HomeMy WebLinkAbout5129RESOLUTION NO. 5129
A RESOLUTION APPROVING THE PERSONNEL POLICIES
AND PROCEDURES OF THE PUEBLO REGIONAL
BUILDING AUTHORITY AND BY- LAT17S OF THE
PUEBLO REGIONAL BUILDING COMMISSION AND
BOARD OF REVIEW.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PUEBLO,
COLORADO, that:
SECTION 1.
The following documents, copies of which were previously
distributed to the members of the City Council and a copy
of which is on file with the original of this Resolution
in the office of the City Clerk,are hereby approved:
(a) Personnel Policies and Procedures of the
Pueblo Regional Building Authority dated October 1982;
(b) By -Laws of Pueblo Regional Building
Commission; and
(c) By -Laws of Pueblo Regional Board of Review.
INTRODUCED April 25 , 1983
BY MIKE OCCHIATO
Councilman
APPROVED:
ATTEST : e �(/, n�Q. GBZ.� S.
President of the Council
") C' -y C lark
V V /
PERSONNEL
POLICIES AND PROCEDURES
PUEBLO REGIONAL BUILDING AUTHORITY
October, 1982
PREFACE
By legislative action of the City Council of the City of Pueblo (City)
and the Board of County Commissioners of Pueblo County (County), the Pueblo
Regional Building Department, hereinafter referred to as "Department," was
established as a separate legal entity under the Colorado Intergovernmental
Relationships Act 529 -1 -201 et seq., C.R.S. 1973.
The Department administers and enforces the building, construction, and
contractors licensing and administrative codes of the City and County. The
Pueblo Regional Building Commission, hereinafter referred to as "Commission,"
was appointed by the City and County and is responsible for providing the gen-
eral supervision and administration of the Department and establishing Depart-
ment policies. The Building Official (Executive Director) of 'she Department
is appointed by and serves at the pleasure of the Commission. He is subject
to the general supervision of the Commission and acts as the (;h executive
and administrative officer of the Department. The Building Official supervises
all Department employees. The Commission, subject to the approved budget, is
responsible for the number and compensation of Department employees and their
functions and duties.
Many building departments feel that theirs is an "enforcement" function
only. The philosophy of this Department is that we are a public service agency.
We exist to protect the public and to assist architects, engineers, building
owners, and contractors in the issuance of required permits and compliance
with applicable building and construction Codes. The enforcement function is
philosophically secondary. The following personnel policies will govern the
personnel practice of the Department.
i
EQUAL OPPORTUNITY POLICY (EEO)
No applicant, candidate or employee shall be discriminated against or
denied equal employment opportunity in the service of the Department on the
basis of race, color, religion, political affiliation, sex, national origin,
ancestry, age or handicap, except with regard to an otherwise qualified
handicapped person, if the handicap actually disqualifies the person from
the job, the handicap has a significant impact on the job, and there is no
reasonable accommodation the Department can make with regard to the handicap,
and except as otherwise may be provided by law.
ii
TABLE OF CONTENTS
Page
Preface i
EEO /AA Statement
A. General
1. General 1
2. Work Schedule 1
3. Qualifications 1
4. Salary Grades and Position Classification 1
5. Protection of Records 2
C
1 -a
Salary Schedule 3
1 -b
Overtime 3
1 -c
Salary on Promotion 3
2 -a
Holidays 4
2 -b
Vacations 4
2 -c
Military Service 4
2 -d
Special Leave 5
2 -e
Funeral Leave 6
2 -f
Sick Leave 6
2 -g
Maternity Leave 7
2 -h
Life Insurance 8
2 -i
Medical, Dental, Major Medical Insurance 8
2 -j
Retirement 8
2 -k
Jury Leave 9
1.
Employment of Staff
10
2.
Residency
10
3.
Vacancies
10
4.
Temporary Positions
10
5.
Temporary Employees
10
6.
Permanent Positions
11
7.
Permanent Employees
11
8.
Probation
11
9.
Termination of Probationary Employment
12
10.
Promotions
12
11.
Layoff Policy
12
12.
Constructive Resignation
13
IC
E.
1 -a
Personal Appearance
14
1 -b
Attendance
14
1 -c
Personal Business - Use of Phones
14
1 -d
Sexual Harassment
14
1 -e
Gifts
15
1 -f
Conflict of
15
1 -g
Nepotism
16
1 -h
Drugs or Alcohol
16
2 -a
Grounds for Discipline and Discharge
17
2 -b
Disciplinary Procedure
17
3 -1
Grievance Procedure
19
1. Travel Allowances 21
2. Training 21
A -l. GENERAL
a. The employer, as used in these policies shall be the Pueblo Regional
Building Department. The employer shall be represented by its
Executive*Director (Building Official).
b. The Executive Director shall also serve as the Personnel Director
of the Department and shall be responsible for carrying out such
personnel policies as the Commission may direct and for recommending
changes in such policies.
A -2. WORK SCHEDULE
The work week for the Department shall be Monday through Friday, except
observed Holidays as specified in this policy. Hours of work for the
Department staff shall be 8:00 a.m. to 5:00 p.m., with a one -hour lunch
break, except as otherwise designated by the Executive Director and the
Commission. The Department's Office shall be open from E':00 a.m. to 5:00
p.m. each day.
A -3. QUALIFICATIONS
The Executive Director with the approval of the Commission shall establish
minimum qualifications for each position. Minimum qualifications shall be
job related and shall include any credentials or other qualifications re-
quired by law for the performance of the functions of the Department.
A -4. SALARY GRADES AND POSITION CLASSIFICATION
The Executive Director with the approval of the Commission shall prepare
and maintain a salary grade system and shall allocate each employee position
to the appropriate grade. A position description shall be prepared for
each such position. All positions and the number of employees in each
position shall be determined and established by the Commission and included
within the approved annual budget. Position descriptions will be reviewed
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by the appropriate Board of Review before approval.
A -5. PROTECTION OF RECORDS
All personnel records of the Department shall be considered confidential.
Divulging information about any Department personnel records is expressly
forbidden without the permission of the Executive Director or the affected
employee.
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B -1 -a SALARY SCHEDULE
For purposes of budgeting, the salary schedule shall be reviewed by
the Commission on an annual basis. The purpose of the salary schedule
is to provide a compensation plan that will enable the Department to
recruit and retain an adequate number of competent employees. The
salary schedule shall be used:
1) To provide for equal compensation for work of equivalent difficulty
and responsibility as nearly as reasonably possible.
2) To establish a method for rewarding employees for continued out-
standing service.
3) To establish pay rates which compare favorably with those of public
and private employers competing for employee skills similar to those
utilized by the Department.
4) To facilitate adjustments to changing economic and employment con-
ditions requiring change in pay levels and inter - relationships of
positions.
B -1 -b OVERTIME
Authorized overtime in excess of forty hours per week shall be compensated
at the rate of time and one -half of time worked. Compensatory time off
may be substituted for monetary reimbursement if it is deemed necessary
and appropriate in the judgment of the Executive Director and the
Commission.
B -1 -c SALARY ON PROMOTION
An employee who is promoted will be paid at the salary step of the new
class which will provide an increase over his former rate of pay. Pro-
motion will not change an employee's employment and anniversary date.
Promotion pay increases shall not exceed 10 per cent initially without
permission of the Commission.
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B -2 -a HOLIDAYS
The following holidays shall be observed:
New Years Day
Memorial Day
Fourth of July
Labor Day
Thanksgiving Day
Christmas Day
If any holiday falls on a Sunday, the following Monday shall be
considered a holiday. If it falls on a Saturday, the preceding Friday shall
be observed.
B -2 -b VACATIONS
Vacation time is accrued at the rate as shown below:
1 -5 years
5 -10 years
over 10 years
10 work days
1 added work day per year
15 work days
Vacation credit may be carried over a maximum of 1 year to alloy.' for major
vacation trips with the prior approval of the Executive Director.
B -2 -c MILITARY SERVICE
A permanent employee who enlists, or is inducted into the active military
service under the provisions of the Selective Service Act, or is called into
active service while a member of the National Guard or Military Reserve shall
be placed on leave without pay for the duration of the course of active duty.
Only one period of enlistment is so considered. If the employee re- enlists, his/
her leave without pay status is cancelled, and the employee terminated.
The employee must submit the appropriate order or statement from the
armed forces as evidence to the Department of his /her active military duty. If,
within 90 days following honorable discharge from the military service, the
employee reports for duty, he /she shall be reinstated to his/her- former position
in the Department, if mentally and physically qualified, and other federal statu-
tory requirements are met.
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The compensation rate will be at a grade and step for the class of posi-
tion which the employee would have attained had he /she remained in the Department.
While on military leave, the employee shall receive all compensation changes for
his /her class and all merit pay increases granted by the Department for which
his /her performance on the job would have warranted. In filling the vacancies
caused by military leave, the Department shall fill the position in accordance
with the established procedures, but with the understanding that adjustments
may be necessary with the replacing employee, when and if the employee on military
leave returns to his /her former position.
If the Department, however, cannot reinstate the employee in the same
position he /she would have been entitled to, the Department shall reinstate the
employee to the next available position in the class of position held at the
time he /she left for military service.
Q -2 -d SPECIAL LEAVE
The Executive Director may approve leave without pay for any period or
periods not to exceed a total of ninety (90) days in any one calendar year for the
following purposes: attendance at college, university, or business school for the
purpose of training in subjects related to the work of the employee and which will
benefit the employee and the Department; urgent personal business requiring the
employee's attention for an extended period such as settling estates, liquidating
a business or attending court as a witness; or for purposes other than the above
that are deemed beneficial to the Department. The Executive Director with the
approval of the Commission may approve leave without pay for periods exceeding
ninety (90) days in a calendar year, or for special leave with pay for purposes
deemed beneficial to the Department.
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B -2 -e FUNERAL LEAVE
Funeral leave shall be granted for attendance at a funeral in the event
of a death in the employee's immediate family for a mxaimum of three (3) cal-
endar days plus the balance of the day if a death should occur while the employee
is on duty. For purposes of this section "immediate family" shall be: father,
mother,brother, sister, husband, wife, child, mother -in --law, father -in -law, or
other relative residing in the same household with the employee.
B -2 -f SICK LEAVE
A. Sick Leave shall not be considered an accruable benefit. Permanent
full -time employees and probationary employees, in the case of actual illness
of the employee, shall be compensated at full salary. A medical certificate from
the employee's physician shall be required for any illness absence exceeding three
days. At the option of the Executive Director, a certificate from a physician may
be required for any illness, in any case of suspected abuse of 0 2 paid illness
absence privilege.
B. Long term illness or disability may be compensated - For where certified
by the employee's physician at full or partial salary during any excludable period
of a disability. Following an excludable period, a disability policy, if provided,
may compensate an employee for up to sixty per cent (60 %) of his /her annual salary.
Acquisition and continuance of any disability insurance shall be subject to avail-
ability of such insurance at reasonable rates.
C. Worker's Compensation temporary disability benefits paid to an employee
for the same period of time he receives sick or disability payments shall be de-
ducted by the Department from the amount to be received for any sick or disability
payments. Receipt of any disability payments by an employee shall operate as and
be a partial assignment to the Department of said employee's interest in and to any
M
cause of action against a third party as defined in §8 -52 -100, et se q., C.R.S.
1973, as amended, to the extent of injury leave benefits paid or payable here-
under by the Department to said employee. During such time as he is receiving
disability payments hereunder and for a period of sixty (60) days from and after
receipt of the final payment thereof, said employee shall have an exclusive right
to engage the services of an attorney at law to settle or to otherwise dispose of
said cause of action which shall not be settled or otherwise disposed of without
the written consent of the Department. If said employee engages the services of
an attorney as aforesaid, the Department shall not be liable for costs or attorney
fees in connection therewith; however, in lieu thereof, the Department agrees to
limit its pro rate share of any recovery so affected to seventy -five per cent (75 %)
of injury leave benefits paid or payable to the employee hereunder. If said em-
ployee fails to engage the services of an attorney, as aforesaid, the Department
may take such action as it deems advisable for the recovery of one hundred per
cent (100`) of all sick or disability leave benefits paid to said employee, and
said employee will cooperate with the Department in such action as it may take
and furnish any and all papers and information in his possession deemed by the
Department to be necessary in connection therewith.
B -2 -g MATERNITY LEAVE
It is the policy of the Department to treat pregnancy in the same manner
as any other temporary illness of an employee.
Pregnant employees will be allowed to continue to � as long as they are
satisfactorily and reasonably able to work and fulfill their job responsibilities.
Full time permanent employees and full time probationary employees who are
granted maternity leave shall be compensated as provided in the Department's sick
leave policy.
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On return from maternity leave, a female employee shall be returned to
her former or similar job in line with her seniority at the rate of pay for the
job to which she is assigned; or, if such work in unavailable or unsuitable,
she will be transferred to another job of equivalent value, provided that such
transfer shall not involve work for which she is not qualified and does not dis-
place another worker of greater seniority.
The Executive Director shall authorize leave of absence for any full time
permanent or full time probationary employee for maternity purposes provided
the employee presents a physician's written statement as to the approximate date
of birth and recommended date of commencement of leave.
When the employee's physician gives a written statement that the employee
is physically able to return to work, the employee shall return to work, utilize
her annual leave, or apply to the Executive Director for leave without pay. An
employee on maternity leave shall retain her seniority status but seniority shall
not be accumulated during any period for which leave without pay has been granted.
B -2 -h LIFE INSURANCE
The Department will provide appropriate sums of life insurance for each
employee as a part of the health and disability insurance policies.
B -2 -i MEDICAL, DENTAL, MAJOR MEDICAL INSURANCE
It is the intent of the Department to provide insurance for all employees.
Said insurance may include coverage for health and accidents, major medical,
dental, and disabilities.
The Department will share in the cost of said insurance coverage that is
provided at a percentage which shall be dependent upon the cost of said insurance
and the availability of the type of insurance and the funds of the Department.
S
The Department will exercise its best efforts to insure that deductibles
on all policies are at the loviest possible point commensurate with good busi-
ness practices.
D -2 -j RETIREMENT
The Department will establish a private retirement plan with a company to be
selected by the Commission. Details of the plan will be made available by the
Department upon selection of the company to administer the plan.
Current expectations are that the Department will make a contribution for
each employee, in an amount equal to the current (6.7%) Social Security Employer
Contribution amount. Employees will be encouraged to make additional contributions,
on a payroll deduct basis, from their salary. The Department will then provide
additional contributions for each employee on the basis of $.50 Departmental con -
trihution for each $1.00 contributed by the employee up to a maximum employee
contribution of 6 per cent of the employee's gross salary.
All contributions must be made by the employee through payt,oll deduction.
The amount of the employee's contributions may be changed semi - annually.
6 -2 -k JURY LEAVE
A permanent or probationary employee who is called for jury duty shall be
granted jury leave of absence, shall be granted leave with pay provided, however,
that any pay for such duty shall be deducted from regular pay.
Employees called as a participant in a non -job- related legal proceeding
shall be granted vacation or leave without pay at the employee's discretion.
Sam
C -1 EMPLOYMENT OF STAFF
All personnel employed by the Department shall be appointed by the Executive
Director, consistent with recruitment, screening and hiring procedures approved
by the Commission except that initial employees of the Department shall be those
designated by Agreement between the City and County and such employees shall be
immediately granted permanent status. All persons hired thereafter shall possess
qualifications approved by the Commission. Performance appraisals will be per-
formed on each employee on an annual basis by either the employee's immediate
supervisor or the Executive Director.
C -2 RESIDENCY
All employees shall be residents of Pueblo County during the full period
of their employment.
C -3 VACANCIES
A vacancy shall exist whenever the number of positions established by the
approved budget exceeds the number of employees in such positions.
C -4 TEMPORARY POSITIONS
Temporary positions require less than continuous year round service.
Temporary positions may be part -time (less than 40 hours per week) or full -time
(40 hours per week), and shall require specific authorization of the Commission.
C -5 TEMPORARY EMPLOYEES
A temporary employee is an employee whose length of employment is expected
to be less than one year at the time of hire. A temporary employee may not work
more than the equivalent of eight months in any calendar year. Temporary ei-
ployees shall not be entitled to any employee benefits other than Worker's
Compensation as required by State law.
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C -6 PERMANENT POSITIONS
Permanent positions require continuous year round employment. Permanent
positions may be part -time (less than 40 hours per week) or full -time (40 hours
per week).
C -7 PERMANENT EMPLOYEES
Full -time permanent employees are employees in permanent positions who work
a full week (40 hours). They are entitled to benefits as the Commission shall
determine which may include health insurance, retirement, vacation, holidays,
sick leave and funeral leave. Part -time permanent employees are employees in
permanent positions who normally work less than 40 hours per week. They are
entitled to benefits on a pro -rata basis based on the number of hours worked per
week.
C -8 PROBATION
The first six (6) months of employment of any permanent em;loyee small be
considered a probationary period. During this period the employee may not make
use of the Department's grievance procedure. At the satisfactory completion of
the probationary period the employee shall be granted permanent status, however,
the Executive Director may extend the probationary period up to sixty (60) days
after giving notice of the extension to the employee and the reason(s) therefore.
The probationary period is a time for the employee and the supervisor to decide
whether or not the individual is suited to the position. Successful completion
of the probationary period depends upon good communication between the employee
and supervisor. It is important that the employee knows what is expected. Per-
formance problems should be openly confronted and suggestions for improvements
freely exchanged.
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C -9 TERMINATION OF PROBATIONARY EMPLOYMENT
During the probationary period an employee may be terminated by the Executive
Director if in his /her opinion the probationary employee is not qualified, able
or willing to fulfill the requirements of a position. A probationary employee
shall not have the right to appeal such action. The provisions of Sections C -8
and C -9 shall not apply to the prior employees of the City or the County who were
employed as initial employees of the Department as agreed by the City and County.
C -10 PROMOTIONS
Vacancies may be filled by promotion or open recruitment. Present employees
shall be considered for promotion, but promotions will not be automatic simply
because minimum qualifications have been met. Job related factors such as edu-
cation, experience, performance, and other characteristics will be considered.
C -11 LAYOFF POLICY
In the event it becomes necessary to reduce the work force, every effort
shall be made to accomplish such reductions through natural attrition. However,
in some cases, it may be necessary to lay off employees. If it becomes necessary
to lay off employees due to the lack of funds, change in the Department status,
reorganization, or any other reason, the Executive Director with the approval of
the Commission shall make the final decision as to whom shall he laid off. In
deciding which of the employees will be laid off, the folleriing lay off order is
preferred:
1. Temporary employees.
2. Probationary employees in the affected class or classes will be laid off
before those who have completed their probationary period.
3. Among employees who are not in the above two groups, the Executive
Director shall have the option to lay off employees within their respective sections
as he /she deems necessary and appropriate. However, in conducting a lay off, the
follo items may be taken into account by the Executiv- Director:
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a. The performance of the employee, both past and present.
b. The special abilities the employee may possess.
c. The total time employed by the Department and the City or the County.
C -12 CONSTRUCTIVE RESIGNATION
Any employee who fails to call in or report to work for two consecutive days,
unless covered by leave, vacation, or other approved absence, will be terminated
as an employee as a constructive resignation. Extenuating circumstances will be
reviewed and may result in reinstatement only if the employee can prove inability
to contact the supervisor or Executive Director.
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D -1 -a PERSONAL APPEARANCE
Since the Department is a public service organization, the personal
appearance of its employees is quite important. Although casual dress is
appropriate for certain employees, notably the field inspectors, cleanliness,
neatness, and appropriateness of attire is of paramount importance. Extremes
in dress, hair styles, quantity of makeup and other factors are expressly dis-
couraged.
D -1 -b ATTENDANCE
The staff level has been carefully analyzed and established to provide
proper service to the clients of the Department. Therefore, barring sickness,
vacation or other authorized absences, all employees shall promptly report for
work and shall avoid "clock watching" at quitting time.
D -1 -c PERSONAL BUSINESS - USE OF PHONES
The phones in the Department are for business use. Ther -fore, although
it is recognized that some personal use may be expected, such calls should be
brief and infrequent. "Visiting" with friends and relatives is expressly for-
bidden.
D -1 -d SEXUAL HARASSMENT
It is the policy of the Department to comply with Federal and state
laws requiring nondiscrimination in employment. The Department endorses the
sexual harassment guidelines recently set forth by the Equal Employment Oppor-
tunity Commission.
Sexual harassment includes requests for sexual favors, sexual advances,
and other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly
a term or condition of an individual's employment.
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2. Submission to, or rejection of, such conduct by an individual is used
as a basis for employment decisions affecting such individual.
3. Such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance, or creating an intimidating,
hostile, or offensive working environment.
Such conduct is prohibited, and any employee found violating this policy
will be subject to appropriate sanctions including summary discharge.
Any employee who feels that he or she has been subject to sexual harassment
should submit a complaint to the Executive Director who shall immediately conduct
an investigation. The employee shall also have the opportunity to pursue the
matter through the Grievance Procedure.
D -1 -e GIFTS
No employee of the Department shall solicit or accept, directly or indir-
ectly, any gift, gratuity, favor, entertainment, loan or any other items of
monetary value, from any person who has, or is seeking to obtain contractual or
other business or financial relations with the Department, or conducts operations
or activities that may be substantially affected by the performance or nonper-
formance of his /her actual official duty. Employees may be permitted to accept
food and refreshments of nominal value on infrequent occasions in the ordinary
course of a luncheon or dinner meeting or other meeting, or an inspection tour
where an employee may properly be in attendance. Employees may be D ermitted to
accept unsolicited advertising or promotional materials such as pens, pencils,
note pads, calendars and other items of nominal value.
D -1 -f CONFLICT OF INTEREST
No employee shall perform outside work which may be considered a conflict
of interest, or work in any type of construction under the jurisdiction of this
Department. If an employee wishes to perform outside work, permission shall be
31611
obtained in advance from the Executive Director. The employee shall initiate
this process through written request detailing the type of work to be performed
and the name of the party(ies) for whom the work is to be done.
D -1 -g NEPOTISM
In no event will any applicant or employee receive preferential treatment
because of relationship to another employee. No two members of an immediate family
may be employed by the Department. Should marriage cause a violation of this
policy, either spouse must secure other employment within 120 calendar days.
D -1 -h DRUGS OR ALCOHOL
All employees are prohibited from possessing or consuming alcohol or
non - prescribed drugs on the job.
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D -2 -a GROUNDS FOR DISCIPLINE AND DISCHARGE
Grounds for discipline and /or discharge shall include, but not be limited
to the following:
a. Refusal or inability to follow orders;
b. Inefficiency;
c. Violation of Department rules, regulations, policy, or laws;
d. Conduct unbecoming an employee of the Department;
e. Failure to observe safety rules and regulations;
f. Intimidation, coercion, or wilful abuse of authority;
g. Reporting for work impaired or incapacitated due to use of alcohol
or non - prescribed drugs;
h. Abuse of Department equipment or material.
D -2 -b DISCIPLINARY PROCEDURE
Progressive discipline involves the use of several steps. Usually the
steps are successive with the first step being a verbal warning, the second, a
written warning, the third, suspension, and the fourth, discharge. Depending
on the circumstances, any one of the steps way be appropriate.
An employee may be discharged by the Executive Director, without prior
notice, for good cause including, but not limited to, those grounds set forth in
Section D -2 -a. Within twenty -four (24) hours following discharge an employee shall
be served or mailed, first class postage prepaid, written notice of his /her dis-
missal. Said notice shall include the cause(s) for discharge and a statement of
the rights of the employee to initiate a grievance proceeding concerning said
discharge and the time limit within which such grievance must be filed.
Each step (except discharge) requires that the employee be told, (1) the
behavior or work performance for which the reprimand is given, (2) the specific
improvement expected, and (3) the consequences if improvemient is insufficient.
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All three elements must be discussed if the interview with the employee is
be effective. Additional information that should be documented may include
statement of prior warnings given to the employee, if applicable, the time
within which the improvements must be made, and an offer to assist the empl
in achieving the expected improvement.
Step 1 - Verbal Warning
The supervisor instructs the employee in the proper method of performance or
explains the rule which has been violated and the reasons for the rule. The next
level of appropriate discipline if the problem remains uncorrected shall also be
explained. The date and content of this discussion should be noted by the super-
visor, and may be noted in the employee's personnel file at this time.
Step 2 - Written Warning
A written warning may follow a repeat of the first offense, a second offense
of similar magnitude, or a first offense of a more serious nature, which in the
supervisor's opinion, requires a more formal warning than a verbal warning. If
the offense is a repeat of the first, the supervisor shall summarize instructions
given the first time and warn the employee that a future similar incident could
result in suspension. If the written warning is for a second incident of similar
magnitude but different, the supervisor shall explain the proper method or rule
which has been violated and the reasons for the rule.
The employee should be warned that the next same or similar offense could
result in suspension. At this point, a copy of the warning should be provided
to the employee, and a copy placed in the employee's personnel file.
Step 3 Suspension
Suspension is used when strong disciplinary action is indicated. ;uspensioil
without pay may follow repeated offenses of similar magnitude. It may also be
,
warranted if the first offense is a serious one. Suspension of an employee shall
be made only by the Executive Director. The reasons for the action shall be ex-
plained to the employee as outlined in Steps 1 and 2 above. A warning should be
issued that a repeat of the offense or one of similar magnitude will result in
discharge.
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_1a_
D -3 -1 GRIEVANCE PROCEDURE
1) Informal Discussion of Employee's Complai
2)
Whenever an employee feels that he /she has a complaint, it should
be discussed fully with the immediate supervisor. The supervisor
shall make every effort to dispose of the complaint in a fair and
equitable manner and in accordance with the established policy of
the Department. This should usually take no longer than three
working days unless there are extenuating circumstances. If the
informal discussion does not result in a satisfactory solution, the
employee may initiate Step 1 of the formal grievance procedure.
Formal Grievance Procedure
An employee who has been unsuccessful in resolving the grievance
in an informal manner may file a formal grievance. The grievance
shall be filed within five (5) days after the occurr(-,ce of the
grievance or it shall be deemed abandoned, unless the grievance
is a continuing matter rather than a single event or occurrence.
Similar grievances may be consolidated and proposed together as a
single issue. Every effort shall be made by the parties to resolve
the grievance at the lowest level possible.
When a grievance is filed, it shall be filed and processed in the
following manner, except that time limits may be waived by mutual
assent of the parties:
Step 1: The employee shall present the written grievance to his /her
immediate supervisor, unless the cause of the grievance occurs at a
higher level. The grievant shall state his /her complaint and the
action requested. A written decision shall be given the employee
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within three (3) working
days of
the
date of
filing.
If the Brie
remains unresolved, the
employee
may
proceed
to Step
2.
Step 2: Within three (3) working days after receipt of the decis
in Step 1, the employee shall present his /her grievance and the d
of Step 1 in writing to the Executive Director. If not presented within
the specified time limits, the grievance shall be deemed abandoned. The
Executive Director shall within five (5) working days after the receipt
of the grievance, render his /her decision in writing to the employee.
The decision of the Executive Director shall he final. All Step 2
grievances small be reported to the CommI scion and the Commission may,
at its discretion, review the decision of the Executive Director and
take such action as it deems appropriate.
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E -1 TRAVEL ALLOWANCES
Travel to seminars, etc., may be fully paid by the Department if approved
by the Executive Director. The rule of reason should be followed in selecting
hotels, restaurants, etc., while on trips. Use of a personal auto for Depart-
ment business with the approval of the Executive Director will be reimbursed at
the appropriate amount, currently $.20 per mile.
E -2 TRAINING
All employees, particularly inspectors and other technical and professional
personnel, are expected to maintain and improve their professional capabilities.
Therefore, attendance at seminars, short courses, etc. of an appropriate nature
are encouraged. kequests for attendance at such events should he made to the
Executive Director through the appropriate division head.
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FJ�I J 1; 111n IV1I=411111
BY -LAWS
OF
PUEBLO REGIONAL BUILDING COMMISSION
ARTICLE I
NAME AND LOCATION
The name of the Commission shall be the PUEBLO REGIONAL`
BUILDING COMISSION, hereinafter referred to as the "Commission."
The principal offices of the Commission shall be the Pueblo
Regional Building Department, located at 211 East "D" Street,
Pueblo, Colorado 81003, but meetings of the members of the
Commission may be held at any place within the County of Pueblo,
State of Colorado, as may be designated by the majority vote
of the members of the Commission.
ARTICLE II
DEFINITIONS
Section 1 . "Commission" shall mean and refer to the
Pueblo Regional Building Commission appointed pursuant to the
agreement between the City Council of the City of Pueblo and
the Board of County Commissioners of the County of Pueblo,
Colorado, entered into on August 10, 1981, and as the same
may be constituted by any amended agreements between said
entities.
Section 2 . "City" shall mean and refer to the City of
Pueblo, Colorado, a municipal corporation.
Sectio 3 . "County" shall mean the Board of County
Commissioners of the County of Pueblo, State of Colorado.
Section 4 . "Department" shall mean the Pueblo Regional
Building Department, a joint entity established for the
administration and enforcement of building and construction
codes within the City of Pueblo and the unincorporated area
of Pueblo County.
Section 5 . "Board of Revit.a" shall be that separate
board created for the electrical, plumbing, mechanical, and
building codes to render advice in the administration and
operation of the Department as it pertai -, to each code as
provided in the agreement between the C: - and the County
dated August 10, 1981. The function and ;omposition of each
Board of Review shall be as set forth in said agreement of
August 10, 1981. The members of each Board of Review shall
serve in an advisory capacity in matters relating to adminis-
tration, finance and budget of the Department, in ad0'tion
to their function as the Board of Review, and nothing herein
shall be construed to limit their functions or powers as a
Board of Review. A commission member shall be electert annually
by the Commission to serve as a nonvoting member of each
Board of Review.
ARTICLE III
MEETINGS OF COMMISSION
Section 1 . The Commission shall meet monthly on the
second Wednesday of each month at 7:30 p.m. or at such other
time and place as may be agreed to by the Commission. :Meetings
shall normally be at the principal office of the Commission
unless another location for said meeting is agreed to at the
meeting of the Commission next prior to the anticipated different
meeting site.
Se ction 2 . Special Meetings of the Commission may be
called at any time by the Chairman or upon written request of
two members of the Commission, provided that any business
transacted at said special meeting shall be confi. to the
objects and purposes stated in the call for said special
meeting.
Section 3 . Notice of Regular Meetings. Written notice of
each regular meeting of the Commission shall be given by,
or at the direction of, the Secretary or other person authorized
to call a meeting by delivering a copy of such notice, not
less than seven (7) calendar days before such meeting to
the respective office of each Commission member. Such notice
shall specify - the place, day and hour of the meeting.
Section 4. Quorum. The presence at the meeting of
any four of the seven members of the Commission in person
shall constitute a quorum for any action, except as otherwise
provided in these By -Laws. If a quorum shall not be present
or represented at any meeting, the Chairman or Vice Chairman
shall have the power to adjourn the meeting and reset such
meeting to a date and time certain until a quorum can be
present.
Section 5 . Voting. A concurring vote of a majority of
the members of the Commission shall be required to decide any
question of business or to make any decision or determination.
ARTICLE IV
COMMISSION: SELECTION: TERM OF OFFICE
Section 1 . Number. The affairs of the Commission shall be under the
control and management of the Commission.
Section 2 . Term of Office. The members of the Commission shall hold office
until their terms expire or sooner upon removal of the entity which appointed them.
Section 3 . Removal and vacancies. If any Commission member shall be absent
for three consecutive regular meetings, or four regular meetings in any twelve
month period, the Commission may recommend to the governmental entity which
appointed such member that removal of such member be considered for neglect of
duty. A member of the Board may be removed from the Board, with or without cause,
by vote of the governmental entity which appointed such member. In the event of
the death, resignation, or removal of a Board member, the governing body which
designated such member shall appoint a successor to fill the unexpired term of
such member.
ARTICLE V
POWERS AND DUTIES OF
THE REGIONAL BUILDING COMMISSION
Section 1 . Powers. The Commission shall have power to:
A. Provide general supervision of administration and polity direction
to the Department.
B. Appoint the Building Official who shall be administrator of the Depart-
ment who shall serve at the pleasure of the Commission.
C. Prepare or cause to be prepared the annual budget of the Department
reflecting estimates of revenues and expenditures for the coming calendar year
and shall contain such other information as the City and the County shall require.
Such proposed budget may also include such recommendations as to other financial
matters relating to the operation of the Department as the Commission may desire.
Such proposed budget shall be submitted on or before September 1st of each year.
All expenditures may by the Commission shall be in accordance with the annual
budget approved by the City and County.
D. Make monthly reports of actual revenues and expenditures of the Depart-
ment to the City and County on or before the 15th day of the month following the
end of each calendar
month, including all transactions for the previous calendar
month. Such reports shall be in such detail as the City
and the County shall require.
E. Cause to be made an accounting and audit of the
financial operations of the Department by an independent
Certified Public Accountant at the end of each calendar
year.
F. Meet at least monthly at a regular time to be
established by the By -Laws of the Commission.
G. Adopt such By -Laws, promulgate such Rules and
Regulations and do all things necessary to the proper
governing and administration of the Department.
H. All meetings of the Commission shall be public
except such meetings that concern personnel matters, litigation,
whether pending or threatened, and except for any other matter
for which State statute authorizes an executive session.
I. To carry out such functions and responsibilities
as may be desired or required by any supplementary agreement
entered into by and between the City and the County, pursuant
to and amending the original agreement of the parties entered
into on August 10, 1981.
J. Receive the advice of the Boards of Review as defined
hereinabove.
Section 2 . Order of Business. The order of business
at all meetings of the Commission shall be as follows:
A. Roll call;
B. Reading of minutes of last meeting;
C. Consideration of communications;
D. Receive reports of Board of Review;
E. Receive report of Building Official;
F. Consider unfinished business;
G. Consider original resolutions;
H. Consider now business;
I. Adjournment.
ARTICLE VI
OFFICERS OF COMMISSION
AND THEIR DUTIES
Section 1 . Enumeration of Offices. The officer of the
Commission shall be a Chairman, or alternatively, a Vice
Chairman as provided for herein.
Section 2 . Election of Officers. The Chairman shall
be elected by the Commission at the first regular meeting
subsequent to the adoption of the within By -Laws. He shall
serve the balance of the year in which he is elected and the
following calendar year. Thereafter, at the first regular
meeting of the Commission held in January of each year an
election shall be held for the position of Chairman. The
Vice Chairman shall be appointed for any meeting as necessary
in the absence of the current elected Chairman.
Section 3 . Term. The officer of the Commission shall
hold office for twelve months, unless he shall sooner resign
or shall be removed or otherwise disqualified to serve.
Section 4 . Duties. The duties of the officers are as
follows:
Chairman The Chairman shall be the chief executive
officer of the Commission and shall preside at all meetings of
the Commission; he shall see that all orders and resolutions
of the Commission are carried into effect and shall be signatory
to all written instruments of the Commission.
Vice Chairman The Vice Chairman shall have the powers,
functions and responsibilities of the Chairman, upon
appointment.
Secretary The Building Official shall act as Secretary
for the Commission. The Secretary shall record the votes and
take the minutes of all the meetings and proceedings of the
Commission, shall serve notice of the meetings of the Commission
to each of the members in accordance with the provisions of
the By -Laws, and shall ensure that all minutes of meetings are
properly disseminated.
ARTICLE VII
BO OKS AND RECOR
The books, records, papers and minutes of the Commis; ion
shall, at all times, during reasonable business hours, be
-5-
subject to inspection by any member of the Commission or the
public.
ARTICLE VIII
AMENDMENTS
Section 1 . These By -Laws may be amended at a regular
or special meeting of the Commission by an affirmative vote
of a majority of all members of the Commission. The proposed
amendment must be presented in writing at a regular or special
meeting preceding the meeting at which the vote is taken.
ARTICLE IX
EFFECTIVE DATE
These By -Laws and any amendments thereto shall not
become effective until approved by the City and the County.
IN WITNESS WHEREOF, we, being all of the members of the
Commission, have hereunto set our hands this day of
. 1982.
Bill Renck
William J. Wagner
Robert Grinstead
Tom Holgerson
William Schwabe
Merle E. Webster
Fred Zook
C nr r Pf )ry
Ek
Ll
BY -LAWS
OF
PUEBLO REGIONAL, BOARD OF REVIEW
ARTICLE I
NAME AND LOCATION
The name of the Board is the Pueblo Regional
Code Board of Review, hereinafter referred to as "Board."
The principal office of the Board shall be located at the
Pueblo Regional Building Department, located at 211 East
"D" Street, Pueblo, Colorado 81003, but meetings of the Board
may be held at any place within the County of Pueblo, State
of Colorado, as may be designated by a majority vote of the
members of the Board.
ARTICLE II
DEFINITIONS
Section 1. "Commission" shall mean and refer to the
Pueblo Regional Building Commission appointed pursuant to
the agreement between the City Council of the City of Pueblo
and the Board of County Commissioners of the County of Pueblo,
Colorado, entered into on August 10, 1981, and as the same
may be constituted by any amended agreements between said
entities.
Section 2 . "City" shall mean and refer to the City of
Pueblo, Colorado, a municipal corporation.
Section 3 . "County" shall mean the Board of County
Commissioners of the County of Pueblo, State of Colorado.
Section 4 . "Department" shall mean the Pueblo Regional
Building Department, a joint entity established for the
administration and enforcement of building and construction
codes within the City of Pueblo and the unincorporated area
of Pueblo County.
Section 5 . "Board of Review" shall be that Board
created for the code to render advice in the
administration and operation of the Department as it pertains
to the code as provided in the agreement between
the City and the County dated August 10, 1981. The function
and composition of the Board shall be as set forth in said
Agreement of August 10, 1981. The members of the Board shall
serve in an advisory capacity in
istration, finance and budget of
to their function as the Board of
shall be construed to limit their
Board of Review.
91
matters relating to admin-
the Department, in addition
Review, and nothing herein
functions or powers as a
Section 6 . "Member" shall mean and refer to those
individuals appointed to the Board of Review pursuant to the
Agreement executed between the City and the County dated
August 10, 1981, and including those additional individuals
who may be appointed from time to time separately or jointly
by the City and the County. In addition, one member of the
Commission, who shall be elected by the Commission, shall
serve as a nonvoting member of each Board of Review.
ARTICLE III
MEETI OF BOARD OF REVIE
Section 1 . The Board of Review shall meet monthly on
the _ of each month at P.M.
Meetings shall be held at the office of the Regional Building
Department unless another location is agreed to at a meeting
of the Board prior to the anticipated different ineeting site.
Section 2 . Special Meetings. Special Meetinys of the
Board may be called at any time by the Chairman o r upon
written request of two (2) members of the Board, provided
that any business transacted at said special meeting shall
be confined to the objects and purposes stated in the call
for said special meeting.
Section 3 . Notice of Regular Meetings. Written notice
of each regular meeting of the Board shall. be given by, or
at the direction of, the Secretary or other person authorized
to call a meeting by delivering a copy of such notice not
less than seven (7) calendar days before such meeting to
the respective office of each Board member. Such notice
shall specify the place, day, and hour of the meeting.
Section 4 . Quorum. The presence at the meeting of
any three of the five members of the Board in person shall
constitute a quorum for any action, except as otherwise
provided in these By -Laws. If a quorum shall not be present
or represented at any meeting, the Chairman or Vice Chairman
shall have the power to adjourn the meeting and reset such
meeting to a date and time certain until a quorum can be
present.
0 9
Section 5. Voting. A concurring vote of a majority of
the members of the Board shall be required to decide any
question of business or to make any decision or determination.
ARTICLE IV
BOARD: SELECTION: TERM OF OFFICE
Section 1 . Number. The affiars of the Board shall
be under the control and management of the Board_
Section 2 . Term of Office. The members of the Board
shall hold office until their terms expire or sooner upon
removal by the entity which appointed them.
Section 3 . Removal and Vacancies. A member of the
Board may be removed from the Board, with or without cause,
by vote of the governmental entity which appointed such
member. In the event of the death, resignation, or removal
of a Board member, the governing body which designated such
member shall appoint a successor to fill the unexpired term
of such member.
ARTICLE V
OFFICERS OF BOARD AND
THEIR DUTIES
Section 1 . Enumeration of Offices. The officer of
the Board shall be a Chairman, or alternatively, a Vice
Chairman as provided for herein.
Section 2 . Election of Officers. The Chairman shall
be elected by the Board at the first regular meeting subsequent
to the adoption of the within By -Laws. fie shall serve the
balance of the year in which he is elected and the following
calendar year. Thereafter, at the first regular meeting of
the Board held in January of each year an election shall be
held for the position of Chairman. The Vice Chairman shall
be appointed for any meeting as necessary in the absence
of the current elected Chairman.
Section 3 . Term. The Chairman of the Board shall hold
office for twelve months, unless he shall sooner resign, be
removed, or be otherwise disqualified to serve.
Section 4 . Duties. The duties of the officers are
as follows:
Chairman The Chairman shall be the chief executive
officer of the Board and shall preside at all meetings of
Pak
qP
the Board; he shall see that all orders and resolutions of
the Board are carried into effect and shall be signatory
to all written instruments of the Board.
Vice Chairman The Vice Chairman shall have the powers,
functions and responsibilities of the Chairman, upon
appointment.
Secretary The Building Official shall act as Secretary
for the Board. The Secretary shall record the votes and
take the minutes of all the meetings and proceedings of the
Board, shall serve notice of the meetings of the Board to
each of the members in accordance with the provisions of
the By -Laws, and shall ensure that all minutes of meetings
are properly disseminated.
ARTICLE VI
POWERS AND DUTIES OF
BDARD OF REVIEW
Section 1. Powers and Duties. The Board shall have
the power and duty to:
A. Issue, suspend, or revoke _licenses, make .reasonable
interpretations, grant minor variances, hear appeals, and
review performance of work under the adopted _
code.
B. The Board shall meet at least monthly at a regular
time to be established by these By -Laws.
C. All meetings of the Board shall be public except
such meetings that concern personnel matters, litigation,
whether pending or threatened, and except for any other
matter for which State statute authorizes an executive
session.
D. To carry out such functions and responsibilities
as may be desired or required by any supplementary agreement
entered into between the City and the County pursuant to and
amending the original agreement of the parties entered into
on August 10, 1981.
Se 2 . Order of Business. The order_ of business
at all meetings of the Board shall be as fol_loc%
A. Roll call;
B. Reading of minutes of last rnepting;
--A-
C. Consideration of communications;
D. Receive report of Building Official;
E. Consider unfinished business;
F. Consider original resolutions;
G. Consider new business;
H. Adjournment.
ARTICLE VII
BOOKS AND RECORDS
The books, records, papers and minutes of the Board
shall at all times, during reasonable business hours, be
open to inspection by any member of the Board or the public.
ARTICLE VIII
AMENDMENTS
S ection 1 . These By -Laws may be amended at a regular
or special meeting of the Board by an alfi.rmative vote of a
majority of the members of the Board. The proposed amendment
must be presented in writing at a regular or special meeting
preceding the meeting at which the vote is taken.
ARTICLE XI
EFFECTIVE DATE
These By -Laws and any amendments thereto shall not
become effec 'Live until approved by the Pueblo Regional
Building Commission.
IN WITNESS WHEREOF, we, being all of the members of
the Board, have hereunto set our hands this day of
, 1982. --
Secretary -