Download PDF Packet - Agenda

NUECES COUNTY, TEXAS 

COMMISSIONERS COURT AGENDA 

NOTICE OF PUBLIC MEETING 

January 16, 2013 

The Nueces County Commissioners Court will meet on the above date at 9:00 a.m. in the Commissioners 

Courtroom, 3rd floor, Nueces County Courthouse, 901 Leopard, Corpus Christi, Texas. 

SAMUEL L. NEAL, JR. COUNTY JUDGE 

MIKE PUSLEY COMMISSIONER, PRECINCT NO. 1 

JOE A. GONZALEZ COMMISSIONER, PRECINCT NO. 2 

OSCAR O. ORTIZ COMMISSIONER, PRECINCT NO. 3 

JOE MCCOMB COMMISSIONER, PRECINCT NO. 4 

DIANA T. BARRERA, CLERK OF THE COURT 

INFORMATION ON THE COMMISSIONERS COURT AGENDA 

CONSENT AGENDA: At most meetings, the Commissioners Court establishes a Consent 

Agenda. It consists of those Agenda Items which are routine or non-controversial, and which 

neither a member of the Commissioners Court nor the public has asked to be pulled for 

discussion. Once the Commissioners Court has established the Consent Agenda, Agenda Items 

included on it will be voted upon in one vote, and will not be discussed separately unless 

requested by the County Judge, Commissioner, or a citizen. 

EXECUTIVE SESSION: The Commissioners Court may go into Executive Session to discuss 

those matters listed anywhere on the Agenda or as otherwise permitted by law. 

PUBLIC COMMENT: Members of the public will have the opportunity to address the 

Commissioners Court during this section on any Agenda Item or any subject within its 

jurisdiction except a matter related to pending litigation. Each speaker should sign in on the 

Public Comment Sheet available at the rear of the Courtroom at least five (5) minutes before 

commencement of the Commissioners Court meeting. Speakers should limit their comments to 

two (2) minutes. The County Judge may, if he deems it necessary, limit both the number of 

speakers and the time allotted to each speaker. Under the law, the Commissioners Court may only 

take action on items specifically listed on the Agenda. Subject matter presented which is not part 

of the Agenda will be referred to the appropriate department for review and subsequent action.

Materials submitted during public hearings will not be returned unless prior arrangements have 

been made through the County Clerk, with the approval of the County Judge. At least ten (10) 

copies of any document to be used by any speaker should be available for distribution. The 

speaker’s name and, if applicable, Agenda Item number should be clearly marked on such 

documents. Public Comment for items not on the Agenda will normally be held at the end of the 

meeting. 

ADJOURNMENTS IN MEMORY: The Commissioners Court may adjourn the meeting in 

memory of deceased community leaders, County employees, and other distinguished persons. 

Requests for Adjournment in Memory may be made through any County Commissioner or the 

County Judge. 

AUXILIARY AIDS OR SERVICES: Persons with disabilities who plan to attend this meeting 

of the Commissioners Court, and who may need special assistance, services or auxiliary aids, 

should contact the Office of the Nueces County Judge (361-888-0444) at least forty-eight (48) 

hours ahead of the meeting so that appropriate arrangements can be made. 

1. CALL TO ORDER 

A. County Judge calls for the Invocation. 

B. Pledge of Allegiance to the United States of America and Texas Flags. 

C. County Judge will call roll, note date, time, and location of meeting, and certify a quorum is present. 

D. Present the following Certificate(s) of Recognition: 

1. Charter Bank, 50th Anniversary. 

E. Workshop: 

1. Discuss/review proposed revisions to the Nueces County Civil Service Rules and Nueces County 

Personnel Manual. 

2. PUBLIC COMMENT: This section provides the public the opportunity to address the 

Commissioners Court on any issues within its jurisdiction. The Commissioners Court may not take 

formal action on any requests made during the Public Comment period which are not on the Agenda, 

but can refer such requests to County staff for review if appropriate. 

3. CONSENT AGENDA: The following Agenda Items are of a routine nature, and the Commissioners 

Court has received supporting materials for consideration. All of these Agenda Items will be passed 

with one vote without being discussed separately, unless a member of the Commissioners Court or the 

public requests that a particular Agenda Item be discussed. If so, that Agenda Item will be pulled from 

the Consent Agenda and discussed as part of the regular Agenda at the appropriate time. One vote 

will approve the remaining items on the Consent Agenda. 

A. Authorize payment of bills - manual check registers dated January 8, 2013. 

B. Authorize payment of bills - regular bill summaries dated December 21, 2012; December 28, 2012;

B. Authorize payment of bills - regular bill summaries dated December 21, 2012; December 28, 2012; 

January 4, 2013; and January 11, 2013. 

C. Authorize payment of bills - group health insurance claims and fees - TPA check registers dated 

October 1-31, 2012; November 1-30, 2012; and December 1-31, 2012. 

D. Authorize payment of bills - special motions list dated January 16, 2013. 

E. Approve the monthly revenue reports in accordance with LGC 114.044 - November 2012. 

F. Authorize payment of Pcard purchases for the month of: November 2012. 

G. Approve Personnel Actions of a budgeted nature: 

a. Application Temporary List No. 327. 

b. Frozen List No. 033. 

c. Unfreeze List No. 654. 

d. Personnel Changes reports dated December 28, 2012 and January 4, 2013. 

H. Authorize/Execute a contract for IFB No. 2921-12 Personnel Services with Advance’d Temporaries, 

Inc. 

I. Authorize approval of the Memorandum of Understanding between Nueces County and the Texas 

A&M AgriLife Extension for technical support provided by the Information Technology Department. 

J. Approve the following Tax Deeds and highest minimum bid to date: 

1. Lots 11 and 12, Block 10, and a portion of the alley, Steele Addition, in the amount of $3,000.00. 

2. 2 acres out of Section 125, G. H. Paul, being Lot 28, Fiesta Ranch, unrecorded subdivision, in 

the amount of $3,500.00. 

3. Lot 6, Block 70, West End Addition to Bishop, in the amount of $6,500.00. 


5. Lot 7-a and a portion of Lot 7-b, Block 1, Nueces Acres No. 2 Addition, in the amount of $2,000.00. 

6. Lot 15, Block 4, Flour Bluff Heights, unrecorded subdivision, in the amount of $2,500.00. 



9. Lot 40, Block ‘H’, Don Patricio Subdivision, in the amount of $2,500.00. 

10. Lot 8, Block 5, Flour Bluff Heights, in the amount of $3,000.00. 

11. Lots 7, 8 and 9, Block 4, West End No. 2 Addition to Robstown, in the amount of $1,000.00. 

12. Lot 40, Block 10, Windsor Park Unit 2, in the amount of $13,500.00. 

13. Lot 14, Block 13, Blue Bonnet Addition near Robstown, in the amount of $1,000.00. 

14. The south one-half of Lot 12, Block 2, Suburban Acres Subdivision, in the amount of $2,500.00. 

15. Lot 103, Block 1, Mobile Estates Addition, in the amount of $2,000.00. 

16. Lots 13 and 14, Block 20, Robstown Original Townsite, in the amount of $1,000.00. 

17. Lot 5, Block 1, Petronila Acres Unit 1, in the amount of $1,800.00. 

18. Lot 17-A, Block 5, Highway Village Section 1, in the amount of $8,537.14. 

4. REGULAR AGENDA: 

A. AGENDA ITEMS 

1. Discuss and consider approving the Revised Nueces County Personnel Manual; and, recommend to the 

Nueces County Civil Service Commission that the Commission approve the proposed Revised Civil 

Service Rules. 

2. Receive annual report from Diane Lowrance, Executive Director, on the activities of the Behavioral

2. Receive annual report from Diane Lowrance, Executive Director, on the activities of the Behavioral 

Health Center of Nueces County (formerly MHMR). 

3. Receive updated information on the Regional Transportation Authority's bus service Route 68, for 

Agua Dulce and Banquete, from Carl Weckenmann, RTA Service Development Director, and Martin 

Ornelas, Transportation Coordination Network. 

4. Discuss and consider executing a maintenance contract with Capturion, Inc., for the video marquee at 

the Richard M. Borchard Regional Fairgrounds. 

B. GRANTS 

1. Discuss and consider adopting a Resolution authorizing submission of grant application via "eGrants" 

web site to the Governor's Criminal Justice Division for funding the Juvenile Accountability Block 

Grant Program, also known as the Probation Rules Enforcement Program. 

2. Discuss and consider authorizing the submission of a grant application to the Texas Division of 

Emergency Management for the FY 2013 Emergency Management Performance Grant program. 

3. Discuss and consider authorizing the submission of a grant application to the Texas Parks and Wildlife 

Department for the Texas Recreational Trails Fund. 

C. PURCHASING 

1. Discuss and consider making a finding for the method of procurement (request for competitive bids) 

for Armored Car Service; and authorize the Purchasing Agent to publish a notice. 

2. Discuss and consider the selection of a company to lease a portable terminal building to be located at 

the Nueces County Airport. 

D. AUDITOR 

1. Approve Budget Change Order No. 6 for Fiscal Year 2012-2013. 

2. Discuss and consider reallocation of Capital Project Funds: 

Department 1915 - 2004 CO Capital Projects. 


3. Discuss and consider the request of Judge Brent Chesney to increase the authorized work hours for the 

Associate Judge from 10 hours per week to 15 hours per week. 

5. EXECUTIVE SESSION: PUBLIC NOTICE is given that the Commissioners Court may elect to 

go into an Executive Session anytime during the meeting to discuss matters listed on the Agenda, when 

authorized by the provisions of the Open Meetings Act, Chapter 551 of the Texas Government Code. 

In the event the Commissioners Court elects to go into Executive Session regarding an agenda item, the 

section or sections of the Open Meetings Act authorizing the Executive Session will be publicly 

announced by the presiding officer. In accordance with the authority of the Government Code, 

Vernon’s Texas Codes, Sections 551.071, 551.072, 551.073, 551.074, 551.0745, 551.076, 551.086, 

551.087, the Commissioners Court will hold an Executive Session to consult with attorney(s) including 

matters related to litigation; deliberate regarding real property, prospective gift(s), personnel matters, 

including termination, county advisory bodies, security devices, and/or economic development 

negotiations and other matters that may be discussed in an Executive Session. Upon completion of the 

Executive Session, the Commissioners Court may in an open session take such action as appropriate on 

items discussed in an Executive Session.

A. Consult with County Attorney to discuss claim against Milkins Roofing and related matters. 

B. Discuss and consider property damage claim of Eliberto Reyna. 

6. BOARD APPOINTMENTS: 

A. Nueces County Board of Coastal Parks Commissioners. 

B. Nueces County Emergency Services District No. 3. 

C. County Court at-Law Judge position on the Nueces County Bail Bond Board. 

Adjournment in Memory (upon request)

Commissioners Court - Regular 1. D. 1. 

Meeting Date: 01/16/2013 

Charter Bank, 50th Anniversary 

Submitted By: Tyner Little, Commissioners Court 

Admin 

Department: Commissioners Court Admin 

RECOMMENDATION 

Charter Bank, 50th Anniversary. 

BACKGROUND 

DISCUSSION 

Information

Commissioners Court - Regular 1. E. 1. 


Workshop on Civil Service Rules and Personnel Manual 

Submitted By: Steve Waterman, Commissioners Court 

Admin 



Information 

Discuss/review proposed revisions to the Nueces County Civil Service Rules and Nueces County Personnel Manual. 

BACKGROUND 

DISCUSSION 

personell manual 

Civil Service Rules 

Attachments

___________________________________________________________________________ 


PERSONNEL POLICY MANUAL 

(Approved by the Commissioners Court on January _______, 2013) 

___________________________________________________________________________

Table of Contents 

Table of Contents ...................................................................................................... i 

CHAPTER I – ORGANIZATION.......................................................................... 1 

PURPOSE: ..................................................................................................................................1 

1.00 Purpose ............................................................................................................................1 

CREATION AUTHORITY: .....................................................................................................1 

1.01 Role .................................................................................................................................1 

1.02 Appointment ...................................................................................................................1 

1.03 Duration of Appointment ................................................................................................1 

1.04 Responsibilities ...............................................................................................................1 

1.05 Meetings ..........................................................................................................................2 

1.06 Communications .............................................................................................................2 

DIRECTOR OF HUMAN RESOURCES AND CIVIL SERVICE: .....................................2 

1.07 Appointment ...................................................................................................................2 

1.08 Duties ..............................................................................................................................2 

APPLICABILITY: ....................................................................................................................2 

1.09...........................................................................................................................................2 

PERSONNEL RECORDS: .......................................................................................................2 

1.10 Official Roster .................................................................................................................2 

1.11 Employment Record .......................................................................................................3 

CERTIFICATION: ....................................................................................................................3 

1.12...........................................................................................................................................3 

RULES AND REGULATIONS: ...............................................................................................3 

1.13 Establishment ..................................................................................................................3 

1.14 Amendment of the Rules ................................................................................................3 

CHAPTER II - EMPLOYMENT ........................................................................... 3 

DEFINITIONS ...........................................................................................................................3 

2.01 Applicant .........................................................................................................................3 

2.02 Appointing Authority ......................................................................................................3 

2.03 Job Category ...................................................................................................................3 

2.04 Classification/Reclassification ........................................................................................3 

2.05 Pay Group Evaluation .....................................................................................................3 

2.06 Classified Service ............................................................................................................4 

Table of Contents to Nueces County Personnel Policy Manual Page -i- 

Approved by Commissioners Court on January ______, 2013

2.07 Employment Status .........................................................................................................4 

2.08 Inactive Employee ...........................................................................................................5 

2.09 Break in Service ..............................................................................................................5 

2.10 Probationary Period .........................................................................................................5 

2.11 Termination of Employment ...........................................................................................6 

EMPLOYMENT PROCEDURES: ..........................................................................................6 

2.12 Job Posting ......................................................................................................................6 

EMPLOYMENT PROCEDURES FOR NON-CLERICAL POSITIONS: ..........................6 

2.13 Request To Fill Vacant Positions ....................................................................................6 

2.14 Applications ....................................................................................................................6 

2.15 Pre-Screening and Certification ......................................................................................6 

2.16 Interview of Applicants ...................................................................................................7 

EMPLOYMENT PROCEDURES FOR CLERICAL POSITIONS: ....................................7 

2.17 Exam Roster for Clerical Positions .................................................................................7 

2.18 Performance Tests ...........................................................................................................7 

2.19 Civil Service Register for Clerical Positions ..................................................................7 

2.20 Certification ....................................................................................................................7 

2.21 Re-Examination ..............................................................................................................8 

EMPLOYMENT PROCEDURES FOR LAW ENFORCEMENT POSITIONS: ...............8 

2.22...........................................................................................................................................8 

RETENTION OF RECORDS: .................................................................................................8 

2.23 Certification Lists ............................................................................................................8 

2.24 Applications ....................................................................................................................8 

AGE: ............................................................................................................................................8 

2.25...........................................................................................................................................8 

EDUCATIONAL ATTAINMENT: ..........................................................................................8 

2.26...........................................................................................................................................8 

DISQUALIFICATION OF APPLICANTS AND EMPLOYEES: ........................................8 

2.27...........................................................................................................................................8 

APPLICATIONS NOT TO BE RETURNED: ........................................................................9 

2.28...........................................................................................................................................9 

EMPLOYMENT PHYSICALS: ...............................................................................................9 

2.29 Initial Employment .........................................................................................................9 

2.30 Re-Employment ............................................................................................................10 

2.31 Promotions ....................................................................................................................10 

Table of Contents to Nueces County Personnel Policy Manual Page -ii- 


EMPLOYMENT STATUS: ....................................................................................................10 

2.32.........................................................................................................................................10 

EVIDENCE OF ELIGIBILITY FOR EMPLOYMENT: ....................................................10 

2.33.........................................................................................................................................10 

EQUAL EMPLOYMENT OPPORTUNITY: .......................................................................10 

2.34.........................................................................................................................................10 

PROBATIONARY PERIOD: .................................................................................................10 

2.35.........................................................................................................................................10 

NEPOTISM: .............................................................................................................................11 

2.36 State Law.......................................................................................................................11 

2.37 Appointment of Employees ..........................................................................................11 

2.38 Ineligibility ....................................................................................................................11 

2.39.........................................................................................................................................11 

TRANSFERS: ..........................................................................................................................11 

2.40 Definition ......................................................................................................................11 

2.41 Voluntary ......................................................................................................................12 

2.42 Involuntary ....................................................................................................................12 

2.43 Temporary .....................................................................................................................12 

REASSIGNMENT: ..................................................................................................................12 

2.44.........................................................................................................................................12 

DEMOTIONS: .........................................................................................................................12 

2.45 Definition ......................................................................................................................12 

2.46 Voluntary Demotion .....................................................................................................12 

2.47 Review of Compensable Factors....................................................................................12 

2.48 Reduction in Force ........................................................................................................13 

2.49 Involuntary ....................................................................................................................13 

2.50 Compensation ...............................................................................................................13 

2.51 Promotion Reversal .......................................................................................................13 

PROMOTIONS ........................................................................................................................13 

2.52 Definition ......................................................................................................................13 

2.53 Salary ............................................................................................................................13 

2.54 Notification ...................................................................................................................13 

PERFORMANCE APPRAISAL: ...........................................................................................14 

2.55 Frequency ......................................................................................................................14 

2.56 Record keeping .............................................................................................................14 

2.57.........................................................................................................................................14 

Table of Contents to Nueces County Personnel Policy Manual Page -iii- 


2.58.........................................................................................................................................14 

2.59.........................................................................................................................................14 

REINSTATEMENT: ...............................................................................................................14 

2.60 Definition ......................................................................................................................14 

2.61 Layoff ............................................................................................................................15 

2.62 Voluntary Termination ..................................................................................................15 

2.63 Candidates for Public Office .........................................................................................15 

2.64 Benefit and Salary Restoration for Reinstated Employees ...........................................15 

2.65 Preference......................................................................................................................15 

2.66 Waiver of Probationary Period .....................................................................................15 

RE-EMPLOYMENT: ..............................................................................................................15 

2.67.........................................................................................................................................15 

RESIGNATION: ......................................................................................................................16 

2.68.........................................................................................................................................16 

RETIREMENT: .......................................................................................................................16 

2.69 Eligibility ......................................................................................................................16 

CHAPTER III: POSITION CLASSIFICATION AND PAY ............................ 16 

COVERAGE: ...........................................................................................................................16 

3.00 Non-Exempt and Exempt Employees Classification .....................................................16 

SALARY ADMINISTRATION: ............................................................................................16 

3.01 Base Pay Per Hour ........................................................................................................16 

3.02 Pay Authorization for County Employees ....................................................................16 

3.03 Pay Authorization for Temporary Employees...............................................................17 

3.04 Pay Groups and Steps ...................................................................................................17 

3.05 County Pay Schedule ....................................................................................................17 

3.06 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions ................17 

3.07 Base Pay for Non-Exempt, Law Enforcement Positions ..............................................18 

3.08 Longevity Pay ...............................................................................................................18 

3.09 Red Line Rate................................................................................................................18 

CLASSIFICATION OF NEW APPOINTMENTS:..............................................................18 

3.10 Starting Salary ...............................................................................................................18 

3.11 In-Grade Transfer ..........................................................................................................18 


3.12.........................................................................................................................................18 

3.13 Voluntary Resignations .................................................................................................19 

DEMOTION AND SALARY REDUCTION: .......................................................................19 

Table of Contents to Nueces County Personnel Policy Manual Page -iv- 


3.14 Performance Related .....................................................................................................19 

3.15 Employee Requested .....................................................................................................19 

3.16 Reorganization Salary Adjustment ...............................................................................19 

3.17 Change in Pay Group or from Full-time to Part-Time Status .......................................20 

RECLASSIFICATION OF POSITIONS ..............................................................................20 

3.18 Salary Factors ................................................................................................................20 

REEMPLOYMENT OF FORMER REGULAR EMPLOYEE: .........................................21 

3.19 Reemployment ..............................................................................................................21 

EQUITY ADJUSTMENT: ......................................................................................................21 

3.20.........................................................................................................................................21 

OVERTIME PAY PROCEDURES FOR NON-EXEMPT EMPLOYEES: ......................21 

3.21 FLSA Applies ................................................................................................................21 

3.22 Lunch and Rest Periods.................................................................................................22 

3.23 Compensatory (Comp) Time / Administrative Leave ...................................................22 

3.24 Final Pay For Departing Employees .............................................................................23 

3.25 Holiday Call-Back & Pay ..............................................................................................24 

3.26 Holidays ........................................................................................................................24 

RECORDING WORK TIME .................................................................................................24 

3.27.........................................................................................................................................24 

GENERAL PRACTICES: ......................................................................................................24 

3.28 Overtime will be kept to a minimum ............................................................................24 

3.29.........................................................................................................................................24 

3.30.........................................................................................................................................24 

RECORD KEEPING ...............................................................................................................24 

3.31 Records To Be Kept By Departments and County Auditor ..........................................24 

3.32 Responsibility ...............................................................................................................24 

CHAPTER IV: LEAVES OF ABSENCE: DEFINITIONS ............................... 25 

4.00 “A Day” Defined ...........................................................................................................25 

4.01 Holidays ........................................................................................................................25 

4.02 Hours ..............................................................................................................................25 

4.03 Paid Service ...................................................................................................................25 

4.04 Separation .....................................................................................................................25 

4.05 Sick Leave ......................................................................................................................25 

4.06 Continuous Service .......................................................................................................25 

4.07 Eligible Employee .........................................................................................................25 

4.08 Present Employment .....................................................................................................25 

4.09 Vacation ........................................................................................................................26 

Table of Contents to Nueces County Personnel Policy Manual Page -v- 


4.10 Vacation Credit .............................................................................................................26 

GENERAL PROVISIONS ......................................................................................................26 

4.11 Entitlement ....................................................................................................................26 

4.12 Appointing Authority Designates Time of Leave .........................................................26 

4.13 Submission of Requests ................................................................................................26 

4.14 Medical Statements for Confirmation of Sick Leave ....................................................26 

4.15 Medical Release ............................................................................................................26 

RESIGNATION UPON FAILURE TO RETURN AFTER LEAVE:.................................27 

4.16 Automatic Termination .................................................................................................27 

4.17 Disciplinary Action .......................................................................................................27 

VACATION: ............................................................................................................................27 

4.18 Employees Who May Earn Vacation ............................................................................27 

4.19 Computation of Vacation ..............................................................................................27 

4.20 Priorities for Granting Vacation, Vacation Schedules, Holidays ..................................28 

4.21 Carry Over of Accumulated Vacation Credit ................................................................28 

4.22 Vacation Planning .........................................................................................................28 

4.23 Separation from County Service ...................................................................................28 

SICK LEAVE: ..........................................................................................................................29 

4.24 Computation of Sick Leave...........................................................................................29 

4.25 Use of Sick Leave .........................................................................................................29 

4.26 Sick Leave Practice .......................................................................................................29 

4.27 Cancellation of Sick Leave Credits ...............................................................................30 

4.28 Compensation For Unused Sick Leave / and Workers Compensation .........................30 

LEAVE WITHOUT PAY: ......................................................................................................31 

4.29 General Provisions ........................................................................................................31 

COMPULSORY LEAVE: .......................................................................................................32 

4.30 Compulsory Leave ........................................................................................................32 

COURT LEAVE: .....................................................................................................................32 


4.32 Court Leave Limitations ...............................................................................................32 

4.33 Court Leave Compensation ...........................................................................................32 

MILITARY LEAVE:...............................................................................................................33 


4.35 Military Leave Limitation .............................................................................................33 

FUNERAL LEAVE: ................................................................................................................33 

4.36 Allowance. .....................................................................................................................33 

4.37 Limits. ............................................................................................................................33 

Table of Contents to Nueces County Personnel Policy Manual Page -vi- 


COMPENSATORY TIME OFF: ...........................................................................................33 

4.38.........................................................................................................................................33 

FAMILY AND MEDICAL LEAVE: .....................................................................................33 

4.39.........................................................................................................................................33 

4.40 Lunch and Rest Periods: ...............................................................................................37 

CHAPTER V: STANDARDS OF CONDUCT .................................................... 37 

INTENT: ...................................................................................................................................37 

5.00.........................................................................................................................................37 

NON-DISCRIMINATION: .....................................................................................................37 

5.01.........................................................................................................................................37 

GIFTS: ......................................................................................................................................38 

5.02.........................................................................................................................................38 

PERSONAL APPEARANCE AND JOB CONDUCT: ........................................................38 

5.03.........................................................................................................................................38 

USE OF COUNTY-OWNED PROPERTY: ..........................................................................38 

5.04.........................................................................................................................................38 

CONFIDENTIALITY: ............................................................................................................39 

5.05.........................................................................................................................................39 

OFFICE DONATIONS, POLITICAL CONTRIBUTIONS ................................................39 

5.06 Restrictions ....................................................................................................................39 

OUTSIDE EMPLOYMENT: ..................................................................................................40 

5.07.........................................................................................................................................40 

SEXUAL HARASSMENT: .....................................................................................................40 

5.08.........................................................................................................................................40 

PUBLIC STATEMENTS BY COUNTY EMPLOYEES: ....................................................41 

5.09.........................................................................................................................................41 

DISCLOSURE OF INTEREST: ............................................................................................41 

5.10.........................................................................................................................................41 

GRIEVANCE PROCESS: ......................................................................................................42 

5.11 Utilization .....................................................................................................................42 

Table of Contents to Nueces County Personnel Policy Manual Page -vii- 


CHAPTER VI: REDUCTION IN FORCE: ........................................................ 42 

LAYOFF: ..................................................................................................................................42 

6.00.........................................................................................................................................42 

6.01.........................................................................................................................................43 

ORDER OF LAYOFF: ............................................................................................................43 

6.02.........................................................................................................................................43 

LAYOFF RATINGS: ...............................................................................................................43 

6.03 Competition ..................................................................................................................43 

6.04 Seniority for Layoff Purposes .......................................................................................43 

DEMOTION IN LIEU OF LAYOFF: ...................................................................................44 

6.05.........................................................................................................................................44 

CHAPTER VII: PROGRESSIVE DISCIPLINE/TERMINATION ................. 44 

GENERAL PROVISIONS: .....................................................................................................44 

7.00 Purpose ..........................................................................................................................44 

7.01 Suspensions, Demotions, Removal ...............................................................................44 

7.02 Calls for Suspension, Demotion, or Removal ...............................................................44 

TYPES OF DISCIPLINARY ACTION:................................................................................46 

7.03 Verbal Reprimand, First and Second Level Discipline .................................................46 

7.04 Third Level of Discipline ..............................................................................................46 

7.05 Documentation of Disciplinary Action .........................................................................47 

CHAPTER VIII: GRIEVANCE AND APPEALS: ............................................. 48 

ELIGIBILITY TO APPEAL: .................................................................................................48 

8.00.........................................................................................................................................48 

GRIEVANCE PROCEDURE:................................................................................................48 

8.01 Generally .......................................................................................................................48 

APPEAL TO THE CIVIL SERVICE COMMISSION:.......................................................49 

8.02 Persons Qualified to Appeal; Time to Appeal ..............................................................49 

CONDUCT OF HEARING: ...................................................................................................50 

8.03 Procedures .....................................................................................................................50 

INVESTIGATION:..................................................................................................................50 

8.04.........................................................................................................................................50 

INSPECTION: .........................................................................................................................50 

Table of Contents to Nueces County Personnel Policy Manual Page -viii- 


8.05.........................................................................................................................................50 

AMENDMENT OF CHARGES: ............................................................................................50 

8.06.........................................................................................................................................50 

FAILURE TO ANSWER: .......................................................................................................51 

8.07.........................................................................................................................................51 

MAXIMUM PERIOD OF SUSPENSION: ............................................................................51 

8.08.........................................................................................................................................51 

FINDING AND DECISION:...................................................................................................51 

8.09.........................................................................................................................................51 

RECORD FILED: ....................................................................................................................51 

8.10.........................................................................................................................................51 

TIME LIMITS OF THE GRIEVANCE AND/OR APPEAL PROCEDURES: ................52 

8.11.........................................................................................................................................52 

CHAPTER IX OTHER POLICIES AND RULES APPLICABLE TO 

COUNTY EMPLOYEES ............................................................................ 52 

9.00.........................................................................................................................................52 

9.01.........................................................................................................................................52 

9.02.........................................................................................................................................52 

9.03.........................................................................................................................................52 

9.04.........................................................................................................................................52 

9.05.........................................................................................................................................52 

9.05.........................................................................................................................................52 

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PURPOSE: 

CHAPTER I – ORGANIZATION 

1.00 Purpose. Effective with the adoption of this document as the "OFFICIAL COUNTY 

PERSONNEL MANUAL", the Nueces County Commissioners Court establishes the rules and 

regulations herein as the standard county policy for personnel functions. 

These personnel rules and regulations are hereby adopted, and must be interpreted, in conjunction 

with the applicable provisions, of any of the following: 

a. any specifically applicable provisions duly and properly adopted by the Nueces County 

Civil Service Commission; and, 

b. any specifically applicable provision of a duly and properly approved labor agreement 

authorized and approved pursuant to Chapter 174, Texas Local Gov’t Code; and, 

c. any other specifically applicable provision imposed by law or regulation, compliance with 

which takes precedence over the provisions of this personnel policy manual. 

CREATION AUTHORITY: 

1.01 Role: The Commissioners Court is the legally authorized elected body that provides oversight 

for the operation of the Nueces County, Texas. By order of this body, on December 4, 1991, the 

Nueces County Personnel Office was created, now referred to as the Human Resources Office. 

1.02 Appointment: The Commissioners Court appoints the Director of Human Resources to serve 

at the discretion of this governing body and to implement the policies and procedures of this manual. 

1.03 Duration of Appointment: The duration of the appointment of the Director of the Human 

Resources Office shall remain commensurate with the will of the Commissioners Court. 

1.04 Responsibilities: The Director of the Human Resources Office has the responsibility to 

develop and recommend to the county governing body a system of personnel rules that provide for 

the following: 

a. Selections and classifications of employees; 

b. Competitive examination; 

c. Promotions, seniority, and tenure; 

d. Layoffs and dismissals; 

e. Disciplinary action; 

f. Grievance procedure and other procedural and substantive rights of employees; and 

g. Other matters having to do with selection of employees and their advancement, rights, 

benefits and working conditions. After approval of the same by the governing body, the 

Director of the Human Resources Office has the responsibility to enforce same. 

Nueces County Personnel Policy Manual Page -1- 

Approved by Commissioners Court on January _____, 2013

1.05 Meetings: At the discretion of the Commissioners Court, the Director of the Human Resources 

shall attend meetings of the Commissioners Court as determined by need for his/her subject 

expertise. Also, at the direction of the Commissioners Court, the Director of the Human Resources 

shall attend any other meeting(s) as may be necessary. 

1.06 Communications: All formal communications and requests for personnel service to the 

Director of the Human Resources shall be made in writing. Subsequent personnel actions requiring 

the Commissioners Court approval will be forwarded to the governing body as expediently as 

possible. Records of these communications will be maintained by the Director of Human Resources. 

DIRECTOR OF HUMAN RESOURCES AND CIVIL SERVICE: 

1.07 Appointment: The Director of the Human Resources is appointed by the Commissioners 

Court. As an additional duty, the Director of the Human Resources may also be appointed by the 

Civil Service Commission to serve as Secretary for the Civil Service Commission. 

1.08 Duties: The Director of Human Resources will provide staff support to the Civil Service as 

may be necessary to record and maintain the minutes of the commission. Also, if approved by the 

Civil Service Commission, the Director of Human Resources will be the Chief Examiner for the 

Civil Service Commission and will provide staff support for the day to day functions of said 

Commission. The Director of Human Resources shall also, by direction and approval of the County 

Commissioners Court, perform the following duties: 

a. Be the general manager of the Human Resources Department and Civil Service and be 

responsible for the direction of the work and the staff of this department. 

b. Administer a broad personnel program which includes, but is not limited to: 

APPLICABILITY: 

1) recruitment and examination of applicants 

2) classification of positions 

3) employee information and counseling 

4) in-service training 

5) performance appraisal system 

6) leaves of absence 

7) maintenance and development of personnel standards and programs 

8) any other task(s) or projects as may be directed by the Commissioners Court. 

1.09 The personnel policies prescribed herein apply to all employees of the county. 

PERSONNEL RECORDS: 

1.10 Official Roster: The Director of Human Resources shall maintain an official roster containing 

the names, job title, or code, salary, ethnicity, hire date, disability, and department of all employees 



holding positions in the Nueces County Government. 

1.11 Employment Record: The Director of Human Resources shall also maintain a complete 

employment record of all employees holding positions in the service of Nueces County. This record 

will include all personnel actions, personal employment data, benefit information, and education 

courses or seminars attended hereafter the effective date of this policy. 

CERTIFICATION: 

1.12 The Director of Human Resources shall certify to the county auditor the name and date of 

appointment of each person employed by Nueces County. Within this certification shall be 

information that identifies all employees serving under civil service. 

RULES AND REGULATIONS: 

1.13 Establishment: The rules governing the management of personnel functions in the county 

become effective on the date of adoption by the Commissioners Court. 

1.14 Amendment of the Rules: Amendment to any rule herein may be made at any legally 

constituted meeting of the Commissioners Court at the discretion of said body. County departments 

are encouraged to submit recommended changes to the Director of Human Resources who will 

summarize and inform the Commissioners Court of all recommendations. The printing of all rules 

and subject amendments shall be the responsibility of the Director of Human Resources who will 

insure distribution to all departments. 

DEFINITIONS 

CHAPTER II - EMPLOYMENT 

2.01 Applicant: This term includes any person who has completed an application for employment 

for a specific position for which the Nueces County Human Resources Department is recruiting 

applicants. 

2.02 Appointing Authority: The Chief Executive Officer of a department, board, commission of 

Nueces County, or the Commissioners Court, that has authority to appoint employees for which a 

position has been budgeted and approved for hire by the county governing body. 

2.03 Job Category: A job category consists of a group of jobs, regardless of department, which 

have similar duties and responsibilities and have similar requirements regarding education, 

experience, knowledge skills and abilities. All jobs in Nueces County will fall into one of three 

categories; "clerical", "non-clerical", and "law enforcement" (see glossary of terms for definitions). 

2.04 Classification/Reclassification: Classification is the actual process of evaluating the structure 

of jobs so that they may be arranged into classes or pay groups which are charted and serviced by the 

county pay system. When there is a departmental reorganization or substantial change in the duties, 

responsibilities, or market factors of a position, the Commissioners Court may reclassify that 

position to an appropriate job classification. All classification actions must be approved by the 

Commissioners Court. 

2.05 Pay Group Evaluation: Pay Group Evaluation is a process used to review the compensable 



factors of jobs in order to determine their level in the pay structure of Nueces County. The 

Commissioners Court is the only authority which can direct a pay group evaluation of any position. 

Upon request of the respective appointing authority, the Court may direct such study be done prior to 

the adoption of the annual budget or otherwise, but not more frequently than once per budget year for 

any one position. 

2.06 Classified Service: This term denotes the status of all regular full-time and regular part-time 

employees of the County that are identified as "employees under civil service" in accordance with the 

orders adopted by the Civil Service Commission. 

The term also includes any employee who is on an authorized leave of absence and whose position is 

being held by the Department for the employee's return. 

However, this term excludes all temporary employees whether full-time or part-time. 

2.07 Employment Status: 

a. Regular Employee: An employee filling a position that is annually budgeted and 

approved by the Commissioners Court as a "REGULAR POSITION" eligible for 

employee benefits as mandated by said court. Benefits available to regular employees are 

determined by the level of utilization defined at the time of authorization. (see chapters 3 

and 4 for more on employee benefits) 

1. Regular, full-time - non-law enforcement employees filling positions authorized 

with utilization levels of 1664 hours or more per year. Full-time law enforcement 

employees fill positions authorized at a utilization level of 2223 hours per year. 

Regular, full-time employees are eligible for full life and health insurance benefits 

and leave benefits prorated on the authorized utilization level. (100% = 2080 hours 

per year for non-law enforcement and 2223 for law enforcement) 

2. Regular, part-time - employees working in non-law enforcement positions 

authorized by Commissioners Court with a utilization level of less than 1664 hours 

per year. Employees are eligible for leave benefits prorated on the authorized 

utilization level by Commissioners Court. Additionally, in accordance with the 

requirements of the TCDRS guidelines, retirement benefits must be made available 

in positions budgeted for 900 hours or more per year. 

Temporary Employee: An individual employed by the County to perform a job for a limited 

period of time. All temporary employee positions must be approved by the 

Commissioners Court on a case by case basis, and persons hired to fill said temporary 

positions are not eligible for any employee benefits. Expenditures for this type of 

employee will only be approved when usual management alternatives (such as 

redistribution of job duties, flexible scheduling and short-term reassignment of regular 

employees) have been exhausted. 

Departments requesting temporary employees may do so by submitting a NCF-1 (personnel 

action request form) addressed to the Commissioners Court through the Human Resources 

Department. Appropriate funding documentation must accompany the request and be 

approved prior to any work being done. 

For Contract personnel, departments must submit the Request for Contract Personnel form 



through the Human Resources Department for Commissioners Court approval. Along with 

the request, a completed Nueces County Purchase Order must be attached. No contract 

personnel may be hired until the purchase order is processed. 

The following requirements apply to requests for any temporary worker whether through 

contract or otherwise: 

1. The authorization for each temporary position may not exceed ninety (90) calendar 

days for each position requested. Requests to extend the authorization of the 

position for successive ninety (90) day periods are to be submitted to Commissioners 

Court in conformance with all provisions of this section to include the original date 

of authorization. (Only when an employee is replacing a regular employee on 

workers comp or leave without pay or for other reasons approved by Commissioners 

Court may a temporary position be authorized to exceed more than 270 consecutive 

calendar days from the date of original authorization.) 

2. A specific list of tasks that will be performed by each temporary employee and the 

expected time (in work-hours) required to accomplish each task during the term of 

employment. In submitting requests to extend the authorization of a temporary 

position, a report of progress-to-date on the original list of tasks is required. 

3. A reference to the department's approved budget for temporary or contract salary 

expenditures in the current year. In cases of non-budgeted emergency requests, 

departments must explain the reason for the emergency and why it could not be 

anticipated during the previous budget planning cycle. For example, departments 

may request temporary hire to accomplish tasks generated by legislative action that 

may have occurred after the budget was approved. In such cases, the department 

may simply cite the respective authority including the legislative bill number and the 

appropriate session number, along with a list of resultant tasks which will be 

accomplished by the temporary hire. 

4. Availability of funds for all requests submitted must be confirmed by each 

department with the county auditor prior to forwarding same to the Director of 

Human Resources. In the event that insufficient funds remain in that department's 

budget to cover temporary requirements, the request should be properly documented 

and labeled "NON-FUNDED REQUEST", then forwarded to the Director of Human 

Resources for processing. 

5. This policy for temporary hire herein defined in Chapter II, paragraph 2.07, 

subparagraphs b(1-5) above, is not intended to allow any department to violate any 

law regarding the employment of temporary hire or any other employee of Nueces 

County. In event of conflict between this policy and any law pertaining thereto, the 

full provisions and intent of the law shall prevail. 

2.08 Inactive Employee: An employee who is on an approved leave of absence without pay, in 

excess of 31 continuous days. Benefits do not accrue during this period of time. 

2.09 Break in Service: Any approved leave of absence that is in excess of 31 continuous days 

without pay. 

2.10 Probationary Period: The first six months of continuous employment or re-employment with 



the County, for all regular full-time employees and regular part-time employees. During this period 

of time, the employee must demonstrate ability to satisfactorily perform the duties required. Failure 

of the employee to perform satisfactorily during the probationary period will result in dismissal 

without the right to appeal through the county grievance process. 

2.11 Termination of Employment: The discontinuation of an employee's service with the County 

as a result of a resignation, dismissal, reduction in force, retirement or death. 

EMPLOYMENT PROCEDURES: 

2.12 Job Posting: The Human Resources Department, upon receipt of a personnel requisition, will 

post an announcement for each job vacancy for a period of at least seven (7) calendar days, except as 

noted in the provision of paragraph 2.15, where the appointing authority desires to fill a position 

from an existing certification list. For frequently recruited job classifications which occur in more 

than one county department, the Human Resources Department may accept applications from noncounty 

employees on a continuous basis. However, to facilitate the internal recruitment process, all 

vacancies will be announced to current regular employees when announcements are authorized by 

the Commissioners Court. The announcement will include the title, job code/class, starting pay 

group for the position, closing date for applications, job summary, qualifications, plus any special 

physical requirements or performance tests that apply. Posting will be in a conspicuous place in each 

County department and may be posted with other organizations outside of the County as appropriate 

to increase applicant flow. However, for an initial seven (7) calendar day period, the announcement 

will be posted only within the county system to allow priority to regular county employees. A 

"volunteer employee" who has served in a specific position for which there is a vacancy, for 1040 

hours or more during the previous year, and who has written certification from an appointing 

authority confirming this 1040 hours of training on the job, may also apply through the internal 

announcement process. Appointing authorities may request simultaneous posting and recruitment of 

both, internal and external applicants for positions exempted from Civil Service. All posting and 

recruitment for "Department Director" appointments that require a majority vote by the 

Commissioners Court, will run simultaneous for both internal and external applicants. 

EMPLOYMENT PROCEDURES FOR NON-CLERICAL POSITIONS: 

2.13 Request To Fill Vacant Positions: Each Elected Official/Department Head must submit a 

personnel action "Nueces County Form 1 (NCF-1)" to the Human Resources Department with the 

necessary specifications of the vacancy. For the convenience of county departments, a supply of 

NCF-1 forms will be maintained in the Human Resources Office. The Director of Human Resources 

will then process the completed form through the Auditor's office to the Commissioners Court for 

approval. Given such approval by the Commissioners Court, the Director of Human Resources will 

then forward to that department head, a list of eligible applicants to fill the position. 

2.14 Applications: Applications for non-clerical jobs are only accepted for positions for which the 

county is currently recruiting. Individuals wishing to apply for an open non-clerical position must 

submit a completed Nueces County Form 2 (NCF-2, "Employment Application"), and any other 

documents required by the announcement, prior to the closing date for each position for which they 

wish to be considered. Resumes will be accepted in addition to the completed application. 

2.15 Pre-Screening and Certification: To insure that minimum qualifications are met, each 

application for each position will be pre-screened (and tested when applicable) by the Human 



Resources Department and the top ten (10) applicants will be referred to the appointing department 

in the form of a "CERTIFIED LIST of NON-CLERICAL APPLICANTS." These certification lists(s) 

will be active for 90 days and will rank applicant credentials (and scores when applicable) from 

higher to lower. If the appointing authority does not select an applicant from the list, written 

justification must be submitted to the Human Resources Department after which a new list will be 

provided to the Elected Official/Department Head. Vacancies that occur in positions for which the 

current certified list offers qualified applicants may be filled from the current list(s). The new 

certification list will include all applicants who have been certified since the previous list. The prescreening 

and certification process stated herein will not apply to temporary positions, nor to 

positions such as the County Agriculture Extension Agent, wherein a state agency or other source 

provides for pre-screening and certification. 

2.16 Interview of Applicants: Elected officials/department heads will be responsible for deciding 

whom to interview from the list of certified applicants that is provided by the Human Resources 

Department. Final selection for each position will be made from this list of applicants. If there is 

more than one position vacancy in the same class that is being recruited, the appointing authority 

may select applicants from the same list. 

EMPLOYMENT PROCEDURES FOR CLERICAL POSITIONS: 

2.17 Exam Roster for Clerical Positions: Any individual wishing to apply for a clerical position 

with Nueces County must take the Civil Service Examination. A roster of individuals scheduled to 

take the next exam will be maintained by the Human Resources Department. Persons wishing to 

have their name placed on this list must contact the training section of the county Human Resources 

Department. 

2.18 Performance Tests: Applicants are eligible to take any other relevant performance tests once 

they have passed the initial Civil Service examination. Other performance tests could include a 

typing test, a test of communication skills, computer skills, or any other combination of essential 

performance factors. All applicants that take the Civil Service Examination are required to complete 

an application for employment (NCF-2). For the convenience of all county departments, the Director 

of Human Resources will maintain an adequate supply of NCF-2 forms. 

2.19 Civil Service Register for Clerical Positions: The name of each clerical position applicant 

who takes the civil service exam will be placed on the County Register in order of ranking. 

Individual position ranking on the register will be based on evaluation of the civil service exam 

score, performance test scores, past experience and the education level of each applicant. County 

employees are given preferential treatment by having an additional 5 points added to their overall 

score. Scores on the County Register are good for a three year period provided the application is 

renewed as specified in Section 2.24. 

2.20 Certification: A "CERTIFIED LIST OF CLERICAL APPLICANTS" who are eligible for 

appointment will be presented in groups of ten (10), to any department head who so requests. If the 

appointing authority does not select an applicant from the list, written justification must be submitted 

to the Human Resources Department after which a new list will be provided to the Elected 

Official/Department Head. If more than one position in the same class is available and has been 

included on the personnel requisition, the appointing authority may select applicants from the same 

list. Certification lists will be active for 90 days. When new lists are requested, they will be merged 

with any old lists that have not expired. 



2.21 Re-Examination: Applicants may only take the Civil Service Examination two times within a 

12 month period. Request for exception to this rule must be submitted in writing to the Director of 

Human Resources. 

EMPLOYMENT PROCEDURES FOR LAW ENFORCEMENT POSITIONS: 

2.22 In addition to all the procedures required for non-clerical positions in paragraphs 2.12 through 

2.16, all county law enforcement applicants must also meet the requirements of the "Texas 

Commission on Law Enforcement Officer Standards and Education Act" (TCLEOSE). 

RETENTION OF RECORDS: 

2.23 Certification Lists: All, certification lists will be retained by the Director of Human 

Resources for a period of twelve (12) months and thereafter destroyed. 

2.24 Applications: All applications for employment will be destroyed after being on file for twelve 

(12) months. Any applicant who wishes to receive further consideration for employment is required 

to re-submit a new application. 

AGE: 

2.25 No person shall be eligible for employment in Nueces County, nor shall any applicant be 

admitted to an open examination therein, who is less than eighteen (18) years of age, provided, 

however, that the Commissioners Court may change this age limit at its discretion. In the case of 

applicants for law enforcement positions, the age criteria prescribed by the "Texas Commission on 

Law Enforcement Officer Standards and Education Act" will be enforced by the county. 

EDUCATIONAL ATTAINMENT: 

2.26 All applicants that are selected for positions which require education above the high school 

level will be required to provide official transcripts from the college(s) or universities they attended. 

New hires for positions that require special training or licensing must also provide satisfactory 

evidence of completion of the prescribed requirement(s). 

DISQUALIFICATION OF APPLICANTS AND EMPLOYEES: 

2.27 Any falsification or misrepresentation of facts, or failure to report pertinent data on the 

application form shall be cause for disqualification or just cause for dismissal. An applicant may also 

be disqualified from employment and/or advancement consideration for the following reasons: 

a. Any employee may be disqualified from promotions for a minimum period of 90 days, 

when the employee makes a misrepresentation of facts or fails to report pertinent data on 

the application for promotion or any other document(s), or; 

b. Lacks the minimum qualifications, or; 

c. Is physically unable to perform the full range of job duties of the position to which the 

applicant seeks appointment, and which he or she would be unable to perform after 

reasonable modifications/accommodations to the job site or requirements were 

considered, or; 



d. Is a habitual user of intoxicating beverages to excess, or the use of morphine, cocaine, or 

other illegal drugs, or other substances that may cause unnatural affects which may affect 

one's working ability, or where any of the above items violate the law, or; 

e. Has been convicted of a felony or a criminal offense involving moral turpitude. The word 

convicted shall be construed to mean a conviction by a verdict, by plea of guilty, or nolo 

contendere upon a judgment of the court, a jury having been waived, without regard to 

subsequent disposition of the case or suspension of sentence, probation, deferred 

adjudication, pre-trial diversion, or otherwise. The words moral turpitude shall be 

construed to mean any act of baseness, vileness or depravity, or any act done contrary to 

justice, honesty, modesty, or good morals, or any act done with deception or through 

corrupt motives, or; 

f. Has used or attempted to use any personal or political influences to further eligibility or 

appointment, or; 

g. Has intentionally made a false statement to any official body of the county, regarding a 

material fact, or; 

h. Has practiced or attempted to practice any deception or fraud in his/her application or 

examination, or in securing his eligibility or appointment, or; 

i. Has been disqualified within the past three years from the same or any other county 

examination or removed from a position under circumstances which in the opinion of the 

Commissioners Court render him/her equally unfit for the position for which he/she 

applies, or; 

j. Has been convicted of a felony committed in the furtherance of, or while participating in a 

civil disorder, or; 

k. Has been unable to be contacted after a reasonable amount of effort (as may be 

determined by the appointing authority), or has failed to appear for an interview or has 

declined an interview or job offer, or; 

l. Has indicated through clear actions or words an inability to attend work on a regular basis, 

or; 

m. Information garnered through reference checks discloses a valid basis for rejection. 

APPLICATIONS NOT TO BE RETURNED: 

2.28 Applications and any attachments whether accepted or rejected, are the property of Nueces 

County and shall not be returned to the applicant or any representative. 

EMPLOYMENT PHYSICALS: 

2.29 Initial Employment: Prior to final selection for certain positions, a physical examination will 

be required to ensure that the applicant meets the physical requirements of the position as stated in 

the job description. The physical will be conducted at a medical facility designated by the 



Commissioners Court. Applicants that fail to pass the physical examination will not receive further 

consideration for employment. Positions requiring employment physicals will be identified to the 

Human Resources Department by the responsible appointing authority submitting the personnel 

action request (NCF-1). Prior to directing any applicant to submit to physical examination, the 

appointing authority must offer that individual the position for which he/she has applied. 

Prior to employment, applicants for positions in any Nueces County Law Enforcement agency must 

also submit to a psychological evaluation by a provider designated by the Commissioners Court. 

2.30 Re-Employment: Any applicant who is being reappointed to serve in a position that requires a 

pre-employment physical is required to take a physical examination if the break in service has 

exceeded six months. 

2.31 Promotions: Any county employee who applies for a promotion that requires specific physical 

attributes, and is offered the position in accordance with the provisions of the Americans With 

Disabilities Act, must pass a physical examination (if required by the appointing authority) prior to 

entering the new position. Failure to pass the physical will be grounds for disqualification. 

EMPLOYMENT STATUS: 

2.32 Upon completing his/her probationary period in accordance with the provisions of paragraph 

2.35, each employee will be classified as a "REGULAR FULL-TIME OR PART-TIME" employee 

unless otherwise specified at the time of hiring. 

EVIDENCE OF ELIGIBILITY FOR EMPLOYMENT: 

2.33 All new hires must complete an I-9 form and submit any additional documentation required for 

employment prior to assuming duties in any county department. These documents must verify the 

individual's legal status for work in the United States. All new hires must be processed through the 

Nueces County Human Resources Department on their first day of employment, in order to comply 

with the Immigration Reform and Control Act. 

EQUAL EMPLOYMENT OPPORTUNITY: 

2.34 It is the County's policy to provide equal employment opportunities to all applicants and 

employees without regard to race, color, religion, sex, age, national origin, citizenship, handicap, or 

political affiliation. 

PROBATIONARY PERIOD: 

2.35 Each individual who becomes employed or reemployed with Nueces County serves a six 

month probationary period. The probationary period does not include time served as: 

a. a temporary employee; 

b. periods of absence of five days or longer during the probationary period, in which case the 

probationary period would be extended by the same number of days, or; 

c. seasonal employment. 



During the probationary period, the employee serves at the discretion of the elected 

official/department head and may be separated "at will" from employment at any time prior to 

completion of such probationary period. If employees are dismissed during the probationary period, 

no cause need be cited and no access to the grievance procedure is allowed. Employees dismissed 

during the probationary period are removed from any eligible lists, and cannot be certified to other 

departments for vacancies as specified in Section 2.20. However, exception can be made for an 

employee who fails to complete a probationary period because of illness or other cause for which the 

appointing official does not wish to disqualify the individual from certification. In such cases, that 

probationary employee may return to work and complete the probationary period so long as the total 

period spent on probation does not exceed six months, and so long as the vacancy in which the 

individual was serving the probation is still open. 

NEPOTISM: 

2.36 State Law: A person shall not be hired in a manner that would violate state laws against 

nepotism or any local rules that have been passed prohibiting nepotism. Elected 

Officials/Department Heads or their appointees are prohibited from evading nepotism rules by 

trading favors in appointing relatives for each other. Such trading is prohibited by State Law and 

constitutes grounds for immediate removal from office. 

2.37 Appointment of Employees: Elected Officials/Department Heads or other County officials 

may not appoint or supervise any person related to them within the second degree by affinity 

(marriage) or within the third degree by consanguinity (blood). 

2.38 Ineligibility. No person related within the second degree of affinity or within the third degree 

of consanguinity to any County employee shall be hired, transferred, assigned, reassigned or 

reinstated to a position in the same Chain of Supervision in which said person is employed. 

2.39 Employees who are married either legally or through common law may continue employment 

as long as it does not result in any of the above situations. If the conditions prohibited in the other 

paragraphs of this policy should occur, the employees affected will be given 60 days to seek other 

employment within the County. At the conclusion of 60 days, the employees will be given the option 

to determine which of them will resign, if a suitable position has not been found within the County. 

Termination of a marriage by divorce or the death of a spouse terminates relationships by 

affinity created by that marriage, unless a child of that marriage is living, in which case the marriage 

is treated as continuing to exist; as long as a child of that marriage lives. 

The CHAIN OF SUPERVISION is defined as all management and supervisory positions in a 

major division of a department, beginning with the head of the division and flowing downward 

through the organization. Any personnel action that changes the established chain of supervision in 

any department, or which effects position/job class management, must be submitted through the 

Director of Human Resources for approval by Commissioners Court. 

TRANSFERS: 

2.40 Definition: A transfer is the movement of an employee from one department to another 

department. Such a transfer is subject to the approval of county governing body and must be 

requested through the Director of Human Resources on a personnel action form (NCF-1) by the 

appointing authority. A form NCF-1 must also be submitted by the department that is losing the 



employee. 

2.41 Voluntary: Transfers may be made at the employee's request. A request for such transfer shall 

meet the following criteria: 

a. be on a form furnished by the county Human Resources (NCF-1); 

b. be signed by the employee and the receiving appointing authority. 

c. must be signed by the transferring authority. 

2.42 Involuntary: Subject to appeal through the grievance process, employees may also be 

involuntarily transferred at management's request. However, prior to effecting the transfer, the 

proponent department must get approval from the county governing body by submitting a NCF-1 

through the county Human Resources Office. Also, the proponent department must notify the subject 

employee in writing with the reason for such transfer, and allow sufficient time (7 calendar days) for 

the employee to exercise the grievance procedure. Given this seven day elapsed time, and approval 

from the Commissioners Court, the department may transfer the individual. 

2.43 Temporary: Transfers for temporary or emergency work may be made after obtaining the 

consent of the Commissioners Court. 

REASSIGNMENT: 

2.44 The appointing authority may reassign employees to positions in the same pay group within the 

department. 

DEMOTIONS: 

2.45 Definition: A demotion is the movement of an employee to a position or classification that has 

a lower starting salary. Acceptable reasons for demotion are: 

a. employee's request; 

b. job evaluation; 

b. reduction in force; 

c. disciplinary action; 

e. District Clerk employees who have served their probationary period under a District Judge 

and are rejected for duty in the District Court. 

2.46 Voluntary Demotion: Employees that request demotions must do so in writing and such a 

request must be indorsed in writing by the employee's appointing authority. An application for 

employment may also be required if the employee is seeking a demotion by applying for a lower 

level position in another department. 

2.47 Review of Compensable Factors: Employees may also be demoted if a review of the 

compensable factors of their job, or if a salary survey determines, that the position should be at a 

lower pay grade. All requests for review of the compensable factors of any position must be 



submitted on a NCF-1 through the Human Resources Department for approval by the 

Commissioners Court. Disposition of all compensable factor reviews shall be directed by the 


2.48 Reduction in Force: A reduction in the county budget, as well as changes in program 

emphasis, or a lack of work, may cause a reduction in force. Employees that are affected by 

reduction in force may be considered for a demotion in lieu of layoff. Such a demotion is possible 

only if approved by the Commissioners Court and if a vacant position exists where the affected 

employee may be placed with the consent of the appointing authority. 

2.49 Involuntary: When a demotion is the result of a disciplinary action, the appointing authority 

must provide the employee with the specific reason in writing. The employee will then be given 

seven (7) calendar days to exercise the grievance process before the demotion is requested through 

the Human Resources Department. 

a. Employees demoted under this provision shall be entitled to a hearing in accordance with 

the grievance procedures set forth in Chapter 8. 

2.50 Compensation: Employees that are demoted shall also receive a salary reduction in 

accordance with the job pay group. 

2.51 Promotion Reversal: Any employee who is promoted to a position in another department and 

cannot perform satisfactorily in the new position, may request demotion to the old grade, 

classification, and salary, if such opening is available. In all such cases, the receiving department 

head must approve in writing. The alternative to this would be dismissal for cause in accordance with 

the due process of paragraph 7.02 of this manual. 

PROMOTIONS: 

2.52 Definition: A promotion is any personnel action resulting in movement to a position affording 

higher starting salary or greater rank and/or providing for greater skill or responsibility. It is the 

County's policy to give qualified employees advancement opportunities whenever possible. 

Therefore, job vacancies are posted for a period of not less than 7 calendar days. Interested 

employees should notify their immediate supervisor and submit an application to the Human 

Resources Department to have their qualifications reviewed. Qualified employees' applications shall 

be sent to the Elected Official/Department Head or supervisor where the vacancy exists. Interviews 

are scheduled at the discretion of the department. 

2.53 Salary: An employee that is promoted will be placed in the appropriate new pay group as 

specified in the county salary schedule and approved by Commissioners Court. Step placement 

within the pay group shall be the same as the employee had before the promotion unless the 

promotion results in a pay increase of more than 10%. In such case, the Commissioners Court shall, 

after receiving the recommendation of the department head, determine the step in which the 

employee shall be placed. 

2.54 Notification: Employees who are promoted to a position in another department must give 

his/her elected official/department head two weeks prior notice before transferring between 

departments unless a mutual agreement of lesser or greater notice is made between the affected 

department heads or elected officials. 



PERFORMANCE APPRAISAL: 

2.55 Frequency: The job performance of each county employee will be evaluated once a year using 

the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3). For the convenience of county 

departments a supply of NCF-3 forms will be maintained at the Director of Human Resources. The 

evaluation shall be based on the performance of the employee's job duties and will be conducted in 

accordance with the county's performance appraisal guidelines manual. A copy of each report will be 

given to the employee by his/her immediate supervisor within ten calendar days of the date on the 

report. Special evaluations may also be conducted as necessary to document inordinately poor or 

extraordinarily high employee performance under any given circumstance. All pay increases and 

promotions for each employee in the classified service will be contingent upon that employee having 

a satisfactory EER file. All pay increases or promotions requested for employees with incomplete or 

unsatisfactory files, must be submitted to the Director of Human Resources for approval by 

Commissioners Court. An unsatisfactory EER file will be determined by averaging the total scores of 

all EERs on the subject employee's file. If the average of the total of all EERs scores combined, falls 

at or below the cutoff figure for an unsatisfactory EER as prescribed by the county's performance 

appraisal guidelines manual, that employee will be considered unsatisfactory for purposes of pay and 

promotion as herein defined. 

2.56 Record keeping: The original of the evaluation must be submitted to the Human Resources 

Department for inclusion in the employee's official personnel record. 

2.57 The Director of Human Resources must maintain records showing the performance ratings of 

employees for use in determining the order of layoff and reinstatement; and for recommendations 

relating to promotion, transfer, demotion and dismissal. 

2.58 Employees have the right to present an appeal concerning interpretation of the Performance 

Appraisal Process and/or resulting appraisal. The following method is provided to ensure rapid and 

fair hearing of an appeal: 

Step 1: The employee should discuss the appeal with the immediate supervisor first and try to 

resolve it. This must be done no later than seven (7) calendar days after the occurrence of the 

action. The supervisor will answer the appeal within five (5) calendar days. 

Step 2: If the appeal has not been settled, it may be presented in writing to the department 

director outlining the specific concerns within five (5) calendar days after receiving an answer 

from the immediate supervisor. The employee will receive a written reply within five (5) 

calendar days from the Department Head or Elected Official. The employee may thereafter 

submit a written response within seven (7) calendar days to be included in his/her personnel 

file. 

2.59 Nothing in this section shall be construed to entitle an employee to a satisfactory performance 

rating. 

REINSTATEMENT: 

2.60 Definition: Reinstatement is the re-employment of a former regular employee without 

requiring the employee to go through the competitive selection process for a stated period of time. 

The reinstatement policy of the county provides for the following: 



a. To rehire employees who have been laid off or involuntarily separated because of lack of 

work or funds. 

b. To return employees who were transferred or promoted and failed to fulfill the six month 

probation period or are requesting return to originating department prior to transfer 

c. To rehire former employees who voluntarily left the service with good records and who 

could be re-assimilated into the work force as productive employees with minimum 

training. 

c. to rehire former employees who were improperly separated or dismissed. 

2.61 Layoff: For two years after any layoff by the county, all regular, full-time, non-probationary 

employees who were laid off, shall be given the opportunity to fill vacancies equal or similar to the 

positions from which they were laid off, before any outside candidates applying for the same or 

similar position can be hired. 

2.62 Voluntary Termination: Any regular, non-probationary employee who has resigned from 

county employment or is demoted in lieu of layoff, may request the Director of Human Resources to 

restore his name to the appropriate eligible list, if a vacancy exists in the same department for the 

same or a lower class position for which he/she is qualified. Eligibility for such list will expire after 

one year. However, an employee may request a one (1) year extension from the Director of Human 

Resources in order to remain on the eligible list for the same class, unless the former employee's 

name is removed from the list in accordance with Section 2.27. 

2.63 Candidates for Public Office: Any regular, employee that resigns from county service to 

become a candidate for or accept the nomination for a public office, may upon written request to the 

Commissioners Court, be eligible for reinstatement. Eligibility however, will be contingent upon 

acceptance of the applicant into a vacant position by an appointing authority. In such reinstatements, 

the applicant does not have to go through the certification process. 

2.64 Benefit and Salary Restoration for Reinstated Employees: All employees that are reinstated 

by court order or by Civil Service Commission order, will be subject to the restoration of benefits 

and their salary level at the time of separation, if they have not received prior compensation for them. 

However, in the case of candidates for public office, their restoration salary will be determined by 

the Commissioners Court at the time that approval is granted for their re-entry. 

2.65 Preference: When more than one laid off person qualifies for reinstatement under these rules, 

the preference shall be given to the person laid off last. 

2.66 Waiver of Probationary Period: Employees reinstated under these rules are not subject to a 

probationary period. All requests for waivers must be submitted through the Human Resources 

Department for approval by Commissioners Court. 

RE-EMPLOYMENT: 

2.67 Individuals who are re-employed, will be subject to a six (6) month probationary period, and 

may be separated from employment if it is determined that the employee is unable to perform the job 

duties assigned, or is not suited to the duties of the position. No cause need be cited and access to 

the grievance procedure is not allowed in cases covered by this sub-section. 



Individuals who are re-employed will be subject to the restoration of continuance pay steps held at 

the time of separation. 

RESIGNATION: 

2.68 An employee who desires to leave the County in good standing must file with the appointing 

authority a written resignation on a form NCF-1 (personnel action request), giving at least two weeks 

notice of his/her intention to leave, unless for good cause, the appointing authority consents that the 

employee may leave sooner. Written resignations must be filed with the Human Resources 

Department. Employees who leave without filing a written resignation and/or giving the appropriate 

notice will have that fact entered on their employment record and will be denied future consideration 

for employment in Nueces County for a period of three years unless good cause is shown and 

approved by the Commissioners Court. 

RETIREMENT: 

2.69 Eligibility: Any regular employee may retire from county service in accordance with the rules 

and regulations of the Texas County and District Retirement Systems. 

CHAPTER III: POSITION CLASSIFICATION AND PAY 

COVERAGE: 

3.00 Non-Exempt and Exempt Employees Classification: The Director of Human Resources shall 

make recommendations to the Commissioners Court for assignment of an exempt or non-exempt 

classification to each county employee position. Except for elected officials, employee positions that 

are administrative, executive or professional (as defined by 29CFR, Section 541, court decisions and 

other authority) shall be classified as exempt. All positions not classified as exempt shall be nonexempt. 

SALARY ADMINISTRATION: 

3.01 Base Pay Per Hour: The "Base Pay Per Hour" of any position is the amount of salary 

(exclusive of any benefits) allocated for that position for one hour of work. All pay administration of 

the county, except for elected officials and exempt employees, will be computed on an hourly basis. 

3.02 Pay Authorization for County Employees: 

a. Pay Authorization for Regular Non-Exempt Employees: Authority for the compensation 

of any "Regular Employee" is based upon Commissioners Court approval of the annual 

budget allocation for that position, calculated on the level of utilization. 

b. The essential criteria of the utilization level for any regular non-exempt employee position 

approval is an ongoing demand for a specified number of hours of services which that 

position is expected to produce during that budget year. 

c. Effective hereafter, department requests for new regular employee position(s) must be 

accompanied by a "Desk Audit" of the annual tasks which the incumbent in that position 

is expected to perform, and which require a specified number of hours of work per year. 



d. In all instances, requests for new law enforcement positions must demonstrate a 

utilization level of 2223 hours per year. New "regular employee" positions must be 

requested on a Nueces County Personnel Action form (NCF-1). 

e. Pay Authorization for Regular Exempt Employees: Compensation for regular exempt 

employees is based on salaries adopted by the Commissioners Court. Any new exempt 

positions should be requested on a Nueces County Personnel Action Form (NCF-1). 

3.03 Pay Authorization for Temporary Employees: Authority for the compensation of any 

temporary employee is based upon the Commissioners Court approval of the department's request for 

that position. In all cases, the duration of pay authority for any temporary position will not exceed 

ninety (90) days. Departments wishing to extend authority for any temporary position beyond ninety 

(90) days must request same on a "case-by-case" basis. Extension of temporary authority beyond a 

total of 270 days is limited to cases of replacing a regular employee on workers comp or leave 

without pay or other reasons approved by Commissioners Court. Temporary employees will be 

compensated only at base pay rates in grade and step as authorized by the Commissioners Court for 

each specific case, and will not receive nor be entitled to any benefits beyond the statutory 

requirements. Department authority for temporary positions must be requested on a Nueces County 

Personnel Action form (NCF-1). In addition, all contract temporaries must be hired through the 

agency currently contracting with the County for such services. 

3.04 Pay Groups and Steps: Compensation rates for all employees of Nueces County are 

authorized and published annually by the Commissioners Court. The county format for compensation 

is arranged in a county pay chart that is composed of the following: 

a. "NUMBERED PAY GROUPS" which identify a range of compensation on the county 

pay chart which is allocated for each specific job classification. 

b. "STEPS" within the range of each pay group, which identify the specific allowance for 

any position that is assigned that step in a respective pay group. 

Each year the Commissioners Court approves a budget that provides for implementation of the 

county pay chart. Annually, or whenever fiscal urgency requires, the Commissioners Court may 

adjust all or part of the county compensation chart. 

3.05 County Pay Schedule: The present compensation schedule provides for payments on the 15th 

and the last day of each month. The Commissioners Court has approved going to a bi-weekly (26 

times per year) payroll effective on or about January 1, 1995. Upon implementation of the bi-weekly 

payroll system, several amendments to rules in chapter 3 will be necessary. 

3.06 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions: Beginning 

with a demand for a specified number of hours of service as justification for each position, the 

ANNUAL ALLOCATION of base pay for any non-law enforcement position is based upon the 

hourly rate authorized by Commissioners Court times the specified number of hours. To compute 

base pay per month, the annual allocation is divided by 12 monthly increments. With exception to 

absences authorized by the Commissioners Court, base pay for non-law enforcement positions will 

be computed on "HOURS ACTUALLY WORKED". However, in order to standardize the amount of 

each bi-monthly pay check, the Commissioners Court may authorize standard amounts of pay 

allocations from month to month although hours actually worked will fluctuate with the variable 

number of work days in each month. The yearly total of the twelve monthly allocations for pay will 



however, balance with the annual total of base pay allocated for each position in the respective 

budget year. 

3.07 Base Pay for Non-Exempt, Law Enforcement Positions: Base pay calculations for covered 

members of the bargaining unit shall be paid in accordance with the applicable provisions of an 

existing labor agreement. 

3.08 Longevity Pay: Excluding elected officials, longevity pay will be allocated to each Nueces 

County Employee based on the total number of years of service he/she has completed as of 

September 30, of each year. The amount will be computed monthly at the rate of $5.00 for each year 

of service completed up to thirty. In effect the maximum longevity pay an employee could receive 

would be ($5 x 30 = $150) one hundred, fifty dollars per month. Annually (on or about October 1) or 

when ever fiscal urgency requires, the Commissioners Court may adjust or eliminate the rate of 

longevity pay. Longevity pay calculations for covered members of the bargaining unit shall be paid 

in accordance with the applicable provisions of an existing labor agreement for hours actually 

worked. 

3.09 Red Line Rate: Red Lined means a rate of pay in excess of the maximum rate prescribed for 

the classification of any specific position. For example, any employee whose existing salary was 

found excessive for that class of work, at the time that Ray and Associates completed the county's 

compensation study, will be considered at "Red Line Rate". A Red Line Rate shall be assigned only 

if an employee (immediately prior to the implementation date of the current classification and 

compensation plan) is paid at a rate higher than the maximum for his or her prescribed class. In all 

such cases, that employee's salary shall remain unchanged while he/she remains in such class, or 

until changes in "Structure" result in that salary falling below the new maximum. Red line rate shall 

not apply for covered members of the bargaining unit, who shall be paid in accordance with the 

applicable provisions of an existing labor agreement. 

Re-Employed / Reinstated Employees: Individuals who are re-employed or reinstated will be subject 

to the restoration of longevity pay in accordance with the time of service. 

CLASSIFICATION OF NEW APPOINTMENTS: 

3.10 Starting Salary: The classification and starting salary for all new hires or appointments will 

be determined by Commissioners Court. Newly hired employees shall be placed at the entry level of 

the authorized pay group for the job class into which they are appointed. Starting salary for entry 

level covered members of the bargaining unit shall be paid in accordance with the applicable 

provisions of an existing labor agreement. 

3.11 In-Grade Transfer: If an employee is transferred to a job in the same pay group, the salary 

will remain the same. 


3.12 If reinstated to the same class, an employee appointed from a reinstatement list after having 

been laid off pursuant to Chapter VI, shall be paid at a rate (in the current range for the class) at 

which he/she was paid when laid off. Reinstatement to positions other than the class held at the time 

of lay-off will be treated as "new appointments" and will be re-classified by the Commissioners 

Court under the provisions of paragraph 3.11 above. 



Individuals who are re-employed or reinstated will be subject to the restoration of longevity pay in 

accordance with the time of service. 

3.13 Voluntary Resignations: For purposes of compensation only, an applicant appointed from a 

reinstatement list after voluntarily resigning from the county in good stead, will be treated as a "new 

appointment" and will be classified by the Commissioners Court in accordance with paragraph 3.11 

above. If the reinstatement occurs within six months after the employee left the county in good stead, 

and the reinstatement is for the same position or pay group, the employee (during the first year of 

reemployment) may not earn more that he/she did at the date of previous separation from the county. 



DEMOTION AND SALARY REDUCTION: 

3.14 Performance Related: If an employee is reassigned to a position at a lower grade due to poor 

performance in the current job, the appointing elected official/department head may request an 

adjustment in the salary of that employee. In all such cases, the Commissioners Court will make the 

final determination. All requests for demotion and/or salary reduction will be submitted on a Nueces 

County Personnel Action form (NCF-1), and all such actions will be dependent upon there being 

(within that department) a vacant authorized position of the lower grade to which the employee is 

being demoted. 

3.15 Employee Requested: If an employee voluntarily requests reassignment to a position at a 

lower grade, the following conditions apply: 

a. There must be an authorized vacant position of the lower grade to which the employee is 

requesting re-assignment and a consenting appointing authority who agrees to receive the 

employee. 

b. The receiving authority must request the action on a NCF-1 form. 

c. Attached to the NCF-1 must be a notarized statement from the employee indicating 

his/her acknowledgement that he/she voluntarily accepts the lower salary level of the 

lower position. 

d. The Commissioners Court must render final approval before the pay change and position 

transfer is authorized. 

3.16 Reorganization Salary Adjustment: If an employee is reassigned without prejudice to a 

position of a lower grade and the reassignment was the result of reorganization within his/her 

department wherein that employee's current job was eliminated, the following conditions will apply: 

a. The reorganization request must be submitted on a NCF-1 for approval by the 


b. The current salary will be retained if it falls within the range of the new position's pay 

group; or 



c. The current salary, if higher than the range for the position to which the employee is 

demoted, will be maintained until a higher level position becomes available. However, if 

a higher level position does not become available within the remainder of that budget 

year, then at the beginning of the new budget year that employee's salary will be reduced 

to a level within the range of the new grade. 

3.17 Change in Pay Group or from Full-time to Part-Time Status: Employees may be demoted 

if a review of the compensable factors of their job determines that the position should be at a lower 

level pay group within the county pay structure. Also, when, with the approval of the Commissioners 

Court, an employee's status is changed to part-time because of a diminished workload or other 

extenuating circumstances, the salary will be reduced proportionately. All such requests must be 

submitted on a NCF-1. 

RECLASSIFICATION OF POSITIONS 

3.18 Salary Factors 

a. Position Salary Evaluation: The Commissioners Court is the approving authority for all 

position salary evaluations. All evaluations will be completed by reviewing the 

"compensable factors" of the position being evaluated. These compensable factors 

include but are not limited to the following: 

1. The level of supervisory responsibility of the job. 

2. The level of fiscal responsibility of the job. 

3. The local job market survey value of the type of work being evaluated. 

4. The required training, skills, test scores, or education necessary to perform the 

functions of the position. 

5. The difficulty of the work to be performed. 

6. The hazardous components of the job. 

7. The stress factors of the work (both mental and physical). 

8. Any other compensable factor that may be found essential to the acquisition and 

maintenance of qualified personnel for a particular position, at the time that position 

is being evaluated. 

b. The Commissioners Court may order a salary evaluation for a single position or an entire 

job classification. Any elected official or department head may request a "Position Salary 

Evaluation" of any position in their department prior to the adoption of the annual budget 

or otherwise not more often than once per budget year. Appointing authorities request 

such evaluations on an appropriate form an NCF-1 submitted to the Director of Human 

Resources. There must be a demonstration that market conditions, duties, or other 

compensable factors for the job have changed materially to justify such a study. The 

Commissioners Court has the authority of final approval for salary evaluations and 

reclassifications. 



c. Upon approval of the reclassification by Commissioners Court, the employee shall be 

moved to the newly approved pay group. The step within the new pay group shall be the 

same as the employee had before the change unless the reclassification shall result in a pay 

increase of more than 10%. In such case, the Commissioners Court, after receiving the 

recommendation of the appointing authority, shall determine the step in which the 


d. For covered members of a bargaining unit, salary shall be determined in accordance with 

the applicable provisions of a labor agreement. 

REEMPLOYMENT OF FORMER REGULAR EMPLOYEE: 

3.19 Reemployment: Employees that resign or discontinue employment with Nueces County and 

are rehired within six (6) months of their termination date, into the same position or pay grade may 

not during the first year of reemployment, earn more than they were previously paid. All 

reemployment salary determinations will be processed in accordance with the provisions of 

paragraph 3.11. 

EQUITY ADJUSTMENT: 

3.20 Upon request of the appointing authority, the Commissioners Court, if it determines that past 

salary practices have resulted in the payment of an employee at an inequitably low rate as compared 

to other employees in the same class, may raise the salary of such employee to the level it determines 

most equitable. All such requests must be treated on a case by case basis and may not include retroactive 

pay. Requests for equity adjustments must be submitted on a NCF-1. 

OVERTIME PAY PROCEDURES FOR NON-EXEMPT EMPLOYEES: 

3.21 FLSA Applies. In all instances, the definitions, practices, and procedures in regard to payment 

of overtime for Nueces County employees are in accordance with the provisions of the Fair Labor 

Standards Act of 1936, as amended. 

a. Work Period Defined: Effective hereafter and for purposes of calculating overtime pay, 

the regular work week for all non-exempt employees of Nueces County will begin at 00: 

01 Saturday Morning (one minute after Friday midnight) and will proceed for the various 

categories of employees as follows: 

1. Non-exempt, non-law enforcement employees will, from the beginning of the work 

week through its end at midnight Friday next, be paid at straight time for up to and 

including 40 hours of service performed during the defined work period. Thereafter, 

said employees will be paid at time and a half for all other hours (over forty) actually 

worked within the prescribed Saturday to Friday work period. 

2. Non-exempt law enforcement employees will, from the beginning of the work 

period through its end 14 days thereafter (which applies to all law enforcement 

personnel), be paid at straight time for up to and including 86 hours actually worked. 

Overtime compensation for said non-exempt law enforcement employees will be 

authorized at the rate of time and one half for all hours over 86 worked within the 

above defined 14 day work period. 



. Time not actually worked does not count towards computation of overtime. 

3.22 Lunch and Rest Periods: Lunch and rest periods will be scheduled at the discretion of the 

responsible department head. Time off for lunch will not be paid by the county. However, rest 

periods not to exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 

session of eight (8) hours, will be paid by the county. Daily rest periods not taken are lost. 

Modifications to this rule may be granted for mission essential resources such as certain county jail 

personnel. However, each department modification must be approved by the Commissioners Court 

on a case by case basis. 

3.23 Compensatory (Comp) Time / Administrative Leave: 

a. COMP TIME: Only non-exempt employees shall be eligible for payment of overtime or 

accrual of compensatory time. This section provides authorization by which an employee 

may accrue compensatory time, including taking time off, in lieu of cash payment. 

1. Non-exempt Employees Compensatory Time Off in Lieu of Cash Overtime 

Compensation: This sub-paragraph refers to awarding one and one half hours of 

compensatory time for each hour of overtime work. Department heads may have 

understandings with employees to provide compensatory time off in lieu of paying 

cash overtime compensation. The agreement or understanding for employees may 

take the form of an express condition of employment provided: 

a. the employee knowingly and voluntarily agrees to it as a separate condition of 

employment, and; 

b. the employee is informed that the compensatory time received may be 

preserved, used or cashed out in accordance with applicable federal overtime 

regulations. 

An agreement or understanding may be evidenced by a notice to the employee that 

compensatory time off will be given in lieu of overtime pay. In such case, an 

agreement or understanding is presumed to exist with respect to any employee who 

fails to express to the employer an unwillingness to accept compensatory time off in 

lieu of overtime pay. The employee's decision to accept compensatory time off in 

lieu of cash overtime must be made freely and without coercion or pressure. 

2. Non-Exempt Employees Combination of Compensatory Time and Cash Overtime: 

Department Heads may have an understanding with employees to provide for any 

combination of compensatory time off and cash (for example, one hour 

compensatory time credit plus one-half the employee's regular hourly rate of pay in 

cash for each hour of overtime worked) so long as the principle of "time and one 

half" is maintained. 

3. Non-Exempt Employees Limit On Accumulation of Compensatory Time: Eligible 

Law enforcement employees may accumulate up to 480 hours of compensatory time 

(representing 320 hours of overtime work times the l.5 premium). Other county 

employees may accumulate up to 240 hours of compensatory time (representing 160 

hours of overtime work times the l.5 premium). Any amount of overtime 

accumulated in excess of these limits must be paid in cash. 



4. Non-Exempt Employees Use Of Compensatory Time: An employee who has 

accrued compensatory time and requested use of this compensatory time shall be 

permitted to use such time off within a "reasonable period" after making such a 

request. Subsection 553.25, 29CFR, and other authority defines "reasonable period". 

5. Disposition of Compensatory Time for Employees Promoted From a Non-exempt to 

an Exempt Position: An employee who is promoted to an exempt position from a 

non-exempt position shall be paid all accrued overtime or comp time on the next 

payroll following the promotion. 

6. Department Review of Compensatory Time Accruals: Each department head is 

herein requested to review (as necessary) the accrued compensatory time of each 

employee in his/her respective department and insure that subject employees are 

authorized to take (off from work) the necessary amounts of comp time to avert 

forced cash payments for the same. Forced cash payments will occur at the end of 

each month wherein a non-exempt employee exceeds the maximum number of hours 

allowed for accrual by law as cited herein. 

b. Exempt Employees and Administrative Leave: Employees classified as "Exempt" should 

meet the criteria established by 29CFR, Section 541, and case law. Exempt employees are 

compensated on a salary basis. They are not paid overtime and do not accumulate 

compensatory time. They are eligible for all other benefits. Exempt employees may utilize 

earned paid leave or administrative leave for absences. If leave is not used or is exhausted, 

the employee's pay may be reduced. Exempt law enforcement and exempt non-law 

enforcement employees are expected to work as necessary to get the job done. It is 

recognized that under certain circumstances, some exempt employees may be required to 

work for inordinately long periods. In such case, department heads may grant paid 

administrative leave for not more than eight (8) hours in any one week period. In no case 

(without prior approval from the Commissioners Court) shall administrative leave in 

excess of eight (8) hours in any one week period, be granted to any exempt employee. 

Department Heads should, for information purposes, keep a record of time worked and 

absences of exempt employees. 

c. Elected Officials: County Elected Officials receive annual salaries as determined by the 

Commissioners Court or state law. These elected officials are not eligible to receive any 

payment of accrued sick leave or vacation upon termination or retirement from the county. 

They are not eligible for longevity pay. They are eligible for workers compensation 

benefits if injured in the course of employment. 

3.24 Final Pay For Departing Employees: At the time of departure from county employment, the 

departing employee's benefits and time accruals will be balanced and paid off. If an employee leaves 

on a month wherein the monthly pay allocation for that month exceeds the number of hours worked, 

the balance will be adjusted so the county pays only for the hours actually worked and benefits 

actually accrued up to the point of termination. Pay-off for accrued vacation is limited to 96 hours for 

non-law enforcement, and 102 hours for law enforcement personnel. Remaining sick leave balances, 

at the rate of one-half (1/2) the accrued time and not to exceed 240 hours, will be paid only to 

employees eligible for retirement under the Texas County and District Retirement System (exclusive 

of elected officials). All other employees’ sick leave balances will be adjusted to zero at time of 

departure, as stated in paragraph 4.27. Pay-offs for compensatory time will be computed in 



accordance with the provisions separately specified herein. 

3.25 Holiday Call-Back & Pay: Eligible non-exempt employees (either law enforcement or nonlaw 

enforcement) who were not scheduled to work on a given holiday but are called back to work 

during that holiday, will be granted HOLIDAY CALL BACK PAY at the rate of two (2) hours for 

each hour worked during that holiday. The limits of this provision are not to exceed eight (8) hours 

(for non-law enforcement) and eight and one half (8.5) hours for law enforcement personnel. If the 

individual ends up working the entire day, the provisions of paragraph 3.27 below apply. 

3.26 Holidays: Eligible non-exempt employees in agencies (such as jail, juvenile detention, parks, 

beach services etc.) that routinely work through holidays, shall receive their regular pay for such 

work day plus an extra day's pay not to exceed eight (8) hours for non-law enforcement and eight and 

one half (8.5) hours for law enforcement personnel. This provision applies to hours actually worked 

during the holiday. In no case shall an employee draw holiday pay rates for working during a holiday 

if the department also gives that individual a replacement day off for the holiday worked. In such 

cases, the individual simply draws straight time for working during the actual holiday and is paid 

straight time for the day off given in lieu of the holiday. 

RECORDING WORK TIME 

3.27 For purposes of compensation, the county allows departments some latitude in the way working 

time is recorded. Starting and stopping time may be rounded to the nearest quarter of an hour. Care 

must be exercised to insure that the rounding practice averages out so that employees are fully 

compensated for the time they actually work. 

GENERAL PRACTICES: 

The following are general practices of the County: 

3.28 Overtime will be kept to a minimum. It is the direct responsibility of each department 

manager to control overtime payroll costs within the department and to control the early or late 

departures of employees. 

3.29 Whenever possible, overtime will be preplanned in order that affected employees may be 

notified of required overtime as far in advance as possible. Overtime is a job requirement when 

determined to be necessary by the appointing authority and may be required to be worked without 

advance notice. 

3.30 Overtime will be approved by the department head before it is worked. 

RECORD KEEPING: 

3.31 Records To Be Kept By Departments and County Auditor: In accordance with 29CFR, 

Section 516, and other authority, all department heads and the County Auditor shall keep necessary 

time and attendance records for all employees. These shall include time worked and overtime for 

non-exempt employees. All records shall be kept and preserved as required by law. The Director of 

Human Resources shall advise the Commissioners Court of the compliance with applicable laws. 

3.32 Responsibility: Each appointing authority shall designate a member of his/her staff to perform 

this personnel record keeping function. 



CHAPTER IV: LEAVES OF ABSENCE: DEFINITIONS 

4.00 “A Day” Defined. A "DAY" of leave or absence from work means "eight" (8) hours for nonlaw 

enforcement employees, and "eight and one half" (8.5) hours for law enforcement employees, 

during any pay period wherein the effected employee is expected to work, unless otherwise specified 

for exception by Commissioners Court. 

4.01 Holidays. "HOLIDAYS" declared such by Commissioners Court order, are authorized days off 

from work for all county employees. However, only eligible employees may earn compensation 

during such holidays. The county holiday schedule is planned and granted from year to year, or may 

be omitted from one year to the next, by the county governing body. Upon adoption by the said 

governing body, holiday schedules apply to all employees of the county. The county courthouse is 

closed for business during holidays. However, to facilitate ongoing essential county services such as 

law enforcement, department heads may adjust holiday schedules for "essential personnel" so long as 

the holiday is granted to the effected individual(s) within the same work period (for purposes of pay) 

in which it was scheduled by the county. (See Chapter III, paragraph 3.27 for holiday pay) 

4.02 Hours. "HOURS" means working or work hours during any work period or combination 

thereof. 

4.03 Paid Service. "PAID SERVICE" includes actual time worked as well as (for eligible 

employees) any holidays, leaves of absence, and compensatory time off or portions thereof, which 

are followed by return to duty for which an employee receives compensation, provided that paid 

service shall not include overtime worked. 

4.04 Separation. "SEPARATION" means any suspension from employment, whether temporary or 

permanent, and voluntary or involuntary, wherein the employee's compensation is stopped. 

4.05 Sick Leave. For eligible employees, "SICK LEAVE" means a paid absence from duty which is 

caused by: 

a. Illness or injury which incapacitates an employee from performing his/her duties, 

provided however that in no case shall any employee receive both workers comp and sick 

leave for the same injury. 

b. A requirement for medical or dental care or consultation which is not available except 

during working hours. 

c. The illness or injury of an immediate family (as defined in paragraph 4.25e) requiring the 

presence of the employee. 

4.06 Continuous Service. "CONTINUOUS SERVICE" means County Service uninterrupted by 

separation from County employment. 

4.07 Eligible Employee. "ELIGIBLE EMPLOYEE" means a regular employee, as defined in 

Chapter II, paragraph 2.07, who has completed six months of continuous service during the present 

term of employment. 

4.08 Present Employment. "PRESENT EMPLOYMENT" means the period starting with the 

employee's most recent entry into the County service and continuing until separation from such 

service. However, continuous service immediately prior to separation of a regular employee because 



of disability, retirement or layoff shall be counted in computing the duration of present employment, 

if the employee returns to County service within three years of such separation. 

4.09 Vacation. For eligible employees, "VACATION" is time-off from work with compensation at 

the same rate as hours actually worked. Vacation is allocated on an accrual basis and may be taken 

by an eligible employee, with approval of his/her appointing authority, in increments as small as onetenth 

of one hour, or to any extent not exceeding the accrued vacation credit of said employee. The 

methods of documenting and computing vacation accrual are prescribed in paragraphs 4.10 and 4.19 

below. During vacation, the salary and benefits of eligible employees continue to accrue. 

4.10 Vacation Credit. The amount of accrued "VACATION CREDIT" determines the eligible 

employee's authorized vacation time. Such accrual is documented in the following manner: 

a. The credit is recorded, expressed in hours, in the payroll records of each employee 

maintained by the County Auditor. This value is the net result from adding all 

accumulated credits and subtracting all usage. 

b. Vacation credit is earned by each eligible employee and allocated to his/her payroll record 

as he/she completes the applicable requirements in paragraph 4.19 below. 

GENERAL PROVISIONS: 

4.11 Entitlement: From year to year, the Commissioners Court may authorize or omit authority for 

compensated leaves of absence. When authorized by said governing body, employees are entitled to 

leaves of absence only as specified in this chapter. 

4.12 Appointing Authority Designates Time of Leave: The time when any leave of absence may 

be taken, other than sick leave, military leave, and court leave, will be designated by the employee's 

appointing authority. 

4.13 Submission of Requests: Each request for leave of absence shall: 

a. be submitted in writing and signed by the employee on a NCF-1 form to the appointing 

authority who shall approve or disapprove by affixing his/her signature to the NCF-1 and 

stating such approval or disapproval in the remarks section of the form; 

b. accurately document the time at which the absence is to begin and end, and must be 

forwarded by the appointing authority through the Human Resources Department to the 

county auditor for accountability; 

c. be signed by the employee and approved or disapproved in writing and signed by the 

employee's appointing authority; 

d. be accompanied by a doctor's statement in cases where the requested period of sick leave 

exceeds seven calendar days. 

4.14 Medical Statements for Confirmation of Sick Leave: A medical statement from a physician 

or health care professional is required for illnesses in excess of seven calendar days. It may also be 

required anytime the appointing authority suspects abuse of sick leave privileges. 

4.15 Medical Release: A medical release from the employee's attending physician will be required 



prior to the return to work for: 

a. any leaves of absence involving injuries that incapacitated the employee from performing 

assigned job duties; 

b. any leave of absence without pay for a disability that has been medically documented by a 

physician. 

RESIGNATION UPON FAILURE TO RETURN AFTER LEAVE: 

4.16 Automatic Termination: Any employee who fails to report for duty within one working day 

after the expiration of an authorized leave of absence may be terminated from employment and be 

considered in effect resigned from county employment as of the last day of said leave. However, 

his/her appointing authority may cancel such termination if he/she determines circumstances warrant 

such cancellation. In all cases of termination, the employee may file a grievance as set forth in 

Chapter VIII of these personnel policies and procedures. In the event such grievance is successful 

and the employee is reinstated, the Commissioners Court will determine whether such reinstatement 

shall be with or without a break in continuous service for purposes of accrual of sick leave and 

vacation credits, or for determining the salary at which the employee shall be paid. 

4.17 Disciplinary Action: Nothing in this section shall preclude an appointing authority from 

taking disciplinary action against an employee pursuant to Chapter VII for absence without leave. 

VACATION: 

4.18 Employees Who May Earn Vacation: 

a. Only eligible employees may earn vacation credit or become entitled to vacation. 

b. Employees in temporary or seasonal status shall not earn any vacation credit or become 

entitled to any vacation. 

c. Where the employment status of an eligible employee is changed from regular employee 

to temporary or seasonal, such employee shall not be entitled to any vacation and shall 

discontinue earning vacation credit. Such employee shall be paid the monetary value of all 

unused vacation credit subject to the limitations of paragraph 4.23. 

d. Where the employment status of an employee is changed from temporary or seasonal to 

regular, such employee upon becoming an eligible employee shall be credited with 

vacation earned from that time as provided herein. None of the prior service in temporary 

or seasonal status will be counted in computing any vacation. 

4.19 Computation of Vacation: Effective with the adoption of this manual, and until this policy is 

changed by the Commissioners Court, employees shall be entitled to receive vacation credit and 

vacations on the following basis: 

a. For non-law enforcement personnel, after 173.3 hours actually worked (excluding 

overtime) said employees are authorized eight (8) hours of vacation credit. 



. For law enforcement personnel, after 185.25 hours actually worked (excluding overtime) 

law enforcement employees are authorized eight and one half (8.5) hours of vacation 

credit. 

c. After completing fourteen (14) years of continuous service, that employee's annual 

accrued vacation credits prescribed in sub-paragraphs a. and b. above are increased by 

twenty-five (25%) percent. 

d. After completing twenty (20) years of continuous service, that employee's annual accrued 

vacation credits prescribed in sub-paragraphs a. and b. above are increased by sixty-six 

(66%) percent. 

e. Paid holidays immediately preceding, immediately following, or wholly within the 

vacation period shall not be charged as vacation. 

f. In computing vacation credits, employees will be allowed to continue earning vacation 

credits during time away from the job which is taken for vacation purposes, and provided 

that employee returns to work for at least one full month following the vacation absence. 

4.20 Priorities for Granting Vacation, Vacation Schedules, Holidays: 

a. The needs of public service, and; 

b. The needs of the employee. 

4.21 Carry Over of Accumulated Vacation Credit: An eligible employee may accumulate 

vacation days from the year earned and any unused portion of vacation may be carried over to the 

next year or years. Pursuant to an order by Commissioners Court, adopted December 20, 1995, the 

maximum number of vacation credit hours to be accumulated at any time by any Nueces County 

employee is 240. Employees having more than 240 hours accumulated after September 30, 1996, 

will lose those hours 

4.22 Vacation Planning: As much as possible, employees should be encouraged to plan their 

vacation requests so that department needs for temporary hire are maintained at a minimum. In no 

case shall an appointing authority be required to grant a leave request without at least two weeks 

notice from the employee. Appointing authorities may however, grant such requests if they determine 

same to be in the interest of the county. No vacation shall be granted to, nor taken by, an employee 

without the consent of the appointing authority. 

4.23 Separation from County Service: At the time an employee is separated from the County 

Service, whether voluntarily or involuntarily, he/she shall be paid, within the following limits, the 

monetary value of all accumulated vacation to which he/she is then entitled including vacation credit 

based upon his/her paid service during the pay period in which the separation occurs. The limits on 

paid vacation at time of separation shall be: 

a. Non-law enforcement employees will be paid at their current rate of pay for up to 96 

hours of vacation leave credit. 

b. Law enforcement employees will be paid at their current rate of pay for up to 102 hours of 

vacation leave credit. 



SICK LEAVE: 

4.24 Computation of Sick Leave: Sick leave shall be earned and computed at the following rates: 

a. For non-law enforcement personnel, at the rate of eight (8) hours for each increment of 

173.3 hours actually worked not counting overtime. 

b. For law enforcement personnel, at the rate of eight and one half (8.5) hours for each 

increment of 185.25 hours actually worked not counting overtime. 

c. Sick leave hours earned shall be credited to each employee's sick leave bank at the 

beginning of a pay period and may be carried forward from the year in which it was 

earned by an eligible employee and kept for use by that employee. 

d. Sick leave may be used only by the employee who earned it. Sick leave credit may not be 

loaned or traded to be used by another employee. 

4.25 Use of Sick Leave: Sick leave may be used for any of the following reasons: 

a. Sick leave credit shall not be available for use until the first day of the pay period 

following the pay period in which it was earned. All eligible employees must complete 

six months of service prior to being entitled to their sick leave privileges. 

b. Sick leave must be approved by the appointing authority. In cases where the employee 

will be off from work for more than seven consecutive calendar days, the Director of 

Human Resources will be notified. Departments may use the remarks section of the 

county personnel action form (NCF-1) to transmit this information. 

c. Sick leave may be used in one-hour increments. 

d. No paid sick leave shall be granted in excess of the employee's accrued sick leave credit. 

e. Sick leave may be used by the employee to care for a sick or injured member of the 

employee's immediate family. For this purpose, immediate family includes the employee's 

spouse, child, parent, grandparent, or sibling when that person resides with the employee 

or is a dependent of the employee. 

f. Pregnancy shall be treated as any other condition which warrants sick leave usage. In no 

case shall sick leave usage exceed sick leave credit. 

g. An employee who (due to illness or injury) becomes incapacitated for work for more than 

seven consecutive calendar days while on paid vacation, may substitute sick leave credits 

for vacation. However, the request for sick leave substitution must be submitted for 

approval to Commissioners Court on a NCF-1 and must be accompanied by a doctor's 

statement or other evidence that substantiates the illness or injury. 

h. Paid holidays immediately preceding, immediately following, or wholly within the period 

for which sick leave is granted shall not be regarded as part of such period of sick leave. 

4.26 Sick Leave Practice: Requests for sick leave shall include the following: 



a. Each request for sick leave shall set forth the reasons for the request and shall be 

submitted on a NCF-1 form. 

b. Each request for more than seven consecutive calendar days of sick leave shall be 

accompanied by a doctor's verification which demonstrates the employee's incapacity or 

necessity to be absent. 

c. Any abuse of sick leave privileges such as malingering and other non-authorized uses 

shall constitute grounds for dismissal from employment. 

d. A statement from a physician shall be required under the following circumstances: 

1. prior to return from sick leave in excess of seven calendar days; 

2. prior to return from any absence that involves an injury that incapacitates the 

employee from performing assigned duties; 

3 when the supervisor, in good faith, believes the employee is abusing sick leave 

privileges. 

4.27 Cancellation of Sick Leave Credits: An employee's sick leave credit shall be canceled 

(subject to the provisions of paragraph 4.28) upon his/her separation from county employment. 

4.28 Compensation For Unused Sick Leave / and Workers Compensation: 

a. Pay for Unused Sick Leave: Terminating employees who are eligible to retire from 

County service under the Texas County and District Retirement System, will be paid for 

one-half of their remaining sick leave credits not to exceed 240 hours. 

b. Workers Compensation: Employees must give notice to their department head of any 

injury or occupational disease in accordance with Texas Worker's Compensation Rules. 

This sub-paragraph relates to employees injured on the job who are eligible for workers 

compensation weekly benefits according to state law. Employees injured will be paid 

workers compensation benefits instead of their regular salary. No vacation or sick leave 

shall accrue during the time an employee is on workers compensation. An employee that 

has accumulated sick leave and is eligible for workers compensation payments may use 

sick leave only as follows: 

1. Up to five (5) days sick leave may be used at regular pay until workers compensation 

benefits are eligible to be paid, 

2. Earned sick leave may be used to supplement workers compensation benefits up to a 

total of the regular base salary. Workers Compensation benefits shall be paid and 

available sick leave benefits used to supplement at the request of the employee. 

When sick leave is exhausted only workers compensation benefits shall be paid; 

3. The provisions of 4.28 b1 and 4.28 b2 herein are the only applications by which sick 

leave may be used to pay employees injured and eligible for workers compensation. 



c. Review Of An Employee's Workers Compensation Status: The status of an employee on 

workers compensation may be periodically reviewed according to the following 

provisions: 

1. The appointing authority may submit a Personnel Action Request Form (NCF-l) 

indicating in the "Comments" section of said form, a request for review of an 

employee's workers compensation status. The appointing authority must be prepared 

to discuss the impact of the subject employee's absence on the department. 

2. Each case must be reviewed on a case-by-case basis by a panel composed of the 

Appointing Authority, the County Attorney, and the Director of Human Resources. 

The review criteria must protect the employee against discriminatory discharge 

based upon his/her participation in the workers compensation program. The panel, 

after reviewing all information relevant to the employee's status, and the effect of the 

absence upon the operations of the department, may recommend any of the 

following: 

a. No Action; 

b. Further review at a later date; 

c. The return to work of the employee, subject to available medical information 

and doctors' recommendations and job requirements; or 

d. Termination of the employee and re-filling the vacant position. 

3. Any person terminated according to the provisions of this section may be reemployed 

with the County only in accordance with the provisions of Chapter II of 

these rules. 

LEAVE WITHOUT PAY: 

4.29 General Provisions: 

a. Under the following conditions, an employee may be granted leave without pay (LWOP): 

1. For a period not to exceed one year for such purposes as recovery time from a 

temporary disability, education, assisting another public jurisdiction or any other 

reason considered sufficient by his/her appointing authority and Commissioners 

Court, when such leave is in the best interest of the County. Successive leaves 

without pay may be granted even though the total absence exceeds the maximum 

period of one year. In all cases of LWOP, the existing regular employee position 

must remain vacant for the duration. 

2. For military service, including periods in excess of one year. 

b. No leave without pay shall be granted without the consent of the employee's appointing 

authority. In addition, the consent of the Commissioners Court shall be required before 

leave without pay is granted for more than ten consecutive workdays. 



c. Paid leave benefits do not accrue while an employee is on LWOP nor is credit given for 

retirement. Group insurance benefits may remain in force, provided the employee pays 

the entire premium (including the County's portion). 

d. When leave without pay is granted for a bona fide temporary disability, the employee 

must submit a written doctor's statement specifying the reason for such leave and the 

expected duration of same. A doctor's statement is also required prior to the employee's 

return to work. A doctor's certification of continuous disability is required every thirty 

days during the duration of LWOP. 

e. When an employee is granted LWOP he/she shall be entitled to his/her former position at 

the expiration of the leave. 

f. Application for LWOP must be submitted on a NCF-1. 

COMPULSORY LEAVE: 

4.30 Compulsory Leave: If, in the opinion of an employee's appointing authority, the employee is 

mentally or physically incapacitated to perform his/her duties, the employee may be required by the 

appointing authority to submit to examination by a licensed physician designated or approved by the 

Commissioners Court. If the report of the physician shows the employee to be in a mentally or 

physically unfit condition to perform his/her duties, the appointing authority shall have the right, 

subject to approval of the Commissioners Court, to compel such employee to take sufficient leave of 

absence to recover his/her capacity to an adequate performance level. 

COURT LEAVE: 

4.31 General Provisions: Subject to approval by the Commissioners Court and after submitting 

proof of the period of required attendance, a regular employee is entitled to compensated Court 

Leave when he/she is required by court order to attend a local court as a prospective juror, or as a 

witness in a court action to which he/she is not a party. 

4.32 Court Leave Limitations: 

a. Compensated Court Leave shall be limited to: 

1. required attendance before Federal, State, County and Municipal Courts; 

2. time in attendance at Court together with reasonable travel time between Court and 

work if attendance is for less than a full day and the employee can reasonably be 

expected to return to work. 

b. Compensated Court Leave shall not be granted when: 

1. The employee is paid a fee as an expert witness; 

2. The employee is a party to the court action. 

4.33 Court Leave Compensation: Court Leave compensation shall consist of full pay and 

allowances during the period of such leave. 



MILITARY LEAVE: 

4.34 General Provisions: Subject to approval of the Commissioners Court, and after submitting 

appropriate orders from the concerned military branch, an employee with regular status may receive 

his or her regular full compensation during periods of active duty within the limitations of paragraph 

4.35; provided, however, that these Rules shall be interpreted and applied so as to be in full 

compliance with any applicable provisions imposed by USERRA or any other applicable state or 

federal law. 

4.35 Military Leave Limitation: 

a. Compensation for military leave will be limited to: 

1. required attendance in activities of various branches of the armed forces of the 

United States; 

2. the minimum time frame required by state and federal laws per year unless exception 

to this is specifically approved by the Commissioners Court for good cause related 

to appropriate military orders. 

b. Compensation for military leave will not be allowed: 

1. for volunteer duty; 

2. for any period in excess of three weeks during any one calendar year unless 

specifically approved by the Commissioners Court. 

FUNERAL LEAVE: 

4.36 Allowance. Employees shall be entitled to paid funeral leave while arranging for or attending 

the funeral of a member of the immediate family which includes the spouse, child, parent, 

grandparent, grandchild, or sibling of either the employee or his/her spouse. 

4.37 Limits. Funeral leave shall not exceed two days per occurrence. 

COMPENSATORY TIME OFF: 

4.38 Compensatory time may be taken in conjunction with leave but must be requested by the 

employee on a NCF-1, and same must be approved by the appointing authority. 

FAMILY AND MEDICAL LEAVE: 

4.39 In accordance with the provisions of the "FAMILY AND MEDICAL LEAVE ACT (FMLA) 

OF 1993", an eligible county employee will be entitled to twelve (12) workweeks of "unpaid" leave 

under the following conditions: 

a. To qualify for the provisions of this sub-section (4.39), an "eligible county employee" is 

one who has been employed by the county for not less than twelve (12) months and must 

have served not less than 1,250 hours during the previous twelve (12) month period. 



. An eligible county employee under this subsection is entitled to twelve (12) workweeks of 

unpaid leave during any twelve (12) month period for one or more of the following 

reasons: 

1. because of the birth of a son or daughter of the employee and in order to care for 

such son or daughter; or 

2. because of the placement of a son or daughter with the employee for adoption or 

foster care; or 

3. in order to care for a spouse, or a son, daughter, or parent, of the employee, if such 

spouse, son, daughter, or parent has a serious health condition; or 

4. because of a serious health condition that makes the employee unable to perform the 

functions of the position of such employee. "Serious Health Condition", for purposes 

of this subsection is defined as " an illness, injury, impairment, or physical or mental 

condition that involves: 

inpatient care in a hospital, hospice, or residential medical care facility; or 

b. continuing treatment by a health care provider. 

c. "EXPIRATION OF ENTITLEMENTS" under sub-paragraphs "4.39 b1" and 

"4.39 b2" above for a birth or placement of a son or daughter shall occur at the 

end of the 12 month period beginning on the date of such birth or placement. 

d. "INTERMITTENT FAMILY LEAVE" or "FAMILY LEAVE ON A 

REDUCED LEAVE SCHEDULE", which shall not result in a reduction of the 

total amount of leave entitled, may be taken under certain circumstances 

provided by the act, given the following general provisions: 

1. when medically necessary or when mutually agreed upon by the 

employee and his/her appointing authority; and/or, 

2. when a foreseeable "planned medical treatment" is scheduled; and/or, 

3. when the employee under the circumstances of "d-1" and "d-2" above, 

agrees to temporarily accept (if required by the appointing authority) an 

"ALTERNATIVE POSITION" of equal pay and benefits; and which 

better accommodates recurring periods of leave than the regular 

employment position of the employee. 

e. "RELATIONSHIP OF FAMILY LEAVE TO PAID LEAVE": 

1. Nothing in this subsection shall require the county to provide paid sick 

leave to any employee in any situation in which the county would not 

normally provide such paid sick leave. 

2. Eligible employees will be required to substitute any accrued paid 

vacation leave, or family leave, for any part of the twelve (12) week 

period of leave provided under sub-paragraphs "4.39 b1, 2, &3" above. 




vacation and sick leave, or family leave, for any part of the twelve (12) 

week period of leave provided under sub-paragraphs "4.39 b3 ,&4" 

above. 

f. "REQUIREMENT OF NOTICE": Except for medical conditions that occur 

inadvertently, an eligible employee must render notice to his/her appointing 

authority, on a Personnel Action Request Form (NCF-1), of his/her intent to 

take family leave. This must occur not less than thirty (30) days prior to the 

first day of "FAMILY LEAVE" requested. 

g. "CERTIFICATION": Any eligible county employee who has requested leave 

under the provisions of sub-paragraphs 4.39b3),&4) above, must provide, 

within seven (7) days after the first day of leave, a certification from a health 

care provider which substantiates the medical necessity for such leave. This 

certification shall be sufficient if it states: 

1. the date on which the serious health condition commenced; 

2. the probable duration of the condition; 

3. the appropriate medical facts within the knowledge of the health care 

provider regarding the condition; 

4. for purposes of leave under paragraph 4.39 b3, a statement that the 

eligible employee is needed to care for the son, daughter, spouse, or 

parent and an estimate of the amount of time that such employee is 

needed to care for the son, daughter, spouse, or parent; 

5. for purposes of leave under paragraph 4.39b4), a statement that the 

employee is unable to perform the functions of the position of the 

employee; 

6. in the case of certification for intermittent leave, or leave on a reduced 

leave schedule, for planned medical treatment, the dates on which such 

treatment is expected to be given and the duration of such treatment; 

7. in the case of intermittent leave, or leave on a reduced leave schedule, 

under the provisions of paragraph 4.39 b4, a statement of the medical 

necessity for the intermittent leave or leave on reduced leave schedule, 

and the expected duration of the intermittent leave or reduced leave 

schedule; 


leave schedule, under the provisions of paragraph 4.39 b3, a statement 

that the employee's intermittent leave or leave on a reduced leave 

schedule is necessary for the care of the son, daughter, parent, or spouse 

who has a serious health condition, or will assist in their recovery, and the 

expected duration and schedule of the intermittent leave or reduced leave 

schedule. 

h. "SECOND" and "THIRD" OPINIONS from a medical provider, concerning a 



family leave condition of an eligible employee who has requested family leave, 

may (at the expense of the county) be required by his/her appointing authority. 

In cases of conflict between the FIRST and SECOND OPINIONS, the THIRD 

OPINION will be final and binding for both, the county and the employee, 

provided that the Health Care Provider who renders such opinion is not hired 

by the county on a regular basis. Also, not more frequent than once per month, 

the appointing authority may require the employee to provide recertification of 

the condition requiring family leave. 

i. The "EMPLOYMENT and BENEFITS" of an eligible employee shall be 

protected in accordance with the provisions of the act while said employee is in 

the exercise of his/her rights to FAMILY LEAVE as authorized herein, 

provided however, that nothing in this policy shall entitle any employee to any 

right, benefit, or position, to which the employee would not normally be 

entitled. In general, eligible employees under this provision are entitled to the 

following: 

1. Upon return from FAMILY LEAVE, employees (with exception to those 

HIGHLY COMPENSATED EMPLOYEES identified by the act) must be 

restored to their original or equivalent positions with equivalent pay, 

benefits, and other employment terms. 

2. The use of FAMILY LEAVE cannot result in the loss of any employment 

benefit that accrued prior to the start of an employee's leave. 

3. The use of unpaid FAMILY LEAVE cannot affect the exempt status of 

bona fide executive, administrative and professional employees under the 

Fair Labor Standards Act. 

j. "EXEMPTION OF HIGHLY COMPENSATED EMPLOYEES" from all 

provisions of this paragraph (4.39) as authorized by the act, will be considered 

on a case by case basis and approved by the Commissioners Court. In such 

cases, the COUNTY PAYROLL SECTION will certify to the Commissioners 

Court, that such employee is included among the highest paid ten (10) percent 

of all employees employed by the county. Appointing authorities wishing to 

exempt such an employee must submit an NCF-1 through the Human 

Resources Department to the Commissioners Court not later than five calendar 

days after FAMILY LEAVE is requested by the applicable HIGHLY 

COMPENSATED EMPLOYEE. 

k. "UNLAWFUL ACTS": It shall be unlawful for any appointing authority or 

subordinates thereof to do the following: 

1. interfere with, restrain, or deny the exercise of any right provided under 

this policy and/or Federal Law pertaining hereto; and/or 

2. discharge or discriminate against any person for opposing any practice 

made unlawful by the "Family Medical and Leave Act" (FMLA) or for 

involvement in any proceeding under or relating to FMLA. 

l. In the event of "CONFLICT BETWEEN THIS POLICY AND FEDERAL 



4.40 Lunch and Rest Periods: 

LAW", the law shall prevail. 

a. Lunch and rest periods will be scheduled at the discretion of the responsible department 

head. Time off for lunch will not be paid by the county. However, rest periods not to 

exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 


Modifications to this rule may be granted for mission essential resources such as certain 

county jail personnel. However, each department modification must be approved by the 

Commissioners Court on a case by case basis. 

b. Nursing Mothers: Department heads who oversee employees covered by these Rules 

should also be aware of obligations created by recent amendments to Section 7 of the Fair 

Labor Standards Act requiring employers to provide reasonable break time, and 

reasonable privacy accommodations for nursing mothers covered by the Patient Protection 

and Affordable Care Act (“PPACA”). Details regarding such obligations may be 

reviewed at www.wagehour.dol.gov in the summary document entitled WHD Fact Sheet 

#73, Break Time for Nursing Mothers Under FLSA, the contents of which are hereby 

incorporated by reference. 

INTENT: 

CHAPTER V: STANDARDS OF CONDUCT 

5.00 It is the policy of Nueces County that the standards of conduct prescribed in this chapter will be 

maintained by all employees. The intent herein is to insure that county employees understand their 

obligation to render courteous and efficient service to county constituents, while fulfilling the 

personnel needs of the county governing body and elected officials in an orderly manner. In effect, 

these standards are designed to insure demeanor among county employees that promotes public trust 

and professionalism. 

For continuity of purpose and cooperation among all concerned, the governing body invites all 

county departments to recommend changes to this chapter as may be necessary to insure unilateral 

application and enforcement. 

For the purpose of this section, the term "employee" shall mean any employee of Nueces 

County. The term shall not be extended to apply to any independent contractor, nor to members of 

commissions or committees that function only in an advisory or study capacity unless otherwise 

specified in a subsection. 

NON-DISCRIMINATION: 

5.01 It is the policy of Nueces County that all persons employed by the county be treated equally as 

required by state and federal law relating to unlawful discrimination. In effect, it is prohibited for 

any person employed by the county to discriminate against anyone for any reason on the basis of 

race, sex, national origin, citizenship, age, religious preference, physical handicap or veterans status. 

Nor shall any employee of the county participate in any function that violates, either directly or 

indirectly, the civil rights of other employees or anyone/group of the general public. Courteous and 



thoughtful conduct on the part of all county employees, while physically on duty with the county 

and/or while in representation of the county government, is a specific objective of this policy. 

GIFTS: 

5.02 Gifts shall not be accepted from contractors, vendors or other persons who deal with Nueces 

County, except as provided by law. The intent of this section is to extend the prohibitions of section 

36.08 Tex. Pen. Code Ann. to employees of the county as well as elected officials, public servants, or 

appointed officials who are already subject thereto. This section specifically prohibits employees 

from accepting tips while exercising their official duty. Exceptions to this section are only those 

identified in Section 36.10, TEX. Pen. Code Ann. which allows for gifts between relatives and 

friends that are of a personal nature. Also acceptable are gifts or benefits conferred for a professional 

or business relationship that is independent of the official county capacity of the recipient. Neither 

does this section restrict any of the social activities of employees or the designate of elected officials 

that are designed to promote a legitimate interest of the County, either formally or informally. This 

section does not apply to any employee receiving any benefit consisting of food, lodging, 

transportation or entertainment when accepted as a guest and reported in accordance with the law. In 

summary, this code does not apply to any benefit that is defined as non-applicable according to 

Section 36.10 Tex. Pen. Code Ann. 

PERSONAL APPEARANCE AND JOB CONDUCT: 

5.03 Since the nature of county public service obligates every county employee to act as a 

representative therefore, personal appearance requires a dress code appropriate for the job. Providing 

therein that said employees maintain a neat appearance and that attire prescribed by department 

heads is appropriate for public service and is reasonable for the fiscal means of the employee. The 

Commissioners Court herein defines the term "REASONABLE DRESS" to mean attire that is 

accepted by society in establishments of common use by the general public, and appropriate for 

professional environments frequented by children and adolescents of impressionable age. Equally, 

the term REASONABLE DRESS is intended to mean of a fiscal category that does not impose 

undue hardship on employees of the lowest salary range for the job. Specifically, this term is not 

intended to provide means for anyone to discriminate against anyone for the type of dress they wear. 

In all cases of dispute, the employee shall have the right to exercise the grievance process. 

Specifically, the intent of this provision is to establish and maintain uniform standards for a dress 

code that serves the needs of the county. 

Pleasant telephone manners and good housekeeping are also appropriate attire required of all county 

employees. Equally important, employees are required to practice punctuality, good attendance, 

honesty, and other work values as are necessary to promote goodwill and high morale among 

employees, executives, and officials of the county. It shall be the right of Nueces County to prescribe 

the maintenance standards for work place neatness of all work components or facilities used by 

employees in the line of duty. 

USE OF COUNTY-OWNED PROPERTY: 

5.04 Any time that County property is used in conjunction with employment, extra care should be 

exercised to minimize damage to the equipment or waste of supplies. Office machines, maintenance 

equipment, tools, etc., should be properly stored and cared for at the close of each business day. No 

employee of the County shall intentionally or negligently damage County equipment or property. 



Such actions may be grounds for disciplinary action or dismissal depending on the severity of the 

incident. No employee shall participate in bidding on Nueces County equipment or property sales or 

purchases except as provided for Sheriff's sales or public auctions that are open to any citizen. 

Employees or officials who are assigned a County owned vehicle must comply with the state statute 

on official conduct, and are subject to the following provisions: 

a. A public servant commits an offense if, with intent to obtain a benefit or with intent to 

harm another, he/she: 

1. violates a law relating to his/her office or employment; or 

2. misapplies anything of value belonging to the government that has come into his/her 

custody or possession by virtue of his/her office or employment. 

b. No facilities, services, equipment or supplies belonging to Nueces County shall be used 

by any employee or other person for purposes of or resulting in achieving private profit. 

Neither shall any employee misuse or misappropriate county property of any value, for the 

purpose of benefiting his or her personal gain, or for benefiting a relative, friend, or 

associate. Such an act shall constitute grounds for dismissal. 

c. Any county employee who in the course of employment drives a county owned vehicle, 

and who is identified by the county's auto liability insurance carrier as an unacceptable 

risk because of the employee's driving record, shall be subject to re-classification to a 

lower position. If no position is available or no appointing authority will accept said 

employee, the individual may be terminated. 

CONFIDENTIALITY: 

5.05 A considerable amount of County business is conducted pursuant to public disclosure and 

freedom of information legislation. To that extent, the product of County business is public business 

and shall be open unless it pertains to those matters made private by law as follows: 

a. personnel grievance matters, except as required to be disclosed by law, or; 

b. the development and discussion stages of the administrative decision-making process, 

policy development, and feasibility studies or decisions about alternative action plans 

which dictate that prior to their official legislation, such information must be held in strict 

confidence, and must not be discussed with others except on a need to know basis. 

The use of any such confidential information to advance any personal interest, financial or 

otherwise, or to harm the interests of the County, is a violation of this policy and may result in 

disciplinary action. 

OFFICE DONATIONS, POLITICAL CONTRIBUTIONS 

5.06 Restrictions. Employees shall not be forced to contribute to or make donations to any fund or 

collection process. All such funds or collections made during office hours must be approved by the 

elected official or department head prior to contact with employees. No employee shall be required to 

participate in political campaigns, political services, or related activities, as a condition of 



employment. Nor shall any employee be disciplined in any fashion for failure to participate in the 

aforementioned political activities. In effect, Nueces County employees are prohibited from 

participating in political services, campaigns, or related activities during working hours. Also, 

employees are prohibited from using county equipment, vehicles, uniforms or other property in the 

political service, influence, or effort to advance the political cause of any candidate for public office. 

Nor shall any county employee attempt, while on duty, to affect the results of an election or 

nomination to public office. This section shall not prohibit any employee from voluntarily making or 

receiving private political endorsements during non-duty hours. 

OUTSIDE EMPLOYMENT: 

5.07 Employees of the County shall devote all their time and efforts during their assigned work 

hours to their specified work for Nueces County. Employees shall not engage in outside work or 

employment to any extent that conflicts with the County interest or which adversely affects the 

employee's availability and usefulness to the County during their regular work hours. All employees 

who have outside means of support or dual sources of income in the form of other employment, or 

are considering other outside employment, should work closely with their respective department 

head or elected official on the details of such outside endeavors to assure no conflict with the County 

mission. Employees are not permitted to engage in any exchange, purchase, or sale of goods or 

services with the County as an additional income source. However, this section does not prohibit 

outside employment and personal initiative that is unrelated to an employee's County duties, is 

specifically defined as not on County time via payroll transmittals, or is otherwise carefully 

documented as being outside the restraints addressed herein. The Elected Official or Department 

Head shall have the option of prohibiting such outside employment that is in conflict with the 

employee's duties. Any employee who feels that approval or support of such outside employment is 

being unreasonably withheld is entitled to use the appropriate grievance procedures to seek 

resolution of the problem. 

SEXUAL HARASSMENT: 

5.08 

a. It is the policy of Nueces County that sexual harassment in the work place is prohibited. 

All employees are responsible for reporting violations and insuring that the work place 

remains free of sexual harassment. More specifically defined, sexual harassment is the 

behavior by anyone employed by the county who promotes, initiates, or participates in 

unwelcome sexual advances, requests for sexual favors, 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, 

2. submission to or rejection of such conduct by an individual is used as the basis for 

employment decisions affecting such individual, or 

3. such conduct has the purpose or affect of unreasonably interfering with an 

individual's work performance or creating an intimidating, hostile, or offensive 

working environment. Nueces County strongly disapproves of offensive or 

inappropriate sexual behavior at work and all employees must avoid any action or 



conduct which could be viewed as sexual harassment. 

b. IMPLEMENTATION: 

1. The county shall maintain a work place free of sexual harassment. Prevention is the 

best tool for the elimination of sexual harassment. Elected officials and/or 

department heads are responsible for ensuring that all employees are informed of 

this policy and that immediate and appropriate corrective action be taken if such 

conduct is exhibited or made known to the elected official or department head by 

any supervisor, employee, or non-employee. Appropriate documentation, proof, and 

confirmation is required in each case resulting in disciplinary action. 

2. Any employee who has a complaint or who is aware of sexual harassment at work 

by anyone, including supervisors, co-workers, non-employees, or visitors, must 

immediately bring the problem to the attention of the elected official or department 

head. 

3. All complaints will be promptly dealt with by each department head. In cases where 

the department head is the accused, the matter will be referred to the county attorney 

or the Civil Service Commission for action. In all cases of sexual harassment, 

special privacy safeguards will be applied in handling the matter. All parties 

concerned are responsible for insuring that the privacy of the charging party and the 

person accused of sexual harassment will be kept strictly confidential. 

4. The Director of Human Resources will retain confidential documentation of all 

allegations and investigations and will refer findings to the Commissioners Court. 

Thereafter, the Commissioners Court may refer the matter to the appropriate 

appointing authority or the county attorney for corrective action when necessary. 

Such corrective action may include disciplinary measures such as reprimand, 

suspension and/or discharge. Sexual harassment is considered by the county to be 

detrimental to its interest and that of its employees and will be dwelt with 

appropriately. 

PUBLIC STATEMENTS BY COUNTY EMPLOYEES: 

5.09 A county employee shall not represent the County in an official capacity before any entity 

where potential private gain to that employee may occur or where a County obligation or liability 

may be incurred, or where such representation detracts from the County, unless they are in fact 

officially and legally representing the County in this official capacity, or authorized by law, or 

executing an appropriate Court Order by the Commissioners' Court. This policy does not prevent 

any employee from instituting a claim or suit against the County or its officials for redress of 

grievances. 

DISCLOSURE OF INTEREST: 

5.10 Any employee who has a substantial interest, direct or indirect, in any individual or entity 

involved, in any decision pending before such employee, or the body of which the employee is a 

member, shall not vote or otherwise participate in any consideration of action on the matter. Such 

employee will, as provided herein, disclose the nature and extent of such interest on the official 

forms as outlined in this policy prior to any discussion or determination of action on the matter. 



a. A "substantial interest" is defined as existing if the interest in ownership is 10 percent or 

greater of the voting stock or shares, or ownership of $5000 or more of the fair market 

value of the business. Such interest also includes funds received by the employee from 

the individual or business that exceed 10 percent of the employee's gross income for the 

previous year. A "substantial interest" also includes real property if that interest is 

equitable or real ownership with a fair market value of $2500 or more, and for purposes of 

this code an interest of a person related in the first or second degree by either affinity or 

consanguinity to the employee is a "substantial interest." 

b. Thus, the definitions, prohibitions, and exceptions related to "substantial interest" are 

applied to all covered employees as provided by law in Sec. 171.002 of the local 

government code. Failure of any employee of the County to comply with or cooperate 

fully with such disclosures, and/or to maintain the conduct standards of this section, may 

constitute grounds for reprimand, expulsion, removal or discharge. 

At any time that a potential conflict of interest pursuant to this policy may arise in any year, 

such affected employee shall file in advance of any determination or action, a disclosure statement 

with the appropriate board, elected official, or governing body responsible for the business in which 

the conflict has or may occur. It shall be the individual responsibility of the receiving agent or agency 

to store files of all such disclosures in accordance with applicable public law(s). These files shall be 

open for inspection to any member of the Commissioners Court or designee, as may be necessary 

during normal business hours to investigate complaints, and must be retained for a period of three 

years after which they will be destroyed. 

GRIEVANCE PROCESS: 

5.11 Utilization. Employees who feel they may have been adversely affected by unfair treatment or 

erroneous or capricious interpretation of this sub-section, or who allege unlawful discrimination, or who 

allege knowledge of a violation of any policy that unfairly affects their employee status, may file a grievance 

through the applicable grievance procedure. 

LAYOFF: 

CHAPTER VI: REDUCTION IN FORCE: 

6.00 Whenever it becomes necessary to reduce the number of employees of any department in the 

county, the appointing authority of the department shall communicate in writing, the following 

information to the county Human Resources Office: 

a. the number of employees to be laid off; 

b. the pay group(s) involved; 

c. the job title(s) affected; 

d. and the date the employees are to be laid off. 



Upon receipt of such notice, the Director of Human Resources, in coordination with the civil 

service commission, will prepare a REDUCTION IN FORCE (RIF) list of all employees affected. 

The RIF list will assign an order of layoff to each effected employee and the department must 

conform to that order. The intent and purpose of this sub-section is to insure fairness and equity in 

the exercise of employee layoffs. 

6.01 Under no circumstances will this section (6.00 - 6.06), if adopted by the civil service 

commission in its subject rules and regulations, be used to infringe upon or usurp the power, nor the 

statutory authority of the Commissioners Court of Nueces County to create, establish, 

increase/decrease in number, abolish, or delete position(s) or budgeted funds for such position(s). 

ORDER OF LAYOFF: 

6.02 The order of layoff of employees within the pay group and in the department, board, or 

institution in which the reduction in force is to be made shall be: 

a. seasonal employees 

a. temporary employees 

b. probationary employees; 

c. regular employees. 

The order of layoff of regular employees shall be according to layoff ratings. Employees with 

lowest ratings will be laid off first. Among employees with equal layoff ratings, the order of layoff 

shall be determined by the appointing authority. 

LAYOFF RATINGS: 

6.03 Competition: Seniority rating within the class and performance ratings shall be combined in 

the following manner to determine a layoff rating. The seniority rating will be determined simply by 

the date in which the employee first became a regular employee with the county in his/her current 

position/pay group. 

The combination of seniority and performance ratings shall be the layoff rating. 

6.04 Seniority for Layoff Purposes. The seniority of an employee for inclusion in his/her layoff 

rating shall be based upon the number of completed years of continuous County service in the class 

from which the employee is laid off. Periods of absence on leave shall not be credited as continuous 

County service. Seniority in the class for which the layoff rating is computed shall include service in 

any other class deemed by the Civil Service Commission, to be of the same character, but of greater 

responsibility or difficulty. An employee who resigns from the County service, or is dismissed under 

charges shall lose all seniority credited to him/her prior thereto, and subsequent reinstatement or 

reemployment of that employee shall not restore the seniority so lost. An employee laid off after 

acquiring regular employment status, shall after reinstatement, regain the seniority credit he/she 

possessed at the time of layoff. 



DEMOTION IN LIEU OF LAYOFF: 

6.05 At the request of the appointing authority, an employee with regular status may, in lieu of 

layoff, be offered the option of demotion in a position in a related class, if available. However, such 

a demotion will not occur if a position is not available. 

Also, a probationary employee may be offered the opportunity to accept demotion within the same 

department to a position in lower class provided no such demotion shall in turn require the layoff of 

any employee in the lower class. Such probationer shall not become a regular employee in the lower 

class by this action except by completing a full probation period in such lower class. 

CHAPTER VII: PROGRESSIVE DISCIPLINE/TERMINATION 


7.00 Purpose. The purpose of this chapter is to insure that discipline administered to Nueces 

County Employees is objective with regard to identifying punishable infractions; equitable for the 

same cause(s) throughout all county departments; and fair from the standpoint of impact on the 

employee's career with the county. In effect when necessary, discipline should be administered as an 

incentive to correct unsatisfactory work behavior. Specifically, it is prohibited for anyone to use 

management tools and/or disciplinary measures to exploit the human resources of the county for 

political or other personal reasons. For example, it is prohibited for employees to be discriminated 

against for either; a) failing to contribute or participate in political campaigns, or; b) for participating 

and/or contributing. 

7.01 Suspensions, Demotions, Removal: Except for dismissals during the probationary period as 

provided in rule 2.35, all suspensions, demotions and removals of persons employed by the county 

will be made in compliance with and under the provisions of this Chapter VII. 

7.02 Calls for Suspension, Demotion, or Removal: The tenure of every person holding a position 

under the provisions of these rules shall be dependent upon adequate job performance and good 

behavior. Any such person may be suspended, demoted or removed for any of the following causes 

depending on the severity of their actions: 

a. incompetency; 

b. inefficiency; 

c. insubordination; 

d. dishonesty; 

e. intemperance; 

f. violation of the provisions of the rules and regulations of the Commissioners Court, the 

appointing authority, or the Civil Service Commission; 

g. permanent or chronic physical or mental disability which incapacitates the employee from 

the proper performance of his/her duties; 



h. the employee has been convicted of a criminal offense involving moral turpitude. The 

word convicted shall mean a finding of guilty by either the judge or jury without regard to 

subsequent disposition of the case by suspension of sentence, probation, and deferred 

adjudication or otherwise. The words moral turpitude shall mean any act of baseness, 

vileness or depravity; or any act done with deception, or through corrupt motives; or as 

defined by state law and/or decisions made under state law. 

i. the employee through negligence or willful misconduct has caused damage to public 

property or waste of public supplies; 

j. has been guilty of any conduct unbecoming an officer or employee of the County while 

performing his/her job duties; 

k. the employee has been absent without leave, contrary to the rules of appropriate authority, 

or has failed to report after leave of absence has expired, or after such leave of absence has 

been disapproved or revoked and canceled by appropriate authority; provided, however, 

that if such absence or failure to report is excusable, the appropriate authority may dismiss 

the charges; 

l. the employee has been convicted of a felony committed in the furtherance of, or while 

participating in, a civil disorder; 

m. the employee has failed to report to work for one working day without notification to the 

supervisor; 

n. misuse of sick leave privileges; 

o. is negligent in the performance of duties; 

p. fails to meet the written standards of job performance; 

q. has lied about or concealed a material fact on any of the following: 

1. Concerning a matter under investigation. 

2. Using official capacity to his/her personal benefit. 

3. Relating to public services under his/her responsibility. 

r. has made a false statement of or has misrepresented a material fact in the employee's 

application for employment, or on other work records; 

s. has endangered the health or safety of any employee or the general public; 

t. the employee is in possession or use of controlled substances, as defined in Article 

4476-15, Texas Revised Civil Statutes now and as hereafter amended, marijuana or drug 

paraphernalia on County property or any place designated as a work site where the County 

is carrying on business or providing services; 



u. the employee comes to work, is at work, or remains at work under the influence of 

alcoholic beverages; controlled substances, as defined in Article 4476-15, Texas Revised 

Civil Statutes now and as hereafter amended, or marijuana; 

v. just cause, as determined by the merits of each individual case and upheld by appropriate 

authority reviewing the case; 

w. fails to submit requested documentation to appointing authority concerning a medical 

condition of the employee which may present a contradiction to continued employment. 

TYPES OF DISCIPLINARY ACTION: 

7.03 Verbal Reprimand, First and Second Level Discipline: Prior to a suspension, demotion, or 

termination, the appointing authority depending on the severity of the employee's actions may use 

lesser forms of disciplinary action. However, nothing in this paragraph shall prohibit the appointing 

authority from proceeding to the third level of discipline which includes suspension, termination or 

demotion, if the employee commits a major offense that warrants such discipline. 

The lesser forms of action that may be taken against the employee include: 

a. Verbal Reprimand: This is the least severe form of disciplinary action and is designed to 

advise the employee of the problem which has resulted in unsatisfactory behavior or 

performance. This level of discipline is not subject to the grievance process. 

b. First Level Discipline: The first formal step in progressive discipline. This level deals 

with continuation of minor offenses, when two or more previous verbal reprimands do not 

result in the correction of the problem by the employee. This level of discipline should be 

documented, labeled "FIRST LEVEL DISCIPLINE", and signed by the supervisor and 

employee, and should also allow for the employee to respond. Documentation should be 

distributed to the employee, the Human Resources Department, and the immediate 

supervisor. This level of discipline is not subject to the grievance process. 

c. Second Level Discipline: This level of discipline deals with serious offenses or 

continuation of minor offenses that were not corrected in the first level of discipline. The 

second level of discipline may be used without the use of first level discipline when the 

offense is serious enough to warrant such action. The selection of this level over the first 

level is a management decision that may be appealed through the applicable grievance 

process by the subject employee. This level of discipline should also be labeled 

"SECOND LEVEL DISCIPLINE" and documented in writing to include the signatures of 

the supervisor and the employee. The employee should also be allowed to respond in 

writing to the discipline. Documentation should be distributed to: the employee, the 

supervisor, and the Human Resources Department. This level of discipline may include 

suspension without pay for not longer than three days. 

7.04 Third Level of Discipline: This third level of discipline deals with major offenses or a 

continuation of serious offenses which were not corrected in the first or second level of progressive 

discipline. This level may be used without the use of the first or second level when the severity of 

the offense makes this level of discipline appropriate. All cases of third level discipline must be 

labeled "THIRD LEVEL DISCIPLINE" and must be properly documented so that the employee 



understands the severity of the action and is given opportunity to respond in writing to the 

department head before formal action is taken by the department. In cases such as theft or driving 

while intoxicated, where the offense itself constitutes a breach of safety or fiscal security that must 

be corrected immediately, the employee may be suspended from active duty. Given absolution from 

the offense, whereby the appropriate reviewing authority or the civil service commission (in cases of 

classified workers) finds the disciplinary action unwarranted, the department must reinstate and pay 

the individual for work time lost as a result of the suspension. However, if upheld by the appropriate 

reviewing authority or the civil service commission, the individual's dismissal will become effective 

with the department's suspension order. Department heads have the option to choose this course at 

their discretion although employees have the right to appeal all such actions to the Human Resources 

Department. In cases of non-civil service workers, the Commissioners Court may choose to establish 

a review committee to hear the employee's complaint and recommend disposition. In the case of civil 

service employees, the matter will be referred to the civil service commission for review. Discipline 

that may be administered at this level includes: 

a. Demotion: The movement of an employee from his/her present position to one with 

either a lower starting salary, or a salary level that is less than his/her current salary. 

b. Suspension: 

1. With Pay: This is an ordered absence from duty while in full pay status for a 

prescribed period of time. It allows for immediate response to a suspected but not 

fully substantiated offense as well as a period in which an investigation can be 

thoroughly pursued. 

2. Without Pay: This is an ordered absence from duty without pay for a prescribed 

period of time. This level of discipline requires a written notice and the right of the 

employee to respond before the suspension occurs. 

c. Termination: Removal from the public service. 

The third level of discipline is subject to the grievance process. 

7.05 Documentation of Disciplinary Action: 

a. Any officer or employee of the county may be removed, suspended, or reduced in 

rank/compensation by the appointing authority after the probationary period has been 

served by an order in writing stating the following: 

1. The cause for the discipline. 

2. The specific reason supporting the cause. 

3. The discipline to be imposed. 

4. The effective date, and 

5. The right of the employee to appeal to appropriate authority such as through the 

Human Resources Department to the Commissioners Court which may choose to 

refer the matter to a review committee, or in cases of civil service employees, to the 

grievance process of the civil service commission. 



. Items (a. 1-5) in the subparagraph above should also be used for documenting first and 

second level disciplinary actions. 

c. Prior to termination, a non probationary employee will be given written notice of the 

charges and will be given the opportunity to respond to the charges either orally or in 

writing. Exceptions to the right of rebuttal will occur when the employee's termination 

occurs as a result of the exhaustion of leave without pay benefits or when termination 

occurs as a result of the employee's failure to report to work for one (1) working day 

without notification to the supervisor. 

d. After the employee's response, a final decision letter should then be forwarded to the 

employee along with the notice of the employee's right to appeal the decision to the 

appropriate authority. 

e. A copy of the final decision letter shall be forwarded to the Human Resources 

Department or the civil service commission (in cases involving civil service workers), and 

a copy thereof shall be personally served on the employee forthwith or mailed to his usual 

place of residence. 

Any order removing, suspending or reducing an employee in rank or compensation should be 

considered to have been filed with the Civil Service Commission when it has been 

received in writing by the office of the Director of Human Resources. 

ELIGIBILITY TO APPEAL: 

CHAPTER VIII: GRIEVANCE AND APPEALS: 

8.00 Any employee of the county who has completed his/her probationary period may file a 

grievance or appeal when a question of just cause exists in matters of termination, demotion, or 

suspension. By failure to file such a grievance within seven (7) calendar days, an employee so 

terminated, demoted, or suspended, waives all right to exercise the grievance process for that action. 

GRIEVANCE PROCEDURE: 

8.01 Generally 

a. Grievances, other than charges of discrimination due to race, sex, national origin, 

citizenship, age, religious preference, veterans status, physical handicap or sexual 

harassment, shall be processed in accordance with the following steps: 

Step 1: The grievance shall be discussed verbally by the grieving employee with the 

employee's immediate supervisor. It shall be the responsibility of the grievant 

to verbally notify the supervisor that this is the first step of a formal 

grievance. The immediate supervisor shall within five (5) calendar days 

orally submit an answer to the grieving employee or his/her representative. 

Step 2: If the grievance is not settled after the preceding step has been followed, the 

grieving employee shall state the grievance in writing and submit same to 

his/her department head. This must be done within seven (7) calendar days 



after the receipt of the supervisor's oral answer to the stated grievance. 

Within five working days after receipt of the written grievance, the grieving 

employee's department head shall answer the grievance in writing to the 

grieving employee. 

Step 3: If the grievance remains unresolved, the employee shall forward the 

grievance as originally written and the attached answer from the Department 

Head to the Director of Human Resources (in the case of non-civil service 

workers) or to the Civil Service Commission (in the case of civil service 

workers), within five (5) calendar days after receipt of the department head's 

answer to the grievance. 

The above steps must be taken in addition to any other response that may have been 

rendered under sub-paragraph 3 of 7.05, or any other department level appeal procedure. 

b. All complaints of discrimination by employees on the basis of race, sex, national origin, 

age, religious preference, physical handicap or sexual harassment shall be filed in writing 

with the department head. In cases where the complaint involves the department head, the 

employee may choose to file such a complaint with the Director of Human Resources, 

who will promptly notify the Commissioners Court. To process complaints from non-civil 

service employees that are unresolved at department level, the Director of Human 

Resources shall refer same to the Commissioners Court for disposition. Within two 

regular sessions from receipt of the complaint, the Commissioners Court will choose from 

among several remedies which include but are not limited to the following: 

1. Appoint a "Review Committee" to inquire into the case and report its findings to the 

Commissioners Court for disposition. 

2. Refer the matter back to the Department for disposition. 

3. Refer the aggrieved party to the appropriate court system for remedy. 

4. Refer the case to an arbitrator. 

5. Refer the case to the county dispute resolution center. 

6. Refer the case to the Civil Service Commission for resolution. 

7. Refer the case to the County Attorney. 

In the case of civil service employees, all complaints under this subparagraph (8.01b of 

chapter VIII) will be referred to the Civil Service Commission grievance procedure as 

further stated in paragraph 8.02 below. 

APPEAL TO THE CIVIL SERVICE COMMISSION: 

8.02 Persons Qualified to Appeal; Time to Appeal 

a. Any employee under civil service who has completed the probationary period and has 

been removed, suspended or demoted in rank or compensation may, after following the 

grievance procedure set forth in Section 8.01, appeal to the Civil Service Commission for 



elief. This appeal must occur within ten working days after receiving the order of the 

affected department head concerning that cause. 

b. At the next meeting after the date of filing a written appeal with the Civil Service 

Commission, provided the written appeal has been on file for at least two weeks, the 

Commission shall commence the hearing thereof and shall provide due process as 

expediently as possible. 

CONDUCT OF HEARING: 

8.03 Procedures: 

a. The appointing authority shall be entitled to appear personally, produce evidence, and 

have representation. The appointing authority's portion of the hearing shall be presented 

first. 

b. The aggrieved party shall be entitled to appear personally, produce evidence, have 

representation, and a public hearing. 

c. Administrative rules of evidence may be used in all orders, decisions, rules, and 

regulations of the Civil Service Commission and shall be valid. 

INVESTIGATION: 

8.04 The Civil Service is herein given the power to compel the attendance of witnesses and the 

production of records, books, and papers, and to administer oaths in matters relating employment as 

prescribed in Local Government Code Section 158.009. In such cases, wherein compliance is not 

met by any agency, the Civil Service Commission shall subpoena any material, witness(es), or 

records relevant to the case. 

INSPECTION: 

8.05 An employee who has appealed to the county Human Resources Department, or to the Civil 

Service Commission, shall have the right to inspect any document in the possession of or under the 

control of the appointing authority which is relevant to such appeal and which would be admissible 

in evidence at a hearing on such appeal. The employee shall also have the right to interview other 

employees having knowledge of the acts or omissions upon which the removal, suspension, or 

reduction in rank or compensation was based. Interviews of other employees and inspection of 

documents shall be at times and places reasonable for the employee and the appointing authority. 

AMENDMENT OF CHARGES: 

8.06 At any time before the employee's appeal is submitted to the Civil Service Commission 

(Commissioners Court through the Director of Human Resources for non-civil service employees) 

for decision, the appointing authority may, with the consent of the Civil Service Commission or 

Commissioners Court as applicable, serve on the employee and file with said Commission or Court, 

an amended or supplemental statement of charges. If the amended or supplemental charges present 

new causes or allegations, the employee shall be afforded a reasonable opportunity to prepare his/her 

defense thereto, but he/she shall not be entitled to file a further answer unless the Commission or the 



hearing board or officer so orders. Any new causes or allegations shall be deemed controverted and 

any objections to the amended or supplemental charges may be made orally at the hearing. 

FAILURE TO ANSWER: 

8.07 

a. Failure on the part of an accused employee to file an answer within the time allowed in 

Section 8.01 shall be construed as an admission of the truth of the charges made against 

him/her. 

b. Failure on the part of management to answer within the time allowed in Section 8.01 will 

give the employee the right to progress to the next step of the grievance procedure. 

MAXIMUM PERIOD OF SUSPENSION: 

8.08 Any suspension invoked under this rule against any one employee of the county, whether with 

or without pay, or for one or more periods, shall not aggregate more than 90 calendar days in any one 

calendar year; provided, however, where the charge upon which a suspension is the subject of 

criminal complaint or indictment filed against such employee, the period of suspension may exceed 

90 calendar days and continue until, but not after, the expiration of 30 calendar days after the 

judgement of conviction or acquittal of the offense charged in the complaint or indictment has 

become final. 

a. The foregoing suspension period is also subject to the applicable provisions of the civil 

service rules and regulations, and the provisions of any duly authorized labor agreement 

with respect to the maximum period of suspension and the award of backpay, if any. 

FINDING AND DECISION: 

8.09 

a. The finding and decision of the Commissioners Court or the Civil Service Commission 

(as may be applicable for civil service versus non-civil service employees) shall be final, 

subject to the right of appeal under Chapter 158 of the Local Government Code and shall 

be certified to the appropriate appointing authority and shall forthwith be enforced and 

followed by same. 

b. A County employee who, on a final decision by the Commissioners Court or the Civil 

Service Commission, is demoted, suspended, or removed from the employee's position 

may appeal the decision by filing a petition in a District Court in the County within 30 

calendar days after the date of the decision. 

RECORD FILED: 

8.10 A copy of the order in writing, a copy of the answer, together with a copy of the finding and 

decision of the Commissioners Court or the Civil Service Commission, shall be filed as a public 

record in the county Human Resources Office and the Civil Service Commission. 



TIME LIMITS OF THE GRIEVANCE AND/OR APPEAL PROCEDURES: 

8.11 

a. No matter shall be entertained as grievance hereunder unless it is raised as such within ten 

(10) calendar days after the occurrence of the event or after the employee becomes aware 

of the event giving rise to the grievance. 

b. All time limits set forth in this procedure may be extended for good cause by mutual 

written consent of the aggrieved, the appointing authority, and the Commissioners Court. 

Without such written agreement, the time limits shall be strictly enforced. If the grieving 

party or parties fail to pursue the grievance within the time limits set forth, the grievance 

shall be considered resolved based upon the last answer given by supervisory 

representatives of the County. In cases where management failed to meet the time frame 

requirements, the employee will be entitled to remedy directly with the Commissioners 

Court (through the Human Resources Department) or with the Civil Service Commission 

whose decision will be final. 

CHAPTER IX 

OTHER POLICIES AND RULES APPLICABLE TO COUNTY EMPLOYEES 

9.00 The following policies are part of the Nueces County Civil Service. Therefore, these policies carry the 

same authority as the Nueces County Civil Service Rules. 

9.01 The Nueces County Family and Medical Leave Policy, as amended and in effect at any given time. on 

August 26, 1993. 

9.02 The Nueces County Drug Free Workplace Policy, as amended, and in effect at any given time. on July 

28, 1997. 

9.03 The Nueces County Civil Service Rules and Regulations, as amended and in effect at any given time; 

which shall take precedence over any conflicting provision of the Personnel Manual, if any. 

9.04 Any other employment policies duly adopted by the Commissioners Court so long as such policies are 

not in conflict with the provisions of these civil service rules and regulations. 

9.05 – Any applicable collective bargaining labor agreements that contains specific provisions in conflict 

with this Personnel Policy Manual but only to the extent of such conflict.; 

9.05 – Any other applicable state or federal law not specifically mentioned herein but which would otherwise 

apply to the County’s civil service employees. 

-END- 



___________________________________________________________________________ 


CIVIL SERVICE COMMISSION 

RULES AND REGULATIONS 

MANUAL 

(Approved by the Civil Service Commission on ______________, 2012) 

___________________________________________________________________________

TABLE OF CONTENTS 

CHAPTER I ORGANIZATION............................................................................. 1 

PURPOSE: .................................................................................................................................. 1 

1.00.......................................................................................................................................... 1 

CREATION AUTHORITY: ....................................................................................................... 1 

1.01 Role ................................................................................................................................ 1 

1.02 Appointments ................................................................................................................. 1 

1.03 Term of Office ............................................................................................................... 1 

1.04 Responsibilities .............................................................................................................. 1 

1.05 Meetings ......................................................................................................................... 1 

1.06 Quorum .......................................................................................................................... 1 

1.07 Rules of Order ................................................................................................................. 1 

1.08 Minutes .......................................................................................................................... 2 

1.09 Communications ............................................................................................................ 2 

1.10 Attendance ..................................................................................................................... 2 

DIRECTOR OF HUMAN RESOURCES AND CIVIL SERVICE:........................................... 2 

1.11 Appointment .................................................................................................................. 2 

1.12 Duties ............................................................................................................................. 2 

APPLICABILITY: ...................................................................................................................... 3 

1.13.......................................................................................................................................... 3 

PERSONNEL RECORDS: ......................................................................................................... 3 

1.14 Official Roster ................................................................................................................ 3 

1.15 Employment Record ...................................................................................................... 3 

CERTIFICATION: ..................................................................................................................... 3 

1.16.......................................................................................................................................... 3 

RULES AND REGULATIONS: ................................................................................................ 3 

1.17 Establishment .................................................................................................................. 3 

1.18 Amendment of the Rules ................................................................................................ 4 

1.19 Relationship to Collective Bargaining Provisions ......................................................... 4 

CHAPTER II EMPLOYMENT .............................................................................. 4 

DEFINITIONS ............................................................................................................................ 4 

Table of Contents -ii- 

Nueces County Civil Service Commission

2.01 Applicant ........................................................................................................................ 4 

2.02 Appointing Authority ..................................................................................................... 4 

2.03 Job Category .................................................................................................................. 4 

2.04 Classification/Reclassification ....................................................................................... 4 

2.05 Pay Group Evaluation ..................................................................................................... 4 

2.06 Classified Service ........................................................................................................... 5 

2.07 Employment Status ........................................................................................................ 5 

2.08 Inactive Employee .......................................................................................................... 6 

2.09 Break in Service ............................................................................................................. 6 

2.10 Probationary Period ........................................................................................................ 6 

2.11 Termination of Employment .......................................................................................... 7 

EMPLOYMENT PROCEDURES: ............................................................................................. 7 

2.12 Job Posting ..................................................................................................................... 7 

EMPLOYMENT PROCEDURES FOR NON-CLERICAL POSITIONS: ................................ 8 

2.13 Request To Fill Vacant Positions ................................................................................... 8 

2.14 Applications ................................................................................................................... 8 

2.15 Pre-screening and Certification ...................................................................................... 8 

2.16 Interview of Applicants .................................................................................................. 8 

EMPLOYMENT PROCEDURES FOR CLERICAL POSITIONS: .......................................... 8 

2.17 Civil Service Exam Roster for Clerical Positions .......................................................... 8 

2.18 Performance Tests .......................................................................................................... 8 

2.19 Civil Service Register for Clerical Positions ................................................................. 9 

2.20 Certification ................................................................................................................... 9 

2.21 Reexamination ............................................................................................................... 9 

EMPLOYMENT PROCEDURES FOR LAW ENFORCEMENT POSITIONS: ...................... 9 

2.22.......................................................................................................................................... 9 

RETENTION OF RECORDS:.................................................................................................... 9 

2.23 Certification Lists ........................................................................................................... 9 

2.24 Applications ................................................................................................................... 9 

AGE: ........................................................................................................................................... 9 

2.25.......................................................................................................................................... 9 

EDUCATIONAL ATTAINMENT: .......................................................................................... 10 

2.26........................................................................................................................................ 10 

DISQUALIFICATION OF APPLICANTS AND EMPLOYEES: ........................................... 10 

Table of Contents -iii- 


2.27........................................................................................................................................ 10 

APPLICATIONS NOT TO BE RETURNED: ......................................................................... 11 

2.28........................................................................................................................................ 11 

EMPLOYMENT PHYSICALS: ............................................................................................... 11 

2.29 Initial Employment ...................................................................................................... 11 

2.30 Re-Employment ........................................................................................................... 11 

2.31 Promotions ................................................................................................................... 11 

EMPLOYMENT STATUS: ...................................................................................................... 11 

2.32........................................................................................................................................ 11 

EVIDENCE OF ELIGIBILITY FOR EMPLOYMENT: .......................................................... 11 

2.33........................................................................................................................................ 11 

EQUAL EMPLOYMENT OPPORTUNITY: ........................................................................... 12 

2.34........................................................................................................................................ 12 

NEW EMPLOYEE PROBATIONARY PERIOD: .................................................................. 12 

2.35........................................................................................................................................ 12 

NEPOTISM: ............................................................................................................................. 12 

2.36 State Law...................................................................................................................... 12 

2.37 Appointment of Employees ......................................................................................... 12 

2.38........................................................................................................................................ 12 

2.39........................................................................................................................................ 12 

TRANSFERS: ........................................................................................................................... 13 

2.40........................................................................................................................................ 13 

2.41 Voluntary ..................................................................................................................... 13 

2.42 Involuntary ................................................................................................................... 13 

2.43 Temporary .................................................................................................................... 14 

REASSIGNMENT: ................................................................................................................... 14 

2.44........................................................................................................................................ 14 

DEMOTIONS: .......................................................................................................................... 14 

2.45 Definition ..................................................................................................................... 14 

2.46 Voluntary Demotion .................................................................................................... 14 

2.47 Review of Compensable Factors.................................................................................. 14 


Nueces County Civil Service Commission 

-iv-

2.48 Reduction in Force ....................................................................................................... 14 

2.49 Involuntary ................................................................................................................... 14 

2.50 Compensation .............................................................................................................. 15 

2.51 Probationary Period ...................................................................................................... 15 

PROMOTIONS: ....................................................................................................................... 15 

2.52 Definition ..................................................................................................................... 15 

2.53 Salary ........................................................................................................................... 16 

2.54 Notification .................................................................................................................. 16 

PERFORMANCE APPRAISAL: ............................................................................................. 16 

2.55 Frequency ..................................................................................................................... 16 

2.56 Record keeping ............................................................................................................ 16 

2.57........................................................................................................................................ 16 

2.58........................................................................................................................................ 16 

2.59........................................................................................................................................ 17 

REINSTATEMENT: ................................................................................................................ 17 

2.60 Definition ..................................................................................................................... 17 

2.61 Layoff ........................................................................................................................... 17 

2.62 Voluntary Termination ................................................................................................. 17 

2.63 Candidates for Public Office ........................................................................................ 17 

2.64 Benefit and Salary Restoration for Reinstated Employees .......................................... 18 

2.65 Preference..................................................................................................................... 18 

2.66 Waiver of Probationary Period .................................................................................... 18 

RE-EMPLOYMENT: ............................................................................................................... 18 

2.67........................................................................................................................................ 18 

RESIGNATION: ....................................................................................................................... 18 

2.68........................................................................................................................................ 18 

RETIREMENT: ........................................................................................................................ 18 

2.69 Eligibility ..................................................................................................................... 18 

REORGANIZATION AND/OR CONSOLIDATION .............................................................. 19 

2.70 Reorganization and/or Consolidation .......................................................................... 19 

CHAPTER III POSITION CLASSIFICATION & PAY MANAGEMENT .... 20 

COVERAGE: ............................................................................................................................ 20 

3.00 Non-Exempt and Exempt Employees Classification ................................................... 20 



-v-

SALARY ADMINISTRATION: .............................................................................................. 20 

3.01 Base Pay Per Hour ....................................................................................................... 20 

3.02 Pay Authorization for County Employees ................................................................... 20 

3.03 Pay Authorization for Temporary Employees.............................................................. 20 

3.04 Pay Authorization for Seasonal Employees (delete as obsolete) ................................. 21 

3.05 Pay Groups and Steps .................................................................................................. 21 

3.06 County Pay Schedule ................................................................................................... 21 

3.07 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions ............... 21 

3.08 Base Pay for Non-Exempt, Law Enforcement Positions ............................................. 22 

3.09 Longevity Pay .............................................................................................................. 22 

3.10 Red Line Rate............................................................................................................... 23 

CLASSIFICATION OF NEW APPOINTMENTS: .................................................................. 23 

3.11 Starting Salary .............................................................................................................. 23 

3.12 In-Grade Transfer ......................................................................................................... 23 


3.13........................................................................................................................................ 23 

3.14 Voluntary Resignations ................................................................................................ 23 

DEMOTION AND SALARY REDUCTION: .......................................................................... 23 

3.15 Performance Related .................................................................................................... 23 

3.16 Employee Requested .................................................................................................... 24 

3.17 Reorganization Salary Adjustment .............................................................................. 24 

3.18 Change in Pay Group or from Full-time to Part-Time Status ...................................... 24 

RECLASSIFICATION OF POSITIONS .................................................................................. 24 

3.19........................................................................................................................................ 24 

REEMPLOYMENT OF FORMER REGULAR EMPLOYEE: ............................................... 25 

3.20 Reemployment ............................................................................................................. 25 

EQUITY ADJUSTMENT: ....................................................................................................... 26 

3.21........................................................................................................................................ 26 

OVERTIME PAY PROCEDURES FOR NON-EXEMPT EMPLOYEES: ............................. 26 

3.22........................................................................................................................................ 26 

3.23 Lunch and Rest Periods................................................................................................ 26 

3.24 Compensatory (Comp) Time / Administrative Leave .................................................. 27 

3.25 Final Pay For Departing Employees ............................................................................ 28 

3.26 Call Back Compensation For Eligible Employees During Holiday ............................. 29 

3.27 Holidays ....................................................................................................................... 29 

Table of Contents -vi- 


RECORDING WORK TIME: .................................................................................................. 29 

3.28........................................................................................................................................ 29 

GENERAL PRACTICES: ........................................................................................................ 29 

3.29 Overtime Kept to Minimum......................................................................................... 29 

3.30........................................................................................................................................ 29 

3.31........................................................................................................................................ 29 

RECORD KEEPING: ............................................................................................................... 29 

3.32 Records To Be Kept By Departments and County Auditor ......................................... 29 

3.33 Responsibility .............................................................................................................. 30 

CONTINUANCE PAY: ............................................................................................................ 30 


CHAPTER IV LEAVES OF ABSENCE ............................................................. 30 

DEFINITIONS: ......................................................................................................................... 30 

4.00........................................................................................................................................ 30 

4.01........................................................................................................................................ 30 

4.02........................................................................................................................................ 30 

4.03........................................................................................................................................ 30 

4.04........................................................................................................................................ 30 

4.05........................................................................................................................................ 30 

4.06........................................................................................................................................ 31 

4.07........................................................................................................................................ 31 

4.08........................................................................................................................................ 31 

4.09........................................................................................................................................ 31 

4.10........................................................................................................................................ 31 

GENERAL PROVISIONS: ...................................................................................................... 31 

4.11 Entitlement ................................................................................................................... 31 

4.12 Appointing Authority Designates Time of Leave ........................................................ 31 

4.13 Submission of Requests ............................................................................................... 31 

4.14 Medical Statements for Confirmation of Sick Leave ................................................... 32 

4.15 Medical Release ........................................................................................................... 32 

RESIGNATION UPON FAILURE TO RETURN AFTER LEAVE: ...................................... 32 

4.16 Automatic Termination ................................................................................................ 32 

4.17 Disciplinary Action ...................................................................................................... 32 

VACATION: ............................................................................................................................. 32 

Table of Contents -vii- 


4.18 Employees Who May Earn Vacation ........................................................................... 32 

4.19 Computation of Vacation ............................................................................................. 33 

4.20 Priorities for Granting Vacation, Vacation Schedules, Holidays ................................. 33 

4.21 Carry Over of Accumulated Vacation Credit ............................................................... 33 

4.22 Vacation Planning ........................................................................................................ 34 

4.23 Separation from County Service .................................................................................. 34 

SICK LEAVE: .......................................................................................................................... 34 

4.24 Computation of Sick Leave........................................................................................... 34 

4.25 Use of Sick Leave ........................................................................................................ 34 

4.26 Sick Leave Practice ...................................................................................................... 35 

4.27 Cancellation of Sick Leave Credits .............................................................................. 35 

4.28 Compensation For Unused Sick Leave / and Workers Compensation ........................ 35 

LEAVE WITHOUT PAY: ........................................................................................................ 36 

4.29 General Provisions ....................................................................................................... 36 

COMPULSORY LEAVE: ........................................................................................................ 37 

4.30 Compulsory Leave ....................................................................................................... 37 

COURT LEAVE: ...................................................................................................................... 37 


4.32 Court Leave Limitations .............................................................................................. 37 

4.33 Court Leave Compensation .......................................................................................... 37 

MILITARY LEAVE: ................................................................................................................ 37 


4.35 Military Leave Limitation ............................................................................................ 37 

FUNERAL LEAVE: ................................................................................................................. 38 

4.36........................................................................................................................................ 38 

4.37........................................................................................................................................ 38 

4.38........................................................................................................................................ 38 

EMERGENCY/DISASTER LEAVE: ...................................................................................... 38 

4.39 Purpose ......................................................................................................................... 38 

CHAPTER V STANDARDS OF CONDUCT: .................................................... 39 

INTENT: ................................................................................................................................... 39 

5.00........................................................................................................................................ 39 

Table of Contents -viii- 


NON-DISCRIMINATION: ...................................................................................................... 39 

5.01........................................................................................................................................ 39 

GIFTS........................................................................................................................................ 40 

5.02........................................................................................................................................ 40 

PERSONAL APPEARANCE AND JOB CONDUCT: ........................................................... 40 

5.03........................................................................................................................................ 40 

USE OF COUNTY-OWNED PROPERTY: ............................................................................ 41 

5.04........................................................................................................................................ 41 

CONFIDENTIALITY: .............................................................................................................. 41 

5.05........................................................................................................................................ 41 

OFFICE DONATIONS, POLITICAL CONTRIBUTIONS AND POLITICAL SERVICE: .... 42 

5.06........................................................................................................................................ 42 

OUTSIDE EMPLOYMENT: .................................................................................................... 42 

5.07........................................................................................................................................ 42 

5.08 SEXUAL HARASSMENT: .......................................................................................... 42 

PUBLIC STATEMENTS BY COUNTY EMPLOYEES: ........................................................ 43 

5.09........................................................................................................................................ 43 

DISCLOSURE OF INTEREST: ............................................................................................... 44 

5.10........................................................................................................................................ 44 

REVIEWS OF CONDUCT COMPLAINTS: ........................................................................... 44 

5.11........................................................................................................................................ 44 

CHAPTER VI REDUCTION IN FORCE ........................................................... 45 

LAYOFF: .................................................................................................................................. 45 

6.00........................................................................................................................................ 45 

6.01........................................................................................................................................ 45 

ORDER OF LAYOFF: ............................................................................................................. 46 

6.02........................................................................................................................................ 46 

Table of Contents -ix- 


LAYOFF RATINGS: ................................................................................................................ 46 

6.03 Competition ................................................................................................................. 46 

6.04 Seniority for Layoff Purposes ...................................................................................... 46 

6.05 Use of Performance Reports in Layoff ........................................................................ 47 

DEMOTION IN LIEU OF LAYOFF: ....................................................................................... 47 

6.05........................................................................................................................................ 47 

CHAPTER VII PROGRESSIVE DISCIPLINE & TERMINATION .............. 47 


7.00 Purpose ......................................................................................................................... 47 

7.01 Suspensions, Demotions, Removal .............................................................................. 47 

7.02 Calls for Suspension, Demotion, or Removal .............................................................. 47 

TYPES OF DISCIPLINARY ACTION: ................................................................................... 49 

7.03 Verbal Reprimand, First and Second Level Discipline ................................................ 49 

7.04 Third Level of Discipline ............................................................................................. 50 

7.05 Documentation of Disciplinary Action: ....................................................................... 50 

CHAPTER VIII GRIEVANCES AND APPEALS ............................................. 51 

ELIGIBILITY TO FILE A GRIEVANCE OR APPEAL: ........................................................ 51 

8.00........................................................................................................................................ 51 

GRIEVANCE PROCEDURE: .................................................................................................. 52 

8.01........................................................................................................................................ 52 

APPEAL TO THE CIVIL SERVICE COMMISSION: ............................................................ 53 

8.02........................................................................................................................................ 53 

CONDUCT OF HEARING: ..................................................................................................... 53 

8.03........................................................................................................................................ 53 

INVESTIGATION: ................................................................................................................... 53 

8.04........................................................................................................................................ 53 

INSPECTION: .......................................................................................................................... 53 

8.05........................................................................................................................................ 53 

Table of Contents -x- 


AMENDMENT OF CHARGES: .............................................................................................. 54 

8.06........................................................................................................................................ 54 

FAILURE TO ANSWER .......................................................................................................... 54 

8.07........................................................................................................................................ 54 

MAXIMUM PERIOD OF SUSPENSION: .............................................................................. 54 

8.08........................................................................................................................................ 54 

FINDING AND DECISION: .................................................................................................... 54 

8.09........................................................................................................................................ 54 

RECORD FILED: ..................................................................................................................... 55 

8.10........................................................................................................................................ 55 

TIME LIMITS OF THE GRIEVANCE AND/OR APPEAL PROCEDURES: ....................... 55 

8.11........................................................................................................................................ 55 

CHAPTER IX POLICY RULES OF THE CIVIL SERVICE 

COMMISSION ............................................................................................ 55 

9.00........................................................................................................................................ 55 

9.01........................................................................................................................................ 56 

9.02........................................................................................................................................ 56 

9.03........................................................................................................................................ 56 

9.04........................................................................................................................................ 56 

9.05........................................................................................................................................ 56 

GLOSSARY ............................................................................................................ 56 

Table of Contents -xi- 


PURPOSE: 

__________________________________ 

CHAPTER I 

ORGANIZATION 

1.00 The Civil Service System of Nueces County has been created under the authority of Chapter 

158 of the Local Government Code. Its purpose is to establish and enforce rules in accordance with 

Section 158.009 of said chapter. 


1.01 Role: The Commissioners Court is the legal authorized elected body that provides oversight for 

the operation of the Nueces County Governmental entity. By order of this body, on December 4, 

1991, the Nueces County Civil Service Commission was created. 

1.02 Appointments: The Commissioners Court appoints the three members of the Civil Service 

Commission, designating one member to serve as Chairman. 

1.03 Term of Office: Each member of the Commission holds office for a term of two years and 

until his/her successor is appointed. Vacancies on the Commission must be filled by appointment of 

the Commissioners Court for the unexpired term of the member whose position has been vacated. 

1.04 Responsibilities: The Commission has the authority and the responsibility to make, publish 

and enforce rules relating to: 






f. Grievance procedure and other procedural and substantive rights of employees, and; 


benefits and working conditions. 

1.05 Meetings: Regular meetings of the Civil Service Commission are scheduled quarterly. 

However, special meetings may be called by the chairman or by the other two commission members 

upon giving reasonable (five day) notice to all commission members. 

The meetings of the Commission are open to the public and posted in accordance with the Open 

Meetings Law of the State of Texas. 

1.06 Quorum: Two members of the Commission constitute a quorum. 

1.07 Rules of Order: The Nueces County Civil Service proceedings shall be conducted in 

accordance with "Roberts Rules of Order". The normal order of business is: 

Nueces County Civil Service Commission Page -1- 

Rules and Regulations [Adopted on ___________]

a. approval of minutes of the previous meeting; 

b. communications and correspondence; 

c. discussion of reports; 

d. unfinished business, and; 

e. new business. 

A Commission member may record in the minutes his/her approval of, or objection for any act of the 

Commission together with his/her reasons. 

1.08 Minutes: The Secretary of the Commission shall be responsible for recording the minutes of 

each meeting and shall note the following: 

a. the time and place of each meeting of the Commission; 

b. the names of the Commission members present; 

c. all official actions of the Commission; 

d. the official vote by each Commission member except where the action is unanimous; 

e. upon request, a Commission member's dissent with his/her reasons. 

The minutes are presented for approval at the next regular meeting of the Commission. The 

minutes, upon approval by the Commission, are open for public inspection. 

1.09 Communications: All communications or requests to the Civil Service Commission are to be 

made in writing. A summary of the request, and the resultant action of the Commission will be made 

in the official minutes of the Commission. 

1.10 Attendance: If a Civil Service Commission member is absent from three meetings during 

his/her present term without the approval of the remaining members, then the absent member is 

automatically deemed to have submitted his or her resignation, and the position will be declared 

vacant. The request will be made by the Commission to the Commissioners Court for a replacement 

of such member. 


1.11 Appointment: The Director of Human Resources is appointed by the Commissioners Court. 

As an additional duty, the Director of Human Resources may also be appointed by the Civil Service 

Commission to serve as Secretary for the Civil Service Commission. 





commission. The Director of Human Resources shall also, by direction and approval of the County 


a. be the general manager of the Department of Human Resources and Civil Service and 

be responsible for the direction of the work and the staff of this department; 

__________________________________ 



. administer a broad personnel program which includes, but is not limited to: 


1. recruitment and examination of applicants; 

2. classification of positions; 

3. employee information and counseling; 

4. in-service training; 

5. performance appraisal system; 

5. leaves of absence; 

6. maintenance and development of personnel standards and programs; 

7. any other task(s) or projects as may be directed by the Commissioners Court. 

1.13 The Civil Service Rules apply to the employees of all departments that are specifically 

identified as "employees under civil service" by order of the civil service commission, or by 

amendments thereto. Copies of these orders and amendments shall be maintained in the office of the 

County Personnel Director. All regular budgeted positions as to which the County is the employer 

under state and federal law are covered under this civil service system, except those specifically 

excluded from coverage by separate order of the Civil Service Commission. The coverage exclusion 

order shall be maintained by the County’s Department of Human Resources and may be amended 

from time to time at the discretion of the Civil Service Commission. 




holding positions in the Civil Service of Nueces County. 

1.15 Employment Record: The Director of Human Resources shall also maintain in the 

Department of Human Resources and Civil Service a complete employment record of all employees 

holding positions in the service of Nueces County. This record will include all personnel actions, 

personal employment data, benefit information, and education courses or seminars attended. 


1.16 The Director of Human Resources and Civil Service shall certify to the county auditor the 

name and date of appointment of each person employed in accordance with the provisions of the 

Civil Service Rules. 


1.17 Establishment: The Rules of the Commission that are currently in effect are contained in 

subsequent sections of this manual. These rules have been approved by the Nueces County Civil 

Service Commission and are in effect until amended, revised, or eliminated by the Commission. 

__________________________________ 



1.18 Amendment of the Rules: Amendment to the rules may be made at any meeting of the Civil 

Service Commission. All rules and amendments shall become effective on the date of their approval 

by the Commission. All rules and amendments shall be printed for distribution to all departments 

that have Civil Service employees. 

1.19 Relationship to Collective Bargaining Provisions: 

a. As provided by Chapter 174, Texas Local Government Code, a state or local civil 

service provision prevails over a collective bargaining contract under Chapter 174, TLGC, 

unless the collective bargaining contract specifically provides otherwise. 

b. In this regard, it shall be the responsibility of the parties appearing before the Civil 

Service Commission to bring to the Civil Service Commission’s attention any applicable 

collective bargaining provision that bears on an issue before the Civil Service Commission. 

c. The Civil Service Commission reserves the authority to interpret and apply, if such be 

necessary, any contract based provision that provides the standard in any particular matter 

before the Civil Service Commission. See §174.005 and .006(b), TLGC. 

DEFINITIONS 

__________________________________ 

CHAPTER II 

EMPLOYMENT 


for a specific position for which the Nueces County Department of Human Resources and Civil 

Service is recruiting applicants. 

2.02 Appointing Authority: The elected official, department head, Chief Executive Officer of a 

department, board, commission of Nueces County, or the Commissioners Court, has authority to 

appoint employees under the civil service system. 



experience, knowledge skills and abilities. All jobs covered by civil service will fall into one of 

three categories; "clerical", "non-clerical", and "law enforcement". 







a. For those civil service employees covered by a collective bargaining labor agreement, 

the job classifications shall be those established by the labor agreement, if applicable. 

2.05 Pay Group Evaluation: A process used to review the compensable factors of jobs in order to 

determine their level in the pay structure of Nueces County. Upon request of the respective 



appointing authority, the Court may direct such study be done prior to the adoption of the annual 

budget or otherwise, but not more frequently than once per budget year for any one position. 



provisions of paragraph 1.13 of this chapter. The term also includes any employee who is on an 

authorized leave of absence and whose position is being held by the Department for the employee's 

return. However, this term excludes all temporary and seasonal employees whether full-time or parttime. 



approved by the Commissioners Court as a "REGULAR POSITION" eligible for employee 

benefits as mandated by said court. Benefits available to regular employees are determined 

by the level of utilization defined at the time of authorization. (see chapters 3 and 4 for more 

information on employee benefits) 

1. Regular, full-time - non-law enforcement employees filling positions 

authorized with utilization levels of 1664 hours or more per year. Full-time law 

enforcement employees fill positions authorized at a utilization level of 2223 hours 

per year. Regular, full-time employees are eligible for full life and health insurance 

benefits and leave benefits prorated on the authorized utilization level. (100% = 

2080 hours per year for non-law enforcement and 2223 for law enforcement) 





requirements of the TCDRS guidelines, retirement benefits must be made available in 

positions budgeted for 900 hours or more per year. 

b. Temporary Employee: An individual employed by the County to perform a job for a 

limited period of time. All temporary employee positions must be approved by the 


positions are not eligible for any employee benefits. Departments requesting temporary 

employees may do so by submitting an NCF-1 (personnel action request form) addressed to 

the Commissioners Court through the Department of Human Resources. The following 

requirements apply to these requests: 

1. The authorization for each temporary position may not exceed ninety (90) 

calendar days for each position requested. Requests to extend the authorization of 

the position for successive ninety (90) day periods are to be submitted to 

Commissioners Court in conformance with all provisions of this section to include 

the original date of authorization. (Only when an employee is replacing a regular 

employee on workers comp or leave without pay or other reasons approved by 

Commissioners Court may a temporary position be authorized to exceed more than 

270 consecutive calendar days from the date of original authorization.) 

__________________________________ 



2. A specific list of tasks that will be performed by each temporary employee 

and the expected time (in work-hours) required to accomplish each task during the 

term of employment. In submitting requests to extend the authorization of a 

temporary position, a report of progress-to-date on the original list of tasks is 

required. 

3. A reference to the department's approved budget for salary expenditures in the 

current year. In cases of non-budgeted emergency requests, departments must 

explain the reason for the emergency and why it could not be anticipated during the 

previous budget planning cycle. For example, departments may request temporary 

hire to accomplish tasks generated by legislative action that may have occurred after 

the budget was approved. In such cases, the department may simply cite the 

respective authority including the legislative bill number and the appropriate session 

number, along with a list of resultant tasks which will be accomplished by the 

temporary hire. 


department with the county auditor prior to forwarding same to the Department of 



and labeled "NON-FUNDED REQUEST", then forwarded to the Department of 

Human Resources for processing. 






c. Seasonal Employee: An individual hired by the county to fill a position created by 

seasonal needs and which occur generally during the same period each year. This type of 

employee may also work irregular hours intermittently throughout the year. Seasonal 

employees are not eligible for any employee benefits and also must be approved on a case by 

case basis by the Commissioners Court. 




without pay. 

2.10 Probationary Period: 

a. The first six months of continuous employment or re-employment with the County, 

for all regular full-time employees and regular part-time employees. During this period of 

time, the employee must demonstrate ability to satisfactorily perform the duties required. 

Failure of the employee to perform satisfactorily during the probationary period will result in 

dismissal without the right to appeal. 

__________________________________ 



. Any employee who applies for and accepts a promotion or transfer into a position 

under another appointing authority will be required to serve a six month probationary period 

in the new position. This new probationary period will not affect benefits for which the 

employee is otherwise eligible. Failure of the employee to perform satisfactorily during this 

probationary period will result in demotion to the employee's previous position and salary, if 

vacant, transfer to another suitable position, or termination layoff in the event no suitable 

positions are open. In all cases, the receiving appointing authority must approve the 

employee's placement. 




2.12 Job Posting: The Department of Human Resources, upon receipt of a personnel requisition, 

will post an announcement for each clerical, non-clerical, and law enforcement job vacancy for a 

period of at least seven (7) calendar days, with the following exceptions: 

1. as noted in the provision of paragraph 2.15, where the appointing authority desires to 

fill a position from an existing unexpired certification list, and 

2. for internal promotions as described in paragraph 2.52 a, where the appointing 

authority expects to fill the vacancy with qualified individuals from his/her existing 

employees. 

For frequently recruited job classifications which occur in more than one county department, the 

Department of Human Resources may accept applications from non-county employees on a 

continuous basis. However, to facilitate the internal recruitment process, all vacancies will be 

announced to current regular employees when announcements are authorized by the Commissioners 

Court. [As amended 4/30/1997] 

The announcement will include the title, job code/class, starting pay group for the position, closing 

date for applications, job summary, qualifications, plus any special physical requirements or 

performance tests that apply. All announcements will also include a statement regarding the 

appropriate probationary period. Posting will be in a conspicuous place in the Department of 

Human Resources and on the County’s official website, and each County department and may be 

posted with other organizations outside of the County as appropriate to increase applicant flow. 

However, for an initial seven (7) calendar day period, the announcement will be posted only within 

the county system to allow priority to "regular" county employees. 

A "volunteer or temporary employee" who has served in a specific position number for which there 

is a vacancy, for 1040 hours or more during the previous year, and who has written certification from 

an appointing authority confirming this 1040 hours of training on the job, may also apply through the 

internal announcement process. Appointing authorities may request simultaneous posting and 

recruitment of both external and internal applicants. by certifying in writing, that "no current 

employee of that department qualifies for the job." This certification must be clearly stated in the 

comments section of a personnel action request form (NCF-1) that is signed by the appointing 

authority. 

__________________________________ 





personnel action "Nueces County Form 1 (NCF-1)" to the Department of Human Resources with the 


NCF-1 forms will be maintained in the Department of Human Resources. The Director of Human 

Resources will then process the completed form through the Auditor's office to the Commissioners 

Court for approval. Given such approval by the Commissioners Court, the Director of Human 

Resources personnel director will then forward to that department head, a certified list of eligible 

applicants to fill the position. 


County is currently recruiting. 

Individuals wishing to apply for an open non-clerical position must submit a completed Nueces 

County Form 2 (NCF-2, "Employment Application"), and any other documents required by the 

announcement, prior to the closing date for each position for which they wish to be considered. 

Resumes will be accepted in addition to the completed application. 

2.15 Pre-screening and Certification: To insure that minimum qualifications are met, each 

application for each position will be pre-screened by the Department of Human Resources and 

referred to the appointing department in the form of a "CERTIFIED LIST of NON-CLERICAL 

APPLICANTS." These certification list(s) will be active for 90 days. Vacancies that occur in 

positions for which the current certified list offers qualified applicants may be filled from the current 

list(s). The appointing authority may also request a new list, even if a current certification list is in 

effect. The new certification list will include applicants who have been certified since the previous 

list. The pre-screening and certification process stated herein will not apply to county employee 




who to interview from the list of certified applicants that is provided by the Department of Human 

Resources. Final selection for each position will be made from this list of applicants. If there is 

more than one position vacant in the same class that is being recruited, the appointing authority may 

select applicants from the same list. 


2.17 Civil Service Exam Roster for Clerical Positions: Any individual wishing to apply for a 

clerical position with Nueces County must take the Civil Service Examination. A roster of 

individuals scheduled to take the next exam will be maintained by the Department of Human 

Resources and Civil Service. Persons wishing to have their name placed on this list must contact the 

training section of the county Department of Human Resources. 


they have passed the initial Civil Service Examination. Other performance tests could include a 


performance factors. 

__________________________________ 



All applicants that take the Civil Service Examination are required to complete an application for 

employment (NCF-2). 


who takes the civil service exam will be placed on the Civil Service Register in order of ranking. 




score. Scores on the Civil Service register are good for a three year period provided the application 

is renewed as specified in Section 2.23. 




to the Department of Human Resources and Civil Service, after which a new list will be provided to 

the Elected Official/Department Head. If more than one position in the same class is available and 

has been included on the personnel requisition, the appointing authority may select applicants from 

the same list. Certification lists will be active for 90 days. When new lists are requested, they will 

be merged with any old lists that have not expired. 

2.21 Reexamination: Applicants may only take the Civil Service Examination two times within a 

12 month period. Any exceptions will only be considered upon a written request of the applicant and 

are subject to the approval of the Director of Human Resources and Civil Service. 



2.16 all, qualified law enforcement applicants will also be placed on a Civil Service Register. All 

county law enforcement applicants must also meet the requirements of the "Texas Commission on 

Law Enforcement Officer Standards and Education Act" (TCLEOSE). 


2.23 Certification Lists: All, certification lists will be retained for a period of twelve (12) months. 

and destroyed after that time. 

2.24 Applications: All applications for employment may will be destroyed after being on file for 

twelve (12) months. Any applicants who wish to receive further consideration for employment are 

required to submit a new application or update existing application in the Human Resources 

Department. 

AGE: 

2.25 No person shall be eligible for employment in the classified service, nor shall any applicant be 


however, that the Commission may change this age limit at its discretion. In the case of applicants 

for law enforcement positions, the age criteria prescribed by the "Texas Commission on Law 

Enforcement Officer Standards and Education Act" will be enforced by the county. 

__________________________________ 




2.26 All applicants that are selected for positions which require education at above the high school 

level or equivalent, or above will be required to provide official the applicable transcripts or diploma 

from the high school, college(s) or universities they attended. New hires for positions that require 

special training or licensing must also provide satisfactory evidence of completion of the prescribed 

requirement(s). 



application form shall be cause for disqualification or just cause for dismissal. An applicant may 

also be disqualified from employment and/or advancement consideration for the following reasons: 

a. Any employee may be disqualified from promotions for a minimum period of 90 

days, when the employee makes a misrepresentation of facts or fails to report pertinent data 

on the application for promotion or any other document(s), or; 


c. Is physically unable to perform the full range of job duties of the position to which 

the applicant seeks appointment, and which he or she would be unable to perform after 

reasonable modifications/accommodations to the job site or requirements were considered, 

or; 

d. Has had a positive result confirmed by the County's Medical Review Officer on a preemployment 

drug test, or; 

e. Has been convicted of a felony or a criminal offense involving moral turpitude. The 

word convicted shall be construed to mean a conviction by a verdict, by plea of guilty, or 

nolo contendere upon a judgment of the court, a jury having been waived, without regard to 


adjudication, pre-trial diversion, or otherwise. The words moral turpitude shall be construed 

to mean any act of baseness, vileness or depravity, or any act done contrary to justice, 

honesty, modesty, or good morals, or any act done with deception or through corrupt 

motives, or; 

f. Has used or attempted to use any personal or political influences to further eligibility 

or appointment, or; 

g. Has intentionally made a false statement to any official body of the county, regarding 

a material fact, or; 





Commissioners Court render him/her equally the applicant is unfit for the position for which 

he/she applies, or; 

j. Has been convicted of a felony committed in the furtherance of, or while participating 

in a civil disorder, or; 

__________________________________ 






l. Has indicated through clear actions or words an inability to attend work on a regular 

basis, or; 











Department of Human Resources by the responsible appointing authority submitting the personnel 








2.31 Promotions: Any individual who applies for a position that requires specific physical 


Disabilities Act, as amended, must pass a physical examination (if required by the appointing 

authority) prior to entering the new position. Failure to pass the physical will be grounds for 

disqualification. 









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Nueces County Department of Human Resources on their first day of employment, in order to 

comply with the Immigration Reform and Control Act. 



employees without regard to race, color, religion, sex, age, national origin, citizenship, handicap, 

disability, or political affiliation. 

NEW EMPLOYEE PROBATIONARY PERIOD: 

2.35 Each individual who becomes newly employed or reemployed with Nueces County serves a 

six month probationary period. The probationary period does not include time served as: 


b. periods of absence of five days or longer during the probationary period, in which 

case the probationary period would be extended by the same number of days, or; 













NEPOTISM: 

2.36 State Law: A County Employee shall not be hired in a manner that would violate state laws 

against nepotism or any local rules that have been passed prohibiting nepotism. Elected 



constitutes grounds for immediate removal from their office or position. 




2.38 No person related within the second degree of affinity or within the third degree of 

consanguinity to any County employee shall be hired, transferred, assigned, reassigned or reinstated 

to a position in the same Chain of Supervisory Command in which said employee is employed. 



__________________________________ 




employment within the County. At the conclusion of 60 days, the employees will be given the 

option to determine which of them will resign, if a suitable position has not been found within the 

County. 

Termination of a marriage by divorce or the death of a spouse terminates relationships by affinity 

created by that marriage, unless a child of that marriage is living, in which case the marriage is 

treated as continuing to exist; as long as a child of that marriage lives. 

The CHAIN OF SUPERVISION is defined as all management and supervisory positions in a major 

division of a department, beginning with the head of the division and flowing downward through the 

organization. Any personnel action that changes the established chain of supervision in any 

department serviced by county civil service, or which effects position/job class management, must be 

submitted through the Director of Human Resources for approval by Commissioners Court. 

TRANSFERS: 

2.40 

a. Definition: A transfer is the movement of an employee from one department to 

another department. Such a transfer is subject to the approval of county governing body and 

must be requested through the Director of Human Resources on a personnel action form 

(NCF-1) by the appointing authority. An NCF-1 form must also be submitted by the 

department that is losing the employee. 

b. Voluntary transfer to a position under another appointing authority will require the 

employee to serve a six month probationary period (Paragraph 2.10 b) in that position. 

During the probationary period, the employee must satisfactorily demonstrate the ability to 

perform the duties required. The immediate supervisor will periodically advise the employee 

of his/her progress. Failure of the employee to perform satisfactorily during the probationary 

period may will result in return to the employee's old position and salary, transfer to another 

suitable position, if vacant, or termination layoff in the event no suitable positions are open. 

In the event of layoff, the employee shall be given the first right of refusal of any future 

position (for a period of two years) for which the individual qualifies. In all cases, the 

receiving appointing authority must approve the employee's placement. 



a. be on a form furnished by the county Department of Human Resources, (NCF-1); 




involuntarily transferred at management's request; provided that the recipient department or office is 

in agreement with the transfer. However, prior to effecting the transfer, the proponent department 

must get approval from the county governing body by submitting an NCF-1 through the county 

personnel office Human Resources Department . Also, the proponent department must notify the 

subject employee in writing with the reason for such transfer, and allow sufficient time (7 calendar 

__________________________________ 



days) for the employee to exercise the grievance procedure. Given this seven day elapsed time, and 

approval from the Commissioners Court, the department may transfer the individual. 



REASSIGNMENT: 

2.44 The appointing authority may reassign employees to positions in the same grade and salary 

under the same appointing authority. within the department. Although reassignments are not subject 

to the same rules as transfers, the employee should be given advance notice in writing of the reassignment, 

along with the reasons for it. 

DEMOTIONS: 







e. District Clerk employees who have served their probationary period under a District 

Judge and are rejected for duty in the District Court. 








submitted on an NCF-1 through the Department of Human Resources for approval by the 




emphasis, or a lack of work, may cause a reduction in force. Employees that are affected by a 







the Department of Human Resources. Employees demoted under this provision shall be entitled to a 

hearing in accordance with the grievance procedures set forth in Chapter 8. 

__________________________________ 



2.50 Compensation: Employees that are demoted shall may also receive a salary reduction if 

ordered by Commissioners Court in accordance with the job pay gap. 

2.51 Probationary Period: Any employee who is promoted to a position in another department and 



head must approve in writing. The alternative to this would be dismissal for cause in accordance 

with the due process of paragraph 7.02 of this civil service manual. 

PROMOTIONS: 




Therefore, job vacancies will be posted for a period of not less than seven (7) calendar days for either 

departmental (internal) or county-wide (internal) announcements. 

a. Departmental (internal) announcements - When a job vacancy is expected to be filled 

from qualified individuals in the same department, that appointing authority will post the 

notice and accept applications or a letter of interest. Interviews are scheduled at the 

discretion of the department. 

b. County-wide (internal) announcements - When an appointing authority has no 

expectation of finding a qualified applicant within his/her existing employees, the vacancy 

notice is posted in accordance with paragraph 2.12 of this chapter. Interested employees 

should notify their immediate supervisor and submit an application to the Department of 

Human Resources to have their qualifications reviewed. Qualified employees' applications 

shall be sent to the appointing authority where the vacancy exists. Interviews are scheduled 

at the discretion of the department. 

c. Any employee who applies for and accepts a promotion into a position under another 

appointing authority is required to serve a six month probationary period. During the 

probationary period, the employee must satisfactorily demonstrate his/her ability to perform 

the duties required. The immediate supervisor will periodically advise the employee of 

his/her progress. Failure of the employee to perform satisfactorily during the probationary 

period may will result in demotion to the employee's old position and salary, if vacant, 

transfer to another suitable position, or termination layoff in the event no suitable position is 

open. In the event of layoff, the employee shall be given the first right of refusal of any 

future position (for a period of two years) for which the individual qualifies. In all cases, the 


d. Employees promoted within the same appointing authority will be subject to a thirty 

calendar day evaluation period. During this period, the employee must demonstrate the 

ability to successfully perform the new job. In the event the employee fails to perform 

satisfactorily within this period, the promotion will be reversed. The employee will be 

returned to their previous job and salary, unless the Commissioners Court has eliminated the 

position or the position is no longer vacant. In this event, the employee shall be given the 

first right of refusal of any future position (for a period of two years) for which the individual 

qualifies. The promotion reversal is not subject to the grievance process. 

__________________________________ 



2.53 Salary: 

a. An employee that is promoted will be placed in the appropriate new grade and salary 

as specified in the county salary schedule and approved by Commissioners Court. Step 

placement within the pay group shall be the same as the employee had before the promotion. 

unless the promotion results in a pay increase of more than 10%. In such case, the 

Commissioners Court shall, after receiving the recommendation of the department head, 

determine the step in which the employee shall be placed the employee will keep only the 

continuance pay steps that he or she has earned. 

b. The salary of a civil service employee who is also a member of a duly recognized 

bargaining unit will be determined by the applicable provision of a labor agreement. 

c. The salary of City/County health district employees will be in accordance with the 

cooperative agreement between the City of Corpus Christi and Nueces County, as amended 

from time to time. 






2.55 Frequency: The job performance of each employee in the classified service may will be 

evaluated once a year using the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3). 

The evaluation shall be based on the performance of the employee's job duties and will be conducted 

in accordance with the performance appraisal guidelines manual. A copy of each report will be 






unsatisfactory files, must be submitted to the Personnel Director for approval by Commissioners 

Court. An unsatisfactory EER file will be determined by averaging the total scores of all EERs on 

the subject employee's file. If the average of the total of all EERs scores combined, falls at or below 

the cutoff figure for an unsatisfactory EER as prescribed by the county's performance appraisal 

guidelines manual, that employee will be considered unsatisfactory for purposes of pay and 


2.56 Record keeping: The original of the evaluation must be submitted to the Department of 

Human Resources and Civil Service for inclusion in the employee's official personnel record. 

2.57 The appointing authority may Director of Personnel must maintain records showing the 

performance ratings of employees for use in determining the order of layoff and reinstatement; and 

for consideration and recommendations relating to promotion, transfer, demotion and dismissal. 




__________________________________ 



Step 1: The employee should discuss the appeal with the immediate supervisor first and try 

to resolve it. This must be done no later than seven (7) calendar days after the occurrence of 

the action. The supervisor will answer the appeal within five (5) calendar days. 


director outlining the specific concerns within five (5) calendar days after receiving an 

answer from the immediate supervisor. The employee will receive a written reply within five 

(5) calendar days from the Department Head or Elected Official. The employee may 

thereafter submit a written response within seven (7) calendar days to be included in his/her 

personnel file. Only in cases of special evaluation as defined in paragraph 2.55 above, can 

the individual appeal (within 7 calendar days) an evaluation to the Civil Service 

Commission. 


rating. 





a. to rehire employees who have been laid off or involuntarily separated because of lack 

of work, lack of funds, or employees who were transferred or promoted and failed to fulfill 

the six month probation period; 

b. to rehire former employees who voluntarily left the service with good records and 

who could be assimilated into the work force as productive employees with minimum 

training; 


2.61 Layoff: For two years after any layoff by the county, all regular, non-probationary employees 

who were laid off, shall be given the opportunity to fill vacancies in the same appointing authority 

equal or similar to the positions from which they were laid off, before any outside candidates 

applying for the same or similar position can be hired. For two years following the date of layoff, the 

Director of Human Resources will include the names of all laid off employees on the eligible lists of 

applicants for vacancies which occur in any County department and for which the employee 

possesses the required knowledge, skills and abilities. 








2.63 Candidates for Public Office: Any regular employee that resigns from county service to 


__________________________________ 













2.66 Waiver of Probationary Period: 

a. Employees reinstated to the same appointing authority under these rules are not 

subject to a probationary period. All requests for waivers must be submitted through the 

Department of Human Resources for approval by Commissioners Court. 

b. Employees reinstated to other than the same appointing authority from which they 

were laid off will serve a six month probationary period in accordance with paragraph (2.10 

a) of these rules. 








RESIGNATION: 


authority a written resignation on a personnel action request form (NCF-1), giving at least a two 

week notice of his/her intention to leave, unless for good cause, the appointing authority consents 

that the employee may leave sooner. Written resignations must be filed with the Department of 

Human Resources and Civil Service. Employees who leave without filing a written resignation 

and/or giving the appropriate notice will have that fact entered on their employment record and will 

be denied future consideration for employment in the classified service for three years unless good 

cause is shown and approved by the Director of Human Resources and Civil Service. 

RETIREMENT: 



SEASONAL APPOINTMENTS: 

__________________________________ 



2.70 Definition: An appointment to a temporary position which is of a recurrent nature during 

certain parts of each year or any other period which is so identified by the appointing authority shall 

be known as seasonal appointment. 

2.71 Seasonal Lists: A list of seasonal employees will consist of the names of employees who 

have been regularly appointed for seasonal work and have performed satisfactorily. This list will 

also include applicants who are initially applying for seasonal work. The order of names on a 

seasonal list shall be according to performance ratings and shall be revised at the beginning of each 

calendar year. In the absence of performance ratings or if performance ratings are equal, the length 

of satisfactory service in the class shall determine the place on the list. 

2.72 Certification: Certification from seasonal lists for seasonal work shall be made in 

accordance with Section 2.71. 

2.73 Removal From List: If any employee whose name is on a seasonal list fails to work for one 

successive calendar year, his/her name shall be removed from the list and that employee shall have 

no further Civil Service standing in such class except on specific order of the Commission. 

If the work of an employee appointed from a seasonal list is officially reported to have been 

unsatisfactory, he/she shall not be certified again to that department from such list without the 

consent of the appointing authority. 

REORGANIZATION AND/OR CONSOLIDATION 

2.70 Reorganization and/or Consolidation: A reorganization and/or consolidation occurs when 

the structure of a department or division is changed in such a way as to alter the number of 

employees and/or level of job classes within that department or division. Such changes may be 

proposed by appointing authorities or by the Commissioners Court under their budgetary authority. 

When such changes impact the employment status and/or classification of Civil Service employees 

such changes must be prompted by executive, legislative, or budgetary consideration. 

All reorganizational plans must be submitted in writing to the County Director of Human 

Resources and must have attached a completed personnel action request form (NCF-1) with specific 

changes requested for each effected position. The Director of Human Resources will review and 

coordinate administrative items such as job descriptions and support documents with requesting 

departments, and will forward the completed package to the Commissioners Court for approval. 

In all cases, the effected employees must be given at least seven (7) days written notice prior 

to the plan implementation. Promotions resulting from re-organization do not require 

announcement/ recruitment in accordance with provisions of Chapter II, but the employee so 

promoted must have completed his/her probationary period. Any vacancy resulting from reorganization, 

or which occur during the re-organization, must be filled in accordance with the 

provisions of Chapter II. 

Intra-departmental: Not more than once in any fiscal year, appointing authorities may 

request reorganization and reclassification of employee positions within their respective departments 

__________________________________ 



only. Included in the request must be copies of support documents (such as legislative or budgetary 

changes) that justify the re-organization. 

Interdepartmental or Consolidation: As the Commissioners Court of the County deems 

necessary for the purpose of service to the people of Nueces County, consolidations of departments 

and services may be effected if approved by majority vote and properly budgeted. 

CHAPTER III 

POSITION CLASSIFICATION & PAY MANAGEMENT 

COVERAGE: 

3.00 Non-Exempt and Exempt Employees Classification: The Department of Human Resources 

shall make recommendations to the Commissioners Court for assignment of an exempt or nonexempt 

classification to each county employee position. Except for elected officials, employee 

positions that are administrative, executive or professional (as defined by 29CFR, Section 541, court 

decisions and other authority) shall be classified as exempt. All positions not classified as exempt 

shall be non-exempt. 






a. Pay Authorization for Regular Non-Exempt Employees: Authority for the 

compensation of any "Regular Employee" is based upon Commissioners Court approval of 

the annual budget allocation for that position, calculated on the level of utilization. The 

essential criteria of the utilization level for any regular non-exempt employee position 


position is expected to produce during that budget year. Effective hereafter, department 

requests for new regular employee position(s) must be accompanied by a "Desk Audit" of the 

annual tasks which the incumbent in that position is expected to perform, and which require a 

specified number of hours of work per year. In all instances, requests for new law 

enforcement positions must demonstrate a utilization level of 2223 hours per year. New 

"regular employee" positions must be requested on a Nueces County Personnel Action form 

(NCF-1). 

b. Pay Authorization for Regular Exempt Employees: Compensation for regular exempt 







__________________________________ 





without pay, or other reasons approved by Commissioners Court. Temporary employees will be 




Personnel Action form (NCF-1). 

3.04 Pay Authorization for Seasonal Employees (delete as obsolete): Authority for the 

compensation of any seasonal employee is based upon the Commissioners Court approval of the 

department's request for that position. Seasonal employee positions will be approved on a case-bycase 

basis for durations as authorized by Commissioners Court. Seasonal employees will be 

compensated only at base pay rates in grade and step as authorized by the Commissioners Court in 

each specific case, and will not receive nor be entitled any benefits beyond the statutory 

requirements. Department authority for seasonal positions must be requested on a Nueces County 

Personnel Action form (NCF-1). [Note: Obsolete, deleted]. 


authorized and published annually by the Commissioners Court. Compensation rates for all 

collective bargaining employees of Nueces County are authorized using the collective bargaining 

process. For all other employees, the county format for compensation is arranged in a county pay 

chart that is composed of the following: 

a. "NUMBERED PAY GROUPS" which identify a range of compensation on the 

county pay chart which is allocated for each specific job classification. 

b. "STEPS" within the range of each pay group, which identify the specific allowance 

for any position that is assigned that step in a respective pay group. 

Each year the Commissioners Court approves a budget that provides for implementation of 

the county pay chart, and any applicable labor agreement. Annually, or whenever fiscal 

urgency requires, the Commissioners Court may adjust all or part of the county compensation 

chart. 

3.06 County Pay Schedule: 

a. Elected officials and exempt employees: the present compensation schedule provides 

for payments on the 15th and the last day of each month. The Commissioners Court has 

approved going to a bi-weekly (26 times per year) payroll effective on or about January 1, 

1995. Upon implementation of the bi-weekly payroll system, several amendments to rules in 

chapter 3 will be necessary. 

b. Non-exempt employees: The compensation schedule provides for payments on a biweekly 

schedule (26 times per year). 






__________________________________ 




be computed on "HOURS ACTUALLY WORKED". However, in order to standardize the amount 

of each bi-monthly pay check, the Commissioners Court may authorize standard amounts of pay 




budget year. 

3.08 Base Pay for Non-Exempt, Law Enforcement Positions: Beginning with a demand for 2223 

hours of service as justification for each law enforcement position, the ANNUAL ALLOCATION of 

base pay is based upon the hourly rate authorized by Commissioners Court times 2223. To compute 

base pay per month for law enforcement positions, the 2223 hours of annual service times the hourly 

rate are divided by 12 monthly increments which equal to 185.25 hours times the hourly rate. With 

exception to absences authorized by the Commissioners Court, base pay for law enforcement 

positions will be computed on "HOURS ACTUALLY WORKED". However, in order to 

standardize the amount of each bi-monthly pay check, the Commissioners Court may authorize 

standard amounts of pay allocations from month to month although hours actually worked will 

fluctuate with the variable number of work days in each month. The yearly total of the twelve 

monthly allocations will however, balance with the annual total of base pay allocated for each law 

enforcement position in the respective budget year. Base pay calculations for covered members of 

the bargaining unit shall be paid in accordance with the applicable provisions of an existing labor 

agreement for hours actually worked. 

3.09 Longevity Pay: 

a. Excluding elected officials, longevity pay will be allocated to each Nueces County 

Employee with ten (10) or more years of service as of October 1 of each year based on the 

total number of years of service he/she has completed as of September 30, of each year. The 

amount will be computed monthly at the rate of $5.00 for each year of service completed up 

to thirty years of service. 

1. In effect the maximum longevity pay an employee could receive would be ($5 

x 30 = $150) one hundred, fifty dollars per month. 

2. Annually (on or about October 1) or whenever fiscal urgency requires, the 

Commissioners Court may adjust or eliminate the rate of longevity pay. 

3. In general, the adopted "County Longevity Policy" governs and should be 

consulted for details including eligibility. 

b. Bargaining Unit: Longevity pay will be calculated in accordance with the applicable 


c. City/County Health District Employees: Longevity pay will be calculated in 

accordance with the applicable provisions of an existing Cooperative Agreement between the 

City of Corpus Christi and Nueces County, as amended. 

d. Re-Employed / Reinstated Employees: Individuals who are re-employed or reinstated 

will be subject to the restoration of longevity pay in accordance with the time of service. 

__________________________________ 










until changes in "Structure" result in that salary falling below the new maximum. 




the authorized pay group for the job class into which they are appointed. 














above. If the reinstatement occurs within six months after the employee left the county in good 

stead, and the reinstatement is for the same position or pay group, the employee (during the first year 

of reemployment) may not earn more that he/she did at the date of previous separation from the 

county. 











__________________________________ 





a. There must be an authorized vacant position of the lower grade to which the 

employee is requesting re-assignment and a consenting appointing authority who agrees to 

receive the employee. 

b. The receiving authority must request the action on an NCF-1 form. 

c. Attached to the NCF-1 must be a signed notarized statement from the employee 

indicating his/her acknowledgement that he/she voluntarily accepts the lower salary level of 

the lower position. 

d. The Commissioners Court must render final approval before the pay change and 

position transfer is authorized. 




a. The reorganization request must be submitted on an NCF-1 for approval by the 


b. The current salary may be will be retained, subject to the approval of commissioner 

court. if it falls within the range of the new position's pay group; or 


demoted, will be maintained until a higher level position becomes available. However, if a 

higher level position does not become available within the remainder of that budget year, 

then at the beginning of the new budget year that employee's salary will be reduced to a level 

within the range of the new grade. 



level pay group within the county pay structure. Also, when, with the approval of the 

Commissioners Court, an employee's status is changed to part-time because of a diminished 

workload or other extenuating circumstances, the salary will be reduced proportionately. All such 

requests must be submitted on an NCF-1. 


3.19 

a. Position Salary Evaluation: The Commissioners Court is the approving authority for 

all position salary evaluations. All evaluations will be completed by reviewing the 

"compensable factors" of the position being evaluated. These compensable factors include 

but are not limited to the following: 



__________________________________ 









8. Any other compensable factor that may be found essential to the acquisition 

and maintenance of qualified personnel for a particular position, at the time that 

position is being evaluated. 

b. The Commissioners Court may order a salary evaluation for a single position or an 

entire job classification. Any elected official or department head may request a "Position 

Salary Evaluation" of any position in their department prior to the adoption of the annual 

budget or otherwise not more often than once per budget year. Appointing authorities 

request such evaluations on an NCF-1 submitted to the Department of Human Resources. 

There must be a demonstration that market conditions, duties, or other compensable factors 

for the job have changed materially to justify such a study. The Commissioners Court has 

the authority of final approval for salary evaluations for reclassifications. 



same as the employee had before the change. unless the reclassification shall result in a pay 


recommendation of the appointing authority, shall determine the step in which the employee 

shall be placed. 

d. The following applies to pay increase of more than ten percent (10%): 

1. If step level is only a result of Continuance Pay step increases, the step level will 

be the same as the employee had before the promotion; or, 

2. If the step level is a result of Continuance Pay step increases and other prior step 

increases, the prior step increases will be decreased to a level equal to the 

Continuance Pay steps; provided, however in no case will prior step increases be 

reduced to a level that results in a less than ten percent (10%) increase. 


3.20 Reemployment: Individuals who are reemployed shall be placed in the same step that the 

employee held at the time the prior employment status terminated. The earning of additional 

continuance pay step increases upon reemployment shall start with the new employment date and 

shall be based on the completion of three consecutive years of service that the employee had 

completed as of September 30, of each year. Employees that resign or discontinue employment with 

Nueces County and are rehired within six (6) months of their termination date, into the same position 

or pay grade may not during the first year of reemployment, earn more than they were previously 

paid. All reemployment salary determinations will be processed in accordance with the provisions of 


__________________________________ 







most equitable. All such requests must be treated on a case by case basis and may not include 

retroactive pay. Requests for equity adjustments must be submitted on an NCF-1. 


3.22 In all instances, the definitions, practices, and procedures in regard to payment of overtime for 

Nueces County employees are in accordance with the provisions of the Fair Labor Standards Act of 

1938, as amended. 

a. Work Period Defined: Effective hereafter and for purposes of calculating overtime 

pay, the regular workweek for all non-exempt employees of Nueces County will begin at 

05:00 a.m. Saturday morning until the succeeding Saturday morning at 04.59 a.m. at 00:01 

Saturday Morning (one minute after Friday midnight) and will proceed for the various 


1. Non-exempt, non-law enforcement employees will, from the beginning of the 

workweek through its end at midnight Friday next, be paid at straight time for up to 

and including 40 hours of service performed during the defined work period. 

Thereafter, said employees will be paid at time and a half for all other hours (over 

forty) actually worked within the prescribed Saturday to Friday work period. 







b. Time not actually worked does not count towards computation of overtime. 


a. Lunch and rest periods will be scheduled at the discretion of the responsible 

department head. Time off for lunch will not be paid by the county. However, rest periods 

not to exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 







Labor Standards Act requiring employers to provide reasonable break time, and reasonable 

privacy accommodations for nursing mothers covered by the Patient Protection and 

Affordable Care Act (“PPACA”). Details regarding such obligations may be reviewed at 

www.wagehour.dol.gov in the summary document entitled WHD Fact Sheet #73, Break 

__________________________________ 



Time for Nursing Mothers Under FLSA, the contents of which are hereby incorporated by 

reference. 


a. COMP TIME: Only non-exempt employees shall be eligible for payment of overtime 

or accrual of compensatory time. This section provides authorization by which an employee 








a. the employee knowingly and voluntarily agrees to it as a separate 

condition of employment, and; 



regulations. 

c. An agreement or understanding may be evidenced by a notice to the 

employee that compensatory time off will be given in lieu of overtime pay. 

In such case, an agreement or understanding is presumed to exist with respect 

to any employee who fails to express to the employer an unwillingness to 

accept compensatory time off in lieu of overtime pay. The employee's 

decision to accept compensatory time off in lieu of cash overtime must be 

made freely and without coercion or pressure. 

2. Non-Exempt Employees Combination of Compensatory Time and Cash 

Overtime: Department Heads may have an understanding with employees to provide 

for any combination of compensatory time off and cash (for example, one hour 




3. Non-Exempt Employees Limit On Accumulation of Compensatory Time: 

Eligible Law enforcement employees may accumulate up to 480 hours of 

compensatory time (representing 320 hours of overtime work times the l.5 premium). 

Other county employees may accumulate up to 240 hours of compensatory time 

(representing 160 hours of overtime work times the l.5 premium). Any amount of 

overtime accumulated in excess of these limits must be paid in cash. Seasonal 

employees are not are subject to the limit of accumulation of compensatory time 

depending on the nature of the work performed. See 29 CFR §553.24(a). 




__________________________________ 



equest. A “reasonable period” will be that defined by federal law. See 29 CFR 

§553.25. Subsection 553.25, 29CFR, and other authority defines "reasonable 

period". 

5. Disposition of Compensatory Time for Employees Promoted From a Nonexempt 

to an Exempt Position: An employee who is promoted to an exempt position 

from a non-exempt position shall be paid all accrued overtime or comp time on the 

next payroll following the promotion. 

6. Department Review of Compensatory Time Accruals: Each department head 

is herein requested to review (as necessary) the accrued compensatory time of each 






b. Exempt Employees and Administrative Leave: Employees classified as "Exempt" 

should meet the criteria established by 29 CFR, Part Section 541, and applicable case law 

interpretations. Exempt employees are compensated on a salary basis. They are not paid 

overtime and do not accumulate compensatory time. They are eligible for all other benefits. 

Exempt employees may utilize earned paid leave or administrative leave for absences. If 

leave is not used or is exhausted, the employee's pay may be reduced. Exempt law 

enforcement and exempt non-law enforcement employees are expected to work as necessary 

to get the job done. It is recognized that under certain circumstances, some exempt 

employees may be required to work for inordinately long periods. In such case, department 

heads may grant paid administrative leave for not more than eight (8) hours in any one week 

period. In no case (without prior approval from the Commissioners Court) shall 

administrative leave in excess of eight (8) hours in any one week period, be granted to any 

exempt employee. Department Heads should, for information purposes, keep a record of 

time worked and absences of exempt employees. 

c. Elected Officials: County Elected Officials receive annual salaries as determined by 

the Commissioners Court or state law. These elected officials are not eligible to receive any 


They are not eligible for longevity pay. They are eligible for workers compensation benefits 

if injured in the course of employment. 





actually accrued up to the point of termination. Pay-off for accrued vacation is limited to 96 hours 

for non-law enforcement, and 102 hours for law enforcement personnel. Remaining sick leave 

balances, at the rate of one-half (1/2) the accrued time and not to exceed 240 hours, will be paid only 

to employees eligible for retirement under the Texas County and District Retirement System 

(exclusive of elected officials). All other employees’ sick leave balances will be adjusted to zero at 

the time of departure, as stated in paragraph 4.27. Pay-offs for compensatory time will be computed 

in accordance with the provisions of paragraph 3.24 above. 

__________________________________ 



3.26 Call Back Compensation For Eligible Employees During Holiday: Eligible non-exempt 

employees (either law enforcement or non-law enforcement) who were not scheduled to work on a 

given holiday but are called back to work during that holiday, will be granted HOLIDAY CALL 

BACK PAY at the rate of two (2) hours for each hour worked during that holiday. The limits of this 

provision are not to exceed eight (8) hours (for non-law enforcement) and eight and one half (8.5) 

hours for law enforcement personnel. If the individual ends up working the entire day, the 

provisions of paragraph 3.27 below apply. 

3.27 Holidays: Eligible non-exempt employees in departments agencies (such as jail, juvenile 

detention, parks, beach services etc.) that routinely work through holidays, shall receive their regular 

pay for such work day plus an extra day's pay not to exceed eight (8) hours. for non-law enforcement 

and eight and one half (8.6) hours for law enforcement personnel, This provision applies to hours 

actually worked during the holiday. In no case shall an employee draw holiday pay rates for working 

during a holiday if the department also gives that individual a replacement day off for the holiday 

worked. In such cases, the individual simply draws straight time for working during the actual 

holiday and is paid straight time for the day off given in lieu of the holiday. 

RECORDING WORK TIME: 

3.28 For purposes of compensation, the county’s time-keeping systems shall control the county’s 

payroll obligations. allows departments some latitude in the way working time is recorded. Starting 

and stopping time may be rounded to the nearest quarter of an hour. Care must be exercised to 

insure that the rounding practice averages out so that employees are fully compensated for the time 

they actually work. 



3.29 Overtime Kept to Minimum. It is the direct responsibility of each department manager to 

control overtime payroll costs within the department and to control the early or late departures of 

employees. 





3.31 Overtime will be approved by the department head before it is worked. Failure to secure preapproval 

for overtime hours worked may subject an employee to disciplinary action. 


3.32 Records To Be Kept By Departments and County Auditor: In accordance with 29 CFR, 



non-exempt employees. All records shall be kept and preserved as required by law. The Department 

of Human Resources shall advise the Commissioners Court of the compliance with applicable laws. 

__________________________________ 





CONTINUANCE PAY: 

3.34 Responsibility: Once every three years, continuance pay will be allocated to each Nueces 

County Employee, including elected officials, based on the completion of three consecutive years of 

service he/she has completed as of September 30, of each year. The pay will be a step increase 

according to the current pay schedule/chart of that position. The continuance pay shall continue 

every year thereafter unless further action taken by Commissioners Court. Commissioners Court 

may adjust or eliminate the rate of continuance pay annually (on or about October 1). 

DEFINITIONS: 

__________________________________ 

CHAPTER IV 

LEAVES OF ABSENCE 

4.00 A "DAY" of leave or absence from work means "eight" (8) hours for non-law enforcement 

employees, and "eight and one half point six" (8.6 8.5) hours for law enforcement employees, during 

any pay period wherein the effected employee is expected to work, unless otherwise specified for 

exception by Commissioners Court. 

4.01 "HOLIDAYS" declared such by Commissioners Court order, are authorized days off from work 

for all county employees. However, only eligible employees may earn compensation during such 

holidays. The county holiday schedule is planned and granted from year to year, or may be omitted 

from one year to the next, by the county governing body. Upon adoption by the said governing body, 

holiday schedules apply to all employees of the county, except for employees covered under an interlocal 

agreement. The county courthouse is closed for business during holidays. However, to 

facilitate ongoing essential county services such as law enforcement, department heads may adjust 

holiday schedules for "essential personnel" so long as the holiday is granted to the effected 

individual(s) within the same work period (for purposes of pay) in which it was scheduled by the 

county. (See Chapter III, paragraph 3.27 for holiday pay) 

4.02 "HOURS" means working or work hours during any work period or combination thereof. 

4.03 "PAID SERVICE" includes actual time worked as well as (for eligible employees) any 

holidays, leaves of absence, and compensatory time off or portions thereof, which are followed by 

return to duty for which an employee receives compensation, provided that paid service shall not 

include overtime worked. 

4.04 "SEPARATION" means any suspension from employment, whether temporary or permanent, 

and voluntary or involuntary, wherein the employee's compensation is stopped. 

4.05 For eligible employees, "SICK LEAVE" means a paid absence from duty which is caused by: 






. A requirement for medical or dental care or consultation which is not available except 


c. The illness or injury of an immediate family (as defined in paragraph 4.25 e) 

requiring the presence of the employee. 

4.06 "CONTINUOUS SERVICE" means County Service uninterrupted by separation from County 

employment. 

4.07 "ELIGIBLE EMPLOYEE" means a regular employee, as defined in Chapter II, paragraph 2.07 

a, who has completed six months of continuous service during the present term of employment. 

4.08 "PRESENT EMPLOYMENT" means the period starting with the employee's most recent entry 

into the County service and continuing until separation from such service. However, continuous 

service immediately prior to separation of a regular employee because of disability, retirement or 

layoff shall be counted in computing the duration of present employment, if the employee returns to 

County service within three years of such separation. 

4.09 For eligible employees, "VACATION" is time-off from work with compensation at the same 

rate as hours actually worked. Vacation is allocated on an accrual basis and may be taken by an 

eligible employee, with approval of his/her appointing authority, in increments as small as one hour, 

or to any extent not exceeding the accrued vacation credit of said employee. The methods of 

documenting and computing vacation accrual are prescribed in paragraphs 4.10 and 4.19 below. 

During vacation, the salary and benefits of eligible employees continue to accrue. Vacation requests 

for durations of six (6) days or longer must be submitted not less than fifteen (15) days in advance. 

Vacation requests for five (5) days or less require at least one week notice. 

4.10 The amount of accrued "VACATION CREDIT" determines the eligible employee's authorized 

vacation time. Such accrual is documented in the following manner: 


maintained by the County Auditor. This value is the net result from adding all accumulated 

credits and subtracting all usage. 

b. Vacation credit is earned by each eligible employee and allocated to his/her payroll 

record as he/she completes the applicable requirements in paragraph 4.19 below. 








4.13 Submission of Requests: Each request for leave of absence of any type shall require at a 

minimum the following: 

__________________________________ 



a. be submitted in writing and signed by the employee on an NCF-1 form to the 

appointing authority who shall approve or disapprove;. by affixing his/her signature to the 

NCF-1 and stating such approval or disapproval in the remarks section of the form; 


forwarded by the appointing authority through the Department of Human Resources to the 




d. be accompanied by a doctor's statement in cases where the requested period of sick 

leave exceeds seven calendar days. 






a. any leaves of absence involving injuries that incapacitated the employee from 

performing assigned job duties; 

b. any leave of absence without pay for a disability that has been medically documented 

by a physician; 

c. provided, however, that the employee is also able to fulfill the essential functions of 

the job as determined at the discretion of the appointing authority. 













VACATION: 



__________________________________ 



. Employees in temporary or seasonal status shall not earn any vacation credit or 

become entitled to any vacation. 

c. Where the employment status of an eligible employee is changed from regular 

employee to temporary or seasonal, such employee shall not be entitled to any vacation and 

shall discontinue earning vacation credit. Such employee shall be paid the monetary value of 

all unused vacation credit subject to the limitations of paragraph 4.23. 

d. Where the employment status of an employee is changed from temporary or seasonal 

to regular, such employee upon becoming an eligible employee shall be credited with 

vacation earned from that time as provided herein. None of the prior service in temporary or 

seasonal status will be counted in computing any vacation. 






b. For law enforcement personnel, after 185.25 hours actually worked (excluding 

overtime) law enforcement employees are authorized eight point six and one half (8.6) hours 

of vacation credit. 




d. After completing twenty (20) years of continuous service, that employee's annual 

accrued vacation credits prescribed in sub-paragraphs a. and b. above are increased by sixtysix 




f. In computing vacation credits, employees will be allowed to continue earning 

vacation credits during time away from the job which is taken for vacation purposes, and 

provided that employee returns to work for at least one full month following the vacation 

absence. 







maximum number of vacation credit hours to be accumulated at any time by any Nueces county 

employee is 240. Employees having more than 240 hours accumulated after September 30 of each 

year, 1996, will lose those excess hours. [As amended 2/29/1996] 

__________________________________ 




vacation requests so that department needs are maintained. for temporary hire are maintained at a 

minimum. In no case shall an appointing authority be required to grant a leave request without at 

least two weeks notice from the employee. Appointing authorities may however, grant such requests 

if they determine same to be in the interest of the county. No vacation shall be granted to, nor taken 

by, an employee without the consent of the appointing authority. 

4.23 Separation from County Service: At the time an eligible employee is separated from the 

County Service, whether voluntarily or involuntarily, he/she shall be paid, within the following 

limits, the monetary value of all accumulated vacation to which he/she is then entitled including 

vacation credit based upon his/her paid service during the pay period in which the separation occurs. 

The limits on paid vacation at time of separation shall be: 



b. Law enforcement employees will be paid at their current rate of pay for up to 102 


SICK LEAVE: 


a. For non-law enforcement personnel, at the rate of eight (8) hours for each increment 

of 173.3 hours actually worked not counting overtime. 

b. For law enforcement personnel, at the rate of eight point six and one half (8.6) hours 

for each increment of 185.25 hours actually worked not counting overtime. 


beginning of a pay period and may be carried forward from the year in which it was earned 

by an eligible employee and kept for use by that employee. 

d. Sick leave may be used only by the employee who earned it. Sick leave credit may 

not be loaned or traded to be used by another employee. 



following the pay period in which it was earned. All eligible employees must complete six 

months of service prior to being entitled to their sick leave privileges. 

b. Sick leave must be approved by the appointing authority. In cases where the 

employee will be off from work for more than seven consecutive calendar days, the 

Department of Human Resources will be notified. Departments may use the remarks section 

of the county personnel action form (NCF-1) to transmit this information. 


c. No paid sick leave shall be granted in excess of the employee's accrued sick leave 

credit. 

__________________________________ 



d. Sick leave may be used by the employee to care for a sick or injured member of the 


spouse, child, parent, grandparent, or sibling when that person resides with the employee or 

is a dependent of the employee. 

e. Pregnancy shall be treated as any other condition which warrants sick leave usage. In 

no case shall sick leave usage exceed sick leave credit. 

f. An employee who (due to illness or injury) becomes incapacitated for work for more 

than seven consecutive calendar days while on paid vacation, may substitute sick leave 

credits for vacation. However, the request for sick leave substitution must be approved by 

the appointing authority and submitted for approval to Commissioners Court on an NCF-1 

and must be accompanied by a doctor's statement or other evidence that substantiates the 

illness or injury. 

g. Paid holidays immediately preceding, immediately following, or wholly within the 

period for which sick leave is granted shall not be regarded as part of such period of sick 

leave. 



submitted on an NCF-1 form, when requesting FMLA leave. 










3. when the supervisor, in good faith, believes the employee is abusing sick 

leave privileges. 





County service under the Texas County and District Retirement System, will be paid for onehalf 

of their remaining sick leave credits not to exceed 240 hours. 


injury or occupational disease in accordance with Texas Worker's Compensation Rules. This 

sub-paragraph relates to employees injured on the job who are eligible for workers 


__________________________________ 



workers compensation benefits instead of their regular salary. No vacation or sick leave shall 

accrue during the time an employee is on workers compensation. An employee that has 

accumulated vacation or sick leave and is eligible for workers compensation payments may 

use vacation or sick leave only as follows: 

1. Up to five (5) days vacation and/or sick leave may be used at regular pay until 

workers compensation benefits are eligible to be paid, 

2. Earned vacation and/or sick leave may be used to supplement workers 

compensation benefits up to a total of the regular base salary, provided, however, that 

an employee's net "take-home" compensation while receiving workers compensation 

benefits shall not exceed his last net "take-home" pay prior to the commencement of 

workers compensation benefits. Workers Compensation benefits shall be paid and 

available vacation and/or sick leave benefits used to supplement at the request of the 

employee. When vacation and/or sick leave is exhausted only workers compensation 

benefits shall be paid, 

3. The provisions of 4.28 b1 and 4.28 b2 herein are the only applications by which 

vacation and sick leave may be used to pay employees injured and eligible for workers 

compensation. 



a. Under the following conditions, an employee may be granted leave without pay 

(LWOP): 









b. No leave without pay shall be granted without the consent of the employee's 

appointing authority. In addition, the consent of the Commissioners Court shall be required 

before leave without pay is granted for more than ten consecutive workdays. 

c. Paid leave benefits do not accrue while an employee is on LWOP nor is credit given 

for retirement. Group insurance benefits may remain in force, provided the employee pays 





return to work. A doctor's certification of continuous disability is required every thirty days 

during the duration of LWOP. 

__________________________________ 



e. When an employee is granted LWOP he/she shall be entitled to his/her former 

position at the expiration of the leave. 

f. Application for LWOP must be submitted on an NCF-1. 









COURT LEAVE: 


proof of the period of required attendance, a regular employee is entitled to compensated court leave 

when he/she is required by court order to attend a local court as a prospective juror, or as a witness in 

a court action to which he/she is not a party. 



1. required attendance by formal subpoena or other binding order before Federal, 

State, County, Municipal Courts and the County Civil Service Commission 

2. time in attendance at Court together with reasonable travel time between 

Court and work if attendance is for less than a full day and the employee can 

reasonably be expected to return to work. 












federal law. 


__________________________________ 



a. Full compensation for qualifying military leave will be allowed for a maximum of 

three weeks during any one calendar year, except as otherwise provided below. 

b. Compensation for military leave will be limited to: 

1. required attendance in activities of various branches of the armed forces of 

the United States; 

2. the minimum time frame required by state and federal laws per year unless 

exception to this is specifically approved by the Commissioners Court for good cause 

related to appropriate military orders. 

c. Compensation for military leave will not be allowed: 





4.36 Employees shall be entitled to paid funeral leave while arranging for or attending the funeral of 

a member of the immediate family which includes the spouse, child, parent, grandparent, or sibling 

of either the employee or his/her spouse. 

4.37 Funeral leave shall not exceed two days per occurrence. 



employee on an NCF-1, and same must be approved by the appointing authority. In no case shall 

compensatory time off from work be taken without the approval of the employee's appointing 

authority. 

EMERGENCY/DISASTER LEAVE: 

4.39 Purpose: the County recognizes that from time to time adverse weather conditions or 

emergency situations, natural or manmade disasters, will prevent employees from working their 

regularly scheduled hours. 

A. Definition: Disaster means emergency situations, natural or manmade, which require 

the office/department to immediately remove an employee from work location and before 

any adverse action has been initiated including situations where there is an immediate threat 

to County property or the well-being of an employee or the public. A disaster may include 

suspending normal operations of the County or an office or a department of the County 

because of events beyond the control of the County. It may include a closure of an office or 

department of the County for repairs. 

B. Procedure: Regular employees are entitled to paid emergency/disaster leave for hours 

not able to work due to an emergency/disaster and as instructed by the county official vested 

with authority to close the office or department county-wide or specific area. 

__________________________________ 



C. Authority. The county official who instructs an employee(s) not to report to work 

must be an official vested with such authority. That county official shall be the County Judge 

or designee. The county official may instruct the closure of county offices county-wide or a 

specific designated area and for a specific length of time not to exceed ten (10) business days 

during any one calendar year unless specifically approved by the Commissioners Court. 

D. Essential Personnel: Each Elected Official/Department Head shall identify “Essential 

Personnel” who are required to work during or immediately following an emergency 

situation. The Elected Official/Department Head shall complete the “Emergency Services 

Essential Personnel Notification” Form (NCF-9) which identifies the employees that are 

charged with performing duties when an Emergency / Disaster occurs. 

Note: When essential personnel are called in to work during a disaster and fail to report they 

are subject to disciplinary action. 

INTENT: 

[As amended 9/27/2007] 

__________________________________ 

CHAPTER V 

STANDARDS OF CONDUCT: 


maintained by all employees. The intent, herein prescribed by the Civil Service Commission, is to 

insure that civil service employees understand their obligation to render optimum service to county 

constituents, and fulfill the human resource needs of the county governing body and elected officials 

in an orderly manner. In effect, these standards are designed to insure demeanor among county 

employees that promotes public trust and professionalism as is necessary to serve the best interest of 

the county. 

For continuity of purpose and cooperation among all concerned, the civil service commission invites 

the governing body of the county to participate in the formation and maintenance of this chapter as 

may be necessary to insure its unilateral enforcement. 

For the purpose of this section, the term "employee" shall use the same definition already outlined in 

Rule 1.13. The term shall not be extended to apply to any independent contractor, nor to members of 


specified in a subsection. The term does encompass spouse and any dependent children as it pertains 

to actions of said spouse/dependents that may place the employee in a conflict with the obligations of 

this policy or the best interest of the county. 


5.01 It is the policy of Nueces County that all human resources employed by the county be treated 

equally as required by state and federal law relating to unlawful discrimination. In effect, it is 

prohibited for any person employed by the county to discriminate against anyone on the basis of race, 

color, sex, national origin, citizenship, age, religious preference, disability or veterans status. Nor 

shall any employee of the county participate in any function that violates, either directly or indirectly, 



the civil rights of other employees or anyone/group of the general public. Courteous and thoughtful 

conduct on the part of all county employees, while physically on duty with the county and/or while in 

representation of the county government, is a specific objective of this policy. [As amended on 

6/19/2001] 

GIFTS 



36.08 Texas Penal Code Annotated to employees of the county as well as elected officials, public 

servants, or appointed officials who are already subject thereto. This section specifically prohibits 

employees from accepting tips while exercising their official duty. Exceptions to this section are 

only those identified in Section 36.10, Texas Penal Code Annotated which allows for gifts between 

relatives and friends that are of a personal nature. Also acceptable are gifts or benefits conferred for 

a professional or business relationship that is independent of the official county capacity of the 

recipient. Neither does this section restrict any of the social activities of employees or the designate 

of elected officials that are designed to promote a legitimate interest of the County, either formally or 

informally. This section does not apply to any employee receiving any benefit consisting of food, 

lodging, transportation or entertainment when accepted as a guest and reported in accordance with 

the law. In summary, this code does not apply to any benefit that is defined as non-applicable 

according to Section 36.10 Texas Penal Code Annotated. 






Civil Service Commission herein defines the term "REASONABLE DRESS" to mean attire that is 



the term "REASONABLE DRESS" is intended to mean of a fiscal category that does not impose 



In all cases of dispute, the Civil Service Commission will accept, hear, and issue rulings on 

grievances pertaining to this subject. Specifically, the intent of this provision is to establish and 

maintain uniform standards for a dress code that serves the needs of the county. 




employees, executives, and officials of the county. It shall be the right of Nueces County to 

prescribe the maintenance standards for work place neatness of all work components or facilities 

used by employees in the line of duty. 

__________________________________ 













a. A public servant commits an offense if, with intent to obtain a benefit or with intent 

to harm another, he/she: 


2. misapplies anything of value belonging to the government that has come into 

his/her custody or possession by virtue of his/her office or employment. 

b. No facilities, services, equipment or supplies belonging to Nueces County shall be 

used by any employee or other person for purposes of or resulting in achieving private profit. 




c. Any county employee who in the course of employment drives a county owned 

vehicle, and who is identified by the county's auto liability insurance carrier as an 

unacceptable risk because of the employee's driving record, shall be subject to reclassification 

to a lower position. If no position is available or no appointing authority will 

accept said employee, the individual may be terminated. 







policy development, and feasibility studies or decisions about alternative action plans which 

dictate that prior to their official legislation, such information must be held in strict 





__________________________________ 



OFFICE DONATIONS, POLITICAL CONTRIBUTIONS AND POLITICAL SERVICE: 

5.06 Employees shall not be forced to contribute to or make donations to any fund or collection 

process. All such funds or collections made during office hours must be approved by the Elected 

Official or Department Head prior to contact with employees. No employee shall be required to 


























resolution of the dispute. However, in the case of law enforcement employees, disputes between the 

employee and department regarding off-duty security employment are not subject to the grievance 

process. [As amended 12-10/1998] 

5.08 SEXUAL HARASSMENT: 

a. It is the policy of Nueces County that sexual harassment in the work place is 

prohibited. All employees are responsible for reporting violations and insuring that the work 

place remains free of sexual harassment. More specifically defined, sexual harassment is the 


unwelcome sexual advances, requests for sexual favors, 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 the 

basis for employment decisions affecting such individual, or 






b. Implementation: 

1. The county shall maintain a work place free of sexual harassment. Prevention 

is the best tool for the elimination of sexual harassment. Elected officials and/or 

department heads are responsible for ensuring that all employees are informed of this 

policy and that immediate and appropriate corrective action be taken if such conduct 

is exhibited or made known to the elected official or department head by any 

supervisor, employee, or non-employee. Appropriate documentation, proof, and 


2. Any employee who has a complaint or who is aware of sexual harassment at 

work by anyone, including supervisors, co-workers, non-employees, or visitors, must 


head. 

3. All complaints will be promptly dealt with by each department head. In cases 

where the department head is the accused, the matter will be referred to the county 

attorney or the Civil Service Commission for action. In all cases of sexual 

harassment, special privacy safeguards will be applied in handling the matter. All 

parties concerned are responsible for insuring that the privacy of the charging party 

and the person accused of sexual harassment will be kept strictly confidential. 

4. The County Department of Human Resources will retain confidential 

documentation of all allegations and investigations and will refer findings to the 

Commissioners Court. Thereafter, the Commissioners Court may refer the matter to 

the appropriate appointing authority or the county attorney for corrective action when 

necessary. Such corrective action may include disciplinary measures such as 

reprimand, suspension and/or discharge. Sexual harassment is considered by the 

County to be detrimental to its interest and that of its employees and will be dealt 

with appropriately. 






executing an appropriate Court Order by the Commissioners Court. This policy does not prevent any 

employee from instituting a claim or suit against the County or its officials for redress of grievances. 

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forms as outlined in this policy prior to any discussion or determination of action on the matter. A 

"substantial interest" is defined as existing if the interest in ownership is 10 percent or greater of the 

voting stock or shares, or ownership of $5000 or more of the fair market value of the business. Such 

interest also includes funds received by the employee from the individual or business that exceed 10 

percent of the employee's gross income for the previous year. A "substantial interest" also includes 

real property if that interest is equitable or real ownership with a fair market value of $2500 or more, 

and for purposes of this code an interest of a person related in the first or second degree by either 

affinity or consanguinity to the employee is a "substantial interest." Thus, the definitions, 

prohibitions, and exceptions related to "substantial interest" are applied to all covered employees as 

provided by law in Sec. 171.002 of the local government code. Failure of any employee of the 

County to comply with or cooperate fully with such disclosures, and/or to maintain the conduct 

standards of this section, may constitute grounds for reprimand, expulsion, removal or discharge. 

At any time that a potential conflict of interest pursuant to this policy may arise in any year, such 

affected employee shall file in advance of any determination or action, a disclosure statement with 

the appropriate board, elected official, or governing body responsible for the business in which the 

conflict has or may occur. It shall be the individual responsibility of the receiving agent or agency to 

store files of all such disclosures in accordance with applicable public law(s). These files shall be 

open for inspection to the Civil Service Commission as may be necessary during normal business 

hours to investigate complaints, and must be retained for a period of three years after which they will 

be destroyed. 

REVIEWS OF CONDUCT COMPLAINTS: 

5.11 Review of conduct complaints will be the responsibility of the Civil Service Commission. In 

addition to the broad scope of the grievance process provided in chapter VIII of this civil service 

manual, the Civil Service Commission may appoint CONDUCT REVIEW COMMITTEES (CRC) 

as may be necessary to expedite appropriate action. In all such cases the Civil Service Commission 

will issue specific instructions to the CRC, after taking official action in any quorum whereof a 

record of the CRC appointment is recorded in the official minutes of that Civil Service Commission 

meeting. The Civil Service Commission may accept the recommendations of the CRC or may option 

to place such a case on their agenda for further review at a future meeting of the Civil Service 

Commission. 

The CRC may require oral statements or the filing of written memoranda of both parties during 

inquiries. All investigations of the CRC shall be conducted, insofar as possible, in a confidential 

manner in order to protect employees from unfounded allegations. The CRC may dismiss any 

grievance prior to holding a formal evidentiary hearing if the grievance is clearly moot, is without 

merit, was not properly filed, or is not within the scope of the CRC's authority pursuant to its 

instructions by the Civil Service Commission. If such a decision is made, the CRC shall notify both 

parties in writing, that the grievance is being terminated along with reasons to support its conclusion. 

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With the prior approval of the Civil Service Commission, the CRC may render advisory opinions as 

appropriate in a specific situation to a department head, elected official or the Commissioners' Court 

concerning its inquiry findings. In all such cases, the Civil Service Commission will prescribe the 

format for all such reports or opinions. In the event that findings substantiate a violation of conduct 

standards by a County Civil Service employee, the Civil Service Commission will forward such 

findings to the County Director of Human Resources for presentation to the Commissioners Court 

for disposition. The CRC shall support the reasons for their conclusion in writing and a record of all 

such proceedings shall be maintained by the Civil Service Commission for a period of three years. 

The Civil Service Commission shall insure, through the County Director of Human Resources, that 

this policy is disseminated to all employees. The jurisdiction of any CRC appointed by the Civil 

Service Commission is limited to the County departments covered by County Civil Service. In all 

cases wherein the responsibility for discipline of an employee falls within the jurisdiction of an 

elected official other than a member of the Commissioners Court, the County Director of Human 

Resources will forward all such recommendations to the appropriate elected official or department 

head. 


5.12 Employees who feel they may have been adversely affected by unfair treatment or erroneous 

or capricious interpretation of this sub-section, or its application or procedures to their circumstance, 

or who allege unlawful discrimination as specified herein, or who allege knowledge of a violation of 

this policy that unfairly affects their employee status, may file a sworn grievance. The Civil Service 

Commission shall render the final decision. 

CHAPTER VI 

REDUCTION IN FORCE 

LAYOFF: 


County, the appointing authority of the department shall communicate in writing, the following 

information to the Director of Human Resources County Personnel Office: 





Upon receipt of such notice, the Director of Human Resources Personnel Office, in 

coordination with the Civil Service Commission, will prepare a REDUCTION IN FORCE (RIF) list 

of all employees affected. The RIF list will assign an order of layoff to each effected employee and 

the department must conform to that order. The intent and purpose of this sub-section is to insure 

fairness and equity in the exercise of employee layoffs. 

6.01 Under no circumstances will this section (6.00 - 6.06) be used to infringe upon or usurp the 

power, nor the statutory authority of the Commissioners Court of Nueces County to create, establish, 

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increase/decrease in number, abolish, or delete position(s) or budgeted funds for such position(s), in 

accordance with the rules and regulations of the Civil Service Commission. 





b. temporary employees; 

a. probationary employees; 

b. regular employees. 

The order of layoff of regular employees shall be according to layoff ratings. If the layoff 

occurs during periods when the department's urgency of need for "Seasonal Employees" effects the 

public interest, the department head may alter the layoff sequence for items (6.02 a-d) above, 

provided however that only the seasonal employee sequence is moved in the order of layoff. 

Employees with lowest ratings will be laid off first. Among employees with equal layoff ratings, the 

order of layoff shall be determined by the appointing authority. 





position/pay group. That seniority rating will be combined with the performance rating index 

derived from averaging the total score of all performance evaluation reports filed in that individual's 

personnel records, as specified in Section 6.05. 

The value of such performance rating shall be the addition of ten points (10) for the highest 

possible overall rating (Outstanding); or five points (5) for the next highest overall rating 

(Exceptional); or two points (2) for a rating of "Satisfactory"; or zero points (0) for "Marginal" 

ratings. 

An overall Employee Efficiency Report (EER) score of "Unsatisfactory" will be factored in 

as a minus five points (-5) in the overall ranking of that employee. In effect, the overall average of 

that employee's layoff ranking (score) will be reduced five points (5) for each overall unsatisfactory 

EER filed in the individual's personnel file. 

The combination of seniority and performance rating shall be the layoff rating. 

6.04 Seniority for Layoff Purposes: The seniority of an employee for inclusion in his/her layoff 





responsibility or difficulty. An employee who resigns from the County service, shall lose all 

seniority credited to him/her prior thereto, and subsequent reemployment of that employee shall not 

__________________________________ 



estore the seniority so lost. Employees dismissed under charges, and whose dismissal is found 

unwarranted by the Civil Service Commission, will be reinstated with full seniority and benefits 

restored. An employee laid off after acquiring permanent status, shall after reinstatement, regain the 

seniority credit he/she possessed at the time of layoff. 

6.05 Use of Performance Reports in Layoff: Only those performance reports shall be used in 

layoff computation which cover any portion of the twenty-four months next preceding the date on 

which written notification of the intended layoff was received by the Civil Service Commission. If 

there are not two performance reports on file with the Commission for the class and the 

aforementioned period of service, the Civil Service Commission may, either use in its stead the most 

recently filed performance report for the appropriate class, or the last performance report filed for 

any other class or, if deemed more equitable, the commission may base the layoff rating on seniority. 

When two or more performance reports are used in computing a layoff rating, each report shall have 

equal weight and their values shall be averaged. 





Also, a probationary employee may be offered the opportunity to accept demotion within the 

same department to a position in lower class provided no such demotion shall in turn require the 

layoff of any employee in the lower class. Such probationer shall not become a regular employee in 

the lower class by this action except by completing a full probation period in such lower class. 

CHAPTER VII 

PROGRESSIVE DISCIPLINE & TERMINATION 


7.00 Purpose: The purpose of this chapter is to insure that discipline administered to Nueces 






political or other personal reasons. For example, it is prohibited for employees to be retaliated 

discriminated against or given preference on their Efficiency Reports for failing to contribute or 

participate or vice-versa, in political campaigns. 


provided in Rule 2.34, all suspensions, demotions and removals of persons in the classified service 




__________________________________ 



ehavior. Any such person may be suspended, demoted or removed for any of the following causes 







f. violation of the provisions of the rules and regulations of the Civil Service 

Commission, Commissioners' Court or the appointing authority; 

g. permanent or chronic physical or mental disability which incapacitates the employee 

from the proper performance of his/her duties; 

h. the employee has been convicted of a criminal offense involving moral turpitude. 

The word convicted shall mean a finding of guilty by either the judge or jury without regard 

to subsequent disposition of the case by suspension of sentence, probation, and deferred 



defined by state law and/or decisions made under state law; 



j. has been guilty of any conduct unbecoming an officer or employee of the County 

while performing his/her job duties; 

k. the employee has been absent without leave, contrary to the rules of the Commission, 


been disapproved or revoked and canceled by proper authority provided, however, that if 

such absence or failure to report is excusable, the Commission may dismiss the charges; 



m. the employee has failed to report to work for one working day without notification to 

the supervisor; 








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. has made a false statement of or has misrepresented a material fact in the employee's 





paraphernalia on County property or any place designated as a work site where the County is 

carrying on business or providing services; 




v. just cause, as determined by the merits of each individual case and upheld by the 

Civil Service Commission; 








demotion, if the employee commits a major offense that warrants such discipline. In all levels of 

discipline, the appointing authority may designate responsible individuals to administer disciplinary 

actions. In such instances, the designee is acting on behalf of and in the name of the appointing 

authority. 


a. Verbal Reprimand: This is the least severe form of disciplinary action and is 

designed to advise the employee of the problem which has resulted in unsatisfactory behavior 

or performance. This level of discipline is not subject to the grievance process. 

b. First Level Discipline: The first formal step in progressive discipline. This level 

deals with continuation of minor offenses, when two or more previous verbal reprimands do 

not result in the correction of the problem by the employee. This level of discipline should 

be documented, labeled "FIRST LEVEL DISCIPLINE", and signed by the supervisor and 


distributed to the employee, the Department of Human Resources, and the immediate 







process by the subject employee. This level of discipline should also be labeled "SECOND 

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LEVEL DISCIPLINE" and documented in writing to include the signatures of the supervisor 

and the employee. The employee should also be allowed to respond in writing to the 

discipline. Documentation should be distributed to: the employee, the supervisor, and the 

Department of Human Resources. This level of discipline may include suspension without 

pay for not longer than three days. 









be corrected immediately, the employee may be suspended from active duty. 

Given absolution from the offense, whereby the appropriate reviewing authority or the civil service 

commission (in cases of classified workers) finds the disciplinary action unwarranted, the department 

must reinstate and pay the individual for work time lost as a result of the suspension. However, if 

upheld by the appropriate reviewing authority or the civil service commission, the individual's 

dismissal will become effective with the department's suspension order. Department heads have the 

option to choose this course at their discretion although employees have the right to appeal all such 

actions to the personnel department. In cases of non-civil service workers, the Commissioners Court 

may choose to establish a review committee to hear the employee's complaint and recommend 

disposition. In the case of civil service employees, the matter will be referred to the civil service 

commission for review. 

Discipline that may be administered at this level includes: 








2. Without Pay: This is an ordered absence from duty without pay for a 

prescribed period of time. This level of discipline requires a written notice and the 

right of the employee to respond before the suspension occurs. 




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rank/compensation by the appointing authority (or designee) after the probationary period has 

been served by an order in writing stating the following: 





5. The right of the employee to appeal to appropriate authority such as through 

the Director of Human Resources personnel department to the Commissioners Court 

who which may choose to refer the matter to a review committee, or in cases of civil 

service employees, to the grievance process of the Civil Service Commission. 

b. Items (a. 1-5) in the subparagraph above should also be used for documenting first 

and second level disciplinary actions. 

c. Prior to termination, a non-probationary employee will be given written notice of the 

charges and will be given the opportunity to respond to the charges either orally or in writing. 

Exceptions to the right of rebuttal will occur when the employee's termination occurs as a 

result of the exhaustion of leave without pay benefits or when termination occurs as a result 

of the employee's failure to report to work for one (1) working day without notification to the 

supervisor. 




e. A copy of the final decision letter shall be forwarded to the Director of Human 

Resources personnel department or the civil service commission (in cases involving civil 

service workers), and a copy thereof shall be personally served on the employee forthwith or 

mailed to his usual place of residence. 

f. Any order removing, suspending or reducing an employee in rank or compensation 

should be considered to have been filed with the Civil Service Commission when it has been 

received in writing by the office of the County. 

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CHAPTER VIII 

GRIEVANCES AND APPEALS 

ELIGIBILITY TO FILE A GRIEVANCE OR APPEAL: 

8.00 Under the "Powers of the Commission," as cited in Section 158.009 of the Texas Local 

Government Code, any civil service employee of the county who has completed his/her probationary 

period may file a grievance or appeal in matters of: 

a. termination, demotion, or suspension, or 



. any violations or infractions of the Nueces County Civil Service Rules and 

Regulations. 

By failure to initiate (according to Step 1 in Section 8.01) such a grievance within seven (7) 

calendar days, civil service employees waive all rights to exercise the grievance process for that 

action. 

All such appeals or grievances must be filed with the Civil Service Commission on an 

"Employee's Grievance Form" (NCF-4). These forms are available at the Department of Human 

Resources county Civil Service Office. 


8.01 

a. Grievances, other than charges of discrimination due to race, color, sex, national 

origin, citizenship, age, religious preference, veterans status, disability or sexual harassment, 

shall be processed in accordance with the following steps: 


employee's immediate supervisor within seven (7) calendar days of the event. It shall 

be the responsibility of the grievant to verbally notify the supervisor that this is the 

first step of a formal grievance. The immediate supervisor shall within five (5) 

calendar days orally submit an answer to the grieving employee or his/her 

representative. 


grieving employee shall state the grievance in writing and submit same to his/her 

department head, or the department head's designee. This must be done within seven 

(7) calendar days after the receipt of the supervisor's oral answer to the stated 

grievance. 

Within five (5) calendar days after receipt of the written grievance, the grieving 

employee's department head, or his/her designee, shall answer the grievance in 

writing to the grieving employee. 


grievance as originally written and the attached answer from the department head, or 

his/her designee, to the Department of Human Resources (in the case of non-civil 

service workers) or to the Civil Service Commission (in the case of civil service 

workers), within seven (7) calendar days after receipt of the department head's, or 

his/her designee's, answer to the grievance. 


rendered under sub-paragraph 7.05 c, or any other department level appeal procedure. 

b. All complaints of discrimination by employees on the basis of race, color, sex, 

national origin, age, religious preference, disability or sexual harassment shall be filed in 

writing with the Director of Human Resources. Complaints that remain unresolved at the 

Department of Human Resources level shall be forwarded to the Civil Service Commission. 

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8.02 

a. Any employee under civil service who has completed the probationary period may, 

after following the grievance procedure set forth in Section 8.01, appeal to the Civil Service 

Commission for relief. This appeal (as defined in Step 3 of Section 8.01 a) must occur 

within seven (7) calendar days after receiving the written order of the affected department 

head, or his/her designee, concerning that cause. 




expeditiously as possible. However, when the number or complexity of grievances on file 

and pending disposition with the Commission make it impossible to hear the grievance at the 

next meeting after the filing of the written appeal, the hearing of the grievance shall be 

placed on the agenda of the earliest possible meeting date. 


8.03 



first. 

b. The applicant shall be entitled to appear personally, produce evidence, have 

representation and a public hearing. 



d. Any party to the hearing may request reasonable security measures be taken prior to 

the commencement of a hearing. 


8.04 The Commission shall have and exercise as necessary, the power to compel the attendance of 

witnesses and the production of records, books, and papers, and to administer oaths in matters 

relating to employment as prescribed in Local Government Code section 158.009. In such cases, 

wherein compliance is not met by any agency, the Civil Service Commission shall subpoena any 

material, witnesses, or records relevant to the case. 

INSPECTION: 

8.05 An employee who has appealed to the Department of Human Resources, or to the Civil Service 

Commission, shall have the right to inspect any document in the possession of or under the control of 

the appointing authority which is relevant to such appeal and which would be admissible in evidence 

at a hearing on such appeal. The employee shall also have the right to interview other employees 

having knowledge of the acts or omissions upon which the removal, suspension, or reduction in rank 

or compensation was based. Interviews of other employees and inspection of documents shall be at 

times and places reasonable for the employee and the appointing authority. 

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8.06 At any time before the employee's grievance hearing is conducted by the Civil Service 

Commission, (Commissioners Court through the Director of Human Resources for non-civil service 

employees), the appointing authority may serve on the employee, and file with said Commission or 

Court, an amended statement of charges containing new causes or allegations. The employee shall 

be afforded a reasonable opportunity to prepare his/her defense to the new amended charge. Any 

new causes or allegations shall be deemed controverted, and any objections to the enhanced charges 

may be made orally at the hearing. If the final discipline issued by the appointing authority results in 

a verbal reprimand or first level discipline, the amended charges are not subject to the grievance 

process (in accordance with Paragraphs 7.03 a. and b.). [As amended 1/13/1999] 

FAILURE TO ANSWER 

8.07 

a. Failure on the part of an accused employee to file an answer within the time allowed 

in Section 8.01 shall be construed as an admission of the truth of the charges made against 

him/her. 

b. Failure on the part of management to answer within the time allowed in Section 8.01 

will give the employee the right to progress to the next step of the grievance procedure. 







judgment of conviction or acquittal of the offense charged in the complaint or indictment has become 

final. 


8.09 

a. The finding and decision of the Commission shall be final, subject to the right of 

appeal under Chapter 158 of the Local Government Code and shall be certified to the 

appropriate appointing authority and shall forthwith be enforced and followed by same. 

b. A County employee who, on a final decision by the Commission, is demoted, 

suspended, or removed from the employee's position may appeal the decision by filing a 

petition in a District Court in the County within 30 calendar days after the date of the 

decision. 

c. Pursuant to the applicable provisions of the Commissioners Court authorizing 

payment of backpay under certain circumstances, the Civil Service Commission may, in its 

discretion: 

1. Overturn a suspension or termination in whole or in part; and/or 

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2. Award back pay in whole or in part if a suspension or termination is 

overturned subject to the following conditions: 

__________________________________ 

a. That back pay for days not actually worked may be awarded for a 

maximum of thirty (30) calendar days provided that the civil service hearing 

and decision is rendered within forty-five (45) days from the date of the filing 

of the grievance appeal. 

b. That if the Commission is unable to schedule a hearing and render a 

decision within forty five (45) days and the delay is attributable to the Civil 

Service Commission then the period of thirty (30) calendar days specified 

above shall be extended for an additional period of thirty (30) calendar days, 

for a total of sixty (60) calendar days of authorized back pay. 

3. That any back pay award is final and may not be appealed. 

d. The Commission may only award back pay as set out above in grievance appeals 

pending on, or filed after, July 27, 2011 (as per backpay authorization order of the 

Commissioners Court of even date). 

RECORD FILED: 


decision of the Civil Service Commission shall be filed as a public record in the Department of 



8.11 

a. No matter shall be entertained as grievance hereunder unless it is raised as such 

within seven (7) calendar days after the occurrence of the event or after the employee 

becomes aware of the event giving rise to the grievance. 


written consent of the aggrieved, the appointing authority, and the Director of Human 

Resources Personnel. Without such written agreement, the time limits shall be strictly 

enforced. If the grieving party or parties fail to pursue the grievance within the time limits 

set forth, the grievance shall be considered resolved based upon the last answer given by 

supervisory representatives of the County. In cases where management failed to meet the 

time frame requirements, the employee will be entitled to remedy directly with the Civil 

Service Commission whose decision will be final. 

CHAPTER IX 

POLICY RULES OF THE CIVIL SERVICE COMMISSION 

9.00 The following policies are part of the Nueces County Civil Service. Therefore, these policies 

carry the same authority as the Nueces County Civil Service Rules. 



9.01 The Nueces County Family and Medical Leave Policy, as amended and in effect at any given 

time. on August 26, 1993. 

9.02 The Nueces County Drug Free Workplace Policy, as amended, and in effect at any given time. 

on July 28, 1997. 

9.03 The Nueces County Personnel Manual, as amended and in effect at any given time; provided, 

however, the specific provisions of these civil service rules shall take precedence over any 

conflicting provision of the Personnel Manual, if any. 

9.04 Any other employment policies duly adopted by the Commissioners Court so long as such 

policies are not in conflict with the provisions of these civil service rules and regulations. 

9.05 – Any other applicable state or federal law not specifically mentioned herein but which would 

otherwise apply to the County’s civil service employees. 

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GLOSSARY 

ADA - the Americans with Disabilities Act is federal legislation which prohibits discrimination 

against the disabled in both public and private employment, public services, public 

accommodations, transportation and telecommunications. 

ADMINISTRATIVE LEAVE - leave granted by department heads to exempt employees who have 

been required to work for inordinately long periods of time in addition to their regular work 

schedule. Administrative leave may be granted for not more than eight (8) hours in any one 

week period. 

AFFINITY, SECOND DEGREE OF - a measure of a relationship by marriage. Elected 

Officials/Department Heads or other County Officials may not appoint or supervise any person 

related to them within the first or second degree of affinity. (eg. daughter-in-law, brother-in-law, 

spouse's grandfather, etc.) 

APPEAL - a process by which an employee seeks a resolution to a grievance which is governed by 

the Nueces County Civil Service Rules and Regulations. 

APPLICANT - any person who has completed an application for employment for a specific position 

for which the Nueces County Department of Human Resources and Civil Service is recruiting 

candidates. 

APPOINTING AUTHORITY - the elected official or department head Chief Executive Officer of a 

department, board or commission who has the authority to appoint employees under the Civil 

Service System. 

BASE PAY PER HOUR - the amount of salary (exclusive of any benefits) allocated for a position 

for one hour of work. 

BREAK IN SERVICE - any approved leave of absence that is in excess of 31 continuous days 

without pay. 



CALL BACK PAY - compensation for eligible employees who are "called back" to work during a 

county holiday. Holiday call back pay is granted for (2) hours for each hour worked during the 

holiday. 

CERTIFICATION - the process by which external applicants for vacant positions in Nueces County 

are evaluated in terms of criteria which have been designated for a particular position. Criteria 

may include civil service examination scores, educational level attained, certificates or licenses 

held and amount of directly related and other work experience. 

CHAPTER 174, TLGC – refers to the Fire & Police Employee Relations Act, codified as Chapter 

174, Texas Local Government Code (TLGC). 

CIVIL SERVICE COMMISSION - a three member body appointed by Commissioners Court which 

has the responsibility to make, publish and enforce rules relating to selection and classification 

of employees; competitive examinations; promotions, seniority and tenure; layoffs and 

dismissals; disciplinary actions; grievance procedures; and other matters having to do with the 

selection of employees and their advancement, rights, benefits and working conditions. 

CIVIL SERVICE EXAMINATION - a battery of tests which must be taken by individuals applying 

for some positions with Nueces County. The Appointing Authority specifies any testing 

requirements at the time of recruitment. 

CLASSIFICATION - the process of evaluating the components of jobs so that they may be arranged 

into classes or pay groups as defined in the Nueces County Pay Schedule. 

CLASSIFIED SERVICE - denotes the status of all regular full-time and regular part-time employees 

of the County who are identified as "employees under civil service". 

COMPENSATORY TIME - time off which is awarded to non-exempt employees in lieu of cash 

overtime compensation. One and one half hour of compensatory time is awarded for each hour 

of overtime worked provided the employee has freely agreed to accept compensatory time off in 

lieu of overtime pay. 

COMPULSORY LEAVE - leave which an employee may be compelled to take if a licensed 

physician designated or approved by Commissioners Court deems the employee to be in a 

mentally or physically unfit condition to perform his/her duties. 

CONSANGUINITY, THIRD DEGREE OF - refers to a relationship by blood. Elected 

Officials/Department Heads or other County officials may not appoint or supervise any person 

related to them within the first, second or third degree of consanguinity. (eg. mother, brother, 

uncle, etc.) 

CONTINUANCE PAY – is compensation allocated to each Nueces County Employee in the form of 

a pay step increase once every three years. The step increase shall be based on the completion 

of three consecutive years of service that the employee has completed as of September 30 of 

each year. The pay step increase will be according to the current pay schedule/chart for that 

position. 

COURT LEAVE - compensated leave which is granted to a regular employee who has been required 

by court order to attend a local court as a prospective juror, or as a witness in a court action to 

__________________________________ 



which he/she is not a party. The employee must submit proof of the period of required 

attendance in order to be eligible for this leave. 

DEMOTION - the movement of an employee from his/her present position to one with either a lower 

starting salary, or a salary level that is less than his/her current salary. 

DISCIPLINARY ACTION - an action taken against an employee in response to a punishable 

infraction. Disciplinary actions may include a verbal warning, a letter of reprimand, suspension, 

demotion or termination. 

DRUG FREE WORKPLACE POLICY - the policy adopted by Nueces County Commissioners 

Court which states that employees shall not be involved in the unauthorized use, consumption, 

possession, sale, distribution, purchase or transfer of any drugs, narcotics, inhalants, or alcoholic 

beverages while on County property or while conducting County business. 

EMPLOYMENT PHYSICAL - a physical examination which is administered prior to final selection 

for certain positions to ensure that the applicant meets the physical requirements of the position 

as stated in the job description. 

EXEMPT EMPLOYEES - meet criteria established by federal labor regulations. They are 

compensated on a salary basis, are not paid overtime and do not accumulate compensatory time. 

EXTERNAL APPLICANT - any applicant for a position who is not currently employed by Nueces 

County as a regular full-time or regular part-time employee. 

FAMILY MEDICAL LEAVE (FMLA) - leave granted to eligible employees because of a) birth of a 

child b) adoption or foster placement of a child c) serious health condition of a spouse, parent 

or child d) serious health condition or physical/mental impairment of the employee. The 

employee is entitled to (12) weeks of leave under this policy, to run concurrently with vacation 

or sick leave, if applicable. 

FUNERAL LEAVE - leave granted to an employee to arrange or attend the funeral of a member of 

the immediate family which includes the spouse, child, parent, grandparent, grandchild, or 

sibling of either the employee or his/her spouse. Funeral Leave shall not exceed two days per 

occurrence. 

GRIEVANCE PROCESS - the process by which an employee of the county who has completed 

his/her probationary period may seek a resolution of a grievance. An employee may file a 

grievance when a question of just cause exists in matters of termination, demotion, or 

suspension; or when there is a question regarding a violation of Civil Service Rules. The 

grievance must be filed within (7) calendar days or the employee waives all right to exercise the 

grievance process for that action. 

HOLIDAYS - are declared by Commissioners Court order on an annual basis. They are authorized 

days off from work for all county employees. Only eligible regular employees earn 

compensation during a holiday. 

I-9 FORM - a document which verifies an individual's legal status for work in the United States. All 

new hires must complete an I-9 form and submit any additional documentation required for 

employment prior to assuming duties in any county department. 

__________________________________ 



INACTIVE EMPLOYEE - an employee who is on approved leave of absence without pay, in excess 

of 31 days. Benefits do not accrue during this period of time. 

INTERNAL APPLICANT - any applicant for a position who is currently employed as a regular fulltime 

or regular part-time Nueces County employee. 

JOB CATEGORY - a group of jobs, regardless of department, which have similar duties and 

responsibilities and have similar requirements regarding education, experience, knowledge, 

skills and abilities. All jobs covered by civil service will fall into one of three categories; 

"clerical", "non-clerical", and "law enforcement". 

LABOR AGREEMENT – refers to any collective bargaining contract or any written agreement that 

requires approval by the Commissioners Court and which satisfies the requirements of Chapter 

174, Texas Local Government Code. 

LEAVE WITHOUT PAY - leave which may be granted to an employee for such purposes as 

recovery time from a temporary disability, education, assisting another public jurisdiction, or 

any other reason considered sufficient by his/her appointing authority or Commissioners Court 

when such leave is in the best interests of the County. 

LONGEVITY PAY - compensation allocated to each Nueces County Employee (except those who 

are included in inter-local agreements) based on the total number of years of service he/she has 

completed as of September 30 of each year. The amount is paid monthly at the rate of $5.00 for 

each year of service completed, up to a maximum of thirty years. For members of a collective 

bargaining unit covered by a labor agreement, longevity and seniority pay shall be that amount 

negotiated in the applicable provision of the labor agreement, if any. 

MILITARY LEAVE - leave with pay granted to a regular employee during a period of military 

active duty. The employee must submit appropriate orders from the concerned military branch 

and seek approval from Commissioners Court. Full compensation will be allowed for a 

maximum of three weeks during any one calendar year. 

MINIMUM QUALIFICATIONS - the basic requirements established for a position. In order to be 

considered for a position, an external applicant must possess the specified education, 

experience, knowledge, etc. 

NEPOTISM - favoritism shown or patronage granted by any county official or supervisor to 

relatives. County employees shall not be hired in a manner that would violate laws against 

nepotism. 

NON-EXEMPT EMPLOYEES - meet criteria established by federal labor regulations. They are 

paid at straight time for up to and including 40 hours per week (Non-law enforcement) or 171 

hours in 28 days (Law enforcement). They are eligible for overtime and may accumulate 

compensatory time in lieu of overtime payments. 

OUTSIDE EMPLOYMENT - is not prohibited by Nueces County. However, employees who are 

considering outside employment should consult with their appointing authority to insure that the 

employment does not conflict with the employee's duties. 

OVERTIME - is time worked in excess of the regularly scheduled work period. 

__________________________________ 



PAID SERVICE - includes actual time worked as well as (for eligible employees) any holidays, 

leaves of absence, and compensatory time off or portions thereof, which are followed by return 

to duty for which an employee receives compensation, provided that paid service shall not 


PART-TIME EMPLOYEE - a regular County employee who works less than 32 hours per week and 

whose vacation and sick leave benefits are pro-rated according to the number of hours worked. 

PAY GROUP - the range of compensation on the county pay chart which is allocated for each 

specific job classification. 

PERFORMANCE APPRAISAL - the method by which each employee in the classified service is 

evaluated on an annual basis. The evaluation is based on the performance of the employee's job 

duties and is conducted in accordance with established guidelines. 

PERFORMANCE TEST - a job-related test which may be required of individuals applying for a 

specific position. Performance tests may cover communication skills, computer skills, clerical 

skills or any other combination of essential performance factors. 

PRE-SCREENING - the process by which external applicants for a specific position are evaluated 

to insure that they possess the minimum qualifications for the job. The Texas Employment 

Commission screens all external applicants for Nueces County job vacancies. 

PROBATIONARY PERIOD - the first six months of continuous employment or re-employment 

with the County, for all regular full-time employees and regular part-time employees. During 

this period of time, the employee must demonstrate ability to satisfactorily perform the duties 

required. Failure of the employee to perform satisfactorily during the probationary period will 

result in dismissal without the right to appeal. The promotion or transfer of a county employee 

into a new appointing authority will require a six month probationary period. An employee 

promoted within his/her present appointing authority is subject to a 30-day evaluation period. 

PROMOTION - any personnel action resulting in movement to a position affording higher starting 

salary or greater rank and/or providing for greater skill or responsibility. 

REASONABLE DRESS - attire that is accepted by society in establishments of common use by the 

general public and appropriate for a professional environment and/or appropriate for the job. 

REASSIGNMENT - an action taken by an appointing authority in which an employee is reassigned 

to another position in the same grade and salary within his/her jurisdiction. 

REDUCTION IN FORCE - may occur with a reduction in the county budget, a change in program 

emphasis or a lack of work. Employees that are affected by a reduction in force may be 

considered for demotion in lieu of a layoff. 

RE-EXAMINATION - the act of retaking the Civil Service Examination by applicants who may take 

the examination only twice within a 12 month period. 

REGISTER - a list of external applicants who have met the requirements for a particular position 

and may be considered for future vacancies in this position. 

__________________________________ 



REGULAR EMPLOYEE - an employee occupying a position which is annually budgeted, approved 

by Commissioners Court as a "regular position", and which provides employee benefits. 

REINSTATEMENT - the re-employment of a former full-time, regular employee without requiring 

the employee to go through the competitive selection process for a stated period of time. 

RETIREMENT - the act of leaving county employment by a regular, full-time employee in 

accordance with the rules and regulations of the Texas County and District Retirement Systems. 

SEASONAL EMPLOYEE - an employee who is appointed to a temporary position which is of a 

recurrent nature during certain parts of each year or any other period which is so identified by 

the appointing authority. 

SEPARATION - any suspension from employment, whether temporary or permanent, whether 

voluntary or involuntary, during which an employee's compensation is stopped. 

SEXUAL HARASSMENT - behavior by anyone employed by the county who promotes, initiates, or 

participates in unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. 

SICK LEAVE - compensated leave granted to regular county employees in the event of a personal 

illness or to care for a sick or injured member of the employee's immediate family. Immediate 

family includes the employee's spouse, child, parent, grandparent, or sibling when that person 

resides with the employee or is a dependent of the employee. 

STEP - the increment within the range of each pay group which identifies the specific compensation 

for any position which is assigned that level in a pay group. 

SUSPENSION - an ordered absence from duty with or without pay for a prescribed period of time. 

An employee may be suspended without pay because of inadequate job performance or poor 

behavior. An employee may be suspended with pay due to an alleged offense which has not 

been fully substantiated and for which time is needed for an investigation. 

TCLEOSE - the Texas Commission on Law Enforcement Officer Standards and Education Act. 

All law enforcement applicants must meet the requirements of TCLEOSE. 

TEMPORARY EMPLOYEE - an individual employed by the County to perform a job for a limited 

period of time. Persons hired to fill temporary positions are not eligible for any employee 

benefits. 

TERMINATION OF EMPLOYMENT - the discontinuation of an employee's service with the 

County as a result of a resignation, dismissal, reduction in force, retirement or death. 

TLGC – refers to the Texas Local Government Code. 

TRANSFER - the movement of an employee from one department to another department. Transfers 

may be voluntary, involuntary or temporary. 

USERRA – refers to the Uniform Services Employment and Reemployment Rights Act 

__________________________________ 



VACATION - compensated leave granted to regular county employees which is treated as a fringe 

benefit of employment with the county. 

WORK PERIOD - the regular workweek for all non-exempt employees of Nueces County. 

WORK PLACE - the location where an employee is on duty. It may be on county property, while in 

a county vehicle or operating in the capacity of a county official. 

WORKERS COMPENSATION - payment made to an employee in accordance with the Texas 

Worker's Compensation Rules. Employees injured on the job are eligible for workers 

compensation weekly benefits according to state law. 

__________________________________ 

-END- 



Commissioners Court - Regular 3. A. 


Manual Register 

Submitted For: Margaret L. Hayes Submitted By: Telma Lopez, 

County Auditor 

Department: County Auditor 


Information 

Authorize payment of bills - manual check registers dated January 8, 2013. 

BACKGROUND 

DISCUSSION 

Manual ckreg 

Attachments

CONSOLIDATED CHECK RE 

Nueces County Production 

Date Range: 12/21/2012--01107/2013 

All Entries Requested 

Check Payee ID. Payee Name First Reference Subs Check Date Cancel Date Type Status Check Amount 

13 00203627 

**BREAK** 

13 00203634 

**BREAK** 

13 00203637 

**BREAK** 

13 00203647 

**BREAK** 

13 00203653 

**BREAK** 

13 00203670 

14 00203647 

15 00203634 

**BREAK** 

15 00203637 

**BREAK** 

15 00203653 

V29071 

V00486 

V00530 

V00530 

V00486 

V00530 

V00530 

V00486 

V00530 

V00486 

User: CORINA - Corina Ann Bazan 

Report:BK500ccr _ BT - Consolidated 

LCS Corrections Servic 

Payroll Fund 02 

Expense Fund 03 








** S 0 R T T 0 TAL S ** 

** S 0 R T T 0 TAL S ** 

** S 0 R T T 0 TAL S ** 

Page: 4 

WT203627 TR 12/21/2012 

WT203634 TR 12/28/2012 

WT203637 TR 12/26/20 12 

WT203647 TR 12/28/2012 

WT203653 TR 01103/2013 

WT203670 TR 01104/2013 

WT203647 TR 12/28/2012 

WT203634 TR 12/28/20 12 

WT203637 TR 12/26/2012 

WT203653 TR 01/03/2013 

Hand Written 278,084.37 

================ 

12 Group Total 278,084.37 

HW IS 4,049.22 

HW IS 30,051.15 

HW IS 20,028.16 

HW IS 3,023.69 

HW IS 25,664.50 

HW IS 8,413.14 


================ 

13 Group Total 91,229.86 

HW IS 3,500.00 


================ 


HW IS 2,239.14 

HW IS 6,360.15 

HW IS 1,255.97 

Current Date: 01/08/2013 

Time: 13:09:31

CONSOLIDATED CHECK RE 


Date Range: 12/21/2012--01/07/2013 

All Entries Requested 

Check Payee ID. Payee Name First Reference Subs Check Date Cancel Date Type Status Check Amount 

16 00203634 

**BREAK** 

16 00203647 

**BREAK** 

16 00203670 

17 00203634 

**BREAK** 

17 00203637 

**BREAK** 

17 00203647 

**BREAK** 

17 00203653 

**BREAK** 

17 00203670 

18 00203634 

**BREAK** 

18 00203637 

V00486 

V00530 

V00530 

V00486 

V00530 

V00530 

V00486 

V00530 

V00486 

V00530 

User:CORlNA- Carina Ann Bazan 











Report:BK500ccr _ BT - Consolidated C'he"Zk Register (based on CK500:CK 

** S 0 R T T 0 TAL S ** 

WT203634 

WT203647 

WT203670 

**SORT TOTALS** 

WT203634 

WT203637 

WT203647 

WT203653 

WT203670 

** S 0 R T T 0 TAL S ** 

WT203634 

WT203637 

Page: 5 


================ 


TR 12/28/2012 HW IS 2,267.45 

TR 12/28/2012 HW IS 162.66 

TR 01/04/2013 HW IS 30,293.69 


================ 


TR 12/28/2012 HW IS 4,499.26 

TR 12/26/2012 HW IS 4,961.86 

TR 12/28/2012 HW IS 310.33 

TR 01/03/2013 HW IS 19,952.08 

TR 01/04/2013 HW IS 4,907.42 


================ 


TR 12/28/2012 HW IS 9,179.21 

TR 12/26/2012 HW IS 6,547.51 


Time: 13:09:31

Commissioners Court - Regular 3. B. 


Regular Check Registers 





Information 

Authorize payment of bills - regular bill summaries dated December 21, 2012; December 28, 2012; January 4, 

2013; and January 11, 2013. 

BACKGROUND 

DISCUSSION 

ckreg 12/21/12 

ckreg 12/28/12 

ckreg 1/4/13 

ckreg 1/11/13 

Attachments

• 

User ill: Susan D Nueces County Consolidated Check Rej;!ister Current Time: 12:03:36 

Report Name: AP _ CCR_NUC 

Checl.:# Check Dt Description 

00027232 12/2112012 ROGEN, GERALD A 

00027233 12/21/2012 ROLAND LAW FIRM 

00027234 12/21/2012 STOLLEY, MARK W 

Appointed Attny Fees 





Appointed At1ny Fees 



Appointed At1ny Fees 



GOMEZ, FILAMIR 

BALTAZAR, RUDY 

BALL, ERIC 

00027235 12/21/2012 TIJERINA JR, RUBEN ANTHONY 

SANCHEZ, CHILD 

Reoort Date: 12/2112012 

DIY Dept 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 4300 

GEN 3150 

GEN 3150 

GEN 3150 

GEN 3150 

Object ObJectDescriotion 

5342 Appointed Attny Fees 













5344 Appt Attnys-Capital Trials 



Page 5 

Check Amount 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

166.67 

Check Total 4 000.00 

120.00 

Check Total 120.00 

75.00 


75.00 


260.00 


EP Check Stock Total 34,162.30 

Grand Total 34,162.30

User ID: Susan D Nueces County Consolidated Check Register Current Time: 11:48:02 

Reoort Name: AP _ CCR _ NUC 

Report Date: 12/21/2012 


Page 2 

Check# CheckDt Pavee Name Description DIY Dept Object Object Description CheckAmount 

POLSTON BUILDING ACCT GEN 1570 5463 Wearing Apparel 13.90 





BISHOP ACCT- 4373-UNIFORM GEN 1570 5463 Wearing Apparel 3.52 




ANNEX ACCT-4353 GEN 1570 5463 Wearing Apparel 17.61 

SHOWBARN ACCT-4356 GEN 1570 5463 Wearing Apparel 4.71 



AGUA DULCE ACCT-4357 GEN 1570 5463 Wearing Apparel 4.76 

AGUA DULCE ACCT-4357 GEN 1570 5463 Wearing Apparel 4.76 


Linens-Towels-etc GEN 1590 5445 Linens, Towels, etc 10.56 

Wearing Apparel Expenses GEN 1590 5463 Wearing Apparel 40.34 

ROBSTOWN COMMUNITY CENTER GEN 1760 5445 Linens,Towels,etc 55.14 

ROBSTOWN COMMUNITY CENTER GEN 1760 5445 Linens, Towels, etc 62.15 

ROBSTOWN COMMUNITY CENTER GEN 1760 5445 Linens,Towels,etc 62.15 

PCT. #3 GEN 1760 5445 Linens, Towe1s,etc 8.30 

PCT. #3 GEN 1760 5445 Linens,Towels,etc 8.30 

PCT. #3 GEN 1760 5445 Linens, Towels, etc 8.30 

PCT. #3 GEN 1760 5445 Linens, Towels, etc 8.30 

ROBSTOWN COMMUNITY CENTER GEN 1760 5445 Linens, Towels, etc 69.15 

BISHOP COMMUNITY CENTER GEN 1770 5445 Linens, Towels,etc 27.95 

DRISCOLL COMMUNITY CENTER GEN 1770 5445 Linens, Towels, etc 9.46 


DRISCOLL COMMUNITY CENTER GEN 1770 5445 Linens,Towels,etc 9.46 

BISHOP COMMUNITY CENTER GEN 1770 5445 Linens, Towels, etc 28.01 




BANQUETE COMMUNITY CENTER GEN 1770 5445 Linens, Towels, etc 23.08


ReoortName: AP_CCR_NUC 

Current Date: 12/2612012 

Reoort Date: 12/21/2012 

Par:e 4 

Check# CheckDt Pavee Name Description DIY Dept Object Object Description Cl1eck Amount 

00684082 12/21/2012 AT&T 

00684083 12/21/2012 BAY AREA TIME 

00684084 12/21/2012 BAYLOR LAW REVIEW 

00684085 12/2112012 BFI- CORPUS CHRISTI 

00684086 12/21/2012 CANTU, JR, IllPOLITO 

00684087 12/21/2012 CAPITAL KLEEN-AIR, INC 

00684088 12/2112012 CARTER, GERRY 

00684089 12/21/2012 CHAPA, JACQUELINE A DEL LLANO 


12/07-01/06 GEN 1240 5236 InterNet Fees 157.70 




INSTALLATION OF KEYPAD IN TIME GEN 1324 5440 Inmate General Supplies 120.00 

ACROPRINT BADGER KEYPAD GEN 1324 5440 Inmate General Supplies 140.00 


SUBSCRIPTION TO VOL. 65 BAYLOR GEN 0150 5424 Books & Subscrptions Inventory 36.81 


environmental fee for disposal GEN 5330 5239 Tipping & Dump Fees 20.00 

disposal fee for dead animals GEN 5330 5239 Tipping & Dump Fees 56.50 

fuel recovery fee for disposal GEN 5330 5239 Tipping & Dump Fees 5.84 


BUSINESS MILES TRAVELED IN GEN 6110 5541 Mileage - Local 250.88 


INSPECTING ALL WATER WASH GEN 1500 5266 Contract Services-Buildings 205.00 


Mileage Reimbursement EV GEN 3075 5541 Mileage - Local 80.55 


SEPULVEDA, BRITTANY GEN 3150 5342 Appointed Attny Fees 220.00 

Appointed Attny Fees GEN 4300 5342 Appointed Attny Fees 133.68 

Appointed Attny Fees GEN 4300 5342 Appointed Attny Fees 133.68 

Appointed Attny Fees GEN 4300 5342 Appointed Attny Fees 133.68


ReuortName: AP_CCR_NUC Current Date: 12/26/2012 


Page 8 

Check# CbeckDt J>ayee Name Description DIY Dept Object Object Description Check Amount 

00684112 12/21/2012 RODRIGUE, ADAM P 

00684113 12/21/2012 SAFEGUARD SYSTEM INC, THE 

00684114 12/21/2012 SHERIFF'S ASSOCIATION 


MIR,C GEN 3150 5344 Appt Attnys-Capital Trials 75.00 


Monthly Monitoring Fee GEN 3621 5266 Contract Services-Buildings 27.00 


RENEWAL MEMBERSHIP DUES FOR GEN 3700 5447 Memberships, Dues & Certs. 25.00 


00684115 12/21/2012 SMU LAW REVIEW ASSOCIATION 

SUBSCRIPTION TO VOL. 66 OF THE GEN 0150 5424 Books & Subscrptions Inventory 42.00 

00684116 12/21/2012 SOUTH TEXAS RESTAURANT EQUIPME 


SERVICE FEE UNIMAC DRYER MODEL GEN 1324 5254 Small Equip Repairs 55.00 

LABOR REMOVED DRAIN VALVE GEN 1324 5254 Small Equip Repairs 75.00 

MISC MATERIALS GEN 1324 5254 Small Equip Repairs 6.99 

MODEL SC60MN2U60001 GEN 1324 5254 Small Equip Repairs 55.00 

FREIGHT CHARGE GEN 1324 5254 Small Equip Repairs 29.44 

LABOR REMOVED AND REPLACED GEN 1324 5254 Small Equip Repairs 150.00 


KITDRNVALVE GEN 1324 5254 Small Equip Repairs 148.00 

SERVICE FEE SPEED QUEEN WASHER GEN 1324 5254 Small Equip Repairs 55.00 

LABOR REMOVED AND REPLACED GEN 1324 5254 Small Equip Repairs 187.50 


HOSE SUPPLY GEN 1324 5254 Small Equip Repairs 63.04 

DOOR MEMENTARY SWITCH GEN 1324 5254 Small Equip Repairs 10.76 

FUSE GEN 1324 5254 Small Equip Repairs 3.60 

SERVICE FEE SPEED QUEEN WSHER GEN 1324 5254 Small Equip Repairs 55.00 

LABOR PREVENTATIVE MAINT GEN 1324 5254 Small Equip Repairs 225.00 


SERVICE FEE SPEED QUEEN DRYER GEN 1324 5254 Small Equip Repairs 55.00 

LABOR INSTALLED NEW MAGNET GEN 1324 5254 Small Equip Repairs 75.00

User ID: Susan D 

Report Name: AP_CCR_NUC 

Nueces County Consolidated Check Register 


Current Time: 11:48:02 


Pa2e 11 

Check# Check Dt Payee Name Description DIY Dept Object Object Description Check Amount 

00684131 12/21/2012 RANCHODELUNAAPTS 

00684132 12/21/2012 WALMART 

Rl33982 

Standing PO-Rx 

WEL 

WEL 

4120 5464 

0440 7447 

Welfare Asssistance-Other 275.00 


Commissary Supplies 4.00 


LA Check Stock Total 174 898.32 



Report Name: AP _CCR_NUC 





Pa2e 


00684133 12/28/2012 ATTY GENERAL TX CHILD SUPPORT 

PAYCYCLE2 

00684134 12/28/2012 BOUDLOCHE CHAPTER 13 TRUSTEE, 

00684135 12/28/2012 EDWARD JONES 

PAYCYCLE2 

PAYCYCLE2 

PAYCYCLE2 

00684136 12/28/2012 FAMILY SUPPORT REGISTRY FSR 1 

PAYCYCLE2 

00684137 12/28/2012 NC CHILD SUPPORT CENTRAL COLLE 

00684138 12/28/2012 PHEAA 

00684139 12/28/2012 TG 

PAYCYCLE2 

PAYCYCLE2 

PAYCYCLE2 

00684140 12/28/2012 VALIC C/0 CHASE BANK OF TX 

PAYCYCLE2 

GEN 0020 2559 CHILD SUPPORT 1,991.81 


GEN 0020 2570 CINDY BOUDLOCHE TRUSTEE CH 13 1,150.00 


GEN 0020 2507 Dispute Reso1u Kemper Retremnt 51.25 

GEN 0020 2507 Dispute Reso1u Kemper Retremnt 51.25 


GEN 0020 2559 CHILD SUPPORT 330.00 


GEN 0020 2559 CHILD SUPPORT 285.00 


GEN 0020 2570 CINDY BOUDLOCHE TRUSTEE CH 13 276.26 




GEN 0020 2533 Citizens State Bank Trust Fund 50.00 


LA Check Stock Total 4411.11 



Reoort Name: AP _CCR_NUC 



Check# Check Dt Pavee Name DescriPtion DIY Dept Object Object Description Check Amount 

00027258 12/28/2012 BERRY, TRAVIS W 

00027259 12/28/Z012 CANTU-BAZAR, JEANETTE 

00027260 12/28/2012 CAROLYN M VOIGT 

00027261 12/28/2012 COCHRAN, KEVIN L 

00027262 12/28/2012 DIAZ, DAVID 

00027263 12/28/2012 EMMETT R REYES PLLC, LAW OFFIC 

00027264 12/28/2012 GIOVANNINI, STEPHEN A 

00027265 12/28/2012 GONZALES, FRANK LAW OFFICE 

00027266 12/28/2012 GONZALEZ, MARK 

CANDELA, MICHAEL GEN 3370 5342 Appointed Attny Fees 150.00 

CANDELA, MICHAEL GEN 3370 5342 Appointed Attny Fees 350.00 

Page 


CAITLIN, GREG GEN 3120 5342 Appointed Attny Fees 100.00 

CAITLIN, GREG GEN 3120 5342 Appointed Attny Fees 100.00 

BOOTH, JOSEPH GEN 3360 5342 Appointed Attny Fees 600.00 

REYNA, PRISCILLA GEN 3370 5342 Appointed Attny Fees 350.00 


BERNAL, JOHN GEN 3370 5342 Appointed Attny Fees 350.00 


MENDOZA, JAVIER GEN 3120 5342 Appointed Attny Fees 250.00 


FLORES, CONSUELO GEN 3120 5342 Appointed Attny Fees 100.00 

PESINA, EDWARD GEN 3360 5342 Appointed Attny Fees 310.00 


GONZALEZ, JUAN GEN 3120 5342 Appointed Attny Fees 100.00 


HERNANDEZ, GUMECINDO GEN 3370 5342 Appointed Attny Fees 400.00 

HERNANDEZ, GUMECINDO GEN 3370 5342 Appointed Attny Fees 150.00 

Check Total. 550.00 

VIDRIO, NELDA GEN 3120 5342 Appointed Attny Fees 250.00 


CHAMPAGNE, JERRY GEN 3380 5342 Appointed Attny Fees 350.00


Report Name: AP _ CCR_NUC 



Page 2 

Checl


Reoort Name.l AP _CCR_NUC Report Date: 12/28/2012 


Page 3 

Check# CheckDt Pavee Name Description DIY Dept Object Obiect Description Check Amount 

00027275 12/28/2012 KLEIN, DAVID 

00027276 12/28/2012 LAMERSON, JOHN M 

00027277 12/28/2012 LEMANSKI, SCOTT F 

00027278 12/28/2012 LOPEZ, CELINA 

00027279 12/28/2012 MACK, RANDY 

00027280 12/28/2012 MCCOY, TIMOTHY J 

00027281 12/28/2012 O'RILEY-ROMERO, PRISCILLA 

00027282 12/28/2012 OBREGON, DANICE 

00027283 12/28/2012 PINEDA, ISIDORO CHRISTIAN 

PEREZ, MATTHEW GEN 3120 5342 Appointed Attny Fees 250.00 


YEOMEN, DAVID GEN 3120 5342 Appointed Attny Fees 100.00 


CALLANDRET, CLIFTON GEN 3120 5342 Appointed Attny Fees 250.00 

RAMON, MONICA GEN 3370 5342 Appointed Attny Fees 350.00 


SANDERS, PHILIP GEN 3380 5342 Appointed Attny Fees 400.00 


KIMMELMAN, PATRICK GEN 3360 5342 Appointed Attny Fees 400.00 


GARCIA, SANTIAGO GEN 3370 5342 Appointed Attny Fees 450.00 


PRUHS, CHARLES GEN 3120 5342 Appointed Attny Fees 25.00 

PRUHS, CHARLES GEN 3120 5342 Appointed Attny Fees 100.00 


Monthly Local Mileage: GEN 3480 5541 Mileage - Local 49.00 


PAWLAK, PAUL GEN 3380 5342 Appointed Attny Fees 1,300.00 


BERRO, ISIDORO GEN 3120 5342 Appointed Attny Fees 250.00 

BALLIEN, RUBEN GEN 3120 5342 Appointed Attny Fees 250.00 

Check Total 500.00


ReoortName: AP_CCR_NUC Current Date: 12/28/2012 


Paf:e 4 

Check# CheckDt Payee Name Description DIV Dept Object Obiect Description Check Amount 

00027284 12/28/2012 PURNELL, SIMON B 

00027285 12/28/2012 REYNA III, ARMANDO LUIS 

00027286 12/28/2012 RIOS, LAW OFFICE OF DEBORAH K 

00027287 12/28/2012 STARCHERLAWFIRM 

00027288 12/28/2012 STITH, DAVID V 

00027289 12/28/2012 STOLLEY, MARK W 

00027290 12/28/2012 TIJERINA JR, RUBEN ANTHONY 

FONTENOT, TERRELL GEN 3360 5342 Appointed Attny Fees 450.00 

SILVAS, FORTINO GEN 3360 5342 Appointed Attny Fees 550.00 

MATTINGLY, ANDREA GEN 3380 5342 Appoirited Attny Fees 350.00 

VELA, TADEO GEN 3380 5342 Appointed Attny Fees 250.00 

VELA, TADEO GEN 3380 5342 Appointed Attny Fees 350.00 


ORTIZ, RUBEN GEN 3370 5342 Appointed Attny Fees 400.00 


GARCIA, JOSE EUGENIO GEN 3120 5342 Appointed Attny Fees 75.00 

GARCIA, JOSE EUGENIO GEN 3120 5342 Appointed Attny Fees 75.00 

PEREZ, DAVID ALEXANDER GEN 3370 5342 Appointed Attny Fees 350.00 


PINEDA, MIRAM GEN 3120 5342 Appointed Attny Fees 250.00 


WOODS, HERSHEL GEN 3360 5342 Appointed Attny Fees 350.00 

NUNEZ, LORENA GEN 3360 5342 Appointed Attny Fees 350.00 

EREBIA, JOSE GEN 3380 5342 Appointed Attny Fees 400.00 

DELGADO, ROBERTO GEN 3380 5342 Appointed Attny Fees 350.00 

Check Total 1,450.00 

GONZALES, JOE GEN 3120 5342 Appointed Attny Fees 200.00 

SANCHEZ, MICHELLE GEN 3130 5342 Appointed Attny Fees 100.00 

SANCHEZ, MICHELLE GEN 3130 5342 Appointed Attny Fees 25.00 


GOMEZ, ELIZABETH GEN 3110 5342 Appointed Attny Fees 350.00 

CAMPBELL, JOHN GEN 3320 5342 Appointed Attny Fees 350.00 

Check Total 700.00

00027295 12/28/2012 VILLARREAL-KUCHTA, MICHELE 

MEDICINE TOP, STEPHANIE GEN 3360 5342 Appointed Attny Fees 400.00 


EP Check Stock Total 

Grand Total 

21,869.00 

21,869.00


ReportName: AP_CCR_NUC 





Page 3 

Check# Check Dt Payee Name Description DIV Dept Object Object Description Check Amount 

00684218 12/28/2012 COOPERATIVE PERSONNEL SERVICES 

LAW ENFORCEMENT EXAMS FOR 

00684219 12/28/2012 CORPUS CHRISTI AREA COUNCIL FO 

Pet 84 Bldg Rental Jul'12 

Pet 84 Bldg Rental May'12 EV 

Pet 84 Bldg Rental Nov'l2 

00684220 12/28/2012 CORPUS CHRISTI WORSHIP CENTRE 

00684221 12/28/2012 CUELLAR, ALICIA 

Pet 89 Bldg Rental Nov'12 

PEREZ, ADRIAN 

PEREZ, ADRIAN 

00684222 12/28/2012 CUNNINGHAM, LARRY M. 

00684223 12/28/2012 ESCOBAR, JUAN M 

00684224 12/28/2012 ETHERTON,PATRICK 

00684225 12/28/2012 FLED DERMAN, ROBERT 

MAYBERRY, HENRY 

REIMB COST OF FRUIT BOWLS FOR 

MARTINEZ, ANDREW 

PINTO, MARCUS 

PINTO, MARCUS 

2012-13 CCT MEETINGS/DVD 

2012-13 CCT MEETINGS/DVD 

00684226 12/28/2012 FLORES, LAW OFFICE OF RENE C 

VILLANUEVA, ELOY 

GEN 1280 

GEN 3075 

GEN 3075 

GEN 3075 

GEN 3075 

GEN 3120 

GEN 3120 

GEN 3120 

GEN 1322 

GEN 3120 

GEN 3380 

GEN 3380 

GEN 1285 

GEN 1285 

GEN 3120 

5306 Empl Evals/Med/EAP 359.75 


5422 Bldg & Space Rent 250.00 






5342 Appointed Attny Fees 250.00 





5438 General Operating Supplies 60.00 



5342 Appointed Attny Fees 3,874.00 



5462 Video & Recording Expense 150.00 

5462 Video & Recording Expense 150.00 


5342 Appointed Attny Fees 25.00


Reoort Name; AP _ CCR_NUC Current Date: 12/28/2012 


Pa(;!e 4 

Check# CheckDt Payee Name Description DIY Dept Object Object Description Check Amount 

00684227 12/28/2012 GARCIA, GENE A 

00684228 12/28/2012 GEORGE, MICHAEL D 

00684229 12/28/2012 GLOBAL CONNECT 

00684230 12/28/2012 GONZALEZ, HECTOR R 

00684231 12/28/2012 GONZALEZ, mAN P 

00684232 12/28/2012 GULF COAST COOPERATIVE 

00684233 12/28/2012 INCARNATE WORD ACADEMY 

00684234 12/28/2012 ISLAND PRESBYTERIAN CHURCH 

VILLANUEVA, ELOY GEN 3120 5342 Appointed Attny Fees 125.00 

VILLANUEVA, ELOY GEN 3120 5342 Appointed Attny Fees 25.00 


CLA YBON, CHILD GEN 3150 5342 Appointed Attny Fees 120.00 


LANGTRY, CHRISTINA GEN 3120 5342 Appointed Attny Fees 100.00 



MARTINEZ, MATTHEW GEN 3120 5342 Appointed Attny Fees 250.00 



Monthly billing for GEN 1180 5311 Computer Software Serv & Maint 146.53 


MATA, CHRISTOPHER GEN 3120 5342 Appointed Attny Fees 100.00 

ESPINOZA, ROSENDO GEN 3120 5342 Appointed Attny Fees 100.00 


EPPS, GARY GEN 3120 5342 Appointed Attny Fees 250.00 

HOTTELL,CHRISTOPHER GEN 3120 5342 Appointed Attny Fees 250.00 


Pet 126 Bldg Rental Nov'12 GEN 3075 5422 Bldg & Space Rent 50.00 




Pet 40 Bldg Rental Nov'12 GEN 3075 5422 Bldg & Space Rent 50.00


Report Name: AP _ CCR _ NUC 



Paj!e 7 

Check# CheckDt Pavee Name Description DIV Dept Object Object Descrintion Check Amount 

00684244 12/28/2012 PARKWAY PRESBYTERIAN CHURCH 

00684245 12/28/2012 PATON, VANCE D 

00684246 12/28/2012 REYNA, ARMANDO 

00684247 12/28/2012 RODRIGUE, ADAM P 

00684248 12/28/2012 ROSAS, ANDRES 

00684249 12/28/2012 SCOTT VETTERS HUT 

Telephone Utility Expense GEN 1590 5231 Telephone Expense 38.18 





Telephone Utility Expense GEN 1740 5231 Telephone Expense 1,119.51 











GARCIA, ELIZABETH GEN 3380 5342 Appointed Attny Fees 350.00 


HERNANDEZ, RAMIRO GEN 3360 5342 Appointed Attny Fees 560.00 

HERNANDEZ, RAMIRO GEN 3360 5342 Appointed Attny Fees 560.00 

Check Total 1,120.00 

MEDINA, DAISEY GEN 3120 5342 Appointed Attny Fees 100.00 

DELEON, FELIX GEN 3120 5342 Appointed Attny Fees 250.00 




Pet 49 Bldg Rental Nov'12 GEN 3075 5422 Bldg & Space Rent 100.00

User ID: Susan D Nueces County Consolidated Check Register 





Page 9 


00684259 12/28/2012 CHASE HOME FINANCE LLC 

Rl35438 

00684260 12/28/2012 CORPUS CHRISTI WILBERT LP 

Rl36095 

00684261 12/28/2012 COUNTRY TRAILS MOBILE PARK 

R136100 

00684262 12/28/2012 PARADISE BAY APTS LP 

R136025 

00684263 12/28/2012 ROBSTOWN HOUSING AUTHORITY 

Rl3607 

00684264 12/28/2012 SARVER, MAUREEN S 

00684265 12/28/2012 TXU ENERGY 

R135436 SEPT PYMT 

Rl36099 

WEL 

WEL 

WEL 

WEL 

WEL 

WEL 

WEL 

1350 5464 

4120 5449 

4120 5237 

2714 5237 

4120 5464 

4120 5464 

4120 5237 




Pauper Burial Expense 309.00 


Utilities Welfare Assistance 42.42 










LA Check Stock Total 72 496.22 



ReoortName; AP_CCR_NUC 


Renort Date: 01104/2013 

Pa2e 

Check# CheckDt Pavee Name lliscrintinn DIY 12.w1 Object Object Description Check Amount 

00027236 01/04/2013 BATEK, JERRY 

00027237 01/04/2013 BONILLA, JOl-IN E 

00027238 01/04/2013 CORPUS CHRlSTI MORTUARY SERVIC 

00027239 01/04/2013 DODSON, RICK 

00027240 01/04/2013 FLYNN, ROBERT 

00027241 01104/2013 GARCIA, AMADOR C 

00027242 01/04/2013 GARCIA, LUIS PRUNEDA 

00027243 01104/2013 GONZALES, FRANK LAW OFFICE 

00027244 01/04/2013 ILES PC, L CI-IRIS 

RODRIGUEZ, RICHARD GEN 3380 5342 Appointed Attny Fees 400.00 


BOTELLO, WILLIAM GEN 3380 5342 Appointed Attny Fees 400.00 


body transport to NCME morgue GEN 3890 5459 Transportation o/'Persons 1,280.00 

body transport to NCME morgue GEN 3890 5459 Transportation ofPersons 1,160.00 


PEREZ,JENNIFER GEN 3130 5342 Appointed Attny Fees 100.00 

PEREZ, JENNIFER GEN 3130 5342 Appointed Attny Fees 100.00 




ANDRADE, FRANK GEN 3380 5342 Appointed Attny Fees 200.00 

ANDRADE, FRANK GEN 3380 5342 Appointed Attny Fees 200.00 


MARTINEZ, PHILLIP GEN 3360 5342 Appointed Attny Fees 850.00 


DIRK, HENRY GEN 3130 5342 Appointed Attny Fees 100.00 


CAVAZOS, RICARDO GEN 3130 5342 Appointed Attny Fees 100.00 


PENICK, MILTON GEN 3130 5342 Appointed Attny Fees 250.00 

Check Total 250.00


RenortName: AP_CCR_NUC 



Pa!!e 4 

Check# Check_IH Payee Name Description DIY Dept Object Obiect Descrintion Check Amount 

00684146 01/04/2013 C C SAFE & LOCK CO 

00684147 01/04/2013 CARRIZALES, JUAN JAVIER 

00684148 01/04/2013 CEJA, JIMMY DBA QUALITY GARAGE 

00684149 01/04/2013 CHRISTUS SPOHN HEALTH SYSTEM C 

00684150 01/04/2013 DIVERSIFIED INTEGRATED SYSTEMS 

00684151 01/04/2013 ERGON ASPHALT & EMULSIONS INC 

00684152 01/04/2013 FAMILY COUNSELING SERVICES 


keys made for building GEN 3890 5455 Services- Other 12.00 


RENEWAL OF COURT INTERPRETER'S GEN 3300 5447 Memberships, Dues & Certs. 50.00 


SET SWAY BAR FRAME BUSH GEN 3700 5249 Car Repairs, Supplies & Srvcs 28.96 

FRT DISC ROTORS GEN 3700 5249 Car Repairs, Supplies & Srvcs 255.12 

REPLACE FRT PADS AND ROTORS GEN 3700 5249 Car Repairs, Supplies & Srvcs 222.00 

1 SET PREMIUM FRT PADS GEN 3700 5249 Car Repairs, Supplies & Srvcs 89.76 

REPLACE SWAY BAR FRAME GEN 3700 5249 Car Repairs, Supplies & Srvcs 74.00 


lab analysis on autopsy GEN 3890 5303 Medical, Dental, Hospital, Lab 77.40 


DISCORP ONE YEAR MAINTENANCE GEN 1324 5266 Contract Services-Buildings 2,204.15 

DIS CORP ONE YEAR MAINTENANCE GEN 1324 5266 Contract Services-Buildings 2,204.15 


HFRS-2 EMULSIFIED ASPHALT IFB GEN 0120 5272 Oil & Other Paving Materials 14,815.41 








Cost for group sessions GEN 2072 5303 Medical, Dental, Hospital, Lab 3,495.00


Report N arne: AP _ CCR _ NUC 


Report Date: 01104/2013 



Page 6 


00684162 01/04/2013 PATON, VANCE D 

vnLLSHER,ALEXANDER 

vnLLSHER,ALEXANDER 

WILLSHER, ALEXANDER 

00684163 01/04/2013 PERKINELMER GENETIC INC 

00684164 01/04/2013 SCHIWETZ, STEVE H 

lab analysis on autopsy 

MASON, JAMES 

MASON, JAMES 

00684165 01/04/2013 SHAMSIE, LAW OFFICE OF TERRY 

00684166 01/04/2013 US POSTAL SERVICE 

LOCKE, JIMMIE 

P. 0. Box Fee for Box 

00684167 01/04/2013 WEST GROUP PAYMENT CENTER 

00684168 01/04/2013 WORK BOOT, THE 

TX PROBATE CODE ANNO 2012 

Non Steel Toe Boots for Deputy 

00684169 01/04/2013 79TH JUDICAL DISTRICT COMM SUP 

INV# 13JW3 12/17/12 

00684170 01/04/2013 ADVANCED TEMPORARIES INC 

INV# 84221 12/14/12 

INV# 84220 12114112 

INV# 84220 12/14/12 

GEN 3130 

GEN 3130 

GEN 3130 

GEN 3890 

GEN 3130 

GEN 3130 

GEN 3360 

GEN 3540 

GEN 3110 

GEN 3850 

PRO 0434 

PRO 0402 

PRO 0411 

PRO 0411 





5303 Medical, Dental, Hospital, Lab 50.00 







5217 Postage & Fed Express 70.00 


5218 Books, Magzs & Subscriptions 106.50 

Checl{ Total 106.50 

5463 Wearing Apparel 89.95 


7223 SAE's 180.00 


5126 Salaries - Temporary Employees 389.97 



Check Total 889.81

User ID: Susan D Nueces Countx Consolidated Check Register Current Time: 16:17:11 

RenortName: AP_CCR_NUC 



Pa2e 10 

Check# CheckDt P_ayee_Name Description DIY Dept Object Object Description Check Amount 

00684195 01/04/2013 JUST ENERGY 

00684196 01/04/2013 LIVING STEWARD PROPERTIES LTD 

00684197 01/04/2013 LULAC WEST APARTMENTS 

00684198 01/04/2013 NORTHSIDEMANORAPARTMENTS 

00684199 01/04/2013 NUECES COUNTY WATER CONTROL & 

00684200 01/04/2013 ROBSTOWN HOUSING AUTHORITY 

00684201 01104/2013 ROBSTOWN UTILITY SYSTEMS 

00684202 01/04/2013 SIERRA ROY ALE 

00684203 01104/2013 SOUTH TEXAS SOCIAL WORKERS SOC 

R136354 HEB WEL 4120 5221 Food & Edible Items 218.91 


R136394 WEL 4120 5237 Utilities Welfare Assistance 54.78 


R136432 WEL 4120 5464 Welfare Asssistance-Other 225.00 


R136358 RENT WEL 4120 5464 Welfare Asssistance-Other 300.00 




R136434 WEL 4120 5237 Utilities Welfare Assistance 52.58 

R136433 WEL 4120 5464 Welfare Asssistance-Other 11.00 


R136383 WATER WEL 2714 5237 Utilities Welfare Assistance 45.23 


Rl36359 RENT WEL 4120 5464 Welfare Asssistance-Other 150.00 


Rl36382 UTILITY WEL 2714 5237 Utilities Welfare Assistance 430.37 

R136426 UTILITY WEL 4120 5237 Utilities Welfare Assistance 300.00 

R136380 UTILITY WEL 4120 5237 Utilities Welfare Assistance 582.45 


R136427 WATER WEL 4120 5237 Utilities Welfare Assistance 66.48 

Check Total 66.48

User ID: Rebecca 

ReportName: AP_CCR_NUC 

Check# Check Dt Payee Name Description 

00684275 01/04/2013 US DEPT OF EDUCATION NAT'L PAY 

PAYCYCLE1 

00684276 01/04/2013 VALIC C/0 CHASE BANK OF TX 

PAYCYCLEl 





Page 2 

DIV Dept Object Object Description Check Amount 




GEN 0020 2533 Citizens State Bank Trust Fund 25.00 


LA Check Stock Total 

Grand Total 

50,958.43 

50,958.43

User ID: Rebecca Nueces County Consolidated Check Re2ister Current Time: 11:22:29 

Reoort Name: AP _CCR_NUC 



Pa2e 2 

Check# CheckDt Pavee Name Descriotion DIV Dept Object Obiect Descriotion Check Amount 

00027305 01/11/2013 GARCIA, AMADOR C 

00027306 01/11/2013 GARCIA, LUIS PRUNEDA 

00027307 0111112013 GARDNER, LAW OFFICE OF JAMES 0 

00027308 01111/2013 GONZALES, FRANK LAW OFFICE 

00027309 01/1112013 GONZALEZ, EVELYN HUERTA 

00027310 01111/2013 LAWRENCE, JAMES R 

00027311 01/11/2013 LERMA JR, RUBEN 

00027312 01/1112013 LEVINE, TERRY M 

00027313 01111/2013 LOPEZ, CELINA 

00027314 01/11/2013 LOVEALL, ANDREW W 

LOZANO, JOHN GEN 3120 5342 Appointed Attny Fees 250.00 


ZAMORA, ERIC GEN 3380 5342 Appointed Attny Fees 550.00 


DOMINGUEZ, SUSAN GEN 3120 5342 Appointed Attny Fees 75.00 


ELAM, CHARLES GEN 3120 5342 Appointed Attny Fees 25.00 

ELAM, CHARLES GEN 3120 5342 Appointed Attny Fees 100.00 


RODRIGUEZ, JUSTIN GEN 3120 5342 Appointed Attny Fees 250.00 


TAMARIZ,FRANK GEN 3120 5342 Appointed Attny Fees 250.00 


RAMIREZ, ELIBERTO GEN 3120 5342 Appointed Attny Fees 125.00 


MILLER, CHRISTOPHER GEN 3120 5342 Appointed Attny Fees 250.00 


FLORES, ANTONIO GEN 3120 5342 Appointed Attny Fees 250.00 


INGRAM, IRENE GEN 3320 5341 Appointed Attny Fees - Co Crts 150.00 

PADRON, JOSE GEN 3320 5341 Appointed Attny Fees - Co Crts 150.00 

Check Total 300.00

User ID: Rebecca Nueces County Consolidated Check Register Current Time: 11:22:29 

RePort Name: AP _CCR_NUC 



Pa2e 9 

Check# CheckDt PaveeName Description DIY Dept Object Object Descrintion Check Amount 

00684308 01/1112013 GONZALEZ, RAY A 

00684309 0111112013 HART INTERCIVIC INC 

00684310 01/1112013 HILL COUNTRY DAIRIES INC 

00684311 01/1112013 I C S 

SCHAD, STEVEN GEN 3380 5342 Appointed Attny Fees 450.00 


BOCANEGRA, ANGELITA GEN 3120 5342 Appointed Attny Fees 250.00 


Shipping & Handling GEN 3075 5211 Office Expenses & Supplies 10.00 

Inv#051232 dated 09/20/12 GEN 3075 5211 Office Expenses & Supplies 120.00 


HILL COUNTRY DAIRY "STANDING GEN 4190 5221 Food & Edible Items 411.51 


GREEN 8X SHIRTS GEN 1324 5440 Inmate General Supplies 260.00 





GREEN3XPANTS GEN 1324 5440 Inmate General Supplies 245.00 


GREEN lX SHIRTS GEN 1324 5440 Inmate General Supplies 241.50 

GREEN lXPANTS GEN 1324 5440 Inmate General Supplies 121.00 

GREEN LARGE SHIRTS GEN 1324 5440 Inmate General Supplies 241.50 

GREEN LARGE PANTS GEN 1324 5440 Inmate General Supplies 192.50 

KHAKI lOX SHIRTS GEN 1324 5440 Inmate General Supplies 325.00 

KHAKI 8X SHIRTS GEN 1324 5440 Inmate General Supplies 325.00 

KHAKI SMALL PANTS GEN 1324 5440 Inmate General Supplies 165.00 

GREEN 2X PANTS GEN 1324 5440 Inmate General Supplies 350.00 

STRIPED 2X PANTS GEN 1324 5440 Inmate General Supplies 750.00 

STRIPED MEDIUM PANTS GEN 1324 5440 Inmate General Supplies 114.00 

STRIPED SMALL SHIRTS GEN 1324 5440 Inmate General Supplies 84.00 

STRIPED SMALL PANTS GEN 1324 5440 Inmate General Supplies 180.00 

GREEN lOX SHIRTS GEN 1324 5440 Inmate General Supplies 195.00

User ID: Rebecca N ueces County Consolidated Check Register Current Time: 11:22:29 

RenortName: AP _CCR_NUC 


Renort Date: 01/11/2013 

Pa2e 11 

Check# CheckDt Pavee Name Descrintion DIY Dept Object Obiect Description Check Amount 

00684319 01/11/2013 MARTIN ASPHALT COMPANY 

00684320 01/1112013 MARTIN WATER WELLS 

00684321 01/11/2013 MARTIN, JAMES M 

00684322 01/11/2013 MARTINEZ, DR TROY CHARLES 

00684323 01111/2013 MATTHEW BENDER & COMPANY 

00684324 01/1112013 MCCOY'S BUILDING SUPPLY 

00684325 01/11/2013 NARULA, HARMINDER S 

00684326 01111/2013 NATIONAL MEDICAL SVCS 

***ESTIMATED FREIGHT*** GEN 0120 5272 Oil & Other Paving Materials 260.00 

12-55 GALLON DRUMS EZ-7 COLD GEN 0120 5272 Oil & Other Paving Materials 4,903.80 


87 GALLON WELL MATE FIBERGLASS GEN 0170 5265 Mechanical System Repairs 90.00 


VILLARREAL, DAMIEN GEN 3320 5341 Appointed Attny Fees - Co Crts 150.00 

Chgck Total 150.00 

COMPETENCY EVALUATION GEN 3350 5303 Medical, Dental, Hospital, Lab 750.00 


TX LIT GUIDE,& TX CRIM PRT,& GEN 0150 5424 Books & Subscrptions Inventory 4,243.87 


2 #7 EXT 5CR PHIL PG TEN 5LB GEN 1324 5264 Landscape & Grounds M&R 26.75 

2X4-16 #1 TREATED PINE GEN 1324 5264 Landscape & Grounds M&R 439.40 


CONCRETE MIX 80# GEN 1324 5264 Landscape & Grounds M&R 199.32 

CONCRETE MIX 80# GEN 1324 5264 Landscape & Grounds M&R 32.02 

1X6-6 TRT DE MCCOYS SLCT PIC GEN 1324 5264 Landscape & Grounds M&R 705.50 

2X6-16 #2 PRIME TREATED PINE GEN 1324 5264 Landscape & Grounds M&R 175.30 


3 #8 EXT 5CR PHIL PG TEN 5LB GEN 1324 5264 Landscape & Grounds M&R 38.85 


M E coverage due to overflow GEN 3890 5185 Contract Personnel 734.58 


lab testing for autopsy GEN 3890 5303 Medical, Dental, Hospital, Lab 4,627.00

User ID: Rebecca 






Pa2e 15 

Check# Check Dt Payee Name Description DIV Dept Object Object Description Check Amount 

00684352 01/11/2013 RAWALT, TERRI 

INV# 13TRM1 12/19/12 

00684353 01/11/2013 ROGERS PHD, SHARON L 

00684354 01/11/2013 SYED, JAVED A 

INV# 2048 12/26/12 

INV# 9986 12/26/12 

INV# 6276 12/26112 

00684355 01/11/2013 UNIVERSITY OF TEXAS 

00684356 01/11/2013 WALMART 

00684357 01111/2013 ABE BLOCK REALTY 

INV# 13JD5 12/28/12 

INV# 13UT1 12/26/12 

INV# 0722 12/17/12 

INV# 0375 12/14/12 

INV# 0374 12/14/12 

INV# 0372 12/14/12 

INV# 0280 12113/12 

INV# 0723 12/17112 

INV# 072412/17/12 

INV# 0283 12/13/12 

INV# 0725 12/17112 

INV# 0373 12114/12 

INV# 0371 12/14/12 

INV# 0282 12/13112 

INV# 0370 12/14/12 

R136576 

Rl36620 

Rl36575 

PRO 0417 

PRO 0402 

PRO 0402 

PRO 0402 

PRO 0402 

PRO 0402 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

PRO 0440 

WEL 4120 

WEL 4120 

WEL 4120 

7021 Mileage - Local 6.11 


7323 Contract Personnel Services 310.00 




7025 Per Diem 42.00 


7327 Educational-Registrarion Fee 800.00 


7447 Commissary Supplies 10.97 














5464 Welfare Asssistance-Other 150.00 

5464 Welfare Asssistance-Other 150.00 

5464 Welfare Asssistance-Other 200.00

Commissioners Court - Regular 3. C. 


Group Health 





Information 

Authorize payment of bills - group health insurance claims and fees - TPA check registers dated October 1-31, 

2012; November 1-30, 2012; and December 1-31, 2012. 

BACKGROUND 

DISCUSSION 

GH Oct 2012 

GH Nov 2012 

GH Dec 2012 

Attachments

Group Name: Nueces County 

Paid Period: 10/1/2012 • 10/31/2012 

Service Period: ALL 

Check# ' Paid Date I Payee Name I Paid 

CHECK TYPE: CLAIM CHECKS 

I 

00050000 10/18/2012 SCRIPT CARE, LTD $57,840.20 

00050001 10/25/2012 CHRISTUS SPOHN HEALTH SYS $1,817.13 

00050002 10/25/2012 TORR RESPIRATORY SERVICES $763.50 

00050003 10/25/2012 MARIO A MARTINEZ MD $417.01 

00050004 10/25/2012 QUEST DIAGNOSTICS INCORPO $712.30 






00050010 10/30/2012 CHRISTUS SPOHN HEALTH SYS $851.72 

00050011 10/30/2012 DAVID E PEARCE MD PA $432.93 




00050015 10/30/2012 INTERNAL MEDICINE ASSOCIA $138.78 

00050016 10/30/2012 JOHN T DUGAN II MD $106.00 

00050017 10/30/2012 FLORES, WILLIAM C, M.D. P $87.58 

00050018 10/30/2012 CLAUDE MCLELLAND MD $208.59 

00050019 10/30/2012 MICHAEL WINNIE $47.50 

00050020 10/30/2012 JACKSON CHEN MD $47.50 

00050021 10/30/2012 ELLIS G. MAIN, M.D. $79.21 

00050022 10/30/2012 JACKSON CHEN MD $87.58 

00050023 10/30/2012 ELLIS G. MAIN, M.D. $23.20 

00050024 10/30/2012 RONALD C WOODSON MD $52.00 

00050025 10/30/2012 ELLIS G. MAIN, M.D. $60.00 

00050026 10/30/2012 ELLIS G. MAIN, M.D. $87.58 

00050027 10/30/2012 CORPUS CHRISTI GASTROENTE $22.12 

00050028 10/30/2012 CARL ABEY DPM $47.50 

00050029 10/30/2012 MICHAEL D KARAGAS MD $63.20 

00050030 10/30/2012 PEDRO S DIAZ MD $186.79 

00050031 10/30/2012 JOHN M MCCULLOUGH MD $60.00 

00050032 10/30/2012 CARDIOLOGY ASSOCIATES OF $87.58 

00050033 10/30/2012 CARL ABEY DPM $120.45 

00050034 10/30/2012 ABDOMINAL SPECIALISTS OF $53.36 


00050036 10/30/2012 JESSE G GARCIA $57.96 

00050037 10/30/2012 ABDOMINAL SPECIALISTS OF $146.26 

00050038 10/30/2012 ROGER M. SIFUENTES, MD PA $70.00 

00050039 10/30/2012 ALBERT KLINE, D.P.M. $87.58 



00050042 10/30/2012 J J CARR MD PA $73.60 

00050043 10/30/2012 COLON AND RECTAL ASSOCIAT $32.90 

00050044 10/30/2012 OBGYN ASSOCIATES OF CORPU $136.31 


00050046 10/30/2012 COASTAL CARDIOLOGY $107.54 

00050047 10/30/2012 SOUTH TEXAS RETINA CONSUL $300.00 

00050048 10/30/2012 JOHN T DUGAN II MD $106.00 

00050049 10/30/2012 DRISCOLL HEALTH SYSTEM $46.40 

00050050 10/30/2012 ALBERT KLINE, D.P.M. $144.61 

Report Name: October Check Register- Nueces County.xlsx User Name: CORPSRV\\sarcher Report Run Date: 11/13/2012 10:41 :00 AM Page 1 of2

; 10/30/2012 

10/30/2012 

i LEROY A BORIACK MD 

Report Name: October Check Register- Nueces County.xlsx User Name: CORPSRV\\sarcher Report Run Date: 11113/2012 10:41:00 AM 

$87.58; 

$6o.oci 

Page 2 of 2


Paid Period: 11/1/2012- 11/30/2012 

Service Period: ALL 

Check# I Paid Date I Payee Name I Paid 

CHECK TYPE: CLAIM CHECKS 

00050054 11/01/2012 SPARKLING SEA EMERG PHYSI $299.52 

00050055 11/01/2012 UNIV OF TX HLTH SCIENCE C $140.04 

00050056 11/01/2012 LEWIS SILVERMAN WOOLVIN K $11.88 

00050057 11/01/2012 BAY AREA ANESTHESIA ASSOC $1,025.10 


00050059 11/01/2012 LEWIS SILVERMAN WOOLVIN K $11.88 

00050060 11/01/2012 CORPUS CHRISTI OUTPATIENT $7,814.23 


00050062 11/01/2012 SPARKLING SEA EMERG PHYSI $50.70 




00050066 11/01/2012 MICHAELS LOVOI MD $87.58 


00050068 11/01/2012 COASTAL BEND CANCER CENTE $189.43 


00050070 11/01/2012 CORPUS CHRISTI PROSTHETIC $674.86 

00050071 11/01/2012 CORPUS CHRISTI PROSTHETIC $3,219.74 

00050072 11/01/2012 J J CARR MD PA $71.66 

00050073 11/01/2012 COASTAL BEND CANCER CENTE $3,681.35 

00050074 11/01/2012 ABIMAEL PEREZ $60.00 


00050076 11/01/2012 SAMUEL C HARTMAN, M.D. PA $60.00 

00050077 11/01/2012 RETINA PHYSICIANS OF CORP $138.21 

00050078 11/01/2012 CALALLEN MINOR EMERGENCY $86.69 


00050080 11/01/2012 KIMBERLY MARONEY,MD $87.58 

00050081 11/01/2012 CHARLES C GREGORY DO PA $47.50 

00050082 11/01/2012 COLON AND RECTAL ASSOCIAT $300.00 

00050083 11/01/2012 SLEEPRITE CENTER LP $300.00 

00050084 11/01/2012 HME PHARMACY LP $300.00 

00050085 11/01/2012 RADIOLOGY ASSOCIATES $28.00 


00050087 11/01/2012 RADIOLOGY & IMAGING OF SO $13.16 


00050089 11/01/2012 ADRIANA POP MOODY MD CLIN $101.90 

00050090 11/01/2012 RAYMOND B ACEBO MD $86.69 

00050091 11/01/2012 THOMAS-SPANN CLINIC, PA $87.58 


00050093 11/01/2012 CARDIOLOGY ASSOCIATES OF $136.81 

00050094 11/01/2012 CORPUS CHRISTI NEUROLOGY $48.40 






00050100 11/01/2012 CORPUS CHRISTI WOMENS CAR $145.51 

00050101 11/01/2012 FRANCISCO 0. CUYA, M.D., $47.50 



00050104 11/01/2012 RAMAKRISHNA MULUKUTLA MD $67.87 

Report Name: November Check Register Report· Nueces County.xlsx User Name: CORPSRV\\khemand Report Run Date: 12/28/2012 2:29:56 PM Page1 of11


Paid Period: 12/1/2012- 12/31/2012 

Report Name: December Check Register- Nueces.xlsx User Name: CORPSRV\\sarcher Report Run Date: 1n12013 4:15:11 PM Page 1 of7

Report Name: December Check Register- Nueces.xlsx User Name: CORPSRV\\sarcher Report Run Date: 1fl/2013 4:15:11 PM Page 4 of 7

Report Name: December Check Register- Nueces.xlsx User Name: CORPSRV\\sarcher Report Run Date: 1n12013 4:15:11 PM Page 5 of 7

Report Name: December Check Register- Nueces.xlsx User Name: CORPSRV\\sarcher Report Run Date: 1n12013 4:15:11 PM Page 7 of7

Commissioners Court - Regular 3. D. 


Special Motions 





Information 

Authorize payment of bills - special motions list dated January 16, 2013. 

BACKGROUND 

DISCUSSION 

Special Motions List 

Special Motions BackUp 

Attachments

Special Motions 

Commissioners Court on January 16, 2013 

Nueces County, Texas 

1. $25,000.00 to Corpus Christi Chamber of Commerce to promote and administer programs 

with respect to the economic development ofNueces County. 

1285-5305 $25,000.00

DATE: December 28, 2012 

TO: Peggy Hayes 

County Auditor l/ 

FROM: Loyd Neal Judgp1f -PnIIdt 

. County 

SUBJECT: CORPUS CHRISTI CHAMBER OF COMMERCE 

Samuel L. Neal, Jr. 

Nueces County Judge 

The attached invoice is approved for payment and forwarded for inclusion 

at the next regular Commissioner's Court Meeting. 

"FY12/13 Contract" 

South Texas Military Facilities Task Force" 

CCT January 2 nd , 2013 

901 Leopard Street, Room 303, Corpus Christi, Texas 78401-3697· (361) 888-0444· (361) 888-0445 FAX 

a/-!J7-/7 

tJ/_/(p-13 

Yf2

CONTRACT 

(NUECES COUNTY; CORPUS CHRISTI CHAMBER OF COMMERCE) 

STATE OF TEXAS * 

* KNOW ALL MEN BY THESE PRESENTS 

COUNTY OF NUECES * 

This agreement entered into on the date of its execution as set 

forth below by and between Nueces County, hereinafter called "County," 

and the Corpus Christi Chamber of Commerce, herein after called 

"Chamber," an organization founded for the promotion of businesses, 

creation of jobs, and overall economic benefit of Corpus Christi, 

Texas, and surrounding areas within Nueces County; specifically the 

activities of the South Texas Military Facilities Task Force, a 

committee of the Chamber. 

WITNESSETH: 

WHEREAS, to stimulate business and commercial activity in Nueces 

County, the Commissioners Court is authorized by § 381.004 (b) of the 

Texas Local Government Code to develop and administer a program to 

stimulate, encourage, and develop business location and commercial 

activity in the countYi to promote or advertise the county and its 

vicinity or conduct a solicitation program to attract conventions, 

Page 1 of 4

visitors, and businesses; and for local economic developmentj and, 

WHEREAS, the Nueces County Commissioners Court has created a 

program by resolution adopted on November 12, 2008, designed to 

promote business activity, provide direction, and organize efforts for 

the economic benefit of Nueces County and surrounding areaSj and, 

WHEREAS, the Commissioners Court is authorized to contract with a 

private corporation such as the Chamber pursuant to § 381.004 (c) of 

the Texas Local Government Code and Texas Attorney General Opinion No. 

JM-S16 (1986) for the administration of such a program; 

NOW, THEREFORE, for and in consideration and exchange of mutual 

covenants and conditions contained herein, the County and Chamber 

agree as follows: 

I. 

The Chamber agrees to administer the County's program for local 

economic development as follows: 1) by stimulating, encouraging, and 

developing business location and commercial activity in the county, 

including preparation and implementation of strategic plans for 

maximum utility of area military facilities; and 2) promoting or 

advertising the county and its vicinity by in-person presentations in 

other areas of the country for the economic benefit of Corpus Christi 

and surrounding areas within Nueces County. 

II. 

Page 2 of 4

The Chamber will semi-annually submit reports to the County 

detailing activities by the South Texas Military Facilities Task Force 

Committee of the Chamber in performance of its obligations pursuant to 

this agreement. The Chamber shall include in its reports a detailed 

accounting of expenditures of County funds and any measurable results 

obtained. 

III. 

The Chamber will diligently use its resources to promote the 

cause of administration of the program with respect to the economic 

development of Nueces County. 

IV. 

As payment for these services to be rendered in the County's 

fiscal year 2012-2013, the County will provide $25,000.00 subject to 

appropriations for the administration of the program pursuant to the 

2012-2013 County Budget. 

V. 

The Chamber will cause this funding to be segregated from other 

funds used for activities of the Chamber unrelated to the purposes of 

this agreement. 

VI. 

This agreement shall continue in force and effect until September 

Page 3 of 4

30, 2013. In the event the Chamber terminates the program activities 

subject to this agreement prior to the expiration of this agreement, 

the balance of any remaining funds shall be returned to the County in 

the same proportion that County funds bear to the total funds received 

or in the possession by the Chamber to conduct program activities 

related to this agreement. 

WITNESS our hands on this ____ day of ____________, 2013. 

NUECES COUNTY Corpus Christi Chamber 

Of Commerce 

BY: __________________________ BY: 

Samuel L. Neal, Jr. 

County Judge 

President & CEO 

ATTEST: 

BY: ___________________________ 

Diana Barrera, County Clerk 

Approved as to form: 

BY: ___________________________ 

Laura Garza Jimenez 

County Attorney 

Page 4 of 4 

--------------------------

Commissioners Court - Regular 3. E. 


Revenue Report - November 





Information 

Approve the monthly revenue reports in accordance with LGC 114.044 - November 2012. 

BACKGROUND 

DISCUSSION 

Revenue Report - November 

Attachments

NUECES COUNTY 

SUMMARY OF REVENUE REPORTS 

For revenue reports received for November 2012 

as of January 07, 2013 

For Commissioners Court Meeting date January 16, 2013 

REPORT LAST 

REPORT STATUS REPORT 

CODE DEPARTMENT MONTH I -"I Received SUBMTTED 

Tax Assessor-Collector 

1200 Proration Account Nov-12 "' 

1200 Monthly Collected Taxes Nov-12 

1200 Gen. Services Account Nov-12 "' 

1200 Motor Vehicle Account (2) Nov-12 "' 

1200 Property Tax Acct Nov-12 "' 

1200 VI T Escrow Nov-12 

1200 IRP Funds Nov-12 "' 

JUSTICES OF THE PEACE 

3600 Precinct 1 , Place 1 Nov-12 "' 

3610 Precinct 1, Place 2 Nov-12 "' 

3613 Precinct 1, Place 3 Nov-12 

3621 Precinct 2, Place 1 Nov-12 

3622 Precinct 2, Place 2 Nov-12 "' 

3630 Precinct 3 Nov-12 "' 


3650 Precinct 5-1 Nov-12 "' 

3655 Precinct 5-2 Nov-12 

CONSTABLES 



3830 Precinct 3 Nov-12 



"' 

"' 

"' 

"' 

"' 

"' 

Page 2 of2

Commissioners Court - Regular 3. F. 


P Card 





Information 

Authorize payment of Pcard purchases for the month of: November 2012. 

BACKGROUND 

DISCUSSION 

Pcard 

Attachments


Wells-Fargo P-Card Charges 

November 2012 

Merchant Cardholder Tran Date Charge Credit Dept Keycode Description 

KELTONS TRUCK PARTS INC ROSIE LOPEZ 10/24/12 30.00 0120 5249 Surface flywheel for u #348, co #54316. 

CARQUEST 02052876 ROSIE LOPEZ 10/25/12 5.58 0120 5249 Glue for u #384, co #57888. 

CARQUEST 02052876 ROSIE LOPEZ 10/25/12 6.34 0120 5249 Trim glue for u #394, co #60717. 

CORPUS CHRISTl FREIGHT ROSIE LOPEZ 10/25/12 9.95 0120 5249 Exhaust fluid for u #352, co #61326. 

CARQUEST 02052876 ROSIE LOPEZ 10/25/12 17.38 0120 5252 Wiiper blades for u #218, co #61079. 

INTERSTATE BATTERIES OF ROSIE LOPEZ 10/25/12 23.97 0120 5255 Batteries for oil guns at Central Garage. 

CORPUS CHRISTl FREIGHT ROSIE LOPEZ 10/25/12 29.77 0120 5252 Oil filter for u #218, co #61079. 

ACCESS FORD LTD ROSIE LOPEZ 10/25/12 50.61 0120 5249 Transmission shift cable for u #371, co #52390. 

ACCESS FORD LTD ROSIE LOPEZ 10/25/12 62.80 0120 5249 Tire pressure monitoring sensor for u #352, co #61 

CORPUS CHRISTl FREIGHT ROSIE LOPEZ 10/25/12 66.88 0120 5252 Fuel filter for u #218, co #61079. 

CARQUEST 02052876 ROSIE LOPEZ 10/25/12 5.58 0120 5249 Glue- Defective part return for u #384, co #57888 

STEWART DEAN BEARING COMP SIMON CISNEROS 10/25/12 20.00 0120 5252 bearings for Unit 447 CN58375 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 6.05 0120 5211 special order po 15025 col erase pencils red 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 195.40 0120 5211 special order po 15028 hp cartridges c4836a c4837a c4838a 

CARQUEST 02052876 ROGER CUEVA 10/26/12 34.88 0120 5252 Wiper blades for u #285, co #57328. 

FLEETPRIDE 155 RANDY BATES 10/29/12 101.76 0120 5211 4 MUDFLAPS FOR UNIT 280 

COASTAL DIESEL INJECTION ROSIE LOPEZ 10/29/12 3.97 0120 5249 Oil filter for u #393, co #60716. 

GCR TIRE CENTER #630 ROSIE LOPEZ 10/29/12 14.50 0120 5249 State inspection for u #393, co #60716. 

CARQUEST 02052876 ROSIE LOPEZ 10/29/12 17.38 0120 5211 Wiper blades for u #393, co #60716 

WAUKESHA-PEARCE CORPUS ROSIE LOPEZ 10/29/12 60.42 0120 5211 Exhaust rain caps for use at Central Garage. 

OREILLY AUTO 00019828 SIMON CISNEROS 10/29/12 16.09 0120 5249 gear lube and sealed beam for U211 CN45186 

ROBSTOWN HARDWARE CO INC SIMON CISNEROS 10/29/12 34.36 0120 5211 hydraulic hoses, fittings for U110 CN37870 

CAR QUEST 02052876 CIPRIANO ORTIZ 10/30/12 42.53 0120 5268 Tire sealant for u #447, co #58375. 

WWGRAINGER DOROTHY WHITE 10/30/12 101.47 0120 5211 I R THERMOMETER 

MSW CORPUS CHRISTl M COY SHULTZ 10/30/12 93.00 0120 5211 SANITARY DISPOSAL OF ILLEGAL DUMPING FOUND ON COUN 

WWGRAINGER M COY SHULTZ 10/30/12 80.64 0120 5211 40 IN. X 28 IN. DRYER TRAY 

ARNOLD OIL CO - CC RANDY BATES 10/30/12 99.47 0120 5211 BATTERY FOR UNIT 331 

FLEETPRIDE 155 ROSIE LOPEZ 10/30/12 20.88 0120 5211 Mud flaps for u #350, co #58497. 

GULF TRACTOR CO. ROSIE LOPEZ 10/30/12 40.59 0120 5211 Fuel line, weed eater string for use at Central Ga 

HOSE OF SOUTH TEXAS ROSIE LOPEZ 10/30/12 55.58 0120 5211 Fittings for u #351, co #61325. 

OREILLY AUTO 00019828 SIMON CISNEROS 10/30/12 22.78 0120 5211 oil filter and wrench for U352 CN61326 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 10/31/12 165.44 0120 5211 1 ea tire, tire repair for u #282, co #49026. 

CHANNEL SAFETY AND MARINE JOE SANCHEZ 10/31/12 18.94 0120 5211 nitrile powder free gloves for patching crew 

CONTRACTORS BLDG SU JOE SANCHEZ 10/31/12 342.65 0120 5268 marker, orange paint, white paint, hubs and twine 

THE HOME DEPOT 6564 JOE SANCHEZ 10/31/12 359.57 0120 5211 rebar, nippers, for use on project at wash rack in 

SOUTHWEST WHEEL CO2 ROSIE LOPEZ 10/31/12 11.47 0120 5211 Wiring harness for u #350, co #58497. 

CAR QUEST 02052876 ROSIE LOPEZ 10/31/12 17.76 0120 5211 Coolant tester, flush kit for u #363, co #47196. 

HOLT CAT CORPUS CHRIST ROSIE LOPEZ 10/31/12 53.93 0120 5211 Fuel line for u #134, co #15236. 

SUPERIOR TRAILER SALES ROSIE LOPEZ 10/31/12 76.95 0120 5211 Brake controller for u #350, co #56497. 

1/8/2013 Prepared By Auditors Office 1 of24


MUNIZ ELECTRICAL MASTERS ROSIE LOPEZ 10/31/12 562.50 0120 5211 Photo cell, flood light, installation at Central G 

CORPUS CHRISTl FREIGHT SIMON CISNEROS 10/31/12 39.80 0120 5211 4 gallons of liquid exhaust for U218 CN61079 

CORPUS CHRISTl FREIGHT SIMON CISNEROS 10/31/12 39.80 0120 5211 4 gallons of liquid exhaust for U219 CN61078 

COASTAL DIESEL INJECTION ADAN SAENZ 11/01/12 29.21 0120 5211 Oil, air filter for u #351, co #61325. 

MCCOYS#17 RANDY BATES 11/01/12 8.76 0120 5211 1/16 IN. UNCOATED CABLE AND 1/8 IN. WIRE ROPE CLI 

RAM PRODUCTS LTD ROGER CUEVA 11/01/12 342.45 0120 5211 Fittings, connectors for use at Central Garage. 

FLEETPRIDE 155 ROGER CUEVA 11/01/12 54.07 0120 5211 Labor, supplies to replace pitman arm for u #231, 

FLEETPRIDE 155 ROGER CUEVA 11/01/12 619.04 0120 5211 Power steering gear box for u #231, co #50042. 

HOLT CAT CORPUS CHRIST ROGER CUEVA 11/01/12 844.94 0120 5211 Turbo GP- part for u #135, co #47097. 

SHEIN BERG TOOL CO INC ROSIE LOPEZ 11/01/12 196.63 0120 5249 Slack puller, wrenchs for use at Central Garage. 

HOLT CAT CORPUS CHRIST ROSIE LOPEZ 11/01/12 1,010.08 0120 5211 Exhaust manifolds, parts for u #135, co #47097. 

ROBSTOWN HARDWARE CO INC SIMON CISNEROS 11/01/12 145.04 0120 5211 hose fittings for U448 CN58311 

INST OF TRANS ENGINEERS YOLANDA MORENO 11/01/12 290.00 0120 5211 Membership Renewal, Glen R. Sullivan, P.E. 

A&W OFFICE SUPPLY MICHAEL ROBINSON 11/02/12 39.68 0120 5211 special order po 09472 back support 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/02/12 565.15 0120 5211 special order po 15045 outdoor bulletin board 

COASTAL DIESEL INJECTION ROSIE LOPEZ 11/02/12 70.35 0120 5211 Air, fuel filter for u #280, co #47443. 

C C BATIERY CO INC ROSIE LOPEZ 11/02/12 225.00 0120 5211 Starter for u #282, co #49026. 

CARQUEST 02052876 ADAN SAENZ 11/05/12 17.38 0120 5211 Air, oil filter for u #282, co #49026. 

C C BATIERY CO INC EDWARD YBARRA 11/05/12 146.00 0120 5211 Battery for U383 

FEDERAL IRON AND METAL ROSIE LOPEZ 11/05/12 139.33 0120 5211 Steel for u #135, co #47097. 

SHEIN BERG TOOL CO INC ROSIE LOPEZ 11/05/12 174.21 0120 5211 CREDIT- TOOL RETURN -Slack adjuster for use at C 

HOSE OF SOUTH TEXAS ROSIE LOPEZ 11/05/12 109.44 0120 5211 PVC, hose, clamp for u #127, co #59838. 

OREILLY AUTO 00019828 SIMON CISNEROS 11/05/12 2.29 0120 5211 wiper blades for U300 CN45158 

OREILLY AUTO 00019828 SIMON CISNEROS 11/05/12 2.29 0120 5211 wiper blade for U397 CN60336 

OREILLY AUTO 00019828 SIMON CISNEROS 11/05/12 2.29 0120 5211 wiper blade for U398 CN60334 

OREILLY AUTO 00019828 SIMON CISNEROS 11/05/12 2.29 0120 5211 wiper blades for U391 CN60441 

OREILLY AUTO 00019828 SIMON CISNEROS 11/05/12 11.43 0120 5211 fuel and water fitler for U443 CN52899 

GULF COAST NUT & BOLT SUP ADAN SAENZ 11/06/12 4.85 0120 5211 Wing nut for use at Central Garage. 

HOSE OF SOUTH TEXAS ADAN SAENZ 11/06/12 30.48 0120 5211 Air brake hose for u #154, co #43749. 

COASTAL DIESEL INJECTION ADAN SAENZ 11/06/12 72.96 0120 5211 Air, oil filter for u #154, co #43749. 

STEWART DEAN BEARING COMP ADANSAENZ 11/06/12 350.52 0120 5252 Bearings, seals for u #155, co #47235. 

INTERSTATE BATIERIES OF ADAN SAENZ 11/06/12 9.95 0120 5211 12v battery for u #214, co #60642. 

CARQUEST 02052876 ADANSAENZ 11/06/12 20.07 0120 5211 Spring shock for u #154, co #43749. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/06/12 135.00 0120 5211 Tube, flat repair for u #447, co #58375. 

THE HOME DEPOT 6584 M COY SHULTZ 11/06/12 16.42 0120 5252 3/8 IN. FULLPORT BALL VALVE FOR UNIT 127 

SHEIN BERG TOOL CO INC ADAN SAENZ 11/07/12 32.90 0120 5255 Concrete drill bit for use at Central Garage. 

AIRGAS CENTRAL ADAN SAENZ 11/07/12 151.94 0120 5249 Oxygen, cutting torch head for u #370, co #47199. 

WOODY'S TRUCK CENTER ADAN SAENZ 11/07/12 8.44 0120 5252 Oil seal cap for u #203, co #52486. 

ACCESS FORD LTD ADAN SAENZ 11/07/12 21.30 0120 5252 Fan motor blower resisitor for u #285, co #55618. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/07/12 400.00 0120 5249 4 ea 235/70r17 tires for u #398, co #60334. 

MCCOYS#17 RANDY BATES 11/07/12 14.99 0120 5252 TARP ROPE FOR UNIT 217 

RAM PRODUCTS LTD ROGER CUEVA 11/07/12 27.98 0120 5250 Washers, connectors for use at Central Garage. 

KIMBALL MIDWEST ROGER CUEVA 11/07/12 356.68 0120 5250 Fittings, o-rings for use at Central Garage. 

COASTAL DIESEL INJECTION ROSIE LOPEZ 11/07/12 35.08 0120 5252 Fuel, air filters for u #443, co #52889. 



STEWART DEAN BEARING COMP ROSIE LOPEZ 11/07/12 59.00 0120 5252 Grease seals for u #154, co #43749. 

CHEMSEARCH ROSIE LOPEZ 11/07/12 257.62 0120 5250 Maxi-lube for use at Central Garage. 

AIR SPECIALTY & EQUIPMEN ROSIE LOPEZ 11/07/12 375.60 0120 5249 Filter, regulator, connectors for #351, co #61325 

ANDERSON MACHINERY CO ROSIE LOPEZ 11/07/12 586.60 0120 5252 Broom bristles for u #102, co #60762. 

CARQUEST 02052876 ROSIE LOPEZ 11/07/12 9.25 0120 5252 1 ea seal for u #154, co #43749. 

FLEETPRIDE 155 ROSIE LOPEZ 11/07/12 38.29 0120 5252 Axle seal for u #203, co #52486. 

CARQUEST 02052876 ROSIE LOPEZ 11/07/12 52.80 0120 5252 Valve adapters for u #135, co #47097. 

CARQUEST 02052876 ROSIE LOPEZ 11/07/12 60.59 0120 5252 Motor seal for u #154, co #43749. 

NORTHERN TOOL+ EQUIP ROSIE LOPEZ 11/07/12 89.99 0120 5249 Fuel nozzle for u #352, co #61326. 

CARQUEST 02052876 ROSIE LOPEZ 11/07/12 60.59 0120 5252 CREDIT- part returned. Motor seal for u #154, co 

NORTHERN TOOL+ EQUIP ADAN SAENZ 11/08/12 89.99 0120 5249 Fuel nozzle for u #343, co #52900. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/08/12 65.00 0120 5252 Flat repair for u #154, co #43749. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/08/12 318.40 0120 5249 2 ea LT215/85R16 tires for u #348, co #54316. 

VULCAN INC DOROTHY WHITE 11/08/12 482.04 0120 5276 13 36 IN. STOP SIGNS 

VULCAN INC DOROTHY WHITE 11/08/12 482.04 0120 5276 13 36 IN. STOP SIGNS 

MINITMAN JORGE SALINAS 11/08/12 67.36 0120 5249 Vehicle Oil Change Service U303 

COASTAL DIESEL INJECTION ROGER CUEVA 11/08/12 47.43 0120 5252 Air, fuel filters for u #448, co #58311. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/08/12 62.98 0120 5252 Air, lube, hydraulic filters for u #102, co #60762 

CARQUEST 02052876 ROGER CUEVA 11/08/12 4.28 0120 5252 Wiper blade refill for u #102, co #60762. 

ACETYLENE OXYGEN CO ROGER CUEVA 11/08/12 12.95 0120 5435 Argon cylinder rental for use at Central Garage. 

ROBSTOWN HARDWARE CO INC ROGER CUEVA 11/08/12 57.18 0120 5252 Fuel, air filters for u #448, co #58311. 

ROBSTOWN HARDWARE CO INC ROGER CUEVA 11/08/12 58.10 0120 5252 Filters for u #102, co #60762. 

HOLT CAT CORPUS CHRIST ROGER CUEVA 11/08/12 92.57 0120 5252 Spring shock for u #154, co #43749. 

CARQUEST 020S2876 ROGER CUEVA 11/08/12 4.28 0120 5252 CREDIT-- Wiper refill blade for u #102, co #60762 

AIR SPECIALTY & EQUIPMEN ROSIE LOPEZ 11/08/12 21.50 0120 5249 Lubricator bracket for u #351, co #61325. 

RUBEN'S FLEET SERVICE ROSIE LOPEZ 11/08/12 14.50 0120 5252 Truck state inspection for u #203, co #52486. 

RUBEN'S FLEET SERVICE ROSIE LOPEZ 11/08/12 14.50 0120 5252 Trailer state inspection for u #203, co #52486. 

KELTONS TRUCK PARTS INC ROSIE LOPEZ 11/08/12 479.04 0120 5252 Clutch kit for u #224, co #51002. 

ANDERSON MACHINERY CO SIMON CISNEROS 11/08/12 42.11 0120 5252 poly bristles for U102 CN60762 

ZEP SALES AND SERVICE MICHAEL ROBINSON 11/09/12 461.20 0120 5211 special order po 15063 zep tko 

ROBSTOWN UTILITY SYSTEMS REBECCA RAMIREZ 11/09/12 21.89 0120 1660 18026900 SEP12 09/15-10/15 



COASTAL DIESEL INJECTION ROGER CUEVA 11/09/12 15.35 0120 5252 Air filter for u #154, co #43749. 

CARQUEST 02052876 ROGER CUEVA 11/09/12 17.38 0120 5252 Wiper blades for u #217, co #53297. 


COASTAL DIESEL INJECTION ROGER CUEVA 11/09/12 63.10 0120 5252 Oil, air filters for u #217, co #53297. 

OIL PATCH PETROLEUM INC. ROGER CUEVA 11/09/12 134.94 0120 5252 2 ea. 5 gal oil for u #224, co #51002. 

C C BATTERY CO INC ROGER CUEVA 11/09/12 185.90 0120 5252 Battery, fee for u #217, co #53297. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/09/12 43.18 0120 5252 CREDIT- part returned. Air filter for u #217, co 

GULF TRACTOR CO. ADAN SAENZ 11/13/12 5.85 0120 5255 Fuel bulb for use at Central Garage. 

THE HOME DEPOT 6564 JOE SANCHEZ 11/13/12 19.77 0120 5268 storage reel and galvanzied spikes for shop use at 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/13/12 7.86 0120 5211 special order po 15079 pens 

VALLEY VOLVO TRUCK CENT RANDY BATES 11/13/12 84.44 0120 5252 EMULLSION HOSE FOR UNIT 285 



TRUCKERS EQUIPMENT (CORPU ROGER CUEVA 11/13/12 389.14 0120 5252 PTO pump for u #217, co #53297. 

TRUCKERS EQUIPMENT (CORPU ROGER CUEVA 11/13/12 466.97 0120 5252 PTO pump for u #217, co #53297. 

TRUCKERS EQUIPMENT (CORPU ROGER CUEVA 11/13/12 466.97 0120 5252 CREDIT- part returned- PTO pump for u #217, co# 

HOUSTON FREIGHTLINERS RUDY RODRIGUEZ 11/13/12 136.74 0120 5249 Cable Assy U203 CN52486 (0120-5252/50052486-5252) 

COASTAL DIESEL INJECTION ADAN SAENZ 11/14/12 105.54 0120 5252 Fuel, oil, air, coolant filters for u #211, co #45 

ELLIOT LANDFILL CIPRIANO ORTIZ 11/14/12 37.50 0120 5239 10 ea tractor tires at 3. 75. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/14/12 180.00 0120 5252 2 ea. tires 225/75r15 for u #127, co #59838. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/14/12 363.08 0120 5252 1 ea tire 11r22.5 for u #284, co #55618. 

WM SUPERCENTER#0470 DOROTHY WHITE 11/14/12 18.56 0120 5255 LIQUID SOAP DE GREASER 

HOSE OF SOUTH TEXAS RANDY BATES 11/14/12 86.43 0120 5252 EMULSSION HOSE FOR UNIT 285 

CARQUEST 02052876 RANDY BATES 11/14/12 23.06 0120 5252 HEADLAMP RING AND HALOGEN SEALED BEAM FOR UNIT 213 

HOLT CAT CORPUS CHRIST ROGER CUEVA 11/14/12 135.60 0120 5252 Fan belts for u #154, co #43749. 

MCCOYS#17 ROSIE LOPEZ 11/14/12 48.17 0120 5255 Cement, couplings, etc for parts washer at Central 

THE HOME DEPOT 6584 ROSIE LOPEZ 11/14/12 17.82 0120 5438 Propane refill needed at Central Garage. 

ACETYLENE OXYGEN CO ROSIE LOPEZ 11/14/12 63.75 0120 5255 Brush, faceshield, headband for use at Central Gar 

ACE BOLT ADAN SAENZ 11/15/12 5.00 0120 5252 Thread bolt for u #154, co #43749. 

ALAMO CONCRETE JERRY GARCIA 11/15/12 567.00 0120 5272 concrte for use on wash rack project at Robstown y 

HOSE OF SOUTH TEXAS RANDY BATES 11/15/12 86.43 0120 5252 METAL HOSE KIT FOR UNIT 285 

CORPUS CHRISTI FREIGHT ROGER CUEVA 11/15/12 30.85 0120 5252 Hub cap, brake cleaner for u #211, co #45186. 

CONTRACTORS BLDG SU ROGER CUEVA 11/15/12 31.50 0120 5255 Water cooler for use at Central Garage. 

RAM PRODUCTS LTD ROGER CUEVA 11/15/12 454.17 0120 S250 Plugs, connectors, elbows for use at Central Garag 

MCCOYS#17 ROSIE LOPEZ 11/15/12 3.23 0120 5255 Coupling, plug for use at Central Garage. 

MCCOYS#17 ROSIE LOPEZ 11/15/12 3.50 0120 5255 TAX CHARGED- Coupling, plug for use at Central Ga 

FERGUSON ENT # 116 ROSIE LOPEZ 11/15/12 12.99 0120 5255 Pipe, adapters, coupling for parts washer at Centr 

SQ SENOVIO MARTINEZ ROSIE LOPEZ 11/15/12 32.45 0120 5255 Grinding disc for use at Central Garage. 

HOSE OF SOUTH TEXAS ROSIE LOPEZ 11/15/12 70.65 0120 5255 PVC tubing, nipple for parts washer at Central Gar 

MCCOYS#17 ROSIE LOPEZ 11/15/12 3.50 0120 5255 CREDIT- to correct tax charged. Coupling, plug f 

PARTS PLUS SIMON CISNEROS 11/15/12 17.97 0120 5252 light for U202 CN52484 

THE HOME DEPOT 6564 ARTURO MARTINEZ JR 11/16/12 26.47 0120 5255 TRENCHING SHOVEL 

THE HOME DEPOT 6584 ARTURO MARTINEZJR 11/16/12 35.86 0120 5255 225FT. TAPE MEASURES AND 1100 FT. FIBERGLASS TA 

OTIO DUKES CONSTRUCTIO ARTURO MARTINEZJR 11/16/12 35.58 0120 5255 PORTABAND BLADE 

HOSE OF SOUTH TEXAS RANDY BATES 11/16/12 57.53 0120 5252 HYDRAULIC HOSE FOR UNIT 170 

HOSE OF SOUTH TEXAS ROGER CUEVA 11/16/12 18.48 0120 5252 Hose clamps for u #217, co #53297. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/16/12 38.58 0120 5249 Air, oil filters for u #309, co #53798. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/16/12 46.05 0120 5249 Fuel, oil filter for u #391, co #60441. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/16/12 55.17 0120 5249 Air, oil filter for u #391, co #60441. 

RAM PRODUCTS LTD ROGER CUEVA 11/16/12 110.32 0120 5250 Connectors, elbows for use at Central Garagle. 

UPGRADEBAY.COM YOLANDA MORENO 11/16/12 80.00 0120 5211 Power Supply 

COASTAL DIESEL INJECTION ADANSAENZ 11/19/12 34.90 0120 5252 Fuel, oil, air filters for u #116, co #37920. 

CORPUS CHRISTl FREIGHT ADAN SAENZ 11/19/12 46.64 0120 5252 Governor for u #217, co #53297. 

CARQUEST 02052876 ADAN SAENZ 11/19/12 24.80 0120 5249 8 ea spark plugs for u #300, co #45158. 

CARQUEST 02052876 ADAN SAENZ 11/19/12 33.06 0120 5249 Throttle plate, carb cleaner, 8 ea spark plugs for 

HOLT CAT CORPUS CHRIST ADAN SAENZ 11/19/12 638.25 0120 5252 Seal, air compressor for u #217, co #53297. 

MCCOYS#17 ROGER CUEVA 11/19/12 33.58 0120 5255 Plumbing parts for parts washer at Central Garage. 

1/8/2013 Prepared By Auditors Office 4of24


CARQUEST 02052876 ROGER CUEVA 11/19/12 98.98 0120 5249 Brake pads for u #373, co #52388. 

ROBSTOWN HARDWARE CO INC SIMON CISNEROS 11/19/12 56.88 0120 5255 inflator for tire gauge in shop at Robstown yd 

TRUCKERS EQUIPMENT (CORPU ADAN SAENZ 11/20/12 18.28 0120 5252 PTO stud kit, gaskets for u #224, co #51002. 

HUFCO- APOLLO SUPPLY ADAN SAENZ 11/20/12 11.32 0120 5252 Pipe, elbow for u #217, co #53297. 

BUSH HYDRAULICS ADAN SAENZ 11/20/12 16.67 0120 5252 Fittings for u 3217, co #53297. 

SOUTHERN TIRE MART#66 CIPRIANO ORTIZ 11/20/12 585.00 0120 5252 Tire, tube for u #447, co #58375. 

CARQUEST 02052876 ROSIE LOPEZ 11/20/12 10.15 0120 5252 Gasket for u #217, co 353297. 

ARNOLD OIL CO - CC CIPRIANO ORTIZ 11/21/12 39.37 0120 5250 Washer fluid, pump, hose for use at Central Garage 

CHANNEL SAFETY AND MARINE CIPRIANO ORTIZ 11/21/12 18.07 0120 5255 Wipes, gloves for use at Central Garage. 

CHANNEL SAFETY AND MARINE NOE HERNANDEZ 11/21/12 25.95 0120 5463 Tyvex Coverall for Safety Use by the Cracksealing 

CHANNEL SAFETY AND MARINE NOE HERNANDEZ 11/21/12 28.09 0120 5463 Taxes was charged on this transaction see credit o 

COASTAL DIESEL INJECTION RANDY BATES 11/21/12 22.50 0120 5252 AIR FILTER FOR UNIT 166 

GULF TRACTOR CO. RANDY BATES 11/21/12 130.96 0120 5252 WHEEL BEARINGS FOR UNIT 442 


HOSE OF SOUTH TEXAS ROGER CUEVA 11/21/12 38.80 0120 5252 Elbow fittings, hose for u #219, co #61078. 

COASTAL DIESEL INJECTION ROGER CUEVA 11/21/12 143.43 0120 5249 Air, oil, fuel filters for u #383, co #57884. 

AIRGAS CENTRAL CIPRIANO ORTIZ 11/22/12 327.98 0120 5438 Oxygen, acetylene refill for use at Central Garage 

WILBUR ELLIS TAFT EDWARD YBARRA 11/26/12 247.50 0120 5274 Bronc Max for use of Herbiciding 

C C BATTERY CO INC ROGER CUEVA 11/26/12 73.00 0120 5249 1 ea battery, state fee for u #391, co #60441. 

WOODY'S TRUCK CENTER ROGER CUEVA 11/26/12 31.66 0120 5252 Air valve for u #217, co #53297. 

ALAMO CONCRETE JERRY GARCIA 11/27/12 972.00 0120 5272 concrete for use on car wash project at Robstown y 

HOSE OF SOUTH TEXAS RANDY BATES 11/27/12 52.01 0120 5252 HYDRAULIC HOSE FOR UNIT 166 

CORPUS CHRISTl FREIGHT ROGER CUEVA 11/27/12 128.22 0120 5252 Hood latches for u #224, co #51002. 

STEWART DEAN BEARING COMP SIMON CISNEROS 11/27/12 96.33 0120 5252 bearings for U434 tractor CN60692 

WESTERN STATES CABLING JUAN RIVERA 11/08/12 209.23 0121 5255 Cable 5801-01 for Surveying Sokkia Instrument 

DAKTRONICS, INC. JUANITA HERNANDEZ 10/26/12 1,000.00 0140 5249 Repairs and parts for the scoreboard at Stadium 

DAKTRONICS, INC. JUANITA HERNANDEZ 11/02/12 150.00 0140 5211 Repairs and parts to the Fairground Stadium scoreb 

ROBSTOWN UTILITY SYSTEMS REBECCA RAMIREZ 11/09/12 2,468.20 0140 1660 10502002 SEP12 09/15-10/15 


SQ DIVISION 16 CONSTRUCT SYLVESTER STOVALL 11/13/12 4,700.00 0140 5265 Breaker replacement at Fairground Stadium. 

NUECES COUNTY WATER DISCT REBECCA RAMIREZ 11/14/12 3,185.60 0140 1660 12097400 SEP12 09/15-10/15 

CORPUS CHRISTl LOCK DOC RUBEN SAENZ 11/02/12 469.70 0160 5211 New locks for airport terminal 

BAY AUTO SERVICE RUBEN SAENZ . 11/07/12 850.69 0160 5249 Vehicle repairs to 1998 Crown Victoria 


PCC 2157 RUBEN SAENZ 11/12/12 60.01 0160 5241 Fuel for trip to San Antonio (Helotes) Tx visit 

EXXONMOBIL 46918876 RUBEN SAENZ 11/13/12 59.01 0160 5241 Fuel for trip to San Antonio (Helotes) Tx visit 

NUECES COUNTY WATER DISCT REBECCA RAMIREZ 11/14/12 125.37 0160 1660 23102000 SEP12 09/15-10/15 


ARCADIS US RUBEN SAENZ 11/19/12 300.00 0160 5455 1st Qtr Install Jan0Mar12 Gas Tank 

REPUBLIC SERVICES TRASH RUBEN SAENZ 11/20/12 177.57 0160 5231 Trash Dumpster 

ARCADIS US RUBEN SAENZ 11/20/12 300.00 0160 5455 2nd Qtr Install Apr-Jun12 Gas Tank 

ROBLES TIRE REPAIR ESQUIEL PAREDEZ 10/25/12 117.50 0170 5249 Repairs to unit 500-56175. 

ROBLES TIRE REPAIR ESQUIEL PAREDEZ 10/25/12 287.76 0170 5254 Repairs to tractor and mower. 

ACADEMY SPORTS #29 ESQUIEL PAREDEZ 10/29/12 90.00 0170 5249 Boots for employee, G. Molina. 



TRACTOR SUPPLY #333 ESQUIEL PAREDEZ 10/29/12 93.96 0170 S249 Maintenance items for park usage. 

RAM-BRO CONTRACTING INC. ESQUIEL PAREDEZ 10/29/12 700.00 0170 S211 Concrete forms for park usage. 

CHANNEL SAFETY AND MARINE SYLVESTER STOVALL 10/29/12 336.89 0170 S249 Safety items for park staff. Faceshields, support 

FERGUSON ENT # 116 ESQUIEL PAREDEZ 10/30/12 681.66 0170 S211 Post for Banquete ball fields new addition. 

USPS 48766S03834809608 JUANITA HERNANDEZ 10/30/12 S.30 0170 S249 Certified mail to Inland Parks employee, J.Suarez. 

RADIOS HACK COR001807S2 JUANITA HERNANDEZ 10/30/12 39.99 0170 S211 Microphone for the PA system. 

THE HOME DEPOT 6S64 SYLVESTER STOVALL 10/30/12 110.98 0170 S268 Maintenance items for Robstown Park usage. 

SHEIN BERG TOOL CO INC SYLVESTER STOVALL 10/31/12 167.88 0170 S211 Maintenance tools for park usage. Tool set, ratch 

RUBIOS AUTOMOTIVE SYLVESTER STOVALL 10/31/12 41S.17 0170 S211 Vehicle repairs to unit SOQ-56178. 

TRUCKERS EQUIPMENT (CORPU SYLVESTER STOVALL 10/31/12 4S1.28 0170 S211 Vehicle repairs to unit S0061347. 

THE HOME DEPOT 6S64 JUANITA HERNANDEZ 11/01/12 29.16 0170 S211 Maintenance items for parks usage. 

GULF COAST GRAPHICS & S SYLVESTER STOVALL 11/01/12 34.00 0170 S211 Stencils for employees names to be used at 83 yard 

TRACTOR SUPPLY #333 SYLVESTER STOVALL 11/01/12 373.80 0170 S211 Maintenance items for park usage, Coupler lock. 

SUPERIOR TRAILER SALES ESQUIEL PAREDEZ 11/02/12 6.2S 0170 S211 Install hitch to unit 50059999. Not charged corre 

VIP CARWASH SUPER LUBE SYLVESTER STOVALL 11/02/12 99.90 0170 S211 Oil change to unit S0061097. 

SHEIN BERG TOOL CO INC SYLVESTER STOVALL 11/02/12 611.14 0170 5211 Maintenance tools for park usage. 

SCHWING DIESEL REPAIR SER SYLVESTER STOVALL 11/02/12 1,985.77 0170 S211 Vehicle repairs to unit S005793S. 

FERGUSON ENT # 116 ESQUIEL PAREDEZ 11/0S/12 83.72 0170 S211 Plumbing supplies to repair leak at Robstown Park. 

ALAMO CONCRETE ESQUIEL PAREDEZ 11/06/12 8SO.OO 0170 S264 Concrete material for Banquete Baseball Field. 

ROBSTOWN HARDWARE CO INC ESQUIEL PAREDEZ 11/06/12 94.46 0170 S211 Battery for tractor. 

USPS 48766503834809608 JUANITA HERNANDEZ 11/09/12 S.7S 0170 S217 Certified mail to Inland Parks employee, J.Suarez. 

THE HOME DEPOT 6S64 ESQUIEL PAREDEZ 11/13/12 33S.16 0170 S268 Poles for Banquete ball fields. 

RAM-BRO CONTRACTING INC. ESQUIEL PAREDEZ 11/14/12 362.2S 0170 S264 Haul and supply cushion sand for Banquete Park. 

THE HOME DEPOT 6S64 ESQUIEL PAREDEZ 11/14/12 466.S6 0170 S268 Maintenance items for Banquete baseball park area. 

THE HOME DEPOT 6564 ESQUIEL PAREDEZ 11/14/12 614.30 0170 5268 Maintenance items for Banquete ball fields. 

NUECES COUNTY WATER DISCT REBECCA RAMIREZ 11/14/12 62.S6 0170 1660 28247000 SEP12 09/1S-10/1S 

NUECES COUNTY WATER DISCT REBECCA RAMIREZ 11/14/12 119.34 0170 1660 27072SOO SEP12 09/15-10/1S 

PARTS PLUS ESQUIEL PAREDEZ 11/20/12 62.51 0170 S2SO Shop items, antifreeze. 

ROBSTOWN HARDWARE CO INC ESQUIEL PAREDEZ 11/20/12 2S7.S3 0170 S2S4 Repairs to gator stationed at Robstown Park. 

ABC KEYS AND SAFES ESQUIEL PAREDEZ 11/26/12 8.00 0170 S268 Rekeys for park usage. 

THE HOME DEPOT 6S64 ESQUIEL PAREDEZ 11/26/12 88.00 0170 S268 Maintenance items for 83 yard. 

SUPERIOR TRAILER SALES ESQUIEL PAREDEZ 11/26/12 618.50 0170 S249 Instal hitch and labor cost to unit SOOS999. 

ACE HARDWARE PABLO GONZALES JR 10/2S/12 21.61 0180 S268 puc caps, cement, primer and vinal spackle 

ACE HARDWARE MITCHELL LOWE 10/26/12 20.06 0180 S268 oil, funnel, wasp killer screws 

ACE HARDWARE ROBERT AGUILAR 10/26/12 28.99 0180 5268 paint 

B & R SUPPLY & EQUIP ME PABLO GONZALES JR 10/29/12 21.00 0180 S211 rakes 

FERGUSON ENT # 116 THOMAS BUCHANAN 10/29/12 228.96 0180 5249 two flush valves 

PADRE TIRE AND AUTOMOTIVE ALANA SCOTT 10/30/12 31.49 0180 S211 oil change on pick up truck 

ACE HARDWARE ALANA SCOTT 10/30/12 44.9S 0180 S268 broom handles 

PADRE TIRE AND AUTOMOTIVE MITCHELL LOWE 10/30/12 568.69 0180 S211 brake pads, rotors, wheel seal, bearings and labor 

CC DISTRIBUTORS MICHAEL ROBINSON 10/31/12 72.66 0180 S211 drop ship janitorial po 004434 

ACE HARDWARE ROBERT AGUILAR 10/31/12 13.49 0180 5268 locking door bolt 

FERGUSON ENT # 116 THOMAS BUCHANAN 10/31/12 1S.80 0180 5268 tail assembly 

ZARSKY LUMBER CO INC THOMAS BUCHANAN 10/31/12 19.99 0180 S211 drill bit set 



TEXAS SIGN EXPRESS THOMAS BUCHANAN 10/31/12 43.23 0180 5211 signs 

LOWES #01825 MITCHELL LOWE 11/01/12 117.48 0180 5211 light bulbs 

ACE HARDWARE MITCHELL LOWE 11/01/12 8.00 0180 5211 latches for Bob Hall Pier 

ACE HARDWARE MITCHELL LOWE 11/01/12 36.97 0180 5211 hex key set and latches for Bob Hall pier 

ACE HARDWARE THOMAS BUCHANAN 11/01/12 11.99 0180 5268 padlock 

BILMORE AND SON 55 THOMAS BUCHANAN 11/01/12 93.36 0180 5211 hardware, outlet plate, shower bracket, hose end, 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/02/12 388.17 0180 5211 drop ship janitorial po 004435 

ACE HARDWARE MITCHELL LOWE 11/02/12 12.99 0180 5268 latches for Bob Hall Pier 

ACE HARDWARE MITCHELL LOWE 11/02/12 38.97 0180 5211 return of latches for Bob Hall Pier 

ACE HARDWARE THOMAS CHAPA JR 11/02/12 21.98 0180 5211 light bulbs 

ACE HARDWARE PABLO GONZALES JR 11/05/12 24.75 0180 5211 recpticles, pvc box, wall plate for Bob Hall Pier 

ACE HARDWARE MITCHELL LOWE 11/06/12 20.54 0180 5211 barrel bolts 

ACE HARDWARE THOMAS BUCHANAN 11/06/12 9.86 0180 5211 hardware and signs 

OREILLY AUTO 00006908 THOMAS BUCHANAN 11/06/12 21.16 0180 5211 fix a flat and tire repair kit 

ZARSKY LUMBER CO INC THOMAS BUCHANAN 11/06/12 34.44 0180 5211 signs, screws and washers 

PADRE TIRE AND AUTOMOTIVE THOMAS CHAPAJR 11/06/12 68.98 0180 5211 oil change, air filter and state inspection on pic 

ACE HARDWARE MITCHELL LOWE 11/07/12 33.98 0180 5268 saw blades 

EAGLE LOCK & KEY MITCHELL LOWE 11/07/12 129.05 0180 5268 snaps, rings and keys 

LOWES #02506 THOMAS BUCHANAN 11/07/12 75.00 0180 5268 breakers 

LOWES #02506 THOMAS BUCHANAN 11/07/12 174.43 0180 5268 hose bibb, pvc cement, trailer light, thread seal 

LOWES #02506 THOMAS BUCHANAN 11/07/12 75.00 0180 5268 return of breakers 

ACE HARDWARE MITCHELL LOWE 11/08/12 30.77 0180 5268 hardware 

PADRE TIRE AND AUTOMOTIVE THOMAS BUCHANAN 11/08/12 566.01 0180 5249 diagnostics, air flow sensor, labor, brake light s 

CC DISTRIBUTORS MICHAEL ROBINSON 11/09/12 84.80 0180 5211 drop ship janitorial po 004298 ib magee beach park 

ACE HARDWARE MITCHELL LOWE 11/09/12 32.99 0180 5268 light ballast 

ACE HARDWARE MITCHELL LOWE 11/13/12 64.27 0180 5268 paint, roller, paint brush, cutoff blade, wheel gr 

LOWES #01825 PABLO GONZALES JR 11/13/12 259.00 0180 5268 impact drill set 

ACE HARDWARE PABLO GONZALES JR 11/13/12 8.54 0180 5268 masking tape, cable ties, sand paper 

GULF COAST REPAIR THOMAS BUCHANAN 11/13/12 128.05 0180 5249 shifter cable and light switch on pick up truck 

ROBSTOWN HARDWARE CO INC ALANASCOTI 11/14/12 81.60 0180 5254 clutch adjustment on tractor 

ACE HARDWARE THOMAS BUCHANAN 11/14/12 46.68 0180 5268 roller frame, roller covers, paint brush, putty kn 

ACE HARDWARE MITCHELL LOWE 11/15/12 57.09 0180 5268 ospho, sandpaper, wheel grinder wheel, cutoff blad 

LOWES #01825 THOMAS BUCHANAN 11/15/12 132.13 0180 5268 electrical boxes, teflon and electricaltape 

M G BUILDING MATERIALS LT MITCHELL LOWE 11/19/12 73.39 0180 5268 lumber and pry bar 

ACE HARDWARE THOMAS BUCHANAN 11/19/12 17.16 0180 5268 grease 

ZARSKY LUMBER CO INC THOMAS BUCHANAN 11/19/12 49.98 0180 5268 primer paint 

BILMORE AND SON 55 THOMAS BUCHANAN 11/19/12 111.84 0180 5268 faucet connector, funnel, drill bit, hardware, u b 

ACE HARDWARE THOMAS BUCHANAN 11/20/12 33.98 0180 5268 padlocks 

M G BUILDING MATERIALS LT MITCHELL LOWE 11/21/12 92.53 0180 5268 lumber, drill bit, carriage bolt, washers 

ACE HARDWARE PABLO GONZALES JR 11/21/12 51.91 0180 5268 auger, light bulb, bolt, vinyl letters 

PADRE TIRE AND AUTOMOTIVE PABLO GONZALES JR 11/26/12 45.99 0180 5249 state inspection, oil change for pick up turck 

PCC 2223 SCOTICROSS 11/26/12 9.00 0180 5249 car wash 

ZARSKY LUMBER CO INC THOMAS BUCHANAN 11/26/12 147.27 0180 5268 lumber, screws, torx bits, bit holder and saw blad 

DAHILL VILMA JASSO 10/31/12 52.82 0370 5268 Monthly printer management fee 



GATEWAY PRINTING & OFFICE VILMA JASSO 10/31/12 69.00 0370 S211 Canon Printer Maintenance Cartridge 

BEST BUY 000023S2 DANIEL CARRIZALES 11/01/12 119.98 0370 S211 2 Wireless keyboard and mouse combo 

ATT BUS PHONE PMT VILMA JASSO 11/10/12 291.S8 0370 S231 Office desk phones monthly fee 

TWC TIME WARNER CABLE VILMA JASSO 11/15/12 175.80 0370 S236 Internet cable monthly fee 

ISLA GRAND BEACH RESORT BRIG IDA GONZALEZ 11/16/12 291.99 0370 SS42 Lodging for 2012 Border to Border Transportation C 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/29/12 44.07 0402 7421 special order po 1S012 deskfile a to z 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/30/12 28.SO 0402 S268 special order po 1S012 credit memo for return of incorrect iterr 

ALTEX ELECTRONICS LTD STANLEY SVEHLA 10/30/12 329.90 0402 7422 Muti Media Converter 

GARMIN INTERNATIONAL STANLEY SVEHLA 11/01/12 168.00 0402 7421 6 suction cups for GPS 

STAYWELL- KRAMES STANLEY SVEHLA 11/01/12 14.22 0402 7438 refund of tax from October pcard entry 

HOLIDAY INNS STANLEY SVEHLA 11/02/12 2,271.76 0402 7023 Hotel rooms for Supervisor training 

CC DISTRIBUTORS MICHAEL ROBINSON 11/07/12 84.80 0402 7421 drop ship janitorial po 004441 

LOWES #0182S STANLEY SVEHLA 11/07/12 9.94 0402 7421 Master locks for Portable buildings 

OFFICE DEPOT #468 SYLVIA WRIGHT 11/09/12 80.94 0402 7421 6 count document covers 

HYATT HOTELS AUSTIN JAVEDSYED 11/14/12 3.00 0402 7023 Lodging for J Syed Water 

HYATT HOTELS AUSTIN JAVEDSYED 11/14/12 124.20 0402 7023 Lodging for J Syed 

PURCHASE TRAIN CERT STANLEY SVEHLA 11/14/12 37S.OO 0402 7327 Registration for s Svehla for Contract Management 

UNITED 0162346628800 SYLVIA WRIGHT 11/14/12 448.20 0402 7022 Airfare for M Reyes Phoenix AZ 

UNITED 0162346628801 SYLVIA WRIGHT 11/14/12 448.20 0402 7022 Airfare for S Brockman Phoenix AZ 

UNITED 0162346628803 SYLVIA WRIGHT 11/14/12 448.20 0402 7022 Airfare for L Guerreo Phoenix AZ 

UNITED 0162346628804 SYLVIA WRIGHT 11/14/12 448.20 0402 7022 Airfare for K Henry Phoenix AZ 

UNITED 016234662880S SYLVIA WRIGHT 11/14/12 448.20 0402 7022 Airfare for C Smith Phoenix AZ 

DETROIT MEDIA PRTNRSHP 1 SYLVIA WRIGHT 11/16/12 1,7S9.30 0402 7437 Classified Ad in Detroit paper 

ARC SERVICES/TRAINING STANLEY SVEHLA 11/17/12 162.00 0402 7438 CPR training 

D&W ENGRAVING & AWARDS STANLEY SVEHLA 11/26/12 1,128.68 0402 7421 Awards for luncheon 

ARC SERVICES/TRAINING STANLEY SVEHLA 11/27/12 162.00 0402 7438 CPR training 

UNITED 0162346628802 SYLVIA WRIGHT 11/14/12 448.20 0409 7022 Airfare for J Beattie Phoenix AZ 

WM SUPERCENTER#1494 STANLEY SVEHLA 10/26/12 1.68 0410 7421 Kwikset Key 

WM SUPERCENTER#0470 STANLEY SVEHLA 11/09/12 8.22 0412 7421 Bulb and knife blades 

A PLUS PLUMBING ANDRE STANLEY SVEHLA 11/01/12 420.00 0440 S268 Fix and replace broiler drains in laundry room 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/02/12 37.96 0440 7421 special order po 1S048 folders 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/0S/12 163.84 0440 7421 special order po 1S048 classification folders 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/06/12 807.20 0440 7421 special order po 1S048 classification folders 

SHERATON STANLEY SVEHLA 11/06/12 280.40 0440 7023 Lodging forT Lavers 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/07/12 1,009.00 0440 7421 special order po 15048 folders 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/07/12 37.96 0440 7421 special order po 1S048 credit for folders 



KOETTER FIRE CORPUS STANLEY SVEHLA 11/21/12 21S.OO 0440 7S21 Service Charge for Fire Alarm activating several t 

FRED PRYOR CAREERTRACK JL DRAGOO 11/1S/12 128.00 1010 S302 Registration 

CC DISTRIBUTORS MICHAEL ROBINSON 11/07/12 9.00 1120 S211 special order po 1S021 detergent 

CALENDARS MICHAEL ROBINSON 11/13/12 24.49 1121 S211 special order po 1S069 monthly wall calendar 

AMAZON MKTPLACE PMTS MICHAEL ROBINSON 10/26/12 1S4.99 1125 S211 special order po 09421 floor stand 

CC DISTRIBUTORS MICHAEL ROBINSON 11/02/12 84.48 112S S211 special order po 1S042 chair mat 

1/8/2013 Prepared By Auditors Office 8of24


BESTBUY.COM 00009944 MICHAEL ROBINSON 11/02/12 99.99 1125 5211 special order po 09483 san us wall mount for tv 

AMAZON MKTPLACE PMTS MICHAEL ROBINSON 11/05/12 64.00 1125 5211 special order po 09470 brother toner cartridge 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/05/12 41.24 1125 5211 special order po 15050 brother label maker 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/05/12 199.00 1125 5211 special order po 15049 coat rack 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/06/12 245.00 1125 5211 special order po 15051 bulletin board 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/09/12 17.45 1125 5211 special order po 15072 adapter ac 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/12/12 22.62 1125 5211 special order po 15043 dispenser 

USPS 48202004134809947 PAM ISAACSON 10/30/12 18.40 1130 5211 15 day letter to AG and copy to Michael Westergre 

USPS 48202004134809947 BELINDA PERSOHN 11/01/12 11.90 1130 5217 10 day letter to AG and requestor Edwards Law Firm 

USPS 48202004134809947 BELINDA PERSOHN 11/06/12 11.50 1130 5211 10 day letter to AG and notice to requestor M. Wen 

SBOT-TX BAR CLE PAM ISAACSON 11/07/12 484.00 1130 5302 register Jenny and Belinda for Advanced Real Estat 

PRONTO REPROGRAPHIC INC ANNETTE MENDOZA 11/08/12 45.90 1130 5307 3 sets of documents for Rose Acres 

USPS 48202004134809947 BELINDA PERSOHN 11/08/12 24.05 1130 5217 AG Brief, letter to Edwards Law Firm, AG 10 day le 

USPS 48202004134809947 ALISSA ADKINS 11/14/12 6.80 1130 5217 Salazar v Nueces County 2:12-cv-24 Discovery to Ch 

USPS 48202004134809947 MELISSA VELA MARTINE 11/14/12 13.95 1130 5217 15 day letter to Michael Wenk and AG 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/31/12 134.98 1180 5211 special order po 15038 casebinders 

CORPUS CHRISTl STAMPWORKS MICHAEL ROBINSON 11/05/12 22.32 1190 5211 special order po 09473 self inking stamp pads 

BROADWAY CAFE ROCHELLE LIMON 11/05/12 134.64 1190 5221 Election lunch & Ballot Board 

PIZZA HUT 23634 ROCHELLE LIMON 11/06/12 236.50 1190 5221 Election dinner County Clk staff 

GULF COAST LASER RENU ROCHELLE LIMON 11/14/12 1,292.00 1190 5211 New bulb for scanner 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 151.73 1200 5211 special order po 15030 hp q2610a cartridge 

THE HOME DEPOT 526 RAFAEL BENAVIDEZ 10/29/12 24.66 1200 5211 1 73x72 white roller shade for Port Aransas Tax Of 

BIRO'S RUBBER STAMPS RAFAEL BENAVIDEZ 10/29/12 49.95 1200 5211 1 self inking date stamp 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/31/12 850.40 1200 5268 special order po 15041 hp CF280A cartridge 

OFFICE DEPOT #468 RAFAEL BENAVIDEZ 10/31/12 188.99 1200 5249 1 sixteen port switch 

ALTEX ELECTRONICS LTD ROMEO RAMIREZ 11/01/12 59.90 1200 5211 TWO KVM SWITCHES FOR TAX OFFICE 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/02/12 12.22 1200 5211 special order po 15047 monitor wipes 

ONLINE RIVER, LLC MICHAEL ROBINSON 11/04/12 501.95 1200 5211 special order po for tax office card punches 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/09/12 83.67 1200 5211 special order po 15071 machine paper roll 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/13/12 32.85 1200 5211 special order po 15076 tricolor cartridge 

AMERICAN SOLUTIONS4 BUS MICHAEL ROBINSON 11/14/12 2,056.44 1200 5211 special order po 09411 voter registration cards 

AMAZON.COM MICHAEL ROBINSON 11/17/12 129.33 1200 5211 special order po 09475 2-port switch 

FEDEX 09715020 BRENDA CANALES 10/27/12 32.30 1240 5211 pickup charge 

TWC TIME WARNER CABLE BRENDA CANALES 10/27/12 318.15 1240 5249 Internet Service for Comm Pet 3 

FILEMASTERS BRENDA CANALES 10/31/12 936.20 1240 5268 Shredder repair 

AUTOZONE #1328 MICHAEL SCOTT 10/31/12 12.96 1240 5249 Motor oil 

APEXCCTV MICHAEL SCOTT 11/07/12 515.02 1240 5185 Camera 

TWC TIME WARNER CABLE BRENDA CANALES 11/09/12 106.75 1240 5231 Internet Service for Bishop 

TWC TIME WARNER CABLE BRENDA CANALES 11/11/12 110.58 1240 5231 Internet service for inland parks 

TWC TIME WARNER CABLE BRENDA CANALES 11/13/12 158.73 1240 5231 internet service for Juvenile 

OFFICE DEPOT #468 MICHAEL SCOTT 11/14/12 499.99 1240 5211 printer 

REPUBLIC SERVICES TRASH BRENDA CANALES 11/15/12 149.29 1240 5239 garbage pick up for Records Warehouse 

PEPSIEVERESTWATERCOFFE BRENDA CANALES 11/16/12 103.66 1240 5261 Water Service for Records Warehouse 

ATT BILL PAYMENT BRENDA CANALES 11/16/12 221.95 1240 5231 Internet service for Info Tech 



TWC TIME WARNER CABLE BRENDA CANALES 11/18/12 378.77 1240 S231 Internet service for Keach Library 

DIGIT SIGNAGE TECHNOLOGIE MIKE BIDDLE 11/19/12 97.14 1240 5643 Power Supply 

BROOKS TIRE IN56911761 MICHAEL SCOTI 11/20/12 178.19 1240 5249 fix tires 

MARRIOTI SAN ANTONIO N.W. BRENDA CANALES 11/21/12 247.52 1240 5S42 Hotel for conference 

ALTEX ELECTRONICS LTD MIKE BIDDLE 11/26/12 52.90 1240 5643 Adapters 

TWC TIME WARNER CABLE BRENDA CANALES 11/27/12 318.15 1240 5231 Internet service for Comm Pet 3 

PAYPAL CORPUSCHRIS JULIE GUERRA 11/09/12 20.00 1245 5302 HR Seminar with Corpus Christi Human Resource Mana 

FEDEX 877115467915 ANNETIE MENDOZA 11/04/12 28.38 1250 5217 Overnight invoice payment to Precise Constr Comp. 

SPRINT WIRELESS REBECCA RAMIREZ 11/09/12 8,390.67 1250 1458 781948816 OCT12 09/17-10/16 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/12/12 127.98 1250 5211 special order po 15065 numbering stamp 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/15/12 83.30 1250 5211 special order po 15066 stamp 

AGENT FEE 8900584340626 REBECCA RAMIREZ 11/26/12 40.00 1250 5542 Galvan 11/26/12 Trip To Austin 

UNITED 0167148018821 REBECCA RAMIREZ 11/26/12 207.10 1250 5542 Galvan 11/26/12 Trip To Austin 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/25/12 12.48 1270 1500 office supply po 004397 for supply rm inventory 

GULF COAST MAILING SERV MICHAEL ROBINSON 10/25/12 2,146.55 1270 5249 mail service invoice 24377 for sep 2012 services 

CORPUS CHRISTl CALLER ANNETIE MENDOZA 10/26/12 288.30 1270 5211 IFB 2921-12 Personnel Services 

ZEBRATECHNOLOGIES INTL MICHAEL ROBINSON 10/26/12 451.16 1270 5249 office supply po 004417 for supply rm inventory 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 12.48 1270 5249 office supply po 004397 credit memo for return of incorrect ite1 

CC DISTRIBUTORS MICHAEL ROBINSON 10/26/12 103.62 1270 5249 janitorial supply po 004423 for supply rm inventory 

AMAZON.COM MICHAEL ROBINSON 10/27/12 259.69 1270 1500 po 004424 flash drives for supply rm inventory 

AMAZON MKTPLACE PMTS MICHAEL ROBINSON 10/29/12 29.94 1270 5249 special order po 09461 snap n store file box 

ZEP SALES AND SERVICE MICHAEL ROBINSON 10/29/12 115.81 1270 5249 janitorial supply po 004422 for supply rm inventory 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 10/29/12 695.00 1270 5249 office supply po 004398 for supply rm inventory cartridges 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 10/29/12 2,184.00 1270 5249 copy paper for supply rm po 004427 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 10/29/12 676.37 1270 1500 janitorial supply po 004404 for supply rm inventory 



CITY OF CC SOLID WASTE NICK PALACIOS JR 10/29/12 50.56 1270 5249 landfill and disposal fees for purchasing dept 

FINANCIAL SERVICES MICHAEL ROBINSON 10/30/12 22,731.69 1270 5268 ricoh copier lease payment inv 87983314 for nov 20 

A&W OFFICE SUPPLY MICHAEL ROBINSON 10/30/12 126.84 1270 5268 office supply po 004431 for supply rm inventory 

USPS 48202304034809863 ROMEO RAMIREZ 10/30/12 1,125.00 1270 5268 STAMPS FOR SUPPLY ROOM 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 10/31/12 510.04 1270 1500 paper for supply rm po 004420 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/31/12 2.93 1270 5211 special order po 15037 paint marker 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/31/12 167.74 1270 5211 office supplies for supply rm po 04425 





GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/01/12 1,285.37 1270 5211 office suppy po 04426 for supply rm 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/01/12 1,651.68 1270 1500 janitorial supply po 004433 for supply rm inventory 

TEJAS OFFICE SUPPLY MICHAEL ROBINSON 11/02/12 314.52 1270 1500 office supply po 004436 for supply rm inventory 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/02/12 67.00 1270 1500 office supply po 004361 credit memo for return of incorrect ite1 

CC FILE PRO MICHAEL ROBINSON 11/05/12 750.00 1270 5211 file boxes for supply rm inventory 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 11/06/12 204.25 1270 5211 paper for supply rm po 04448 




DAILY AND WELLS RAUL RODRIGUEZ 11/06/12 16.00 1270 3330 Pocket Clips for the Bailiff 105 th DC 

RICOH MANAGEMENT SERVICE MICHAEL ROBINSON 11/07/12 16,162.06 1270 1466 copy center labor inv c07 47736 for oct 2012 

COASTAL OFFICE PRODUCT MICHAEL ROBINSON 11/07/12 26.40 1270 1500 office supply po 004372 for supply rm inventory 

COASTAL OFFICE PRODUCT MICHAEL ROBINSON 11/07/12 41.85 1270 1500 office supply po 004399 index 1-31 

A&W OFFICE SUPPLY MICHAEL ROBINSON 11/07/12 47.86 1270 1500 first aid kits po 04449 for supply rm 

CC DISTRIBUTORS MICHAEL ROBINSON 11/07/12 106.00 1270 1500 janitorial supplies po 004454 for supply rm invent 

COASTAL OFFICE PRODUCT MICHAEL ROBINSON 11/07/12 225.00 1270 1500 office supply po 004372 hand cleaning pads 

COMLINK WIRELESS MICHAEL ROBINSON 11/07/12 481.50 1270 1500 radio batteries for supply rm inventory po 04455 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/07/12 1,127.28 1270 1500 office supplies for supply rm po 04456 

COASTAL OFFICE PRODUCT MICHAEL ROBINSON 11/07/12 1,219.86 1270 1500 office supply po 004399 for supply rm inventory 

COASTAL OFFICE PRODUCT MICHAEL ROBINSON 11/07/12 2,051.52 1270 1500 office supply po 004372 for supply rm inventory 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/08/12 643.00 1270 1500 office supply po 004428 for supply rm inventory cartridges 

MOORE MEDICAL LLC WEB MICHAEL ROBINSON 11/08/12 172.55 1270 1500 gloves for supply rm inventory 

BROOKS TIRE IN56911761 RAUL RODRIGUEZ 11/08/12 31.95 1270 5249 Purchasing Truck #co 58128 Rotate tires,and oil ch 

CC DISTRIBUTORS MICHAEL ROBINSON 11/09/12 10.60 1270 1500 janitorial supply po 004453 for supply rm inventory 




GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/09/12 656.66 1270 1500 janitorial po 004452 for supply rm inventory 

PRONTO REPROGRAPHIC INC MICHAEL ROBINSON 11/09/12 1,129.95 1270 5211 Split 

ST ANTHONY HOTEL ELSA SAENZ 11/10/12 278.04 1270 5542 Texas Public Purchasing 2012 fall conference 

CC FILE PRO MICHAEL ROBINSON 11/13/12 750.00 1270 1500 storage boxes for supply rm inventory 

CARTRIDGE WORLD OF MICHAEL ROBINSON 11/14/12 120.00 1270 1500 toner cartridges for supply rm inventory 

FASCLAMPITT CORPUS CHRIST MICHAEL ROBINSON 11/14/12 563.13 1270 1500 paper for supply rm po 04469 

FASCLAMPITT CORPUS CHRIST MICHAEL ROBINSON 11/14/12 2,184.00 1270 5211 paper for supply rm po 04477 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/14/12 1,297.58 1270 1500 office supplies po 04474 for supply rm 

CC DISTRIBUTORS MICHAEL ROBINSON 11/15/12 44.64 1270 1500 janitorial po 004472 for supply rm inventory 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/15/12 163.80 1270 1500 gavels for supply rm po 04465 


GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/16/12 524.48 1270 1500 janitorial supplies po 004473 for supply rm 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/19/12 276.00 1270 1500 office supply po 004457 cartridges 

OFFICE COMMUNICATIONS SY MICHAEL ROBINSON 11/19/12 74.00 1270 5211 riso lease invoice 9489178 

OFFICE COMMUNICATIONS SY MICHAEL ROBINSON 11/19/12 190.10 1270 5518 riso lease invoice 9489178 




CORPUS CHRISTl CALLER ANNETTE MENDOZA 11/20/12 372.00 1270 5414 IFB 2920-12 Memorial Agricultural Center ShowBarn 


CC DISTRIBUTORS MICHAEL ROBINSON 11/20/12 31.20 1270 1500 janitorial po 004494 for supply rm inventory 


INSTITUTE FOR SUPPLY MGT MICHAEL ROBINSON 11/21/12 25.00 1270 5447 ism membership fee for elsa saenz 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/21/12 65.25 1270 1500 office supply po 04490 for supply rm 


1/8/2013 Prepared By Auditors Office 11 of 24


A&W OFFICE SUPPLY MICHAEL ROBINSON 11/21/12 95.72 1270 1500 office supply po 004495 for supply rm inventory 


PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 149.00 1270 5251 service invoice 434081 for spy8 laser printer serial 0000011125 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 166.00 1270 5251 service invoice 434080 for SBDS barcode scanner serial 000000 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 174.00 1270 5251 service invoice 434078 for MP30 serial 0000176013 for 2012-1: 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 240.00 1270 1500 office supply po 004466 cartridges 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 403.00 1270 5251 service invoice 434079 for U7PS Power Stacker serial 00033024 

TEXAS HISTORICAL COMM MICHAEL ROBINSON 11/26/12 500.00 1270 5437 historical marker fee applications for five marker 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 11/26/12 1,092.00 1270 1500 paper for supply rm po 004497 

PITNEYBOWES ONLINEBILL MICHAEL ROBINSON 11/26/12 2,487.00 1270 5251 service invoice 434077 for SVAF DM1100 WOW mailing system 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 11/26/12 2,743.68 1270 1500 copy paper po 004491 for supply rm 

A&W OFFICE SUPPLY MICHAEL ROBINSON 11/26/12 249.70 1270 1500 office supply po 004496 envelopes for supply rm inventory 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/26/12 471.63 1270 1500 janitorial item po 04493 for supply rm 

RICOH MANAGEMENT SERVICE MICHAEL ROBINSON 11/07/12 156.60 1275 5518 sept12 copy center overages 

SQ ORLANDO DOMINGUEZ MICHAEL ROBINSON 11/16/12 1,751.00 1285 5417 retirement watches for supply rm inventory 

PAYPAL ALARMFX YOLANDA MORENO 11/16/12 312.49 1305 5268 Replacement Parts on Access Control Panels 

ARC MICHAEL MOLINA 11/20/12 142.56 1305 5211 Security Directory Signs 

CARINO'S ITALIAN #41 MILES TOREN 10/25/12 137.21 1319 5221 Purchase of Juvenile Board Luncheon on 10/25/2012. 

TURNERS LANDSCAPE INC JUAN ARANDA 11/06/12 17.98 1322 5211 Plant food for plants in courtyard 

THE HOME DEPOT 6584 JUAN ARANDA 11/06/12 64.00 1322 5211 Tree spke foods and mulch for plants in courtyard 

WM SUPERCENTER#0470 JUAN ARANDA 11/27/12 106.07 1322 5438 Retirement Party supplies for Chief Peralta 

ACADEMY SPORTS #29 MELISSA BURNS 10/26/12 62.82 1324 5453 Raquetballs for recreation 

GALLS INTERN MARYLOU YZAGUIRRE 11/01/12 317.90 1324 5440 Integrity evidence bags used by inmates 

GALLS INTERN MARYLOU YZAGUIRRE 11/01/12 317.90 1324 5440 Integrity evidence bags used by inmates 

BOB BARKER COMPAN01 OF 01 ROBERT COLLINS 11/13/12 121.84 1324 5453 Chess and checker sets for inmate use 

BOB BARKER COMPAN01 OF 01 ROBERT COLLINS 11/13/12 220.09 1324 5440 Three hair clippers for inmate haircuts 

BOB BARKER COMPAN01 OF 01 ROBERT COLLINS 11/13/12 222.00 1324 5453 Ten basketballs for inmate use 

SANTA FE ANIMAL HOSPITAL M DAVIS 10/26/12 188.80 1330 5444 Office visit and medicine for Zorro 

PETSMART INC 196 ERIC WOOD 11/14/12 69.79 1330 5222 Canned foods and one bag of dog food 

WM SUPERCENTER#1494 M DAVIS 11/15/12 47.06 1330 5222 CANINE DOG FOOD AND VITAMIN SUPPLEMENTS 



PETSMART INC 196 ERIC WOOD 11/26/12 97.98 1330 5222 Two bags of dry dog food 

APOLLO TOWING ADRIANA MOLINA 10/29/12 75.00 1380 5211 Vehicle would not start and needed towing services 

BAY AUTO SERVICE ADRIANA MOLINA 10/31/12 210.00 1380 5249 Automotive repairs to vehicle after it would not s 

TIRE DEPOT ADRIANA MOLINA 11/07/12 84.99 1380 5249 Oil change, tire rotation and balance. Project num 

TRIO AUTOMOTIVE SERVICE ADRIANA MOLINA 11/13/12 890.92 1380 5249 Automotive repairs: new brakes and new struts. Pro 

PLUMBMASTER INC BOBBY RIOS 10/25/12 686.56 1400 5249 plumbing parts and supplies for the jail 

CORPUS CHRISTl SAFE & LOC RUDY MOYA 10/26/12 110.00 1400 5268 service call to rekey master lock at 5th floor in 

ASHMORE PAINT CO INC NICK PALACIOS JR 10/29/12 782.56 1400 5268 pastel base deep base and med base paint for main 

THE HOME DEPOT 6584 RUDY MOYA 10/30/12 118.91 1400 5268 parts amd materials for small project at courtouse 

ARMSTRONG LUMBER RICARDO GALINDO 10/31/12 41.00 1400 5268 parts, supplies and materials for courlthouse bunk 

ZARSKY LUMBER CO RICARDO GALINDO 10/31/12 103.86 1400 5268 parts, supplies and materials for courthouse bunks 

SWIFF TRAIN CO LLC RICARDO GALINDO 10/31/12 688.00 1400 5268 parts,supplies and materials for courthouse bunks 



GRAYBAR ELECTRIC COMPANY RICHARD VARGAS 10/31/12 44.82 1400 5268 bulbs for jail and courthouse 

GRAYBAR ELECTRIC COMPANY RICHARD VARGAS 10/31/12 265.65 1400 5268 u.ltra max high effeciency bulbs for jail and court 

INTERNATIONAL ELECTRONICS RICHARD VARGAS 10/31/12 368.40 1400 5268 battery pack for exit lights in jail 

FAIRWAY SUPPLY INC RUDY MOYA 10/31/12 697.25 1400 5268 power speedex for courthouse shop 

ASHMORE PAINT CO INC RICARDO GALINDO 11/01/12 586.92 1400 5268 pastel base paint for main jail 

DOOR DIRECT JAMES GAMEZ 11/02/12 345.00 1400 5268 secure door to parking garage, remove existing plu 

ASHMORE PAINT CO INC RICARDO GALINDO 11/02/12 14.06 1400 5268 lacquer thinner for jail bunks 

THE HOME DEPOT 6584 RICARDO GALINDO 11/02/12 127.35 1400 5268 parts,supplies and materials for jail bunks 

RD WELDING SERVICE INC JAMES GAMEZ 11/05/12 275.00 1400 5268 replace angle iron and flat bar in 6e old jail 

DOOR DIRECT JAMES GAMEZ 11/06/12 645.00 1400 5268 furnish and install electric strikes with 2 remote 

GRAYBAR ELECTRIC COMPANY RICHARD VARGAS 11/06/12 509.12 1400 5268 bulbs for jail and courthouse 

ACE BOLT RUDY MOYA 11/06/12 30.25 1400 5268 screws for the jail 

BIRD'S RUBBER STAMPS RUDY MOYA 11/06/12 15.00 1400 5268 change name signs at 13th court of appeals in the 

ASHMORE PAINT CO INC RUDY MOYA 11/07/12 195.22 1400 5268 epoxy gloss catalyst for the jail 

SEARS ROEBUCK 8397 RUDY MOYA 11/08/12 119.96 1400 5268 parts, supplies and materials for courthouse shop 

ASHMORE PAINT CO INC RICARDO GALINDO 11/13/12 133.34 1400 5268 tray liner, gold pro covers trim brush and masking 

BIRD'$ RUBBER STAMPS RUDY MOYA 11/13/12 24.00 1400 5268 name change on court 3 at the courthouse 

THE HOME DEPOT 6584 RICARDO GALINDO 11/14/12 44.16 1400 5268 whitewood brad nail and round knob for probation o 

MCCOYS#17 RUDY MOYA 11/14/12 46.69 1400 5268 plugs, cement and adhesive for the courthouse 

PURVIS INDUSTRIES BOBBY RIOS 11/16/12 34.12 1400 5268 fan belts for main jail 

THE HOME DEPOT 6584 RICARDO GALINDO 11/16/12 40.85 1400 5268 parts and supplies for courthouse 

CORPUS CHRISTl SAFE & LOC RUDY MOYA 11/16/12 410.00 1400 5268 service call to install lock at the jail 

DOOR DIRECT JAMES GAMEZ 11/19/12 164.10 1400 5268 replace drive bearing on automatic slide door at t 

PLUMBMASTER INC BOBBY RIOS 11/20/12 462.80 1400 5268 plumbing parts and supplies for main jail 

GRAYBAR ELECTRIC COMPANY RICHARD VARGAS 11/21/12 470.50 1400 5268 light fixtures for the jail 

JOHNSTONE SPLY AT CORPUS BOBBY RIOS 11/26/12 53.86 1400 5268 fan belts for main jail 

THE HOME DEPOT 6584 BOBBY RIOS 11/26/12 60.95 1400 5268 copper pipe small torch for plumbing work in jail 

THE HOME DEPOT 6584 RUDY MOYA 11/26/12 9.50 1400 5268 overlay hinges and top ring round knob for the cou 

ASHMORE PAINT CO INC RUDY MOYA 11/26/12 72.43 1400 5268 pastel base paint paint liners fori 

STEWART DEAN BEARING COMP BOBBY RIOS 11/27/12 176.22 1400 5268 bearing shaft for exhaust fan at old jail 

FACILITY SOLUTIONS GROUP BILLIE COOPER 10/26/12 422.05 1460 5249 light fixtures for juvenile justice center 

SOUTH TEXAS RESTAURANT EQ RONNIE BETO 10/29/12 80.74 1460 5249 service call to troubleshoot and replace condensat 

SIMPLEX GRINNELL WEB P RONNIE BETO 10/30/12 469.84 1460 5268 smoke detectors for juvenile justice center 

JOHNSTONE SPLY AT CORPUS BILLIE COOPER 11/05/12 11.54 1460 5268 unimatch belt for juvenile justice center 

FERGUSON ENT # 116 BILLIE COOPER 11/05/12 80.46 1460 5211 sink valve and supply lines for juvenile justice c 

A PLUS PLUMBING AND RE BILLIE COOPER 11/06/12 105.00 1460 5211 service call for plumbing works in pod aS at juven 

PRO TECH MECHANICAL INC RONNIE BETO 11/07/12 421.82 1460 5265 service call to replace capacitor on ahu 6 heater 

TWC TIME WARNER CABLE MARYANN HARTUNG 11/16/12 88.16 1460 5266 monthly basic and commercial video cable for juven 

FACILITY SOLUTIONS GROUP BILLIE COOPER 11/19/12 106.20 1460 5268 lighting fixtures for juvenile justice building 

RICH LINE TECHNICAL SER WILLIAM WORLEY 11/19/12 280.00 1460 5268 relocate stations and change from analog to digita 

BINSWANGER GLASS RUDY MOYA 11/20/12 351.80 1460 5268 replace glass at juvenile boot camp 

KOETTER FIRE CORPUS RONNIE BETO 11/21/12 215.00 1460 5268 service call to clean smoke detector at justice bo 

KOETTER FIRE CORPUS RONNIE BETO 11/21/12 260.00 1460 5268 service call to open circuit and replace batteries 

CHUCKS ELECTRIC RONNIE BETO 11/27/12 827.49 1460 5265 service call to replace 250 watt lamps and ballast 



A PLUS PLUMBING AND RE YOLANDA MORENO 11/27/12 1,400.00 1460 5265 Labor and Material for new Floor Drain 

A PLUS PLUMBING ANDRE BILLIE COOPER 11/28/12 260.00 1460 5265 main line stoppage in detention center and probati 

CORPUS CHRISTl SAFE & LOC RUDY MOYA 10/26/12 200.50 1490 5211 service call to install and duplicate keys at cscd 

SQ INTEGRITY COMMUNICATI JOHN SPENCER 11/05/12 100.00 1490 5211 troubleshoot and repair on phone system at cscd pr 

A & B PLASTICS RUDY MOYA 11/06/12 199.00 1490 5211 clear polycarbonate for cscd building 

SQ INTEGRITY COMMUNICATI DIPAK DESAI 11/07/12 1,180.00 1490 5235 Replace Module in Phone System CSCD Bldg on Gollih 


PC LIQUIDATIONS.COM JOHN SPENCER 11/16/12 139.09 1490 5235 tel axxess display phone for cscd building phone s 

FACILITY SOLUTIONS GROUP BILLIE COOPER 11/19/12 320.00 1490 5268 parking lot lights for cscd building 

A PLUS PLUMBING ANDRE RONNIE BETO 11/22/12 135.00 1490 5265 service call to clear sink at cscd probation buil 

FOURPAIR COM JOHN SPENCER 10/29/12 34.31 1500 5249 handset coil for courthouse phone system 

ATLASPHONES JOHN SPENCER 10/29/12 68.00 1500 5211 repair operator console kit on courthouse phone sy 

TL MECHANICAL DIPAK DESAI 10/30/12 198.90 1500 5268 Replaced Blown Fuses Old Jail Kitchen 

MUNIZ ELECTRICAL MASTERS RICHARD VARGAS 10/31/12 470.63 1500 5211 service call to troubleshoot burnt wires, reset co 

WATER CONSULTANTS OF TEXA DIPAK DESAI 11/01/12 337.50 1500 5211 Professional Water Treatment and Services Courthou 

WATER CONSULTANTS OF TEXA DIPAK DESAI 11/01/12 662.50 1500 5211 Professional Water Treatment and Services Courthou 

MUNIZ ELECTRICAL MASTERS YOLANDA MORENO 11/01/12 3,080.00 1500 5211 Emergency Electrical work Install Motor for Water 

MUNIZ ELECTRICAL MASTERS YOLANDA MORENO 11/01/12 3,080.00 1500 5211 Credit to Correct Error for transaction dated Nove 

ATLASPHONES JOHN SPENCER 11/06/12 224.00 1500 5211 meridian M2317 telephone with power for jail phone 

ADI SECURITY PRD HU JOHN SPENCER 11/06/12 411.07 1500 5235 phone non amplifier for jail phone system 

ALLIED ELECTRONICS INC JOHN SPENCER 11/08/12 6.44 1500 5268 freight on lithium batteries for jail phone system 

ALLIED ELECTRONICS INC JOHN SPENCER 11/08/12 46.30 1500 5268 lithium batteries for jail phone system 

FOURPAIR COM JOHN SPENCER 11/08/12 139.65 1500 5268 line cord, cat3 jack and cat6 wires for courthouse 

CMS COMMUNICATIONS INC. JOHN SPENCER 11/12/12 287.04 1500 5235 2500 phone black for courthouse phone system 

WWGRAINGER JOHN SPENCER 11/13/12 72.35 1500 5268 machine screw button for jail phone system 

MUNIZ ELECTRICAL MASTERS YOLANDA MORENO 11/14/12 3,080.00 1500 5265 Emergency Electrical work Install Motor for Water 

ACETYLENE OXYGEN CO MARYANN HARTUNG 11/15/12 127.75 1500 5435 helium, acytelene, oxygen and argon cylinder equip 

FOURPAIR COM JOHN SPENCER 11/16/12 299.94 1500 5268 cat6 cable wires for courthouse network 

TWC TIME WARNER CABLE MARYANN HARTUNG 11/16/12 107.36 1500 5266 monthly basic and commercial video cable for court 

LARSON PLUMBING UTILITY C DIPAK DESAI 11/20/12 1,033.00 1500 5265 Drain Plumbing Repairs CH 2nd and 3rd Floor 

PRO TECH MECHANICAL INC BOBBY RIOS 11/26/12 601.60 1500 5265 service call on hot water isolation valve not oper 

ATLASPHONES JOHN SPENCER 11/26/12 331.00 1500 5235 meridian M2317 telephone with power for jail phone 

LOWES #01825 NICK PALACIOS JR 11/13/12 179.88 1520 5680 banquet tables and chairs for bishop building 

FERGUSON ENT # 116 BILLIE COOPER 11/15/12 15.79 1520 5268 plumbing parts and supplies for bishop building 

ROBSTOWN UTILITY SYSTEMS REBECCA RAMIREZ 11/09/12 5,876.01 1S40 1660 17112000 SEP12 09/15-10/15 

RICH LINE TECHNICAL SER WILLIAM WORLEY 11/19/12 240.00 1540 5268 installed one network data drop for have computer 

ELITE FLAGS AND POLES IDA GARZA 10/25/12 481.00 1545 5249 purchased US and Texas state flags for Keach fa mil 

GULF TRACTOR CO. IDA GARZA 11/05/12 593.99 1545 5211 purchased ECHO power pruner for large trees at KFL 

THE HOME DEPOT 6564 IDA GARZA 11/05/12 7.68 1545 5211 CREDIT for wrong color landscaping retaining wall 








NUECES COUNTY WATER DISCT REBECCA RAMIREZ 11/14/12 41.21 1S50 1660 26034000 SEP12 09/15-10/15 

CHUCKS ELECTRIC RONNIE BETO 10/30/12 374.25 1565 5268 service call to install chime kit bell door sensor 

FACILITY SOLUTIONS GROUP BILLIE COOPER 10/31/12 25.66 1565 5268 light fixtures for medical examiners building 

TROYS FENCE RONNIE BETO 10/31/12 175.00 1565 5268 service call to realign photo beam at medical exam 

THE HOME DEPOT 6584 RONNIE BETO 11/01/12 81.82 1565 5268 parts and material supplies for medical examiners 

SOUTH TEXAS RESTAURANT EQ RONNIE BETO 11/02/12 288.99 1565 5268 service call to troubleshoot on condenser hot gas 

CHUCKS ELECTRIC RONNIE BETO 11/09/12 340.00 1565 5268 service call to troubleshoot and repair exterior I 

CHUCKS ELECTRIC RONNIE BETO 11/09/12 627.50 1565 5265 service call to install new 100 amp disc and re pi 

MID COAST ELECTRIC SUPPLY RONNIE BETO 11/10/12 6.40 1565 5268 parts and supplies for medical examiner building m 

MID COAST ELECTRIC SUPPLY RONNIE BETO 11/10/12 179.10 1S65 5268 electrical parts and supplies for medical examiner 

MID COAST ELECTRIC SUPPLY RONNIE BETO 11/10/12 235.00 1565 5268 safety switch for medical examiners building morgu 

THE SAFEGUARD SYSTEM INC YOLANDA MORENO 11/21/12 152.50 1565 5268 Programmed 10 Key FOBS at Medical Examiners 

BROOKS TIRE IN56911761 YOLANDA MORENO 10/25/12 1,091.7S 1570 5249 Vehicle Tires, State Inspection, Vehicle Oil Chang 

PAYLESS MOVERS DIPAK DESAI 10/30/12 330.00 1570 5455 5th Floor Moving Services Performed 

ASH RAE YOLANDA MORENO 11/01/12 210.00 1570 5447 Membership Renewal for Dipak Desai, P.E. 

SQ FASTTRACK AUTO MARYANN HARTUNG 11/02/12 14.50 1570 5249 state inspection on unit 302 

UNIVAR USA INC VICTOR HINOJOSA 11/08/12 122.00 1570 5438 Flyweb Plug In for Courthouse 

LOWES #01825 NICK PALACIOS JR 11/13/12 349.86 1570 5680 banquet tables for courthouse use 

BROOKS TIRE IN56911761 BILLIE COOPER 11/16/12 46.45 1570 5249 state inspection and oil change for unit 12 

SKILLPATH SEMINARS MAIN YOLANDA MORENO 11/20/12 99.00 1570 5302 Registration for Bobby Rios, Excelling as a Manage 




THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 10/25/12 12.00 1590 5268 1FT REBAR FOR CAR STOPPERS 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 10/25/12 93.60 1590 5261 CEMENT FOR POLES TO INSTALL FENCE 

WWGRAINGER ELIZABETH MONTEMAYOR 10/29/12 13.20 1590 5268 FUNNELS FOR METAL GAS CANS 

BELL FENCE OF CORPUS CHRI ELIZABETH MONTEMAYOR 10/29/12 24.21 1590 5211 FUNNELS FOR METAL GAS CANS 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/01/12 23.05 1590 5211 special order po 15023 sani tyze quat 

WESTERN AUTO & ACE HDWR ELIZABETH MONTEMAYOR 11/06/12 16.84 1590 5268 POWER CORD FOR STOVE IN BLUE ROOM-ELECTTRICAL EQUI 

WESTERN AUTO & ACE HDWR ELIZABETH MONTEMAYOR 11/06/12 19.47 1590 5211 MARKING SPRAY PAINT TO MARK UTILITY LINES 

WESTERN AUTO & ACE HDWR ELIZABETH MONTEMAYOR 11/06/12 87.37 1590 5211 COVER-CAP FOR RESTROOM-BOLTS- KEYS FOR SHOW BARN-B 

WESTERN AUTO & ACE HDWR ELIZABETH MONTEMAYOR 11/06/12 101.93 1590 5211 WEEDEATING LINE FOR STIHL-TIRE GAUGE AND SUPER SEA 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/07/12 16.97 1590 5268 SPC DRILL SET 

VIP CARWASH SUPER LUBE ELIZABETH MONTEMAYOR 11/07/12 44.38 1590 5249 OIL CHANGE FOR TRUCK 

M G BUILDING MATERIALS LT ELIZABETH MONTEMAYOR 11/08/12 3.27 1590 5268 EXCHANGE WRONG SIZE DRILL BITS 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/09/12 17.54 1590 5268 DRILL BIT 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/09/12 16.97 1590 5268 RETURNED WRONG SIZE 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/16/12 13.99 1590 5268 WHEEL LINE FOR PUSH WEEDEATER 

CAVENDERS BOOT#29 ELIZABETH MONTEMAYOR 11/16/12 90.00 1590 5463 WORK SHOES-TIM JARAMILLO 

ACADEMY SPORTS #29 ELIZABETH MONTEMAYOR 11/16/12 90.00 1590 5463 WORK BOOTS FOR JOE LISTER 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/19/12 236.00 1590 5261 INTERIOR AND EXTERIOR DOORS FOR HALLWAY IN A-WING 

CAVENDERS BOOT #29 ELIZABETH MONTEMAYOR 11/21/12 80.99 1590 5463 WOKR BOOTS FOR PEGGY BRASHEAR 

THE HOME DEPOT 6564 ELIZABETH MONTEMAYOR 11/26/12 112.00 1590 5264 PAINT FOR GAZEBO 




ROBSTOWN UTILITY SYSTEMS REBECCA RAMIREZ 11/09/12 379.00 1600 1660 10072000 SEP12 09/1S-10/15 

FACILITY SOLUTIONS GROUP BILLIE COOPER 10/26/12 212.40 1740 5211 250w clear mogul for mckinzie jail annex 

FERGUSON ENT # 116 BILLIE COOPER 10/26/12 785.00 1740 5268 shower valve for mckinzie jail annex 

ASHMORE PAINT CO INC RUDY MOYA 10/26/12 904.96 1740 5268 pastel base paint, thinner wall and trim brush for 

ASHMORE PAINT CO INC RUDY MOYA 10/30/12 393.80 1740 5268 epoxy gloss catalys for mckinzie jail annex 

FACILITY SOLUTIONS GROUP BILLIE COOPER 11/02/12 214.92 1740 5268 light fixtures for mckinzie jail annex 

FACILITY SOLUTIONS GROUP BILLIE COOPER 11/02/12 226.10 1740 5268 lamps and ballasts for mckinzie jail annex 


A PLUS PLUMBING ANDRE BILLIE COOPER 11/06/12 105.00 1740 5265 service call for various plumbing works in pod b a 

FERGUSON ENT # 116 BILLIE COOPER 11/08/12 45.06 1740 5268 stop valve kits for mckinzie jail annex 


A PLUS PLUMBING ANDRE RONNIE BETO 11/08/12 210.00 1740 5265 service call to various plumbing work orders on p 

MCNATT HEATING & COOLING RONNIE BETO 11/08/12 391.00 1740 5265 service call to wire roof top to inside of buildin 

CORPUS CHRISTl SAFE & LOC RONNIE BETO 11/13/12 250.00 1740 5268 install double cylinder dead bolt for mckinzie jail 

A PLUS PLUMBING ANDRE BILLIE COOPER 11/14/12 300.00 1740 5265 service call for various plumbing work orders in p 

FACILITY SOLUTIONS GROUP BILLIE COOPER 11/16/12 226.37 1740 5268 lighting fixtures for mckinzie jail annex 

CHUCKS ELECTRIC RONNIE BETO 11/20/12 945.00 1740 5265 service call to remove old exit lights and install 

MID COAST ELECTRIC SUPPLY BILLIE COOPER 11/21/12 153.80 1740 5268 ballasts kits for mckinzie jail annex 

MID COAST ELECTRIC SUPPLY BILLIE COOPER 11/22/12 153.80 1740 5268 ballasts for mckinzie jail annex 

WWGRAINGER BILLIE COOPER 11/26/12 25.58 1740 5268 test lead meter for mckinzie jail annex 

THE HOME DEPOT 6584 RUDY MOYA 11/26/12 74.35 1740 5268 screws for dry wall and plywood for mckinzie jail 

A PLUS PLUMBING ANDRE BILLIE COOPER 11/28/12 450.00 1740 5265 service call for various plumbing work in dorms h, 



WWGRAINGER ROCHELLE LIMON 10/26/12 39.90 3075 5268 Supplies, parts, mise 

INTAB INC ROCHELLE LIMON 10/26/12 167.81 3075 5211 My Vote Stickers 

PROVANTAGE LLC ROCHELLE LIMON 10/28/12 464.60 3075 5249 EV labels 

ABC KEYS AND SAFES ROCHELLE LIMON 10/29/12 96.00 3075 5249 EV Padlocks 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 10/30/12 160.30 3075 5268 special order po 15024 mask tape 

THE HOME DEPOT 6584 MICHAEL FLORES 10/25/12 13.97 3092 5255 Wire Cutters 

THE HOME DEPOT 6584 MICHAEL FLORES 10/25/12 78.57 3092 5438 PVC for Rat Trap Use 

GREYHOUND LINES 6855 MICHAEL FLORES 10/30/12 29.00 3092 5217 Shipping Mosquito Samples to Texas Dept of State H 

TCEQ EPAYMENT YOlANDA MORENO 10/31/12 500.00 3092 5437 General Pesticides Permit 

COASTAL DIESEL INJECTION MICHAEL FLORES 11/02/12 9.62 3092 5249 Oil Filters U385 

CARQUEST 02052876 MICHAEL FLORES 11/02/12 42.16 3092 5249 AC Belt Tensioner U385 

UNIVAR USA INC MICHAEL FLORES 11/02/12 74.06 3092 5438 Contrac All Weather for for Rodent Control Use 

UNIVAR USA INC VICTOR HINOJOSA 11/05/12 261.42 3092 5438 Contrac All Weather,Materline Trays, Trapper T-Rex 

ALLEN SAMUELS CHEVROLET MICHAEL FLORES 11/08/12 18.38 3092 5249 Rear License Plate Light U385 

UNIVAR USA INC VICTOR HINOJOSA 11/09/12 150.00 3092 5438 Rodent Bait Boxes for Rodent Control Use 

UNIVAR USA INC VICTOR HINOJOSA 11/14/12 105.18 3092 5438 Odor Remover Bags and Provoke Professional for Rod 

UNIVAR USA INC MICHAEL FLORES 11/15/12 18.81 3092 5438 Mouse Glueboard 

UNIVAR USA INC MICHAEL FLORES 11/15/12 24.90 3092 5438 Flywe b Light Bulbs 

UNIVAR USA INC MICHAEL FLORES 11/15/12 36.45 3092 5438 Flyweb Lights and Glueboards for Fly and Rodent Co 

AGENT FEE 8900584340627 REBECCA RAMIREZ 11/26/12 30.00 3130 5542 Galvan 11/26/12 Trip Depart Austin 



SOUTHWES 5262482772572 REBECCA RAMIREZ 11/26/12 182.10 3130 5542 Galvan 11/26/12 Trip Depart Austin 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/13/12 32.92 3140 5211 special order po 15078 pens 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/02/12 68.38 3200 5211 special order po 15044 cartridges 



FEDEX 877115467970 ANNETIE MENDOZA 10/31/12 65.43 3300 5217 Court Admin-Anne Lorentzen 

HOWARD'S BARB Q ANNE LORENTZEN 11/07/12 92.50 3300 5459 meal 

FEDEX 205526644 ANNETIE MENDOZA 10/26/12 59.47 3330 5217 Coranado Documents 

FED EX 877115467904 ANNETIE MENDOZA 11/04/12 25.82 3330 5217 Legal Documents 

OFFICE DEPOT #468 MICHAEL ROBINSON 11/13/12 249.99 3360 5211 special order shredder for martha flores 214th DC 

CARISMA WASH DEANNA SALDANA 10/31/12 38.92 3480 5247 Car wash done on Dept. vehicle, 2012-Chev.Tahoe. 

CARISMA WASH DEANNA SALDANA 10/31/12 39.68 3480 5249 Oil-change for Dept. vehicle, 2012-Chev-Tahoe. 

PEPBOYS STORE 181 DEANNA SALDANA 11/05/12 113.87 3480 5249 Oil-change, brake system inspection and electrical 

FINGERPRINT SERVICE HOMER FLORES 11/05/12 10.43 3480 5211 Fingerprint service charge for Diversion Unit cand 

AMERICAN AI 0012373347501 HOMER FLORES 11/05/12 237.60 3480 5542 Round-trip ailrline ticket purchase for TJJD Advis 

DEL MAR COLLEGE DEANNA SALDANA 11/20/12 25.00 3480 5302 Violence In Schools Seminar being attended by empl 

DEL MAR COLLEGE DEANNA SALDANA 11/20/12 25.00 3480 5302 Violence in Schools Seminar being attended by empl 

WM SUPERCENTER#1494 DAVID GONZALEZ 11/20/12 53.64 3490 5427 Purchase of liquid detergent for usage at Detentio 




GULF COAST PAPER COMPANY MICHAEL ROBINSON 10/25/12 23.42 3492 5211 special order po 09379 dvour cleanup kits 

WM SUPERCENTER#0470 LYNN MCCAUGHAN 10/26/12 214.00 3492 5211 Purchase of optical lenses for Bootcamp cadets, M. 

WALGREENS #4424 LYNN MCCAUGHAN 10/26/12 391.71 3492 5249 Prescription purchase for Bootcamp cadet, Jhesenia 

WM SUPERCENTER#0470 LYNN MCCAUGHAN 10/29/12 344.00 3492 5249 Optical lenses purchase for Bootcamp cadets, Mateo 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 10/29/12 52.29 3492 5211 special order po 15020 foamy q and a sani tyze quat 

WM SUPERCENTER#0470 LYNN MCCAUGHAN 11/01/12 214.00 3492 5211 Optical lenses purchase for Bootcamp cadets, Prest 


FINGERPRINT SERVICE LYNN MCCAUGHAN 11/08/12 10.43 3492 5306 Fingerprint service charge for Bootcamp candidate, 

FINGERPRINT SERVICE LYNN MCCAUGHAN 11/08/12 10.43 3492 5306 Fingerprint service charge for Bootcamp candidate, 




WALGREENS #4424 LYNN MCCAUGHAN 11/26/12 391.71 3492 1472 Prescription purchase for Bootcamp cadet, Jhesenia 

TX DISTRICT & COUNTY ATI EVA SILVA 10/26/12 1,375.00 3520 5249 2012 key personnel and victim assistance coordinat 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 34.80 3520 5211 special order po 15029 file insert tab 10x12 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 28.28 3520 5249 special order po 09428 credit memo for return of incorrect iten 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/31/12 287.48 3520 5211 special order po 15040 toner cartridge 

AGENT FEE 8900580633256 EVA SILVA 11/02/12 40.00 3520 5211 witness dr david morledge sot vs matthew skodzinsk 

AMERICAN AI 0017144024785 EVA SILVA 11/02/12 626.70 3520 5211 witness dr david morledge sot vs matthew skodzinsk 

DMI DELL K-12/GOVT MICHAEL ROBINSON 11/07/12 112.62 3520 5211 2 laptop hard drives for it specs 2623 po 09474 


SHERATON DALLAS EVA SILVA 11/08/12 228.22 3520 5542 Ida Rangel 2012 key personnel and victim assistanc 

SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 5542 vangie sanchez 2012 key personnel and victim assi 



SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 5542 idalia rivera2012 key personnel and victim assista 

SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 5542 jackie gonzalez 2012 key personnel and victim assi 

SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 5542 emma trevino 2012 key personnel and victim assista 

SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 S542 eva silva 2012 key personnel and victim assistance 

SHERATON DALLAS EVA SILVA 11/09/12 342.33 3520 5542 connie hernandez 2012 key personnel and victim as 

ZEBRA TECHNOLOGIES INTL MICHAEL ROBINSON 11/02/12 2,260.08 3530 5211 special order po for paper labels for john mitchell 

CORPUS CHRISTl STAMPWORKS MICHAEL ROBINSON 11/09/12 210.50 3530 5211 special order po 15064 cosco pullman date stamps 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/15/12 21.50 3530 5211 special order po 15087 letter trays 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/15/12 54.48 3530 5211 special order po 15089 dividers 

FASCLAMPITI CORPUS CHRIST MICHAEL ROBINSON 11/19/12 201.25 3530 5211 special order po 09458 vellum bristol paper 

CALENDARS MICHAEL ROBINSON 11/13/12 69.47 3610 5211 special order po 15060 at a glance pocket calendars 

CORPUS CHRISTl STAMPWORKS MICHAEL ROBINSON 10/29/12 74.47 3621 5211 special order po 15032 stamps 

OFFICE DEPOT #468 JOSEPH PHILLIPS 10/25/12 231.96 3700 5211 Four packages of ink cartridges for crime data 

ZEP SALES AND SERVICE JUAN ARANDA 10/26/12 181.87 3700 5262 Two boxes including twelve tubes of five star bras 

INTERSTATE BATIERIES OF PEDRO HINOJOSAJR 10/26/12 30.84 3700 5255 Five batteries for pole cameras and battery for Sg 

BAY AUTO SERVICE PEDRO HINOJOSAJR 10/26/12 42.50 3700 5249 Estimate and diagnostic on Unit 239 ac problems 

BAY AUTO SERVICE PEDRO HINOJOSA JR 10/26/12 42.50 3700 5249 Estimate and diagnostic on Unit 238 ac problems 

GOODYEAR TIRE #4739 PEDRO HINOJOSA JR 10/26/12 292.46 3700 5249 Replaced two tire in Unit 501 

BROOKS TIRE IN56911761 LOURDES NAJERA 10/29/12 10.00 3700 5249 Repair flat tire in Unit 207 

SPRINT STORE #420 JUAN ARANDA 10/30/12 27.99 3700 5268 One phone case for Chief Galvan 

CORPUS CHRISTl STAMPWORKS MICHAEL ROBINSON 10/30/12 43.20 3700 5211 special order po 09467 stamps for ncso central rec 

PCC 7124 ARLISYOUNG 10/31/12 212.70 3700 5211 Fuel for rental trucks to move eight liners 

GALLS INTERN JOHNNY E OELSCHLEGEL 10/31/12 395.00 3700 5268 Thirteen pair of cut and puncture resistant gloves 

BROOKS TIRE IN56911761 LOURDES NAJERA 10/31/12 184.00 3700 5249 Replaced two tires in Unit 207 

SQ WINDSHIELD OF TEXAS MICHAELA VILA 10/31/12 210.00 3700 5249 Replaced windshield in Unit 242 

PENSKE CORPUS CHRISTl WILLIAM EDGE 10/31/12 190.65 3700 5455 Rental oftruck for transport of confiscated equip 

PENSKE CORPUS CHRISTl WILLIAM EDGE 10/31/12 191.44 3700 5455 Rental of truck for transport of confiscated equip 

OFFICE DEPOT #468 LAURA OELSCHLEGEL 11/01/12 93.07 3700 5211 HP print scan color and black ink for CID includes 

AUTOZONE 4216 MARIO BEDIA 11/01/12 43.98 3700 5249 Two rain x latitude wiper blades for Unit 243 

CARISMA WASH JIM KAELIN 11/02/12 12.95 3700 5247 Car wash Unit 252 

DISCOUNT DISTRIBUTORS. WAYNE TISDALE 11/02/12 578.00 3700 5444 .223 AMMO FOR PATROL RIFLE INSTRUCTOR CLASS 

BROOKS TIRE IN56911761 ASHLEY ISAAC 11/05/12 266.50 3700 5249 Replaced two tires Unit 96 

GULF COAST PAPER COMPANY JUAN ARANDA 11/05/12 22.38 3700 5262 Six deck brushes 

OFFICE DEPOT #468 LAURA OELSCHLEGEL 11/05/12 85.98 3700 5211 HP print scan color and black ink for CID with no 

OFFICE DEPOT #468 LAURA OELSCHLEGEL 11/05/12 31.38 3700 5211 Tax credit for HP print scan color and black ink f 

OFFICE DEPOT #468 LAURA OELSCHLEGEL 11/05/12 61.69 3700 5211 Tax credit for HP print scan color and black ink f 

GT DISTRIBUTORS INC MICHAELA VILA 11/05/12 177.65 3700 5444 Five AccuMold Double Magazine pouches for patrol 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/05/12 30.36 3700 5211 special order po 15046 labels 

A&W OFFICE SUPPLY MICHAEL ROBINSON 11/05/12 39.98 3700 5211 special order po 15017 HP 951 cartridge 

TEXAS POLICE ASSOCIATION CYNTHIA MARTINEZ 11/06/12 75.00 3700 5447 Membership dues Kaelin Galvan McKenzie 

GALLS INTERN MICHAEL AVILA 11/06/12 369.60 3700 5444 Five Bianchi cruises holsters for patrol 

BROOKS TIRE IN56911761 MIGUEL YBANEZ 11/06/12 14.50 3700 5249 Replace inspection sticker for unit 12 

BROOKS TIRE IN56911761 LOURDES NAJERA 11/07/12 14.50 3700 5249 State Inspection Unit 255 

PEERLESS CLEANERS #6 PEDRO HINOJOSA JR 11/07/12 14.40 3700 5463 Clean Mcgruff coat and belt 



BROOKS TIRE IN56911761 ALLON CALZADA 11/09/12 240.45 3700 5249 FRONT BRAKES AND ROTORS REPLACED 

PAUL YORK BODY SHOP JOHN GALVAN 11/09/12 1,660.76 3700 5249 Heating and ac repair Unit 238 

GALLS INTERN MICHAELA VILA 11/09/12 156.26 3700 5444 One duty holster needed for patrol 

BROOKS TIRE IN56911761 PEDRO HINOJOSA JR 11/09/12 184.95 3700 5249 CV JOINT REPLACED ON PASSENGER SIDE 

PAUL YORK BODY SHOP PETER B PERALTA 11/09/12 1,660.76 3700 5249 Heating and ac repair Unit 239 

GALLS INTERN ROBERT VOLKMAN 11/09/12 156.91 3700 5444 ONE DUTY HOLSTER FOR PATROL 

GT DISTRIBUTORS INC ROBERT VOLKMAN 11/09/12 223.76 3700 5463 6280 Holster Beretta SAF62807881 

ETRAILER M DAVIS 11/10/12 97.92 3700 5249 Adjustable side mirrors black left and right and R 

OREILLY AUTO 00019828 TIMOTHY SPURGIN 11/11/12 16.98 3700 5249 WIPER BLADE TRI 22 15B 

GT DISTRIBUTORS INC DONALD HATCH 11/12/12 179.75 3700 5444 ammunition SIG 34290500P 

INDUSTRIAL COMMUNICATI DONALD HATCH 11/13/12 272.75 3700 5248 Replace video power supply and relay system 

BAY AUTO SERVICE JOHN GALVAN 11/13/12 571.70 3700 5249 Diagnose HV A/C Remove and replace frt main unit i 

HOBBY-LOBBY #0066 JUAN ARANDA 11/13/12 14.98 3700 5417 Picture frames 


BROOKS TIRE IN56911761 ASHLEY ISAAC 11/14/12 375.02 3700 5249 REPLACE UPPER MOTOR MOUNTS TO UNIT 235 

HOBBY-LOBBY #0066 JUAN ARANDA 11/14/12 19.78 3700 5417 Picture frames 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/14/12 44.38 3700 5211 special order po 15080 ink toner cartridge 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/14/12 14.00 3700 5217 SHIPPING AND HANDLING FOR REPAIR ON DP2 FRM MOTORO 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/14/12 111.75 3700 5248 REPLACED WIRE AND DOCK STATION INCL RELOCATION OF 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/14/12 115.75 3700 5248 REMOVED AND REPLACED DOCK STATION TO UNIT 242 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/14/12 372.50 3700 5248 CHECKED AND CHARGED DVR AND MIC EXCHANGED FOR WKII\ 

RADIOSHACK 00182204 ROBERT BALDERAS JR 11/15/12 9.96 3700 5249 LED READING LIGHT AND BATIERIES FOR UNIT 236 



BROOKS TIRE IN56911761 ALLON CALZADA 11/16/12 119.95 3700 5249 REPLACE REAR BRAKES 

GOODYEAR A.S.C. #4738 ALLON CALZADA 11/16/12 234.36 3700 5249 REPLACED TWO TIRES 

QUALITY GARAGE ARLISYOUNG 11/16/12 222.00 3700 5249 Rear brake job and replace rear axle seal labor 

SQ WINDSHIELD OF TEXAS M DAVIS 11/16/12 39.00 3700 5249 DING REPAIR IN THE FRT RIGHT WINDSHIELD 

GOODYEAR A.S.C. #4738 ROBERT BALDERAS JR 11/16/12 197.38 3700 5249 REPLACED PASSENGER REAR TIRE AND WHEEL ALIGNMENT 

GOODYEAR TIRE #4739 LOUIS FORTE 11/17/12 129.22 3700 5249 REPLACE SPARE TIRE 

GOODYEAR TIRE #4739 LOUIS FORTE 11/17/12 132.22 3700 5249 NEEDED SPARE TIRE 

OREILLY AUTO 00014415 MICHAEL AVILA 11/18/12 32.99 3700 5249 REPLACEMENT HEADLAMP BULBS FOR DEFECTIVE HEADLAMP 

INDUSTRIAL COMMUNICATI DAVID ALANIZ 11/19/12 111.75 3700 5236 Repair on computer server in bldg model Optiplex 7 

HUCKLEBERRY NOTARY MARYLOU YZAGUIRRE 11/19/12 135.41 3700 5942 renewal notary for Ofc L. Cooper 

CORPUS CHRISTI STAMPWORKS MICHAEL ROBINSON 11/19/12 24.66 3700 5211 special order po 09476 stamps 

QUALITY GARAGE ARLISYOUNG 11/20/12 155.92 3700 5249 Two rear seals and rear brake pads for unit 224 

MOORE MEDICAL LLC WEB MICHAEL ROBINSON 11/20/12 676.15 3700 5211 special order po 15092 gloves for patrol 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 11/20/12 44.38 3700 5211 special order po 15080 hp 951 cartridge 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/20/12 126.76 3700 5248 power cord cable for unit 232 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/20/12 135.00 3700 5444 Wireless nady order added to stock 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/20/12 223.50 3700 5248 power cord cable to unit 232 computer 

INDUSTRIAL COMMUNICATI PEDRO HINOJOSA JR 11/20/12 235.00 3700 5444 Video cord for units added to stock 

INTERSTATE BATIERIES OF ROBERT BALDERAS JR 11/20/12 75.95 3700 5249 replaced car battery to unit 234 

H&L DISCOUNT OIL CO ASHLEY ISAAC 11/21/12 303.38 3700 5249 Power steering pump replaced on unit 234 




LUBYS CAFE #0073 Q99 SANJUANITA HERNANDEZ 11/08/12 20.40 3720 5459 Meal for tranporting inmate frm Rusk Huntsville, a 

ARNOLD OIL CO- CC ARLISYOUNG 11/09/12 437.16 3720 5250 SYNTHETIC BLEND MOTOR OIL 55 GAL 5W30 FOR SHERIFF 

TAQUERIA EL MEXICANA DANIEL GARZA 11/09/12 12.00 3720 5459 Meals for two officers while transporting inmates 

KFC TACO BELL DON MANUEL 11/09/12 32.42 3720 5459 Meals for 2 officers for transporting inmates frm 

PCC 2157 ERNEST MORENO 11/09/12 14.62 3720 5459 Meals for 2 officers while transporting inmates fr 

I HOP 3287 MELISSA BURNS 11/09/12 2.02 3720 5459 Tax credit for meals for two officers while transp 


OFFICE DEPOT #1127 MICHAEL ROBINSON 11/09/12 2,200.16 3720 5680 special order po 09468 for 6 file cabinets and 8 tables 

HOLIDAY INNS SANJUAN ITA HERNANDEZ 11/09/12 77.00 3720 5459 Lodging for one ofc for transporting inmate frm Ru 

HOLIDAY INNS SANJUANITA HERNANDEZ 11/09/12 77.00 3720 5459 Lodging for one ofc for transporting inmate frm Ru 

I HOP 3287 DANIEL GARZA 11/12/12 10.49 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATE FRM 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/12/12 1,313.30 3720 5211 drop ship janitorial po 004444 


WHATABURGER 810 Q26 DANIEL GARZA 11/13/12 13.01 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

LAS COMADRES RESTAURANT DON MANUEL 11/13/12 16.75 3720 5459 MEAL FOR TWO OFCRS WHILE TRANSPORTING FRM LOPEZ UN 

CORPUS CHRISTl SAFE & LOC W WILLOUGHBY 11/13/12 37.78 3720 5268 SIX KEYS AND TRIFLO FOR LOCKS IN JAIL 

GULF TRACTOR CO. ARLIS YOUNG 11/14/12 10.25 3720 5268 Rubber washer for gas tank in small generator 


TEXAS ROADHOUSE 2173 DANIEL GARZA 11/14/12 29.53 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

PICO DE GALLO DON MANUEL 11/14/12 24.15 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/14/12 42.44 3720 5211 special order po 15068 dispenser 


CHOKE CANYON BAR-B DANIEL GARZA 11/15/12 29.27 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

HOLIDAY INNS DANIEL GARZA 11/15/12 77.00 3720 5459 Motel Expense while transporting inmates frm NCSO 

HOLIDAY INNS DANIEL GARZA 11/15/12 77.00 3720 5459 Motel Expense while transporting inmates frm NCSO 



I HOP 3287 DANIEL GARZA 11/16/12 23.06 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 



MIKE & TERRYS CATFISH DON MANUEL 11/17/12 23.96 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

TAQUERIA JALISCO DANIEL GARZA 11/19/12 13.00 3720 5459 MEALS FOR TWO OFCRS WHILE TRANSPORTING INMATES FRM 

GRAND BUFFET DON MANUEL 11/19/12 14.25 3720 5459 MEAL FOR TWO OFCRS WHILE TRANSPORTING INMATE FRM H 

ARNOLD OIL CO- CC ARLIS YOUNG 11/20/12 181.26 3720 5250 Oil filters wiper blades coolant and power steerin 

ELJALISIENSE REST #2 DON MANUEL 11/20/12 14.00 3720 5459 Meals for two ofcrs while tranpsorting inmates frm 

SALTGRASS-CONROE MELISSA BURNS 11/20/12 51.37 3720 5459 meals for two ofcrs while transporting inmates frm 


GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/20/12 39.64 3720 5211 special order po 15068 dispensers 


THE SMOKE HOUSE MIGUEL YBANEZ 11/20/12 21.05 3720 5459 Meals for two ofcrs while transporting inmates frm 

I HOP 3287 DANIEL GARZA 11/21/12 25.84 3720 5459 Meals for two ofcrs while transporting inmates frm 

EL CHARRO REST AURA DON MANUEL 11/21/12 12.00 3720 5459 Meals for two ofcrs while transporting inmates frm 

BILL MILLER BBQ #59 DON MANUEL 11/21/12 25.14 3720 5459 Meals for two ofcrs while transporting inmates frm 



GULF COAST PAPER COMPANY MICHAEL ROBINSON 11/22/12 3.07 3720 5211 credit for dustpans on drop ship janitorial po 004444 

POP EYE'S CHCKN & BIS Q02 DANIEL GARZA 11/26/12 15.48 3720 5459 Meal for two ofcrs while transporting inmates frm 

GRANDY'S WESTEX 50 MELISSA BURNS 11/26/12 19.45 3720 5459 Meals for two ofcrs while transporting inmate frm 

FASCLAMPITT CORPUS CHRIST MICHAEL ROBINSON 11/26/12 507.00 3720 5211 special order po 15100 vellum bristol paper 

PALENQUE BAR & GRILL MIGUEL YBANEZ 11/27/12 36.87 3720 5459 Meals for two ofcrs while transporting inmates frm 

CAR WASH AMERICA ROBERT CISNEROS 10/30/12 21.95 3810 5247 Carwash unit 08 

H&L DISCOUNT OIL CO Ell TAMEZ 11/06/12 39.95 3810 5249 Oil change unit 03 

ANGELINA VASQUEZ-BODY DBA STEPHEN ROSAS 11/08/12 20.00 3810 5247 Carwash unit 07 

H&L DISCOUNT OIL CO Ell TAMEZ 11/13/12 259.63 3810 5249 Water pump and antifreeze unit 05 

BANUELOS TIRE PROS HOR STEPHEN ROSAS 11/13/12 10.00 3810 5249 Flat repair unit 18 

H&L DISCOUNT OIL CO Ell TAMEZ 11/14/12 119.31 3810 5249 Oil change and fuel filter 

ANGELINA VASQUEZ-BODY DBA STEPHEN ROSAS 11/19/12 20.00 3810 5247 Carwash unit 07 

H&L DISCOUNT OIL CO STEPHEN ROSAS 11/20/12 39.95 3810 5249 Oil change unit 01 

CAR WASH AMERICA ROBERT CISNEROS 11/21/12 49.00 3810 5247 Carwash and extras unit 08 

H&L DISCOUNT OIL CO STEPHEN ROSAS 11/21/12 91.91 3810 5249 Oil change and wiper blades unit 07 

GCR TIRE CENTER #630 STEPHEN ROSAS 11/26/12 208.78 3810 5249 Tires unit 07 

GCR TIRE CENTER #630 Ell TAMEZ 11/27/12 278.77 3810 5249 Tires and alignment unit 08 

WM SUPERCENTER#0490 JAMES ROBERTSON 10/29/12 13.94 3820 5249 wiper blades unit 04 id 57996 

PADRE TIRE AND AUTOMOTIVE MARCIAL MARTINEZ 11/02/12 83.38 3820 5249 replaced coolant reservoir and fluid unit 27 id579 

CUSTOM RUBBER STAMP CO MINERVA GONZALES 11/13/12 40.95 3820 5211 ink pad replacements 

PADRE TIRE AND AUTOMOTIVE JAMES HILL 11/27/12 28.49 3820 5249 oil change unit 01 id 60217 

H&L DISCOUNT OIL CO JIMMY RIVERA 11/01/12 677.50 3830 5249 removed and replaced right front half shaft right 

DAILY AND WELLS JIMMY RIVERA 11/02/12 135.00 3830 5249 removed all cable from old light bar and disconnec 

GALLS INTERN JIMMY RIVERA 11/03/12 139.99 3830 5249 purchased spot light for unit 143 pet 3 

BJS FAMOUS UNIFORMS FRANK FLORES Ill 11/08/12 79.98 3830 5463 purchased two canvas pants for Deputy Zapata Pet 3 

BROWN ELLS INC JIMMY RIVERA 11/19/12 72.92 3830 5445 purchased AK-47 30 round black magazine AK-47 30RD 

STANLEY BRYAN OLDSMOBI DIONICIO YSASSI 10/30/12 179.59 3850 5249 Check diagnostic engine light 

STANLEY BRYAN OLDSMOBI DIONICIO YSASSI 10/30/12 220.38 3850 5249 Install Tires 

STANLEY BRYAN OLDSMOBI DIONICIO YSASSI 10/30/12 324.70 3850 5249 Repair unit 5515 sensor freon replaced high pressu 

BAY AUTO SERVICE MARIASIGUR 10/30/12 2,085.44 3850 5268 repair unit 5503 compressor ac expansion valve ac 

TRACTOR SUPPLY #333 EDUARDO NUNEZ 11/01/12 51.96 3850 5211 Shampoo ties and Dentastik for K9 dog 1335 54 

TEJAS VETERINARY EDUARDO NUNEZ 11/01/12 126.48 3850 5455 DA2PP vaccine Bordatella and annual exam 1335 

ROBLES TIRE REPAIR EDUARDO NUNEZ 11/08/12 10.00 3850 5249 Tire repair for unit 5515 500 61231 5249 

NORTHWEST TIRE AND AUTOS OSCAR MENDOZA 11/10/12 43.73 3850 5249 oil and filter change unit 5513 500 57456 5249 


NORTHWEST TIRE AND AUTOS OSCAR MENDOZA 11/10/12 75.07 3850 5249 oil and filter change tire rtation unit 5509 500 

NORTHWEST TIRE AND AUTOS OSCAR MENDOZA 11/12/12 38.88 3850 5249 oil and filter change for unit 5501 500 60943 52 

BAY AUTO SERVICE DIONICIO YSASSI 11/13/12 1,647.41 3850 5249 Engine Repairs 

NORTHWEST TIRE AND AUTOS OSCAR MENDOZA 11/13/12 24.99 3850 5249 coolant for units 38505249 


HILTON ADVANCE PURCHAS MARIASIGUR 11/14/12 285.23 3850 5542 lodging for Taser Recertification for Edward Day 

GUARDIAN SELF STORAGE OSCAR MENDOZA 11/14/12 150.00 3850 5249 mise supplies for units 3850-5249 

OREILLY AUTO 00019828 OSCAR MENDOZA 11/20/12 38.97 3850 5249 storage rental for boxes of files found at precinc 

CORPUS CHRISTl STAMPWORKS MICHAEL ROBINSON 10/29/12 73.97 4110 5211 special order po 15031 stamps state of texas blue 



HEB #643 ROSA GONZALEZ 11/05/12 88.08 4110 5427 PURCHASE OF HOUSEHOLD/HYGIENE SUPPLIES FOR CLIENTS 


WM SUPERCENTER#1494 ROSA GONZALEZ 11/08/12 154.32 4110 5427 PURCHASE OF HOUSEHOLD/HYGIENE SUPPLIES FOR CLIENTS 

HEB #643 ROSA GONZALEZ 11/12/12 49.50 4110 5427 PURCHASE OF HOUSEHOLD/HYGIENE SUPPLIES FOR CLIENTS 

THE HOME DEPOT 6564 MARCELINA SANTOS 10/25/12 46.97 4190 5261 ceiling fan for pool room 

GATEWAY PRINTING & OFFICE MICHAEL ROBINSON 10/26/12 267.82 4190 5211 special order po 15026 hp CC532A cartridge and 3 hole punch 

OREILLY AUTO 00019828 MARCELINA SANTOS 11/09/12 9.11 4190 5249 mini lamp gloves supplies for unit 80 

SOUTHERN TIRE MART#66 MARCELINA SANTOS 11/14/12 370.00 4190 5249 two tires balance and mount for unit 78 

NORTHWEST TIRE AND AUTOS MARCELINA SANTOS 11/16/12 63.96 4190 5249 oil lube and filter change for unit 78 

NORTHWEST TIRE AND AUTO S MARCELINA SANTOS 11/27/12 48.58 4190 5249 oil lube filter for unit 80 

NORTHWEST TIRE AND AUTOS MARCELINA SANTOS 11/27/12 83.69 4190 5249 oil lube filter for unit 77 

EMERGENCY MANAGEMOO OF 00 DANIELLE HALE 10/26/12 100.00 5105 5447 Annual membership dues for Texas Emergency Managem 

INTERNATIONAL ASSOCIATION DANIELLE HALE 10/26/12 180.00 5105 5447 Annual membership dues for International Associati 

TWC TIME WARNER CABLE DANIELLE HALE 11/04/12 171.36 5105 5211 Cable for EOC 

EMERGENCY MANAGEMOO OF 00 DANIELLE HALE 11/16/12 165.00 5105 5302 Conference registration- Texas Emergency Managemen 

FRED PRYOR CAREERTRACK YOLANDA MORENO 11/27/12 149.00 5200 5302 Enrollment to Essentials of HR Law 2013 for Mary J 

PROGRESSIVE CAR WASH ROBERT LUGO 10/25/12 9.00 5220 5247 Vehicle Car Wash Service U320 

USPS 48202004134809947 ROBERT LUGO 10/29/12 17.25 5220 5249 First Class Letter, Return and Certified Receipt 

ELLIOT LANDFILL NOE HERNANDEZ 11/01/12 60.00 5220 5239 Disposal of Illegal Dumping of Tires 

ELLIOT LANDFILL NOE HERNANDEZ 11/01/12 192.50 5220 5239 Disposal of Illegal Dumping ofTires 

GALLS INTERN ROBERT LUGO 11/01/12 269.99 5220 5248 Return for Credit Tufloc Quad Gun Rack 

USPS 48202004134809947 ROBERT LUGO 11/01/12 5.75 5220 5217 First Class Letter,Return and Certified Receipt 

0 REILLY AUTO 00050559 YOLANDA MORENO 11/01/12 54.65 5220 5249 Motor Oil, Oil Filters and Wiper Blades for U322 

USPS 48202004134809947 JESSICA PEREZ 11/06/12 5.75 5220 5217 First Class Letter,Return and Certified Receipt 


PROGRESSIVE CAR WASH ROBERT LUGO 11/06/12 9.00 5220 5247 Vehicle Car Wash Service U320 





USPS 48261003512826574 JESSICA PEREZ 11/15/12 20.50 5220 5217 First Class Letter, Return and Certified Receipt 

PROGRESSIVE CAR WASH ROBERT LUGO 11/19/12 9.00 5220 5247 Vehicle Car Wash U320 




PROGRESSIVE CAR WASH ROBERTLUGO 11/26/12 9.00 5220 5247 Vehicle Car Wash Service U320 


BJS FAMOUS UNIFORMS RAMON HERRERA Ill 10/25/12 264.98 5330 5463 arm patches for officer uniforms and safety equipm 

WM SUPERCENTER#0464 JUAN RAMIREZ 10/26/12 66.92 5330 5222 food for animals 

KONNS COMPLETE AUTO GLASS RAMON HERRERA Ill 10/26/12 185.00 5330 5249 replace broken front windshield on 2005 dodge unit 

ACADEMY SPORTS #29 RAMON HERRERA Ill 10/29/12 94.99 5330 5249 steel toe safety work boots for officer 3101 Sergi 

WM SUPERCENTER#0464 RAMON HERRERA Ill 11/02/12 53.94 5330 5222 food for animals 

ANIMAL HLTH INTL LAGO VIS RAMON HERRERA Ill 11/07/12 130.92 5330 5427 Anased inject 100 MG/ML tranquilizing medicine for 

VIP CAR WASH & LUBE JUAN RAMIREZ 11/09/12 38.90 5330 5249 oil change and maintenance to county unit 3104 


Merchant 

WM SUPERCENTER#0464 

PARTS PLUS 

ROBSTOWN UTILITY SYSTEMS 

GREYHOUND LINES 6855 


SHERATON DALLAS 

FEDEX 419519776 


ROBLES TIRE REPAIR 

GATEWAY PRINTING & OFFICE 


VIP CAR WASH & LUBE 



HEB #069 

HOBBY-LOBBY #0116 

THE HOME DEPOT 6564 



CT FLAGS 

AMAZON MKTPLACE PMTS 


AMAZON.COM 

AMAZON.COM 

AMAZON.COM 


TXLA 

HOBBY-LOBBY #0116 

USPS 48766503834809608 

AMAZON.COM 

1/8/2013 

Cardholder Tran Date 

RAMON HERRERA Ill 11/09/12 


REBECCA RAMIREZ 11/09/12 


JUAN RAMIREZ 11/19/12 

ZACHARY DAVIS 11/06/12 

JEFFREY STAPPER 11/27/12 

NORMA DAVILA 11/06/12 

JEFFREY STAPPER 11/09/12 

MICHAEL ROBINSON 11/09/12 






LAURA CHAPA 10/29/12 

IDA GARZA 11/05/12 














Total Charges I Credits 

Oct 2012 Charges on Download 

Nov 2012 Charges not on Download 

Charge 

19.78 

25.51 

154.72 

32.50 

53.94 

112.05 

16.69 

19.88 

10.00 

180.65 

7.49 

89.80 

91.65 

184.00 

41.89 

13.07 

7.68 

221.93 

102.64 

8.94 

6.88 

8.73 

15.62 

54.91 

44.70 

33.50 

118.12 

18.56 

49.95 

297,258.15 

(56,688.95) 

12,871.43 

Credit 

54.42 

5,850.28 

(149.96) 

28.09 

$ 253,440.63 $ 5,728.41 

Dept 

5330 

5330 

5330 

5330 

5330 

6110 

6110 

6210 

6210 

6210 

6210 

6210 

6210 

6210 

6210 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

6310 

Prepared By Auditors Office 

Keycode Description 

5222 food for aimals 

5249 oil and supplies for County unit 3103 

1660 10074000 SEP12 09/15-10/15 

5217 shipment of head to lab for rabies testing 

5222 food for animals 

5211 Hotel stay for Animals Industries Meeting in Dalla 

5455 ship soil samples to lab @ TAMU 

5211 kitchen supplies for program demonstrations 

5249 tire repair 

5211 special order po 15073 step stool 

5211 MNG 

5249 oil change 

5211 special order po 15073 step stool 

5211 special order po 15088 mise office supplies 

5225 kitchen supplies for program demonstrations 

5211 art and craft supplies 

5211 retaining wall blocks for landscaping 

5211 supplies for landscaping at KFL. mulch, potting so 

5211 CREDIT for supplies needed for landscaping bricks 

5211 special order po 15052 flags 

5424 patron book requests 






5211 Texas Book Award supplies 

5433 Purchased educational supplies for crafts and chri 

5217 Returned The Library Corporation TLC automation Sc 


$247,712.22 

Reconciled with Bank Statement 

24 of24

Commissioners Court - Regular 3. G. 


Personnel Actions 





Information 

Approve Personnel Actions of a budgeted nature: 

a. Application Temporary List No. 327. 

b. Frozen List No. 033. 

c. Unfreeze List No. 654. 

d. Personnel Changes reports dated December 28, 2012 and January 4, 2013. 

BACKGROUND 

DISCUSSION 

Temp #327 List 

Temp #327 Backup 

Frozen #033 List 

Frozen #033 NCFs (c) 

Unfreeze #654 List 

Unfreeze #654 NCFs (c) 

PC 12/28/12 List 

PC 12/28/12 NCFs (c) 

PC 1/4/13 List 

PC 1/4/13 NCFs (c) 

Confidential documents are indicated with a (c). 

Attachments

APPLICATION FOR TEMPORARY POSITIONS #327 

Commissioners Court Meeting On January 16, 2013 

#OF 

REQ DEPARTMENT DEPT POSNO JOB TITLE CLASS 

HOURLY 

SALARY 

2 BEACH IMPROVEMENT FUND 0181 9999 TEMP-PARKS/BEACH WORKER 9999 $9.49 

4 COURT ADMINISTRATOR 3300 9999 TEMP-SECRETARY 9999 $9.11 

4 ID 3710 9999 TEMP-ID CLERK 9999 $10.13 

•• Preauthorized By Judge Neal Prepared By: countY;JUdilOrsffice 

Irma Zuniga _... 

FROZEN POSITIONS #033 

as per ORDER OF THE NUECES COUNTY COMMISSIONERS COURT 

AFFECTING BUDGET AUTHORITY FOR EMPLOYEE POSITIONS 

Commissioners Court Meeting On January 16, 2013 

ELIGIBLE 

BI-WEEKLY TERM UNFREEZE 

DEPARTMENT DEPT JOB TITLI; CLASS SALARY DATE DATE 

CO COMMISSIONER PRCT 4 1040 COMMISSIONERS ASST 23101 $1,563.47 1213112012 113012013 

2 TAX ASSESSOR-COLLECTOR 1200 INTERMEDIATE CLERK 11101 $819.20 1212212012 112112013 

3 MAGISTRATE COURT 3250 JAIL LIAISON/COURT COORD 25101 $1.719.47 0113112013 31212013 

4 DISTRICT CLERK 3530 COURT CLERK 19101 $1,194.40 1213112012 113012013 

5 SHERIFF 3700 ASST CHIEF DEPUTY 06105 $2,168.40 1213112012 113012013 

6 JAIL 3720 SERGEANT 03105 $1,374.28 1212212012 112112013 

7 CONSTABLE PRCT 4 3840 DEPUTY CONSTABLE 02105 $1,247.86 1213112012 1/30/2013 

8 3840 SECRETARY II 16101 $1,036.00 1213112012 113012013 

Prepared By: County Auditors Office 

Irma Zuniga . f 

Approved By lfi4Jb

* From HR, No Questions 

X From HR, With Exception 

COASTAL PARKS - 0180 

PERSONNEL CHANGES REPORT 

FOR DECEMBER NCF-1'S RECEIVED BEFORE DECEMBER 28, 2012 

COMMISSIONERS' COURT MEETING JANUARY 16, 2013 

Present Proposed 

Biweekly Biweekly 

POS/GROUP STP POS/GROUP STP 

Patricia L Madsen Resignation (12/12/12) $ 819.20 N/A 

*12/14/12 Intermediate Clerk 11/01 

BEACH IMPROVEMENT FUND - 0181 

Victor Valdez Jr Temp Emp Ext#1(01/01/13) $ 9.49 hr N/A 

*12/26/12 Temp-Parks/Beach Worker NC/OO 

John Q Urano Temp Emp Ext#1(01/01/13) $ 9.49 hr N/A 

*12/26/12 Temp-Parks/Beach Worker NC/OO 

COMMISSIONERS PRCT 4 - 1040 

Virginia Gunderson Resignation (12/31/12) $ 1,563.47 N/A 

*12/11/12 Comm Asst 23/01 

Pay 53.46 hrs vac $964.42 105.00 car 

PRISON CONTRACT FUND - 1393 

Eric Gonzalez Salary Adj (01/19/13) $ 1,374.28 $ 1,374.28 

*12/20/12 Sergeant 03/05 03/05 

46.15 srty 61.54 srty 

CO COURT AT LAW 2 - 3120 

Sheldon A Salisbury Jr Appointment (12/19/12) N/A $ 987.20 

*12/21/12 Bailiff, Non-Certified 15/01 

Pos Unfro 11/16/12 

COURT ADMINISTRATOR - 3300 

Various Empl (4 ) Temp Emp Ext (01/07/13) $ 9.11 hr N/A 

*12/21/12 Temp-Secretary NC/OO

PERSONNEL CHANGE REPORT PAGE 2 




JUSTICE BOOT CAMP - 3492 

Jason Gonzalez 

*12/11/12 

JUSTICE OF THE PEACE PRCT 

Amanda Torres 

*12/04/12 

Joe Benavides 

*12/21/12 

SHERIFF - 3700 

Peter B Peralta 

*11/15/12 

James Villarreal 

*12/20/12 

James T Hickey IV 

*12/20/12 

ID - 3710 

Abigail Fernandez 

*12/20/12 

Resignation (12/21/12) 

1 ST Sgt Drill Instructor 

Pay 3.03 hrs vac $41.15 

l-l - 3600 

Not Re-Elected (12/31/12) 

Justice of the Peace 

Elected (01/01/13) 

Justice of the Peace 

Retirement (12/31/12) 

Asst Chief Deputy 

Pay 96 hrs vac & 240 

Hrs sick $8,406.72 

Salary Adj (01/19/13) 

Deputy Sheriff 

SUSp/WOp (12/17/12) 

Sergeant 

SUSP 2 days 

Appointment (12/18/12) 

Temp-ID Clerk 



paS/GROUP STP paS/GROUP STP 

$ 1,086.40 N/A 

17/01 

48.73 supp 

$ 2,285.06 N/A 

04/04 

N/A $ 2,229.33 

04/03 

$ 2,168.40 N/A 

06/05 

100.00 srty 

62.50 cert 

$ 1,247.86 $ 1,247.86 

02/05 02/05 

46.15 cert 2.31 srty 

46.15 cert 

$ 1,374.28 N/A 

03/05 

15.38 srty 

57.69 cert 

N/A $ 10.13 hr 

NC/OO





JAIL - 3720 

Ysidro Arismendez IV Salary Adj (0/19/13) 

*12/20/12 Sergeant 

William Davis Salary Adj (01/19/13) 

*12/20/12 Sergeant 

Autumn A Conley Salary Adj (01/19/13) 

*12/20/12 Corrections Officer 

Robert M Vaughan Salary Adj (01/19/13) 


James R Vancleave Salary Adj (02/02/13) 


Margaret Sayers Salary Adj (01/05/13) 


James M Biven Appointment (12/17/12) 

*12/20/12 Cadet Corrections 


CONSTABLE PRCT 1 - 3810 

Stephen A Rosas Promotion (01/01/13) 

*12/21/12 Chief Deputy Constable 





$ 1,374.28 $ 1,374.28 

03/05 03/05 

4.62 srty 15.38 srty 

$ 1,374.28 $ 1,374.28 

03/05 03/05 

76.92 srty 92.31 srty 

57.69 cert 57.69 cert 

$ 1,247.86 $ 1,247.86 

02/05 02/05 

2.31 srty 4.62 srty 

$ 1,247.86 $ 1,247.86 

02/05 02/05 

4.62 srty 15.38 srty 

$ 1,247.86 $ 1,247.86 

02/05 02/05 

15.38 srty 30.77 srty 

$ 1,247.86 $ 1,247.86 

02/05 02/05 

46.15 srty 61.54 srty 

46.15 cto 46.15 cto 

N/A $ 1,091.34 

17/01 

$ 1,353.64 $ 1,637.13 

03/04 09/05 

92.31 srty 100.00 srty 

46.15 cert 50.00 cert





CONSTABLE PRCT 1 - 3810(CONT'D) 

Rodolfo A Caceres Retirement (12/31/12) 

*12/04/12 Constable 

Raul C Gamez III Appointment (12/22/12) 

*12/27/12 Deputy Constable 



Margarito R Gonzalez Appointment (01/01/13) 



Frank Flores III Elected (12/31/12) 


Pay 96 hrs vac $1,648.32 


Maria T Sigur Resignation (12/31/12) 


Pay 96 hrs vac $1,813.44 

Dionicio Ysassi III Not Re-Elected (12/31/12) 

*12/04/12 Constable 

Present 

Biweekly 

POS/GROUP STP 

$ 2,198.69 

03/03 

292.S0 car 

N/A 

N/A 

$ 1,488.07 

08/0S 

100.00 srty 

62.S0 cert 

$ 1,637.13 

09/0S 

16.67 srty 

62.50 cert 

$ 2,145.37 

03/02 

292.50 car 

Proposed 

Biweekly 

POS/GROUP STP 

N/A 

$ 1,247.86 

02/0S 

15.38 srty 

46.1S cert 

$ 1,488.07 

08/05 

50.00 cert 

N/A 

N/A 

N/A





CONSTABLE PRCT 5 - 3850 (CONT'D) 




Gilberto V Garza Appointment (01/01/13) N/A $ 1,637.13 

*12/21/12 Chief Deputy Constable 09/05 

Pos Unfro 11/27/12 2.50 srty 

37.50 cert 

The above proposed personnel changes are in accordance with the 

Salary Compensation Plan and funds are provided in the current year. 

Margaret L. Hayes 

County Auditor

Personnel Changes Summary 

For January NCF-1's Received Before January 4, 2013 · ·. 

Commissioners' Court Meeting January 16, 2013



CITY/CO HEALTH UNIT - 3091 

Marjorie G Me Kenzie 

*01/03/13 

PERSONNEL CHANGES REPORT 

FOR JANUARY NCF-1'S RECEIVED BEFORE JANUARY 4, 2013 


Appointment (12/19/12) 

LVN 


The above proposed personnel changes are in accordance with the 



POS/GROUP STP POS/GROUP STP 

Salary Compensation Plan and funds are provided in the current year. 

Margaret L. Hayes 


N/A $ 1,311.38 

16/04

Commissioners Court - Regular 3. H. 


Authorize/Execute a contract for IFB No. 2921-12 Personnel Services with Advance’d Temporaries, Inc. 

Submitted By: Elsa Saenz, Purchasing Department 

Department: Purchasing Department 


Information 

Authorize/Execute a contract for IFB No. 2921-12 Personnel Services with Advance’d Temporaries, Inc. 

BACKGROUND 

Nueces County desires to purchase the services of contract service workers. Such providers of services shall not be 

considered employees of Nueces County. The awarded Bidder will provide contract labor services for the County in 

accordance with the term of two (2) years beginning upon execution of a contract, with an option to renew for three 

(3) additional one (1) year terms if mutually acceptable to the Bidder and Nueces County. Nueces County reserves 

the right to award to one Bidder who provides highest quantity of job titles with lowest unit price per job title. 

DISCUSSION 

Services are used by various departments and are paid from their 2012-2013 budgets. 

Advanced Temporaries contract 

Attachments

State of Texas § 

County of Nueces § 

AGREEMENT 

This agreement made and^ntered into this day ofjaviUdl.i| . 201^ by 

and between Ac^'yjCu^ACe'oi l-tUUj)Orr:tl''tf S \v \c . . a corporation organized 

and existing under the laws of the State of Texas, hereinafter called "Contractor" and 

NUECES COUNTY, Texas, hereinafter cailed "County". 

Whereas, County put out for bid project no. IFB 2921-12, herein "IFB", for Personnel 

Services; 

Now therefore, that the Contractor and the County for the considerations stated herein 

mutually agree as follows: 

ARTICLE I 

THE CONTRACT PRICE 

Contractor will furnish services of contract labor services as described in IFB at the 

prices quoted on their response to IFB, herein "Bid" throughout the contract period, with 

the following exceptions: 

A. The Contractor shall provide a method of handling changes in Contractor costs 

mandated by law. Such cost changes are limited to changes in assessments 

levied under Federal or State laws relating to employee costs. Cost changes do 

not include general costs of doing business. 

B. The County reserves the right to change the Base Rate Schedule, and apply the 

Calculated Fringe Rate, as bid herein, to new Base Rate Schedules. The County 

specifically does not maintain the right to alter Job Descriptions {available upon 

request). 

ARTICLE II 

CONTRACT TIME 

The duration of the contract: for a term of two (2) years beginning upon execution of a 

contract, with an option to renew for three (3) additional one (1) year terms, if mutually 

acceptable to the Contractor and Nueces County. Either party, by written notice, may 

terminate the agreement sixty (60) days after the provision of notice, without cause. 

ARTICLE IM 

CONTRACT 

The Executed Contract Documents shall consist of the following: 

1. ThisAgreement 5. Instructions to Bidders 

2. Addenda, required if issued 6. General Requirements 

3. Specifications 7. Advertisement for Bids 

4. Signed Copy of Bid 

AGREEMENT Page 1 of 2

THIS AGREEMENT, together with the other documents enumerated in ARTICLE III, 

which said other documents are fully a part of the Contract as if hereto attached or 

herein repeated, forms the Contract. In case of conflicts with any provision of any other 

component part, the provision of the component part first enumerated in the ARTICLE III 

shall govern, except as otherwise specifically stated. 

ARTICLE IV 

GOVERNING LAW AND VENUE 

The governing law shall be the laws of the State of Texas. Venue is specifically set by 

agreement of the parties in a court of competent jurisdiction in Nueces County, Texas. 

ARTICLE V 

CONTRIBUTIONS 

It is expressly understood by County and Contractor, that from the date of award of 

contractor bid to one year after termination or expiration of contract term, it is prohibited 

for any county official or employee thereof, to receive gifts described by Section 5.02 of 

the County Personnel or Civil Service Rules, and or campaign or political contribution 

regardless of amount from contractor or principal owners of said contractor. County 

official is defined as those individuals described as county and precinct officers in 

Subchapter B of Chapter 152 of the Local Government Code. Contractor is furthermore 

prohibited from making political, campaign, or personal contributions to candidates for 

county and precinct office from the date of award of contractor bid to one year after 

termination of expiration of contract term, it is also prohibited for contractor to contribute 

to employee associations or for the benefit of groups of employees. 

IN WITNESS WHEROF, the parties hereto have caused this AGREEMENT to be 

executed in three (3) original copies on the day and year first above written. 

COUNTY QQNTRACTOI^^. 

Nueces Countv 

By: 

Title: Countv Judge 

ATTEST 

By: 

Samuel Loyd Neal, Jr. 

Diana Barrera 

Title: Nueces Countv Clerk 

AGREEIVIENT Page 2 of 2

Commissioners Court - Regular 3. I. 


Texas A&M AgriLife Extension MOU 

Submitted By: Mike Biddle, Information Technology 

Department: Information Technology 


Information 

Authorize approval of the Memorandum of Understanding between Nueces County and the Texas A&M AgriLife 

Extension for technical support provided by the Information Technology Department. 

BACKGROUND 

Texas A&M AgriLife Extension has requested that a Memorandum of Understanding (MOU) be established for the 

purpose of defining the responsibilities for technical support for computer systems installed at the AgriLife 

facilities. The Information Technology Department at Nueces County provides technical support for computer 

systems that are purchased using county funds, whereas AgriLife Extension provides technical support for systems 

purchased from other sources. 

DISCUSSION 

The MOU has been reviewed by the IT Department and the County Attorney and reflects the type of technical 

support previously provided by the IT Department to the AgriLife Extension service. The agreement as such will 

define the responsibilities of the two departments for the period of January 1, 2012 thru December 30, 2014. 

AL-EXT MOU 

Attachments

Memorandum of Understanding for Information Technology Services 

Nueces County 

The purpose of this Memorandum is to clarify responsibilities of the Texas AgriLife Extension (AL-EXT) 

and Nueces County (County) regarding Information Technology support for the Nueces AgriLife 

Extension Service office. This understanding is not a contract and can be modified at any time during the 

coverage period with agreement from both parties. 

The term of this Memorandum of Understanding is two years beginning on January 1, 2012 through 

December 30, 2014. 

The following Information Technology components are to be managed per this understanding: 

FEES 

Due to the Cooperative agreements between Texas county governments and Texas AgriLife 

Extension a fee for services by either party is not required. 

FACILITY 

The County will ensure facilities provided to and occupied by the AgriLife Extension Office are 

equipped with data communications wiring that adhere to Nueces County Information Technology 

standards. 

TELEPHONES 

The County owns, manages, and maintains all standard telephony and Voice over Internet Protocol 

Telephony Devices assigned to the Nueces AgriLife Extension Office. 

ACCESS 

Logical – Network and Internet Access 

County provides the AgriLife Extension Office with full Internet Access. This access includes 

Electronic mail service to the AL-EXT provided email service. In addition, agents and staff in the 

AgriLife Extension Office may also have County email service if needed. AL-EXT understands that 

Internet Access is in accordance with County operations standards. 

Cost associated with Internet Service 

County provides Internet Service at no additional cost to AL-EXT 

Physical (communications closets or server facility) 

Texas Administrative Code (Chapter 202 B 202.26) requires communications closets and equipment 

be physically secure. In situations where AL-EXT owns or supplies network components County will 

ensure AL-EXT has access to allow for trouble shooting and restarting network equipment. County 

can require an access log be maintained to monitor AL-EXT access. 

COMPUTER HARDWARE (includes printers, scanners, projectors) 

Initial Purchase and Configuration: 

The AgriLife Extension Office can obtain computers through three channels. These include: AL- 

EXT, Nueces, or third party purchase as clarified below. 

AL-EXT can provide computer systems through a standardized “Cost Share” program. This 

voluntary program includes initial setup and delivery of newly purchased systems. County is granted 

permission to configure the systems for access to County applications and standards, provided such 

access does not unreasonably inhibit productivity. 

County can provide computer systems to the AgriLife Extension Office including initial setup and 

delivery. In this instance, computers must include configurations and standard software listed as 

described under “Standard Software Requirements. If a third party provides a computer, or a 

personal computer is used on the office network, it is expected these computers will meet both AL- 

EXT and County security configuration standards. 

Special Configuration Items 

Administrative level accounts will be maintained on all computer systems to allow either County or 

AL-EXT to troubleshoot problems.

Some computers in this office are County owned and for certain hardware issues the County IT 

Department will be contacted. 

General Hardware Support: 

AL-Ext will facilitate trouble-shooting computer hardware and peripheral devices and take corrective 

actions in accordance with operation standards. AL-Ext will contact County IT when needed to 

ensure IT operation standards are met. AL-EXT will install software applications for remote support. 

AgriLife County Office staff will contact their AL-EXT Regional IT Specialist or the First Call Help 

desk operation for support. 

Expected Minimum Workstation management 

1. Microsoft Windows patches maintained as current. 

2. Adobe Acrobat patches maintained as current. 

3. Firefox, Flash and Java maintained as current. 

4. Anti-Virus / Anti-Malware application installed, active and maintained as current 

Warranty and Maintenance Costs: 

1. Computer systems provided by AL-EXT are provided with an extended parts and service 

warranty (normally 3 years) through state vendor purchasing contracts. Once the warranty 

period expires, AL-EXT will be responsible for repairs or will recommend replacement. 

2. Computer systems provided by County will be maintained by County for warranties, parts, and 

cost and third-party maintenance if used per normal County operation standards. AL-EXT 

acknowledges receipt of these operation standards. 

3. Computers purchased by a third party or personal computers are neither AL-EXT or County 

responsibility with regard to warranty, parts, costs or maintenance. 

Ownership: 

1. Computer systems provided by AL-EXT are the property of AL-EXT. These systems will remain in 

the Nueces AgriLife Extension Office for its useful life or until determined obsolete by the 

County. At that time, the County has three options; 

A) Return equipment to the property office of AL-EXT for appropriate disposal. 

B) Arrange with AL-EXT for transfer of equipment to Nueces. 

C) Equipment may be donated to local charitable organizations in coordination with the AL-EXT 

property office. 

2. Computers provided by County are property of County and ownership will be maintained 

according to County operational standards 

3. Computers provided by a third party or a personal computer, unless formally transferred to AL- 

EXT, will remain with that party’s ownership. 

COMPUTER SOFTWARE 

AL-EXT will facilitate trouble-shooting of computer software. Issues outside of AL-EXT scope of 

expertise will be referred to County IT. AgriLife County Office staff will contact their AL-EXT Regional 

IT Specialist or the First Call Help desk operation for support. 

Standard Software Requirements 

AL-EXT requirements: 

1. Microsoft Windows Professional 

2. Microsoft Office Professional 

3. Adobe Acrobat Professional 

AL-EXT Recommendations: 

1. Use the latest versions of software 

2. Add the Firefox Web Browser 

ANTI-VIRUS AND SECURITY INCIDENCE REPORTING 

2

Texas Administrative Code (Chapter 202 B 202.26) requires state agencies to report significant security 

incidences through the State Department of Information Resources (DIR). 

AL-EXT provides centrally managed and monitored Anti-Virus and Anti-Malware protection. All monitoring 

and incidence logging is centrally managed and state required reporting is maintained by the AgriLife 

Information Security Officer. County has no responsibility. 

For Nueces IT For AL-EXT For AgriLife IT 

___________________ ________________________ ___________________________ 

Mike Biddle James C. Segers Alan Kurk 

IT Director 

AgriLife Extension Service IT Director 

IT Coordinator 

AgriLife Information Technology 

For Nueces 

___________________________ 

Samuel Loyd Neal, Jr. 

County Judge 

Attest: 

____________________________ 

Diana T. Barrera 

County Clerk 

3

Commissioners Court - Regular 3. J. 


Tax Deeds 


Admin 



Information 

Approve the following Tax Deeds and highest minimum bid to date: 

1. Lots 11 and 12, Block 10, and a portion of the alley, Steele Addition, in the amount of $3,000.00. 

2. 2 acres out of Section 125, G. H. Paul, being Lot 28, Fiesta Ranch, unrecorded subdivision, in 

the amount of $3,500.00. 



5. Lot 7-a and a portion of Lot 7-b, Block 1, Nueces Acres No. 2 Addition, in the amount of $2,000.00. 




9. Lot 40, Block ‘H’, Don Patricio Subdivision, in the amount of $2,500.00. 

10. Lot 8, Block 5, Flour Bluff Heights, in the amount of $3,000.00. 

11. Lots 7, 8 and 9, Block 4, West End No. 2 Addition to Robstown, in the amount of $1,000.00. 

12. Lot 40, Block 10, Windsor Park Unit 2, in the amount of $13,500.00. 

13. Lot 14, Block 13, Blue Bonnet Addition near Robstown, in the amount of $1,000.00. 

14. The south one-half of Lot 12, Block 2, Suburban Acres Subdivision, in the amount of $2,500.00. 

15. Lot 103, Block 1, Mobile Estates Addition, in the amount of $2,000.00. 

16. Lots 13 and 14, Block 20, Robstown Original Townsite, in the amount of $1,000.00. 

17. Lot 5, Block 1, Petronila Acres Unit 1, in the amount of $1,800.00. 

18. Lot 17-A, Block 5, Highway Village Section 1, in the amount of $8,537.14. 

BACKGROUND 

DISCUSSION 

Tax Resale Deeds 

Attachments

Commissioners Court - Regular 4. A. 1. 


Approve Civil Service Rules and Personnel Manual 


Admin 



Information 

Discuss and consider approving the Revised Nueces County Personnel Manual; and, recommend to the Nueces 

County Civil Service Commission that the Commission approve the proposed Revised Civil Service Rules. 

BACKGROUND 

DISCUSSION 

Personnel Manual 

Civil Service Manual 

Attachments

___________________________________________________________________________ 


PERSONNEL POLICY MANUAL 

(Approved by the Commissioners Court on January _______, 2013) 

___________________________________________________________________________


Table of Contents ...................................................................................................... i 

CHAPTER I – ORGANIZATION.......................................................................... 1 

PURPOSE: ..................................................................................................................................1 

1.00 Purpose ............................................................................................................................1 

CREATION AUTHORITY: .....................................................................................................1 

1.01 Role .................................................................................................................................1 

1.02 Appointment ...................................................................................................................1 

1.03 Duration of Appointment ................................................................................................1 

1.04 Responsibilities ...............................................................................................................1 

1.05 Meetings ..........................................................................................................................2 

1.06 Communications .............................................................................................................2 

DIRECTOR OF HUMAN RESOURCES AND CIVIL SERVICE: .....................................2 

1.07 Appointment ...................................................................................................................2 

1.08 Duties ..............................................................................................................................2 

APPLICABILITY: ....................................................................................................................2 

1.09...........................................................................................................................................2 

PERSONNEL RECORDS: .......................................................................................................2 

1.10 Official Roster .................................................................................................................2 

1.11 Employment Record .......................................................................................................3 

CERTIFICATION: ....................................................................................................................3 

1.12...........................................................................................................................................3 

RULES AND REGULATIONS: ...............................................................................................3 

1.13 Establishment ..................................................................................................................3 

1.14 Amendment of the Rules ................................................................................................3 

CHAPTER II - EMPLOYMENT ........................................................................... 3 

DEFINITIONS ...........................................................................................................................3 

2.01 Applicant .........................................................................................................................3 

2.02 Appointing Authority ......................................................................................................3 

2.03 Job Category ...................................................................................................................3 

2.04 Classification/Reclassification ........................................................................................3 

2.05 Pay Group Evaluation .....................................................................................................3 

2.06 Classified Service ............................................................................................................4 

Table of Contents to Nueces County Personnel Policy Manual Page -i- 


2.07 Employment Status .........................................................................................................4 

2.08 Inactive Employee ...........................................................................................................5 

2.09 Break in Service ..............................................................................................................5 

2.10 Probationary Period .........................................................................................................5 

2.11 Termination of Employment ...........................................................................................6 

EMPLOYMENT PROCEDURES: ..........................................................................................6 

2.12 Job Posting ......................................................................................................................6 

EMPLOYMENT PROCEDURES FOR NON-CLERICAL POSITIONS: ..........................6 

2.13 Request To Fill Vacant Positions ....................................................................................6 

2.14 Applications ....................................................................................................................6 

2.15 Pre-Screening and Certification ......................................................................................6 

2.16 Interview of Applicants ...................................................................................................7 

EMPLOYMENT PROCEDURES FOR CLERICAL POSITIONS: ....................................7 

2.17 Exam Roster for Clerical Positions .................................................................................7 

2.18 Performance Tests ...........................................................................................................7 

2.19 Civil Service Register for Clerical Positions ..................................................................7 

2.20 Certification ....................................................................................................................7 

2.21 Re-Examination ..............................................................................................................8 

EMPLOYMENT PROCEDURES FOR LAW ENFORCEMENT POSITIONS: ...............8 

2.22...........................................................................................................................................8 

RETENTION OF RECORDS: .................................................................................................8 

2.23 Certification Lists ............................................................................................................8 

2.24 Applications ....................................................................................................................8 

AGE: ............................................................................................................................................8 

2.25...........................................................................................................................................8 

EDUCATIONAL ATTAINMENT: ..........................................................................................8 

2.26...........................................................................................................................................8 

DISQUALIFICATION OF APPLICANTS AND EMPLOYEES: ........................................8 

2.27...........................................................................................................................................8 

APPLICATIONS NOT TO BE RETURNED: ........................................................................9 

2.28...........................................................................................................................................9 

EMPLOYMENT PHYSICALS: ...............................................................................................9 

2.29 Initial Employment .........................................................................................................9 

2.30 Re-Employment ............................................................................................................10 

2.31 Promotions ....................................................................................................................10 

Table of Contents to Nueces County Personnel Policy Manual Page -ii- 


EMPLOYMENT STATUS: ....................................................................................................10 

2.32.........................................................................................................................................10 

EVIDENCE OF ELIGIBILITY FOR EMPLOYMENT: ....................................................10 

2.33.........................................................................................................................................10 

EQUAL EMPLOYMENT OPPORTUNITY: .......................................................................10 

2.34.........................................................................................................................................10 

PROBATIONARY PERIOD: .................................................................................................10 

2.35.........................................................................................................................................10 

NEPOTISM: .............................................................................................................................11 

2.36 State Law.......................................................................................................................11 

2.37 Appointment of Employees ..........................................................................................11 

2.38 Ineligibility ....................................................................................................................11 

2.39.........................................................................................................................................11 

TRANSFERS: ..........................................................................................................................11 

2.40 Definition ......................................................................................................................11 

2.41 Voluntary ......................................................................................................................12 

2.42 Involuntary ....................................................................................................................12 

2.43 Temporary .....................................................................................................................12 

REASSIGNMENT: ..................................................................................................................12 

2.44.........................................................................................................................................12 

DEMOTIONS: .........................................................................................................................12 

2.45 Definition ......................................................................................................................12 

2.46 Voluntary Demotion .....................................................................................................12 

2.47 Review of Compensable Factors....................................................................................12 

2.48 Reduction in Force ........................................................................................................13 

2.49 Involuntary ....................................................................................................................13 

2.50 Compensation ...............................................................................................................13 

2.51 Promotion Reversal .......................................................................................................13 

PROMOTIONS ........................................................................................................................13 

2.52 Definition ......................................................................................................................13 

2.53 Salary ............................................................................................................................13 

2.54 Notification ...................................................................................................................13 

PERFORMANCE APPRAISAL: ...........................................................................................14 

2.55 Frequency ......................................................................................................................14 

2.56 Record keeping .............................................................................................................14 

2.57.........................................................................................................................................14 

Table of Contents to Nueces County Personnel Policy Manual Page -iii- 


2.58.........................................................................................................................................14 

2.59.........................................................................................................................................14 


2.60 Definition ......................................................................................................................14 

2.61 Layoff ............................................................................................................................15 

2.62 Voluntary Termination ..................................................................................................15 

2.63 Candidates for Public Office .........................................................................................15 

2.64 Benefit and Salary Restoration for Reinstated Employees ...........................................15 

2.65 Preference......................................................................................................................15 

2.66 Waiver of Probationary Period .....................................................................................15 

RE-EMPLOYMENT: ..............................................................................................................15 

2.67.........................................................................................................................................15 

RESIGNATION: ......................................................................................................................16 

2.68.........................................................................................................................................16 

RETIREMENT: .......................................................................................................................16 

2.69 Eligibility ......................................................................................................................16 

CHAPTER III: POSITION CLASSIFICATION AND PAY ............................ 16 

COVERAGE: ...........................................................................................................................16 

3.00 Non-Exempt and Exempt Employees Classification .....................................................16 

SALARY ADMINISTRATION: ............................................................................................16 

3.01 Base Pay Per Hour ........................................................................................................16 

3.02 Pay Authorization for County Employees ....................................................................16 

3.03 Pay Authorization for Temporary Employees...............................................................17 

3.04 Pay Groups and Steps ...................................................................................................17 

3.05 County Pay Schedule ....................................................................................................17 

3.06 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions ................17 

3.07 Base Pay for Non-Exempt, Law Enforcement Positions ..............................................18 

3.08 Longevity Pay ...............................................................................................................18 

3.09 Red Line Rate................................................................................................................18 

CLASSIFICATION OF NEW APPOINTMENTS:..............................................................18 

3.10 Starting Salary ...............................................................................................................18 

3.11 In-Grade Transfer ..........................................................................................................18 


3.12.........................................................................................................................................18 

3.13 Voluntary Resignations .................................................................................................19 

DEMOTION AND SALARY REDUCTION: .......................................................................19 

Table of Contents to Nueces County Personnel Policy Manual Page -iv- 


3.14 Performance Related .....................................................................................................19 

3.15 Employee Requested .....................................................................................................19 

3.16 Reorganization Salary Adjustment ...............................................................................19 

3.17 Change in Pay Group or from Full-time to Part-Time Status .......................................20 

RECLASSIFICATION OF POSITIONS ..............................................................................20 

3.18 Salary Factors ................................................................................................................20 

REEMPLOYMENT OF FORMER REGULAR EMPLOYEE: .........................................21 

3.19 Reemployment ..............................................................................................................21 

EQUITY ADJUSTMENT: ......................................................................................................21 

3.20.........................................................................................................................................21 

OVERTIME PAY PROCEDURES FOR NON-EXEMPT EMPLOYEES: ......................21 

3.21 FLSA Applies ................................................................................................................21 

3.22 Lunch and Rest Periods.................................................................................................22 

3.23 Compensatory (Comp) Time / Administrative Leave ...................................................22 

3.24 Final Pay For Departing Employees .............................................................................23 

3.25 Holiday Call-Back & Pay ..............................................................................................24 

3.26 Holidays ........................................................................................................................24 

RECORDING WORK TIME .................................................................................................24 

3.27.........................................................................................................................................24 

GENERAL PRACTICES: ......................................................................................................24 

3.28 Overtime will be kept to a minimum ............................................................................24 

3.29.........................................................................................................................................24 

3.30.........................................................................................................................................24 

RECORD KEEPING ...............................................................................................................24 

3.31 Records To Be Kept By Departments and County Auditor ..........................................24 

3.32 Responsibility ...............................................................................................................24 

CHAPTER IV: LEAVES OF ABSENCE: DEFINITIONS ............................... 25 

4.00 “A Day” Defined ...........................................................................................................25 

4.01 Holidays ........................................................................................................................25 

4.02 Hours ..............................................................................................................................25 

4.03 Paid Service ...................................................................................................................25 

4.04 Separation .....................................................................................................................25 

4.05 Sick Leave ......................................................................................................................25 

4.06 Continuous Service .......................................................................................................25 

4.07 Eligible Employee .........................................................................................................25 

4.08 Present Employment .....................................................................................................25 

4.09 Vacation ........................................................................................................................26 

Table of Contents to Nueces County Personnel Policy Manual Page -v- 


4.10 Vacation Credit .............................................................................................................26 

GENERAL PROVISIONS ......................................................................................................26 

4.11 Entitlement ....................................................................................................................26 

4.12 Appointing Authority Designates Time of Leave .........................................................26 

4.13 Submission of Requests ................................................................................................26 

4.14 Medical Statements for Confirmation of Sick Leave ....................................................26 

4.15 Medical Release ............................................................................................................26 

RESIGNATION UPON FAILURE TO RETURN AFTER LEAVE:.................................27 

4.16 Automatic Termination .................................................................................................27 

4.17 Disciplinary Action .......................................................................................................27 

VACATION: ............................................................................................................................27 

4.18 Employees Who May Earn Vacation ............................................................................27 

4.19 Computation of Vacation ..............................................................................................27 

4.20 Priorities for Granting Vacation, Vacation Schedules, Holidays ..................................28 

4.21 Carry Over of Accumulated Vacation Credit ................................................................28 

4.22 Vacation Planning .........................................................................................................28 

4.23 Separation from County Service ...................................................................................28 

SICK LEAVE: ..........................................................................................................................29 

4.24 Computation of Sick Leave...........................................................................................29 

4.25 Use of Sick Leave .........................................................................................................29 

4.26 Sick Leave Practice .......................................................................................................29 

4.27 Cancellation of Sick Leave Credits ...............................................................................30 

4.28 Compensation For Unused Sick Leave / and Workers Compensation .........................30 

LEAVE WITHOUT PAY: ......................................................................................................31 


COMPULSORY LEAVE: .......................................................................................................32 

4.30 Compulsory Leave ........................................................................................................32 

COURT LEAVE: .....................................................................................................................32 


4.32 Court Leave Limitations ...............................................................................................32 

4.33 Court Leave Compensation ...........................................................................................32 

MILITARY LEAVE:...............................................................................................................33 


4.35 Military Leave Limitation .............................................................................................33 

FUNERAL LEAVE: ................................................................................................................33 

4.36 Allowance. .....................................................................................................................33 

4.37 Limits. ............................................................................................................................33 

Table of Contents to Nueces County Personnel Policy Manual Page -vi- 


COMPENSATORY TIME OFF: ...........................................................................................33 

4.38.........................................................................................................................................33 

FAMILY AND MEDICAL LEAVE: .....................................................................................33 

4.39.........................................................................................................................................33 

4.40 Lunch and Rest Periods: ...............................................................................................37 

CHAPTER V: STANDARDS OF CONDUCT .................................................... 37 

INTENT: ...................................................................................................................................37 

5.00.........................................................................................................................................37 

NON-DISCRIMINATION: .....................................................................................................37 

5.01.........................................................................................................................................37 

GIFTS: ......................................................................................................................................38 

5.02.........................................................................................................................................38 

PERSONAL APPEARANCE AND JOB CONDUCT: ........................................................38 

5.03.........................................................................................................................................38 

USE OF COUNTY-OWNED PROPERTY: ..........................................................................38 

5.04.........................................................................................................................................38 

CONFIDENTIALITY: ............................................................................................................39 

5.05.........................................................................................................................................39 

OFFICE DONATIONS, POLITICAL CONTRIBUTIONS ................................................39 

5.06 Restrictions ....................................................................................................................39 

OUTSIDE EMPLOYMENT: ..................................................................................................40 

5.07.........................................................................................................................................40 

SEXUAL HARASSMENT: .....................................................................................................40 

5.08.........................................................................................................................................40 

PUBLIC STATEMENTS BY COUNTY EMPLOYEES: ....................................................41 

5.09.........................................................................................................................................41 

DISCLOSURE OF INTEREST: ............................................................................................41 

5.10.........................................................................................................................................41 

GRIEVANCE PROCESS: ......................................................................................................42 

5.11 Utilization .....................................................................................................................42 

Table of Contents to Nueces County Personnel Policy Manual Page -vii- 


CHAPTER VI: REDUCTION IN FORCE: ........................................................ 42 

LAYOFF: ..................................................................................................................................42 

6.00.........................................................................................................................................42 

6.01.........................................................................................................................................43 

ORDER OF LAYOFF: ............................................................................................................43 

6.02.........................................................................................................................................43 

LAYOFF RATINGS: ...............................................................................................................43 

6.03 Competition ..................................................................................................................43 

6.04 Seniority for Layoff Purposes .......................................................................................43 

DEMOTION IN LIEU OF LAYOFF: ...................................................................................44 

6.05.........................................................................................................................................44 

CHAPTER VII: PROGRESSIVE DISCIPLINE/TERMINATION ................. 44 

GENERAL PROVISIONS: .....................................................................................................44 

7.00 Purpose ..........................................................................................................................44 

7.01 Suspensions, Demotions, Removal ...............................................................................44 

7.02 Calls for Suspension, Demotion, or Removal ...............................................................44 

TYPES OF DISCIPLINARY ACTION:................................................................................46 

7.03 Verbal Reprimand, First and Second Level Discipline .................................................46 

7.04 Third Level of Discipline ..............................................................................................46 

7.05 Documentation of Disciplinary Action .........................................................................47 

CHAPTER VIII: GRIEVANCE AND APPEALS: ............................................. 48 

ELIGIBILITY TO APPEAL: .................................................................................................48 

8.00.........................................................................................................................................48 

GRIEVANCE PROCEDURE:................................................................................................48 

8.01 Generally .......................................................................................................................48 

APPEAL TO THE CIVIL SERVICE COMMISSION:.......................................................49 

8.02 Persons Qualified to Appeal; Time to Appeal ..............................................................49 

CONDUCT OF HEARING: ...................................................................................................50 

8.03 Procedures .....................................................................................................................50 

INVESTIGATION:..................................................................................................................50 

8.04.........................................................................................................................................50 

INSPECTION: .........................................................................................................................50 

Table of Contents to Nueces County Personnel Policy Manual Page -viii- 


8.05.........................................................................................................................................50 

AMENDMENT OF CHARGES: ............................................................................................50 

8.06.........................................................................................................................................50 

FAILURE TO ANSWER: .......................................................................................................51 

8.07.........................................................................................................................................51 

MAXIMUM PERIOD OF SUSPENSION: ............................................................................51 

8.08.........................................................................................................................................51 

FINDING AND DECISION:...................................................................................................51 

8.09.........................................................................................................................................51 

RECORD FILED: ....................................................................................................................51 

8.10.........................................................................................................................................51 

TIME LIMITS OF THE GRIEVANCE AND/OR APPEAL PROCEDURES: ................52 

8.11.........................................................................................................................................52 

CHAPTER IX OTHER POLICIES AND RULES APPLICABLE TO 

COUNTY EMPLOYEES ............................................................................ 52 

9.00.........................................................................................................................................52 

9.01.........................................................................................................................................52 

9.02.........................................................................................................................................52 

9.03.........................................................................................................................................52 

9.04.........................................................................................................................................52 

9.05.........................................................................................................................................52 

9.05.........................................................................................................................................52 

Table of Contents to Nueces County Personnel Policy Manual Page -ix- 


PURPOSE: 

CHAPTER I – ORGANIZATION 

1.00 Purpose. Effective with the adoption of this document as the "OFFICIAL COUNTY 

PERSONNEL MANUAL", the Nueces County Commissioners Court establishes the rules and 

regulations herein as the standard county policy for personnel functions. 

These personnel rules and regulations are hereby adopted, and must be interpreted, in conjunction 

with the applicable provisions, of any of the following: 

a. any specifically applicable provisions duly and properly adopted by the Nueces County 

Civil Service Commission; and, 

b. any specifically applicable provision of a duly and properly approved labor agreement 

authorized and approved pursuant to Chapter 174, Texas Local Gov’t Code; and, 

c. any other specifically applicable provision imposed by law or regulation, compliance with 

which takes precedence over the provisions of this personnel policy manual. 


1.01 Role: The Commissioners Court is the legally authorized elected body that provides oversight 

for the operation of the Nueces County, Texas. By order of this body, on December 4, 1991, the 

Nueces County Personnel Office was created, now referred to as the Human Resources Office. 

1.02 Appointment: The Commissioners Court appoints the Director of Human Resources to serve 

at the discretion of this governing body and to implement the policies and procedures of this manual. 

1.03 Duration of Appointment: The duration of the appointment of the Director of the Human 

Resources Office shall remain commensurate with the will of the Commissioners Court. 

1.04 Responsibilities: The Director of the Human Resources Office has the responsibility to 

develop and recommend to the county governing body a system of personnel rules that provide for 

the following: 






f. Grievance procedure and other procedural and substantive rights of employees; and 


benefits and working conditions. After approval of the same by the governing body, the 

Director of the Human Resources Office has the responsibility to enforce same. 



1.05 Meetings: At the discretion of the Commissioners Court, the Director of the Human Resources 

shall attend meetings of the Commissioners Court as determined by need for his/her subject 

expertise. Also, at the direction of the Commissioners Court, the Director of the Human Resources 

shall attend any other meeting(s) as may be necessary. 

1.06 Communications: All formal communications and requests for personnel service to the 

Director of the Human Resources shall be made in writing. Subsequent personnel actions requiring 

the Commissioners Court approval will be forwarded to the governing body as expediently as 

possible. Records of these communications will be maintained by the Director of Human Resources. 


1.07 Appointment: The Director of the Human Resources is appointed by the Commissioners 

Court. As an additional duty, the Director of the Human Resources may also be appointed by the 

Civil Service Commission to serve as Secretary for the Civil Service Commission. 





Commission. The Director of Human Resources shall also, by direction and approval of the County 


a. Be the general manager of the Human Resources Department and Civil Service and be 

responsible for the direction of the work and the staff of this department. 

b. Administer a broad personnel program which includes, but is not limited to: 


1) recruitment and examination of applicants 

2) classification of positions 

3) employee information and counseling 

4) in-service training 

5) performance appraisal system 

6) leaves of absence 

7) maintenance and development of personnel standards and programs 

8) any other task(s) or projects as may be directed by the Commissioners Court. 

1.09 The personnel policies prescribed herein apply to all employees of the county. 






holding positions in the Nueces County Government. 

1.11 Employment Record: The Director of Human Resources shall also maintain a complete 

employment record of all employees holding positions in the service of Nueces County. This record 

will include all personnel actions, personal employment data, benefit information, and education 

courses or seminars attended hereafter the effective date of this policy. 


1.12 The Director of Human Resources shall certify to the county auditor the name and date of 

appointment of each person employed by Nueces County. Within this certification shall be 

information that identifies all employees serving under civil service. 


1.13 Establishment: The rules governing the management of personnel functions in the county 

become effective on the date of adoption by the Commissioners Court. 

1.14 Amendment of the Rules: Amendment to any rule herein may be made at any legally 

constituted meeting of the Commissioners Court at the discretion of said body. County departments 

are encouraged to submit recommended changes to the Director of Human Resources who will 

summarize and inform the Commissioners Court of all recommendations. The printing of all rules 

and subject amendments shall be the responsibility of the Director of Human Resources who will 

insure distribution to all departments. 

DEFINITIONS 

CHAPTER II - EMPLOYMENT 


for a specific position for which the Nueces County Human Resources Department is recruiting 

applicants. 

2.02 Appointing Authority: The Chief Executive Officer of a department, board, commission of 

Nueces County, or the Commissioners Court, that has authority to appoint employees for which a 

position has been budgeted and approved for hire by the county governing body. 



experience, knowledge skills and abilities. All jobs in Nueces County will fall into one of three 

categories; "clerical", "non-clerical", and "law enforcement" (see glossary of terms for definitions). 







2.05 Pay Group Evaluation: Pay Group Evaluation is a process used to review the compensable 



factors of jobs in order to determine their level in the pay structure of Nueces County. The 

Commissioners Court is the only authority which can direct a pay group evaluation of any position. 

Upon request of the respective appointing authority, the Court may direct such study be done prior to 

the adoption of the annual budget or otherwise, but not more frequently than once per budget year for 

any one position. 



orders adopted by the Civil Service Commission. 

The term also includes any employee who is on an authorized leave of absence and whose position is 

being held by the Department for the employee's return. 

However, this term excludes all temporary employees whether full-time or part-time. 



approved by the Commissioners Court as a "REGULAR POSITION" eligible for 

employee benefits as mandated by said court. Benefits available to regular employees are 

determined by the level of utilization defined at the time of authorization. (see chapters 3 

and 4 for more on employee benefits) 

1. Regular, full-time - non-law enforcement employees filling positions authorized 

with utilization levels of 1664 hours or more per year. Full-time law enforcement 

employees fill positions authorized at a utilization level of 2223 hours per year. 

Regular, full-time employees are eligible for full life and health insurance benefits 

and leave benefits prorated on the authorized utilization level. (100% = 2080 hours 

per year for non-law enforcement and 2223 for law enforcement) 





requirements of the TCDRS guidelines, retirement benefits must be made available 

in positions budgeted for 900 hours or more per year. 

Temporary Employee: An individual employed by the County to perform a job for a limited 

period of time. All temporary employee positions must be approved by the 


positions are not eligible for any employee benefits. Expenditures for this type of 

employee will only be approved when usual management alternatives (such as 

redistribution of job duties, flexible scheduling and short-term reassignment of regular 

employees) have been exhausted. 

Departments requesting temporary employees may do so by submitting a NCF-1 (personnel 

action request form) addressed to the Commissioners Court through the Human Resources 

Department. Appropriate funding documentation must accompany the request and be 

approved prior to any work being done. 

For Contract personnel, departments must submit the Request for Contract Personnel form 



through the Human Resources Department for Commissioners Court approval. Along with 

the request, a completed Nueces County Purchase Order must be attached. No contract 

personnel may be hired until the purchase order is processed. 

The following requirements apply to requests for any temporary worker whether through 

contract or otherwise: 

1. The authorization for each temporary position may not exceed ninety (90) calendar 

days for each position requested. Requests to extend the authorization of the 

position for successive ninety (90) day periods are to be submitted to Commissioners 

Court in conformance with all provisions of this section to include the original date 

of authorization. (Only when an employee is replacing a regular employee on 

workers comp or leave without pay or for other reasons approved by Commissioners 

Court may a temporary position be authorized to exceed more than 270 consecutive 

calendar days from the date of original authorization.) 

2. A specific list of tasks that will be performed by each temporary employee and the 

expected time (in work-hours) required to accomplish each task during the term of 

employment. In submitting requests to extend the authorization of a temporary 

position, a report of progress-to-date on the original list of tasks is required. 

3. A reference to the department's approved budget for temporary or contract salary 

expenditures in the current year. In cases of non-budgeted emergency requests, 

departments must explain the reason for the emergency and why it could not be 

anticipated during the previous budget planning cycle. For example, departments 

may request temporary hire to accomplish tasks generated by legislative action that 

may have occurred after the budget was approved. In such cases, the department 

may simply cite the respective authority including the legislative bill number and the 

appropriate session number, along with a list of resultant tasks which will be 

accomplished by the temporary hire. 


department with the county auditor prior to forwarding same to the Director of 



and labeled "NON-FUNDED REQUEST", then forwarded to the Director of Human 

Resources for processing. 









without pay. 

2.10 Probationary Period: The first six months of continuous employment or re-employment with 



the County, for all regular full-time employees and regular part-time employees. During this period 

of time, the employee must demonstrate ability to satisfactorily perform the duties required. Failure 

of the employee to perform satisfactorily during the probationary period will result in dismissal 

without the right to appeal through the county grievance process. 




2.12 Job Posting: The Human Resources Department, upon receipt of a personnel requisition, will 

post an announcement for each job vacancy for a period of at least seven (7) calendar days, except as 

noted in the provision of paragraph 2.15, where the appointing authority desires to fill a position 

from an existing certification list. For frequently recruited job classifications which occur in more 

than one county department, the Human Resources Department may accept applications from noncounty 

employees on a continuous basis. However, to facilitate the internal recruitment process, all 

vacancies will be announced to current regular employees when announcements are authorized by 

the Commissioners Court. The announcement will include the title, job code/class, starting pay 

group for the position, closing date for applications, job summary, qualifications, plus any special 

physical requirements or performance tests that apply. Posting will be in a conspicuous place in each 

County department and may be posted with other organizations outside of the County as appropriate 

to increase applicant flow. However, for an initial seven (7) calendar day period, the announcement 

will be posted only within the county system to allow priority to regular county employees. A 

"volunteer employee" who has served in a specific position for which there is a vacancy, for 1040 

hours or more during the previous year, and who has written certification from an appointing 

authority confirming this 1040 hours of training on the job, may also apply through the internal 

announcement process. Appointing authorities may request simultaneous posting and recruitment of 

both, internal and external applicants for positions exempted from Civil Service. All posting and 

recruitment for "Department Director" appointments that require a majority vote by the 

Commissioners Court, will run simultaneous for both internal and external applicants. 



personnel action "Nueces County Form 1 (NCF-1)" to the Human Resources Department with the 


NCF-1 forms will be maintained in the Human Resources Office. The Director of Human Resources 

will then process the completed form through the Auditor's office to the Commissioners Court for 

approval. Given such approval by the Commissioners Court, the Director of Human Resources will 

then forward to that department head, a list of eligible applicants to fill the position. 


county is currently recruiting. Individuals wishing to apply for an open non-clerical position must 

submit a completed Nueces County Form 2 (NCF-2, "Employment Application"), and any other 

documents required by the announcement, prior to the closing date for each position for which they 

wish to be considered. Resumes will be accepted in addition to the completed application. 

2.15 Pre-Screening and Certification: To insure that minimum qualifications are met, each 

application for each position will be pre-screened (and tested when applicable) by the Human 



Resources Department and the top ten (10) applicants will be referred to the appointing department 

in the form of a "CERTIFIED LIST of NON-CLERICAL APPLICANTS." These certification lists(s) 

will be active for 90 days and will rank applicant credentials (and scores when applicable) from 

higher to lower. If the appointing authority does not select an applicant from the list, written 

justification must be submitted to the Human Resources Department after which a new list will be 

provided to the Elected Official/Department Head. Vacancies that occur in positions for which the 

current certified list offers qualified applicants may be filled from the current list(s). The new 

certification list will include all applicants who have been certified since the previous list. The prescreening 

and certification process stated herein will not apply to temporary positions, nor to 




whom to interview from the list of certified applicants that is provided by the Human Resources 

Department. Final selection for each position will be made from this list of applicants. If there is 

more than one position vacancy in the same class that is being recruited, the appointing authority 

may select applicants from the same list. 


2.17 Exam Roster for Clerical Positions: Any individual wishing to apply for a clerical position 

with Nueces County must take the Civil Service Examination. A roster of individuals scheduled to 

take the next exam will be maintained by the Human Resources Department. Persons wishing to 

have their name placed on this list must contact the training section of the county Human Resources 

Department. 


they have passed the initial Civil Service examination. Other performance tests could include a 


performance factors. All applicants that take the Civil Service Examination are required to complete 

an application for employment (NCF-2). For the convenience of all county departments, the Director 

of Human Resources will maintain an adequate supply of NCF-2 forms. 


who takes the civil service exam will be placed on the County Register in order of ranking. 




score. Scores on the County Register are good for a three year period provided the application is 

renewed as specified in Section 2.24. 




to the Human Resources Department after which a new list will be provided to the Elected 

Official/Department Head. If more than one position in the same class is available and has been 

included on the personnel requisition, the appointing authority may select applicants from the same 

list. Certification lists will be active for 90 days. When new lists are requested, they will be merged 

with any old lists that have not expired. 



2.21 Re-Examination: Applicants may only take the Civil Service Examination two times within a 

12 month period. Request for exception to this rule must be submitted in writing to the Director of 




2.16, all county law enforcement applicants must also meet the requirements of the "Texas 

Commission on Law Enforcement Officer Standards and Education Act" (TCLEOSE). 


2.23 Certification Lists: All, certification lists will be retained by the Director of Human 

Resources for a period of twelve (12) months and thereafter destroyed. 

2.24 Applications: All applications for employment will be destroyed after being on file for twelve 

(12) months. Any applicant who wishes to receive further consideration for employment is required 

to re-submit a new application. 

AGE: 

2.25 No person shall be eligible for employment in Nueces County, nor shall any applicant be 


however, that the Commissioners Court may change this age limit at its discretion. In the case of 

applicants for law enforcement positions, the age criteria prescribed by the "Texas Commission on 

Law Enforcement Officer Standards and Education Act" will be enforced by the county. 


2.26 All applicants that are selected for positions which require education above the high school 

level will be required to provide official transcripts from the college(s) or universities they attended. 

New hires for positions that require special training or licensing must also provide satisfactory 

evidence of completion of the prescribed requirement(s). 



application form shall be cause for disqualification or just cause for dismissal. An applicant may also 

be disqualified from employment and/or advancement consideration for the following reasons: 

a. Any employee may be disqualified from promotions for a minimum period of 90 days, 

when the employee makes a misrepresentation of facts or fails to report pertinent data on 

the application for promotion or any other document(s), or; 


c. Is physically unable to perform the full range of job duties of the position to which the 

applicant seeks appointment, and which he or she would be unable to perform after 

reasonable modifications/accommodations to the job site or requirements were 

considered, or; 



d. Is a habitual user of intoxicating beverages to excess, or the use of morphine, cocaine, or 

other illegal drugs, or other substances that may cause unnatural affects which may affect 

one's working ability, or where any of the above items violate the law, or; 

e. Has been convicted of a felony or a criminal offense involving moral turpitude. The word 

convicted shall be construed to mean a conviction by a verdict, by plea of guilty, or nolo 

contendere upon a judgment of the court, a jury having been waived, without regard to 


adjudication, pre-trial diversion, or otherwise. The words moral turpitude shall be 

construed to mean any act of baseness, vileness or depravity, or any act done contrary to 

justice, honesty, modesty, or good morals, or any act done with deception or through 

corrupt motives, or; 

f. Has used or attempted to use any personal or political influences to further eligibility or 

appointment, or; 

g. Has intentionally made a false statement to any official body of the county, regarding a 

material fact, or; 





Commissioners Court render him/her equally unfit for the position for which he/she 

applies, or; 

j. Has been convicted of a felony committed in the furtherance of, or while participating in a 

civil disorder, or; 




l. Has indicated through clear actions or words an inability to attend work on a regular basis, 

or; 













Human Resources Department by the responsible appointing authority submitting the personnel 








2.31 Promotions: Any county employee who applies for a promotion that requires specific physical 


Disabilities Act, must pass a physical examination (if required by the appointing authority) prior to 

entering the new position. Failure to pass the physical will be grounds for disqualification. 









Nueces County Human Resources Department on their first day of employment, in order to comply 

with the Immigration Reform and Control Act. 



employees without regard to race, color, religion, sex, age, national origin, citizenship, handicap, or 

political affiliation. 

PROBATIONARY PERIOD: 

2.35 Each individual who becomes employed or reemployed with Nueces County serves a six 

month probationary period. The probationary period does not include time served as: 


b. periods of absence of five days or longer during the probationary period, in which case the 

probationary period would be extended by the same number of days, or; 















NEPOTISM: 

2.36 State Law: A person shall not be hired in a manner that would violate state laws against 

nepotism or any local rules that have been passed prohibiting nepotism. Elected 



constitutes grounds for immediate removal from office. 




2.38 Ineligibility. No person related within the second degree of affinity or within the third degree 

of consanguinity to any County employee shall be hired, transferred, assigned, reassigned or 

reinstated to a position in the same Chain of Supervision in which said person is employed. 




employment within the County. At the conclusion of 60 days, the employees will be given the option 

to determine which of them will resign, if a suitable position has not been found within the County. 

Termination of a marriage by divorce or the death of a spouse terminates relationships by 

affinity created by that marriage, unless a child of that marriage is living, in which case the marriage 

is treated as continuing to exist; as long as a child of that marriage lives. 

The CHAIN OF SUPERVISION is defined as all management and supervisory positions in a 

major division of a department, beginning with the head of the division and flowing downward 

through the organization. Any personnel action that changes the established chain of supervision in 

any department, or which effects position/job class management, must be submitted through the 

Director of Human Resources for approval by Commissioners Court. 

TRANSFERS: 

2.40 Definition: A transfer is the movement of an employee from one department to another 

department. Such a transfer is subject to the approval of county governing body and must be 

requested through the Director of Human Resources on a personnel action form (NCF-1) by the 

appointing authority. A form NCF-1 must also be submitted by the department that is losing the 



employee. 



a. be on a form furnished by the county Human Resources (NCF-1); 




involuntarily transferred at management's request. However, prior to effecting the transfer, the 

proponent department must get approval from the county governing body by submitting a NCF-1 

through the county Human Resources Office. Also, the proponent department must notify the subject 

employee in writing with the reason for such transfer, and allow sufficient time (7 calendar days) for 

the employee to exercise the grievance procedure. Given this seven day elapsed time, and approval 

from the Commissioners Court, the department may transfer the individual. 



REASSIGNMENT: 

2.44 The appointing authority may reassign employees to positions in the same pay group within the 

department. 

DEMOTIONS: 







e. District Clerk employees who have served their probationary period under a District Judge 

and are rejected for duty in the District Court. 










submitted on a NCF-1 through the Human Resources Department for approval by the 




emphasis, or a lack of work, may cause a reduction in force. Employees that are affected by 







the Human Resources Department. 

a. Employees demoted under this provision shall be entitled to a hearing in accordance with 

the grievance procedures set forth in Chapter 8. 

2.50 Compensation: Employees that are demoted shall also receive a salary reduction in 

accordance with the job pay group. 

2.51 Promotion Reversal: Any employee who is promoted to a position in another department and 



head must approve in writing. The alternative to this would be dismissal for cause in accordance with 

the due process of paragraph 7.02 of this manual. 

PROMOTIONS: 




Therefore, job vacancies are posted for a period of not less than 7 calendar days. Interested 

employees should notify their immediate supervisor and submit an application to the Human 

Resources Department to have their qualifications reviewed. Qualified employees' applications shall 

be sent to the Elected Official/Department Head or supervisor where the vacancy exists. Interviews 

are scheduled at the discretion of the department. 

2.53 Salary: An employee that is promoted will be placed in the appropriate new pay group as 

specified in the county salary schedule and approved by Commissioners Court. Step placement 

within the pay group shall be the same as the employee had before the promotion unless the 

promotion results in a pay increase of more than 10%. In such case, the Commissioners Court shall, 

after receiving the recommendation of the department head, determine the step in which the 









2.55 Frequency: The job performance of each county employee will be evaluated once a year using 

the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3). For the convenience of county 

departments a supply of NCF-3 forms will be maintained at the Director of Human Resources. The 

evaluation shall be based on the performance of the employee's job duties and will be conducted in 

accordance with the county's performance appraisal guidelines manual. A copy of each report will be 






unsatisfactory files, must be submitted to the Director of Human Resources for approval by 

Commissioners Court. An unsatisfactory EER file will be determined by averaging the total scores of 

all EERs on the subject employee's file. If the average of the total of all EERs scores combined, falls 

at or below the cutoff figure for an unsatisfactory EER as prescribed by the county's performance 

appraisal guidelines manual, that employee will be considered unsatisfactory for purposes of pay and 


2.56 Record keeping: The original of the evaluation must be submitted to the Human Resources 

Department for inclusion in the employee's official personnel record. 

2.57 The Director of Human Resources must maintain records showing the performance ratings of 

employees for use in determining the order of layoff and reinstatement; and for recommendations 

relating to promotion, transfer, demotion and dismissal. 




Step 1: The employee should discuss the appeal with the immediate supervisor first and try to 

resolve it. This must be done no later than seven (7) calendar days after the occurrence of the 

action. The supervisor will answer the appeal within five (5) calendar days. 


director outlining the specific concerns within five (5) calendar days after receiving an answer 

from the immediate supervisor. The employee will receive a written reply within five (5) 

calendar days from the Department Head or Elected Official. The employee may thereafter 

submit a written response within seven (7) calendar days to be included in his/her personnel 

file. 


rating. 







a. To rehire employees who have been laid off or involuntarily separated because of lack of 

work or funds. 

b. To return employees who were transferred or promoted and failed to fulfill the six month 

probation period or are requesting return to originating department prior to transfer 

c. To rehire former employees who voluntarily left the service with good records and who 

could be re-assimilated into the work force as productive employees with minimum 

training. 


2.61 Layoff: For two years after any layoff by the county, all regular, full-time, non-probationary 

employees who were laid off, shall be given the opportunity to fill vacancies equal or similar to the 

positions from which they were laid off, before any outside candidates applying for the same or 

similar position can be hired. 








2.63 Candidates for Public Office: Any regular, employee that resigns from county service to 












2.66 Waiver of Probationary Period: Employees reinstated under these rules are not subject to a 

probationary period. All requests for waivers must be submitted through the Human Resources 

Department for approval by Commissioners Court. 










RESIGNATION: 


authority a written resignation on a form NCF-1 (personnel action request), giving at least two weeks 

notice of his/her intention to leave, unless for good cause, the appointing authority consents that the 

employee may leave sooner. Written resignations must be filed with the Human Resources 

Department. Employees who leave without filing a written resignation and/or giving the appropriate 

notice will have that fact entered on their employment record and will be denied future consideration 

for employment in Nueces County for a period of three years unless good cause is shown and 

approved by the Commissioners Court. 

RETIREMENT: 



CHAPTER III: POSITION CLASSIFICATION AND PAY 

COVERAGE: 

3.00 Non-Exempt and Exempt Employees Classification: The Director of Human Resources shall 

make recommendations to the Commissioners Court for assignment of an exempt or non-exempt 

classification to each county employee position. Except for elected officials, employee positions that 

are administrative, executive or professional (as defined by 29CFR, Section 541, court decisions and 

other authority) shall be classified as exempt. All positions not classified as exempt shall be nonexempt. 






a. Pay Authorization for Regular Non-Exempt Employees: Authority for the compensation 

of any "Regular Employee" is based upon Commissioners Court approval of the annual 

budget allocation for that position, calculated on the level of utilization. 

b. The essential criteria of the utilization level for any regular non-exempt employee position 


position is expected to produce during that budget year. 

c. Effective hereafter, department requests for new regular employee position(s) must be 

accompanied by a "Desk Audit" of the annual tasks which the incumbent in that position 

is expected to perform, and which require a specified number of hours of work per year. 



d. In all instances, requests for new law enforcement positions must demonstrate a 

utilization level of 2223 hours per year. New "regular employee" positions must be 

requested on a Nueces County Personnel Action form (NCF-1). 

e. Pay Authorization for Regular Exempt Employees: Compensation for regular exempt 









without pay or other reasons approved by Commissioners Court. Temporary employees will be 




Personnel Action form (NCF-1). In addition, all contract temporaries must be hired through the 

agency currently contracting with the County for such services. 


authorized and published annually by the Commissioners Court. The county format for compensation 

is arranged in a county pay chart that is composed of the following: 

a. "NUMBERED PAY GROUPS" which identify a range of compensation on the county 

pay chart which is allocated for each specific job classification. 

b. "STEPS" within the range of each pay group, which identify the specific allowance for 

any position that is assigned that step in a respective pay group. 

Each year the Commissioners Court approves a budget that provides for implementation of the 

county pay chart. Annually, or whenever fiscal urgency requires, the Commissioners Court may 

adjust all or part of the county compensation chart. 

3.05 County Pay Schedule: The present compensation schedule provides for payments on the 15th 

and the last day of each month. The Commissioners Court has approved going to a bi-weekly (26 

times per year) payroll effective on or about January 1, 1995. Upon implementation of the bi-weekly 

payroll system, several amendments to rules in chapter 3 will be necessary. 







be computed on "HOURS ACTUALLY WORKED". However, in order to standardize the amount of 

each bi-monthly pay check, the Commissioners Court may authorize standard amounts of pay 






budget year. 

3.07 Base Pay for Non-Exempt, Law Enforcement Positions: Base pay calculations for covered 

members of the bargaining unit shall be paid in accordance with the applicable provisions of an 

existing labor agreement. 

3.08 Longevity Pay: Excluding elected officials, longevity pay will be allocated to each Nueces 

County Employee based on the total number of years of service he/she has completed as of 

September 30, of each year. The amount will be computed monthly at the rate of $5.00 for each year 

of service completed up to thirty. In effect the maximum longevity pay an employee could receive 

would be ($5 x 30 = $150) one hundred, fifty dollars per month. Annually (on or about October 1) or 

when ever fiscal urgency requires, the Commissioners Court may adjust or eliminate the rate of 

longevity pay. Longevity pay calculations for covered members of the bargaining unit shall be paid 

in accordance with the applicable provisions of an existing labor agreement for hours actually 

worked. 








until changes in "Structure" result in that salary falling below the new maximum. Red line rate shall 

not apply for covered members of the bargaining unit, who shall be paid in accordance with the 

applicable provisions of an existing labor agreement. 

Re-Employed / Reinstated Employees: Individuals who are re-employed or reinstated will be subject 

to the restoration of longevity pay in accordance with the time of service. 




the authorized pay group for the job class into which they are appointed. Starting salary for entry 

level covered members of the bargaining unit shall be paid in accordance with the applicable 

















above. If the reinstatement occurs within six months after the employee left the county in good stead, 

and the reinstatement is for the same position or pay group, the employee (during the first year of 

reemployment) may not earn more that he/she did at the date of previous separation from the county. 













a. There must be an authorized vacant position of the lower grade to which the employee is 

requesting re-assignment and a consenting appointing authority who agrees to receive the 

employee. 

b. The receiving authority must request the action on a NCF-1 form. 

c. Attached to the NCF-1 must be a notarized statement from the employee indicating 

his/her acknowledgement that he/she voluntarily accepts the lower salary level of the 

lower position. 

d. The Commissioners Court must render final approval before the pay change and position 

transfer is authorized. 




a. The reorganization request must be submitted on a NCF-1 for approval by the 


b. The current salary will be retained if it falls within the range of the new position's pay 

group; or 




demoted, will be maintained until a higher level position becomes available. However, if 

a higher level position does not become available within the remainder of that budget 

year, then at the beginning of the new budget year that employee's salary will be reduced 

to a level within the range of the new grade. 



level pay group within the county pay structure. Also, when, with the approval of the Commissioners 

Court, an employee's status is changed to part-time because of a diminished workload or other 

extenuating circumstances, the salary will be reduced proportionately. All such requests must be 

submitted on a NCF-1. 


3.18 Salary Factors 

a. Position Salary Evaluation: The Commissioners Court is the approving authority for all 

position salary evaluations. All evaluations will be completed by reviewing the 

"compensable factors" of the position being evaluated. These compensable factors 

include but are not limited to the following: 









8. Any other compensable factor that may be found essential to the acquisition and 

maintenance of qualified personnel for a particular position, at the time that position 

is being evaluated. 

b. The Commissioners Court may order a salary evaluation for a single position or an entire 

job classification. Any elected official or department head may request a "Position Salary 

Evaluation" of any position in their department prior to the adoption of the annual budget 

or otherwise not more often than once per budget year. Appointing authorities request 

such evaluations on an appropriate form an NCF-1 submitted to the Director of Human 

Resources. There must be a demonstration that market conditions, duties, or other 

compensable factors for the job have changed materially to justify such a study. The 

Commissioners Court has the authority of final approval for salary evaluations and 

reclassifications. 





same as the employee had before the change unless the reclassification shall result in a pay 


recommendation of the appointing authority, shall determine the step in which the 


d. For covered members of a bargaining unit, salary shall be determined in accordance with 

the applicable provisions of a labor agreement. 


3.19 Reemployment: Employees that resign or discontinue employment with Nueces County and 

are rehired within six (6) months of their termination date, into the same position or pay grade may 

not during the first year of reemployment, earn more than they were previously paid. All 

reemployment salary determinations will be processed in accordance with the provisions of 






most equitable. All such requests must be treated on a case by case basis and may not include retroactive 

pay. Requests for equity adjustments must be submitted on a NCF-1. 


3.21 FLSA Applies. In all instances, the definitions, practices, and procedures in regard to payment 

of overtime for Nueces County employees are in accordance with the provisions of the Fair Labor 

Standards Act of 1936, as amended. 

a. Work Period Defined: Effective hereafter and for purposes of calculating overtime pay, 

the regular work week for all non-exempt employees of Nueces County will begin at 00: 

01 Saturday Morning (one minute after Friday midnight) and will proceed for the various 


1. Non-exempt, non-law enforcement employees will, from the beginning of the work 

week through its end at midnight Friday next, be paid at straight time for up to and 

including 40 hours of service performed during the defined work period. Thereafter, 

said employees will be paid at time and a half for all other hours (over forty) actually 

worked within the prescribed Saturday to Friday work period. 









. Time not actually worked does not count towards computation of overtime. 

3.22 Lunch and Rest Periods: Lunch and rest periods will be scheduled at the discretion of the 

responsible department head. Time off for lunch will not be paid by the county. However, rest 

periods not to exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 


Modifications to this rule may be granted for mission essential resources such as certain county jail 

personnel. However, each department modification must be approved by the Commissioners Court 

on a case by case basis. 


a. COMP TIME: Only non-exempt employees shall be eligible for payment of overtime or 

accrual of compensatory time. This section provides authorization by which an employee 








a. the employee knowingly and voluntarily agrees to it as a separate condition of 

employment, and; 



regulations. 

An agreement or understanding may be evidenced by a notice to the employee that 

compensatory time off will be given in lieu of overtime pay. In such case, an 

agreement or understanding is presumed to exist with respect to any employee who 

fails to express to the employer an unwillingness to accept compensatory time off in 

lieu of overtime pay. The employee's decision to accept compensatory time off in 

lieu of cash overtime must be made freely and without coercion or pressure. 

2. Non-Exempt Employees Combination of Compensatory Time and Cash Overtime: 

Department Heads may have an understanding with employees to provide for any 

combination of compensatory time off and cash (for example, one hour 




3. Non-Exempt Employees Limit On Accumulation of Compensatory Time: Eligible 

Law enforcement employees may accumulate up to 480 hours of compensatory time 

(representing 320 hours of overtime work times the l.5 premium). Other county 

employees may accumulate up to 240 hours of compensatory time (representing 160 

hours of overtime work times the l.5 premium). Any amount of overtime 

accumulated in excess of these limits must be paid in cash. 






request. Subsection 553.25, 29CFR, and other authority defines "reasonable period". 

5. Disposition of Compensatory Time for Employees Promoted From a Non-exempt to 

an Exempt Position: An employee who is promoted to an exempt position from a 

non-exempt position shall be paid all accrued overtime or comp time on the next 

payroll following the promotion. 

6. Department Review of Compensatory Time Accruals: Each department head is 

herein requested to review (as necessary) the accrued compensatory time of each 






b. Exempt Employees and Administrative Leave: Employees classified as "Exempt" should 

meet the criteria established by 29CFR, Section 541, and case law. Exempt employees are 

compensated on a salary basis. They are not paid overtime and do not accumulate 

compensatory time. They are eligible for all other benefits. Exempt employees may utilize 

earned paid leave or administrative leave for absences. If leave is not used or is exhausted, 

the employee's pay may be reduced. Exempt law enforcement and exempt non-law 

enforcement employees are expected to work as necessary to get the job done. It is 

recognized that under certain circumstances, some exempt employees may be required to 

work for inordinately long periods. In such case, department heads may grant paid 

administrative leave for not more than eight (8) hours in any one week period. In no case 

(without prior approval from the Commissioners Court) shall administrative leave in 

excess of eight (8) hours in any one week period, be granted to any exempt employee. 

Department Heads should, for information purposes, keep a record of time worked and 

absences of exempt employees. 

c. Elected Officials: County Elected Officials receive annual salaries as determined by the 

Commissioners Court or state law. These elected officials are not eligible to receive any 


They are not eligible for longevity pay. They are eligible for workers compensation 

benefits if injured in the course of employment. 





actually accrued up to the point of termination. Pay-off for accrued vacation is limited to 96 hours for 

non-law enforcement, and 102 hours for law enforcement personnel. Remaining sick leave balances, 

at the rate of one-half (1/2) the accrued time and not to exceed 240 hours, will be paid only to 

employees eligible for retirement under the Texas County and District Retirement System (exclusive 

of elected officials). All other employees’ sick leave balances will be adjusted to zero at time of 

departure, as stated in paragraph 4.27. Pay-offs for compensatory time will be computed in 



accordance with the provisions separately specified herein. 

3.25 Holiday Call-Back & Pay: Eligible non-exempt employees (either law enforcement or nonlaw 

enforcement) who were not scheduled to work on a given holiday but are called back to work 

during that holiday, will be granted HOLIDAY CALL BACK PAY at the rate of two (2) hours for 

each hour worked during that holiday. The limits of this provision are not to exceed eight (8) hours 

(for non-law enforcement) and eight and one half (8.5) hours for law enforcement personnel. If the 

individual ends up working the entire day, the provisions of paragraph 3.27 below apply. 

3.26 Holidays: Eligible non-exempt employees in agencies (such as jail, juvenile detention, parks, 

beach services etc.) that routinely work through holidays, shall receive their regular pay for such 

work day plus an extra day's pay not to exceed eight (8) hours for non-law enforcement and eight and 

one half (8.5) hours for law enforcement personnel. This provision applies to hours actually worked 

during the holiday. In no case shall an employee draw holiday pay rates for working during a holiday 

if the department also gives that individual a replacement day off for the holiday worked. In such 

cases, the individual simply draws straight time for working during the actual holiday and is paid 

straight time for the day off given in lieu of the holiday. 

RECORDING WORK TIME 

3.27 For purposes of compensation, the county allows departments some latitude in the way working 

time is recorded. Starting and stopping time may be rounded to the nearest quarter of an hour. Care 

must be exercised to insure that the rounding practice averages out so that employees are fully 

compensated for the time they actually work. 



3.28 Overtime will be kept to a minimum. It is the direct responsibility of each department 

manager to control overtime payroll costs within the department and to control the early or late 

departures of employees. 





3.30 Overtime will be approved by the department head before it is worked. 


3.31 Records To Be Kept By Departments and County Auditor: In accordance with 29CFR, 



non-exempt employees. All records shall be kept and preserved as required by law. The Director of 

Human Resources shall advise the Commissioners Court of the compliance with applicable laws. 





CHAPTER IV: LEAVES OF ABSENCE: DEFINITIONS 

4.00 “A Day” Defined. A "DAY" of leave or absence from work means "eight" (8) hours for nonlaw 

enforcement employees, and "eight and one half" (8.5) hours for law enforcement employees, 

during any pay period wherein the effected employee is expected to work, unless otherwise specified 

for exception by Commissioners Court. 

4.01 Holidays. "HOLIDAYS" declared such by Commissioners Court order, are authorized days off 

from work for all county employees. However, only eligible employees may earn compensation 

during such holidays. The county holiday schedule is planned and granted from year to year, or may 

be omitted from one year to the next, by the county governing body. Upon adoption by the said 

governing body, holiday schedules apply to all employees of the county. The county courthouse is 

closed for business during holidays. However, to facilitate ongoing essential county services such as 

law enforcement, department heads may adjust holiday schedules for "essential personnel" so long as 

the holiday is granted to the effected individual(s) within the same work period (for purposes of pay) 

in which it was scheduled by the county. (See Chapter III, paragraph 3.27 for holiday pay) 

4.02 Hours. "HOURS" means working or work hours during any work period or combination 

thereof. 

4.03 Paid Service. "PAID SERVICE" includes actual time worked as well as (for eligible 

employees) any holidays, leaves of absence, and compensatory time off or portions thereof, which 

are followed by return to duty for which an employee receives compensation, provided that paid 

service shall not include overtime worked. 

4.04 Separation. "SEPARATION" means any suspension from employment, whether temporary or 

permanent, and voluntary or involuntary, wherein the employee's compensation is stopped. 

4.05 Sick Leave. For eligible employees, "SICK LEAVE" means a paid absence from duty which is 

caused by: 




b. A requirement for medical or dental care or consultation which is not available except 


c. The illness or injury of an immediate family (as defined in paragraph 4.25e) requiring the 

presence of the employee. 

4.06 Continuous Service. "CONTINUOUS SERVICE" means County Service uninterrupted by 

separation from County employment. 

4.07 Eligible Employee. "ELIGIBLE EMPLOYEE" means a regular employee, as defined in 

Chapter II, paragraph 2.07, who has completed six months of continuous service during the present 

term of employment. 

4.08 Present Employment. "PRESENT EMPLOYMENT" means the period starting with the 

employee's most recent entry into the County service and continuing until separation from such 

service. However, continuous service immediately prior to separation of a regular employee because 



of disability, retirement or layoff shall be counted in computing the duration of present employment, 

if the employee returns to County service within three years of such separation. 

4.09 Vacation. For eligible employees, "VACATION" is time-off from work with compensation at 

the same rate as hours actually worked. Vacation is allocated on an accrual basis and may be taken 

by an eligible employee, with approval of his/her appointing authority, in increments as small as onetenth 

of one hour, or to any extent not exceeding the accrued vacation credit of said employee. The 

methods of documenting and computing vacation accrual are prescribed in paragraphs 4.10 and 4.19 

below. During vacation, the salary and benefits of eligible employees continue to accrue. 

4.10 Vacation Credit. The amount of accrued "VACATION CREDIT" determines the eligible 

employee's authorized vacation time. Such accrual is documented in the following manner: 


maintained by the County Auditor. This value is the net result from adding all 

accumulated credits and subtracting all usage. 

b. Vacation credit is earned by each eligible employee and allocated to his/her payroll record 

as he/she completes the applicable requirements in paragraph 4.19 below. 








4.13 Submission of Requests: Each request for leave of absence shall: 

a. be submitted in writing and signed by the employee on a NCF-1 form to the appointing 

authority who shall approve or disapprove by affixing his/her signature to the NCF-1 and 

stating such approval or disapproval in the remarks section of the form; 


forwarded by the appointing authority through the Human Resources Department to the 




d. be accompanied by a doctor's statement in cases where the requested period of sick leave 

exceeds seven calendar days. 








a. any leaves of absence involving injuries that incapacitated the employee from performing 

assigned job duties; 

b. any leave of absence without pay for a disability that has been medically documented by a 

physician. 













VACATION: 



b. Employees in temporary or seasonal status shall not earn any vacation credit or become 

entitled to any vacation. 

c. Where the employment status of an eligible employee is changed from regular employee 

to temporary or seasonal, such employee shall not be entitled to any vacation and shall 

discontinue earning vacation credit. Such employee shall be paid the monetary value of all 

unused vacation credit subject to the limitations of paragraph 4.23. 

d. Where the employment status of an employee is changed from temporary or seasonal to 

regular, such employee upon becoming an eligible employee shall be credited with 

vacation earned from that time as provided herein. None of the prior service in temporary 

or seasonal status will be counted in computing any vacation. 








. For law enforcement personnel, after 185.25 hours actually worked (excluding overtime) 

law enforcement employees are authorized eight and one half (8.5) hours of vacation 

credit. 




d. After completing twenty (20) years of continuous service, that employee's annual accrued 

vacation credits prescribed in sub-paragraphs a. and b. above are increased by sixty-six 




f. In computing vacation credits, employees will be allowed to continue earning vacation 

credits during time away from the job which is taken for vacation purposes, and provided 

that employee returns to work for at least one full month following the vacation absence. 







maximum number of vacation credit hours to be accumulated at any time by any Nueces County 

employee is 240. Employees having more than 240 hours accumulated after September 30, 1996, 

will lose those hours 


vacation requests so that department needs for temporary hire are maintained at a minimum. In no 

case shall an appointing authority be required to grant a leave request without at least two weeks 

notice from the employee. Appointing authorities may however, grant such requests if they determine 

same to be in the interest of the county. No vacation shall be granted to, nor taken by, an employee 

without the consent of the appointing authority. 

4.23 Separation from County Service: At the time an employee is separated from the County 

Service, whether voluntarily or involuntarily, he/she shall be paid, within the following limits, the 

monetary value of all accumulated vacation to which he/she is then entitled including vacation credit 

based upon his/her paid service during the pay period in which the separation occurs. The limits on 

paid vacation at time of separation shall be: 



b. Law enforcement employees will be paid at their current rate of pay for up to 102 hours of 

vacation leave credit. 



SICK LEAVE: 


a. For non-law enforcement personnel, at the rate of eight (8) hours for each increment of 

173.3 hours actually worked not counting overtime. 

b. For law enforcement personnel, at the rate of eight and one half (8.5) hours for each 

increment of 185.25 hours actually worked not counting overtime. 


beginning of a pay period and may be carried forward from the year in which it was 

earned by an eligible employee and kept for use by that employee. 

d. Sick leave may be used only by the employee who earned it. Sick leave credit may not be 

loaned or traded to be used by another employee. 



following the pay period in which it was earned. All eligible employees must complete 

six months of service prior to being entitled to their sick leave privileges. 

b. Sick leave must be approved by the appointing authority. In cases where the employee 

will be off from work for more than seven consecutive calendar days, the Director of 

Human Resources will be notified. Departments may use the remarks section of the 

county personnel action form (NCF-1) to transmit this information. 


d. No paid sick leave shall be granted in excess of the employee's accrued sick leave credit. 

e. Sick leave may be used by the employee to care for a sick or injured member of the 


spouse, child, parent, grandparent, or sibling when that person resides with the employee 

or is a dependent of the employee. 

f. Pregnancy shall be treated as any other condition which warrants sick leave usage. In no 

case shall sick leave usage exceed sick leave credit. 

g. An employee who (due to illness or injury) becomes incapacitated for work for more than 

seven consecutive calendar days while on paid vacation, may substitute sick leave credits 

for vacation. However, the request for sick leave substitution must be submitted for 

approval to Commissioners Court on a NCF-1 and must be accompanied by a doctor's 

statement or other evidence that substantiates the illness or injury. 

h. Paid holidays immediately preceding, immediately following, or wholly within the period 

for which sick leave is granted shall not be regarded as part of such period of sick leave. 





submitted on a NCF-1 form. 










3 when the supervisor, in good faith, believes the employee is abusing sick leave 

privileges. 





County service under the Texas County and District Retirement System, will be paid for 

one-half of their remaining sick leave credits not to exceed 240 hours. 


injury or occupational disease in accordance with Texas Worker's Compensation Rules. 

This sub-paragraph relates to employees injured on the job who are eligible for workers 


workers compensation benefits instead of their regular salary. No vacation or sick leave 

shall accrue during the time an employee is on workers compensation. An employee that 

has accumulated sick leave and is eligible for workers compensation payments may use 

sick leave only as follows: 

1. Up to five (5) days sick leave may be used at regular pay until workers compensation 

benefits are eligible to be paid, 

2. Earned sick leave may be used to supplement workers compensation benefits up to a 

total of the regular base salary. Workers Compensation benefits shall be paid and 

available sick leave benefits used to supplement at the request of the employee. 

When sick leave is exhausted only workers compensation benefits shall be paid; 

3. The provisions of 4.28 b1 and 4.28 b2 herein are the only applications by which sick 

leave may be used to pay employees injured and eligible for workers compensation. 



c. Review Of An Employee's Workers Compensation Status: The status of an employee on 

workers compensation may be periodically reviewed according to the following 

provisions: 

1. The appointing authority may submit a Personnel Action Request Form (NCF-l) 

indicating in the "Comments" section of said form, a request for review of an 

employee's workers compensation status. The appointing authority must be prepared 

to discuss the impact of the subject employee's absence on the department. 

2. Each case must be reviewed on a case-by-case basis by a panel composed of the 

Appointing Authority, the County Attorney, and the Director of Human Resources. 

The review criteria must protect the employee against discriminatory discharge 

based upon his/her participation in the workers compensation program. The panel, 

after reviewing all information relevant to the employee's status, and the effect of the 

absence upon the operations of the department, may recommend any of the 

following: 

a. No Action; 

b. Further review at a later date; 

c. The return to work of the employee, subject to available medical information 

and doctors' recommendations and job requirements; or 

d. Termination of the employee and re-filling the vacant position. 

3. Any person terminated according to the provisions of this section may be reemployed 

with the County only in accordance with the provisions of Chapter II of 

these rules. 



a. Under the following conditions, an employee may be granted leave without pay (LWOP): 









b. No leave without pay shall be granted without the consent of the employee's appointing 

authority. In addition, the consent of the Commissioners Court shall be required before 

leave without pay is granted for more than ten consecutive workdays. 



c. Paid leave benefits do not accrue while an employee is on LWOP nor is credit given for 

retirement. Group insurance benefits may remain in force, provided the employee pays 





return to work. A doctor's certification of continuous disability is required every thirty 

days during the duration of LWOP. 

e. When an employee is granted LWOP he/she shall be entitled to his/her former position at 

the expiration of the leave. 

f. Application for LWOP must be submitted on a NCF-1. 









COURT LEAVE: 


proof of the period of required attendance, a regular employee is entitled to compensated Court 

Leave when he/she is required by court order to attend a local court as a prospective juror, or as a 

witness in a court action to which he/she is not a party. 



1. required attendance before Federal, State, County and Municipal Courts; 

2. time in attendance at Court together with reasonable travel time between Court and 

work if attendance is for less than a full day and the employee can reasonably be 

expected to return to work. 














federal law. 


a. Compensation for military leave will be limited to: 

1. required attendance in activities of various branches of the armed forces of the 

United States; 

2. the minimum time frame required by state and federal laws per year unless exception 

to this is specifically approved by the Commissioners Court for good cause related 

to appropriate military orders. 

b. Compensation for military leave will not be allowed: 





4.36 Allowance. Employees shall be entitled to paid funeral leave while arranging for or attending 

the funeral of a member of the immediate family which includes the spouse, child, parent, 

grandparent, grandchild, or sibling of either the employee or his/her spouse. 

4.37 Limits. Funeral leave shall not exceed two days per occurrence. 



employee on a NCF-1, and same must be approved by the appointing authority. 

FAMILY AND MEDICAL LEAVE: 

4.39 In accordance with the provisions of the "FAMILY AND MEDICAL LEAVE ACT (FMLA) 

OF 1993", an eligible county employee will be entitled to twelve (12) workweeks of "unpaid" leave 

under the following conditions: 

a. To qualify for the provisions of this sub-section (4.39), an "eligible county employee" is 

one who has been employed by the county for not less than twelve (12) months and must 

have served not less than 1,250 hours during the previous twelve (12) month period. 



. An eligible county employee under this subsection is entitled to twelve (12) workweeks of 

unpaid leave during any twelve (12) month period for one or more of the following 

reasons: 

1. because of the birth of a son or daughter of the employee and in order to care for 

such son or daughter; or 

2. because of the placement of a son or daughter with the employee for adoption or 

foster care; or 

3. in order to care for a spouse, or a son, daughter, or parent, of the employee, if such 

spouse, son, daughter, or parent has a serious health condition; or 

4. because of a serious health condition that makes the employee unable to perform the 

functions of the position of such employee. "Serious Health Condition", for purposes 

of this subsection is defined as " an illness, injury, impairment, or physical or mental 

condition that involves: 

inpatient care in a hospital, hospice, or residential medical care facility; or 

b. continuing treatment by a health care provider. 

c. "EXPIRATION OF ENTITLEMENTS" under sub-paragraphs "4.39 b1" and 

"4.39 b2" above for a birth or placement of a son or daughter shall occur at the 

end of the 12 month period beginning on the date of such birth or placement. 

d. "INTERMITTENT FAMILY LEAVE" or "FAMILY LEAVE ON A 

REDUCED LEAVE SCHEDULE", which shall not result in a reduction of the 

total amount of leave entitled, may be taken under certain circumstances 

provided by the act, given the following general provisions: 

1. when medically necessary or when mutually agreed upon by the 

employee and his/her appointing authority; and/or, 

2. when a foreseeable "planned medical treatment" is scheduled; and/or, 

3. when the employee under the circumstances of "d-1" and "d-2" above, 

agrees to temporarily accept (if required by the appointing authority) an 

"ALTERNATIVE POSITION" of equal pay and benefits; and which 

better accommodates recurring periods of leave than the regular 

employment position of the employee. 

e. "RELATIONSHIP OF FAMILY LEAVE TO PAID LEAVE": 

1. Nothing in this subsection shall require the county to provide paid sick 

leave to any employee in any situation in which the county would not 

normally provide such paid sick leave. 


vacation leave, or family leave, for any part of the twelve (12) week 

period of leave provided under sub-paragraphs "4.39 b1, 2, &3" above. 




vacation and sick leave, or family leave, for any part of the twelve (12) 

week period of leave provided under sub-paragraphs "4.39 b3 ,&4" 

above. 

f. "REQUIREMENT OF NOTICE": Except for medical conditions that occur 

inadvertently, an eligible employee must render notice to his/her appointing 

authority, on a Personnel Action Request Form (NCF-1), of his/her intent to 

take family leave. This must occur not less than thirty (30) days prior to the 

first day of "FAMILY LEAVE" requested. 

g. "CERTIFICATION": Any eligible county employee who has requested leave 

under the provisions of sub-paragraphs 4.39b3),&4) above, must provide, 

within seven (7) days after the first day of leave, a certification from a health 

care provider which substantiates the medical necessity for such leave. This 

certification shall be sufficient if it states: 

1. the date on which the serious health condition commenced; 

2. the probable duration of the condition; 

3. the appropriate medical facts within the knowledge of the health care 

provider regarding the condition; 

4. for purposes of leave under paragraph 4.39 b3, a statement that the 

eligible employee is needed to care for the son, daughter, spouse, or 

parent and an estimate of the amount of time that such employee is 

needed to care for the son, daughter, spouse, or parent; 

5. for purposes of leave under paragraph 4.39b4), a statement that the 

employee is unable to perform the functions of the position of the 

employee; 


leave schedule, for planned medical treatment, the dates on which such 

treatment is expected to be given and the duration of such treatment; 

7. in the case of intermittent leave, or leave on a reduced leave schedule, 

under the provisions of paragraph 4.39 b4, a statement of the medical 

necessity for the intermittent leave or leave on reduced leave schedule, 

and the expected duration of the intermittent leave or reduced leave 

schedule; 


leave schedule, under the provisions of paragraph 4.39 b3, a statement 

that the employee's intermittent leave or leave on a reduced leave 

schedule is necessary for the care of the son, daughter, parent, or spouse 

who has a serious health condition, or will assist in their recovery, and the 

expected duration and schedule of the intermittent leave or reduced leave 

schedule. 

h. "SECOND" and "THIRD" OPINIONS from a medical provider, concerning a 



family leave condition of an eligible employee who has requested family leave, 

may (at the expense of the county) be required by his/her appointing authority. 

In cases of conflict between the FIRST and SECOND OPINIONS, the THIRD 

OPINION will be final and binding for both, the county and the employee, 

provided that the Health Care Provider who renders such opinion is not hired 

by the county on a regular basis. Also, not more frequent than once per month, 

the appointing authority may require the employee to provide recertification of 

the condition requiring family leave. 

i. The "EMPLOYMENT and BENEFITS" of an eligible employee shall be 

protected in accordance with the provisions of the act while said employee is in 

the exercise of his/her rights to FAMILY LEAVE as authorized herein, 

provided however, that nothing in this policy shall entitle any employee to any 

right, benefit, or position, to which the employee would not normally be 

entitled. In general, eligible employees under this provision are entitled to the 

following: 

1. Upon return from FAMILY LEAVE, employees (with exception to those 

HIGHLY COMPENSATED EMPLOYEES identified by the act) must be 

restored to their original or equivalent positions with equivalent pay, 

benefits, and other employment terms. 

2. The use of FAMILY LEAVE cannot result in the loss of any employment 

benefit that accrued prior to the start of an employee's leave. 

3. The use of unpaid FAMILY LEAVE cannot affect the exempt status of 

bona fide executive, administrative and professional employees under the 

Fair Labor Standards Act. 

j. "EXEMPTION OF HIGHLY COMPENSATED EMPLOYEES" from all 

provisions of this paragraph (4.39) as authorized by the act, will be considered 

on a case by case basis and approved by the Commissioners Court. In such 

cases, the COUNTY PAYROLL SECTION will certify to the Commissioners 

Court, that such employee is included among the highest paid ten (10) percent 

of all employees employed by the county. Appointing authorities wishing to 

exempt such an employee must submit an NCF-1 through the Human 

Resources Department to the Commissioners Court not later than five calendar 

days after FAMILY LEAVE is requested by the applicable HIGHLY 

COMPENSATED EMPLOYEE. 

k. "UNLAWFUL ACTS": It shall be unlawful for any appointing authority or 

subordinates thereof to do the following: 

1. interfere with, restrain, or deny the exercise of any right provided under 

this policy and/or Federal Law pertaining hereto; and/or 

2. discharge or discriminate against any person for opposing any practice 

made unlawful by the "Family Medical and Leave Act" (FMLA) or for 

involvement in any proceeding under or relating to FMLA. 

l. In the event of "CONFLICT BETWEEN THIS POLICY AND FEDERAL 




LAW", the law shall prevail. 

a. Lunch and rest periods will be scheduled at the discretion of the responsible department 

head. Time off for lunch will not be paid by the county. However, rest periods not to 

exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 







Labor Standards Act requiring employers to provide reasonable break time, and 

reasonable privacy accommodations for nursing mothers covered by the Patient Protection 

and Affordable Care Act (“PPACA”). Details regarding such obligations may be 

reviewed at www.wagehour.dol.gov in the summary document entitled WHD Fact Sheet 

#73, Break Time for Nursing Mothers Under FLSA, the contents of which are hereby 

incorporated by reference. 

INTENT: 

CHAPTER V: STANDARDS OF CONDUCT 


maintained by all employees. The intent herein is to insure that county employees understand their 

obligation to render courteous and efficient service to county constituents, while fulfilling the 

personnel needs of the county governing body and elected officials in an orderly manner. In effect, 

these standards are designed to insure demeanor among county employees that promotes public trust 

and professionalism. 

For continuity of purpose and cooperation among all concerned, the governing body invites all 

county departments to recommend changes to this chapter as may be necessary to insure unilateral 

application and enforcement. 

For the purpose of this section, the term "employee" shall mean any employee of Nueces 

County. The term shall not be extended to apply to any independent contractor, nor to members of 


specified in a subsection. 


5.01 It is the policy of Nueces County that all persons employed by the county be treated equally as 

required by state and federal law relating to unlawful discrimination. In effect, it is prohibited for 

any person employed by the county to discriminate against anyone for any reason on the basis of 

race, sex, national origin, citizenship, age, religious preference, physical handicap or veterans status. 

Nor shall any employee of the county participate in any function that violates, either directly or 

indirectly, the civil rights of other employees or anyone/group of the general public. Courteous and 



thoughtful conduct on the part of all county employees, while physically on duty with the county 

and/or while in representation of the county government, is a specific objective of this policy. 

GIFTS: 



36.08 Tex. Pen. Code Ann. to employees of the county as well as elected officials, public servants, or 

appointed officials who are already subject thereto. This section specifically prohibits employees 

from accepting tips while exercising their official duty. Exceptions to this section are only those 

identified in Section 36.10, TEX. Pen. Code Ann. which allows for gifts between relatives and 

friends that are of a personal nature. Also acceptable are gifts or benefits conferred for a professional 

or business relationship that is independent of the official county capacity of the recipient. Neither 

does this section restrict any of the social activities of employees or the designate of elected officials 

that are designed to promote a legitimate interest of the County, either formally or informally. This 

section does not apply to any employee receiving any benefit consisting of food, lodging, 

transportation or entertainment when accepted as a guest and reported in accordance with the law. In 

summary, this code does not apply to any benefit that is defined as non-applicable according to 

Section 36.10 Tex. Pen. Code Ann. 






Commissioners Court herein defines the term "REASONABLE DRESS" to mean attire that is 



the term REASONABLE DRESS is intended to mean of a fiscal category that does not impose 



In all cases of dispute, the employee shall have the right to exercise the grievance process. 

Specifically, the intent of this provision is to establish and maintain uniform standards for a dress 

code that serves the needs of the county. 




employees, executives, and officials of the county. It shall be the right of Nueces County to prescribe 

the maintenance standards for work place neatness of all work components or facilities used by 

employees in the line of duty. 













a. A public servant commits an offense if, with intent to obtain a benefit or with intent to 

harm another, he/she: 


2. misapplies anything of value belonging to the government that has come into his/her 

custody or possession by virtue of his/her office or employment. 

b. No facilities, services, equipment or supplies belonging to Nueces County shall be used 

by any employee or other person for purposes of or resulting in achieving private profit. 




c. Any county employee who in the course of employment drives a county owned vehicle, 

and who is identified by the county's auto liability insurance carrier as an unacceptable 

risk because of the employee's driving record, shall be subject to re-classification to a 

lower position. If no position is available or no appointing authority will accept said 

employee, the individual may be terminated. 







policy development, and feasibility studies or decisions about alternative action plans 

which dictate that prior to their official legislation, such information must be held in strict 





OFFICE DONATIONS, POLITICAL CONTRIBUTIONS 

5.06 Restrictions. Employees shall not be forced to contribute to or make donations to any fund or 

collection process. All such funds or collections made during office hours must be approved by the 

elected official or department head prior to contact with employees. No employee shall be required to 




























resolution of the problem. 

SEXUAL HARASSMENT: 

5.08 

a. It is the policy of Nueces County that sexual harassment in the work place is prohibited. 

All employees are responsible for reporting violations and insuring that the work place 

remains free of sexual harassment. More specifically defined, sexual harassment is the 


unwelcome sexual advances, requests for sexual favors, 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, 

2. submission to or rejection of such conduct by an individual is used as the basis for 

employment decisions affecting such individual, or 








b. IMPLEMENTATION: 

1. The county shall maintain a work place free of sexual harassment. Prevention is the 

best tool for the elimination of sexual harassment. Elected officials and/or 

department heads are responsible for ensuring that all employees are informed of 

this policy and that immediate and appropriate corrective action be taken if such 

conduct is exhibited or made known to the elected official or department head by 

any supervisor, employee, or non-employee. Appropriate documentation, proof, and 


2. Any employee who has a complaint or who is aware of sexual harassment at work 

by anyone, including supervisors, co-workers, non-employees, or visitors, must 


head. 

3. All complaints will be promptly dealt with by each department head. In cases where 

the department head is the accused, the matter will be referred to the county attorney 

or the Civil Service Commission for action. In all cases of sexual harassment, 

special privacy safeguards will be applied in handling the matter. All parties 

concerned are responsible for insuring that the privacy of the charging party and the 

person accused of sexual harassment will be kept strictly confidential. 

4. The Director of Human Resources will retain confidential documentation of all 

allegations and investigations and will refer findings to the Commissioners Court. 

Thereafter, the Commissioners Court may refer the matter to the appropriate 

appointing authority or the county attorney for corrective action when necessary. 

Such corrective action may include disciplinary measures such as reprimand, 

suspension and/or discharge. Sexual harassment is considered by the county to be 

detrimental to its interest and that of its employees and will be dwelt with 

appropriately. 






executing an appropriate Court Order by the Commissioners' Court. This policy does not prevent 

any employee from instituting a claim or suit against the County or its officials for redress of 

grievances. 






forms as outlined in this policy prior to any discussion or determination of action on the matter. 



a. A "substantial interest" is defined as existing if the interest in ownership is 10 percent or 

greater of the voting stock or shares, or ownership of $5000 or more of the fair market 

value of the business. Such interest also includes funds received by the employee from 

the individual or business that exceed 10 percent of the employee's gross income for the 

previous year. A "substantial interest" also includes real property if that interest is 

equitable or real ownership with a fair market value of $2500 or more, and for purposes of 

this code an interest of a person related in the first or second degree by either affinity or 

consanguinity to the employee is a "substantial interest." 

b. Thus, the definitions, prohibitions, and exceptions related to "substantial interest" are 

applied to all covered employees as provided by law in Sec. 171.002 of the local 

government code. Failure of any employee of the County to comply with or cooperate 

fully with such disclosures, and/or to maintain the conduct standards of this section, may 

constitute grounds for reprimand, expulsion, removal or discharge. 

At any time that a potential conflict of interest pursuant to this policy may arise in any year, 

such affected employee shall file in advance of any determination or action, a disclosure statement 

with the appropriate board, elected official, or governing body responsible for the business in which 

the conflict has or may occur. It shall be the individual responsibility of the receiving agent or agency 

to store files of all such disclosures in accordance with applicable public law(s). These files shall be 

open for inspection to any member of the Commissioners Court or designee, as may be necessary 

during normal business hours to investigate complaints, and must be retained for a period of three 

years after which they will be destroyed. 


5.11 Utilization. Employees who feel they may have been adversely affected by unfair treatment or 

erroneous or capricious interpretation of this sub-section, or who allege unlawful discrimination, or who 

allege knowledge of a violation of any policy that unfairly affects their employee status, may file a grievance 

through the applicable grievance procedure. 

LAYOFF: 

CHAPTER VI: REDUCTION IN FORCE: 


county, the appointing authority of the department shall communicate in writing, the following 

information to the county Human Resources Office: 







Upon receipt of such notice, the Director of Human Resources, in coordination with the civil 

service commission, will prepare a REDUCTION IN FORCE (RIF) list of all employees affected. 

The RIF list will assign an order of layoff to each effected employee and the department must 

conform to that order. The intent and purpose of this sub-section is to insure fairness and equity in 

the exercise of employee layoffs. 

6.01 Under no circumstances will this section (6.00 - 6.06), if adopted by the civil service 

commission in its subject rules and regulations, be used to infringe upon or usurp the power, nor the 

statutory authority of the Commissioners Court of Nueces County to create, establish, 

increase/decrease in number, abolish, or delete position(s) or budgeted funds for such position(s). 





a. temporary employees 

b. probationary employees; 

c. regular employees. 

The order of layoff of regular employees shall be according to layoff ratings. Employees with 

lowest ratings will be laid off first. Among employees with equal layoff ratings, the order of layoff 

shall be determined by the appointing authority. 





position/pay group. 

The combination of seniority and performance ratings shall be the layoff rating. 

6.04 Seniority for Layoff Purposes. The seniority of an employee for inclusion in his/her layoff 





responsibility or difficulty. An employee who resigns from the County service, or is dismissed under 

charges shall lose all seniority credited to him/her prior thereto, and subsequent reinstatement or 

reemployment of that employee shall not restore the seniority so lost. An employee laid off after 

acquiring regular employment status, shall after reinstatement, regain the seniority credit he/she 

possessed at the time of layoff. 







Also, a probationary employee may be offered the opportunity to accept demotion within the same 

department to a position in lower class provided no such demotion shall in turn require the layoff of 

any employee in the lower class. Such probationer shall not become a regular employee in the lower 

class by this action except by completing a full probation period in such lower class. 

CHAPTER VII: PROGRESSIVE DISCIPLINE/TERMINATION 


7.00 Purpose. The purpose of this chapter is to insure that discipline administered to Nueces 






political or other personal reasons. For example, it is prohibited for employees to be discriminated 

against for either; a) failing to contribute or participate in political campaigns, or; b) for participating 

and/or contributing. 


provided in rule 2.35, all suspensions, demotions and removals of persons employed by the county 




behavior. Any such person may be suspended, demoted or removed for any of the following causes 







f. violation of the provisions of the rules and regulations of the Commissioners Court, the 

appointing authority, or the Civil Service Commission; 

g. permanent or chronic physical or mental disability which incapacitates the employee from 

the proper performance of his/her duties; 



h. the employee has been convicted of a criminal offense involving moral turpitude. The 

word convicted shall mean a finding of guilty by either the judge or jury without regard to 

subsequent disposition of the case by suspension of sentence, probation, and deferred 



defined by state law and/or decisions made under state law. 



j. has been guilty of any conduct unbecoming an officer or employee of the County while 

performing his/her job duties; 

k. the employee has been absent without leave, contrary to the rules of appropriate authority, 


been disapproved or revoked and canceled by appropriate authority; provided, however, 

that if such absence or failure to report is excusable, the appropriate authority may dismiss 

the charges; 



m. the employee has failed to report to work for one working day without notification to the 

supervisor; 








r. has made a false statement of or has misrepresented a material fact in the employee's 





paraphernalia on County property or any place designated as a work site where the County 

is carrying on business or providing services; 






v. just cause, as determined by the merits of each individual case and upheld by appropriate 

authority reviewing the case; 








demotion, if the employee commits a major offense that warrants such discipline. 


a. Verbal Reprimand: This is the least severe form of disciplinary action and is designed to 

advise the employee of the problem which has resulted in unsatisfactory behavior or 

performance. This level of discipline is not subject to the grievance process. 

b. First Level Discipline: The first formal step in progressive discipline. This level deals 

with continuation of minor offenses, when two or more previous verbal reprimands do not 

result in the correction of the problem by the employee. This level of discipline should be 

documented, labeled "FIRST LEVEL DISCIPLINE", and signed by the supervisor and 


distributed to the employee, the Human Resources Department, and the immediate 







process by the subject employee. This level of discipline should also be labeled 

"SECOND LEVEL DISCIPLINE" and documented in writing to include the signatures of 

the supervisor and the employee. The employee should also be allowed to respond in 

writing to the discipline. Documentation should be distributed to: the employee, the 

supervisor, and the Human Resources Department. This level of discipline may include 

suspension without pay for not longer than three days. 











be corrected immediately, the employee may be suspended from active duty. Given absolution from 

the offense, whereby the appropriate reviewing authority or the civil service commission (in cases of 

classified workers) finds the disciplinary action unwarranted, the department must reinstate and pay 

the individual for work time lost as a result of the suspension. However, if upheld by the appropriate 

reviewing authority or the civil service commission, the individual's dismissal will become effective 

with the department's suspension order. Department heads have the option to choose this course at 

their discretion although employees have the right to appeal all such actions to the Human Resources 

Department. In cases of non-civil service workers, the Commissioners Court may choose to establish 

a review committee to hear the employee's complaint and recommend disposition. In the case of civil 

service employees, the matter will be referred to the civil service commission for review. Discipline 

that may be administered at this level includes: 








2. Without Pay: This is an ordered absence from duty without pay for a prescribed 

period of time. This level of discipline requires a written notice and the right of the 

employee to respond before the suspension occurs. 





rank/compensation by the appointing authority after the probationary period has been 

served by an order in writing stating the following: 





5. The right of the employee to appeal to appropriate authority such as through the 

Human Resources Department to the Commissioners Court which may choose to 

refer the matter to a review committee, or in cases of civil service employees, to the 

grievance process of the civil service commission. 



. Items (a. 1-5) in the subparagraph above should also be used for documenting first and 

second level disciplinary actions. 

c. Prior to termination, a non probationary employee will be given written notice of the 

charges and will be given the opportunity to respond to the charges either orally or in 

writing. Exceptions to the right of rebuttal will occur when the employee's termination 

occurs as a result of the exhaustion of leave without pay benefits or when termination 

occurs as a result of the employee's failure to report to work for one (1) working day 

without notification to the supervisor. 




e. A copy of the final decision letter shall be forwarded to the Human Resources 

Department or the civil service commission (in cases involving civil service workers), and 

a copy thereof shall be personally served on the employee forthwith or mailed to his usual 

place of residence. 

Any order removing, suspending or reducing an employee in rank or compensation should be 

considered to have been filed with the Civil Service Commission when it has been 

received in writing by the office of the Director of Human Resources. 

ELIGIBILITY TO APPEAL: 

CHAPTER VIII: GRIEVANCE AND APPEALS: 

8.00 Any employee of the county who has completed his/her probationary period may file a 

grievance or appeal when a question of just cause exists in matters of termination, demotion, or 

suspension. By failure to file such a grievance within seven (7) calendar days, an employee so 

terminated, demoted, or suspended, waives all right to exercise the grievance process for that action. 


8.01 Generally 

a. Grievances, other than charges of discrimination due to race, sex, national origin, 

citizenship, age, religious preference, veterans status, physical handicap or sexual 

harassment, shall be processed in accordance with the following steps: 


employee's immediate supervisor. It shall be the responsibility of the grievant 

to verbally notify the supervisor that this is the first step of a formal 

grievance. The immediate supervisor shall within five (5) calendar days 

orally submit an answer to the grieving employee or his/her representative. 


grieving employee shall state the grievance in writing and submit same to 

his/her department head. This must be done within seven (7) calendar days 



after the receipt of the supervisor's oral answer to the stated grievance. 

Within five working days after receipt of the written grievance, the grieving 

employee's department head shall answer the grievance in writing to the 

grieving employee. 


grievance as originally written and the attached answer from the Department 

Head to the Director of Human Resources (in the case of non-civil service 

workers) or to the Civil Service Commission (in the case of civil service 

workers), within five (5) calendar days after receipt of the department head's 

answer to the grievance. 


rendered under sub-paragraph 3 of 7.05, or any other department level appeal procedure. 

b. All complaints of discrimination by employees on the basis of race, sex, national origin, 

age, religious preference, physical handicap or sexual harassment shall be filed in writing 

with the department head. In cases where the complaint involves the department head, the 

employee may choose to file such a complaint with the Director of Human Resources, 

who will promptly notify the Commissioners Court. To process complaints from non-civil 

service employees that are unresolved at department level, the Director of Human 

Resources shall refer same to the Commissioners Court for disposition. Within two 

regular sessions from receipt of the complaint, the Commissioners Court will choose from 

among several remedies which include but are not limited to the following: 

1. Appoint a "Review Committee" to inquire into the case and report its findings to the 

Commissioners Court for disposition. 

2. Refer the matter back to the Department for disposition. 

3. Refer the aggrieved party to the appropriate court system for remedy. 

4. Refer the case to an arbitrator. 

5. Refer the case to the county dispute resolution center. 

6. Refer the case to the Civil Service Commission for resolution. 

7. Refer the case to the County Attorney. 

In the case of civil service employees, all complaints under this subparagraph (8.01b of 

chapter VIII) will be referred to the Civil Service Commission grievance procedure as 

further stated in paragraph 8.02 below. 


8.02 Persons Qualified to Appeal; Time to Appeal 

a. Any employee under civil service who has completed the probationary period and has 

been removed, suspended or demoted in rank or compensation may, after following the 

grievance procedure set forth in Section 8.01, appeal to the Civil Service Commission for 



elief. This appeal must occur within ten working days after receiving the order of the 

affected department head concerning that cause. 




expediently as possible. 


8.03 Procedures: 



first. 

b. The aggrieved party shall be entitled to appear personally, produce evidence, have 

representation, and a public hearing. 




8.04 The Civil Service is herein given the power to compel the attendance of witnesses and the 

production of records, books, and papers, and to administer oaths in matters relating employment as 

prescribed in Local Government Code Section 158.009. In such cases, wherein compliance is not 

met by any agency, the Civil Service Commission shall subpoena any material, witness(es), or 

records relevant to the case. 

INSPECTION: 

8.05 An employee who has appealed to the county Human Resources Department, or to the Civil 

Service Commission, shall have the right to inspect any document in the possession of or under the 

control of the appointing authority which is relevant to such appeal and which would be admissible 

in evidence at a hearing on such appeal. The employee shall also have the right to interview other 

employees having knowledge of the acts or omissions upon which the removal, suspension, or 

reduction in rank or compensation was based. Interviews of other employees and inspection of 

documents shall be at times and places reasonable for the employee and the appointing authority. 


8.06 At any time before the employee's appeal is submitted to the Civil Service Commission 

(Commissioners Court through the Director of Human Resources for non-civil service employees) 

for decision, the appointing authority may, with the consent of the Civil Service Commission or 

Commissioners Court as applicable, serve on the employee and file with said Commission or Court, 

an amended or supplemental statement of charges. If the amended or supplemental charges present 

new causes or allegations, the employee shall be afforded a reasonable opportunity to prepare his/her 

defense thereto, but he/she shall not be entitled to file a further answer unless the Commission or the 



hearing board or officer so orders. Any new causes or allegations shall be deemed controverted and 

any objections to the amended or supplemental charges may be made orally at the hearing. 

FAILURE TO ANSWER: 

8.07 

a. Failure on the part of an accused employee to file an answer within the time allowed in 

Section 8.01 shall be construed as an admission of the truth of the charges made against 

him/her. 

b. Failure on the part of management to answer within the time allowed in Section 8.01 will 

give the employee the right to progress to the next step of the grievance procedure. 







judgement of conviction or acquittal of the offense charged in the complaint or indictment has 

become final. 

a. The foregoing suspension period is also subject to the applicable provisions of the civil 

service rules and regulations, and the provisions of any duly authorized labor agreement 

with respect to the maximum period of suspension and the award of backpay, if any. 


8.09 

a. The finding and decision of the Commissioners Court or the Civil Service Commission 

(as may be applicable for civil service versus non-civil service employees) shall be final, 

subject to the right of appeal under Chapter 158 of the Local Government Code and shall 

be certified to the appropriate appointing authority and shall forthwith be enforced and 

followed by same. 

b. A County employee who, on a final decision by the Commissioners Court or the Civil 

Service Commission, is demoted, suspended, or removed from the employee's position 

may appeal the decision by filing a petition in a District Court in the County within 30 

calendar days after the date of the decision. 

RECORD FILED: 


decision of the Commissioners Court or the Civil Service Commission, shall be filed as a public 

record in the county Human Resources Office and the Civil Service Commission. 




8.11 

a. No matter shall be entertained as grievance hereunder unless it is raised as such within ten 

(10) calendar days after the occurrence of the event or after the employee becomes aware 

of the event giving rise to the grievance. 


written consent of the aggrieved, the appointing authority, and the Commissioners Court. 

Without such written agreement, the time limits shall be strictly enforced. If the grieving 

party or parties fail to pursue the grievance within the time limits set forth, the grievance 

shall be considered resolved based upon the last answer given by supervisory 

representatives of the County. In cases where management failed to meet the time frame 

requirements, the employee will be entitled to remedy directly with the Commissioners 

Court (through the Human Resources Department) or with the Civil Service Commission 

whose decision will be final. 

CHAPTER IX 

OTHER POLICIES AND RULES APPLICABLE TO COUNTY EMPLOYEES 

9.00 The following policies are part of the Nueces County Civil Service. Therefore, these policies carry the 

same authority as the Nueces County Civil Service Rules. 

9.01 The Nueces County Family and Medical Leave Policy, as amended and in effect at any given time. on 

August 26, 1993. 

9.02 The Nueces County Drug Free Workplace Policy, as amended, and in effect at any given time. on July 

28, 1997. 

9.03 The Nueces County Civil Service Rules and Regulations, as amended and in effect at any given time; 

which shall take precedence over any conflicting provision of the Personnel Manual, if any. 

9.04 Any other employment policies duly adopted by the Commissioners Court so long as such policies are 

not in conflict with the provisions of these civil service rules and regulations. 

9.05 – Any applicable collective bargaining labor agreements that contains specific provisions in conflict 

with this Personnel Policy Manual but only to the extent of such conflict.; 

9.05 – Any other applicable state or federal law not specifically mentioned herein but which would otherwise 

apply to the County’s civil service employees. 

-END- 



___________________________________________________________________________ 


CIVIL SERVICE COMMISSION 

RULES AND REGULATIONS 

MANUAL 

(Approved by the Civil Service Commission on ______________, 2012) 

___________________________________________________________________________

TABLE OF CONTENTS 

CHAPTER I ORGANIZATION............................................................................. 1 

PURPOSE: .................................................................................................................................. 1 

1.00.......................................................................................................................................... 1 

CREATION AUTHORITY: ....................................................................................................... 1 

1.01 Role ................................................................................................................................ 1 

1.02 Appointments ................................................................................................................. 1 

1.03 Term of Office ............................................................................................................... 1 

1.04 Responsibilities .............................................................................................................. 1 

1.05 Meetings ......................................................................................................................... 1 

1.06 Quorum .......................................................................................................................... 1 

1.07 Rules of Order ................................................................................................................. 1 

1.08 Minutes .......................................................................................................................... 2 

1.09 Communications ............................................................................................................ 2 

1.10 Attendance ..................................................................................................................... 2 

DIRECTOR OF HUMAN RESOURCES AND CIVIL SERVICE:........................................... 2 

1.11 Appointment .................................................................................................................. 2 

1.12 Duties ............................................................................................................................. 2 

APPLICABILITY: ...................................................................................................................... 3 

1.13.......................................................................................................................................... 3 

PERSONNEL RECORDS: ......................................................................................................... 3 

1.14 Official Roster ................................................................................................................ 3 

1.15 Employment Record ...................................................................................................... 3 

CERTIFICATION: ..................................................................................................................... 3 

1.16.......................................................................................................................................... 3 

RULES AND REGULATIONS: ................................................................................................ 3 

1.17 Establishment .................................................................................................................. 3 

1.18 Amendment of the Rules ................................................................................................ 4 

1.19 Relationship to Collective Bargaining Provisions ......................................................... 4 

CHAPTER II EMPLOYMENT .............................................................................. 4 

DEFINITIONS ............................................................................................................................ 4 

Table of Contents -ii- 


2.01 Applicant ........................................................................................................................ 4 

2.02 Appointing Authority ..................................................................................................... 4 

2.03 Job Category .................................................................................................................. 4 

2.04 Classification/Reclassification ....................................................................................... 4 

2.05 Pay Group Evaluation ..................................................................................................... 4 

2.06 Classified Service ........................................................................................................... 5 

2.07 Employment Status ........................................................................................................ 5 

2.08 Inactive Employee .......................................................................................................... 6 

2.09 Break in Service ............................................................................................................. 6 

2.10 Probationary Period ........................................................................................................ 6 

2.11 Termination of Employment .......................................................................................... 7 

EMPLOYMENT PROCEDURES: ............................................................................................. 7 

2.12 Job Posting ..................................................................................................................... 7 

EMPLOYMENT PROCEDURES FOR NON-CLERICAL POSITIONS: ................................ 8 

2.13 Request To Fill Vacant Positions ................................................................................... 8 

2.14 Applications ................................................................................................................... 8 

2.15 Pre-screening and Certification ...................................................................................... 8 

2.16 Interview of Applicants .................................................................................................. 8 

EMPLOYMENT PROCEDURES FOR CLERICAL POSITIONS: .......................................... 8 

2.17 Civil Service Exam Roster for Clerical Positions .......................................................... 8 

2.18 Performance Tests .......................................................................................................... 8 

2.19 Civil Service Register for Clerical Positions ................................................................. 9 

2.20 Certification ................................................................................................................... 9 

2.21 Reexamination ............................................................................................................... 9 

EMPLOYMENT PROCEDURES FOR LAW ENFORCEMENT POSITIONS: ...................... 9 

2.22.......................................................................................................................................... 9 

RETENTION OF RECORDS:.................................................................................................... 9 

2.23 Certification Lists ........................................................................................................... 9 

2.24 Applications ................................................................................................................... 9 

AGE: ........................................................................................................................................... 9 

2.25.......................................................................................................................................... 9 

EDUCATIONAL ATTAINMENT: .......................................................................................... 10 

2.26........................................................................................................................................ 10 

DISQUALIFICATION OF APPLICANTS AND EMPLOYEES: ........................................... 10 

Table of Contents -iii- 


2.27........................................................................................................................................ 10 

APPLICATIONS NOT TO BE RETURNED: ......................................................................... 11 

2.28........................................................................................................................................ 11 

EMPLOYMENT PHYSICALS: ............................................................................................... 11 

2.29 Initial Employment ...................................................................................................... 11 

2.30 Re-Employment ........................................................................................................... 11 

2.31 Promotions ................................................................................................................... 11 

EMPLOYMENT STATUS: ...................................................................................................... 11 

2.32........................................................................................................................................ 11 

EVIDENCE OF ELIGIBILITY FOR EMPLOYMENT: .......................................................... 11 

2.33........................................................................................................................................ 11 

EQUAL EMPLOYMENT OPPORTUNITY: ........................................................................... 12 

2.34........................................................................................................................................ 12 

NEW EMPLOYEE PROBATIONARY PERIOD: .................................................................. 12 

2.35........................................................................................................................................ 12 

NEPOTISM: ............................................................................................................................. 12 

2.36 State Law...................................................................................................................... 12 

2.37 Appointment of Employees ......................................................................................... 12 

2.38........................................................................................................................................ 12 

2.39........................................................................................................................................ 12 

TRANSFERS: ........................................................................................................................... 13 

2.40........................................................................................................................................ 13 

2.41 Voluntary ..................................................................................................................... 13 

2.42 Involuntary ................................................................................................................... 13 

2.43 Temporary .................................................................................................................... 14 

REASSIGNMENT: ................................................................................................................... 14 

2.44........................................................................................................................................ 14 

DEMOTIONS: .......................................................................................................................... 14 

2.45 Definition ..................................................................................................................... 14 

2.46 Voluntary Demotion .................................................................................................... 14 

2.47 Review of Compensable Factors.................................................................................. 14 



-iv-

2.48 Reduction in Force ....................................................................................................... 14 

2.49 Involuntary ................................................................................................................... 14 

2.50 Compensation .............................................................................................................. 15 

2.51 Probationary Period ...................................................................................................... 15 

PROMOTIONS: ....................................................................................................................... 15 

2.52 Definition ..................................................................................................................... 15 

2.53 Salary ........................................................................................................................... 16 

2.54 Notification .................................................................................................................. 16 

PERFORMANCE APPRAISAL: ............................................................................................. 16 

2.55 Frequency ..................................................................................................................... 16 

2.56 Record keeping ............................................................................................................ 16 

2.57........................................................................................................................................ 16 

2.58........................................................................................................................................ 16 

2.59........................................................................................................................................ 17 


2.60 Definition ..................................................................................................................... 17 

2.61 Layoff ........................................................................................................................... 17 

2.62 Voluntary Termination ................................................................................................. 17 

2.63 Candidates for Public Office ........................................................................................ 17 

2.64 Benefit and Salary Restoration for Reinstated Employees .......................................... 18 

2.65 Preference..................................................................................................................... 18 

2.66 Waiver of Probationary Period .................................................................................... 18 

RE-EMPLOYMENT: ............................................................................................................... 18 

2.67........................................................................................................................................ 18 

RESIGNATION: ....................................................................................................................... 18 

2.68........................................................................................................................................ 18 

RETIREMENT: ........................................................................................................................ 18 

2.69 Eligibility ..................................................................................................................... 18 

REORGANIZATION AND/OR CONSOLIDATION .............................................................. 19 

2.70 Reorganization and/or Consolidation .......................................................................... 19 

CHAPTER III POSITION CLASSIFICATION & PAY MANAGEMENT .... 20 

COVERAGE: ............................................................................................................................ 20 

3.00 Non-Exempt and Exempt Employees Classification ................................................... 20 



-v-

SALARY ADMINISTRATION: .............................................................................................. 20 

3.01 Base Pay Per Hour ....................................................................................................... 20 

3.02 Pay Authorization for County Employees ................................................................... 20 

3.03 Pay Authorization for Temporary Employees.............................................................. 20 

3.04 Pay Authorization for Seasonal Employees (delete as obsolete) ................................. 21 

3.05 Pay Groups and Steps .................................................................................................. 21 

3.06 County Pay Schedule ................................................................................................... 21 

3.07 Base Pay Computation for Non-Exempt, Non-Law Enforcement Positions ............... 21 

3.08 Base Pay for Non-Exempt, Law Enforcement Positions ............................................. 22 

3.09 Longevity Pay .............................................................................................................. 22 

3.10 Red Line Rate............................................................................................................... 23 

CLASSIFICATION OF NEW APPOINTMENTS: .................................................................. 23 

3.11 Starting Salary .............................................................................................................. 23 

3.12 In-Grade Transfer ......................................................................................................... 23 


3.13........................................................................................................................................ 23 

3.14 Voluntary Resignations ................................................................................................ 23 

DEMOTION AND SALARY REDUCTION: .......................................................................... 23 

3.15 Performance Related .................................................................................................... 23 

3.16 Employee Requested .................................................................................................... 24 

3.17 Reorganization Salary Adjustment .............................................................................. 24 

3.18 Change in Pay Group or from Full-time to Part-Time Status ...................................... 24 

RECLASSIFICATION OF POSITIONS .................................................................................. 24 

3.19........................................................................................................................................ 24 

REEMPLOYMENT OF FORMER REGULAR EMPLOYEE: ............................................... 25 

3.20 Reemployment ............................................................................................................. 25 

EQUITY ADJUSTMENT: ....................................................................................................... 26 

3.21........................................................................................................................................ 26 

OVERTIME PAY PROCEDURES FOR NON-EXEMPT EMPLOYEES: ............................. 26 

3.22........................................................................................................................................ 26 

3.23 Lunch and Rest Periods................................................................................................ 26 

3.24 Compensatory (Comp) Time / Administrative Leave .................................................. 27 

3.25 Final Pay For Departing Employees ............................................................................ 28 

3.26 Call Back Compensation For Eligible Employees During Holiday ............................. 29 

3.27 Holidays ....................................................................................................................... 29 

Table of Contents -vi- 


RECORDING WORK TIME: .................................................................................................. 29 

3.28........................................................................................................................................ 29 

GENERAL PRACTICES: ........................................................................................................ 29 

3.29 Overtime Kept to Minimum......................................................................................... 29 

3.30........................................................................................................................................ 29 

3.31........................................................................................................................................ 29 

RECORD KEEPING: ............................................................................................................... 29 

3.32 Records To Be Kept By Departments and County Auditor ......................................... 29 


CONTINUANCE PAY: ............................................................................................................ 30 


CHAPTER IV LEAVES OF ABSENCE ............................................................. 30 

DEFINITIONS: ......................................................................................................................... 30 

4.00........................................................................................................................................ 30 

4.01........................................................................................................................................ 30 

4.02........................................................................................................................................ 30 

4.03........................................................................................................................................ 30 

4.04........................................................................................................................................ 30 

4.05........................................................................................................................................ 30 

4.06........................................................................................................................................ 31 

4.07........................................................................................................................................ 31 

4.08........................................................................................................................................ 31 

4.09........................................................................................................................................ 31 

4.10........................................................................................................................................ 31 


4.11 Entitlement ................................................................................................................... 31 

4.12 Appointing Authority Designates Time of Leave ........................................................ 31 

4.13 Submission of Requests ............................................................................................... 31 

4.14 Medical Statements for Confirmation of Sick Leave ................................................... 32 

4.15 Medical Release ........................................................................................................... 32 

RESIGNATION UPON FAILURE TO RETURN AFTER LEAVE: ...................................... 32 

4.16 Automatic Termination ................................................................................................ 32 

4.17 Disciplinary Action ...................................................................................................... 32 

VACATION: ............................................................................................................................. 32 

Table of Contents -vii- 


4.18 Employees Who May Earn Vacation ........................................................................... 32 

4.19 Computation of Vacation ............................................................................................. 33 

4.20 Priorities for Granting Vacation, Vacation Schedules, Holidays ................................. 33 

4.21 Carry Over of Accumulated Vacation Credit ............................................................... 33 

4.22 Vacation Planning ........................................................................................................ 34 

4.23 Separation from County Service .................................................................................. 34 

SICK LEAVE: .......................................................................................................................... 34 

4.24 Computation of Sick Leave........................................................................................... 34 

4.25 Use of Sick Leave ........................................................................................................ 34 

4.26 Sick Leave Practice ...................................................................................................... 35 

4.27 Cancellation of Sick Leave Credits .............................................................................. 35 

4.28 Compensation For Unused Sick Leave / and Workers Compensation ........................ 35 

LEAVE WITHOUT PAY: ........................................................................................................ 36 


COMPULSORY LEAVE: ........................................................................................................ 37 

4.30 Compulsory Leave ....................................................................................................... 37 

COURT LEAVE: ...................................................................................................................... 37 


4.32 Court Leave Limitations .............................................................................................. 37 

4.33 Court Leave Compensation .......................................................................................... 37 

MILITARY LEAVE: ................................................................................................................ 37 


4.35 Military Leave Limitation ............................................................................................ 37 

FUNERAL LEAVE: ................................................................................................................. 38 

4.36........................................................................................................................................ 38 

4.37........................................................................................................................................ 38 

4.38........................................................................................................................................ 38 

EMERGENCY/DISASTER LEAVE: ...................................................................................... 38 

4.39 Purpose ......................................................................................................................... 38 

CHAPTER V STANDARDS OF CONDUCT: .................................................... 39 

INTENT: ................................................................................................................................... 39 

5.00........................................................................................................................................ 39 

Table of Contents -viii- 


NON-DISCRIMINATION: ...................................................................................................... 39 

5.01........................................................................................................................................ 39 

GIFTS........................................................................................................................................ 40 

5.02........................................................................................................................................ 40 

PERSONAL APPEARANCE AND JOB CONDUCT: ........................................................... 40 

5.03........................................................................................................................................ 40 

USE OF COUNTY-OWNED PROPERTY: ............................................................................ 41 

5.04........................................................................................................................................ 41 

CONFIDENTIALITY: .............................................................................................................. 41 

5.05........................................................................................................................................ 41 

OFFICE DONATIONS, POLITICAL CONTRIBUTIONS AND POLITICAL SERVICE: .... 42 

5.06........................................................................................................................................ 42 

OUTSIDE EMPLOYMENT: .................................................................................................... 42 

5.07........................................................................................................................................ 42 

5.08 SEXUAL HARASSMENT: .......................................................................................... 42 

PUBLIC STATEMENTS BY COUNTY EMPLOYEES: ........................................................ 43 

5.09........................................................................................................................................ 43 

DISCLOSURE OF INTEREST: ............................................................................................... 44 

5.10........................................................................................................................................ 44 

REVIEWS OF CONDUCT COMPLAINTS: ........................................................................... 44 

5.11........................................................................................................................................ 44 

CHAPTER VI REDUCTION IN FORCE ........................................................... 45 

LAYOFF: .................................................................................................................................. 45 

6.00........................................................................................................................................ 45 

6.01........................................................................................................................................ 45 

ORDER OF LAYOFF: ............................................................................................................. 46 

6.02........................................................................................................................................ 46 

Table of Contents -ix- 


LAYOFF RATINGS: ................................................................................................................ 46 

6.03 Competition ................................................................................................................. 46 

6.04 Seniority for Layoff Purposes ...................................................................................... 46 

6.05 Use of Performance Reports in Layoff ........................................................................ 47 

DEMOTION IN LIEU OF LAYOFF: ....................................................................................... 47 

6.05........................................................................................................................................ 47 

CHAPTER VII PROGRESSIVE DISCIPLINE & TERMINATION .............. 47 


7.00 Purpose ......................................................................................................................... 47 

7.01 Suspensions, Demotions, Removal .............................................................................. 47 

7.02 Calls for Suspension, Demotion, or Removal .............................................................. 47 

TYPES OF DISCIPLINARY ACTION: ................................................................................... 49 

7.03 Verbal Reprimand, First and Second Level Discipline ................................................ 49 

7.04 Third Level of Discipline ............................................................................................. 50 

7.05 Documentation of Disciplinary Action: ....................................................................... 50 

CHAPTER VIII GRIEVANCES AND APPEALS ............................................. 51 

ELIGIBILITY TO FILE A GRIEVANCE OR APPEAL: ........................................................ 51 

8.00........................................................................................................................................ 51 

GRIEVANCE PROCEDURE: .................................................................................................. 52 

8.01........................................................................................................................................ 52 

APPEAL TO THE CIVIL SERVICE COMMISSION: ............................................................ 53 

8.02........................................................................................................................................ 53 

CONDUCT OF HEARING: ..................................................................................................... 53 

8.03........................................................................................................................................ 53 

INVESTIGATION: ................................................................................................................... 53 

8.04........................................................................................................................................ 53 

INSPECTION: .......................................................................................................................... 53 

8.05........................................................................................................................................ 53 

Table of Contents -x- 


AMENDMENT OF CHARGES: .............................................................................................. 54 

8.06........................................................................................................................................ 54 

FAILURE TO ANSWER .......................................................................................................... 54 

8.07........................................................................................................................................ 54 

MAXIMUM PERIOD OF SUSPENSION: .............................................................................. 54 

8.08........................................................................................................................................ 54 

FINDING AND DECISION: .................................................................................................... 54 

8.09........................................................................................................................................ 54 

RECORD FILED: ..................................................................................................................... 55 

8.10........................................................................................................................................ 55 

TIME LIMITS OF THE GRIEVANCE AND/OR APPEAL PROCEDURES: ....................... 55 

8.11........................................................................................................................................ 55 

CHAPTER IX POLICY RULES OF THE CIVIL SERVICE 

COMMISSION ............................................................................................ 55 

9.00........................................................................................................................................ 55 

9.01........................................................................................................................................ 56 

9.02........................................................................................................................................ 56 

9.03........................................................................................................................................ 56 

9.04........................................................................................................................................ 56 

9.05........................................................................................................................................ 56 

GLOSSARY ............................................................................................................ 56 

Table of Contents -xi- 


PURPOSE: 

__________________________________ 

CHAPTER I 

ORGANIZATION 

1.00 The Civil Service System of Nueces County has been created under the authority of Chapter 

158 of the Local Government Code. Its purpose is to establish and enforce rules in accordance with 

Section 158.009 of said chapter. 


1.01 Role: The Commissioners Court is the legal authorized elected body that provides oversight for 

the operation of the Nueces County Governmental entity. By order of this body, on December 4, 

1991, the Nueces County Civil Service Commission was created. 

1.02 Appointments: The Commissioners Court appoints the three members of the Civil Service 

Commission, designating one member to serve as Chairman. 

1.03 Term of Office: Each member of the Commission holds office for a term of two years and 

until his/her successor is appointed. Vacancies on the Commission must be filled by appointment of 

the Commissioners Court for the unexpired term of the member whose position has been vacated. 

1.04 Responsibilities: The Commission has the authority and the responsibility to make, publish 

and enforce rules relating to: 






f. Grievance procedure and other procedural and substantive rights of employees, and; 


benefits and working conditions. 

1.05 Meetings: Regular meetings of the Civil Service Commission are scheduled quarterly. 

However, special meetings may be called by the chairman or by the other two commission members 

upon giving reasonable (five day) notice to all commission members. 

The meetings of the Commission are open to the public and posted in accordance with the Open 

Meetings Law of the State of Texas. 

1.06 Quorum: Two members of the Commission constitute a quorum. 

1.07 Rules of Order: The Nueces County Civil Service proceedings shall be conducted in 

accordance with "Roberts Rules of Order". The normal order of business is: 



a. approval of minutes of the previous meeting; 

b. communications and correspondence; 

c. discussion of reports; 

d. unfinished business, and; 

e. new business. 

A Commission member may record in the minutes his/her approval of, or objection for any act of the 

Commission together with his/her reasons. 

1.08 Minutes: The Secretary of the Commission shall be responsible for recording the minutes of 

each meeting and shall note the following: 

a. the time and place of each meeting of the Commission; 

b. the names of the Commission members present; 

c. all official actions of the Commission; 

d. the official vote by each Commission member except where the action is unanimous; 

e. upon request, a Commission member's dissent with his/her reasons. 

The minutes are presented for approval at the next regular meeting of the Commission. The 

minutes, upon approval by the Commission, are open for public inspection. 

1.09 Communications: All communications or requests to the Civil Service Commission are to be 

made in writing. A summary of the request, and the resultant action of the Commission will be made 

in the official minutes of the Commission. 

1.10 Attendance: If a Civil Service Commission member is absent from three meetings during 

his/her present term without the approval of the remaining members, then the absent member is 

automatically deemed to have submitted his or her resignation, and the position will be declared 

vacant. The request will be made by the Commission to the Commissioners Court for a replacement 

of such member. 


1.11 Appointment: The Director of Human Resources is appointed by the Commissioners Court. 

As an additional duty, the Director of Human Resources may also be appointed by the Civil Service 

Commission to serve as Secretary for the Civil Service Commission. 





commission. The Director of Human Resources shall also, by direction and approval of the County 


a. be the general manager of the Department of Human Resources and Civil Service and 

be responsible for the direction of the work and the staff of this department; 

__________________________________ 



. administer a broad personnel program which includes, but is not limited to: 


1. recruitment and examination of applicants; 

2. classification of positions; 

3. employee information and counseling; 

4. in-service training; 

5. performance appraisal system; 

5. leaves of absence; 

6. maintenance and development of personnel standards and programs; 

7. any other task(s) or projects as may be directed by the Commissioners Court. 

1.13 The Civil Service Rules apply to the employees of all departments that are specifically 

identified as "employees under civil service" by order of the civil service commission, or by 

amendments thereto. Copies of these orders and amendments shall be maintained in the office of the 

County Personnel Director. All regular budgeted positions as to which the County is the employer 

under state and federal law are covered under this civil service system, except those specifically 

excluded from coverage by separate order of the Civil Service Commission. The coverage exclusion 

order shall be maintained by the County’s Department of Human Resources and may be amended 

from time to time at the discretion of the Civil Service Commission. 




holding positions in the Civil Service of Nueces County. 

1.15 Employment Record: The Director of Human Resources shall also maintain in the 

Department of Human Resources and Civil Service a complete employment record of all employees 

holding positions in the service of Nueces County. This record will include all personnel actions, 

personal employment data, benefit information, and education courses or seminars attended. 


1.16 The Director of Human Resources and Civil Service shall certify to the county auditor the 

name and date of appointment of each person employed in accordance with the provisions of the 

Civil Service Rules. 


1.17 Establishment: The Rules of the Commission that are currently in effect are contained in 

subsequent sections of this manual. These rules have been approved by the Nueces County Civil 

Service Commission and are in effect until amended, revised, or eliminated by the Commission. 

__________________________________ 



1.18 Amendment of the Rules: Amendment to the rules may be made at any meeting of the Civil 

Service Commission. All rules and amendments shall become effective on the date of their approval 

by the Commission. All rules and amendments shall be printed for distribution to all departments 

that have Civil Service employees. 

1.19 Relationship to Collective Bargaining Provisions: 

a. As provided by Chapter 174, Texas Local Government Code, a state or local civil 

service provision prevails over a collective bargaining contract under Chapter 174, TLGC, 

unless the collective bargaining contract specifically provides otherwise. 

b. In this regard, it shall be the responsibility of the parties appearing before the Civil 

Service Commission to bring to the Civil Service Commission’s attention any applicable 

collective bargaining provision that bears on an issue before the Civil Service Commission. 

c. The Civil Service Commission reserves the authority to interpret and apply, if such be 

necessary, any contract based provision that provides the standard in any particular matter 

before the Civil Service Commission. See §174.005 and .006(b), TLGC. 

DEFINITIONS 

__________________________________ 

CHAPTER II 

EMPLOYMENT 


for a specific position for which the Nueces County Department of Human Resources and Civil 

Service is recruiting applicants. 

2.02 Appointing Authority: The elected official, department head, Chief Executive Officer of a 

department, board, commission of Nueces County, or the Commissioners Court, has authority to 

appoint employees under the civil service system. 



experience, knowledge skills and abilities. All jobs covered by civil service will fall into one of 

three categories; "clerical", "non-clerical", and "law enforcement". 







a. For those civil service employees covered by a collective bargaining labor agreement, 

the job classifications shall be those established by the labor agreement, if applicable. 

2.05 Pay Group Evaluation: A process used to review the compensable factors of jobs in order to 

determine their level in the pay structure of Nueces County. Upon request of the respective 



appointing authority, the Court may direct such study be done prior to the adoption of the annual 

budget or otherwise, but not more frequently than once per budget year for any one position. 



provisions of paragraph 1.13 of this chapter. The term also includes any employee who is on an 

authorized leave of absence and whose position is being held by the Department for the employee's 

return. However, this term excludes all temporary and seasonal employees whether full-time or parttime. 



approved by the Commissioners Court as a "REGULAR POSITION" eligible for employee 

benefits as mandated by said court. Benefits available to regular employees are determined 

by the level of utilization defined at the time of authorization. (see chapters 3 and 4 for more 

information on employee benefits) 

1. Regular, full-time - non-law enforcement employees filling positions 

authorized with utilization levels of 1664 hours or more per year. Full-time law 

enforcement employees fill positions authorized at a utilization level of 2223 hours 

per year. Regular, full-time employees are eligible for full life and health insurance 

benefits and leave benefits prorated on the authorized utilization level. (100% = 

2080 hours per year for non-law enforcement and 2223 for law enforcement) 





requirements of the TCDRS guidelines, retirement benefits must be made available in 

positions budgeted for 900 hours or more per year. 

b. Temporary Employee: An individual employed by the County to perform a job for a 

limited period of time. All temporary employee positions must be approved by the 


positions are not eligible for any employee benefits. Departments requesting temporary 

employees may do so by submitting an NCF-1 (personnel action request form) addressed to 

the Commissioners Court through the Department of Human Resources. The following 

requirements apply to these requests: 

1. The authorization for each temporary position may not exceed ninety (90) 

calendar days for each position requested. Requests to extend the authorization of 

the position for successive ninety (90) day periods are to be submitted to 

Commissioners Court in conformance with all provisions of this section to include 

the original date of authorization. (Only when an employee is replacing a regular 

employee on workers comp or leave without pay or other reasons approved by 

Commissioners Court may a temporary position be authorized to exceed more than 

270 consecutive calendar days from the date of original authorization.) 

__________________________________ 



2. A specific list of tasks that will be performed by each temporary employee 

and the expected time (in work-hours) required to accomplish each task during the 

term of employment. In submitting requests to extend the authorization of a 

temporary position, a report of progress-to-date on the original list of tasks is 

required. 

3. A reference to the department's approved budget for salary expenditures in the 

current year. In cases of non-budgeted emergency requests, departments must 

explain the reason for the emergency and why it could not be anticipated during the 

previous budget planning cycle. For example, departments may request temporary 

hire to accomplish tasks generated by legislative action that may have occurred after 

the budget was approved. In such cases, the department may simply cite the 

respective authority including the legislative bill number and the appropriate session 

number, along with a list of resultant tasks which will be accomplished by the 

temporary hire. 


department with the county auditor prior to forwarding same to the Department of 



and labeled "NON-FUNDED REQUEST", then forwarded to the Department of 

Human Resources for processing. 






c. Seasonal Employee: An individual hired by the county to fill a position created by 

seasonal needs and which occur generally during the same period each year. This type of 

employee may also work irregular hours intermittently throughout the year. Seasonal 

employees are not eligible for any employee benefits and also must be approved on a case by 

case basis by the Commissioners Court. 




without pay. 

2.10 Probationary Period: 

a. The first six months of continuous employment or re-employment with the County, 

for all regular full-time employees and regular part-time employees. During this period of 

time, the employee must demonstrate ability to satisfactorily perform the duties required. 

Failure of the employee to perform satisfactorily during the probationary period will result in 

dismissal without the right to appeal. 

__________________________________ 



. Any employee who applies for and accepts a promotion or transfer into a position 

under another appointing authority will be required to serve a six month probationary period 

in the new position. This new probationary period will not affect benefits for which the 

employee is otherwise eligible. Failure of the employee to perform satisfactorily during this 

probationary period will result in demotion to the employee's previous position and salary, if 

vacant, transfer to another suitable position, or termination layoff in the event no suitable 

positions are open. In all cases, the receiving appointing authority must approve the 

employee's placement. 




2.12 Job Posting: The Department of Human Resources, upon receipt of a personnel requisition, 

will post an announcement for each clerical, non-clerical, and law enforcement job vacancy for a 

period of at least seven (7) calendar days, with the following exceptions: 

1. as noted in the provision of paragraph 2.15, where the appointing authority desires to 

fill a position from an existing unexpired certification list, and 

2. for internal promotions as described in paragraph 2.52 a, where the appointing 

authority expects to fill the vacancy with qualified individuals from his/her existing 

employees. 

For frequently recruited job classifications which occur in more than one county department, the 

Department of Human Resources may accept applications from non-county employees on a 

continuous basis. However, to facilitate the internal recruitment process, all vacancies will be 

announced to current regular employees when announcements are authorized by the Commissioners 

Court. [As amended 4/30/1997] 

The announcement will include the title, job code/class, starting pay group for the position, closing 

date for applications, job summary, qualifications, plus any special physical requirements or 

performance tests that apply. All announcements will also include a statement regarding the 

appropriate probationary period. Posting will be in a conspicuous place in the Department of 

Human Resources and on the County’s official website, and each County department and may be 

posted with other organizations outside of the County as appropriate to increase applicant flow. 

However, for an initial seven (7) calendar day period, the announcement will be posted only within 

the county system to allow priority to "regular" county employees. 

A "volunteer or temporary employee" who has served in a specific position number for which there 

is a vacancy, for 1040 hours or more during the previous year, and who has written certification from 

an appointing authority confirming this 1040 hours of training on the job, may also apply through the 

internal announcement process. Appointing authorities may request simultaneous posting and 

recruitment of both external and internal applicants. by certifying in writing, that "no current 

employee of that department qualifies for the job." This certification must be clearly stated in the 

comments section of a personnel action request form (NCF-1) that is signed by the appointing 

authority. 

__________________________________ 





personnel action "Nueces County Form 1 (NCF-1)" to the Department of Human Resources with the 


NCF-1 forms will be maintained in the Department of Human Resources. The Director of Human 

Resources will then process the completed form through the Auditor's office to the Commissioners 

Court for approval. Given such approval by the Commissioners Court, the Director of Human 

Resources personnel director will then forward to that department head, a certified list of eligible 

applicants to fill the position. 


County is currently recruiting. 

Individuals wishing to apply for an open non-clerical position must submit a completed Nueces 

County Form 2 (NCF-2, "Employment Application"), and any other documents required by the 

announcement, prior to the closing date for each position for which they wish to be considered. 

Resumes will be accepted in addition to the completed application. 

2.15 Pre-screening and Certification: To insure that minimum qualifications are met, each 

application for each position will be pre-screened by the Department of Human Resources and 

referred to the appointing department in the form of a "CERTIFIED LIST of NON-CLERICAL 

APPLICANTS." These certification list(s) will be active for 90 days. Vacancies that occur in 

positions for which the current certified list offers qualified applicants may be filled from the current 

list(s). The appointing authority may also request a new list, even if a current certification list is in 

effect. The new certification list will include applicants who have been certified since the previous 

list. The pre-screening and certification process stated herein will not apply to county employee 




who to interview from the list of certified applicants that is provided by the Department of Human 

Resources. Final selection for each position will be made from this list of applicants. If there is 

more than one position vacant in the same class that is being recruited, the appointing authority may 

select applicants from the same list. 


2.17 Civil Service Exam Roster for Clerical Positions: Any individual wishing to apply for a 

clerical position with Nueces County must take the Civil Service Examination. A roster of 

individuals scheduled to take the next exam will be maintained by the Department of Human 

Resources and Civil Service. Persons wishing to have their name placed on this list must contact the 

training section of the county Department of Human Resources. 


they have passed the initial Civil Service Examination. Other performance tests could include a 


performance factors. 

__________________________________ 



All applicants that take the Civil Service Examination are required to complete an application for 

employment (NCF-2). 


who takes the civil service exam will be placed on the Civil Service Register in order of ranking. 




score. Scores on the Civil Service register are good for a three year period provided the application 

is renewed as specified in Section 2.23. 




to the Department of Human Resources and Civil Service, after which a new list will be provided to 

the Elected Official/Department Head. If more than one position in the same class is available and 

has been included on the personnel requisition, the appointing authority may select applicants from 

the same list. Certification lists will be active for 90 days. When new lists are requested, they will 

be merged with any old lists that have not expired. 

2.21 Reexamination: Applicants may only take the Civil Service Examination two times within a 

12 month period. Any exceptions will only be considered upon a written request of the applicant and 

are subject to the approval of the Director of Human Resources and Civil Service. 



2.16 all, qualified law enforcement applicants will also be placed on a Civil Service Register. All 

county law enforcement applicants must also meet the requirements of the "Texas Commission on 

Law Enforcement Officer Standards and Education Act" (TCLEOSE). 


2.23 Certification Lists: All, certification lists will be retained for a period of twelve (12) months. 

and destroyed after that time. 

2.24 Applications: All applications for employment may will be destroyed after being on file for 

twelve (12) months. Any applicants who wish to receive further consideration for employment are 

required to submit a new application or update existing application in the Human Resources 

Department. 

AGE: 

2.25 No person shall be eligible for employment in the classified service, nor shall any applicant be 


however, that the Commission may change this age limit at its discretion. In the case of applicants 

for law enforcement positions, the age criteria prescribed by the "Texas Commission on Law 

Enforcement Officer Standards and Education Act" will be enforced by the county. 

__________________________________ 




2.26 All applicants that are selected for positions which require education at above the high school 

level or equivalent, or above will be required to provide official the applicable transcripts or diploma 

from the high school, college(s) or universities they attended. New hires for positions that require 

special training or licensing must also provide satisfactory evidence of completion of the prescribed 

requirement(s). 



application form shall be cause for disqualification or just cause for dismissal. An applicant may 

also be disqualified from employment and/or advancement consideration for the following reasons: 

a. Any employee may be disqualified from promotions for a minimum period of 90 

days, when the employee makes a misrepresentation of facts or fails to report pertinent data 

on the application for promotion or any other document(s), or; 


c. Is physically unable to perform the full range of job duties of the position to which 

the applicant seeks appointment, and which he or she would be unable to perform after 

reasonable modifications/accommodations to the job site or requirements were considered, 

or; 

d. Has had a positive result confirmed by the County's Medical Review Officer on a preemployment 

drug test, or; 

e. Has been convicted of a felony or a criminal offense involving moral turpitude. The 

word convicted shall be construed to mean a conviction by a verdict, by plea of guilty, or 

nolo contendere upon a judgment of the court, a jury having been waived, without regard to 


adjudication, pre-trial diversion, or otherwise. The words moral turpitude shall be construed 

to mean any act of baseness, vileness or depravity, or any act done contrary to justice, 

honesty, modesty, or good morals, or any act done with deception or through corrupt 

motives, or; 

f. Has used or attempted to use any personal or political influences to further eligibility 

or appointment, or; 

g. Has intentionally made a false statement to any official body of the county, regarding 

a material fact, or; 





Commissioners Court render him/her equally the applicant is unfit for the position for which 

he/she applies, or; 

j. Has been convicted of a felony committed in the furtherance of, or while participating 

in a civil disorder, or; 

__________________________________ 






l. Has indicated through clear actions or words an inability to attend work on a regular 

basis, or; 











Department of Human Resources by the responsible appointing authority submitting the personnel 








2.31 Promotions: Any individual who applies for a position that requires specific physical 


Disabilities Act, as amended, must pass a physical examination (if required by the appointing 

authority) prior to entering the new position. Failure to pass the physical will be grounds for 

disqualification. 









__________________________________ 



Nueces County Department of Human Resources on their first day of employment, in order to 

comply with the Immigration Reform and Control Act. 



employees without regard to race, color, religion, sex, age, national origin, citizenship, handicap, 

disability, or political affiliation. 

NEW EMPLOYEE PROBATIONARY PERIOD: 

2.35 Each individual who becomes newly employed or reemployed with Nueces County serves a 

six month probationary period. The probationary period does not include time served as: 


b. periods of absence of five days or longer during the probationary period, in which 

case the probationary period would be extended by the same number of days, or; 













NEPOTISM: 

2.36 State Law: A County Employee shall not be hired in a manner that would violate state laws 

against nepotism or any local rules that have been passed prohibiting nepotism. Elected 



constitutes grounds for immediate removal from their office or position. 




2.38 No person related within the second degree of affinity or within the third degree of 

consanguinity to any County employee shall be hired, transferred, assigned, reassigned or reinstated 

to a position in the same Chain of Supervisory Command in which said employee is employed. 



__________________________________ 




employment within the County. At the conclusion of 60 days, the employees will be given the 

option to determine which of them will resign, if a suitable position has not been found within the 

County. 

Termination of a marriage by divorce or the death of a spouse terminates relationships by affinity 

created by that marriage, unless a child of that marriage is living, in which case the marriage is 

treated as continuing to exist; as long as a child of that marriage lives. 

The CHAIN OF SUPERVISION is defined as all management and supervisory positions in a major 

division of a department, beginning with the head of the division and flowing downward through the 

organization. Any personnel action that changes the established chain of supervision in any 

department serviced by county civil service, or which effects position/job class management, must be 

submitted through the Director of Human Resources for approval by Commissioners Court. 

TRANSFERS: 

2.40 

a. Definition: A transfer is the movement of an employee from one department to 

another department. Such a transfer is subject to the approval of county governing body and 

must be requested through the Director of Human Resources on a personnel action form 

(NCF-1) by the appointing authority. An NCF-1 form must also be submitted by the 

department that is losing the employee. 

b. Voluntary transfer to a position under another appointing authority will require the 

employee to serve a six month probationary period (Paragraph 2.10 b) in that position. 

During the probationary period, the employee must satisfactorily demonstrate the ability to 

perform the duties required. The immediate supervisor will periodically advise the employee 

of his/her progress. Failure of the employee to perform satisfactorily during the probationary 

period may will result in return to the employee's old position and salary, transfer to another 

suitable position, if vacant, or termination layoff in the event no suitable positions are open. 

In the event of layoff, the employee shall be given the first right of refusal of any future 

position (for a period of two years) for which the individual qualifies. In all cases, the 




a. be on a form furnished by the county Department of Human Resources, (NCF-1); 




involuntarily transferred at management's request; provided that the recipient department or office is 

in agreement with the transfer. However, prior to effecting the transfer, the proponent department 

must get approval from the county governing body by submitting an NCF-1 through the county 

personnel office Human Resources Department . Also, the proponent department must notify the 

subject employee in writing with the reason for such transfer, and allow sufficient time (7 calendar 

__________________________________ 



days) for the employee to exercise the grievance procedure. Given this seven day elapsed time, and 

approval from the Commissioners Court, the department may transfer the individual. 



REASSIGNMENT: 

2.44 The appointing authority may reassign employees to positions in the same grade and salary 

under the same appointing authority. within the department. Although reassignments are not subject 

to the same rules as transfers, the employee should be given advance notice in writing of the reassignment, 

along with the reasons for it. 

DEMOTIONS: 







e. District Clerk employees who have served their probationary period under a District 

Judge and are rejected for duty in the District Court. 








submitted on an NCF-1 through the Department of Human Resources for approval by the 




emphasis, or a lack of work, may cause a reduction in force. Employees that are affected by a 







the Department of Human Resources. Employees demoted under this provision shall be entitled to a 

hearing in accordance with the grievance procedures set forth in Chapter 8. 

__________________________________ 



2.50 Compensation: Employees that are demoted shall may also receive a salary reduction if 

ordered by Commissioners Court in accordance with the job pay gap. 

2.51 Probationary Period: Any employee who is promoted to a position in another department and 



head must approve in writing. The alternative to this would be dismissal for cause in accordance 

with the due process of paragraph 7.02 of this civil service manual. 

PROMOTIONS: 




Therefore, job vacancies will be posted for a period of not less than seven (7) calendar days for either 

departmental (internal) or county-wide (internal) announcements. 

a. Departmental (internal) announcements - When a job vacancy is expected to be filled 

from qualified individuals in the same department, that appointing authority will post the 

notice and accept applications or a letter of interest. Interviews are scheduled at the 

discretion of the department. 

b. County-wide (internal) announcements - When an appointing authority has no 

expectation of finding a qualified applicant within his/her existing employees, the vacancy 

notice is posted in accordance with paragraph 2.12 of this chapter. Interested employees 

should notify their immediate supervisor and submit an application to the Department of 

Human Resources to have their qualifications reviewed. Qualified employees' applications 

shall be sent to the appointing authority where the vacancy exists. Interviews are scheduled 

at the discretion of the department. 

c. Any employee who applies for and accepts a promotion into a position under another 

appointing authority is required to serve a six month probationary period. During the 

probationary period, the employee must satisfactorily demonstrate his/her ability to perform 

the duties required. The immediate supervisor will periodically advise the employee of 

his/her progress. Failure of the employee to perform satisfactorily during the probationary 

period may will result in demotion to the employee's old position and salary, if vacant, 

transfer to another suitable position, or termination layoff in the event no suitable position is 

open. In the event of layoff, the employee shall be given the first right of refusal of any 

future position (for a period of two years) for which the individual qualifies. In all cases, the 


d. Employees promoted within the same appointing authority will be subject to a thirty 

calendar day evaluation period. During this period, the employee must demonstrate the 

ability to successfully perform the new job. In the event the employee fails to perform 

satisfactorily within this period, the promotion will be reversed. The employee will be 

returned to their previous job and salary, unless the Commissioners Court has eliminated the 

position or the position is no longer vacant. In this event, the employee shall be given the 

first right of refusal of any future position (for a period of two years) for which the individual 

qualifies. The promotion reversal is not subject to the grievance process. 

__________________________________ 



2.53 Salary: 

a. An employee that is promoted will be placed in the appropriate new grade and salary 

as specified in the county salary schedule and approved by Commissioners Court. Step 

placement within the pay group shall be the same as the employee had before the promotion. 

unless the promotion results in a pay increase of more than 10%. In such case, the 

Commissioners Court shall, after receiving the recommendation of the department head, 

determine the step in which the employee shall be placed the employee will keep only the 

continuance pay steps that he or she has earned. 

b. The salary of a civil service employee who is also a member of a duly recognized 

bargaining unit will be determined by the applicable provision of a labor agreement. 

c. The salary of City/County health district employees will be in accordance with the 

cooperative agreement between the City of Corpus Christi and Nueces County, as amended 

from time to time. 






2.55 Frequency: The job performance of each employee in the classified service may will be 

evaluated once a year using the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3). 

The evaluation shall be based on the performance of the employee's job duties and will be conducted 

in accordance with the performance appraisal guidelines manual. A copy of each report will be 






unsatisfactory files, must be submitted to the Personnel Director for approval by Commissioners 

Court. An unsatisfactory EER file will be determined by averaging the total scores of all EERs on 

the subject employee's file. If the average of the total of all EERs scores combined, falls at or below 

the cutoff figure for an unsatisfactory EER as prescribed by the county's performance appraisal 

guidelines manual, that employee will be considered unsatisfactory for purposes of pay and 


2.56 Record keeping: The original of the evaluation must be submitted to the Department of 

Human Resources and Civil Service for inclusion in the employee's official personnel record. 

2.57 The appointing authority may Director of Personnel must maintain records showing the 

performance ratings of employees for use in determining the order of layoff and reinstatement; and 

for consideration and recommendations relating to promotion, transfer, demotion and dismissal. 




__________________________________ 



Step 1: The employee should discuss the appeal with the immediate supervisor first and try 

to resolve it. This must be done no later than seven (7) calendar days after the occurrence of 

the action. The supervisor will answer the appeal within five (5) calendar days. 


director outlining the specific concerns within five (5) calendar days after receiving an 

answer from the immediate supervisor. The employee will receive a written reply within five 

(5) calendar days from the Department Head or Elected Official. The employee may 

thereafter submit a written response within seven (7) calendar days to be included in his/her 

personnel file. Only in cases of special evaluation as defined in paragraph 2.55 above, can 

the individual appeal (within 7 calendar days) an evaluation to the Civil Service 

Commission. 


rating. 





a. to rehire employees who have been laid off or involuntarily separated because of lack 

of work, lack of funds, or employees who were transferred or promoted and failed to fulfill 

the six month probation period; 

b. to rehire former employees who voluntarily left the service with good records and 

who could be assimilated into the work force as productive employees with minimum 

training; 


2.61 Layoff: For two years after any layoff by the county, all regular, non-probationary employees 

who were laid off, shall be given the opportunity to fill vacancies in the same appointing authority 

equal or similar to the positions from which they were laid off, before any outside candidates 

applying for the same or similar position can be hired. For two years following the date of layoff, the 

Director of Human Resources will include the names of all laid off employees on the eligible lists of 

applicants for vacancies which occur in any County department and for which the employee 

possesses the required knowledge, skills and abilities. 








2.63 Candidates for Public Office: Any regular employee that resigns from county service to 


__________________________________ 













2.66 Waiver of Probationary Period: 

a. Employees reinstated to the same appointing authority under these rules are not 

subject to a probationary period. All requests for waivers must be submitted through the 

Department of Human Resources for approval by Commissioners Court. 

b. Employees reinstated to other than the same appointing authority from which they 

were laid off will serve a six month probationary period in accordance with paragraph (2.10 

a) of these rules. 








RESIGNATION: 


authority a written resignation on a personnel action request form (NCF-1), giving at least a two 

week notice of his/her intention to leave, unless for good cause, the appointing authority consents 

that the employee may leave sooner. Written resignations must be filed with the Department of 

Human Resources and Civil Service. Employees who leave without filing a written resignation 

and/or giving the appropriate notice will have that fact entered on their employment record and will 

be denied future consideration for employment in the classified service for three years unless good 

cause is shown and approved by the Director of Human Resources and Civil Service. 

RETIREMENT: 



SEASONAL APPOINTMENTS: 

__________________________________ 



2.70 Definition: An appointment to a temporary position which is of a recurrent nature during 

certain parts of each year or any other period which is so identified by the appointing authority shall 

be known as seasonal appointment. 

2.71 Seasonal Lists: A list of seasonal employees will consist of the names of employees who 

have been regularly appointed for seasonal work and have performed satisfactorily. This list will 

also include applicants who are initially applying for seasonal work. The order of names on a 

seasonal list shall be according to performance ratings and shall be revised at the beginning of each 

calendar year. In the absence of performance ratings or if performance ratings are equal, the length 

of satisfactory service in the class shall determine the place on the list. 

2.72 Certification: Certification from seasonal lists for seasonal work shall be made in 

accordance with Section 2.71. 

2.73 Removal From List: If any employee whose name is on a seasonal list fails to work for one 

successive calendar year, his/her name shall be removed from the list and that employee shall have 

no further Civil Service standing in such class except on specific order of the Commission. 

If the work of an employee appointed from a seasonal list is officially reported to have been 

unsatisfactory, he/she shall not be certified again to that department from such list without the 

consent of the appointing authority. 

REORGANIZATION AND/OR CONSOLIDATION 

2.70 Reorganization and/or Consolidation: A reorganization and/or consolidation occurs when 

the structure of a department or division is changed in such a way as to alter the number of 

employees and/or level of job classes within that department or division. Such changes may be 

proposed by appointing authorities or by the Commissioners Court under their budgetary authority. 

When such changes impact the employment status and/or classification of Civil Service employees 

such changes must be prompted by executive, legislative, or budgetary consideration. 

All reorganizational plans must be submitted in writing to the County Director of Human 

Resources and must have attached a completed personnel action request form (NCF-1) with specific 

changes requested for each effected position. The Director of Human Resources will review and 

coordinate administrative items such as job descriptions and support documents with requesting 

departments, and will forward the completed package to the Commissioners Court for approval. 

In all cases, the effected employees must be given at least seven (7) days written notice prior 

to the plan implementation. Promotions resulting from re-organization do not require 

announcement/ recruitment in accordance with provisions of Chapter II, but the employee so 

promoted must have completed his/her probationary period. Any vacancy resulting from reorganization, 

or which occur during the re-organization, must be filled in accordance with the 

provisions of Chapter II. 

Intra-departmental: Not more than once in any fiscal year, appointing authorities may 

request reorganization and reclassification of employee positions within their respective departments 

__________________________________ 



only. Included in the request must be copies of support documents (such as legislative or budgetary 

changes) that justify the re-organization. 

Interdepartmental or Consolidation: As the Commissioners Court of the County deems 

necessary for the purpose of service to the people of Nueces County, consolidations of departments 

and services may be effected if approved by majority vote and properly budgeted. 

CHAPTER III 

POSITION CLASSIFICATION & PAY MANAGEMENT 

COVERAGE: 

3.00 Non-Exempt and Exempt Employees Classification: The Department of Human Resources 

shall make recommendations to the Commissioners Court for assignment of an exempt or nonexempt 

classification to each county employee position. Except for elected officials, employee 

positions that are administrative, executive or professional (as defined by 29CFR, Section 541, court 

decisions and other authority) shall be classified as exempt. All positions not classified as exempt 

shall be non-exempt. 






a. Pay Authorization for Regular Non-Exempt Employees: Authority for the 

compensation of any "Regular Employee" is based upon Commissioners Court approval of 

the annual budget allocation for that position, calculated on the level of utilization. The 

essential criteria of the utilization level for any regular non-exempt employee position 


position is expected to produce during that budget year. Effective hereafter, department 

requests for new regular employee position(s) must be accompanied by a "Desk Audit" of the 

annual tasks which the incumbent in that position is expected to perform, and which require a 

specified number of hours of work per year. In all instances, requests for new law 

enforcement positions must demonstrate a utilization level of 2223 hours per year. New 

"regular employee" positions must be requested on a Nueces County Personnel Action form 

(NCF-1). 

b. Pay Authorization for Regular Exempt Employees: Compensation for regular exempt 







__________________________________ 





without pay, or other reasons approved by Commissioners Court. Temporary employees will be 




Personnel Action form (NCF-1). 

3.04 Pay Authorization for Seasonal Employees (delete as obsolete): Authority for the 

compensation of any seasonal employee is based upon the Commissioners Court approval of the 

department's request for that position. Seasonal employee positions will be approved on a case-bycase 

basis for durations as authorized by Commissioners Court. Seasonal employees will be 

compensated only at base pay rates in grade and step as authorized by the Commissioners Court in 

each specific case, and will not receive nor be entitled any benefits beyond the statutory 

requirements. Department authority for seasonal positions must be requested on a Nueces County 

Personnel Action form (NCF-1). [Note: Obsolete, deleted]. 


authorized and published annually by the Commissioners Court. Compensation rates for all 

collective bargaining employees of Nueces County are authorized using the collective bargaining 

process. For all other employees, the county format for compensation is arranged in a county pay 

chart that is composed of the following: 

a. "NUMBERED PAY GROUPS" which identify a range of compensation on the 

county pay chart which is allocated for each specific job classification. 

b. "STEPS" within the range of each pay group, which identify the specific allowance 

for any position that is assigned that step in a respective pay group. 

Each year the Commissioners Court approves a budget that provides for implementation of 

the county pay chart, and any applicable labor agreement. Annually, or whenever fiscal 

urgency requires, the Commissioners Court may adjust all or part of the county compensation 

chart. 

3.06 County Pay Schedule: 

a. Elected officials and exempt employees: the present compensation schedule provides 

for payments on the 15th and the last day of each month. The Commissioners Court has 

approved going to a bi-weekly (26 times per year) payroll effective on or about January 1, 

1995. Upon implementation of the bi-weekly payroll system, several amendments to rules in 

chapter 3 will be necessary. 

b. Non-exempt employees: The compensation schedule provides for payments on a biweekly 

schedule (26 times per year). 






__________________________________ 




be computed on "HOURS ACTUALLY WORKED". However, in order to standardize the amount 

of each bi-monthly pay check, the Commissioners Court may authorize standard amounts of pay 




budget year. 

3.08 Base Pay for Non-Exempt, Law Enforcement Positions: Beginning with a demand for 2223 

hours of service as justification for each law enforcement position, the ANNUAL ALLOCATION of 

base pay is based upon the hourly rate authorized by Commissioners Court times 2223. To compute 

base pay per month for law enforcement positions, the 2223 hours of annual service times the hourly 

rate are divided by 12 monthly increments which equal to 185.25 hours times the hourly rate. With 

exception to absences authorized by the Commissioners Court, base pay for law enforcement 

positions will be computed on "HOURS ACTUALLY WORKED". However, in order to 

standardize the amount of each bi-monthly pay check, the Commissioners Court may authorize 

standard amounts of pay allocations from month to month although hours actually worked will 

fluctuate with the variable number of work days in each month. The yearly total of the twelve 

monthly allocations will however, balance with the annual total of base pay allocated for each law 

enforcement position in the respective budget year. Base pay calculations for covered members of 

the bargaining unit shall be paid in accordance with the applicable provisions of an existing labor 

agreement for hours actually worked. 

3.09 Longevity Pay: 

a. Excluding elected officials, longevity pay will be allocated to each Nueces County 

Employee with ten (10) or more years of service as of October 1 of each year based on the 

total number of years of service he/she has completed as of September 30, of each year. The 

amount will be computed monthly at the rate of $5.00 for each year of service completed up 

to thirty years of service. 

1. In effect the maximum longevity pay an employee could receive would be ($5 

x 30 = $150) one hundred, fifty dollars per month. 

2. Annually (on or about October 1) or whenever fiscal urgency requires, the 

Commissioners Court may adjust or eliminate the rate of longevity pay. 

3. In general, the adopted "County Longevity Policy" governs and should be 

consulted for details including eligibility. 

b. Bargaining Unit: Longevity pay will be calculated in accordance with the applicable 


c. City/County Health District Employees: Longevity pay will be calculated in 

accordance with the applicable provisions of an existing Cooperative Agreement between the 

City of Corpus Christi and Nueces County, as amended. 

d. Re-Employed / Reinstated Employees: Individuals who are re-employed or reinstated 

will be subject to the restoration of longevity pay in accordance with the time of service. 

__________________________________ 










until changes in "Structure" result in that salary falling below the new maximum. 




the authorized pay group for the job class into which they are appointed. 














above. If the reinstatement occurs within six months after the employee left the county in good 

stead, and the reinstatement is for the same position or pay group, the employee (during the first year 

of reemployment) may not earn more that he/she did at the date of previous separation from the 

county. 











__________________________________ 





a. There must be an authorized vacant position of the lower grade to which the 

employee is requesting re-assignment and a consenting appointing authority who agrees to 

receive the employee. 

b. The receiving authority must request the action on an NCF-1 form. 

c. Attached to the NCF-1 must be a signed notarized statement from the employee 

indicating his/her acknowledgement that he/she voluntarily accepts the lower salary level of 

the lower position. 

d. The Commissioners Court must render final approval before the pay change and 

position transfer is authorized. 




a. The reorganization request must be submitted on an NCF-1 for approval by the 


b. The current salary may be will be retained, subject to the approval of commissioner 

court. if it falls within the range of the new position's pay group; or 


demoted, will be maintained until a higher level position becomes available. However, if a 

higher level position does not become available within the remainder of that budget year, 

then at the beginning of the new budget year that employee's salary will be reduced to a level 

within the range of the new grade. 



level pay group within the county pay structure. Also, when, with the approval of the 

Commissioners Court, an employee's status is changed to part-time because of a diminished 

workload or other extenuating circumstances, the salary will be reduced proportionately. All such 

requests must be submitted on an NCF-1. 


3.19 

a. Position Salary Evaluation: The Commissioners Court is the approving authority for 

all position salary evaluations. All evaluations will be completed by reviewing the 

"compensable factors" of the position being evaluated. These compensable factors include 

but are not limited to the following: 



__________________________________ 









8. Any other compensable factor that may be found essential to the acquisition 

and maintenance of qualified personnel for a particular position, at the time that 

position is being evaluated. 

b. The Commissioners Court may order a salary evaluation for a single position or an 

entire job classification. Any elected official or department head may request a "Position 

Salary Evaluation" of any position in their department prior to the adoption of the annual 

budget or otherwise not more often than once per budget year. Appointing authorities 

request such evaluations on an NCF-1 submitted to the Department of Human Resources. 

There must be a demonstration that market conditions, duties, or other compensable factors 

for the job have changed materially to justify such a study. The Commissioners Court has 

the authority of final approval for salary evaluations for reclassifications. 



same as the employee had before the change. unless the reclassification shall result in a pay 


recommendation of the appointing authority, shall determine the step in which the employee 

shall be placed. 

d. The following applies to pay increase of more than ten percent (10%): 

1. If step level is only a result of Continuance Pay step increases, the step level will 

be the same as the employee had before the promotion; or, 

2. If the step level is a result of Continuance Pay step increases and other prior step 

increases, the prior step increases will be decreased to a level equal to the 

Continuance Pay steps; provided, however in no case will prior step increases be 

reduced to a level that results in a less than ten percent (10%) increase. 


3.20 Reemployment: Individuals who are reemployed shall be placed in the same step that the 

employee held at the time the prior employment status terminated. The earning of additional 

continuance pay step increases upon reemployment shall start with the new employment date and 

shall be based on the completion of three consecutive years of service that the employee had 

completed as of September 30, of each year. Employees that resign or discontinue employment with 

Nueces County and are rehired within six (6) months of their termination date, into the same position 

or pay grade may not during the first year of reemployment, earn more than they were previously 

paid. All reemployment salary determinations will be processed in accordance with the provisions of 


__________________________________ 







most equitable. All such requests must be treated on a case by case basis and may not include 

retroactive pay. Requests for equity adjustments must be submitted on an NCF-1. 


3.22 In all instances, the definitions, practices, and procedures in regard to payment of overtime for 

Nueces County employees are in accordance with the provisions of the Fair Labor Standards Act of 

1938, as amended. 

a. Work Period Defined: Effective hereafter and for purposes of calculating overtime 

pay, the regular workweek for all non-exempt employees of Nueces County will begin at 

05:00 a.m. Saturday morning until the succeeding Saturday morning at 04.59 a.m. at 00:01 

Saturday Morning (one minute after Friday midnight) and will proceed for the various 


1. Non-exempt, non-law enforcement employees will, from the beginning of the 

workweek through its end at midnight Friday next, be paid at straight time for up to 

and including 40 hours of service performed during the defined work period. 

Thereafter, said employees will be paid at time and a half for all other hours (over 

forty) actually worked within the prescribed Saturday to Friday work period. 







b. Time not actually worked does not count towards computation of overtime. 


a. Lunch and rest periods will be scheduled at the discretion of the responsible 

department head. Time off for lunch will not be paid by the county. However, rest periods 

not to exceed two (2), each for durations of not longer than fifteen (15) minutes in any work 







Labor Standards Act requiring employers to provide reasonable break time, and reasonable 

privacy accommodations for nursing mothers covered by the Patient Protection and 

Affordable Care Act (“PPACA”). Details regarding such obligations may be reviewed at 

www.wagehour.dol.gov in the summary document entitled WHD Fact Sheet #73, Break 

__________________________________ 



Time for Nursing Mothers Under FLSA, the contents of which are hereby incorporated by 

reference. 


a. COMP TIME: Only non-exempt employees shall be eligible for payment of overtime 

or accrual of compensatory time. This section provides authorization by which an employee 








a. the employee knowingly and voluntarily agrees to it as a separate 

condition of employment, and; 



regulations. 

c. An agreement or understanding may be evidenced by a notice to the 

employee that compensatory time off will be given in lieu of overtime pay. 

In such case, an agreement or understanding is presumed to exist with respect 

to any employee who fails to express to the employer an unwillingness to 

accept compensatory time off in lieu of overtime pay. The employee's 

decision to accept compensatory time off in lieu of cash overtime must be 

made freely and without coercion or pressure. 

2. Non-Exempt Employees Combination of Compensatory Time and Cash 

Overtime: Department Heads may have an understanding with employees to provide 

for any combination of compensatory time off and cash (for example, one hour 




3. Non-Exempt Employees Limit On Accumulation of Compensatory Time: 

Eligible Law enforcement employees may accumulate up to 480 hours of 

compensatory time (representing 320 hours of overtime work times the l.5 premium). 

Other county employees may accumulate up to 240 hours of compensatory time 

(representing 160 hours of overtime work times the l.5 premium). Any amount of 

overtime accumulated in excess of these limits must be paid in cash. Seasonal 

employees are not are subject to the limit of accumulation of compensatory time 

depending on the nature of the work performed. See 29 CFR §553.24(a). 




__________________________________ 



equest. A “reasonable period” will be that defined by federal law. See 29 CFR 

§553.25. Subsection 553.25, 29CFR, and other authority defines "reasonable 

period". 

5. Disposition of Compensatory Time for Employees Promoted From a Nonexempt 

to an Exempt Position: An employee who is promoted to an exempt position 

from a non-exempt position shall be paid all accrued overtime or comp time on the 

next payroll following the promotion. 

6. Department Review of Compensatory Time Accruals: Each department head 

is herein requested to review (as necessary) the accrued compensatory time of each 






b. Exempt Employees and Administrative Leave: Employees classified as "Exempt" 

should meet the criteria established by 29 CFR, Part Section 541, and applicable case law 

interpretations. Exempt employees are compensated on a salary basis. They are not paid 

overtime and do not accumulate compensatory time. They are eligible for all other benefits. 

Exempt employees may utilize earned paid leave or administrative leave for absences. If 

leave is not used or is exhausted, the employee's pay may be reduced. Exempt law 

enforcement and exempt non-law enforcement employees are expected to work as necessary 

to get the job done. It is recognized that under certain circumstances, some exempt 

employees may be required to work for inordinately long periods. In such case, department 

heads may grant paid administrative leave for not more than eight (8) hours in any one week 

period. In no case (without prior approval from the Commissioners Court) shall 

administrative leave in excess of eight (8) hours in any one week period, be granted to any 

exempt employee. Department Heads should, for information purposes, keep a record of 

time worked and absences of exempt employees. 

c. Elected Officials: County Elected Officials receive annual salaries as determined by 

the Commissioners Court or state law. These elected officials are not eligible to receive any 


They are not eligible for longevity pay. They are eligible for workers compensation benefits 

if injured in the course of employment. 





actually accrued up to the point of termination. Pay-off for accrued vacation is limited to 96 hours 

for non-law enforcement, and 102 hours for law enforcement personnel. Remaining sick leave 

balances, at the rate of one-half (1/2) the accrued time and not to exceed 240 hours, will be paid only 

to employees eligible for retirement under the Texas County and District Retirement System 

(exclusive of elected officials). All other employees’ sick leave balances will be adjusted to zero at 

the time of departure, as stated in paragraph 4.27. Pay-offs for compensatory time will be computed 

in accordance with the provisions of paragraph 3.24 above. 

__________________________________ 



3.26 Call Back Compensation For Eligible Employees During Holiday: Eligible non-exempt 

employees (either law enforcement or non-law enforcement) who were not scheduled to work on a 

given holiday but are called back to work during that holiday, will be granted HOLIDAY CALL 

BACK PAY at the rate of two (2) hours for each hour worked during that holiday. The limits of this 

provision are not to exceed eight (8) hours (for non-law enforcement) and eight and one half (8.5) 

hours for law enforcement personnel. If the individual ends up working the entire day, the 

provisions of paragraph 3.27 below apply. 

3.27 Holidays: Eligible non-exempt employees in departments agencies (such as jail, juvenile 

detention, parks, beach services etc.) that routinely work through holidays, shall receive their regular 

pay for such work day plus an extra day's pay not to exceed eight (8) hours. for non-law enforcement 

and eight and one half (8.6) hours for law enforcement personnel, This provision applies to hours 

actually worked during the holiday. In no case shall an employee draw holiday pay rates for working 

during a holiday if the department also gives that individual a replacement day off for the holiday 

worked. In such cases, the individual simply draws straight time for working during the actual 

holiday and is paid straight time for the day off given in lieu of the holiday. 

RECORDING WORK TIME: 

3.28 For purposes of compensation, the county’s time-keeping systems shall control the county’s 

payroll obligations. allows departments some latitude in the way working time is recorded. Starting 

and stopping time may be rounded to the nearest quarter of an hour. Care must be exercised to 

insure that the rounding practice averages out so that employees are fully compensated for the time 

they actually work. 



3.29 Overtime Kept to Minimum. It is the direct responsibility of each department manager to 

control overtime payroll costs within the department and to control the early or late departures of 

employees. 





3.31 Overtime will be approved by the department head before it is worked. Failure to secure preapproval 

for overtime hours worked may subject an employee to disciplinary action. 


3.32 Records To Be Kept By Departments and County Auditor: In accordance with 29 CFR, 



non-exempt employees. All records shall be kept and preserved as required by law. The Department 

of Human Resources shall advise the Commissioners Court of the compliance with applicable laws. 

__________________________________ 





CONTINUANCE PAY: 

3.34 Responsibility: Once every three years, continuance pay will be allocated to each Nueces 

County Employee, including elected officials, based on the completion of three consecutive years of 

service he/she has completed as of September 30, of each year. The pay will be a step increase 

according to the current pay schedule/chart of that position. The continuance pay shall continue 

every year thereafter unless further action taken by Commissioners Court. Commissioners Court 

may adjust or eliminate the rate of continuance pay annually (on or about October 1). 

DEFINITIONS: 

__________________________________ 

CHAPTER IV 

LEAVES OF ABSENCE 

4.00 A "DAY" of leave or absence from work means "eight" (8) hours for non-law enforcement 

employees, and "eight and one half point six" (8.6 8.5) hours for law enforcement employees, during 

any pay period wherein the effected employee is expected to work, unless otherwise specified for 

exception by Commissioners Court. 

4.01 "HOLIDAYS" declared such by Commissioners Court order, are authorized days off from work 

for all county employees. However, only eligible employees may earn compensation during such 

holidays. The county holiday schedule is planned and granted from year to year, or may be omitted 

from one year to the next, by the county governing body. Upon adoption by the said governing body, 

holiday schedules apply to all employees of the county, except for employees covered under an interlocal 

agreement. The county courthouse is closed for business during holidays. However, to 

facilitate ongoing essential county services such as law enforcement, department heads may adjust 

holiday schedules for "essential personnel" so long as the holiday is granted to the effected 

individual(s) within the same work period (for purposes of pay) in which it was scheduled by the 

county. (See Chapter III, paragraph 3.27 for holiday pay) 

4.02 "HOURS" means working or work hours during any work period or combination thereof. 

4.03 "PAID SERVICE" includes actual time worked as well as (for eligible employees) any 

holidays, leaves of absence, and compensatory time off or portions thereof, which are followed by 

return to duty for which an employee receives compensation, provided that paid service shall not 


4.04 "SEPARATION" means any suspension from employment, whether temporary or permanent, 

and voluntary or involuntary, wherein the employee's compensation is stopped. 

4.05 For eligible employees, "SICK LEAVE" means a paid absence from duty which is caused by: 






. A requirement for medical or dental care or consultation which is not available except 


c. The illness or injury of an immediate family (as defined in paragraph 4.25 e) 

requiring the presence of the employee. 

4.06 "CONTINUOUS SERVICE" means County Service uninterrupted by separation from County 

employment. 

4.07 "ELIGIBLE EMPLOYEE" means a regular employee, as defined in Chapter II, paragraph 2.07 

a, who has completed six months of continuous service during the present term of employment. 

4.08 "PRESENT EMPLOYMENT" means the period starting with the employee's most recent entry 

into the County service and continuing until separation from such service. However, continuous 

service immediately prior to separation of a regular employee because of disability, retirement or 

layoff shall be counted in computing the duration of present employment, if the employee returns to 

County service within three years of such separation. 

4.09 For eligible employees, "VACATION" is time-off from work with compensation at the same 

rate as hours actually worked. Vacation is allocated on an accrual basis and may be taken by an 

eligible employee, with approval of his/her appointing authority, in increments as small as one hour, 

or to any extent not exceeding the accrued vacation credit of said employee. The methods of 

documenting and computing vacation accrual are prescribed in paragraphs 4.10 and 4.19 below. 

During vacation, the salary and benefits of eligible employees continue to accrue. Vacation requests 

for durations of six (6) days or longer must be submitted not less than fifteen (15) days in advance. 

Vacation requests for five (5) days or less require at least one week notice. 

4.10 The amount of accrued "VACATION CREDIT" determines the eligible employee's authorized 

vacation time. Such accrual is documented in the following manner: 


maintained by the County Auditor. This value is the net result from adding all accumulated 

credits and subtracting all usage. 

b. Vacation credit is earned by each eligible employee and allocated to his/her payroll 

record as he/she completes the applicable requirements in paragraph 4.19 below. 








4.13 Submission of Requests: Each request for leave of absence of any type shall require at a 

minimum the following: 

__________________________________ 



a. be submitted in writing and signed by the employee on an NCF-1 form to the 

appointing authority who shall approve or disapprove;. by affixing his/her signature to the 

NCF-1 and stating such approval or disapproval in the remarks section of the form; 


forwarded by the appointing authority through the Department of Human Resources to the 




d. be accompanied by a doctor's statement in cases where the requested period of sick 

leave exceeds seven calendar days. 






a. any leaves of absence involving injuries that incapacitated the employee from 

performing assigned job duties; 

b. any leave of absence without pay for a disability that has been medically documented 

by a physician; 

c. provided, however, that the employee is also able to fulfill the essential functions of 

the job as determined at the discretion of the appointing authority. 













VACATION: 



__________________________________ 



. Employees in temporary or seasonal status shall not earn any vacation credit or 

become entitled to any vacation. 

c. Where the employment status of an eligible employee is changed from regular 

employee to temporary or seasonal, such employee shall not be entitled to any vacation and 

shall discontinue earning vacation credit. Such employee shall be paid the monetary value of 

all unused vacation credit subject to the limitations of paragraph 4.23. 

d. Where the employment status of an employee is changed from temporary or seasonal 

to regular, such employee upon becoming an eligible employee shall be credited with 

vacation earned from that time as provided herein. None of the prior service in temporary or 

seasonal status will be counted in computing any vacation. 






b. For law enforcement personnel, after 185.25 hours actually worked (excluding 

overtime) law enforcement employees are authorized eight point six and one half (8.6) hours 

of vacation credit. 




d. After completing twenty (20) years of continuous service, that employee's annual 

accrued vacation credits prescribed in sub-paragraphs a. and b. above are increased by sixtysix 




f. In computing vacation credits, employees will be allowed to continue earning 

vacation credits during time away from the job which is taken for vacation purposes, and 

provided that employee returns to work for at least one full month following the vacation 

absence. 







maximum number of vacation credit hours to be accumulated at any time by any Nueces county 

employee is 240. Employees having more than 240 hours accumulated after September 30 of each 

year, 1996, will lose those excess hours. [As amended 2/29/1996] 

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vacation requests so that department needs are maintained. for temporary hire are maintained at a 

minimum. In no case shall an appointing authority be required to grant a leave request without at 

least two weeks notice from the employee. Appointing authorities may however, grant such requests 

if they determine same to be in the interest of the county. No vacation shall be granted to, nor taken 

by, an employee without the consent of the appointing authority. 

4.23 Separation from County Service: At the time an eligible employee is separated from the 

County Service, whether voluntarily or involuntarily, he/she shall be paid, within the following 

limits, the monetary value of all accumulated vacation to which he/she is then entitled including 

vacation credit based upon his/her paid service during the pay period in which the separation occurs. 

The limits on paid vacation at time of separation shall be: 



b. Law enforcement employees will be paid at their current rate of pay for up to 102 


SICK LEAVE: 


a. For non-law enforcement personnel, at the rate of eight (8) hours for each increment 

of 173.3 hours actually worked not counting overtime. 

b. For law enforcement personnel, at the rate of eight point six and one half (8.6) hours 

for each increment of 185.25 hours actually worked not counting overtime. 


beginning of a pay period and may be carried forward from the year in which it was earned 

by an eligible employee and kept for use by that employee. 

d. Sick leave may be used only by the employee who earned it. Sick leave credit may 

not be loaned or traded to be used by another employee. 



following the pay period in which it was earned. All eligible employees must complete six 

months of service prior to being entitled to their sick leave privileges. 

b. Sick leave must be approved by the appointing authority. In cases where the 

employee will be off from work for more than seven consecutive calendar days, the 

Department of Human Resources will be notified. Departments may use the remarks section 

of the county personnel action form (NCF-1) to transmit this information. 


c. No paid sick leave shall be granted in excess of the employee's accrued sick leave 

credit. 

__________________________________ 



d. Sick leave may be used by the employee to care for a sick or injured member of the 


spouse, child, parent, grandparent, or sibling when that person resides with the employee or 

is a dependent of the employee. 

e. Pregnancy shall be treated as any other condition which warrants sick leave usage. In 

no case shall sick leave usage exceed sick leave credit. 

f. An employee who (due to illness or injury) becomes incapacitated for work for more 

than seven consecutive calendar days while on paid vacation, may substitute sick leave 

credits for vacation. However, the request for sick leave substitution must be approved by 

the appointing authority and submitted for approval to Commissioners Court on an NCF-1 

and must be accompanied by a doctor's statement or other evidence that substantiates the 

illness or injury. 

g. Paid holidays immediately preceding, immediately following, or wholly within the 

period for which sick leave is granted shall not be regarded as part of such period of sick 

leave. 



submitted on an NCF-1 form, when requesting FMLA leave. 










3. when the supervisor, in good faith, believes the employee is abusing sick 

leave privileges. 





County service under the Texas County and District Retirement System, will be paid for onehalf 

of their remaining sick leave credits not to exceed 240 hours. 


injury or occupational disease in accordance with Texas Worker's Compensation Rules. This 

sub-paragraph relates to employees injured on the job who are eligible for workers 


__________________________________ 



workers compensation benefits instead of their regular salary. No vacation or sick leave shall 

accrue during the time an employee is on workers compensation. An employee that has 

accumulated vacation or sick leave and is eligible for workers compensation payments may 

use vacation or sick leave only as follows: 

1. Up to five (5) days vacation and/or sick leave may be used at regular pay until 

workers compensation benefits are eligible to be paid, 

2. Earned vacation and/or sick leave may be used to supplement workers 

compensation benefits up to a total of the regular base salary, provided, however, that 

an employee's net "take-home" compensation while receiving workers compensation 

benefits shall not exceed his last net "take-home" pay prior to the commencement of 

workers compensation benefits. Workers Compensation benefits shall be paid and 

available vacation and/or sick leave benefits used to supplement at the request of the 

employee. When vacation and/or sick leave is exhausted only workers compensation 

benefits shall be paid, 

3. The provisions of 4.28 b1 and 4.28 b2 herein are the only applications by which 

vacation and sick leave may be used to pay employees injured and eligible for workers 

compensation. 



a. Under the following conditions, an employee may be granted leave without pay 

(LWOP): 









b. No leave without pay shall be granted without the consent of the employee's 

appointing authority. In addition, the consent of the Commissioners Court shall be required 

before leave without pay is granted for more than ten consecutive workdays. 

c. Paid leave benefits do not accrue while an employee is on LWOP nor is credit given 

for retirement. Group insurance benefits may remain in force, provided the employee pays 





return to work. A doctor's certification of continuous disability is required every thirty days 

during the duration of LWOP. 

__________________________________ 



e. When an employee is granted LWOP he/she shall be entitled to his/her former 

position at the expiration of the leave. 

f. Application for LWOP must be submitted on an NCF-1. 









COURT LEAVE: 


proof of the period of required attendance, a regular employee is entitled to compensated court leave 

when he/she is required by court order to attend a local court as a prospective juror, or as a witness in 

a court action to which he/she is not a party. 



1. required attendance by formal subpoena or other binding order before Federal, 

State, County, Municipal Courts and the County Civil Service Commission 

2. time in attendance at Court together with reasonable travel time between 

Court and work if attendance is for less than a full day and the employee can 

reasonably be expected to return to work. 












federal law. 


__________________________________ 



a. Full compensation for qualifying military leave will be allowed for a maximum of 

three weeks during any one calendar year, except as otherwise provided below. 

b. Compensation for military leave will be limited to: 

1. required attendance in activities of various branches of the armed forces of 

the United States; 

2. the minimum time frame required by state and federal laws per year unless 

exception to this is specifically approved by the Commissioners Court for good cause 

related to appropriate military orders. 

c. Compensation for military leave will not be allowed: 





4.36 Employees shall be entitled to paid funeral leave while arranging for or attending the funeral of 

a member of the immediate family which includes the spouse, child, parent, grandparent, or sibling 

of either the employee or his/her spouse. 

4.37 Funeral leave shall not exceed two days per occurrence. 



employee on an NCF-1, and same must be approved by the appointing authority. In no case shall 

compensatory time off from work be taken without the approval of the employee's appointing 

authority. 

EMERGENCY/DISASTER LEAVE: 

4.39 Purpose: the County recognizes that from time to time adverse weather conditions or 

emergency situations, natural or manmade disasters, will prevent employees from working their 

regularly scheduled hours. 

A. Definition: Disaster means emergency situations, natural or manmade, which require 

the office/department to immediately remove an employee from work location and before 

any adverse action has been initiated including situations where there is an immediate threat 

to County property or the well-being of an employee or the public. A disaster may include 

suspending normal operations of the County or an office or a department of the County 

because of events beyond the control of the County. It may include a closure of an office or 

department of the County for repairs. 

B. Procedure: Regular employees are entitled to paid emergency/disaster leave for hours 

not able to work due to an emergency/disaster and as instructed by the county official vested 

with authority to close the office or department county-wide or specific area. 

__________________________________ 



C. Authority. The county official who instructs an employee(s) not to report to work 

must be an official vested with such authority. That county official shall be the County Judge 

or designee. The county official may instruct the closure of county offices county-wide or a 

specific designated area and for a specific length of time not to exceed ten (10) business days 

during any one calendar year unless specifically approved by the Commissioners Court. 

D. Essential Personnel: Each Elected Official/Department Head shall identify “Essential 

Personnel” who are required to work during or immediately following an emergency 

situation. The Elected Official/Department Head shall complete the “Emergency Services 

Essential Personnel Notification” Form (NCF-9) which identifies the employees that are 

charged with performing duties when an Emergency / Disaster occurs. 

Note: When essential personnel are called in to work during a disaster and fail to report they 

are subject to disciplinary action. 

INTENT: 

[As amended 9/27/2007] 

__________________________________ 

CHAPTER V 

STANDARDS OF CONDUCT: 


maintained by all employees. The intent, herein prescribed by the Civil Service Commission, is to 

insure that civil service employees understand their obligation to render optimum service to county 

constituents, and fulfill the human resource needs of the county governing body and elected officials 

in an orderly manner. In effect, these standards are designed to insure demeanor among county 

employees that promotes public trust and professionalism as is necessary to serve the best interest of 

the county. 

For continuity of purpose and cooperation among all concerned, the civil service commission invites 

the governing body of the county to participate in the formation and maintenance of this chapter as 

may be necessary to insure its unilateral enforcement. 

For the purpose of this section, the term "employee" shall use the same definition already outlined in 

Rule 1.13. The term shall not be extended to apply to any independent contractor, nor to members of 


specified in a subsection. The term does encompass spouse and any dependent children as it pertains 

to actions of said spouse/dependents that may place the employee in a conflict with the obligations of 

this policy or the best interest of the county. 


5.01 It is the policy of Nueces County that all human resources employed by the county be treated 

equally as required by state and federal law relating to unlawful discrimination. In effect, it is 

prohibited for any person employed by the county to discriminate against anyone on the basis of race, 

color, sex, national origin, citizenship, age, religious preference, disability or veterans status. Nor 

shall any employee of the county participate in any function that violates, either directly or indirectly, 



the civil rights of other employees or anyone/group of the general public. Courteous and thoughtful 

conduct on the part of all county employees, while physically on duty with the county and/or while in 

representation of the county government, is a specific objective of this policy. [As amended on 

6/19/2001] 

GIFTS 



36.08 Texas Penal Code Annotated to employees of the county as well as elected officials, public 

servants, or appointed officials who are already subject thereto. This section specifically prohibits 

employees from accepting tips while exercising their official duty. Exceptions to this section are 

only those identified in Section 36.10, Texas Penal Code Annotated which allows for gifts between 

relatives and friends that are of a personal nature. Also acceptable are gifts or benefits conferred for 

a professional or business relationship that is independent of the official county capacity of the 

recipient. Neither does this section restrict any of the social activities of employees or the designate 

of elected officials that are designed to promote a legitimate interest of the County, either formally or 

informally. This section does not apply to any employee receiving any benefit consisting of food, 

lodging, transportation or entertainment when accepted as a guest and reported in accordance with 

the law. In summary, this code does not apply to any benefit that is defined as non-applicable 

according to Section 36.10 Texas Penal Code Annotated. 






Civil Service Commission herein defines the term "REASONABLE DRESS" to mean attire that is 



the term "REASONABLE DRESS" is intended to mean of a fiscal category that does not impose 



In all cases of dispute, the Civil Service Commission will accept, hear, and issue rulings on 

grievances pertaining to this subject. Specifically, the intent of this provision is to establish and 

maintain uniform standards for a dress code that serves the needs of the county. 




employees, executives, and officials of the county. It shall be the right of Nueces County to 

prescribe the maintenance standards for work place neatness of all work components or facilities 

used by employees in the line of duty. 

__________________________________ 













a. A public servant commits an offense if, with intent to obtain a benefit or with intent 

to harm another, he/she: 


2. misapplies anything of value belonging to the government that has come into 

his/her custody or possession by virtue of his/her office or employment. 

b. No facilities, services, equipment or supplies belonging to Nueces County shall be 

used by any employee or other person for purposes of or resulting in achieving private profit. 




c. Any county employee who in the course of employment drives a county owned 

vehicle, and who is identified by the county's auto liability insurance carrier as an 

unacceptable risk because of the employee's driving record, shall be subject to reclassification 

to a lower position. If no position is available or no appointing authority will 

accept said employee, the individual may be terminated. 







policy development, and feasibility studies or decisions about alternative action plans which 

dictate that prior to their official legislation, such information must be held in strict 





__________________________________ 



OFFICE DONATIONS, POLITICAL CONTRIBUTIONS AND POLITICAL SERVICE: 

5.06 Employees shall not be forced to contribute to or make donations to any fund or collection 

process. All such funds or collections made during office hours must be approved by the Elected 

Official or Department Head prior to contact with employees. No employee shall be required to 


























resolution of the dispute. However, in the case of law enforcement employees, disputes between the 

employee and department regarding off-duty security employment are not subject to the grievance 

process. [As amended 12-10/1998] 

5.08 SEXUAL HARASSMENT: 

a. It is the policy of Nueces County that sexual harassment in the work place is 

prohibited. All employees are responsible for reporting violations and insuring that the work 

place remains free of sexual harassment. More specifically defined, sexual harassment is the 


unwelcome sexual advances, requests for sexual favors, 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, 

__________________________________ 



2. submission to or rejection of such conduct by an individual is used as the 

basis for employment decisions affecting such individual, or 






b. Implementation: 

1. The county shall maintain a work place free of sexual harassment. Prevention 

is the best tool for the elimination of sexual harassment. Elected officials and/or 

department heads are responsible for ensuring that all employees are informed of this 

policy and that immediate and appropriate corrective action be taken if such conduct 

is exhibited or made known to the elected official or department head by any 

supervisor, employee, or non-employee. Appropriate documentation, proof, and 


2. Any employee who has a complaint or who is aware of sexual harassment at 

work by anyone, including supervisors, co-workers, non-employees, or visitors, must 


head. 

3. All complaints will be promptly dealt with by each department head. In cases 

where the department head is the accused, the matter will be referred to the county 

attorney or the Civil Service Commission for action. In all cases of sexual 

harassment, special privacy safeguards will be applied in handling the matter. All 

parties concerned are responsible for insuring that the privacy of the charging party 

and the person accused of sexual harassment will be kept strictly confidential. 

4. The County Department of Human Resources will retain confidential 

documentation of all allegations and investigations and will refer findings to the 

Commissioners Court. Thereafter, the Commissioners Court may refer the matter to 

the appropriate appointing authority or the county attorney for corrective action when 

necessary. Such corrective action may include disciplinary measures such as 

reprimand, suspension and/or discharge. Sexual harassment is considered by the 

County to be detrimental to its interest and that of its employees and will be dealt 

with appropriately. 






executing an appropriate Court Order by the Commissioners Court. This policy does not prevent any 

employee from instituting a claim or suit against the County or its officials for redress of grievances. 

__________________________________ 








forms as outlined in this policy prior to any discussion or determination of action on the matter. A 

"substantial interest" is defined as existing if the interest in ownership is 10 percent or greater of the 

voting stock or shares, or ownership of $5000 or more of the fair market value of the business. Such 

interest also includes funds received by the employee from the individual or business that exceed 10 

percent of the employee's gross income for the previous year. A "substantial interest" also includes 

real property if that interest is equitable or real ownership with a fair market value of $2500 or more, 

and for purposes of this code an interest of a person related in the first or second degree by either 

affinity or consanguinity to the employee is a "substantial interest." Thus, the definitions, 

prohibitions, and exceptions related to "substantial interest" are applied to all covered employees as 

provided by law in Sec. 171.002 of the local government code. Failure of any employee of the 

County to comply with or cooperate fully with such disclosures, and/or to maintain the conduct 

standards of this section, may constitute grounds for reprimand, expulsion, removal or discharge. 

At any time that a potential conflict of interest pursuant to this policy may arise in any year, such 

affected employee shall file in advance of any determination or action, a disclosure statement with 

the appropriate board, elected official, or governing body responsible for the business in which the 

conflict has or may occur. It shall be the individual responsibility of the receiving agent or agency to 

store files of all such disclosures in accordance with applicable public law(s). These files shall be 

open for inspection to the Civil Service Commission as may be necessary during normal business 

hours to investigate complaints, and must be retained for a period of three years after which they will 

be destroyed. 

REVIEWS OF CONDUCT COMPLAINTS: 

5.11 Review of conduct complaints will be the responsibility of the Civil Service Commission. In 

addition to the broad scope of the grievance process provided in chapter VIII of this civil service 

manual, the Civil Service Commission may appoint CONDUCT REVIEW COMMITTEES (CRC) 

as may be necessary to expedite appropriate action. In all such cases the Civil Service Commission 

will issue specific instructions to the CRC, after taking official action in any quorum whereof a 

record of the CRC appointment is recorded in the official minutes of that Civil Service Commission 

meeting. The Civil Service Commission may accept the recommendations of the CRC or may option 

to place such a case on their agenda for further review at a future meeting of the Civil Service 

Commission. 

The CRC may require oral statements or the filing of written memoranda of both parties during 

inquiries. All investigations of the CRC shall be conducted, insofar as possible, in a confidential 

manner in order to protect employees from unfounded allegations. The CRC may dismiss any 

grievance prior to holding a formal evidentiary hearing if the grievance is clearly moot, is without 

merit, was not properly filed, or is not within the scope of the CRC's authority pursuant to its 

instructions by the Civil Service Commission. If such a decision is made, the CRC shall notify both 

parties in writing, that the grievance is being terminated along with reasons to support its conclusion. 

__________________________________ 



With the prior approval of the Civil Service Commission, the CRC may render advisory opinions as 

appropriate in a specific situation to a department head, elected official or the Commissioners' Court 

concerning its inquiry findings. In all such cases, the Civil Service Commission will prescribe the 

format for all such reports or opinions. In the event that findings substantiate a violation of conduct 

standards by a County Civil Service employee, the Civil Service Commission will forward such 

findings to the County Director of Human Resources for presentation to the Commissioners Court 

for disposition. The CRC shall support the reasons for their conclusion in writing and a record of all 

such proceedings shall be maintained by the Civil Service Commission for a period of three years. 

The Civil Service Commission shall insure, through the County Director of Human Resources, that 

this policy is disseminated to all employees. The jurisdiction of any CRC appointed by the Civil 

Service Commission is limited to the County departments covered by County Civil Service. In all 

cases wherein the responsibility for discipline of an employee falls within the jurisdiction of an 

elected official other than a member of the Commissioners Court, the County Director of Human 

Resources will forward all such recommendations to the appropriate elected official or department 

head. 


5.12 Employees who feel they may have been adversely affected by unfair treatment or erroneous 

or capricious interpretation of this sub-section, or its application or procedures to their circumstance, 

or who allege unlawful discrimination as specified herein, or who allege knowledge of a violation of 

this policy that unfairly affects their employee status, may file a sworn grievance. The Civil Service 

Commission shall render the final decision. 

CHAPTER VI 

REDUCTION IN FORCE 

LAYOFF: 


County, the appointing authority of the department shall communicate in writing, the following 

information to the Director of Human Resources County Personnel Office: 





Upon receipt of such notice, the Director of Human Resources Personnel Office, in 

coordination with the Civil Service Commission, will prepare a REDUCTION IN FORCE (RIF) list 

of all employees affected. The RIF list will assign an order of layoff to each effected employee and 

the department must conform to that order. The intent and purpose of this sub-section is to insure 

fairness and equity in the exercise of employee layoffs. 

6.01 Under no circumstances will this section (6.00 - 6.06) be used to infringe upon or usurp the 

power, nor the statutory authority of the Commissioners Court of Nueces County to create, establish, 

__________________________________ 



increase/decrease in number, abolish, or delete position(s) or budgeted funds for such position(s), in 

accordance with the rules and regulations of the Civil Service Commission. 





b. temporary employees; 

a. probationary employees; 

b. regular employees. 

The order of layoff of regular employees shall be according to layoff ratings. If the layoff 

occurs during periods when the department's urgency of need for "Seasonal Employees" effects the 

public interest, the department head may alter the layoff sequence for items (6.02 a-d) above, 

provided however that only the seasonal employee sequence is moved in the order of layoff. 

Employees with lowest ratings will be laid off first. Among employees with equal layoff ratings, the 

order of layoff shall be determined by the appointing authority. 





position/pay group. That seniority rating will be combined with the performance rating index 

derived from averaging the total score of all performance evaluation reports filed in that individual's 

personnel records, as specified in Section 6.05. 

The value of such performance rating shall be the addition of ten points (10) for the highest 

possible overall rating (Outstanding); or five points (5) for the next highest overall rating 

(Exceptional); or two points (2) for a rating of "Satisfactory"; or zero points (0) for "Marginal" 

ratings. 

An overall Employee Efficiency Report (EER) score of "Unsatisfactory" will be factored in 

as a minus five points (-5) in the overall ranking of that employee. In effect, the overall average of 

that employee's layoff ranking (score) will be reduced five points (5) for each overall unsatisfactory 

EER filed in the individual's personnel file. 

The combination of seniority and performance rating shall be the layoff rating. 

6.04 Seniority for Layoff Purposes: The seniority of an employee for inclusion in his/her layoff 





responsibility or difficulty. An employee who resigns from the County service, shall lose all 

seniority credited to him/her prior thereto, and subsequent reemployment of that employee shall not 

__________________________________ 



estore the seniority so lost. Employees dismissed under charges, and whose dismissal is found 

unwarranted by the Civil Service Commission, will be reinstated with full seniority and benefits 

restored. An employee laid off after acquiring permanent status, shall after reinstatement, regain the 

seniority credit he/she possessed at the time of layoff. 

6.05 Use of Performance Reports in Layoff: Only those performance reports shall be used in 

layoff computation which cover any portion of the twenty-four months next preceding the date on 

which written notification of the intended layoff was received by the Civil Service Commission. If 

there are not two performance reports on file with the Commission for the class and the 

aforementioned period of service, the Civil Service Commission may, either use in its stead the most 

recently filed performance report for the appropriate class, or the last performance report filed for 

any other class or, if deemed more equitable, the commission may base the layoff rating on seniority. 

When two or more performance reports are used in computing a layoff rating, each report shall have 

equal weight and their values shall be averaged. 





Also, a probationary employee may be offered the opportunity to accept demotion within the 

same department to a position in lower class provided no such demotion shall in turn require the 

layoff of any employee in the lower class. Such probationer shall not become a regular employee in 

the lower class by this action except by completing a full probation period in such lower class. 

CHAPTER VII 

PROGRESSIVE DISCIPLINE & TERMINATION 


7.00 Purpose: The purpose of this chapter is to insure that discipline administered to Nueces 






political or other personal reasons. For example, it is prohibited for employees to be retaliated 

discriminated against or given preference on their Efficiency Reports for failing to contribute or 

participate or vice-versa, in political campaigns. 


provided in Rule 2.34, all suspensions, demotions and removals of persons in the classified service 




__________________________________ 



ehavior. Any such person may be suspended, demoted or removed for any of the following causes 







f. violation of the provisions of the rules and regulations of the Civil Service 

Commission, Commissioners' Court or the appointing authority; 

g. permanent or chronic physical or mental disability which incapacitates the employee 

from the proper performance of his/her duties; 

h. the employee has been convicted of a criminal offense involving moral turpitude. 

The word convicted shall mean a finding of guilty by either the judge or jury without regard 

to subsequent disposition of the case by suspension of sentence, probation, and deferred 



defined by state law and/or decisions made under state law; 



j. has been guilty of any conduct unbecoming an officer or employee of the County 

while performing his/her job duties; 

k. the employee has been absent without leave, contrary to the rules of the Commission, 


been disapproved or revoked and canceled by proper authority provided, however, that if 

such absence or failure to report is excusable, the Commission may dismiss the charges; 



m. the employee has failed to report to work for one working day without notification to 

the supervisor; 








__________________________________ 



. has made a false statement of or has misrepresented a material fact in the employee's 





paraphernalia on County property or any place designated as a work site where the County is 

carrying on business or providing services; 




v. just cause, as determined by the merits of each individual case and upheld by the 

Civil Service Commission; 








demotion, if the employee commits a major offense that warrants such discipline. In all levels of 

discipline, the appointing authority may designate responsible individuals to administer disciplinary 

actions. In such instances, the designee is acting on behalf of and in the name of the appointing 

authority. 


a. Verbal Reprimand: This is the least severe form of disciplinary action and is 

designed to advise the employee of the problem which has resulted in unsatisfactory behavior 

or performance. This level of discipline is not subject to the grievance process. 

b. First Level Discipline: The first formal step in progressive discipline. This level 

deals with continuation of minor offenses, when two or more previous verbal reprimands do 

not result in the correction of the problem by the employee. This level of discipline should 

be documented, labeled "FIRST LEVEL DISCIPLINE", and signed by the supervisor and 


distributed to the employee, the Department of Human Resources, and the immediate 







process by the subject employee. This level of discipline should also be labeled "SECOND 

__________________________________ 



LEVEL DISCIPLINE" and documented in writing to include the signatures of the supervisor 

and the employee. The employee should also be allowed to respond in writing to the 

discipline. Documentation should be distributed to: the employee, the supervisor, and the 

Department of Human Resources. This level of discipline may include suspension without 

pay for not longer than three days. 









be corrected immediately, the employee may be suspended from active duty. 

Given absolution from the offense, whereby the appropriate reviewing authority or the civil service 

commission (in cases of classified workers) finds the disciplinary action unwarranted, the department 

must reinstate and pay the individual for work time lost as a result of the suspension. However, if 

upheld by the appropriate reviewing authority or the civil service commission, the individual's 

dismissal will become effective with the department's suspension order. Department heads have the 

option to choose this course at their discretion although employees have the right to appeal all such 

actions to the personnel department. In cases of non-civil service workers, the Commissioners Court 

may choose to establish a review committee to hear the employee's complaint and recommend 

disposition. In the case of civil service employees, the matter will be referred to the civil service 

commission for review. 

Discipline that may be administered at this level includes: 








2. Without Pay: This is an ordered absence from duty without pay for a 

prescribed period of time. This level of discipline requires a written notice and the 

right of the employee to respond before the suspension occurs. 




__________________________________ 




rank/compensation by the appointing authority (or designee) after the probationary period has 

been served by an order in writing stating the following: 





5. The right of the employee to appeal to appropriate authority such as through 

the Director of Human Resources personnel department to the Commissioners Court 

who which may choose to refer the matter to a review committee, or in cases of civil 

service employees, to the grievance process of the Civil Service Commission. 

b. Items (a. 1-5) in the subparagraph above should also be used for documenting first 

and second level disciplinary actions. 

c. Prior to termination, a non-probationary employee will be given written notice of the 

charges and will be given the opportunity to respond to the charges either orally or in writing. 

Exceptions to the right of rebuttal will occur when the employee's termination occurs as a 

result of the exhaustion of leave without pay benefits or when termination occurs as a result 

of the employee's failure to report to work for one (1) working day without notification to the 

supervisor. 




e. A copy of the final decision letter shall be forwarded to the Director of Human 

Resources personnel department or the civil service commission (in cases involving civil 

service workers), and a copy thereof shall be personally served on the employee forthwith or 

mailed to his usual place of residence. 

f. Any order removing, suspending or reducing an employee in rank or compensation 

should be considered to have been filed with the Civil Service Commission when it has been 

received in writing by the office of the County. 

__________________________________ 

CHAPTER VIII 

GRIEVANCES AND APPEALS 

ELIGIBILITY TO FILE A GRIEVANCE OR APPEAL: 

8.00 Under the "Powers of the Commission," as cited in Section 158.009 of the Texas Local 

Government Code, any civil service employee of the county who has completed his/her probationary 

period may file a grievance or appeal in matters of: 

a. termination, demotion, or suspension, or 



. any violations or infractions of the Nueces County Civil Service Rules and 

Regulations. 

By failure to initiate (according to Step 1 in Section 8.01) such a grievance within seven (7) 

calendar days, civil service employees waive all rights to exercise the grievance process for that 

action. 

All such appeals or grievances must be filed with the Civil Service Commission on an 

"Employee's Grievance Form" (NCF-4). These forms are available at the Department of Human 

Resources county Civil Service Office. 


8.01 

a. Grievances, other than charges of discrimination due to race, color, sex, national 

origin, citizenship, age, religious preference, veterans status, disability or sexual harassment, 

shall be processed in accordance with the following steps: 


employee's immediate supervisor within seven (7) calendar days of the event. It shall 

be the responsibility of the grievant to verbally notify the supervisor that this is the 

first step of a formal grievance. The immediate supervisor shall within five (5) 

calendar days orally submit an answer to the grieving employee or his/her 

representative. 


grieving employee shall state the grievance in writing and submit same to his/her 

department head, or the department head's designee. This must be done within seven 

(7) calendar days after the receipt of the supervisor's oral answer to the stated 

grievance. 

Within five (5) calendar days after receipt of the written grievance, the grieving 

employee's department head, or his/her designee, shall answer the grievance in 

writing to the grieving employee. 


grievance as originally written and the attached answer from the department head, or 

his/her designee, to the Department of Human Resources (in the case of non-civil 

service workers) or to the Civil Service Commission (in the case of civil service 

workers), within seven (7) calendar days after receipt of the department head's, or 

his/her designee's, answer to the grievance. 


rendered under sub-paragraph 7.05 c, or any other department level appeal procedure. 

b. All complaints of discrimination by employees on the basis of race, color, sex, 

national origin, age, religious preference, disability or sexual harassment shall be filed in 

writing with the Director of Human Resources. Complaints that remain unresolved at the 

Department of Human Resources level shall be forwarded to the Civil Service Commission. 

__________________________________ 




8.02 

a. Any employee under civil service who has completed the probationary period may, 

after following the grievance procedure set forth in Section 8.01, appeal to the Civil Service 

Commission for relief. This appeal (as defined in Step 3 of Section 8.01 a) must occur 

within seven (7) calendar days after receiving the written order of the affected department 

head, or his/her designee, concerning that cause. 




expeditiously as possible. However, when the number or complexity of grievances on file 

and pending disposition with the Commission make it impossible to hear the grievance at the 

next meeting after the filing of the written appeal, the hearing of the grievance shall be 

placed on the agenda of the earliest possible meeting date. 


8.03 



first. 

b. The applicant shall be entitled to appear personally, produce evidence, have 

representation and a public hearing. 



d. Any party to the hearing may request reasonable security measures be taken prior to 

the commencement of a hearing. 


8.04 The Commission shall have and exercise as necessary, the power to compel the attendance of 

witnesses and the production of records, books, and papers, and to administer oaths in matters 

relating to employment as prescribed in Local Government Code section 158.009. In such cases, 

wherein compliance is not met by any agency, the Civil Service Commission shall subpoena any 

material, witnesses, or records relevant to the case. 

INSPECTION: 

8.05 An employee who has appealed to the Department of Human Resources, or to the Civil Service 

Commission, shall have the right to inspect any document in the possession of or under the control of 

the appointing authority which is relevant to such appeal and which would be admissible in evidence 

at a hearing on such appeal. The employee shall also have the right to interview other employees 

having knowledge of the acts or omissions upon which the removal, suspension, or reduction in rank 

or compensation was based. Interviews of other employees and inspection of documents shall be at 

times and places reasonable for the employee and the appointing authority. 

__________________________________ 




8.06 At any time before the employee's grievance hearing is conducted by the Civil Service 

Commission, (Commissioners Court through the Director of Human Resources for non-civil service 

employees), the appointing authority may serve on the employee, and file with said Commission or 

Court, an amended statement of charges containing new causes or allegations. The employee shall 

be afforded a reasonable opportunity to prepare his/her defense to the new amended charge. Any 

new causes or allegations shall be deemed controverted, and any objections to the enhanced charges 

may be made orally at the hearing. If the final discipline issued by the appointing authority results in 

a verbal reprimand or first level discipline, the amended charges are not subject to the grievance 

process (in accordance with Paragraphs 7.03 a. and b.). [As amended 1/13/1999] 

FAILURE TO ANSWER 

8.07 

a. Failure on the part of an accused employee to file an answer within the time allowed 

in Section 8.01 shall be construed as an admission of the truth of the charges made against 

him/her. 

b. Failure on the part of management to answer within the time allowed in Section 8.01 

will give the employee the right to progress to the next step of the grievance procedure. 







judgment of conviction or acquittal of the offense charged in the complaint or indictment has become 

final. 


8.09 

a. The finding and decision of the Commission shall be final, subject to the right of 

appeal under Chapter 158 of the Local Government Code and shall be certified to the 

appropriate appointing authority and shall forthwith be enforced and followed by same. 

b. A County employee who, on a final decision by the Commission, is demoted, 

suspended, or removed from the employee's position may appeal the decision by filing a 

petition in a District Court in the County within 30 calendar days after the date of the 

decision. 

c. Pursuant to the applicable provisions of the Commissioners Court authorizing 

payment of backpay under certain circumstances, the Civil Service Commission may, in its 

discretion: 

1. Overturn a suspension or termination in whole or in part; and/or 

__________________________________ 



2. Award back pay in whole or in part if a suspension or termination is 

overturned subject to the following conditions: 

__________________________________ 

a. That back pay for days not actually worked may be awarded for a 

maximum of thirty (30) calendar days provided that the civil service hearing 

and decision is rendered within forty-five (45) days from the date of the filing 

of the grievance appeal. 

b. That if the Commission is unable to schedule a hearing and render a 

decision within forty five (45) days and the delay is attributable to the Civil 

Service Commission then the period of thirty (30) calendar days specified 

above shall be extended for an additional period of thirty (30) calendar days, 

for a total of sixty (60) calendar days of authorized back pay. 

3. That any back pay award is final and may not be appealed. 

d. The Commission may only award back pay as set out above in grievance appeals 

pending on, or filed after, July 27, 2011 (as per backpay authorization order of the 

Commissioners Court of even date). 

RECORD FILED: 


decision of the Civil Service Commission shall be filed as a public record in the Department of 



8.11 

a. No matter shall be entertained as grievance hereunder unless it is raised as such 

within seven (7) calendar days after the occurrence of the event or after the employee 

becomes aware of the event giving rise to the grievance. 


written consent of the aggrieved, the appointing authority, and the Director of Human 

Resources Personnel. Without such written agreement, the time limits shall be strictly 

enforced. If the grieving party or parties fail to pursue the grievance within the time limits 

set forth, the grievance shall be considered resolved based upon the last answer given by 

supervisory representatives of the County. In cases where management failed to meet the 

time frame requirements, the employee will be entitled to remedy directly with the Civil 

Service Commission whose decision will be final. 

CHAPTER IX 

POLICY RULES OF THE CIVIL SERVICE COMMISSION 

9.00 The following policies are part of the Nueces County Civil Service. Therefore, these policies 

carry the same authority as the Nueces County Civil Service Rules. 



9.01 The Nueces County Family and Medical Leave Policy, as amended and in effect at any given 

time. on August 26, 1993. 

9.02 The Nueces County Drug Free Workplace Policy, as amended, and in effect at any given time. 

on July 28, 1997. 

9.03 The Nueces County Personnel Manual, as amended and in effect at any given time; provided, 

however, the specific provisions of these civil service rules shall take precedence over any 

conflicting provision of the Personnel Manual, if any. 

9.04 Any other employment policies duly adopted by the Commissioners Court so long as such 

policies are not in conflict with the provisions of these civil service rules and regulations. 

9.05 – Any other applicable state or federal law not specifically mentioned herein but which would 

otherwise apply to the County’s civil service employees. 

__________________________________ 

GLOSSARY 

ADA - the Americans with Disabilities Act is federal legislation which prohibits discrimination 

against the disabled in both public and private employment, public services, public 

accommodations, transportation and telecommunications. 

ADMINISTRATIVE LEAVE - leave granted by department heads to exempt employees who have 

been required to work for inordinately long periods of time in addition to their regular work 

schedule. Administrative leave may be granted for not more than eight (8) hours in any one 

week period. 

AFFINITY, SECOND DEGREE OF - a measure of a relationship by marriage. Elected 

Officials/Department Heads or other County Officials may not appoint or supervise any person 

related to them within the first or second degree of affinity. (eg. daughter-in-law, brother-in-law, 

spouse's grandfather, etc.) 

APPEAL - a process by which an employee seeks a resolution to a grievance which is governed by 

the Nueces County Civil Service Rules and Regulations. 

APPLICANT - any person who has completed an application for employment for a specific position 

for which the Nueces County Department of Human Resources and Civil Service is recruiting 

candidates. 

APPOINTING AUTHORITY - the elected official or department head Chief Executive Officer of a 

department, board or commission who has the authority to appoint employees under the Civil 

Service System. 

BASE PAY PER HOUR - the amount of salary (exclusive of any benefits) allocated for a position 

for one hour of work. 

BREAK IN SERVICE - any approved leave of absence that is in excess of 31 continuous days 

without pay. 



CALL BACK PAY - compensation for eligible employees who are "called back" to work during a 

county holiday. Holiday call back pay is granted for (2) hours for each hour worked during the 

holiday. 

CERTIFICATION - the process by which external applicants for vacant positions in Nueces County 

are evaluated in terms of criteria which have been designated for a particular position. Criteria 

may include civil service examination scores, educational level attained, certificates or licenses 

held and amount of directly related and other work experience. 

CHAPTER 174, TLGC – refers to the Fire & Police Employee Relations Act, codified as Chapter 

174, Texas Local Government Code (TLGC). 

CIVIL SERVICE COMMISSION - a three member body appointed by Commissioners Court which 

has the responsibility to make, publish and enforce rules relating to selection and classification 

of employees; competitive examinations; promotions, seniority and tenure; layoffs and 

dismissals; disciplinary actions; grievance procedures; and other matters having to do with the 

selection of employees and their advancement, rights, benefits and working conditions. 

CIVIL SERVICE EXAMINATION - a battery of tests which must be taken by individuals applying 

for some positions with Nueces County. The Appointing Authority specifies any testing 

requirements at the time of recruitment. 

CLASSIFICATION - the process of evaluating the components of jobs so that they may be arranged 

into classes or pay groups as defined in the Nueces County Pay Schedule. 

CLASSIFIED SERVICE - denotes the status of all regular full-time and regular part-time employees 

of the County who are identified as "employees under civil service". 

COMPENSATORY TIME - time off which is awarded to non-exempt employees in lieu of cash 

overtime compensation. One and one half hour of compensatory time is awarded for each hour 

of overtime worked provided the employee has freely agreed to accept compensatory time off in 

lieu of overtime pay. 

COMPULSORY LEAVE - leave which an employee may be compelled to take if a licensed 

physician designated or approved by Commissioners Court deems the employee to be in a 

mentally or physically unfit condition to perform his/her duties. 

CONSANGUINITY, THIRD DEGREE OF - refers to a relationship by blood. Elected 

Officials/Department Heads or other County officials may not appoint or supervise any person 

related to them within the first, second or third degree of consanguinity. (eg. mother, brother, 

uncle, etc.) 

CONTINUANCE PAY – is compensation allocated to each Nueces County Employee in the form of 

a pay step increase once every three years. The step increase shall be based on the completion 

of three consecutive years of service that the employee has completed as of September 30 of 

each year. The pay step increase will be according to the current pay schedule/chart for that 

position. 

COURT LEAVE - compensated leave which is granted to a regular employee who has been required 

by court order to attend a local court as a prospective juror, or as a witness in a court action to 

__________________________________ 



which he/she is not a party. The employee must submit proof of the period of required 

attendance in order to be eligible for this leave. 

DEMOTION - the movement of an employee from his/her present position to one with either a lower 

starting salary, or a salary level that is less than his/her current salary. 

DISCIPLINARY ACTION - an action taken against an employee in response to a punishable 

infraction. Disciplinary actions may include a verbal warning, a letter of reprimand, suspension, 

demotion or termination. 

DRUG FREE WORKPLACE POLICY - the policy adopted by Nueces County Commissioners 

Court which states that employees shall not be involved in the unauthorized use, consumption, 

possession, sale, distribution, purchase or transfer of any drugs, narcotics, inhalants, or alcoholic 

beverages while on County property or while conducting County business. 

EMPLOYMENT PHYSICAL - a physical examination which is administered prior to final selection 

for certain positions to ensure that the applicant meets the physical requirements of the position 

as stated in the job description. 

EXEMPT EMPLOYEES - meet criteria established by federal labor regulations. They are 

compensated on a salary basis, are not paid overtime and do not accumulate compensatory time. 

EXTERNAL APPLICANT - any applicant for a position who is not currently employed by Nueces 

County as a regular full-time or regular part-time employee. 

FAMILY MEDICAL LEAVE (FMLA) - leave granted to eligible employees because of a) birth of a 

child b) adoption or foster placement of a child c) serious health condition of a spouse, parent 

or child d) serious health condition or physical/mental impairment of the employee. The 

employee is entitled to (12) weeks of leave under this policy, to run concurrently with vacation 

or sick leave, if applicable. 

FUNERAL LEAVE - leave granted to an employee to arrange or attend the funeral of a member of 

the immediate family which includes the spouse, child, parent, grandparent, grandchild, or 

sibling of either the employee or his/her spouse. Funeral Leave shall not exceed two days per 

occurrence. 

GRIEVANCE PROCESS - the process by which an employee of the county who has completed 

his/her probationary period may seek a resolution of a grievance. An employee may file a 

grievance when a question of just cause exists in matters of termination, demotion, or 

suspension; or when there is a question regarding a violation of Civil Service Rules. The 

grievance must be filed within (7) calendar days or the employee waives all right to exercise the 

grievance process for that action. 

HOLIDAYS - are declared by Commissioners Court order on an annual basis. They are authorized 

days off from work for all county employees. Only eligible regular employees earn 

compensation during a holiday. 

I-9 FORM - a document which verifies an individual's legal status for work in the United States. All 

new hires must complete an I-9 form and submit any additional documentation required for 

employment prior to assuming duties in any county department. 

__________________________________ 



INACTIVE EMPLOYEE - an employee who is on approved leave of absence without pay, in excess 

of 31 days. Benefits do not accrue during this period of time. 

INTERNAL APPLICANT - any applicant for a position who is currently employed as a regular fulltime 

or regular part-time Nueces County employee. 

JOB CATEGORY - a group of jobs, regardless of department, which have similar duties and 

responsibilities and have similar requirements regarding education, experience, knowledge, 

skills and abilities. All jobs covered by civil service will fall into one of three categories; 

"clerical", "non-clerical", and "law enforcement". 

LABOR AGREEMENT – refers to any collective bargaining contract or any written agreement that 

requires approval by the Commissioners Court and which satisfies the requirements of Chapter 

174, Texas Local Government Code. 

LEAVE WITHOUT PAY - leave which may be granted to an employee for such purposes as 

recovery time from a temporary disability, education, assisting another public jurisdiction, or 

any other reason considered sufficient by his/her appointing authority or Commissioners Court 

when such leave is in the best interests of the County. 

LONGEVITY PAY - compensation allocated to each Nueces County Employee (except those who 

are included in inter-local agreements) based on the total number of years of service he/she has 

completed as of September 30 of each year. The amount is paid monthly at the rate of $5.00 for 

each year of service completed, up to a maximum of thirty years. For members of a collective 

bargaining unit covered by a labor agreement, longevity and seniority pay shall be that amount 

negotiated in the applicable provision of the labor agreement, if any. 

MILITARY LEAVE - leave with pay granted to a regular employee during a period of military 

active duty. The employee must submit appropriate orders from the concerned military branch 

and seek approval from Commissioners Court. Full compensation will be allowed for a 

maximum of three weeks during any one calendar year. 

MINIMUM QUALIFICATIONS - the basic requirements established for a position. In order to be 

considered for a position, an external applicant must possess the specified education, 

experience, knowledge, etc. 

NEPOTISM - favoritism shown or patronage granted by any county official or supervisor to 

relatives. County employees shall not be hired in a manner that would violate laws against 

nepotism. 

NON-EXEMPT EMPLOYEES - meet criteria established by federal labor regulations. They are 

paid at straight time for up to and including 40 hours per week (Non-law enforcement) or 171 

hours in 28 days (Law enforcement). They are eligible for overtime and may accumulate 

compensatory time in lieu of overtime payments. 

OUTSIDE EMPLOYMENT - is not prohibited by Nueces County. However, employees who are 

considering outside employment should consult with their appointing authority to insure that the 

employment does not conflict with the employee's duties. 

OVERTIME - is time worked in excess of the regularly scheduled work period. 

__________________________________ 



PAID SERVICE - includes actual time worked as well as (for eligible employees) any holidays, 

leaves of absence, and compensatory time off or portions thereof, which are followed by return 

to duty for which an employee receives compensation, provided that paid service shall not 


PART-TIME EMPLOYEE - a regular County employee who works less than 32 hours per week and 

whose vacation and sick leave benefits are pro-rated according to the number of hours worked. 

PAY GROUP - the range of compensation on the county pay chart which is allocated for each 

specific job classification. 

PERFORMANCE APPRAISAL - the method by which each employee in the classified service is 

evaluated on an annual basis. The evaluation is based on the performance of the employee's job 

duties and is conducted in accordance with established guidelines. 

PERFORMANCE TEST - a job-related test which may be required of individuals applying for a 

specific position. Performance tests may cover communication skills, computer skills, clerical 

skills or any other combination of essential performance factors. 

PRE-SCREENING - the process by which external applicants for a specific position are evaluated 

to insure that they possess the minimum qualifications for the job. The Texas Employment 

Commission screens all external applicants for Nueces County job vacancies. 

PROBATIONARY PERIOD - the first six months of continuous employment or re-employment 

with the County, for all regular full-time employees and regular part-time employees. During 

this period of time, the employee must demonstrate ability to satisfactorily perform the duties 

required. Failure of the employee to perform satisfactorily during the probationary period will 

result in dismissal without the right to appeal. The promotion or transfer of a county employee 

into a new appointing authority will require a six month probationary period. An employee 

promoted within his/her present appointing authority is subject to a 30-day evaluation period. 

PROMOTION - any personnel action resulting in movement to a position affording higher starting 

salary or greater rank and/or providing for greater skill or responsibility. 

REASONABLE DRESS - attire that is accepted by society in establishments of common use by the 

general public and appropriate for a professional environment and/or appropriate for the job. 

REASSIGNMENT - an action taken by an appointing authority in which an employee is reassigned 

to another position in the same grade and salary within his/her jurisdiction. 

REDUCTION IN FORCE - may occur with a reduction in the county budget, a change in program 

emphasis or a lack of work. Employees that are affected by a reduction in force may be 

considered for demotion in lieu of a layoff. 

RE-EXAMINATION - the act of retaking the Civil Service Examination by applicants who may take 

the examination only twice within a 12 month period. 

REGISTER - a list of external applicants who have met the requirements for a particular position 

and may be considered for future vacancies in this position. 

__________________________________ 



REGULAR EMPLOYEE - an employee occupying a position which is annually budgeted, approved 

by Commissioners Court as a "regular position", and which provides employee benefits. 

REINSTATEMENT - the re-employment of a former full-time, regular employee without requiring 

the employee to go through the competitive selection process for a stated period of time. 

RETIREMENT - the act of leaving county employment by a regular, full-time employee in 

accordance with the rules and regulations of the Texas County and District Retirement Systems. 

SEASONAL EMPLOYEE - an employee who is appointed to a temporary position which is of a 

recurrent nature during certain parts of each year or any other period which is so identified by 

the appointing authority. 

SEPARATION - any suspension from employment, whether temporary or permanent, whether 

voluntary or involuntary, during which an employee's compensation is stopped. 

SEXUAL HARASSMENT - behavior by anyone employed by the county who promotes, initiates, or 

participates in unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. 

SICK LEAVE - compensated leave granted to regular county employees in the event of a personal 

illness or to care for a sick or injured member of the employee's immediate family. Immediate 

family includes the employee's spouse, child, parent, grandparent, or sibling when that person 

resides with the employee or is a dependent of the employee. 

STEP - the increment within the range of each pay group which identifies the specific compensation 

for any position which is assigned that level in a pay group. 

SUSPENSION - an ordered absence from duty with or without pay for a prescribed period of time. 

An employee may be suspended without pay because of inadequate job performance or poor 

behavior. An employee may be suspended with pay due to an alleged offense which has not 

been fully substantiated and for which time is needed for an investigation. 

TCLEOSE - the Texas Commission on Law Enforcement Officer Standards and Education Act. 

All law enforcement applicants must meet the requirements of TCLEOSE. 

TEMPORARY EMPLOYEE - an individual employed by the County to perform a job for a limited 

period of time. Persons hired to fill temporary positions are not eligible for any employee 

benefits. 

TERMINATION OF EMPLOYMENT - the discontinuation of an employee's service with the 

County as a result of a resignation, dismissal, reduction in force, retirement or death. 

TLGC – refers to the Texas Local Government Code. 

TRANSFER - the movement of an employee from one department to another department. Transfers 

may be voluntary, involuntary or temporary. 

USERRA – refers to the Uniform Services Employment and Reemployment Rights Act 

__________________________________ 



VACATION - compensated leave granted to regular county employees which is treated as a fringe 

benefit of employment with the county. 

WORK PERIOD - the regular workweek for all non-exempt employees of Nueces County. 

WORK PLACE - the location where an employee is on duty. It may be on county property, while in 

a county vehicle or operating in the capacity of a county official. 

WORKERS COMPENSATION - payment made to an employee in accordance with the Texas 

Worker's Compensation Rules. Employees injured on the job are eligible for workers 

compensation weekly benefits according to state law. 

__________________________________ 

-END- 





Report from MHMR - Diane Lowrance 


Admin 



Information 

Receive annual report from Diane Lowrance, Executive Director, on the activities of the Behavioral Health Center 

of Nueces County (formerly MHMR). 

BACKGROUND 

DISCUSSION 

Presentation - MHMR 

Attachments

Behavioral Health Center 

of Nueces County 

Annual Presentation to 

Nueces County Commissioner’s Commissioner s Court 

January 2013

What Are We? 

Unit of Local Government 

Established in 1967 

Designated Local Mental Health Authority by Texas Dept. 

State Health Services 

Designated Local Authority for services to persons with 

intellectual disabilities by Texas Dept. Aging and Disability 

Services 

Sponsored by Nueces County Commissioner’s Commissioner s Court in 

collaboration with City of Corpus Christi 

Governed by 9 Member Board of Trustees 

Planning & Network Advisory Committee 

Foundation Board of Directors

FY 2013 

$17 million budget 

286 employees 

45 revenue sources-local, sources local, state, federal 

Nueces County Hospital District: $969,129 

City of Corpus Christi: $54,000 

9 buildings around Nueces County

10,000 Persons Served 

Adults with mental illness = 5,672 

Children with emotional/behavioral issues = 1,042 

Persons with intellectual disabilities = 1,763 

Infants/toddlers with developmental delays = 1,563

Return on Investment 

Average community mental health service $12/day vs. average Emergency Emergency 

Room visit $986 

Average cost of jailing a person with serious mental illness $137 $137 

per day 

vs. $45 & a longer length of stay of 80 days 

Crisis Respite bed cost $100/day vs. Hospital bed cost $640 

Competency Restoration Program on outpatient basis = $140 vs. in an 

inpatient State Hospital setting = $401 

Every 14 minutes, a person dies by suicide; 38,000 per year; 3 rd leading 

cause of death in 15-24 15 24 year olds 

Persons with mental illness die 20 years before those without a diagnosis 

Recent tragedy in Connecticut highlights need for early identification identification 

of 

persons with mental health issues and secure appropriate treatment treatment 

and 

services

2012 Highlights 

Trauma Informed Care Seminar sponsored by 

Foundation; over 100 attendees 

Outpatient Competency Restoration Seminar 

Accreditation by The Joint Commission 

Doubled capacity to 16 beds in Crisis Respite 

Home 

“Suicide Suicide Safe Center” Center designation 

Best of the Best Award

Current Issues 

1115 Medicaid Transformation Waiver 

Projects: 

 

Integrated Health Care 

Wellness Promotion using Social Media with Kids 

Peer-Run Peer Run Day Activity Center 

Crisis intervention services for persons with intellectual disabilities disabilities 

Partners include Charlie’s Charlie s Place, Christus Spohn, Corpus Christi Medical 

Center, Driscoll Children’s Children s Hospital, TAMU-CC TAMU CC Health Science Center & 

College of Nursing 

Center funds projects up front; earn incentive payments for meeting meeting 

outcome measures 

Committed to $1m for intergovernmental transfers per year, with amount 

increasing each year to $2m in year 5.

Utilization of State Hospital Bed Allocation 

29 beds per day allocated by The Dept. of State Health 

Services to hospitalize persons at state hospitals, primarily 

San Antonio State Hospital. 

34 beds used per day, 80% of whom are coming from the 

Nueces County jail. Our utilization of persons coming from 

jail is the highest in the state. 

Held harmless for using more than allocation in FY 13, but 

could be penalized $50 per day for each day over the 

allocation effective Sept 1, 2013—based 2013 based on current 

utilization = $120,000.

Outpatient Competency Restoration (OCR) 

Program Referrals & Admissions

Current Issues, cont. 

Rider 71 Study of Public Mental Health System 

Potential reduced state funding 

Recruit & Maintain Competent Professional Workforce 

Assessment of buildings 

Legislative session January 

Seminar February 18-19 18 19 for attorneys, includes mental health 

items

Save the Date 

April 18, 2013 

Hollywood Nights: Red Carpet Event, an 

Evening with Patty Duke

THANK YOU 

HAPPY NEW YEAR!!!



Receive information on bus service Route 68 by RTA and TCN 

Submitted For: Joe A. Gonzalez Submitted By: Sandra Santos, 

Commissioner Pct 2 

Department: Commissioner Pct 2 


Information 

Receive updated information on the Regional Transportation Authority's bus service Route 68, for Agua Dulce and 

Banquete, from Carl Weckenmann, RTA Service Development Director, and Martin Ornelas, Transportation 

Coordination Network. 

BACKGROUND 

DISCUSSION



Maintenance Contract - Video Marquee 


Admin 



Information 

Discuss and consider executing a maintenance contract with Capturion, Inc., for the video marquee at the Richard 

M. Borchard Regional Fairgrounds. 

BACKGROUND 

The one year warranty period will expire this month on the fairgrounds video marquee. Capturion has proposed a 

maintenance contract for $300.00 per month. The proposed maintenance agreement basically covers defective 

replacement parts on the marquee. 

DISCUSSION 

Capturion - Maintenance Agreement 

Attachments

Standard Terms and Conditions of Service 

1. Scope of Service Agreement. The scope of the Service Agreement may provide for equipment listed on either 

the face of the document or Attachment A and may include those services as defined on Attachment A 

(excluding maintenance services which are the responsibility of Purchaser as defined on Attachment A or 

services which may be purchased for an additional fee). Response Times are defined on Attachment A. 

2. Term: The Term of the Agreement is January 10, 2012 to January 09, 2013. 

3. Conditions Precedent. The obligations of Capturion in this Agreement are subject to the express condition 

precedent that Purchaser shall perform its obligations under the Agreement, particularly those obligations 

defined in Attachment A. Capturion Network, LLC may, at its sole discretion, waive these conditions. The 

Purchaser’s rights and Capturion Network, LLC obligation under this Service Agreement shall be suspended 

until all undisputed payments owing to Capturion Network, LLC are current. 

4. Payment Terms. Purchaser agrees to pay Capturion Network, LLC according to the Payment Schedule as 

outlined on Page 3 of this document. Purchaser is a governmental entity exempt from taxes. 

5. Conditions of Coverage. This Service Agreement provides for the services defined on Attachment A. In 

addition, Capturion Network, LLC will replace failed LED pixels, if greater than 3.0% of the total number of 

pixels in the sign have failed in any calendar year during the term of the Agreement, provided the sign is 

installed with the recommended ventilation/air conditioning system for its location (if applicable). Air 

conditioning systems must be maintained according to manufacturer’s specifications (if applicable).. Pixel 

failure occurs when the pixel will no longer emit light. This agreement does not cover LED degradation, which 

occurs when the LEDs continue to emit light, but at some lesser level of brightness. Pixel repair will be 

performed at the Capturion Network, LLC Repair Center. 

Capturion Network, LLC will NOT repair or replace failed communication components. A communication 

component has failed when it does not transmit or receive data properly. Local site interference or obstructions 

may cause intermittent or complete failure of communication performance. This Agreement does not include 

the provision of replacement communication methods (such as wireless direct connect modems, telephone 

modems, wire, fiber optic cable, conduit, trenching or other solutions) for the purpose of overcoming local site 

interference. 

Certain failures may result in a required total replacement and/or upgrade of any or all of the components in the 

system. In the event of a failure, the component will be checked thoroughly and if the component can be 

repaired or replaced, the costs of the repair or the replacement part are included in this Agreement. 

If the component cannot be repaired or replaced for whatever reason, and an upgrade is required, then the 

Purchaser shall be responsible for the difference in cost between the upgraded component and the cost of the 

repaired or replaced component to the extent the cost of the upgraded component exceeds the cost of the 

repaired or replaced component. Further, the Purchaser shall be responsible for any additional upgrades required 

by the upgraded component in the integrated system. 

6. Service outside the Scope of Services listed on Attachment A may be provided on a time and material basis 

according to the then current rates. Subject to the limitations in the Scope of Services, Capturion Network, LLC 

will maintain the equipment for normal wear and tear. The equipment may require additional maintenance 

beyond the Scope of Services attributable to causes other than normal wear and tear. Such causes may include, 

but are not limited to: inadequate or improper power, improper care or abuse of equipment, unauthorized 

attempts to repair or modify the equipment, failures caused by environmental conditions beyond Capturion 

Network, LLC’ control such as corrosives and metallic pollutants, weather, acts of God or nature (including 

damage done by vermin), terrorism, vandalism, or war. 

Service does not include paint or refinishing the equipment or furnishing material for this purpose, electrical 

work external to the equipment, or service of accessories, alterations, attachments, or other devices not 

furnished by Capturion Network, LLC unless otherwise agreed in writing. Batteries and metallic or fiber optic 

data cable are not covered unless otherwise agreed to in writing. 

This Agreement does not cover defects or failure resulting from the use of replacement parts not supplied by 

Capturion Network, LLC. 

Costs of normal access to the display(s) are covered under this Agreement. Normal access is defined as 

unfettered, solid, unrestricted access to the entire display with a 45’ aerial lift or bucket truck for an outdoor 

display, taking into account environmental or site conditions, or 15’ for an indoor display. Special 

circumstances will not be covered under this Agreement, including but not limited to: costs of additional lift 

equipment, or presence of any additional equipment and/or personnel to insure safety of service personnel. 

(This doesn’t apply to Nueces County’s LED Marquee Display) 

In no event shall Capturion Network, LLC be obliged to perform Services under this Agreement during the 

existence of Adverse Conditions. “Adverse Conditions” include, among others, without limitation, the 

following: severe inclement weather, hazardous site conditions including infestations of animals or dangerous 

insects, saturated ground conditions, or residence or occupation by unauthorized personnel. The determination 

of a site condition as an Adverse Condition shall be at the sole discretion of Capturion Network, LLC. 

Inaccessibility due to Adverse Conditions will exempt a location from coverage under this Agreement until 

such time as the display(s) become accessible once again. 

7. Service Request. Purchaser shall fully cooperate with Capturion Network, LLC in connection with the service 

of the Equipment. The Purchaser shall immediately notify Capturion Network, LLC in writing of equipment 

failure and allow Capturion Network, LLC full and free access to the equipment. Waiver of liability or other 

restrictions shall not be imposed as a requirement prior to accessing the site. Also, the Purchaser will allow 

Capturion Network, LLC to use necessary machines, communication facilities, and other equipment at no 

charge. (This would potentially apply to network facilities, power, lifts, ladders, etc.) 

8. Return Items. All items returned to Capturion Network, LLC must have a Return Material Authorization 

(RMA) number. For exchange items, the number is included with the shipment of the exchange unit. For repair 

items, an RMA number can be obtained by phone (601-428-4014), (International +1-800-268-3260), fax (601- 

428-1948) or e-mail (service@capturion.com) unless otherwise directed by Capturion Network, LL 

PO BOX 6439 LAUREL, MS 39441 (601) 428-4014 Office (601) 428-1948 Fax 

Page 1 of 2 

9. Shipping. When returning Equipment to Capturion Network, LLC, for repair or replacement, 

Purchaser assumes all risk of loss or damage, and agrees to use any shipping containers, which might 

be provided by Capturion Network, LLC, and to ship the Equipment in the manner prescribed by 

Capturion Network, LLC. Purchaser will pay for initial shipping to Capturion. Capturion will cover 

the return shipment. Overnight shipping is not included under this agreement. 

10. Limitation of Warranty. Capturion Network, LLC, shall be under no obligation to furnish 

continued service under this Agreement if the equipment is moved from its location of initial 

installation or reinstalled without the prior written approval of Capturion Network LLC, unless the 

displays were designed by Capturion Network, LLC to be mobile. 

11. Default. Capturion Network, LLC reserves the right to terminate this contract if Purchaser fails to 

make payment to Capturion Network, LLC within thirty (30) days of the agreed payment dates or 

otherwise fails to comply with this Agreement, or any proceeding is filed by or against Purchaser in 

bankruptcy. Capturion Network, LLC reserves all its rights (both legal and equitable) under the 

contract, applicable statutes, or the common law. Selection of a remedy by Capturion Network, LLC 

shall in no way be construed as a waiver of other remedies available to Capturion Network, LLC. If 

Purchaser fails to perform any covenant or obligation under this Agreement or any other agreement 

that Purchaser has with Capturion Network, LLC, including without limitation the failure to pay when 

due any amounts owed to Capturion Network, LLC under this Agreement or any other agreement 

between the parties, Capturion Network, LLC shall be excused from the performance of any of its 

obligations under this Agreement and any other Agreement it has with the Purchaser until such time as 

said default is cured, if ever. 

12. Indemnity. Capturion Network, LLC shall indemnify, defend and hold harmless the Purchaser and 

their respective subsidiaries, officers, directors, shareholders, partners, employees, agents, insurers, 

successors and assigns from any and all liability, losses, damages, costs or expenses (collectively, 

“Losses”) arising out of or in any way related to: (i) any material breach of this Agreement by 

Capturion Network, LLC; (ii) any negligent act or omission by Capturion Network, LLC or its 

personnel, agents, subcontractors, or others engaged by Capturion Network, LLC or under Capturion 

Network, LLC’ control related to the execution of this Agreement; (iii) any claim against any 

indemnified party by reason of or alleging any unauthorized or infringing use by an indemnified party 

of any patent, process, trade secret, copyright, trademark, or other intellectual property right regarding 

the Equipment or the Software and its components; or, (iv) any fine or assessment with respect to any 

violation or alleged violation of any Applicable Laws regarding safety or health. 

The Purchaser shall indemnify, defend and hold harmless Capturion Network, LLC, to the extent 

allowed by law without establishing a sinking fund, and its subsidiaries, officers, directors, 

shareholders, partners, representatives, employees, agents, insurers, successors and assigns of each of 

the foregoing from any and all Losses arising out of or in any way related to: (i) any material breach of 

this Agreement by the Purchaser; or (ii) any negligent act or omission by the Purchaser or its 

personnel, agents, subcontractors, or others engaged by the Purchaser or under their control (other than 

Capturion Network, LLC or its personnel, agents, subcontractors, or others engaged by Capturion 

Network, LLC or under Capturion Network, LLC’ control). 

13. Limitation of Liability. The parties agree that in no event whatsoever shall the liability of either 

party exceed the amount of the purchase price. It is agreed that in no event shall either party be liable 

for special, incidental, consequential or indirect damages, regardless of cause. Purchaser understands 

and agrees that the prices granted herein would be higher in the absence of this limitation of liability. 

Capturion Network, LLC shall have no liability with respect to claims relating to or arising from use 

of third-party products and services. 

14. Force Majeure. Capturion Network, LLC shall be excused from any liability under this Agreement 

for any delay in performance or failure to perform which delay or failure to perform is caused by 

circumstances which are beyond the reasonable control of the Capturion Network, LLC, including 

without limitation acts of God, natural disaster, labor or material shortages, war, earthquakes, acts of 

terrorism, etc. 

15. Assignment. Unless otherwise stated, this Agreement may not be assigned by either party without 

the written consent of the other party. 

16. Termination. Either party may terminate this Agreement upon thirty (30) days written notice 

thereof. 

17. Miscellaneous. This Agreement shall be governed by the laws of the state of Texas, Nueces 

County, without regard to its conflict of law principles. The parties consent to the jurisdiction and 

venue of the courts of Texas for any action, suit or proceeding. This Agreement represents the entire 

agreement of the parties and supersedes any previous understanding or agreement. This Agreement 

may not be amended or altered in any manner except in a writing signed by both parties. This 

Agreement may be executed in counterparts. Each party hereto shall pay its own expenses, including 

without limitation accounting and attorneys’ fees, in connection with this Agreement. The Purchaser 

and Capturion Network, LLC are not partners or joint venturers. If any part of this Agreement is in any 

manner held to be invalid, illegal, void, or to be in conflict with any law, then the validity of the 

remaining portions or provisions of this Agreement shall not be affected, and such part, term, 

paragraph or provision shall be construed and enforced in a manner designed to effectuate the intent 

expressed in this Agreement to the maximum extent permitted by law.

Premium Services 

Attachment A 

Services Included 

1. Capturion Network, LLC’s parts coverage which includes: 

a. Capturion Network, LLC’s Exchange Program. 

• 5% Spare Parts are produced with initial order 

• 2% of Spare Parts are stored in job box at Customer Facility 

• 3% of Spare Parts are stored at Capturion’s warehouse Located in Laurel, MS 

• If Part is used On-Site Customer can Overnight part for immediate replacement 

• Customer will Maintain 2% Spare at ALL times 

• Standard Equipment: LED Tiles, tile Masks, Power Supplies, Scan Cards, Ribbon Cables, 

Sending and Receiving Processors 

b. Repair or replacement of failed electronic parts or assemblies. 

c. Shipping of repaired or replaced failed electronic components from Capturion Network, LLC. 

2. Technical support via telephone during business hours as stated below. 

3. Access to the Service Coordination Center. 

4. Response Time - Capturion agrees to respond to customer with 24hrs of being notified. If the LED 

component or CPU is incapable of being replaced from onsite inventory and needs to be replaced, 

Capturion will notify assigned party for Nueces County of a schedule for when the equipment will be in 

working condition within 7 business days after the equipment has been ordered if applicable. If equipment 

cannot be installed within the 7 business days Capturion must notify assigned party with Nueces County 

in writing explaining the delay. 

Premium shall not include nor be construed to include any service or support that is not expressly stated above in 

the definition of the Premium service. Examples of services that are not within the scope of Premium service 

include, but are not limited to, the following: 

1. On-site labor to diagnose and/or replace failed electronic components. 

2. Remote monitoring services. 

3. After hours telephone support. 

Above listed exclusions are available as billable services. Quotes may be provided upon request. 

Business Hours: 

Monday through Friday, 8 am to 5 pm CST (excludes Capturion Network, LLC’s observed holidays). 

Purchaser Responsibilities 

The maintenance items listed below are the responsibility of the Purchaser; failure to properly maintain equipment 

may, at Capturion Network, LLC’s sole discretion, relieve Capturion Network, LLC of its responsibilities under the 

Standard Terms and Conditions of Service Agreement. 

1. Throughout the term of this Agreement, Purchaser shall maintain site conditions within the common 

environmental range of all system devices as specified by Capturion Network, LLC. 

2. Purchaser is responsible for routine operator functions such as content creation or management. [Except as 

per separate agreement with Capturion.] 

3. Purchaser is responsible for routine maintenance functions. 

4. Purchaser is responsible for management of customer-owned spare parts inventory. 

5. Purchaser is responsible for costs of any on-site labor to diagnose and/or replace failed electronic 

components. 


Page 2 of 2

Payment Schedule 

Premium Services Annual Amount $3,600.00 

[Tax Exempt] 

Payment Schedule $300.00 per month 

Terms of Purchase: 

Balance Due: 30 days upon receipt of monthly invoice 

Acceptance: 

In witness hereof, the parties execute this Agreement by their duly authorized officer(s): 

NUECES COUNTY CAPTURION NETWORK, LLC 

By: ____________________________ By: _______________________________ 

Leonard Busby, III, President 

Date: ___________________________ Date: _____________________________ 

Attest: 

_________________________________ 

County Clerk 


Page 3 of 2

Commissioners Court - Regular 4. B. 1. 


Juvenile Accountability Block Grant (JABG) 

Submitted By: Deanna Saldana, Juvenile Department 

Department: Juvenile Department 


Information 

Discuss and consider adopting a Resolution authorizing submission of grant application via "eGrants" web site to 

the Governor's Criminal Justice Division for funding the Juvenile Accountability Block Grant Program, also known 

as the Probation Rules Enforcement Program. 

BACKGROUND 

The JABG grant has funded the Probation Rules Enforcement Program (PREP) Officer salary and fringe benefits 

for the past eleven (12) years. This officer monitors curfews for ISP probationers and provides information to the 

assigned probation officer, as well as conducts home visits after 5:00 pm as appropriate to ensure that the orders of 

the Juvenile Court are followed. The officer acts as the department's liaison to the Gang Task force and assures that 

the juvenile gang data base information is current. 

DISCUSSION 

The goal is to continue to increase the accountability and supervision ofjuvenile offenders. The outcome is to 

reduce recidivism and juvenile delinquency and improve the Juvenile Justice system through interagency 

coordination and communication. 

Criminal Justice Division proposed grant award for FY 2013-2014 is $10,840.00, this will impact local funds 

from general fund by $43,675.00. Total estimated project for salary and fringe benefits for PREP officer is 

$54,515.00. 

Resolution for PREP grant 

Attachments

MIKE PUSLEY 

Commissioner 

Precinct 1 

JOE GONZALEZ 

Commissioner 

Precinct 2 

County of Nueces 

SAMUEL L. NEAL, JR 

County Judge 

Nueces County Courthouse, Room 303 

901 Leopard Street 

Corpus Christi, Texas 78401-3697 

OSCAR ORTIZ 

Commissioner 

Precinct 3 

JOE MCCOMB 

Commissioner 

Precinct 4 

COMMISSIONERS COURT RESOLUTION 

AUTHORIZING THE SUBMISSION OF A GRANT APPLICATION TO THE GOVERNOR’S CRIMINAL JUSTICE 

DIVISION FOR FUNDING THE JUVENILE ACCOUNTABILITY BLOCK GRANT PROGRAM ALSO KNOWN AS 

“PROBATION RULES ENFORCEMENT PROGRAM”. 

WHEREAS, the Commissioners Court of Nueces County, Texas has the moral obligation to the citizens and taxpayers of Nueces 

County, Texas, to insure that the criminal justice system operates in the most efficient and coordinated manner possible; and, 

WHEREAS, the Commissioners Court is aware that juvenile crime continues to be a serious community problem; and, 

WHEREAS, the Commissioners Court believes that the program known as “Probation Rules Enforcement Program (PREP)” will 

be in the best interest of the community, the children, and young adults of our community by providing intensive field supervision 

of probationers and support to parents in Nueces County, Texas. 

WHEREAS, the opportunity exists to fund vital parts of this program through the office the Governor of the State of Texas, 

Criminal Justice Division; and, 

WHEREAS, said Grant is in the amount of $10,840.00 with a required cash match of $1,204.00 The General Fund match of 

$43,675.00, includes the required cash match for PREP officer estimated annual salary of $54,515.00. 

WHEREAS, in the event of loss or misuse of the Criminal Justice Division funds, the Commissioners Court agrees that funds 

will be returned to the Criminal Justice Division office of the Governor of the State of Texas in full. 

WHEREAS, the County Judge is designated as the authorized official who is given the power to apply for, accept, reject, alter, or 

terminate this grant. 

NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSIONERS COURT OF NUECES COUNTY, TEXAS, that 

the County submits a grant request to the Office of the Governor of Texas, Criminal Justice Division, to assist in the funding of 

the program of “Juvenile Accountability Block Grant Program”. 

DULY ADOPTED BY VOTE OF THE COMMISSIONERS COURT OF NUECES COUNTY, TEXAS ON THE 

_______ DAY OF _________________, 2013. 

_______ _______________________ 

SAMUEL L. NEAL, JR 

NUECES COUNTY JUDGE 

___________________________ _____________________________ 

MIKE PUSLEY JOE GONZALEZ 

Commissioner, Precinct 1 Commissioner, Precinct 2 

___________________________ _____________________________ 

OSCAR ORTIZ JOE MCCOMB 

Commissioner, Precinct 3 Commissioner, Precinct 4 

ATTEST: 

__________________________ 

DIANA T. BARRERA, County Clerk



Submission of FY13 Emergency Management Performance Grant 

Submitted By: Maria Medrano, Grants Department 

Department: Grants Department 


Information 

Discuss and consider authorizing the submission of a grant application to the Texas Division of Emergency 

Management for the FY 2013 Emergency Management Performance Grant program. 

BACKGROUND 

The EMPG program provides federal funding to assist states and local governments in developing and carrying out 

emergency management programs. States submit annual applications that include a statement of work and proposed 

budget to DHS and the Federal Emergency Management Agency (FEMA) for funding to match State and local 

appropriations for emergency management programs. States receive EMPG funding from DHS and, in turn, pass 

through EMPG funding to local governments to reimburse them for emergency management program expenses. 

States, including Texas, require local governments which wish to participate in the program to submit EMPG 

program applications that include a Statement of Work and a program budget. 

DISCUSSION 

The funding of EMPG funds will help assist Nueces County to carry out preparedness activities to enhance their 

capability to mitigate potential hazards and respond to and recover from emergencies and disasters by using 

funding for key elements of emergency preparedness comprehensively emergency planning, emergency training, 

and exercises. 

The deadline for EMPG Application submission for FY 2013 funding is January 31, 2013. 

Budget Information 

Information about available funds 

Budgeted: Funds Available: Adjustment: Amount Available: $186,345.58 

Unbudgeted: Funds NOT Available: Amendment: 

Account Code(s) for Available Funds 

1: 5105 

Fiscal 

Impact: 

Fund Transfers 

Source of Funds: 5105 Amount Requested: $93,172.79 Fiscal Year: 2012/2013 Budgeted Y/N: Y 

The total application will be $186,345.58, requesting 50% Nueces County/50% federal cost share. 

The cost share match ($93,172.59) will come from the Emergency Management operating budget 

(Department #5105). 

While funding for the EMPG program was envisioned to be a 50 percent Federal/50 percent 

State/Local cost share, program funding has increased more slowly than the operating expenses for 

many emergency management programs. The combination of general increases in the cost of doing

usiness and expansion of many local emergency management programs with slowly increasing 

program funding means that federal EMPG grants may reimburse less than 50 percent of local 

program expenses. 

For example, the grant application for FY2012 requested $164,205 which would amount to 

$82,102.50 for the 50% federal share. However, the County was only awarded $39,215. 

FY13 EMPG Application 

Attachments

FISCAL YEAR 2013 

EMERGENCY MANAGEMENT PERFORMANCE GRANT APPLICATION 

1. APPLICANT NAME (Jurisdiction): Nueces County 

2. COUNTY: Nueces County 3. DISASTER DISTRICT: 3A 

4. EMPG STATUS: Current EMPG Program participant New EMPG Program applicant 

5. PROGRAM PARTICIPANTS: (List all jurisdictions that are participants in your emergency management program. 

Identify any jurisdictions that have joined or withdrawn from your program in the last year.) Nueces County, Agua 

dulce, Petronila, Driscoll 

6. CHECKLIST OF APPLICATION ATTACHMENTS: (See the FY 2013 Emergency Management Performance 

Grant (EMPG) Guide for information on completing these forms.) 

Designation of Grant Officials (TDEM-17B) 

Statement of Work & Cumulative Progress Report (TDEM-17A) - This form shall be signed by the EMC 

EMPG Staffing Pattern (TDEM-66) - The Authorized Official shall sign this form 

Application for Federal Assistance (TDEM-67) -The Authorized Official shall sign this form 

EMPG Staff Job Description (TDEM-68) - A current job description is required for each staff member listed in the 

FY 2013 EMPG Staffing Pattern (TDEM-66) 

FEMA Form 20-16 Summary Sheet for Assurances & Certifications - Shall be signed by an Authorized Official 

Attached: 

FEMA Form 20-16A, Assurances – Non-Construction Programs 

FEMA Form 20-16C, Certifications Regarding Lobbying, Debarment, Suspension, & Other Responsibility 

Matters; and Drug-Free Workplace Requirements 

FEMA Form SF LLL, Disclosure of Lobbying Activities - Signed by the Authorized Official required only if the 

applicant performs lobbying to influence federal actions 

Direct Deposit Authorization (form 74-146) or Application for Payee ID Number (form AP-152) - The Grant 

Financial Officer shall sign this form 

Travel Policy Certification (TDEM-69) - The Grant Financial Officer shall sign this form 

7. CERTIFICATION: This Application, together with the approved EMPG Statement of Work & Cumulative Progress Report 

(TDEM-17A), constitutes the annual work plan for the emergency management program whose participants are listed above. The 

undersigned agree to exert their best efforts to accomplish all activities listed in the Statement of Work & Cumulative Progress 

Report approved by the Texas Division of Emergency Management. 

Authorized Official 

(Original Signature) 

__________________________ 

Printed Name 

Date Emergency Management Coordinator 

(Original Signature) 

____________________________________ 

Printed Name: 

TDEM-17 Page 1 of 1 

10/12 

Mail completed forms and application materials to: Grant Coordinator 

Office of Management and Budget 

Texas Division of Emergency Management 

Texas Department of Public Safety 

PO Box 4087 

Austin, TX 78773-0223 

Date


DESIGNATION OF EMPG GRANT OFFICIALS 

APPLICANT NAME (Jurisdiction): 

EMERGENCY MANAGEMENT COORDINATOR* 

NAME Mr. Ms. Danielle Hale 

Official Mailing Address 

Please include mail 

stop code 

*If newly appointed, attach form DEM-147 

Nueces County Office of Emergency Management 

901 Leopard Street, Suite 303 

Corpus Christi, Texas 78401 

Daytime Phone Number (361) 888-0513 

Fax Number (361) 888-0445 

E-mail Address danielle.hale@co.nueces.tx.us 

GRANT FINANCIAL OFFICER (CANNOT BE EMC) 

NAME Mr. Ms. Margaret Hayes 

Title County Auditor 

Official Mailing Address Nueces County Auditor’s Office 

901 Leopard Street, Room 304 


Please include mail 

stop code. 


Fax Number (361) 888-0584 

E-mail Address margaret.hayes@co.nueces.tx.us 

AUTHORIZED OFFICIAL (MAYOR, COUNTY JUDGE, CITY MANAGER) 

NAME Mr. Ms. Samuel L. Neal, Jr. 

Title County Judge 

Official Mailing Address Nueces County 



Please imclude mail 

stop code. 


Fax Number (361) 888-0445 

E-mail Address claudia.lobell@co.nueces.tx.us 

TDEM-17B Page 1 of 1 

11/12


EMPG STATEMENT OF WORK & CUMULATIVE PROGRESS REPORT 

APPLICANT NAME (Jurisdiction): Nueces County 

Document Submitted By Date TDEM Review By Date 

Statement of Work 

Progress Report #1 


Danielle Hale 01/02/2013 

Work Plan 

TASK 1—WORK PLAN & SEMIANNUAL PROGRESS REPORT 

Our jurisdiction will submit an EMPG Application, two Progress Reports, and four 

Quarterly Financial Reports 

Our jurisdiction has appointed a NIMSCAST point of contact, established a NIMSCAST 

account, and is 100% compliant with FY 2009 NIMSCAST objectives and metrics 

This Progress Report # 1 is being submitted to the TDEM Preparedness Section 

Progress Report #1 First & Second Quarter Financial Reports have been submitted to TDEM Support 

Services 

This Progress Report # 2 is being submitted to the TDEM Preparedness Section 

Progress Report #2 Third & Fourth Quarter Financial Reports have been submitted to TDEM Support 

Services 

TASK 2—LEGAL AUTHORITIES FOR EMERGENCY MANAGEMENT PROGRAM 

Our jurisdiction will maintain current legal documents establishing our emergency 

management program 

Our NIMSCAST account is 100% compliant with all objectives and metrics 

Our TRRN registration completed and resources entered 

Our legal documents are current & on file with TDEM; no additional action is required 

Work Plan 

Our jurisdiction will prepare or update & submit to TDEM: 

Commissioner’s Court Order # 05/01/1991 

City Ordinance(s) for: Driscoll, Agua Dulce, Petronila 

Updated Joint Resolution dated: 06/09/1987 

NIMS Adoption dated: 04/06/2005 


October 1 – 

March 31 


April 1- 

September 30 



Our legal documents are current & on file with TDEM, no additional action is required 

Our jurisdiction completed & submitted to TDEM: 

Commissioner’s Court Order # 

City Ordinance(s) for: 

Updated Joint Resolution dated: 

NIMS Adoption dated: 



Our legal documents are current & on file with TDEM, no additional action is required 

Our jurisdiction completed & submitted to TDEM: 

Commissioner’s Court Order # 

City Ordinance(s) for: 

Updated Joint Resolution dated: 

NIMS Adoption dated: 

TDEM-17A Page 1 of 6 

11/2012 Mail completed form to: Grant Coordinator 

Office of Management and Budget 

Texas Division of Emergency Management 

Texas Department of Public Safety 

P O Box 4087 

Austin, TX 78773-0223

Work Plan 


October 1 – 

March 31 


April 1 – 

September 30 

TASK 3—PUBLIC EDUCATION/INFORMATION 

Option 1: Our jurisdiction will conduct 30 hours of hazard awareness activities for 

local citizens 

– OR A COMBINATION OF – 

Option 2: Our jurisdiction will prepare & distribute public education/information 

materials to a substantial portion of the community. In the space below, describe 

the materials to be distributed: 

**You may provide a combination of both options. 

Our jurisdiction completed the following hazard awareness and/or public 

education/information activities: 

No Task 3 progress was made this report period. 

Our jurisdiction completed the following hazard awareness and/or public 

education/information activities: 

No Task 3 progress was made this report period. 

TASK 4—EMERGENCY MANAGEMENT PLANNING DOCUMENTS 

Our jurisdiction reviewed our emergency management plan & annexes for currency 

and NIMS compliance 

Our emergency management plan and all annexes are current and NIMS compliant 

We will develop, update, or change these planning documents: 

Basic Plan 

Work Plan 

Annexes: A B C D E F G H I J K L M 

N O P Q R S T U V 

Other documents: 


October 1 – 

March 31 


April 1 – 

September 30 

NOTE: Plans & annexes dated prior to September 30, 2008 must be revised or updated 

this year. All Plans and Annexes must be NIMS compliant. 




We updated by revision or change these planning documents: 

Basic Plan 







We updated by revision or change these planning documents: 

Basic Plan 





11/2012

Work Plan 

Performance 

Period 

Fiscal Year 2013 

(October 1, 2012 - 

September 30, 2013) 

TASK 5— TEP, NOTIFICATION AND EXERCISE PARTICIPATION 

Training and Exercise Plan 

Each jurisdiction must develop and submit a multi-year Training and Exercise Plan 

(TEP), not less than three years, to the TDEM Exercise Unit @ 

TDEM.EXERCISES@dps.texas.gov . 

Each jurisdiction must submit the Pre-Exercise Notification Form to the TDEM Exercise 

Unit not less than 45 days prior to a planned exercise event. 

Each jurisdiction must submit an After Action Report (AAR) and Improvement Plan (IP) 

for a minimum of two (2) discussion-based exercises and one (1) operations-based 

exercise. All AARs/IPs all exercise activities to the TDEM Exercise unit not more than 

45 days after the conclusion of the exercise. 

.Real world events are currently allowed. 

. 

NOTE: A Full-Scale exercise must be conducted every three (3) years. 

REQUIRED EXERCISE SCHEDULE 

Exercise Type Exercise Name & Exercise Date Quarter of Year 

Discussion Based Bioterrorism 10/12/2012 1 2 3 4 

Discussion Based Hurricane Table Top Exercise 05/17/2013 1 2 3 4 

Operational Based Hazmat (TBD) 1 2 3 4 

Real World Event 1 2 3 4 

Full Scale 1 2 3 4 

Our last Full-Scale exercise was conducted on (date): 05/18/2012 


October 1 – 

March 31 


April 1 – 

September 30 

We conducted the following exercises and provided documentation to TDEM: 

Name of Submitter: Date submitted: 

Exercise Type Exercise Name Exercise Date EMPG Funded Y/N 

Discussion 

Discussion 

Operation 

Real World 

Event 

Full Scale 

Our jurisdiction completed NO exercise and did not request credit for an real world 

event 

Exercise approved documentation attached 

We conducted the following exercises and provided documentation to TDEM: 

Name of Submitter: Date Submitted 

Exercise Type 

Discussion 

Discussion 

Operation 

Real World 

Event 

Full Scale 

Exercise Name Exercise Date EMPG Funded Y/N 

Our jurisdiction completed NO exercise and did not request credit for an real world 

event 

Exercise approved documentation attached 


11/2012

TASK 6—TRAINING FOR EMERGENCY MANAGEMENT PERSONNEL 

ALL EMPG-funded emergency management personnel will participate in the 

following training during FY 2013: 

Position & Name Course Name or Number 

EMC - Danielle Hale IS 907 - Active Shooter: What You Can Do 

MGT 318 - Public Information in an All Hazards Incident 

MGT 317 - Disaster Management for Public Services 

Work Plan 

AEMC - Sylvan Igisomar IS 907 - Active Shooter: What You Can Do 

MGT 318 - Public Information in an All Hazards Incident 

G 230 - Principles of Emergency Management 


October 1 – 

March 31 


April 1 – 

September 30 

Emergency management personnel completed the following training and documentation is 

attached: 

Position & Name Course Name or Number Date Completed 

No training took place this report period. 

Emergency management personnel completed the following training and documentation is 

attached: 

Position & Name Course Name or Number Date Completed 

No training took place this progress report period. 

 

TDEM-17A 

11/2012 

Page 4 of 6

TASK 7—EMERGENCY MANAGEMENT TRAINING FOR OTHER PERSONNEL 

Work Plan 

Our jurisdiction will conduct or arrange emergency management related training for 

elected officials, other local officials, & support agencies. 

The following formal training courses were taught or contracted: 

Date Course Title Class Description # Trained 


October 1 – 

March 31 


April 1 – 

September 30 


The following formal training courses were taught or contracted: 

Date Course Title Class Description # Trained 


TASK 8—EMERGENCY MANAGEMENT ORGANIZATIONAL DEVELOPMENT

Work Plan 


October 1 – 

March 31 


April 1 – 

September 30 

Our jurisdiction will participate in the following emergency management organizational 

development activities: 

Meetings and Conferences: Texas Emergency Management Conference; 

Mass Fatality Management Symposium; 

Coastal Bend Hurricane Conference; 

EMAT Symposium 

Working groups: 

1.) Nueces County Emergency Management Advisory Board 

2.) Corpus Christi – Nueces County Local Emergency Planning Committee 

3.) CC/NC/RTA Radio Advisory Committee 

4.) Nueces County Animal Issues Committee 

5.) Coastal Bend Council of Governments 

6.) Coastal Bend Council of Governments Homeland Security Advisory Committee 

7.) Nueces County Colonia Initiative Committee 

8.) Coastal Bend Emergency Management Association 

9.) Alliance for Nueces River Protection 

10.) Coastal Bend Texas Voluntary Organizations Active in Disasters Committee 

11.) Coastal Bend Texas Chapter of the American Red Cross Service Delivery 

Committee 

12.) USCG Sector Corpus Christi Area Maritime Security Committee & Port Security 

Working Group 

13.) Coastal Bend Regional Advisory Council 

14.) South Texas Coastal Zone Area Committee & Executive Steering Committee 

15.) Texas Emergency Management Association 

16.) International Association of Emergency Managers 

17.) MetroCom Systems Operations Committee 

18.) Regional Mass Fatalities Working Group 

19.) Coastal Bend PIO Network 

20.) FCC Region 53 700 MHz Committee 

21.) State Local Tribal Territorial Government Coordinating Council 

22.) Statewide First Responder Credentialing Crisis Re-Entry & Access Committee 

23.) EMPG Steering Committee 

24.) Nueces County Fire Chiefs Association 

25.) Nueces County Courthouse Security Advisory Working Group 

Our jurisdiction completed the following staff development activities: 

Our jurisdiction completed the following staff development activities: 


11/2012

APPLICANT NAME: Nueces County 

REMARKS 

(Use an Additional Sheet if Necessary) 

The Training and Exercise Plan (TEP) requested for Task 5 is included in this grant 

application as Attachment A. 

TDEM-17A Page 6 of 6

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

10. PART‐TIME EMPLOYEES 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Name: 

Position: 

Danielle Hale 

EMC 

Sylvan Igisomar 

Assistant EMC 

B. SUBTOTAL: 

CERTIFICATION: I certify that no individual listed above holds an elected office. 

Signature of Authorized Official: 

Printed name of Authorized Official: 


EMPG STAFFING PATTERN 

1. APPLICANT NAME (as is appears on EMPG application) 2. COUNTY 

3. FULL‐TIME EMPLOYEES 4. Gross 

(including those who work all or only a portion of their time in 

emergency management duties) 

Annual Salary 

A. SUBTOTAL: 

11. % of 

Full Time 

12. Gross 

Annual Salary 

5. Gross 

Annual 

Benefits 

13. Gross 

Annual 

Benefits 

6. Gross 

Salary & 

Benefits (4+5) 

41,266.00 10,687.89 51,953.89 100% 51,953.89 

14. Gross 

Salary & 

Benefits 

(12+13) 

0.00 0.00 

0.00 0.00 

0.00 0.00 

0.00 0.00 

124,687.58 3,000.00 

0.00 0.00 

0.00 0.00 

TOTAL: 

0.00 

0.00 0.00 

18. 19. 

124,687.58 3,000.00 

Date Signed: 

TDEM‐66 Page 1 of 1 

12/2012 

0.00 

0.00 

0.00 

0.00 

0.00 

7. % 

Work in 

EM 

Duties 

15. % 

Work in 

EM 

Duties 

8. Salary & 

Benefits for 

EM (6x7) 

0.00 

16. Salary & 

Benefits for 

EM (14x15) 

0.00 

0.00 

0.00 0.00 

0.00 

9. Est EM 

Travel Costs 

57,771.00 14,962.69 72,733.69 100% 72,733.69 3,000.00 

17. Est EM 

Travel Costs

INSTRUCTIONS 

1. Except as indicated below, entries are self-explanatory. 

2. Item 7A: Enter the legal name of your jurisdiction. Your entry should match the Applicant Name used on the 

EMPG Program Application (TDEM-17). 

3. Item 8A: Indicate the number of full-time employees who work specific percentages of time in emergency 

management duties. Example: 1 staff @ 100 percent, 2 staff @ 50 percent. Also indicate the number of parttime 

employees. Include only staff members whose salary and benefits will be supported by EMPG funding. 

The data in this section should agree with the information included on the EMPG Staffing Pattern (TDEM-66). 

4. Item 10 A, B, & C. This form must be signed by an Authorized Official, who is a person authorized by the 

governing body of the jurisdiction to apply for grants and accept grants and execute agreement and contracts on 

behalf of the jurisdiction. Authorized Officials are County Judges, Mayors, and many City Managers – not 

Emergency Management Coordinators. 

11. OTHER ALLOWABLE EXPENSES: 

Describe the other allowable expenses of your emergency management program that you are requesting be 

supported by EMPG funding and provide an estimate of the amount of those expenses. These costs must comply 

with 2 CFR, Part 225, Cost Principles for State. Local, and Indian Tribe Governments (OMB Circular A-87). Salaries 

and expenses for elected officials are not allowed. Continue on a separate sheet if necessary. Transfer the Total 

calculated below to line 9c on the front of this form. To determine if an expense is allowable under the EMPG 

program, refer to the DHS Authorized Equipment List (AEL) available on the Responder Knowledge Base at 

https://www.rkb.us/contentdetail.cfm?content_id=210237&GetAELSELCats=1. You must be a registered user to 

access this listing. 

Please reference the appropriate Authorized Equipment List (AEL) for expenses listed below. 

Specific Description of Expense 

(Descriptions must be specific – do not use broad or general categories, such as operating or Estimated Amount 

administrative expenses) 

Office Expense and Supplies: 

Includes supplies such as pens, paper, staplers, envelopes, desk accessories, printer cartridges, 

copying charges, postage, FedEx charges, etc. $3,150 

Vehicle Allowance Expense: 

Expenses associated with operating Emergency Management vehicle $5,408 

Telephone and Utilities: 

Cost for use of cellular phones for Emergency Management staff $12,600 

Maintenance and Repair – Equipment and Vehicles: 

Cost for repair of small equipment and/or vehicle $500 

Professional Services: 

Conference registration fees, consulting fees, etc. $8,000 

Other Services and Charges: 

Includes costs for emergency planning, copy machine lease fees, etc. $29,000 

Total $58,658 


10/12

NAME OF PROGRAM/ ASSISTANCE: 

EMERGENCY MANAGEMENT 

PERFORMANCE GRANT (EMPG) 


APPLICATION FOR FEDERAL ASSISTANCE 

(Instructions on Reverse) 

3. FEDERAL FISCAL YEAR: 

FY 2013 

6. APPLICANT INFORMATION 

a. Legal Name of Applicant Organization (as it appears 

on the EMPG Application (TDEM-17): 

Nueces County 

c. Mailing Address: 

Nueces County Emergency Management 



Employer Identification Number/Tax ID# 74-6000585 

1. CFDA NUMBER: 

97.042 

4. START DATE: 

OCTOBER 1, 2012 

2. APPLICANT STATUS: 

New Applicant 

Renewal 

5. END DATE: 

SEPTEMBER 30, 2013 

b. Name & Telephone Number of Emergency 

Management Coordinator: 

Danielle Hale, 361-888-0513 

d. Physical Address (if different from Mailing Address): 

7. EMPG PERSONNEL SUMMARY (include only those staff that will be paid with EMPG funds): 

a. Number of EMPG Staff & Percentage of Time Worked in Emergency Management Duties: 

1) Full Time: 2 100 

2) Part Time 

b. Total Number of EMPG-Funded Personnel: 

# Staff Percent # Staff Percent # Staff Percent 

8. ESTIMATED EXPENSES: 

a. Salary & Benefits (from line 18, form TDEM-66) $124,687.58 

b. Travel Expenses (from line 19 form TDEM-66) $3,000 

c. Other Expenses (from section 11 on reverse) $58,658 

d. Total Expenses (A + B + C) $186,345.58 

e. Federal Share (D x .50) $93,172.79 

Note: If you cannot meet the cash match requirement, check the box below and attach a match proposal as specified in Section 

2 of the Local Emergency Management Performance Grant Guide. TDEM must review and approve any exceptions made to the 

cash match requirement at the time of application. Cash Match Exception Requested 

9. CERTIFICATION: I certify that to the best of my knowledge and belief this application and its attachments are true and 

correct. 

a. Typed Name of Authorized Official: Samuel L. Neal, Jr. 

b. Title of Authorized Official: County Judge 

c. Original Signature of Authorized Official: 

d. Date Signed: 


10/12

EMPG STAFF JOB DESCRIPTION 

Jurisdiction Name Nueces County 

Staff Member Name Danielle Hale 

Position Title Emergency Management Coordinator 

Description Prepared By Human Resources 

Date Prepared 06/24/2010 

JOB DESCRIPTION 

Current Job Description Attached See Below 

A. Provide a general description of the duties performed by this staff member. 

See attached Job Description. 

B. If this staff member performs both emergency management duties and other duties, identify the specific 

emergency management duties performed. 

N/A 

TDEM-68 Retain a copy of this description for future use. 

12/11

Z:\Jobdescriptions\Emergency Management Coordinator.DOC 

Nueces County Job Description 

Job Title: Emergency Management Coordinator 

Job Code: 1106 

Salary Level: Pay Group 31 

Class: Non-Clerical 

FLSA Status: Exempt 

W.C. Code: 8810 

NAICS Code: 921190 

Prepared by: Julie Guerra 

Date: Rev. 1/22/97; 7-9-01; 10-1-04; 12/14/09; 3/16/10;6/24/10 

Approved by: 

Date: 

SUMMARY: Assists the County Judge in establishing objective and priorities for the emergency 

management program and provides general policy guidance on the conduct of the program; monitors the 

emergency response during disaster situations and provides advice and direction where appropriate; 

assists in keeping the public informed during emergency situations; coordinates assistance from other 

local governments and/or the State; and assists in the activation of the (Emergency Operation Center) 

EOC. 

The employee is required to be on duty before, during, and after natural disasters and emergencies, as 

directed by the supervisor. 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. 

Serve as the staff advisor to Nueces County Judge on emergency management matters. 

Keeps the Nueces County Judge and governing body apprised of our preparedness status and emergency 

management needs. 

Coordinates local planning and preparedness activities and the maintenance of this plan. 

Prepares and maintains a resource inventory. 

Arranges appropriate training for local emergency management personnel and emergency responders. 

Coordinates periodic emergency exercises to test our plan and training. 

Manages the EOC, develops procedures for its operation, and conducts training for those who staff it. 

Activates the EOC when required. 

1


Performs day-to-day liaison with the state emergency management staff and other local emergency 

management personnel. 

Coordinates with organized volunteer groups and businesses regarding emergency operations. 

Other duties as assigned. 

SUPERVISORY RESPONSIBILITIES: May supervise other employees. Carries out supervisory 

responsibilities in accordance with Nueces County policies and applicable laws. Responsibilities include 

training employees, planning work, addressing complaints, and resolving problems. 

EDUCATION and/or EXPERIENCE: Requires a combination of education and experience such as: 

1) a bachelor’s degree or equivalent college credit from an accredited college or university plus five 

years of experience that is relevant to the duties of this position; or 2) an Associate’s degree or 

equivalent college credit plus seven years of experience. Alternatively, any equivalent combination of 

education and experience which provides the required knowledge, skills and abilities. 

LANGUAGE SKILLS: Ability to read, analyze, and interpret general business periodicals, 

professional journals, technical procedures, or governmental regulations. Ability to write reports, 

business correspondence, and procedure manuals. Ability to effectively present information and respond 

to questions from groups of managers, clients, customers, public media, and the general public. 

REASONING ABILITY: Ability to define problems, collect data, establish facts, and draw valid 

conclusions. Ability to interpret an extensive variety of emergency situations and to make timely 

decisions on actions necessary to alleviate the situation. 

CERTIFICATES, LICENSES, REGISTRATIONS: A valid Texas driver’s license. 

OTHER SKILLS AND ABILITIES: Ability to communicate effectively. Ability to establish and 

maintain effective working relationships with other county employees and the general public. 

PHYSICAL DEMANDS: The physical demands described here are representative of those that must 

be met by an employee to successfully perform the essential functions of this job. Reasonable 

accommodations may be made to enable individuals with disabilities to perform the essential functions. 

While performing the duties of this job, the employee is regularly required to sit. The employee 

frequently is required to use hands to finger, handle, or feel objects, tools, or controls; reach with hands 

and arms; and talk or hear. The employee is occasionally required to stand and walk. The employee 

must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. 

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral 

vision, depth perception, and the ability to adjust focus. 

WORK ENVIRONMENT: The work environment characteristics described here are representative of 

those an employee encounters while performing the essential functions of this job. Reasonable 


2


While performing the duties of this job, the employee frequently works in outside weather conditions. 

The noise level in the work environment ranges from moderate to loud. 

3

EMPG STAFF JOB DESCRIPTION 

Jurisdiction Name Nueces County 

Staff Member Name Sylvan Igisomar 

Position Title Assistant Emergency Management Coordinator 

Description Prepared By Human Resources 

Date Prepared 01/19/2010 

JOB DESCRIPTION 

Current Job Description Attached See Below 

A. Provide a general description of the duties performed by this staff member. 

See attached Job Description. 

B. If this staff member performs both emergency management duties and other duties, identify the specific emergency 

management duties performed. 

N/A 

TDEM-68 Retain a copy of this description for future use. 

10/12

Z:\Jobdescriptions\Assistant Emergency Management Coordinator.Docx 

Nueces County Job Description 

Job Title: Assistant Emergency Management Coordinator 

Job Code: 1103 

Salary Level: Pay Group 25 

Class: Non-Clerical 

FLSA Status: Non-Exempt 

W.C. Code: 8810 

NAICS Code: 921190 

Prepared by: Julie Guerra 

Date: 1/19/2010 

Approved by: 

Date: 

SUMMARY: Assists the Emergency Management Coordinator in managing and coordinating 

Emergency Management and Homeland Security programs; coordinates training programs and assists in 

facilitating responses to emergencies; assists in coordination with other local governments and/or the 

State; and assists with the activation of the Emergency Operations Center (EOC). 

The employee is required to be on duty before, during, and after natural disasters and emergencies, as 

directed by the supervisor. 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following: 

Develops, implements, maintains and modifies operations plans. 

Prepares and presents public awareness programs to civic groups, medical facilities, schools, county 

employees, and other organizations as appropriate. 

Assists in planning, execution and evaluation of exercises, classes and special events. 

Coordinates and participates in Emergency Operation Center activities including, but not limited to, 

severe weather, hurricanes, flooding, utility/power outages, emergency response to multi-alarms, 

HazMat incidents, and periods of civil unrest. 

Reports to EOC or emergency scene as needed. Prepares and submits after action report on exercises 

and events. Responds to inquiries, provides information within the area of assignment. 

Provides and disseminates critical emerging information, regarding Emergency Management and 

Homeland security issues, ensuring that the public is appropriately informed of critical information in 

accordance with information dissemination practices and protocol. 

1


Serves as department liaison on emergency preparedness issues with the US Federal Emergency 

Management Agency (FEMA), the State of Texas Division of Emergency Management and other local 

offices of Emergency Management. 

Coordinates training programs and emergency operation drills to prepare all county department staff to 

respond quickly and effectively to emergencies. 

Assists and prepares departmental reports, budget/expenditure reports and other administrative 

functions of the Emergency Management division. Assists with other duties as needed. 

Applies and manages grant opportunities in Emergency Management. 

Assists with periodic emergency exercises to test our plan and training. 

Assists with coordinating organized volunteer groups and businesses regarding emergency operations. 

Other duties as assigned. 

SUPERVISORY RESPONSIBILITIES: May supervise other employees during emergency response 

situations. Carries out supervisory responsibilities in accordance with Nueces County policies and 

applicable laws. Responsibilities include training employees, planning work, and resolving problems. 

EDUCATION and/or EXPERIENCE: Requires a combination of education and experience such as: 

1) a bachelor’s degree from an accredited college or university plus one year of experience in emergency 

operations, and/or emergency management; or 2) an Associate’s degree or the equivalent years of 

education plus three years of experience in emergency operations, and/or emergency management. 

Alternatively, any equivalent combination of education and experience which provides the required 

knowledge, skills and abilities. 

LANGUAGE SKILLS: Ability to read, analyze, and interpret general business periodicals, 

professional journals, technical procedures, or governmental regulations. Ability to write reports, 

business correspondence, and procedure manuals. Ability to effectively present information and respond 

to questions from groups of managers, clients, customers, public media, and the general public. 

REASONING ABILITY: Ability to define problems, collect data, establish facts, and draw valid 

conclusions. Ability to interpret an extensive variety of emergency situations and to make timely 

decisions on actions necessary to alleviate the situation. 

CERTIFICATES, LICENSES, REGISTRATIONS: A valid Texas driver’s license. 

OTHER SKILLS AND ABILITIES: Ability to communicate effectively. Ability to establish and 

maintain effective working relationships with other county employees and the general public. 

2


PHYSICAL DEMANDS: The physical demands described here are representative of those that must 

be met by an employee to successfully perform the essential functions of this job. Reasonable 


While performing the duties of this job, the employee is regularly required to sit. The employee 

frequently is required to use hands to finger, handle, or feel objects, tools, or controls; reach with hands 

and arms; and talk or hear. The employee is occasionally required to stand and walk. The employee 

must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. 

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral 

vision, depth perception, and the ability to adjust focus. 

WORK ENVIRONMENT: The work environment characteristics described here are representative of 

those an employee encounters while performing the essential functions of this job. Reasonable 


While performing the duties of this job, the employee frequently works in outside weather conditions. 

The noise level in the work environment ranges from moderate to loud. 

3

U.S. Department of Homeland Security O.M.B. No. 3067-0206 

SUMMARY SHEET FOR ASSURANCES AND CERTIFICATIONS Expires February 28, 2007 

FOR CA FOR (Name of Applicant) 

FY 

This summary sheet includes Assurances and Certifications that must be read, signed, and submitted as a part of the 

Application for Federal Assistance. 

An applicant must check each item that they are certifying to: 

Part I FEMA Form 20-16A, Assurances-Nonconstruction Programs 

Part II FEMA Form 20-16B, Assurances-Construction Programs 

Part III FEMA Form 20-16C, Certifications Regarding Lobbying; 

Debarment, Suspension, and Other Responsibility 

Matters; and Drug-Free Workplace Requirements 

Part IV SF LLL, Disclosure of Lobbying Activities (If applicable) 

As the duly authorized representative of the applicant, I hereby certify that the applicant will comply with the identified 

attached assurances and certifications. 

Typed Name of Authorized Representative Title 

Signature of Authorized Representative Date Signed 

NOTE: By signing the certification regarding debarment, suspension, and other responsibility matters for primary covered 

transaction, the applicant agrees that, should the proposed covered transaction be entered into, it shall not knowingly enter 

into any lower tier covered transaction with a person who is debarred, suspended, declared ineligible, or voluntarily excluded 

from participation in this covered transaction, unless authorized by FEMA entering into this transaction. 

The applicant further agrees by submitting this application that it will include the clause titled "Certification 

Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion-Lower Tier Covered Transaction," provided by 

the FEMA Regional Office entering into this covered transaction, without modification, in all lower tier covered transactions 

and in all solicitations for lower tier covered transactions. (Refer to 44 CFR Part 17.) 

Paperwork Burden Disclosure Notice 

"Public reporting burden for this form is estimated to average 1.7 hours per response. Burden means the time, effort and 

financial resources expended by persons to generate, maintain, retain, disclose, or to provide information to us. You may 

send comments regarding the burden estimate or any aspect of the form, including suggestions for reducing the burden 

to: Information Collections Management, Federal Emergency Management Agency, 500 C Street, SW, Washington, DC 20472, 

Paperwork Reduction Project (3067-0206). You are not required to respond to this collection of information unless a valid 

OMB control number appears in the upper right corner of this form. Please do not send your completed form to the above 

address. 

Form 20-16, FEB 01

U.S. DEPARTMENT OF HOMELAND SECURITY 

ASSURANCES-NON-CONSTRUCTION PROGRAMS 

Note: Certain of these assurances may not be applicable to your project or program. If you have any questions, please 

contact the awarding agency. Further, certain Federal awarding agencies may require applicants to certify to 

additional assurances. If such is the case, you will be notified. 

As the duly authorized representative of the applicant, I certify that the applicant: 

1. Has the legal authority to apply for Federal assistance, alcohol abuse or alcoholism; (g) Sections 523 and 527 of 

and the institutional, managerial and financial capability the Public Health Service Act of 1912 (42 U.S.C. 290-dd-3 

(including funds sufficient to pay the non-Federal share of and 290-ee-3), as amended, relating to confidentiality of 

project costs) to ensure proper planning, management and alcohol and drug abuse patient records; (h) Title VIII of the 

completion of the project described in this application. Civil Rights Acts of 1968 (42 U.S.C. Section 3601 et seq.), 

as amended, relating to nondiscrimination in the sale, 

2. Will give the awarding agency, the Comptroller rental or financing of housing; (i) any other 

General of the United States, and if appropriate, the State, nondiscrimination provisions in the specific statute(s) 

through any authorized representative, access to and the under which application for Federal assistance is being 

right to examine all records, books, papers, or documents made; and (j) the requirements of any other 

related to the award; and will establish a proper accounting nondiscrimination statute(s) which may apply to the 

system in accordance with generally accepted accounting application. 

standards or agency directives. 

7. Will comply, or has already complied, with the 

3. Will establish safeguards to prohibit employees from requirements of Title II and III of the Uniform 

using their positions for a purpose that constitutes or Relocation Assistance and Real Property Acquisition 

presents the appearance of personal gain. Policies Act of 1970 (P.L. 91-646) which provide for fair 

and equitable treatment of persons displaced or whose 

4. Will initiate and complete the work within the property is acquired as a result of Federal or Federally 

applicable time frame after receipt of approval of the assisted programs. These requirements apply to all 

awarding agency. interest in real property acquired for project purposes 

regardless of Federal participation in purchases. 

5. Will comply with the Intergovernmental Personnel 

Act of 1970 (42 U.S.C. Section 4728-4763) relating to 8. Will comply with provisions of the Hatch Act (5 

prescribed standards for merit systems for programs U.S.C. Sections 1501-1508 and 7324-7328) which limit 

funded under one of the nineteen statutes or regulations the political activities of employees whose principal 

specified in Appendix A of OPM's Standards for a Merit employment activities are funded in whole or in part 

System of Personnel Administration) 5 C.F.R. 900, with Federal funds. 

Subpart F). 

9. Will comply, as applicable, with the provisions of 

6. Will comply with all Federal statutes relating to the Davis-Bacon Act (40 U.S.C. Sections 276a to 276anondiscrimination. 

These include but are not limited to: 7), the Copeland Act (40 U.S.C. Section 276c and 18 

(a) Title VI of the Civil Rights Act of 1964 (P.L. 88-352) U.S.C. Sections 874), and the Contract Work Hours 

which prohibits discrimination on the basis of race, color and Safety Standards Act (40 U.S.C. Sections 327-333), 

or national origin; (b) Title IX of the Education Amendments regarding labor standards for federally assisted 

of 1972, as amended (20 U.S.C. Sections 1681-1683, and construction subagreements. 

1685-1686), which prohibits discrimination on the basis of 

sex; (c) Section 504 of the Rehabilitation Act of 1973, as 10. Will comply, if applicable, with flood insurance 

amended (29 U.S.C. Section 794), which prohibits purchase requirements of Section 102(a) of the Flood 

discrimination on the basis of handicaps; (d) the Age Disaster Protection Act of 1973 (P.L. 93-234) which 

Discrimination Act of 1975, as amended (42 U.S.C. requires recipients in a special flood hazard area to 

Sections 6101-6107), which prohibits discrimination on the participate in the program and to purchase flood 

basis of age; (e) the Drug Abuse Office and Treatment Act insurance if the total cost of insurable construction and 

of 1972 (P.L. 92-255), as amended, relating to acquisition is $10,000 or more. 

nondiscrimination on the basis of drug abuse; (f) the 

Comprehensive Alcohol Abuse and Alcoholism Prevention, 

Treatment and Rehabilitation Act of 1970 (P.L. 91-616), as 

amended, relating to nondiscrimination on the basis of 

Form 20-16A, JUN 94

11. Will comply with environmental standards which may 14. Will comply with P.L. 93-348 regarding the 

be prescribed pursuant to the following: (a) institution protection of human subjects involved in research, 

of environmental quality control measures under the development, and related activities supported by this 

National Environmental Policy Act of 1969 (P.L. 91-190) award of assistance. 

and Executive Order (EO) 11514; (b) notification of violating 

facilities pursuant to EO 11738; (c) protection of wetlands 15. Will comply with the Laboratory Animal Welfare Act 

pursuant to EO 11990; (d) evaluation of flood hazards in of 1966 (P.L. 89-544, as amended, 7 U.S.C. 2131 et seq.) 

floodplains in accordance with EO 11988; (e) assurance of pertaining to the care, handling, and treatment of warm 

project consistency with the approved State management blooded animals held for research, teaching, or other 

program developed under the Coastal Zone Management activities supported by this award of assistance. 

Act of 1972 (16 U.S.C. Section 1451 et seq.); (f) conformity 

of Federal actions to State (Clean Air) Implementation 16. Will comply with the Lead-Based Paint Poisoning 

Plans under Section 176(c) of the Clean Air Act of 1955, Prevention Act (42 U.S.C. Section 4801 et seq.) which 

as amended (42 U.S.C. Section 7401 et seq.); (g) protection prohibits the use of lead based paint in construction or 

of underground sources of drinking water under the Safe rehabilitation of residence structures. 

Drinking Water Act of 1974, as amended, (P.L. 93-523); 

and (h) protection of endangered species under the 17. Will cause to be performed the required financial 

Endangered Species Act of 1973, as amended, and compliance audits in accordance with the Single 

(P.L. 93-205). Audit Act of 1984. 

12. Will comply with the Wild and Scenic Rivers Act of 18. Will comply with all applicable requirements of all 

1968 (16 U.S.C. Section 1271 et seq.) related to other Federal laws, executive orders, regulations and 

protecting components or potential components of policies governing this program. 

the national wild and scenic rivers system. 

19. It will comply with the minimum wage and maximum 

13. Will assist the awarding agency in assuring hours provisions of the Federal Fair Labor Standards 

compliance with Section 106 of the National Historic Act (29 U.S.C. 201), as they apply to employees of 

Preservation Act of 1966, as amended (16 U.S.C. 470), institutions of higher education, hospitals, and other 

EO 11593 (identification and protection of historic non-profit organizations. 

properties), and the Archaeological and Historic 

Preservation Act of 1974 (16 U.S.C. 469a-1 et seq.). 

Form 20-16A (BACK)


ASSURANCES-CONSTRUCTION PROGRAMS 

NOTE: Certain of these assurances may not be applicable to your project or program. If you have any questions, please 

contact the awarding agency. Further, certain Federal assistance awarding agencies may require applicants to 

certify to additional assurances. If such is the case, you will be notified. 

As the duly authorized representative of the applicant, I certify that the applicant: 

1. Has the legal authority to apply for Federal assistance, 9. Will comply with the Lead-Based Paint Poisoning 

and the institutional, managerial and financial capability Prevention Act (42 U.S.C. Sections 4801 et seq.) which 

(including funds sufficient to pay the non-Federal share of prohibits the use of lead based paint in construction or 

project costs) to ensure proper planning, management and rehabilitation of residence structures. 

completion of the project described in this application. 

10. Will comply with all Federal statutes relating to 

2. Will give the awarding agency, the Comptroller non-discrimination. These include but are not limited to: 

General of the United States, and if appropriate, the State, (a) Title VI of the Civil Rights Act of 1964 (P.L. 88-352) 

through any authorized representative, access to and the which prohibits discrimination on the basis of race, color 

right to examine all records, books, papers, or documents or national origin; (b) Title IX of the Education Amendments 

related to the assistance; and will establish a proper of 1972, as amended (20 U.S.C. Sections 1681-1683, and 

accounting system in accordance with generally accepted 1685-1686), which prohibits discrimination on the basis of 

accounting standards or agency directives. sex; (c) Section 504 of the Rehabilitation Act of 1973, as 

amended (29 U.S.C. Section 794), which prohibits 

3. Will not dispose of, modify the use of, or change the discrimination on the basis of handicaps; (d) the Age 

terms of the real property title, or other interest in the site Discrimination Act of 1975, as amended (42 U.S.C. 

and facilities without permission and instructions from Sections 6101-6107), which prohibits discrimination on the 

the awarding agency. Will record the Federal interest in basis of age; (e) the Drug Abuse Office and Treatment Act 

the title of real property in accordance with awarding of 1972 (P.L. 92-255), as amended, relating to 

agency directives and will include a covenant in the non-discrimination on the basis of drug abuse; (f) the 

title of real property acquired in whole or in part with Comprehensive Alcohol Abuse and Alcoholism Prevention, 

Federal assistance funds to assure nondiscrimination Treatment and Rehabilitation Act of 1970 (P.L. 91-616), as 

during the useful life of the project. amended, relating to non-discrimination on the basis of 

alcohol abuse or alcoholism; (g) Sections 523 and 527 of 

4. Will comply with the requirements of the assistance the Public Health Service Act of 1912 (42 U.S.C. 290 dd-3 

awarding agency with regard to the drafting, review and and 290 ee-3), as amended, relating to confidentiality of 

approval of construction plans and specifications. alcohol and drug abuse patient records; (h) Title VIII of the 

Civil Rights Acts of 1968 (42 U.S.C. Section 3601 et seq.), 

5. Will provide and maintain competent and adequate as amended, relating to non-discrimination in the sale, rental 

engineering supervision at the construction site to ensure or financing of housing; (i) any other non-discrimination 

that the complete work conforms with the approved plans provision in the specific statute(s) under which application 

and specifications and will furnish progress reports and for Federal assistance is being made; and (j) the 

such other information as may be required by the requirements of any other non-discrimination statute(s) 

assistance awarding agency or state. which may apply to the application. 

6. Will initiate and complete the work within the applicable 11. Will comply, or has already complied, with the 

time frame after receipt of approval of the awarding agency. requirements of Title II and III of the Uniform 

Relocation Assistance and Real Property Acquisition 

7. Will establish safeguards to prohibit employees from Policies Act of 1970 (P.L. 91-646) which provide for fair 

using their positions for a purpose that constitutes or and equitable treatment of persons displaced or whose 

presents the appearance of personal or organizational property is acquired as a result of Federal or Federally 

conflict of interest, or personal gain. assisted programs. These requirements apply to all 

interest in real property acquired for project purposes 

8. Will comply with the Intergovernmental Personnel Act regardless of Federal participation in purchase. 

of 1970 (42 U.S.C. Sections 4728-4763) relating to prescribed 

standards for merit systems for programs funded under one 12. Will comply with provisions of the Hatch Act (5 U.S.C. 

of the nineteen statutes or regulations specified in Sections 1501-1508 and 7324-7328) which limit the 

Appendix A of OPM's Standards for a Merit System of political activities of employees whose principal employment 

Personnel Administration (5 C.F.R. 900, Subpart F). activities are funded in whole or in part with Federal funds. 

FEMA Form 20-16B, JUN 94

13. Will comply, as applicable, with the provisions of the 20. It will comply with the minimum wage and maximum 

Davis-Bacon Act (40 U.S.C. Sections 276a to 276a-7), hours provisions of the Federal Fair Labor Standards 

the Copeland Act (40 U.S.C. Section 276c and 18 U.S.C. Act (29 U.S.C. 201), as they apply to employees of 

Section 874), the Contract Work Hours and Safety institutions of higher education, hospitals, and other 

Standards Act (40 U.S.C. Sections 327-333) regarding non-profit organizations. 

labor standards for federally assisted construction 

subagreements. 21. It will obtain approval by the appropriate Federal 

agency of the final working drawings and specifications 

14. Will comply with the flood insurance purchase before the project is advertised or placed on the market 

requirements of Section 102(a) of the Flood Disaster for bidding; that it will construct the project, or cause it to 

Protection Act of 1973 (P.L. 93-234) which requires be constructed, to final completion in accordance with the 

recipients in a special flood hazard area to participate in application and approved plans and specifications; that it 

the program and to purchase flood insurance if the total will submit to the appropriate Federal agency for prior 

cost of insurable construction and acquisition is $10,000 approval changes that alter the cost of the project, use of 

or more. space, or functional layout, that it will not enter into a 

construction contract(s) for the project or undertake other 

15. Will comply with environmental standards which may activities until the conditions of the construction grant 

be prescribed pursuant to the following: (a) institution program(s) have been met. 

of environmental quality control measures under the 

National Environmental Policy Act of 1969 (P.L. 91-190) 22. It will operate and maintain the facility in accordance 

and Executive Order (EO) 11514; (b) notification of violating with the minimum standards as may be required or 

facilities pursuant to EO 11738; (c) protection of wetlands prescribed by the applicable Federal, State, and local 

pursuant to EO 11990; (d) evaluation of flood hazards in agencies for the maintenance and operation of such 

floodplains in accordance with EO 11988; (e) assurance of facilities. 

project consistency with the approved State management 

program developed under the Coastal Zone Management 23. It will require the facility to be designed to comply 

Act of 1972 (16 U.S.C. Section 1451 et seq.); (f) conformity with the "American Standard Specifications for Making 

of Federal actions to State (Clean Air) Implementation Buildings and Facilities Accessible to, and Usable by, 

Plans under Section 176(c) of the Clean Air Act of 1955, the Physically Handicapped," Number A117. - 1961, as 

as amended (42 U.S.C. Section 7401 et seq.); (g) protection modified (41 CFR 101-17.703). The applicant will be 

of underground sources of drinking water under the Safe responsible for conducting inspections to ensure 

Drinking Water Act of 1974, as amended, (P.L. 93-523); compliance with these specifications by the contractor. 

and (h) protection of endangered species under the 

Endangered Species Act of 1973, as amended, (P.L. 93-205). 24. If any real property or structure thereon is provided 

or improved with the aid of Federal financial assistance 

16. Will comply with the Wild and Scenic Rivers Act of extended to the applicant, this assurance shall obligate 

1968 (16 U.S.C. Section 1271 et seq.) related to the applicant, or in the case of any transfer of such 

protecting components or potential components of the property, any transfer, for the period during which the 

national wild and scenic rivers system. real property or structure is used for a purpose for which 

the Federal financial assistance is extended or for 

17. Will assist the awarding agency in assuring another purpose involving the provision of similar 

compliance with Section 106 of the National Historic services or benefits. 

Preservation Act of 1966, as amended (16 U.S.C. 470), 

EO 11593 (identification and preservation of historic 25. In making subgrants with nonprofit institutions 

properties), and the Archaeological and Historic under this Comprehensive Cooperative Agreement, it 

Preservation Act of 1974 (16 U.S.C. 469a-1 et seq.). agrees that such grants will be subject to OMB Circular 

A-122, "Cost Principles for Non-profit Organizations" 

18. Will cause to be performed the required financial included in Vol. 49, Federal Register, pages 18260 

and compliance audits in accordance with the Single Audit through 18277 (April 27, 1984). 

Act of 1984. 

19. Will comply with all applicable requirements of all 

other Federal laws, Executive Orders, regulations and 

policies governing this program. 

FEMA Form 20-16B (BACK)


CERTIFICATIONS REGARDING LOBBYING; DEBARMENT, SUSPENSION AND 

OTHER RESPONSIBILITY MATTERS; AND DRUG-FREE WORKPLACE REQUIREMENTS 

Applicants should refer to the regulations cited below to determine the certification to which they are required to attest. Applicants 

should also review the instructions for certification included in the regulations before completing this form. Signature on this 

form provides for compliance with certification requirements under 44 CFR Part 18, "New Restrictions on Lobbying; and 28 CFR 

Part 17, "Government-wide Debarment and suspension (Nonprocurement) and Government-wide Requirements for Drug-Free 

Workplace (Grants)." The certifications shall be treated as a material representation of fact upon which reliance will be placed 

when the Federal Emergency Management Agency (FEMA) determines to award the covered transaction, grant, or cooperative 

agreement. 

1. LOBBYING (b) Have not within a three-year period preceding this application been 

convicted of ar had a civilian judgment rendered against them for 

A. As required by section 1352, Title 31 of the U.S. Code, and commission of fraud or a criminal offense in connection with 

implemented at 44 CFR Part 18, for persons entering into a grant obtaining, attempting to obtain, or perform a public (Federal, State, 

or cooperative agreement over $100,000, as defined at 44 CFR or local) transaction or contract under a public transaction; violation 

Part 18, the applicant certifies that: of Federal or State antitrust statutes or commission of embezzlement, 

theft, forgery, bribery, falsification or destruction of records, 

(a) No Federal appropriated funds have been paid or will be paid, making false statements, or receiving stolen property; 

by or on behalf of the undersigned, to any person for influencing or 

attempting to influence an officer or employee of any agency, a (c) Are not presently indicted for or otherwise criminally or civilly 

Member of Congress, an officer or employee of congress, or an charged by a governmental entity (Federal, State, or local) with 

employee of a Member of Congress in connection with the making commission of any of the offenses enumerated in paragraph (1)(b) 

of any Federal grant, the entering into of any cooperative agreement, of this certification; and 

and the extension, continuation, renewal, amendment, or modification 

of any Federal grant or cooperative agreement; (d) Have not within a three-year period preceding this application 

had one or more public t ransactions (Federal, State, or local) 

(b) If any other funds than Federal appropriated funds have been terminated for cause or default; and 

paid or will be paid to any person for influencing or attempting to 

influence an officer or employee of any agency, a Member of B. Where the applicant is unable to certify to any of the statements 

Congress, an officer or an employee of Congress, or employee in this certification, he or shall shall attached an explanation to this 

of a member of Congress in connection with this Federal grant or application. 

cooperative agreement, the undersigned shall complete and submit 

Standard Form LLL, "Disclosure of Lobbying Activities," in 3. DRUG-FREE WORKPLACE 

accordance with its instructions; (GRANTEES OTHER THAN INDIVIDUALS) 

(c) The undersigned shall require that the language of this certification As required by the Drug-Free Workplace Act of 1988, and 

be included in the award documents for all subawards at all tiers implemented at 44 CFR Part 17, Subpart F, for grantees, as defined 

(including subgrants, contracts under grants and cooperative at 44 CFR Part 17, Sections 17.615 and 17.620: 

agreements, and subcontract(s) and that all subrecipients shall 

certify and disclose accordingly. A. The applicant certifies that it will continue to privide a drug- 

Standard Form LLL, "Disclosure of Lobbying Activities" attached. 

free workplace by: 

(This form must be attached to certification if nonappropriated funds (a) Publishing a statement notifying employees that the unlawful 

are to be used to influence activities.) manufacture, distribution, dispensing, possession, or use of a 

controlled substance is prohibited in the grantee's workplace and 

2. DEBARMENT, SUSPENSION, AND OTHER specifying the actions tht will be taken against employees for 

RESPONSIBILITY MATTERS violation of such prohibition; 

(DIRECT RECIPIENT) 

As required by Executive Order 12549, Debarment and Suspension, inform empoyees about: 

and implemented at 44 CFR Part 67, for prospective participants in 

(b) Establishing an on-going drug free awareness program to 

primary covered transactions, as defined at 44 CFR Part 17, (1) The dangers of drug abuse in the workplace; 

Section 17.510-A. The applicant certifies that it and its principals: (2) The grantee's policy of maintaining a drug-free workplace; 

(3) Any available drug counseling, rehabilitation, and 

(a) Are not presently debarred, suspended, proposed for debarment, employee assistance programs; and 

declared ineligible, sentenced to a denial of Federal benefits by a State (4) the penalties that may be imposed upon employees for 

or Federal court, or voluntarily excluded from covered transactions by drug abuse violations occurring in the workplace; 

any Federal department or agency; 

Form 20-16C, JUN 94

(c) Making it a requirement that each employee to be engaged in (2) Requiring such employee to participate satisfactorily in a 

the performance of the grant to be given a copy of the statement drug abuse assistance or rehabilitation program approved for 

required by paragraph (a); such purposes by a Federal, State, or local health, law enforcement, 

(d) Notifying the employee in the statement required by 

or other appropriate agency. 

paragraph (a) that, as a condition of employment under the grant, (g) Making a good faith effort to continue to maintain a drug free 

the employee will: workplace through implementation of paragraphs (a), (b), (c), (d), (e), 

(1) Abide by the terms of the statement; and 

and (f). 

8. the grantee may insert in the space provided below the site(s) for 

(2) Notify the employee in writing of his or her conviction for a the performance of work done in connection with the specific grant: 

violation of a criminal drug statute occurring in the workplace no later 

than five calendar days after such conviction. Place of Performance (Street address, City, County, State, Zip code) 

(e) Notifying the agency, in writing, within 10 calendar days after 

receiving notice under subparagraph (d)(2) from an employee or 

otherwise receiving actual notice of such conviction. Employers of 

convicted employees must provide notice, including position title, 

to the applicable FEMA awarding office, i.e., regional office or 

FEMA office. 

(f) Taking one of the following actions, within 30 calendar days of 

receiving notice under subparagraph (d)(2), with respect to any 

Check if there are workplaces on file that are not identified here. 

employee who is so convicted: Section 17.630 of the regulations provide that a grantee that is a State 

may elect to make one certification in each Federal fiscal year. A copy 

(1) Taking appropriate personnel action against such an employee, of which should be included with each application for FEMA funding. 

up to and including termination, consistent with the requirements States and State agencies may elect to use a Statewide certification. 

of the Rehabilitation Act of 1973, as amended; or 

Form 20-16C (BACK)

Department Name 

Name 

Destination 

Date Depart 

Purpose of Trip 

PR# 

PO# 

PR# 

PO# 

TRAVEL REQUEST FORM 

PR# Hotel 

nights @ 

PO# (including tax & parking) 

PR# Meals 

days @ $36.00 

PO# Less Meals Furnished meals @ $12.00 

PR# Private Auto miles @ 0.49 

PO# In City Travel miles @ 0.49 

PR# 

PO# 

PR# 

PO# 

*** Attach copies of brochure that verify seminar dates, location and cost. *** 

Coach Air Fare 

TOTAL ESTIMATED EXPENDITURES 

Request for Travel/Payment must be requested at least 10 business days before earliest due date. 

For all travel requests, upon returning a Travel Reimbursement Form is required within 14 business days. 

Note: If reimbursement is to be requested for more than standard rate, or any item other than listed above a separate 

memo giving reasons must be attached to this form. 

Advances can not exceed 80% of total for Per Diem and Mileage. Advance checks are requested for: 

Per Diem: 

Mileage: 

Hotel: 

Registration: 

Registration Fee 

Airport Transportation 

Other Expense 

Return 

Amount $ 

Amount $ 

Amount $ 

Amount $ 

Department No. 

Date Department Head Signature 

C:/MyDocuments/Forms/TRV 

When: 

When: 

When: 

When:

Travel Policy 

1. No trips will be authorized without prior approval by the Court or County Judge. 

2. Only department heads may make out-of-state trips at County expense. Exceptions will be made 

for employees who must take out-of-state trips as part of their job requirement. 

3. County vehicles will not be authorized for out-of-state travel, exceptions will be made for law 

enforcement personnel, if prior Commissioners Court or County Judges approval is obtained. 

4. Air Fare. Two bids are required on the cost of air transportation. Patty Shelley/Sanborn's Travel (855-3351) 

should be contacted by the department for both the commercial rate and State contract rate. Once the travel 

request is approved, both Patty Shelley/Sanborn's Travel and the department will be notified. At that time, the 

department can finalize the air travel with Patty Shelley/Sanborn's Travel. No air travel can be booked without 

an approved travel request. 

5. Standard rates for reimbursement of travel in Texas: 

a. up to $36.00 per day for meals, less meals furnished with registration. 

b. actual cost of hotel or motel room up $85.00 per day, including tax and non-valet parking. 

Exceptions may be approved by County Judge. 

c. not more than coach airfare, plus airport transportation, or $0.49 per mile whichever is 

less (exception: mileage will be allowed when trip is 350 miles or less one way and a 

car is more convenient.) 

d. prior approval by Commissioners Court or County Judge is required for cab fare and 

car rental. 

e. registration fees. 

f. if more than one person is authorized to make a trip in a private vehicle, reimbursement 

may be on mileage rather than plane fare. 

Standard rates for reimbursement for out-of-state travel: 

a. up to $36.00 per day for meals, less meals furnished with registration. 

b. actual cost of hotel or motel room if at special conference rate, or as authorized 

by Commissioners Court or County Judge in advance and non-valet parking. 

c. not more than coach airfare, plus airport transportation. 

d. prior approval by Commissioners Court or County Judge is required for cab fare and 

car rental. 

e. registration fees. 

6. Original bill or receipts are required for all expenditures except meals. Affidavits are required 

for lost bills and receipts. If an advance was received, a Travel Reimbursement Form must be 

submitted by 10 days after returning with hotel bill attached. 

7. The Travel Request Form and The Travel Reimbursement Form were adopted by Commissioners 

Court July 27, 1982, and amended June 15, 1983, May 18, 1987, Nov. 15,1989, May 3, 1993 

Oct. 27, 1993, Feb. 28, 2000 and June 27, 2001. 

C:/MyDocuments/Forms/TRV



Submission of grant application for Texas Recreation Trails Fund 

Submitted By: Maria Medrano, Grants Department 

Department: Grants Department 


Information 

Discuss and consider authorizing the submission of a grant application to the Texas Parks and Wildlife Department 

for the Texas Recreational Trails Fund. 

BACKGROUND 

The Texas Parks and Wildlife Department administers the National Recreational Trail Fund in Texas under the 

approval of the Federal Highway Administration. Funds from this program can be spend on both motorized and 

non-motorized recreational trail projects. 

• Construction of new recreational trails 

• Improve existing trails 

• Develop trailheads or trailside facilities 

• Acquire trail corridors 

DISCUSSION 

The Coastal Parks Department would like to submit a grant application for the Texas Recreational Trails Fund to 

install public restroom facilities at Lighthouse Lakes Park. The project will be a collaboration between the City of 

Aransas Pass and Nueces County. 

The proposed project was included in the recently revised Coastal Parks Master Plan, which was approved by 

Commissioners Court and Texas Parks and Wildlife. The Board of Park Commissioners and the Aransas Pass City 

Council also approved the project. 

The deadline to submit the grant application is February 1, 2013. 



Budgeted: Funds Available: Adjustment: Amount Available: 



1: 

Fiscal Impact: 


Funding provided by this program is on a cost reimbursement basis. Project sponsors must initiate their approved 

projects with their own funds and be reimbursed up to 80 percent of allowable costs after submitting 

documentation of expenses. The 20 percent cost match will be provided by the Coastal Parks Department 181. 

The total grant application is $33,000 (26,400 by grant, and $6,600 cash match).

Commissioners Court - Regular 4. C. 1. 


Discuss and consider a request for competitive bids for Armored Car Service; and authorize to publish a notice 




Information 

Discuss and consider making a finding for the method of procurement (request for competitive bids) for Armored 

Car Service; and authorize the Purchasing Agent to publish a notice. 

BACKGROUND 

This Invitation for Bid is to acquire armored car services from an experienced and qualified armored car carrier firm 

for pick up and delivery of monetary deposits between Nueces County entities and the County’s depository: the 

current depository is Frost Bank, 802 N. Carancahua St., Corpus Christi, Texas 78470. 

DISCUSSION 

This is a Budgeted expense.

Commissioners Court - Regular 4. C. 2. 


Selection of a company to lease a portable terminal building to be located at the Nueces County Airport. 




Information 

Discuss and consider the selection of a company to lease a portable terminal building to be located at the Nueces 

County Airport. 

BACKGROUND 

On November 27, 2012 the Court considered the purchase or lease of a portable terminal building for the Nueces 

County Airport. The Court asked that quotes be obtained for leasing a 60' X 12' building with ADA accessibility. 

The quotes were for options of 24 months, 36 months and 48 months. Six companies were contracted to provide 

quotes, four companies responded. 

DISCUSSION 

Select a company to obtain a lease agreement for the Court to approve. 

Mobile quotest 

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BCO #6 





Information 

Approve Budget Change Order No. 6 for Fiscal Year 2012-2013. 

BACKGROUND 

DISCUSSION 

BCO #6 List 

BCO #6 Backup 

Attachments

3370 319th District Court 

Continuation of Budget Change Order #6 

Net 

Increase Decrease Increase 

To From (Decrease) 

5123- Salaries Regular 10,900 

5150- Employee Benefits 5,000 

15,900 (15,900) 

3380 347th District Court 


5150- Employee Benefits 4,020 

20,100 20,100 

3492 Justice Boot Cama 


5126- Salaries Temporaries 8,800 

8,800 8,800 0 

3520 District Attorney 


5126- Salaries Temporaries 7,000 

7,000 7,000 0 

6310 Nueces Countv Librarv 

5210- Office Expense & Supplies 500 

5240 - Maint & Repair- Equip & Veh 1,000 

5260 M&R Building & Grnds 1,925 

5540- Travel Expenses 500 

5680 - Fixed Assets < $5000 2,925 

3,425 3,425 0 

Grand Total General Funds 111,216 111,216 0 

2

Email: michael.robinson@co.nueces.tx.us 

Item below quoted by Workplace Resource {V33002} 

AE113AWB- $723.73/each- (Qty 1) 

Aeron Work Chair for Judge Galvan's bench (same as Judge Watt's chair). 

Vendor: Workplace Resource {V33002) 

All items below quoted by Gateway (formerly Jones & Cook) {V33461) 

HON 682LP- $309.99/each- (Qty 2)- 1 for court mgr, 1 for court room 

-2-Drawer Lateral Files, Black 

2

Commissioners Court- Special Meeting 4. D. 1. 

Meeting Date: 11127/2012 

Authorize Buyboard Contract No. 358-10 purchases from Caldwell Country for county fleet 

Submitted By: Elsa Saenz, Purchasing 

Department 


Information 


Authorize Buyboard Contract No. 358-10 purchases ofvehicles from Caldwell Country for county 

fleet. 

BACKGROUND 

DISCUSSION 

The fleet purchase is: 

i. Six (6) 2013 Chevrolet Impalas for various departments in the amount of$86,888. These vehicles 

will replace the following county vehicles to keep the fleet size consistent: Sheriff Office- County 

Nos 55188, 57918; Constable Pet. 1 -County No 58344; Constable Pet. 2- County No 57926; 

Constable Pet. 4 - County No 55582. Sheriff office fleet size is not complete. The fleet is short 1. 

ii. Two (2) 2013 Chevrolet Silverado SSV for Constable Pet. 3 and Constable Pet. 5 in the amount of 

$47,672. The County's General Fund fleet budget will pay for $43,444 (equivalent to an Impala) and 

the departments will transfer a total of$4,228 ($2,114 each department) from their Drug Forfeiture 

Funds. These vehicles will replace the follow county vehicles to keep the fleet size consistent: 

Constable Pet. 3- County No 55114 Constable Pet. 5- County No 59701 

iii. Two (2) 2013 Chevrolet Express 3500 Cargo Van for Sheriffs office in the amount of 

$21,787.00. This vehicle will replace County Nos 58371 and 58306 to keep the fleet size consistent 

iv. One (1) 2013 Chevrolet Express 3500 Passenger Van for Senior Community Service in the 

amount of$25,376.00. This vehicle will replace County No 51891 to keep the fleet size consistent 

v. One (1) 2013 Chevrolet Silverado 1500 for Animal Control in the amount of$17,675.00. This 

vehicle will replace County No 57259 to keep the fleet size consistent 

Purchase is to be made from General funds in the 2012-2013 Budget. 

2012-2013 fleet 

Attachments

Commissioners Court- Special Meeting 4. D. 2. 


Authorize BuyBoard Contract No 358-10 purchases for a 2013 Dodge Ram 2500 Crew Cab from 

Grapevine for the Agriculture Department 


Department 


Information 


Authorize BuyBoard Contract No. 358-10 purchase of a 2013 Dodge Ram 2500 Crew Cab from 

Grapevine for the Agriculture Department. 

BACKGROUND 

DISCUSSION 

The purchase in the amount of$22,267.00 is to be paid from General Funds 2012-2013 Budget. 

This vehicle will replace County No 57929 to keep the fleet size consistent

*Buyboard fee is paid "Per PO" not per vehicle 

Budget Amount: $350.000 

Dlfference in cost between an Impala and a Silverado Is$ 2,114.00 for the vhelcfe ilnd for equipment $484.;1.1 

2012/2013 Nueces Cou11ty Fleet to be paid from General Funds

Ledger: GL 

Fiscal Year: 2012 As Of: 01/03/2013 

Department Title 

3492 Justice Boot Camp 

Budget 

Category Description 

511 Salaries- Regular 

512 Salaries - Overtime 

513 Salaries- Temporary 

514A Salaries- Longevity 

515 Employee Benefits 

521 Office Expense & Supplies 

522 Food & Kitchen Expenses 

524 Maint & Repair - Equip & Veh 

526 Maint & Repair-Bldg & Grounds 

530 Professional Services 

541 Other Services & Charges 

551 Other Expense 

554 Travel 

561 Capital Outlay 

User ID: DEANNA - Deanna Saldana 

Report ID: GLIQBA _ Cate_ByDept- BA- Budget to Actual Figure 


Budget to Actual Figures 

Director 

Homer Flores 

Budget Actual 

886,043.00 185,367.17 

30,000.00 9,480.83 

17,200.00 9,598.00 

4,880.00 1,126.20 

244,387.00 61,917.55 

8,000.00 321.61 

165,000.00 35,102.28 

4,800.00 0.00 

2,500.00 0.00 

6,300.00 2,108.61 

9,000.00 2,958.47 

4,621.00 0.00 

900.00 323.40 

0.00 0.00 

** Sub - Total Expense Accounts ** 

Encumbrance 

0.00 

0.00 

0.00 

0.00 

0.00 

0.00 

26,397.72 

0.00 

0.00 

2,450.00 

350.20 

0.00 

0.00 

0.00 

1,383,631.00 308,304.12 29,197.92 

Page: 1 

Budget: WB 

Balance 

700,675.83 ( Ji to•7 

20,519.17 

7,602.00 .,., 110 

3,753.80 

182,469.45 

7,678.39 

103,500.00 

4,800.00 

2,500.00 

1,741.39 

5,691.33 

4,621.00 

576.60 

0.00 

1,046,128.96 


Current Time: 15:19:49

AHRC-PLM-S 

ORDERS A-10-928626A08 

NEWELL FRANK ADAM 

2942 W MOUNT DR 

CORPUS CHRISTI TX 78414 

DEPARTMENT OF THE ARMY 

U.S. ARMY HUMAN RESOURCES COMMAND 

1600 SPEARHEAD DIVISION AVENUE 

FORT KNOX, KY 40122 

THE FOLLOWING ORDER IS AMENDED AS INDICATED: 

EPFC21 SSG 455 43 6130 

WPMOCO 

13 DEC 2012 

SO MUCH OF: FORMAT: 162 A-10-928626 DATED 19 OCT 2009 IS FURTHER AMENDED. 

PERTAINING TO: ABOVE NAMED INDIVIDUAL 

AS READS: 

PAD: 1180 DAYS END DATE: 23 JAN 2013 

PURPOSE: TO PARTICIPATE IN RESERVE COMPONENT MEDICAL HOLD TRANSFER FOR 

COMPLETION OF MEDICAL CARE AND TREATMENT. 

ACCT CLAS: 21 2/3 2010.0000 01-1100 P2A200 11**/12** VFRE F1201 5570 01ENVP 

S12120 TRAVEL/PER DEIM CHARGED TO: D21 20122012 202011012 A74ZZ 121012VIRQ 

602800. 02.005 21TO 021001 MRPOCOTDYSFY12 GFEBS 

HOW CHANGED: 

IATR: PAD: 1359 DAYS END DATE: 21 JUL 2013 

IATR: PURPOSE: TO PARTICIPATE IN RESERVE COMPONENT WARRIORS IN TRANSITION 

MEDICAL RETENTION PROCESSING PROGRAM FOR COMPLETION OF MEDICAL CARE AND 

TREATMENT. 

IATR: ACCT CLAS: 21 3/4 2010.0000 01-1100 P2A200 11**/12** VFRE F1201 5570 

01ENVP Sl2120 - TRAVELER MUST FILE TRAVEL USING THE DEFENSE TRAVEL SYSTEM 

(DTS) . 

FOR ARMY USE: AUTHORITY: 10 USC 12301(H), 10 USC 1074(A) AND 10 USC 12322 

FORMAT: 700 

*********** ... ** 

* AHRC * 

* OFFICIAL * 

************** 

DISTRIBUTION: 1 SOLDIER 

STEVEN W. MOSS 

COL, GS 

DEPUTY CHIEF OF STAFF 

1 ARKANSAS CBHCO BLDG 16406 MISSOURI AVE CAMP ROBINSON AR 72199 

1 WT BN HQ GEN DEL FT HOOD TX 76544 

1 133 FA BN 04 BTY C HIMA 1430 HORNE RD CORPUS CHRISTI TX 78416 2003 

1 TXARNG ELEMENT, JF HQ P.O. BOX 5218 AUSTIN TX 78763 5218 

1 GANT, FRUIN AND SFC NOEL 8899 EAST 56TH ST PMTC INDIANAPOLIS IN 46249 0170 

1 TX ARNG BOX 5218 AUSTIN TX 78763 5218


Budget Transfer Form 

The Honorable Commissioner's Court 

Please approve the following budget transfer request for: 

Department No. __ 3_5_2_0 __ Dept Name 

(Please prepare a separate request for each department) 

Budget Category Account Name 

5123 Salaries - Regular 


This budget transfer is necessary to: 

Discussion: 

) Cover outstanding purchase orders 

) To balance line item categories 

) To cover temporary employees 

Totals 

Increase 

To 

( X ) Other Tern ora Salaries needed to cover Chief lnvesti 

Notificaton of Commissioners Court Action 

Approved by the Commissioner's Court on 

Revised by the Commissioner's Court on 

Disapproved by the Commissioner's Court orf3 \ :6 \-lV 8- t·l\Jr +J l 

County Auditors Office (lj/\1 

APFORM 119 (6/19/97) 

District Attorney 

7,000 

7,000 


Date 

Budget Change Order.:.;_# __ & 

FY12/13 

Decrease 

From 

7,000 

7,000 

___ _

Ledger: GL 

Fiscal Year: 2012 As Of: 01/05/2013 

Department Title 

6310 County Library 

Budget 

Category Description 

51 OA Salary - Dept Head 

511 Salaries - Regular 


514A Salaries -Longevity 


518 Other Personnel Expense 

521 Office Expense & Supplies 

521A Postage & Fed Express 

523 Telephone & Utilities 

524 Maint & Repair- Equip & Veh 

526 Maint & Repair-Bldg & Grounds 

530 Professional Services 

541 Other Services & Charges 

551 Other Expense 

554 Travel 

562 Capital Outlay


Budget Transfer Form 

The Honorable Commissioner's Court 

Please approve the following budget transfer request for: 

Department No. 3380 Dept Name 

(Please prepare a separate request for each department) 

Budget Category Account Name 

5123 Salaries Regular 





5340 Visiting & Special Judges 

Department No. 

5123 

5150 

3360 Dept Name 

Salaries Regular 

Employee Benefits 




This budget transfer is necessary to: 

TOTALS 

FY 12-13 

347th District Court 

Increase 

To 

16,080 

4,020 

Decrease 

From 

Magistrate/Drug/Jail Court 

16,080 

4,020 

12,050 


7,250 

5,000 


10,900 

5,000 

40,200 40,200 

) Cover outstanding purchase orders 

) To balance line item categories 

( ) To cover temporary employees 

( X ) Other 

CCT 1/2/2013- Authorized creation and unfreezing of a roving 

Recommended by: Commissioners Court Administration 

County Auditors Office 

Notificaton of Commissioners Court Action 

Approved by the Commissioner's Court on 

Revised by the Commissioner's Court on 

Disapproved by the Commissioner's Court on 


Date 

Budget Change 0=-r'-"d'-=-e"'-r #;.;...__ __ _ 

!£:I Wd Q- N\tr £I

,. 

' 

Commissioners Court - Regular 


Create Roving Court Reporter Position 

Submitted By: Steve Waterman, Commissioners 

Court Admin 


4. D. 3. 

Information 


Discuss and consider authorizing creation and unfreezing of a roving court reporter position to be 

shared by the 347th District Court and the Magistrate/Drug/Jail Court department. 

BACKGROUND 

DISCUSSION 

Currently there are three roving court reporter positions with one being shared between the 28th 

District Court and 148th District Court; one shared between the 94th District Court and 117th 

District Court; and one shared between the 214th District Court and 319th District Court. The 1 05th 

District Court, which covers Nueces, Kleberg & Kenedy Counties, does not have a roving court 

reporter due to split duties with the other Counties. The 34 7th District Court is the only District 

Court other than the 105th that does not have or share a roving court reporter. Additionally, the 

Magistrate/Drug/Jail Court does not have an assigned court reporter to provide coverage when a 

record of the Court is required. 

On November 30, 2012 the roving court reporter for the 214th & 319th District Courts retired. 

That court reporter had 3 0 years of service and was paid at the highest level of pay. The replacement 

court reporter will start at the low end of the salary schedule and, as such, the annual salary savings 

will be over $31,000. It is proposed that a fourth roving court reporter position be created and 

shared by the 347th District Court and the Magistrate/Drug/Jail Court. The salary and benefits 

savings from the retired court reporter will pay 68% of the cost of the new position and the 

Magistrate/Drug/Jail Court department will pay 32% of the salary & benefits.



Reallocation of Capital Project Funds - CO Project Change Order No. 46 

Submitted For: Steve Waterman, Director 

Submitted By: Theresa McLemore, Commissioners 

Court Admin 



Information 

Discuss and consider reallocation of Capital Project Funds: 



BACKGROUND 

DISCUSSION 

2004 CO Capital Project Change Order #46 - Dpt 1915 

2007 CO Capital Project Change Order #46 - Dpt 1917 

Attachments

Recommended 

C.O. Project Change Order #46 

CCT January 16, 2013 

2004 CO Projects (Dept 1915) 

191501 Unallocated Funds 

19153401 Calderon Bldg HVAC Pct 3 6,683 

6,683 

1/4/2013 

Fire Alarm System Replacement 

Approved CCT 10/10/12 

IIncrease I I Decrease I 

6,683 

6,683 

H:\OOCA\ \Bdgt12-13\CapitaIProjects.1915 CPBCO#46


Meeting Date: 10110/20 12 

Authorize a purchase with Firetrol for the Calderon building fire alarm system replacement 


Department 


Information 

RECOMMENDAnON 

Authorize purchase with Firetrol for the Calderon Building fire alarm system replacement. 

BACKGROUND 

The scope of work consists ofrenovations to the fire alarm system at the Calderon Building, to 

include removal ofthe existing system and installation of the new system as a complete turnkey 

project. 

DISCUSSION 

Purchase is in the amount of $29,457. 

Firetrol quote 

Attachments

Recommended 

C.O. Project Change Order #46 

CCT January 16, 2013 

Fairgrounds Upgrades 

19172024 Penning Equipment 

19172025 Portable Bleachers 

19172005 Landscape & Irrigation 

19172003 RV Parking (75-100 sites), WiFi, Striping 

19172023 Reserve for Marquee 

19172026 FFE (Furniture, Fixtures & Equipment) 

RVIParking Lot Striping behind Exhibiti Hall 

Shelving; Security Cameras; Equipment and Upgrades 

at the RMB Fairgrounds 

McKenzie Annex 

19174001 Air Handlers, Rooftop, Electrical, Smoke 

19174007 Roof Replacement 

19174005 ADA Sidewalk, Door, Concrete 

Main Jail Renovations 

19175001 Fire Alarm System 

IIncrease I I Decrease I 

5,868 

500 

21,180 

27,548 

3,508 

1 

3,509 

-9,307 

-17,741 

-27,048 

-1 

-1 

-5,681 

Juvenile Justice Center Renovations 

19177001 AC and Control System -6,542 

Information Technology Systems 

19178006 Video Streaming (CCT Meetings) 

19178008 IT Projects TBD 

19178016 UPS (Uninterrupted Power Source) 

19178004 Jury System 

5,638 

3,557 

2,577 

11,772 

-3,557 

-3,557 

Totals 42,829 -42,829 

1/4/2013 H:\OOCA\Bdgt12-13CapProjects RecC0#46

Global - Authorized Capital Purchases/Upgrades: 

Final FY11112 Capital Requests: 

8,256 Shelving - Grainger Quote -19172026 - FFE 

10,000 Electrical Drops - 19172026 - FFE 

7,000 RV/Parking LotlSiteslWiFi/Striping -19172003 

25,256 

FY12/13 Capital Requests: 19172026 FFE 

15,000 Golf Carts/gators (2 @ $7,500 each) 

5,000 Equestrian Arena Dirt Drags upgrades 

4,500 Pipe and Drape upgrades/additions 

4,500 8 ft classroom style tables (30 @ $150 each) 

15,000 Security Cameras Additional/upgrade 

44,000 

BUDGET: 

45,803 19172026 - FFE 

17,741 19172025 - Bleachers 

9,307 19172024 - Penning Eqpt 

72,851 Budget Balance - 8/10112 

69,256 Approved - 8/10112 

3,595 19172026 - Available Balance 

8/14/2012 GlobalApprovedCapital/Upgrades

NUECES COUNTY 

CONSTRUCTION CONTRACT CHANGE ORDER FORM 

I Change Order No.: I 7 

Project Title: McKinzie Jail Annex HVAC Rehabilitation 

Project No.: IFB 2837-09 

Owner: Nueces County 

Contractor: Weathertrol, Inc. 

Reason for Change Order: This change order adds to the Structural and Windstorm Certification 

allowance amount of $18,000.00 allotted in the plans. The actual construction cost expended by 

the contractor for Structural and Windstorm Certification is in the amount of $25,440.34. 

I Amount Added by this Change Order: I $7,440.34 * 

Original Contract Days: 185 

Previous Days Added: 120 

Days Added this Change Order: 0 

Total Project Days: 305 

*Transfer $7,440.34 from project 19177004 to project 19174001. 

Page 1 of3 

Revised 2/24/2009

NUECES COUNTY 

CONSTRUCTION CONTRACT CHANGE ORDER FORM 

Project Title: McKinzie Jail Annex HVAC Rehabilitation 

Project No.: IFB 2837-09 

Change Order No.: 7 

I Contractor: I Weathertrol, Inc. 

Date of Contract Award: 3-3-10 

Original Contract Amount: $1,099,000.00 

Add Change Order Amount: $ 7,440.34 

Add Previous Change Order Amounts: $ 43,081.62 

Less Contingency: 

Adjusted Contract Amount: °$1,149,521.96 

I Time Extension No.: 

Contractor I Date: 

Director of Public Works I Date: 

Nueces County Judge I Date: 

Page 300 

Revised 212412009



County Court at Law No. 5 Associate Judge 


Admin 



Information 

Discuss and consider the request of Judge Brent Chesney to increase the authorized work hours for the Associate 

Judge from 10 hours per week to 15 hours per week. 

BACKGROUND 

DISCUSSION 

The attached email from Judge Chesney discusses his request to add 5 hours per week to the Associate Judge's 

work schedule, effective February 1, 2013. The added cost of approximately $8,000 will come from savings in 

other budget categories within the County Court at Law No. 5's current budget. 



Budgeted: Funds Available: Adjustment: Amount Available: 



1: 

Fiscal Impact: 


No impact to budget. The added cost of about $8,000 will be covered by savings in other budget categories for 

C.C. at Law No. 5. 

Judge Chesney Request 

Attachments

Steve Waterman 

From: Claudia Lobell 

Sent: Wednesday, January 02, 20131"14 PM 

To: Steve Waterman 

Subject: FW: 

fyi 

From: Judge Brent Chesney 

Sent: Wednesday, January 02,2013 1:13 PM 

To: Judge Loyd Neal 

Subject: 

Judge Neat 

I am submitting this to you and the commissioners court for your kind consideration. As you know when I originally 

made request for an associate judge I indicated a need for 20 hours a week to properly serve Nueces County. As you 

know I server the only court in Nueces county who handles what I handle. At the time of my original request, I was the 

only district and or county court at law judge without any judicial back up (i.e. use of an associate judge). In the spirit of 

cooperation, we came to an agreement to try ten hours first and let me show you that I would not exceed my budget 

even with the additional use ofJudge Huerta's time. As you will note with the 2011/2012 fiscal year now being complete 

I actually came in under budget even with the additional ten hours a week provided by Judge Huerta. Because of the 

kindness of the commissioners court to allow this I was able to run a more efficient court and actually save the county 

money by coming in UNDER BUDGET and serve the citizens of Nueces county the way they deserve to be served. 

Therefore, I am making the request that you allow me to use Judge Huerta for five more hours a week beginning 

February 1, 2013. I again will save money in other areas and by running more efficiently to ensure that this too does 

not cost the taxpayers any additional funds. Further, with the great financial liability for the county surrounding 

guardianship files Judge Huerta will be used amongst other things, during these five hours to help maintain those files. 

As an associate judge she is limited judicially to CPS and Juvenile matters. However as a trained attorney in 

guardianships she can help immensely in the areas of continuing to get these files in compliance while I continue to 

oversee them judicially. I have made great progress in cleaning up these guardianship files and in fact all the files in my 

court. I have disposed of hundreds of guardianship files that were sitting stagnate as far back as the 1980's. There is still 

much to be done in the way of getting the remaining files in compliance. Many people do not follow the guardianship 

rules and we are cracking down on that like never before in this court. I am able to do what I have done because of the 

commissioners court foresight in providing me the services of Judge Huerta. Further her abilities as a judge will be of 

great help to continue to run this court the way it should be run. Our trial docket is extremely heavy and these cases 

that deal with families lives take a great deal of court time. You will note I am again making a conservative request as I 

do believe adding 10 more hours a week is the right number but want to continue to prove to the commissioners court 

that I will run this in a cost efficient manner. 

I have a judge who is familiar with the files and can step in and have them heard on a moment's notice while I work on 

other important court business. I have proven that I can do this with no additional cost to the citizens of this county, 

serve the community and clean up this court in a much needed way. I appreciate your consideration of this and am 

hopeful for a positive response. Things are working better here and this will only enhance the county that we all so love. 

Please call on me for any additional information or questions. Happy New Year! 

Judge Brent Chesney 

1



Claim against Milkins Roofing 

Submitted By: Pam Isaacson, County Attorney 

Department: County Attorney 


Information 

Consult with County Attorney to discuss claim against Milkins Roofing and related matters. 

BACKGROUND 

DISCUSSION 

Attachments 

Milkins Roofing claim for Jail Tower Roof Replacement Project (c) 

Confidential documents are indicated with a (c).



Claim of Eliberto Reyna 

Submitted By: Pam Isaacson, County Attorney 

Department: County Attorney 


Information 

Discuss and consider property damage claim of Eliberto Reyna. 

BACKGROUND 

DISCUSSION 

Eliberto Reyna claim (c) 

Confidential documents are indicated with a (c). 

Attachments



Nueces County Board of Coastal Parks Commissioners 

Submitted By: Vicki Keach, Commissioners Court 

Admin 



Nueces County Board of Coastal Parks Commissioners. 

BACKGROUND 

Information 

There are seven (7) positions on this board, all of which expire in January, 2013. 

Current members are: 

Jane D. Bell, 

Garry Camp, 

Dr. Jim Needham, 

John Trice, 

John A. White, Sr., 

Walter Joe Wilson, 

Charles W. Zahn. 

There are nine (9) applicants, six of which are current members (noted with *): 

*Jane Bell, 

Robert Bujanos, Jr., 

*Garry Camp, 

Jerry Lipstreu, 

*James Needham, 

Robert J. Paulison, 

*John White, 

*Joe W. Wilson, 

*Charles W. Zahn, Jr. 

DISCUSSION 

Seven appointments/ reappointments should be made to the Nueces County Coastal Parks Board for two-year terms 

effective until January, 2015. 

NC Board of Coastal Parks Commissioners 

Jane Bell - Coastal Parks 

Robert Bujanos, Jr. - Coastal Parks 

Garry Camp - Coastal Parks 

Jerry Lipstreu - Coastal Parks 

James Needham - Coastal Parks 

Robert J. Paulison - Coastal Parks 

John White - Coastal Parks 

Joe W. Wilson - Coastal Parks 

Attachments

Joe W. Wilson - Coastal Parks 

Charles W. Zahn, Jr. - Coastal Parks

NUECES COUNTY BOARD OF COASTAL PARKS COMMISSIONERS 

DUTIES: 

The Board is responsible for the Operation ofthe County Coastal Parks System. 

COMPOSITION: 

The Board must be composed of seven commissioners appointed by the County Judge with the 

approval of the County Commissioners. Commissioners serve for a tenn of two years. 

CREATION AND AUTHORITY: 

Chapter 321. Parks Board and Park Bonds: Island Parks of Coastal Counties, Government Code. 

MEETS: 

Fourth Thursday ofevery month, 3:00 p.m. with location varying. 

TERMS: Two-year tenns with board positions expiring in January of odd-numbered years. 

Memb ers Inl of la I A,ppomtment ° Term E xplrafIon . 

John A. White, Sr. December 17, 2008 January, 2013 

Dr. Jim Needham November 27, 2002 January, 2013 

John Trice February 18, 1997 January, 2013 

Jane D. Bell May 14,2008 January, 2013 

Walter Joe Wilson February 15,2012 January, 2013 

Charles W. Zahn December 2007 January, 2013 

Garry Camp October 16, 2006 January, 2013 

Board Contact: Scott Cross, Coastal Parks Director, 361-960-6302 

Budget Year: October 1 thru September 30 

Updated: 2/12 

24

COUNTY OF NUECES 

APPLICATION FOR APPOINTMENT TO BOARD OR COMMISSION 

PLEASE TYPE OR PRINT YOUR INFORMATION TO COMPLETE THE APPLICATION. 

A RESUME MUST ACCOMPANY THE APPLICATION, BUT IT DOES NOT SERVE AS A SUBSTITUTE FOR COMPLET/ON 

OF THIS APPLICATlON. CONS/DERATION WILL NOT BE GIVEN TO APPLICANTS WHO DO NOT HAVE A COMPLETED 

APPLICATlON AT THE TIME THE APPOINTMENT 15 PLACED ON THE AGENDA. 

Board or Commission • pplying for?

Do you or an immediate family member* have any professional or financial relationship that may 

present a potential conflict of interest for this board, commission or similar body? (i.e., employment, 

..n'.....r".....'.c financial 

I hereby certify that the foregoing answers are true. ! further certify, should I be considered for appointment to 

a board, commission, advisory board or committee I will disclose in this application whether I am an employee 

of the governmental entity of which I seek appointment, I will disclose all appointments that may result in 

conflicting loyalties, and I will disclose if a family member is an employee of the governmental entity that I seek 

appointment. Also should I be appointed to a board, commission, advisory board or committee, and should a 

conflict of interest exist or develop with regard to a specific matter, I will disclose the conflict of interest upon 

discovery and recuse myself from the deliberations and action involved. Conflicts of interest include, but are not 

limited to: a direct or indirect financial interest by myself or a member of my family, and other interest, which 

impairs my ability to participate fairly in the deliberations and actions in question. 

Signatu Date 

*lmmediate family member definition: wife, child, spouse ofchild, mother, father, aunt, unc:le, grandparent 

UPON COMPLETION, THE FORM MAY BE SUBMITTED BY EMAil TO THE COUNn JUDGE BY CUCKING THE 

EMAIL BUTTONATTHETOPOFTHISFORM(loyd.neal@co.nueces.tx.us). YOU MAY ALSO ATTACH YOUR 

RESLIME BEfORE SENDING THE EMAIL ALTERNAnVElY.YOUMAYPRINTTHECOMPLETEDFORM.ATIACH 

RESUME AND MAIL TO THE FOLLOWING ADDRESS: 


Corpus Christi, Texas 78401

ROBERT BUJANOS, JR. 

5213 Graford Dr. 


(361) 882-8080 

EDU,CATION 

University of Iowa 

Juris Doctor 

CURRICULUM VITAE 

Recipient of Fellowship, The University of Iowa College of Law 

St. Mary's University 

B.A. in Multinational Organization Studies, Cum Laude 

Phi Sigma Iota, International Foreign Language Honor Society 

President and Vice President 

Recipient of Academic Scholarships 

Staff Writer, Student Government Association Newspaper 

EXPERIENCE 

The Law Office of Robert Bujanos, Jr., P.L.L.C. 

INTERNSHIP 

Costa Rica Supreme Court 

San Jose, Costa Rica 

LANGUAGES 

English - native language 

Spanish - speak fluently and read/write with high proficiency 

/ 

1995 

1992 

May 1996 - Present 

1992




A RESUME MUST ACCOMPANY THE APPLICATlON, BUT IT DOES NOT SERVE AS A SUBSTITUTE FOR COMPLETION 

OF THIS APPLICATION. CONSIDERATION WILL NOT BE GIVEN TO APPLICANTS WHO DO NOT HAVE A COMPLETED 

APPLICATION AT THE TIME THE APPOINTMENT IS PLACED ON THE AGENDA. 

Board or Commission Applying for? 

PERSONAL INFORMATION 

Name Jerry lipstreu 

Home Address 13614 Mora lane 

INueces County Coastal Park Board 

Phone 949-2072 Work Phone 854-4774 

Email Address 

Residence in Nueces Precinct 2 Precinct 4 

Current Em 

Dates of Em n,n'HTII" TO 

Name Of Organization Dates of Service 

COUNTY BOARD OR COMMISSION INFORMATION 

Explain why you are interested in serving on this Board or Commission and what experience you 

bring that would assist in decision making and future actions of this Board or Commission. 

I bring over 30 yrs. experience in the construction/engineering fields in the South Texas area. 

As an Corpus Christi native I have enjoyed and respected our coastal resources. As our area 

grows and the tourist base increases we will need to continually improve and maintain our 

parks so that everyone has an enjoyable experience. 

Have you served on any board, commission or committee in Nueces County? 

[I] NO 0 YES I If you answered yes, please list position and dates of service.




A RESUME MUST ACCOMPANY THE APPLICATlON, BUT IT DOES NOT SERVE AS A SUBSTITUTE FOR COMPLETION 

OF THIS APPLICATION. CONSIDERATION WILL NOT BE GIVEN TO APPLICANTS WHO DO NOT HAVE A COMPLETED 

APPLICATlON AT THE TIME THE APPOINTMENT IS PLACED ON THE AGENDA. 

Board or Commission Applying for? 

PERSONAL INFORMATION 

Name 

Bob Paulison 

COUNTY BOARD OR COMMISSION INFORMATION 

Isoard of Coastal Parks 

563-2888 

Precinct 4 

Kiwanis of Padre Island Dates of Service Dec 2011-Present 

Explain why you are interested in serving on this Board or Commission and what experience you 

bring that would assist in decision making and future actions of this Board or Commission. 

After 26 years in the Coast Guard, the abundance of coastal environment along with ready access to the Gulf of 

Mexico, the Laguna Madre, and the area's numerous bays and estuaries were key factors in choosing Corpus 

Christi as my permanent home. Coastal parks are a tremendous county resource, and I want to see them 

responsibly managed, cared for, and developed. I offer a love of the sea, as well as over two decades of 

experience working in the maritime environment, executive level leadership and management expertise, and a 

knowledge of the Coastal Zone Management Program that will assist the board in achieving its important mission. 

Have you served on any board, commission or committee in Nueces County? 

\jJ NO [ ] YES I If you answered yes, please list position and dates of service.

ROBERT PAUUSON 

15821 ALMERIA AVE 

CORPUS CHRISTI, TX 78418 

(361) 563-2888 

Career Objective 

To obtain a leadership position in an organization of economic importance to Corpus Christi, that is intent on 

working collaboratively to achieve high levels of growth, and where strong systems planning, risk management, 

and communications skills are valued. 

Summary of Qualifications 

Recently retired Coast Guard officer with extensive leadership experience in marine safety, maritime security, 

and incident response that spans afloat and aviation operations and includes expertise in logistics, complex 

systems management, and maritime safety, security and stewardship policy development. Possess current Top 

Secret/SCI security clearance. 

Work History 

United States Coast Guard, Cleveland, Ohio 

Chief of Response • Ninth DistrictJun 24, 2010· Jun 01, 2011 

Directed district staff of 45 in completion of search and rescue, law enforcement, maritime security, and 

pollution response missions, and provided operational intelligence support for the eight-state Great Lakes 

region, including a 1500 mile border with Canada. Provided policy direction and resource management guidance 

to 4 Coast Guard Sectors and 2 Air Stations. Developed and maintained strong partnerships with Department of 

Homeland Security sister agencies and the FBI, and international engagement with the Canadian Coast Guard and 

the Royal Canadian Mounted Police, on Great Lakes safety, security, and environmental protection issues. 

United States Coast Guard, Corpus Christi, Texas 

Commander - Sector & Air Station Corpus Christi Jun 22, 2007 - Jun 17, 2010 

Commanding officer responsible for planning, risk management, and safe completion of all Coast Guard missions 

in the ports of Corpus Christi, Brownsville, Point Comfort-Port Lavaca, and Victoria; and in the coastal waters of 

South Texas from Matagorda Bay to the border with Mexico. Supervised 950 personnel and oversaw $9 million 

budget. Captain of the Port, and Federal On-Scene Coordinator for pollution response, for all ports in the sector, 

including Corpus Christi (5th largest port in the nation), ensuring the safe, secure and efficient flow of commerce. 

Regulated 3000+ annual foreign vessel arrivals, a fleet of 250+ US inspected vessels, 2500 uninspected fishing 

vessels, and several oil and gas facilities. Controlled 16 operational units (small boat stations, patrol boats, buoy 

tender, and aids to navigation teams), and direct command of Air Station Corpus Christi with 3 helicopters and 3 

jet aircraft. Met regularly with Members of Congress discussing full range of maritime and border topicS. 

Incident Commander for hurricanes Ike, Dolly, and Dean, as well as multiple hazardous chemical and oil releases. 

Directed successful implementation of the Transportation Worker Identification Card (TWIC). Recipient of the 

Texas General Land Office 2009 OSPRA Award for Excellence in Oil Spill Preparedness, Prevention and Response. 

United States Coast Guard, Washington, District Of Columbia. 

Executive Assistant Jul 07, 2006 • Jun 18,2007 

Assisted the Rear Admiral in charge of engineering and logistics support for the Coast Guard in developing, 

managing, executing, and overseeing policies, procedures and resources supporting all Coast Guard aviation, 

surface and shore assets. Lead project officer developing complete reorganization and alignment of the Coast 

Guard engineering and logistics enterprise as part of the Commandant's initiative to transform the service. 

Assisted the Coast Guard's Chief Administrative Officer in completing Coast Guard actions related to agency 

integration and consolidation in the Department of Homeland Security. 

United States Coast Guard, North Bend. Oregon 

Deputy Commander· Sector & Air Station North Bend Ju114. 2003 . Jun 28, 2006 

Second in command of a large Coast Guard Sector and Air Station. Managed all administrative, personnel, 

logistical, housing, financial. and operational activities. Supervised 530 personnel and managed $1.1 million

udget Included planning, risk management, and execution of search and rescue, law enforcement, and 

pollution response missions involving surface. air, and shore based units along the southern half of the Oregon 

coast. Piloted the HH-65 helicopter completing search and rescue and law enforcement missions. 

United States Coast Guard, Washington, District Of Columbia 

Deepwater Acquisition Program Team Leader Jun 15, 2000 - Jun 27, 2003 

Air Platform Integration Manager for the Deepwater Acquisition Program which replaced Coast Guard ship 

classes that operate beyond 50 miles from shore, and all aircraft types (fixed and rotary wing) flown by the 

service. Led the Technical Assessment Team that ensured all aspects of the air system solutions proposed by 

industry teams competing for the contract were consistent with Coast Guard aviation policy (operational and 

logistics), were operationally feasible. and met Coast Guard performance goals. When the contract was awarded, 

served as Contracting Officer's Technical Representative (COTR) managing the procurement of the Coast Guard's 

next generation fixed wing patrol aircraft ($169 million acquisition) and the service's first vertical 

takeoff/landing unmanned aerial vehicle ($108 million acquisition). 

United States Coast Guard, Washington, District Of Columbia 

System Manager-Office ofAeronautical Engineering Aug 17, 1998 - Jun 13, 2000 

Managed total integrated support including all maintenance, logistics, engineering, system upgrades, and 

configuration management for the Coast Guard's fleet of 42 HH-60/ Medium Range Recovery Helicopters with a 

fleet value of $710 million. 

United States Coast Guard, West Lafayette, Indiana 

Graduate Student - Management Aug 06, 1997 - luI 29, 1998 

Completed graduate studies at Purdue University - Krannert Graduate School of Management Awarded Master 

of Science in Industrial Administration (MSIA). 

United States Coast Guard, San Diego, California 

Aeronautical Engineering Officer Jul 07,1993 - lui 16, 1997 

Duty standing HU-25 Falcon Jet pilot and Assistant Engineering Officer. Supervised 60 personnel and managed a 

$2BOK budget In 1996, planned and completed all logistics activities, including the training of aircraft 

maintenance technicians and transfer of multi-million dollar parts inventories, critical to the successful 

withdrawal of the HU-25 jet from San Diego, and the activation of the HH-60J helicopter at the unit. Transitioned 

to become a helicopter pilot in conjunction with the aircraft change out, and promoted to serve as Aeronautical 

Engineering Officer for the remainder of this assignment. Led project team that earned the unit a Commandant's 

Quality Award (Coast Guard equivalent of the Malcolm Baldrige) in 1997. 

United States Coast Guard, Cape Cod, Massachusetts 

Aviator Jun 02, 1988 - Jun 16, 1993 

Duty standing pilot flying the HU-25 Falcon Jet. Deployed the HU-2S8 and Aireye pollution surveillance system 

in 1989 to Prince William Sound, Alaska follOwing the grounding of the Exxon Valdez; and in 1991 to the Persian 

Gulf during Operation Desert Storm to map and track oil spill movement after Iraq released millions of gallons of 

oil into the Persian Gulf. Completed training and was deSignated an Aeronautical Engineer/Aircraft Maintenance 

Officer in 1993. 

United States Coast Guard, Pensacola, Florida 

Student Aviator Jan 20, 1987· May 11, 1988 

Completed Naval Flight Training at NAS Whiting Field, FL (basic and intermediate). and NAS Corpus Christi, TX 

(advance multi-engine fixed-wing). Received wings in May 1988. 

United States Coast Guard, Honolulu, Hawaii 

Naval Engineer luI 02, 1985 - Dec 30, 1986 

Student Naval Engineer aboard a High Endurance Cutter. Completed training and was designated as a Naval 

Engineering Officer in Dec 1986. Qualified and served as the Damage Control Assistant (DCA); performed ship 

stability calculations, managed the liquid load, and supervised all damage control activities. Also certified as a 

fully qualified Officer of the Deck (inport and underway).

Education 

• 1998 - Purdue University, West Lafayette, Indiana - Master of Science Degree in Industrial Administration 

• 1985 - US Coast Guard Academy, New London, Connecticut - Bachelor of Science Degree (Electrical 

Engineering curriculum) 

Training 

• Incident Command System 401 . USCG 

• On Scene Coordinator Crisis Management Course - USCG 

• Search and Rescue Supervisor Course - USCG 

• Incident Command System 300 - USCG 

• Incident Command System 400 . USCG 

• Incident Command System 100 and 200 - FEMA 

• National Response Plan (IS-BOO) and Incident Mgmt System (lS-700) - FEMA 

• HAZWOPER First Responder Operations· USCG 

• HAZWOPER First Responder Awareness - USCG 

• Contracting Officer's Technical Representative Course - USCG 

• Acquisition Process Course - USCG 

• Aeronautical Engineering Officer Course - USCG 

• Search and Rescue Basic Course - USCG 

• Shipboard Naval Engineering Course - USCG 

• Damage Control Assistant Course (graduated 1 of 71) - USNavy 

Occupational Licenses or Certifications 

• 1994 - Airline Transport Pilot Certification w / Falcon 20 Type Rating' FAA 

• 1993 - Commercial Pilot Certification w / Instrument Rating - FAA 

• 1985 - Engineer in Training Certification - State of Connecticut 

Current Civic Organization Positions 

• Propeller Club ofthe United States, Port of Corpus Christi - President 

• United Service Organizations, South Texas Chapter - Vice Chairman of the Board 

• Navy League of the United States, Corpus Christi Council- Board Member 

• Island United Political Action Committee - Board Member 

• Kiwanis International, Padre Island Club - Member 

Extensive use of Microsoft Office (Word, Excel, Powerpoint, Outlook, Access) 

environment. Complete listing ofcomputer skills available on request, 

Jan 2008 

Jan 200B 

Apr 2007 

Mar 2006 

Feb 2006 

Sep 2005 

Sep 2005 

Mar 2005 

Dec 2004 

lun 2002 

Aug 2000 

lun 1993 

Aug 1990 

Dec 1986 

Aug 1986 

in the business

JOHN A. WHITE SR. 

77 Townhouse Lane 


549-6347 (cell phone) 

Kimberly-Clark Corporation (retired) 

April 1959 - August 1990 

Sales Manager 

2010 - Present: Vice Chairman, Island Strategic Action Committee 

2010 - Present: Vice President - Padre Island Business Association 

2009 - Present: Vice Chairman, Nueces County Coastal Parks Commission 

2009 - 2010: Commodore - Padre Island Yacht Club 

2008 - 2010: President - Padre Island Business Association 

2007 - 2008: Graduate - Citizens University 

2007 - Present: Chairman - Padre Isles POA Beautification Trust 

2006 Citizen of the Year - Padre Island Business Association 

Member of Padre Island Rotary Club 

Member of Kiwanis Club of Padre Island 

Corpus Christi resident for 14 years

Do you or an immediate family member* have any professional or financial relationship that may 

present a potential conflict of interest for this board, commission or similar body? (i.e., employment, 

contracts, financial investment) 

!j] NO 0 YES llf you answered yes, please explain below. 

Do you or any immediate family member* have or have had any pending legal matters related to 

Nueces County or any board, commission or similar body within Nueces County? 

[j] NO 0 YES Ilfyou answered yes, please explain below. 

THREE (3) PROFESSIONAL AND/OR PERSONAL REFERENCES : 

Name Mike Scott Daytime 

Occupation H & S Constructors (contractor) Phone {361} 289-5272 

Name AI Jones Daytime 

Occupation American Bank (banker) Phone (361) 653-5000 

Name Todd Hunter Daytime 

Occupation Attorney at Law Phone (361) 533-0505 

I hereby certify that the foregoing answers are true. I further certify, should I be considered for appointment to 

a board, commission, advisory board or committee I will disclose in this application whether I am an employee 

of the governmental entity of which I seek appointment, I will disclose all appointments that may result in 

conflicting loyalties, and I will disclose if a family member is an employee of the governmental entity that I seek 

appointment. Also should I be appointed to a hoard, commission, advisory board or committee, and should a 

conflict of interest exist or develop with regard to a specific matter, I will disclose the conflict of interest upon 

discovery and recuse myself from the deliberations and action involved. Conflicts of interest include, but are not 

limited to: a direct or indirect financial interest by myself or a member of my family, and other interest, which 

impairs m ability to participate fairly in the deliberations and actions in question. 

01/03/2013 

*Immediate family member definition: wife, child, spouse ofchild, mother, father, aunt, uncle, grandparent 

UPON COMPLETION, THE FORM MAY BE SUBMITIED BY EMAIL TO THE COUNTY JUDGE BY CLICKING THE 

EMAIL BUTIONATTHETOPOFTHISFORM(loyd.neal@co.nueces.tx.us). YOU MAY ALSO ATIACH YOUR 

RESUME BEFORE SENDING THE EMAll.ALTERNATIVELY.YOUMAYPRINTTHECOMPLETEDFORM.ATIACH 

RESUME AND MAil TO THE FOllOWING ADDRESS: 



Date

Charles W. Zahn, Jr. 

1107 South 11 th Street 

Port Aransas, Texas 78373 

Married 

Linda Zahn - 45 years 

Children 

Kimberly Rene Zahn - Port Aransas, Texas 

Bookkeeper, Winton Candies 

Trey Zahn - Spring Branch, Texas 

Electrical Engineer, Advanced Micro Devices 

Grandchildren 

Brittney Walker- 14 

Matthew Walker - 12 

Kate Elizabeth Zahn - 1 

Education 

Texas A & M University - B.A. 

Baylor University - Juris Doctor 

Employment 

Law Offices ofCharles W. Zahn, Jr. 

Partner 

Island Management Corporation (Condominium management company) 

Secretary and General Counsel 

Mustang Investment Corporation (Real estate holding company) 

Secretary and General Counsel 

Memberships 

Community Presbyterian Church 

Member - 43 years 

Session - Past Member & Ruling Elder 

Finance and Stewardship Committee - Past Chainnan 

Port Aransas Sand & SurfBeach Run - Chairman (20 years) 

Port Aransas Parks and Recreation Board 


Chairman - 27 years 

Port Aransas Charter Commission 

Member 

Secretary

Port Aransas Charter Review Commission 

Member (every year since its inception in 1983) 

Chairman (every year since its inception in 1983) 

Port of Corpus Christi Authority 

Commissioner 

Nueces County Board of Park Commissioners 

Member 

Chairman 

Port Aransas Rotary Club 

Member 

Past President 

Port Aransas Boatmen Association 

Member 

Past Member - Board ofDirectors 

Past Chairman 

Coastal Windstorm Task Force 

Member 

Chairman 

Friends ofthe Ellis Library 

Member 

Keep Port Aransas Beautiful 

Member 

Port Aransas Preservation and Historical Association 

Founding Member 

Lifetime Member 

Aransas County ISD Education Foundation 


Port Aransas ISD Educational Foundation 


Port Aransas Marlin Booster Club 

Member 

Past President

Coastal Conservation Association - Redfish Bay Chapter 

Member 

Vice-President 

Committee Chairman - Take a Kid Fishing Tournament (30 years) 

Art Center for the Islands 

Member 

Lifetime Member 

1 st Friday Sponsor 

Port Aransas Community Theater 

Member 


Port Aransas Independent School District 

Past Trustee (13 years) 

Past President (7years) 

Port Aransas Lions Club 

Past member 


Boy Scouts ofAmerica 


Pack 29 

Past Pack Committee Member 

Troop 29 

Assistant Scoutmaster 

Troop Committee Member 

Mustang District 

Committee Member 

Past Chairman 

Whooping Crane District 

Committee Member 

South Texas Council - BSA 

Executive Board Member 


Past Chairman ofthe Executive Board 

Past Camping Committee Chairman 

Past General Counsel 

Association ofFormer Students - Texas A & M University 

Member 

Texas State Aquarium 

Member

Corpus Christi Botanical Gardens 

Member 

Corpus Christi Roadrunners 

Member 

Port Aransas Little League 

Coach 

Port Aransas Youth Soccer League 

Coach 

Port Aransas Chamber ofCommerce 

Member 

Past Member - Board of Directors 

Past 1 st Vice-President 

Texas Coastal Bend Regional Tourism Council 

Member 


Legislative Affairs Committee - Co-Chairman 

Education Committee - Past Chainnan 

Texas Travel Industry Association 

Member 

Member - Legislative Affairs Committee 

American Bar Association 

Member 

Committee member - Condominiums and Owners' Associations 

State Bar ofTexas 

Member 

Corpus Christi Bar Association 

Member 

Awards and Recognitions 

Boy Scouts ofAmerica 

Eagle Scout 

Vigil Member - Order ofthe Arrow 

Silver Beaver Award 

James E. West Fellow 

President's Award - Defender of Scouting Values 

Charlie Zahn Eagle Scout Class of2009 

55 Year Veteran's Award 

A

City ofPort Aransas - 2005 Citizen ofthe Year with wife Linda Zahn 

Jerry McDonald Award for Service to Youth 

Recipient 

Corpus Christi Chamber of Commerce 

President's Award 

Port Aransas Boatmen's Association 

Boatmen's Hall ofFame - 2008 

Boatman ofthe Year - 2006 

Volunteer ofthe Year (twice) 

Recipient ofnumerous awards for volunteer service and support 

Rotary Club of Port Aransas 

Paul Harris Fellow 

Texas Coastal Bend Regional Tourism Council 

Barbara Sheppard Award 

Who's Who in America 

Who's Who in American Law 

Outstanding Young Men in America



Nueces County Emergency Services District No. 3 


Admin 



Nueces County Emergency Services District No. 3. 

BACKGROUND 

Information 

There are four positions needing appointments/ reappointment on this board, one of which has been vacant since 

December, 2011. 

Current members with expiring terms are: 

Karrian Dear, 

John T. Thomas, 

M. Teresita Diaz, and 

Kabrina Lawrence. 

Applicants are: 

Karrian Dear, 

Jeff Melde, 

Carri L. Scheible, and 

Fred W. Scheible. 

DISCUSSION 

Three appointments/ reappointments should be made to the Nueces County Emergency Services District No. 3 for 

two-year terms effective until January, 2015. 

One appointment should be made to fill an unexpired position until January, 2013. 

ESD #3 

Karrian Dear - ESD3 

Jeff Melde - ESD3 

Carrie Scheible - ESD3 

Fred Scheible - ESD3 

Attachments

NUECES COUNTY EMERGENCY SERVICES DISTRICT 

DUTIES: 

",,.r.,,,"'r1r,, from fire natural and human 

resources. Control and property, 

COMPOSITION: 

The Emergency 

be the governing 

CREATION AND 

operated of 

MEETS: 

Tuesday of each month at 7:30 p.m. 

TERMS: Two year n.""·,.,,ti terms ending on 

1 even-numbered and three board 

John Thomas 

• M. Diaz, 

Lawrence 

Commissioner Precinct 2 

Updated: 10/12 

4164 FM 70, 

Ph. 361 7-4880; 

PD: 361 

Commissioners, who shall be appointed Commissioners 

of the District. 

and qualified. 

shall serve for a term of two years and 

No. 

1-584-2889 

1-767-8260 

584-3755 

1-739-4308-cell 

29 

December, 2012 

2012 

2012 

December, 2011 * 

2013 

Code. 

are effective 

1 of odd

Commissioners Court - Regular 6. C. 


Discuss and consider appointment to the County Court at-Law position on the Bail Bond Board 


Admin 



Information 

County Court at-Law Judge position on the Nueces County Bail Bond Board. 

BACKGROUND 

DISCUSSION 

NC Bail Bond Board 

Attachments

NUECES COUNTY BAIL BOND BOARD 

DUTIES: 

To implement and carry out the laws on the bail bond regulation as passed by the Texas 

Legislature and applied by the Courts. To encourage professionalism in the local bonding 

industry. 

COMPOSITION: 

The Board shall be composed of ten members: Nueces County Sheriff (or designee), 

District Judge (designated by presiding Judge of the Administrative Judicial District), 

County Judge (or designee), County Court at Law Judge (designated by Commissioners 

Court), District Attorney (or designee), Bondsman (licensed and elected by other 

licensees), Justice of the Peace (designated by majority of other JP's), District Clerk (or 

designee), County Clerk (or designee), Presiding Municipal Court Judge. 

MEETS: 

Last Tuesday of each month at 12:00 noon, at Commissioners' Courtroom. 

Members Appointing Authority Term Expiration 

Diana Barrera, presiding chair County Clerk Dec. 31, 2012 

Hon. Robert Balderas-vice 

chair 

Defense Lawyers Association Dec. 31, 2012 

Justice of the Peace Dec. 31,2012 

Hon. David Stith Commissioners Court Dec. 31,2012 

Hon. Guy Williams Presiding District Court Judge Dec. 31, 2012 

(Board decided no need to fill) Municipal Court Dec. 31, 2012 

Mark Skurka District Attorney Dec. 31, 2012 

Tyner Little, secretary County Judge Dec. 31, 2012 

D. T. Perez Sheriff Dept. Dec. 31,2012 

Alma Flores Bondsmen Representative Dec. 31, 2012 

Hon. Patsy Perez District Clerk 

Dec. 31,2012 

Bail Bond Board Legal Advisor- Kent Brown, Asst. County Attorney, 888-0281. 

Board Contact: Albert Silguero at 361-888-0668. 

Updated: 1112 

11

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