Chapter 2.88 PERSONNEL RULES AND REGULATIONS

This chapter shall be known as the “Personnel Rules of Alpine County.” These rules are adopted in order to provide a consistent, equitable, and efficient program of personnel administration for county employees and applicants for county employment. (Ord. 533 §1.01, 1991)

2.88.020 Administration.

The board of supervisors shall be responsible for establishing such policies and procedures as are necessary for the administration of these rules. (Ord. 533 § 1.02, 1991)

2.88.030 Departmental rules.

Department heads may establish additional personnel rules reasonably necessary for the effective and efficient provision of services that are not inconsistent with these rules or other county policies, or any memorandum of understanding with a recognized employee organization, as defined in Government Code Section 3501(b), provided that the county comply with any “meet and confer” obligation under Government Code Section 3505. Each department head will be responsible for providing employees with copies of written rules established pursuant to this section. (Ord. 533 §1.03, 1991)

2.88.040 Amendment of rules.

These rules shall be amended as necessary by the board of supervisors; provided that the county comply with any obligations under Government Code Section 3505. (Ord. 533 §1.04, 1991.)

2.88.050 Construction.

These rules shall be liberally construed so as to effectuate their purposes and to avoid inequities. (Ord. 533 §1.05, 1991)

2.88.060 Severability.

If any rule, section, or phrase of these rules is declared unconstitutional or void for any reason, such decision shall not affect the validity of the remaining portion of these rules. (Ord. 533 § 1.06, 1991)

2.88.070 Equal opportunity employer.

The county is an equal opportunity employer and is thereby committed to assure and promote equal employment opportunities for all. (Ord. 533 § 1.07, 1991)

Article II. Definitions

2.88.080 Definitions generally.

Unless the context otherwise requires, the definitions and general provisions herein set forth govern the construction of these rules. (Ord. 533 §2.01, 1991)

2.88.090 Anniversary date.

“Anniversary date” means each year of employment, after the completion of the probationary period. At this time the employee is eligible for consideration for a merit step increase during the five-step advancement period or for a longevity increase, as applicable. (Ord. 533 §2.02, 1991)

2.88.100 Applicant.

“Applicant” means a person who has submitted a written application for employment in accordance with these rules. The term does not apply to one who has indicated, either orally or in writing other than by means of formal application, any interest in employment. (Ord. 533 §2.03, 1991)

2.88.110 Appointment.

“Appointment” means the offer of and acceptance by a person of a position in the county service in accordance with these rules. (Ord. 533 §2.04, 1991)

2.88.120 Board.

“Board” means the board of supervisors of the county. (Ord. 533 §2.05, 1991)

2.88.130 Class.

“Class” means a position or group of positions having such degree of similarity that the same title, duties, qualifications, and salary may be applied to each accurately and equitably. (Ord. 533 §2.06, 1991)

2.88.140 Compensation.

“Compensation” means the total compensation, including salary and benefits, paid to an employee by reason of being in county services, but not remuneration given for expenses incidental to the job. (Ord. 533 §2.07, 1991)

2.88.150 Department head.

“Department head” means the head of an established elected office or appointed department having the appropriate level of authority and supervision over such department or office. (Ord. 533 §2.08, 1991)

2.88.160 Eligible.

“Eligible” means a person who has successfully passed all examinations for a class and whose name is placed on an eligible list. (Ord. 533 §2.09, 1991)

2.88.170 Eligible list.

“Eligible list” means the list of all persons eligible for employment in permanently allocated positions in a class. (Ord. 533 §2.10, 1991)

2.88.180 Employee.

“Employee” means a person occupying a position in county service excluding elected officials and contractors. (Ord. 533 §2.11, 1991)

2.88.190 Employment date.

“Employment date” means the effective date of hiring. (Ord. 533 §2.12, 1991)

2.88.200 Layoff.

“Layoff” means termination of service without fault on the part of the employee because of lack of work, lack of funds, or other causes unrelated to the employee’s job performance. (Ord. 533 §2.13, 1991)

2.88.210 Open examination.

A competitive examination shall be open to all applicants who meet the minimum qualifications for the particular classification for which the examination is to be held. (Ord. 533 § 2.14, 1991)

2.88.220 Permanent position.

“Permanent position” means an employee, after probationary term, in the classified service who occupies a permanent position, whether part- or full-time, in a class which is intended for permanent or career-type employment. (Ord. 533 § 2.15, 1991)

2.88.230 Selection procedure.

“Selection procedure” means the process of testing, evaluating and investigating the fitness and qualification of applicants. (Ord. 533 § 2.16, 1991)

2.88.240 Separation.

“Separation” means any termination of employment. Termination may include, but is not limited to, death, discharge, layoff, resignation, retirement or work completion. (Ord. 533 § 2.17, 1991)

2.88.250 Service to the county.

“Service to the county” means the total of all positions subject to regulation by the board and the status of a person occupying a position. (Ord. 533 § 2.18, 1991)

2.88.260 Temporary employees.

“Temporary employees” means any employee who is employed by the county, in a full- or part-time capacity, for a specific type of work and for a period not to exceed nine hundred ninety-nine hours in a calendar year. (Ord. 698 § 2, 2011)

2.88.270 Temporary employee compensation.

Compensation for employment of temporary employees will be made at the hourly rate adopted by the board of supervisors from time to time based on skills and abilities. Temporary employees shall not be paid for holidays not worked, nor shall they accrue paid vacation leave, sick leave, or any other type of leave with pay, nor shall they be entitled to health insurance, or any other fringe benefits accorded permanent employees. The rate of pay for such employees constitutes complete compensation for service rendered. (Ord. 533 § 2.20, 1991)

2.88.280 Y-rated.

“Y” designates that a position has been allocated downward, caused by reclassification, reduction in force, or other administrative act. Incumbents in such a position will not receive step increases or longevity increases until their salary has adjusted to the appropriate level; however, they will be entitled to cost-of-living increases given across the board to employees. (Ord. 533 § 2.21, 1991)

Article III. Application, Responsibility and Administration

2.88.290 General qualifications.

All county employees shall possess the general qualifications of integrity, honesty, sobriety, dependability, industry, thoroughness, good judgement, courtesy, ability to work cooperatively with others, willingness and ability to assume the responsibilities of the position for which employed, and a state of health consistent with the ability to perform the assigned duties of the position. (Ord. 533 § 3.01, 1991)

2.88.300 Applicability.

The provisions of these rules shall apply alike to all officers and employees of the county. (Ord. 533 § 3.02, 1991)

2.88.310 Cooperation.

All officers and employees of the county will aid in all proper ways in carrying into effect the rules herein or hereafter adopted. (Ord. 533 § 3.03, 1991)

2.88.320 Status of department heads.

Except as is otherwise provided by law, the board of supervisors, or its designee, is the appointing authority for all appointed department heads. Appointed department heads serve at the pleasure of the board of supervisors. (Ord. 732 (part), 2019: Ord. 533 § 3.04, 1991)

2.88.330 Administrative responsibility.

The administrative services coordinator will be responsible for the administration of these rules except as otherwise specifically provided herein and will draft and direct the enforcement of personnel policies established by the board of supervisors, and will specify such administrative procedure forms, records, and reports as deemed necessary for the proper administration of the chapter. (Ord. 533 § 3.05, 1991)

2.88.340 Personnel records.

A. A secured and locked personnel file for each employee will be kept in the office of the administrative services coordinator which will contain a copy of the class specification, the original application for employment, performance evaluations, and any other pertinent information relating to the employee’s position, except for peace officer files which will be maintained under the same criteria in the office of the county sheriff.

B. An employee will receive copies of all materials placed in his or her personnel file. This file will be available only to the employee and other authorized persons as specified below, at all reasonable times. Authorized persons are the department head, administrative services coordinator, the county counsel, the members of the board of supervisors and, with good cause, anyone authorized by the board of supervisors or pursuant to order of the court. An employee file may be kept in the department for statistical and annual evaluation purposes. Employees will receive copies of all materials placed in the file maintained by the department.

C. It shall be the mandatory duty of each department head to keep, or cause to be kept, accurate records reflecting the application of these rules. (Ord. 533 § 3.06, 1991)

2.88.350 Nondiscrimination in employment.

A. In connection with the enforcement of these rules and with employment in the county service generally, there will be no discrimination against any employee or applicant for employment because of race, creed, color, religion, sex, sexual preference, national origin, age, or physical or mental impairment, except where age or physical or mental impairment can be conclusively demonstrated to be incompatible with the requirements of job performance.

B. The board of supervisors, administrative services coordinator, all elected officials, and all department heads will take affirmative action to assure that applicants are employed and that employees are treated during employment without regard to race, creed, color, religion, sex, sexual preference, national origin, age, physical or mental impairment, except where age or physical or mental impairment can be clearly demonstrated to be detrimental to job performance and accommodation for physical impairment cannot reasonably be made. (Ord. 533 §3.07, 1991)

2.88.360 Drug and alcohol-free workplace.

The board of supervisors will adopt and implement a program to maintain a drug and alcohol-free workplace, which the board finds to be essential to county operations. This program will include, but not be limited to, an awareness program to inform employees about the dangers of drug and alcohol abuse in the workplace, prohibitions against the use of drugs and alcohol in the workplace, penalties for drug and alcohol abuse violation, and available counseling, rehabilitation and employee assistance programs for drug and alcohol abuse. (Ord. 533 §3.08, 1991)

2.88.370 Federal and state law.

These rules will at all times be construed in a manner consistent with the provisions of any pertinent federal and state laws and regulations, including, but not limited to the Civil Rights Act of 1964, as amended, and the regulations promulgated thereunder. (Ord. 533 §3.09, 1991)

2.88.380 Political activities.

A. The county’s rules regarding the employee’s political activity will in no way be interpreted so as to deny any employee the rights guaranteed employees by the Constitution of the United States or the state of California.

B. All appointed officers and employees are subject to the provisions of Section 3201-3204.5 and 3206 of the Government Code relating to political activities. Officers and employees whose principal employment is connected with an activity which is financed in whole or in part by loans or grants made by the United States or federal agency are subject to the provisions of Sections 1501-1508, Title 5, United States Code.

C. Pursuant to Government Code Section 3207 the following rules and regulations are established:

1. Officers and employees of the county will not engage in political activity during working hours;

2. Political activities will not be conducted on county premises during normal working hours. (Ord. 533 §3.10, 1991)

2.88.390 Grand jury service.

Service by a county employee on the grand jury is an optional activity. Any time from working hours required for grand jury duties must be applied to vacation or compensatory time off accumulations, with appropriate approval of the department head. (Ord. 533 §3.11, 1991)

Article IV. Classification Plan-Reclassification—Promotions

2.88.400 Classification plan.

A. The board shall adopt and periodically amend by resolution a county classification plan covering all positions in the county service except those provided for by statute.

B. Each position shall be allocated to a class identified by a class title. Positions shall have the same class title when they conform to the same class specifications or when the positions’ descriptions are similar as to qualifications, responsibilities, level of supervision, and other relevant characteristics.

C. The class title of a position will be used in the county’s salary plan, personnel records, and personnel administration.

D. The classification plan shall set forth:

1. A class title for each class;

2. A definition of the scope of duties and responsibility of each class. (Ord. 533 §4.01, 1991)

2.88.410 Classification studies.

Classification studies may include any or all of the following factors:

A. The nature and variety of the assigned duties;

B. The complexity of the assigned duties;

C. The nature of supervision received;

D. The nature and extent of supervision exercised;

E. The variety and degree of knowledge and skills;

F. The education and experience required;

G. The nature and scope of decisions and recommendations;

H. The extent of responsibility for actions taken;

I. Other factors which the department head may deem important. (Ord. 533 §4.02, 1991)

2.88.420 Advancement according to merit and ability.

Each officer and department head will encourage economy and efficiency in county service by encouraging promotional advancement of employees showing willingness and ability to perform efficiently the services assigned to them, and every person in county service will be given the opportunity to advance according to merit, ability and position availability, within budgetary restrictions. (Ord. 533 §4.03, 1991)

Article V. Hiring Policies and Procedures

2.88.430 Recruitment.

The administrative services coordinator, subject to board of supervisors approval, will establish recruiting procedures and techniques which, within practical limitations of budget and time, will secure qualified individuals to apply for employment in the county service. All such recruiting procedures and techniques will be in conformity with all applicable county provisions and all pertinent state and federal laws and regulations. (Ord. 533 §5.01, 1991)

2.88.440 County family recruitment.

A. When a promotional or general opening occurs in a department, the department head will notify the administrative services coordinator. The administrative services coordinator will commence county family advertising by means of a notice of the available position to each department, which will run for ten calendar days, allowing employees in the county service to apply for the position. It is each department head’s responsibility to provide a means by which employees receive notice of position availability.

B. Should one or more employees apply under this procedure, the department head will determine, through selection procedures, whether to recommend that an employee be appointed to the position. At his or her discretion, the department head may elect to include an employee who applies under this procedure in a general public recruitment. (Ord. 533 §5.02, 1991)

2.88.450 General public recruitment.

A. Subsequent to county family recruitment procedures, should the department head recommend general public recruitment, the department head will request the preparation of the announcement for the employment selection procedures. Each announcement will include the duties and salary range of the class; the minimum education, experience and personal qualifications for the position; the place and date to file applications; the application deadline; scheduled date of interviews; and such additional information as may be appropriate.

B. The personnel department will initiate public recruitment by advertising the job announcement as follows, at a minimum, unless the board makes a finding of an emergency situation which would require notice of a lesser duration:

1. Duration: two-week minimum;

2. Publication: three times in an area newspaper;

3. Posting: three places within the county;

4. Additional: notice to Washoe Tribe and Woodfords Community Council; notice to any county employment programs. (Ord. 732 (part), 2019: Ord. 533 §5.03, 1991).

2.88.460 Applications.

A. An application for employment must be filed, on the approved county employment application form, in the office of the administrative services coordinator within the time and in the manner specified in the announcement. The application must include such additional information as may be required under the recruitment announcement for a particular position. At the request of the department head, recruitment may be extended for a period not to exceed two additional weeks. Any such extension will be noticed by posting in a minimum of three places in the county and by written notification to all current applicants. Applications received after the deadline specified in the recruitment announcement will not be accepted. Postmark of mailing prior to the date of deadline will not be deemed acceptable nor will applications received by means of a facsimile transmission.

B. Application forms may be obtained from the department head or from the office of the administrative services coordinator. A separate and complete application will be necessary for each classification for which a selection procedure is held. All applications shall be signed.

C. For specific positions for which the county may have difficulty recruiting, a continuous filing period may be authorized by the board of supervisors, during which applications will be evaluated and reviewed as received and selection procedures may commence on an individual applicant basis. (Ord. 533 §5.04, 1991)

2.88.470 Application confidentiality.

Each completed application form and attachments will be treated as a confidential record of the county and will not be returned to the applicant. Neither the names of the applicants for an examination nor the names of those who failed in an examination will be made available to anyone not authorized to receive such information, except by order of court. (Ord. 533 §5.05, 1991)

Article VI. Selection Procedures and Appointments

2.88.480 Minimum qualifications, certificates, documentary evidence.

The county will establish minimum qualifications for determining the fitness and qualifications of applicants for each class or position and for temporary appointments. Such minimum qualifications will be reasonably related to successful job performance in the class in which an applicant seeks employment. Upon hiring, the county will require necessary documentation of citizenship or authorization to obtain employment, and may also require evidence of discharge from the armed forces of the United States, possession of valid license for various purposes or other evidence of identification, fitness and qualifications. (Ord. 533 §6.01, 1991)

2.88.490 Causes for disqualification.

The department head may make inquiry into the past record of competitors and may recommend to the administrative services coordinator disqualification of anyone whose record, in the judgement of the department head, warrants such action. The administrative services coordinator may refuse to declare as eligible or may withhold or withdraw from certification prior to appointment, anyone who comes under any of the following:

A. Lacks any of the minimum qualifications established for the position for which applicant applies;

B. Is physically or mentally disabled as to be incapable of performing the duties of the position to which applicant seeks appointment and for which accommodation cannot reasonably be made;

C. Has intentionally attempted to practice any deception or fraud in applicant’s application, in the selection procedure or in securing eligibility;

D. Has failed to reply within a reasonable time to communications concerning applicant’s availability for employment;

E. Has made himself/herself unavailable for employment by requesting his/her name be withheld from certification;

F. Is, in accordance with board rules, found to be unsuited or not qualified for employment. (Ord. 533 §6.02, 1991)

2.88.500 Selection procedures.

A. The administrative services coordinator, in conjunction with the department head, will schedule selection procedures as the current and anticipated needs of the service require with due consideration to current departmental workload. Scheduled selection procedures may be postponed or cancelled by the administrative services coordinator by notifying all persons affected and posting public notice, however, special interview dates will not be granted. Since the applicant will know from the onset of advertising the date set for interviews, it will be incumbent upon the applicant to be available on the specified date.

B. Selection procedures will be competitive and of such character as to fairly test and determine the qualifications, fitness and ability of competitors actually to perform the duties of the class or positions for which they seek appointment including, if required by law or deemed necessary and appropriate, written tests, oral tests, performance tests and tests of physical strength, stamina and dexterity. A selection procedure will be deemed to be competitive when applicants are tested as to their relative qualifications and abilities or when a single applicant is scored by a panel of not less than three interviewers. (Ord. 533 § 6.03, 1991)

2.88.510 Proficiency tests.

Whenever deemed beneficial, selection procedures will include tests for proficiency in the use of skills appropriate to the class or position for which the test was given. The department head will approve all written test questions in advance. (Ord. 533 § 6.04, 1991)

2.88.520 Interview panel.

A. In any selection procedure, the education, experience, and personal qualifications may be rated by interview, and where appropriate, written tests and/or skill tests. When an interview is required, all applicants will be evaluated by an appropriate interview panel consisting of at least three persons qualified by education or experience to evaluate the qualifications of the applicants for the position. The interview panel will evaluate each applicant’s experience, education and personal fitness for the position. The department head appoints this panel. The department head may observe the oral interview process, but will not score those interviewed.

B. The department head will establish a list of questions to be asked of each applicant and assign a weighted value to each question. All applicants will be asked the same questions. The administrative services coordinator will determine that the questions to be asked are job related, appropriate, and meet legal parameters.

C. Interviewers will mark on forms provided, the degree to which, in their judgement, each candidate possesses the desired qualifications. Each panel member will assign a numerical score for each question asked. The arithmetic average of the panel members will determine the candidates’ final interview scores. Panel members will refer any inquiries by interviewees regarding the interview process to the administrative services office. (Ord. 533 § 6.05, 1991)

2.88.530 Selection for positions—Department of social services.

The merit system of the state will apply to selection procedures in the department of social services in accordance with state law. (Ord. 533 § 6.06, 1991)

2.88.540 Past employment verification and background investigation.

A. Full-time Employees. A candidate who has been offered full-time employment with the county shall undergo a background investigation and verification of past employment. The applicant shall be found to be fully qualified for the position prior to hiring. The standards used for employment verification and background investigation may vary depending upon the nature and duties of the position being filled. Those standards shall be established by resolution of the board of supervisors, as amended from time to time.

B. Part-time Employees. The appointing authority may require past employment verification and background investigation for part-time employees prior to hiring where the position involves access to county funds (other than petty cash), county property of historic value, confidential information, controlled substances or participation in law enforcement activities. Any such investigation should be conducted under the standards established for full-time employees. Part-time employees shall include contract employees, seasonal employees, temporary employees and independent contractors. (Ord. 642 § 2, 2002)

2.88.550 Medical examination.

A. Policy. The efficient and economical administration of the county services requires that each employee meet minimum medical and physical standards for satisfactory performance of his or her position.

B. Requirements. All new appointments may be conditioned on the appointee’s passing a pre-employment medical history evaluation. This requirement may be waived for temporary employees and for appointees who have passed a medical examination within the past year. Promotional appointments may be required to take a medical examination.

C. Administration. Prior to commencing work, a general medical examination will be conducted by the county health department, which will determine if any other exams are required such as vision, hearing, EKG, or mental health exams. The county health department may refer the appointee for additional exams when deemed appropriate. A recent physical exam by another physician may suffice at the discretion of the health officer. The health officer will make the final determination of fitness for employment after considering the medical evaluation in light of the work requirements of the particular position in question.

D. The medical history and records of the examination will be confidential information maintained by the county health department, not to be released except by court order or with the written approval of the applicant. The medical history will be deemed part of the employment application, but will be maintained in a separate, confidential file. (Ord. 533 § 6.08, 1991)

2.88.560 Position appointment.

The department head will make the final selection from among the qualified candidates and will recommend hiring, or may decline to recommend hiring, from the qualified candidates. A successful applicant will be notified within ten days of appointment. The department head will notify the candidates not selected of their nonselection to the position within ten days after the close of the interview process. The personnel department may perform this function at the request of the department head. Should the department head decline to recommend a hiring, readvertising procedures may be requested. (Ord. 732 (part), 2019: Ord. 533 § 6.09, 1991)

2.88.570 Moving expenses.

It is a county policy that moving expenses not be reimbursed for any county employee, elected official appointment, or exempt appointment. (Ord. 533 § 6.10, 1991)

2.88.580 Initial salary step.

An appointment will usually be made at the first step of the appropriate five-step salary range. However, in the event an employee entering county employment is found to possess extraordinary qualifications for a position through former education or experience, or in the event that qualified employees are scarce and cannot be secured through normal recruitment and hiring procedures, the department head may recommend the employment of such employee at a higher step of the salary range upon making an appropriate finding with respect to qualifications, education, experience and need. Appointments pursuant to this section shall be subject to county administrative officer approval. (Ord. 732 (part), 2019: Ord. 533 §6.11, 1991)

2.88.590 Subsequent merit step increases.

After completion of the probationary period and granting of permanent status, subsequent merit step increases will be submitted upon recommendation of the department head, after completion of the evaluation process, to the personnel department for implementation. (Ord. 732 (part), 2019: Ord. 533 §6.12, 1991)

2.88.600 Performance evaluation.

The department head will prepare a performance evaluation for each employee at the completion of three months of probationary employment and again prior to the completion of six months’ probationary employment. For those classifications requiring a twelve-month probationary period, the department head will prepare a performance evaluation at the end of six months and prior to the expiration of twelve months. The performance evaluation may be prepared more frequently at the discretion of the department head at any time during the probationary period. Subsequent to successful completion of the probationary period, department heads will provide a performance evaluation for each employee annually, at the time of their anniversary date. Appointed department heads will be evaluated annually by the board of supervisors, who may delegate this function. (Ord. 533 §6.13, 1991)

2.88.610 Extension of probationary period.

A department head may, with the concurrence of the employee and of the administrative services coordinator, extend a probationary period for up to three months in order to provide adequate opportunity to evaluate a probationary employee or to resolve prior poor performance evaluations. (Ord. 533 §6.14, 1991)

Article VII. Eligibility Lists and Temporary Lists

2.88.620 Establishment of eligible lists.

The County may establish an eligible list of persons who have passed a selection procedure provided for herein, and who meet the minimum qualifications requisite to the performance of the duties of the position for which the selection procedure was conducted. Eligibility lists will be maintained by the administrative services coordinator. (Ord. 533 §7.01, 1991)

2.88.630 Duration of eligible lists.

All eligible lists will continue in force for a period specified, not to exceed one year from the date the list is established by the appointing authority. (Ord. 533 §7.02, 1991)

2.88.640 Re-employment list.

In addition to the general eligible list, there will be established a re-employment list containing the names of permanent employees who have been laid off through no fault or delinquency on their part. Such persons will be eligible for reinstatement at the same step and salary range and tenure in good standing to classes and positions for which they qualify, may apply for employment through the general public recruitment process, or through county family recruitment if laid off within the last year, and will be considered without prejudice. (Ord. 533 §7.03, 1991)

2.88.650 Departmental use of eligibility list.

Any department head may draw on the eligibility list for an open position from his own or any other department. The department head is not obligated to hire from the eligibility list. He may readvertise for the open position at his discretion. (Ord. 533 §7.04, 1991)

2.88.660 Establishment of temporary list.

The county may establish a list of persons interested in temporary employment which will be maintained by the administrative services coordinator. This list will consist of the employment applications indicating interest in temporary employment. (Ord. 533 §7.05, 1991)

2.88.670 Duration of temporary list.

Temporary employment applications will be maintained on the temporary list for a period of one year. Prior to being purged from the temporary employment list, applicants will be contacted in writing for an extension of their placement on such list. If a response is not received, such applicant will be removed from the temporary list. (Ord. 533 §7.06, 1991)

2.88.680 Departmental use of temporary list.

Any department head may draw on the temporary list for a temporary assignment, by persons with the appropriate minimum qualifications for the position, to a vacant position in his department provided there is sufficient funding available in his departmental budget. Temporary hirings for which departmental funds are not available must be approved by the board of supervisors in advance of the hiring. (Ord. 533 §7.07, 1991)

Article VIII. Transfers

2.88.690 Transfers within departments.

A department head may make transfers of employees from one class within the same salary range in the office or department to another class in the department provided the employee possesses the minimum qualifications for the position to which transferred. (Ord. 732 (part), 2019: Ord. 533 §8.01, 1991)

2.88.700 Interdepartmental transfers.

A. No employee shall be transferred to a position in another department unless prior to the transfer:

1. The affected employee possesses the minimum qualifications for the position to which he or she is being transferred;

2. The department head finds it to be in the best interests of the county to effect such a transfer. Prior to such a finding, the department head will confer with the affected department head or heads and attempt to obtain a consensus on the transfer. In the event the department heads are not able to reach a consensus the chief administrative officer will make the final decision.

B. All such transfers will be subject to a one-month evaluation period, during which the department head or heads will provide the county administrative officer with input as to the progress of the transfer. (Ord. 732 (part), 2019: Ord. No. 533 §8.02, 1991)

2.88.710 Temporary departmental promotions.

With the approval of the affected employee, a department head may temporarily promote a permanent employee to a regularly authorized position in a class having a higher salary range when the incumbent in such position is absent or when there is no incumbent for such position. Such temporary promotion will not exceed a period of ninety days unless a longer period is specifically authorized by the board. Such temporary promotion will not entitle the employee to additional compensation unless the appointment exceeds twenty working days, at which time the employee will be entitled to a five percent increase in salary commencing on the twenty-first working day of appointment. This increase will continue only for the duration of the appointment. At the termination of the appointment, the employee’s salary will return to its previous level. (Ord. 533 §8.03, 1991)

2.88.720 Additional employment of part-time employees.

Employees who are employed at less than full-time may, at their option, assume additional hours, not to exceed full-time work, with their department or another department for employment of a temporary nature. Such employees will be compensated at their current salary rate when working within their current position classification and at the salary range set for temporary employment when working in another department. (Ord. 533 §8.04, 1991)

Article IX. Layoffs and Reinstatements

2.88.730 Policy.

The board may authorize a reduction in the number of employees in the classified service as part of any administrative reorganization for more efficiency in county operations, or as part of a program to reduce expenditures due to inadequate revenue. (Ord. 533 §9.01, 1991)

2.88.740 Procedure.

A. Upon initiation the board of supervisors, affected department or departments, with input from the administrative services coordinator and a representative from the Alpine County Employees Association, will review any proposal for staff reduction in the specified departments. Such review will include consideration of workload, budget, services, and length of time classes have been established.

B. After such review, a recommendation from the department head or heads will be submitted to the board for its consideration. The board will order which departments are affected and which class titles in the department are affected. Where there is more than one employee in the affected class in a department, the order of layoff will be by status of appointment:

1. Temporary employees;

2. Seasonal employees;

3. Probationary employees with evaluations indicating unsatisfactory job performance;

4. Other probationary employees;

5. Permanent employees with evaluations indicating unsatisfactory job performance;

6. Permanent employees based on seniority.

C. Seniority will be computed on the basis of one point for each month of full-time continuous service or a pro rata amount for each month of part-time continuous service with the county. Employees with the least seniority will be laid off first. (Ord. 533 §9.02, 1991)

2.88.750 Displacement.

A. An employee who is laid off and who has greater total continuous county service than another employee in the same or similar department in another class with the same or lower salary allocation, for which the employee is qualified, may elect to displace the junior employee with the lesser total continuous county service. An employee who is displaced will be laid off and replaced by the employee who displaces him/her. No probationary period will be required of a displacing employee.

B. An employee who is displaced because of layoff may, in the same manner, displace an employee who is junior to him/her.

C. Should an employee have the right to displace in more than one class, the employee will first displace in the class with the highest allocated salary. (Ord. 533 §9.03, 1991)

2.88.760 Notice.

At least thirty days prior to the effective date of layoff as ordered by the board, each employee to be laid off will receive a written notice of layoff from the board. The notice will explain the reason for the layoff and the effective date of layoff. The notice will further inform the employee of the right to voluntary transfer, voluntary demotion, displacement, and reinstatement. (Ord. 533 §9.04, 1991)

2.88.770 Voluntary transfer or demotion.

A. It will be county policy to offer employment opportunity whenever possible to laid-off employees, consistent with the duty of appointing authorities to appoint qualified individuals.

B. Within ten days of receipt of a layoff notice, the employee may request transfer or demotion to another available position for which the employee is qualified.

C. Further, the administrative services coordinator will notify other county departments which might have vacancies in positions for which the employee is qualified. A department head for another department may, in his or her discretion, fill a vacant position with the laid-off employee without regard to any applicable eligible list. (Ord. 533 §9.05, 1991)

2.88.780 Reinstatement.

A. An employee who is laid off will have the right to be reinstated to his or her former position within class within one year of the date of layoff should the department seek to fill the position during that year.

B. Whenever more than one person has been laid off and/or displaced in the same class in the same department, the order of reinstatement will be in the reverse of the order of layoff. A person who has reinstatement rights in more than one class because of layoff or displacement in more than one class will have reinstatement rights in each of the classes from which the employee was laid off or displaced. Refusal to accept reinstatement in one class does not eliminate the right to reinstatement in the other class or classes.

C. Reinstatement will be on the same terms and conditions as prevailed at the date of layoff, including appointment status and seniority, except that adjustment will be made for any accrued benefits that had been paid off during the period of layoff. The payoff of any accrued benefits during the period of layoff will be considered final and in full satisfaction of any claims covered by the payoff. However, if allowable under the various benefit contracts, arrangements can be made by the employee to buy back certain benefits for which he has been paid off by the county.

D. The county will make a reasonable attempt to provide written notification of a reinstatement opportunity to an employee who is eligible for reinstatement. If an employee cannot be reached within thirty calendar days, the right to reinstatement will be forfeited. Should an employee not accept reinstatement within five regular county business days after the receipt of the offer or should the employee decline to begin work within fifteen regular county business days after the receipt of the offer, the employee will be declared unavailable and will forfeit the right to reinstatement.

E. An employee eligible for reinstatement may waive a reinstatement offer to a vacant position without loss of reinstatement eligibility status. Whenever a person is unavailable for reinstatement, the next senior person who is eligible for reinstatement will be offered reinstatement in the same manner and under the same conditions. Should there be no person eligible and available for reinstatement, the position will be filled by the established county hiring procedures. (Ord. 533 §9.06, 1991)

Article X. Nepotism

2.88.790 Approval by board.

A. The board of supervisors must be notified and approve the employment and promotion of individuals who will directly or indirectly supervise or be directly or indirectly supervised by his/her wife, husband, parent, step-parent, brother, sister, child, stepchild, grandchild, grandparent, mother-in-law, father-in-law, daughter-in-law, son-in-law, or any person with whom he/she has a relationship of acting in place of parents.

B. Should such relationship be established after hiring and not involve a promotion, the affected department head will determine whether or not the situation requires board ratification. (Ord. 533 § 10.01, 1991)

2.88.800 Hiring and promotion procedures.

The administrative services coordinator and county counsel may, at the request of the board or the department head, act in the department head’s stead during hiring and promotion procedures in which the possibility of the above enumerated employment relationships may exist. (Ord. 533 § 10.02, 1991)

Article XI. Resignation and Terminations

2.88.810 Failure to submit written resignation.

Each employee who leaves the county service must provide a written resignation giving the reason or reasons for leaving county service. An employee who leaves the county service without filing a written resignation giving the reason for leaving county service and two week’s notice or notice acceptable to the department head may not be placed on any re-employment list and may be denied eligibility to take any examination. (Ord. 553 § 11.01, 1991)

2.88.820 Absent without authorized leave.

An employee who is absent from his or her position for a period of five successive working days without notification or authorized leave and without excuse acceptable to the head of the department will be deemed to have voluntarily abandoned his or her position. Upon abandonment, the board may terminate all pay and benefits and may commence procedures to fill the vacant position. (Ord. 533 § 11.02, 1991)

2.88.830 Intentional deceit or fraud.

Any employee who has intentionally attempted to practice any deception or fraud in the employment application, in the selection procedure or in securing eligibility for employment shall be deemed to have secured employment through deceit or fraud and disciplinary action will be taken pursuant to Section 2.84.080 of this title. (Ord. 533 §11.03, 1991)

2.88.840 County property.

A. In the event that a key to county property has been lost or misplaced, proper notification must be made immediately to the department head and the auditor-controller. The employee must sign an affidavit that the key has been lost and, that if it is located, it will be returned to the auditor-controller.

B. It is the responsibility of the employee leaving county service to return all county property in his/her possession to their department head prior to termination. The employee’s final compensation check will be released to the department head for disbursement to the employee upon return of all county property issued to the terminating employee. Upon termination, department heads will provide a current inventory of county property to the auditor. (Ord. 533 §11.04, 1991)

2.88.850 Disciplinary procedures.

The disciplinary procedures specified in the memorandum of understanding between the county and the Alpine County Employees Association, Section 8 (Section 2.84.080 of this title), are incorporated herein and made a part hereof as if stated in full. (Ord. 533 §11.05, 1991)

2.88.860 Reference checks of prior employment with Alpine County.

Any inquiry as to past employment of any person by the county will be referred to the administrative services coordinator, and, in his absence, to county counsel, however, department heads may provide information concerning a past employee’s date of hire, date of termination, job title, description of duties and salary range. (Ord. 533 §11.06, 1991)