Common use of Personnel Practices Clause in Contracts

Personnel Practices. A. The practices of the County will address the specific terms of this Agreement, the Administrative Code, Federal Law and Regulation and Title II of the New Jersey State Statute, as amended. B. Each new employee will be given an employee handbook and afforded the opportunity of an orientation to assist him/her in the performance of his/her duties. Departmental policies issued during the term of this Agreement will be posted on the bulletin boards, and individually provided to employees. It is the responsibility of each employee to know the operational policies of the organization - and failure to know and understand these policies will not be considered valid reason for actions and/or omissions in violation of same. C. The County will promote the concept of upward mobility and in-house promotion, to the extent feasible under Civil Service rules and regulations, by normally posting available job opportunities on bulletin boards. The Employer agrees to post upon the Union bulletin boards all bargaining unit and promotional job vacancies and to mail a copy of such posting to each of the Local Presidents, and to provide a copy to all Shop Stewards. Such postings shall be in a conspicuous manner and shall be permitted to remain on the Union bulletin boards for a period of no less than five (5) days or until such vacancy is filled. Also, notification of such title changes will be given to the Presidents of the respective Locals. Qualified in-house applicants will be afforded the opportunity of an interview, upon their request, and be given preference to available slots. However, the final selection will rest with the hiring/appointing authority in each of these instances, and justification of selection will in no instance be required, except at the written request of the Personnel Director of the County. 1. An employee receiving a one (1) range promotion will move to the bottom of the new range, or six (6%) percent increase, whichever is greater. If the promotion is two (2) ranges, the percent will be seven (7%) percent; if the promotion is three (3) ranges, the percent will be eight (8%) percent. If the old and new title are on the same range on the negotiated pay system, then the employee will receive a six (6%) percent pay increase upon promotion. Similarly, any employee who is demoted will have a salary reduction based upon those percentages. 2. All employees promoted shall receive evaluations at intervals of 30, 60, and 90 days following the effective date of the promotion. If the employee is found deficient in performing the duties of the higher title, he/she shall be returned to his/her former title, salary, and anniversary date. 3. Upward mobility (moving to a job with a higher pay grade) shall be available without a cut in pay and qualified senior employees, who apply, shall be given first consideration. D. An employee has the right of access to the County’s official personnel file kept for the employee and all records as may be kept by the Employer or his agents, pertaining to the employee, and the Employer shall permit the employee to respond in writing to any document in said file, within six (6) months of its being placed therein. This response shall be attached to the particular document or instrument concerned and be made a permanent part thereof. The Employer agrees to provide the employee with a copy of any document or instrument contained in said files upon the request of the employee. No unsigned document or instrument (except for regular employment records which, by their nature, require no signature) nor any document or instrument of unknown or questionable origin shall be used against any employee in disciplinary matters. E. The County will present a Union package to all new employees represented by the Union at its regularly scheduled orientations. The Union will provide said package to the County in sufficient quantity for distribution. F. Procedures utilized for evaluations of employees shall be those set forth in County policy entitled “Evaluating Employees Performance” dated January 1, 1984.

Personnel Practices. A. The practices of the County will address the specific terms of this Agreement, the Administrative Code, Federal Law and Regulation and Title II of the New Jersey State Statute, as amended. B. Each new employee will be given an employee handbook and afforded the opportunity of an orientation to assist him/her in the performance of his/her duties. Departmental policies issued during the term of this Agreement will be posted on the bulletin boards, and individually provided to employees. It is the responsibility of each employee to know the operational policies of the organization - and failure to know and understand these policies will not be considered valid reason for actions and/or omissions in violation of same. C. The County will promote the concept of upward mobility and in-house promotion, to the extent feasible under Civil Service rules and regulations, by normally posting available job opportunities on bulletin boards. The Employer agrees to post upon the Union bulletin boards all bargaining unit and promotional job vacancies and to mail a copy of such posting to each of the Local Presidents, and to provide a copy to all Shop Stewards. Such postings shall be in a conspicuous manner and shall be permitted to remain on the Union bulletin boards for a period of no less than five (5) days or until such vacancy is filled. Also, notification of such title changes will be given to the Presidents of the respective Locals. Qualified in-house applicants will be afforded the opportunity of an interview, upon their request, and be given preference to available slots. However, the final selection will rest with the hiring/appointing authority in each of these instances, and justification of selection will in no instance be required, except at the written request of the Personnel Director of the County. 1. An employee receiving a one one (1) range promotion will move to the bottom of the new range, or six (6%) percent increase, whichever is greater. If the promotion is two (2) ranges, the percent will be seven (7%) percent; if the promotion is three (3) ranges, the percent will be eight (8%) percent. If the old and new title are on the same range on the negotiated pay system, then the employee will receive a six (6%) percent pay increase upon promotion. Similarly, any employee who is demoted will have a salary reduction based upon those percentages. 2. All employees promoted shall receive evaluations at intervals of 30, 60, and 90 days following the effective date of the promotion. If the employee is found deficient in performing the duties of the higher title, he/she shall be returned to his/her former title, salary, and anniversary date. 3. Upward mobility (moving to a job with a higher pay grade) shall be available without a cut in pay and qualified senior employees, who apply, shall be given first consideration. D. An employee has the right of access to the County’s official personnel file kept for the employee and all records as may be kept by the Employer or his agents, pertaining to the employee, and the Employer shall permit the employee to respond in writing to any document in said file, within six (6) months of its being placed therein. This response shall be attached to the particular document or instrument concerned and be made a permanent part thereof. The Employer agrees to provide the employee with a copy of any document or instrument contained in said files upon the request of the employee. No unsigned document or instrument (except for regular employment records which, by their nature, require no signature) nor any document or instrument of unknown or questionable origin shall be used against any employee in disciplinary matters. E. The County will present a Union package to all new employees represented by the Union at its regularly scheduled orientations. The Union will provide said package to the County in sufficient quantity for distribution. F. Procedures utilized for evaluations of employees shall be those set forth in County policy entitled “Evaluating Employees Performance” dated January 1, 1984.

Personnel Practices. A. The practices of the County will address the specific terms of this Agreement, the Administrative Code, Federal Law and Regulation and Title II of the New Jersey State Statute, as amended. B. Each new employee will be given an employee handbook and afforded the opportunity of an orientation to assist him/her in the performance of his/her duties. Departmental policies issued during the term of this Agreement will be posted on the bulletin boards, and individually provided to employees. It is the responsibility of each employee to know the operational policies of the organization - and failure to know and understand these policies will not be considered valid reason for actions and/or omissions in violation of same. . January 1, 1987 do not receive administrative days. C. The County will promote the concept of upward mobility and in-house promotion, to the extent feasible under Civil Civil L. If a holiday is observed while a full-time employee is on paid annual leave status, he/she will receive holiday pay and the day will not be charged against annual leave credits. If an employee is on paid sick leave, and is absent the day (or scheduled shift/day) preceding or the day following a scheduled holiday, the employee, in order to be compensated for the holiday, must utilize an accrued sick day, in lieu of holiday pay, unless the employee produces a doctor’s note for the illness, in which case the employee will receive the holiday pay. Service rules and regulations, by normally posting available job opportunities on bulletin boards. The Employer agrees to post upon the Union bulletin boards all bargaining unit and promotional job vacancies and to mail a copy of such posting to each of the Local Presidents, and to provide a copy to all Shop Stewards. Such postings shall be in a conspicuous manner and shall be permitted to remain on the Union bulletin boards for a period of no less than five (5) days or until such vacancy is filled. Also, notification of such title changes will be given to the Presidents of the respective Locals. Qualified in-house applicants will be afforded the opportunity of an interview, upon their request, and be given preference to available slots. However, the final selection will rest with the hiring/appointing authority in each of these instances, and justification of selection will in no instance be required, except at the written request of the Personnel Director of the County. 1. An employee receiving a one (1) range promotion will move to the bottom of the new range, or six (6%) percent increase, whichever is greater. If the promotion is two (2) ranges, the percent will be seven (7%) percent; if the promotion is three (3) ranges, the percent will be eight (8%) percent. If the old and new title are on the same range on the negotiated pay system, then the employee will receive a six (6%) percent pay increase upon promotion. Similarly, any employee who is demoted will have a salary reduction based upon those percentages. 2. All employees promoted shall receive evaluations at intervals of 30, 60, and 90 days following the effective date of the promotion. If the employee is found deficient in performing the duties of the higher title, he/she shall be returned to his/her former title, salary, and anniversary date. 3. Upward mobility (moving to a job with a higher pay grade) shall be available without a cut in pay and qualified senior employees, who apply, shall be given first consideration. D. An employee has the right of access to the County’s official personnel file kept for the employee and all records as may be kept by the Employer or his agents, pertaining to the employee, and the Employer shall permit the employee to respond in writing to any document in said file, within six (6) months of its being placed therein. This response shall be attached to the particular document or instrument concerned and be made a permanent part thereof. The Employer agrees to provide the employee with a copy of any document or instrument contained in said files upon the request of the employee. No unsigned document or instrument (except for regular employment records which, by their nature, require no signature) nor any document or instrument of unknown or questionable origin shall be used against any employee in disciplinary matters. E. The County will present a Union package to all new employees represented by the Union at its regularly scheduled orientations. The Union will provide said package to the County in sufficient quantity for distribution. F. Procedures utilized for evaluations of employees shall be those set forth in County policy entitled “Evaluating Employees Performance” dated January 1, 1984.the

Personnel Practices. A. The practices of the County will address the specific terms of this Agreement, the Administrative Code, Federal Law and Regulation and Title II 11 of the New Jersey State Statute, as amended. B. Each new employee will be given an employee handbook and afforded the opportunity of an orientation to assist him/her in the performance of his/her duties. Departmental policies issued during the term of this Agreement will be posted on the bulletin boards, and individually provided to employees. It is the responsibility of each employee to know the operational policies of the organization - organization, and failure to know and understand these policies will not be considered valid reason for actions and/or omissions in violation of same. C. The County will promote the concept of upward mobility and in-house promotion, to the extent feasible under Civil Service rules and regulations, by normally posting available job opportunities on bulletin boards. The Employer agrees to post upon the Union bulletin boards all bargaining unit and promotional job vacancies vacancies, including shift and available permanent days off and to mail a copy of such posting to each of the Local Presidents, Presidents and to provide a copy to all Shop StewardsAFSCME District Council 71. Such postings shall be in a conspicuous manner and shall be permitted to remain on the Union bulletin boards for a period of no less than five ten (510) days days, or until such vacancy is filled. Also, notification of such title changes will be given to the Presidents of the respective LocalsLocal and AFSCME Council 71. Qualified inIn-house applicants who meet the Civil Service qualifications will be afforded the opportunity of an interview, upon their request, and be given preference to available slots. However, the final selection will rest with the hiring/appointing authority in each of these instances, and justification of selection will in no instance be required, except at the written request of the Personnel Director of the County. 1. An When an employee receiving a one (1) range promotion will move is promoted, his/her salary shall be adjusted to the bottom base salary of the new range, grade or six (6%) percent increasea $900.00 increase from his/her current annual salary, whichever is greater. If higher and the promotion is two (2) rangesdate shall become the employee's new anniversary date, the percent will be seven (7%) percent; if the promotion is three (3) ranges, the percent will be eight (8%) percent. If the old and new title are on the same range on the negotiated for pay system, then the employee will receive a six (6%) percent pay increase upon promotion. Similarly, any employee who is demoted will have a salary reduction based upon those percentagespurposes only. 2. All employees promoted shall receive evaluations at intervals of 30, 60, and 90 days following the effective date of the promotion. If the employee is found deficient in performing the duties of the higher title, he/he/ she shall be returned to his/her former title, former salary, (with any negotiated increases) and anniversary date. 3. Upward mobility (moving to a job with a higher pay grade) All employees’ schedules shall be available without posted by the 20th day of each month. In the event the 20th falls on a cut in pay and qualified senior employeesSaturday or Sunday, who apply, shall the schedule must be given first considerationposted on the Friday prior to the 20th. D. An X. Xx employee has the right of access to the County’s 's official personnel file kept for the employee employee, and all records as may be kept by the Employer personnel officer or his agents, supervisor pertaining to the employee, and the Employer shall permit the employee to respond in writing to any document in said file, file within six (6) months of its being placed therein. This response shall be attached to the particular document or instrument concerned and be made a permanent part thereof. The Employer agrees to provide the employee with a copy of any document or instrument contained in said files upon the request of the employee. No unsigned document or instrument (except for regular employment records which, by their nature, require no signature) ), nor any document or instrument of unknown or questionable origin shall be used against any employee in disciplinary matters. E. The County will present a Union package to all new employees represented by the Union at its regularly scheduled orientations. The Union will provide said package to the County in sufficient quantity for distribution. F. Procedures utilized for evaluations of employees shall be those set forth in County policy entitled “"Evaluating Employees Performance” " dated January 1, 1984. G. If an employee's work is suffering due to a personal problem, the employee is encouraged to contact the Office of Personnel, which, in turn, may refer the employee to persons or places where he/she can receive professional help. 1. The responsibility for contacting the Office of Personnel and any subsequent referrals for counseling or in-patient or outpatient treatment is totally on the employee, and any personal agreement which may be developed between the employee and the Employer for the employee to seek such help for the personal problem in lieu of being disciplined for the prior conduct will only be binding on the Employer as long as the employee follows all his/her responsibilities under this personal agreement. H. All employees shall attend all in-service and other special training as designated by the County. A certificate or letter of completion will be put in the employee's personnel file along with a brief description of the material taught. I. LPN's may be granted up to 3 days paid educational training leave per year (with registration fee paid by County); request must be submitted in writing at least 30 calendar days prior to conference and response due back in writing within 10 calendar days of request. J. In addition to the established County's EAP program - An employee may also voluntarily avail themselves of any EAP programs provided by the Union.