Download PDF Packet - Agenda

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. 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.
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, 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;
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, 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.
2.62 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
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Nueces County Civil Service Commission Page -17-
Rules and Regulations [Adopted on ___________]