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331.1 - GENERAL PROVISIONS

This section is intended to introduce the general provisions of and outline the purpose and scope of the Human Resources Policies and Procedures.

I - General Policy
II - Human Resources Policy Replacement
III - Management Authority
IV - Human Resources Policies Apply to all Employees
V - Authority to Change or Interpret Human Resources Policies
VI - Definitions
VII - Waiving of Human Resources Policies
VIII - Larimer County Handbook

331.2 - RECRUITMENT, APPLICATIONS, AND HIRING

To describe how the County will administer the employment application process, hiring, and related issues. This information will serve to inform employees and guide them in the area of employment opportunities provided by the County.

I - General Policy
II - Application for Employment
III - Advertising Vacancies and Announcements
IV - Screening Employment Applications
V - Onboarding
VI - Immigration Reform and Control Compliance
VII - Limited Term Employee
VIII - Background Checks
IX - Sign On Bonuses
 

331.2.17 PRIVACY AND SECURITY OF PROTECTED HEALTH INFORMATION

Larimer County is a hybrid entity that has designated certain covered functions and health care plans as health care components under the Health Insurance Portability and Accountability Act (HIPAA) (reference A).  This procedure is intended to ensure that Larimer County’s designated health care components comply with HIPAA, its regulations and applicable law(s) (reference G); to provide a process for safeguarding protected health information (PHI); to provide a process for reviewing complaints about this issue and to provide for the training of existing and new personnel who handle protected health information (reference P).

I - General Policy
II - Definitions
III - Designation of Health Care Components
IV - Privacy Officer and Contact Office
V - Training
VI - Safeguards to Protect Privacy
VII - Responsibility to Mitigate Results of Violation
VIII - Disciplinary Action
IX - Prohibition of Retaliatory Action
X - Responsibility to Document Compliance Activity
XI - Prohibition Against Waivers of Individual Rights
XII - Complaint Process
XIII - Notice of Right and Responsibility to Amend

331.3 - CLASSIFICATIONS AND POSITIONS

To maintain consistency in job classification through the review and comparison of jobs across and within departments/offices and to consistently categorize jobs based on the nature and level of work while establishing an equitable job worth hierarchy.

I - General Policy
II - Classification Terms
III - Classification Factors
IV - Changes in Classification
V - Position Audits
VI - Exemption Status
VII - Explanation of Job Descriptions
VIII - Acting Employment
IX - Limited Term Employee
X - Appointed Officials
XI - Vacant Positions

331.4 - CONDITIONS OF EMPLOYMENT

To provide employees with information regarding their primary conditions of employment, so that each employee can make his or her best effort to perform the duties of the job assigned and to abide by the personnel policies and procedures of the County.

I - Appointing Authority
II - Probation
III - Performance Evaluation
IV - Hours of Work
V - Rest Periods and Lunch Breaks
VI - More than One County Job and Outside Employment
VII - Personnel Files
VIII - Personal Information Changes
IX - Release of Employee Information
X - Legally Mandated Release of Employee Information
XI - Temporary Suspension of County Operations and Closure of Facilities
XII - Misuse of Official Information
XIII - Guaranteed Ride Home Program
XIV - Teleworking Program
XV - Employment of Related Persons
XVI - Separation From County Employment

331.4.24 - BUSINESS CONTINUITY - SEVERE COMMUNICABLE DISEASE

This policy is intended to describe how the County will conduct business in the event of an outbreak or potential outbreak of a severe communicable disease (reference F). This policy will serve to inform employees of Larimer County and give guidance if a severe communicable disease outbreak were to occur in the area.

I - General Policy
II - Safety and Disease Control
III - Temporary Closure of Office or Operations
IV - Employee Assistance

331.4.25 - LEGAL COMPLIANCE

I - Equal Employment Opportunity and Unlawful Harassment
II - Searches and Workplace Privacy
III - Drug and Alcohol Free Workplace
IV - Workplace Violence
V - Ethical Standards
VI - Political Activity

331.5 - COMPENSATION

This Policy is intended to describe how the County will conduct compensation administration and related issues (reference G)

I - General Policy
II - Pay Increases
III - Determinating Pay
IV - Payroll Advances
V - Overtime
VI - Compensatory Time
VII - On-Call Compensation
VIII - Travel Time
IX - Guiding Principle Bonus Awards

331.6 - BENEFITS

This Policy is intended to describe how the County will conduct benefits administration and related issues.  This Policy will serve to inform employees and guide them in the area of benefits provided to them by the County (reference G).

I - General Policy
II - Definitions
III - Effective Date of Benefits
IV - Types of Benefits
V - Types of Leaves

VI - Leave Administration
VII - Affordable Care Act

331.6.24 - FAMILY AND MEDICAL LEAVE

This Policy and Procedure is intended to aid Larimer County in complying with the Family and Medical Leave Act (reference A)

I - General Policy
II - Eligibility
III - Purposes of FMLA Leave
IV - Definition of "Serious Health Condition"
V - Exclusions from the Definition
VI - Continuing Treatment by Health Care Provider
VII - Certification
VIII - Mandatory Use of FMLA Leave
IX - Amount of Leave Available
X - Protections
XI - Return to Work
XII - FMLA Medical Records
XIII - Enforcement of the FMLA

331.7.03 - REDUCTIONS IN FORCE

To establish consistent and defined policies for reductions in the County's workforce (reference A) due to (1) a need to promote more effective and efficient operations; (2) a lack of work; and/or (3) a lack of funds.

I - Introduction
II - Procedure
III - Layoffs
IV - Furlough
V - FTE Reduction
VI - Employee Notification
VII - Reemployment After Layoff
VIII - Employees' Right to Contest a RIF

331.8 - CORRECTIVE AND ADVERSE ACTIONS; GRIEVANCE PROCEDURE; AND PROBLEM SOLVING PROCESS

To establish a process to review employee performance and conduct and to review Adverse Actions.

I - General Policy
II - Employee Status
III - Expectations
IV - Basis for Corrective or Adverse Actions
V - Corrective Actions
VI - Adverse Actions
VII - Grievance Procedure
VIII - Problem Solving Process

 

APPENDICES:

RESOURCES:

courthouse-offices

Human Resources Department

200 West Oak, Suite 3200, Fort Collins, CO 80521
Monday - Friday, 8:00am-4:30pm
Ph: (970) 498-5970 | FAX: (970) 498-5980
Email Human Resources