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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.
Nueces County Personnel Policy Manual Page -42-
Approved by Commissioners Court on January _____, 2013