Download PDF Packet - Agenda

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
Nueces County Personnel Policy Manual Page -11-
Approved by Commissioners Court on January _____, 2013