BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Lieutenant Sheriff Sergeant Sheriff Training Lieutenant Sheriff Section 19. Reimbursement for Tuition Page 1577 B.A., Criminal Justice B.A., Criminal Justice B.A., Criminal Justice 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 $1000 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 if not available in their final check. Section 15. Job Related Training County provided job related training may require an agreement for continued employment after completion or reimbursement for County incurred expenses. Article IV. Recruitment and Employment Section 1 Statement of Equal Employment Opportunity Policy It is the policy of the County to maintain a systematic, consistent recruitment program, to promote equal employment opportunities, and to identify and attract the most qualified applicants for all vacancies. This intent is achieved through consistency in announcing positions, evaluating all applicants on the same criteria, and by applying uniform testing methods. The County shall select employees on the basis of applicants' qualifications and without regard to age, color, disability, national origin, political affiliation, race, religion or sex, except where specific age, sex, or physical requirements constitute a bona fide occupational qualification necessary for job performance. Applicants with disabilities shall be given equal consideration with other applicants for positions in which their disabilities do not represent an unreasonable barrier to satisfactory performance of duties. Limitation of employment because of a pregnancy related condition is prohibited. Section 2. Implementation of EEO Policy All personnel responsible for recruitment and employment shall implement this ordinance through procedures that will assure equal employment opportunity based on reasonable performance related job requirements. Notices with regard to equal employment matters shall be posted conspicuously on County premises in places where notices are customarily posted. Section 3. Recruitment Sources When positions are to be filled within the County, department heads shall notify the Human Resources Director concerning the number and classification of positions which are to be filled. The Human Resources Director shall publicize these opportunities for employment, including the applicable hiring rates and employment qualifications. Information on job openings and hiring practices shall be provided to recruitment sources, including organizations and news media available to minority applicants. In addition, notice of vacancies shall be posted during a job advertising period at designated conspicuous sites within departments. Individuals shall be recruited from a geographic area as wide as is necessary to insure that well qualified applicants are obtained for County service.