BC 2010 04 19 Regular - Laserfiche WebLink

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April 19, 2010 (Regular Meeting) 4.51 4.81 0.30 3 1.50 4.82 5.13 0.30 4 2.00 5.13 5.44 0.30 5 2.50 5.44 5.75 0.30 6 3.00 5.76 6.06 0.30 7 3.50 6.07 6.37 0.30 g 4.00 6.38 6.68 0.30 g 4.50 6.69 7.00 0.31 10 5.00 Article III. The Pay Plan Section 14. Reimbursement for Tuition Page 1881 A full time non-probationary employee may receive reimbursement for courses taken which will better equip the employee to perform assigned duties subject to the approval of the department head and the County Manager. The County shall reimburse the employee for tuition and course fees up to $1,000.00 each fiscal year. Reimbursement requires a statement of how the course applies to or benefits assigned duties, a receipt showing qualifying expenses have been paid, and a notice of successful completion (grade C or better; or pass for pass/fail grading) from an appropriately accredited institution of higher learning. This statement is submitted to the Human Resources Director for administrative review prior to County Manager approval. Employees receiving tuition reimbursement are required to continue County employment for 12 months following the completion date of the course that is reimbursed. Failure to meet this requirement will result in the reimbursed amount being deducted from the employee's final compensation or collected from the employee. Article V. Conditions of Employment Section 2. Job Performance All employees shall strive to perform the duties and responsibilities of their position in an exceptional manner; follow appropriate instructions of their supervisor; work in a safe manner; and abide by all rules, regulations, and laws of the workplace. Employees shall maintain any required license, certification, or other credential of their position. Article VI. Leaves of Absence Section 16. Family Medical Leave Act (a) Eligible employees may use FMLA leave for the following events or conditions: 1. For the birth of a son or daughter or to care for the child after birth; 2. For placement of a son or daughter for adoption or foster care or to care for the child after placement; 3. To care for the employee's spouse, son, daughter or parent (but not a parent "in-law") with a serious health condition; 4. Because of a serious health condition that makes the employee unable to perform the functions of the job; 5. For qualifying exigency leave for families of members of any component of the Armed Forces when the covered military member (employee's spouse, son, daughter, or parent) is deployed or called to deploy with the Armed Forces to a foreign country; or 6. For military caregiver leave to care for an ill or injured servicemember to include certain veterans (employee's spouse, son, daughter, parent, or next of kin) with a serious illness or injury incurred or preexisting serious injury or illness aggravated in the line of duty while on active duty. Next of kin is defined as the closest blood relative of the injured servicemember. Article VII. Separation, Disciplinary Actions, and Suspensions Section 1. Separation from Employment (d) Reduction in Force. For reasons of curtailment of work, reorganization, or lack of funds the appointing authority may separate employees. Retention of employees in classes affected shall be based on systematic