A. 
Voluntary demotion. A voluntary demotion without prejudice may be approved by the Director of Personnel upon the recommendation of the department head together with the employee's written consent to the action and concurrence with the established salary. For the voluntary demotion to occur, there must be an appropriate position vacant in a lower pay range or the department head and Director of Personnel must agree to convert the employee's position to a lower grade and different title. The action may not cause an impairment of County services. A voluntary demotion may also be effectuated if an employee applies and is selected for a vacant position of a lower grade level through the normal recruitment process.
B. 
Involuntary demotion within a rank structure. An involuntary demotion may be approved by the Director of Personnel upon the recommendation of the department head and shall be limited to those employees within the rank structure within that employee's division. Involuntary demotion may be imposed at any time as a means of discipline (in lieu of dismissal) or as a result of a less than satisfactory follow-up performance evaluation.
A. 
Upon written approval of the Director of Personnel, a department head may, at any time, transfer an employee to a position of the same grade in the same department.
B. 
An employee may request a transfer to any position of the same grade through the normal recruitment process.
Upon written approval of the Director of Personnel, a department head may detail an employee in accordance with § 86-3-104. If two department heads are involved, both must concur. Employee consent is required for details in excess of 30 calendar days. This is not to be construed to prohibit the normal assignment of other duties, without additional compensation, in the absence of an official detail in order to meet the County's needs.
A. 
Whenever a department head has reason to believe that an employee's health is impeding the employee's ability to perform the essential functions of his or her job, the department head may require the employee to undergo a medical examination by a licensed physician employed or retained by the Board of County Commissioners and produce related medical records.
B. 
Where such employee refuses to undergo a medical examination or produce related medical records when directed to do so by the employee's department head, disciplinary action, up to and including dismissal, may be instituted.
C. 
Where any such employee undergoes a medical examination and the results thereof indicate that the employee has a correctable impairment which is temporary in nature, the employee's department head shall attempt to detail other duties, tasks, and responsibilities to said employee during the period of the employee's temporary impairment, provided that any such detail shall be for a maximum period of 180 calendar days and shall constitute the duties, tasks, and responsibilities which the employee is capable of performing during the period of temporary impairment, as determined by the examining physician. Should no detail be available, the employee may request and be granted leave for a period not to exceed 180 calendar days in accordance with § 86-3-205 Compensatory leave, and Part 4, Leave Administration, Articles I, II, VIII, X, XI, and XIII.
D. 
In the event the employee claims that his or her temporary impairment is not corrected at the end of the 180-calendar-day detail period, the employee shall undergo another medical examination by a licensed physician employed or retained by the Board of County Commissioners. If the examining physician determines that the employee is able to return to work and capable of performing the essential functions of his or her job with or without reasonable accommodation and the employee fails to return to work, the department head may initiate a dismissal action against the employee. If the examining physician determines that although the temporary impairment has not yet been corrected, he/she expects that it shall be corrected by a specified date, no later than 30 calendar days from the date of his or her examination, an extension of the detail period to that date shall be given or an extension of leave to that date may be granted. However, if the examining physician determines that the impairment has become permanent and the employee is permanently disabled and unable to perform the essential functions of his or her job with or without reasonable accommodation, the procedures set forth below for employees with permanent disabilities shall apply.
E. 
Where the employee undergoes a medical examination and the results indicate the employee is permanently disabled and is unable to perform the essential functions of his or her job with or without reasonable accommodation, the department head shall attempt to transfer the employee to a vacant position with comparable pay for which he/she is qualified and for which he/she can perform the essential functions of the job with or without reasonable accommodation. If there is no such position available, the employee may be transferred to a vacant position with lesser pay for which he/she can perform the essential functions of the job with or without reasonable accommodation. If no such position is available, the department head may then initiate a dismissal of the employee.
F. 
This section is not intended to displace any rights or obligations of the employee or employer as set forth elsewhere in this chapter.