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PUEBLOCOUNTYGOVERNMENT

ORGANIZATIONCHART

CITIZENSOF
PUEBLOCOUNTY

COUNTY
ASSESSOR

DISTRICT
ATTORNEY

COUNTY
CLERK&
RECORDER

BOARDOF
COUNTY
COMMISSIONERS

COUNTY
CORONER

COUNTY
SURVEYOR

FLEET
MANAGEMENT

PLANNING&
DEVELOPMENT

COUNTY
ATTORNEY

CORRECTIONAL
SERVICES

HOUSING&HUMAN
SERVICES
AREA AGENCY
ONAGING

PUBLICWORKS
ENGINEERING
FACILITIES/ROAD&BRIDGE
FLEET,PARKS&REC.

ADMINISTRATIVE
ASSISTANTTO
THEBOCC

CSU
EXTENSION

HUMAN
RESOURCES

PURCHASING

DEPARTMENTOF
EMERGENCY
MANAGEMENT

INFORMATION
&COMPUTER
SERVICES

OFFICEOFBUDGET

SOCIAL
SERVICES

COUNTY
TREASURER

SHERIFF

BOCC
ADVISORY
BOARDS

BOARDOF
RETIREMENT

RETIREMENT
ADMINISTRATOR

PUEBLOCOUNTY
PERSONNELPOLICIES
MANUAL

PUEBLOCOUNTY
COLORADO
Published10/1/1999
Revised6/1/2003
1/1/2005

TABLEOFCONTENTS
PAGE
UnanimousApproval&AcceptancebyElectedOfficials

BoardApproval
EmployeeAcknowledgementForm
Preamble
CHAPTER1

ORGANIZATIONDESCRIPTION

CountyGovernmentOrganization
CodeofEthics
IntroductoryStatement
Additions,DeletionsandChanges

CHAPTER2

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NATUREOFEMPLOYMENT

EqualEmploymentOpportunity
Recruitment
EmploymentApplications
Selection
AgeofEmployment
EmployeeMedicalExaminations
PolygraphExaminations
EmploymentReferenceandSecurityChecks
Orientation
AccesstoPersonnelFiles
PersonalDataChanges
OutsideEmployment
EmploymentofRelatives
ConflictsofInterest
NonDisclosure
InterdepartmentalTransfers
CHAPTER3

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3
4
5

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EMPLOYMENTCATEGORIES

RegularFulltimeEmployees
RegularParttimeEmployees
Hourly
Temporary
Seasonal
TermEmployee
AppointedOfficials
Volunteers

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TABLEOFCONTENTS(CONTINUED)
IndependentContractor
FairLaborStandardsAct(FLSA)Definitions
NonexemptEmployees
ExemptEmployees
NonCoveredEmployees
SpecialCoverage
CHAPTER4

COMPENSATIONPOLICIESANDPROCEDURES

AuthoritiesandResponsibilities
Coverage
TheCompensationPlan
Classification/ClassDescriptions
Job Class
ClassDescription
WorkingJobDescription
ClassificationSystemProcedures
NewPositions
RequestsforRestructuring
ClassDescriptionChanges
TimeKeeping
Paydays
AdministrativePayCorrections
PayDeductions
PerformanceEvaluations
CHAPTER5

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EMPLOYEEBENEFITS

BankingServices
DeferredCompensation
EducationalTuitionAssistance
EmployeeAssistanceProgram
FlexibleSpendingAccount
HealthandDentalInsurance
Holidays
LiabilityInsurance
LifeInsurance
LongTermDisabilityProgram
RetirementPlan
SickLeaveBenefits
SickLeaveBank
Training
VacationBenefits
WorkersCompensation

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TABLEOFCONTENTS(CONTINUED)
CHAPTER6

LEAVETYPES

AdministrativeLeave
BereavementLeave
EducationalLeave
FamilyandMedicalLeave
JuryandWitnessLeave
LeavewithoutPay
MilitaryLeave
ReligiousLeave
SickLeave
UnauthorizedLeave
VacationLeave
VotingLeave
CHAPTER7

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WORKCONDITIONSANDRULES

AttendanceandPunctuality
DriversLicenses
DrugandAlcoholUse
EmergencyClosings
Gifts,GratuityandBribery
LegalFees
OnCall
OutsideComplaints
Overtime/CompensatoryTimeandWorkScheduling
Parking
PersonalAppearance
PoliticalActivities
PoliticalContributionsandSupport
ProblemResolution
PublicRelations
RestandMealPeriods
ReturnofProperty
Safety(LossPrevention)
SecurityInspections
SexualHarassment
Solicitation
Smoking/TobaccoUsage
UseofPersonalComputers,ElectronicDevicesorGear,
EquipmentandVehicles
UseofTelephone,CellularPhones,Pagers,MailFacsimile
andElectronicMailSystems
VisitorsintheWorkplace

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TABLEOFCONTENTS(CONTINUED)
CHAPTER8

TRAVELPOLICY

CountyTravelExpenses
ApprovalforTravel
TravelforotherPurposes
CHAPTER9

SEPARATIONOFEMPLOYMENT

Resignation
Termination
Retirement
LayoffReductioninForce(RIF)
Recall
DeathofEmployee
SeparationPay
INDEX
Published10/1/1999
Revised6/1/2003
1/1/2005

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67

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UNANIMOUSAPPROVALANDACCEPTANCEBYELECTED
OFFICIALSOFTHEPUEBLOCOUNTYPERSONNELPOLICY
ANDCLASSIFICATIONANDCOMPENSATIONPLAN
We,theundersigneddulyelectedofficialsoftheCountyofPueblo,Colorado,in
accordancewithandspecificallysubjecttotheconstitutionalandstatutorypowersand
limitationsonourrespectiveOfficesasprovidedby Coloradolaw,acknowledgereceipt
ofacopyofthePuebloCountyPersonnelPolicyandClassificationandCompensation
Plan(Plan)tobeadoptedbytheBoardofCountyCommissionersataregularmeeting
oftheBoardonthe16th dayof September1999andapproveandacceptthesameas
bindingupontheemployeesofourrespectiveOffices,effectiveOctober1,1999
followingformaladoptionbytheBoardofCountyCommissioners,totheextentthatthe
Planisconsistentwiththeconstitutionalandstatutorypowersandlimitationsofour
respectiveOffices.Inaccordancewithandspecificallysubjecttotheconstitutionaland
statutorypowersandlimitationsonourOfficesandtheprovisionsofthePlan,atour
discretionwemayadoptandapplyadditionalpoliciesandprocedurestoourrespective
employeesasappropriatetocarryoutourofficialconstitutionalandstatutoryduties.
NothinginthePlanorinanyseparatepoliciesandprocedureswemayuseis
intendedtoconstituteacontractofemploymentwith anyemployeeforemployment
foranylengthoftimeorapromiseofcontinuedemploymenttoanyemployeefor
anyperiod,butdescribesandoutlinesthepolicies,programsandbenefitsgenerally
availabletoeligibleemployees,subjecttotheprovisionsof applicablelaw.

BOARDAPPROVAL

ThePersonnelPoliciescontainedinthisManualwereapprovedbytheBoardof
CountyCommissionersattheirregularlyscheduledmeetingonthe16th day of
September,1999.Theapprovedpersonnelpolicieshereinarerevisedfromthe
originallyadoptedpersonnelpoliciesofJanuary1,1989,whichpoliciesand
ResolutionNo. 88352, ResolutionNo.90326andResolutionNo.9565andall
otherPersonnelPoliciesandProceduresManualsareherebyreplacedandsuperseded
bythisManualandResolutionNo. 99296.

Signedthis16th day of September,1999by:


BOARDOFCOUNTYCOMMISSIONERSOFPUEBLOCOUNTY,COLORADO.

EMPLOYEEACKNOWLEDGMENTFORM

TheemployeehandbookdescribesimportantinformationaboutPuebloCounty,andIunderstand
thatIshouldconsulttheHumanResourcesDepartmentregardinganyquestionsnotansweredin
thehandbook.
IhaveenteredintomyemploymentrelationshipwithPuebloCountyvoluntarilyand
acknowledgethatthereisnospecifiedlengthofemployment.Thishandbookrepresentsabrief
summaryofsomeofthemoreimportantguidelinesandisnotallinclusive.
FURTHERMORE,THISPERSONNELPOLICYMANUALISNOTANEMPLOYMENT
CONTRACTBETWEENTHEBOARDOFCOUNTYCOMMISSIONERSORANY
OTHERELECTEDOFFICIALANDTHEIREMPLOYEESANDSHOULDNOTBE
CONSTRUEDORRELIEDUPONTOCREATEEITHERANEXPRESSORIMPLIED
EMPLOYMENTCONTRACT.IUNDERSTANDTHATNOORALSTATEMENTOR
REPRESENTATIONOFANYELECTEDOFFICIALOREMPLOYEEOFPUEBLO
COUNTYCANVARYMYEMPLOYMENTSTATUS.
Sincetheinformation,policies,andbenefitsdescribedherearenecessarilysubjecttochange,I
acknowledgethatrevisionstothehandbookmayoccur.Allsuchchangeswillbecommunicated
throughofficialnotices,andIunderstandthatrevisedinformationmaymodify,suspend,
interpret,revise,supplementoreliminateexistingpolicieswithoutpriornoticetome.Onlythe
BoardofCountyCommissioners,withtheapprovaloftheotherelectedofficialsofPueblo
Countyhastheabilitytoadoptanyrevisionstothepoliciesinthishandbook.Iacknowledgeand
agreethatIcannotrelyonanymemorandumorotherwrittenororalstatementofanyelected
official,supervisororemployeeto changethisrequirement,oranyotherprovisionofthis
handbook.
Furthermore,Iunderstandthatthishandbookisneitheracontractofemploymentnora
legaldocument.Ihavereceivedthehandbook,andIunderstandthatitismyresponsibility
tobecomefamiliarwiththepoliciescontainedinthishandbookandanyrevisionsmadeto
it.

___________________________________________________
EMPLOYEE'SSIGNATURE
DATE
_______________________________________________________
EMPLOYEE'SNAME(TYPEDORPRINTED)

10/1/99

PREAMBLE

Thesepersonnelguidelinesareadoptedconsistentwithsuchprinciplesas:

(1)

recruiting,selectingandadvancingemployeesonthebasisoftheir
relativeability,knowledgeandskills,includingopenconsiderationof
qualifiedapplicantsforinitialappointment

(2)

providingequitableandadequatecompensation

(3)

trainingemployees,wherepossibleandappropriate,withthegoalof
achievinghighqualityperformance

(4)

correctinginadequateperformance,wherepossibleandappropriate

(5)

retainingorseparatingemployeesonthebasisoftheadequacyof
theirperformance

(6)

assuringfairtreatmentofapplicantsandemployeesinallaspectsof
personneladministrationwithoutregardtopoliticalaffiliation,race,
color,nationalorigin,sexorreligiouscreedandwithproperregard
fortheirprivacyandconstitutionalrightsascitizensand

(7)

assuringthatemployeesareprotectedagainstcoercionforpartisan
politicalpurposesandareprohibitedfromusingtheirofficial
authorityforthepurposeofinterferingwithoraffectingtheresultof
anelectionoranominationforoffice.

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CHAPTER1
ORGANIZATIONDESCRIPTION
COUNTYGOVERNMENTORGANIZATION
The County of Pueblo, through the Board of County Commissioners, other Elected
Officials and Department Directors, has attempted toorganize County government in a
functional, efficient manner. Organizational charts of County Government as a whole
and each office or department within Pueblo County are available in the Human
ResourcesDepartment.
CODEOFETHICS
Consistentwiththepublictrustplacedingovernment,allemployeesofPuebloCounty,
Colorado,shouldaspiretothehigheststandardsofbehaviorandconductatworkona
dailybasis,inaccordancewiththefollowing:
1.

Servethepublicwithrespect,concern,courtesy,andresponsiveness

2.

Demonstratethehigheststandardsofpersonalintegrity,truthfulness,andhonesty
and shall through personal conduct inspire public confidence and trust in the
CountySystem

3.

Recognizethatpersonalgainsfrompublicservicearelimitedtorespect,
recognition,salary,andnormalemployeebenefits

4.

Notusepublicservicetobestowanypreferentialbenefitonanyonerelatedtothe
publicofficialoremployeebyfamily,businessorsocialrelationship

5.

Notdiscloseoruseorallowotherstouseconfidentialinformationacquiredby
virtueofCountySystememploymentforprivategain

6.

Notacceptanyfee,compensation,gift,paymentofexpense,oranyotherthingof
monetaryvalue,undercircumstancesinwhichtheacceptancemayresultin:
(a) Anundertakingtogivepreferentialtreatmenttoanyperson
(b) Anylossofcompleteindependenceorimpartialityor
(c) Themakingofagovernmentaldecisionoutsideofficialchannels.

7.

Notengageinoutsideemploymentunlesstheoutsideemploymentisundertaken
inaccordancewiththePuebloCountyPersonnelPolicy

8.

NotuseCountytime,property,equipmentorsuppliesforprivategain

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9.

Carryoutalldutiesasapublicservantbyexposingcorruptioningovernment
wheneverdiscoveredand

10.

SupportequalaccessandemploymentopportunitiesintheCountySystembyall
citizensregardlessofrace,color,religion,sex,nationalorigin,age,physicalor
mentaldisability,creed,ancestryoranyothercharacteristicprotectedbylaw.
INTRODUCTORYSTATEMENT

ThishandbookisdesignedtoacquaintyouwithPuebloCountyandprovideyouwith
informationaboutworkingconditions,employeebenefits,andsomeoftheguidelines
affectingyouremployment.Youshouldread,understand,andcomplywithallprovisions
ofthehandbook.Itdescribesmanyofyourresponsibilitiesasanemployeeandoutlines
theprogramsdevelopedbyPuebloCountytobenefitemployees.NoPuebloCounty
ElectedOfficial,supervisororemployeepossessestheauthoritytoprovideanyemployee
withacontractofemploymentorpromiseofcontinuedemploymentforanyperiod
exceptinwritingdulyadoptedaccordingtoapplicablelaw.Noemployeecanrelyonany
memorandumoranyotherwrittenororalstatementofanyElectedOfficial,supervisoror
employeetochangethisrequirement.
Noemployeehandbookcananticipateeverycircumstanceorquestion.AsPueblo
Countycontinuestogrow,theneedmayariseandPuebloCountyreservestherightto
modify,suspend,interpret,revise,supplement,oreliminateanyportionofthehandbook
fromtimetotimeasitdeemsappropriate,initssoleandabsolutediscretion.Every
reasonableeffortwillbemadetonotifyemployeesofsuchchangestothehandbookas
theyoccur.
ADDITIONS,DELETIONSANDCHANGES
TomakethePersonnelManualviableitmustbeabletoadapttochange.Therefore,the
followingproceduresareprovidedformakingchangestothePersonnelPoliciesManual,
astheyarenecessary.
A.

AmendmentstothePersonnelManualmaybeinitiatedby:
1.

TheBoardofCountyCommissioners(BOCC)

2.

TheHumanResourcesDepartment

3.

AnElectedOfficialthroughsubmissionofproposedchangesin
writingtotheHumanResourcesDepartmentandtheBoardof
CountyCommissioners.

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4.

5.

DepartmentDirectorthroughsubmissionofproposedchangesin
writingtotheHumanResourcesDepartmentandtheBoardof
CountyCommissioners.
AnyemployeeoftheCountythroughsubmissionofproposed
changesinwritingtotheHumanResourcesDepartmentandthe
BoardofCountyCommissioners.

B.

Whenanamendmenttothemanualisproposed,theHumanResources
Departmentwillreviewitforappropriatenessandconsistencyinrelation
tocurrentmanualprovisionsandotherrelevantpracticesandregulations.
ProposedchangeswillbecoordinatedwiththeCountyAttorneywhen
appropriate.

C.

AfterreviewbytheHumanResourcesDepartment,thoseamendments
foundtomeritfurtherconsiderationforinclusioninthemanualwillbe
distributedtoallElectedOfficials,DepartmentDirectorsandbargaining
unitrepresentativesfortheircommentsandrecommendations.Allother
proposedamendmentswillbeforwardeddirectlytotheBoardofCounty
CommissionersalongwithareportfromtheHumanResources
Departmentastoitsrecommendations.Theseactionswillassurethatthe
BOCChasbeenmadeawareofallproposedchangestothispolicy.
Meetingsonproposedchangeswillbepostedinaccordancewiththe
ColoradoOpenMeetingsLaw.

D.

FollowingreviewofproposedamendmentsbyElectedOfficialsand
DepartmentDirectors,theBoardofCountyCommissionerswillmakea
decisionastowhatactionwill betakenontheproposedamendment(s).

E.

Uponapprovalofachange,addition,ordeletiontothePersonnelManual,
thechangewillbereferredtotheHumanResourcesDepartmentfor
preparation,printinganddistribution.

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CHAPTER2
NATUREOFEMPLOYMENT
EQUALEMPLOYMENTOPPORTUNITY
PuebloCountyforbidsdiscriminationinemploymentopportunitiesorpracticesonthe
basisofrace,color,religion,sex,nationalorigin,age,physicalormentaldisability,
creed,ancestryoranyothercharacteristicprotectedbylaw.PuebloCountyisanEqual
EmploymentOpportunityEmployer.
Anyemployeewithquestionsorconcernsaboutanytypeofdiscriminationinthe
workplaceisencouragedtobringtheseissuestotheattentionoftheirimmediate
supervisorortheHuman ResourcesDirector.Employeescanraiseconcernsandmake
reportswithoutfearofreprisal.Anyonefoundtobeengaginginanytypeofunlawful
discriminationwillbesubjecttodisciplinaryaction,uptoandincludingterminationof
employment.
RECRUITMENT
RecruitmentforapositionvacancywillbeinitiatedbytheHumanResourcesDepartment
uponreceiptofanemploymentrequisitionfromthehiringDepartmentorElected
Official.ToassurethatCountyemployeesareawareofpositionopeningsandtoinvite
themtobeconsideredfortheposition,allappropriatevacancieswillbeannouncedfora
periodofatleastfive(5)workingdays.Vacancyannouncementswillbedistributedto
alldepartmentsforposting.Certainpositionsareauthorizedasappointedpositionstothe
ElectedOfficial.Thesepositionsmaybeexcludedfromthenormalrecruitmentprocess.
TheBoardofCountyCommissionersandElectedOfficialsretainthediscretionto
determinethequalificationsandselectioncriteriaapplicable.
EMPLOYMENTAPPLICATIONS
ItisthegeneralpolicyofPuebloCountytoacceptapplicationformsintheeventofa
vacancy.TheHumanResourcesDepartmentwillberesponsibleforallapplicationforms
andtheirdistribution.
Intheeventofabonafidevacancy,employeesmaycompleteanapplicationform,
availableattheHumanResourcesDepartment,toindicatetheirinterestinbeing
consideredforapostedvacancy.
PuebloCountyreliesupontheaccuracyofinformationcontainedintheemployment
application,aswellastheaccuracyofotherdatapresentedthroughoutthehiringprocess
andemployment.Anymisrepresentations,falsifications,ormaterialomissionsinanyof
thisinformationordatamayresultinPuebloCounty'sexclusion

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oftheindividualfromfurtherconsiderationforemploymentor,ifthepersonhasbeen
hired,terminationofemployment.
SELECTION
FollowingthepostingprocessasdescribedunderRecruitment,theHumanResources
Departmentwillreviewandscreenallapplicationsreceivedtodeterminethe
qualificationsofthoseapplicantsthatmeettherequirementsofthepositiontobefilled
andforwardtotherequestingdepartmentallapplicationsreceived. Thepurposeofthis
screeningwillbetodeterminequalificationsonthebasisofjobrelatedknowledge,skills,
abilities,experienceandeducation.Additionalscreeningcriteria,andtests,ifany,will
bespecifiedbytherequestingdepartmentorElectedOfficialontherequisitionform.
ForthosedepartmentsreportingtotheBoardofCountyCommissioners,theHuman
ResourcesDepartmentwillcoordinateallinterviewsandapplicantcorrespondence.
ElectedOfficialswillestablishandconductallinterviewswithintheirrespectiveoffices.
AnyapplicantcorrespondenceforElectedOfficialswillbecoordinatedwiththeHuman
ResourcesDepartment.
ThefinalselectionwillbetheresponsibilityoftheBoardofCountyCommissionersfor
thosedepartmentsreportingtotheboard.TheBoardofCountyCommissionersmay
delegatethisresponsibilitytotheDepartmentDirector.OtherElectedOfficialswillhave
soleresponsibilityforthefinalselectionfortheiroffices.Forthosedepartments
reportingtotheBoardofCountyCommissioners,theHumanResourcesDepartmentwill
beresponsibleforextendingtheformalofferofemployment,contactingtheunsuccessful
applicantsandwill,togetherwiththerequestingdepartment,completethenecessary
paperworkforthesuccessfulapplicant.
ElectedOfficialswillberesponsibleforextendingtheformalofferofemployment,
contactingtheunsuccessfulapplicantsandwill,togetherwiththerequestingdepartment,
completethenecessarypaperworkforthesuccessfulapplicant,unlessassistancefromthe
HumanResourcesDepartmentisrequestedbytheElectedOfficial.
AllapplicationsandresumesandotherapplicantmaterialwillbereturnedtotheHuman
ResourcesDepartment.
MINIMUMAGEOFEMPLOYMENT
TheminimumageofemploymentwithPuebloCountyshallbeeighteen(18)exceptfor
youthprogramssponsoredbytheCounty,oritsagenciesandseasonalemployeeshired
forCountyRecreationalPrograms.

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Anyemployeeundertheageofeighteen(18)shallhavethewrittenconsentoftheir
parentorlegalguardiantobeemployedbyPuebloCounty,andtheemploymentmustbe
approvedbytheBoardofCountyCommissionersasanexceptiontothispolicy.Any
employeeundertheageofnineteen(19)shallprovidetotheHumanResources
DepartmentaCertificateofAgeformfromtheStateofColoradoorU.S.Federal
DepartmentofLabor.NooneshallbehiredbyPuebloCountywhoisundertheageof
sixteen(16)years.
EMPLOYEEMEDICALEXAMINATIONS
Medicalexaminationsmayberequiredafterconditionalofferofemployment.
CurrentemployeesmayberequiredtohaveamedicalexaminationbyPuebloCountys
designatedphysician,atPuebloCountysexpensetodeterminehisorherabilityto
performtheessentialfunctionsoftheirassignedposition.Informationonanemployee's
medicalcondition orhistorywillbekeptseparatefromotheremployeeinformationand
maintainedconfidentially.Accesstothisinformationwillbelimitedtothosewhohavea
legitimateneedtoknow.
POLYGRAPHEXAMINATIONS
PolygraphexaminationsmaybeusedbytheCountyasaninvestigativetooltotestthe
dependabilityofprioranswerstoquestionsspecifically,narrowlyanddirectlyrelatedto
theperformanceofemployee'sofficialduties,wherethereisreasonablesuspicionofa
violationoflaworthesepolicies. TheCountymayrequesttheemployeetosubjecttoa
polygraphtest.Refusalofsuchatestmaybegroundsfortermination.
PolygraphexaminationsmayalsobeusedbytheSheriff'sOfficeinitshiringprocedures.
Thepolygraphoperatorusedwillbelicensedandtestedby anapprovedlicensing
authority.
EMPLOYMENTREFERENCEANDSECURITYCHECKS
PuebloCountyreservestherighttochecktheemploymentreferencesofanyapplicantor
employeeatanytime.Referenceandappropriatebackgroundcheckswillbeconducted
ontheapplicantwhohasbeenselectedtofillthevacancy,bytheHumanResources
Department,ElectedOfficialorresponsibleDepartmentDirectorasmutuallyagreed
upon.
TheHumanResourcesDepartmentwillrespondtoallreferencecheckinquiriesand
employmentverificationsfromotheremployersoragencies.Responsestosuchinquiries
willconfirmonlydatesofemployment,wagerates,andposition(s)held.Anyother
informationwillnotbeprovidedwithouttheemployeeswrittenpermission.

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ORIENTATION
OrientationofallnewemployeesistheresponsibilityofthePuebloCountyHuman
ResourcesDepartment.
NewemployeesareorientedonsubjectssuchasthegeneralCountyorganization,thepay
system,employeebenefits,overtimeandleavepolicies,retirementbenefits,continuation
ofhealthbenefits,andotherareasofgeneralinterest.
ElectedOfficialsandDepartmentDirectorsareresponsiblefordepartmentandjob
requirementsorientation.
Newemployeeswillbefurnishedcopiesofpolicyandinformationaldocumentsrequired
bylaworrequiredbyCountyregulations.Undernormalcircumstances,newemployees
willbegiventheirinformationduringthefirstten (10)daysofemployment.Each
employeeshallsignaformuponcompletionof theorientation,indicatingreceiptofthe
personnelpolicyandotherpolicydocumentsasmaybedeterminedbytheBoardof
CountyCommissioners.
ACCESSTOPERSONNELFILES
PuebloCountymaintainsapersonnelfileoneachemployee.Thepersonnelfileincludes
suchinformationastheemployee'sjobapplication,resume,recordsoftraining,
documentationofperformanceappraisalsandsalaryincreases,andotheremployment
records.AccesstopersonnelfilesislimitedpursuanttoC.R.S.2472204(3)(a).
PersonnelfilesarethepropertyofPuebloCounty,andaccesstotheinformationthey
containisrestricted.OnlysupervisorsandmanagementpersonnelofPuebloCountywho
havealegitimatereasontoreviewinformationinapersonnelfileareallowedtodoso.
EmployeeswhowishtoreviewtheirownfileshouldcontacttheHumanResources
Department.Withreasonableadvancenotice,employeesmayreviewtheirown
personnelfilesintheHumanResourcesDepartmentinthepresenceofanindividual
appointedbyPuebloCountytomaintainthefiles.
PERSONALDATACHANGES
ItistheresponsibilityofeachemployeetopromptlynotifyPuebloCountyofany
changesinpersonaldata.Personalmailingaddresses,telephonenumbers,numberand
namesofdependents,individualstobecontactedintheeventofanemergency,
educationalaccomplishments,andothersuchstatusreportsshouldbeaccurateand

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currentatalltimes.Ifanypersonaldatahaschangedemployeesshouldnotifythe
HumanResourcesDepartmentwithin 10workingdays.Beforeanofficialchangeof
namecanbemade,theemployeemustshowproofthechangehasbeenfiledwiththe
SocialSecurityAdministration.
OUTSIDEEMPLOYMENT
Employeesmayholdoutsidejobsaslongasthereisnoconflictwithassignedworking
hoursandtheymeettheperformancestandardsoftheirjobwithPuebloCounty.All
employeeswillbejudgedbythesameperformancestandardsandwillbesubjectto
PuebloCounty'sschedulingdemands,regardlessofanyexistingoutsidework
requirements.
EmployeesmustnotifytheirElectedOfficialorDepartmentDirectorpriortoacceptance
ofoutsideemploymentofthefollowing:
A.
B.
C.

Nameofsecondaryemployer
Jobdescriptionortypeofworktobeperformed
Scheduledhoursofwork

IfPuebloCountydeterminesthatanemployee'soutsideworkinterfereswithperformance
ortheabilitytomeettherequirementsofPuebloCountyastheyaremodifiedfromtime
totime,theemployeemaybeaskedtoterminatetheoutsideemploymentifheorshe
wishestoretainemploymentwithPuebloCounty.
EmployeesmaynotengageinoutsidebusinessactivitiesduringtheirCountyworking
hours.
Outsideemploymentthatconstitutesaconflictofinterestisprohibited.Otherthantheir
payorsalaryfromtheCounty,employeesmaynotreceiveanyincomeormaterialgain
fromemploymentasaresultofmaterialsproducedorservicesrenderedwhileperforming
theirjobsforPuebloCounty.
EMPLOYMENTOFRELATIVES
TheemploymentofrelativesshallbeinaccordancewithSection2434402(1)(h)
C.R.S.oftheColoradoAntidiscriminationActasamended,whichallowstheCountyto
transferanemployeebasedonavailabilityofaposition,orrefusetohirearelativeofan
employeeundercircumstanceswhere:
Onerelativedirectlyorindirectlywouldexercisesupervisory,hiringorpromotional
decisions,ordismissalauthorityordisciplinaryauthorityovertheotherrelative
Onerelativewouldaudit,verify,receive,orbeentrustedwithmoniesreceivedor
handledbytheotherrelativeor

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Onerelativehasaccesstotheemployersconfidentialinformation,includingpayroll
andpersonnelrecords.
Forthepurposesofthispolicy,arelativeisanypersonwhoisrelatedbybloodor
marriage,orwhoserelationshipwiththeemployeeissimilartothatofpersonswhoare
relatedbybloodormarriage.
Arelativeisfurtherdefinedasaparent,spouse,child,grandchild,grandparent,brother,
sister,nephew,niece,aunt,uncle,andtheinlawsofthesamerelationship.Aperson
adoptedisalsoarelativeasusedherein.
CONFLICTSOFINTEREST
Employeeshaveanobligationtoconductbusinesswithinguidelinesthatprohibitactual
orpotentialconflictsofinterest.Thispolicyestablishesonlytheframeworkwithin
whichPuebloCountywishestooperate.Thepurposeoftheseguidelinesistoprovide
generaldirectionsothatemployeescanseekfurtherclarificationonissuesrelatedtothe
subjectofacceptablestandardsofoperation.ContacttheHumanResourcesDirectorfor
moreinformationorquestionsaboutconflictsofinterest.
Transactionswithoutsidefirmsmustbeconductedwithinaframeworkestablishedand
controlledbytheElectedOfficialsofPuebloCounty.Businessdealingswithoutside
firmsshouldnotresultin unusualgainsfromthosefirms.Unusualgainreferstobribes,
productbonuses,specialfringebenefits,unusualpricebreaks,andotherwindfalls
designedtoultimatelybenefittheemployer,theemployee,orboth.Promotionalplans
thatcouldbeinterpretedtoinvolveunusualgainrequirespecificapprovalfromthe
ElectedOfficial.
Anactualorpotentialconflictofinterestoccurswhenanemployeeisinapositionto
influenceadecisionthatmayresultinapersonalgainforthatemployeeorforarelative
asaresultofPuebloCounty'sbusinessdealings.Forthepurposesofthispolicy,a
relativeisanypersonwhoisrelatedbybloodormarriage,orwhoserelationshipwiththe
employeeissimilartothatofpersonswhoarerelatedbybloodormarriage.
No"presumptionofguilt"iscreatedbythemereexistenceofarelationshipwithoutside
firms.However,ifanemployeehasanyinfluenceontransactionsinvolvingpurchases,
contracts,orleases,itisimperativethatheorshedisclosetotheappropriateElected
OfficialofPuebloCountyassoonaspossibletheexistenceofanyactualorpotential
conflictofinterestsothatsafeguardscanbeestablishedtoprotectallparties.
Personalgainmayresultnotonlyincaseswhereanemployeeorrelativehasasignificant
ownershipinafirmwithwhichPuebloCountydoesbusiness,butalsowhenanemployee
orrelativereceivesanykickback,bribe,substantialgift,orspecial

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considerationasaresultofanytransactionorbusinessdealingsinvolvingPuebloCounty.
Failuretodiscloseaconflictofinterestmaybegroundsforimmediateterminationand
theemployeemaybechargedaccordingtoColoradostatutes.
NONDISCLOSURE
TheOpenRecordsActprovidesformanydocumentstobe"open"forpublicreview.
However,theprotectionofcertainrecordsandconfidentialinformationisvitaltothe
interestsandthesuccessofPuebloCounty.Anyrequestsfromamemberofthepublic
forreviewofdocumentsinaCountyofficeshouldbereferredtotheElectedOfficialfor
handlinginaccordancewithproceduresestablishedbysuchElectedOfficials.
NoCountyemployeeshalldiscloseconfidentialinformationentrustedtooracquiredby
theemployeebyvirtueofemploymentwiththeCounty,norshallanyemployeeusesaid
information,orpermitotherstouseit,inthefurtheranceofaprivateintent.Any
program,policy,technologicaldevelopmentorproceduredevelopedbyanemployeein
conjunctionwiththeircurrentorpriorpositionwithPuebloCountyisthepropertyof
PuebloCounty.
Anyemployeewhoimproperlyusesordisclosesconfidentialinformationwillbesubject
todisciplinaryaction,uptoandincludingterminationofemploymentandlegalaction,
evenifheorshedoesnotactuallybenefitfromthedisclosedinformation.
INTERDEPARTMENTALTRANSFERS
Transfersmaybeavailablefromonedepartmenttoanotherbaseduponthefollowing
criteria:
1. Theavailabilityofabonafidevacancy.
2. Thetransferringemployeemustmeetatleasttheminimumqualificationsas
establishedintheclassdescription.
3. WhenanemployeetransfersfromonedepartmenttoanotherwithintheCounty,
theacceptingdepartmentshallassumeresponsibilityforallfringebenefitsforthe
employee,subjecttofiscalreviewbytheBoardofCountyCommissioners.
4. Theemployee'sbenefitsshallbebasedupontheoriginalhiredateorrehiredateas
a"regular"employee,ifapplicable,andnotonthedateoftransfer.
5. ThetermsofatransfershallbespecifiedinwritinginconjunctionwiththeHuman
ResourcesDepartmentandacknowledgedbytheemployeeatthetimeoftransfer.

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CHAPTER3
EMPLOYMENTCATEGORIES
ItistheintentofPuebloCountytoclarifythedefinitionsofemploymentcategoriesso
thoseemployeesunderstandtheiremploymentstatusandbenefiteligibility.These
categoriesdonotguaranteeemploymentforanyspecifiedperiodoftime.Eachemployee
willbeclassifiedintooneofthefollowingcategories:
REGULARFULLTIMEemployeesarethosewhoarenotinanhourlyortemporary
statusandwhoareregularlyscheduledtoworkPuebloCounty'sfulltimeschedule.
Generally,theyareeligibleforPuebloCounty'sbenefitpackage,subjecttotheterms,
conditions,andlimitationsofeachbenefitprogram.
REGULARPARTTIMEemployeesarethosewhoarenotassignedtoanhourlyor
temporarystatusandwhoareregularlyscheduledtowork20hoursperweek.Regular
parttimeemployeesareeligibleforbenefitssponsoredbyPuebloCounty,subjecttothe
terms,conditions,andlimitationsofeachbenefitprogram.Insomecircumstances,an
employeemayonlybeauthorizedtoworkseventyfivepercentor30hoursperweek,in
whichcasetheemployeewillbeconsideredparttimeandeligibleforbenefitsas
describedinthebenefitssectionofthismanual.
HOURLYemployeesarethosewhoarenotassignedtoatemporaryorseasonalstatus
andwhoareregularlyscheduledtoworkasdeemednecessary.Whiletheydoreceiveall
legallymandatedbenefits(suchasSocialSecurityandworkers'compensationinsurance),
theyareineligibleforallofPuebloCounty'sotherbenefitprograms.
TEMPORARYemployeesarethosewhoarehiredasinterimreplacements,to
temporarilysupplementtheworkforce,ortoassistinthecompletionofaspecificproject
ortoworkonanintermittentand/orunpredictablebasis.Employmentassignmentsin
thiscategoryareofalimitedduration.Employmentbeyondanyinitiallystatedperiod
doesnotinanywayimplyachangeinemploymentstatus.Temporaryemployeesretain
thatstatusunlessand/oruntilnotifiedofachange.Whiletemporaryemployeesreceive
alllegallymandatedbenefits(suchasworkers'compensationinsuranceandSocial
Security),theyareineligibleforallofPuebloCounty'sotherbenefitprograms.
SEASONALemployeesarethosehiredbyPuebloCountywithauthorityfromthe
DepartmentofLaborandEmployment,StateofColorado.Theseemployeesarelimited
tothefollowingconditions:

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A.

Worklessthan26weeksinacalendaryear.

B.

WorkduringtheperiodbeginningMarch2andendingAugust28.

C.

SpecificallyapprovedbytheDepartmentofLabor.

Inordertogainauthorityforotheremployeestobecoveredbythe"seasonal"category,
specificauthoritymustberequestedfromtheDepartmentofLaborandEmployment.
Employeeswhoareconsideredseasonalinclude:Swim/Recreation/Instructorsandstaff.
TERMEMPLOYEEisonewhoishiredforalimited,specificperiodoftimeorfora
specificprojectwhichhasalimitedterm.Suchemployeesmaybefullorparttimeand
arepaidmonthlyorupontheendoftheterm,astheStatementofEmploymentstatus
provides.
TermemployeesmayreceivebenefitsassetforthintheStatementofEmployeestatus
andmaybeterminatedwithorwithoutcauseatanytimeandarenoteligibleforthe
complaintproceduresherein.
APPOINTEDOFFICIALSareemployeeswhoarestatutorilyappointedbyanelected
publicofficial(s),whoareunderthedirectsupervisionofandhaveregularcontactwith
thatappointingelectedofficial(s).Further,anappointedofficialservesentirelyatthe
discretionoftheelectedofficeholder(s)andappointmenttothepositionisnotsubjectto
approvalorclearancebytheHumanResourcesDepartment.Withtheexceptionof
Recruitment,SelectionandHiring,andSeparation,appointedofficialsaresubjecttoall
otherprovisionsofthisPersonnelPolicy.
VOLUNTEERS areavitalresourceandcontributetomanyareasofservicedelivery.It
isthepolicyoftheBoardofCountyCommissionersthattheHumanResources
Departmentwillactasthecentralcontactpointforallvolunteers.Volunteersaredefined
aspersonswhoperformanactforthebenefitofapublicentityattherequestofand
subjecttocontrolofsuchpublicentitywithoutcompensation..Currentemployeesof
PuebloCountycannotperformvolunteerservicesthatarethesametypeofservicesthey
areemployedtoperformforPuebloCounty.Anemployeecannotbebothapaid
employeeandanonpaidvolunteerwhileperformingthesametypeofworkforthe
sameemployer
Therearetwoclassificationsofvolunteersasoutlinedbelow:
1. Statutorilydefinedvolunteers:
Search&Rescue
EmergencyResponse(Fire&Ambulance)
ReserveAcademyparticipants

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Sheriff'sPosse
Appointedunsalariedofficials(Boards&Commissions)
ThesearetheonlyareasauthorizedbyPuebloCounty'sworkers'compensationcarrierfor
volunteerservices.TheColoradoCountyWorkers'CompensationPooldoesnotcover
anyothervolunteers
Inanefforttominimizepotentialriskinthisarea,PuebloCountyhasaseparate
insurancepolicyforothervolunteerservices.Thedefinitionforthesetypesofvolunteers
isasfollows:
2. AnyindividualwhovolunteerstoperformservicesforPuebloCountywithout
promise,expectation,orreceiptofcompensationforservicesrenderedand:
(a) theindividualreceivesnopaidexpenses,reasonablebenefits,ornormal
feetoperformtheservicesforwhichtheindividualvolunteeredand
(b)suchservicesarenotthesametypeofserviceswhichtheindividualis
employedtoperformforPuebloCounty.Anemployeecannotbebotha
"paid"employeeanda"nonpaid"volunteerwhileperformingthesame
typeofworkforthesameemployer.
PROCEDURE:
1. AllvolunteerservicesmustbecoordinatedthroughtheHumanResources
Departmentforrecordkeepingandinsurancereportingpurposes.
2. AllvolunteersmustreporttotheHumanResourcesDepartmentonthefirst
dayofplacementtocompletethenecessarypaperworkandnotificationoftheir
statustoensurecoverageundertheinsurancepolicy.
3. Monthly,theresponsibledepartmentmustprovideanupdatedactiverosterof
allvolunteersservingintheirrespectivedepartmenttotheHumanResources
Department.

INDEPENDENTCONTRACTOR asdefinedbycurrentstatuteandutilizedbyPueblo
Countyisonethat:
1.

Isfreefromcontrolanddirectionintheperformanceoftheservice,both
undercontractfortheperformanceofservice,andinfactand

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2.

Iscustomarilyengagedinanindependenttrade,occupation,profession,or
businessrelatedtotheserviceperformed.

AcontractwithanIndependentContractorshallbeprocessedinaccordancewiththethen
existingPuebloCountyContractProcedureandapprovedbytheCountyAttorney'soffice
andbytheBoard ofCountyCommissionersasrequiredanddeemednecessary.The
DirectoroftheOfficeofBudgetwillmonitorthesecontractsforbudgetcomplianceona
periodicbasis.PaymentforservicesrenderedbyanIndependentContractorwillbemade
inaccordancewithPuebloCountysAccountsPayableprocedures.
FAIRLABORSTANDARDSACT(FLSA)DEFINITIONS
EachemployeeisdesignatedaseitherNONEXEMPTorEXEMPTfromfederalandstate
wageandhourlaws.NONEXEMPTemployeesareentitledtoovertimepayunderthe
specificprovisionsoffederalandstatelaws.EXEMPTemployeesareexcludedfrom
specificprovisionsoffederalandstatewageandhourlaws.Anemployee'sEXEMPTor
NONEXEMPTstatusmaybechangedonlyuponwrittennotificationbytheHuman
ResourcesDepartment.ThedefinitionsofNONEXEMPT,EXEMPTandNON
COVEREDareasfollows:
NONEXEMPTEMPLOYEES: AllemployeesexceptEXEMPTandNONCOVERED
employees.
EXEMPTEMPLOYEESAlladministrative,executiveandprofessionalemployees
definedasexemptundertheFLSA.Allotheremployeesdefinedasexemptunderthe
FairLaborStandardsAct.Administrative,executiveandprofessionalarenotlimitedto,
butdefinedasemployeeswithalearnedprofession,and/ordirectlysupervisetwoormore
peopleandspendmorethan50%ofdutiesinanadvisoryorpolicymakingrole.
NONCOVEREDEMPLOYEESAllElectedOfficials,thepersonalstaffoftheElected
Official,politicalappointeesasdefinedbystatuteandcaselaw,legaladvisors,bonafide
volunteers,independentcontractors,prisonersandothernoncoveredemployeesasmay
bedefinedbytheActfromtimetotime.
SPECIALCOVERAGE:Certainpublicsafetyemployeesinlawenforcementand
firefightersmaybepartiallyexemptfromovertimerequirementsoftheFLSA.

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10/1/99

CHAPTER4
COMPENSATIONPOLICIESANDPROCEDURES

AUTHORITIESANDRESPONSIBILITIES
1. TheBoardofCountyCommissioners
TheBoardofCountyCommissioners(BOCC)approvesallcompensation
policies,plansandschedulesandanyrevisionsandmodificationsthereto.
2. TheHumanResourcesDirector
TheHumanResourcesDirectorisresponsiblefortheproperimplementationand
administrationofBoardofCountyCommissioners'approvedpolicies,plansand
schedules.TheHumanResourcesDirectorshallreporttotheBoardofCounty
Commissionersatleastonceyearlyonthestateofthecompensationprogram.
Fromtimetotime,theHumanResourcesDirectormaydirectthatstudiesbe
conductedtoreviewthecompensationplans,andtohaverecommendations
preparedregardingchangesneededtomaintainorimprovetheplans.
3. DelegationofAdministrativeResponsibility
TheHumanResourcesDirectormaydelegatetoappropriatestaff,includingstaff
inoperatingdepartmentsoftheCounty,theadministrationofthecompensation
plans.Staffmayinitiate,review,andcertifytotheappropriatenessofactions
undertheplans,anddevelopandrecommendrevisionsorchangesthatmaybe
neededtoimprovetheplans,keepthemcurrent,orensurecompliancewithlaws
andregulations.Staffshallberesponsibleformaintainingrecords,filesand
documentspertainingtotheadministrationoftheplans.
COVERAGE
Thecompensationplancoversallregular,fulltimeandparttimepositionsintheCounty
serviceexceptelectedofficials,subjecttoapplicablelaw.

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THECOMPENSATIONPLAN
ThePuebloCountyCompensationplanconsistsofaStepinGradeprogressive
salarygrid,asystemforproperlygradingeachCountyposition,andrulesandprocedures
governingtheadministrationofthesalarysystemanddeterminingwhenemployees
progresstothenextsteporgradeandhowpromotions,demotionsortransfersaffectthe
employeessalary.
1.StepinGrade
ThePuebloCountySalarysystemcanbevisualizedasagridwith22Gradesand20
Steps.AllpositionsinPuebloCounty(otherthanElectedOfficials)havebeengradedto
reflectthedutiesanddemandsofthatjob.Inaddition,attheinceptionofthissalary
systemeachPuebloCountyemployeewasplacedonastepbaseduponhis/hersalary.
AllnewhireswillbeplacedonthegridintheGradedeterminedfortheirpositionandon
thestepappropriatefortheirlevelofexperience.Unlessthenewhireisfillingaspecial
needoftheCountyand/orhasunusuallevelsofqualificationsorexperience,theywill
normallybehiredattheentrylevelStepoftheappropriateGradefortheirposition.

2.GradingJobs
AllpositionscoveredbythesalaryscheduleshallbeassignedtoGradesonthebasisof
anevaluationoftheirvaluetotheCounty.TheMethodusedtoevaluatepositionsshall
requireajobanalysis,awrittendescriptionofduties,andacomparativerankingon
factorsthatobjectivelymeasurejobvalue.

3.MarketAdjustmentstoSalarySchedule
From timetotime,andnormallynotlessthaneverythreeyears,theratesinthesalary
schedulewillbereviewedandcomparedtomarketdataonsalariesforsimilarjobsin
similarcitiestodeterminewhetheranyCountysalariesneedtobeadjustedtokeep
currentwithlevelsofcompensationofferedbyotheremployersinsimilarmarkets.
FollowingsuchreviewssalariesforsomeCountypositionsmaybeadjustedupordown
toreflectthelevelofcompensationofferedbyothercomparableemployersfor

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similarwork,takingintoaccountthelabormarketsfromwhichemployeesarerecruited
andtheavailabilityoffunds.
4.SpecialtyandProfessionalPay.
InordertorecruithighlyqualifiedpersonstofillcertainCountypositions,theCounty
mayapproveaspecialtyorprofessionalpaydifferentialtobepaidtotheincumbentsof
designatedpositionsinadditiontothesalarydeterminedbytheCountyStepinGrade
grid.Nopositionshallbedesignatedforspecialtyorprofessionalpayunlesssuch
designationisspecificallyapprovedbytheBoardofCountyCommissionersorother
appropriateElectedOfficial.
5.QualificationforStepIncrease
EachstepinaparticularGraderepresentsasalaryincreaseofapproximately1.7%.Each
employeecannormallyanticipatemovinguponeStepwithinhis/herGradewitheach
yearofadditionalsatisfactoryservicetotheCounty. Stepincreaseswillgointoeffecton
January1ofeachyear.WhereanemployeefailstosatisfyminimumCountystandards
throughbehaviorresultingindisciplineorthroughfailuretomeetclearperformance
criteriatheemployeewillnotearnanannualstepincrease.Priortomakinga
recommendationthatanemployeebekeptathis/hercurrentStep,theDepartment
DirectororElectedOfficialshallgivetheemployeenoticeoftheevidencesuggesting
sucharecommendationandanopportunitytopresentinformationsupportingtheclaimof
theemployeethathe/shedidsatisfyminimumCountystandards.

6.Promotions
WhenaCountyemployeeispromoted,heorshewillbeplacedonthefirststepofhis/her
newgradethatprovidesasalaryincreaseofatleastfive(5)percentovertheemployees
priorsalary.WhereanemployeeispromotedtoanewGradeduringaworkyear,they
willnotreceiveaStepincreaseinhis/hernewGradeuntilhe/shehassuccessfully
completedonefullcalendaryear(January December)inthenewGrade.Oncethe
promotedemployeehascompletedasuccessfulcalendaryearinthenewGrade,heorshe
willreceiveaStepincreasethefollowingJanuary1.

7.NewHires
UnlesstheBoardofCountyCommissionersorotherappropriateElectedOfficialhas
approvedaninitialhireatahigherSteplevel,allnewhiresshallbehiredattheentry
leveloftheGradedesignatedforthepositiontobefilled.Anewhirewillnotreceive

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aStepincreaseuntilhe/shehassuccessfullycompletedafullcalendaryear(January
December)intheposition.

8.Transfers
WhenaCountyemployeeacceptsanotherpositioninthesameGradeashisprior
position,he/sheshallretainhisorhercurrentStepandsalary.

9.Demotions
Anemployeemaybedemotedatanytimeforinabilitytosatisfactorilyperformthe
positionduties.DemotionsmayalsobeattherequestoftheemployeeandElected
OfficialorDepartmentHead.TheeffectofademotiononaCountyemployeessalaryis
determinedbythecircumstancesofthedemotion:
A.AnemployeewhoacceptsapositionoflowerGradeduetoreorganizationor
abolishmentofthepositionshallbeplacedonthelowestStepinthenewGradethat
provideshim/herasalaryequaltoorgreaterthanthepriorsalaryor,ifnosalaryinthe
Gradeequalshis/herpriorsalary,onthehighestStepinthenewGrade.
B.Anemployeewhoacceptsapositionof lowerGradeforpersonalreasons(anyreason
unrelatedtoreorganization,abolishmentofapositionorademotionforcause)shallbe
placedonthesameStepinthenewGradethathe/sheoccupiedinthepriorGrade.
C.AnemployeewhoisdemotedforcausetoalowerGradeshallbeplacedona
StepinthenewGradedeterminedbytheBOCCorElectedOfficialafterconsideringpast
performanceandcircumstancesinvolved.

10.ReGradingofPositions
A.AnemployeeinapositionthathasbeenupgradedtoahigherGradeshallbeplacedin
thelowestStepinthenewGradethatensuresthattheemployeeintheupgradedposition
doesnotsufferasalarylossasaresultoftheupgrade.
B.AnemployeeinapositionthathasbeendowngradedtoalowerGradeshallbeplaced
inthelowestStepinthenewGradethatensuresthattheemployeeintheupgraded
positiondoesnotsufferasalaryloss,orifnoStepinthenewGradeprovidesasalary
equaltotheemployeespriorsalary,thenhe/sheshallbeplacedin themaximumStepof
thenewGrade.

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11.TemporaryAssignmentstoJobsofHigher/LowerGrade
A.AnElectedOfficialorDepartmentDirectormaytemporarilyassignanemployeetoa
positionofahigherGradeifrequiredbytheorganizationalneedsoftheoffice,orifa
bonafidevacancyexists.Employeesmaybeassignedtoperformdutiesofpositionsof
suchahigherGradeforperiodsupto60consecutivecalendardayswithoutachangein
theemployeesGrade,Steporsalary.
B.IfatemporaryassignmenttoapositionofahigherGradeextendsbeyond60
consecutivecalendardays,employeesshallthenbepaidnotlessthanthepayapproved
forthelowestStepofthehigherGrade.Iftheemployeessalaryisalreadyequaltoor
greaterthanthesalarycalledforbytheloweststepofthehigherGrade,thentherewillbe
nosalaryadjustment.
C.Uponreturningtohis/herregularassignments,theemployeessalaryshallrevertto
thatcalledforbytheirpriorStepandGrade.Temporaryassignmentsshallnotexceed
twelve(12)consecutivemonths.
D.AnemployeeassignedtoapositionofalowerGradeshallretainhis/hercurrentrate.
However,ifanemployeeisassignedtoperformworkofalowergradeforaperiod
longerthan60calendardays,theassignmentshallbedeemedademotioncausedby
reorganizationandtheemployeesStepandGradewillbeadjustedaccordingly.

12.ReEmploymentofaFormerEmployee
A.Aformeremployeewhoisreemployedinapositionofhighergradethanformerly
heldshallbedeemedanewhireforpurposesofStepandGrade.
B.AformeremployeewholeftemploymentwiththeCountyingoodstandingandwho
isreemployedwithinoneyearinapositionofequivalentorlowerGradethanthat
formerlyheldshallbeplacedintheStephe/sheoccupiedwhentheyseparatedfrom
employmentwithPuebloCountywithintheGradeofthenewposition.

13.CostofLivingAdjustments(COLAs)
Subjecttotheavailabilityoffunds,theBoardofCountyCommissionersmay
occasionallyapproveCostofLivingAdjustmentsforCountyemployees.SuchCOLAs
arenotguaranteedinanywayand,wheregranted,willvaryinsizedependingonlocal
andnationaleconomicconditionsandthefinancialburdensplacedonCounty
government.AnyCOLAswillbeseparatefromStepincreasesandwillnotaffectthe
amountofsalaryincreasethataccompaniesaStepincrease(1.7%)

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14.SalaryAdjustments
A.EmployeesmaybeloweredinSteplevelforcause.Salaryreductionsfor
causemayresultfromfailuretomaintainperformancelevels,misconduct,oractions
detrimentaltotheCounty.Salaryreductionsinsuchcasesshallbeapprovedbythe
BoardofCountyCommissioners.
B.AnyemployeemayretaintheirGradebuthavetheirsalaryreducedforlackof
funds.Intheeventsufficientfundstomaintainsalariesarenotavailable,theCountymay
reducesalaries.AnysuchreductioninsalariesshallbeapprovedbytheBoardofCounty
Commissioners.
15.GeneralLimitationRegardingAvailableFunds
Notwithstandinganyprovisionofthisplan,theCountyreservestherighttomodify,
changeandreduceanyrate,salaryrange,payscheduleandotheramountsof
compensationnotrequiredbylaw,regulationorcourtorder,ifsufficientfundsarenot
available.

CLASSIFICATION/CLASSDESCRIPTIONS
TheHumanResourcesDepartmentisresponsibleforanalyzing,classifying,grading,and
preparing/maintainingClassDescriptionsforallCountypositions.Descriptionsderive
fromtheJobInformationQuestionnaires(JIQ)completedbyemployeesandposition
supervisors.Questionnairesareusedforsystematicanalysis,jobclassification,and
allocationtoaGradeforcompensationpurposes.
AJobClass isagroupofpositionssufficientlysimilarindutiesandresponsibilities
requirementsofeducation,knowledge,abilityandskillandotherqualificationsortests
offitnessforqualifiedappointees,thatthepositionscanbeclassifiedonthesameGrade
withthesamescheduleofcompensation.Apositionwhich cannotbegroupedwithother
positionsbecomesasinglepositionJobClass.
AClassDescriptionisgenericanddescribestheprincipal,typicalcharacteristicsofa
givenclass.TheClassDescriptiondefinesgeneralfeaturesofaclass,generaltypesof
dutiesandresponsibilities,andtheminimumgeneralqualificationsandrequirements.It
establishesasingletitletobeusedforallpositionsinthatclass.BecausetheClassmay
containseveralpositionsindifferentCountyDepartments,anindividual employeemay
ormaynotperformalloftheEssentialFunctionsandOtherDutieslisted.AClass
Descriptionisusedforrecruitmentandthepostingofpositionvacancies.
A"Working"JobDescriptionmaybeamorespecific,detailedprocedureforan
individualemployeeinaDepartment.ThisDepartmentalinformationmightoutline

25

stepbystepprocessesandindividualassignments,andserveasadaytodayinstructional
manualorguideforanemployeeinthatjob.

PUEBLO COUNTY CLASSIFICATION SYSTEM PROCEDURES:


TheBoardofCountyCommissionersinconsultationwithotherElectedOfficialsand
DepartmentDirectorshasadoptedaCountyClassificationPlanfollowingsound
principlesofpositionclassification.Onlyinunusualcircumstanceswillfurtherreviews
beneeded.Suchreviewrequestsmightberelatedtonewprogramsorservicesorbe
involvedinrestructuringofanOfficeorDepartment.
ReviewrequestsaresubjecttotheapprovaloftheBoardofCountyCommissioners
andannualbudgetappropriationandareconductedincoordinationwiththe
annualbudgetcycle.Requestsmadeoutsidetheregularbudgetprocessaregenerally
onlyfornewprogramsorservicesapprovedbytheBoardofCountyCommissioners.
Theprocessforrequestsisasfollows:
RequestsforNewPositions
Anewpositionisdefinedasoneresultingfromanewprogramorserviceapprovedby
theBOCC.Thepositionmustbebudgetarilysupportedandjustifiedinthestaffing
formula/organizationalchartandbudgetedpositionallocationsoftheOfficeor
Department.ItisonethatdoesnotalreadyexistintheClassificationPlan.
1.

TheBOCCmustapprovenewprogramsorservicesandtherefore,thefillingofany
newposition.Followingapprovalofthenewprogramorservice,theBOCCdirects
HumanResourcestoresearchandgradetheposition,determinethesalaryrange,
prepareaJobDescription,andassignaPositionCode.H.R.mayconsultwiththe
ElectedOfficialorDepartmentDirectorasneededtoobtaininformation.

2.

H.R.providestheBOCCwithinformationonthenewpositionandreceives
directionanddecision.

3.

Ifapproved,theBudgetDirectoradjustspositionallocationtoaccommodatethe
newposition.HumanResourcesposts/advertisesthevacancyasappropriate.

RequestsforRestructuring
RestructuringshouldresultincostsavingsfortheDepartmentorElectedOffice.Itcan
comefromcombiningpositions,exchangingpositions,andstreamliningbyothermeans
toconserveresourceswhilestillmeetingneeds. InarestructuringproposaltheElected
OfficialorDepartmentDirectorconsiderslevelsofbudgetedpositionallocations,the
organizationalstructure,budgetsupportfortheproposedchange,andjustifiableneed.

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1.

TheElectedOfficialorDepartmentDirectormayconferwithH.R.toidentifyan
existingjobwithintheClassificationPlan thatisappropriatetothesignificant
changes.

2.

IftheidentifiedjobisofthesameorlowerGrade,H.R.willprepareabudget
impactstatementandapprovalformfortheBOCC.

3.

IftheidentifiedjobisahigherGrade,H.R.willassisttherequestingOfficeor
Departmentinpreparingabudgetimpactstatementanddetailedrequestforreview
anddecisionbytheBOCC.

4.

IfapprovedbytheBOCC,theBudgetDirectorwillmakeappropriateposition
allocationadjustment.

5.

H.R.willnotifytheElectedOfficialorDepartmentDirectorandeffectthechangein
payrollifanincumbentisinvolved,orannouncethepositionifavacancy.

RequestsforClassDescriptionChanges
1. Minorclassdescription changesmayberequestedifthey donotaltertheGrade,will
benefitdescriptionofthework,andarenotexcessive.
2. TheElectedOfficialorDepartmentDirectormayrequestreviewofadescriptionby
HumanResources,attachingthecurrentdescriptionwithsuggestedchanges.
3. H.R.preparesthereviseddescriptionandpresentstotheBoardofCommissionersfor
approval.
4. Classdescriptionchangesarenottoberequestedforpurposesofjustifyinga
reclassificationorpromotinganindividualemployee.

TIMEKEEPING
Accuratelyrecordingtimeworkedistheresponsibilityofeveryemployee.Federaland
statelawsrequirePuebloCountytokeepanaccuraterecordoftimeworkedinorderto
calculateemployeepayandbenefits. Timeworkedisallthetimeactuallyspentonthe
jobperformingassignedduties.NONONEXEMPTEMPLOYEESHOULD
WORKOFFTHECLOCK.ANYNONEXEMPTEMPLOYEEWHO
BELIEVESTHATHEORSHEISBEINGREQUIREDTOWORKOFFTHE
CLOCKMUSTREPORTTHATCONDITIONTOHUMANRESOURCES
IMMEDIATELY.

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Allnonexemptemployeesshouldaccuratelyrecordthetimetheybeginandendtheir
work,aswellasthebeginningandendingtimeofeachmealperiod.Theyshouldalso
recordthebeginningandendingtimeofanysplitshiftordeparturefromworkfor
personalreasons. Overtimeworkmustalwaysbeapprovedbeforeitisperformed.
Exemptandnoncoveredemployeesshouldrecordallleavetaken.
Altering,falsifying,tamperingwithtimerecords,orrecordingtimeonanother
employee'stimerecordmayresultindisciplinaryaction,uptoandincludingtermination
ofemployment.
Nonexemptemployeesshouldreporttoworknomorethansevenminutespriortotheir
scheduledstartingtimenorstaymorethansevenminutesaftertheirscheduledstoptime
withoutexpressedpriorauthorizationfromtheirsupervisor.
Itistheemployee'sresponsibilitytosignhisorhertimerecordtocertifytheaccuracyof
alltimerecorded.Thesupervisorwillreviewandtheninitialthetimerecordbefore
submittingitforpayrollprocessing.Inaddition,ifcorrectionsormodificationsaremade
tothetimerecord,boththeemployeeandthesupervisormustverifytheaccuracyofthe
changesbyinitialingthetimerecord.
PAYDAYS
Allemployeesarepaidmonthly.Eachpaycheckwillincludeearningsforallwork
performedthroughtheendofthepreviouspayrollperiod.TheHumanResources
DirectorandtheDirectoroftheOfficeofBudgetwillestablishanannualscheduleof
paydaysforthefollowingyearbyDecemberfirstofeachyear.TheCountyreservesthe
righttosetthecutoffdateforeachpaymentcycle.UponapprovalbytheBoardof
CountyCommissioners,thisschedulewillbepublicizedtoallElectedOfficialsand
DepartmentDirectors.TheCountypaydayshallbeasscheduledbytheBoardofCounty
Commissioners,unlessunforeseencircumstancesoccur,thenpaymentshallbemadeas
soonaspossiblethereafter.
Inordertoprovidesufficienttimeforthecalculationofearnings,deductions,andnet
pay,DepartmentDirectorsshallsubmitpayrollinformationtothePayrollAdministrator
bythedatesetoutbytheHumanResourcesDepartment.
Ifaregularpaydayfallsduringanemployee'sabsence,theemployee'spaycheckwillbe
availableuponhisorherreturn,unlessarrangementsaremadepriortotheemployee's
absence.

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ADMINISTRATIVEPAYCORRECTIONS
PuebloCountytakesallreasonablestepstoensurethatemployeesreceivethecorrect
amountofpayineachpaycheckandthatemployeesarepaidpromptlyonthescheduled
payday.TheHumanResourcesDepartmentmaintainstheofficialrecordsforall
PuebloCountyemployees. ElectedOfficialsandDepartmentDirectorsshallnot
maintainseparaterecordsdifferentfromthosereportedtoHumanResourcesasthe
officialrecord.
Intheunlikelyeventthatthereisanerrorintheamountofpay,hours,orcalculationof
leavetheemployeeshouldpromptlybringthediscrepancytotheattentionoftheHuman
ResourcesDepartmentsothatcorrectionscanbemadeasquicklyaspossible.
PAYDEDUCTIONS
ThelawrequiresthatPuebloCountymakecertaindeductionsfromeveryemployee's
compensation.Amongtheseareapplicablefederal,state,andlocalincometaxes.Pueblo
CountyalsomustdeductSocialSecuritytaxesoneachemployee'searningsuptoa
specifiedlimitthatiscalledtheSocialSecurity"wagebase."PuebloCountymatchesthe
amountofSocialSecuritytaxespaidbyeachemployee.Inaddition,PuebloCounty
reservestherighttodeductfromtheemployee'scompensationany otherlegallyrequired
ormandateddeductions.EmployeespaymaybeadjustedfordamagetoPuebloCounty
equipmentorpropertycausedbytheemployee.
PuebloCountyoffersprogramsandbenefitsbeyondthoserequiredbylaw.Eligible
employeesmayvoluntarilyauthorizedeductionsfromtheirpaycheckstocoverthecosts
ofparticipationintheseprograms.
Ifyouhavequestionsconcerningwhydeductionsweremadefromyourpaycheckorhow
theywerecalculated,yoursupervisorcanassistinhavingyourquestionsanswered.
PERFORMANCEEVALUATION
Supervisorsandemployeesarestronglyencouragedtodiscussjobperformanceandgoals
onaninformal,daytodaybasis.Aformalwrittenperformanceevaluationwillbe
conductedatleastannually.Additionalformalperformanceevaluationsmaybe
conductedtoprovidebothsupervisorsandemployeestheopportunitytodiscussjob
tasks,identifyandcorrectweaknesses,encourageandrecognizestrengths,anddiscuss
positive,purposefulapproachesformeetinggoals. Allemployeesjobperformanceis
subjecttoevaluationandbeingevaluatedonongoingbasis.

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CHAPTER5
EMPLOYEEBENEFITS
EligibleemployeesatPuebloCountyareprovidedawiderangeofbenefits.Anumberof
theprograms(suchasSocialSecurity,Workers'Compensation,andUnemployment
Insurance)coverallemployeesinthemannerprescribedbylaw.
Benefiteligibilityisdependentuponavarietyoffactors,includingemploymentcategory.
Eachbenefitwillbedescribedinthissection.Detailsofmanyoftheseprogramscanbe
obtainedfromtheHumanResourcesDepartment.
Thefollowingbenefitprogramsareavailabletoeligibleemployees:
BankingServices
DeferredCompensationPlan
EducationalTuitionAssistance
EmployeeAssistanceProgram
FlexibleSpendingAccount
Health/DentalInsurance
Holidays
LiabilityInsurance
LifeInsurance
LongTermDisability
RetirementPlan
SickLeaveBenefits
SickLeaveBank
Training
VacationBenefits
Workers'Compensation
Somebenefitprogramsrequirecontributionsfromemployees,aswellascontributions
fromPuebloCounty.OtherbenefitsmaybeofferedasapprovedbytheBoardofCounty
Commissioners.
BANKINGSERVICES
PuebloCountyemployeescanhavetheirpaycheckautomaticallydepositedintheir
checkingorsavingsaccountonpaydaybyelectronicfundstransfer.Employeesare
eligibletojointheCountysponsoredCreditUnionasdesignatedbytheBoardofCounty
Commissioners.Anyparticipatingemployeeiseligibleforpayrolldeductionforthe
CreditUnionprogram.EmployeesshouldcontacttheHumanResourcesDepartmentfor
moreinformation.

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DEFERREDCOMPENSATION
EmployeesmayvoluntarilyparticipateinanyCountysponsoreddeferredcompensation
plan asestablishedbytheBoardofCountyCommissioners.Suchfundsaregovernedby
allrulesandregulationsestablishedbytheInternalRevenueService,CodeSection457.
TheemployeeshouldcontacttheRetirementDepartmentformoredetailsaboutthe
County'sdeferredcompensationplan.
EDUCATIONALTUITIONASSISTANCE
PuebloCountyrecognizesthattheskillsandknowledgeofitsemployeesarecriticalto
thesuccessoftheorganization.Theeducationaltuitionassistanceprogramencourages
personaldevelopmentthroughformaleducationsothatemployeescanmaintainand
improvejobrelatedskillsorenhancetheirabilitytocompeteforreasonablyattainable
jobswithinPuebloCounty.Employeesmustapplyforeducationaltuitionassistance.All
requestsaresubjecttoapprovalbytheBoardofCountyCommissioners,andsubjectto
availabilityoffunds.
PuebloCountymayprovideeducationaltuitionassistancetoalleligibleemployees
immediatelyuponassignmenttoaneligibleemploymentcategory.Tomaintain
eligibilityemployeesmustremainontheactivepayrollandbeperformingtheirjob
satisfactorilythroughcompletionofeachcourse.OnlyRegularFulltimeemployeesare
eligibleforeducationaltuitionassistance.
Individualcoursesorcoursesthatarepartofadegree,licensing,orcertificationprogram
mustberelatedtotheemployee'scurrentjobdutiesoraforeseeablefuturepositioninthe
organizationinordertobeeligibleforeducationaltuitionassistance.PuebloCountyhas
thesolediscretiontodeterminewhetheracourserelatestoanemployee'scurrentjob
dutiesoraforeseeablefutureposition.EmployeesshouldcontacttheHumanResources
Departmentformoreinformationorquestionsabouteducationaltuitionassistance,as
wellasthetermsandconditionsthatgoverntheexpenditureoffundsforsupportof
tuitionassistance.
Whileeducationaltuitionassistanceisexpectedtoenhanceemployee'sperformanceand
professionalabilities,PuebloCountycannotguaranteethatparticipationinformal
educationwillentitletheemployeetoautomaticadvancement,adifferentjobassignment,
orpayincreases.
PuebloCountyinvestsineducationaltuitionassistanceforemployeeswiththe
expectationthattheinvestmentbereturnedthroughenhancedjobperformance.
Employeesapprovedforeducationaltuitionassistancemustcompleteanemployment
agreementthatspecifiesanemployeescommitmenttotheiremploymentwithPueblo
County.IntheeventanemployeevoluntarilyseparatesfromPuebloCounty's
employmentwithinthetimeperioddesignatedpertheagreement,theamountofthe
paymentwillbeconsideredonlyaloan.Accordingly,theemployeewillberequired

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torepayuptothedesignatedamountpertheagreementoftheoriginaleducationaltuition
assistancerequest.
EMPLOYEEASSISTANCEPROGRAM
PuebloCountyrecognizesthatitsemployeesareavitalinvestmentinconductingquality
publicservice,anditsemployeesmayexperienceproblemsthatmayaffecttheirwork
performance.Therefore,PuebloCountyemployeesandtheirimmediatefamilymembers
(husband,wife,oranychildundertheageof21andlivinginthehousehold)mayseek
assistancefromtheCounty'sdesignatedprovider.Allselfreferralsarestrictly
confidentialwiththeproviderandnoinformationregardingtheemployee'sparticipation
incounselingisconveyedtoPuebloCountywithouttheemployee'swrittenconsent.
Thedesignatedproviderwillofferconfidentialprofessionalassistanceforawidevariety
ofpersonalandfamilyrelatedproblems,toincludeemotionalstress,adjustment
difficulties,alcoholanddrugabuse,financialdifficulties,legaldifficultiesandjobrelated
problems.Suchassistancewillincludecounselingservicesprovidingbrieftherapy,
assessment,interventionandevaluationservices.Employees'problemsareidentifiedand
givenfurtherreferralsifneeded.Counselingisavailableona24hour,7dayaweek
basis.ForadditionalinformationregardingtheEmployeeAssistanceProgramcontact
theHumanResourcesDepartment.
FLEXIBLESPENDINGACCOUNT
RegularFulltimeandParttimeemployeesmaychoosetoparticipateinthePueblo
CountyFlexibleSpendingAccountbychoosingbenefitsfromalistofoptionsand
contributeapartofpretaxsalariestotheseoptions.Thisbenefitallowsemployeesto
minimizethefederaltaxtheymustpayonHealthandDependentCarecoverage.
Employeesmustelecttoparticipatepriortothecalendarbenefityear.Formore
informationonthisbenefitemployeesshouldcontacttheHumanResourcesDepartment.

HEALTHANDDENTALINSURANCE
PuebloCountyprovidesagrouphealthinsuranceprogramconsistingofbothmedicaland
dentalcoverageforallregularfulltimeandregularparttimeemployeesatarate
approvedbytheBoardofCountyCommissioners.TheCountycontributestowardthe
costforregularfulltimeemployees.Employeesonregular20hourperworkweekpart
timestatuswillreceive50%thecostprovidedforthebenefitsand75%benefitsif
regularlyscheduleda30hourperworkweek.Dependenteligibilityandeffectivedates
forcoveragewillbeinaccordancewiththecurrentinsurancecontracts.

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Inthecaseofamarriedcouple,bothofwhomareCountyemployees,theCountywill
contributethesamemedicalallowanceasprovidedotheremployees.Marriedemployees
cannotcombinetheirmedicalallowancetowardscostofonebenefitplan.
RegularfulltimeandRegularparttimeemployeesareeligibletoparticipateinthe
Countyhealthinsuranceprogramon thefirstdayofthemonthaftertheyhavebeen
employedforathirty(30)dayperiod.
Ifanemployeedelaysenrollingfortheinsuranceformorethanaperiodofthirtyone
daysafterbecomingeligible,heorsheisrequiredtoenrollatthenextopenenrollment
meetingheld.
BrochuresregardingtheCountysponsoredhealth/dentalplansaredistributedtonew
employeesintheirinitialemployeeorientation.Existingemployeesreceiveinformation
regardingCountysponsoredhealth/dentalplansannuallyduringtheOpenEnrollment
periodofapproximatelyNovember1stthroughDecember1stofeachyear.TheHuman
ResourcesDepartmentcanbecontactedfordetailsonthebenefitsoffered.
HOLIDAYS
Generally,PuebloCountywillfollowtheholidaycalendarestablishedfortheColorado
StateGovernment.TheBoardofCountyCommissionersmayvarythoseholidays,as
theyshalldeemappropriate.ThefollowingHolidayswillnormallybeobservedby
employeesofPuebloCounty:
NewYear'sDay(January1)
Martin LutherKing,Jr.Day(thirdMondayinJanuary)
Presidents'Day(thirdMondayinFebruary)
MemorialDay(lastMondayinMay)
IndependenceDay(July4)
LaborDay(firstMondayinSeptember)
ColumbusDay(secondMondayinOctober)
Veteran'sDay(subjecttochangetotheDayafterThanksgiving)
Thanksgiving(fourthThursdayinNovember)
Christmas(December25)
One(1)PersonalHoliday(employeechoicesubjecttoapprovalbyElectedOfficialor
DepartmentDirector)
PuebloCountywillgrantpaidholidaytimeofftoallRegularfulltimeandRegularpart
timeemployeesimmediatelyuponassignmenttoaneligibleemploymentcategory.
Holidaypaywillbecalculatedbasedonthenumberofhourstheemployeewould
otherwisehavebeenregularly scheduledtoworkonthatday.

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ArecognizedholidaythatfallsonaSaturdaywillbeobservedontheprecedingFriday.
ArecognizedholidaythatfallsonaSundaywillbeobservedonthefollowingMonday.
Ifarecognizedholidayfallsduringaneligibleemployee'spaidabsence(e.g.,vacation,
sickleave),holidaypaywillbeprovidedinsteadofthepaidtimeoffbenefitthatwould
otherwisehaveapplied.
Ifaneligiblenonexemptemployeeworksonanyoftheaboveholidays,heorshewillbe
compensatedforhoursworkedinaccordancewithovertime/compensatorytimepolicy
outlinedinthismanual.Paidtimeoffforholidayswillbecountedashoursworkedfor
thepurposesofdeterminingwhetherovertime/compensatorytimeisowed.
Ifanemployeeisabsentwithoutleavethedayprecedingorthedayfollowingaholiday,
heorshewillnotbepaidfortheholiday.
EmployeesworkingintheSheriff'sOfficeareexpectedtoworkonholidaysif
operationalrequirementsexist.Theallowableholidaywillthenbetakenbytheendof
themonthfollowingtheholidayatatimeprescribedbytheSherifforadesignated
managementrepresentative.Theholidaywillthenbetakenoffforthesamenumberof
hourstheemployeewouldotherwisehavenormallybeenscheduledtoworkonthatday.
Holidaysarenotanaccruedbenefit,norabenefitpaidforatthetimeofseparationfrom
employmentwithPuebloCountyasanunusedholiday.
LIABILITYINSURANCE
TheCountymay,fromtimetotime,carrycertainliabilityinsurance.Ifanytypeofclaim
ismade,theappropriateElectedOfficialorDepartmentDirectorshallbeadvised.If
involvedinanaccident,pleasefollowtheaccidentreportingrules.
LIFEINSURANCE
AllRegularfulltimeandRegularparttimeemployeesunderthecurrentFlexible
SpendingAccountarrangementparticipateintheCountygrouplifeinsuranceprogram.
Thisprogramprovidesterminsuranceinaccordancewiththecurrentinsurancecontract.
TheCountymaycontributetowardthecostoftheprograminanamountspecifiedbythe
BoardofCountyCommissioners.
Lifeinsurancecoveragemaybecontinuedduringauthorizedleaveofabsenceorother
periodsofabsencesolongastheemployeeisnotterminated.Thetotalcostofthat
coveragewillbepaidbytheemployee.

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Dependentcoverageandretireecoveragemaybeprovidedinaccordancewiththecurrent
insurancecontract.
CompleteinformationonthegrouplifeinsuranceprogramisavailablefromtheHuman
ResourcesDepartment.
LONGTERMDISABILITYPROGRAM
TheCountyoffersalongtermdisabilityincomeplanfordisabilitycausedbyaccidentor
sicknessforallRegularfulltimeandRegularparttimeemployees.
ThisplanissponsoredbytheCountyandisapplicableonlyforindividualswhoare
temporarilyorpermanentlytotallydisabled.Afterthedesignatedappropriatewaiting
periodfromthedateofdisability,aportionoftheemployee'sbasicsalarywillbe
providedtotheemployeeonamonthlybasisinaccordancewiththecurrentinsurance
contract.
Duringtheperiodoftotaldisability,theemployeemaycontinuetoparticipateinthe
Countysponsoredinsuranceprograms.Thetotalcostofthiscoverageshallbepaidby
thedisabledemployee.
Furtherinformationregardinglongtermdisability(LTD)canbeobtainedfromthe
HumanResourcesDepartment.
RETIREMENTPLAN
PuebloCountyoffersaDefinedBenefitretirementplantoeligibleemployees.
AllRegularfulltimeandRegularparttimeCountyemployeesandElectedOfficials
shallberequiredtoparticipateintheCountyRetirementPlanuponcompletionofone
monthofcontinuousemployment.TheemployeeandtheCountyeachwillberequired
tocontributeanequalpercentageoftheemployee'spay.Ifanemployeeterminates
beforeeligibilityforretirement,theemployeeisentitledtotheamountcontributedtothe
retirementfundplusanannualinterestpayment,inaccordancewiththeretirementplan.
Employeeswithfive(5)yearsormoreservicewiththeCountyare100%vestedintheir
retirementbenefits,andmayleavetheirretirementcontributionswiththeretirementfund
forafuturebenefitatnormalretirementage.
FullinformationregardingtheretirementplanisavailablefromthePlanAdministratoror
theHumanResourcesDepartment.
SICKLEAVEBENEFITS
PuebloCountyprovidespaidsickleavebenefitstoallRegularfulltimeandRegularpart
timeemployeesforperiodsoftemporaryabsenceduetoillnessesorinjuries.

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Eligiblefulltimeemployeeswillaccruesickleavebenefitsattherateofeight(8)hours
permonth.Regular20hourperweekparttimeemployeeswillaccruesickleaveatthe
rateoffour(4)hourspermonthand30hourperweekparttimeemployeeswillaccrue
six(6)hourspermonth.Sickleavebenefitsareaccrueduponcompletionoftheregular
scheduledmonthlypayperiodandshallnotbeusedpriortoaccrual.
Sickleaveaccrualwillbeasfollows:Iftheemployeeworksorisonpaidleavebetween
thefirstandfifteenthdayofthemonth(inclusive),afullmonth'srateofsickleavewill
beaccruedforthatmonthoriftheemployeeworksorisonpaidleaveafterthesixteenth
dayofthemonth,sickleaveforthatmonthwillbeaccruedathalfthenormalrate.The
employeemustworkatleastonefullday orbeonpaidleaveinthesamemonthtoearn
sickleave.
EmployeesintheDepartmentofSocialServiceshiredpriortoOctober1,1998mayhave
accrualsofsickleavecarriedoverfromtheMeritSystempriortothetransitiondate
aboveandmaintainedinaseparateaccountwiththerequirementthatCountyaccruals
mustbeusedandexhaustedpriortousinganyaccrualsfromtheseparateaccountearned
priortothetransition.AfterOctober1,1998,allemployeesintheDepartmentofSocial
Serviceswill beginaccruingsickleaveattheCountyrate.
EmployeesintheDepartmentofSocialServiceshiredafterOctober1,1998willaccrue
sickleavebenefitsattherateoutlinedaboveforallemployees.
Unusedsickleavebenefitswillbeallowedtoaccumulateindefinitelyforeligible
employeeshiredpriortoApril1,1995.EligibleemployeeshiredafterApril1,1995will
beallowedtoaccumulateunusedsickleavebenefitsupto960hours.Employeesinthe
DepartmentofSocialServiceswillbeallowedtoaccumulateunusedsickleavebenefits
upto960hours,becausetheeffectivedateofthetransitionfromMeritSystemtothe
CountyoccurredafterApril1,1995.
Sickleavebenefitsareintendedsolelytoprovideincomeprotectionintheeventof
illness,injuryormedicalappointments,andmaynotbeusedforanyotherabsenceunless
otherwiseapprovedbytheirimmediatesupervisorforBereavementLeaveinaccordance
withthesepolicies.
Anyreplacementshiredtoapositionvacatedbyanemployeeonsickleaveshallbe
temporary.Everyreasonableattemptwillbemadetoreturnanemployeeonapproved
sickleavetohisorherformerpositiononreturnfromsuchleave.Aperiodofsickleave
shallnotconstituteabreakinservicefortheemployee.Ifanemployeeisunableto
returntoworkwithin90calendardaysfromthefirstdayofsickleavetaken,heorshe
maybeterminatedfromemploymentwithPuebloCounty.

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AnemployeemayreviewhisorhersickleaverecordattheHumanResources
Departmentatany time.IftheemployeefailstogivenoticetotheHumanResources
Departmentofanyallegederrorwithinthemonthfollowingthemonthforwhichsick
leavewasaccruedordeducted,theHumanResourcesDepartment'srecordshallbe
conclusiveforallpurposes.
SICKLEAVEBANK
Insomecircumstances,anemployeemaybefacedwithamedicalemergencyrequiringa
prolongedabsencefromwork,andtheemployeespaidleavebalanceisinsufficientto
covertheperiodofabsence.TheemployeemayrequestpaidsickleavefromtheSick
LeaveBank.Allrequestsforsickleaveunderthisprovisionmustbesupportedbya
medicalstatementfromaphysiciandocumentingtheneedforcontinuedabsencefrom
work.Tobeeligibleforthisprovisiontheemployeemusthaveexhaustedallsickand
annualleavebenefitsbeforeanyhoursareutilizedfromtheSickLeaveBank.Forthose
employeesintheDepartmentofSocialServices,theMeritSystemSickLeavehoursthat
weretransferredattransitionintotheCounty,areexcludedfromdonationtotheSick
LeaveBank.TheemployeemustalsocomplywiththerequirementsoftheFamilyand
MedicalLeaveAct.
Employeeswhochoosetodonatehourstothesickleavebankmustcompletean
authorizationformallowingreductionoftheiraccruedsickleavehoursandintheamount
designatednottoexceedforty(40)hoursperyear,butinnoeventmaythedonorhavea
remainingsickleavebalanceoflessthanforty(40)hoursavailablefortheirownuse.
Employeesmaydesignatetheirsickleavehoursdonatedtoaparticulareligible
employee,ortothegeneralsickleavebank.Theremustbehoursdonatedandavailable
inorderforthisprovisiontobeeligibleforemployeesinneed.Thesickleavebankonly
appliestoemployeesthatarein aRegularfulltimeorRegularparttimestatus.
AllemployeerequestsmustbesubmittedtotheirElectedOfficialorDepartmentDirector
forconsideration.TheElectedOfficialorDepartmentDirectorwillreviewallrequests
andforwardthosesupported byamedicalstatementfromaphysicianwithverifiable
needtotheBoardofCountyCommissionersforfinalapproval.TheBoardwillreview
eachrequestandapprovehourstobeutilizedfromtheSickLeaveBankasdeemed
appropriateandmeetingademonstratedneedatthesolediscretionoftheBoardof
CountyCommissioners.
ThesickleavegrantedunderthisSickLeaveBankprovisionisdiscretionaryonlyandis
intendedtobeusedassickleavehourstakenandcannotbepaidoutassickleaveupon
separationofemployment.Agrantofsickleaveunderthisprovisiondoesnotwaiveany
otherapplicablePersonnelPoliciesandProcedures.

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TheBoardofCountyCommissionersmayexerciseitssolediscretiontorevokeagrantof
SickLeaveBankhoursandtoreturnanyunusedsickleavehourstothedonors.

TRAINING
ThedegreeofCountyparticipationforanyemployeeinatrainingprogramshallbeatthe
discretionoftheDepartmentDirectorand/orapprovaloftheappropriateElectedOfficial,
andnothinginthissectionisintendedtocommitanysection,department,location,or
appointingauthorityofPuebloCountytoreimbursementoftrainingrelatedcostsexcept
asmutuallyagreedupon.
Trainingisdefinedasseminars,workshops,conferencesandothereducationaltraining
programsasapprovedbytheBoardofCountyCommissioners.Thetrainingsessions
mustbejobrelated,promotecareerdevelopmentbygainingtechnicalinformationand
enhancetheCounty.Thetrainingisgenerallyshortterm,inwhichagradeisnotgiven
andisnotcreditedtowardadegreeprogram.
Alltrainingasdefinedhereinmustbeincludedandapprovedduringthedepartment's
budgetprocess.Allpaymentsforregistrationfees,lodging,mealsandtransportationmust
beinaccordancewiththe"PuebloCountyTravelPolicy".
VACATIONBENEFITS
RegularfulltimeemployeesandRegularparttimeemployeesareeligibletoearnanduse
vacationtimeasdescribedinthispolicy.Theamountofpaidvacationtimeemployees
receiveeachyearincreaseswiththelengthoftheiremploymentasshowninthe
followingschedule:
VACATIONEARNINGSCHEDULE
YEARSOFELIGIBLESERVICE
HOURSFORREG.FULLTIMEEMP.
Uponinitialdateofhire
After5years
After10years

VACATIONHOURS
MONTHLY
8hours
12hours
16hours

MAX.VAC
ACCRUAL
144hours
216hours
288hours

Regularscheduled20hourperweekRegularparttimeemployeeswillaccruevacation
leaveatonehalf50%oftheabovescheduleand30hourperweekRegularparttime
employeeswillaccrueat75%inaccordancewiththeyearsofeligibleservice.

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Vacationleavewillbeaccruedasfollows:Iftheemployeeworksorisonpaidleave
betweenthefirstandthefifteenthdayofthemonth(inclusive),afullmonth'srateof
vacationleavewill beaccruedforthatmonthoriftheemployeeworksorisonpaidleave
onorafterthesixteenthdayofthemonth,vacationleaveforthatmonthwillbeaccrued
athalfthenormalrate.Eligibleemployeesmustworkatleastonefulldayinthemonthto
earnvacationleave.Annualleavebenefitsareaccrueduponcompletionoftheregular
scheduledmonthlypayperiodandshallnotbeusedpriortoaccrual.
Newlyhiredeligibleemployeesmaybegintoearnpaidvacationtimeaccordingtothe
scheduleabove. Theycanrequestuseofvacationtimeafteritisearneduponcompletion
ofsixmonthsofRegularfulltimeorRegularparttimeemployment.
Maximumaccrualofvacationleaveshallnotexceedtheamountofvacationleavethat
canbeearnedbyanemployeeinaneighteenmonthperiodatthetimethatmaximum
accrualisreached.Nofurthervacationleavewillbeaccrueduntilsuchtimethata
portionoftheearnedvacationleavehasbeenused.
Ifadiscrepancyappearstoexist,theemployeeisresponsibleforclarifyinghis/her
concernswiththeHumanResourcesDepartment.Iftheemployeefailstogivenoticeto
theHumanResourcesDepartmentofanyallegederrorwithinthemonthfollowingthe
monthforwhichvacationleavewasaccruedordeducted,theHumanResources
Department'srecordshallbeconclusiveforallpurposes.
WORKERS'COMPENSATION
PuebloCountyprovidescomprehensiveworkers'compensationprogramatnocostto
employeesasrequiredbylaw.Thisprogramcoversanyinjuryorillnesssustainedinthe
courseofemploymentthatrequiresmedical,surgical,orhospitaltreatment.
Employeeswhosustainworkrelatedinjuriesorillnessesshallinformtheirsupervisor
immediately.Nomatterhowminoranonthejobinjurymayappear,itisimportantthat
itbereportedimmediately.Thiswillenableaneligibleemployeetoqualifyforcoverage
asquicklyaspossible.
NeitherPuebloCountynortheinsurancecarrierwillbeliableforthepaymentof
workers'compensationbenefitsforinjuriesthatoccurduringanemployee'svoluntary
participationinanyoffdutyrecreational,social,orathleticactivitysponsoredbyPueblo
County.

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CHAPTER6
LEAVETYPES
ADMINISTRATIVELEAVE
Administrativeleavemaybeallowedforanecessarysituationnotcoveredunderother
typesofleave.
AdministrativeleavemaybegrantedatthediscretionoftheElectedOfficial,andmaybe
withorwithoutpayasapprovedbytheElectedOfficial.
BEREAVEMENTLEAVE
Ifanemployeewishestotaketimeoffduetothedeathofanimmediatefamilymember,
theemployeeshouldnotifyhisorhersupervisorimmediately.Unpaidtimeoffwillbe
grantedtoallowtheemployeetoattendthefuneralandmakeanynecessaryarrangements
associatedwiththedeath.Anyemployeemay,withthesupervisor'sapproval,requestthe
useofanyavailablepaidleavebenefitfortimeoffasnecessary.BereavementLeave
maybeapprovedforaperiodoftimedeemedappropriateatthediscretionoftheElected
OfficialorDepartmentDirector.Suchdiscretionwillincludeconsiderationofthe
distanceonemayberequiredtotraveltoattendthefuneralortomakeanynecessary
arrangementsassociatedwiththedeath.
PuebloCountydefines"immediatefamily"forbereavementpurposesastheemployee's
spouse,parent,child,siblingtheemployee'sspouse'sparent,child,orsiblingthe
employee'schild'sspousegrandparentsorgrandchildren.Bereavementleaveforany
otherpersonwhoseassociationwiththeemployeewassimilartoanyoftheabove
relationshipsmaybeapprovedbytheElectedOfficialorDepartmentDirector.
EDUCATIONALLEAVE
PuebloCountymayprovideaneducationalleaveofabsencewithoutpaytoRegularfull
timeemployeesorRegularparttimeemployeeswhowishtotaketimeofffromwork
dutiestopursuecourseworkthatisapplicabletotheirjobdutieswithPuebloCounty.
Eligibleemployeeswhohavecompleted3yearsofcontinuousservicemayrequest
educationalleaveforaperiodofupto12months.Onlyoneleaveforeducational
purposesmaybeapprovedinany3yearperiod.Requestswillbeevaluatedbasedona
numberoffactors,includinganticipatedworkloadrequirementsandstaffing
considerationsduringtheproposedperiodofabsence.Finalapprovalwillbeatthe
discretionoftheElectedOfficialwiththeconcurrenceoftheBoardofCounty
Commissioners.

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Subjecttotheterms,conditions,andlimitationsoftheapplicableplans,healthinsurance
benefitswillbeprovidedbyPuebloCountyuntiltheendofthemonthin whichthe
approvededucationalleavebegins.Atthattime,employeeswillbecomeresponsiblefor
thefullcostsofthesebenefitsiftheywishcoveragetocontinue.Whentheemployee
returnsfromeducationalleave,benefitswillagainbeprovidedbyPuebloCounty
accordingtotheapplicableplans.
Benefitaccrualsofvacationandsickleavewillbesuspendedduringtheleaveandwill
resumeuponreturntoactiveemployment.Educationalleaveshallnotconstituteabreak
inservicewithPuebloCounty.
Whenaneducationalleaveends,everyreasonableeffortwillbemadetoreturnthe
employeetothesameposition,ifitisavailable,ortoasimilaravailablepositionfor
whichtheemployeeisqualified.However,PuebloCountycannotguarantee
reinstatementinallcases.
Ifanemployeefailstoreporttoworkattheendoftheapprovedleaveperiod,Pueblo
Countywillassumethattheemployeehasresigned.
FAMILYANDMEDICALLEAVE
YoumaybeeligibleforunpaidleaveundertheFamilyandMedicalLeaveAct.
InformationaboutFMLAispostedonemployeebulletinboardsoryoumaycontact
HumanResourcesformoreinformationonFamilyMedicalLeaveAct.
JURYANDWITNESSLEAVE
EmployeesmaybegrantedJuryandWitnessLeaveinaccordancewith1371101etseq.
C.R.S.
LEAVEWITHOUTPAY
Leavewithoutpaymaybegrantedtoanemployeeforgoodcausewhenitisinthebest
interestoftheCountyandemployee.Underjustifiablecircumstances,asdeterminedby
theElectedOfficialorDepartmentDirector,an employeemaybegrantedaleaveof
absencewithoutpayforaperiodnottoexceed12weeksinanycalendar12month.A
leavewithoutpayshallbeforspecificperiodsoftimeanduponexpiration,theemployee
mustreporttowork.Failuretoreportforworkmayresultintermination.
Leavewithoutpaywillbegrantedonlyafterallannualleavehasbeenexhausted.Inthe
caseofinjuryorillness,sickleavemustalsobeexhaustedbeforeleavewithoutpaycan
beused.SeealsosectiononFMLAqualifyingleave.

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Toapplyforaleaveofabsencewithoutpay,anemployeeshallpresenttherequestin
writingtotheElectedOfficialatleastten(10)calendardaysbeforetheeffectivedate,
exceptinanemergencysituation.Anemployeeshallnotaccrueretirement,annualleave,
orsickleavebenefitswhileonleaveofabsencewithoutpay.Tocontinuehealth
coverage,theemployeemustcontinuetomakeanycontributionsthatheorshemadeto
theplanbeforeleavecommencedexceptthoseemployeesonapprovedFMLAtime.
Leaveofabsencewithoutpaymaybegrantedwithassuranceofreinstatementtothe
samepaygrade.Anyreplacementemployeeshiredforapositionvacatedbyan
employeeonleavewithoutpayshallbetemporary.Leavewithoutpayshallnot
constituteabreakinservicewithPuebloCounty.
MILITARYLEAVE
EmployeesgrantedaMilitaryLeaveofAbsencearereemployedandpaidinaccordance
withthelawsgoverningVeteransReemploymentRightsStatuteTitle38U.S.Codeand
C.R.S.283601.Thispolicyissubjecttochangeinaccordancetotheselaws.Formore
informationcontacttheHumanResourcesDepartment.
RELIGIOUSLEAVE
Employeesshallbeallowedtimeofftoattendreligiousobservanceswheresuch
accommodationtotheemployeedoesnotconstituteanunduehardshipontheoperation
ofCountyBusiness.ThistimeoffshallbepaidtoRegularfulltimeandRegularpart
timeemployeeswithavailablecompensatoryorvacationtime.Allotheremployment
categoriesshallbeconsideredasanauthorizedabsencewithoutpay.
SICKLEAVE
RegularfulltimeandRegularparttimeemployeesareauthorizedpaidsickleavein
minimumincrementsofonehalfhour.Eligibleemployeesmayusesickleavebenefits
foranabsenceduetotheirownillnessor injuryorthatofanimmediatefamilymember.
Immediatefamilymemberisdefinedasspouse,child,parent,orinlocoparentis,ora
legaldependent.
Employeeswhoareunabletoreporttoworkduetoillnessorinjuryshouldnotifytheir
directsupervisorbeforethescheduledstartoftheirworkdayifpossible.Thedirect
supervisormustalsobecontactedoneachadditionaldayofabsence.
Ifanemployeeisabsentforthreeormoreconsecutivedaysduetoillnessorinjury,a
physician'sstatementmustbeprovidedverifyingthedisabilityanditsbeginningand
expectedendingdates.Suchverificationmayberequestedforothersickleaveabsences
aswellandmayberequiredasaconditiontoreceivingsickleavebenefits.

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Beforereturningtoworkfrom asickleaveabsenceofthreecalendardaysormore,an
employeemayberequiredtoprovideaphysician'sverificationthatheorshemaysafely
returntowork.
Intheeventofanextendedillnessofselforfamilymemberaspreviouslydefined,the
maximumnumberofsickleavehoursanemployeemayuseduringanytwelvecalendar
monthperiodisatotaloftwelve(12)weeks.
UNAUTHORIZEDLEAVE
NoCountyemployeemayabsenthimself/herselffromdutywithoutspecificpermission
fromhis/herElectedOfficialorDepartmentDirector.Whenanemployeeabsents
himself/herselfbyfailuretoreportfordutyortocalloff("NoShow/NoCall")the
employeemaybeterminated.
VACATIONLEAVE
RegularfulltimeandRegularparttimeemployeesareauthorizedpaidvacationleavein
minimumincrementsofonehalfhour.Totakevacation,employeesshouldrequest
advanceapprovalfromtheirsupervisors.Requestswillbereviewedbasedonanumber
offactors,includingoperationalneedsandstaffingrequirements.Employeesare
encouragedtouseavailablepaidvacationtimeforrest,relaxation,andpersonalpursuits.
VOTINGLEAVE
Employeeswhoareeligibleelectorsentitledtovoteatanelectionshallbeentitledtobe
offworkwithpayonthedayoftheelectionforaperiodofuptotwohoursduringthe
timethepollsareopen,unlesstherearethreeormorehoursbetweenthehoursof
openingandthetimeofclosingofthepollsduringwhichtheemployeeisnotrequiredto
beonthejob,andunlessfuturechangesin stateorlawprovideformoreliberaltimeoff
requirementsforvoting.
Employeesshouldrequesttimeofftovotefromtheirsupervisoronedaypriortothe
ElectionDay.Advancenoticeisrequiredsothatthenecessarytimeoffcanbescheduled
atthebeginningorendoftheworkshiftwhicheverprovidestheleastdisruptiontothe
normalworkschedule.

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CHAPTER7
WORKCONDITIONSANDRULES
ATTENDANCEANDPUNCTUALITY
RegularattendanceandpunctualityareconditionsofemploymentwithPuebloCounty.
Failuretoregularlyattendworkorfailuretobepunctualwillleadtodisciplinaryaction,
uptoandincludingterminationofemployment.
EmployeesmustreportallabsencesfromworkinaccordancewiththeirElectedOfficial
orDepartmentDirectorsinternalprocedures.
DRIVERSLICENSES
IfadriverslicenseoraCommercialDriversLicenseisarequirementforagivenjob,the
employeemusthaveavalidColoradodriverslicenseofatypeforthatparticularjob.
Shouldthelicensebesuspendedor revokedforanyreason:
1.

Theemployeewhosedriverslicenseissuspendedorrevokedshallimmediately
notifyhis/herimmediatesupervisor,whointurn,shallnotifytheElectedOfficialor
DepartmentDirectorandtheBoardofCountyCommissioners.

2.

Theemployeemaybereassigned,downwardifpossible,forthelengthoftimethe
licenseissuspendedorrevoked,nottoexceedone(1)year.Employeeswholose
theirlicenseandthelicenseisarequirementofthejob,maybeterminatedby
PuebloCounty.

3.

Ifavacancyiscreatedbecauseofreassignment,thepositionshallbefilledpursuant
totheprovisionsofRecruitment,SelectionandHiring.

4.

Whenanemployee'slicenseisreinstated,theemployeeshallbeallowedtocompete
forpositions,astheybecomeavailable.

5.

Ifanemployeefailstonotifyhisorherimmediatesupervisoraboutthelossof
licenseanddrivesaCountyvehicle,theemployeemaybesubjecttoimmediate
termination.
DRUGANDALCOHOLUSE

ItisPuebloCounty'sdesiretoprovideadrugfree,healthful,andsafeworkplacepursuant
toPuebloCounty's"DrugFreeWorkplacePolicy"adoptedJanuary1990incompliance
withtheDrugFreeWorkplaceActof1988.
WhileonPuebloCountypremisesandwhileconductingCountyrelatedactivitiesoff
PuebloCountypremises,noemployeemayuse,possess,distribute,sell,orbeunder

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theinfluenceofalcoholorillegaldrugs.Thelegaluseofprescribeddrugsispermitted
onthejobonlyifitdoesnotimpairanemployee'sabilitytoperformtheessential
functionsofthejobeffectivelyandinasafemannerthatdoesnotendangerother
individualsintheworkplace.Anemployeewhomustuseanoverthecounteror
prescriptiondrugthatcausesadversesideaffectsormayaffecttheabilitytoperform
workin asafeandproductivemannermustnotifyhisorhersupervisorpriortostartingto
work.Thesupervisor,DepartmentDirectororElectedOfficial,afterproperinquiry,will
decideiftheemployeecanremainatworkandwhatworkrestrictions,ifany,aredeemed
necessary.
Violationsofthispolicymayleadtodisciplinaryaction,uptoandincludingimmediate
terminationofemployment,and/orrequiredparticipationinasubstanceabuse
rehabilitationortreatmentprogram.Suchviolationsmayalsohavelegalconsequences.
Toinformemployeesaboutimportantprovisionsofthispolicy,PuebloCountyhas
establishedanEmployeeAssistanceprogram.Theprogramprovidesinformationonthe
dangersandeffectsofsubstanceabuseintheworkplace,resourcesavailableto
employeesandconsequencesforviolationsofthispolicy.
TheEmployeeAssistanceProgram(EAP)providesconfidentialcounselingandreferral
servicestoemployeesforassistancewithsuchproblemsasdrugand/oralcoholabuseor
addiction.Itistheemployee'sresponsibilitytoseekassistancefromtheEAPpriorto
reachingapointwherehisorherjudgment,performance,orbehaviorhasledtoimminent
disciplinaryaction.ParticipationintheEAPafterthedisciplinaryprocesshasbegunmay
notprecludedisciplinaryaction,uptoandincludingterminationofemployment.
Employeeswithquestionsorconcernsaboutsubstancedependencyorabuseare
encouragedtousetheresourcesoftheEmployeeAssistanceProgram.Theymayalso
wishtodiscussthesematterswiththeirsupervisorortheHumanResourcesDirectorto
receiveassistanceorreferralstoappropriateresourcesinthecommunity.
Employeeswithdrugoralcoholproblemsthathavenotresultedin,andarenotthe
immediatesubjectof,disciplinaryactionmayparticipateinarehabilitationortreatment
programthroughPuebloCounty'shealthinsurancebenefitcoverageinaccordancewith
thecurrentbenefitplan.
UndertheDrugFreeWorkplaceAct,anemployeewhoperformsworkundera
qualifyinggovernmentcontractorgrantmustnotifyPuebloCountyofacriminal
convictionfordrugrelatedactivityoccurringintheworkplace.Thereportmustbemade
withinfive(5)daysoftheconviction.
PuebloCountyhasestablisheddrugtestingrules,regulationsandproceduresregardingits
employeesinaccordancewithcurrentFederalandStateLaw.Any

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employeewhoviolatesPuebloCounty'sSubstanceAbusePolicyshallbesubjectto
appropriatedisciplinaryactionuptoandincludingterminationand/orreferraltothe
PuebloCountyEmployeeAssistanceProgram.Employeeswithquestionsonthispolicy
orissuesrelatedtodrugoralcoholuseintheworkplaceshouldraisetheirconcernswith
theirsupervisorortheHumanResourcesDirectorwithoutfearofreprisal.
EMERGENCYCLOSINGS
Attimes,emergenciessuchassevereweather,naturaldisaster,orpowerfailurescan
disruptCountyoperations.Inextremecases,thesecircumstancesmayrequiretheclosing
ofaworkfacilityasdeemednecessarybytheBoardofCountyCommissioners.Inthe
eventthatsuchanemergencyoccursduringnonworkinghours,localradioand/or
televisionstationswillbeaskedtobroadcastnotificationoftheclosing.
Whenoperationsareofficiallyclosedduetoemergencyconditions,thetimeofffrom
scheduledworkforregularfulltimeorregularparttimewillbepaid.Employeesin
essentialoperationsmaybeaskedtoworkonadaywhenoperationsareofficiallyclosed.
Inthesecircumstances,employeeswhoworkwillreceiveregularpay.Employeeswho
arenotscheduledtoreporttodutyonthedayofanemergencyclosingwillbepaidas
previouslyapproved.
Employeeswho,forpersonalreasons,wishtoleaveworkearlyduringsevereweather
conditionsmaydosowiththepermissionoftheirsupervisorandwillbecharged
compensatorytimeorvacationtimefortheperiodtheyareabsentfromwork.
TheBoardofCountyCommissionersmaycloseCountyfacilitiesorsuspendCounty
operationsduetoemergencyconditions,specialoccasions,orpursuanttolaw.
GIFTS,GRATUITIESANDBRIBERY
NoCountyemployeeshallreceiveanycompensation,gift,paymentorexpense,reward,
gratuity,oranythingofvaluefromanysourceexceptPuebloCountyforanymatteror
proceedingconnectedwithorrelatedtothedutiesofsuchemployees,unlessprovidedby
law.
Shouldanemployeereceiveanycompensation,gift,expensemoney,reward,gratuityor
anythingofvaluewithintheframeworkofthismeaningthatcannotbepractically
returned,itshallbeturnedovertotheappropriateCountyfundsorproperty.This
provisionisnotintendedtorestricttheusualsocialamenities,ceremonialgifts,or
insubstantialadvertisinggifts.
Noemployeeshallaccept,makeanofferoragreetoconferanypecuniarybenefitwith
theintenttoinfluencehis/hervote,opinion,judgment,exerciseofdiscretionor

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anyotheractioninhis/hercapacityasanemployeeofPuebloCounty.Suchanactionby
anemployeeisgroundsforimmediateterminationofemployment.
LEGALFEES
CIVILACTIONS
AnyemployeewhoisnamedasapartytoanylitigationasanemployeeofPueblo
CountyoradepartmentorofficeofPuebloCountyshall immediatelynotifytheBoardof
CountyCommissionersandtheCountyAttorney'sOfficebydeliveringtoeachofficea
completecopyofalldocumentsservedupontheemployee.TheCountyAttorney'soffice
shallnotifytheemployeewithinfifteen(15)dayspursuanttoC.R.S.2410110(4),asto
whetherornottheCountywilldefendsaidemployeeinsuchaction.
Theemployee'sliabilityforattorney'sfeesshallbepursuanttoC.R.S.2410101,et.seq.,
andtheCountyreservestherighttoseekindemnificationfromtheemployeeforanact
deemedtobeoutsideoftheemployee'sscopeofemploymentorforanywillfuland
wantonactorintentionalactonthepartoftheemployeebeingsued.Subjectto
applicableconstitutional,statutoryandcontractualprovisions,ifany,theCountymay
alsorefusetorepresentsaidemployeeatitsdiscretionormaydiscontinuesaid
representationatitsdiscretionbyproperwithdrawalandnotificationasallowedbyand
requiredbycourtruleorbystatute.
Subjecttoapplicableconstitutional,statutoryandcontractualprovisions,ifany,the
BoardofCountyCommissionersshallhavefulldiscretiontorefusetopayorreimburse
anemployeesattorney'sfeesincivilcaseswithinthelimitsofC.R.S.2410101,et.seq.,
oranyotherapplicablestatute.TheBoardofCountyCommissionersreservestherightto
reviewthedenialofattorney'sfeesordefensecostsincivilcasesbaseduponthesame
criteriasetforthbelowforcriminalcases.
CRIMINALACTIONS
Anemployeemaybereimbursedattorney'sfeesforacriminalactionbroughtagainstthe
Countyemployeebaseduponthefollowingcriteria:
1.

Thecriminalactionmustbeacasefiledagainsttheemployeewhicharoseoutofan
incidentinwhichtheemployeewasaparticipantduringthecourseofandwithinthe
scopeofemployment.

2.

Theemployeewasactingingoodfaithandwithoutmaliceand/orwantonorwillful
disregardofdutiesorresponsibilities.

3.

Theattorney'sfeesarereasonablebaseduponcommunitystandards.

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4.

Theactionisultimatelyterminatedinfavoroftheemployee,byacquittalor
dismissalbyprosecutingauthorityorplaintiff.

5.

Theclaimismadeforsuchattorney'sfeeswithinfortyfive(45)daysofafavorable
terminationofsaidcriminalcasesandtheclaimmadedoesnotincludetheclaimfor
morethanoneattorney'sfees.

6.

TheclaimispresentedandconsideredbytheBoardofCountyCommissionersasa
claimasprovidedforinC.R.S.3011107(1)(b)and3025110(1).
ONCALL

Theperiodoftimeduringwhichanemployeeisoncallontheemployer'spremisesor
closethereto,orotherconditionsstipulatedbytheemployerthatresultintheemployee
beingunabletousehis/hertimeeffectivelyforhis/herownpurposeshallconstitutehours
workedandbecompensabletimeinaccordancewithFairLaborStandardsAct(FLSA).
Theperiodoftimeduringwhichanemployeeisnotrequiredtoremainintheemployer's
premises,butisrequiredtowearapager,orleavewordathis/herhomeorwithhis/her
departmentastowheretheemployeecanbereacheddoesnotconstitutehoursworked
andshallnotbedeemedcompensabletime.
IFYOUBELIEVETHATYOUARENOTBEINGAPPROPRIATELY
COMPENSATEDFORONCALLTIME,YOUMUSTCONTACTHUMAN
RESOURCESIMMEDIATELY.
OUTSIDECOMPLAINTS
ComplaintsorChargesfromoutsideofCountyGovernment
WhenanycitizenorpersonoutsidetheCountygovernmentmakesachargeorcomplaint
againstanyemployee,thechargeshallbereducedtowritingandforwardedtothe
appropriateElectedOfficialorDepartmentDirectorforresolution.Outsidecomplaints
shouldberesolvedasexpeditiouslyaspossible.

OVERTIME/COMPENSATORYTIMEANDWORKSCHEDULING
Coverage:ThePuebloCountyOvertime/CompensatoryTimePolicycoversallnon
exemptemployeesastheyaredefinedbytheFairLaborStandardsAct(F.L.S.A.).This
policyalsostates theapplicablepolicyforexemptandnoncoveredemployeesinsofaras
itrelatestothem.Definitionsfornonexempt,exemptandnoncoveredareincludedin
theEmploymentCategoriessectionofthismanual.

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Employeesclassifiedas207(k)personnelundertheFLSAarecoveredbythisentire
policyinallareasasdefinedwiththeonlyexceptionbeingintheworkperiodandthe
numberofhoursworkedtodetermineovertimework.
FLSA207(k)Employees:AsdefinedbytheFairLaborStandardsActincludeall sworn
lawenforcementemployeeswhoare:
(1) uniformedorplainclothesmembersofabodyofofficersandsubordinates
(2) empoweredbystatuteorlocalordinancetoenforcelawsdesignedtomaintain
publicpeaceandorder,protectlifeandpropertyfromaccidentorwillfulinjury,
andtopreventanddetectcrimes
(3) havethepowertoarrestand
(4) haveparticipatedinaspecialcourseofinstructionorstudy(orwillundergoonthe
jobtraining)whichtypicallyincludes:selfdefense,physicaltraining,firearm
proficiency,criminalandcivillawprinciples,investigativeandlawenforcement
techniques,communityrelations,medicalaid,andethics.
(5) Employeeswhomeetthesetestsareconsideredtobeengagedinlawenforcement
activitiesregardlessoftheirrank,orof statusas"temporary",or"regular,"and
regardlessofassignmenttodutiesincidentaltoperformanceoftheirlaw
enforcementactivitiessuchasequipmentmaintenance,lecturing,orsupport
activities.Theterm"lawenforcementactivities"alsoincludesbyexpress
reference,"securitypersonnelincorrectionalinstitutions"suchasthecountyjail.
WorkPeriod:Thestandardworkperiodweekshallconsistof40hoursperweek.The
workweekshallbe7consecutivedaysbeginningat12:01A.M.Sundaythrough12:00
P.M.Saturday.
a)

207(k)Employees:Allsworn207(k)employeesarescheduledorexpectedto
worka7or28day,43or171hourworkperiod.Iftotalhoursworkedina28
dayworkperiodexceed171hours,thefirst11hoursworkedbetween160and
171hourswillbecompensatedatstraighttime.Thehoursworkedover171will
becompensatedincompensabletimeearnedattherateoftimeandonehalfas
definedinthePuebloCountyPersonnelPolicies.Thesameprovisionappliesfor
thoseemployeesworkinga7day 43hourworkweek.

HoursWorked:Todeterminethehoursactuallyworkedbytheemployee,thetime
consideredas"worked"willincludeholidaysasdefinedinthePuebloCountyPersonnel
Policy.Forpurposesofovertimeworked,theCountydoesnotconsiderannualleave,
sickleave,orcompensatorytimetaken,oranyunauthorizedleaveashoursworked.
HoursoftheCourthouse: ThehoursoftheCourthousearedeclaredtobe8:00A.M.to
5:00P.M.dailywiththeexceptionofSaturdays,SundaysandHolidays,orsuchother
timesasdeclaredbytheBoardofCountyCommissioners.Employeesschedules
generallywillbesettocoverhourstheCourthouseisopen.Each

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employeesschedulewillbesetbytheappropriateElectedOfficialorDepartment
DirectorandmaybechangedfromtimetotimeaccordingtotheneedsoftheCounty.
Flextimeschedulingmaybeavailableinsomecasestoallowemployeestovarytheir
startingandendingtimeseachdaywithinestablishedlimits.Employeesshouldconsult
withtheirElectedOfficialorDepartmentDirectorforapproval.
Whenoperatingrequirementsorotherneedscannotbemetduringregularworkinghours,
employeesmaybescheduledtoworkovertimehours.Whenpossible,advance
notificationofthesemandatoryassignmentswillbeprovided.Allovertimeworkmust
receivethesupervisor'spriorauthorization.
Anyovertimeorcompensatorytimeearnedmustbeinaccordancewithfederalandstate
wageandhourrestrictions.Overtimeorcompensatorytimeearnedisbasedonactual
hoursworked.Timeoffonsickleave,vacationleave,oranyleaveofabsencewillnotbe
consideredhoursworkedforpurposesofperformingovertimecalculations.
Employeeswhoworkovertimewithoutreceivingpriorauthorizationfromthesupervisor
maybesubjecttodisciplinaryaction,uptoandincludingterminationofemployment.
CompensatoryTime:RegularfulltimeandRegularparttimeemployeescoveredbythe
FairLaborStandardsActareallowedtoaccumulatecompensatorytimeatarateof11/2
timestheemployee'sregularhourspursuanttoandlimitedbythispolicy.Compensatory
timeisthattimegiveninlieuofpaymentincashforovertimeworked.
OvertimeWork:Allhoursactuallyworkedaspreviouslydefinedbyacoveredemployee
inexcessoftheforty(40)hourperiodshallbeconsideredovertime.Overtimeworkfor
207(k)employeesareallhoursactuallyworkedaspreviouslydefinedinexcessof171
hoursina28consecutivedayworkperiod.
RequirementforApproval:TheCountyhastherighttorequirereasonableovertime
workfromallemployeesintheeventofanemergency.Allovertime,regardlessofthe
mannersofpayment(cashat11/2timesorcompensatorytimeat11/2times)mustbe
approvedinadvancebytheDepartmentDirector,orElectedOfficial,orappointed
designee.TheBoardofCountyCommissionersrequiresthesupervisor'ssignatureof
approvalforeachovertimeshiftworkedonthedailytimekeepingform.
HowPaid/WhenPaid:
1.

NonexemptEmployees: NonexemptemployeescoveredundertheFairLabor
StandardsActshallbepaidinovertimepayorcompensatorytimeoffasshallbe
determinedbytheElectedOfficialorDepartmentDirector,subjecttothelimitsset
forthinthispolicy.

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2.

ExemptEmployees: Exemptemployeesarenotentitledtoovertimepayor
compensatorytimeearnedfortimeworked.Exemptemployeesmayrequestand
receivepersonaltimeoffatthesolediscretionoftheElectedOfficialand/orthe
DepartmentDirectorwithinthelimitationsoftheDepartmentsneedsandthese
policies.

3.

WhenPaid:Nonexemptemployeesshallbepaidincashfortheamountof
compensatorytimeearnedifthetimeisnottakenwithinthequarterfollowingthe
dateearned,atthecurrentsalaryortheaverageofthelastthreeyearswhicheveris
higher,onafirstinfirstoutbasis.Thenonexemptemployeeshallalsobepaidin
accordancewiththispolicyuponseparationandafterthemaximumbankinghours
havebeenreachedbytheemployee.

Ifanonexemptemployeeistransferredtoanexemptpositiontheemployeemustbepaid
incashforanyremainingbalanceofcompensatorytimeearnedwhileanonexempt
employee.
ElectedOfficialsandDepartmentDirectorswillallowtheemployeetoscheduleandtake
compensatorytimeoffbytheendofthequarterfollowingaccrualattheemployees
discretionunlessthetakingoftimeoffwouldcauseahardshiptothedepartment.The
paymentofsaidcompensatorytimeshouldbestrictlylimitedandshouldbeconsideredas
afactorintheirrespectivebudgets.
ChoiceofOvertimePayorCompensatoryTime:
1.

TheCountyhastheoptionwithinthelimitsofthispolicyanditsbudget,to
determinethemannerofpaymentforovertimeworked.

2.

Earnedcompensatorytimeshallbeutilizedbeforevacationleaveisused,unlessthe
employeewillreachhis/hermaximumvacationaccrualallowed.Thedepartment
mayneedtousediscretionindeterminingtheuseofvacationleavebeforeusing
compensatorytime.Thedepartmentshallmakeevery efforttoscheduletimeofffor
employeeswithearnedcompensatorytime.

DailyTimeKeepingRecords:
TheBoardofCountyCommissionersshallprovideaformfordailytimekeepingor
departmentsmayuseastandardtimeclockfortimekeepingpurposesforallnonexempt
employees.ExemptemployeesmustcompletearecordasdeterminedbytheElected
OfficialorBoardofCountyCommissionersandinaccordancewiththeFLSAprovision
forexemptemployees.Allexceptionsfortimekeepingformsmustbepreauthorizedby
theBoardofCountyCommissioners.

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ReservationofRights:
TheCountyretainsallotherrightstocontrolovertimeandcompensatorytimenot
otherwisesetforthinthispolicyinaccordancewithapplicablelaw.
Penalty:
Employeesshallreporttoworkatthescheduledtimeinatimelyfashionandshallnot
workovertimeunlessproperlyauthorizedtodosobytheappropriateperson.Any
employeewhoviolatesthispolicyshallbesubjecttoCountydisciplinaryproceedings,
includingbutnotlimitedtoterminationofemployment.
IFYOUBELIEVEATANYTIMETHATYOURPAYANDOVERTIMEARENOT
BEINGCORRECTLYACCOUNTEDFOR,YOUMUSTCONTACTHUMAN
RESOURCESIMMEDIATELY.
PARKING
TheCountydoesnotprovidereservedparkingforitsemployees.TheCountydoesown
severallotsandoffstreetparkinglocationsandparkingisavailableonafirstcome,first
servedbasis.ThePublicWorksDirectorhastheauthoritytoassignandlimitparking
withinthePublicWorkscompoundtofacilitatesafety,easytrafficflowandtoassure
efficientandeffectiveuseoftheavailablespace.
OneCountyparkinglot,theareasouthoftheJusticePlaza,isonethatrequiresan
identificationstickerforparking.Thesestickers(oneperemployee)canbeobtained
from thePurchasingDepartment.
TheCountyisnotresponsibleforfire,theft,orpersonalliabilityfortheemployee's
vehiclesortheircontents.
PERSONALAPPEARANCE
Dress,grooming,andpersonalcleanlinessstandardscontributetothemoraleofall
employeesandaffectthebusinessimagePuebloCountypresentstothepublic.
Duringbusinesshours,employeesareexpectedtopresentacleanandneatappearance
andtodressaccordingtotherequirementsoftheirpositions.Employeeswhoappearfor
workinappropriatelydressedwillbesenthomeanddirectedtoreturntoworkinproper
attire.Undersuchcircumstances,employeeswillnotbecompensatedforthetimeaway
fromwork.
UniformsarenotsuppliedbytheCountyexceptforspecificjobswithintheCounty.
TheregenerallyisnoCountyuniform.Countyemployeesshallpresentawellgroomed,
tastefulappearancedependingupontheirrelativejobtitles.TheSheriff's

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Officedoesrequireuniforms.UniformallowancesandrequirementsfortheSheriff's
officeareincludedinpersonnelpoliciesapplicabletothatoffice.
Consultyoursupervisorifyouhavequestionsastowhatconstitutesappropriateattire.
Employeesareexpectedtokeeptheirworksitesinaneat,safeandorderlyfashion.

POLITICALACTIVITIES
TheBoardofCountyCommissionersencouragesCountyemployeesinmattersof
responsiblecitizenshipanddoesnotbytheseprovisionsintendtointerferewiththe
conductofCountyemployeesengagedinpoliticalactivity,solongassaidactivitiesare
confinedtohourswhentheemployeeisnotondutyandfurtherprovidedthatsaid
activitiesnotimpairtheemployee'sefficiencyattheirparticularjobintheCounty
government.
EmployeesarenottocampaignintheirofficialCountyuniform,orwhileonduty.
Employeeswhoseprincipalemploymentisinconnectionwithfederalfinancedactivities
aresubjecttothefollowingfederalrequirementsasaconditionofsuchemployment.
1.

Nonexemptemployeesmaynotusetheirofficialauthorityorinfluenceforthe
purposesofinterferingwithoraffectingtheresultsofelectionsornominationsfor
office.

2.

Inaddition,theymaynotcoerce,attempttocoerce,command,oradviseothernon
exemptemployeestopay,lendorcontributeanythingofvaluetoa party,
committee,organization,agency,orpersonforpoliticalpurposes.

Politicalbeliefs,activitiesandaffiliationsshallbetheprivateconcernoftheindividual
employeesofthisCounty.Noemployeeorapplicantshallberequiredtodivulgehis/her
politicalaffiliation,beliefsorphilosophyasaconditionofpresent,continuedorfuture
employmentwithhis/herdepartment.NoemployeeoftheCountyshalldirectlyor
indirectlycoerceorcommandanyotheremployeetopay,lendorcontributesalary,
compensation,serviceoranythingelseofvaluetoanypoliticalparty,group,
organization,orcandidate.
NoCountyofficialoremployeeshallattempttomakeanyofficial'soremployee's
personnelstatusdependentupontheemployee'sorofficial'ssupportorlackofsupportfor
anypoliticalparty,activityorcandidate.

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AnyCountyemployeemaybeacandidateforapartisanpoliticalofficeprovidedthatthe
involvementdoesnotinterferewithhisorherjob.Ifinvolvementisnecessaryduring
normal workinghours,theindividualshalltakevacationleaveorifapprovedpursuantto
policy,leavewithoutpay.Employeeswhosesalarycomesinpartorinwholefrom
federalgovernmentsourcesaresubjecttotheHatchActanditsrevisions.
Employeesshouldimmediatelyreportanyperceivedviolationofthisprovisiontothe
HumanResourcesDirector.

POLITICALCONTRIBUTIONSANDSUPPORT
Noemployeeshallbecausedtopayanycontributionstoanypoliticalmatterwhatsoever.
Employeesshallnotberequiredtoworkfor,ortoparticipatein,thesupportofany
politicalcandidateduringtheirondutyoroffdutyhours.
EmployeesshouldimmediatelyreportanyviolationofthisprovisiontotheHuman
ResourcesDirector.
PROBLEMRESOLUTION
PuebloCountyiscommittedtoprovidingthebestpossibleworkingconditionsforits
employees.Partofthiscommitmentisencouraginganopenandfrankatmospherein
whichanyproblem,complaint,suggestion,orquestionreceivesatimelyresponsefrom
PuebloCountysupervisorsandmanagement.
PuebloCountystrivestoensurefairandhonesttreatmentofallemployees.Elected
Officials,DepartmentDirectors,supervisors,andemployeesareexpectedtotreateach
otherwithmutualrespect.Employeesareencouragedtoofferpositiveandconstructive
criticism.
Ifemployeesdisagreewithestablishedrulesofconduct,policies,orpractices,theycan
expresstheirconcernthroughtheproblemresolutionprocedure.Noemployeewillbe
penalized,formallyorinformally,forvoicingacomplaintwithPuebloCountyina
reasonable,businesslikemanner,orforusingtheproblemresolutionprocedure.
Ifasituationoccurswhenemployeesbelievethataconditionofemploymentora
decisionaffectingthemisunjustorinequitable,theyareencouragedtomakeuseofthe
followingsteps.Theemployeemaydiscontinuetheprocedureatanystep.
1.

Employeepresentsproblemtoimmediatesupervisorwithin30calendardaysafter
incidentoccurs.Ifsupervisorisunavailableoremployeebelievesitwould

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beinappropriatetocontactthatperson,employeemaypresentproblemtoHuman
ResourcesDirector.
2.

Thesupervisorordesignatedalternatemustrespondtoproblemduringdiscussionor
within30calendardays,afterconsultingwithappropriatemanagement,when
necessary.Supervisordocumentsdiscussion.

3.

TheemployeeshallpresenttheproblemtotheHumanResourcesDirectorwithin30
calendardays,ifnotpreviouslydone.HumanResourcesDirectorcounselsand
advisesemployee,assistsinputtingprobleminwriting,visitswithemployee's
supervisor,ifnecessary,anddirectsemployeetotheElectedOfficialforreviewof
problem.

4.

EmployeepresentsproblemtoElectedOfficialinwriting.

5.

TheElectedOfficialreviewsandconsidersproblem. TheElectedOfficialinforms
employeeofdecisionwithin30calendardays,andforwardscopyofwritten
responsetoHumanResourcesDirectorforemployee'sfile.TheElectedOfficialhas
fullauthoritytomakeanyadjustmentdeemedappropriatetoresolvetheproblem.
TheElectedOfficialsdecisionwillbefinal.

Noteveryproblemcanberesolvedtoeveryone'stotalsatisfaction,butonlythrough
understandinganddiscussionofmutualproblemscanemployeesandmanagement
developconfidenceineachother.Thisconfidenceisimportanttotheoperationofan
efficientandharmoniousworkenvironment.Pendingcomplaintsunderthisproceduredo
notaffecttheCountysrighttoterminateanemployeesemployment.
PUBLICRELATIONS
Eachemployeeshallbecourteous,impartial,andconsiderateindealingwiththepublic,
bearinginmindthatoneactsasarepresentativeoftheCounty.
RESTANDMEALPERIODS
Eachfulltimeworkday,nonexemptemployeesareprovidedwithtworestperiodsof15
minutesinlength orone15minuterestperiodforascheduledparttimeworkday.Tothe
extentpossible,restperiodswillbeprovidedinthemiddleofworkperiods.Sincethis
timeiscountedandpaidastimeworked,employeesmustnotbeabsentfromtheirwork
stationsbeyondtheallottedrestperiodtime.TheCountyreservestherighttoassignsaid
breakssoastoproperlycontinueservingthepublic.Theemployeewhoworksoverthe
normalshiftshallalsobeentitledtosuchadditionalbreaksastheadditionalhoursrequire
inaccordancewiththeaboverulesofonebreakperfourhoursworked.Restperiods
shallbeutilizedasdefinedherein,andARENOTTOBEADDEDTOTHELUNCH
PERIOD,ORTAKENATTHEBEGINNINGORENDOFTHESCHEDULEDWORK
DAY.

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Allfulltimeemployeesareprovidedwithonemealperiodeachworkday.Supervisors
willschedulemealperiodstoaccommodateoperatingrequirements.Employeeswillbe
relievedofallactiveresponsibilitiesandrestrictionsduringmealperiodsandwillnotbe
compensatedforthattime.Wheneverpossible,thelunchperiodshallbescheduledinthe
middleoftheworkshiftandshallbesixty(60)minutesinlength.Additionallunch
periodsof1/2hourmayalsobegiventoemployeeswhoworkatleast4hoursovertime
inoneday.TheElectedOfficialathis/herdiscretionmayopttoscheduleemployeesfor
a1/2hourlunchperiod.
RETURNOFPROPERTY
Employeesareresponsibleforallproperty,materials,orwritteninformationissuedto
themorintheirpossessionorcontrol.EmployeesmustreturnallPuebloCountyproperty
immediatelyuponrequestoruponterminationofemployment.Wherepermittedby
applicablelaws,PuebloCountymaywithholdfromtheemployee'scheckorfinal
paycheckthecostofanyitemsthatarenotreturnedwhenrequired.PuebloCountymay
alsotakeallactiondeemedappropriatetorecoverorprotectitsproperty.
SAFETY(LOSSPREVENTION)
Toassistinprovidingasafeandhealthfulworkenvironmentforemployeesandthe
public,PuebloCountyhasestablishedasafetyandlosspreventionprogram.
Eachemployeeisexpectedtoobeysafetyrulesandtoexercisecautioninallwork
activities.Employeesmustimmediatelyreportanyunsafeconditiontotheappropriate
supervisor.Employeeswhoviolatesafetystandards,whocausehazardousordangerous
situations,orwhofailtoreportor,whereappropriate,remedysuchsituations,maybe
subjecttodisciplinaryaction,uptoandincludingterminationofemployment.
Employeesarerequiredtonotifytheirsupervisorinwritingwithinfourdaysofany
incidentbycompletingtherequiredreportsforanonthejobinjury.
Allautomobileaccidentsshallbereportedimmediatelytotheemployee'ssupervisor.
ThesupervisorshouldcontacttheCountyAttorney'sOfficeforimmediateadvice
regardingtheaccident.
Allemployeeswhoreceivecitationsformovingorparkingviolationswillberesponsible
forpaymentofthefineandcourtcosts.IfaCourtappearanceisnecessary,theemployee
musthandlethesituation onhisorherowntime.Theamountoftimetheemployeeis
awayfromhisorherworkwillbeunpaidunlesstheemployeehaspaidleavebenefits
availableandchoosestousesuchleave.

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SECURITYINSPECTIONS
PuebloCountywishestomaintainaworkenvironmentthatisfreeofillegaldrugs,
alcohol,firearms,explosives,orotherimpropermaterials.Tothisend,PuebloCounty
prohibitsthepossession,transfer,sale,oruseofsuchmaterialsonitspremises.Pueblo
Countyrequiresthecooperationofallemployeesinadministeringthispolicy.
Vehicles,desks,lockers,andotherstoragedevicesmaybeprovidedfortheconvenience
ofemployeesbutremainthesolepropertyofPuebloCounty.Accordingly,they,aswell
asanyarticlesfoundwithinthem,canbeinspectedbyanyagentorrepresentativeof
PuebloCountyatanytime,eitherwithorwithoutpriornotice.
PuebloCountylikewisewishestodiscouragetheftorunauthorizedpossessionofthe
propertyofemployees,PuebloCounty,visitors,andcustomers.Tofacilitate
enforcementofthispolicy,PuebloCountyoritsrepresentativemayinspectnotonly
desksandlockersbutalsopersonsenteringand/orleavingthepremisesandanypackages
orotherbelongings.Anyemployeewhowishestoavoidinspectionofanyarticlesor
materialsshouldnotbringsuchitemsontoPuebloCounty'spremises.
SEXUALHARASSMENT
PuebloCountyiscommittedtoprovidingaworkenvironmentthatisfreeof
discriminationandharassment.Actions,words,jokes,orcommentsbasedonan
individual'ssex,race,ethnicity,age,religion,oranyotherlegallyprotectedcharacteristic
willnotbetolerated.Asanexample,sexualharassment(bothovertandsubtle)isaform
ofemployeemisconductthatisdemeaningtoanotherperson,underminestheintegrityof
theemploymentrelationship,andisstrictlyprohibited.
DEFINITIONOFSEXUALHARASSMENT
Unwelcomesexualadvances,requestsforsexualfavors,andotherverbalandphysical
conductofasexualnaturewhen:
1.

submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermor
conditionofanindividual'semployment

2.

submissiontoorrejectionofsuchconductbyanindividualisusedasthebasisof
employmentdecisionaffectingsuchindividualor

3.

suchconducthasthepurposeoreffectofunreasonablyinterferingwithan
individual'sworkperformanceorcreatinganintimidating,hostileoroffensive
workingenvironment.

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Anyemployeewhowantstoreportanincidentofsexualorotherharassmentshould
promptlyreportthemattertohisorhersupervisor.Ifthesupervisorisunavailableorthe
employeebelievesitwouldbeinappropriatetocontactthatperson,theemployeeshould
immediatelycontacttheHumanResourcesDirector.Employeescanraiseconcernsand
makereportswithoutfearofreprisal.
Anysupervisorormanagerwhobecomesawareofpossiblesexualharassmentshould
promptlyadvisetheHumanResourcesDirectorwhowillhandlethematterinatimely
andconfidentialmanner.
Anyoneengaginginsexualharassmentwillbesubjecttodisciplinaryaction,uptoand
includingterminationofemployment.
SOLICITATION
Inanefforttoassureaproductiveandharmoniousworkenvironment,personsnot
employedbyPuebloCountymaynotsolicitordistributeliteratureintheworkplaceat
anytimeforanypurpose.EmployeesmaywanttorefertotheConflictofInterestand
CodeofEthicssectionasoutlinedinthisManual.
PuebloCountyrecognizesthatemployeesmayhaveinterestsineventsandorganizations
outsidetheworkplace.However,employeesmaynotsolicitordistributeliterature
concerningtheseactivitiesduringworkingtime.(Workingtimedoesnotincludelunch
periods,workbreaks,oranyotherperiodsinwhichemployeesarenotondutyfor
purposesof thispolicy.)
Inaddition,thepostingofwrittensolicitationsoncompanybulletinboardsisrestricted.
Thesebulletinboardsdisplayimportantinformation,andemployeesshouldconsultthem
frequentlyfor:
Employeeannouncements
Organizationannouncements
InternalmemorandaPaydaynotice
JobopeningsFederal/StateLaborannouncements
Ifemployeeshaveamessageofinteresttotheworkplace,theymaysubmitittothe
BoardofCountyCommissionersforapproval.Allapprovedmessageswillbepostedby
theBoardofCountyCommissioners.
SMOKING/TOBACCOUSAGE
InkeepingwithPuebloCounty'sintenttoprovideasafeandhealthfulworkenvironment,
smoking/tobaccousageisprohibitedthroughouttheworkplace,toincludelobbies,
hallways,stairwells,elevators,restrooms,lounges,cafeteriasorsnackbars,conference
rooms,publicareas,andcountyownedvehicles.Smokingis

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permittedoutdoorsonCountypropertiesexceptatthePuebloCountyCourthousewhere
smokingispermittedonlyindesignatedareas.
Thispolicyappliesequallytoallemployeesandthepublic.PuebloCountyemployees
whoviolatethispolicywillbesubjecttodisciplinaryactionuptoandincluding
terminationofemployment.

USEOFPERSONALCOMPUTERS,ELECTRONICDEVICESORGEAR,
EQUIPMENTANDVEHICLES
PersonalComputers,electronicdevicesorgear,equipmentandvehiclesessentialin
accomplishingjobdutiesareexpensiveandmaybedifficulttoreplace.Whenusing
Countyproperty,employeesareexpectedtoexercisecare,performrequiredmaintenance,
andfollowalloperatinginstructions,safetystandards,andguidelines.AllPersonal
Computers,electronicdevicesorgear,equipment,toolsandvehiclesmustbecheckedout
orissuedinwrittenformtoemployeesbytheirsupervisorordesignatedpersonnel.
EmployeesshouldimmediatelynotifytheirsupervisoriftheirPersonalComputers,
electronicdevicesorgear,equipment,machines,tools,orvehiclesappeartobedamaged,
defective,orinneedofrepair.Promptreportingofdamages,defects,andtheneedfor
repairscouldpreventdeteriorationofequipmentandpossibleinjurytoemployeesor
others.Thesupervisorcanansweranyquestionsaboutanemployee'sresponsibilityfor
maintenanceandcareofPersonalComputers,electronicdevicesorgear,equipmentor
vehiclesusedonthejob.
Theimproper,careless,negligent,destructive,unauthorizedorunsafeuseoroperationof
PersonalComputers,electronicdevicesorgear,equipmentorvehicles,aswellas
excessiveoravoidabletrafficandparkingviolations,canresultindisciplinaryaction,up
toandincludingterminationofemployment. Theemployeemaybepersonallyliablefor
therepairsorreplacementofsaidequipmentandrepaymentmaybepayrolldeducted.
NoCountyemployeeshalluseCountypropertyfortheemployee'sprivateuseorthe
privateuseofanotherpersonorentity.
Any employeeleavingtheCountyserviceforanyreason,includingbutnotlimitedto
resignation,layoff,ortermination,mustreturnanyCountypropertyheorshemayhave
immediatelytotheappropriateCountyDepartment.

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ItistheresponsibilityofElectedOfficialsorDepartmentDirectors,ortheirdesignees,to
seethatallseparatingemployeeshavecheckedinallCountyproperty,suchas
identificationcards,badges,uniforms,keys,tools,manuals,timecards,etc.
NoalterationmaybemadetoanyequipmentorCountypropertywithoutwritten
permissionoftheBoardofCountyCommissioners.
Anemployeemayuseprivatetoolsorequipmentonhis/herjob,butshouldinformthe
ElectedOfficialorDepartmentDirectorofsuchuse.TheElectedOfficialorDepartment
Directorandemployeeshouldhaveawrittenunderstandingoragreementregardingsaid
use,anyreimbursement,replacement,etc.,regardingthetoolsorequipmentused.
USEOFTELEPHONE,CELLULARPHONES,PAGERS,MAIL,FACSIMILE
ANDELECTRONICMAILSYSTEMS
Toensureeffectivetelephonecommunications,employeesshouldalwaysusethe
approvedgreetingandspeakinacourteousandprofessionalmanner.Pleaseconfirm
informationreceivedfromthecallerandhanguponlyafterthecallerhasdoneso.
Intheeventofanemergencyorlifethreateningcall,employeesshouldimmediately
recordthetimeofthecall,attempttogatherinformationaldatafromthecaller,thenhang
upanddial911tonotifyemergencypersonneloftheemergencyorthreat.Employees
shouldthennotifytheresponsiblepartyaspreviouslyidentifiedinthePuebloCounty
EmergencyPolicyforBuildingEvacuations.Acopyofsaidplanmaybeobtainedfrom
theDirectorofEmergencyManagement.
Personalcallsmustbekepttoaminimum.Shouldaproblemarisewiththefrequency
andlengthofpersonalphonecalls,anemployeemaybesubjecttodisciplinaryactionup
toandincludingterminationofemployment.
Nopersonallongdistancetelephonecallsorfacsimilesshouldbemadefrom Pueblo
Countytelephonesorequipmentexceptinemergencysituations.Intheeventofan
emergencysituation,employeesmayberequiredtoreimbursePuebloCountyforany
chargesresultingfromtheirpersonaluse.
AllemployeesoftheSheriff'sOfficeandAttorneysandInvestigatorsintheDistrict
Attorney'sOfficemusthaveaworkingtelephoneintheirresidenceunlessrelievedofthis
responsibilitybytheSherifforDistrictAttorney.
TheuseofPuebloCountypaidpostageforpersonalcorrespondenceisnotpermitted.
Electronicmailandinformationcomputersystems,toincludeInternetaccess,arethe
propertyofPuebloCountyandareintendedforbusinesscommunications.Each
employeeisauthorizedtouseonlytheelectronicmailandinformationcomputer

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systemsundertheusernamethathasbeenassignedtothembytheCounty.Useofany
otherusernameorelectronicmailandinformationcomputersystemisstrictlyprohibited.
Electronicmailandinformationsystemsarenottobeusedinawaythatmaybe
disruptive,offensivetoothers,orharmfultoPuebloCounty,itsemployeesorcitizens.
Thereshallbenodisplayortransmissionofsexuallyexplicitimages,messages,or
cartoons,oranytransmissionoruseofemailcommunicationsthatcontainethnicslurs,
racialepithets,oranythingthatmaybeconstruedasharassmentordisparagementof
othersbasedontheirrace,nationalorigin,sex,sexualorientation,age,disability,or
religiousorpoliticalbeliefs.Ingeneral,employeesshouldusetheinformationsystems
forCountybusinessonly.Theemailsystemshouldnotbeusedtosolicitorproselytize
othersforcommercialventures,religiousorpoliticalcauses,outsideorganizationsor
othernonjobrelatedsolicitations.PuebloCountyallowslimitedpersonal
communicationstotheextentthatpersonaluseofemaildoesnotinterferewiththe
employeescarryingoutofassignedduties,andsubjecttoallpoliciesasoutlinedherein.
However,employeesshouldbeawareofthenonprivatenatureoftheiruseofthe
equipment.
Monitoringofemailcommunicationswillbeconductedonlytotheextentofabuseofe
mailpoliciesoutlinedherein,andpursuanttotheOpenRecordsAct(2472203,C.R.S.).
Correspondenceoftheemployeeintheformofelectronicmailmaybeapublicrecord
undertheOpenRecordsActandmaybesubjecttopublicinspectionunderSection24
72203,C.R.S.
CorrespondencethatissubjecttopublicinspectionundertheOpenRecordsActincludes
communicationssentviaemailandwhichmaybeconsideredapublicrecordas
definedintheOpenRecordsAct.Totheextentthatthecorrespondenceiseitherawork
product,notconnectedtotheexerciseoffunctionsrequiredbylaw,aconfidential
communicationfromaconstituent,orotherwiseprohibitedfromdisclosureunderthe
OpenRecordsActisconsideredexemptasapublicrecord.Formoreinformationon
recordssubjecttotheOpenRecordsActcontacttheCountyAttorneysOffice.
Archivingandretentionofemailissubjecttotheusersdiscretionofneedforfuture
accessandasdefinedunderpublicrecordasarequireddocumentforretention.
Employeesmayprintemaildocumentsforofficialrecord,orsavetoadiskfilefor
retrieval.Eachdepartmentmustfollowstateretentionguidelinesforcompliancewith
staterequirementsforarchivingandretention.
PuebloCountyemployeeswhoviolateanypartofthispolicyforuseoftelephone,
cellularphone,pagers,mail,facsimileandelectronicmailsystemsmaybesubjectto
disciplinaryactionuptoandincludingterminationofemployment.

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VISITORSINTHEWORKPLACE
ToprovideforthesafetyandsecurityofemployeesandthefacilitiesatPuebloCounty,
onlyauthorizedvisitorsareallowedintheworkplace. Restrictingunauthorizedvisitors
helpsmaintainsafetystandards,protectsagainsttheft,ensuressecurityofequipment,
protectsconfidentialinformation,safeguardsemployeewelfare,andavoidspotential
distractionsanddisturbances.
AllvisitorsshouldenterPuebloCountyatthereceptionarea.Authorizedvisitorsmay
receivedirectionsorbeescortedtotheirdestination.Employeesareresponsibleforthe
conductandsafetyoftheirvisitors.
IfanunauthorizedindividualisobservedonPuebloCounty'spremises,employeesshould
immediatelynotifytheirsupervisoror,ifnecessary,directtheindividualtothereception
area.

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CHAPTER8
TRAVELPOLICY
COUNTYTRAVELEXPENSES
PuebloCountywillreimburseemployeesforreasonablebusinesstravelexpenses
incurredwhileonassignmentsawayfromthenormalworklocation.Allbusinesstravel
greaterthan1dayindurationmustbeapprovedbytheElectedOfficialorDepartment
DirectorandreportedinadvancetotheOfficeofBudget.TheOfficeofBudgetis
responsibleforinformingtheBoardofCountyCommissionersofalltravelplansforall
countyemployees.Travel,whichdoesnotentailanovernightstayneedstobeapproved
bytheElectedOfficialorDepartmentDirector.
Employees,whosetravelplanshavebeenapproved,areresponsibleformakingtheirown
travelarrangementsand/orifthedepartmenthasadesignatedpersonwhoisresponsible
forhandlingtravelarrangements,theemployeeshallcoordinatethetravelplanswiththe
designatedperson.Ifemployeesfrommorethanonedepartmentaretravelingtogether
itishighlyrecommendedthatonepersonbedesignatedtohandletravelarrangementsfor
allemployees.
Whentravelhasbeenapproved,thecostsoftravel,meals,lodging,andotherexpenses
directlyrelatedtoaccomplishingbusinesstravelwillbeissuedpriortothetraveldateor
reimburseduponreturnbyPuebloCounty.Thestandardfederalperdiemrateformeals
andincidentalcostsassociatedwithapprovedbusinesstravel,asestablishedbythe
InternalRevenueService,willbetheschedulefollowedforreimbursableexpenses.The
StateofColoradoratesforautomobiletravelwillbefollowedformileage
reimbursement.
Employeeswhoareinvolvedinanaccidentwhiletravelingon businessmustpromptly
reporttheincidenttotheirimmediatesupervisor.Vehiclesowned,leased,orrentedby
PuebloCountymaynotbeusedforpersonalusewithoutpriorapproval.
Withpriorapproval,afamilymemberorfriendmayaccompanyemployeesonbusiness
travel,whenthepresenceofacompanionwillnotinterferewithsuccessfulcompletionof
businessobjectives.Generally,employeesarealsopermittedtocombinepersonaltravel
withbusinesstravel,aslongastimeawayfromworkisapproved. Additionalexpenses
arisingfromsuchnonbusinesstravelaretheresponsibilityoftheemployee.
Abuseofthisbusinesstravelexpensepolicy,includingfalsifyingexpensereportsto
reflectcostsnotincurredbytheemployee,canbegroundsfordisciplinaryaction,upto
andincludingterminationofemployment.

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ApprovalforTravel
TheappropriateElectedOfficialorDepartmentDirectormustgivepriorapprovalforall
travelchargedtotheCounty.CountybusinesstravelincludesalltraveloutsideofPueblo
County.Normally,travelisincurredtoattendaregionalmeetingorfortraining,
conferences,orworkshops.
ReimbursementforoutofpocketexpensestoCountyemployeesformeetingsandrelated
expensesthatareincurredwithintheCountyof Pueblomusthavepriorapprovalofthe
appropriateElectedOfficialorDepartmentDirector.ACountyexpenseformmustbe
completedandsubmittedtotheOfficeofBudgetwithallreceiptsovertendollars
($10.00).
1. AuthorityToTravelAtCountyExpense:
Countyofficersandemployeesmaytravelandbereimbursedforallexpensesrelated
theretowhensuchtravelisoutofCounty,budgetedandaccomplishedinanofficial
capacityasofficialbusinessfortheCountyandhasapprovaloftheElectedOfficialor
DepartmentDirector.
2. ApprovalofTravelRequests:
TravelnoticesaretobesubmittedtotheOfficeofBudgetprior tothetraveloccurring.
ThenoticemustbesubmittedonthePuebloCountyTravelform,completingthe
InstructionandNotificationsheetinitsentirety.
3. AdvanceTravelPayment:
Ifadvancetravelcosts(registration,perdiem,etc.)arerequested,acompletedvoucher
alongwithmeeting/traininginformationmustbesubmittedtotheOfficeofBudgetprior
totheaccountspayabledeadlineprecedingtheproposedtraveldate.
4. ReimbursementofTravelCosts:
Ifreimbursementofactualtravelexpensesisbeingrequested,anexpensereportand
vouchermustbecompletedinfullalongwithoriginalreceiptsforallreimbursement
requestsovertendollars($10.00).
5. PerDieminLieuofActualExpense:
Perdiemsubsistence,basedontheamountsestablishedunderthestandardfederalrateby
theInternalRevenueService,maybeobtainedinadvanceforeachdayoftraveloutside
ofPuebloCountyinlieuofitemizationanddocumentationofactualexpensesforall
travelentailinganovernightstay.Shouldtravelcostexceedthe

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authorizedamountperdayofadvancedperdiemreceivedandadditionalreimbursement
isrequested,anitemizationofallcostsneedstobekeptandsubmittedalongwithreceipts
forallexpensestherebysubstantiatingneedforadditionalreimbursement.Receiptsfor
individualexpensesundertendollars($10.00)areencouraged,butnotrequired.
Fortraveloflessthanoneday,itissuggestedthatactualexpensesbereimbursedrather
thanobtainingaperdiemadvanceforamealortwo.Ifaperdiemisrequired,thenit
willbemadeaccordingtothefollowingschedule,thepercentagebeingappliedtoward
thestandardfederalrateassetbytheInternalRevenueService:
Breakfast 25%Lunch 30%Dinner45%
6. Transportation:
Themostcosteffectiveandexpedientmodeoftransportationistobeusedbycounty
officialsandemployeeswhentravelingonofficialcountybusiness.Theseare:
A.

CommercialTransportation,OutofState:
Countyemployeestravelingoncountybusinessoutofstateshouldusethe
mostcosteffectiveandexpedientmodeoftransportation.Firstclass
serviceisnotreimbursable.Reservationsthroughtravelagenciesorairlines
foroutofstatetravelshallbemadeinadvancetoallowforutilizationof
themostcosteffectivefaresavailable.

B.

PrivateorCountyOwnedVehicles:
ReservationsforoutofCountyuseofaCountypoolvehicle,for
departmentsthatdonothaveassignedvehicles,mustbemadewiththeFleet
ManagementDepartmentatleastfive(5)dayspriortodeparture.Ifa
Countypoolvehicleisnotavailable,theFleetManagementDepartment
willprovidewrittennotificationindicatingtheunavailabilityofavehicle.
ReimbursementwillbemadetotheemployeebasedontheStateof
Coloradosmileagereimbursementrate.Mileagereimbursementisonly
compensatedwhenacountyvehicleisnotavailablefortheapprovedtravel.
Countyfleetvehicleswillonlybeassignedtocountyemployeestraveling
forcountypurposes.

C.

CountyOwnedVehiclesAssignedtoCountyEmployees:
WhenaCountyemployeeisassignedandrequiredtodriveaCountyowned
vehicletoandfromwork,saidvehiclecannotbeusedfor

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personaluseexceptforcommutingpurposes.Suchassignmentanduseare
subjecttoapplicablerulesandregulationsoftheInternalRevenueService.
D.

GroundTransportation:
Countyofficersandemployeesmayutilizerentalvehicleswhenuseis
necessaryaspartofthemodeoftransportationtoreachtheplanned
destination(s)includedinthetravelitineraryandnoothersatisfactorymeans
ofcommercialorpublictransportationisavailable.

7. CountyCreditCard GasandOil:
CountycreditcardswillbeissuedtoeachpoolvehiclethathasanoutofCounty
destination.Thecreditcardwillbeusedforpurchaseofgasolineoroilifneededduring
theauthorizedtravel.Theoriginal receiptforchargesmustbeturnedinwiththevehicle.
Useofsaidcreditcardforprivatelyownedvehiclesisexpresslyprohibited.
Reimbursementonprivatelyownedvehicleswillbemadebasedonmileage.
8. CountyCreditCard GeneralExpense:
Countycreditcardsforpurchasesoflodging,meals,transportationandothertravel
relateditemsmaybeusedbyElectedOfficials,DepartmentDirectorsandemployeesin
anofficialcapacitywhenapprovedinadvance.Whenexpensesarechargedtothecounty
creditcard,theemployeeshallprovide,totheOfficeofBudget,theoriginalreceiptand
informationdescribingthedestinationandpurposeofthetravelexpenses.Allreceipts
andinformationrequiredshallbeturnedintotheOfficeofBudgetnolaterthanfivedays
followingreturnfromoutofcountytravelorfollowinganyotheruseofthecreditcard.
Useofthecreditcardforpurchaseofequipment,suppliesormaterialsnormallyobtained
throughtheCountypurchasingprocessisnormallyprohibited.Ifsuchapurchaseis
necessary,youwillbeaskedtodocumentwhytheseitemswerenotprocuredthroughthe
purchasingprocess.PurchaseofalcoholicbeveragebyCountycreditcardisexpressly
prohibited.
9. ResponsibilityforCompliance:
ItshallbetheresponsibilityoftheElectedOfficialandDepartmentDirectortoinsurethat
officersandemployeesunderhis/herjurisdictionshallcomplywiththeprovisionsofthe
PuebloCountyTravelPolicyandthatmoniesrequiredtopayexpensesrelatedtheretoare
availablewithintheindividualbudgetsoftheofficesanddepartmentsconcerned.

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Ifthereisanyquestionastotheappropriatenessofthetravelorifunusualtravel
expensesarerequired,thentheOfficeofBudgetshouldbeconsultedbeforeexpensesare
incurred.
10. ConflictwithColoradoStatutes
IfColoradoStatutesregardingtravelofCountyemployeesconflictwithanyportionof
thispolicy,thestatutewillrule.
11. AmendmentofPuebloCountyTravelPolicy
AmendmentofthistravelpolicyshallbebyresolutionoftheBoardofCounty
Commissioners.
12. PriorResolutionRescinded:
ResolutionNumber85205,datedOctober31,1985,andResolutionNumber9427are
herebyrescinded.
TRAVELFOROTHERPURPOSES
GeneralPolicy
PuebloCountyencouragesitsElectedOfficialsanddepartmentorothermanagement
levelemployeestoparticipateinstateandnationalorganizationsthatdirectlybenefit
PuebloCounty.IncaseswherePuebloCountyemployeesbecomeofficersordirectorsof
stateornationalorganizationsandtravelisrequiredinconnectionwiththoseduties,
supportforthattravelintheformofadministrativeleaveand/ortheexpensesincidentto
travelwillbeallowedonlywhensuchmembershipprovestobeadirectbenefittothe
County.
Acceptanceofanofficeoracommitteeassignmentinastateornationalorganizationthat
willrequiretheuseofcountytimeorresourcesshallbeapprovedbytheappropriate
ElectedOfficialorDepartmentDirector.
TravelAuthorization
Reviewofproposedtravelwillbemadethroughthebudgetprocessandthrough
individualconsiderationoftravelrequestsbytheBoardofCountyCommissioners.
TravelnotapprovedbytheBoardofCountyCommissionerswillbeatthepersonal
expenseoftherequestingindividual. Hometoworktraveltimeisnotcompensableas
hoursworked.

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CHAPTER9
SEPARATIONOFEMPLOYMENT
Separationfromemploymentisaninevitablepartofpersonnelactivitywithinany
organization,andmanyofthereasonsforseparationareroutine.Belowareexamplesof
someofthemostcommoncircumstancesunderwhichemploymentisseparated:
RESIGNATION voluntaryemploymentseparationinitiatedbyanemployee.
TERMINATION involuntaryemploymentterminationinitiatedbytheorganization.
LAYOFF involuntaryemploymentseparationinitiatedbytheorganizationfornon
disciplinaryreasons.
RETIREMENT voluntaryemploymentseparationinitiatedbytheemployeemeeting
age,lengthofservice,andanyothercriteriaforretirementfromtheorganization.
PuebloCountywillgenerallyscheduleexitinterviewsatthetimeofemployment
separation.Theexitinterviewwillaffordanopportunitytodiscusssuchissuesas
employeebenefits,conversionprivileges,repaymentofoutstandingdebtstoPueblo
County,orreturnofPuebloCountyownedproperty.Suggestions,complaints,and
questionscanalsobevoiced.
Employeebenefitswillbeaffectedbyemploymentseparationinthefollowingmanner.
Allaccrued,vestedbenefitsthataredueandpayableatseparationwillbepaidonthe
nextscheduledpayday.Somebenefitsmaybecontinuedattheemployee'sexpenseifthe
employeesochooses.Theemployeewillbenotifiedinwritingofthebenefitsthatmay
becontinuedandoftheterms,conditions,andlimitationsofsuchcontinuance.
RESIGNATION
Resignationisavoluntaryactinitiatedbytheemployeetoseparateemploymentwith
PuebloCounty.Althoughadvancenoticeisnotrequired,PuebloCountyrequestsatleast
twoweeksortenworkingdayswrittenresignationnoticefromallemployeespriortothe
effectivedateofresignation.
Theseparatingemployeeshallreceiveafinalwarrantforalluncompensatedtime
worked,unusedvacation,andunusedsickleaveinaccordancewithcurrentpayroll
procedures.

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TheHumanResourcesDepartmentwilladvisetheresigningemployeeofhis/herrights
regardingthecontinuationofhealthbenefitsintheCountygrouphealthplan.
ResigningemployeeswhoaremembersofthePuebloCountyRetirementPlanshould
consulttheRetirementPlanAdministratortodeterminetheirrightregardingthereturnof
retirementcontributions,deferredbenefits,etc.
TERMINATION
ThesupervisingElectedOfficialorDepartmentDirector(withconcurrenceoftheBoard
ofCountyCommissioners)shallprepareaPersonnelActionFormimmediatelyuponthe
dismissalofanemployeeandforwardthisdocumenttotheHumanResources
Department.EmployeesshouldbeadvisedtocontacttheHumanResourcesDepartment
forthecompletionofanynecessary documents.
Terminatedemployeeswillnormallybeissuedawarrantfortheirfinalregularpayand
anyterminationbenefitsdueonthenextscheduledpayday,orassoonasapayrollcanbe
executedbytheBoardofCountyCommissioners.
TheBoardofCounty CommissionersandeachElectedOfficialshallallowtheemployee
therighttobeheardpriortotermination.TheElectedOfficialshallmakeafinaldecision
astodisciplinaryactionandemploymentstatus,andretainsfulldiscretiontoassess
disciplinaryaction,uptoandincludingterminationofemployment.TheBoardofCounty
CommissionersmaydelegatethisauthoritytotheappropriateDepartmentDirectoror
Supervisor.ApplicationofthispolicyissubjecttoSection3010506C.R.S.andother
applicablelaw.
RETIREMENT
ItistheintentionoftheCountyofPueblothroughtheCountyRetirementPlanandSocial
Securitytoprovideforcontinualpayofretireesinaccordancewiththeprovisionsofthe
Plan.
RetiringemployeesshouldadvisetheirElectedOfficialorDepartmentDirectorandthe
RetirementPlanAdministratoroftheirintenttoretireatleastthirty(30)daysaheadof
theirdesiredretirementdate.Retirementiseffectiveonlyonthefirstdayofacalendar
month.
CountyemployeesseparatingfromCountyemploymentforreasonsotherthanretirement
mayhavetheoptionofleavingretirementcontributionsintheretirementplanin
accordancewiththetermsofthePlan.

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LAYOFF REDUCTIONINFORCE(RIF)
Ifitbecomesnecessarytolayoff employeesduetolackoffunds,changeindepartment
status,reorganizationoranyotherreason,theappropriateElectedOfficialwillmake
recommendationsastothelayoff.Theanalysiswillincludethetypesofactivitiestobe
reduced,departmentalorganizationalchanges,specialtiesneeded,whichindividualsor
jobclassesofpersonnelaretobelaidoff,whenthelayoffshouldoccur,etc.Afterthe
analysistodecidewhichemployeeswillbelaidoffiscompleted,thefollowingwill
generallyapply:
1.

Temporaryhourlyemployeeswillbelaidofffirst.

2.

Amongemployeesnotintheabovegroup,theElectedOfficialhastheoptiontolay
offemployeesasdeemednecessaryandappropriate.However,inconductingthis
layoff,thefollowingitemsshouldbetakenintoaccountinthefollowingorder:
(i.e.performanceshallbeconsideredfirst,ifallemployeesoftheaffectedclassare
performingequally,thenspecialabilitiesareconsidered,etc.)
a. Performanceoftheemployee
b. Specialabilitiestheemployeemaypossess
c. TotaltimeemployedbytheCounty

Afullorparttimeregularemployeebeinglaidoffwillreceiveaten(10)daysnotice
priortotheactuallayoffdateunlessthelayoffisofatemporarynature(onemonthor
less)duetoacausethatcouldnotbeforeseen,orforbudgetreasons.
Shoulditbecomenecessarytolayoffemployeesduetolackoffunds,changein
departmentstatus,reorganizationoranyotherreason,theElectedOfficialshallmakethe
finaldecisionastotheprocedures,extentandconductofthelayoff.
RECALL
Afterareductioninforce(RIF layoff)theCountymaywishtorecallemployeesto
work.Inrecallingtheemployeepreviouslylaidoff,employeesforidenticaltasksinthe
samedepartmentunit,officeorsubdivision,regularemployeesshallberehiredininverse
orderoflayoff,thatis,thelastemployeelaidoffshallbethefirstemployeerehired.
RegularemployeesthathavebeenlaidofffromCountyservicewillbeeligibleforrehire
underthefollowingprovisions:
If,within60calendardaysfromthedateoflayoff,anopeningofthesame
classificationbecomesavailablewithinthesamedepartmentfromwhichthe

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personwaslaidoffandthepersonlaidoffisfullyqualifiedfortheopening,that
personshallberehiredtofilltheopening.Ifmorethanonepersonwaslaidoff,
therehireshallbeinreverseorderoflayoff.Ifallpersonswerelaidoffonthe
samedate,thecriteriaforlayoffshallbeusedasthecriteriaforrehire.An
employeebeingrehiredshallbenotifiedbycertifiedmailsenttotheemployee's
mostcurrentaddressaslistedintheHumanResourcesDepartment.The
employeewillbeallowedtendaysfromthedateofmailingtoreturntowork.If
theemployeedoesnotreturnwithinthattime,theemployeeshallloseallrecall
rightstothatjobcategoryand/orjobclassificationrefusedorrejected.
Iftheemployeeisrecalledwithin60calendardaysofthelayoff,theemployeeshall
regaintheanniversarydateheldatthetimeoflayoffforpurposesofvacation,sickleave
andotherCountybenefits.Ifnotrecalledwithin60calendardays,allrecallrightswill
terminate.
DEATHOFANEMPLOYEE
Intheeventofthedeathofanemployee,thefinalcheckshallbemadepayabletothe
employeeandmailedtotheplaceofresidenceordeliveredtonextofkin.
TheappropriateElectedOfficialorDepartmentDirectorwillprepareafinalPersonnel
ActionNoticeFormassoonaspossibleafternotificationofdeathofanemployee.The
HumanResourcesDepartmentwillbeprovidedwiththefollowinginformation:

Dateofdeath.
Whetherornotanaccidentwasinvolved.
Dateemployeelastworked.
Whetherornottheemployeewasonvacationleaveorsickleavestatusatthe
timeofthedeath.

TheHumanResourcesDepartmentwilladvisethebeneficiaryastoinsuranceprocedures
fordeathclaimsandalsoiftheemployeewascoveredbytheRetirementFund.
Proceduresforclaimingpreretirementdeathbenefitsorthereturnofretirement
contributionswillbeexplainedbytheRetirementPlanAdministrator.
SEPARATIONPAY
Theemployee'sfinalcheckshallnotbepaidtoanemployeeuntilallCountypropertyhas
beenreturnedandappropriateterminationformshavebeencompletedintheHuman
ResourcesDepartment.Ifallpaperworkhasbeencompletedpriortothe

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20thofthemonth,thefinalcheckwillincludesickandvacationpay.Ifafterthe20th,
thesickandvacationpaywillbepaidattheendofthefollowingmonth.
Uponseparation,anemployeeshallbeentitledtothefollowingseparationbenefitsas
otherwisedescribedinthispolicydocument.
UnusedVacationLeave
Aregularfulltimeemployeeorregularparttimeemployeeshallbepaidfortheunused
vacationtimeheorshemayhaveaccumulatedpriortoseparation.Therecords
maintainedbytheHumanResourceDepartmentregardingannualleaveshallbedeemed
conclusiveforallpurposes.
UnusedSickLeave
Anemployeewhoisseparatedaftertwo(2)yearsofcontinuousserviceshallbepaidfor
theunusedsickleaveheorshemayhaveaccumulated.Suchpaymentshallbe
determinedbythefollowingfactors:
1.

ForemployeeshiredonorbeforeDecember31,1982,themaximumamountof
unusedaccumulatedsickleavethatwillbeusedindeterminingsuchpaymentshall
be120days(960hours).Thoseemployeesmayhavea"banked"sickleavebalance
asofDecember31,1982.Sickleavepaywillbecomputedbyaddingthe"banked"
sickleavebalance,andthepercentagefactorsshowninParagraph2below,times
theremainingsickleavebalance.Innoeventwillthetotalexceed120days(960
hours).

2.

ForemployeeshiredonorafterJanuary1,1983,thesickleaveseparationbenefit
shallbecomputedbymultiplyingthefollowingpercentnumeralsbytheamountof
unusedaccumulatedsickleaveearnedbeginningJanuary1,1983.
a. 0throughtwo(2)yearsofcontinuousservicenobenefitpaid.
b. Overtwo(2)yearsthroughfive(5)yearsofcontinuousservice:20%
18daysMaximum(144hours).
c. Overfive(5)yearsthroughten(10)yearsofcontinuousservice:30%
36daysMaximum(288hours).
d. Overten(10)yearsthroughfifteen(15)yearsofcontinuous
service:40% 48daysMaximum(384hours).
e. Overfifteen(15)yearsormoreofcontinuousservice:50% 60days
Maximum(480hours).

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3.

Anyemployeehavingtwenty(20)yearsormorecontinuousservice,andwho
beginningJanuary1,1983,accruessickleaveinexcessof120days(960hours)
may,atthetimeofseparation,convertuptoamaximumofsixty(60)days(480
hours)ofsaidexcesssickleavesoearnedtovacationleaveataratioofthree(3)
days(24hours)toone(1)dayofvacationleaveuptoamaximumoftwenty(20)
days(160hours)ofannualleave.SickleaveearnedpriortoJanuary1,1983, is
specificallyexcludedfromthisprovision.TherecordsmaintainedbytheHuman
ResourcesDepartmentregardingsickleaveaccumulationsshallbedeemed
conclusiveforallpurposes.

4.

EmployeeswhowerehiredonorafterApril1,1995andhavecompleted(5)five
yearsofservicewillhaveamaximumpayablebenefitof50%oftheircurrent
balanceuptoamaximumof480hours.

5.

EmployeesintheDepartmentofSocialServiceshiredbeforeOctober1,1998will
bepaiduponseparationonefourthoftheirunusedMeritSystemsickleaveaccruals
remainingintheseparateaccount,iftheyresignorretireinoneofthefollowing
categories:
attheage65oroverwith5yearsoftotalseniority,or
attheage60oroverwith20yearsoftotalseniority,or
attheage55oroverwith30yearsoftotalseniority.
Thesepaymentsuponseparationoftheremainingseparateaccountof
accrualswillbepaidonlyifanyfundingisapprovedforthispurposeby
theColoradoStateLegislature,orifthelegislaturedoesnotapprovesuch
funding,fromthePuebloCountySocialServicesfundbalance.Upon
separation,theSocialServiceemployeesaccrualsundertheCounty
systemafterOctober1,1998willbepaidoutinaccordancewiththethen
existingCountypolicy.

6.

AllemployeesoftheDepartmentofSocialServiceshiredafterOctober1,1998will
followtheproceduresandpolicyasdescribedinitemnumberfourabove.

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ALPHABETICALINDEX
ACCESSTOPERSONNELFILES, 12
ADDITIONS,DELETIONSANDCHANGES,7
ADMINISTRATIVELEAVE,40
ADMINISTRATIVEPAYCORRECTIONS,29
AGEOFEMPLOYMENT,10
APPOINTEDOFFICIALS,17
APPROVALFORTRAVEL,64
ATTENDANCEANDPUNCTUALITY,44
AUTHORITIESANDRESPONSIBILITIES,20
BANKINGSERVICES,30
BEREAVEMENTLEAVE,40
BOARDAPPROVAL,3
CIVILACTIONS,47
CLASSDESCRIPTIONS,25
CLASSIFICATIONSYSTEMPROCEDURES,26
CLASSIFICATION/CLASSDESCRIPTIONS, 25
CODEOFETHICS,6
COMPENSATIONPLAN,21
COMPENSATIONPOLICIESANDPROCEDURES,20
CONFLICTSOFINTEREST, 14
COUNTYGOVERNMENTORGANIZATION,6
COUNTYTRAVELEXPENSES,63
COVERAGE,20
CRIMINALACTIONS,47
DEATHOFANEMPLOYEE,71
DEFERREDCOMPENSATION,31
DRIVERSLICENSES,44
DRUGANDALCOHOLUSE,44
EDUCATIONALASSISTANCE,31
EDUCATIONALLEAVE,40
EMERGENCYCLOSINGS,46
EMPLOYEEACKNOWLEDGMENTFORM,4
EMPLOYEEASSISTANCEPROGRAM,32
EMPLOYEEBENEFITS, 30
EMPLOYEEMEDICALEXAMINATIONS,11
EMPLOYMENTAPPLICATIONS,9

EMPLOYMENTCATEGORIES,16
EMPLOYMENTOFRELATIVES, 13
EMPLOYMENTREFERENCEANDSECURITYCHECKS,11
EQUALEMPLOYMENTOPPORTUNITY,9
EXEMPTEMPLOYEES,19
FAIRLABORSTANDARDS,19
FAMILYANDMEDICALLEAVE,41
FLEXIBLESPENDINGACCOUNT,32
GIFTS,GRATUITIESANDBRIBERY,46
HEALTHINSURANCE(MEDICALANDDENTAL),32
HIRINGOFRELATIVES,13
HOLIDAYS,33
HOURLY,16
INDEPENDENTCONTRACTOR,18
INTERDEPARTMENTALTRANSFERS,15
JOBCLASS,25
JURYANDWITNESSLEAVE,41
LAYOFF REDUCTIONINFORCE(RIF), 70
LEAVETYPES, 4043
LEAVEWITHOUTPAY,41
LEGALFEES,47
LIABILITYINSURANCE,34
LIFEINSURANCE,34
LONGTERMDISABILITYPROGRAM,35
MILITARYLEAVE,42
NATUREOFEMPLOYMENT,9
NEWPOSITIONS,26
NONCOVEREDEMPLOYEES,19
NONDISCLOSURE,15
NONEXEMPTEMPLOYEES, 19
ONCALL,48
ORGANIZATIONDESCRIPTION,6
ORIENTATION,12
OUTSIDECOMPLAINTS,48
OUTSIDEEMPLOYMENT, 13
OVERTIME/COMPENSATORYTIME, 48

PARKING,52
PAYDEDUCTIONS,29
PAYDAYS,28
PERFORMANCEEVALUATION,29
PERSONALAPPEARANCE,52
PERSONALDATACHANGES,12
POLITICALACTIVITIES,53
POLITICALCONTRIBUTIONSANDSUPPORT,54
POLYGRAPHEXAMINATIONS,11
PREAMBLE,5
PROBLEMRESOLUTION,54
PUBLICRELATIONS,55
RECALL,70
RECRUITMENT, 9
REGULARFULLTIME, 16
REGULARPARTTIME, 16
RELIGIOUSLEAVE,42
REQUESTFORCLASSDESCRIPTIONCHANGES, 27
REQUESTFORRECLASSIFICATION,26
RESIGNATION,68
RESTANDMEALPERIODS,55
RETIREMENT,69
RETIREMENTPLAN,35
RETURNOFPROPERTY,56
SAFETY(LOSSPREVENTION), 56
SEASONAL,16
SECURITYINSPECTIONS, 57
SELECTION, 10
SEPARATIONOFEMPLOYMENT,68
SEPARATIONPAY,71
SEXUALANDOTHERUNLAWFULHARASSMENT,57
SICKLEAVE,42
SICKLEAVEBANK,37
SICKLEAVEBENEFITS, 35
SMOKING/TOBACCOUSAGE,58
SOLICITATION,58
SPECIALCOVERAGE,19

TERMINATION,69
TEMPORARY,16
TERMEMPLOYEE,17
TIMEKEEPING, 27
TRAINING,38
TRAVELFOROTHERPURPOSES,67
TRAVELPOLICY,63
TRAVELTIME,67
UNAUTHORIZEDLEAVE,43
USEOFPERSONALCOMPUTERS,ELECTRONICDEVICESORGEAR,
EQUIPMENTANDVEHICLES,59
USEOFTELEPHONE,CELLULARPHONES,PAGERS,MAILFACSIMILEAND
ELECTRONICMAILSYSTEMS,60
VACATIONBENEFITS,38
VACATIONLEAVE,43
VISITORSINTHEWORKPLACE,62
VOLUNTEERS,17
VOTINGLEAVE,43
WORK CONDITIONSANDRULES,44
WORKERS'COMPENSATION,39
WORKINGJOBDESCRIPTION, 25