POLICY: The Garfield County Sheriff’s Office will adhere to the Garfield County Personnel Manual for most of its general applications.  However, whenever there is a conflict of policies between the two, the Sheriff’s Office Policies and Procedures shall apply.

PURPOSE: To provide the employees of the Garfield County Sheriff’s Office with an understanding of polices and procedures that are unique to the Sheriff’s Office and the law enforcement profession.

METHOD: The Garfield County Sheriff’s Office has adopted the Garfield County Personnel Policies and Procedures since most applications apply to employees of the county as well as employees of the Sheriff.  However, because of certain unique issues that arise as an employee of the Sheriff and the law enforcement profession, sometimes polices conflict or do not exist.  As a result, it is necessary to identify and define those areas that specifically apply to employees of the Sheriff.

Employment Status:  In accordance with C.R.S. 30-10-506, all appointed (sworn) personnel work at “the will” of the Sheriff and those appointments may be revoked at any time.  The Garfield County Sheriff’s Office maintains a “Professional Standards and Discipline” policy to provide equitable treatment and due process for violations of policies and procedures.  However, sworn personnel still maintain an “at will” employment status and may be dismissed by the Sheriff at any time.

Work Schedule:  As employees of a law enforcement agency, the Fair Labor and Standards Act (FLSA) provides for flexibility with respect to working shifts, holidays, weekends, etc.  In the interest of public safety, law enforcement agencies should provide a continuous presence in the community and therefore, their work schedules may be different than other employees.  For all sworn personnel that work shift work, the Garfield County Sheriff’s Office has adopted a 171 hour/28 day schedule, to be worked in 12 hour shifts.  This means that personnel working these shifts must physically work 171 hours within a 28 day pay period before they are eligible for overtime compensation. 

Overtime / Comp Time Pay:  The Garfield County Sheriff’s Office shall pay all premium time at the rate of 1.5 hours per 1.0 hour worked for all non-exempt employees.  No comp time shall be accrued.

Holiday Pay:  All employees working the 171 hr/28 day pay period shall receive, at the beginning of each year, an equivalent number of hours of Holiday Time as is approved by the BOCC for holiday pay for other employees.  These hours may be used as vacation hours and can be used any time within the calendar year, per supervisor approval.  ALL Holiday Time MUST be used within the same calendar year.  They will not be carried over into a new year.  If an employee is separated from employment during the year but has used more Holiday Time than was eligible on the calendar for other employees, the employee shall pay back the excess time taken.  Employees that are hired during the course of the year will receive and equivalent number of holiday hours as are remaining on the calendar for that year.

Change of Address/Phone Number:  All employees shall keep current their physical address, mailing address and home phone numbers with Human Resources.  Any change of address or phone number shall be reported to Human resources within 48 hours of the change.  All POST certified Deputies are also required by POST rules to submit updated information to POST.  POST Form 5 shall be used (available from HR).

Job Simulation Testing:  All sworn employees assigned to the Patrol Division and Detention Division will be required to annually complete the Garfield County Sheriff’s Office job simulation test within that division.  The test administered will be the same test that is administered during the job selection process at that point in time.  Personnel will be notified 2 weeks prior to the test process.  Any employee not able to test on the date specified shall provide written notice to the Undersheriff explaining the reason(s).  Anyone not completing the test as required will be allowed to re-test within 30 days.  Failure to complete the test a second time will result in disciplinary action, including termination.

Performance Evaluations:  In addition to the yearly performance evaluation required by the County, the Garfield County Sheriff’s Office will perform mid-year evaluations on all employees.  Any employee who receives an unsatisfactory evaluation will be placed on a performance plan until the next evaluation period.  Failure to improve the evaluation from an unsatisfactory rating by the next evaluation period may cause re-assignment, demotion or termination. 

Pay Structure:  The Garfield County Sheriff’s Office adheres to the County pay structure which is determined by the Human Resources Dept. and approved by the BOCC.  Pay structure is determined by market analysis and increases in pay are determined by performance as merit pay.  Employees are not compensated as individuals, but based on the job description, with experience and performance as contributing factors.