The purpose of the compensation plan is to establish equitable
compensation for all positions in the County. Such a plan shall establish
a salary schedule containing a minimum and maximum wage or salary
for each position. Pay ranges are intended to furnish administrative
flexibility. However, all wages and salaries are approved by the County
Commission. All wage and salary increases, when authorized, shall
be dependent upon the financial conditions of the County. The County
Commission shall review the Manager's proposed wage and compensation
plan and approve the pay schedule and policy regarding any raises
and promotional increases for the entire fiscal year for all County
employees.
Employees will work their scheduled hours pursuant to work schedules
established by their department head or elected official. Full-time
employees will work a minimum of 40 hours per week or a minimum of
80 hours per pay period. Commissioned law enforcement personnel and
detention officers who work a twelve-hour shift pursuant to a § 207K
Fair Labor Standards Act[1] election shall work 84 hours per pay period. Actual work
periods may fluctuate at the discretion of the department head or
elected official. Part-time employees are scheduled to work pursuant
to scheduling set forth by their supervisors, the department head
or elected official.
[1]
Editor's Note: See 29 U.S.C.A. § 207.
Overtime pay shall be paid only when overtime work is authorized
by the department head or elected official and only to nonexempt employees.
Failure to obtain authorization for overtime shall result in disciplinary
action, up to and including termination. The rate shall be 1 1/2
times regular pay for each hour of overtime and such payment shall
be made only in cases when a nonexempt employee works over 40 actual
hours in a normal work week. A nonexempt Sheriff's Deputy or
detention officer shift employee shall be paid overtime according
to FLSA regulations. Holiday, vacation, sick and other leave hours
shall not be considered actual working hours. Nonexempt employees
authorized and required to work on a scheduled holiday shall receive
their holiday pay plus their regular hourly rate of pay for actual
hours worked on the holiday. Chief Deputies and exempt employees are
not eligible for holiday or overtime pay.
The provisions of § 58-8.3 are subject to change or revision by the Fair Labor Standards Act and any federal regulation or revision thereof. All County employees shall be given a copy of such revisions and notified that they are, in effect, Personnel Policy Supplements.
All County employees, with the exception of those employees
who are subject to exclusion under PERA rules, are required to join
the Public Employees Retirement Association of New Mexico (PERA).
The County offers medical, dental, vision and life insurance
benefits to all employees except part-time and temporary employees.
Insurance plans may be changed at the discretion of the County Commission.
The County will follow the Internal Revenue Service's rules
with regard to fringe benefits. Taxable fringe benefits will be included
on the employee's W-2 form. (Examples of fringe benefits are:
uniforms, uniform allowances, cell phone usage, vehicle usage, etc.)
If you have a question regarding what constitutes a fringe benefit
and how that may affect you, please contact the Finance Office.
A.
Otero County recognizes the value of professional development and
personal growth for employees and encourages all employees to pursue
education and training to better themselves and their career/job opportunities.
NOTE: Prior approval is required before signing up for any conferences,
seminars or college-related courses that the employee expects to be
paid for/reimbursed by the county. Payment to attend approved job-related
events may include the following:
(1)
Registration fee;
(2)
Tuition;
(3)
Per diem;
(4)
Mileage if use of personal vehicle is approved;
(5)
Continuation of employee's regular salary for no more than eight
hours per day; overtime will not be paid.
(6)
Leave with pay may be authorized for an employee to attend professional
development directly related to the performance of duties.
B.
If the employee desires to attend a workshop, seminar or course that
is not approved, the employee shall be responsible for all his/her
expenses related to the training. Arrangements must also be made with
his/her supervisor to arrange for annual leave or leave without pay.
A.
After consulting with the County Manager and written documentation
justifying the approval or denial of approval of any education course,
if approved, the County may provide tuition assistance to full-time
employees. The course(s) must enhance or create a skill that is directly
related to the employee's profession, skill or craft, and must
demonstrate a benefit to the County. The determination for reimbursement
is the responsibility of the County Manager, elected official or department
head. The request to attend courses should be submitted to the County
Manager, elected official or department head 30 days in advance of
the beginning of the course.
NOTE: This thirty-day requirement may be waived by the County
Manager, elected official or department head per their discretion.
B.
Books, supplies, and material information will be considered as property
of the employee and will not be reimbursed by the County.
C.
To be reimbursed, the employee must meet the following requirements:
(1)
Be actively employed by the county upon satisfactory completion of
the training;
NOTE: Employee whose employment is terminated because of downsizing
or reorganization will be reimbursed even if they complete their course
work after their employment is terminated.
(2)
Must earn a grade of C or higher or a rating of "Pass."
(3)
Must not be a probationary employee.
(4)
Must not have any disciplinary action within the 12 months preceding
the request.
(5)
The County may require the employee to complete an employment agreement
allowing the County to benefit from the employee's gained knowledge,
skill or degree or if the employee resigns within 36 months after
receiving reimbursement, the employee must repay the County in full.
NOTE: Denial of reimbursement is not eligible for the grievance
provision of this Personnel Policy.
The County shall have a biweekly pay period. Paychecks shall
be distributed on alternating Fridays except as influenced by holidays.
Compensation for a newly hired employee shall be at the entry-level
wage pursuant to the wage and compensation plan, unless the department
head, elected official or County Manager demonstrates that the qualifications
of the proposed employee justify a higher salary. If a vacant position
is advertised for the entry-level wage and no qualified applicant
is hired, the position may be re-advertised with a higher wage, as
determined by the County Manager, after consulting with the elected
official.
The County Commission may consider an across-the-board cost-of-living
wage increase prior to approval of the budget each fiscal year or
as otherwise approved by the Commission. Cost-of-living increases
for full-time classified employees, contract employees, or grant-funded
employees will normally become effective July 1 of each fiscal year
or as otherwise approved by the County Commission. Probationary employees
will receive any cost-of-living increases at the end of their probation
period. This increase is not retroactive. In addition, cost-of-living
increases do not change the approved wage and compensation scale.
A cost-of-living increase allows movement of the employment salary
within the wage and compensation pay scale, but the wage and compensation
scale does not fluctuate. Part-time employees are not eligible for
a cost-of-living increase.
A.
An employee who resigns or separates for any reason from County service
shall receive a final paycheck no later than the first regularly scheduled
payday following the employee's effective date of resignation
Any employee who is dismissed from County service shall receive a
final paycheck by 5:00 p.m. on the fifth day following dismissal,
provided that all County equipment has been returned. Day one begins
on the day of dismissal and includes Saturday and Sunday. Any annual
leave balance will be paid on the final paycheck. Employees who fail
or refuse to return County property or equipment assigned to them
shall have the value of that equipment withheld from the final paycheck.
In the event the final paycheck is insufficient to pay for the equipment,
the employee shall pay the balance within 10 days of the date of separation.
In the event the employee fails to make payment, criminal charges
or civil court proceedings may be pursued against the employee.
B.
In case of death, final salary and compensation for unused annual
leave shall be paid to the employee's named beneficiary. If a
beneficiary is not named, Otero County will follow federal and state
legal requirements.
