BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1579 starting salary of the employee, except that appointing authorities other than the County Manager shall make the appointment and determine the starting salaries, up to job rate, of new employees in those departments. It is the County's policy to create career opportunities for its employees when possible. Therefore, when a current employee applying for a vacant position possesses the best qualifications of all applicants, that applicant shall be appointed to that position. However, if other applicants possess comparable qualifications and if the County would continue any historical discriminatory employment practices by automatically promoting or transferring the current employee without considering other applicants, the County must carefully consider the qualifications of other applicants in filling the position. NCGS, Chapter 153A-103 requires the Board of Commissioners to approve an appointment by the Sheriff or Register of Deeds of a relative by blood or marriage of nearer kinship than first cousin, or of a person who has been convicted of a crime involving moral turpitude. Section 10. Probationary Period of Employment Upon initial appointment to a regular position, an employee shall serve a probationary period of six months, except that law enforcement officers shall serve a 12 month probationary period. An employee serving a probationary period following initial appointment may be dismissed at any time during the probationary period for failure in performance of duties or failure in personal conduct. Before completion of the probationary period, all department heads, except the Sheriff and Register of Deeds, shall indicate in writing to the Human Resources Director: (a) That the employee's progress (accomplishments, strengths, and weakness) has been reviewed with the employee; (b) Whether the employee is performing satisfactory work; (c) Whether the probationary period should be extended; and (d) Whether the employee should be retained in the present position, released, transferred, or demoted. At the end of the initial six month probationary period, or the 12 month initial probationary period for law enforcement personnel, the probationary period may be extended for another three months, except that law enforcement officers' probationary period may be extended for another six months. No employee shall remain on probation for more than nine or 18 months, respectively. Section 11. Reinstatement A regular full time employee who resigns while in good standing or who is separated because of a reduction in force may be reinstated within one year of the date of separation, with the approval of the department head and the County Manager. An employee reinstated shall be credited with previous service and previously accrued sick leave and receive all benefits provided in accordance with this policy and supplementary rules and regulations. The salary paid a reinstated employee shall be as close as reasonably possible, given the circumstances of each employee's case, to the salary level previously attained in the salary range for the previous class of work. An employee who enters extended active duty with the Armed Forces, the Armed Forces Reserve, the National Guard, or other uniformed services of the United States will be granted reinstatement rights commensurate with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Section 12. Promotion (a)Candidates for promotion shall be chosen on the basis of their qualifications, and work records without regard to age, color, disability, national origin, political affiliation, race, religion, or sex. (b)Vacancies in positions shall be filled as far as practicable by the promotion of current County employees. (c)If a current County employee is chosen for promotion, the department head shall forward the employee's name to the Human Resources Director with