To: Board of County Commissioners
Through: Patrick L. Hernandez - Human Resources Director
Prepared By:
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Dusty Sash - Total Compensation Division Manager
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presenter
Presenter: Dusty Sash - Total Compensation Division Manager
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Subject:
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2:30 PM *Human Resources and Compensation Policy Changes
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Purpose and Request:
recommended action
The purpose of this study session is to discuss and gain approval on several total compensation policies.
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Background and Discussion: As part of the Human Capital Management (HCM) system implementation and collective bargaining, Human Resources has been looking for efficiencies in current processes and practices. While looking at the County's time off, On-call pay, Dual Language program and our peer network, HR has created several changes for the Board of County Commissioners to review. This includes the following:
1. Compensatory Time - Current policy allows employees (in departments/offices that allow for comp time) to accumulate up to 78 hours of compensatory time. The CBA with the FOP was intentionally written to allow for 80 hours of compensatory time to accumulate. Requiring coding for separate policies and potential errors based on eligibility.
a) Request: Change policy to 80 hours of compensatory time accumulation for all employees. System and communication efficiency.
2. First and Last month accruals of Vacation and Sick paid time off - in 2017, the BOCC approved a simplified accrual for vacation and sick. If the employee works at all in the month, they receive the accrual for the whole month. However, payroll is still manually calculating a proration in the first and last month of employment for employees.
a) Request: Apply the intended policy of full accruals if you work in the month to the first and the last months. This would increase system and last paycheck efficiency.
3. Exempt Holiday, Bereavement and Jury Duty - Employees in exempt jobs are paid to do the work rega...
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