPENSATION IN LIECT OF PAID OVERTIME SAID COMPENSATION IS PAID OR ACCRIIED AT A RATE OF TIME AND ONE—HALF OF ,� El�LOYEE'S BAS$ SAI.�ARY �� f �:� CONFLICT OF INTEREST/ETHICAL PRINCIPLES/RIILES OF CONDUCT (�OLICY �� � 4 �501) — POLICY ESTABLISAED TO ASSIIR$ THAT EVETtY EFFORT IS MADE TO �: y PROMOTE PDBLIC CONFIDENCE IN GOVERNMEN'P BX ASSIIRING THE CITIZENS �, �, L; �� , :a j OF 'i'fiS TMpARTIALITY. IN'TEGRITY AND HONESTY OF COUNTY ELiPLOYEES �..�,:.;'; `'"� CONTINII,ANCE OB HEALTH ANA DENTAL INSURJI?7CE [pOLICY #7Z01 — &' • � � PRIVILEGE OF SEPARATED Et�IAYEES IN CONTINUING HEALTH AND DENTAL �` . , � INSURANCE (PROVIDED SPECIFIC TIME FRAMES ARE MET1. % ;'a ' , � CONTRACTUAI, II�IPIAYEE (,POI,ICY #Z05) = AN SNDIVTDIIAZ HIRED ON A FpLL �:: OR PART—TIME BASIS TO COMPLETE A SPECIFIC TASX WITHIN A SPECIFIED • , -. � PERIOD OF TIME, AND WIiQ IS ELIGIBLE FOR ONLY fifiOSE BENEFITS WFIICH , ,i A� SPECIFICAI�LY DEFINED TN THE INDTVIDIIAL'S CONTRACT. CONTItACTOAI, K . � EZ�IAYEES MAY BB HIRED UPON THE APPROVAL OF Tf� COUNTY MANAGER TFIE ,'�� BOARD OF COUNTY COMt�iISSIONERS OR EIYCTED OFFICIAIS SIICFi � EkII�LOYEES ARE NOT SUBJECT TO THE BENEFITS OR OBLIGATION3 OF TFIESE , PERSONNEL POLICIES EXCEPT AS SPECIFIED BY CONTRACT. ; COIINTY SSRVICE — F,tiPIAYMENT TN ANY F'[JLL—TIME POSITION IN �lNY DEPARTMENT OF THE COIINTY. '�', '' �i �;� �i�� : ' ` h DAXS OF PAY (POLICY #301) ^ TH$ SPECIFIC DAYS IN WHICEi PAY IS MADE �,,;, �• � TO PITRIN COUNTY �IAYEES. I .-- , � DAXS OFF (POLICY #309i — SPECIFIED DAYS NOT WORRED EACFi Y7EEK. � ^' j:- b ' �, t � ,� � Z '_;3 ,; i;� f ' � �,� � . . . � ,.— �. �. -m— ---��--. , ,�.:,r,.,�__. ,__ � — , . ,::.�:. �:._..,, ......�., . - �;:� l � �,, � :� �` ' � • ,� ��; � � • '�. , � . ��c _ ' . fj • . ,;� � - , %P{� ' ' � k rY , ;�' . Y G. , , -� 4 ��'.f {��.t�<�F6��,��W 4q'iS'nt �ti.5�..'i \" 1 h- , e.r . . . . . .. . .. . tYrl�'J�:ty,���.;t� � �-..--•v � 'L f .1�: r i[�, 1�'t > > `r�/�X }r. •� ' q ,-'�`#� c ' i: y _.: i .i. ��' � - ' �... y ,.� � ' i f r� ,r � �i � � ,� � :.� N t � �' • �,,t I'! ��l �,•.�x�.,tY 3' 'S^ �;y�•.i t��� „ ., t.. -�,y ' � � , ,:.� ., � , �. . .�,,,�.x�� ' �:���„� .._ _ . _. ' _ . ._ ,,,Qi.� '� . ��•�� r;':: DECISION MAIQNG T,EAVE (SIISPENSIONI (POISCY #5301 - TEMpORAgy : ;�e�"' ` SEPARATION OF A CODNTY II3PIAYEE. ;� ";':.:• .:. ' %?`.''.;::. DEMOTION (POLICY #280) - CHANGE OF AN EMpLOYEE FR,OM ONE SA7�.RY `-��-`Y-.. - GRAAS TO A 7AWER SAI,ARY GRADE • t a x . � AENTAL INSURANCE (POISCY�349) - COVERAGE BY CONTRACT pE20VIDED TO F.Ml?I�OYEES AND Tf�IR DEPENDENTS EOR DENTAI, PDRk�OSES � + + DISCAARGE - (POLICY #530] SNVOLIINTARY SEPARATION FOR CAIISE OF IfI�TY ! �ERSON FROM EMPIAYMENT BY TFIE CoUNTY. �..�a. . r : I)RIIG FREE WORKPLACE (POLICY $145) - TfIE COMMITMENT OF PITIQN COUNTY t .. + TO ASSIIRE A WORRING ENVIRONMENT FREE OF CONTROLLED SIIBSTANCES k, "� EXCLIIDED 1�RE PRESCRIBED DRIIGS WBEN USED IN 'PHE MANNER COMBINATION �-. AND QUANTITY INTE1?DED UNLES3 JOB PERFORMANCE IS AFFECTED CONTROI,LED SUBSTANCES INCI,VDE BIIT MAY NOT BE LIMTTED TO ALCOFiOL ��`' , OR ANY OTHER NARCOTIC OR DANGEROIIS DRUG WIVE REpORTING FOR DUTY OR `' ,i ON DUTY. ' 'i ELIGIBLE pOSITIONS (POLICX #105) - JOB POSITIONS WHTCH OIIALIFY FOR OVERTIME COMPENSATION IINDER THE FAIR I�ABOR STANDARDS ACT• SUC$ i -` POSITTONS MAY AI,SO BE DESIGNATED "NON-E7CEEMPT° 7 � " II��LOYSE ASSISTANCS PROGRAM (POLICY #371) - SERVICE PROVIDED TO - EP�IAYEES AND THEIR FAMILIES TO ASSIST IN PTsRSONAL[PROFESSIONAL i: PROBI�EM RESOLi1TION. ' �IAYEE DEVELOPMENT - ANY FORM OF INSTRIICTTON DESIGNED TO TNCREASE `'' THE PFtOFTCIENCY. QUAiSFICATION3. RNOWLEDGB SRIISS AND ABII,ITIES ` �a" O� COUNTY EMPIAY$8S, t: _ :.. �� EI�IAYEE SECURITY BENEFITS (POLICY #353) - SERVSCES PROVIDED TO TFIE ,;# EMPLOYEE INCI�DING LIFE INSIIRANCE, .IANG TERM DTSABIL2TY SIIRVIVOR- � ;;� INCOME, AND RETIREMENT PROVIDED BY PITRIN COUNTY � di '� EL�IAYMENT PRACTICES - STATEMENT REGARDING Tf� F.L�IPIAYMENT PRACTICES � . ', OF PITRSN COUNTY ON A NON-DISCRIMTNATORY AND OBJECTIVE BASIS WHICH �, ` I2iCLIIDES. BUT IS NOT I.II�fITED TJ. RECRUTTING, SELECiION, � ADVANCEMENT AND AI.L OTAER RELATED E1�LOYMENT PT2ACTICES. e ,�j F�lP-�IOYMENT RESPONSIBILITIES (POLTCY #1251 - EXPECTATTON THAT ,3 E�iYI,OYEES PERFORM AND COI3pLY WITH Tf� DOTIES ASSIGNED AND ABIDE BY f THL+ PE[2SONNEL POLICIES AND PROCEDIIRES OF TfiE COUNTY. ', ::� EQIIAL EL�LOYMENT OPPORTQNITIES �POLICY #140] - COMMITMENT TO WORK ;. , � C_O T�INf7ALLY TO PROVIDE EQUAI, EFSPIAYliSN'P OPPORTUNITIES TO ALL �j •, PERSONS WITHOIIT REGARD TO RACE. COLOR. CREED. SEX. AGE NATIONAL �`' ORIGIN POLITICAL AFFILIATION RSLIGIOIIS AFFILIATION OR EiANbICAP I :'" ^���''�ry EVALIIATION FACTOR (POLICY #170) - THE CRITERTA FOR CONTIN[JED � i F.t�lPLOYMENT WHEt7 PROVIDED WITfi TSE RESIILTS OF REQIIESTED MEDICAL �-:.:;:}�;;: + F�XAMINATIONS. � 4�' ��� � - `ii 3 � � f_;:.'. '� ? . . ;,t,.,�i' :'-2.-, � .����� �. ._- ��:� .,..,..:��_.......�. . _._...._,....�.._._..._. __._ 'k -, . . . . _' .- -- - � e .v.4P.!itk.U:a�sY�. .... --.. -. __ .._.:-.. A�a.,. ..�....— '' . . .. � i.�e�;-.:r. . ........ ...�•....�� : '�. ..'y.w, �: . .. . _ . .... :..r ; .. � 1 .�. ..,. . . � .. . . . . . . �. .,..� . . � . . . . ' � .w.� � . � - . � � . . . � ' ' . � . ." �� �:�.i . . . . _.. . . . . . io �: . ' . . . .. . � . . , . - ' � .. � . � , . , . . � ' ' :i.. . . . � � -. .... .- . . , , ..., . . . ,::;k � ��, � . .. ' - �, .. , . . � . .�� , .. _ . _ .. ., . , !:' .. . ' , . . .. . . , . Y . . - ?+'"�O 4,h . .. �.w.�� .�.�... _ _ �'� . Y u ' . _ '.l4 � .. � . iE�/�J�t 4 . . � 1� k�;'jj��JJ 1 � ra°«.�''�'�'j;����at i ���`�,1 1-: �;r "'N9 �" .�i° i,�f�. 1�i'��. .� .�. > > r�.:. ,"v �V� i�,3*M h � r, � r, r'' ` �i:.ffik tl i i � ,t.t , i r A � .��� f'.'. �'�°x� s ° �4' `` r ��i' °t �� �{ " Y M 4 �L ,q �x� `f�Y� r.� ,�` r . ��..,t r •k.� � ���� i y�.. �,y � .. ���� y�N, � r'�,.��. ��* '.�,�r'� '� ,c�' .:d ` �� �<i. , �' . .. . �"�,.. ,c�,�� ���' � �:r^'`, ' E7�MP'Y POSITIONS (POISCY �105) — THOSE POSITIONS WHICH OIIALIFY AS � .:.. -� ` EXECOTIVE, ADMINISTRATIVE, OR PROFESSIONAL IN NATURE AND ARw g�p E�'�' I :y';_,r.,. � FROM OVERTIMLt REO�R�RNTS IINDER TBE FAIR LAHOR STANDARDS ACT ;;r�.._;; 1 i.�_:�:...: � EXIT INTERVIEW (POLICY #730) — A FORMAL CONSIILTATION SCFFIEDffLED BY d�:;',`.'�`.t:;, q�:�.;:,-..� j A SEPARATING EIIPLOYSE WITH Tf� PERSONNEL DEPARTMENT. s,�;;,�t.: . i � r FINAL PAYCHECK (POLICY �735) — THE LAST RII�IIINERATION MADE TO `� +. SEPARATED EP�LOYEES. �+z�;r a FITNESS/WEI.INESS BENEFIT (POLICY #3651 — COMPENSATION SERVICE � PROVIDED TO REIMBIIRSE AN II�LOYEE FOR EXPENDITURES INCQRRED TO HELP ��`� MAINTAIN GOOD HEP.LTfi. ' ` i , ��:. .',. .. ; FLEX TIME (POLICY #4051 — ONE HODR ON EAQi END OF THE DAY TO ' � ! ENCOURAGE FLEXIBLE SCHEDIILING, AND TO REDIICE PEAEC TRAFFIC IAADS ON > k HIGHWAY 82. � � FISA — FAIR LABOR STANDARD5 ACT. i; F[JLL—TIME II+iPIAYEE lPOLICY #1051 — AN INDIVIDIIAL. OTHER TBAN ? SEA.SONAL. WIiO WORICS A NORMAL WORR WEE1C OF THIRTY 30 HOIIR.S OR MORE. ��. ;j GRIEVANCE/APPEAL (POLICY #535, — A COMPLAINT AND SUBSEQIIENT PROCESS �' OF REVIEW I2�iITIAT$D BY AN Ei�IAYEE CONCERNING TI� APPISCATION OF y� ESTABLISHED WORKCNG CONDITIONS. OR Tf� �7i�►T•T��GE TO A PERFORMANCE �`- w COIINSEI,ING ACTION TAI�AT BY A SOPERPISOR IN ACCORDANCE WITH ' • � �; PRESCRIBED PROCEDURES AS ODTLINED IN 'THE PERSONNEL POLICIES. � , ;' � HARA.SSMENT (POLICS[ #5101 — MISCONDIICT BY AN EI�IAYEE WHICfi �„ IINDERMINES THE INTEGRITY OF TFIE EI�LOYIiEN'1' RELATIONSHIP, AND WHICfi �; .'.. � NEGATIVELY INFLUENCES TEiE MORALE AND PRODUCTIVITY OF THE WORKPLACE. �. � HIRING ADTHORITY (POLICY #110) — THE INDIVIDIIAL ASSIGNED THE j ' RESPONSIBILITY OF ENGAGING THE PERSONAL SERVICES OF ANOTHER k` � INDIVIDIIAL FOR A SBT SUM FOR SPECIFIC POSITIONS WITffiN TAE COIINTY. F� � HOLIDAY — SEE ANN[TAL LF.AVE. POLICY #309. �:. _ � (; � INTERIM JOB CLASSIFICATION (POLICY �235) — AN INTERIM PAYGRADE � ASSIGNNIENT FOR IIP TO SIX MONTFiS FOR THE RECLA.SSIFICATION OF A -� POSITION(S) F'RIUR TO A FORMAL.�ETIi7G OF THE JOB GRADING COMMITTEE. - ` �t INTRODIICTORY EI�LOYES (POLICY #1051 — AN INDIVIDIIAL NSWI+Y i APPOINTED TRANSFER'RED. OR PROMOTED INTO A REGULAR OR PROVISIONAL `!•' � � POSITION. SERVING A PRELIMIYARY PERIOD. � . � JOB CLASSIFICATION PLAN (POISCY #2201 — PITKIN COIINTY'S METHOD OF R{�.:• ` �'! RATING JOB POSITIONS AS THEY REI�ATE TO DECISION MARING. �* ' �r� ,� :� } �+:s, � �`��` � yr,: .A� 4 , x� �.,, jtt �:�� ,'.t _ '.Y't i.i ,� .- :� � �i`R.� .r � ..... . �--- �a�w�w.�.---._... — ' --- — ,....—:--"'�-- - �.�:�,�,�,�.�-- . - ----- r 1::� � �,, ,. , . . , . - . . . . . . ,w�;,>4' , .. �l: � . . � �. �44 ' - _ =�.� .: � _� � • , '�'�J , � . .. . . . � . ' ' • � . I . ' . �I. . �. ,. . . � � 1 , . .�, � . .. � • • ... ✓F;F . . . . ' �'T . . . . 1 ;�::, Y. � . . , .._<pT k2 V'� •T�t �4[Fl � Y " .•4 ` 1.�t - ��Y 1�', �.. i t rr,��i A: y1.t,�C��y''���������'i� �r7�v 'r ' " r � .-�� �; Y '.� ` �- - : 1>. - +7 '�T �F ✓' a � {, t ' s c r. . ,¢F` iF!. a �"�j�fr'„ 'S`ll � � C � .� ' 1 �� �... . T,' Ya }"� r'T �, Y.+Ik � ��'' � - S�r cL_�.c �Jy``�i,4� t � r"., j .a�^ i ���y� +' ' y�' ,�7� -t�r����� �*��� 7 5���� 'M'rT� ;}�i��'���,' `1'4" c�'r,^ , . �'"sr�.i�n?: .. . x�`�"�.'�� .. _,. �., ...'_.� . .. � . � . .� .: . . ._-...._ .. ' _. .. . �. . . .. ... � _ � . . . . ..._.;E ` . - s'�^. ` i�,: t�-'•:`:f'. �,�' JOB GRADING COMMxTTEE (POLICY #225) - A STANDING BODY OF INDIVIDUAI, "'fY�: i.�,...,i II��IAYEBS WfiICH MEETS PERIODICAId,Y TO REVIEF7 NEW OR REVISED JOB ',t.?;:.:.?.-:.; DSSCRIPTIONS. AND TO APPLY Tl� DECISION-BAND METHOD IN RECOMMENDING `•.4�,�;_=�`, THE ASSIGNMENT �F SOBS TO THE APPROPRIA'1'E SALARY GRADES. ��">=_` � . i:;h`:`�.:;ta - JIIRY DUTY (POI,ICY #32Z) - THE TIME AND pAY ISSIIES SIIRROIINDING Tf� � NO`TIFICATION TO AN F1��IAYEE TO PERFORM TKE CIVIC DUTY OF SERVING � ON A JIIRY. L$AVE pF AHSENCE (POLICY #3171 - THE EXTENDED TIME AWAY FROM WORK DIIE TO ILINESS. INSQRY. OR PERSONAI, CAOYCE. "'1 �.5 , LIFE INSIIRAl7CE (POISCY #3551 - COVERAGE OF SERVICES TO BENEFIT �, DESIGNATED BSNEFICIARY OR BENEFICIARTES IN THE EVENT OF AN !�`;fi ' ; EMPLOYEE'S DEATH. �s �� � Y LIFE THREATF.LTING INFECTIOU5 DISEASE (POLICY #6251 - AN ILLNESS ; WHICH PLACES AN EMPLOYSES HEALTH IN�SER20U5 DANGER AND THE CONDIICT i OF THE COUNTY RELATING TO AN F•I�IPIAYEE SiTFRERING FROM SIICH AN %-. %- € II.LNESS. � ' . . : j IANG TBRM DISABILITY (POLICY �3571 - INSiSRANCE TO PROVTDE AN � E,MPIAYSE A Pffi2CENTAGE OF TR I2iCOlIS IN THS EVENT OF A DISABILITY -"''3 'PIiAT EXCEEDS SIX 140NTHS. ' � _ t MAINTENANCE OF CLASSIFICATION PLAN LPOLICY #250� - AN ANt1IIAI,REVXEW " " � OF ALL PO5ITION DESCRIPTIONS IN ORDER TQ CONTINCTE TO REFLECT i ACCURATELY DDTIES AND RESPONSISII,ITIES. ;3 MAHAGII�NT CONIISITTEIs [POISCY #230) - A STANDING BODY OF INDTVIDIIarc � COMPOSFD OF ?IANAGER.S THAT MSETS AND REVIEWS T� DECISIONS OF THE ` � 30B GRADING COMMZTTEE THE MANAGII+IENT COMMI7TEE MARES THE FINAL '� DECISION IN ASSIGNING ALL POSITIONS TO THE MOST APPR�ERIATE SAI,ARY ' • � µ GRADES ITY DELEGATION OF THIS AUTH012ITY FROM THE COIINTY MANAGER. ' � MEAI, PERIOD LPOLICY #3051 - AN IINPAID AHSEKCE OF tJP TO ONE IiOiJR, 4 EACH WORKDAY FOR EMPIAYEES WHO WORX IN EXCESS OF FOIIR (41 HOURS ,{ _ ,. r� IN THE SAME WORKllAY. : i`i � '� MEDICAL EXAMIIiATSONS (POLICY #165) - TFiE CI�tCUMSTAHCES AND CRITERIA � IISED IN DETERMINING AND REOIIIRING AN F��LAYEE TO BE EXAMINED BY A '� MEDICAL PRACTITI4NER. � 't• a:-.�. . �q.�, e MEDICAL INSDRAI�iCE (POLICY #349) - COVERAGE FOR SERVICES PROVIDED i(n. ' �`?'": I TO EMPIAYEES AND TAEIR DEPENDENTS FOR MEDICAL P[JRPOSES. �S �� _ 1 �'t i :- � MEDICARE (POLICY #363) - coNTRIBDT=oNS FROM AN EMPLOYEIs�s WAGES � r �, AIRED ]��R APRIL 1 1486 TO PROVIDE FO12 MEDICAL SERVICE5 TO ,. T &I�IAYEES IIPON ATPAINITiG AGE 65. �, � E' � �TT_l?AGE ALLOF7ANCE (POLICY �331) - RII+IIINERATION PROVIDED TO 3'•� �,y t� ;� Et�LOYEES THAT ARR REOUIRED TO OPERATE A PER.SONAL VEHICI,E IN THE EJ � a COIIRSS OF COUNTY BIISINESS. K 7 s : � a , �R 5 `:,* : � �'� � 1 �._....� �y �.::::t. ':..1.,. � � l � �.'_.r' �(:w�.�..r�..�.n.�ru.�-..-.. .-��+..��rn�y„u1,:yN.�;�c:..—.._....._ .._.__,_.�..J.._..._-�.�... ni. ... ......�.. - � -.._. Y .t � � . x t . _ ♦ � ��� ' . �. �:' ' , ' , ���� '. : ' '�Sr3'� . . � � � , � .. _ .� . �. �_ .. . . . _ . .. . 4;r � ;�:; ' � ;e' �. ' �,5 r C .:. �� ��.��l��aiti�U�i��'���°i ' �7L�~� � �' y�r�'� �.+ \ �7'a�R,� � ..Jr � � �r4��� . � v,-��� F '. ��`�,�af�:�`'�i �' cY � � c }`" ' ' a': ` ' � '� '' ��. � e x�,,� ,k,;. f� r . f " , �y i:. �.. :f� � r. � '� p �� � �" 'J � '�"� kx.� ,` JryF4�.y . c`' 3�t,� � �(4�. � i . -Wt'4Y�vp.��-, '�1•.1'"�y:,Y'], �'� � . 1 ..2� '� ' 1S� j���� 'a"� . . . . i . �i'S.'��i. .. ... ._ .�6:u�'�� ,Vj�C1-� . � �.. . :?�.... i i... i:' 1 Z �,,.;,;,..�. MIISTARY I,�AVE (POLICY #325) - TI2� OFF FROM WORIC PROVIDED TO . `" , E1�IAYEES TO MEET MILITARY OBLIGATIONS. ��','� ! ��' f:-'',��.�:�=; 1 NON-SOLICITATION ON COIINTY PREMISES (POISCY #5151 - SOLICITATION �;,:-;=>:::.;:, - a OF FRODIICTS OR OTSffit ITEMS ON COIINTY PREMISES DQRING THOSE PERIODS i; ` OF TIIE DAY WHEN TFSE Sl1PIAYS.B IS ENGAGED IN PERFORMING HIS/HER WORK �� �:�:�� _ { TASRS. t i � �,,�,. `� NOT-COVIItED POSITIONS (POLICY #105) - POSITIONS WHICA ARE NOT- �� ! COVERED IINDER THE FAIR LABOR STANDARDS ACT INCLUDING ELECTED = � i OFFICIAI.S, TFIEIR PERSONAL STAFFS. POLITICAL APPOINTEES AND LEGAL ;` ; ADVISORS. �'; OFFICE HOURS (POLICY #401) •- STAtiDARD OFFICE HOURS ARE F'ROM S•00 ! AM - 5:00 PM MONDAY THI2OIIGH FRIDAY LJNLESS OTfiERWISE SPECIFIED. r iSEE FLEX TIME AND HOLIDAYS FOR VARIATIONS TO THESE TI2�S. �' ; OFF-INTRODIICTORY PERIOD REVIEW (POI,�CY #2601 - THE PERFORMANCE I REVIEW AND POSSIBLS SALARY ADVANCII�NT FOR•..ErSPIAYEES WHO AAVE �. � COMPLETED THEIR PRESCRIBED INTRODIICTORY PERIOD IN"A NEW POSITION. ' j ORIENTATION (POLICY #120) - TAE INTRODIICTI013 BY THE PERSONNEL ��. `"- �" � OFFICE TO A NEW El�LOYEE TO EXPLAIN PITKIN COIIN7.'Y POLICIES AND +• , y � PROCEDIIRES. AND TO EXPLAIN Et�IAYEE BENEFITS. ,�° � OIITSIDE E1�IAYMENT (POLICY #505) - THE REOIIEST, TO AN IMI�DIATE �,���� � SIIPERVISOR. BY AN E@�IAYEE FOR EPIPI,OYMENT OUTSIDE TfiE COIINTY 1"' � EMPLOYMENT RELATIONSHIP. � � ;. �. ` OVERTIME (POISCY #2151 - ADTfiORIZED TIME WORRED BY AN EPIPIAYEE. � � ' x` OTf�R THAN A PUBLIC SAFETY EMPIAYEE. IN EXCESS OF FORTY $OIIRS IN `� � � � A WORK WEER. OVII2TII� DEFINITION AND POLICIES FOR P[TBLIC SAFETY E ffi��LOYEES ARE DETERM�IED BY THE SHERIFF SIIHJECT TO THE FAIR LABOR . '� STANDARDS ACT. OVERTI2� IS PAID OIIT IN 7'f� PAY PERIOD EARNED. �"'' PART-TIME El�LOYE$ (POLICY ¥1051 - AN INDIVIDIIAL WORICIPIG IN EITF�R � q A TII�ORARY OR REGDI,AR POSITION WHOSE REGD7,AR WORK WEEK IS LESS THAN 30 HOIIRS. � PER DIEM fPOLICY #3391 - AN ESTABLISHED RATE OF COMPENSATION PROVIDED TO EI�IPIAYEES IN Tf�; COIIRSE OF CONDIICTING COIINTY BIISINfiSS ` � RESIILTING IN A REQIIIRED MEAL (OR MISSING A REOIIIRED MEAL1. 1�' � ESTABLISHED RATES ARE SET TO COMPENSATE FOR BRF.�IRFAST LIINCH OR 4 � � DINNII2S. �: . � r,.. � PERFORMANCE COIINSELING (POLICY #5301 - AN ACTION TAREN WFIEN AN �.= ; EIff�LOYEE EXI3IBITS BIIiAVIORS OR PERFORMANCE ST�NDARDS THAT ARE I'- �,., IINDESIRED IN THE WORK PLACE. � ' , •.� ;;� li:. =� PII2FORMANCE-MANAGEL�N'1' (POISCY #285) - THE PROCESS IN WHICfi A �i�,.�,;.�' ...'�1f SIIPERVISOR AND El�IAYEE EXCEiANGE INFORMATION REGARDING Ti� ;� : J� PERFORMANCE AND GOAI.S OF TEiE E4�IAYEE. ;� � '�.i 6 �;, - ;i '�� ;� ��' f. :� . _ ,..,....�....r.._-� _ .,...x .-.., _ - - --. _,:_ _;...,:. :� .. ��. 6;•�.• a. . � _ - � . . � ' � . . � . .. . .. . .. . ,T y.� . .. . . . . . . .. . . _ '�"+.� _ . . � . .. � . . � �i , . . ; 't . �����, . .� . _ , . .�. . ;� � ' . ..�. ' . � YL _ '4 , , . .z y ' ' '�i` Ft �..� �'��.�,��, ..3�r �•�fis, t � F x r �h��Ntit3_. +�q�t, hfti .����* i :.�> ,i�.._ \ r..� h 7 Y r ����.,;f � :st�i .;�-, �..° � �.:..,''..., �J �i � �'^"�i r1�`p,, r S .�� a �s� ' � . }� ��4.'. t.:1,: ; . r! w',- h L: y t y .� � i :1' � ' : . {.. .t� ,r„� �r �h� ��< �...:t Y�y t :�ba t �'"� i.�{. • , r"��- �. �� r .�w.�_ �T l r�,� �.,'�'.. '.�A',. �� ��� ,�3. .. . .. . .. .. _♦ -.�... .+i3S:..�e�-�� .��1�. �, ►��;�"�:��. �.,�:.. . PERSONAL TBLEPfiONE CAT,LS �rO7,ICY #420) - PERSONAL TEI,EpHONE CALT,S ` '� ARE DISCOURA6ED SO THAT ALL COIINTY TELEPHONES REMAIN AV TLa�LE TO ;�,:'' TF� PCTBLIC. PERSONAL CAIi� ARE CAISS MADE BY Tf�: EMPLOYEE WHZCH �?�";:::.:. � ARE NOT RELATED TO COIINTY BIISINBSS ANX LONG DISTANCL TT M1UST, °' - BE CHARGED TO TI3E EMPLOYEE'S PERSONAL PHONE BIIS, �:`,..; ` � - P�R50NAL TOOLS AND PROPERTY (POLIC}( #425) - PERSONAL TOOIS AND �-',�ti " PROP TY ARE INSQRED AND 1�lAY BS II BD FOR COIIN'PY PORPOSES AS NG "�.:�'�::,. AS THE EMPIAYEE PROVIDES A DETAILED WRI7."I'EN INVENTORY OF SQCH ITEMS 1`" � TO TFIE ATTORNEY�S dFFICE. �. � . �i= :. x ,:. � PERSONAL IISE OF COIINTY PROPERTY (POLICY #415) - TfiE USE OF COIINTY 4"� r � PROPERTY lSIICH AS STATIONERY OR EOIIIPMENT) IS PROHIBITED IF THE IISE �;. .. �S FOR NON-COIINTY RELATED BIISINESS OR FOR PERSpNAI, GAIN -t.. s PERSONNEL INFORMATION (POLICY #1501 — A DESCRIPTION aF THE a i. INFORMATION CONTATNED WITEiIN A PERSONNEL FILE WHICH CAN BE RELEASED � AND TO WHOM THE RELEASE IS TO BE MADE. 5 S �i PERSONNEL MANAGII�NT SYS7.'LrM fPOLICY �010) - A SYSTEM OF PERSONNEL ., MANAGEMLNT PRINCIPLES DESCRIBING METHODS WfiICii THE COIINTY WILL ? �II'7AY AS IT RELAT£sS TO THE PERSONNEL DEPARTMENT ' 'i �: � �ERSONNEL RECORDS RETENTION AND DISTRIBDTION (POLTCY #1601 - THE � �'=�"-`-' t. TIME FR�MES AND INSTRIICTIONS RELATING TO THE RETENTION AND �. DESTRUCTION OF PER.50NNL+L INFORMATION BOR COIINTY EMPLOYEES , , INCLIIDING APPLICATION INFORMATION. ,y, , � .� PERSONNEL RESOLII'PION (POZSCY $0051 - A SPECIFIC RESOLUTION WZIHIN ''"�_ ` THE PITKLZi COUNTY HOME RIII$ CHAI2TER WHICH AUTHORTZES Tf� PERSONNEL ;, POLICIES AND PROCEDDRES ESTABLISHED T '. �� PERSONNEL REVIEW BOARD (pOLICY �035, - AN EMPIAYEE ADVOCATE GI20IIP f .. . .Fr STRIVING TO FACILITATE RESOI�'PION OF Et�LOYEE CONC&RNS• SERVING _ .� AS AN APPELI,ATS HOARD FOR B4PLOYEE GRIEVANCES,_/APPEAIS� PROVIDING ;� TV70-WAY CO2�Il�1[JNICATION BETWEEN MANAGEM2:NT AND II�IAYEES REGARDING � �,� PROPOSED AND EXISTING COUNTY POLICIES_ � ;, , :� :;�; PITRIN COIINRY PUBLIC II��LOYEE'S RETIREMENT PLAN lPOS�ICY #361) - A '�:� DEFINED CONTRTBLITION PLAN WfiICH MEANS TFiE AMOUNT YOII RECEIVE IIPON RETIREL�NT OR TERMINA3'ION OF EMPLOYMENT IS DETERMINED BY THE AMQIINT '"�� CONTRTBIITED TO THE RETIREMENT PLAN AND THE REIIRII��NT PLAN�S � ;� EARNINGS. POSITION - A SPECIFIC JOB IN THS COiINTY WITHIN A CLASSIFICATION AUTHORIZED HY APPROPRIATB COIIN'PY RESOLDTION ANb ASSIGNED TIiE ;:�` APPROPRIATE SALARY GRADE. ::�, ;y PREROGATIVES RES$RVED (POISCY #0201 - Tf� ABTLITY OF PITIQN COIINTY _ � TO MANAGE ITS BIISINESS BY ADOPTING POLICIES AND PROCEDIIRES TO � 4. � • _:'� ENHANCE ITS OPII2ATION.. � v � ' �.: . �•"� 7 � �` Ir 'S� .� t /� ' ', ,3 '. � .. .. , . _ .�.—.._. .. __-�.-..y . .. .F��:i^.�..sb.�c�N""....... . . , w..�.�._..�-_' .: ."_.' .o.,�w.v ' , , .�.'.. — ... .n/.�,..�s+�- �.. � . � . . . .. �u . . . • .. , :. . . -.,� .: ..�'� . . � ;.� _ . . . ``. . , � ' . - ' - . .�� . :�' , , � . . �..! . .. ' .' . ' � . . .. ., . . - . . � n �' . . �=' !',<� . . .. � � � .� � - q{ , . . . . . . . • :a ..' � . . � � . . . . . r' : . - ..� � y'1� . , . �,1. FY��� . . . .. . . . . - � . � � .. . . . �J( .. � . . - .v � �1, 1. S�` _ �, : . �. . 1 .. � . _ . . . . '. �.� . ' . ' `;n .. � .�..,.,�.� �.�.. _ .`�„ . ' _ �. ' . , ���} � �j1C5'�.,+LFC' t���`i'�n#f�� � ��,k, �,F + t�r Y� �. .+,�.f4� : i � :j�r�': j .I, 4 ��. ., d' lj¢�'"�'tQ?- d ���..tc. � �n ���. � � , � � :_�` �,j.. '., . "��67'µ�.� , �. ; � i � •� � q y: ` y } G µ�, . :, �� V f� � J} '�` � .: . X � ♦� �' +CJ, C '.a� i . + '� �� � � t j�, ��;r.��i 5��'F �. i„��r� .y� y i_ .��� ������1�_ �'!ir 1, � � .�.:,;. r' ay: S�'v' I` ��.. - �. _�'�+ . .. � . . . `F�`tr�i.. . _. . ..._�7.. .: :r�'.�•T.h. J���. ;. . � I^� PROMOTTON (POLICY #265) — Tf� ,tii0�7�.'NT OF AN �I,pyEE OTHER THAN ���' � BY RECLASSIFICATION AS A RESITI,T dF INCREASING DIITIES AND ��.�� �� '•'r. •,';:. RESPONSIHII,STIES_ �,,. K-.- PROVISIONAL POSITION (POLICY #105) — A JOB WffiCH FiAS AN EXPECTED ,,�- ` ' CONTINIIOQS DIIRATION OF SIX (6) MONTHS OR IANGER AND W$ZCH IS �-!`.;;-.:�: : � EXPECTED TO HAVTs A FINITE ENDING DATE SIIH,TECT TO THE PROVISIONS OF ', �. ,, � CONTINIIED FQNDING FOR WORK ACTIVITIBS PERFORMED INCLIIDING BUT NOT ``�'r�- �j LIMITED TO DEVELOPMENTAI, ACTIVITIES SPECIAL PROJECTS OR GRANTS. r - PIIRPOSE OF EMPIAYMENT PRAGTICES (POLICY #100) - TO ESTABLISFi EIIPIAYMENT PRACTICES ON A NON-DISCRaSINATORY AND OBJECTI�IE BASIS • � i ., - RECI�ASSIFICATION OF A EXISTING POSITION (POLICY #2451 — A REVISION , IN AN EXISTING POSITION DESC TPTION AS A RESULT OF DUTIES AND � RESPONSIBILITIES TH1�T FiAVE SIIBSThN'PIAI.LY CHANGED ;:?t ,}. RECRIIITMENT (POLICY $1151 — THE METHODS Ei+�ZAYED IN FILLING A ";� _ VACANT POSITION WITfiIN TI� COITN'PY. REDIICTION—IN—FORCE (POLICY #701) — THE POLICY AND PROCEDIIRES { RELATSD TO THE ABOLISf�NT OF A POSITION(S1 IN TFIE COUNTY REGY7LAR EMPLOYEE (POLICY #105) — AN INDIVIDIIAL APPOINTED TO A `�K�-.1 REGIILAR POSITION. OR PROPISIONAL POSITION WHO IiAS SUCCESSFULLY - ' COMPLETED TFIE DEFINED INTRODIICTORY PERIOD. `.�i {� REGIILAR POSITION (POLICY #105) — A JOB IN THE COIINTY WHICH HAS p,N EXPECTED CONTINIIOUS DURATION OF SIX (6) MONTHS OR IANGER AND WHICFi IS NOT SIIPPORTED BY FCTNDING OF A DEVELOPMENTAL ACTIVITY PROJECT ' OR GRANP WITH A FINITE ENDING DATE. THIS DOES NOT INCLIIDE ANY � �� ' CONTRACTUAL POSITION. \, j ' %'' RENTAL ADVANCE (POLSCY #369) — A MONETARY ADVANCE TO AN FSSPLOYEE v ' _� PROVIDING ASSISTANCE IN OBTAINING LIVING CONUITIONS. ' `� _ . a RESIGNATION fPOLICY #705) — TEiE SEPAF2ATION OF E1�IAYMENT BE'PWEEN y � AN E1�LOYEE AND PITIQN COIINTY AT THE REOIIEST OF TI� Ei�LOYEE '� REST PERIODS (POLICY #3031 — A FIFZ'EEN (15) MINIITE REST PERIOD �� Di7RING EACfi HALF OF THE WORRING DAY FOR ELIGIBLE EP�LOYEES. �; RETIREPfENT PLAN DISTRIBUTION (POLICY #715) — A DISTRIBDTION FROM ``c? PITRIN COIINTY RETIREMENT PLAN FOR SEPARATED II4PIAYEES. .�' %i ' _ SAFETY - E2�LOYEES ARE EXPECTED TO CARE FOR AND CONSERVE COIINTY �' RE50IIRCES, INCLIIDING TI�MSELVES EOIIIPMENT VEHICLES BIIILDING AND � ; %j SIIPPLIES. �° 1 : ���� (E �::::��.:�`�� y SAI,ARY ADMiNISTRATION PROGRAM (pOL2CY #201) - THE PROGRAM DESIGNED '-"` � nj TO COMPENSATE E2�LOYEES.AND THE 2RkTfiODS EMPLOYED IN DETER�IINING TFIE 1 �U rt.. i, �:. � LEVEL OF COMPENSATION. �, ,t,�.;;;:..1� �) :;� tj 8 93 � r,. 4 'i S �i 1 :'1 . ;4..,.....��;.. l$ �r. 1 1 ,i . ' 1' v`�'. . � ' �. A — .� ...__�wu......o.:w.�a.... .4 .�.., �..m,.r �.....�....:w.....�...: . - 7 - . 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'«� ,� � • i � _ t :t SAi,ARY e�DVA3iCF•MENT fPOI+ICY #260) — AN iTPW'aRD MOVEMENT IH 3Al,AgY AS `�. ;` � `_`:_••' A RESVLT OF A MARKET ADJLJSTMEN2', PSRFOR?IANCS EVAI,QATION. ,�_:;, ; < RECI,ASSIFICATION OR OTHER PERSONNEL ACTION �-.'*'xa, �+, V, SALARI GRADE — TF� ESTABLISAED RANGE OF PAY FOR POSITIONS O� � c COMPARABid? RF,SP02I5IBIIr2TY. ' _ �i 7 _ j SALARY REAIICTION fPOLICY #275) A DOWNWARD MOVENII�+NT IN SAI,ARX AS �i . A RESIILT OF A PERFORMANCE EVALIIATION WHICH INDICATES THAT THE 1 ?�' - . } PERFORMANCE LRVEL IS I,ESS T�N THE CQRREIIT COMPENSATIOIZ LEVEL i, 1, T�iE CHANGE WILL OCCQR AFTER A MSNIMUM OF THItEE (3) MON'i`fiS AND NOT .f TO EXCEED 5IX (61 MONTHS. � { ':�',- � s SICR LEAVE (POLICY #315) — T2ML ACCRUED AND PAID TO El�LOYEES WHEN TFIE EP�LOXEB OR A IAVED ONE IS INCAPACITATSD BY ILLNESS OR 2NJVRY. � . � SICR LF.AVE PAYOUT (POLICY #725) — TfiE REMUNERATION OF S1�ECIFZC SICIC ,f ° LEAVE HOIIRS TO SEPARATSD EMPLOYEES'(ALSO USSCtTSSED.IN POLICY #3151. '� , - . 3 �� SMORING IN THE WORIQ�LACE fPOLICY #410) — THE MANDATE PROHIBITING q _ i� SMORING IN COIINTY BUILDINGS. F� , � ''� STAFF DEVL�LOPMENT fPOLICY #3431 — PROGRAMS AND SERVSCES PROVIDED s TO EMPLOYSES AbiD SIIPPORTED Tf�tOIIG$ THE ANN[7AI, BUDGET PROCESS TO x; EIiCOIIRAGE CONTINUED EDIICATI02i A2SD TRAI23ING. _ ,WSS� ;� STARTING SAI,ARIES (POISCY #205) — 7.'HE PRESCRIBED SAI.ARIES FOR NEW � Et3PIAYEES OF PITRIN COIINTY. . - ;; ��; STEP OR PAY STEP — PAY WITAIN A SA7,ARY GRAD13 FOR EACFi JOB t CT�ASSIFICATION. ;� SIIRVIVOR BENEFIT5 [P(7LICY #3591 — PROVIDSS FOR INCOME TO A SPOIISE �+ , ,:K OR CIiILD tREN�ON THE DEATH OF Z'HE EA'IPIAYEE. ' %�t TEMPORAI2Y F�F�IAYSE (POLICY �1U51 — Atd INDIVIDIIAL APPOSNTED TO A ` :� PO5ITION FOR A C�NTIN[TOIIS PERIOD OF SSX f6) MONTfiS OR LESS. � � � TII+IPORARY POSITION — A POSITION WIiICfi DOES NOT EXCEED SIX (61 �7 MOl�`PHS IN CONTINUOIIS DIIRATION. � `� - �axSFER — TF� MOVEMENT OF ANY COIINTY EMPLAYEE. Ff20M ONE POSITI02t "� TO ANOTHER POSITIQN EiAVING TF� SAME PAY GRADE OR FROM ONE � �} DEPARTMENTlDIVISIOZi TO A2iOTHER DEPARTMENT/DIVISION. �� . ? TRANSFERS BETWEIIi OTf�:R GOVERNMENTAL F1��LOYEES (POISCX #135) — THE !��,' _ � fiI2ANSFER OF INDIVIDDAIS FROM TFiE CITY OF ASPEN AND/OR SNOWMASS :`•' _' �� VILI,AGE TO PITRIN COIINTY AND FOR DETERMINATION OF LENGTH OF SERVICE y �.j.:° " FOR SLIGIBILITY OF BENEFIT PLANS. �`� k i;: .� � i .l�,y. , � rn. ���i 9 lw�t , r f�. �# '4 � i-_ �; } A t, ':^ � �� l � .` .. �' ���„__ _" '.__.....-_. ..ar..,:._....+ .-,. ._..�__,_,o.,r,_.""' .�;�.....- __ _ .'.._ . . ..!eie:._.... �� � ��i . . . . . .. . �J � ' � . .'�.' . . - . ' " ' ' �.A{ . . . .-.' ,.�. . ,�'f:� �;�+ ` .�� �. . .. . ' � � . � . . � = . � . . . � . . , . . � S' :# �;� ' . � ~, � � _ � " - ' (`� � . '�_�� ' . . , ' ' , �,C `. . . ' ' . . . 4 .,f...: . � � � � . 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'PRAVEL TIME fpOLICY �3451 — DISTINCTION OF TIME TO BE COMPENSATED � ` ' FOR WfISN Et�Ipygl,rg ARE TgAVELING TO AND FROM COIINTy SPONSORED � S�N�2S. �� : IINAUTHORIZED ABSy�NCg (ppLICY #5251 — AN AgSEN� ggOM WORK FOR WfiICH AN INDIVIDIIAL AAS FAILED TO TELEPHONE OR REpORT P'HYSICAI,Ly Tp p7pgg �`"�.� " �x � ., �NS'�LO7CMENT INSU�2ANCE (POLICY #351) — INSIIRANCE PROVIDED TO �1°" ' _ E1`�LOYEES BY THE COIINT}[ IN THE � OF SPECIFIC s'�r' - UNE[�iPIAYMEN'P. �;;'' �v�.. IISE OF COIINTY—OWNED VEHICI�g (pp�Cy #3331 TAE p�ROCESS OF t r PROVIDING COIINTy EPtpl,pyyrg�g� FT�Tg COIINTy OWNED VEHICLES FOR � ? OFFICIAL BIISINESS IISE ` � VACATION — SEE ANNIIAL LEApF � � 1• t VIOLATION OF POLICIES (POLICY #0251 — THE CONSEOUENCES OF pIOLATING ;t.:` SPECIFIC POLICIES PROVIDED IN TFI$ PERSDNNE �OI,ICIES AND PROCEDURES � MANIIAL. .. WORl�,R'S COMPENSATION INSDRANCE POLICIES 373 AND 620 — INSIIRANCE ' PROVIDED TO EFIpI,pyFgg � � �� �g Ir,ZNESS AND OR INJURIES TH2�T � ' OCCQR ON—TfiE—,70B. 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