A. 
All terms shall have the meaning given by Article 1.04 of this code unless the context clearly indicates a different meaning.
B. 
The term "days," when used in connection with procedural time requirements, shall mean calendar days unless the context clearly indicates a different meaning.
(Prior code § 14.1; Ord. 5478-B (Attach. A), 2007)
Whenever a position is to be established, or a significant change in the duties or responsibilities of any position is to be made, such change shall be in the manner provided in this chapter. Each appointing authority shall report to the director of human resources the need for new positions or classifications and shall report material changes in the duties of any position, including the date when such changes occurred or will occur, in order that new position(s), and position(s) whose duties have been materially changed may be classified and allocated accordingly.
(Prior code § 14.2; Ord. 5371-B, 2005; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019)
A central roster of employees and positions is to be maintained in the personnel department. It shall include dates of service, positions held, salaries received, vacation and such other information as may be deemed appropriate.
(Prior code § 14.20; Ord. 5478-B (Attach. A), 2007)
In the event that sufficient funds are not available for the purpose of effecting annual salary increases, which may be earned and approved in the forthcoming fiscal period, the board of supervisors shall set a percentage amount of increase which shall apply to all classes of employment uniformly, as the individual employees earn the salary adjustment.
(Prior code § 14.52; Ord. 5478-B (Attach. A), 2007)
No employee shall be permitted to accept employment outside of county service if:
A. 
The outside employment leads to a condition resulting in grounds for discipline under Section 3.08.1190;
B. 
The nature of the work is such that it will reflect unfavorably on the employee, the department, or the county; or
C. 
The additional duties to be performed are in conflict with duties required by his or her county service.
(Prior code § 14.70; Ord. 5478-B (Attach. A), 2007)
A. 
No full-time county employee shall be permitted to hold any other full-time, part-time, intermittent, or seasonal employment with the county of Placer, provided, however, that:
1. 
Sheriff's reserve activities shall be permitted by FLSA exempt employees; or
2. 
Employees who are on "sick leave-early retirement," as provided for by Section 3.04.420(I)(2), may work extra help in the department from which they retired for up to 80 hours. They may work an additional 80 hours with the permission of the director of human resources; any extension beyond 160 hours shall require concurrence of the civil service commission.
B. 
The provisions of subsection A of this section shall not be construed to prevent extra employment outside of county service if the provisions of Section 3.04.060 are complied with.
C. 
The words "full-time, part-time, intermittent, or seasonal employment" shall have the meaning assigned by Section 3.08.170.
(Prior code § 14.71; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019)
It is the policy of the county to regulate, restrict or prohibit the employment of relatives when it may have a detrimental effect on supervision and morale, and is necessary for proper and efficient operation and delivery of county services.
A. 
No relative of an elected or appointed county official or employee may serve in or be appointed, promoted, demoted or transferred to a position which involves a direct supervisor-subordinate relationship. For purposes of this rule, the department head, and the assistant department head or chief deputy or deputy department head are considered in the direct line of supervision of all employees in that department.
1. 
"Direct line of supervision," as defined for purposes of this rule, includes any situation in which the official or employee would be in a position to effect the terms and condition of another's employment, including making decisions about work assignments, compensation, grievances, advancement or performance evaluation.
2. 
A "relative" is defined as spouse, mother, father, brother, sister, grandparents, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law of the employee or spouse, children of the employee or spouse's children, employee's grandchildren, or any other person whose relationship to the employee is that of a dependent.
B. 
Employees who become relatives, after the effective date of this rule and work in a direct supervisor-subordinate relationship shall also be subject to this rule.
1. 
In applying this subsection the county will initially allow the affected employees to determine which employee will remain in their current position. If the affected employees have no preference, the director of human resources, with permission of the county executive officer, shall determine which of the employees will remain in their current position, giving consideration to the work history and seniority of the employees affected.
2. 
As to the other employee, the director of human resources will attempt to make a mutually acceptable transfer to a similar position in another department. If a mutually acceptable transfer cannot be made, that employee shall be subject to layoff as defined in Sections 3.08.1090 through 3.08.1120.
C. 
With the concurrence of the director of human resources, the county executive officer may waive this rule with an acceptable showing of unusual or exceptional circumstances when this rule would otherwise prohibit the promotion, transfer, or demotion of a permanent employee. To be considered, such action must be initiated by the appointing authority or the employee and recommended by the appointing authority to the director of human resources, who will coordinate final review and approval by the county executive officer. The foregoing waiver process must be completed prior to certification from an eligible list, approval of transfer or approval of a voluntary demotion of an employee into a situation that would cause nepotism, as defined by this rule.
D. 
The following exceptions apply to this section:
1. 
An exception to this nepotism rule shall be in the case of a voluntary transfer or demotion due to a layoff. However, every effort should be made to avoid creating a supervisor-subordinate relationship as a result of the transfer or demotion.
2. 
An employment contract for district staff supporting the board of supervisors which satisfies all of the following: (a) the employee is not a dependent as defined in Revenue and Taxation Code Section 17056(b); approval of the contract will not result in a violation of Government Code Section 1090 in the opinion of County Counsel; and (c) the contract is approved by the board of supervisors in open session. Employment contracts shall have an initial term of one year or less and with the option of additional one year terms not exceeding the term of the particular supervisor. Any such contract shall include the following provision: "Any and all disputes arising from this employment contract, including but not limited to, any disputes arising from other county employees working with the contracting employee shall be subject to all standard county policies and procedures, including early termination of the contract."
E. 
No supervisor-subordinate relationship between relatives shall be permitted to be created from and after May 11, 1992, except as provided for in subsections C and D of this section. All such relationships existing prior to May 11, 1992, shall not be the cause for transfer, demotion or termination of any employee.
(Prior code § 14.72; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019; Ord. 6068-B § 1, 2021; Ord. 6218-B, 9/26/2023)
A. 
Definition. "Job sharing" means a voluntary arrangement in which two employees collectively fill one full-time allocated position on a fifty-fifty basis.
B. 
Policy. It is the policy of Placer County to permit job sharing except in management and supervisory positions, and other positions which the department head, in his or her judgment, deems it not conducive to the efficient and effective operation of the department. Any request for job sharing must be approved by the department head and the county executive officer.
C. 
Employees' Responsibilities to Pay for Increased Fixed Benefit Costs. Any employee who is approved to participate in job sharing on or after December 1, 2011, shall receive benefits in accordance with the part-time prorated benefit tiers.
(Prior code § 14.73; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 1, 2012; Ord. 5700-B § 1, 2013)
No county employee shall be permitted to use county records, material, equipment, facilities, or other resources, in connection with non-county employment as follows:
A. 
During such employee's normal working hours; or
B. 
During any time period when such records, material, equipment, facilities, or other resources are not available to the general public; or
C. 
During any period of time when such employee's office is normally closed and such records, material, equipment, facilities, or other resources are within such office.
(Prior code § 14.75; Ord. 5478-B (Attach. A), 2007)
No county employee shall, unless specifically required as a part of such employee's regular duties, such as, in the elections department, do any of the following, unless specifically approved by the board of supervisors:
A. 
Use county equipment or facilities for political purposes.
B. 
Display, distribute, or post any political sign, poster, or other writing on any county equipment or facilities.
Nothing in this section shall be deemed to prevent employees from wearing attached to their clothing a pin, badge, or other device expressing political support for any person or issue.
(Prior code § 14.76; Ord. 5478-B (Attach. A), 2007)
A. 
Merger Generally. The provisions of any other section notwithstanding, in the event that one or more functions of another public agency are taken over by the county, such employees of such other agency shall become employees of the county if the county has, or creates, positions for them. In such event, such employees shall be placed in the county job classification and salary step which most nearly approximates their previous position, except that:
1. 
They shall not be placed higher than Step 5.
2. 
If they are between steps, they shall be placed at the next higher step.
In the event that there are more employees of such other agency than positions which the county has or creates, such employees shall be ranked for the available classifications through the standard competitive examination process, but limited to the employees of such other agency and the rule of three applied. For purposes of Section 3.08.740, the list established hereunder shall be deemed a re-employment list, but the provisions of Section 3.08.890(A) shall not apply. Certification of eligibles from said re-employment list shall be used only for filling of positions created as a result of the merger. Employees of the merging agency in discontinued or eliminated positions will be considered for other classifications if the applicant meets the qualifications and the position is vacant because no employee who performed that function for the merged agency is transferring to county service. Should the above certification of eligibles not result in enough names to fill the vacancies created by the merger, then more ranks will be certified from the regular promotional or open lists.
B. 
Limitations on Rights. Such merged employees shall have the same rights and duties as all other county employees, subject to the following:
1. 
Except as provided in subsection (B)(2) of this section, at the time of such county take-over, such employee shall have the option of cashing in their accrued sick leave and vacation or carrying it forward to their county service; provided, however, that it may be carried forward to their county service only if such other agency pays the county in full for the financial obligation incurred by the county due to such carry-over.
2. 
In the case of merger of a person or private business performing services under contract with the county where such merger is for the purpose of the county's full assumption of the operational functions of such person or business, the county may, in its sole discretion, and as to vacation only, waive the requirement that such other agency pay the county for such carry-over. Such waiver, however, shall not operate to require vacations or compensation for merged employees previously compensated for such vacation time.
3. 
For such employees of other agencies, seniority and all benefits shall be computed and based solely on the date upon which they commenced their full-time employment with the county; however, no previous employment with the county shall be considered, nor shall service with such other agency be considered in computing county service.
C. 
Examination and Probation Period. Where such employee is not already covered by a merit system, such employee shall become a county employee only if they pass a qualifying examination and then satisfactorily complete the probationary period as required under Section 3.08.1040. For purposes of Section 3.08.740, the list established hereunder shall be deemed a re-employment list, but the provisions of Section 3.08.890(A) shall not apply. If such merged employee is already covered by a merit system, they shall be deemed to acquire their comparable probationary or permanent status, subject to the provisions of subsection A of this section. Should an employee of the merged agency be a former county employee who had been laid off, or resigned in lieu of layoff, as a result of the county eliminating the same functions, and, thereafter, employed by such agency in substantially the same capacity as when employed by the county, those employees shall become eligible for re-employment under the provisions of subsection A of this section, and shall also be given preference in employment to their positions over all other employees of that agency.
D. 
Private Business as Public Agency. As used herein, the term "public agency" shall include any person or private business which, at the time of such merger, is performing services under contract with the county of Placer and such merger is for the purpose of the county's full assumption of the operational functions of such person or business with respect to such service.
E. 
Employees Identified. For purposes of this section, the director of human resources shall identify the employees of such other agency. In making such identification, the director of human resources shall consider the following factors:
1. 
Current employment status with the merged agency;
2. 
Previous employment status with the merged agency, if recently laid off.
(Prior code § 14.77; Ord. 5006-B, 1999; Ord. 5160-B, 2002; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019)
A. 
Personal Tool Loss. The county shall reimburse mechanics at the county garage, service station, and Tahoe garage for loss of personal tools on an approved list in cases of loss by fire or demonstrable theft (which excludes mysterious disappearance), when such tools have been marked in a manner approved by the county so as to be able to identify the owner. The employees shall make a police report when requested by the county.
B. 
Other Personal Property Loss.
1. 
This section applies to all personal property loss that is not mechanic's personal tool loss at the county garage, service station and/or Tahoe garage.
2. 
A county employee suffering damage or loss to personal property, other than cash, including clothing, eyeglasses and watches, and meeting the following criteria, shall be reimbursed for such loss:
a. 
Lost or stolen cash shall not be reimbursed by the county.
b. 
The damage or loss must not be caused in whole or in substantial part by the negligence of such employee.
c. 
The damage or loss must have occurred in the course and scope of their employment.
3. 
Loss amounts reimbursable to the employee shall be as follows:
a. 
Amounts of $10 or less are not reimbursable.
b. 
For property damaged, but repairable, other than vehicles, the amount payable shall be:
i. 
For DSA represented employees, the reasonable cost of repair or inventory value of the item at the time of damage, whichever is less.
ii. 
For all other employees, the reasonable cost of replacement value of the item at the time of damage.
c. 
For clothing, eyeglasses and watches, lost or damaged and not repairable, the amount payable shall be the replacement value of the item at the time of damage or loss, subject to verification by the department head and the county executive office.
4. 
No loss amount shall be reimbursable unless the employee files a written report of loss with his or her appointing authority within five working days, setting forth in detail the circumstances of the loss.
5. 
No loss amount shall be reimbursed until risk management has conducted an investigation and authorized payment with the approval of the appointing authority. Any disapproval may be appealed to the county executive office.
(Prior code § 14.90; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5444-B, 2007; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5572-B § 1, 2009; Ord. 5683-B § 2, 2012; Ord. 6334-B, 8/5/2025)
For courses approved by the county relating to job improvement, the county shall provide to county employees tuition reimbursement and book reimbursement. The conditions and limitations on reimbursement shall be controlled by the Placer County Tuition Reimbursement Program Policy and Procedures.
(Prior code § 14.95; Ord. 5478-B (Attach. A), 2007; Ord. 5700-B § 2, 2013)
The appointing authority shall, at reasonable times, upon the request of an employee, permit the employee to inspect and copy his or her official personnel file in the personnel department in accordance with the provisions of Labor Code Section 1198.5.
(Prior code § 14.100; Ord. 5006-B, 1999; Ord. 5478-B (Attach. A), 2007; Ord. 5700-B § 3, 2013)
A. 
Right to Examine File. Each employee shall have the right to examine their departmental and/or official personnel file, provided that such employee shall give reasonable advance written notice of such request.
B. 
Right to Read and Sign. No employee shall have any adverse entry made in the departmental personnel file until such entry has first been discussed with such employee, the employee has read such entry, and the employee has signed such entry or refused to sign such entry; in such latter event, a written notation shall be made on such entry that the employee refused to sign such entry. A signing is not an admission by the employee of the truth of such entry, but rather only an acknowledgement of notification.
C. 
Right to File Written Response. Such employee shall have the right, whether or not they sign the entry, within 30 days following the entry of such material in the departmental file, to file in said file a written response admitting or denying, in whole or in part the truth of such entry. Such written response shall be physically affixed to the original entry.
D. 
DSA Represented Employees. The appointing authority, or designee, shall follow rules as set out by the Public Safety Officers Procedural Bill of Rights Act for disclosure of information that may be used for any promotion, punitive action or other administrative proceedings, including, but not limited to, civil actions regarding an employee.
E. 
Performance Appraisals. The provisions of this section shall be applicable to performance appraisals, provided, however, that such right to read, sign and file written response shall be applicable to both favorable and unfavorable entries. Employees shall have the right to petition the director of human resources to have letters of reprimand removed from their file after three years and suspensions of five days or less removed from their file after five years following the date of the action if no subsequent discipline has occurred.
(Prior code § 14.105; Ord. 5058-B (Attach. 10), 2000; Ord. 5478-B (Attach. A), 2007; Ord. 5700-B § 4, 2013; Ord. 5991-B § 1, 2019; Ord. 6068-B § 1, 2021)