060920wsa revised9:00 am
9:15 am
9:45 am
10:15am
10:45 am
11 :00 am
11:15am
11 :45 am
Harnett County Board of Commissioners
Work Session
Tuesday, June 9, 2020
9:00 am
Thi s m eeting will not b e open to members of th e public
t o atte nd in person however, listening options are provid e belo w.
Call to order, Pledge of Allegiance and Invocation
General Budget Discussion:
Sheriffs Office positions
Salary and Grade Table changes
Discuss revised project ordinance and GMP for the Erwin Elementary School
Project
Present proposed changes to the Personnel Ordinance, Brian Haney
Property & Liability Insurance Bid Discuss ion
County Manager's Report:
June 15 , 2020 Regular Meeting Agenda Review and meeting log istic s
Review applications to serve on Boards and Committees
Invitations and upcoming meetings
C lo sed session
Adjourn
060920wsa HCBOC Page 1
CO NDUCT OF THE J UNE 9m MEETING
OF THE HARNETT COUNTY BOARD OF COMMISSIONERS
T he Harn ett Co unty Bo ard of Co mmi ss ione rs will conve ne their June 9, 2 02 0 work se ssi on
und er certa in co ndit ions :
1. T he Harn ett County Board of Commissi o ners and Co unty g ove rnment s taff n e cessary to
conduct the meetin g or to sp eak o n sc hedul ed age nd a items will be statione d in the
meeting cha mb e rs to ma intain th e recommended soci a l d i stanc ing of 6 feet.
2. T he Ju ne 9t h work session will not be open to members of the public to attend in
person as we are o bse rv ing th e curre nt pro vis io ns of a ny Exec uti ve Orders re lated to
mass gatherings and publ ic health g uid ance regarding soc ial di stan c in g. The public will
have the opportunity to listen to the meeting live online or by calling into the meeting.
3. The meeti ng w ill be stre ame d li ve o n Ha rn e tt County Governm enfs YouTube Channel
at: https://www.youtube.com/channel/UCU7mTF6HTD65x 98EhAMeMg/featured
4 . If yo u wis h to call in and li s ten to the m eetin g yo u may di al (910)814-6959 . Please
remember to mute yo ur pho ne whil e lis tening so as no t to di srnpt other s listening .
5. Yo u may a lso follo w al o ng o n T witter @ Hame ttC OLmty to get li ve updates during the
meeting .
T he Board appreciates the public's p ati enc e and und er standin g a s they seek to en s ure th e
continuity of county ope rations while d emon strating complia nce with State law and prudent
pu bli c health practices in these diffi cult times.
060920wsa HCBOC Page 2
Harnett County Schools
Erwin Elementary School (replacement)
Statement of Probable Project Construction Development Cost
L ' METCON -Project Guaranteed Maximum Price (GMP)
Construction Manager Preconstruction Fee
Existing Erwin ES demolition, abatement, utility relocation & UST r emoval projects
Administrative Costs
A/E Fees
Printing/Reimbursables
Publ ication/ Advertisement
Additional Owner Expenses Allowances
REQUIRED
Topograph ic/Bou ndary Survey
Geotech nical (site and buliding)
Materials testing/Special Inspections
CONTRACT AM
TIA/NCDOT requirements (covered by MSTA/NCDOT)
Construction Permits/Fees
Fixtures, Furniture & Equipment
Athletic outfit equipment
Cafeteria outfit (tables, etc)
Desks, tables, chairs, etc
Admi nistr ation furniture
Program spaces needs
Media Furnishings
690 students @
Technology allowance 690 stud ents@
OUNT
I
I
Wiring infrastructu re , devices and electronic door hard ware in GMP
$1 ,000 j per student
$600 j per student
see computation below
$1 ,250,539
$10,000
$5,000
$11 ,300 actual cost
$19,800 actual cost
$105 ,000 contract quote
$0
$1 30,000 allowance
TOTAL PROBABLE PROJEC T CONSTRUCTION DEVELOPMENT COST:
Total Probable Proj ect Development Cost does not includ e costs associated with
project bonding, cos t of issuance, attorney fees, or financial advisors.
5/4/2020 rev
$ 25,291 ,931
$ 140,000
$ 1,038,853
$ 1,265,539
$ 266,100
$ 690 ,000
$ 414,000
$ 29,106,423
sfu-a
A R C H IT E C T S
(.11pt,.1e,. .. cPl,u
lllfayttt,:,,,,1lcStrttt,S...,tt:l5
••lf>•&"PrK n601
060920wsa HCBOC Page 3
Ex isting Erwin Ele me nta!l! Sc hool Proj ects ACTUAL COSTS NOTES
Early site preparation projects
A dministrative Costs A/E fe e in main project cost s
TERRACON
HazMat and Utility Study, Remediation & Rem oval Oversight
Hazardous Materials Testing and Remediation Plan $ 15,750 ACM testing only
Underground Storage Tank Testing and Remediation Plan $ 46,000 ACM design and oversight
Underground Storage Tank Removal/Remediation $ 147,456 fina l invoice
Limited Site Assessment and Monitoring Well $ 13,950 UST leak
NEO CORPORATION
Hazardo us Materials Re moval Project $ 14S,SOO con tract amount
CAD remaining amount change order s (4,lSO)
TEMPLE
Utility Relocation Project
Sanitary Septic System location and removal
Sanitary Septic System tank/vault location and removal
Sanitary Sewer l ines removal/ relocation
Water lines removal/ relocation s 166,180 base b id water and sewer
Sanitary Sewer line removal/ relocation
Change Order #1 s 18,625 gaskets and line st ops
Change Order #2 $ 35,329 additional line revisions/cut-ins -PEN DING
Change Order #3 s 14,252 water l in e conflicts
Change Order #4 s 6,300 sewer relocation
MARTIN EDWARDS
Buildings Demolitio n Pro j ect $ 419,000 base bid + a lternate for erosi on control
Buildings demolition and removal
Site restoration / grading
Change Order #1 $ 3,000 foundation removal
Change Order #2 $ 11,662 offsite fill and co mpacti on
Elect ric Service components removal s by Duke Power
Cont inge n c y
$1,038,853 TOTAL
sfu-a
ARCHITECTS
060920wsa HCBOC Page 4
Board Meeting
Agenda Item
MEETING DATE : June 15, 2020
TO: HARNETT COUNTY BOARD OF COMMISSIONERS
SU BJECT: Amendments to Harnett County Personnel Ordinance
REQUESTED BY: Administration
REQUEST:
Administration requests approval of the following amendments to the Harnett County
Personnel Ordinance:
ARTICLE III. THE PAY PLAN
Updating the Performance Pay Plan including adding eligible part-time employees into the
Performance Pay Plan, moving the effective date of earned performance increases to the start
of the pay period immediately following an employee's anniversary date, updating eligibility
requirements , and allowing the County Manager to address situations where employees who
were left in the 3/5 Pay Plan after July 1, 2017 , would have benefited more from inclusion in
the Performance Pay Plan.
ART ICLE IV. Section 8. Probationary Period of Employment
Updating to allow promoted employees to use leave during their probationary period.
ARTICLE V. Section 12. Performance Evaluations
Updating to make clear guidelines and e x pectations for the timely completion of evaluations
and submittal of any resulting Personnel Actions.
ARTICLE VI. Section 3. Vacation Leave
Updating to allow promoted employees to use leave during their probationary period.
C : \Us ers\gwh eel er\AppData \Local\M ic ro so ft\ W indows\JNetCache \C o nte nt. O utl ook\ W 5 EN E9 S Y\Agen d a R equest -
Perso n nel O rdinance R ev isio n 202 0.06.1 5 .d ocx Page I of 2
060920wsa HCBOC Page 5
ARTICLE Il l. THE PAY PLAN
Sect io n 1. Adopt ion
The schedule of salary ranges and grades assigned to those salary ranges, as set forth
in th is policy, is hereby adopted as the Harnett County Pay Plan .
Sec ti on 2. Pu rpo se of the Pay Plan
The Harnett County Pay Plan is intended to provide equitable compensation for all
positions by reflecting apparent differences in duties and responsibilities, the rates of
pay for comparable positio ns in the private and public sector, changes in the cost of
living , the financial condit ions of the County, and any other appropriate factors.
Secti on 3. M aintenance of t he Pay Plan
The County Manager is responsible for the administration, execution , and maintenance
of the Pay Plan.
The County Manager shall, from time to time , make comparative studies of all factors
affecting the level of salary ranges and shall recommend to the BOC such changes in
salary ranges as appear to be warranted .
Sect i on 4. Use of Sa lary Ra ng es
The minimum rate established for the grade is the normal hiring rate, except in those
cases where unusual circumstances warrant appointment at a higher rate.
Appointment above the minimum step may be made on the recommendation of the
Supervisor or Department Head with the approval of the County Manager when deemed
necessary. Such appointments will be based on factors, including, but not limited to, a
shortage of qualified applicants and/or the applicants above average qualifications,
education , and training .
Secti o n 5 . Pa ym e nt at a Li st ed Ra te
All employees covered by this Pay Plan shall be paid at a listed rate within the salary
ranges established for the grade in which their respective position falls. Employees
whose present salary or hourly wage is above the established maximum rate following
transition to the new Pay Plan are exempt. No employee may receive a salary increase
above the maximum for their assigned salary grade.
Sec tion 6 . The Perfo r mance Pay Pl an
060920wsa HCBOC Page 6
Harnett County seeks to provide the best service possible to the county 's residents . A
highly skilled a nd competent workforce is an essential aspect of providing high quality,
efficient customer-driven service in an organization . Equitable compensation is
necessary to attract and retain such a workforce .
The Performance Pay Plan described in this section is intended to provide Harnett
County employees with a path for advancement through their assigned salary grade
over the course of their career with the County based on their performance reviews. The
Performance Pay Plan is intended to serve as a tool that will allow the County to hire
and retain well-qualified employees and provide equitable compensation to employees
throughout their careers provided they receive satisfactory performance reviews .
Full-time and Religible part-time employees will be eligible to earn a percentage salary
increase each year based on their annual performance review. An employee who
receives an overall score on their annual performance review of "Meets Expectations " or
above will receive the designated increase for that year while an employee who
receives a score lower than "Meets Expectations" will not receive the increase for that
year-:-.:.
Any earned increase related to the Performance Pay Plan will be effective GR-at the
start of the pay period immediately following the employee 's anniversary date with the
County following the corresponding performance review . If an employee's anniversary
date falls on the first day of a new pay period, they will receive an earned increase
beginning with that pay period. For the purposes of the Performance Pay Plan,
performance reviews should be conducted prior to an employee's anniversary date .If an
employee who has been terminated from the County for any reason is rehired by the
County, their most recent date of hire will be used to establish their anniversary date
related to this Performance Pay Plan. Additionally, if an employee changes from full-
time to part-time, or part-t ime to full-time status, the date of the change in employment
status will be used to establish their anniversary date .
The County Manager will set the amount or range of the annual increase each year as
part of the budget process. The adopted increase amount or range will be effective from
July 1 to June 30 of the following year, coinciding with the County's fiscal year. The
percent of the annual increase may vary from year to year based on projected revenue
and expenditures.
Full time employees who have 26 or more years of total employment with Harnett
County when this Pay Plan goes into effect will be eligible for an increase during the first
three years of implementation (July 1, 2017 through June 30, 2020) of an additional
0 .17 percent of their base salary on top of the increase amount set in the annual
budget. Eligibility will be based on receiving satisfactory performance reviews with
employees who receive a score of "Meets Expectations" or above receiving the increase
amount for that year and employees who receive a score lower than "Meets
Expectations " not receiving the increase amount for that year. Increases will be
060920wsa HCBOC Page 7
effective on the employee's anniversary date with the County following the
corresponding performance evaluation.
• Eligibility will be determined based on an employee 's date of hire with Harnett
County. 'Nork experience outside of Harnett County shall not count toward
eligibility .
• This does not apply to employees who reach year 26 after the date of
implementation .
• For s1..vorn Law Enforcement Officers in the Harnett County Sheriff's Office,
employees who have 21 or more years of total employment with Harnett County
when this Pay Plan goes into effect will be eligible for the additional annual
increase amount based on their annual performance review during the first three
years of implementation. The guidelines are the same for these employees as
they are for other employees who are eligible for the additional increase at plan
implementation .
No employee shall receive an increase above the maximum for their assigned salary
grade .
The County Manager shall establish appropriate systems and guidelines for
implementation, maintenance, and responsible administration of the above Performance
Pay Plan . Any situation that arises related to the above Performance Pay Plan and is
not covered by this ordinance will be left to the discretion of the County Manager.
Performance Pay Plan Eligibility: Any full-time employee who is hired or promoted, or
who reaches "job rate " on July 1, 2017 , or thereafter will fall under the above
Performance Pay Plan and will not be eligible for the 3/5 Pay Plan described in Section
6 .1. Full-time employees who have not yet reached "job rate " as defined by Section 6 .1
will remain eligible for the 3/5 plan described under Section 6.1 until they reach "job
rate," at which time they will enter into the above Pay Plan . ~Employees are notwill
not be-eligible for the above Performance Pay Plan while still in the 3/5 Pay PlanHAtH
completion of Section 6 .1 .
Part-time employees are eligible for the Performance Pay Plan effective July 1, 2020,
based on their annual performance reviews . To be eligible for the Performance Pay
Plan, part-time employees must maintain uninterrupted employment with the County for
consecutive years . Election workers, interns, and any other part-time employee who
must be rehired each year are not eligible for the Performance Pay Plan .
Additional Eligibility Guidelines :
• Employees in Work Against status will not be eligible for the above Performance
Pay Plan until they complete work against status or meet all of the qualifications
for the position . Sworn Law Enforcement Officers will not be eligible for the above
Performance Pay Plan until they complete the Tier system .
• To re ceive an earned increase, an employee must work at least 6 months during
an annual evaluation period in order to be effectively evaluated by their
supervisor.
060920wsa HCBOC Page 8
• An employee who is promoted during an evaluation period must have been in the
new position for at least 6 months on their anniversary date to receive an earned
performance increase based on their salary following the promotion. Promoted
employees who have been in the new position for less than 6 months on their
anniversary date are eligible for an earned increase based on their salary prior to
the promotion.
• An employee who is demoted during an evaluation period. whether voluntarily or
involuntarily. who qualifies for a performance increase upon their next
anniversary date based on their performance evaluation. will receive an increase
based on their salary following the demotion .
If the County Manager determines that an employee was at a point in the 3/5 Pay Plan
as of July 1. 2017. where the employee would have earned more by entering the
Performance Pay Plan when it was incepted. the County Manager may. upon the
availability of funding. adjust the employee's pay to the salary they would have earned if
they had entered the Performance Pay Plan on July 1. 2017. The adjusted salary will be
in effect upon approval by the County Manager. however the affected employee will not
receive retroactive salary increases for earned increases they did not receive .
6.1 The 3/5 Pay Plan
Any employee who is hired or promoted. or who reaches "job rate" on July 1. 2017, or
thereafter is no longer eligible for the 3/5 Pay Plan.
The purpose of the 3/5 plan is to give County employees a way in which to gain and
look forward to pre-determined pay increases after they have been in service to the
County for 3 and 5 years.
Three Year Pay Increase: When an employee has been in the service of the County for
a total of 3 years, taking into account demotions, promotions, transfers,
reclassifications, or any other type of separation from service, the salary of the
employee is to be increased to the half-way amount between his or her current salary
grade and the job rate of the employee's current salary grade.
Five Year Pay Increase: When an employee has been in the service of the County for a
total of 5 years, taking into account demotions, promotions, transfers, or any other type
of separation from service , the salary of the employee is to be increased to the job rate
of the current grade of the employee's current salary grade.
Section 7. Salary o f T rainee W ork Ag ainst Sta tu s
A newly hired or promoted employee who does not meet all the established
requirements of their new position, may be compensated for their services at a pay rate
below the minimum pay rate established for that position in the Pay Plan.
060920wsa HCBOC Page 9
An employee will be considered to be a traineein a work against status and continue at
this pay rate until the Supervisor or Department Head certifies, and the County Manager
approves, that the trainee employee is qualified to assume the full duties and
responsibilities of their new position .
The Supervisor or Department Head shall review the progress of each employee in-a
work against trainee status every six (6) months or more frequently as necessary to
determine when the trainee employee is qualified to assume the full responsibilities of
the new position.
Section 8. Promotion s, Demotions, Transfers, Reclassifications, & Revisions
At the beginning of the fiscal year, any promotions, salary adjustments,
reclassifications, or revisions will be applied before any cost of living adjustments.
When an employee is promoted, demoted, transferred, or reclassified, the rate of pay
for the new position shall be established in accordance with the following rules:
Promotion: Any employee who receives a promotion will receive a minimum of a 5%
increase but not to exceed 10% (between 6% and 10% the department head must
provide written justification unless that percentage is the beginning of the new grade) or
the beginning of the new grade, whichever is higher. Movement within the same salary
grade is considered lateral and there will not be a salary change .
Interim Promotion : Any employee who is promoted to an interim position in a higher pay
grade will receive a pay increase of 5% or the beginning of the interim position pay
grade, whichever is greater while performing the interim duties; however, if the position
is a Department Head position or higher, he or she shall receive a 10% pay increase
while performing the interim duties or the beginning position grade whichever is higher.
An interim assignment shall not exceed six months. At the conclusion, if the employee
returns to his or her former position they will return to his or her former salary before the
interim assignment.
Demotion: An employee who is voluntarily or involuntarily demoted shall have his or her
salary or hourly wage left the same, reduced five percent (5%) or reduced to anywhere
in the lower grade pay range, depending on the circumstances of the demotion and
Department Head recommendation .
Transfers: An employee who transfers from a position in one grade to a position in
another grade assigned to the same pay range shall continue to receive the same
salary or hourly wage.
Reclassifications/Revisions :
A. Any employee who is currently at the minimum pay rate of their current position
and the position is then reclassified to a grade having a higher salary or hourly
pay range, that employee shall receive a five percent (5%) pay increase or an
increase to the minimum pay rate of the new pay range, whichever is higher.
060920wsa HCBOC Page 10
B . Any employee who is currently above the minimum pay rate of their current
position and the position is then reclassified to a grade having a higher salary or
hourly pay range , that employee's salary or hourly wage shall be appropriately
adjusted to the same point in the new pay range.
C . If a position is reclassified to a grade having a lower salary or hourly pay range
than that positions current grade, any employee 's salary or hourly wage that is
above the maximum rate of the newly established pay range shall remain the
same.
In the event a reclassification results in the downgrade of a position , the County
Manager has the authority to reclassify that position without the Board of
Commissioner's approval.
Revised 06/19/17
Sec tion 9. Cos t of Li v ing Adju stm e nts
If the BOC approve a Cost of Living Adjustment, the increase will be effective July 1 of
each year. The amount of this adjustment, if any, may vary from year to year.
When a Cost of Living Adjustment is approved , regular employees will receive a $500
minimum increase to their annual pay.
Sectio n 10 . Spec ia l Raises
A special raise may be given to an employee upon written recommendation of the
County Manager and approval by the BOC for very unusual c ircumstance in which an
employee does e xceptional work and /or additional money is needed to retain the
employee .
060920wsa HCBOC Page 11
Section 8. Probationary Pe riod of Employment
A probationary period is a continuous period of 6 months ( 12 months for law
enforcement officers) where an employee is evaluated on job performance . Any
probationary employee may be dismissed at any time without appeal rights.
A full-time employee serving a probationary period following a promotion shall be
demoted , in accordance with Article Ill , Section 9 and Article IV, Sections 10, if unable
to satisfactorily perform the newly assigned duties and responsibilities.
Before completion of the probationary period , Supervisors or Department Heads must
indicate in writing to the County Manager the following :
A. That the employee has been informed of his or her progress and growth during
the probationary period , including the employee's accomplishments, strengths,
weaknesses, and areas of improvement.
B. That the employee is or is not performing satisfactory work.
C. Whether the probationary period should be extended, as long as an extension
would not cause the probation to go beyond a year.
D. Whether the employee should be retained in the present position or should be
released, transferred, or demoted .
Employees subject to the North Carolina Human Resources Act (NCGS §126) may not
be on probation longer than nine (9) months.
Full-time employees serving a probationary period following a promotion shall not be
prohibited from using any previously accrued leave during the probationary period .
Sect ion 9. Promotion
Candidates for promotion may only be current County employees with the appropriate
qualifications, education, and training to adequately fill the vacant position and complete
the required duties and responsibilities.
County employees hoping to be considered for a promotion to a vacant position must
complete an application and submit said application online at www.Harnett.org.
Candidates shall only be chosen on the basis of their qualifications, work record, and
past performance appraisals, without regard to a candidate's age , sex , race , color ,
creed, religion, political affiliation, national origin, or physical handicap.
See Article Ill, Section 9 for information on pay increases when promotion occurs.
060920wsa HCBOC Page 12
Section 12. Performance Rev iewsEvalua t ion s
A performance review evaluation is an annual review in which an employee's overall
job performance is evaluated by his or her Supervisor and/or Department Head. Each
County employee should undergo a formal performance review evaluation conducted
by his or her Supervisor and/or Department Head on at least an annual basis. This
reviev+' evaluation should be conducted around the employee's yearly anniversary date
of the current positionbased on the employee's most recent date of employment with
the County.
All perfsFmaRee rnviews shst,1ls se ssmplete€l with impartiality aRs am ts se saso€l
aF@t,1R€l the mer::it pFiReiplo.
The purpose of the performance revie•.v evaluation is to provide a mechanism for
communication between Supervisors, Department Heads, and employees, to evaluate
strengths and weaknesses, and to set future goals. All performance reviewsevaluations
should be completed with impartiality and are to be based around the merit principle.
Performance reviews evaluations may be used as evidence to support an employee's
raise or promotion or to justify an adverse action being taken against the employee .
Completed reviews evaluations should be submitted to Human Resources and placed
in the employee's personnel fileJ. and are subject to the rules and regulations addressed
in Article XII of this policy.
Performance evaluations should be completed in a timely manner with any resulting
salary increases submitted via the Personnel Action process as soon as possible
following the employee 's anniversary date. In no situation should a performance
evaluation be completed or resulting salary increase be submitted more than six
months after an employee's corresponding anniversary date unless the employee is not
present to be reviewed . The timely completion of performance evaluations and
submittal of salary increases is the respons ibility of an evaluated employee's
Supervisor and ultimately of the Department Head . Failure to complete performance
evaluations and submit resulting salary increases in a timely manner should be
reflected in the performance evaluation of the Supervisor completing the evaluation and
the Department Head .
060920wsa HCBOC Page 13
Sec t io n 3. Vac at io n Lea ve
Use for Full Time Employees: Vacation leave may be used at any time by any
employee as earned with the approval of the appropriate Supervisor, Department
Head , or County Manager. However, certain Supervisors , Department Heads, or
County employees , as designated by the County Manager, must take at least five (5)
consecutive workdays of accrued vacation leave per calendar year.
Use for Probationary Employees Those employees under a probationary period may
not use their accumulated vacation time until the probationary period is over unless
special circumstances exist and an exception is approved . However, employees
serving a probationary period following a promotion may use any previously accrued
vacation leave during the probationary period with the approva l of the appropriate
Supervisor, Department Head, or County Manager.
Manner of Accumulation: The following charts details the manner in which vacation
leave shall be accumulated by all full-time County employees . Years of service with
other North Carolina governmental agencies and North Carolina counties , may be
considered and may be transferred from the employee's last place of employment
immediate ly prior to their employment w ith the County.
F II r 40 H W k k E u -1me our or wee mpoyees
Years of Service Hours Accrued Days Accrued
Monthly Annual
Less than 2 6.67 10
At least 2 but less than 5 8.00 12
At least 5 but less than 1 O 10 .00 15
At least 10 but less than 15 12 .00 18
At least 15 but less than 20 14.00 21
20 or more 16.00 24
Sheriffs (42 .75 Emolovees
Years of Service Hours Accrued Hours Accrued
Monthly Annual
Less than 2 7.13 85.6
At least 2 but less than 5 8.56 102 .72
At least 5 but less than 10 10.70 128.4
At least 1 O but less than 15 12.84 154.08
At least 15 but less than 20 14.98 179.76
20 or more 17.12 205.44
Emergency Services (24 Hour Shift Employees)
060920wsa HCBOC Page 14
Years of Service Hours Accrued Hours Accrued
Monthlv Annual
Less than 2 8.87 106.4
At least 2 but less than 5 10 .64 127 .68
At least 5 but less than 10 13 .30 159.6
At least 10 but less than 15 15.96 191.52
At least 15 but less than 20 18.62 223.44
20 or more 21 .28 255 .36
EMS (9 Hour Shift Employees)
Years of Service Hours Accrued Hours Accrued
Monthlv Annual
Less than 2 7.50 90 .05
At least 2 but less than 5 9.00 108 .00
At least 5 but less than 1 O 11.25 135 .00
At least 10 but less than 15 13 .50 162 .00
At least 15 but less than 20 15.75 189.00
20 or more 18.00 216.00
Maximum Accumulation : There is no lim it to the amount of vacation leave an employee
may accumulate before June 15 of each fiscal year. On June 15, however, any
employee with more than 240 hours of accumulated leave shall have the excess
amount transferred to sick leave . The remaining 240 hours of vacation time will transfer
over beginning on July 1 . Also an employee who retires (who wish to do so) may roll all
accrued vacation in excess of 240 hours into sick leave on their last day of employment,
regardless of the month in which they retire.
Amended November 2015
Repayment of Vacation Leave-Voluntary Departure : Any employee who retires or
otherwise voluntarily ceases his or her service to the County without failure in the
performance of his or her job duties or unsatisfactory personal conduct shall be paid for
his or her accumulated vacation leave not to exceed 240 hours.
Repayment of Vacation Leave-Involuntary Departure : Any employee who is
involuntarily dismissed from their position with the County or otherwise quits because of
his or her failure in the performance of his or her job duties and responsibilities or
unsatisfactory personal conduct, in the discretion of the County Manager, shall or shall
not be reimbursed for their accumulated vacation leave .
Repayment of Vacation Leave-Upon Employee's Death : The estate of a County
employee who dies while in the service of the County shall be entitled to repayment for
all of his or her accumulated vacation leave at the t ime of death except for those hours
donated by other employees under the County's Shared Leave Policy as expressed in
Article VI , Section 7 .
060920wsa HCBOC Page 15