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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
Nueces County Personnel Policy Manual Page -12-
Approved by Commissioners Court on January _____, 2013