Pueblo County Personnel Manual 2016

8/2/2019 Pueblo County Personnel Manual 2016

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PUEBLO COUNTY GOVERNMENT

ORGANIZATION CHART

COUNTY

ASSESSOR

DISTRICT

ATTORNEY

COUNTY

CLERK &

RECORDER

FLEET

MANAGEMENT

PLANNING &

DEVELOPMENT

COUNTY

ATTORNEY

CORRECTIONAL

SERVICES

HOUSING & HUMAN

SERVICES

AREAAGENCY

ON AGING

PUBLIC WORKS

ENGINEERING

FACILITIES/ROAD & BRIDGE

FLEET, PARKS & REC.

ADMINISTRATIVE

ASSISTANT TO

THE BOCC

CSU

EXTENSION

HUMAN

RESOURCES

PURCHASING DEPARTMENT OF

EMERGENCY

MANAGEMENT

INFORMATION

& COMPUTER

SERVICES

OFFICE OF BUDGET SOCIALSERVICES

BOARD OF

COUNTY

COMMISSIONERS

COUNTY

CORONER

COUNTY

SURVEYOR

COUNTY

TREASURER

SHERIFF

CITIZENS OF

PUEBLO COUNTY

BOCC

ADVISORY

BOARDS

BOARD OF

RETIREMENT

RETIREMENT

ADMINISTRATOR



P U E B L O C O U N T Y

P E R S O N N E L P O L I C I E S

MANUAL

PUEBLO COUNTYCOLORADO

Published 10/1/1999

Revised 6/1/2003

1/1/2005



TABLE OF CONTENTSPAGE

Unanimous Approval & Acceptance by Elected Officials 2Board Approval 3

Employee Acknowledgement Form 4Preamble 5

CHAPTER 1 ORGANIZATION DESCRIPTION

County Government Organization 6Code of Ethics 6Introductory Statement 7Additions, Deletions and Changes 7

CHAPTER 2 NATURE OF EMPLOYMENT

Equal Employment Opportunity 9Recruitment 9Employment Applications 9Selection 10Age of Employment 10Employee Medical Examinations 11Polygraph Examinations 11Employment Reference and Security Checks 11Orientation 12

Access to Personnel Files 12Personal Data Changes 12Outside Employment 13Employment of Relatives 13Conflicts of Interest 14

Non-Disclosure 15Interdepartmental Transfers 15

CHAPTER 3 EMPLOYMENT CATEGORIES

Regular Full-time Employees 16Regular Part-time Employees 16Hourly 16Temporary 16Seasonal 16Term Employee 17Appointed Officials 17Volunteers 17



TABLE OF CONTENTS (CONTINUED)

Independent Contractor 18Fair Labor Standards Act (FLSA) Definitions 19

Nonexempt Employees 19

Exempt Employees 19 Non-Covered Employees 19Special Coverage 19

CHAPTER 4 COMPENSATION POLICIES AND PROCEDURES

Authorities and Responsibilities 20Coverage 20The Compensation Plan 21Classification/Class Descriptions 25Job Class 25Class Description 25Working Job Description 25Classification System Procedures 26

New Positions 26Requests for Restructuring 26Class Description Changes 27Time Keeping 27Paydays 28Administrative Pay Corrections 29Pay Deductions 29Performance Evaluations 29

CHAPTER 5 EMPLOYEE BENEFITS

Banking Services 30Deferred Compensation 31Educational Tuition Assistance 31Employee Assistance Program 32Flexible Spending Account 32Health and Dental Insurance 32Holidays 33Liability Insurance 34Life Insurance 34

Long Term Disability Program 35Retirement Plan 35Sick Leave Benefits 35Sick Leave Bank 37Training 38Vacation Benefits 38Workers’ Compensation 39



TABLE OF CONTENTS (CONTINUED)

CHAPTER 6 LEAVE TYPES

Administrative Leave 40Bereavement Leave 40

Educational Leave 40Family and Medical Leave 41Jury and Witness Leave 41Leave without Pay 41Military Leave 42Religious Leave 42Sick Leave 42Unauthorized Leave 43Vacation Leave 43Voting Leave 43

CHAPTER 7 WORK CONDITIONS AND RULES

Attendance and Punctuality 44Drivers Licenses 44Drug and Alcohol Use 44Emergency Closings 46Gifts, Gratuity and Bribery 46Legal Fees 47On Call 48Outside Complaints 48Overtime/Compensatory Time and Work Scheduling 48

Parking 52Personal Appearance 52Political Activities 53Political Contributions and Support 54Problem Resolution 54Public Relations 55Rest and Meal Periods 55Return of Property 56Safety (Loss Prevention) 56Security Inspections 57Sexual Harassment 57

Solicitation 58Smoking/Tobacco Usage 58Use of Personal Computers, Electronic Devices or Gear,

Equipment and Vehicles 59Use of Telephone, Cellular Phones, Pagers, Mail Facsimile

and Electronic Mail Systems 60Visitors in the Workplace 62



UNANIMOUS APPROVAL AND ACCEPTANCE BY ELECTED

OFFICIALS OF THE PUEBLO COUNTY PERSONNEL POLICYAND CLASSIFICATION AND COMPENSATION PLAN

We, the undersigned duly elected officials of the County of Pueblo, Colorado, inaccordance with and specifically subject to the constitutional and statutory powers andlimitations on our respective Offices as provided by Colorado law, acknowledge receiptof a copy of the Pueblo County Personnel Policy and Classification and CompensationPlan (“Plan”) to be adopted by the Board of County Commissioners at a regular meetingof the Board on the 16th day of September 1999 and approve and accept the same as

binding upon the employees of our respective Offices, effective October 1, 1999following formal adoption by the Board of County Commissioners, to the extent that the

Plan is consistent with the constitutional and statutory powers and limitations of ourrespective Offices. In accordance with and specifically subject to the constitutional andstatutory powers and limitations on our Offices and the provisions of the Plan, at ourdiscretion we may adopt and apply additional policies and procedures to our respectiveemployees as appropriate to carry out our official constitutional and statutory duties.

Nothing in the Plan or in any separate policies and procedures we may use isintended to constitute a contract of employment with any employee for employmentfor any length of time or a promise of continued employment to any employee forany period, but describes and outlines the policies, programs and benefits generallyavailable to eligible employees, subject to the provisions of applicable law.



BOARD APPROVAL

The Personnel Policies contained in this Manual were approved by the Board ofCounty Commissioners at their regularly scheduled meeting on the 16

thday of

September, 1999. The approved personnel policies herein are revised from theoriginally adopted personnel policies of January 1, 1989, which policies andResolution No. 88-352, Resolution No. 90-326 and Resolution No. 95-65 and all

other Personnel Policies and Procedures Manuals are hereby replaced and superseded by this Manual and Resolution No. 99-296.

Signed this 16th day of September, 1999 by:

BOARD OF COUNTY COMMISSIONERS OF PUEBLO COUNTY, COLORADO.



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EMPLOYEE ACKNOWLEDGMENT FORM

The employee handbook describes important information about Pueblo County, and I understandthat I should consult the Human Resources Department regarding any questions not answered inthe handbook.

I have entered into my employment relationship with Pueblo County voluntarily andacknowledge that there is no specified length of employment. This handbook represents a briefsummary of some of the more important guidelines and is not all-inclusive.

FURTHERMORE, THIS PERSONNEL POLICY MANUAL IS NOT AN EMPLOYMENT

CONTRACT BETWEEN THE BOARD OF COUNTY COMMISSIONERS OR ANY

OTHER ELECTED OFFICIAL AND THEIR EMPLOYEES AND SHOULD NOT BE

CONSTRUED OR RELIED UPON TO CREATE EITHER AN EXPRESS OR IMPLIEDEMPLOYMENT CONTRACT. I UNDERSTAND THAT NO ORAL STATEMENT OR

REPRESENTATION OF ANY ELECTED OFFICIAL OR EMPLOYEE OF PUEBLO

COUNTY CAN VARY MY EMPLOYMENT STATUS.

Since the information, policies, and benefits described here are necessarily subject to change, Iacknowledge that revisions to the handbook may occur. All such changes will be communicatedthrough official notices, and I understand that revised information may modify, suspend,interpret, revise, supplement or eliminate existing policies without prior notice to me. Only theBoard of County Commissioners, with the approval of the other elected officials of PuebloCounty has the ability to adopt any revisions to the policies in this handbook. I acknowledge andagree that I cannot rely on any memorandum or other written or oral statement of any electedofficial, supervisor or employee to change this requirement, or any other provision of thishandbook.

Furthermore, I understand that this handbook is neither a contract of employment nor a

legal document. I have received the handbook, and I understand that it is my responsibility

to become familiar with the policies contained in this handbook and any revisions made to

it.

___________________________________ ________________EMPLOYEE'S SIGNATURE DATE

_______________________________________________________EMPLOYEE'S NAME (TYPED OR PRINTED)



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PREAMBLE

These personnel guidelines are adopted consistent with such principles as:

(1) recruiting, selecting and advancing employees on the basis of their

relative ability, knowledge and skills, including open consideration of

qualified applicants for initial appointment;

(2) providing equitable and adequate compensation;

(3) training employees, where possible and appropriate, with the goal of

achieving high-quality performance;

(4) correcting inadequate performance, where possible and appropriate;

(5) retaining or separating employees on the basis of the adequacy of

their performance;

(6) assuring fair treatment of applicants and employees in all aspects of

personnel administration without regard to political affiliation, race,

color, national origin, sex or religious creed and with proper regard

for their privacy and constitutional rights as citizens; and

(7) assuring that employees are protected against coercion for partisan

political purposes and are prohibited from using their official

authority for the purpose of interfering with or affecting the result of

an election or a nomination for office.



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CHAPTER 1

ORGANIZATION DESCRIPTION

COUNTY GOVERNMENT ORGANIZATION

The County of Pueblo, through the Board of County Commissioners, other ElectedOfficials and Department Directors, has attempted to organize County government in afunctional, efficient manner. Organizational charts of County Government as a wholeand each office or department within Pueblo County are available in the HumanResources Department.

CODE OF ETHICS

Consistent with the public trust placed in government, all employees of Pueblo County,Colorado, should aspire to the highest standards of behavior and conduct at work on adaily basis, in accordance with the following:

1. Serve the public with respect, concern, courtesy, and responsiveness;

2. Demonstrate the highest standards of personal integrity, truthfulness, and honestyand shall through personal conduct inspire public confidence and trust in theCounty System;

3. Recognize that personal gains from public service are limited to respect,recognition, salary, and normal employee benefits;

4. Not use public service to bestow any preferential benefit on anyone related to the

public official or employee by family, business or social relationship;

5. Not disclose or use or allow others to use confidential information acquired byvirtue of County System employment for private gain;

6. Not accept any fee, compensation, gift, payment of expense, or any other thing ofmonetary value, under circumstances in which the acceptance may result in:

(a) An undertaking to give preferential treatment to any person;

(b) Any loss of complete independence or impartiality; or

(c) The making of a governmental decision outside official channels.

7. Not engage in outside employment unless the outside employment is undertakenin accordance with the Pueblo County Personnel Policy;

8. Not use County time, property, equipment or supplies for private gain;



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9. Carry out all duties as a public servant by exposing corruption in governmentwhenever discovered; and

10. Support equal access and employment opportunities in the County System by allcitizens regardless of race, color, religion, sex, national origin, age, physical ormental disability, creed, ancestry or any other characteristic protected by law.

INTRODUCTORY STATEMENT

This handbook is designed to acquaint you with Pueblo County and provide you withinformation about working conditions, employee benefits, and some of the guidelinesaffecting your employment. You should read, understand, and comply with all provisionsof the handbook. It describes many of your responsibilities as an employee and outlinesthe programs developed by Pueblo County to benefit employees. No Pueblo CountyElected Official, supervisor or employee possesses the authority to provide any employeewith a contract of employment or promise of continued employment for any period

except in writing duly adopted according to applicable law. No employee can rely on anymemorandum or any other written or oral statement of any Elected Official, supervisor oremployee to change this requirement.

No employee handbook can anticipate every circumstance or question. As PuebloCounty continues to grow, the need may arise and Pueblo County reserves the right tomodify, suspend, interpret, revise, supplement, or eliminate any portion of the handbookfrom time to time as it deems appropriate, in its sole and absolute discretion. Everyreasonable effort will be made to notify employees of such changes to the handbook asthey occur.

ADDITIONS, DELETIONS AND CHANGES

To make the Personnel Manual viable it must be able to adapt to change. Therefore, thefollowing procedures are provided for making changes to the Personnel Policies Manual,as they are necessary.

A. Amendments to the Personnel Manual may be initiated by:

1. The Board of County Commissioners; (BOCC)

2. The Human Resources Department;

3. An Elected Official through submission of proposed changes inwriting to the Human Resources Department and the Board ofCounty Commissioners.



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4. Department Director through submission of proposed changes inwriting to the Human Resources Department and the Board ofCounty Commissioners.

5. Any employee of the County through submission of proposedchanges in writing to the Human Resources Department and the

Board of County Commissioners.

B. When an amendment to the manual is proposed, the Human ResourcesDepartment will review it for appropriateness and consistency in relationto current manual provisions and other relevant practices and regulations.Proposed changes will be coordinated with the County Attorney whenappropriate.

C. After review by the Human Resources Department, those amendmentsfound to merit further consideration for inclusion in the manual will bedistributed to all Elected Officials, Department Directors and bargaining

unit representatives for their comments and recommendations. All other proposed amendments will be forwarded directly to the Board of CountyCommissioners along with a report from the Human ResourcesDepartment as to its recommendations. These actions will assure that theBOCC has been made aware of all proposed changes to this policy.Meetings on proposed changes will be posted in accordance with theColorado Open Meetings Law.

D. Following review of proposed amendments by Elected Officials andDepartment Directors, the Board of County Commissioners will make adecision as to what action will be taken on the proposed amendment(s).

E. Upon approval of a change, addition, or deletion to the Personnel Manual,the change will be referred to the Human Resources Department for

preparation, printing and distribution.



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CHAPTER 2

NATURE OF EMPLOYMENT

EQUAL EMPLOYMENT OPPORTUNITY

Pueblo County forbids discrimination in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, physical or mental disability,creed, ancestry or any other characteristic protected by law. Pueblo County is an EqualEmployment Opportunity Employer.

Any employee with questions or concerns about any type of discrimination in theworkplace is encouraged to bring these issues to the attention of their immediatesupervisor or the Human Resources Director. Employees can raise concerns and makereports without fear of reprisal. Anyone found to be engaging in any type of unlawfuldiscrimination will be subject to disciplinary action, up to and including termination ofemployment.

RECRUITMENT

Recruitment for a position vacancy will be initiated by the Human Resources Departmentupon receipt of an employment requisition from the hiring Department or ElectedOfficial. To assure that County employees are aware of position openings and to invitethem to be considered for the position, all appropriate vacancies will be announced for a

period of at least five (5) working days. Vacancy announcements will be distributed toall departments for posting. Certain positions are authorized as appointed positions to theElected Official. These positions may be excluded from the normal recruitment process.The Board of County Commissioners and Elected Officials retain the discretion todetermine the qualifications and selection criteria applicable.

EMPLOYMENT APPLICATIONS

It is the general policy of Pueblo County to accept application forms in the event of avacancy. The Human Resources Department will be responsible for all application formsand their distribution.

In the event of a bonafide vacancy, employees may complete an application form,available at the Human Resources Department, to indicate their interest in beingconsidered for a posted vacancy.

Pueblo County relies upon the accuracy of information contained in the employmentapplication, as well as the accuracy of other data presented throughout the hiring processand employment. Any misrepresentations, falsifications, or material omissions in any ofthis information or data may result in Pueblo County's exclusion



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of the individual from further consideration for employment or, if the person has beenhired, termination of employment.

SELECTION

Following the posting process as described under Recruitment, the Human ResourcesDepartment will review and screen all applications received to determine thequalifications of those applicants that meet the requirements of the position to be filledand forward to the requesting department all applications received. The purpose of thisscreening will be to determine qualifications on the basis of job-related knowledge, skills,abilities, experience and education. Additional screening criteria, and tests, if any, will

be specified by the requesting department or Elected Official on the requisition form.

For those departments reporting to the Board of County Commissioners, the HumanResources Department will coordinate all interviews and applicant correspondence.Elected Officials will establish and conduct all interviews within their respective offices.

Any applicant correspondence for Elected Officials will be coordinated with the HumanResources Department.

The final selection will be the responsibility of the Board of County Commissioners forthose departments reporting to the board. The Board of County Commissioners maydelegate this responsibility to the Department Director. Other Elected Officials will havesole responsibility for the final selection for their offices. For those departmentsreporting to the Board of County Commissioners, the Human Resources Department will

be responsible for extending the formal offer of employment, contacting the unsuccessfulapplicants and will, together with the requesting department, complete the necessary

paperwork for the successful applicant.

Elected Officials will be responsible for extending the formal offer of employment,contacting the unsuccessful applicants and will, together with the requesting department,complete the necessary paperwork for the successful applicant, unless assistance from theHuman Resources Department is requested by the Elected Official.

All applications and resumes and other applicant material will be returned to the HumanResources Department.

MINIMUM AGE OF EMPLOYMENT

The minimum age of employment with Pueblo County shall be eighteen (18) except foryouth programs sponsored by the County, or its agencies and seasonal employees hiredfor County Recreational Programs.



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Any employee under the age of eighteen (18) shall have the written consent of their parent or legal guardian to be employed by Pueblo County, and the employment must beapproved by the Board of County Commissioners as an exception to this policy. Anyemployee under the age of nineteen (19) shall provide to the Human Resources

Department a Certificate of Age form from the State of Colorado or U.S. FederalDepartment of Labor. No one shall be hired by Pueblo County who is under the age ofsixteen (16) years.

EMPLOYEE MEDICAL EXAMINATIONS

Medical examinations may be required after conditional offer of employment.

Current employees may be required to have a medical examination by Pueblo County’sdesignated physician, at Pueblo County’s expense to determine his or her ability to

perform the essential functions of their assigned position. Information on an employee's

medical condition or history will be kept separate from other employee information andmaintained confidentially. Access to this information will be limited to those who have alegitimate need to know.

POLYGRAPH EXAMINATIONS

Polygraph examinations may be used by the County as an investigative tool to test thedependability of prior answers to questions specifically, narrowly and directly related tothe performance of employee's official duties, where there is reasonable suspicion of aviolation of law or these policies. The County may request the employee to subject to a

polygraph test. Refusal of such a test may be grounds for termination.

Polygraph examinations may also be used by the Sheriff's Office in its hiring procedures.The polygraph operator used will be licensed and tested by an approved licensingauthority.

EMPLOYMENT REFERENCE AND SECURITY CHECKS

Pueblo County reserves the right to check the employment references of any applicant oremployee at any time. Reference and appropriate background checks will be conductedon the applicant who has been selected to fill the vacancy, by the Human ResourcesDepartment, Elected Official or responsible Department Director as mutually agreedupon.

The Human Resources Department will respond to all reference check inquiries andemployment verifications from other employers or agencies. Responses to such inquirieswill confirm only dates of employment, wage rates, and position(s) held. Any otherinformation will not be provided without the employee’s written permission.



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ORIENTATION

Orientation of all new employees is the responsibility of the Pueblo County HumanResources Department.

New employees are oriented on subjects such as the general County organization, the paysystem, employee benefits, overtime and leave policies, retirement benefits, continuationof health benefits, and other areas of general interest.

Elected Officials and Department Directors are responsible for department and jobrequirements orientation.

New employees will be furnished copies of po licy and informational documents required by law or required by County regulations. Under normal circumstances, new employeeswill be given their information during the first ten- (10) days of employment. Eachemployee shall sign a form upon completion of the orientation, indicating receipt of the

personnel policy and other policy documents as may be determined by the Board ofCounty Commissioners.

ACCESS TO PERSONNEL FILES

Pueblo County maintains a personnel file on each employee. The personnel file includessuch information as the employee's job application, resume, records of training,documentation of performance appraisals and salary increases, and other employmentrecords. Access to personnel files is limited pursuant to C.R.S. 24-72-204 (3) (a).

Personnel files are the property of Pueblo County, and access to the information theycontain is restricted. Only supervisors and management personnel of Pueblo County whohave a legitimate reason to review information in a personnel file are allowed to do so.

Employees who wish to review their own file should contact the Human ResourcesDepartment. With reasonable advance notice, employees may review their own

personnel files in the Human Resources Department in the presence of an individualappointed by Pueblo County to maintain the files.

PERSONAL DATA CHANGES

It is the responsibility of each employee to promptly notify Pueblo County of anychanges in personal data. Personal mailing addresses, telephone numbers, number andnames of dependents, individuals to be contacted in the event of an emergency,educational accomplishments, and other such status reports should be accurate and



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current at all times. If any personal data has changed employees should notify theHuman Resources Department within 10 working days. Before an official change ofname can be made, the employee must show proof the change has been filed with theSocial Security Administration.

OUTSIDE EMPLOYMENT

Employees may hold outside jobs as long as there is no conflict with assigned workinghours and they meet the performance standards of their job with Pueblo County. Allemployees will be judged by the same performance standards and will be subject toPueblo County's scheduling demands, regardless of any existing outside workrequirements.

Employees must notify their Elected Official or Department Director prior to acceptanceof outside employment of the following:

A. Name of secondary employerB. Job description or type of work to be performedC. Scheduled hours of work

If Pueblo County determines that an employee's outside work interferes with performanceor the ability to meet the requirements of Pueblo County as they are modified from timeto time, the employee may be asked to terminate the outside employment if he or shewishes to retain employment with Pueblo County.

Employees may not engage in outside business activities during their County workinghours.

Outside employment that constitutes a conflict of interest is prohibited. Other than their pay or salary from the County, employees may not receive any income or material gainfrom employment as a result of materials produced or services rendered while performingtheir jobs for Pueblo County.

EMPLOYMENT OF RELATIVES

The employment of relatives shall be in accordance with Section 24-34-402 (1) (h)C.R.S. of the Colorado Antidiscrimination Act as amended, which allows the County totransfer an employee based on availability of a position, or refuse to hire a relative of anemployee under circumstances where:

· One relative directly or indirectly would exercise supervisory, hiring or promotionaldecisions, or dismissal authority or disciplinary authority over the other relative;

· One relative would audit, verify, receive, or be entrusted with monies received orhandled by the other relative; or



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· One relative has access to the employer’s confidential information, including payrolland personnel records.

For the purposes of this policy, a relative is any person who is related by blood ormarriage, or whose relationship with the employee is similar to that of persons who are

related by blood or marriage.

A relative is further defined as a parent, spouse, child, grandchild, grandparent, brother,sister, nephew, niece, aunt, uncle, and the in-laws of the same relationship. A personadopted is also a relative as used herein.

CONFLICTS OF INTEREST

Employees have an obligation to conduct business within guidelines that prohibit actualor potential conflicts of interest. This policy establishes only the framework withinwhich Pueblo County wishes to operate. The purpose of these guidelines is to provide

general direction so that employees can seek further clarification on issues related to thesubject of acceptable standards of operation. Contact the Human Resources Director formore information or questions about conflicts of interest.

Transactions with outside firms must be conducted within a framework established andcontrolled by the Elected Officials of Pueblo County. Business dealings with outsidefirms should not result in unusual gains from those firms. Unusual gain refers to bribes,

product bonuses, special fringe benefits, unusual price breaks, and other windfallsdesigned to ultimately benefit the employer, the employee, or both. Promotional plansthat could be interpreted to involve unusual gain require specific approval from theElected Official.

An actual or potential conflict of interest occurs when an employee is in a position toinfluence a decision that may result in a personal gain for that employee or for a relativeas a result of Pueblo County's business dealings. For the purposes of this policy, arelative is any person who is related by blood or marriage, or whose relationship with theemployee is similar to that of persons who are related by blood or marriage.

No "presumption of guilt" is created by the mere existence of a relationship with outsidefirms. However, if an employee has any influence on transactions involving purchases,contracts, or leases, it is imperative that he or she disclose to the appropriate ElectedOfficial of Pueblo County as soon as possible the existence of any actual or potentialconflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significantownership in a firm with which Pueblo County does business, but also when an employeeor relative receives any kickback, bribe, substantial gift, or special



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consideration as a result of any transaction or business dealings involving Pueblo County.Failure to disclose a conflict of interest may be grounds for immediate termination andthe employee may be charged according to Colorado statutes.

NON-DISCLOSURE

The Open Records Act provides for many documents to be "open" for public review.However, the protection of certain records and confidential information is vital to theinterests and the success of Pueblo County. Any requests from a member of the publicfor review of documents in a County office should be referred to the Elected Official forhandling in accordance with procedures established by such Elected Officials.

No County employee shall disclose confidential information entrusted to or acquired bythe employee by virtue of employment with the County, nor shall any employee use saidinformation, or permit others to use it, in the furtherance of a private intent. Any

program, policy, technological development or procedure developed by an employee in

conjunction with their current or prior position with Pueblo County is the property ofPueblo County.

Any employee who improperly uses or discloses confidential information will be subjectto disciplinary action, up to and including termination of employment and legal action,even if he or she does not actually benefit from the disclosed information.

INTERDEPARTMENTAL TRANSFERS

Transfers may be available from one department to another based upon the followingcriteria:

1. The availability of a bonafide vacancy.2. The transferring employee must meet at least the minimum qualifications as

established in the class description.3. When an employee transfers from one department to another within the County,

the accepting department shall assume responsibility for all fringe benefits for theemployee, subject to fiscal review by the Board of County Commissioners.

4. The employee's benefits shall be based upon the original hire date or rehire date asa "regular" employee, if applicable, and not on the date of transfer.

5. The terms of a transfer shall be specified in writing in conjunction with the HumanResources Department and acknowledged by the employee at the time of transfer.



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CHAPTER 3EMPLOYMENT CATEGORIES

It is the intent of Pueblo County to clarify the definitions of employment categories sothose employees understand their employment status and benefit eligibility. Thesecategories do not guarantee employment for any specified period of time. Each employeewill be classified into one of the following categories:

REGULAR FULL-TIME employees are those who are not in an hourly or temporarystatus and who are regularly scheduled to work Pueblo County's full-time schedule.Generally, they are eligible for Pueblo County's benefit package, subject to the terms,

conditions, and limitations of each benefit program.

REGULAR PART-TIME employees are those who are not assigned to an hourly ortemporary status and who are regularly scheduled to work 20 hours per week. Regular

part-time employees are eligible for benefits sponsored by Pueblo County, subject to theterms, conditions, and limitations of each benefit program. In some circumstances, anemployee may only be authorized to work seventy-five percent or 30 hours per week, inwhich case the employee will be considered part-time and eligible for benefits asdescribed in the benefits section of this manual.

HOURLY employees are those who are not assigned to a temporary or seasonal statusand who are regularly scheduled to work as deemed necessary. While they do receive alllegally mandated benefits (such as Social Security and workers' compensation insurance),they are ineligible for all of Pueblo County's other benefit programs.

TEMPORARY employees are those who are hired as interim replacements, totemporarily supplement the work force, or to assist in the completion of a specific projector to work on an intermittent and/or unpredictable basis. Employment assignments inthis category are of a limited duration. Employment beyond any initially stated perioddoes not in any way imply a change in employment status. Temporary employees retainthat status unless and/or until notified of a change. While temporary employees receiveall legally mandated benefits (such as workers' compensation insurance and SocialSecurity), they are ineligible for all of Pueblo County's other benefit programs.

SEASONAL employees are those hired by Pueblo County with authority from theDepartment of Labor and Employment, State of Colorado. These employees are limitedto the following conditions:



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A. Work less than 26 weeks in a calendar year.

B. Work during the period beginning March 2 and ending August 28.

C. Specifically approved by the Department of Labor.

In order to gain authority for other employees to be covered by the "seasonal" category,specific authority must be requested from the Department of Labor and Employment.Employees who are considered seasonal include: Swim/Recreation/Instructors and staff.

TERM EMPLOYEE is one who is hired for a limited, specific period of time or for aspecific project which has a limited term. Such employees may be full or part-time andare paid monthly or upon the end of the term, as the Statement of Employment status

provides.

Term employees may receive benefits as set forth in the Statement of Employee statusand may be terminated with or without cause at any time and are not eligible for thecomplaint procedures herein.

APPOINTED OFFICIALS are employees who are statutorily appointed by an elected public official(s), who are under the direct supervision of and have regular contact withthat appointing elected official(s). Further, an appointed official serves entirely at thediscretion of the elected officeholder(s) and appointment to the position is not subject toapproval or clearance by the Human Resources Department. With the exception ofRecruitment, Selection and Hiring, and Separation, appointed officials are subject to allother provisions of this Personnel Policy.

VOLUNTEERS are a vital resource and contribute to many areas of service delivery. Itis the policy of the Board of County Commissioners that the Human ResourcesDepartment will act as the central contact point for all volunteers. Volunteers are definedas persons who perform an act for the benefit of a public entity at the request of andsubject to control of such public entity without compensation. . Current employees ofPueblo County cannot perform volunteer services that are the same type of services theyare employed to perform for Pueblo County. An employee cannot be both a “paid”employee and a “non paid” volunteer while performing the same type of work for thesame employer

There are two classifications of volunteers as outlined below:

1. Statutorily defined volunteers:

Search & RescueEmergency Response (Fire & Ambulance)Reserve Academy participants



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Sheriff's PosseAppointed unsalaried officials (Boards & Commissions)

These are the only areas authorized by Pueblo County's workers' compensation carrier for

volunteer services. The Colorado County Workers' Compensation Pool does not coverany other volunteers

In an effort to minimize potential risk in this area, Pueblo County has a separateinsurance policy for other volunteer services. The definition for these types of volunteersis as follows:

2. Any individual who volunteers to perform services for Pueblo County without promise, expectation, or receipt of compensation for services rendered and:

(a) the individual receives no paid expenses, reasonable benefits, or normal

fee to perform the services for which the individual volunteered; and

(b) such services are not the same type of services which the individual isemployed to perform for Pueblo County. An employee cannot be both a"paid" employee and a "non paid" volunteer while performing the sametype of work for the same employer.

PROCEDURE:

1. All volunteer services must be coordinated through the Human ResourcesDepartment for record keeping and insurance reporting purposes.

2. All volunteers must report to the Human Resources Department on the firstday of placement to complete the necessary paperwork and notification of theirstatus to ensure coverage under the insurance policy.

3. Monthly, the responsible department must provide an updated active roster ofall volunteers serving in their respective department to the Human ResourcesDepartment.

INDEPENDENT CONTRACTOR as defined by current statute and utilized by PuebloCounty is one that:

1. Is free from control and direction in the performance of the service, bothunder contract for the performance of service, and in fact; and



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2. Is customarily engaged in an independent trade, occupation, profession, or business related to the service performed.

A contract with an Independent Contractor shall be processed in accordance with the thenexisting Pueblo County Contract Procedure and approved by the County Attorney's office

and by the Board of County Commissioners as required and deemed necessary. TheDirector of the Office of Budget will monitor these contracts for budget compliance on a periodic basis. Payment for services rendered by an Independent Contractor will be madein accordance with Pueblo County’s Accounts Payable procedures.

FAIR LABOR STANDARDS ACT (FLSA) DEFINITIONS

Each employee is designated as either NONEXEMPT or EXEMPT from federal and statewage and hour laws. NONEXEMPT employees are entitled to overtime pay under thespecific provisions of federal and state laws. EXEMPT employees are excluded fromspecific provisions of federal and state wage and hour laws. An employee's EXEMPT or

NONEXEMPT status may be changed only upon written notification by the HumanResources Department. The definitions of NONEXEMPT, EXEMPT and NON-COVERED are as follows:

NONEXEMPT EMPLOYEES: All employees except EXEMPT and NON-COVEREDemployees.

EXEMPT EMPLOYEES All administrative, executive and professional employeesdefined as exempt under the FLSA. All other employees defined as exempt under theFair Labor Standards Act. Administrative, executive and professional are not limited to,

but defined as employees with a learned profession, and/or directly supervise two or more people and spend more than 50% of duties in an advisory or policy making role.

NON-COVERED EMPLOYEES All Elected Officials, the personal staff of the ElectedOfficial, political appointees as defined by statute and case law, legal advisors, bonafidevolunteers, independent contractors, prisoners and other non-covered employees as may

be defined by the Act from time to time.

SPECIAL COVERAGE: Certain public safety employees in law enforcement andfirefighters may be partially exempt from overtime requirements of the FLSA.



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CHAPTER 4

COMPENSATION POLICIES AND PROCEDURES

AUTHORITIES AND RESPONSIBILITIES

1. The Board of County Commissioners

The Board of County Commissioners (BOCC) approves all compensation policies, plans and schedules and any revisions and modifications thereto.

2. The Human Resources Director

The Human Resources Director is responsible for the proper implementation andadministration of Board of County Commissioners' approved policies, plans andschedules. The Human Resources Director shall report to the Board of CountyCommissioners at least once yearly on the state of the compensation program.From time to time, the Human Resources Director may direct that studies beconducted to review the compensation plans, and to have recommendations

prepared regarding changes needed to maintain or improve the plans.

3. Delegation of Administrative Responsibility

The Human Resources Director may delegate to appropriate staff, including staffin operating departments of the County, the administration of the compensation

plans. Staff may initiate, review, and certify to the appropriateness of actionsunder the plans, and develop and recommend revisions or changes that may beneeded to improve the plans, keep them current, or ensure compliance with lawsand regulations. Staff shall be responsible for maintaining records, files anddocuments pertaining to the administration of the plans.

COVERAGE

The compensation plan covers all regular, full time and part-time positions in the Countyservice except elected officials, subject to applicable law.



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THE COMPENSATION PLAN

The Pueblo County Compensation plan consists of a “Step in Grade” progressivesalary grid, a system for properly grading each County position, and rules and proceduresgoverning the administration of the salary system and determining when employees

progress to the next step or grade and how promotions, demotions or transfers affect theemployee’s salary.

1.”Step in Grade”

The Pueblo County Salary system can be visualized as a grid with 22 Grades and 20Steps. All positions in Pueblo County (other than Elected Officials) have been graded toreflect the duties and demands of that job. In addition, at the inception of this salarysystem each Pueblo County employee was placed on a step based upon his/her salary.All new hires will be placed on the grid in the Grade determined for their position and onthe step appropriate for their level of experience. Unless the new hire is filling a specialneed of the County and/or has unusual levels of qualifications or experience, they willnormally be hired at the entry level Step of the appropriate Grade for their position.

2. Grading Jobs

All positions covered by the salary schedule shall be assigned to Grades on the basis ofan evaluation of their value to the County. The Method used to evaluate positions shallrequire a job analysis, a written description of duties, and a comparative ranking onfactors that objectively measure job value.

3. Market Adjustments to Salary Schedule

From time to time, and normally not less than every three years, the rates in the salaryschedule will be reviewed and compared to market data on salaries for similar jobs insimilar cities to determine whether any County salaries need to be adjusted to keepcurrent with levels of compensation offered by other employers in similar markets.Following such reviews salaries for some County positions may be adjusted up or downto reflect the level of compensation offered by other comparable employers for



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similar work, taking into account the labor markets from which employees are recruitedand the availability of funds.

4. Specialty and Professional Pay.

In order to recruit highly qualified persons to fill certain County positions, the Countymay approve a specialty or professional pay differential to be paid to the incumbents ofdesignated positions in addition to the salary determined by the County Step in Gradegrid. No position shall be designated for specialty or professional pay unless suchdesignation is specifically approved by the Board of County Commissioners or otherappropriate Elected Official.

5. Qualification for Step Increase

Each step in a particular Grade represents a salary increase of approximately 1.7%. Eachemployee can normally anticipate moving up one Step within his/her Grade with each

year of additional satisfactory service to the County. Step increases will go into effect onJanuary 1 of each year. Where an employee fails to satisfy minimum County standardsthrough behavior resulting in discipline or through failure to meet clear performancecriteria the employee will not earn an annual step increase. Prior to making arecommendation that an employee be kept at his/her current Step, the DepartmentDirector or Elected Official shall give the employee notice of the evidence suggestingsuch a recommendation and an opportunity to present information supporting the claim ofthe employee that he/she did satisfy minimum County standards.

6. Promotions

When a County employee is promoted, he or she will be placed on the first step of his/hernew grade that provides a salary increase of at least five (5) percent over the employee’s

prior salary. Where an employee is promoted to a new Grade during a work year, theywill not receive a Step increase in his/her new Grade until he/she has successfullycompleted one full calendar year (January –December) in the new Grade. Once the

promoted employee has completed a successful calendar year in the new Grade, he or shewill receive a Step increase the following January 1.

7. New Hires

Unless the Board of County Commissioners or other appropriate Elected Official hasapproved an initial hire at a higher Step level, all new hires shall be hired at the entrylevel of the Grade designated for the position to be filled. A new hire will not receive



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a Step increase until he/she has successfully completed a full calendar year (January-December) in the position.

8. Transfers

When a County employee accepts another position in the same Grade as his prior position, he/she shall retain his or her current Step and salary.

9. Demotions

An employee may be demoted at any time for inability to satisfactorily perform the position duties. Demotions may also be at the request of the employee and ElectedOfficial or Department Head. The effect of a demotion on a County employee’s salary isdetermined by the circumstances of the demotion:

A. An employee who accepts a position of lower Grade due to reorganization orabolishment of the position shall be placed on the lowest Step in the new Grade that

provides him/her a salary equal to or greater than the prior salary or, if no salary in theGrade equals his/her prior salary, on the highest Step in the new Grade.

B. An employee who accepts a position of lower Grade for personal reasons (any reasonunrelated to reorganization, abolishment of a position or a demotion for cause) shall be

placed on the same Step in the new Grade that he/she occupied in the prior Grade.

C. An employee who is demoted for cause to a lower Grade shall be placed on aStep in the new Grade determined by the BOCC or Elected Official after considering past

performance and circumstances involved.

10. Re-Grading of Positions

A. An employee in a position that has been upgraded to a higher Grade shall be placed inthe lowest Step in the new Grade that ensures that the employee in the upgraded positiondoes not suffer a salary loss as a result of the upgrade.

B. An employee in a position that has been downgraded to a lower Grade shall be placedin the lowest Step in the new Grade that ensures that the employee in the upgraded

position does not suffer a salary loss, or if no Step in the new Grade provides a salaryequal to the employees prior salary, then he/she shall be placed in the maximum Step ofthe new Grade.



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11. Temporary Assignments to Jobs of Higher/Lower Grade

A. An Elected Official or Department Director may temporarily assign an employee to a position of a higher Grade if required by the organizational needs of the office, or if a bona fide vacancy exists. Employees may be assigned to perform duties of positions of

such a higher Grade for periods up to 60 consecutive calendar days without a change inthe employee’s Grade, Step or salary.

B. If a temporary assignment to a position of a higher Grade extends beyond 60consecutive calendar days, employees shall then be paid not less than the pay approvedfor the lowest Step of the higher Grade. If the employee’s salary is already equal to orgreater than the salary called for by the lowest step of the higher Grade, then there will beno salary adjustment.

C. Upon returning to his/her regular assignments, the employee’s salary shall revert tothat called for by their prior Step and Grade. Temporary assignments shall not exceed

twelve (12) consecutive months.

D. An employee assigned to a position of a lower Grade shall retain his/her current rate.However, if an employee is assigned to perform work of a lower grade for a periodlonger than 60 calendar days, the assignment shall be deemed a demotion caused byreorganization and the employee’s Step and Grade will be adjusted accordingly.

12. Re-Employment of a Former Employee

A. A former employee who is re-employed in a position of higher grade than formerlyheld shall be deemed a new hire for purposes of Step and Grade.

B. A former employee who left employment with the County in good standing and whois re-employed within one year in a position of equivalent or lower Grade than thatformerly held shall be placed in the Step he/she occupied when they separated fromemployment with Pueblo County within the Grade of the new position.

13. Cost of Living Adjustments (COLAs)

Subject to the availability of funds, the Board of County Commissioners mayoccasionally approve Cost of Living Adjustments for County employees. Such COLAsare not guaranteed in any way and, where granted, will vary in size depending on localand national economic conditions and the financial burdens placed on Countygovernment. Any COLAs will be separate from Step increases and will not affect theamount of salary increase that accompanies a Step increase (1.7%)



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step by step processes and individual assignments, and serve as a day-to-day instructionalmanual or guide for an employee in that job.

PUEBLO COUNTY CLASSIFICATION SYSTEM PROCEDURES:

The Board of County Commissioners in consultation with other Elected Officials andDepartment Directors has adopted a County Classification Plan following sound

principles of position classification. Only in unusual circumstances will further reviews be needed. Such review requests might be related to new programs or services or beinvolved in restructuring of an Office or Department.

Review requests are subject to the approval of the Board of County Commissioners

and annual budget appropriation and are conducted in coordination with the

annual budget cycle. Requests made outside the regular budget process are generallyonly for new programs or services approved by the Board of County Commissioners.

The process for requests is as follows:

Requests for New Positions A new position is defined as one resulting from a new program or service approved bythe BOCC. The position must be budgetarily supported and justified in the staffingformula/organizational chart and budgeted position allocations of the Office orDepartment. It is one that does not already exist in the Classification Plan.

1. The BOCC must approve new programs or services and therefore, the filling of anynew position. Following approval of the new program or service, the BOCC directsHuman Resources to research and grade the position, determine the salary range,

prepare a Job Description, and assign a Position Code. H.R. may consult with theElected Official or Department Director as needed to obtain information.

2. H.R. provides the BOCC with information on the new position and receivesdirection and decision.

3. If approved, the Budget Director adjusts position allocation to accommodate thenew position. Human Resources posts/advertises the vacancy as appropriate.

Requests for Restructuring Restructuring should result in cost savings for the Department or Elected Office. It can

come from combining positions, exchanging positions, and streamlining by other meansto conserve resources while still meeting needs. In a restructuring proposal the ElectedOfficial or Department Director considers levels of budgeted position allocations, theorganizational structure, budget support for the proposed change, and justifiable need.



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1. The Elected Official or Department Director may confer with H.R. to identify anexisting job within the Classification Plan that is appropriate to the significantchanges.

2. If the identified job is of the same or lower Grade, H.R. will prepare a budget

impact statement and approval form for the BOCC.

3. If the identified job is a higher Grade, H.R. will assist the requesting Office orDepartment in preparing a budget impact statement and detailed request for reviewand decision by the BOCC.

4. If approved by the BOCC, the Budget Director will make appropriate positionallocation adjustment.

5. H.R. will notify the Elected Official or Department Director and effect the change in payroll if an incumbent is involved, or announce the position if a vacancy.

Requests for Class Description Changes

1. Minor class description changes may be requested if they do not alter the Grade, will benefit description of the work, and are not excessive.

2. The Elected Official or Department Director may request review of a description byHuman Resources, attaching the current description with suggested changes.

3. H.R. prepares the revised description and presents to the Board of Commissioners forapproval.

4. Class description changes are not to be requested for purposes of justifying areclassification or promoting an individual employee.

TIME KEEPING

Accurately recording time worked is the responsibility of every employee. Federal andstate laws require Pueblo County to keep an accurate record of time worked in order tocalculate employee pay and benefits. Time worked is all the time actually spent on the

job performing assigned duties. NO NON-EXEMPT EMPLOYEE SHOULD

WORK “OFF THE CLOCK.” ANY NON-EXEMPT EMPLOYEE WHO

BELIEVES THAT HE OR SHE IS BEING REQUIRED TO WORK “OFF THE

CLOCK” MUST REPORT THAT CONDITION TO HUMAN RESOURCES

IMMEDIATELY.



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All non-exempt employees should accurately record the time they begin and end theirwork, as well as the beginning and ending time of each meal period. They should alsorecord the beginning and ending time of any split shift or departure from work for

personal reasons. Overtime work must always be approved before it is performed.

Exempt and non-covered employees should record all leave taken.

Altering, falsifying, tampering with time records, or recording time on anotheremployee's time record may result in disciplinary action, up to and including terminationof employment.

Nonexempt employees should report to work no more than seven minutes prior to theirscheduled starting time nor stay more than seven minutes after their scheduled stop timewithout expressed prior authorization from their supervisor.

It is the employee's responsibility to sign his or her time record to certify the accuracy ofall time recorded. The supervisor will review and then initial the time record before

submitting it for payroll processing. In addition, if corrections or modifications are madeto the time record, both the employee and the supervisor must verify the accuracy of thechanges by initialing the time record.

PAYDAYS

All employees are paid monthly. Each paycheck will include earnings for all work performed through the end of the previous payroll period. The Human ResourcesDirector and the Director of the Office of Budget will establish an annual schedule of

paydays for the following year by December first of each year. The County reserves theright to set the cutoff date for each payment cycle. Upon approval by the Board ofCounty Commissioners, this schedule will be publicized to all Elected Officials andDepartment Directors. The County pay day shall be as scheduled by the Board of CountyCommissioners, unless unforeseen circumstances occur, then payment shall be made assoon as possible thereafter.

In order to provide sufficient time for the calculation of earnings, deductions, and net pay, Department Directors shall submit payroll information to the Payroll Administrator by the date set out by the Human Resources Department.

If a regular payday falls during an employee's absence, the employee's paycheck will beavailable upon his or her return, unless arrangements are made prior to the employee'sabsence.



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ADMINISTRATIVE PAY CORRECTIONS

Pueblo County takes all reasonable steps to ensure that employees receive the correctamount of pay in each paycheck and that employees are paid promptly on the scheduled

payday. The Human Resources Department maintains the official records for allPueblo County employees. Elected Officials and Department Directors shall notmaintain separate records different from those reported to Human Resources as theofficial record.

In the unlikely event that there is an error in the amount of pay, hours, or calculation ofleave the employee should promptly bring the discrepancy to the attention of the HumanResources Department so that corrections can be made as quickly as possible.

PAY DEDUCTIONS

The law requires that Pueblo County make certain deductions from every employee'scompensation. Among these are applicable federal, state, and local income taxes. PuebloCounty also must deduct Social Security taxes on each employee's earnings up to aspecified limit that is called the Social Security "wage base." Pueblo County matches theamount of Social Security taxes paid by each employee. In addition, Pueblo Countyreserves the right to deduct from the employee's compensation any other legally requiredor mandated deductions. Employee’s pay may be adjusted for damage to Pueblo Countyequipment or property caused by the employee.

Pueblo County offers programs and benefits beyond those required by law. Eligibleemployees may voluntarily authorize deductions from their paychecks to cover the costsof participation in these programs.

If you have questions concerning why deductions were made from your paycheck or howthey were calculated, your supervisor can assist in having your questions answered.

PERFORMANCE EVALUATION

Supervisors and employees are strongly encouraged to discuss job performance and goalson an informal, day-to-day basis. A formal written performance evaluation will beconducted at least annually. Additional formal performance evaluations may beconducted to provide both supervisors and employees the opportunity to discuss jobtasks, identify and correct weaknesses, encourage and recognize strengths, and discuss

positive, purposeful approaches for meeting goals. All employees’ job performance issubject to evaluation and being evaluated on on-going basis.



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CHAPTER 5

EMPLOYEE BENEFITS

Eligible employees at Pueblo County are provided a wide range of benefits. A number ofthe programs (such as Social Security, Workers' Compensation, and UnemploymentInsurance) cover all employees in the manner prescribed by law.

Benefit eligibility is dependent upon a variety of factors, including employment category.Each benefit will be described in this section. Details of many of these programs can beobtained from the Human Resources Department.

The following benefit programs are available to eligible employees:

Banking ServicesDeferred Compensation PlanEducational Tuition AssistanceEmployee Assistance ProgramFlexible Spending AccountHealth/Dental InsuranceHolidaysLiability InsuranceLife InsuranceLong-Term DisabilityRetirement Plan

Sick Leave BenefitsSick Leave BankTrainingVacation BenefitsWorkers' Compensation

Some benefit programs require contributions from employees, as well as contributionsfrom Pueblo County. Other benefits may be offered as approved by the Board of CountyCommissioners.

BANKING SERVICES

Pueblo County employees can have their paycheck automatically deposited in theirchecking or savings account on payday by electronic funds transfer. Employees areeligible to join the County sponsored Credit Union as designated by the Board of CountyCommissioners. Any participating employee is eligible for payroll deduction for theCredit Union program. Employees should contact the Human Resources Department formore information.



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DEFERRED COMPENSATION

Employees may voluntarily participate in any County sponsored deferred compensation plan as established by the Board of County Commissioners. Such funds are governed byall rules and regulations established by the Internal Revenue Service, Code Section 457.The employee should contact the Retirement Department for more details about theCounty's deferred compensation plan.

EDUCATIONAL TUITION ASSISTANCE

Pueblo County recognizes that the skills and knowledge of its employees are critical tothe success of the organization. The educational tuition assistance program encourages

personal development through formal education so that employees can maintain andimprove job-related skills or enhance their ability to compete for reasonably attainable

jobs within Pueblo County. Employees must apply for educational tuition assistance. Allrequests are subject to approval by the Board of County Commissioners, and subject to

availability of funds.

Pueblo County may provide educational tuition assistance to all eligible employeesimmediately upon assignment to an eligible employment category. To maintaineligibility employees must remain on the active payroll and be performing their jobsatisfactorily through completion of each course. Only Regular Full-time employees areeligible for educational tuition assistance.

Individual courses or courses that are part of a degree, licensing, or certification programmust be related to the employee's current job duties or a foreseeable-future position in theorganization in order to be eligible for educational tuition assistance. Pueblo County has

the sole discretion to determine whether a course relates to an employee's current jobduties or a foreseeable-future position. Employees should contact the Human ResourcesDepartment for more information or questions about educational tuition assistance, aswell as the terms and conditions that govern the expenditure of funds for support oftuition assistance.

While educational tuition assistance is expected to enhance employee's performance and professional abilities, Pueblo County cannot guarantee that participation in formaleducation will entitle the employee to automatic advancement, a different job assignment,or pay increases.

Pueblo County invests in educational tuition assistance for employees with theexpectation that the investment be returned through enhanced job performance.Employees approved for educational tuition assistance must complete an employmentagreement that specifies an employee’s commitment to their employment with PuebloCounty. In the event an employee voluntarily separates from Pueblo County'semployment within the time period designated per the agreement, the amount of the

payment will be considered only a loan. Accordingly, the employee will be required



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to repay up to the designated amount per the agreement of the original educational tuitionassistance request.

EMPLOYEE ASSISTANCE PROGRAM

Pueblo County recognizes that its employees are a vital investment in conducting quality public service, and its employees may experience problems that may affect their work performance. Therefore, Pueblo County employees and their immediate family members(husband, wife, or any child under the age of 21 and living in the household) may seekassistance from the County's designated provider. All self-referrals are strictlyconfidential with the provider and no information regarding the employee's participationin counseling is conveyed to Pueblo County without the employee's written consent.

The designated provider will offer confidential professional assistance for a wide varietyof personal and family-related problems, to include emotional stress, adjustmentdifficulties, alcohol and drug abuse, financial difficulties, legal difficulties and job related

problems. Such assistance will include counseling services providing brief therapy,assessment, intervention and evaluation services. Employees' problems are identified andgiven further referrals if needed. Counseling is available on a 24-hour, 7-day a week

basis. For additional information regarding the Employee Assistance Program contactthe Human Resources Department.

FLEXIBLE SPENDING ACCOUNT

Regular Full-time and Part-time employees may choose to participate in the PuebloCounty Flexible Spending Account by choosing benefits from a list of options andcontribute a part of pretax salaries to these options. This benefit allows employees tominimize the federal tax they must pay on Health and Dependent Care coverage.Employees must elect to participate prior to the calendar benefit year. For moreinformation on this benefit employees should contact the Human Resources Department.

HEALTH AND DENTAL INSURANCE

Pueblo County provides a group health insurance program consisting of both medical anddental coverage for all regular full-time and regular part-time employees at a rateapproved by the Board of County Commissioners. The County contributes toward thecost for regular full-time employees. Employees on regular 20 hour per workweek part-time status will receive 50% the cost provided for the benefits and 75% benefits ifregularly scheduled a 30-hour per workweek. Dependent eligibility and effective datesfor coverage will be in accordance with the current insurance contracts.



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In the case of a married couple, both of whom are County employees, the County willcontribute the same medical allowance as provided other employees. Married employeescannot combine their medical allowance towards cost of one benefit plan.

Regular full-time and Regular part-time employees are eligible to participate in the

County health insurance program on the first day of the month after they have beenemployed for a thirty- (30) day period.

If an employee delays enrolling for the insurance for more than a period of thirty-onedays after becoming eligible, he or she is required to enroll at the next open enrollmentmeeting held.

Brochures regarding the County sponsored health/dental plans are distributed to newemployees in their initial employee orientation. Existing employees receive informationregarding County sponsored health/dental plans annually during the Open Enrollment

period of approximately November 1st through December 1st of each year. The Human

Resources Department can be contacted for details on the benefits offered.

HOLIDAYS

Generally, Pueblo County will follow the holiday calendar established for the ColoradoState Government. The Board of County Commissioners may vary those holidays, asthey shall deem appropriate. The following Holidays will normally be observed byemployees of Pueblo County:

New Year's Day (January 1)Martin Luther King, Jr. Day (third Monday in January)Presidents' Day (third Monday in February)Memorial Day (last Monday in May)Independence Day (July 4)Labor Day (first Monday in September)Columbus Day (second Monday in October)Veteran's Day (subject to change to the Day after Thanksgiving)Thanksgiving (fourth Thursday in November)Christmas (December 25)One (1) Personal Holiday (employee choice subject to approval by Elected Official orDepartment Director)

Pueblo County will grant paid holiday time off to all Regular full-time and Regular part-time employees immediately upon assignment to an eligible employment category.Holiday pay will be calculated based on the number of hours the employee wouldotherwise have been regularly scheduled to work on that day.



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A recognized holiday that falls on a Saturday will be observed on the preceding Friday.A recognized holiday that falls on a Sunday will be observed on the following Monday.

If a recognized holiday falls during an eligible employee's paid absence (e.g., vacation,sick leave), holiday pay will be provided instead of the paid time off benefit that would

otherwise have applied.

If an eligible nonexempt employee works on any of the above holidays, he or she will becompensated for hours worked in accordance with overtime/compensatory time policyoutlined in this manual. Paid time off for holidays will be counted as hours worked forthe purposes of determining whether overtime/compensatory time is owed.

If an employee is absent without leave the day preceding or the day following a holiday,he or she will not be paid for the holiday.

Employees working in the Sheriff's Office are expected to work on holidays if

operational requirements exist. The allowable holiday will then be taken by the end ofthe month following the holiday at a time prescribed by the Sheriff or a designatedmanagement representative. The holiday will then be taken off for the same number ofhours the employee would otherwise have normally been scheduled to work on that day.

Holidays are not an accrued benefit, nor a benefit paid for at the time of separation fromemployment with Pueblo County as an unused holiday.

LIABILITY INSURANCE

The County may, from time to time, carry certain liability insurance. If any type of claimis made, the appropriate Elected Official or Department Director shall be advised. Ifinvolved in an accident, please follow the accident reporting rules.

LIFE INSURANCE

All Regular full-time and Regular part-time employees under the current FlexibleSpending Account arrangement participate in the County group life insurance program.This program provides term insurance in accordance with the current insurance contract.The County may contribute toward the cost of the program in an amount specified by theBoard of County Commissioners.

Life insurance coverage may be continued during authorized leave of absence or other periods of absence so long as the employee is not terminated. The total cost of thatcoverage will be paid by the employee.



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Dependent coverage and retiree coverage may be provided in accordance with the currentinsurance contract.

Complete information on the group life insurance program is available from the HumanResources Department.

LONG TERM DISABILITY PROGRAM

The County offers a long-term disability income plan for disability caused by accident orsickness for all Regular full-time and Regular part-time employees.

This plan is sponsored by the County and is applicable only for individuals who aretemporarily or permanently totally disabled. After the designated appropriate waiting

period from the date of disability, a portion of the employee's basic salary will be provided to the employee on a monthly basis in accordance with the current insurancecontract.

During the period of total disability, the employee may continue to participate in theCounty sponsored insurance programs. The total cost of this coverage shall be paid bythe disabled employee.

Further information regarding long term disability (LTD) can be obtained from theHuman Resources Department.

RETIREMENT PLAN

Pueblo County offers a “Defined Benefit” retirement plan to eligible employees. All Regular full-time and Regular part-time County employees and Elected Officialsshall be required to participate in the County Retirement Plan upon completion of onemonth of continuous employment. The employee and the County each will be requiredto contribute an equal percentage of the employee's pay. If an employee terminates

before eligibility for retirement, the employee is entitled to the amount contributed to theretirement fund plus an annual interest payment, in accordance with the retirement plan.Employees with five (5) years or more service with the County are 100% vested in theirretirement benefits, and may leave their retirement contributions with the retirement fundfor a future benefit at normal retirement age.

Full information regarding the retirement plan is available from the Plan Administrator orthe Human Resources Department.

SICK LEAVE BENEFITS

Pueblo County provides paid sick leave benefits to all Regular full-time and Regular part-time employees for periods of temporary absence due to illnesses or injuries.



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Eligible full time employees will accrue sick leave benefits at the rate of eight (8) hours per month. Regular 20 hour per week part time employees will accrue sick leave at therate of four (4) hours per month and 30 hour per week part time employees will accruesix (6) hours per month. Sick leave benefits are accrued upon completion of the regularscheduled monthly pay period and shall not be used prior to accrual.

Sick leave accrual will be as follows: If the employee works or is on paid leave betweenthe first and fifteenth day of the month (inclusive), a full month's rate of sick leave will

be accrued for that month or if the employee works or is on paid leave after the sixteenthday of the month, sick leave for that month will be accrued at half the normal rate. Theemployee must work at least one full day or be on paid leave in the same month to earnsick leave.

Employees in the Department of Social Services hired prior to October 1, 1998 may haveaccruals of sick leave carried over from the Merit System prior to the transition dateabove and maintained in a separate account with the requirement that County accruals

must be used and exhausted prior to using any accruals from the separate account earned prior to the transition. After October 1, 1998, all employees in the Department of SocialServices will begin accruing sick leave at the County rate.

Employees in the Department of Social Services hired after October 1, 1998 will accruesick leave benefits at the rate outlined above for all employees.

Unused sick leave benefits will be allowed to accumulate indefinitely for eligibleemployees hired prior to April 1, 1995. Eligible employees hired after April 1,1995 will

be allowed to accumulate unused sick leave benefits up to 960 hours. Employees in theDepartment of Social Services will be allowed to accumulate unused sick leave benefitsup to 960 hours, because the effective date of the transition from Merit System to theCounty occurred after April 1, 1995.

Sick leave benefits are intended solely to provide income protection in the event ofillness, injury or medical appointments, and may not be used for any other absence unlessotherwise approved by their immediate supervisor for Bereavement Leave in accordancewith these policies.

Any replacements hired to a position vacated by an employee on sick leave shall betemporary. Every reasonable attempt will be made to return an employee on approvedsick leave to his or her former position on return from such leave. A period of sick leaveshall not constitute a break in service for the employee. If an employee is unable toreturn to work within 90 calendar days from the first day of sick leave taken, he or shemay be terminated from employment with Pueblo County.



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An employee may review his or her sick leave record at the Human ResourcesDepartment at any time. If the employee fails to give notice to the Human ResourcesDepartment of any alleged error within the month following the month for which sickleave was accrued or deducted, the Human Resources Department's record shall beconclusive for all purposes.

SICK LEAVE BANK

In some circumstances, an employee may be faced with a medical emergency requiring a prolonged absence from work, and the employee’s paid leave balance is insufficient tocover the period of absence. The employee may request paid sick leave from the SickLeave Bank. All requests for sick leave under this provision must be supported by amedical statement from a physician documenting the need for continued absence fromwork. To be eligible for this provision the employee must have exhausted all sick andannual leave benefits before any hours are utilized from the Sick Leave Bank. For thoseemployees in the Department of Social Services, the Merit System Sick Leave hours that

were transferred at transition into the County, are excluded from donation to the SickLeave Bank. The employee must also comply with the requirements of the Family andMedical Leave Act.

Employees who choose to donate hours to the sick leave bank must complete anauthorization form allowing reduction of their accrued sick leave hours and in the amountdesignated not to exceed forty (40) hours per year, but in no event may the donor have aremaining sick leave balance of less than forty (40) hours available for their own use.Employees may designate their sick leave hours donated to a particular eligibleemployee, or to the general sick leave bank. There must be hours donated and availablein order for this provision to be eligible for employees in need. The sick leave bank onlyapplies to employees that are in a Regular full-time or Regular part-time status.

All employee requests must be submitted to their Elected Official or Department Directorfor consideration. The Elected Official or Department Director will review all requestsand forward those supported by a medical statement from a physician with verifiableneed to the Board of County Commissioners for final approval. The Board will revieweach request and approve hours to be utilized from the Sick Leave Bank as deemedappropriate and meeting a demonstrated need at the sole discretion of the Board ofCounty Commissioners.

The sick leave granted under this Sick Leave Bank provision is discretionary only and isintended to be used as sick leave hours taken and cannot be paid out as sick leave uponseparation of employment. A grant of sick leave under this provision does not waive anyother applicable Personnel Policies and Procedures.



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The Board of County Commissioners may exercise its sole discretion to revoke a grant ofSick Leave Bank hours and to return any unused sick leave hours to the donors.

TRAINING

The degree of County participation for any employee in a training program shall be at thediscretion of the Department Director and/or approval of the appropriate Elected Official,and nothing in this section is intended to commit any section, department, location, orappointing authority of Pueblo County to reimbursement of training related costs exceptas mutually agreed upon.

Training is defined as seminars, workshops, conferences and other educational training programs as approved by the Board of County Commissioners. The training sessionsmust be job-related, promote career development by gaining technical information and

enhance the County. The training is generally short term, in which a grade is not givenand is not credited toward a degree program.

All training as defined herein must be included and approved during the department's budget process. All payments for registration fees, lodging, meals and transportation must be in accordance with the "Pueblo County Travel Policy".

VACATION BENEFITS

Regular full-time employees and Regular part-time employees are eligible to earn and usevacation time as described in this policy. The amount of paid vacation time employeesreceive each year increases with the length of their employment as shown in thefollowing schedule:

VACATION EARNING SCHEDULE

YEARS OF ELIGIBLE SERVICE VACATION HOURS MAX. VACHOURS FOR REG. FULL-TIME EMP. MONTHLY ACCRUAL

Upon initial date of hire 8 hours 144 hours

After 5 years 12 hours 216 hours

After 10 years 16 hours 288 hours

Regular scheduled 20 hour per week Regular part-time employees will accrue vacationleave at one-half 50% of the above schedule and 30 hour per week Regular part-timeemployees will accrue at 75 % in accordance with the years of eligible service.



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Vacation leave will be accrued as follows: If the employee works or is on paid leave between the first and the fifteenth day o f the month (inclusive), a full month's rate ofvacation leave will be accrued for that month or if the employee works or is on paid leaveon or after the sixteenth day of the month, vacation leave for that month will be accruedat half the normal rate. Eligible employees must work at least one full day in the month to

earn vacation leave. Annual leave benefits are accrued upon completion of the regularscheduled monthly pay period and shall not be used prior to accrual.

Newly hired eligible employees may begin to earn paid vacation time according to theschedule above. They can request use of vacation time after it is earned upon completionof six months of Regular full-time or Regular part-time employment.

Maximum accrual of vacation leave shall not exceed the amount of vacation leave thatcan be earned by an employee in an eighteen month period at the time that maximumaccrual is reached. No further vacation leave will be accrued until such time that a

portion of the earned vacat ion leave has been used.

If a discrepancy appears to exist, the employee is responsible for clarifying his/herconcerns with the Human Resources Department. If the employee fails to give notice tothe Human Resources Department of any alleged error within the month following themonth for which vacation leave was accrued or deducted, the Human ResourcesDepartment's record shall be conclusive for all purposes.

WORKERS' COMPENSATION

Pueblo County provides comprehensive workers' compensation program at no cost toemployees as required by law. This program covers any injury or illness sustained in thecourse of employment that requires medical, surgical, or hospital treatment.Employees who sustain work-related injuries or illnesses shall inform their supervisorimmediately. No matter how minor an on-the-job injury may appear, it is important thatit be reported immediately. This will enable an eligible employee to qualify for coverageas quickly as possible.

Neither Pueblo County nor the insurance carrier will be liable for the payment ofworkers' compensation benefits for injuries that occur during an employee's voluntary

participation in any off-duty recreational, social, or athletic activity sponsored by PuebloCounty.



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CHAPTER 6

LEAVE TYPES

ADMINISTRATIVE LEAVE

Administrative leave may be allowed for a necessary situation not covered under othertypes of leave.

Administrative leave may be granted at the discretion of the Elected Official, and may bewith or without pay as approved by the Elected Official.

BEREAVEMENT LEAVE

If an employee wishes to take time off due to the death of an immediate family member,the employee should notify his or her supervisor immediately. Unpaid time off will be

granted to allow the employee to attend the funeral and make any necessary arrangementsassociated with the death. Any employee may, with the supervisor's approval, request theuse of any available paid leave benefit for time off as necessary. Bereavement Leavemay be approved for a period of time deemed appropriate at the discretion of the ElectedOfficial or Department Director. Such discretion will include consideration of thedistance one may be required to travel to attend the funeral or to make any necessaryarrangements associated with the death.

Pueblo County defines "immediate family" for bereavement purposes as the employee'sspouse, parent, child, sibling; the employee's spouse's parent, child, or sibling; theemployee's child's spouse; grandparents or grandchildren. Bereavement leave for anyother person whose association with the employee was similar to any of the aboverelationships may be approved by the Elected Official or Department Director.

EDUCATIONAL LEAVE

Pueblo County may provide an educational leave of absence without pay to Regular full-time employees or Regular part-time employees who wish to take time off from workduties to pursue course work that is applicable to their job duties with Pueblo County.Eligible employees who have completed 3 years of continuous service may requesteducational leave for a period of up to 12 months. Only one leave for educational

purposes may be approved in any 3-year period. Requests will be evaluated based on anumber of factors, including anticipated workload requirements and staffingconsiderations during the proposed period of absence. Final approval will be at thediscretion of the Elected Official with the concurrence of the Board of CountyCommissioners.



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Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Pueblo County until the end of the month in which theapproved educational leave begins. At that time, employees will become responsible forthe full costs of these benefits if they wish coverage to continue. When the employeereturns from educational leave, benefits will again be provided by Pueblo County

according to the applicable plans.

Benefit accruals of vacation and sick leave will be suspended during the leave and willresume upon return to active employment. Educational leave shall not constitute a breakin service with Pueblo County.

When an educational leave ends, every reasonable effort will be made to return theemployee to the same position, if it is available, or to a similar available position forwhich the employee is qualified. However, Pueblo County cannot guaranteereinstatement in all cases.

If an employee fails to report to work at the end of the approved leave period, PuebloCounty will assume that the employee has resigned.

FAMILY AND MEDICAL LEAVE

You may be eligible for unpaid leave under the Family and Medical Leave Act.Information about FMLA is posted on employee bulletin boards or you may contactHuman Resources for more information on Family Medical Leave Act.

JURY AND WITNESS LEAVE

Employees may be granted Jury and Witness Leave in accordance with 13-71-101 et seq.C.R.S.

LEAVE WITHOUT PAY

Leave without pay may be granted to an employee for good cause when it is in the bestinterest of the County and employee. Under justifiable circumstances, as determined bythe Elected Official or Department Director, an employee may be granted a leave ofabsence without pay for a period not to exceed 12 weeks in any calendar 12-month. Aleave without pay shall be for specific periods of time and upon expiration, the employeemust report to work. Failure to report for work may result in termination.

Leave without pay will be granted only after all annual leave has been exhausted. In thecase of injury or illness, sick leave must also be exhausted before leave without pay can

be used. See also section on FMLA-qualifying leave.



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To apply for a leave of absence without pay, an employee shall present the request inwriting to the Elected Official at least ten (10) calendar days before the effective date,except in an emergency situation. An employee shall not accrue retirement, annual leave,or sick leave benefits while on leave of absence without pay. To continue healthcoverage, the employee must continue to make any contributions that he or she made tothe plan before leave commenced; except those employees on approved FMLA time.

Leave of absence without pay may be granted with assurance of reinstatement to thesame pay grade. Any replacement employees hired for a position vacated by anemployee on leave without pay shall be temporary. Leave without pay shall notconstitute a break in service with Pueblo County.

MILITARY LEAVE

Employees granted a Military Leave of Absence are re-employed and paid in accordancewith the laws governing Veterans Re-employment Rights Statute Title 38 U. S. Code andC.R. S. 28-3-601. This policy is subject to change in accordance to these laws. For moreinformation contact the Human Resources Department.

RELIGIOUS LEAVE

Employees shall be allowed time off to attend religious observances where suchaccommodation to the employee does not constitute an undue hardship on the operationof County Business. This time off shall be paid to Regular full-time and Regular part-time employees with available compensatory or vacation time. All other employmentcategories shall be considered as an authorized absence without pay.

SICK LEAVE

Regular full-time and Regular part-time employees are authorized paid sick leave inminimum increments of one-half hour. Eligible employees may use sick leave benefitsfor an absence due to their own illness or injury or that of an immediate family member.Immediate family member is defined as spouse, child, parent, or in loco parentis, or alegal dependent.

Employees who are unable to report to work due to illness or injury should notify theirdirect supervisor before the scheduled start of their workday if possible. The directsupervisor must also be contacted on each additional day of absence.

If an employee is absent for three or more consecutive days due to illness or injury, a physician's statement must be provided verifying the disability and its beginning andexpected ending dates. Such verification may be requested for other sick leave absencesas well and may be required as a condition to receiving sick leave benefits.



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Before returning to work from a sick leave absence of three calendar days or more, anemployee may be required to provide a physician's verification that he or she may safelyreturn to work.

In the event of an extended illness of self or family member as previously defined, the

maximum number of sick leave hours an employee may use during any twelve calendarmonth period is a total of twelve (12) weeks.

UNAUTHORIZED LEAVE

No County employee may absent himself/herself from duty without specific permissionfrom his/her Elected Official or Department Director. When an employee absentshimself/herself by failure to report for duty or to call off ("No Show/No Call") theemployee may be terminated.

VACATION LEAVE

Regular full-time and Regular part-time employees are authorized paid vacation leave inminimum increments of one-half hour. To take vacation, employees should requestadvance approval from their supervisors. Requests will be reviewed based on a numberof factors, including operational needs and staffing requirements. Employees areencouraged to use available paid vacation time for rest, relaxation, and personal pursuits.

VOTING LEAVE

Employees who are eligible electors entitled to vote at an election shall be entitled to beoff work with pay on the day of the election for a period of up to two hours during thetime the polls are open, unless there are three or more hours between the hours ofopening and the time of closing of the polls during which the employee is not required to

be on the job, and unless future changes in state or law provide for more liberal t ime-offrequirements for voting.

Employees should request time off to vote from their supervisor one day prior to theElection Day. Advance notice is required so that the necessary time off can be scheduledat the beginning or end of the work shift; whichever provides the least disruption to thenormal work schedule.



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CHAPTER 7

WORK CONDITIONS AND RULES

ATTENDANCE AND PUNCTUALITY

Regular attendance and punctuality are conditions of employment with Pueblo County.Failure to regularly attend work or failure to be punctual will lead to disciplinary action,up to and including termination of employment.

Employees must report all absences from work in accordance with their Elected Officialor Department Director’s internal procedures.

DRIVERS’ LICENSES

If a driver’s license or a Commercial Drivers License is a requirement for a given job, theemployee must have a valid Colorado driver’s license of a type for that particular job.

Should the license be suspended or revoked for any reason:

1. The employee whose driver’s license is suspended or revoked shall immediatelynotify his/her immediate supervisor, who in turn, shall notify the Elected Official orDepartment Director and the Board of County Commissioners.

2. The employee may be reassigned, downward if possible, for the length of time thelicense is suspended or revoked, not to exceed one (1) year. Employees who losetheir license and the license is a requirement of the job, may be terminated byPueblo County.

3. If a vacancy is created because of reassignment, the position shall be filled pursuantto the provisions of Recruitment, Selection and Hiring.

4. When an employee's license is reinstated, the employee shall be allowed to competefor positions, as they become available.

5. If an employee fails to notify his or her immediate supervisor about the loss oflicense and drives a County vehicle, the employee may be subject to immediatetermination.

DRUG AND ALCOHOL USE

It is Pueblo County's desire to provide a drug-free, healthful, and safe workplace pursuantto Pueblo County's "Drug Free Workplace Policy" adopted January 1990 in compliancewith the Drug Free Workplace Act of 1988.

While on Pueblo County premises and while conducting County-related activities offPueblo County premises, no employee may use, possess, distribute, sell, or be under



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the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permittedon the job only if it does not impair an employee's ability to perform the essentialfunctions of the job effectively and in a safe manner that does not endanger otherindividuals in the workplace. An employee who must use an over the counter or

prescription drug that causes adverse side affects or may affect the ability to perform

work in a safe and productive manner must notify his or her supervisor prior to starting towork. The supervisor, Department Director or Elected Official, after proper inquiry, willdecide if the employee can remain at work and what work restrictions, if any, are deemednecessary.

Violations of this policy may lead to disciplinary action, up to and including immediatetermination of employment, and/or required participation in a substance abuserehabilitation or treatment program. Such violations may also have legal consequences.

To inform employees about important provisions of this policy, Pueblo County hasestablished an Employee Assistance program. The program provides information on the

dangers and effects of substance abuse in the workplace, resources available toemployees and consequences for violations of this policy.

The Employee Assistance Program (EAP) provides confidential counseling and referralservices to employees for assistance with such problems as drug and/or alcohol abuse oraddiction. It is the employee's responsibility to seek assistance from the EAP prior toreaching a point where his or her judgment, performance, or behavior has led to imminentdisciplinary action. Participation in the EAP after the disciplinary process has begun maynot preclude disciplinary action, up to and including termination of employment.

Employees with questions or concerns about substance dependency or abuse areencouraged to use the resources of the Employee Assistance Program. They may alsowish to discuss these matters with their supervisor or the Human Resources Director toreceive assistance or referrals to appropriate resources in the community.

Employees with drug or alcohol problems that have not resulted in, and are not theimmediate subject of, disciplinary action may participate in a rehabilitation or treatment

program through Pueblo County's health insurance benefit coverage in accordance withthe current benefit plan.

Under the Drug-Free Workplace Act, an employee who performs work under aqualifying government contract or grant must notify Pueblo County of a criminalconviction for drug-related activity occurring in the workplace. The report must be madewithin five (5) days of the conviction.

Pueblo County has established drug testing rules, regulations and procedures regarding itsemployees in accordance with current Federal and State Law. Any



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employee who violates Pueblo County's Substance Abuse Policy shall be subject toappropriate disciplinary action up to and including termination and/or referral to thePueblo County Employee Assistance Program. Employees with questions on this policyor issues related to drug or alcohol use in the workplace should raise their concerns withtheir supervisor or the Human Resources Director without fear of reprisal.

EMERGENCY CLOSINGS

At times, emergencies such as severe weather, natural disaster, or power failures candisrupt County operations. In extreme cases, these circumstances may require the closingof a work facility as deemed necessary by the Board of County Commissioners. In theevent that such an emergency occurs during non-working hours, local radio and/ortelevision stations will be asked to broadcast notification of the closing.

When operations are officially closed due to emergency conditions, the time off fromscheduled work for regular full time or regular part time will be paid. Employees in

essential operations may be asked to work on a day when operations are officially closed.In these circumstances, employees who work will receive regular pay. Employees whoare not scheduled to report to duty on the day of an emergency closing will be paid as

previously approved.

Employees who, for personal reasons, wish to leave work early during severe weatherconditions may do so with the permission of their supervisor and will be chargedcompensatory time or vacation time for the period they are absent from work.The Board of County Commissioners may close County facilities or suspend Countyoperations due to emergency conditions, special occasions, or pursuant to law.

GIFTS, GRATUITIES AND BRIBERY

No County employee shall receive any compensation, gift, payment or expense, reward,gratuity, or anything of value from any source except Pueblo County for any matter or

proceeding connected with or related to the duties of such employees, unless provided bylaw.

Should an employee receive any compensation, gift, expense money, reward, gratuity oranything of value within the framework of this meaning that cannot be practicallyreturned, it shall be turned over to the appropriate County funds or property. This

provision is not intended to restrict the usual social amenities, ceremonial gifts, orinsubstantial advertising gifts.

No employee shall accept, make an offer or agree to confer any pecuniary benefit withthe intent to influence his/her vote, opinion, judgment, exercise of discretion or



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any other action in his/her capacity as an employee of Pueblo County. Such an action byan employee is grounds for immediate termination of employment.

LEGAL FEES CIVIL ACTIONS

Any employee who is named as a party to any litigation as an employee of PuebloCounty or a department or office of Pueblo County shall immediately notify the Board ofCounty Commissioners and the County Attorney's Office by delivering to each office acomplete copy of all documents served upon the employee. The County Attorney's officeshall notify the employee within fifteen (15) days pursuant to C.R.S. 24-10-110 (4), as towhether or not the County will defend said employee in such action.

The employee's liability for attorney's fees shall be pursuant to C.R.S. 24-10-101, et. seq.,and the County reserves the right to seek indemnification from the employee for an actdeemed to be outside of the employee's scope of employment or for any willful and

wanton act or intentional act on the part of the employee being sued. Subject toapplicable constitutional, statutory and contractual provisions, if any, the County mayalso refuse to represent said employee at its discretion or may discontinue saidrepresentation at its discretion by proper withdrawal and notification as allowed by andrequired by court rule or by statute.

Subject to applicable constitutional, statutory and contractual provisions, if any, theBoard of County Commissioners shall have full discretion to refuse to pay or reimbursean employee’s attorney's fees in civil cases within the limits of C.R.S. 24-10-101, et. seq.,or any other applicable statute. The Board of County Commissioners reserves the right toreview the denial of attorney's fees or defense costs in civil cases based upon the same

criteria set forth below for criminal cases.

CRIMINAL ACTIONS

An employee may be reimbursed attorney's fees for a criminal action brought against theCounty employee based upon the following criteria:

1. The criminal action must be a case filed against the employee which arose out of anincident in which the employee was a participant during the course of and within thescope of employment.

2. The employee was acting in good faith and without malice and/or wanton or willfuldisregard of duties or responsibilities.

3. The attorney's fees are reasonable based upon community standards.



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4. The action is ultimately terminated in favor of the employee, by acquittal ordismissal by prosecuting authority or plaintiff.

5. The claim is made for such attorney's fees within forty-five (45) days of a favorable

termination of said criminal cases and the claim made does not include the claim formore than one attorney's fees.

6. The claim is presented and considered by the Board of County Commissioners as aclaim as provided for in C.R.S. 30-11-107 (1) (b) and 30-25-110 (1).

ON CALL

The period of time during which an employee is on call on the employer's premises orclose thereto, or other conditions stipulated by the employer that result in the employee

being unable to use his/her time effectively for his/her own purpose shall constitute hours

worked and be compensable time in accordance with Fair Labor Standards Act (FLSA).

The period of time during which an employee is not required to remain in the employer's premises, but is required to wear a pager, or leave word at his/her home or with his/herdepartment as to where the employee can be reached does not constitute hours workedand shall not be deemed compensable time.

IF YOU BELIEVE THAT YOU ARE NOT BEING APPROPRIATELYCOMPENSATED FOR ON-CALL TIME, YOU MUST CONTACT HUMANRESOURCES IMMEDIATELY.

OUTSIDE COMPLAINTS

Complaints or Charges from outside of County Government

When any citizen or person outside the County government makes a charge or complaintagainst any employee, the charge shall be reduced to writing and forwarded to theappropriate Elected Official or Department Director for resolution. Outside complaintsshould be resolved as expeditiously as possible.

OVERTIME/COMPENSATORY TIME AND WORK SCHEDULING

Coverage: The Pueblo County Overtime/Compensatory Time Policy covers all non-exempt employees as they are defined by the Fair Labor Standards Act (F.L.S.A.). This

policy also states the applicable policy for exempt and non-covered employees insofar asit relates to them. Definitions for non-exempt, exempt and non-covered are included inthe Employment Categories section of this manual.



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Employees classified as 207(k) personnel under the FLSA are covered by this entire policy in all areas as defined with the only exception being in the work period and thenumber of hours worked to determine overtime work.

FLSA 207(k) Employees: As defined by the Fair Labor Standards Act include all swornlaw enforcement employees who are:(1) uniformed or plainclothes members of a body of officers and subordinates;(2) empowered by statute or local ordinance to enforce laws designed to maintain

public peace and order, protect life and property from accident or willful injury,and to prevent and detect crimes;

(3) have the power to arrest; and(4) have participated in a special course of instruction or study (or will undergo on the

job training) which typically includes: self-defense, physical training, firearm proficiency, criminal and civil law principles, investigative and law enforcementtechniques, community relations, medical aid, and ethics.

(5) Employees who meet these tests are considered to be engaged in law enforcementactivities regardless of their rank, or of status as "temporary", or "regular," andregardless of assignment to duties incidental to performance of their lawenforcement activities such as equipment maintenance, lecturing, or supportactivities. The term "law enforcement activities" also includes by expressreference, "security personnel in correctional institutions" such as the county jail.

Work Period: The standard work period week shall consist of 40 hours per week. Thework week shall be 7 consecutive days beginning at 12:01 A.M. Sunday through 12:00P.M. Saturday.

a) 207(k) Employees: All sworn 207(k) employees are scheduled or expected towork a 7 or 28-day, 43 or 171-hour work period. If total hours worked in a 28-day work period exceed 171 hours, the first 11 hours worked between 160 and171 hours will be compensated at straight time. The hours worked over 171 will

be compensated in compensable t ime earned at the rate of time and one half asdefined in the Pueblo County Personnel Policies. The same provision applies forthose employees working a 7-day – 43-hour workweek.

Hours Worked: To determine the hours actually worked by the employee, the timeconsidered as "worked" will include holidays as defined in the Pueblo County PersonnelPolicy. For purposes of overtime worked, the County does not consider annual leave,sick leave, or compensatory time taken, or any unauthorized leave as hours worked.

Hours of the Courthouse: The hours of the Courthouse are declared to be 8:00 A.M. to5:00 P.M. daily with the exception of Saturdays, Sundays and Holidays, or such othertimes as declared by the Board of County Commissioners. Employee’s schedulesgenerally will be set to cover hours the Courthouse is open. Each



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employee’s schedule will be set by the appropriate Elected Official or DepartmentDirector and may be changed from time to time according to the needs of the County.

Flextime scheduling may be available in some cases to allow employees to vary theirstarting and ending times each day within established limits. Employees should consult

with their Elected Official or Department Director for approval.

When operating requirements or other needs cannot be met during regular working hours,employees may be scheduled to work overtime hours. When possible, advancenotification of these mandatory assignments will be provided. All overtime work mustreceive the supervisor's prior authorization.

Any overtime or compensatory time earned must be in accordance with federal and statewage and hour restrictions. Overtime or compensatory time earned is based on actualhours worked. Time off on sick leave, vacation leave, or any leave of absence will not beconsidered hours worked for purposes of performing overtime calculations.

Employees who work overtime without receiving prior authorization from the supervisormay be subject to disciplinary action, up to and including termination of employment.

Compensatory Time: Regular full-time and Regular part-time employees covered by theFair Labor Standards Act are allowed to accumulate compensatory time at a rate of 1-1/2times the employee's regular hours pursuant to and limited by this policy. Compensatorytime is that time given in lieu of payment in cash for overtime worked.

Overtime Work: All hours actually worked as previously defined by a covered employeein excess of the forty (40) hour period shall be considered overtime. Overtime work for207(k) employees are all hours actually worked as previously defined in excess of 171hours in a 28 consecutive day work period.

Requirement for Approval: The County has the right to require reasonable overtimework from all employees in the event of an emergency. All overtime, regardless of themanners of payment (cash at 1 1/2 times or compensatory time at 1 1/2 times) must beapproved in advance by the Department Director, or Elected Official, or appointeddesignee. The Board of County Commissioners requires the supervisor's signature ofapproval for each overtime shift worked on the daily time-keeping form.

How Paid/When Paid:

1. Non-exempt Employees: Non-exempt employees covered under the Fair LaborStandards Act shall be paid in overtime pay or compensatory time off as shall bedetermined by the Elected Official or Department Director, subject to the limits setforth in this policy.



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2. Exempt Employees: Exempt employees are not entitled to overtime pay orcompensatory time earned for time worked. Exempt employees may request andreceive personal time off at the sole discretion of the Elected Official and/or theDepartment Director within the limitations of the Department’s needs and these

policies.

3. When Paid: Non-exempt employees shall be paid in cash for the amount ofcompensatory time earned if the time is not taken within the quarter following thedate earned, at the current salary or the average of the last three years whichever ishigher, on a first-in first-out basis. The non-exempt employee shall also be paid inaccordance with this policy upon separation and after the maximum banking hourshave been reached by the employee.

If a non-exempt employee is transferred to an exempt position the employee must be paidin cash for any remaining balance of compensatory time earned while a non-exemptemployee.

Elected Officials and Department Directors will allow the employee to schedule and takecompensatory time off by the end of the quarter following accrual at the employee’sdiscretion unless the taking of time off would cause a hardship to the department. The

payment of said compensatory t ime should be strictly limited and should be considered asa factor in their respective budgets.

Choice of Overtime Pay or Compensatory Time:

1. The County has the option within the limits of this policy and its budget, todetermine the manner of payment for overtime worked.

2. Earned compensatory time shall be utilized before vacation leave is used, unless theemployee will reach his/her maximum vacation accrual allowed. The departmentmay need to use discretion in determining the use of vacation leave before usingcompensatory time. The department shall make every effort to schedule time off foremployees with earned compensatory time.

Daily Time Keeping Records:

The Board of County Commissioners shall provide a form for daily time keeping ordepartments may use a standard time clock for time keeping purposes for all non-exemptemployees. Exempt employees must complete a record as determined by the ElectedOfficial or Board of County Commissioners and in accordance with the FLSA provisionfor exempt employees. All exceptions for time keeping forms must be pre-authorized bythe Board of County Commissioners.



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Reservation of Rights:

The County retains all other rights to control overtime and compensatory time nototherwise set forth in this policy in accordance with applicable law.

Penalty:

Employees shall report to work at the scheduled time in a timely fashion and shall notwork overtime unless properly authorized to do so by the appropriate person. Anyemployee who violates this policy shall be subject to County disciplinary proceedings,including but not limited to termination of employment.

IF YOU BELIEVE AT ANY TIME THAT YOUR PAY AND OVERTIME ARE NOTBEING CORRECTLY ACCOUNTED FOR, YOU MUST CONTACT HUMANRESOURCES IMMEDIATELY.

PARKING

The County does not provide reserved parking for its employees. The County does ownseveral lots and off street parking locations and parking is available on a first come, firstserved basis. The Public Works Director has the authority to assign and limit parkingwithin the Public Works compound to facilitate safety, easy traffic flow and to assureefficient and effective use of the available space.

One County parking lot, the area south of the Justice Plaza, is one that requires anidentification sticker for parking. These stickers (one per employee) can be obtainedfrom the Purchasing Department.

The County is not responsible for fire, theft, or personal liability for the employee'svehicles or their contents.

PERSONAL APPEARANCE

Dress, grooming, and personal cleanliness standards contribute to the morale of allemployees and affect the business image Pueblo County presents to the public.

During business hours, employees are expected to present a clean and neat appearanceand to dress according to the requirements of their positions. Employees who appear forwork inappropriately dressed will be sent home and directed to return to work in properattire. Under such circumstances, employees will not be compensated for the time awayfrom work.

Uniforms are not supplied by the County except for specific jobs within the County.There generally is no County uniform. County employees shall present a well-groomed,tasteful appearance depending upon their relative job titles. The Sheriff's



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Office does require uniforms. Uniform allowances and requirements for the Sheriff'soffice are included in personnel policies applicable to that office.

Consult your supervisor if you have questions as to what constitutes appropriate attire.

Employees are expected to keep their work sites in a neat, safe and orderly fashion.

POLITICAL ACTIVITIES

The Board of County Commissioners encourages County employees in matters ofresponsible citizenship and does not by these provisions intend to interfere with theconduct of County employees engaged in political activity, so long as said activities areconfined to hours when the employee is not on duty and further provided that saidactivities not impair the employee's efficiency at their particular job in the Countygovernment.

Employees are not to campaign in their official County uniform, or while on duty.

Employees whose principal employment is in connection with federal financed activitiesare subject to the following federal requirements as a condition of such employment.

1. Non-exempt employees may not use their official authority or influence for the purposes of interfering with or affecting the results of elections or nominations foroffice.

2. In addition, they may not coerce, attempt to coerce, command, or advise other non-exempt employees to pay, lend or contribute anything of value to a party,committee, organization, agency, or person for political purposes.

Political beliefs, activities and affiliations shall be the private concern of the individualemployees of this County. No employee or applicant shall be required to divulge his/her

political affiliation, beliefs or philosophy as a condition of present, continued or futureemployment with his/her department. No employee of the County shall directly orindirectly coerce or command any other employee to pay, lend or contribute salary,compensation, service or anything else of value to any political party, group,organization, or candidate.

No County official or employee shall attempt to make any official's or employee's personnel status dependent upon the employee's or official's support or lack of support forany political party, activity or candidate.



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Any County employee may be a candidate for a partisan political office provided that theinvolvement does not interfere with his or her job. If involvement is necessary duringnormal working hours, the individual shall take vacation leave or if approved pursuant to

policy, leave without pay. Employees whose salary comes in part or in whole fromfederal government sources are subject to the Hatch Act and its revisions.

Employees should immediately report any perceived violation of this provision to theHuman Resources Director.

POLITICAL CONTRIBUTIONS AND SUPPORT

No employee shall be caused to pay any contributions to any political matter whatsoever.

Employees shall not be required to work for, or to participate in, the support of any political candidate during their on-duty or off-duty hours.

Employees should immediately report any violation of this provision to the HumanResources Director.

PROBLEM RESOLUTION

Pueblo County is committed to providing the best possible working conditions for itsemployees. Part of this commitment is encouraging an open and frank atmosphere inwhich any problem, complaint, suggestion, or question receives a timely response fromPueblo County supervisors and management.

Pueblo County strives to ensure fair and honest treatment of all employees. ElectedOfficials, Department Directors, supervisors, and employees are expected to treat eachother with mutual respect. Employees are encouraged to offer positive and constructivecriticism.

If employees disagree with established rules of conduct, policies, or practices, they canexpress their concern through the problem resolution procedure. No employee will be

penalized, formally or informally, for voicing a complaint with Pueblo County in areasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or adecision affecting them is unjust or inequitable, they are encouraged to make use of thefollowing steps. The employee may discontinue the procedure at any step.

1. Employee presents problem to immediate supervisor within 30 calendar days afterincident occurs. If supervisor is unavailable or employee believes it would



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be inappropriate to contact that person, employee may present problem to HumanResources Director.

2. The supervisor or designated alternate must respond to problem during discussion orwithin 30 calendar days, after consulting with appropriate management, when

necessary. Supervisor documents discussion.

3. The employee shall present the problem to the Human Resources Director within 30calendar days, if not previously done. Human Resources Director counsels andadvises employee, assists in putting problem in writing, visits with employee'ssupervisor, if necessary, and directs employee to the Elected Official for review of

problem.

4. Employee presents problem to Elected Official in writing.

5. The Elected Official reviews and considers problem. The Elected Official informs

employee of decision within 30 calendar days, and forwards copy of writtenresponse to Human Resources Director for employee's file. The Elected Official hasfull authority to make any adjustment deemed appropriate to resolve the problem.The Elected Official’s decision will be final.

Not every problem can be resolved to everyone's total satisfaction, but only throughunderstanding and discussion of mutual problems can employees and managementdevelop confidence in each other. This confidence is important to the operation of anefficient and harmonious work environment. Pending complaints under this procedure donot affect the County’s right to terminate an employee’s employment.

PUBLIC RELATIONS

Each employee shall be courteous, impartial, and considerate in dealing with the public, bearing in mind that one acts as a representative of the County.

REST AND MEAL PERIODS

Each full-time workday, non-exempt employees are provided with two rest periods of 15minutes in length or one 15-minute rest period for a scheduled part-time workday. To theextent possible, rest periods will be provided in the middle of work periods. Since thistime is counted and paid as time worked, employees must not be absent from their workstations beyond the allotted rest period time. The County reserves the right to assign said

breaks so as to properly continue serving the public. The employee who works over thenormal shift shall also be entitled to such additional breaks as the additional hours requirein accordance with the above rules of one break per four hours worked. Rest periodsshall be utilized as defined herein, and ARE NOT TO BE ADDED TO THE LUNCHPERIOD, OR TAKEN AT THE BEGINNING OR END OF THE SCHEDULED WORKDAY.



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All full-time employees are provided with one meal period each workday. Supervisorswill schedule meal periods to accommodate operating requirements. Employees will berelieved of all active responsibilities and restrictions during meal periods and will not becompensated for that time. Whenever possible, the lunch period shall be scheduled in themiddle of the work shift and shall be sixty (60) minutes in length. Additional lunch

periods of 1/2 hour may also be given to employees who work at least 4 hours overtimein one day. The Elected Official at his/her discretion may opt to schedule employees fora 1/2 hour lunch period.

RETURN OF PROPERTY

Employees are responsible for all property, materials, or written information issued tothem or in their possession or control. Employees must return all Pueblo County propertyimmediately upon request or upon termination of employment. Where permitted byapplicable laws, Pueblo County may withhold from the employee's check or final

paycheck the cost of any items that are not returned when required. Pueblo County may

also take all action deemed appropriate to recover or protect its property.

SAFETY (LOSS PREVENTION)

To assist in providing a safe and healthful work environment for employees and the public, Pueblo County has established a safety and loss prevention program.

Each employee is expected to obey safety rules and to exercise caution in all workactivities. Employees must immediately report any unsafe condition to the appropriatesupervisor. Employees who violate safety standards, who cause hazardous or dangeroussituations, or who fail to report or, where appropriate, remedy such situations, may besubject to disciplinary action, up to and including termination of employment.Employees are required to notify their supervisor in writing within four days of anyincident by completing the required reports for an on the job injury.

All automobile accidents shall be reported immediately to the employee's supervisor.The supervisor should contact the County Attorney's Office for immediate adviceregarding the accident.

All employees who receive citations for moving or parking violations will be responsiblefor payment of the fine and court costs. If a Court appearance is necessary, the employeemust handle the situation on his or her own time. The amount of time the employee isaway from his or her work will be unpaid unless the employee has paid leave benefitsavailable and chooses to use such leave.



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SECURITY INSPECTIONS

Pueblo County wishes to maintain a work environment that is free of illegal drugs,alcohol, firearms, explosives, or other improper materials. To this end, Pueblo County

prohibits the possession, transfer, sale, or use of such materials on its premises. PuebloCounty requires the cooperation of all employees in administering this policy.

Vehicles, desks, lockers, and other storage devices may be provided for the convenienceof employees but remain the sole property of Pueblo County. Accordingly, they, as wellas any articles found within them, can be inspected by any agent or representative ofPueblo County at any time, either with or without prior notice.

Pueblo County likewise wishes to discourage theft or unauthorized possession of the property of employees, Pueblo County, visitors, and customers. To facilitateenforcement of this policy, Pueblo County or its representative may inspect not only

desks and lockers but also persons entering and/or leaving the premises and any packagesor other belongings. Any employee who wishes to avoid inspection of any articles ormaterials should not bring such items onto Pueblo County's premises.

SEXUAL HARASSMENT

Pueblo County is committed to providing a work environment that is free ofdiscrimination and harassment. Actions, words, jokes, or comments based on anindividual's sex, race, ethnicity, age, religion, or any other legally protected characteristicwill not be tolerated. As an example, sexual harassment (both overt and subtle) is a formof employee misconduct that is demeaning to another person, undermines the integrity ofthe employment relationship, and is strictly prohibited.

DEFINITION OF SEXUAL HARASSMENT

Unwelcome sexual advances, requests for sexual favors, and other verbal and physicalconduct of a sexual nature when:

1. submission to such conduct is made either explicitly or implicitly a term orcondition of an individual's employment;

2. submission to or rejection of such conduct by an individual is used as the basis ofemployment decision affecting such individual; or

3. such conduct has the purpose or effect of unreasonably interfering with anindividual's work performance or creating an intimidating, hostile or offensiveworking environment.



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Any employee who wants to report an incident of sexual or other harassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable or theemployee believes it would be inappropriate to contact that person, the employee shouldimmediately contact the Human Resources Director. Employees can raise concerns andmake reports without fear of reprisal.

Any supervisor or manager who becomes aware of possible sexual harassment should promptly advise the Human Resources Director who will handle the matter in a timelyand confidential manner.

Anyone engaging in sexual harassment will be subject to disciplinary action, up to andincluding termination of employment.

SOLICITATION

In an effort to assure a productive and harmonious work environment, persons not

employed by Pueblo County may not solicit or distribute literature in the workplace atany time for any purpose. Employees may want to refer to the Conflict of Interest andCode of Ethics section as outlined in this Manual.

Pueblo County recognizes that employees may have interests in events and organizationsoutside the workplace. However, employees may not solicit or distribute literatureconcerning these activities during working time. (Working time does not include lunch

periods, work breaks, or any other periods in which employees are not on duty for purposes of this policy.)

In addition, the posting of written solicitations on company bulletin boards is restricted.These bulletin boards display important information, and employees should consult themfrequently for:

Employee announcements Organization announcementsInternal memoranda Payday noticeJob openings Federal/State Labor announcements

If employees have a message of interest to the workplace, they may submit it to theBoard of County Commissioners for approval. All approved messages will be posted bythe Board of County Commissioners.

SMOKING/TOBACCO USAGE

In keeping with Pueblo County's intent to provide a safe and healthful work environment,smoking/tobacco usage is prohibited throughout the workplace, to include lobbies,hallways, stairwells, elevators, restrooms, lounges, cafeterias or snack bars, conferencerooms, public areas, and county owned vehicles. Smoking is



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permitted outdoors on County properties except at the Pueblo County Courthouse wheresmoking is permitted only in designated areas.

This policy applies equally to all employees and the public. Pueblo County employeeswho violate this policy will be subject to disciplinary action up to and including

termination of employment.

USE OF PERSONAL COMPUTERS, ELECTRONIC DEVICES OR GEAR,

EQUIPMENT AND VEHICLES

Personal Computers, electronic devices or gear, equipment and vehicles essential inaccomplishing job duties are expensive and may be difficult to replace. When usingCounty property, employees are expected to exercise care, perform required maintenance,

and follow all operating instructions, safety standards, and guidelines. All PersonalComputers, electronic devices or gear, equipment, tools and vehicles must be checked outor issued in written form to employees by their supervisor or designated personnel.

Employees should immediately notify their supervisor if their Personal Computers,electronic devices or gear, equipment, machines, tools, or vehicles appear to be damaged,defective, or in need of repair. Prompt reporting of damages, defects, and the need forrepairs could prevent deterioration of equipment and possible injury to employees orothers. The supervisor can answer any questions about an employee's responsibility formaintenance and care of Personal Computers, electronic devices or gear, equipment orvehicles used on the job.

The improper, careless, negligent, destructive, unauthorized or unsafe use or operation ofPersonal Computers, electronic devices or gear, equipment or vehicles, as well asexcessive or avoidable traffic and parking violations, can result in disciplinary action, upto and including termination of employment. The employee may be personally liable forthe repairs or replacement of said equipment and repayment may be payroll deducted.

No County employee shall use County property for the employee's private use or the private use of another person or entity.

Any employee leaving the County service for any reason, including but not limited toresignation, layoff, or termination, must return any County property he or she may haveimmediately to the appropriate County Department.



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It is the responsibility of Elected Officials or Department Directors, or their designees, tosee that all separating employees have checked in all County property, such asidentification cards, badges, uniforms, keys, tools, manuals, time cards, etc.

No alteration may be made to any equipment or County property without written

permission of the Board of County Commissioners.

An employee may use private tools or equipment on his/her job, but should inform theElected Official or Department Director of such use. The Elected Official or DepartmentDirector and employee should have a written understanding or agreement regarding saiduse, any reimbursement, replacement, etc., regarding the tools or equipment used.

USE OF TELEPHONE, CELLULAR PHONES, PAGERS, MAIL, FACSIMILE

AND ELECTRONIC MAIL SYSTEMS

To ensure effective telephone communications, employees should always use the

approved greeting and speak in a courteous and professional manner. Please confirminformation received from the caller and hang up only after the caller has done so.

In the event of an emergency or life threatening call, employees should immediatelyrecord the time of the call, attempt to gather informational data from the caller, then hangup and dial 911 to notify emergency personnel of the emergency or threat. Employeesshould then notify the responsible party as previously identified in the Pueblo CountyEmergency Policy for Building Evacuations. A copy of said plan may be obtained fromthe Director of Emergency Management.

Personal calls must be kept to a minimum. Should a problem arise with the frequencyand length of personal phone calls, an employee may be subject to disciplinary action upto and including termination of employment.

No personal long distance telephone calls or facsimiles should be made from PuebloCounty telephones or equipment except in emergency situations. In the event of anemergency situation, employees may be required to reimburse Pueblo County for anycharges resulting from their personal use.

All employees of the Sheriff's Office and Attorneys and Investigators in the DistrictAttorney's Office must have a working telephone in their residence unless relieved of thisresponsibility by the Sheriff or District Attorney.

The use of Pueblo County-paid postage for personal correspondence is not permitted.

Electronic mail and information computer systems, to include Internet access, are the property of Pueblo County and are intended for business communications. Eachemployee is authorized to use only the electronic mail and information computer



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systems under the user name that has been assigned to them by the County. Use of anyother user name or electronic mail and information computer system is strictly prohibited.Electronic mail and information systems are not to be used in a way that may bedisruptive, offensive to others, or harmful to Pueblo County, its employees or citizens.There shall be no display or transmission of sexually explicit images, messages, or

cartoons, or any transmission or use of e-mail communications that contain ethnic slurs,racial epithets, or anything that may be construed as harassment or disparagement ofothers based on their race, national origin, sex, sexual orientation, age, disability, orreligious or political beliefs. In general, employees should use the information systemsfor County business only. The e-mail system should not be used to solicit or proselytizeothers for commercial ventures, religious or political causes, outside organizations orother non-job related solicitations. Pueblo County allows limited personalcommunications to the extent that personal use of e-mail does not interfere with theemployee’s carrying out of assigned duties, and subject to all policies as outlined herein.However, employees should be aware of the non-private nature of their use of theequipment.

Monitoring of e-mail communications will be conducted only to the extent of abuse of e-mail policies outlined herein, and pursuant to the Open Records Act (24-72-203, C.R.S.).Correspondence of the employee in the form of electronic mail may be a public recordunder the Open Records Act and may be subject to public inspection under Section 24-72-203, C.R.S.

Correspondence that is subject to public inspection under the Open Records Act includescommunications sent via e-mail and which may be considered a “public record” asdefined in the Open Records Act. To the extent that the correspondence is either a work

product, not connected to the exercise of functions required by law, a confidentialcommunication from a constituent, or otherwise prohibited from disclosure under theOpen Records Act is considered exempt as a “public record”. For more information onrecords subject to the Open Records Act contact the County Attorney’s Office.

Archiving and retention of e-mail is subject to the user’s discretion of need for futureaccess and as defined under “public record” as a required document for retention.Employees may print e-mail documents for official record, or save to a disk file forretrieval. Each department must follow state retention guidelines for compliance withstate requirements for archiving and retention.

Pueblo County employees who violate any part of this policy for use of telephone,cellular phone, pagers, mail, facsimile and electronic mail systems may be subject todisciplinary action up to and including termination of employment.



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VISITORS IN THE WORKPLACE

To provide for the safety and security of employees and the facilities at Pueblo County,only authorized visitors are allowed in the workplace. Restricting unauthorized visitors

helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potentialdistractions and disturbances.

All visitors should enter Pueblo County at the reception area. Authorized visitors mayreceive directions or be escorted to their destination. Employees are responsible for theconduct and safety of their visitors.

If an unauthorized individual is observed on Pueblo County's premises, employees shouldimmediately notify their supervisor or, if necessary, direct the individual to the receptionarea.



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CHAPTER 8

TRAVEL POLICY

COUNTY TRAVEL EXPENSES

Pueblo County will reimburse employees for reasonable business travel expensesincurred while on assignments away from the normal work location. All business travelgreater than 1 day in duration must be approved by the Elected Official or DepartmentDirector and reported in advance to the Office of Budget. The Office of Budget isresponsible for informing the Board of County Commissioners of all travel plans for allcounty employees. Travel, which does not entail an overnight stay needs to be approved

by the Elected Official or Department Director.

Employees, whose travel plans have been approved, are responsible for making their owntravel arrangements and/or if the department has a designated person who is responsiblefor handling travel arrangements, the employee shall coordinate the travel plans with the

designated person. If employees from more than one department are traveling together –it is highly recommended that one person be designated to handle travel arrangements forall employees.

When travel has been approved, the costs of travel, meals, lodging, and other expensesdirectly related to accomplishing business travel will be issued prior to the travel date orreimbursed upon return by Pueblo County. The standard federal per diem rate for mealsand incidental costs associated with approved business travel, as established by theInternal Revenue Service, will be the schedule followed for reimbursable expenses. TheState of Colorado rates for automobile travel will be followed for mileagereimbursement.

Employees who are involved in an accident while traveling on business must promptlyreport the incident to their immediate supervisor. Vehicles owned, leased, or rented byPueblo County may not be used for personal use without prior approval.

With prior approval, a family member or friend may accompany employees on businesstravel, when the presence of a companion will not interfere with successful completion of

business objectives. Generally, employees are also permitted to combine personal travelwith business travel, as long as time away from work is approved. Additional expensesarising from such non-business travel are the responsibility of the employee.

Abuse of this business travel expense policy, including falsifying expense reports toreflect costs not incurred by the employee, can be grounds for disciplinary action, up toand including termination of employment.



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Approval for Travel

The appropriate Elected Official or Department Director must give prior approval for alltravel charged to the County. County business travel includes all travel outside of PuebloCounty. Normally, travel is incurred to attend a regional meeting or for training,

conferences, or workshops.

Reimbursement for out-of-pocket expenses to County employees for meetings and relatedexpenses that are incurred within the County of Pueblo must have prior approval of theappropriate Elected Official or Department Director. A County expense form must becompleted and submitted to the Office of Budget with all receipts over ten dollars($10.00).

1. Authority To Travel At County Expense:

County officers and employees may travel and be reimbursed for all expenses related

thereto when such travel is out of County, budgeted and accomplished in an officialcapacity as official business for the County and has approval of the Elected Official orDepartment Director.

2. Approval of Travel Requests:

Travel notices are to be submitted to the Office of Budget prior to the travel occurring.The notice must be submitted on the ”Pueblo County Travel” form, completing theInstruction and Notification sheet in its entirety.

3. Advance Travel Payment:

If advance travel costs (registration, per diem, etc.) are requested, a completed voucheralong with meeting/training information must be submitted to the Office of Budget priorto the accounts payable deadline preceding the proposed travel date.

4. Reimbursement of Travel Costs:

If reimbursement of actual travel expenses is being requested, an expense report andvoucher must be completed in full along with original receipts for all reimbursementrequests over ten dollars ($10.00).

5. Per Diem in Lieu of Actual Expense:

Per diem subsistence, based on the amounts established under the standard federal rate bythe Internal Revenue Service, may be obtained in advance for each day of travel outsideof Pueblo County in lieu of itemization and documentation of actual expenses for alltravel entailing an overnight stay. Should travel cost exceed the



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authorized amount per day of advanced per diem received and additional reimbursementis requested, an itemization of all costs needs to be kept and submitted along with receiptsfor all expenses thereby substantiating need for additional reimbursement. Receipts forindividual expenses under ten dollars ($10.00) are encouraged, but not required.

For travel of less than one day, it is suggested that actual expenses be reimbursed ratherthan obtaining a per-diem advance for a meal or two. If a per diem is required, then itwill be made according to the following schedule, the percentage being applied towardthe standard federal rate as set by the Internal Revenue Service:

Breakfast - 25%; Lunch – 30%; Dinner – 45%

6. Transportation:

The most cost effective and expedient mode of transportation is to be used by countyofficials and employees when traveling on official county business. These are:

A. Commercial Transportation, Out of State:

County employees traveling on county business out-of-state should use themost cost effective and expedient mode of transportation. First classservice is not reimbursable. Reservations through travel agencies or airlinesfor out-of-state travel shall be made in advance to allow for utilization ofthe most cost-effective fares available.

B. Private or County Owned Vehicles:

Reservations for out-of-County use of a County pool vehicle, fordepartments that do not have assigned vehicles, must be made with the FleetManagement Department at least five (5) days prior to departure. If aCounty pool vehicle is not available, the Fleet Management Departmentwill provide written notification indicating the unavailability of a vehicle.Reimbursement will be made to the employee based on the State ofColorado’s mileage reimbursement rate. Mileage reimbursement is onlycompensated when a county vehicle is not available for the approved travel.

County fleet vehicles will only be assigned to county employees travelingfor county purposes.

C. County Owned Vehicles Assigned to County Employees:

When a County employee is assigned and required to drive a County ownedvehicle to and from work, said vehicle cannot be used for



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personal use except for commuting purposes. Such assignment and use aresubject to applicable rules and regulations of the Internal Revenue Service.

D. Ground Transportation:

County officers and employees may utilize rental vehicles when use isnecessary as part of the mode of transportation to reach the planneddestination(s) included in the travel itinerary and no other satisfactory meansof commercial or public transportation is available.

7. County Credit Card -- Gas and Oil:

County credit cards will be issued to each pool vehicle that has an out-of-Countydestination. The credit card will be used for purchase of gasoline or oil if needed duringthe authorized travel. The original receipt for charges must be turned in with the vehicle.Use of said credit card for privately owned vehicles is expressly prohibited.

Reimbursement on privately owned vehicles will be made based on mileage.

8. County Credit Card - General Expense:

County credit cards for purchases of lodging, meals, transportation and other travelrelated items may be used by Elected Officials, Department Directors and employees inan official capacity when approved in advance. When expenses are charged to the countycredit card, the employee shall provide, to the Office of Budget, the original receipt andinformation describing the destination and purpose of the travel expenses. All receiptsand information required shall be turned into the Office of Budget no later than five daysfollowing return from out-of-county travel or following any other use of the credit card.

Use of the credit card for purchase of equipment, supplies or materials normally obtainedthrough the County purchasing process is normally prohibited. If such a purchase isnecessary, you will be asked to document why these items were not procured through the

purchasing process. Purchase of alcoholic beverage by County credit card is expressly prohibited.

9. Responsibility for Compliance:

It shall be the responsibility of the Elected Official and Department Director to insure thatofficers and employees under his/her jurisdiction shall comply with the provisions of thePueblo County Travel Policy and that monies required to pay expenses related thereto are

available within the individual budgets of the offices and departments concerned.



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If there is any question as to the appropriateness of the travel or if unusual travelexpenses are required, then the Office of Budget should be consulted before expenses areincurred.

10. Conflict with Colorado Statutes

If Colorado Statutes regarding travel of County employees conflict with any portion ofthis policy, the statute will rule.

11. Amendment of Pueblo County Travel Policy

Amendment of this travel policy shall be by resolution of the Board of CountyCommissioners.

12. Prior Resolution Rescinded:

Resolution Number 85-205, dated October 31, 1985, and Resolution Number 94-27 arehereby rescinded.

TRAVEL FOR OTHER PURPOSES

General Policy

Pueblo County encourages its Elected Officials and department or other managementlevel employees to participate in state and national organizations that directly benefitPueblo County. In cases where Pueblo County employees become officers or directors of

state or national organizations and travel is required in connection with those duties,support for that travel in the form of administrative leave and/or the expenses incident totravel will be allowed only when such membership proves to be a direct benefit to theCounty.

Acceptance of an office or a committee assignment in a state or national organization thatwill require the use of county time or resources shall be approved by the appropriateElected Official or Department Director.

Travel Authorization

Review of proposed travel will be made through the budget process and throughindividual consideration of travel requests by the Board of County Commissioners.Travel not approved by the Board of County Commissioners will be at the personalexpense of the requesting individual. Home to work travel time is not compensable ashours worked.



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CHAPTER 9

SEPARATION OF EMPLOYMENT

Separation from employment is an inevitable part of personnel activity within anyorganization, and many of the reasons for separation are routine. Below are examples ofsome of the most common circumstances under which employment is separated:

RESIGNATION -- voluntary employment separation initiated by an employee.

TERMINATION -- involuntary employment termination initiated by the organization.

LAYOFF -- involuntary employment separation initiated by the organization for non-disciplinary reasons.

RETIREMENT -- voluntary employment separation initiated by the employee meetingage, length of service, and any other criteria for retirement from the organization.

Pueblo County will generally schedule exit interviews at the time of employmentseparation. The exit interview will afford an opportunity to discuss such issues asemployee benefits, conversion privileges, repayment of outstanding debts to PuebloCounty, or return of Pueblo County-owned property. Suggestions, complaints, andquestions can also be voiced.

Employee benefits will be affected by employment separation in the following manner.All accrued, vested benefits that are due and payable at separation will be paid on thenext scheduled payday. Some benefits may be continued at the employee's expense if theemployee so chooses. The employee will be notified in writing of the benefits that may

be continued and of the terms, conditions, and limitations of such continuance.

RESIGNATION

Resignation is a voluntary act initiated by the employee to separate employment withPueblo County. Although advance notice is not required, Pueblo County requests at leasttwo weeks or ten working days written resignation notice from all employees prior to theeffective date of resignation.

The separating employee shall receive a final warrant for all uncompensated timeworked, unused vacation, and unused sick leave in accordance with current payroll

procedures.



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LAYOFF - REDUCTION IN FORCE (RIF)

If it becomes necessary to lay off employees due to lack of funds, change in departmentstatus, reorganization or any other reason, the appropriate Elected Official will make

recommendations as to the lay off. The analysis will include the types of activities to bereduced, departmental organizational changes, specialties needed, which individuals or job classes of personnel are to be laid off, when the lay off should occur, etc. After theanalysis to decide which employees will be laid off is completed, the following willgenerally apply:

1. Temporary hourly employees will be laid off first.

2. Among employees not in the above group, the Elected Official has the option to layoff employees as deemed necessary and appropriate. However, in conducting thislay off, the following items should be taken into account in the following order:

(i.e. performance shall be considered first, if all employees of the affected class are performing equally, then special abilities are considered, etc.)a. Performance of the employee

b. Special abilities the employee may possess

c. Total time employed by the County

A full or part-time regular employee being laid off will receive a ten (10) days notice prior to the actual lay off date unless the lay off is of a temporary nature (one month orless) due to a cause that could not be foreseen, or for budget reasons.

Should it become necessary to lay off employees due to lack of funds, change indepartment status, reorganization or any other reason, the Elected Official shall make thefinal decision as to the procedures, extent and conduct of the lay-off.

RECALL

After a reduction in force (RIF -- layoff) the County may wish to recall employees towork. In recalling the employee previously laid off, employees for identical tasks in thesame department unit, office or subdivision, regular employees shall be rehired in inverseorder of layoff, that is, the last employee laid off shall be the first employee rehired.

Regular employees that have been laid off from County service will be eligible for rehireunder the following provisions:

If, within 60 calendar days from the date of layoff, an opening of the sameclassification becomes available within the same department from which the



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person was laid off and the person laid off is fully qualified for the opening, that person shall be rehired to fill the opening. If more than one person was laid off,the rehire shall be in reverse order of lay off. If all persons were laid off on thesame date, the criteria for lay off shall be used as the criteria for rehire. Anemployee being rehired shall be notified by certified mail sent to the employee's

most current address as listed in the Human Resources Department. Theemployee will be allowed ten days from the date of mailing to return to work. Ifthe employee does not return within that time, the employee shall lose all recallrights to that job category and/or job classification refused or rejected.

If the employee is recalled within 60 calendar days of the layoff, the employee shallregain the anniversary date held at the time of layoff for purposes of vacation, sick leaveand other County benefits. If not recalled within 60 calendar days, all recall rights willterminate.

DEATH OF AN EMPLOYEE

In the event of the death of an employee, the final check shall be made payable to theemployee and mailed to the place of residence or delivered to next of kin.

The appropriate Elected Official or Department Director will prepare a final PersonnelAction Notice Form as soon as possible after notification of death of an employee. TheHuman Resources Department will be provided with the following information:

· Date of death.

· Whether or not an accident was involved.

· Date employee last worked.

·

Whether or not the employee was on vacation leave or sick leave status at thetime of the death.

The Human Resources Department will advise the beneficiary as to insurance proceduresfor death claims and also if the employee was covered by the Retirement Fund.

Procedures for claiming pre-retirement death benefits or the return of retirementcontributions will be explained by the Retirement Plan Administrator.

SEPARATION PAY

The employee's final check shall not be paid to an employee until all County property has been returned and appropriate termination forms have been completed in the HumanResources Department. If all paperwork has been completed prior to the



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20th of the month, the final check will include sick and vacation pay. If after the 20th,the sick and vacation pay will be paid at the end of the following month.

Upon separation, an employee shall be entitled to the following separation benefits asotherwise described in this policy document.

Unused Vacation Leave

A regular full time employee or regular part time employee shall be paid for the unusedvacation time he or she may have accumulated prior to separation. The recordsmaintained by the Human Resource Department regarding annual leave shall be deemedconclusive for all purposes.

Unused Sick Leave

An employee who is separated after two (2) years of continuous service shall be paid for

the unused sick leave he or she may have accumulated. Such payment shall bedetermined by the following factors:

1. For employees hired on or before December 31, 1982, the maximum amount ofunused accumulated sick leave that will be used in determining such payment shall

be 120 days (960 hours). Those employees may have a "banked" sick leave balanceas of December 31, 1982. Sick leave pay will be computed by adding the "banked"sick leave balance, and the percentage factors shown in Paragraph 2 below, timesthe remaining sick leave balance. In no event will the total exceed 120 days (960hours).

2. For employees hired on or after January 1, 1983, the sick leave separation benefitshall be computed by multiplying the following percent numerals by the amount ofunused accumulated sick leave earned beginning January 1, 1983.

a. 0 through two (2) years of continuous service; no benefit paid.

b. Over two (2) years through five (5) years of continuous service: 20%- 18 days Maximum (144 hours).

c. Over five (5) years through ten (10) years of continuous service: 30%- 36 days Maximum (288 hours).

d. Over ten (10) years through fifteen (15) years of continuousservice: 40% - 48 days Maximum (384 hours).

e. Over fifteen (15) years or more of continuous service: 50% - 60 daysMaximum (480 hours).



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3. Any employee having twenty (20) years or more continuous service, and who beginning January 1, 1983, accrues sick leave in excess of 120 days (960 hours)may, at the time of separation, convert up to a maximum of sixty (60) days (480hours) of said excess sick leave so earned to vacation leave at a ratio of three (3)

days (24 hours) to one (1) day of vacation leave up to a maximum of twenty (20)days (160 hours) of annual leave. Sick leave earned prior to January 1, 1983, isspecifically excluded from this provision. The records maintained by the HumanResources Department regarding sick leave accumulations shall be deemedconclusive for all purposes.

4. Employees who were hired on or after April 1, 1995 and have completed (5) fiveyears of service will have a maximum payable benefit of 50% of their current

balance up to a maximum of 480 hours.

5. Employees in the Department of Social Services hired before October 1, 1998 will

be paid upon separation one fourth of their unused Merit System sick leave accrualsremaining in the separate account, if they resign or retire in one of the followingcategories:

Ø at the age 65 or over with 5 years of total seniority, or

Ø at the age 60 or over with 20 years of total seniority, or

Ø at the age 55 or over with 30 years of total seniority.

These payments upon separation of the remaining separate account ofaccruals will be paid only if any funding is approved for this purpose bythe Colorado State Legislature, or if the legislature does not approve suchfunding, from the Pueblo County Social Services fund balance. Uponseparation, the Social Service employees’ accruals under the Countysystem after October 1, 1998 will be paid out in accordance with the thenexisting County policy.

6. All employees of the Department of Social Services hired after October 1, 1998 willfollow the procedures and policy as described in item number four above.



ALPHABETICAL INDEX

ACCESS TO PERSONNEL FILES, 12 ADDITIONS, DELETIONS AND CHANGES, 7 ADMINISTRATIVE LEAVE, 40 ADMINISTRATIVE PAY CORRECTIONS, 29 AGE OF EMPLOYMENT, 10 APPOINTED OFFICIALS, 17 APPROVAL FOR TRAVEL, 64 ATTENDANCE AND PUNCTUALITY, 44 AUTHORITIES AND RESPONSIBILITIES, 20

BANKING SERVICES, 30

BEREAVEMENT LEAVE, 40 BOARD APPROVAL, 3

CIVIL ACTIONS, 47 CLASS DESCRIPTIONS, 25 CLASSIFICATION SYSTEM PROCEDURES, 26 CLASSIFICATION/CLASS DESCRIPTIONS, 25 CODE OF ETHICS, 6 COMPENSATION PLAN, 21 COMPENSATION POLICIES AND PROCEDURES, 20 CONFLICTS OF INTEREST, 14 COUNTY GOVERNMENT ORGANIZATION, 6 COUNTY TRAVEL EXPENSES, 63 COVERAGE, 20 CRIMINAL ACTIONS, 47

DEATH OF AN EMPLOYEE, 71 DEFERRED COMPENSATION, 31 DRIVERS LICENSES, 44 DRUG AND ALCOHOL USE, 44

EDUCATIONAL ASSISTANCE, 31EDUCATIONAL LEAVE, 40 EMERGENCY CLOSINGS, 46 EMPLOYEE ACKNOWLEDGMENT FORM, 4 EMPLOYEE ASSISTANCE PROGRAM, 32 EMPLOYEE BENEFITS, 30 EMPLOYEE MEDICAL EXAMINATIONS, 11 EMPLOYMENT APPLICATIONS, 9



EMPLOYMENT CATEGORIES, 16 EMPLOYMENT OF RELATIVES, 13 EMPLOYMENT REFERENCE AND SECURITY CHECKS, 11 EQUAL EMPLOYMENT OPPORTUNITY, 9 EXEMPT EMPLOYEES, 19

FAIR LABOR STANDARDS, 19 FAMILY AND MEDICAL LEAVE, 41 FLEXIBLE SPENDING ACCOUNT, 32

GIFTS, GRATUITIES AND BRIBERY, 46

HEALTH INSURANCE (MEDICAL AND DENTAL), 32 HIRING OF RELATIVES, 13 HOLIDAYS, 33 HOURLY, 16

INDEPENDENT CONTRACTOR, 18 INTERDEPARTMENTAL TRANSFERS, 15

JOB CLASS, 25 JURY AND WITNESS LEAVE, 41

LAYOFF - REDUCTION IN FORCE (RIF), 70 LEAVE TYPES, 40-43 LEAVE WITHOUT PAY, 41 LEGAL FEES, 47 LIABILITY INSURANCE, 34 LIFE INSURANCE, 34 LONG TERM DISABILITY PROGRAM, 35

MILITARY LEAVE, 42

NATURE OF EMPLOYMENT, 9 NEW POSITIONS, 26 NON-COVERED EMPLOYEES, 19 NON-DISCLOSURE, 15 NONEXEMPT EMPLOYEES, 19

ON CALL, 48 ORGANIZATION DESCRIPTION, 6 ORIENTATION, 12 OUTSIDE COMPLAINTS, 48 OUTSIDE EMPLOYMENT, 13 OVERTIME/COMPENSATORY TIME, 48



PARKING, 52 PAY DEDUCTIONS, 29 PAYDAYS, 28 PERFORMANCE EVALUATION, 29

PERSONAL APPEARANCE, 52 PERSONAL DATA CHANGES, 12 POLITICAL ACTIVITIES, 53 POLITICAL CONTRIBUTIONS AND SUPPORT, 54 POLYGRAPH EXAMINATIONS, 11 PREAMBLE, 5 PROBLEM RESOLUTION, 54 PUBLIC RELATIONS, 55

RECALL, 70 RECRUITMENT, 9

REGULAR FULL-TIME, 16 REGULAR PART-TIME, 16 RELIGIOUS LEAVE, 42 REQUEST FOR CLASS DESCRIPTION CHANGES, 27 REQUEST FOR RECLASSIFICATION, 26 RESIGNATION, 68 REST AND MEAL PERIODS, 55RETIREMENT, 69 RETIREMENT PLAN, 35 RETURN OF PROPERTY, 56

SAFETY (LOSS PREVENTION), 56 SEASONAL, 16 SECURITY INSPECTIONS, 57 SELECTION, 10 SEPARATION OF EMPLOYMENT, 68SEPARATION PAY, 71 SEXUAL AND OTHER UNLAWFUL HARASSMENT, 57 SICK LEAVE, 42 SICK LEAVE BANK, 37 SICK LEAVE BENEFITS, 35 SMOKING/TOBACCO USAGE, 58 SOLICITATION, 58 SPECIAL COVERAGE, 19



TERMINATION, 69 TEMPORARY, 16 TERM EMPLOYEE, 17 TIME KEEPING, 27

TRAINING, 38 TRAVEL FOR OTHER PURPOSES, 67 TRAVEL POLICY, 63 TRAVEL TIME, 67

UNAUTHORIZED LEAVE, 43 USE OF PERSONAL COMPUTERS, ELECTRONIC DEVICES OR GEAR,EQUIPMENT AND VEHICLES, 59 USE OF TELEPHONE, CELLULAR PHONES, PAGERS, MAIL FACSIMILE ANDELECTRONIC MAIL SYSTEMS, 60

VACATION BENEFITS, 38 VACATION LEAVE, 43 VISITORS IN THE WORKPLACE, 62 VOLUNTEERS, 17 VOTING LEAVE, 43

WORK CONDITIONS AND RULES, 44 WORKERS' COMPENSATION, 39 WORKING JOB DESCRIPTION, 25

Pueblo County Personnel Manual 2016

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Transcript of Pueblo County Personnel Manual 2016