A. 
Function. The Personnel Department shall be responsible for coordinating and overseeing the hiring, training, assignment, reassignment, rotation, performance evaluation and discharge of all personnel in the merit service and in unclassified positions. The Department shall be responsible for the establishment of duties and qualifications for all positions in consultation with the heads of County departments and offices. The Department shall act as a centralized point of interviewing, screening, testing and referral for all persons seeking employment with the County.
B. 
Department head. The Personnel Department shall be headed by a Director who shall be responsible to Council through the Executive Director for the performance of the functions of the Department and who shall be responsible for the performance of the general duties in Article III, § 6-15D, of this chapter.
C. 
Specific duties. The Director of Personnel shall be responsible for:
(1) 
Developing, promoting, and implementing an affirmative action plan (which plan is subject to approval by the Executive Director and County Council) for recruitment, employment and promotion in order to assure equal employment opportunities and nondiscrimination with regard to race, color, sex, creed, age, sexual orientation, gender identity and expression, or national origin;
[Amended 9-6-2023 by Ord. No. 2023-7]
(2) 
Managing and directing labor-management relations matters, including negotiations or collective bargaining; advising on matters concerning preservation of management's rights; and participating in and advising on all matters pertaining to grievances and arbitrations;
[Amended 9-6-2023 by Ord. No. 2023-7]
(3) 
Establishing and maintaining job classification and pay plans;
(4) 
Developing and operating recruitment, employment and promotion programs;
(5) 
Developing and promoting programs for improving employee effectiveness, including training, counseling, discipline, health, safety and benefits;
(6) 
Developing and maintaining the total employee benefit package;
(7) 
Assisting and advising County departments and offices on manpower planning, personnel program planning and evaluation, and manpower budgeting;
(8) 
Advising management on manpower requirements and utilization;
(9) 
Maintaining current personnel records, manpower information and personnel planning system.
(10) 
Human Resources. The Personnel Department shall be referred to as the Human Resources Department, and the Director of Personnel shall be referred to as the Chief Human. Resources Officer, and all references to the Personnel Department and to the Director of Personnel shall be deemed to be references to the Human Resources Department and the Chief Human Resources Officer, respectively.
[Added 9-6-2023 by Ord. No. 2023-7]
A. 
Function.
(1) 
The Board of Personnel Grievance and Performance Review shall be responsible for the review of the personnel grievances of employees stemming from a violation of County policy or state or federal law who shall request a hearing. Certain employees shall have the right to have their grievances reviewed by the Board subject to the limitations in § 6-19C(2) of this chapter.
[Amended 9-6-2023 by Ord. No. 2023-7]
(2) 
Internal administrative review of a grievance shall not have been exhausted until it has been heard and determined or resolved by the Board.
(3) 
Determination by the Board shall be of an advisory, nonbinding nature to County Council.
(4) 
The grievance procedure before the Board shall not be used to resolve disputes resulting from an internal investigation or grievances from probationary employees.
[Added 9-6-2023 by Ord. No. 2023-7]
B. 
Organization.
(1) 
Appointment. County Council shall appoint three members to the Board to serve concurrent two-year terms of office. Appointments to the Board may be terminated by County Council prior to the expiration of the term of office for reasonable cause.
(2) 
Permanent vacancy. In the case of a permanent vacancy in the Board's membership caused by death, illness, physical incapacity, forfeiture of office, pursuant to the conditions detailed in Section 305 of the Home Rule Charter generally applicable to elected offices, removal from office or resignation, County Council shall appoint a successor to serve the balance of the unexpired term. Upon determination by County Council that a permanent vacancy exists, appointment of a successor shall be made within 30 calendar days thereof.
(3) 
Temporary vacancy due to conflict of interest. Any Board member who actively participated in a decision on which an employee brings a grievance before the Board shall excuse himself from hearing the grievance and shall be replaced by appointment of County Council for the duration of the hearing.
(4) 
Chairman. The Board shall select, by majority vote of its membership, a Chairman to serve a two-year term. The Chairman shall be responsible to County Council for the performance of the functions of the Board. He shall preside at Board meetings, set the agenda, including scheduled times to adjudicate personnel grievances, determine the form and manner of setting forth Board findings, act to communicate majority decisions to the Council, and effect necessary administrative actions in support of Board responsibilities.
[Amended 8-3-2010 by Ord. No. 2010-3]
(5) 
Quorum. All three Board members shall constitute a quorum for the transaction of business. A resolution, finding or decision of the Board may be acted on by a majority vote of the members present.
[Amended 8-3-2010 by Ord. No. 2010-3]
(6) 
Compensation. Board members not already compensated as employees of the County shall receive daily compensation at a rate determined by the County Council.
[Amended 8-3-2010 by Ord. No. 2010-3]
(7) 
Delegation. By unanimous consent in writing, the Board may, for any given grievance or class of grievance, delegate its duties hereunder to an alternative board of one to three persons designated in such consent.
[Added 9-6-2023 by Ord. No. 2023-7]
C. 
Procedure.
(1) 
Conduct of regular meetings. The Board shall adopt rules for the conduct of regular meetings which may be revised from time to time.
(2) 
Conduct of administrative hearings.
(a) 
The character of Board meetings for determination of personnel grievances will be that of an administrative hearing on personnel management matters. [Commentary: such meetings are not subject to the public meetings provisions of the Pennsylvania Sunshine Law or of Section 405b of the Home Rule Charter.]
(b) 
The Board will not hear or resolve cases involving personnel grievances of employees in the offices of the Controller, the Sheriff, the District Attorney, or the Register of Wills unless previously requested to do so by the applicable said elected official.
[Amended 8-3-2010 by Ord. No. 2010-3]
(c) 
Employees covered by a collective bargaining agreement providing other procedures for grievance appeals shall be deemed to have no standing before the Board.
(d) 
An employee is required to follow the grievance procedure outlined in the current County Employee Handbook before submitting a grievance to the Board.
[Amended 9-6-2023 by Ord. No. 2023-7]
(e) 
The Board shall examine the full text of all grievances brought to it for resolution and shall determine the standing of the employee or employees to bring a grievance. Department heads shall be deemed to have no standing before the Board of Personnel Grievance and Performance Review.
(f) 
Written notice providing the time, date, and place of the hearing shall be given to an employee within 30 days of a request for a hearing. A manual of rules governing hearings shall be promulgated by the Board.
[Amended 8-3-2010 by Ord. No. 2010-3; 9-6-2023 by Ord. No. 2023-7
(g) 
The Board shall arrive at findings based on compliance of aggrieved parties and the employer with existing rules, regulations and controls in the grievance work environment; the County Home Rule Charter; and provisions of this chapter.
[Amended 8-3-2010 by Ord. No. 2010-3]
(h) 
Findings of the Board shall be communicated, in writing, to the aggrieved parties and the employer no later than 30 days after completion of hearings. No hearing shall have been deemed completed until all parties have appeared and presented full and final presentation of testimony and relevant factual information to the Board subject, however, to the limitations set forth in Subsection C(2)(i) below.
(i) 
Unless proper cause is shown for a continuance, hearings shall proceed at the time and place scheduled. Requests for a continuance shall be presented no later than five days before such scheduled hearing unless an emergency dictates otherwise. At the discretion of the Board, hearings may be conducted ex parte, where either party does not appear and a continuance has not been granted.[1]
[1]
Editor's Note: Original Sec. 3.03, Board of Merit Review, which immediately followed this subsection, was deleted 8-3-2010 by Ord. No. 2010-3.
A. 
Applicability. All employees, including management level employees, first-line supervisors and confidential employees shall be subject to applicable provisions of the personnel plan. However, specific provisions of the various collective bargaining agreements as currently in force and as modified from time to time shall control for employees covered by such agreement.
B. 
Merit service. The merit service shall include all positions not in the exempted service. Persons employed in the merit service shall possess the skills, qualifications, and/or experience necessary to perform the tasks and to discharge the responsibilities of merit service positions in the County government.
C. 
Exempted service. The exempted service shall consist of the following positions:
(1) 
Elected officials;
(2) 
Members of boards, commissions, and committees;
(3) 
Heads of offices and boards;
[Amended 8-3-2010 by Ord. No. 2010-3]
(4) 
County Executive Director;
(5) 
Heads of departments appointed by the County Executive Director;
(6) 
Temporary, part-time, intermittent or seasonal employees;
(7) 
Employees required to be covered by a commonwealth merit or civil service system, except that employees presently covered by such civil service procedures shall be subject to the provisions of this chapter upon certification by the federal and state civil service commissions that the merit service plan of the County meets state and federal requirements for the conduct of personnel management matters;
(8) 
Unclassified full-time County employees in unskilled categories of County jobs, such as custodian, laborer, porter, messenger, groundskeeper, office cleaning person;
(9) 
Employees in the offices of the Sheriff, District Attorney, Controller and Register of Wills for whom the power to appoint, remove or supervise has been delegated to said elected officials by provisions of the Charter.
D. 
Service job classification plan.
[Amended 8-3-2010 by Ord. No. 2010-3]
(1) 
Purpose. The job classification plan shall provide for a complete inventory of all positions, an accurate description and specification for each class of employment, and standardized titles each of which is indicative of a definite range of duties and responsibilities and has the same meaning throughout the categories and paid in accordance with the job classification plan.
(2) 
Composition. The job classification plan shall consist of:
(a) 
Job descriptions. Descriptions of all jobs as they are being performed and preliminary job descriptions for newly created, revised or reorganized jobs;
(b) 
Job standards. Analysis of the duties and responsibilities of the various jobs resulting in determination of the qualifications that must be possessed by incumbents to satisfactorily meet the various job demands;
(c) 
Job categories. Groupings of jobs based on similarities in duties, responsibilities, and work demands;
(d) 
Job pricing.
[1] 
Surveying of the pertinent and comparable labor market to that of the County;
[2] 
Pricing of all jobs in the classification plan based upon their duties and responsibilities;
(e) 
Auditing. Periodic review of all jobs within the plan to ascertain that the job descriptions are valid, the job classifications are correct, and the comparative position to the outside job market is being maintained in accordance with County policies. All jobs shall be reviewed annually.
(3) 
Administration and maintenance. The Personnel Department shall be responsible for the development, administration and maintenance of the job classification plan, subject to consultation with affected department heads and subject to final approval of County Council. This responsibility includes the following:
(a) 
Examination of the duties and responsibilities of existing positions and assignment of all positions to the appropriate job classifications;
(b) 
For new positions or existing positions for which the duties have been revised, the assignment of the appropriate classification or establishment of a new class;
(c) 
When a vacancy occurs, review of the position description to ensure proper classification;
(d) 
When a department or administrative unit is reorganized, preparation of new position descriptions for all affected employees;
(e) 
Prompt notification to department heads and employees affected by any position classification or reclassification;
(f) 
Review as needed the job descriptions and from time to time prepare recommended revisions for County Council's consideration.
(4) 
Reclassification requests. Any employee who considers his position to be improperly classified shall submit a written request for salary reconsideration or job reclassification to his department head who shall review the request and its justification. If the department head finds that there is merit in the request, he shall submit it to the Personnel Department. If the department head finds the request is not justified, he shall notify the employee, in writing, of his decision and supply a copy of his notification to the Personnel Department.
(5) 
Status of employees upon reclassification. Upon the reclassification of a position from one class to the same class, a lower level or a higher level, the method of filling the position shall be determined by the procedure regarding transfers, demotion or promotion in § 6-20I of this chapter.
(6) 
Job reclassification downward. When an employee's job is reclassified to a lower classification and his salary is higher than the job rate of the lower classification, he shall continue to receive his present rate. While in this status of overpay, he shall not be eligible for any general increase, or portion thereof, in salary until such general increase or accumulation of general increases exceed the amount of overpayment at which time he would be entitled to such excess.
(7) 
Use and interpretation.
(a) 
The job classification plan shall be used as a guide in recruiting and examining candidates for employment; in determining salaries to be paid for various types of work; in developing employee training programs; in providing uniform job terminology understandable to both the employees and the general public.
(b) 
Job titles as used in the job classification plan shall be used in all personnel records, payroll records and other County records regarding employees. No person shall be employed in a position covered by the classification plan but having a title which is not approved for use for that position in the plan.
(c) 
Job descriptions shall be interpreted in their entirety and in relation to others in the job classification plan. Job descriptions shall be interpreted as being descriptive and explanatory, not necessarily inclusive of all duties performed. They shall not be held to exclude other duties or responsibilities of a similar nature. The job description shall not limit or modify the power that a department head has to take from, expand, eliminate or otherwise change the duties and responsibilities of a job; to assign duties; or to direct and control the work.
(8) 
Authority of County Council. The County Council shall have final approval of job classifications, salary, and revisions and modifications to the plan. The Council shall be the final body to hear and decide upon questions raised by department and office heads as to the classification and salary of jobs.
E. 
Pay plans.
(1) 
Pay plan for nonbargaining and others. The following pay plan applies to employees covered under § 6-20C(3), (4) and (5) of this chapter. This pay plan also will be applicable to planners, engineers, lawyers, architects, doctors and to confidential employees not employed pursuant to a consultant contract:
[Amended 8-3-2010 by Ord. No. 2010-3]
(a) 
The plan shall consist of salary grades, merit increases and across the board increases;
(b) 
The plan shall provide for merit increases based upon outstanding performance;
(c) 
Employees shall not be considered for merit salary increases more frequently than six months from the anniversary of their employment date or six months since they received their last pay increase.
(2) 
Pay plan for merit service and unclassified positions. The following pay plan shall apply to all personnel not covered by § 6-20E(1) of this chapter:
(a) 
The plan shall consist of a series of hire rates and job rates applied to job classifications as defined by the job classification plan.
(b) 
[Deleted]
[Amended ]8-3-2010 by Ord. No. 2010-3; 9-6-2023 by Ord. No. 2023-7
(c) 
Employees may receive across-the-board increases normally resulting from collective bargaining negotiations; increases in hire and job rates resulting from promotions or temporary transfers to higher job classifications; and from participation in longevity, service or educational allowances where such apply.
(3) 
Maintenance of the pay plans. The pay plans shall provide rates for all classes of jobs. The County Personnel Director shall include among other factors, annual comparative studies in the establishment and the maintenance of such rate or rates. The County Personnel Director shall recommend revisions to the plans to County Council with the approval of the Executive Director.
(4) 
Authority of County Council. Council shall have final approval of all salary and wage schedules and the assignment of a wage or salary to any particular job.
F. 
Nonbargaining recruitment.
[Amended 8-3-2010 by Ord. No. 2010-3]
(1) 
Recruitment. The County Personnel Department shall be responsible to screen qualified candidates for employment, with special emphasis on recruitment of qualified County residents.
(2) 
Selection. The applicable department head shall recommend a qualified candidate for approval by (i) the Director of Personnel, (ii) the Executive Director and (iii) the County Council Chairman or his Council member designee, and no person may begin employment in the County prior to the effective date for employment as approved by the Chairman of Council.
[Amended 9-6-2023 by Ord. No. 2023-7]
(3) 
Testing program. The Personnel Department shall administer, as applicable, job-related, standardized examinations to candidates at the time of original employment or to candidates applying for any job vacancy in the County. No other department shall administer said examinations. All examinations shall be job related. All test scores shall be kept confidential.
G. 
Employment practices for all County employees.
(1) 
Residency requirements; determination of qualifications.
[Amended 4-23-1985 by Ord. No. 85-7; 12-1-1992 by Ord. No. 92-5; 11-14-2020 by Ord. No. 2021-1; 12-1-2021 by Ord. No. 2021-12; 6-7-2023 by Ord. No. 2023-4; 3-20-2024 by Ord. No. 2024-2]
(a) 
Residency requirements.
[1] 
Except for (i) the County Executive Director and County Solicitor (who shall be residents of the County) and (ii) any other position as required by Pennsylvania law, there is no requirement for a person to be a resident of the County to be eligible to be an employee of the County.
[2] 
Except as otherwise required for a position under Pennsylvania law, persons who are (i) required by Subsection G(1)(a)[1] to be residents of the County but (ii) at the time of hire are not residents of the County shall be eligible to be employees of the County but are required to establish residency in the County within three months of the start date of employment as a condition of their employment.
[3] 
This section shall not prohibit the Personnel Director and the County Executive Director from establishing a reasonable, job-related residency requirement for a particular position.
[4] 
Relocation assistance in hiring may only be offered to persons who are establishing residency in the County.
[5] 
County Council may adopt, from time to time, a policy which gives a preference in hiring for residents of the County.
(b) 
The Personnel Director shall determine the qualifications for all positions for entry employment, job transfers or promotions.
(2) 
References. As part of the preemployment procedure, the Personnel Department shall check former employers and references provided by the applicant. All information so obtained shall be confidential. Any applicant who refuses to permit or who hampers or impedes the verification of his qualifications and background shall be disqualified for employment.
(3) 
Interviews. The Personnel Department, in consultation with the department heads, may as necessary arrange for interviews of job applicants.
(4) 
[Deleted]
[Amended 8-3-2010 by Ord. No. 2010-3; 9-6-2023 by Ord. No. 2023-7]
(5) 
Applications for employment. Applications for employment shall be made in the Personnel Department. Applications for employment shall be accepted at any time. As a result of a single application, a candidate may be considered for job vacancies in which his principal qualifications might be used.
(6) 
Rejection of applicants. An applicant may be rejected if he is deemed physically unfit for the performance of his duties; is addicted to the use of drugs or intoxicants; has ever been convicted of a felony or misdemeanor; has ever been dismissed from prior employment for misconduct; has ever been a member of any organization which advocated the overthrow of the Government of the United States by force or violence; has knowingly made false statements of any facts in order to obtain employment; or practices or attempts to practice any deception or fraud in his application or employment interview; or for other good cause.
(7) 
Retention of applications. Applications shall be kept on file in the Personnel Department. Applications shall not be kept on file beyond a year from the date they were submitted.
(8) 
Recall lists. Recall lists from layoffs shall be honored in accordance with collective bargaining agreements.
H. 
Probation periods for merit service and unclassified positions.
(1) 
Purpose. The probationary period, as an integral part of the employee examination process, shall be used for closely observing the employee's work, for securing the most effective adjustment of a new employee to his position and for rejecting any employee whose performance is not satisfactory.
(2) 
Duration. All positions shall have a probationary period of three months (or such longer period as designated by the Director of Personnel) except as otherwise provided in the various collective bargaining agreements.
[Amended 9-6-2023 by Ord. No. 2023-7]
(3) 
Probationary period for new employees.
(a) 
At any time during the probationary period, a department head, in conjunction with the Personnel Department, may remove an employee when the employee is unable or unwilling to perform the duties of the position satisfactorily or when his work habits or lack of dependability do not merit his continuance in service. Upon removal a written report shall be prepared by the department head and the Personnel Department documenting the reasons.
(b) 
If a probationary employee has committed an offense which is considered cause for disciplinary action he may be disciplined or dismissed without prior notice.
(4) 
Promotional appointments. The probationary period shall be used in connection with promotional appointments in the same manner as it is used for original entrance appointments. If a person is removed during his probationary period following a promotion, he shall be entitled to return to a position with the same job classification as that from which he or she came, and at the former rate of pay notwithstanding § 6-20H(3) of this chapter or pursuant to the union contract.
[Amended 8-3-2010 by Ord. No. 2010-3]
(5) 
Interruption of probationary period.
(a) 
If an employee is laid off during a probationary period and subsequently rehired, he shall not be given credit for the probationary period completed before he was laid off.
(b) 
If an employee is transferred to a different position during his probationary period, the Personnel Department may not give credit for the period of the probationary time previously completed.
(6) 
Completion of probationary period. At least 10 days prior to the expiration of an employee's probationary period, the department head shall submit a written report to the Personnel Department stating the status of the employee's performance to date.
I. 
Promotions, transfers and demotions for nonbargaining and County positions.
[Amended 8-3-2010 by Ord. No. 2010-3]
(1) 
Promotions.
(a) 
A change from any position to another position for which a higher rate of pay is prescribed shall be considered a promotion.
(b) 
No employee shall be eligible to bid for a higher-rated job or jobs more than twice in a twelve-month period.
(c) 
The Personnel Department shall have the right to investigate the employee's qualifications to fill the higher position which may become available, including the use of standardized tests when appropriate.
(d) 
Probationary periods shall apply to promotions on the basis that this is a new position to the particular employee involved.
(e) 
Failure to perform during the probationary period shall warrant returning the employee to a position in the same classification from which he or she came, if available.
[Amended 9-6-2023 by Ord. No. 2023-7]
(f) 
When an employee is promoted to a position in a higher job classification, his salary shall be increased to the starting rate of the higher position or he shall maintain his present rate, whichever is higher. After satisfactorily completing the probationary period on the new assignment, the employee shall be raised to the job rate or retain his previous salary, whichever is higher.
(2) 
Transfers.
(a) 
The appropriate department head may at any time transfer an employee from one position to another in the same classification in the same department.
(b) 
A transfer of an employee from one department to another shall have the approval of the Personnel Department and the County Council.
(c) 
A temporary transfer shall not exceed 30 days, and shall not require job reclassification or salary adjustment except where otherwise required by applicable collective bargaining agreements.
(3) 
Demotions. With the approval of the Personnel Department and County Council, an employee may be demoted to a position for which he is qualified for any of the following reasons:
(a) 
When an employee would otherwise be laid off because his position is being abolished; lack of work; lack of funds;
(b) 
Because of the return to work from an authorized leave of another employee in accordance with the provisions regarding leaves;
(c) 
When an employee does not possess the necessary qualifications to render satisfactory service in the position he holds;
(d) 
Removed during a probationary period;
(e) 
When an employee voluntarily requests such demotion; or
(f) 
For disciplinary reasons.
J. 
Training and development. The Personnel Department, in conjunction with department heads, may:
(1) 
Develop and use employee training programs to improve the quality of employee performance and to aid employee advancement;
(2) 
Develop supervisory training programs.
[Amended 8-12-1980 by Ord. No. 80-3; 8-3-2010 by Ord. No. 2010-3]
A. 
The Director of Personnel shall establish an employee evaluation program to objectively rate the performance of employees.
B. 
Disciplinary actions.
(1) 
Causes for disciplinary action. Disciplinary action shall be based on the following:
[Amended 9-6-2023 by Ord. No. 2023-7]
(a) 
Violations of Article III, § 6-12A and B, of this chapter; or
(b) 
Violation of articles pertaining to discipline in the various collective bargaining agreements, applicable work rules and/or County policies; or
(c) 
Actions taken outside the scope of County employment which are nevertheless indicative of a lack of necessary skill, character, honesty or trustworthiness and which have a bearing upon the fitness of the individual to perform his usual County duties; or
(d) 
Actions taken outside the scope of County employment or agreements entered into which could in any way be construed to be adverse to the public's interest, or which create the appearance of impropriety or conflict of interest affecting the public's confidence in the full and proper discharge of the employee's duties;
(e) 
The above lists shall not be considered to be all inclusive and disciplinary action shall not be limited to the offenses listed.
(2) 
Record of disciplinary action.
(a) 
Prior to taking any formal disciplinary action, the department head or elected official and the Personnel Department shall discuss and agree upon the facts of the case and the severity of the penalty, if any. The Personnel Department shall maintain a file of all situations brought up for disciplinary consideration. The file will document all facts of the case, the action taken, and the reasons for the action, including cases where it was finally judged that any disciplinary action was not warranted.
(b) 
No prior approval or official action of Council shall be necessary for any disciplinary action against a County employee.
(3) 
Types of disciplinary action. Disciplinary actions shall be progressive in other than serious offenses which might warrant immediate discharge. Normal disciplinary action will follow the pattern of oral warning, written reprimand, suspension, then demotion or dismissal.
(4) 
Oral warning and reprimand. In situations where an oral warning has not resulted in the expected improvement, a written reprimand may be given the employee. A copy shall be placed in the employee's service record in the Personnel Department.
(5) 
Suspension. An employee may be suspended as a result of conduct set forth in § 6-21B(1) of this chapter as causes for disciplinary action. A suspension without pay shall not exceed 30 days. A written statement shall be furnished to the employee which specifically states the reasons for suspension. A copy shall be made part of the employee's service record in the Personnel Department.
[Amended 9-6-2023 by Ord. No. 2023-7]
(6) 
Demotion. An employee may be demoted for cause and his salary reduced in accordance with the rules governing the salary treatment of demoted employees. A written statement of the reasons for the action shall be furnished the employee and made part of the employee's service record in the Personnel Department.
(7) 
Dismissal. An employee may be dismissed from employment for disciplinary reasons. A written statement shall be given to the employee stating the reasons and a copy shall be placed in the employee service record in the Personnel Department.
(8) 
Appeal. The employee shall have the right of appeal for suspension, demotion, or dismissal, if there is no applicable collective bargaining agreement, to the Board of Personnel Grievance and Performance Review as provided for in Section 419 of the Home Rule Charter, and as further provided in § 6-19 of this chapter, subject to the limitations of § 6-19C(2) of this chapter.
C. 
All County non-bargaining employees are at will unless otherwise provided in the Charter.
[Added 9-6-2023 by Ord. No. 2023-7]
[Amended 12-1-1992 by Ord. No. 92-5; 8-3-2010 by Ord. No. 2010-3]
The working hours of full-time service shall be the hours of County business applicable to County departments and offices or other units as set by County Council except as otherwise provided in § 6-73A of this chapter.
A. 
Dual compensation. No person whose compensation derives from County funds through a full-time employment with the County may receive from the County any additional compensation, salary, or emoluments for work performed for the County during the same hours applicable to his or her full-time position, or for those duties which are normally within the scope of duties of his or her full-time position.
B. 
Work schedule. The department head and the Personnel Department, with the approval of Council, shall have the right to set up necessary work schedules, including shift and odd schedules, to meet the needs of the work.
C. 
Overtime. Employees who are required by their supervisors to work beyond their normal work schedules for any given day or week shall be compensated by being given time off (compensatory time) or overtime. In no instances shall duplicate payments be made for the same hours of work.
D. 
Authorized leaves of absence without pay. The following types of leave without pay may be granted upon the agreement of the department head and the Personnel Director:
[Amended 9-6-2023 by Ord. No. 2023-7]
(1) 
Union leave;
(2) 
Service as an elected or appointed official;
(3) 
Military leave (extended);
(4) 
Personal leave (where the leave will not disrupt the effective and efficient operations of the department); and
(5) 
Education leave.
(6) 
Leave in accordance with state or federal law such as FMLA.
E. 
Authorized leaves of absence with pay.
(1) 
Types of leaves. The following types of leave with pay may be granted upon the agreement of the department head and the Personnel Director, and in certain instances as provided below:
[Amended 9-6-2023 by Ord. No. 2023-7]
(a) 
Funeral leave as outlined by the County employee handbook.
(b) 
Jury duty;
(c) 
Military leave (normal two-week leave for reserve duty);
(d) 
Sick leave as provided in the County's Short-Term/Long-Term Policy which is then currently in effect;
(e) 
As set forth in a benefit plan adopted by County Council or as required by law.
(2) 
Compensatory time. Leave may be granted to an employee by his supervisor to reduce accumulated compensatory time earned by the employee. Compensatory time should, if possible, be used by the final working day of December of each year.
(3) 
Except as provided for in a collective bargaining agreement, employees shall accrue vacation as set forth in a policy approved by County Council. Such policy may be changed by County Council in its sole discretion. Employees shall have no vested interest in vacation time except to the extent set forth in a policy approved by County Council.
[Added 9-6-2023 by Ord. No. 2023-7]
F. 
Separations.
(1) 
General. The tenure of every employee shall be conditioned on good behavior and satisfactory performance of duties.
(2) 
Types of separation. An employee may be separated from service with the County by:
(a) 
Resignation.
(b) 
Layoff.
(c) 
Dismissal.
(d) 
Disability.
(e) 
Retirement.
(3) 
Resignation. To resign in good standing, an employee shall give the County two weeks' notice of his leaving.
(4) 
Layoffs. Layoffs may be announced from time to time by the County for budgetary reasons, reorganization of the work force, lack of work or other related reasons. Layoffs of personnel covered by the various collective bargaining agreements shall be handled in accordance with provisions covering layoffs.
(5) 
Death. When an employee dies while in active service all benefits, including back pay and vacation, shall be paid to his or her designated beneficiary, estate, or surviving spouse in accord with applicable law.
A. 
Disciplinary actions.
(1) 
The scope, manner, and causes for disciplinary actions set forth in § 6-21B shall not cover department heads nor those employees in the offices of the Sheriff, District Attorney, Controller and Register of Wills for whom those elected officials have the power to appoint, remove or supervise under the Charter.
(2) 
Suspension or dismissal of employees covered by this section need not be preceded by oral warning or written reprimand.
(3) 
Appeal to the Board of Personnel Grievance and Performance Review shall not be a matter of right for employees covered by this section, and any hearing afforded said employees pursuant to § 6-19C(2)(b) of this chapter shall not be a prior restraint on suspension or dismissal of employees covered by this section.[1]
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).