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Regular-General Government # 36.
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| Board of Supervisors |
Human Resources |
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| Subject |
| Introduce ordinance repealing Chapter 6 of Title 2 of the Yolo County Code regarding the Personnel Merit System, waive first reading, receive public comments, and continue to the September 29, 2020 Board of Supervisors meeting for a second reading and adoption; and adopt resolution approving Personnel Rules and Regulations. (No general fund impact) (Lara/Nunes) |
| Recommended Action |
- Introduce ordinance repealing Chapter 6 of Title 2 of the Yolo County Code regarding the Personnel Merit System, waive first reading, receive public comments, and continue to the September 29, 2020 Board of Supervisors meeting for a second reading and adoption; and
- Adopt resolution approving Personnel Rules and Regulations.
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| Strategic Plan Goal(s) |
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In Support of All Goals (Internal Departments Only) |
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| Reason for Recommended Action/Background |
Currently, the rules and regulations for employees are contained in Memorandum of Understanding (MOU) agreements between the County and a bargaining unit, in Yolo County Code (Code) Chapter 6 of Title 2 (Personnel Merit System) and in Board policy. As MOU provisions supersede County Code, much of the Code only pertains to unrepresented employees. Additionally, as MOU changes were agreed to with bargaining units, it was/is common to extend those same provisions to unrepresented employees in order to maintain consistency among all employees causing the Code to become outdated. The Ordinance (Att. A) will repeal the County’s current Personnel Merit System effective 30 days after passage.
In an effort to keep the rules and regulations up-to-date, streamline the process for doing so, and have a more comprehensive document aligned with current procedures and up-to-date legislation, staff have spent the last seven years developing and refining a new, comprehensive set of Personnel Rules and Regulations (PRR) (Exhibit A in Att. B) designed to replace much of the Code related to employees. Provisions of the PRR that are also contained in a bargaining MOU will not apply to the employee covered by that MOU as the MOU supersedes or prevails. The PRR also does not cover law enforcement due to the unique provisions of the Peace Officer Bill of Rights. The PPR will be effective upon the Ordinance's effective date as set for in the Resolution (Att. B).
The Resolution also provides that going forward, as Board policy is approved or provisions of bargaining unit MOUs are extended to unrepresented employees, the Human Resources Director will be able to easily amend the PRR without further Board action. |
| Collaborations (including Board advisory groups and external partner agencies) |
| County Counsel |
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| Fiscal Impact |
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