County officials discuss vacation, comp time changes

     A few weeks ago, it was brought to the Jones County Supervisors' attention that the employee vacation policy in the employee handbook differed from the same policy in the union contract.

   The board heard more details from County Auditor Whitney Hein and Sheriff Greg Graver on the topic during their Aug. 9 meeting.

   Basically, when an employee retires, quits, or is terminated after working for the county for less than a year, the handbook states they are not paid out for the vacation time they've earned.

   Hein said she spoke with HR Manager Mike Galloway who commented that the county's handbook policy is outdated.

   "This could help with some departments in recruiting new employees," said Hein or sweeting the deal.

   The first change needed deals with how vacation time is described, either in days or hours.

   "We need to make it clear because some employees work 10-hour days," noted Graver of the earned vacation.

   "Hours would be clearer," suggested Hein.

   She offered that employees who work one to seven years for the county would earn 80 hours of vacation time (10 days). Eight or more years, 120 hours (15 days).

   She added that employees who work their first should also be able to use some vacation time in that year, whatever they've incurred. The handbook states that despite new employees earning a week of vacation during their first year, they cannot use it in that same year.

   "If they earned it and can't use, they should be paid for it," agreed Graver. "After six months here, they should be paid for their hours (earned)."

   Graver also spoke with Galloway, who suggested the employee handbook be changed to reflect the union contract.

   "This is an old policy; no one does this anymore," Graver said. "We're behind the times."

   Supervisor John Schlarmann felt that the 80 hours/10days was "a bit rich."

   "Some places offer more," Graver said. "As you work, you earn it. They invest their time and get a little back."

   County Attorney Kristofer Lyons said the county needs to do all it can to attract additional/new employees.

   "It's not rich," he said. "If the wage isn't there, we need to offer benefits. The market in the private sector is different than the public."

   "I agree we should change it. It's a bargaining tool," voiced Supervisor Ned Rohwedder.

   "If our legal representation tells us to change it, that's a pretty good sign we need to update it," urged Graver. "We need to get this put in place now."

   "I believe some people are just as interested in time off as they are about salary," said Supervisor Joe Oswald. "It won't cost us anymore than it does now."

   Hein said with childcare issues, those employees with young children find themselves in a difficult position during their first year when they can't take time off.

   Graver said another issue is employee comp time. With some employees racking up a lot of comp time, the county needs to rethink the amount for pay-out.

   Oswald explained that right now, employees can earn 120 hours of comp time.

   "Some departments are short-staffed, it it's been more," he said. "But anything over 120, we pay out."

   Graver suggested the board look at keeping that amount to a minimum.

   "Typically counties allow carryover of 20, 40, or 60 hours," he told the board. "You need to keep it smaller in my opinion."

   Hein offered to inform Galloway of the board's intention to change the employee handbook vacation time to reflect the union contract. She also offered to bring back figures on the impact to the county if comp time was lowered to 40 or 60 hours.