Stanislaus County Municipal Code Ch. 3.02 Personnel Manual

The Stanislaus County Personnel Manual is hereby established as the authoritative document governing all personnel policies, procedures, and regulations for employees of Stanislaus County. The Personnel Manual is the primary and integral part of the county's personnel system and supplements this chapter.

(Ord. CS 1390, 4/1/2025)

The personnel manual shall have the following authority:

A. Compliance. All employees, department heads, and elected officials must comply with the provisions of the personnel manual as it relates to employment matters unless otherwise provided by ordinance, state or federal law, contract, or MOU.

B. Policy Enforcement. Under the direction of the chief executive officer or designee, the director of human relations shall prescribe, amend, administer, and enforce the policies, rules, and procedures set forth in the personnel manual subject to approval by the board of supervisors.

C. Primacy. In the event of a conflict between the personnel manual and this chapter, the chapter shall govern unless otherwise required by state or federal law.

(Ord. CS 1390, 4/1/2025)

The personnel manual shall include, but is not limited to, the following sections:

A. Definitions. Provides definitions of terms used throughout the personnel manual.

B. Department Heads. Identifies department head positions established by board resolution.

C. Position Classifications and Appointments. Policies and procedures regarding allocation of positions, classification plan, classified and unclassified service, classification studies, classification specifications, and regulations concerning employee selection, appointments, and incentives.

D. Salary and Compensation. Provides salary and compensation provisions not in contravention to federal, state, and local law.

E. Recruitment and Selection. Policies and procedures for merit-based recruitment, eligibility, examinations, eligible lists, selection, and appointments.

F. Special Recruitments. Identifies special employment programs and procedures.

G. Pre-Employment and Post Job Offer. Prescribes policies and procedures for pre- and post-employment drug testing and medical screening.

H. Drug Free Workplace. Policies and procedures to detect, deter, and eliminate substance abuse and its effects in the workplace.

I. Time. Policies and procedures regarding worksite expectations, reporting of employee time, designated work weeks, work hours, schedules, time off, overtime, and application of the Fair Labor Standards Act.

J. Leave Time Benefits. Policies, procedures, and administration of various employee leaves of absence such as vacation, sick, and recognized holidays.

K. Other Benefits. Provides employee benefit summaries, and other benefits not identified in leave time benefits.

L. Employee Assistance Program and Workplace Wellness. Policy informing the Employee Assistance Program and identification of various employee resources to promote workplace wellness.

M. Probationary Period. Sets policies and procedures for county and department probationary periods, status, and provisions outside those specific to applicable memoranda of understanding.

N. Employee Conduct and Behavior Expectations. Sets policies, rules, regulations, and procedures related to employee conduct, behavior, and protections.

O. Financial. Policies and procedures for expense reimbursements related to purchases, travel, per diem, use of purchasing cards, record keeping, contracts, and agreements.

P. Safety. Policies and procedures to promote workplace safety and security.

Q. Performance Evaluations. Establishes and maintains a plan for managing and evaluating employee performance.

R. Transfer and Reinstatement. Policies and procedures governing the transfer of employees and reinstatement of former employees.

S. Corrective Action and Discipline. Policies and procedures for corrective action and discipline of classified employees.

T. Reduction in Force. Policies and procedures for reduction in force.

U. Separation of Employment, Resignation, and Retirement. Policies and procedures for employee resignation, adoption of county employee retirement laws, and appointments of retirees.

V. Deceased Employee. Procedures and responsibilities for managing the death of a county employee.

W. Employer-Employee Relations. Policies and procedures for providing orderly administration of employer-employee relations between the county and its employee organizations.

X. Complaints and Grievances. Procedures to provide orderly and equitable resolution of misunderstandings and disputes between the county and its employees.

Y. Equal Employment Opportunity and Complaint Procedures. Policies, procedures, and scope of equal employment opportunity and complaints concerning workplace harassment, discrimination, and retaliation.

Z. Personnel Records and Criminal History Information. Policies and procedures for the construction, maintenance, access, and use of personnel records and criminal history information.

(Ord. CS 1390, 4/1/2025)

A. Adoption. The personnel manual, and any amendment thereto, shall be adopted by resolution of the board of supervisors and shall have the full force and effect of law.

B. Administration. Under the direction of the chief executive officer or designee, the director of human relations shall be responsible for administration, training, and enforcement of the policies, rules, and procedures found in the personnel manual.

C. Amendment. Amendments to the personnel manual may be proposed by the chief executive officer with the written recommendation of the director of human relations and shall take effect upon approval by the board of supervisors.

D. Consistency with Memoranda of Understanding (MOUs). In case of discrepancies, the MOU shall govern for covered employees.

(Ord. CS 1390, 4/1/2025)

A. The personnel manual shall be made available to all employees.

B. Department heads shall ensure that employees under their supervision have access to and understand the policies within the personnel manual.

(Ord. CS 1390, 4/1/2025)

A. Responsibility. Employees who fail to adhere to the policies outlined in the personnel manual may be subject to disciplinary action, up to and including termination, as provided within this chapter and the personnel manual.

B. Supervisory Obligations. Department heads are responsible for the enforcement of and adherence to the personnel manual.

(Ord. CS 1390, 4/1/2025)