HomeMy WebLinkAboutC.054.93011_0938 (2)provided in Section 11 of this Article if a position is vacant. If a position is not vacant, the
employee may be dismissed as provided in Article VIII.
Before the completion of the probationary period or review period following promotion,
department heads must complete a performance appraisal that indicates whether the
employee's performance is satisfactory and if they will be retained in the position.
Under unusual circumstances, the probationary period may be extended for up to sin three
additional months. This is only after an evaluation of the situation, the employee's abilities,
and demonstrated potential.
Section 10. Promotion
CHANGE: LANGUAGE ADDED TO SPECIFY CRITERIA THAT WILL BE USED
IN DETERMINING THE MOST QUALIFIED CANDIDATE FOR PROMOTION.
SPECIFIES THAT AN EMPLOYEE WILL HAVE SUCESSFULLY COMPLETED
THE INITIAL PROBATIONARY PERIOD BEFORE BEING CONSIDERED FOR
PROMOTION EXCEPT UNDER UNUSUAL CIRCIMSTANCES.
A candidate for promotion shall be chosen on the basis of his/ler overall qualifications for the
position in question with the most qualified applicant or employee receiving the promotion
Vacancies in positions shall be filled as far as practicable by the promotions of employees in the
service of the county. The past work record, education, knowledge of the job duties and time
Me employee has with the County will be considerations in determining the most qualified
candidate for a promotion. Except in unusual circumstances, an employee will have
completed the initial probation period before being considered for a promotion.
ARTICLE V. CONDITIONS OF EMPLOYMENT
Section 1. Work Week Period and Work Week
REASON FOR CHANGE: ADDITIONAL LANGUAGE TO SPECIFY WORK HOURS
AND ATTENDANCE EXPECTATIONS AND CONSEQUENCES.
PROVIDES AN OPPORTUNITY TO PROVIDE ALTERNATIVE WORK
SCHEDULES WHEN IN THE BEST INTEREST OF THE COUNTY.
A. The standard work period for employees not eligible for the special exception under
Section 207(k) of the FLSA will consist of seven consecutive days as established by the
county manager. For employees who are eligible for the special exception under Section
207(k) of the FLSA, a standard work period of not less than seven days nor more than
twen"ght consecutive days shall be established by the county manager consistent
with the requirements of the FLSA and are subject to overtime provisions set forth in
Article 111, Section 14. Revised 111l97
B. The normid working hours for employees arefrom &W am to 5.00 pm wide one hoar
C. Alternadur work options such as comprened workweek, job sharing, or flee hours
may be considered when shown to be in the best interest of dee County. When
occasions arise where the service to die citizens can be improved through a4usbnent
of an ennployee's work hours, prior apq cowl must be obtained from the avwdy
manager before a depannnnt head can make adjurtmnents to work hours of an
ennployee Individaat requests for a4mftemis to work hours by an employee for
personal reasons mut be e►wdnated by the departntet head to dete n i ne dee effect on
the workload of the departn ent and service to the citizens. The ahpartnelt head must
obtain prior appmW fimn the county manager before grwdingsuck adjummea c.
D. Part - m employees may be assigned horns dal vary from the morind off" hoes
doe to the nature of their work and hours ofoperodons of the department
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