BC 1984 11 19 - Laserfiche WebLink

Home Browse Search

104 (f) the executive secretary of the County Board of Elections, except that this employee will be subject to Articles II and III, Article IV, Sections 1-7; Article VII, Sections 2, 6, 13, and 15; Articles V and VI; (g) temporary employees designated by the Board of County Commissioners, except that they will be subject to Article I; Article III, Section 9; Article IV, Sections 1-9; Article V; Article VI, Sections 1, 3, and 20; Article VIII, Section 5; Article X; and Article XI; and (h) employees of the county board or boards of education. Section 3. Employee Definitions (a) Competitive Service Employee. An employee of local social service departments, public health departments,~mental health centers and local offices of civil preparedness receiving federal grant-in-aid funds. (b) General County Employee. A county employee assigned to a depart- ment other than the ones listed in (a) above. (c) Probationary Employee. A person appointed to a permanent position who has not yet completed the probationary period. See Article IV, Section 10. (d) Part-time Employee. An employee, either permanent or temporary, who is regularly scheduled to work less than the number of hours per work week designated by the Board of County Commissioners as full-time. (e) Full-time Employee. An employee, either permanent or temporary, who is regularly scheduled to work the number of hours per work week designated by the Board of County Commissioners as full-time. (f) Permanent Employee. A person appointed to serve in a position for an indefinite duration and who has served a period of more than six (6) months or in the case of fire and law enforcement officers, twelve (12) calendar months. (g) Temporary Employee. A person appointed to serve in a position for a definite duration. (h) Completed Year. A period of twelve (12) calendar months in which the employee is in active pay status or is receiving Workmen's Compensa- tion payments while on leave without pay. (i) Completed Month. Any month in which an employee works at least one half the work days. (j) Appointing Authority. Any position with the legislated or delegated authority to make hiring decisions, the county manager, sheriff, register of deeds and local competitive service department head. (k) Grievance. A claim or complaint~based upon an event or condition which affects the circumstances under which an employee works, allegedly caused by misinterpretation, unfair application, or lack of established policy pertaining to employment conditions. (1) Adverse Action. A demotion, suspension, dismissal, reduction in pay, transfer or lay-off. Section 4. Merit Principle Ail appointments, promotions, and other personnel transactions shall be made solely on the basis of merit and fitness. Section 5. Responsibility of Board of County Commissioners The Board of County Commissioners (hereafter referred to as the Commissioners) shall establish personnel policies and rules, including the classification and pay plan and shall make and confirm appointments when so specified by law. Section 6. Responsibility of County Manager The County Manager shall be responsible to the Commissioners for the administration and technical direction of the personnel program. The county manager shall appoint, suspend, and remove all county officers and employees except those elected by the people or whose appointment is otherwise provided for by law. The county manager shall make appointments, dismissals, and suspensions in accordance with 153A-82 of the General Statutes of the State of North Carolina and other policies and procedures spelled out in Articles IV, VII, and VIII of this personnel administration policy.