HomeMy WebLinkAboutR87-39A Remainder of Personnel PolicyTRANSFER"
If an employee accepts a transfer into a position that hay the
same pag grade as his/her current position, there will be no
change in pay.
If an emploUee requests a transver he a pusftion with a lower
pay grade, the change must be revieumd and approved by the
Director of Human Resources and the County Administrator If
the emplogee is accepted for the lower grade position, his/her
new pag mill not be higher than the midpoint of the new grade.
To we considered for a 5ransfer, the following provisions must
be met;
A Employees must be in their current position at
least 6 months before an employee requested
transfer mil] b* considered, unless the empinges
obtains written approval from their Department
Head and the Director of Homan Resources.
B The employee must fill out a Request for Transfer
Form. Their Supervisor must sign it and file it
with the Human Resources Department
C The employee must be in good standing' not on an
improvement plan or on probation, and on the most
recent Performance Appraisa) an overall
pe70rmance rating of '/Meets Expectations" or
higher must have been achieved
D. Employees may only apply for transfers when
a position has been officially posted
E. it is up to the Supervisor and/or Department
Head of the vacant position to determine who then
would like to interview. All inquiries
must be channeled through the Human Resources
Department.
59
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CHAPT'R NINE
El PLOYBE STATUS
Prnba�ion
Merit Pam Increases
Acting Appo�ntment
6O
PRO8ATION
The probation p*r388 is a trial period during -'which a nem
emplogee's Job performance is carefully observed before
a
deci*ion on regular empinymmnY is made by the Supervisor
The first six munnhs of empingment 1s generallg the probation
jeriod If an emplogee changes jobs or is promoted during
thio
41me/ the probation period man he extended
The Objective of the is to help the
proba130n period nem
employee succeed through posit2ve training/ advice/ and
correction. The Supervisor creates an atmosphere that
contributes to the individual's Opportunity for success
Because the abilitg to learn and apply knowledge varies
between
individuals, the amount and type of assistance may be adjusted
accnrdinOly
Weaknesses in performance may be brought to the employee's
attention in detail for understanding and sustained
self—�orrection
%f at any time during he probationary period, the Supervisor,
concludes that the employee is unable or unwilling to
satisfactorily perform the duties of the position, the
Gupervisor may recommend the termination of the employee.
The
emplogee may he terminated or demoted at any time.
Department Heads must consult with the Director of Human
Resources before terminating an employee,
MERIT PAY INCAEAS
Merit Peg increases -may be granted only when an empingee meets
an exceeds the standards of pemfoymance Cr efFiciency
established for his/her position. An emploUee who raceives a
belom standard performance rating is not mligible for a merit
increase. Evaluations ef an emplmgee's wort performance for
merit increase purpose will be made bg the emD1mVee'y Supervimor
in writing, subject to review bV the Director of Human
Resources.
Each employee mbo is nnb at the top of his or her position's pay
range will be eligible for consideration for a merit increase
upon successful completion of probation After the first six
months of employment, an emplogee who is not as the top of their
Peg range may be elx0ible annually for consideration for a merit
increase, if the employee's service has been cnntinoons.
Normally, an emplaUee's review date will be their anniversary
date. A Department Head wanting to change an employee's review
date must consolf with the Director of Human Resources The
Director of Human Resources' approval is required for ang change
in review dates
Nhen an emploYye is promoted, he/she uili be put on review
status For at least six months The Supervisor mill give the
employee a written p*rformance evaluation at the successful
completion of the review status. This may or may not provide a
pay increase The employee's anniversary date does not change.
An employee who has received a delayed merit increase due to an
error or lack of funds will keep his or her earlier merit
increase eliUibilitg date as though Share had been no delay
ACTINg APPDINTME|
When the Countq has vacancies caused By turno'07/ medical le
leave of abyence, nr the creation of a nem Job. Dopartment
Heads, with the approval of the County Administrator, maU choose
to assign the Wties temporarilg to another employee.
If you are aomigned to work in a Jo
own for an extended period of time,
at a higher sag level An extended
longer unless otherwise approved hg
You may apply for a vacant position
appointment
classified higher than pour
you mag be temporarilg Paid
period is one (1) month or
the Cnontg Administrator
while holding an acting
63
CHAPTER TEI%1
cDMPENSATl��
Ry�or 7ime
�aVrhecks ao� ��1 �er1uds
Ovartima
I�anjatorp PaVrn�� �e�octions
Proc*dvre tq Corrert Du-roll Errors
Makiny Up Time
�
6 4
REpQRTINQ YOUE TI
Non—exempt empingeel are required to keep a aailV record on the
County time sheets of their hours worked You must document tMe
time Uou start, the time you quit/ and the time you spend on a
meal period. You must obtain Your Supervisor's approval before
ma&ing up time or working extra hours, ar working overtime
unless there is an emergencg situation requiring overtime Your
Supervisor mill approve your tima sheets. and Uno m3ll be paid
on the basis of the time you report,
Time sheets must be completed and signed bg each non—exempt
employee. They must be submitted to the appropriate Supervisor
for approval before 10:00 a,m, on the Monday Following the end
Of a two meek payroll period. Time sheets are due in the
Accounting Department by 12 noon on the Monday following the and
of the two—week payroll period
Exempt empingeem are also required to keep a record of their
hours worked. Department Heads should review their exempt
cmpinUee's time records periodicelltj
Falsification of time sheets is grounds tor immediate dismissal
PAYCHECKS AND PAY Plow
The Countu has a bl=weevlU payrnll mgstem '�^ loqees will be
Paid every other Fridag If a &ount4 designated holiday falls
on a Payday, paychecks will be distributed on Thursday Payroll
schedules will be posted in each department and on mmployee
bullevin boards. Unless the employee is dismissed by the
County, no advance payroll checks will be issued.
Paychecks will he distributed bg the emplogee's Department Head
or the Department Head's designee Department Heads or their
designees will ma]l paychecks that are not picked up by
emRlnyees to the employee's mailing address.
An employee mag authorize the Accounting Department to
distribute his/her Paycheck to a specified person. A release
Form is available in the Accounting Department which most be
signed each time an emplogee authorizes another person to
receive their pagchecL
When an error in pay is identified by either the Department Head
or the employee/ he/she should notify the Accounting Department
immediately so correctjony can be made Tt is the
responsibilitg of the emploHem to review pay information
hi—weekly to assure accuracy and to report errors in a timely
manner. Any over or underpayment most he brought to the
attention of the Accounting Department for correction
Overpayments will result in a collection for the total amount
66
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MANDATURY PAYROLL� y: QC TION� x
~�
FEDERAL INCOME TAX (FIT) The Federal Qovernment requires Eagle
County to withhold a percentage of an employee ~s pay for Federal
taxes each year The percentage amount m1thheld is based on the
amount of pay and the number of exemptions claimed, as indicated
�. on the emplogee's W-4 form. The number of exemptions claimed
map be changed by the employee at any time,
STATE INCOME TAX <SITV The State of Colorado requires
mandatory deduction for state income tax. The amount taken out
of an employee-s pay is based on pay and the number nf
exemptions claimed on the W-4 form
SOCIAL SECURITY TAXES (FICAP This program provides old age/
disability and survivor benefits, The percentage deducted is
determined by federal lam. This amount is matched
dollar—for—dollar by Eagle County.
RETIREMENT: After one gear of regular employment, employees are
required to contribute 3% of their annual pay b1—meekly to the
Colorado Officials and Employees Retirement Association The
County also contributes 3% of the employes/s pay.
In addition to the mandatory retirement deduction, employees may
elect to have an additional amount withheld. Employees can
obtain the necessary forms from the Human Resources Department.
QARMISHMENTG AND WAGE ASSIGNMENTS. When required, the County
will deduct garnishments or wage assignments from the employee
paycheck. For each garnishment or wage assignment' the employee
will be charged $25.00. The $25.00 fee is to cover the
administration of the garnishment or wage assignment and is u
mandatory payroll deduction.
5pproved �oy``°��or^�o `�e~ hsr��
hnurs in �ne '�+�: i"h » Countu workuee�, f' rui'n���
over :�// n1 a�m. through
not idaVs 0 p�id Ie�ve h
n��.�� �r� �ot �Qun d
as nsurs ccono ing overtime.
Executive/ a,Jnin rrs:!.vp or ;rofessiunal �no/ol)ees ars exempt
From ovsr^;ine �od j:pecte�.j to unrk the nnr�al for�y hour
wurk ��eek. Piu� y�atever additional tiae ma� be reovirnn dye to
the demands of tk� ��n Department Heads maq ]ra�� exempt
enplygees �e ji ioistrative leave
Ynvr Superviscr ur hi er designated al�ernace can reLluire gou
�n wurk Overtioe
�
68
M#NINg UP TIME
Time lost bg an empivHee for medical or dentarjappmintments ma@
be made op during the seme mnrvueen at the discrelion of the
Supervisnr 2f the following cunditions are met�
A /4 request to make up lost time in made in advance
With the pmplogee/s Suyervisor
B. There is mory to be accumplished that the
employee is qualified to perform
Q Adequate supervision is available�
Requests to make up time lost due to tardiness is not encouraged
and Will unlg be allowed at the Supervisor's discretion
��
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CHAPTER ELEVEN
BENEFITS
Vacation Leave
Part—Time EmPlcuees
Sick Leave
Sick Leave Bank
Mica! L=ave
Holidays
Fersenal Leave
Military Leave
Fynerxi Leave
Leavp Aitxsot Pay
Leevp ow Absence
Administrative Leave
jury and Witness Leave
voying
Insurance
Rebzrrn*n7
Employee Assistancu Program
Notary Public service
71
VACATIOM LEAVE
Eagle C mmplogees
to be able tu y�mnd some time amaU from their mork environment
each gear Paid vacation regular
employees Annual vacations ere essential tn 0, 'n mell—being 'n r,
the phgsical and mental health of emplogees
Emplogees 1n their in er od accrue but do not
earn vacat- ion l�ave or pa unti) they ha successfullg
completed qrobatinn cation pay mill nut be paid
�mployee is teryinated or resigns duriny the probation �er�od
All regular pmplogees mho are schedoled t* mork taentg (2J) to
fortg (40 ) haurs per meek are eligiblm for paid vacation All
rego me and part—time e n ' logees earn vacatimn �n
accordence h the followj- ng schedule�
YEARG QF GERVICE
Up to three gears
Three grs G ru 5 �rs
Six pr s. thru 1U qry.
Over 1O grs
ACCRU4L RATE
Per Eli blm
Hour
0385
Q4 612
&577
O769
MAXTMU� HQURS
A rill uall�
�\ccroahle
8O
96
120
l6O
The earn�d vacation hours are uVdated b1—mcekly and are shown on
Wbe emplotjee's Vagcheck stob Vacation is earned on eliQible
houry olidag, personal� vacation/ Jurg' emergencU and
funeral leavo and all paid leave and regular hours worked are
eligiblC- hours. EmploUems do nmt accrue or earn vacation nn
extra/ overtimm or sirk leavm bank hours
A All re uests fnr vacation moat be approved b he
amplm�ee's Departmeni� Head
8 �e�umsts for vaca"ion should be submitted to the
De�arfment Hea� far enoygh in advance to schadule
an alternative time, if necessarg Some
Departwent |leads have specific BuiJa1ines
or oling vaca On
C. The Depar has the ri8ht to approve
vacation leave for emplogees at times that 6o
nC"; interfere W 17 11 nfficient opmration of the
depar1:�ment
D. If a hulidag falls uithin a schedxled
vacatinn' the holida] mil\ not be charged
against v*cation leave. T ill e emplogee y�1l
receive holidag 13 aU-
Vacation
Pour hours
hours, etc
Vacmtion l
not earred
requested
leave must
Ave must be taken in inr ents of
'H e your hours, eight urs/ We]
>
emve will not be approved for houry
by the beginning date of the
vacation. In other uords/ vaca0on
be earned before it can be used
A Pay checks will not be issued in advance for
employees going on vacation leave.
The most vacation leave an employee can earn annually is
160 hours The most vacation an empluyne can accumulate
is 160 hours Employees are responsible for monitoring
their vacation balance to ensure that theg do not Use,
their earned vacation
P/�RT—TIME EMPLOY
A �art—time emp]oy�� who morks a minimum of �� "ntntg houry
psr meek for F�agle Countg mill be �ranted sick leove and
vmcation leave on an accrual basim G1ck leave is accromd
at Q3O8 hours per hour uorkmd Vacation time is accrued
on an hnurs—worked hasis at �he same accrual rate ae
full—time empinyees
A part�—time emp, lw§ee mho normal Ig 10 13 a minimum of 2O
hoors per meek mill bw given paid h dags hased on he
pro—rat,ed basis. hased on hours normally yurked {For
example, if you noraallg mork 32 hours per meek gou wou ld
bm paid ours holidag) Regular par�—time
emplo@ees are also el1g1bl* for Personal leave o
Personal Leave policg)
Part—time e,nplo�jees w e paid at a pa� lovel base on
t�e Count V compensation plan
A pant—tim entitled to overtime pag at one
and one—hulf time the regular hourl� rate onlU for over 4Q
hours ,orked fran the 5ondag throuqh SaturUag seven dag
work The emplogee must first obtain apprnval from
his/her Supervisor to work npnrtime
Insorance mag he evailable for part—time emplo�ees mhe
regularlg mork a minimum of 3D hours per week These
eeRloyees m4o yish to be covered under the insurance plen
uill be reauireJ to po5 a pro—rated emium. based on the
hours sorkad To mbtain inmurance coverat-;p/ t&m part—time
emplogee must enro}l mithin 3G days of b ecoming eligibla
or he employee y red to submit a prnof cf
i tg case/ onlg the yndermriters nf
nur he8 insurance carrier hava the eutboritg tc approve
or denq the 1, e0uest for insurance
All regolar part—time employems morkzny 2Q hcors or more
per wee� are reQ ujred to par icipate in the Coloradm
[>fficials' and Employees' Retirement Association beginning
on tUe nmzt z grolI after one full gear of em;logment (Gee
Retirement)
If a regular part—time emplogee hecemes a ragular full
fimp emplmyee. his/her anniversarg date uill be ad`/usted
For �verg 4g hours wurked as a part—time emylngee, he/she
yill bp granted one <1) gee nioritg Spniorit4
determines benefif accryal rates
SICK LEAVE
�
Sick leavm is a p' `ilege available for reg ' emplu0ees
working 20 hours or more per week Go he ooed in 1hm
MllowiaD cIrcumstancea�
A When the employee is unable to perform his/her Jo!,;
Myles because of illness, inJurg, pregnancg
diyaDjlitg or birth nf m child/
8 When the employee has medical, surgical, dental
or optical euaminations or treataen&
C When an employee is required to care for an ill
member of the immediate familg/ parent, spouse
child or other dependent wad lives in the
emplo0ee's home, he/she may use accumulated sick
leave up to 49 hours for any one illness or
injury�
An employee must cmmplete three continuous calendar months of
employment More becoming eligible to use sick leave.
Full-time employees accrue sick leave at 5,33 hours per month
paid at their regular base pay, Sick leave accrued for a
partial month uorvcd will be pro-rated to the nearest hour.
Part-time employees working 20 hours to 39 heurs per week mill
accrue sick leave on a pro-rated basis - .0306 hours per hour
worked (See Benefits for Part-time Employees)
Sick leave may be used in increments of one hour <i.e. one hour,
two hours, three hours, etc.'',
The maximum accumulation of sick leave is 480 hours. Upon
separat1on, unused sick leave will be forfeited.
Normally, if an employee has used all nf his/her accrued n10k
leave, they may use accrued vacation leave, compensatory timm
or with their supervisor's approval theq may use leave without
Pay in all cases/ when an employee has sick leave accroeJ/
they must use it first.
Employees may be required to return to work the
release by a physician. Supervisors may requir
or a note from a Public Health Nurse stating tb
has been ill, and/or that the employee has been
return to work.
day following
B a doctor's note
at the employee
released to
If gas have to be absmnt, you are responsible for contacting
your Supervisor within your first scheduled one-half hour of
work or sooner. If you know about an absence in advance, uou
should inform your Supervisor as soon as possible, Some
individual Department Heads may vary this policy to meet special
reoo1remonts of V JJ departmenry Th* Sup ;so- 1s
responsible for gi.^jnD each empingee a list ��'mhnm to call,
shmold No Supervisor not be availaUle-
Emploqoes must complete a Request for Leave form in advance a,
pouyible, or on the day they return to wort. Requests for paid
sick leave will he reviewed by the employee's supervisor, If
the emploVoe is exppcvmd to miss more than 5 wort days the
County Administrator will also rev3ew the request (see Medicnl
Leave)
Accumulated ON leave and additional time off will not be
granted to comppnaate for illness which may occur during an
emplogee's vacation/ personal day or scheduled holiday unless
the employee is hospitalized. Non-huspitalized recovery t1me
during scheduled vacation leave will be counted as vacation
leeve
Oct Wave will not be paid for ang absences occurring duri:g
the last two weeks OF emplmgment.
76
MEDICAL LEAVE
In the event of a jor illness, preynancq 0,1 ability or 1nJurg,
empingees may At yranted a me64cal ieave rho emplugwe's
accrued sick, vacatiun cnmpensatorS time and personal leave mill
be applied to tke med1cal leave Ano sIck leave exceeding c
mork days require; a doctor's note The note must soate that it
was necessary for the employee to be on leave and the nature of
the 81sabilitg if it is anticipated that an employee mill be
on leave for more than 5 work daps/ the note must also state thm
anticipated duration of the leave. The County Administrator
will rmview all leaves expected to exceed 5 work dags The
County Administrator may require a physical examination by a
Cnontg~denignated phgsician at the Count g's expense
EooploVees are paid for holidags and accrue vacation and sic�
leave while thel are on paid leave 101her than Sick Leave
8ank),
An emploYee on medical leave who has exhausted all paid leave
mag request partial pagment from the Sick Leave Bank Come Sict
Leave Bank)
While nn unpaid medical leave or while using the Sick Leave
8ank, an empinVee dues not accrue vacation/ sic! or personal
leave Employees on unpaid medical leave (sick bank included.,
are not eligible For paid holidag, Jurg, militarg' Funeral,
wmergency or lea
The insurance premium will be paid by the Countg during the
approved leave not to exceed ninety <902 days If the employee
I
s a part—Ume employee, the employee must continue to pay their
�aI portion of the premium � The County will pay for remaining
� portion during the approved leave not to exceed 90 calandar
days
Employees are not eligible for raises or other increases in pay
mnzle on menzca1 leave of absence, If an employee misses a
review date while on leave, he/she map be reviewed upon return
to work. If an increase in pay is given, it will be effective
on the date the employee returns to work, The employee's next
review will be due one year from the date upon which the
employee returned to :/ork. Exceptions may occur if the emplog*e
is promoted or transferred.
An employee an medical Nave who has not been released by a
Physician to return to their previous Job by the 91st calendar
day after the beginning of the leave may be terminated.
A medical leave of absence contemplates the emplogee/s return to
active emp]ooment, Should the County determine that the
empingee began the leave intending not to return' or if the
employee Jees nut urn to mork after h�in leased �u ra�orn.
the empinUee maU R�yre�oired to reimburse oun%g for 3 g pag
benp i-
i eave, rece1ved during �he leave
w
SICK LEAVE 8ANR
The Sick Leave Oarprovides temporary contMed income to
emp09ees who have exbaostad all paid leaves and are
nxperiencing an unanticipated serious illness or injurg
requiring an e10nded absence from mor,
Regular Full-time mm8loqees who
cont2nunus full-time empingmpnt
leave hours From ohs 8ick Leave
guidelines,
have completed one year of
are eligible to withdraw siz/
8ank under the following
X All paid leaves must be exhausted
R The requesting employee must submit a phgsician'a
statement indicating the nature and probab1e
duration of their illness or injury,
O A request to withdraw sick leave hours Prom the
Sick Leave Bank most be submitted through the
requesting empingee/s Department Head for
comments and recommendations. The Department
Head will send the request to the Directmr uf
Human Resources, The director of Homan Resources
will verify the reo,uestor'y eligibility and send
the request to the Sick Leave Bank Review
Committee
D. The Sick Leave Bank map not be used for an accid-
ent, illness or inJurg incurred in the line nf
duty or for which Worker's Compensation has been
applied for or is being received,
E Withdrawals from the Sick Leave Bank are limited
to a total of 320 hours per calendar year per
amp logee
F Withdrawals from the Sick Leave Bank are not re-
quired to be repaid or replaced
0. Payment for sick leave hours withdrawn from the
Sick Leave Bank will be at 75% of the receiving
nmpingee's hourly rate of pay earned on the last
day of active paid County service.
K The Sick Leave Bank
sidmr the requesting
balance, usage rate
illness or injwry in
mithdrawal of hours
Review Committee will can-
employee's prior sick leave
and seriousness of the
recommending approval for
from the Sick Leave Bank
The following dags ~hre 8esignated paid holi6wqs for regular
emplogees EW& Countg u/fices will by closed on these day-
New Year's Da�
Preyment's Qag
Memorial Dag
Indapendence Dag
Colorado DsU
Labor Dag
Columbus Dag
Veteran's Dag
Thapksgiving Dag
Day after Thanksgiving
Christmas Day
JanoarH i
Fmhruary' 3rd Mondag
May, last MondaV
julg 4th
August 1st Monday
September, 1st
Monda9
October/ 2nJ Mnndey
November 11th
November, 4th
Thursdag
November, 4th Friday
December 25th
To be paid for the holiday/ an employee must on on pa1d status
the dag hmforn and the jay efter the ho]idaU All eli�tbl�
regular Full-time employees will receive light hours of holidag
pay for the hnlidag. (Regular part—time emplsgees: see Part
Time Employees,,
Regular non—exempt emplmgees who are required to murk an a
County designated holiday will receivo eight hours of holidag
pay in addition to straight time pag for hours worked during the
huliday. Regular non—exempt employems will receive overtime pay
or compensatory time for hours worked ever 40 in an established
work meek (See Overtime and Compensatory Time>
PERSONAL LEAVE
Regular status ful^A1me emp1ogees mi}l be get nted two paid days
off each year fur pmrsonml business Regular ytatus part-03me
emp1o0ees will be 8rantod tmo four—hour paid dags PDch gear for
peraonal use Mw ea9lngees shall be granteU ore paid personal
day oTf during the first year of empinVment aftmr they have
completed six months at continuous smrv1ce ano attained regular
status. New empingees whose First gear anniveroarq date fails
between January 1 and June 30 shall be eligible for two personal
leave days in their second year of employment and each gear
thereafter. New emplogpey whose anniversary data is July 1 or
'star are eligible for one dag of personal leave in their second
year of employment and two days thereafter Parsonal leave nff
may he not be used in hnurlg increments, but must be taken for
the full eight hours. Personal days off must be taken during
the calendar year and cannot he accumulated or carried over.
Personal leave shall be requested, in advance` by submitting a
Request For leave form to the employee's supervisor for
approval. Time off for personal leave will not be paid leave
unless the Request for Leave form is approved bq the supervisor
and Forwarded to Human Resourcev�
0 1
MILITARY LEAVE
Regular empin@ees`who are members of the NaU%"Wl Quard or nther
state or federall@ organized military force or remerve are
entitled to a leave mf absence to enga8o in training or active
service required by the organization without loss nf pay,
Lop ioritq, status, mfficiency rating, vacation. Sick leave/ or
other benefits. An emplogee mag return from militarU leave if
they rmceived an honorary discharge and return to the County
position jmmediatelg aPtep the military service terminatea
Leave required fnr military service over 15 dags per year is
Without pa;. The rights and conditions for reinstatement at
completion of extended military sernice is yovernad bg 28-3—cf01
et. sea C.R.S. as amended and bU the Veteran'a Reemployment
Rights Act.
An employee's orders for a scheduled miljtarg assignment should
be submitted to their Supervisor at least (4) four weeks before
the effective date. Military leave requests must be supported
bg a copy of the militarg orders, 1nd1cating reporting and
termination dates of the assignment Request for absence for
emergenc0 rmsponse must be submitted to the emploUee's
Supervisor as soon as possible fur approval.
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FUNERAL LEAVE
Regular full tm� ^to twenty-four
hours of funeral ieave with peV (regWar part-tlme omplugees may
be granted 12 hoors nf funeral leave with pa;) if needed tn
attend a fonpral when a death has occurred in the familg as
def"ned below If necesyary, and mith the approval of the
Jepartment Hmad, emplogpes mag umm accrued vacation leave or
leave mithnut pay to extend the absence from work,
regular full-time emplogee who wishes to attend the funeral nf
of a c1ose personal Friend or relative other th
the family, as defined below, map receive up to
pay if authorized by the employee's Supervisor.
part-time employee (works 20-39 hours per meek}
to two (2) hours Dag to attend the funeral of a
or relative.
an a member of
fnor (4) hours
A regular
may receive op
close personal
Family is defined as mother, father, sister' brother,
grandmother, grandfather, daughter, son, mife, husband,
granddaughter, grandson, step-mother, step-father/
step-daughter, step-son/ sister-in-lam, brother-in-lam,
mother-in-lam, father-in-law, aunt, oncl*, niecey, and nephews,
To be eligible for funeral leave pag, the employee most attenJ
the funeral service. Supervisors may require an employee to
Provide a Public notice or evidence of the death.
Funeral leave pay will not he paid in addition to any other
allowable pay for the same day, such as holiday pay, sick paq,
etc The onlg exception to this policy is when a death nrcurs
in the family while the employee is on vacation/ in which case a
maximum of tmentg-fmur (24) hours vacation days maq be granted
to cnmpmnsate for hours used as funeral leave
83
LEAVE WITHOUT PA
If emer2ency nccura, Hpad
mag grant up to ten (10) daqs leave u3thuut pay per each twelve
(1ll month period 11 Uoy are e regular status emplogee. Failure
Co return to work at tbo end of an autkorized leave ma! reanit
in immediate terminahimn
If an emplogem reYuests more than ten 1101 mork da0s of Leave
Without Pay. 0e requesu must be referred to the Coontq
Admin�stra�or
The CountH Administrator will consider granting
a Leave Of Absence (see Leave of Absence),
LEAVE OF A8GE1C5
Upon approval nf on1 Coontg Administrator ano~"the emp}eHao'y
Department Hea& e regular emploqee may be granted a leave of
absence up to one gear for compelling personal busineys�
All accrued vacation ]save, personal )eave and compensaror1 time
must be useiJ at the beginning of ?Na leave of ebsence,
Employees on leave of absence, with or without pag, do nmt
accrue vacation, sick or personal leave Employees on Have of
absence are not eligible for holiday, jury, military, sick.
Personal, sick bank, Funeral, emergencH or administrative
leave. An employee's insurance coverage oontanues as long as
applicable laws allow and the employee portion is paid. While
an employee is on a paid leave of absence, the employee's
poMon/ if applicable, is covered through pogroll deductions
When an employee is on an unpaid leave of absence, he/she mail
remain on the County dental and health insurancm plan provided
the full premium is paid in advance by the omploVee
Provided that the emploqee returns to work mith the county on
the agreed upon date, the employee may retain the benefit
accrual rate that they were eligible our upon commencement of
the leave,
Employees an an approved leave of ahsence who fail to reourt for
work bg the first day after the expiration date of the leave of
absence or a properly approved extension, will be terminated
from Heir employment with the County as of the last day
actually worked,
An empluYee mhn engages in other emplogmmnt/ incladin§
self—emploUmenO while on official leave of abspnce will be
terminated effective as of the last day marked, unless prior
written approval has been obtained from the County
Administrator
85
ADMINISTRATIVE LE
The pay level nf e`wpluoecy who are mxe,npk fruA nvertime pay
takes into account that it may ba ,'ecessarg for not empIogee tn
mork overtime There mag be situations in mhish an exmmpt
emplogee is required to work a significant amounr of ov*rtime
for an extends, period of time
To compensate exempt employees mAo work a s1AnifIcan% amount of
overtime, Department Heads may chnose to authorize occasional
administrative leave. Administrative Leave is not to be
considered as hour for hour compensatory time
JURY AND WITNG85 VE
Engle County encou`°agen emploHees to fulf1ll`~toeir c1v1c
VIE Pons ibi1ittea When called upon for /ory or watnesm du?g,
When a regular emplmgee is absens on a rogularlq schedolsd
workday because of a summons to appear for jury duty, tbm
-�mplogee will receive regular straight—time pay, And
reimbursements for mileage or parking may be relained by the
employee
When a regular employee is absent on a regularly ycheduled
workday because the employee has Deen issued a subpoena by a
court with proper jurisdiction to appear as a mitness, except
when the employee appears as a witness for the employee's omn
personal benefit' the employee will receive regular
straight—time pay, Any reimbursements for mileage or parking
map be retained by the employee. An employee involved as a
plaintiff or defendant in a legal action is not covered under
this policy.
The empIogmp/s immediate Gup*rvisnr must be advised b@ the
emplogee as soon as the employee receives,
A. A notice to appear for examination as a Juror
S. A summons to appear and actuall: serve as a
Jurnr.
C A summons to appear as a witness in a court case,
and furnished With a aopg OF such notice er
summons, 4 copy of the notice of summons should
be forwarded to the Director of Human Resources
Eagle County usually will not atfeept to get an emplogee
released from serving on a Jury or as a witness, If the
emplogee's absence on J«rg or witness duty will serioosl3 impede
or disrupt production or cause some otber hardship to Eagle
County, the emplo0ee/s Department Head may request that the
Director of Human Resources ask for a postponement of the
service.
Employees on Jury duty or called as a witness will be expected
to work as much of their regularly scheduled shift as their jury
duty schedule or appearance in court permits. Employees must
report for work an their regularly scheduled workday whenever
they are excused from jury duty or witness duty.
Payment will be straight—time pay for the emplogee's regularly
scheduled shift at the pay rate on record at the time of such
service. jury and witness leaves of more than thirty (30)
calendar days will be reviewed b0 the County Administrator The
Cuuntg Admin1stra mill decide ohetMr mr the mmplogem
will continue to ra,Cezve paid leave and mhekwvr or not the
emplogee may keep oil pay from the courtx
Time spent on Jury dutq or as a u/1tness mijl be counted as jorg
]eave. Employees will be permitted to wopk ang overtime hoors
that they manly normallg be scbe8vlm6 to mor; if they more not
on jury duty or serving as a witness, homever, mmploUeps mill
not be paid overtime my earn compensatory time for time served
an a Juror er a witness Overtime in computed on hours actuallg
worked over 4D hours at the assigned Job
Employees will continue to receive their regular poi, includinQ
holiday pay for hulidags observed by the CountV, for each pag
period duping their authorized absence as a juror or witness
Emyloye9s maY pick op their paychecks personally or havm them
mailed to their homes
A non—exempt employee's time sheet should he distributed in thm
normal manner if the employee performs ang work for the Cuunty
during such period. "Jury Duty" or "Witness Duty" should bm
indicated on the time sheet for any periods of absence for court
service. If the employee reports for wort, the time sheet most
indicate the actual hours worked.
2 8
VOTI��
The County will gy�r6& emplogeps necessarU rim'' nff with pag �o
vutw in general and primary elections aa specified in Colorajn
State lam
Required tjme nff to vote uill be grantea to an empinyee bv
their Supervisor if
A The emplogee is a registered voter
0 There is insufficient time for the emploqee an
vote outside *is or Her regular working
hours An emplogem is considered to have
sufficient time if the polls are open a total
OF three or more hours during which time the
employee is not working for the County
Q An employee who believes that
time off to vote will be neeUen must give the
immediate Supervisor at least one work Uag's
notice. The Supervisor will schedule tho
time to be Men to vote.
D. No deduction from regular pay will be ooado
!or aythorizad time sff, to vote up to a
maximum of two hours.
IN5URANCE
The County pags th= ^premium jor single or fw*llg health and
dental insurance for eligible Full—tim, emplugems ln addition,
One County provzaes 250&Q Q0 of group kerm life insurance for
pach foll-0000 emplogee enrolled in the insurance plan
Regular part—time employees who normallg mork between 3O-39
Attica per meek are eli8Ible we participate in the
Medical/Qental/Lifm plan on a pro—rayed basis
Health/ life and dental insurance coverage becomes effective one
month after hire. Fnr example, if you were hired on June 10,
door insurance mould become effective Joly 1O,
For any changes that mag affect your Countg insurance status or
withholding allowance, you must notify the Human Resources
Department in writing within two weeks, The Human Resources
Department will assist gou in completing ang necessarg forms
For move informWon on insurance' review your Gummar9 Pjan
description If you have misplaced Your summarg Plan
descripWon yoo may obtain another one bq calling the Homan
Resources Doparomenn�
RETlRBHENT
Eagle County is a`Amber of Colorado Offici-�~ /' and Emplogeea'
Rptirement Associatlon All regular omplogees working 20 bourn
or more per week are uequired to Aartjcipate as a condition nf
emplogmenr beginning an the next Ragrnll period after one full
year of employmen�
Eagle Coontg's contribution is 3% of an empingee's compensation,
Employees are required to contribute an amount equal to the
County/a J%. Employees may voluntarily contribute additional
amounts according to tAe Association poles
Upon retirement/ settlement of benefits may be made by
A Purchase of an annuitg contract
8 In one payment,
Q Annual or semi—annual installments, for a period
not to exceed 10 gears
Q. Any combination nf the above
Provisions are made in the plan for early retirement, An
employee may retire on or after age 55 contingent upon
completion of twenty gears of continuous yervzce
If an employee dies before retirement/ the contributions (both
employee's and Eagle County's) plus earnings an the investments
will be paid to the employee's beneficiary,
The plan pays only upon retirement/ death, disability or
termination of emplogment.
Upon termination of employment, the plan prnv'ides.
A. The amount the empingee contributed, plus
earnings and
W 10% of Eagle County's contribution, plus
earnings, for each twelve months of the
employee's participation in the plan�
Payment of benefits may de made through
the purchase of an annuity contract/ in
regular installments, in one sum, or
through a combination of the abuve�
EMPLQYEE A�SISTAN RQ�R�M
The Employee Ass1sAnce Program provideo cooW,!ling and referral
yervices for all employees and thwir femilj members Tne
program provides the opportunity for troubled employees or their
family to naek help an their own by contacting the counselin�
agency on a conOdential basis�
EmploUee AsaiAance 1s provided by the Colorado Wes,,,
Prefessional Coonseling Center. An emplogee or their familU
usually receives the firut three visits free mf charge each
calendar gear. Mandatory referrals may also be made by
Supervisors for employees whose job performance has deteriorated
because of personal problems or other reasons
NOTARY PUBLIC GER
As an additional &o�ylogee henefit' employees wag use the nozarg
serv3«es of a nutarg public emploqed by tUw Count, The nntarg
public service yIll be provided free OR charge
EmpinVees needing a notarg pobljc shnuld consult with the noaary
public to schedule a cnnvmnient time' hnmever/ the service
should not interfere w1th the operation of m Wartment
Supervisnrs mag designate alternate times,
93
CHAPTER TWELVE
TRAVEL, CONFERENCES AND SEMlNAR�
[raval Reimhwrsemen
Personal Vehicles on Oounty 8usiness
Conferences mnd Seminers
0
TRAVEL REIMDURGEnm
Eagle County emyJobsms are mligible to receive reimbursement for
actual, necessarV and approved traveling enpmnses when Eagle
Countq require; travel awed from the regular wnrk mtatiun
The meal reimbursement limitations stated below do nnt applg
Elected Officials, thp Cnonho *K=
Attorney, or Qirectors
I
Receipt Requirements:
A. Receipts are required for reimbursement of
travel expenses. When possible, the receipts
should contain the date, description of purchase,
dollar amount, vendor, name of person pa1zng,
vehicle make and license number (if vehicle
expense), and signature of empingee
8 Reimbursement for travel
limnsine/ or parking will
Receipts are required.
Meal Reimbursements
by taxi, cab, airport
be at actual cnyt
A 8rmakfast�
1, Breakfast expenses may be claimed mnlg if the
travel requires an employee to leave home before
5.00 a.m. during anV day in which travel away from
the normal work location is required
2. Reimbursements are at actual coax up to
S5.(}0 plus a 15% tip allowance (maximum tip 70
Receipts are required for reimbursement
8. Lunch-
1. Lunch mxpenses may be claimed only if the travel
meets all of the following conditions-
Al Normally, the travel must be to a
destination outside Eagle Countg
boundaries. However, employees who are
not normally required to travel from
Eagle to Basalt or El Jebel but who must
do so for a special circumstance may be
eligible for a lunch partially paid. In
this case, the Department Head's
approval is required.
95
2 Reim ements will be at rnuE lost up to
AS O[Y~yluo a 15% hip allowance jaximom tip
$1 201 Receipts are required for
reimhursement Employees required to travel
tn Oasaly nr El Jehaj from the Eagle area as
Aesignated in ,a'') are eligible to receive a
maximum reimbursement of G4.60
C, Qinnmr
1 Dinner expenses may be claimed only if the
travel reyolts in an employee's arrival at
home after 8:00 p.m. during anV daV in which
00-vel away from the normal work lncaoon is
required
2. Reimbursemants are at actual cnst op to
$14 &Q plus a 15% tip allowance (maximum tip
12.10). Receipts are required for reimbursement
III Lodging Seimbursement
A. Lodging may he reimbursed at actual cost when
business travel requires overnight
accommodations Receipts are required for
reiebursement
B. Baggage handling tips will not be reimbursed.
IV. Transportation Reimbursements
/\ Travel using a County—owned vehicle,
1 When using a County—owned vehicle, it 1s the
emplogee's responsibility to be familiar with,
and follow all the provisions as stated in the
Motor Vehicle Pool Handbook.
2 If it is necessary to fuel a County—ouned
vehicle while traveling, the employee map
claim fuel expense at actual cost The
receipt must include the make and license of
the vehicle fueled. Receipts are required for
reimbursement�
3. The Count; Administrator must approve the
use of a Countg owned vehicle when ever—
night travel is required
4. Employees are responsible for all fines,
parking violations and tickets that they
incur.
��
D Travel u le a privatelg~uwned veh
The CnontU maintains a light vehicls pool for the use
of County omplogees on Gountq business You should use
a Coontg—om:ed vehicle whenever they are available 1f
you are traveling on county business Yom most have a
valid driver's license/ which is not suspended,
revoked, or under Judiciml limitation Any driver mho
is subject to restrictions doe to phgsical attributes
noted on their license must follow those restrictions
while driving vehicles. Enpingeas are responsible Pnr
all fines, parking violations and tickets that they
incur
Employees will normally be reimbursed for use of
private vehicles for business—related travel at a
rate per mile established by the Mardi of County
Commissionern. Employees using their own vehicle
must have appropriate vehicle registration,
licensing, and insurance certification The Oountg's
liability for accidents of employees in personal
vehicles an County business is limited to Worker's
Compensation for the emplogee/s injuries Passengnrs
are not covered onleys they are County employees on
County business.
1. An amployee may claim mileage expenses when
traveling in a privately owned vehicle
Reimbursement is at a rate established by the
Board of County Commissioners and calculated
x�
on ,He actual miles traveled on Countg
business
2. A private vehicle should be used onlg
when a motor pool or other County—owned
vehicle is not available,
C. When traveling on County business, employees
are required to wear seatbelts, The driver ef
the vehicle must require all passengers to wear,
seatbelts. Employees may not pick up hitchhikers
while traveling on County business
While on County business, employees are expected
to follow all traffic laws. Employees are
also to be cnurtenos drivers. Any complaints
will be brought to the attention of the
employee's supervisor.
Q Pub1ic C ier
1 Travel expensas far planes, �rainy, or busses
mag be claimed Reimbursement mil� he at
actual cost Receipts are reUuired for
��� reimUursement
2 Travel bU cummon carrier mi�l be reImburse6
at econumy class nr ccmparable rates us�ng
�Ve shnrtest and most efficient route�
availa c
E Persoes who are not Eagle CuuntV emplogees or nmt
actir0 in tAe�r capacit-� as al appointmd member
of an Eagle Cmontq 8nard nr Commission ara o be
prohibited from travelinU, in a Coun ouned
vehicle unless an Eagle Cuuntg emplogee is
transperting tbem for EaB�e Countg business
reasnns Additinnal rxceptiono mag be made if
�he empinyee nhtains prior mritten ayproval from
the Countg Administrator
V Miscellmneoos R mbursemen�
� I pprovpd attendance at a conference or profes~
sional assnciation meeting whicb re�uires a
reg1stratiun or enrollment fee m g be claieed
R*ceipts aust be sybmitted fnr reimbur ement
8 If you must make telephone calls for busineys
purposes mhile ama; from the effice, call collect
or charge the call to tha nffice as appropriate
CountV business calls made frnm and char8ed to
gour home phune mag be claimed. Your telephone
bill noting mho yas called must be suboitted
as a rpceipt for reioubursesent.
C Travel expenses for spouse' familQ or companion
accompaniment arC- not reimhursah1e.
VI Reimbursement Claim Forms
A Claims for travel reimbursempnt are to be completed on
an Eagle Cuont4 Travel Voucher
D The travel voucher must be signe the persun
claiein0 rnimbursement
C All receipts must be attached
D Travel vouchers are handled using establi bill
paging procedures.
CONFERENCES AND SE WAKE,
The County encouranes its emplogees to part ic IV ate in
conferences and seminars that enhance the development of
Job—related sMls and IAat are sponsored by reputable schools,
professional sncleties, and organizations The costs and
benefits of antendinD tAe conference or seminar will be
considered hg the Super`/isor who approves the conference or
seminar. Descriptions of upcoming couryes are kept an file in
the Homan Resources Department for easy review and
identification. Supervisors are encouraged to use this resource
in selecting potential courses for employees.
The Supervisor approving an emplogee's conference attendance
should arrange for briefing sessions, distribute notes or
literature/ and provide for sharing the benefit of the
conference with other employees, Participants in all programs
may be asked to prepare evaluations of the program and its
sponsor, and distribute copies of the evaluations to the
authorizing Supervisor and the Human Resources Department The
Feedback helps Human Resources develop a file on programs which
will help the County to direct future conference and seminar
participation effectively
Work related materials <i e. books, tapes, literature, given to
employees at seminare or conferences that have been paid for Ug
the County are the propertg of the CountU,
If the seminar io a requirement Par continued employment in the
same position with Eagle County, travel time to and foam the
seminar and attendance at the seminar should be documented on
the non—exempt employee's time sheet as hours worked
99
CHAPTEH THJRTEEN
GEP�WAT�ON
Some Reasons for Separa on
Exit Yn r ./iems
Right to Continue lnsurance
Quelifica,ions for Rebire
1OO
SOME REASONS FOR ATION
When an employee's emplaVment w0h Eagle County terminatms, he/she
may be required to have an exit inlerview, turn in Countg 1.5 ,
koys, unifnrmi; and uther CountU property Separated employees
mzll be Qiven the optinn of continuing their, healtk and dental
coverage at their expense.
R If you leave for other wmplogmen, or for personal
reasons, the County expects you to give written notification of a�
least two weeks before your last bay of employment with the
County. Failure to give two weeks written notice may affect your
eligibility for rnhiry and/or employment recommendation. Your
termination data is the last day you work Vacation, sick or
personal leave do not extend your period of emplogment If
immediate termination is preferred by the Department Head, the
employee may be paid instead of working for two weeks,
When an employee has given notice to re*ign, sick leave will not
be paid for any absences occurring during the last two weeks nf
employment.
REDUCTION IN FORCE OR JO8 ABOLISHED: If the County reduces the
work force doe to funding reductions/ workload changes, policy
changes' or other reasons, your Department Head will give the
County Administrator a Reduction in Force schedule. The schedule
will follow these guidelines�
A, Temporary employees will be released first
B Reductions in force for specific areas in a
department will be based on the quality and
quantity of work performed hq the employees in
those areas�
C When two or more employees have equal nverall
performance appraisals, reductions in force will
be based an length of service,
If empingees are reinstated to their previous position, they
will return to their old peg grade if budgetar; constraints
allow
When an emplogee is terminated due to the elimination of a /ob
classification, the separation will be called "job abolished".
Normally, two weeks advance notice will be given to the affected
employee. Regular employees with more than two years OF
continuous service may be given one week's regular peg for mach
full gear of service up to a maximum of eight weeks. If the
emplogee has less than two gears of continuous service, at least
two meeks advance notice or up to two weeks pay instead of
notice mag be given
1O1
EMPLOYMENT QF A FIE jivO To two employees Jrq, both maU
retain their pu5iti6ns provided: ~
/\ They to not work in the same department
D They are not under the direct or indirect
supervision of each other and
Q Neither occupies a position which has influence
over the other's employment, promotions or salary
administration,
All of the above criteria must be met for continued emplogment
If one of the above situations arises/ one employee must resign
within 30 days. Employees may apply Per a transfer to another
department during the 30 days,
DISCHARGED:
A. Poor Performance: If in the opinion of the
Coontg, the employee is discharged for poor
performance, normally the employee will net be
entitled to advance notice or paK instead of
notice
B. Misconduct: Empinqees discharged for but not
limited to foiling to report to scheduled work,
drinking, or fighting on the job, reporting to
work under the influence of alcohol or drugs,
insubordination/ misappropriating or illegallU
damaging County property etc./ are not entitled
to advance notice nr pay instead of notice.
Lesser offenses may warrant a reprimand or
written notice that recurring infractions may
result in termination of employment mithnut
notice of pay instead of notice.
C All now employees most provide the Human
Resources Department with specified docu-
ments proving their identity and their
legal right to work in the U.S. Failure
to do so within three business days of hire
may result in discharge. The above procedure
is required by the Immegration Reform and
Control Act,
EXTENDED ILLNESS/DISABILITY: An employee on medical leave or on
Worker's Compensation who has not been released bg a qualified
physician to return to their previous job by the Y1st calendar
dog after the beginning of the leave mag he terminated
IMM
RETIRED. Under t rav1s1ons of the MorL sofficial"s anU
Employee's Retirement Association penalon plan, the empWee's
working rrjatiwnsbip with the Countq 15 germinated upon
retirement
The County reserves the right to terminate any employee at one
time if the nmpinyeo's performanc*, pro6uct1`/itg or judgement do
not meet reasonable expectations of management. (See Retirement)
DECEASED: The employment relationship with the County iy
terminated effective on the date of death of an emplogee.
If a County employes dims/ the Human Resources Deparkment m113
wort with the person given as the "Emergency Contact",
beneficiaries, or the deceased emploUee/s designated legal
representative to be sure that final paychecks, insurance
benefits, and all required forms are promptly completed and
issued to proper beneficiaries or authorities.
1O3
EXIT INTERVIEWS
it is important foKthe Coontg to know why e~~loVees resign
Exit interviews can also provide information that will be
ealyaUle in 1mprov3ng working cone itions for other em9loy
A The exit interview will he conducted by a
representative of the Human Resources Department
as part of the routine check-out procedure after
the employee has given notice.
B. The exit interview enables the Cuuntg to see
itself as employees see it St permits the
County to determine by direct contact With
emplmgees if policies, pract3ces/ or conditions
of employment are causing resignation.
Specific or recurring complaints mag be referred
to the County Administrator by the Director of
Human Resources.
C. Constructive criticism stated bg a terminating
emPlmYee Will not result in an onfa`/orable
reference from Eagle County,
Q. A Supervisor or Department Head may also require
an exit interview when an employee Jives notice
to resign or transfer from their department.
R'I3RT TO CONTINUE URANCE
Whe n employeem mho�a re enrolled in thp �iealtR�Life/Dental
insurance plan —spmrate from empi ngment mit1 the CountV, their
Countg paid insurance cuve e terminahe» effective the last dag
mnrked
Under feUeral lam, upon separetion, eliyiblc covered emplo�ees
aod/ur thmir eligible de;endpnts may r,ontinue health coverage
under the conditions olluming�
A covered emylo0ee/ e covered emplo0ee's spo*se' end/or a
dependent child mhn is covered uncier the yruup plan can continue
group coverag s dwe to one uf the folloming�
The continuation periud is 18 mnnths if plan coverage us d o
be,ause the emplogee exppriences one of the folloming qualifging
events:
A Redyctinn in uork hoors to lesy than minimum (estab-
lished bg your emploger)
8 Tmrmination of emplogsmnt (except discharge for "grose
misconduct'')
covered emploqee and cnvcrod dependents are qualified
benaficiaries onder these circomstances and can cun�inue
c ova rage�
The cmntiouatinn '!eriod is 36 months a dependent/s plan
coverage would enL" because of one of tbe fnlloming guali 4nB
events�
A Death of covered emplouae lies to sorviviny
spouse and cbildren of decaesed emplogees)
B Legal separatian or divorce (applies to spnuse
and children of current emplwUeen)
C Chil6rmn of current emplu;eps losing dependent
coveraye mhmn theU becomp older than the maximum
age
D The cuvered empingee hecoming eligible fur Med-
i-arm coverage
/ou are respunsible for notifging Eagle Countg x isting
coverage mill be lost due -1; C) le0al separation or divorce' or if
dependent children lose their
g, 41 or the group plan
Also/ yoy most ubtain a /'Notice of Right t Continue up Health
Corerage» packet and return the attached notice if gou deaire to
contipue coYeragp
Premiums most be p Ii monthl%. The amount a due data of
premiums will be exalained to you by a Human lR'95ourcey
repremenrmnzve no one t�me you e1ocv to convinoe covera8e
After the cnntinoetinn period exp1res, former emplogees mnd/or
dependents have the right to convert to an individual policy�
This continuation of coverage will be terminated prior to the
expiration of the 18 or 36 month perimds under the Jolloming
circumstances.
A. The date Eagle County ceases to provide any group
health plan
8 Failure on the part of the emploVee and/or m1zgitle
dependents to peg the premium
Q The date the employee and/or eligible dependent be—
comas eligible for Medicare or becomes covered b;
another hea}th plan because of re—employment ar
remarriage, Termination of only the employee's cov-
erage or termination of one eligiale dependent under
this provision does not terminate coverage for nther
eligible dependents
QUALIFICATIONS FO HIRE
Reemployment of pro0zouy omploKees mill be ba��d on the seme
needs and as are considered in the emplogmmnt uf
any other qualified applicant,
Emplolees who leave the Comntg and are rnemplmUed tg the Count,
within 60 calendar days may be Qranted continuous serv1ce
A former Conntg employee rehired after 60 calendar days is
considered a new employee.
Employees who leave their jobs with the County for traini»y or
service in the Armed Forces are granted reemplcgment rights
without loss of seniority if they reapply within the time
requirements of the Act.
A. BY lay/ these empinyees must be hired into the
same or similiar jobs without loss of pay or
benefits
8. The lam also states that the employee be kept on
the employee list for at least one year unless i�
is the empinype'y decision to terminate or if the
Coontg has just cause for termination,
1U7
E 7 T T I
DEFINIT_1ONS
�NNlVERSARY DATE The anniversary date zs that date the
emplogee successfullq completes one W ypar nf cnntinunus
emploVment unless otheryisn provided in this manyal
CLASSIFICATION. A sywtem of zdentifging and describing the
different kinds of work in an nroanization` grouping similar
Positions under common jnb classes and titles, and pstablishzng
a relationship between these cIasses�
CON5ULTANT A person who is not an Eagle County employee out is
self—employed <independent contractor) or emploged by another
company and uhn is retained bq Engle Coontg to provide
professional or technical advice or services For a fee,
Normally a consultant is a recognized expert with a record of
accomplishment and/or experlence within a particular field or
profession.
COUNTY Eagle County Government.
CUUNTY AQMINISTRATOR. The County Administrator is the cUief
appointed executive for the County government. Appointed
department heads report to the County who in turn
reports directly to the Board of Countg Commissioners The
County Administrator acts as general manager for day—to~dag
operations and for implementing policies and programs that have
been approved by the Board of County Commissioners. The Countg
Administrator, with the support of the Administrative Assistant,
coordinates the 8oar&s agenda and calendar. The County
Administrator is responsible for public relations, medie
relations and intergovernmental relations in the Board's
absence.
DAW Calendar dey unless otherwise specified
DEMOTION. The reduction of an employee to a lower grade
position in the classimcation system, involving less
responsibility and/or Job skill requirements, as well as a lomer
pay grade The reduction in the yrade assigned to a pcsition/
as the result of a Job classificztion rwviem, will not be
considered a demotion,
DEPARTMENT HEAD: Any employee, or Elected Official, responsible
Per the Operation of a department of the County The CountQ
Administrator determines when positions qualify for Department
Head status.
ELECTED OFFICIAL The Assessor, Clerk and Recorder,
Commissioner, Coroner, Sheriff, Surveyor, Treasurer Elected
Officials are responsible for fulfilling the reypective
1O9
sta�u�orq resp^ns l�t�es n� the office aS uired bg lam
According to Sectil�h 8 Article ��V. uf �he S��te Const�tution
end C R S 3D-10-4O1, 1973 Revismd, to servw thm term of four
Ue-i rs. r al onlg bg recall
EMPLOYEE� A person on the Eagle Countg pagroll mbo rece�ven pag
for oervices rendered
EXEMPT EMPLOYE6 An execyt�ve^ administratzve, or prsi- essional
emplogee
FULL^TIMF EMPL8YE�� An emplogee mho in nnrmall0 scheduled to
mork at least 4Q hours per week
RAQE: A group of suffic�ently s�milar pns�tions includ�ng
duties per of supervisimn exercised ur received,
minimum requiremmnts of traininD and expwrience, and swch other
charactcristics/ thet the same title/ the yame tests o� fitness,
an� the same schedule of compenyation mag be applied to each
pnsition 1n the group
INDEPENDENT �ONTR�CTORS� A peroon uho is not an �agle Countg
emplogee but im �elf—en`ploged or emploged by ano ompang
whose servicms Ea0)e Coentg is using to perfonm specifio and
twmporarg servicem
INTEFN EMPLOYEE. A person mho iy currently porsoing an
undergraduate or gradu e or certificate of completion on
a full—time b sjs at an accred' ited educ na end atin yti on
who is hired bg Eag1e CountQ fnr a maximum perimd mf four
mol, tAs. nn a full—time nr part—time basis/ intn a position wh1ch
formallLl combines fhe student's aca6 emic f1eld of studg mith
Eagle Coontg mork experience
Students who are emploHed bU Eagle Count U but mho are not
part�cipatin0 in fnrmal Co—np or Intern programs are to be
classified as either mporar;'' �r "part—t1meu
LEAVE, An authorized abseoce frum regularlg schedoled mork
h ors mhich hay been approved by proper ayt&oritg Leaves :�a9
be paid or onyeid
MER�T INCREASE� An increasw in pay bamed", o" qua y of Jnh
perforo�ance
NONEXEMPT EMPLOYEE. An emplogee mhose doties and
resyonsibilities are such that the� are subJect to the minimum
uagn and over"I- ime pay requirements of the Fair Labor Gtandards
Act
OVERTIME. Any time morked in excess of fmrty (40) hours in an
establiyhed work yeek Overt1me for eligible empinqfees is paid
on a one and one—half (1-1/2> to one /1) basis
11Q
PART—TIME EMPLOYE An employee uho is norc Pu scheduled to
work less than 40 bury per weeK—r
P88lTION: A combination of duties mn# responsibilities asolynod
bg a competent auchoritg to be performed by an Wdividual. The
position may he full—time, part—time, temporary, re0olar/
occup1ed, or vacant
PROMOTION An emplogee/s status is advanced to a position of a
higher grade and for which a higher rate of pay may he
Prescribed
REDUCTION IN FORCE OR W8 ABOLISHED. The involuntary separation
of an employee from their position because of lack of work or
lack of funds to continue the work
RE�;LAR EMPLOYEE An employee who has uoccmssfyllU completed
probation and has been Uired by Eagle County for an indefinite
period Regular employees mag be employed as "full—time" or
.Part—time''
REPRIMAND: 4 written yarning to an employee usually done when a
Supervisor bmlieves a deficiencg exists in the emplugee's worl:
performance, or conduct, and improvement is needed
RESIGNATION. The voluntary separation nf an employee from
his/her position
SUSPENSION; An involuntary absence without pay imposed on an
employee for disciplinary reasons,
TERMINATION. Involuntary separation of an emplogee from his/her
employment with the Bound,
TEMPORARY EMPLOYEE: A perymn employed by Eagle Count# for a
limited time, normally not to exceed 150 calendar days
Temporary employees may he employed on a "Full—time" or
"Part—time" bas,.,
TRANSFER . Movement of an omploVoe from a position in one
department to another department, or from one position to
another within the County
111
'
�
DEPARTM�NT AND OFF�CE lNFORM^�TION
ACCOUNTING
I;'EP -±r21"=;•.i
The goal of the Acc:auncing Department is to p,avide any or ail
services listed below in a manner that is po ession.ai,
Courteous, efficient, productive, ':; - -
- .- Vl:, aCCi: T'.:�e ,lnr, _, _::�a Pile to
management.
The Accounting Department consists o low
i
1= the f'o.L i.r . -iii; positions
with duties listed accordingly'
Director of Finance: Directs accounting, purchasing, insurance,
risk: management and budgeting.
Accountant: supervises accounts payable, payroll., purchasing and
fixed assets. Responsible for monthly closing, contract
reconciliation, warrant reconciliation, schedvlinq,
auditing/special projects.
Purchasing Clerk: responsible for purchase orders, supplies
inventory, maintenance contracts, voucher processing, mail
coordinating.
Payroll. Clerk: responsible for processing time shuts, payroll
r'econciiiation, payroll taxes;, landfill bookkeeping, PBX
fill —in: mail __sistant.
Accounts Payable Clerk: responsible for voucher processing,
nvoice reconciliation, warrant generation, monthly budget
report generation, Visa Card reconciliation.
_ onc_liati.on.
Fixed Assets Clark: responsible for capital project
etlla •``ma i. iltenaTlc e /Clc i.nrs s �
fixed asset and SIC t ie5 inventory,
Ury,
F ixed .asset togging, _.._et transfers, PBX back —up.
ADMINISTRATION
The Administration Department includes the Chief Administrative.
Officer and the Administ'rative.Assistant to the Board OF County
Commissioners.,
The Chief Administrative Officer (C. A.0. ) is the "generai
manager" for the County; Government organization. the C.A.Q.
reports directly to the Board of County Commissioners, and all
appointed department hoads report to the C.A.O. except the
County Attorneys, who reports directly to the Board. The C.A.0.
provides .administrative support to the Clerk & Recorder, the
Iroasurer /Public Trustee, the Assessor and the Sheriff a'_
required. The C.A.0. oversees the day—to —day activities of the
organization, handles public and media relation= in the Board'_ —..
absence and assists in 4he development and implementation OF
Policies, programs and projects based on Board decisicns and
direction.
The Administrative Assistant to the Board handles the Board's
agendas and the individual Commis oner', calendars and provides
all administrative support for the Commissioners. She is
normaily the first point of contact for anyone wishing to talk
to one or more of the Commissioners. She also acts as Executive
Secretary to the Chief Administrative officer.
The Administration Department is located on the main floor of
the McDonald Building across from the commissione'r's Offices.
AIRPORT �
The Airport is staffeu p1 one full-time Manager and one
part-time Airpnrt Operations Maintenance person.
The Airport employees, ,esP"nWbilitiss incluue managing nan9er
leasps, tie-down spaces, FOG !eases/ and fuel flow. They
maintain asphalt and concrete ramps/ taxiwags and runways. They
also d" qeneval area maintenance including mnrRing an beacons,
fpncinp, ligbting, mind canes and signs, They provide airport
sprurity when applicable. Tho Airport Department follows FAA
guidelines when applicable. In addition to the above. the
Airport Manager is responsible for general airport
administration.
The goals Of the Air?urt Department include providing a safe and
efficient facility Per air traffic access to Eagle County, They
will continue to expana commercial air traffic to provide
greater *ccessibilitU to Eagle County and surrounding areas by
making improvements and through marketing. The Airport
Department intends to maintain the highest level of aviation
safety for airport users. Eventuallg the airport sxouid become
self supportiop.
ANINAL CONTROL DEPARTMENT
The Animal Control Dapartment is suaffed by one part-time and
three full-time "fPicers and the Animal. Control Gupervisor.
AnimaL Control OfNcers are responsible for the enforcywent oF
all County Dog Control Regulations, complaints from tha public,
-~ dog bites, injured animals, neiqkhur disputes etc,, and oroe
State Cruelty 3tatuten. The officers patrol the county Jail�
assisting the Public urth animal related problems. They are
responsible fnr vritisl case reports and all other necessary
paper work. 01ficers must know County Court procedures, State
Patrol radio procedures, and be able to assist other law
enforcement a9pncies when requested.
The Animal Control Supervisor is res* onszhle for the operation
of the Animal Control Department. This includes supervising
four officers, Preparing work schedules, vouchering hills,
ordering supplies/ maintaining animal shelter records, assisting
the schools with educational programs, preparing a geariy
department budget, in addition to psr;crming the duties of an
Animal Control Officer. This department is on-call 7 days a
meel, 24 hours per deg.
The goals of the Animal Control Department are to protect -^
animals and the public and to educate and establish a good
working relationship with the public,
114
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ry rj p a1, t fn n t- I bud get5 'and i -1 1 M,: JQT' ��C: ;i r .),- — .. , -
I- � � � , -,
a P. d sl c qu s Q n T,"! 021-d also --v J ews a nd a p k) Q v � 7,
d E'r) _� s ] ;4 n cl e La i a rI d h u m a rk .1C' s T, Q', C' -1'I >.
d p v 1T:- -i d o U b C 11
v o o r s
J i. n s s ta b 1, 1 s ii e i o 1, OS 1 0 T' I ', U
V Q AIL o rk e r ca 11 1 ^c g
J.
I
i i 5
the boogin"ing 00 kh :oar the UaDrd Qcts QNalrman �one 0�,
he t"Pue coo er'' WhOFS rujo it 3F to-.. };iii orsir
to- eC_nas and :noryinay, activitics Dn4 cv1i'mun:-2tj0nj among ue
Commissioners And belweDn the 'hoar Q a"n the n.aouq sharF.
Normal 1 y, th a in nri wi 1 : no U g Z h 1 nV31 v ad ins
n -mini_ 17n cive
matters up in ohn .day —w-jaq Cp,VV,j0njj acyi,j,jy9 ;no
with One County zraanj:nvion.
1UTLYK&B ANG GRGonni GaP.Rrmm
The gcal of the Build:Dgs ana Grounds couartmeny is to Provide
and maintain a clean, safe and prafessional warninq
environment. This is to enable the public and Eagle County
employ9es to conduct their daily ousinasa.
This rimPaPsmenu miso preserves a pleasant
setting arouna
Coijn-;I�
buildinas and parks.
One of 7n9ir
too priorities is
to onsur�.,
security to county
Facilities. QtnaP
du_ ", es of the Ouilding-i.
and Qroundz Vanartment
include the
acquisition of office
yupnispingE iUCN nb
hoavcase:. desks,
C0005, filing
cdbinsts,
Rams plates, VIC
The VulYings MID YPOOnAl
DePnrtm?n.
in stafled uith
1.3 r2gulsr
full-timp PM0101'ev.
coBibj3ns inconan
9vildings ano
loouna -q
SuPery''•r, Cl:— ,
ynter, nzin:nnnnce
Worker !III
main cepance wo- ."V
worker, J, sna pam-nm>
Maintenance Work—
The 8wildings nc orsonua
oepartmvny
;vjoas
serviceq sney :
Cr all COUN"I
OPFFC: 3F THE CLERK �'O RECORD01
The County Clark and Pvcorder':i 050,o in responsible "Or
registering zil County motor vehicios and air :ht, ronRwins
j
license plate; and title applicacianT, An an Dgent for the Sgaro
of Colorado, Department of Revenue, of Vehic!e wparomonr
The County CIVTV is 00ef Elecriona Officer Qr the County,
responsible &or the aeministration of Primary and GapErai
Elections, register all qualified Counug electors and 2ssist;
Special DlstrLcU and Hunicipalities associated with the opy,ce.
According to the State Constitution. une Clerk is requiTea to oe
the Clark Of the Easvd of Courtq Commissioners.
The Countg Clerk's Office
licenses and dog licenses
The Clark's Office offers
companies, attorneys, ape
County Elected Officials,
general public.
support aua assistance tO title
a business, veal estate developers,
County staff, taxpayers and the
1 16
V 10MINT 07 CUKwi/KlTi DEVE YNEN T
Community Dpvplyoxeno '"rves the P05lic by +nsovrvgzng safe,
orderly and envirsnmervsilg sGund laod xse an! constrmcCion
thr,uph regolav:no, z/'spectino, >nQorc*spnt, ^os1ic ooucahisn
and coordination wit; othpr pcbiic m*nzios sod Count,,;
departments.
The Department is subdivided into 0r?* sections - Planning,
Building losPectien and Envircnme::al Hoalth, All *sneczs of
land use control and construction review are includeo.
Planning does subdivision and zoninn review, land us*, and
master Planning. Environmental Health inspect a variaty of
activities for conformance to state hestlh standards. :ncloaing
food service lic*nsss, child care iacilities/ schools and mnuile
home Perms. Environmental Healto officers respond to
environmental emergencies and answer hazardous materials
questions. 8oiljj:g Wpection prowides review and inspection
of all levels of construction.
The Community Development Department is stapfed bq j2 people.
Pvsiticns inclsae Planners, Building Inspectors, Environmental
Health Officers, Office Manager ano Secretaries.
COMMUNITY SERVICE
The Ccmmunit; Service Coordinator administers and «opvrrises the
Community Service Program in Eagle Cuunty . Community Gervice is
utilized by the Court as an alternative to ]all, in no* case of
alcchcl and m36apreanrr related charges.
The Purpose of the Community Aervice Program is to j,*nhifg and
seek the c"oneration of governmental agencies and non-profit
organizations, for tkz purpose of providing useful
service Jobs frr Vhns- Persons who have been court-oidorea to
perform this service.
Persons sentenced to perform Community Service are myn/gored as
to compliance nr non-compliance, with appropriate ecTion aken
by We Community Servjee Coordinator.
The Community 3srvjcs Coordinator ccmprises the entire staff in
Eagle, with an assistAnt Cuordinatvr covering Eagle GevntY court
11 in Dasalt.
GFPICE OF THE WRDNER
The goals uf the Office nf the Coruner are to follow the
Colorado Statutes on oeath registration and investigation, an
doing so the Office cnnrdingues with and assists lam enfnrceaen�
agencies in death investigation and reporting.
The Coroner's Office secures and returns valuables nF the
deceased to the family. They also assist the family uith
obtaining death information, death certificates and autopsy
reports.
117
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Wi 1 aet it donp".
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�H4IjEERI%O
The Encineerini epur n unsists uv yraCua�e civIl
engineers y-D C, r n� +nchnicians/ a tuo n svrveg cr�y
anb a �ecr+tar� �s �ubl�� oop�e�ees and as indivi�yal
professiona�s' ir tho peaple �,erving business The
Departmen m aison mith the yuklic/ the
of Count5 Conx `on he Plan:iny Comoissinn and If 5t oth*r
departments in ;k^ Crxn�g �'A part r IJ close wcrking
rnlationsrl i �11s]�n;s1ned w,th thp Department n� Cuamunitu
Devo}cpment, the Co1-1nt�J A+torne Ili 's Dep.arr III en�, the Road and
Bridge 8yildinq Inspec—�ion
.1 t, Tha
staff's spec1a1 7.11gineerirg and :I)rojecc penagement skills are
utilized to i � n +n in, eare rnedwqys, acquired righ t–nf–uaq/
prePEire consT,ru o u+cificaticns and contracts, aIJ IT) inister
and manaQe Cnni7racteC:i nstroction, reviey the engine*ring
aspects end <an� �se A ��ects n� Je`/e]cPnent, adminirter and
inspect tkp y�h strocture tions of priva�e
dev elnpmpn� an� oer�'�rc Jesi�n and construction surveus alon�
With -an �nFini u o to d g activiti*s F E.
D=parm41"ent has � rp�yCa��on for competpncy/ prcauct if an�
u–thrso9h r iona rnsistreuion anJ professioI 1a{
nrga11 1 7a on per�*rsh�ps are encouraGe� The 1}eyar�ment is
mndernl e9uzypo�i ei cnasnter a.ded sign sgstem
e actron s e 71 *asurin surve o pmen rhe iatest
tuch cu le��ria1s ars sn hand fnr use
RESOURCES DEPARTi"'EHT
Thp huma/l Resources L-�eo rtmexl- fn invel,eIj m th the rperoit��ent,
sp!*ct�on, ne`/e>upn�ct. otij��ati�n and cnmpensati"n af
emPlsYees an Resovrcas assist opmen� an�
i f po�cs no�ol�o�s���ivn u �7rnqrams relaifl-ey �,o empla�ees
The t �;man '�esources Dc�artoent i� to achizve the
oaximya util ation nf the Coontq's Human Rcsources – zmplcqees!
aajn pro io �87 an� 1�88 inclu�e� ttp �+velopme:t,
tat1un *nd u n of an ngee hanjbcnk, .avi*u anV
y;datin 2 ovr cvrrsnt �,a� and, per F C,rennc^p ap�raisal yian.
reviemin� irs�r*nce bpnefit ans aod d eve lopinQ an efnp logee
nems1et�er.
Eep]oVees B e t consol"i the Humen Resnurces
Departaent abcut WO T' +late0 problems and/or iuns on hom
tu ma�e Ez�ie Cnvnry u ve��ar place Cc uurk ^
_
Ti e Hxman Resoorces Eeu+rtment has tmo raqul3r fxli–
tiae
emp mnan Rosncrcps anQ the
Resources eC retsrQ
4 19
The Gagle Coun :w Nur, 1"9 Dep,,t,,, ow�"Wnloy health Purning!
coordinates hewl;n Colo within own Zoo ouring. They rancsion
1 z..Oi SUi bet"In ilm"110s, their wE117nEment and other beat h
cars providers.
Count! health nurses must be WriwIMP,n], bout the cKnica!
,spec' s Df nursing as well as able to locus on apamoting health
related behaviors.
No single community ..with servjcv can ,,t all identisied
hmai.kh needs. However, after ass oFEInq joage needs, the Nursing
"Par"mant br"91 H03DL to th* Ituonvion A communitu groups,
health providers and individuals, This helps to assure our
Population that a toom approach will moximize the possinility oi-'
improved health Prancinvion.procirami.
lonYidentislit" :: An nasG—uoro n4 the =par "n'.
in the •luvz1vil Ceoarkrnnt there jr, anny wrogi,ams — each in some
waij Aberr*lacp no can othyr Ind cr,"Id? q health service that
is unique to chn npalth care Unwon.
�WDLIC L:jRnRV SUTEc:
The Eagle County puwl.c liavarq system has a main lInpary if!
E ly at 601 Capiunj Areet, 717e L1bParq'S main, branches are in
112nouvn in the Minturn Community Building ana in a Midyalleg
Brnncs in Eagle Vail. ac Battle.Monfitain High sEnool, Clervice to
othar areas of the County is provided throuqh awposityrigs at
Bupns kissum, McCoy, Red Wief and Weetwater. Outreach
QP09rams serve senior citizens, tho yablic schcoll and yil.
1 HMO y as. SIX emPlOyeas serve at the main facility in Eagle,
Wnlia, each branch has one staff person,
A Wbrary's mission in to a _is ewilie, prese••s, create and
Miaminate WFormntjQn&3 AIRteriall Ond Progroms for the peclole
W Eagle County, Thu Wbrarg serves 1z a center to address the
vaPik and changing culuural, recreational, and Gducationo,
needs of ;A patrons. ;Isis include:
10-11
A. Col Lac ; i 4rugrsax op, o4^e' Ya a*q over ;Ke
changlxg-0e:1 uf 10910 -o= LIOPO; patrons,
B. Eagle {ooncj Librerq facM�i00 n,* atYracti;e
and inviting cith ybe1yat* xpacp "or present
need, *nu rersonahlo foyxr� iroa:h
Q Eagle County Library patrons tqve access to Mn-
rmacion available through twchxolcgical means,
and the Library functions n r* evviciantLu with
the aid of technologq.
D, The residents of Eagle County are asars of Who
materials, programs and services available to
them throoqh the Ccuntu iibrarY.
The County Library is guided and �upporreo bu a LibrarU 0oard of
Trustees comprised of citizens rnpresenQinq the various
geographical lncationL in the County, A citizens Friends of the
LiArary group adds to the support.
P0DLlC rRU5TEE
The goal* of Lie Public Trustoe is on increase service to the
Public tUrnoyh the completion of the e:istioq computer sqstem.
The two main duties 09 the Public Trustee, as set forth by the
Colorado Revised Statutes, are7
A. Me releas* OF a geed of Trost when the note
has Ueen fvli./ or yartiaiiy setisfied.
0. The commencement of foreclosure action through
doc,mQnts submitted hq an attorney for the
beneflciaru when there has been a default on
a Deed Of Trosu, suck as nonpagment of note.
"he Vaff at Sp Public Trustee Mice includes the Public
Trustee and the Deputy Public lr*stse.
PU3LlC PGRKS DEPARTMENT
The DeParkyent of Puh]ic Works is mabo op of manV departments/
all working together 00 serve and respond to the present and
future public need/ on Eagle Countg, This is done bg Providing,
maintaining, and :ygrojing pcslic facilities, Chu goal uf the
Public Works Deparhmsn� is to dc this in a safer, more efficient
manner, and with a better quality infrastructure — all in a cost
effective manner.
121
7%1 MartMentl pin Publi.
a
)a Anopart. wher�.-
we Oro in the Pocono V? performing
or Qhqpade;
RuLLdjnqS
and Grounds <, .Sr._.. and takes w1ro
1 j Cjundq
owneo up
l-Med buildil-19" and propertins, :x,;
jj�q ilynd
managamep; as
w0l as ground; yp%Rwa; EagIneerjo,
SPVNDI:1.1
wDr
wesignIDN revlew2nci, and plannino
ad st-aamllni"j
uh��
public way; Mao and Bridge manave,
maUQ
County LandTil!
and ohn equipment - Motor PON. Qow
.lnrlin
Onvior construct
JAPPPOgimabelq ninety miles of ' onvou tajuF,
three
hundred mijes
Of MOM P00 4s, one hundred and
mlloa
a& Forest Tervice.-
rDvaa, thirty bridges 3rd dpainwaqj P
jaidiin
00 S&Inq n1cp.vp
Bupport for the Airport and 3uIldinns
Do prouqdt.,
19, SOPVH by One
The adminj 3tration for pubilic W,,k, :s
Needed
by the Director of
Pub0c Works and one b9cretaru, �Uhlb:
workE
Manyqes a total
Oudg*t Of 1"vV to sit million doNsr:.
4. Minction a; taxes.
RMille all waneqs belangiol t6 the Countu. Vrotil
"L7700997 .�vy may be dDr!van and all mcnion
_..+ -_.. Oro bq low directed no be paid to the
T7,asorar, Tr=ue receipt Car a!
money received.
Reap a jOst and true accuunc Of all Pacninus ind
erPenaiturTs uP all moneys unich came Into the
hOnd3 &; UG Treasurer, by ViTwue of the
DIP0111 vna Ln4est a,. ._ doll 1> in Financiai 03tj-
tutluns a P 10 5 uruments tha 5 A ave been approvsd
for pual:c TOUS as set for by the Colorado
Revisen ntazut,s and approved by the Evard of
County Comm'Fzionxrs.
The staffing K uha Tyv33ursr's Office includes 7 people; the
'peasurer, thl Deautu F"inisurer, a Eookkeeper and four clorks.
22
TFS� ;Li VS%,
Thu
coal,
n7 son
Treasurer's Ovfica include
Kcreasvd
;Rrvice to
Lbe
nalla
71rvusn
concinuing U` a:llv
ad st-aamllni"j
of
pracesuroz.
�nj
to qC hi eve on inn r >; ;ad
PsturN
an 1N manks.
FRI!
will
: , Yu7noplishad
ba isr--yjaw computerization.
TRW
UVIMOPq
luriew
at the Coun;N 0111"p-P,
AS
19, SOPVH by One
001
— nur sn-;Soz
Mato Yes, are:
4. Minction a; taxes.
RMille all waneqs belangiol t6 the Countu. Vrotil
"L7700997 .�vy may be dDr!van and all mcnion
_..+ -_.. Oro bq low directed no be paid to the
T7,asorar, Tr=ue receipt Car a!
money received.
Reap a jOst and true accuunc Of all Pacninus ind
erPenaiturTs uP all moneys unich came Into the
hOnd3 &; UG Treasurer, by ViTwue of the
DIP0111 vna Ln4est a,. ._ doll 1> in Financiai 03tj-
tutluns a P 10 5 uruments tha 5 A ave been approvsd
for pual:c TOUS as set for by the Colorado
Revisen ntazut,s and approved by the Evard of
County Comm'Fzionxrs.
The staffing K uha Tyv33ursr's Office includes 7 people; the
'peasurer, thl Deautu F"inisurer, a Eookkeeper and four clorks.
22
WEED & PE CZ/yTy FAIR AND EXTENSl UEFARTME|;73
This Weed and Fajt p,c�rAm,
nvuotq Fair and E..a...cn .ffic+ are
ail administered by ;`.
101I/a10 Stake Univer;/ny Cooperevivp
ElVens/nn Coen,; Lzr�CT:r
�11 three nro]rnaB are {'uussa in vhe
Exte��ion office �t `^
�
��wq7. County Fairgrou:us
The goal of the Weer '"
Fn"t orogr*m is to teeP the amount nf
infestation by weeds ,.�v
ps,;s down to a level uoerp the, Jo nat;
become an economic PrvOKS
to the r+sidents of Eagle Cuunt3.
This is accnmpiished 7arcogo.
- The dissiminanoo
nf vaijd information concerning cuntrul
methods for both
weeds and pests
- Actual control of
jells ISq use of pesticides
- Oventory of thp
�vyJ srnb|em in Eagle County and making
herbicides availso|e
to arnaocers
The function and goal
of the CuuncU Fair is to enable the
residents of Eagle Cnvro4
to onser,e and/or participate in the
exhibitions, classes,
contents ano rodeo at the Eagle Coont(i
Fair, The County Fair
"rr?r»m incluins:
- Scheduling activitiss
.qJ */enrs at other times of th*
gear
- Recognizing uns ,`»questzcq
r*pairs of fair ground
properOl
- planniMa sad imPinmentwr:no
no now facilities
- WvrlinO with i5c
4sgi* Vount; Fair Heard
- CarrUng oot ?yv;lc
relations and promotions of Eayle
county Phil'
The gual of tog Exown`jon +41cy is t^ or;vide ressarch~bas,J
information snO enocetiunn1 pr1917*ms that meet the needs at tne
residunts of FaYlp County, The mission is to provide
3TIforaallan snd education, so encourage the application of
r�s*arc�-Aenpra�ec Inouiedge end to deveicpe ieedership
techniques with the aim of improving the quality of life for
citizens throuPhsut Colorado. -
7he Extension proyramE Mcxs cn nigh pricritg needs and
problems, Edocarjorai Orinritios include:
- Farm, ronch and fMI; financial management
- Agriculture prndaction and economic *fficiencg
- Wise use of water pnd soil
- M/yooth liV* skilLs, leadership and citizenship
- Human nutrition -w related health
- Adult volunteer ans leadership dove]opment
The day-to-day activities of ail ttrpe yrngrams deal with
education, dissiminatio, of information, and providing answers
tc all kinds of questions,
123
SHERIFF'S OFFICE
The Eagle County Sheriff's Office is a service- orientated law enforcement
organization which emphasizes use of innovative new approaches and cost
effective operation.
The Sheriff's Office is staffed by 54 employees. The staff consists of
19 officers (including four stationed in the Basalt /E1 Jebel area); a
sheriff and two directors; three investigators; three warrant and civil
officers; two community affairs officers; and a clerical staff of four.
It is the duty of the Sheriff, Undersheriff, and Deputies to keep and
preserve the peace in the County, and to quiet and supress all affrays,
riots, unlawful assemblies and insurrections.
The Sheriff, Undersheriff and Deputies must enforce provisions of County
Ordinances: and it is their duty to execute any Summons, Process, Writ,
or L'arrant, ciminal in nature, which is issued by any minicipal court, ex—
elusive of those related to traffic offenses.
Organizational and philosophical changes initiated four years ago are now
showing results. The officer training program has been enhanced, preparing
officers to handle more complex, specialized problems. The Sheriff's Office
continues to work on new approaches to crime resistance that will en-
courage more public involvement.
The Department is now working on completion of a radio microwave access
system that will allow the Sheriff's Office to have its own, complete radio
system. The staff is continuing to work on a lap computer system that
will enable officers to carry computer equipment with them for fast,
accurate assistance in law enforcement work.
A major project currently under way is development of a Victim Assistance
program. This concept involves officers giving continual assistance to victims
of crimes, in terms of emotional support, communications, and follow -up.
Officers maintain communications to keep victims informed on how investiga-
tions are progressing, and to explain the technicalities of the law
enforcement and judicial systems.
The Sheriff's Office has used several grants for purchase of equipment and
initiation of new programs. Grant - funded equipment acquired includes com-
puter equipment, night- vision equipment, and pagers. The Department is cur-
rently seeking grants for a computerized identification system for creating
composite pictures of crime suspects, and a County -wide Crime Stoppers
program.
Their hiring policy involves using officers within the department to assist
in evaluating and selecting new employees. This program has shown positive
results for existing and new staff members.
DETENTIONS DIVISION
20 employees work in the Detentions Division of the Sheriff's Office.
The Detention facility has 46 beds, and at times in the past year, over
40 prisioners have been incarcerated at one time. When space is available,
the Eagle County facility is used to house prisoners from outside the County,
which provides a revenue source for the detention facility.
The Department is currently working toward accreditation from the American
Medical Association and American Correctional Association. Compliance with
standards can benefit the County in the face of possible jail - related law-
suits. The Eagle County Detention Facility has been authorized to hold
juveniles for short periods of time.
ROAD AND BRIDGE DEPARTMENT
The administration section of the Road and Bridge Department guides, dir-
ects, records and manages all sub - departments (i.e. maintenance of condit-
ion, heavy equipment pool, motor pool, landfill) in a manner to reflect
fiduciary responsiblities in service and cost controls for the maintenance
of all County roads, rights -of -way, and equipment.
The Maintenance of Condition section of the Road and Bridge Department
provides safe, hazard free roads and bridges at the least possible expense
by improving drainage, making good riding surfaces and allowing for proper
sight distances by using advanced engineering techniques. Their primary
goal is to bring existing County roads to standards set by the County
Engineer. The standard is a twenty -two foot width riding surface, four
foot shoulders with a three to one (3:1) slope, and a ditch at two foot
depth with a two to one (2:1) backslope. These standards reflect a con-
stant concern for public safety, however, a resultant benefit will
be lower annual maintenance and snow removal cost.
MOTOR POOL DEPARTMENT
The goal of the light motor pool is to provide a safe, cost effective
and adequately maintained fleet of vehicles and equipment to user
departments, so as not to interrupt services to the citizens of
Eagle County.
The goal of the heavy motor pool is to provide good safe serviceable
heavy equipment to interdepartmental and intradepartmental users at the
-. lowest possible rental rates. This can be accomplished using the state
of the art test equipment, data processing and equipment management
techniques.
LANDFILL DEPARTMENT
The goal of the Landfill is to maintain an environmentally safe,
economically feasible landfill at the lowest possible cost to the
citizens of Eagle County.
Landfill operations follow the regulations set forth by the Bureau of
Land Management standards pertinent to solid waste disposal as re-
quired by the Colorado Department of Health.
INUEX
124
Abownw 000 Death ji, "'VIK
AhGenco —
Leave o.2
Accitzop;s:
Accrual —
Sick Leaw.-
Accrual —
Vacation L,—
Accra: —Personal Lan,
Acknowlednment or pyQ;12t
Actinq Appointment
Administrative Lgav,-�
Alcohol
AnniversarQ Date
Appearance
tnAttenor aan ec.,�
Au0d phy5iclon x2dtall Ljav,
Worker's compVilsacign
MoreDvemenv/puOeVIL L�Av,
Grsak5 'Rest P?riods
Chance of Addriss, , TWOWne, Narita! Statu-�
closure cl County
Communication
Compensation -reoverspu ran"I"Inmanz)
On I uc -*--
Dons lict
40Sroruncas any
con5uly;nt
conuinuaticn cy Wsurinz.,
cantroilau
Oonvwsian W Healan
court Appearances
MUM of a countq Emnl�j,a
Death of a Relative
Deceasec
Demon i 1 oil
enta
Plan
Dizabilitu Leave
Discharge
DllcllilinaTy Action
Discriminatiom
Drug s
mew ve y6 —,w &amat Plan
— Benefit Plan
Elected 01SWal
Emerjancy CiLsinq
SMOWee Als:rnancp Ppagra,11
n
Emulayee Conduct
EMOWee Grievonces
125
Emp!uyment In�u�r
Empingment of Rela���voa °x
EmploQment (other)
Eqwal EmploUment OpportunitY
Eva�uat�ons
��valoations dur1nQ Probation
Exam1natiwnn (medical)
Exempl/Nmn—Exeapt Stahus
Exit Yntervieus
Fegeral Income Tax
Final Paycheck
Firearms & Weaponm
Funeral Leave
Aarnishments
Aifts/ Qratuitien
Grade
grievances
Health/Dental Plans
Hitchhikers
Holidags
Hours of Work
Illness/DisabilitU Leave
Qdapendent Contractor
Injury Leave
Injury ;on—tho—job>
Insurance
interviews (exit)
Job Descriptions
Jnh Posting
JurU Leave
Lateral Trmnsfer
Lagoff
Leave of Absence — Medics!
Personal
Leave without Peg
L3ens (garnishments)
Life insurance
Lunchrooms
Make Up Time
Mandiforg Payroll Deductions
Maternity
Meal Periods
Meal Reimbursemema
Medical Examination
Medical Leave
Merit Increases
Military Leave
Mileage Mavel R ursemenO
Non-Exempt status
Notary Publ1c Gervice
Off-Duty CWT Time
On-Call Statum
Oral warning
Orimntation
Ootsiae Employment
Overpayment.;
Overtime
Part-time benefita
Parking
Paychecks
Paydag
Pag Periods
Payment of Accrued Vacation Leave
Payroll Qedockions
Payroll Errnrs
Performance Appraisal
Pwrsonal Leave
Personal Propertq
Personal Vehicles
Personnel Files
PhVsician Certification (Worker's
Compensation)
Physician Cerwification (Sick
Leavw
Ph0sician Statement (IQness/QisaUQity
Leave
P01113cal Act1vities
Position Classificatinn
Position Reclassifications
Posting Vacancies
Probationary Increase
Probation
Probationary Period
Promotion
Property (Personal)
(County)
Punctuality
Purchasing
RmcruMont and Selection
Reduction in Force
Regular Employee
Rebire
Reimbursement
Relatives <empjogment of)
Reporting your Time
Resignation
Rest Periods
Retirement
Safety
Sea We! ts
Seminars
Separation
Sexual Harassment
Sick Leave
127
G1ck Leave 8an�
Suggestions
Sociul SecnritV Taxes
State Income Tax
Sopplements
Snspension
Telephmne Usage
Timesheets
Temporarg Emplogee
Termination
Trans ers
Travel Reimbursement
�niforms
Va on Leav�
Verhal Warning
Verification yf Emplogment
Vi�1tors
Vo�in#
Weaponm
Wi�ness Leave
Witk Out Pay (Lmave)
Worker's Cemoensation
Written Reprimand