HomeMy WebLinkAboutR87-66 Amendment to Personnel Policyro
Commissioner Qr``¢'%e_-s moved adoption
of the following Resolution:
BOARD OF COUNTY COMMISSIONERS
COUNTY OF EAGLE, STATE OF COLORADO
RESOLUTION NO. 87 -�
AMENDMENTS TO EAGLE COUNTY PERSONNEL POLICY
WHEREAS, pursuant to Section 30 -2 -104, C.R.S., and
Eagle County Resolution No. 87 -39, the Board of County Commis-
sioners of the County of Eagle, State of Colorado ( "Board "),
adopted a classification and compensation plan for all County
employees paid in whole or in part by the County, hereinafter
referred to as the "1987 Personnel Policy "; and
WHEREAS, at the direction of the Board, the Eagle
County Human Resources Department has performed a job reclassifi-
cation survey to the end of providing a more accurate and compre-
hensive summary and classification of the various duties and
positions held by County personnel; and
WHEREAS, in order to develop more reliable and effi-
cient payroll procedures, the Human Resources Department, with
the assistance of the Data Processing Department, has undertaken
an extensive conversion of payroll records from the computer
system previously used by the County to a new system more compat-
ible with expanding needs of the County; and
WHEREAS, the results of the job reclassification study
and the payroll conversion have necessitated the adoption of
certain amendments to the 1987 Personnel Policy; and
WHEREAS, further clarification of certain elements of
the 1987 Personnel Policy is desirable.
NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF THE COUNTY OF EAGLE, STATE OF COLORADO:
THAT, effective December 27, 1988, the Board adopts the
amendments to the 1987 Personnel Policy as said amendments are
more fully set forth on Exhibit A, pages 1 through 3 and pages 5
through 14, attached hereto and made a part hereof by this
reference.
THAT, effective February 1, 1988, the Board adopts the
amendments to the 1987 Personnel Policy as said amendments are
more fully set forth on Exhibit A, page 4, attached hereto and
made a part hereof by this reference.
THAT, the 1987 Personnel Policy as herein amended is
hereby readopted.
THAT, the 1987
shall apply to and shall
paid in whole or in part
provided for in Section
provided for in the 1987
benefits, pay grades and
accordance with the 1987
Personnel Policy, as herein amended,
be binding upon all County employees
by the County except as otherwise
30 -2 -104, C.R.S., and as otherwise
Personnel Policy, and all changes in
job classification shall be made in
Personnel Policy as herein amended.
THAT, nothing contained in this Resolution or the 1987
Personnel Policy, or the amendments adopted hereby, shall be
construed as authorizing any elected official, department head,
board, commission, or any other person or spending agency associ-
ated with Eagle County to exceed their respective appropriated
budgets.
THAT, should any section, clause, provision, sentence
or word of this Resolution, including the attached Exhibit A, be
declared by a court of competent jurisdiction to be invalid, such
decision shall not affect the validity of this Resolution as a
whole or the 1987 Personnel Policy as herein amended and re-
adopted, or any parts thereof, other than the part so declared to
be invalid. For this purpose, this Resolution is declared
severable.
THAT,
this Resolution
of the citizens
the Board finds,
is necessary for
of the County of
determines and declares that
the health, safety and welfare
Eagle.
-2-
MOVED, READ AND ADOPTED by the Board of County Commissioners
of the County of Eagle, Rtate of Colorado, at its regular meeting
held the day of sit ( ) 1987.
1. Ulluy 1 Ullu UlJJ UllC
COUNTY OF EAGLE, STATE OF
COLORADO, By and Through Its
BOARD OF COUNTY COMMISSIONERS
'chard Gu afso �, Chi
George A. Gates, Commissioner
-3-
Commissioner �j- Z-/C"A seconded adoption of
the foregoing resolution. The roll having been called, the vote
was as follows:
Commissioner Richard L. Gustafson
Commissioner Donald H. Welch
Commissioner George A. Gates
j
This Resolution passed by vote of the Board of County
Commissioners of the County of Eagle, State of Colorado.
I4iz I IT$) IM V41Mzbi
We endorse the Eagle County Employee Handbook as hereby
amended, and support its applicability to all Eagle County
employees.
IN WITNESS WHEREOF, the undersigned have set their
hands t� day of December, 1987.
I.-9WQW -aid
Commissioner
Treasure
nerk `
� 2 � r� �'; rl / 4/ 2
Ass ssor
CHAPTER FIGHT - SELECTION ........ .............................57
Equal Opportunity Employment------------ - - - -58
Job Posting-------- ---------- ----------- - -- -59
Employment of Relatives----------------- - - - -61
Transfer------------ -- ---- ---------- ---- -- - -62
CHAPTER NINE - EMPLOYEE STATUS ... .............................63
Probation------------------- ----- ------- - - - -64
Merit Pay Increases--------------------- - - - -65
Acting Appointment---------------------- - - - -66
CHAPTERTEN - COMPENSATION .................... ...............67
Reporting Your Time--------------------- - - - -68
Paychecks and Pay Periods--------------- - - - -69
Mandatory Payroll Deductions------------ - - - -70
Overtime---------------------------- ---- - - - -71
Making Up Time----------- ---- ------ ----- - - - -72
CHAPTER. ELEVEN - BENEFITS ........ .............................73
Part -Time Employees--------------------- - - - -74
Vacation Leave-------------------------- - - - -75
Sick Leave----------- ------------------- - - - -77
Medical Leave--------------------------- - - - -79
Sick Leave Bank------------------------- - - - -81
Holidays---------- ---------- ------------ - - - -82
Personal Leave-------------------------- - - - -83
Military Leave---- ------------------- --- - - - -84
Funeral Leave -------------------------- - - - -85
Leave Without Pay----------------------- - - - -86
Leave of Absence------------------------ - = - -87
Administrative Leave ------------------- - - - -88
Jury and Witness Leave------------------ - - - -89
Voting------------- --- ---- -------------- - - - -91
Emergency Service Leave------------------ - - -91A
Insurance---------------------------- --- - - - -92
Retirement------------------ ------------ - - - -93
Employee Assistance Program------------- - - - -94
Notary Public Service------------------- - - - -95
CHAPTER TWELVE - TRAVEL, CONFERENCES AND SEMINARS .............96
Travel Reimbursement-------------------- - - - -97
Conferences and Seminars------------ - - - - -- -101
CHAPTER THIRTEEN - SEPARATION .... ............................102
Some Reasons for Separation--------- - - - - -- -103
Exit Interviews--------------------- - - - - -- -106
Right to Continue Insurance--------- - - - - -- -107
Qualifications for Rehire----------- - - - - -- -109
DEFINITIONS...................... ............................110
DEPARTMENT AND OFFICE INFORMATION ............................114
INDEX............................ ............................131
Revised Effective December 27, 1987 Resolution #
EXHIBIT A Page 1 of 15
3
CHANGE OF ADDRESS, NAME, TELEPHONE NUMBER
Employees are required to promptly notify their Supervisor of
any change of address, name, telephone number, emergency contact
numbers, marital status or dependent status and to fill out a
"Employee Profile Update" form, which can be obtained from, and
must be submitted to, the Human Resources Department.
For any changes that may affect your County insurance status or
withholding allowance, you must notify the Human Resource
Department in writing within two weeks. The Human Resources
Department will assist you in completing any necessary forms.
Employees should periodically check their Personnel records to
ensure that they are accurate.
Revised Effective December 27, 1987
EXHIBIT A Page 2 of 15
E
MERIT PAY INCREASES
Merit pay increases may be granted only when an employee meets
or exceeds the standards of performance or efficiency
established for his /her position. An employee who receives a
below standard performance rating is not eligible for a merit
increase. Evaluations of an employee's work performance for
merit increase purpose will be made by the employee's Supervisor
in writing, subject to review by the Director of Human
Resources.
After the first twelve (12) months of employment, an employee
who is not at the top of their pay range may be eligible
annually for consideration for a merit increase, if the
employee's service has been continuous. Normally, an employee's
review date will be their anniversary date. A Department Head
wanting to change an employee's review date must consult with
the Director of Human Resources. The Director of Human
Resources' approval is required for any change in review dates.
t /hen an employee is promoted, he /she will be put on review
status for at least six months. The Supervisor will give the
employee a written performance evaluation at the successful
completion of the review status. This may or may not provide s
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 eligibility date as though there had been no delay.
Revised Effective December 27, 1987
EXHIBIT A Page 3 of 15
65
j
PART -TIME EMPLOYEES
A part -time employee who works a minimum of twenty hours per
week for Eagle County will be ,Granted sick leave and vacation
leave on an accrual basis. Sick leave is accrued at .0308 hours
per eligible hour worked. Vacation time is accrued on an
eligible hour worked basis at the same accrual rate as full -time
employees. (See Vacation Leave p. 75).
A part -time employee who normally
per pay period will be given paid
pro -rated basis, based on hours n
if you normally work 32 hours per
hours holiday) Regular part -time
for Personal leave. (See Personal
works a minimum of 40 hours
holidays based on the
Drmally worked, (For example,
week you would be paid for 6.4
employees are also eligible
Leave policy)
Part -time employees will be paid at a pay level based on the
County compensation plan.
A part -time employee is entitled to overtime pay at one and
one -half times their regular hourly rate for over 40 hours
worked from the Sunday through Saturday seven day work week.
The employee must first obtain approval from his /her Supervisor 0
to work overtime.
Insurance may be available for part -time employees who regularly
work a minimum of 30 hours per week. These employees who wish
to be covered under the insurance plan will be required to pay a
pro -rated premium, based on their full time equivalent status.
For example, the premium from an employee who normally works 30
hours (.75 FTE) per week would be 25% of the cost for the cov-
erage. To obtain insurance coverage, the part -time employee
must enroll within 30 days of becoming eligible or the employee
will be required to submit a proof of insurability form. In
this case, only the underwriters of our health insurance carrier
have the authority to approve or deny the request for insurance.
All regular part -time employees working 20 hours per week or
more or 40 hours per pay period or more are required to
participate in the Colorado Officials' and Employees' Retirement
Association be- ginning on the next payroll after one full year
of employment (See Retirement).
If a regular part -time employee becomes a regular full -time
employee, his /her anniversary date will be adjusted. For every
40 hours worked as a part -time employee, he /she will be granted
one (1) week of seniority. Senioritv determines benefit accrual
rates.
Revised Effective February 1, 1988
EXHIBIT A Page 4 of 15
74
VACATION LEAVE
Eagle County believes that it is of mutual benefit for employees
to be able to spend some time away from their work environment
each year. Paid vacation leave is provided for regular
employees. Annual vacations are essential to the well -being and
the physical and mental health of employees.
Employees in their initial probationary period accrue but do not
earn vacation leave or pay until they have successfully
completed probation. Vacation pay will not be paid if an
employee is terminated or resigns during the probation period.
All regular employees who are scheduled to work twenty (20) to
forty (40) hours per week are eligible for paid vacation. All
regular full -time and part -time employees earn vacation in
accordance with the following schedule:
YEARS OF SERVICE
One through Two yrs.
Three through Four yrs
Five through Nine yrs.
Ten + yrs.
ACCRUAL RATE
Per Eligible
Hour
.0385
.0462
.0577
.0769
MAXIMUM HOURS
Annually
Accruable
80
96
120
160
The earned vacation hours are updated bi- weekly and are shown on
the employee's paycheck stub. Vacation is earned on eligible
hours. Holiday, sick, personal, vacation, jury, emergency and
funeral leave and all paid leave and regular hours worked are
eligible hours. Employees do not accrue or earn vacation on
extra, overtime or sick leave bank hours.
A. All requests for vacation must be approved by the
employee's Department Head.
B. Requests for vacation should be submitted to the
Department Head far enough in advance to schedule
an alternative time, if necessary. Some
Department Heads have specific guidelines
for scheduling vacations.
C. The Department Head has the right to approve
vacation leave for employees at times that do
not interfere with the efficient operation of the
department.
D. If a holiday falls within a scheduled vacation,
the holiday will not be charged against vacation
leave. The employee will receive holiday pay.
Revised Effective December 27, 1987
EXHIBIT A Page 5 of 15
75
SICK LEAVE
Sick leave is a privilege available for regular employees work-
ing 40 hours or more per pay period to be used in the following
circumstances:
A. When the employee is unable to perform his /her job
duties because of illness, injury, pregnancy
disability or birth of a child;
R. When the employee has medical, surgical, dental
or optical examinations or treatment;
C. When an employee is required to care for an ill
member of the immediate family; parent, spouse
child or other dependent who lives in the
employee's home, he /she may use accumulated sick
leave up to 40 hours for any one illness or
injury.
An employee must complete three continuous calendar months of
employment before becoming eligible to use sick leave. Full -
time employees accrue sick leave at 2.46 hours per pay period
and are paid at their regular base pay. Sick leave accrued for
a partial pay period worked will be pro -rated to the nearest
hour. Part -time employees with a full time equivalent status of
.5 - .99 (working 40 hours or more per pay period) will accrue
sick leave on a pro -rated basis - .0308 hours per eligible 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
separation, unused sick leave will be forfeited.
Normally, if an employee has used all of his /her accrued sick
leave, they may use accrued vacation leave, compensatory time,
or with their supervisor's approval they may use leave without
pay. In all cases, when an employee has sick leave accrued,
they must use it first.
Employees may be required to return to work the day following
release by a physician. Supervisors may require a doctor's note
or a note from a Public Health Nurse stating that the employee
has been ill, and /or that the employee has been released to
return to work.
If you have to be absent, 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, you
should inform your Supervisor as soon as possible. Some
individual Department Heads may vary this policy to meet special
Revised Effective December 27, 1987
EXHIBIT A Page 6 of 15
77
MEDICAL LEAVE
In the event of a major illness, pregnancy disability or injury,
employees may be granted a medical leave. The employee's
accrued sick, vacation, compensatory time and personal leave
will be applied to the medical leave. Any sick leave exceeding
5 work days requires a doctor's note. The note must state that
it was necessary for the employee to be on leave and the nature
of the disability. If it is anticipated that an employee will
be on leave for more than 5 work days, the note must also state
the anticipated duration of the leave. The County Administrator
will review all leaves expected to exceed 5 work days. The
County Administrator may require a physical examination by a
County— designated physician at the County's expense.
Employees are paid for holidays and accrue vacation and sick
leave while they are on paid leave (other than Sick Leave
Bank).
An employee on medical leave who has exhausted all paid leave
may request partial payment from the Sick Leave Bank (see Sick
Leave Bank).
While on unpaid medical leave or while using the Sick Leave
Bank, an employee does not accrue vacation or sick leave.
Employees on unpaid medical leave (sick bank included) are not
eligible for paid holiday, jury, military, funeral, emergency or
administrative leave.
The insurance premium will be paid by the County during the
approved leave not to exceed ninety (90) days. If the employee
is a part —time employee, the employee must continue to pay their
portion of the premium. The County will pay for remaining
portion during the approved leave not to exceed 90 calendar
days.
Employees are not eligible for raises or other increases in pay
while on medical leave of absence. If an employee misses a
review date while on leave, he /she may 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 on their normal review date. Exceptions may
occur if the employee is promoted or transferred.
An employee on medical leave 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 employee's return to
active employment. Should the County determine that the
employee began the leave intending not to return, or if the
Revised Effective December 27, 1987
EXHIBIT A Page 7 of 15
79
}
SICK LEAVE BANK
The Sick Leave Bank provides temporary continued income to em-
ployees who have exhausted all paid leaves and are experiencing
an unanticipated serious illness or injury requiring an extended
absence from work.
Regular full -time employees who have completed one year of con-
tinuous full -time employment are eligible to withdraw sick leave
hours from the Sick Leave Bank under the following guidelines:
A. All paid leaves must be exhausted.
B. The requesting employee must submit a physician's
statement indicating the nature and probable
duration of their illness or injury.
C. A request to withdraw sick leave hours from the
Sick Leave Bank must be submitted through the
requesting employee's Department Head for
comments and recommendations. The Department
Head will send the request to the Director of
Human Resources. The Director of human Resources
will verify the requestor's eligibility and send
the request to the Sick Leave Bank Review
Committee.
D. The Sick Leave Bank may not be used for an acci-
dent, illness or injury incurred in the line of
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
employee.
P. Withdrawals from the Sick Leave Bank are not re-
quired to be repaid or replaced.
G. Payment for sick leave hours withdrawn from the
Sick Leave Bank will be at 75% of the receiving
employee's normal hourly rate of pay earned on
the last day of active Paid County service.
H. The Sick Leave Bank Review Committee will con-
sider the requesting employee's prior sick leave
balance, usage rate and seriousness of the
illness or injury in recommending approval for
withdrawal of hours from the Sick Leave Bank.
While using the Sick Leave Bank, an employee does not accrue
vacation, sick, or Personal leave. Employees on Sick Leave Rank
are not eligible for paid holidays, jury, military, funeral,
emergency service or administrative leave.
Revised Effective December 27, 1987
EXHIBIT A Page 8 of 15
M
3
HOLIDAYS
The following days are designated paid holidays for regular
employees. Eagle County offices will be closed on these days:
New Year's Day
President's Day
Memorial Day
Independence Day
Colorado Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1st
February, 3rd Monday
May, last Monday
July 4th
August, 1st Monday
September, 1st
Monday
October, 2nd Monday
November 11th
November, 4th
Thursday
November, 4th Friday
December 25th
To be paid for the holiday, an employee must be on paid status
the day before and the day after the holiday. All eligible
regular full -time employees will receive eight hours of holiday
pay for the holiday. (Regular part -time employees see: Part
Time Employees p. 74)
If a County designated holiday falls on a Saturday, the Eagle
County offices will be closed on the preceeding Friday. If a
County designated holiday falls on a Sunday, the Eagle County
offices will be closed on the following Monday.
Regular non - exempt employees who are required to work on a
County designated holiday will receive eight hours of holiday
pay in addition to straight time pay for hours worked during the
holiday. Regular non - exempt employees will receive overtime pay
for hours worked over 40 in an established work week. (See
Overtime p. 71)
EXHIBIT A Page 9 of 15 82
PERSONAL LEAVE
Regular full -time emplovees may be granted sixteen (16) hours
paid leave each year for personal business. Personal leave must
be taken in increments of at least two (2) hours. Regular
part -time employees will be granted personal leave hours on a
pro -rated basis, calculated on their approved full -time
equivalent (FTE) level which must be taken in increments of at
least two (2) hours.
Personal leave must be requested in advance by submitting a
Request for Leave form to the employee's Supervisor for
approval. For non - exempt employees, the Personal leave must
also be documented on the time sheet. For exempt employees, the
approved Request for Leave form'must be turned in to the
Accounting Department in a timely manner.
Personal Leave with pay must be earned before it can be used.
Beginning with Personal leave hours earned in January, 1988,
full -time employees may accumulate up to a maximum of twenty -
four (24) hours (sixteen (16) for part -time) of Personal Leave.
On the first payday in January, employees will earn eight (8)
hours of Personal Leave. On the first payday in July, employees
will earn another eight (8) hours of Personal Leave. Part -time
employees with an FTE of .50 (20 hours per week) or more will
earn Personal Leave on a pro -rated basis. A .50 FTE will earn
four (4) hours of Personal Leave in January, and four (4) hours
of Personal Leave in July.
Employees must have completed three continuous months of service
to be eligible to use Personal Leave.
Personal Leave will not be paid for any absences occurring
during the last two weeks of employment.
Revised Effective December 2.7, 1987
EXHIBIT A Page 10 of 15 83
FUNERAL LEAVE
Regular full -time employees may be granted up to twenty -four
hours of funeral leave with pay (regular part -time employees may
be granted 12 hours of funeral leave with pay) if needed to
attend a funeral when a death has occurred in the family as
defined below. If necessary, and with the approval of the
Department Head, employees may use accrued vacation leave or
leave without pay to extend the absence from work.
A regular full -time employee who wishes to attend the funeral of
of a close personal friend or relative other than a member of
the family, as defined below, may receive up to four (4) hours
pay if authorized by the employee's Supervisor. A regular
part -time employee (with a full time equivalent status of .5 -
.99 and working 40 or more hours per pay period) may receive up
to two (2) hours pay to attend the funeral of a close personal
friend or relative if authorized by the employee's Supervisor.
Family is defined as mother, father, sister, brother, grand-
mother, grandfather, daughter, son, wife, husband, grand-
daughter, grandson, step- mother, step- father, step - daughter,
step -son, sister -in -law, brother -in -law, mother -in -law,
father -in -law, aunt, uncle, nieces, and nephews.
To be eligible for funeral leave pay, the employee must attend
the funeral service. Supervisors may require an employee to
provide a public notice or evidence of the death.
Funeral leave pay will not be paid in addition to any other
allowable pay for the same day, such as holiday pay, sick pay,
etc. The only exception to this policy is when a death occurs
in the family while the employee is on vacation; in which case a
maximum of twenty -four (24) hours vacation days may be granted
to compensate for hours used as funeral leave.
Revised Effective December 27, 1937
EXHIBIT A Page 11 of 15
M
LEAVE WITHOUT PAY
If a critical personal emergency occurs, your Department Head
may grant up to ten (10) days leave without pay per each
calendar year if you are a regular status employee. Employees
do not accrue vacation or sick leave while on Leave Without
Pay. Employees on Leave Without Pay are not eligible for paid
holidays, jury, military, funeral, emergency service, or
administrative leave. Failure to return to work at the end of
an authorized leave may result in immediate termination.
If an employee requests more than ten (10) work days of Leave
Without Pay, the request must be referred to the County
Administrator. The County Administrator will consider granting
a Leave of Absence (see Leave of Absence p. 87).
Revised Effective December 27, 1987
EXHIBIT A Page 12 of 15
M
LEAVE OF ABSENCE
Upon approval of the County
Department Head, a regular
absence up to one year for
Administrator and the employee's
employee may be granted a leave of
compelling personal business.
All accrued vacation leave, personal leave and compensatory time
must be used at the beginning of the leave of absence.
Employees on leave of absence, with or without pay, do not
accrue vacation, sick or personal leave. Employees on leave of
absence are not eligible for holiday, jury, military, sick,
personal, sick bank, funeral, emergency or administrative
leave. An employee's insurance coverage continues as long as
applicable laws allow and the employee portion is paid. While
an employee is on a Daid leave of absence, the employee's
portion, if applicable, is covered through payroll deductions.
When an employee is on an unpaid leave of absence, he /she may
remain on the County dental and health insurance plan provided
the full premium is paid in advance by the employee.
Provided that the employee returns to work with the County on
the agreed upon date, the employee may retain the benefit
accrual rate that they were eligible for upon commencement of
the leave. Upon return, the employee's hire date will be
adjusted because employees do not earn seniority while on unpaid
leave. The employee's next review date will be determined by
the Director of Human Resources and the Department Head.
Employees on an approved leave of absence who fail to report for
work by the first day after the expiration date of the leave of
absence or a properly approved extension, will be terminated
from their employment with the County as of the last day
actually worked.
An employee who engages in other employment, including
self — employment, while on official leave of absence will be
terminated effective as of the last day worked, unless prior
written approval has been obtained from the County
Administrator.
Revised Effective December 27, 1987
EXHIBIT A Page 13 of 15
87
i
EMERGENCY SERVICE LEAVE
Employees who are active volunteers for the fire department,
ambulance service or the Eagle County Search and Rescue Team may
be eligible for paid leave if their services are needed during
normal working hours.
If an employee becomes a member of the fire department,
ambulance service or search and rescue team, he /she must notify
his /her Supervisor in writing. Employees will be allowed to
assist in emergency situations when feasible. Employees and
Supervisors should discuss what the employee should do if the
employee's services are required during, normal County work
hours. In all cases, the employee must notify his /her
Supervisor, Department Head, Department Office Assistant,
Switchboard Operator or the Human Resources Department that they
are responding to an emergency call out. The Supervisor should
inform the employee of the order in which the employee should
notify someone of their leave.
Supervisors may require a written statement from a repre-
sentative of the fire department, ambulance service or the
search and rescue team verifying that the employee assisted in
the emergency for which they were excused from work.
Emergency service leave will not be counted as hours worked.
Employees will receive straight— time pay for the normal hours,
not including overtime hours, that they would have worked had
they not been called for the emergency. Time sheets must
indicate emergency service leave for hours missed from work.
Employees must return to work as soon as possible after the
emergency. Employees must request approval for emergency leave
prior to each occurrence /day of emergency service.
Up to twenty —four (24) hours paid emergency leave per year per
employee is allowed. Additional paid emergency service leave
requires written approval of the County Administrator.
Revised Effective December 27, 1957
EXHIBIT A Page 14 of 15
9 1 A
Eagle County is a member of Colorado Officials' and Employees'
Retirement Association. All regular employees working 20 hours
or more per week are required to participate as a condition of
employment beginning on the next payroll period after one full
year of employment.
Eagle County's contribution is 3% of an employee's compensation
excluding overtime and extra pay. Employees are required to
contribute an amount equal to the County's 3 %. Employees may
voluntarily contribute additional amounts according_ to the
Association rules.
Upon retirement, settlement of benefits may be made by:
A. Purchase of an annuity contract
R. In one payment
C. Annual or semi - annual installments, for a period
not to exceed 10 years
D. Any combination of the above
Provisions are made in the plan for early retirement. An em-
ployee may retire on or after age 55 contingent upon completion
of twenty years of continuous service.
If an employee dies before retirement, the contributions (both
employee's and Eagle County's) plus earnings on the investments
will be paid to the employee's beneficiary.
The plan pays only upon retirement, death, disability or term-
ination of employment.
Upon termination of employment, the plan provides:
A. The amount the employee contributed, plus
earnings, and
B. 20% of Eagle County's contribution, plus
earnings, for each twelve months of the
employee's participation in the plan.
Payment of benefits may be made through
the purchase of an annuity contract, in
regular installments, in one sum, or
through a combination of the above.
Revised Effective December 27, 1987
EXHIBIT A Page 15 of 15
93