Trinity County Municipal Code Art. VIII Compensation

A. The schedule of salary ranges and steps and the alphabetical schematic list of classes and salary ranges as approved by the board of supervisors shall constitute the compensation plan applicable to all positions in county service.

B. The compensation plan shall be maintained by the personnel officer and shall serve as a reference index for determining the compensation rates associated with a designated salary range. All salaries prescribed are monthly rates. For extra help and other positions where it is more appropriate to pay upon an hourly basis, the hourly rate of pay applicable to the salary range shall be shown in the schedule of salary ranges.

C. Adjustments to the compensation plan shall be made on a periodic basis by the board of supervisors at their sole discretion. The board may consider such factors as level and responsibility of work performed, samples of prevailing rates for similar jobs paid by comparable and/or competing employers, cost of living, internal relationships between classes and other valid factors with respect to such adjustments.

(Ord. 1087 §1(part), 1986)

A. The salary schedules for each class as set forth with such amendments as may be adopted by the board of supervisors, shall have the force and effect of law. The salaries or rates of compensation prescribed are fixed on the basis of permanent full-time service in permanent full-time positions, unless otherwise designated. The rates of pay prescribed shall be deemed to include pay in every form, except as authorized and incurred incident to employment, or as approved for by the board of supervisors by law, collective bargaining agreement, memorandum of understanding, or provided herein. When the provisions of coverage conflict with presently existing memoranda of understanding with a particular bargaining unit, the presently existing memorandum of understanding shall supersede and take precedence.

B. The rate of pay of a county employer shall correspond with the letters A, B, C, D, E, F, and G respectively, which denote the various steps in the salary range.

1. The rate of pay upon appointment to a classification shall be at Step A of the assigned salary range, except as provided in Section 2.60.410 of this chapter.

2. Step A shall be paid for the first six pay periods of continuous employment for all permanent county employees working one-half time or more. Upon satisfactory performance at Step A, and completion of an appropriate performance evaluation by the appointing authority, the employee shall become eligible for an increase to Step B.

3. Permanent county employees except those classes represented by the Deputy Sheriffs' Association shall be eligible for increases to Steps C, D, and E, respectively, after satisfactory performance of twelve consecutive pay periods at the preceding lower step and completion of an appropriate performance evaluation by the appointing authority. Employees shall be eligible for advancement to the "F" step of their salary range upon completion of seven years continuous service and two and one half years at "E" step and completion of an appropriate performance evaluation. Employees shall be eligible for advancement to the "G" step of their salary range upon completion of ten years continuous service and three years at "F" step. Employees in classifications represented by the Deputy Sheriffs' Association shall be eligible for advancement to "F" step upon completion of five years at "E" step and eight and one-half years of county service.

4. If an employee begins work as a new hire on any day other than the first day of the monthly pay period, the date from which length of service shall be measured shall be adjusted to the first day of that pay period, or the first day of the next pay period, whichever is closer.

C. All step increases shall be made on the basis of merit as established by employee job performance and upon approval of the department head. No step increases shall be given when less than satisfactory work, as documented by the employee's supervisor, is evident.

D. Whenever a permanent employee takes an authorized leave of absence in excess of thirty calendar days, the length of service in the current step shall be extended accordingly and a new anniversary date shall be established as provided for and in accordance with Section 2.60.420 of this chapter.

E. Extra help employees shall be hired at Step A of the appropriate range for the class, except as provided in Section 2.60.410C of this chapter.

F. No provisions of this section shall be deemed to preclude the authority of the board of supervisors to declare a moratorium on step increases.

(Ord. 1143 §1(part), 1990; Ord. 1087 §1(part), 1986)

A. Advance steps for new hires and voluntary reappointments to permanent full-time and permanent part-time positions may be requested under the following provisions and conditions:

1. There is a demonstrated inability to recruit applicants at the entry level step as certified by the personnel officer.

2. Prior to the appointment of a new employee to a class or of a present employee seeking a voluntary reappointment, the department head shall make a written request to the personnel officer to establish compensation at a rate of Step B through E in the range assigned to the class when a candidate has training and/or experience beyond the minimum qualifications which is of the same type and level as that involved in the full and satisfactory performance in the class to which the candidate is being appointed. Such request shall follow prescribed procedures and provide sufficient documentation to enable the personnel officer to determine the eligibility for advanced steps.

3. This information shall be presented to the board of supervisors by the personnel officer, and when appropriate, the respective department head or a representative of the department shall be present. The board of supervisors, by majority vote, shall authorize appointment at a level above the entrance step of the appropriate range.

B. Upon reinstatement of a previous permanent employee separated due to a reduction in force, or otherwise terminated in good standing, the compensation rate may be established at any step in the range for the class, upon approval of the personnel officer, provided that it shall not exceed the step occupied at the time of leaving county service and the class specifications for the classification have not changed. In cases involving reinstated employees separated due to a reduction in force, reinstatement shall be at the same step occupied at the time of leaving county service and the anniversary date of the employee shall remain the same less the period of time while on layoff.

C. Upon request of the department head, an extra help employee may be hired above Step A of the appropriate range, if such employee has had prior service in a permanent position in the same classification within the same department or if the individual is currently employed in a permanent position in the same classification in another county department. Such requests shall be made in writing to the personnel officer who will approve, disapprove, or modify the request based on the individual's training and/or experience and the needs of the county.

D. The compensation for an employee receiving a promotional appointment to a permanent full-time or permanent part-time position shall be at the entrance step of the promoted class, or within five dollars of a five percent increase in the monthly salary, whichever is the greater. However, in no case shall the salary exceed the maximum step assigned to the promoted class.

E. Prior to promotion, a department head may request approval to establish a compensation rate for a promotional candidate at a higher step in the range than that provided in subsection D of this section of this chapter. The provisions and conditions established in subsection A of this section of this chapter shall govern such requests.

F. A new anniversary date shall be established upon the promotion date of an employee.

G. Disciplinary demotions shall be handled under the guidelines and procedures established under Article X of the the county personnel ordinance. Upon disciplinary demotion, an employee shall be assigned to any step in the lower classification range which is at least five percent less than the salary received in the previous class. The employee shall lose all seniority rights in the previous class and the time served in the previous class shall be credited to the new class for the purpose of establishing seniority lists. All disciplinary demotions require approval by the department head. The personnel officer shall insure that disciplinary demotions are handled according to proper procedures. A new anniversary date shall be established upon the effective date of demotion.

H. If an employee transfers to a different position in the same class, or to a different classification with the same salary range, no pay adjustments shall be made and the individual's anniversary date shall remain the same.

I. Upon involuntary reappointment, the employee shall continue to receive the same rate of pay if that rate corresponds with a step in the new range. If the employee's rate of pay does not correspond with a step in the range for the new class, then the employee's rate of pay shall be reduced to the nearest dollar amount in the new range. If the employee's pay, prior to the involuntary reappointment is above the maximum step in the new range, pay shall be established at the maximum step in the new class. Under no circumstances shall an employee receive a salary increase upon an involuntary reappointment. The anniversary date of an employee shall remain the same upon an involuntary reappointment.

(Ord. 1087 §1(part), 1986)

A. If an occupied position is reallocated to a higher salary range and if the incumbent meets the minimum qualifications for the new class and remains in the position, the incumbent shall receive the entry level salary step or within five dollars of a five percent increase in the monthly salary, whichever is the greatest. However, in no case shall the new salary exceed the maximum step of the salary range for the classification. A new anniversary date shall be established upon the date of reallocation.

B. If a position is reallocated to a classification with the same salary range, the salary and anniversary date of the incumbent shall not change.

C. If a position is reallocated to a class with a lower salary range and the incumbent's rate of pay does not correspond with a step in the new range, the salary shall be Y-rated. Any such "Y" rate shall be indicated with a capital "Y" following the salary on all personnel and payroll records and transactions. No salary increases, including cost of living increases, shall be given to incumbents occupying "Y" rated positions until such time as the "Y" rates are removed by adjustments to the compensation plan. "Y" rates shall also be canceled upon the separation of an employee in the "Y" rated position. The anniversary date of an employee reallocated to a lower salary range pursuant to this section shall not change.

D. When an employee is appointed to a temporary assignment, there shall be no change in pay during the first sixty calendar days of the assignment. If an extension is granted by the personnel officer and the salary for the class is higher than the range for the class of the employee's regular position, the rate of pay during the extended period shall be at the first step of the assigned range for the classification or within five dollars of a five percent increase in the monthly salary, whichever is greatest. However, in no case shall the new salary exceed the top step in the salary range for the classification. Time served as a temporary appointment shall be credited as continuous service in the individual's regularly assigned position.

(Ord. 1087 §1(part), 1986)

A. A sampling survey of prevailing rates for similar jobs paid by comparable employers may be conducted from time to time. As necessary, surveys for particular classes or bargaining units may be conducted by the personnel officer. Employees shall not conduct salary surveys on county time and equipment without the prior written approval of the personnel officer. If a department employee is authorized to conduct a survey under this section, the employee shall make arrangements through the appropriate department head.

B. All adjustments based on data compiled from salary surveys shall require majority approval by the board of supervisors. Incumbents affected by such adjustments shall retain their same step and anniversary date in the new range.

(Ord. 1087 §1(part), 1986)

A. A department head, on an employee's step date, may grant a one step increase in salary provided that the employee's salary is not already at the maximum step in the range for the assigned class. Such step increases shall be granted only if the department head has determined that the employee's performance has been satisfactory since the last step date or since a probationary appointment, whichever is more recent.

B. If an employee's performance has not been satisfactory, the department head shall provide written notification to the employee specifying the reasons that a step increase will not be granted. A copy of such notification shall be sent to the personnel officer. A denied step increase may be subsequently granted by a department head in accordance with established evaluation procedures.

C. If two or more pay adjustments occur on the same effective date, such adjustments shall be made in the following sequence:

1. Adjustment to the table of pay rates.

2. Pay adjustments resulting from salary surveys.

3. Step increases.

4. Pay adjustments resulting from promotions, reappointments and position reallocations.

(Ord. 1087 §1(part), 1986)

Any permanent or probationary employee shall be entitled to compensation in lieu of accrued vacation leave upon separation. Payment of the compensation shall be in accordance with the regular monthly payroll cycle.

(Ord. 1087 §1(part), 1986)

A. It is the policy of the county to avoid the necessity of overtime work whenever possible. When overtime work is necessary to provide county services, employees shall be compensated according to and at such rates as are specified by:

1. A duly ratified collective bargaining agreement between the county government and an organization representing the employees designated therein.

2. Policies, rules, and/or regulations promulgated by the personnel officer and ratified by a majority vote of the board of supervisors.

B. The department head shall be responsible for the administration of this policy in accordance with the terms and conditions as set forth and approved. These responsibilities include, but are not limited to, the following items:

1. Distribution of policy to all management personnel on a periodic basis.

2. Discussion of policy with managers and supervisors to be certain it is properly understood and followed.

3. Authorization of overtime work to be performed by a department employee covered under this policy.

4. Insuring that adequate funds are available to compensate employees for overtime work.

5. Application of adequate control to insure that overtime work is not performed if such work has not been officially authorized.

C. Overtime shall be computed on the basis of actual hours worked in excess of employee's regular work week, to include time taken off for vacation, holiday, authorized compensatory time off, and/or authorized sick leave. For purposes of computing fractions of overtime hours worked, the time shall be computed to the nearest half hour.

(Ord. 1087 §1(part), 1986)

A. When an employee is required by a department to participate in an approved training course, the department shall pay for, or if applicable, reimburse the employee for the costs of such required training. Where travel is required to attend training sessions, reimbursement for incidental cost shall be covered under the county travel policy.

B. All employees, except department heads and elected officials, shall receive full compensation for travel time from established working headquarters and return. The beginning and ending point shall be defined as the county facility where the employee is normally required to report to work. Home-to-work travel which is a normal incident of employment shall not be counted as travel time.

C. Under exceptional circumstances and at the written request of both the employee and department head, the board of supervisors, by majority vote may approve compensation in lieu of vacation leave.

D. An employee entitled to draw Worker's Compensation under the Labor Code of the State of California may elect to draw as much accumulated sick and/or vacation leave which will result in payment of full salary or wage.

(Ord. 1087 §1(part), 1986)

A. The pay period for each county officer, deputy, clerk, or employee of the county shall consist of a monthly period with salaries or wages paid on the last working day of the month.

B. On or before the last working day of the month, the county auditor/controller shall draw a warrant upon the county treasurer in favor of each employee of the county for payment of the amount of salary or wage earned during that pay period or cause it to be deposited into an authorized financial institution. In cases where a pay day falls on a county holiday, the county auditor/controller is authorized to make payment on the last work day prior to the county holiday.

C. In addition, the county auditor/controller and/or the personnel officer shall maintain the following records for payroll purposes:

1. A roster of employees, classifications, and salaries.

2. An individual file of each current employee containing a copy of the employee's original application, personnel action forms showing each change of the employee's status, dates of service, positions held, salaries and wages received, leave earned and taken, and any other information related to employment.

3. An individual file containing the information outlined in subsection 2 of this section for all terminated employees. In addition, personnel files for terminated employees shall also contain a copy of the employee's separation report. Terminated employee's files shall be kept for a period of not less than three years from the date of termination.

D. The county auditor/controller, with the personnel officer, on matters relating to personnel, shall promulgate such procedures and regulations as necessary to implement the provisions of this section.

(Ord. 1087 §1(part), 1986)

A. To the extent that a group health insurance plan is provided, eligibility shall be limited to county employees occupying permanent positions which are at least fifty percent of full-time employment.

B. Upon initial hire, the eligible employee shall be covered under the group health insurance plan effective the first day of the month following six months after the employee's first day of work.

C. Department heads shall be eligible for health insurance coverage after thirty days of employment with proof of insurability.

D. The county shall provide group health insurance at the amount, if any, provided in the current memorandum of understanding covering the affected employees. In the event an employee take a leave of absence, the affected employee shall be required to compensate the county for the full premium cost in order to remain covered under the group health insurance plan. Such benefit shall not extend beyond one hundred twenty days without board of supervisors approval.

E. Employees wishing to change, drop, or reinstate group health insurance coverage shall be bound by provisions provided in the current memorandum of understanding and the policies and rules established by the insurance carrier.

F. Nothing in this section shall be construed to limit the county's discretion in making group health insurance coverage changes or changing the level of contribution, nor shall this section be construed to require the county to provide group health insurance coverage.

G. The county will continue to pay the amount provided for retired employees at the rates at the time of adoption of this chapter. Any increase shall be at the sole discretion of the board of supervisors. Nonretired employees may participate in the insurance plan as per state or federal requirements; provided, however, such participation shall be at the employee's expense.

H. Prior to the appointment of an employee to a "difficult to recruit for" position, per Section 2.60.410, a department head shall make a written request to the personnel officer to provide early health care insurance. The coverage shall begin no sooner than thirty days following appointment. Such request shall follow prescribed procedures and provide sufficient documentation to enable the personnel officer to determine eligibility for early insurance coverage. This information shall be presented to the board of supervisors by the personnel officer for final action.

I. Prior to appointment of a "critical class" employee to permanent full-time or permanent part-time, the department head shall make written request for early insurance to the personnel officer who will make final determination on eligibility for early insurance.

(Ord. 1151 §1(part), 1991; Ord. 1143 §1(part), 1990; Ord. 1087 §1(part), 1986)