Humboldt County Board Of CommissionersMay 16, 2016Page 1

Notice of Public MeetingHUMBOLDT COUNTY BOARD OF COMMISSIONERS

Humboldt County Board of Commissioners Regular MeetingREGULAR MEETING

Monday, May 16, 2016 9:30 AM:

Humboldt County Courthouse Meeting Room 201

All times on this agenda are approximate. Consideration of items may require more or less timethan is scheduled. Items on the agenda may be taken out of order; the public body may combinetwo or more agenda items for consideration; and the public body may remove an item from theagenda or delay discussion relating to an item on the agenda at any time. Public comment isdesignated for discussion only. The public has the opportunity to address the Commission on anymatter not appearing on the agenda; however, no action may be taken on Matter raised until thematter itself has been specifically included on the agenda as an item upon which action may betaken. Additionally, public comment may be heard on any item listed on the Agenda. Persons areinvited to submit comments in writing and/or attend and make comments on any agenda item at theCommission meeting. All public comment may be limited to three (3) minutes per person, at thediscretion of the Commission.

Agenda - Monday, May 16, 2016

1. 9:30 A.M. CALL TO ORDER

2. PLEDGE OF ALLEGIANCE

3. PUBLIC COMMENTS - Public Comments: General public comment is designated for discussiononly. The public has the opportunity to address the Commission on any matter not appearing on thisagenda; however, no action may be taken on a matter raised until the matter itself has beenspecifically included on the agenda as an item upon which action may be taken.

4. APPROVAL OF MINUTES - Discussion and action on correction/approval of minutes December 21,2015: January 4, 2016; January 19, 2016; February 1, 2016; February 16, 2016; March 7, 2016;March 21, 2016 and April 4, 2016; April 18, 2016; May 2, 2016 Regular Meetings and October 15,2015; January 11, 2016 and January 25, 2016 and March 28, 2016 Special Meetings.4.A. Minutes

HCC030716unapprovedUNOFFICIAL.pdf

5. CONSENT AGENDA (ANY ITEM APPEARING ON THE CONSENT AGENDA CAN BE PULLEDDOWN AND DISCUSSED IN DETAIL) (FOR POSSIBLE ACTION) -

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Humboldt County Board Of CommissionersMay 16, 2016Page 2

(A) Tax Roll Adjustment for Winnemucca Mountainview Association for a correction to the re-opened roll (inassessed value from $430,103 to $389,899), which requires commission approval since the CBOE isno longer in session and has not yet been billed.

(B) Third Quarter Investment Report: Treasurer Gina Rackley will provide an update of all current investmentsof County funds.5.A. Consent

Wmcca Mtnview Tax Roll adjust 5.2016.pdf

5.B. Consent B

6. MISCELLANEOUS REPORTS AND CORRESPONDENCE -

1) Other information and upcoming meetings

June 6, 2016 Humboldt County Commission Meeting May 19, 2016 Regional Planning Commission June 13 2016 Regional Airport Board

2) Reports from Commissioners regarding other Boards and Committees on which they serve, includingNevada Association of Counties (NACO), Regional Airport Board, Humboldt River Basin WaterAuthority (HRBWA), Western Interstate Region (WIR), Legislative Interim Land Council, HumboldtDevelopment Authority (HDA), Winnemucca Visitors & Convention Authority (WCVA), HospitalBoard, Humboldt Foundation, Western Nevada Development District (WNDD), and Humboldt CountyElk Planning Steering Committee, and the State Land Use Planning Advisory Council (SLUPAC).

7. APPROVAL OF EXPENDITURES FOR 4-28-16 THROUGH 5-11-16 7.A. Expenditures

Expenditure_Approval_List.pdf

8. EMPLOYEE OF THE MONTH (APRIL 2016)

9. 10:00 A.M. PUBLIC HEARING: APPROVAL OF 2016-2017 TENTATIVE BUDGET (FOR POSSIBLEACTION) - Consideration of, discussion and possible approval of Fiscal Year 2016-2017 TentativeBudgets for all Humboldt County, including specific departments and Special Districts.

10. 10:00 A.M. PUBLIC HEARING: APPROVAL OF 2016-2017 FINAL BUDGETS (FOR POSSIBLEACTION) - Consideration of, discussion and possible modifications, changes and/or approval ofFiscal Year 2016-2017 Final Budgets for all Humboldt County, Humboldt Rural Fire District, Denio TVDistrict, and Quinn River TV District.

11. 10:00 A.M. PUBLIC HEARING: PLANNING -

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Humboldt County Board Of CommissionersMay 16, 2016Page 3

MP-16-01 A Master Plan Amendment submitted by Steve West City Manager/Engineer to change the IND(Industrial) designation to PF (Public Facility) on property located at 5055 and 7325 Jungo Road;assessor’s parcel #’s 3637-28-100-001 and 3637-32-100-001

RH-16-01 A rezone request submitted by Steve West City Manager/Engineer to change the M-3 (OpenSpace Multiple Use) zoning designation to P-F (Public Facility) on property located at 5055 and 7325Jungo Road; assessor’s parcel #’s 3637-28-100-001 and 3637-32-100-00111.A. Public Hearing

5-2-16 Public Hearing Items.pdf

12. RESOLUTIONS TO ADOPT TAX RATES (FOR POSSIBLE ACTION) -

(A) Consideration of, discussion and possible adoption of a Resolution levying the Tax Rates required for the2016-2017 fiscal year by designating the number of cents per $100 of assessed value to be levied foreach fund..

(B) Consideration of, discussion and possible adoption of a Resolution levying the Tax Rate required for the2016-2017 Fiscal Year for the Cooperative Extension Fund.12.A. Adoption of Tax Rates

Resolution Cooperative Ext Tax Rates.pdf

Resolution Fiscal Year Tax Rates.pdf

13. 11:15 A.M. JOINT MEETING OF HUMBOLDT COUNTY BOARD OF COMMISSIONERS ANDWINNEMUCCA CITY COUNCIL (FOR POSSIBLE ACTION) - Consideration of, discussion andpossible approval of the Cost Share Agreement between Humboldt County and the City ofWinnemucca. This agreement provides for the sharing of costs among the City and County for suchthings as General Government, Public Safety and Public Works.13.A. Joint Meeting: Shared Services

14. NEVADA DEPARTMENT OF TRANSPORTATION (FOR POSSIBLE ACTION) - Consideration of,discussion and possible approval of NDOT's annual presentation/ update of the upcoming Fiscal YearWork Program.14.A. NDOT

Humboldt Transportation Report 2016.pdf

15. GRANT AND/OR CASH DONATION REQUEST FOR COMMUNITY SUPPORT PURPOSES: (FORPOSSIBLE ACTION) - Consideration of, discussion and possible approval of a grant to theWinnemucca Little League not to exceed $400 for the rental of the Exhibit Hall for their annualfundraiser.

16. RESOLUTION IN SUPPORT OF NEVADA WILDLIFE AWARENESS MONTH (FOR POSSIBLEACTION) - Consideration of, discussion and possible approval of a Resolution in support of NevadaWildlife Awareness Month.16.A. Wildlife Resolution

Resolution Wildfire Awareness.pdf3

Humboldt County Board Of CommissionersMay 16, 2016Page 4

17. WINNEMUCCA CONVENTION AND VISITORS AUTHORITY (FOR POSSIBLE ACTION) -Consideration of, discussion and possible approval to appoint John Arant to the vacated businessrepresentative seat on the WCVA Board of Directors. 17.A. WCVA Appointment

Arant WCVA Appointment Letter 2016.pdf

18. ROAD DEPARTMENT: KLONDEX MAG CHLORIDE CONTRACT (FOR POSSIBLE ACTION) -Consideration of, discussion and possible approval of the addition of Midas Road to our currentMagnesium Chloride project with Klondex Mining reimbursing Humboldt County for the cost of theadditional tonnage.

18.A. Road: Klondex Mag Chloride

19. DISTRICT ATTORNEY: CODIFICATION (FOR POSSIBLE ACTION) - Consideration of, discussionand possible approval of an agreement between Humboldt County and Code Publishing, Inc. toprovide codification services in an amount not to exceed $10,000. 19.A. CODIFICATION

HumboldtCOrevisedpricing.pdf

20. SECOND TIER CONFLICT COUNSEL (FOR POSSIBLE ACTION) - Consideration of, discussion andpossible approval of a conflict counsel Memorandum of Understanding between Pershing CountyPublic Defenders Office and Humboldt County to provide second tier conflict counsel in the event thatHumboldt County Public Defender and/ or Alternate Conflict Counsel are unavailable. 20.A. Second Tier Conflict Counsel

BREAK FOR LUNCH (IF NECESSARY)

21. CLERK: FUEL INDEXING BALLOT INITIATIVE (FOR POSSIBLE ACTION) - Discussion of optionsrelated to and possible action directing the County Clerk to advertise for or seek members of thepublic who may be interested in serving on ballot committees to prepare arguments advocating andopposing approval of the Motor Vehicle Fuel Indexing 2016 Ballot Question as required by NRS295.121.21.A. Fuel Indexing Ballot Initiative

22. ADMINISTRATOR ANNUAL HEALTH BENEFITS CONTRIBUTION (FOR POSSIBLE ACTION) -Consideration of, discussion and possible approval of the county's monthly contribution to theemployees healthcare benefit package for 2016-2017 Fiscal Year, not to exceed $888.22.A. Annual Health Benefits Contribution

23. SHERIFF: UPDATE ON STAFFING ISSUES WITHIN PATROL DIVISION (INFORMATION ONLY) -Sheriff Allen to discuss a staffing and hiring update with all the changes that have been taking placewithin the patrol division.

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Humboldt County Board Of CommissionersMay 16, 2016Page 5

24. UPDATE TO HUMBOLDT COUNTY PERSONNEL POLICY (FOR POSSIBLE ACTION) -Consideration of, discussion and possible approval of the Humboldt County Employee Manualpreviously approved at the October 19, 2015 Humboldt County Commission Meeting.24.A. Update to County Personnel Policy

Humboldt County Personnel Policies 2015.pdf

25. PUBLIC COMMENT: - Public Comments: General public comment is designated for discussiononly. The public has the opportunity to address the Commission on any matter not appearing on thisagenda; however, no action may be taken on a matter raised until the matter itself has beenspecifically included on the agenda as an item upon which action may be taken.

26. ADJOURNMENT

27. NOTICE: THE COUNTY COMMISSION MAY CLOSE THE MEETING TO RECEIVE INFORMATIONFROM LEGAL COUNSEL PURSUANT TO NEVADA REVISED STATUTES 241.015

NOTICE: The County Com m ission m ay close the m eeting to receive inform ation from legal counsel pursuant toNevada Revised Statutes 241.015

CERTIFICATE OF POSTING

PLACES POSTED: Humboldt Co. Courthouse, 50 W. 5th St.: Rooms 201, 205, & 207 at ___________ A.M. By :____________________________________________

Humboldt County Library : 85 E. 5th St. at ___________ A.M. By :__________________________________________________________________

County Annex: 4th & Bridge St. at ___________ A.M. By :________________________________________________________________________

Winnemucca City Hall: 4th & Melarkey St. at _____________ A.M.By : ______________________________________________________________

Humboldt County Website: www.hcnv .us at _____________A.M. By : ______________________________________________________________

State of Nev ada Website: www.notice.nv .gov . ____________ A.M. By : ______________________________________________________________

MEETING DATE: May 16, 2016 POSTED BY: _______________________________________________

DATE POSTED: ___________________________ Brenda Willey , Administrativ e Assistant

NOTE FOR SUPPORTING MATERIAL: A copy of the supporting material f or the meeting may be obtained at Commissioner meeting/agendas on the Humboldt Countywebsite: www.hcnv .us or by contacting Dav e Mendiola, County Administrator, at 50 W. Fif th Street, Winnemucca, Nev ada 89445, (775) 623-6300

NOTICE TO PERSONS WITH DISABILITIES - Reasonable ef f orts will be made to assist and accommodate phy sically disabled persons desiring to attend the meeting.

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Monday, March 7, 2016

The regular meeting of the Humboldt County Board of Commissioners was called to order on

Monday, March 7, 2016, 9:30 a.m. in the regular place of meeting at the Courthouse, Winnemucca,

Nevada. Those present were Chairman Marlene Brissenden, Commissioners Mike Bell, Garley Amos,

Jr., Jim French and Ron Cerri, District Attorney Michael Macdonald, Administrator Dave Mendiola and

Clerk of the Board Tami Rae Spero.

PUBLIC COMMENTS: Chairman Brissenden asked for public comments. Robert E. Dolan

commented about concerns he has with a memo sent to District Attorney Macdonald by Kent Maher

related to a Commissioner serving as an appointee on that Board; he offered his opinion on the ability of a

Commissioner appointed to serve on the board, the options available to those who may object to this

appointment and asked that the Commission continue to fulfill their duties.

Lisa Campbell of Great Basin College addressed the Commission related to the upcoming Career

Fair on April 7th.

Denise Watson addressed the Commission stating her support for a County Commissioner

serving on the Hospital Board and noted the ballot question from the General Election in 2014 which has

showed the people’s support for that position; she asked how this came to be on today’s agenda, District

Attorney Macdonald responded that it is not on the agenda.

Joe Ratliff appeared before the Commission and read a letter that he had sent to the Road

Superintendent regarding his support for continuing to use Mag Chloride in the Tycana Estates area; he

noted the bad air quality in the area and the resulting health issues; he offered solutions for the situation

including the Commission looking at paving the roads in the area. Road Superintendent Ben Garrett

commented that the roads included in the Mag Chloride Project will be discussed under the road matters.

Administrator Mendiola noted that the language on the agenda did not specifically identify this area of

road being discussed. District Attorney Macdonald concurred and recommended that the item be placed

on the next agenda if the Commission wished to discuss the matter. Mr. Ratliff inquired if other residents

could offer opinion letters as to the issue and it was confirmed they could if the matter was set on another

agenda for discussion.

Ken Hladek read a letter in support of the use of Mag Chloride on Reins Way and commented on

the good job the Road Department does on maintaining the road.

No further public comment offered.

DISCUSSION & ACTION ON CORRECTION/APPROVAL OF MINUTES: OCTOBER 19, 2015,

NOVEMBER 2, 2015, NOVEMBER 16, 2015, DECEMBER 7, 2015, DECEMBER 21, 2015,

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JANUARY 4, 2016, JANUARY 19, 2016, FEBRUARY 1, 2O15 REGULAR MEETINGS AND

OCTOBER 15, 2015, JANUARY 11, 2016 AND JANUARY 25, 2016 SPECIAL MEETINGS:

Chairman Brissenden asked for corrections/additions for the minutes of October 19, 2015; none offered.

The following motion was made by Commissioner Amos and passed unanimously:

To approve minutes for October 19th.

No further minutes presented for consideration.

ADMINISTRATIVE REPORT:

CONSENT AGENDA: No items presented for consideration under the consent agenda.

SOLID WASTE MATTERS: Administrator Mendiola stated that he had nothing on this item.

PUBLIC LANDS PLANNING MATTERS & FORMULATION OF COUNTY POSITION ON

BLM, FOREST SERVICE AND THE FEDERAL FISH AND WILDLIFE SERVICE PROPOSED

ACTIONS: Administrator Mendiola stated that he had nothing on this item.

UPDATE ON LITIGATION IN FEDERAL COURT INITIATED BY WESTERN

EXPLORATION, LLC: ELKO COUNTY, NEVADA; EUREKA COUNTY, NEVADA; AND

QUANTUM MINERALS, LLC, FOR DECLARATORY AND INJUNCTIVE RELIEF TO BAR

THE FEDERAL AGENCIES FROM IMPLEMENTING THE NORTHEAST

CALIFORNIA/NEVADA SAGE GROUSE LAND PLANNING AMENDMENT (LUPA): District

Attorney Macdonald stated that he had nothing new to report on this item. Commissioner French

commented on the status of the action.

MISCELLANEOUS REPORTS AND CORRESPONDENCE:

OTHER INFORMATION AND UPCOMING MEETINGS: Chairman Brissenden reviewed

upcoming meeting dates.

REPORTS FROM COMMISSIONERS REGARDING OTHER BOARDS AND COMMITTEES

THEY SERVE ON: Commissioner French noted that he had a number of items to report on but stated

that he would defer the report until later due to the time; he did note some upcoming meetings he would

be attending including the Clean Water Wellhead Protection meeting, a meeting with NDEP related to

wellhead protection for the Grass Valley area, a Water Summit, a meeting with the Wildfire Support

Group, a meeting related to the proposed merger of the College of Agriculture and the Cooperative

Extension and a meeting of the Fund for Hospital Care & Indigent Persons Committee. Commissioner

Cerri reported on a Humboldt River Basin Water Authority meeting at which a reduction in dues was

noted and on an Interim Public Lands Committee meeting; he noted an upcoming meeting of the

legislative subcommittee to address water issues which is being held in Winnemucca. Commissioner

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Amos commented on the Humboldt River Basin Water Authority meeting he had attended. Chairman

Brissenden noted meetings of the Debt Management Commission and the Paradise Valley Soil

Conservation District that she had attended.

Chairman Brissenden stated that it was time for a 10:00 a.m. public hearing so the approval of

expenditures would occur following that item.

BUILDING & SAFETY: Building Official Bobby Thomas appeared before the Commission.

PUBLIC HEARING: Consideration and possible approval of an Ordinance amending Chapter 8.28

of the Humboldt County Code (Ordinance 03-30-81): Non-Transient Use of Recreational Vehicles

& Shelters: No attachments included with posted agenda. Chairman Brissenden read the title of the item

set to public hearing. Building Official Thomas reviewed the update to the ordinance. Chairman

Brissenden asked for public comment. Lewis Trout appeared before the Commission and inquired about

the ability of connection to city water; Building Official Thomas responded. No further public comment

offered. The following motion was made by Commissioner French and passed unanimously:

To accept the ordinance amending Chapter 8.28 of the Humboldt County Code

(Ordinance 03-30-81): non-transient use of recreational vehicles and shelters.

(Ordinance No. 03-07-16)

APPROVAL OF EXPENDITURES: An expenditure approval list was posted with the agenda for

review. The following motion was made by Commissioner Bell and passed unanimously:

To approve the expenditures as presented.

ROAD DEPARTMENT: Road Superintendent Ben Garrett appeared before the Commission.

CONSIDERATION AND POSSIBLE APPROVAL OF THE AWARD OF THE ANNUAL

MAGNESIUM CHLORIDE DUST CONTROL PROJECT FROM THE SUBMITTED BID

PROPOSALS: Posted to the agenda for review was a copy of the Invitation to Bid, a copy of the bid

documents and a copy of Bid Summary submitted by Superintendent Garrett reviewing the bids received

from Envirotech Services, Western Emulsion & PZS Stabilization (see attached) and offering his

recommendation. Superintendent Garrett reviewed the bid process, the bids received, what was included

for each of the bids, the responses received from the survey of residents in areas proposed for mag

application, and his recommendation for a combination of traditional Magnesium Chloride and Durablend

application as identified in the bid detail with the bid being awarded to Envirotech for a cost of the

combination award of $134,808.33 which would include the ZBS subdivision; he further recommended

the continued testing of alternative products on Conservation, Davis and Cyanco for an additional cost of

$15,400.00. Discussion occurred regarding the areas treated, the survey results and the bid amount

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compared to prior years. Superintendent Garrett inquired as to the treatment of the Kings River Road

noting that the distance had increased due to the bookmobile and asked if the Commission wished to

continue treating in the same manner; the Board agreed to leave as is. The following motion was made by

Commissioner French and passed unanimously:

To accept for approval the award of the annual Magnesium Chloride Dust Control

Project as submitted.

SET TO PUBLIC HEARING: A request from Arturo Villalobos for Humboldt County to apply for

the right-of-way on Villalobos Road across BLM property currently held by Adolfo Villalobos:

Posted to the agenda for review was a copy of a letter of request from Arturo Villalobos requesting that

Humboldt County apply for the right-of-way on Villalobos Road across Bureau of Land Management

property. Superintendent Garrett noted the letter of request received. The following motion was made by

Commissioner Bell and passed unanimously:

To set to public hearing.

TREASURER: County Treasurer Gina Rackley appeared before the Commission.

ADOPTION OF A RESOLUTION FOR THE SALE OF COUNTY TRUST

PROPERTIES/RETENTION BY THE COUNTY OF PROPERTY HELD IN TRUST BY THE

TREASURER FOR PUBLIC PURPOSE PURSUANT TO THE PROVISIONS OF NRS 361.603:

The agenda noted that the County Treasurer holds certain properties in trust for unpaid taxes and this

resolution would direct the Treasurer to sell certain trust property as particularly described in Exhibit “A”

(see attached). Posted to the agenda for review was copy of the proposed resolution with exhibit A

identifying the parcels proposed for sale at the April 2016 Delinquent Tax Auction and a Pictometry

image of parcel 3638-30-100-001 that the Road Superintendent was requesting be retained by the County.

Treasurer Rackley reviewed the request for the Commission. Superintendent Ben Garrett appeared before

the Commission and explained that parcel 3638-30-100-001 abuts a parcel already owned by the County

and suggested that it may be to the County’s benefit to retain the parcel for future expansion or an

industrial park or something of that nature. The Board concurred. After discussion the following motion

was made by Commissioner Bell and passed unanimously:

To approve the resolution for the sale of County Trust Properties.

(Resolution No. 03-07-16)

Discussion occurred regarding the statute which allows the County to retain trust properties.

After discussion the following motion was made by Commissioner Bell and passed unanimously:

To retain the property held in trust by the Treasurer for Humboldt County pursuant to the

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provisions of NRS 361.603 for parcel 3638-30-100-001.

AUTHORIZATION TO ENTER INTO AN AGREEMENT WITH LEXISNEXIS PAYMENT

SOLUTIONS FOR OVER THE PHONE CREDIT CARD TRANSACTIONS AND

AUTHORIZATION FOR THE COUNTY COMMISSION CHAIRMAN TO SIGN: Posted to the

agenda for review was a copy of the proposed LexisNexis VitalChek Network Inc. Payment Solutions

Service Agreement. Treasurer Rackley explained the request noting that there are no fees charged to

Humboldt County for this service. After discussion the following motion was made by Commissioner

Bell and passed unanimously:

To enter into the agreement with LexisNexis Payment Solutions for over the phone credit

card transactions and authorize the Chair to sign it.

CONSIDERATION AND POSSIBLE ACTION APPROVING ACQUISITION OF CERTAIN

PRIVATE PROPERTIES FOR FUTURE COUNTY NEEDS, SPECIFICALLY, PROPERTY

OWNED BY RUSSELL AND EMILIA B. DRAKE TRUST LOCATED AT 551 BAUD STREET

AND 40 E. 5TH STREET, WINNEMUCCA, NEVADA AND POSSIBLE AUTHORIZATION FOR

COUNTY ADMINISTRATOR TO OBTAIN PROPOSAL FROM QUALIFIED APPRAISERS:

Posted to the agenda for review were copies of the Uniform Residential Appraisal Reports for 551 Baud

Street and 40 E. 5th Street, a copy of NRS 244.275 related to the County’s purchase of property and a

Pictometry image of the property locations. Administrator Mendiola explained that these properties are

being prepared for sale by the owners and contact had been made with the County due to their proximity

to other county owned parcels. Administrator Mendiola indicated that he did not see a current need or a

future need for these parcels but did note that they are close to other county facilities. Commissioner

Amos stated that the County should stay out of the real estate business. Commissioner French agreed

noting that he did not see a need unless the County was looking at filling out a block or something for a

specific purpose but suggested that perhaps the Library Board should be consulted since it is directly

across from the Library. Commissioner Bell agreed with the need to consult with the Library Board.

Chairman Brissenden concurred and stated that the item be tabled and have the Administrator contact the

Library Chair. District Attorney Macdonald indicated that a motion needs to be made. The following

motion was made by Commissioner French and passed unanimously:

To table this matter and have the Administrator contact the Library Board Chair and

explain what was discussed today and get them to weigh in on it at a future meeting.

Chairman Brissenden stated that it was time for a joint meeting with the Winnemucca City

Council so item 7 would be handled following the joint meeting.

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JOINT MEETING: CITY OF WINNEMUCCA AND HUMBOLDT COUNTY COMMISSION:

Present on behalf of the Winnemucca City Council were Mayor DiAn Putnam and City Councilmen

Paige Brooks, Jim Billingsley, Ken Tipton, Mike Owens and Theresa Mavity, City Manager Steve West,

City Clerk Lorrie Haaglund and City Attorney O. Kent Maher.

Present on behalf of the Airport Board were Chairman Leon Franklin and board members

Councilman Mike Owens, Commissioner Mike Bell, Brad Wigglesworth and Wayne Smith.

FOR CONSIDERATION, DISCUSSION AND POSSIBLE ACTION WHICH MAY INCLUDE

VETO OF THE JANUARY 11, 2016 DECISION OF THE AIRPORT BOARD TO AUTHORIZE

HELICOPTER LANDINGS BY MEDX AIRONE AT PILOT’S DISCRETION, NEXT TO THE

HELICOPTER SERVICES HANGAR AT THE WINNEMUCCA MUNICIPAL AIRPORT: Posted

to the agenda for review was a copy of the Airport Board minutes of January 11, 2016, several e-mails to

County Administrator Mendiola from Dick Robie (with attachments), Steve West and Wayne Carlson and

copies of the resolution and agreements creating the Airport Board and setting forth it’s practices.

Mayor Putnam offered her thanks to the Airport Board and all boards that are appointed by the

Council and Commission and commented on the experience of the members appointed to the Airport

Board and their efforts in this matter; she continued noting the information that had been provided to the

Council and the items discussed at the Airport Board meetings including what the Airport Board had done

in investigating both the request and the concerns expressed about the request; she continued commenting

that the Airport Board had done their due diligence which had ended in a split decision. Mayor Putnam

stated that this is a question of whether Boards should be allowed to do their job or if the Council feels in

this case that the majority is not valid and also whether members of the Council are in better positions to

govern; she cautioned all as to their intent as she believed the Airport Board did use their knowledge and

did govern with that in mind and that a majority vote was cast. Mayor Putnam asked the City Council for

discussion stating that if they believed that the Airport Board was negligent then she would entertain a

motion to veto the action. Councilman Owens noted that the City Airport Manager with his years of

experience was also part of all discussions and that he had agreed with the decision the Airport Board

made. Councilman Tipton noted that he had reviewed the information provided but had not attended any

Airport Board meetings but that he felt that something must be very serious for the Council to overrule a

board’s decision and that at this point he does not see anything presented to cause him to support that

action. Councilman Mavity concurred with the comments offered and stated that she agreed that the

Airport Board had done their due diligence and that it was not the place of the Council to overturn that

decision. Councilman Billingsley also agreed given that he had not attended all the Airport Board

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meetings and heard all the evidence presented and discussion offered so it would be hard him to overturn

the decision.

Commissioner French commented on what he had looked at related to this decision as well as his

experience at the airport as part of an air operations crew with the Department of Wildlife; he noted that

this decision was not based on there being no other option but is for the convenience of the operator and if

an issue did occur in a landing it would impact others not just the owner of the helicopter; he questioned

why the operator is being allowed to utilize the airport in a manner that could clearly pose a risk to

somebody else purely for the operator’s convenience. Commissioner French continued commenting on

the contentious nature of the issue, that he has spoken to several people about it including the chief pilot

of the helicopter, that another hangar is being built at an alternate location, what the proposed usage of

this hangar would be, a compromise of using the heliport unless dollying could not be done due to a

weather issue or some other risk, that the compromise had been changed to allow for it to be at the

discretion of the pilot and that he agrees that the pilots are the ones that make the decision about the best

place to land. Commissioner French continued stating his concerns about a dangerous precedence being

set and questioned what would occur if another operator made the same type of request and questioning

why there is even a heliport designated if pilots can land in another location just for the sake of

convenience. Commissioner French stated that he did agree that the issue has to be very important for

action to be taken to overturn the decision of a board as that will set precedence as well; he asked

Commissioner Bell as the Commission’s appointee to the Airport Board what his recommendation would

be to the Commission.

Commissioner Bell stated that having looked at everything it boils down to that the Airport Board

made a decision based on operations and he stated that in this case with the extensive meetings that have

occurred, that a veto is not in order; he discussed what had been looked at by the Airport Board in the

decision and again stated that he could see no reason to overturn the decision. Commissioner French

asked how comments in opposition of made by the other operators as well as the people that reside in the

house at the airport were weighed in making the decision. Commissioner Bell indicated his

understanding as to what some of the comments were including those of the FBO and how those

comments were addressed in the decision.

Commissioner Cerri commented that as a Commissioner or Councilman it is important when

appointing boards to stand behind them unless something is left out or the board does something that is a

grave misjudgment; he noted his review of what had occurred and that it appeared that the board had

covered just about everything they could, that while it was a split decision, ultimately the Board said that

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they felt, in their judgment, that while there are risks they are not unacceptable risks; Commissioner Cerri

stated that, bottom line, the Airport Board knows more about airport matters than he does so he will stand

behind their decision.

Commissioner Amos stated his concurrence. Chairman Brissenden stated that she would offer

comments. A comment was made by Tom Fransway from the audience taking exception to the

appearance that the Board had formulated an opinion prior to taking public comment. Chairman

Brissenden responded that no vote had occurred. Mr. Fransway concurred but stated that it appears that

an opinion had been formulated and asked that the Chairman ask for public comments before anything

further is said. Chairman Brissenden asked for public comments.

Tom Fransway as a Winnemucca resident and hangar owner/lessee at the Winnemucca Airport

appeared before the Commission and stated that the Commission is being asked to overrule/veto a

decision of a board and while he understands that they do not like to do that, that the buck stops here with

the Commission and Council; he continued stating his concerns about the public safety issues with the

operation being discussed and stating that contrary to what the agenda says this decision was made on

September 21, 2015 at a meeting that was contrary to the Open Meeting Law as it was not agendized and

the stakeholders and public were not aware of it; he commented that transparency should not be taken

lightly as it is the law; he commented on a serious incident which occurred with a helicopter at the airport

and stated that the Federal Aviation Administration (FAA) had not condoned the proposal but had said it

was risky and that if the Airport Board would not take that into consideration than their decision should

be overruled because we do not want to sacrifice safety for money or convenience. Mr. Fransway

continued discussing the proximity of the proposed helicopter landing site to his and other people’s

hangar doors and the language in the Airport Board rules adopted in 2011 related to aircraft operations

take off/landings that he believed had been discarded in the decision. Discussion occurred regarding

whether any members of the Council and Commission were pilots and their experiences being around

helicopters.

Wes Gossard a hangar owner at the Winnemucca Airport commented that the issue is a question

of risk management and explained his concerns with the proposed landing of the helicopter at the hangar

including the risk of accidents, he noted that there is a helipad in place for landings and he noted concern

about setting precedence with this decision.

Dick Robie, former Airport Board member, stated that the issue is safety and referred to the FAA

Operators Manual’s language related to the need to ensure safety for both the public and the facilities and

he concurred with the comments made previously and again noted the responsibility of the sponsors

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(Commission/Council) to consider the safety of the people and the property in the area.

Lewis Trout, former Airport Board member and current member of the Planning Commission,

commented on prior actions by the Commission to overrule decisions made by the Planning Commission

and the ability of the Commission and Council to overrule appointed board decisions should the matter

warrant it, his experience with airports, his attendance at the Airport Board meetings at which this issue

was discussed, what was considered by those opposing the proposal and those supporting the proposal,

the importance of considering the safety concerns, the comments made by the FAA spokesman who

appeared telephonically at the Airport Board meeting and who had indicated that landing at the spot was

the least desirable from a safety point of view but he did not say it was impossible or that the FAA

restricted or opposed it, the possible violation of the Open Meeting Law by the Board at the September

meeting which is a matter for the Attorney General to make a decision on, the need to look at the safety of

the proposal and the elements of risk that exist and that it is a balancing of operational, commercial and

safety concerns and the need for the insurance carrier to weigh in and clearly state what will be covered

and to look at what can be done to minimize any risk.

Steve West, City Manager/Airport Manager, commented on the meeting in September which was

properly posted including the language on the agenda; he noted that when the language was questioned

the item was re-agendized for the next meeting with more detail and that if it was an Open Meeting Law

violation it was unintentional and was corrected prior to any knowledge of the filing of an Open Meeting

Law violation complaint. City Manager West continued stating that the FAA never stated that this was a

risky venture and his appreciation of Mr. Trout’s clarification of what was said by the FAA and his belief

that there is a big difference between those statements, he acknowledged that anyone would consider it

the least desirable from the safety perspective as it is the most congested spot that is being proposed; he

noted supportive comments made by Hal Phillips and Randy McCoy, his communication with the

Airport’s consultants who indicated that the proposal was pretty normal, the difference between what is

being proposed and what had occurred with the helicopter accident at the airport and his discussion with

the insurance carrier to which the response had been that the proposal seemed normal and they had no

problem with it; he concluded by saying that he felt that the Airport Board had done a great job in

researching all of the factors as well as holding lengthy discussion at meetings and that what has occurred

is a difference of opinions and that he felt that the Airport Board had made a very good decision based on

a lot of factors and while he is sorry that it was contested and a split vote, he believes it was an

appropriate vote for the right reasons.

Brad Wigglesworth, an Airport Board member, offered comments as to City Manager West’s

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reference to comments made by Randy McCoy, indicating that Mr. McCoy’s support of the proposal was

in reference to the location of his hangar which is in a different area than where the helicopter would be

landing; he continued discussing the airport consultants and the FAA inspector who made their comments

based on viewing the site on Google Earth which does not show all the hazards present in the confined

area as well as the airport consultants reference to air taxing into the area as opposed to a full power

approach into the area; he further noted the lack of anything in writing from either the consultants or Mr.

McCoy and concluded by observing that this is a matter of risk to public safety versus convenience and

that he has not heard any good reasons to allow but has heard a number of reasons to not allow and this is

not a matter of money but of public safety.

City Manager West offered further comments stating that his discussion with Mr. McCoy had to

do with the specific location not the location of Mr. McCoy’s hangar and that Armstrong Consultants had

Auto CAD maps of the area and as the consultants for the airport have visited the site and knew exactly

which location was being discussed; he further commented on the attendance by the MedX AirOne

representatives at the Airport Board meetings and their concerns about the proposal to tow the helicopter

to the hangar.

Tom Fransway offered further comment about a discussion he had with Mr. McCoy at which Mr.

McCoy had indicated that he did not say that the proposed site would be a safe place to land but that he

had no objection to the area by his hangar; he further responded to Mr. West’s comments about the

concerns voiced by MedX AirOne about landing on mobile pads.

No further public comment offered.

Councilman Owens, the City Council’s representative to the Airport Board stated that he had

been in attendance at all Airport Board meetings since this issue started and a couple of things have been

said that he has concerns about; one that if Mr. West says something to the Airport Board, he has no

doubt that it is accurate, that not once did he know how Mr. West stood on the issue, he just provided the

facts and two the Airport Board took the matter seriously at every meeting and to his knowledge the

alleged open meeting violation has not been returned as a violation so the Board has not broken the law;

Councilman Owens continued noting that the two board members he sat between were helicopter pilots

and they had chosen to accept the less safe way and agreed that it is a very typical way for helicopters to

land, he commented on the mobile platform discussion and the information provided as to the difference

between that and landing on the ground and how that resulted in the choice to not go that way.

Councilman Owens suggested that after this many meetings, this much discussion and the three to two

vote it is time to move on; he stated his comfort with the action taken.

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Chairman Brissenden stated her understanding of the need to respect the various boards and how

they make their decisions but that when it comes to public safety that is the number one responsibility;

she questioned why would the Board want to set this kind of precedence and suggested that it was time

for MedX AirOne to be good neighbors and abide by the rules that state that helicopters land on the

helipad; she continued questioning why an exception should be given and questioned whether an

exception even existed when discussing public safety; she noted that the consultants had viewed the site

through Google Earth but she did not believe they had actually come and viewed the location and while

the FAA had actually viewed the site they indicated it was probably the highest liability; she concluded

by asking why this is even being questioned when it has to do with public safety and the public is who all

of these boards serve and stated her support to veto the Airport Board’s decision.

Mr. Trout offered comment from the audience clarifying that Mr. West had indicated that the

consultants have made field trips to the airport. Chairman Brissenden stated that if they had viewed the

site then she would withdraw that part of her comments but reiterated her concerns about public safety

and the setting of precedence. Chairman Brissenden called for a motion.

The following motion was made by Commissioner Bell and passed with Commissioners Bell,

Amos and Cerri voting aye and Chairman Brissenden and Commission French voting nay:

That the Commission does not veto the Airport Board’s action.

Chairman Brissenden stated that Commissioner Bell’s motion carried on a three to two vote.

Mayor Putnam stated that, as no motion was made by the City Council, she would ask for public

comment. Mayor Putnam offered comment about the concern about safety in the area noting that if some

engine activity is going to be excluded in an area then all engine activity should be excluded so all aircraft

should be towed if it is truly a safety concern and she suggested if the Airport Board wanted to bring that

up at a later date it might be something to consider.

Mayor Putnam adjourned the City Council portion of the meeting at 11:37 a.m.

Based on inquiries from the audience Mayor Putnam asked the City Attorney if a motion is

required. City Attorney Maher responded from the audience that the Council could make a motion if they

wanted but they did not have to. Mayor Putnam asked the Council if they wished to make a motion. The

Council concurred they did not. Mayor Putnam re-adjourned the City Council portion of the meeting at

11:38 a.m.

CONSIDERATION OF AND POSSIBLE APPROVAL OF GRANTS AND CASH DONATIONS

TO COMMUNITY SERVICE GROUPS AND SPECIAL EVENTS TO BE HELD AT THE

WINNEMUCCA EVENTS CENTER AND FAIRGROUNDS:

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VITALITY UNLIMITED IN THE AMOUNT OF $8,000 TO ASSIST IN PROVIDING SERVICES

TO THE CITIZENS OF HUMBOLDT COUNTY: Posted to the Agenda for review was a copy of

Vitality Unlimited’s letter of request for $8,000.00 and a copy of a brochure detailing the services offered

by the organization. Vitality Unlimited Chief Executive Officer Ester Quilici and Counselor Carmen

Martin appeared before the Commission on behalf of Vitality Unlimited. Ms. Quilici detailed Vitality

Unlimited’s services including Sage Counseling, its history in the community, the funding requested,

what the funding covers including statistics of individuals assisted, how the funding is leveraged to obtain

other funds and how the program works with other programs available. Commissioner Bell stated his

support but noted that the final decision on this would need to be made at the budget hearings.

Discussion occurred regarding how this program works with the Court and Commissioner French asked

why this funding is not included in the Sixth Judicial District budget. District Attorney Macdonald noted

that this program is used a lot by the Union Township Justice Court as well. Ms. Quilici reviewed the

services available in the County which are separate from the Court. Ms. Martin commented on the sliding

fee scale used for clients and how payments are handled. Commissioner French offered his support for

the program but stated that he would need some additional time to consider to what extent funding should

occur and what the justification is for that funding; he offered the following motion which passed

unanimously:

To continue our relationship with Vitality Unlimited in Winnemucca and to make the

decision at a later time relative to the level of funding, specifically during the County’s

budget process.

APPROVAL OF AN EXTENSION THROUGH MAY 30, 2030 TO THE LEASE AGREEMENT

WITH WINNEMUCCA DOMESTIC VIOLENCE SHELTER FOR COUNTY OWNED

PROPERTY AT 559 MELARKEY AND 559 ½ MELARKEY STREET: Posted to the Agenda for

review was a copy of the proposed Lease Agreement between Humboldt County and Winnemucca

Domestic Violence Shelter. Administrator Mendiola explained that this is an agreement that has been in

place for some time, that this group just received a grant to do repairs to the building which are occurring

now, that the end date has been extended to 2030, that language has been added to allow for review every

three years as opposed to annually and both the County and the WDVS have reviewed the document. The

following motion was made by Commissioner Bell and passed unanimously:

To extend the lease agreement with Winnemucca Domestic Violence Shelter through May

30, 2030.

CONSIDERATION OF, DISCUSSION AND POSSIBLE ACTION REGARDING

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MODIFICATION, RENEWAL OR CANCELLATION OF THE INTERLOCAL AGREEMENT

WITH PERSHING COUNTY FOR CONFLICT COUNSEL: Posted to the Agenda for review was a

letter from the Humboldt County Public Defender Matt Stermitz to Administrator Mendiola setting forth

his thoughts related to canceling the contract with Pershing County for conflict counsel. County Public

Defender Matt Stermitz appeared before the Commission. Mr. Stermitz explained what had occurred

when this process was created and the issues with the conflict counsel service provided by the Pershing

County Public Defender including days of availability, non-use of the office space provided by the

County, parole hearings coverage, no obligation for early case conference settlement process and how that

increases costs for County departments including the Sheriff’s Office, the Courts and the District

Attorney’s Office. Discussion occurred regarding how the original proposal was created, the costs

involved, how to cover the services if the contract is cancelled and who should be involved in that

process. The following motion was made by Commissioner Bell:

To send notice to Pershing County that Humboldt County is terminating the contract.

District Attorney Macdonald reviewed the language of the contract and offered suggested

language for the motion.

The following amended motion was made by Commissioner Bell and passed unanimously:

To draft a termination letter and authorize the Chair to sign and send said notice to

Pershing County with a return acknowledgment.

Administrator Mendiola suggested that item 18 be taken out of order as there are out of town

people who are waiting involved in that item. The Chairman and Board concurred.

ADMINISTRATOR’S OFFICE: Brenda Willey, Administrative Assistant, appeared before the

Commission.

APPROVAL OF 2015 COMPENSATION AND CLASSIFICATION STUDY FOR HUMBOLDT

COUNTY: No attachments included with posted Agenda. Ms. Willey indicated that copies of the

classification studies were being provided to the Commission for review including a spread sheet showing

comparable class 3 entities; she noted that this process is done annually and reviewed the information

contained at the beginning of the documentation noting that this information has been the same for many

years and is always reviewed prior to the Commission’s discussion; the Commission had no questions

regarding the information reviewed. Ms. Willey began the overview of the classifications reviewed with

recommendations including:

Road Department - Assistant Road Superintendent - Recommendation to create in class of 110. Ms.

Willey noted the job description and comparable information attached to the study. Administrator

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Mendiola explained that this is not a new position that previously there was a position identified as Chief

Mechanic and the person that held that position has retired, the decision was to re-classify the position in

order to bring an individual in with management skills in order to be prepared for the future retirement of

the current road superintendent and the intent would not be to back fill the assistant position if the

individual in that position becomes superintendent but instead to go back to a chief mechanic position,

depending on how any new superintendent wanted to handle it.

District Attorney - Chief Deputy District Attorney Criminal & Chief Deputy District Attorney Civil -

Recommendation would be to create the two new positions and keep both at the range of 170 which is the

same as the Chief Deputy position now. District Attorney Macdonald explained his request for this

classification study/change. Ms. Willey noted the use of Class 3 counties as comparables and reminded

the Commission that Humboldt likes to stay within 5 % plus or minus of the mean. Commissioner Cerri

asked about the ranges. Ms. Willey explained how the ranges work within the salary matrix and how the

formula is used.

District Attorney/Child Support - Caseworker III - Recommendation would be to create and place in the

range of HCEA 24. District Attorney Macdonald explained his request for this classification study noting

that this is not a new position.

Communications - Technician Assistant - Recommendation is that no classification be approved at this

time.

Sheriff - Central Control Operations Supervisor - Recommendation is that no classification be approved at

this time. Ms. Willey noted that the prior Sheriff requested this classification in 2013 which was denied

at that time but that he later took action to create this position outside of an official classification study

but that a small study was done to provide an opinion/analysis of where the position should be placed

within the ranges. Ms. Willey further noted that she had requested the assistance of POOL/PACT Human

Resources on this request given that this classification has been requested several times but that

POOL/PACT had found the recommendation of no reclassification is justified and she reviewed the

comments provided by the POOL/PACT representative as well at what the difference is between this

position and the Dispatch Supervisor. Sheriff Mike Allen appeared before the Commission and stated his

disagreement with the recommendation as he believes the individual in the position is working out of

class and explained his issues with how the study and comparisons are done due to differences in the

counties as well as what the responsibilities are of the position. Jeanne Green, POOL/PACT Human

Resources General Manager appeared before the Commission and discussed an overview that was done in

2014 of all the compensation practices of Humboldt County including compliance with employee pay

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practices, exempt job descriptions and independent contracts and that following that overview

recommendations were made back to the County and the County is now in the process of implementing

those recommendations which is a lengthy process. Ms. Willey asked Ms. Green for input related to the

central control position and what functions have to change before someone is reclassified. Ms. Green

noted that she is not real familiar with this specific example but commented that under the premise and

overall philosophy of classification once a position is established, for it to be reclassified, there has to be

significant change in the duties, responsibilities and qualifications of the position and absent that change it

should not be re-classified.

Administrator’s Office - Human Resources Director - Ms. Willey noted that this a reclassification request

that came about because of the study that Ms. Green just referenced. Ms. Willey noted that this

classification is for her so she turned the matter over to Administrator Mendiola for presentation.

Administrator Mendiola explained that from the study one of the positions that was found to be working

out of class was Ms. Willey’s position and that when referring to her current job description everything

related to human resources says “assists” which indicates help the Administrator to handle the duties;

Administrator Mendiola continued discussing the increase in personnel issues in the last year and the

surprise expressed by other counties of a similar size that Humboldt did not have someone specifically

assigned to human resource issues as well as Jeanne Green and John Bates of POOL/PACT’s belief that

this is essentially what Ms. Willey has been doing. Administrator Mendiola stated his belief that this is a

position that is really important and badly needed; he explained in what manner the position acts with the

employees. Administrator Mendiola commented that while he does not really want to create a new

position at this time but as Ms. Willey has been handling these duties, working out of class, so he is

requesting a new classification; he noted that the re-classification would result in a pay increase because

of the increased responsibilities.

Audience member Lewis Trout asked how a sexual harassment matter would be handled

currently. Administrator Mendiola responded. Following discussion Mr. Trout offered his opinion that it

would be logical that this position exist. Administrator Mendiola commented on times/reasons

employees did not wish to speak to him about employee issues.

Commissioner French stated that it is important to understand that this position has been filled in

the past but that the person has been working out of class and that it has now been identified to the

County that she has been working out of class so it is incumbent on the Commission to follow that

independent evaluation, regardless of who the person is; he further noted that based on the handout

provided all counties similar in size to Humboldt do have HR managers or directors. Commissioner Cerri

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asked with this reclassification, if Ms. Willey, would still work as the Administrative Assistant.

Administrator Mendiola stated that her job would not change in terms of all of the administrative duties

though some of them, primarily clerical duties, will be passed on to his other employee, Mrs. Bannister,

given that the human resources position will be a big job. Commissioner Cerri asked if that would mean

that Mrs. Bannister would need to be reclassified. Administrator Mendiola stated anything is possible and

noted the position that is being filled in Planning and the intent to use that position in the Administrator’s

Office as well. Commissioner Cerri stated his agreement that people should be paid for the duties they

are doing but asked what the consequences as to budget will be with these changes. Administrator

Mendiola responded that in some cases none, as with the District Attorney’s position and he noted that a

number of long time employees have retired and the replacements for those positions come in at

significantly less which results in a budget savings. Commissioner Cerri asked about the salary range for

the HR director and how that was determined. Administrator Mendiola responded that was the purpose of

a comp study to determine in what range the position would be paid. Ms. Willey noted the attempt to

keep it within plus or minus 5% and noted the .09 was the midpoint and explained how the midpoint was

determined. Administrator Mendiola commented on the factors considered including such things as

service years. Ms. Willey corrected a statement made earlier related to the District Attorney’s position

noting that there will be an increase with that reclassification. Administrator Mendiola clarified that he

meant the overall budget.

Comptroller Schmidt asked how this would affect the payroll person in her office, as that position

does a fair amount of HR duties such as the new hire, matrixes etc., would this HR position take those

duties over or would the position oversee the payroll staff. Administrator Mendiola stated that those

duties currently handled in the Comptroller’s Office would transfer to the HR person except for payroll;

he noted that would include the work with benefits. Ms. Willey noted that the study indicated that

Humboldt County was unique in having those duties with the financial department.

Planning - Administrative Clerk IV/hybrid: Ms. Willey noted that a waiver had been granted previously

for the Administrative Clerk IV position in Planning and this request would be to reclassify the position to

allow for job sharing with the Administrator’s Office which is not identified in the current classification

and to leave the position at the range 21 which is the same as the Administrative Clerk IV.

Library - Library Technician IT: Recommendation is that no classification be done at this time as

Humboldt County’s direction is that all Information Technology personnel are hired out of the IT

Department and instead to refer the Library to work with that department to address their needs. Ms.

Willey noted that the Library classifications as a whole have not been reviewed in over ten years and the

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suggestion would be to look at those classifications but not as part of a regular study since it would be a

whole department perhaps in 2016; she further recommended involving the new Library Director in that

study.

Library - Assistant Library Director: Ms. Willey noted that this position was reviewed as to updating the

job description/classification but that no compensation study is being done at this time.

Justice Court - Ms. Willey explained that several years ago the Court Administrator for the Justice Court

retired and at that time the Justice of the Peace chose not to fill the position but to separate the duties

between the two employees who served as Court Clerk IIIs; Ms. Willey stated that this had been

determined to be working out of class due to supervisory duties assumed and so two new classifications

had been created for Civil and Criminal but that no change had been made to the range or compensation,

it was just an update to the current classification to reflect the change.

Ms. Willey referred the Commission to the summary document that had been provided to them

for review. Chairman Brissenden asked the Commission if they had any questions or concerns about the

recommendations. Administrator Mendiola noted that usually the Commission treats this as one item but

that they could pull out the item or items and act individually if they chose. District Attorney concurred

noting as long as it is clear for the Board and the record. Chairman Brissenden indicated her only

question was to the Control Room Operator. Commissioner French referred to what Ms. Green and the

Sheriff had indicated related to no new duties being added to the position since the last classification

study which would mean that it does not qualify for a re-classification. Ms. Willey noted that was also

Humboldt County’s policy. Commissioner Cerri asked, if by approving the new classifications for new

positions, would the Commission be approving the hiring of those positions at this time as well.

Administrator Mendiola said no, this is only the classifications for those particular positions, the hiring of

those positions such as the Assistant Road Superintendent or the HR position is a decision that would

need to be made during budget time.

Audience member Lewis Trout inquired if the control room operator position was misclassified

when it was set up by Sheriff Kilgore and whether that would be the reason to re-classify the position.

Ms. Willey responded that in 2013 when the position was placed in a range, it had been assured that it had

been property classified based on the study and recommendation at that time. The following motion was

made by Commissioner Bell and passed unanimously:

To approve the 2015 Compensation and Classification Study for Humboldt County as

presented.

CONSIDERATION OF AND POSSIBLE APPROVAL OF AGREEMENT WITH DATAPRO

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SOLUTIONS INC. FOR NOVA TIME 5000 SAAS LABOR COST MANAGEMENT SYSTEM TO

PROVIDE EMPLOYEE TIME MANAGEMENT: Posted to the Agenda for review was a copy of the

NOVAtime 5000 SaaS Labor Cost Management proposal for Humboldt County from DataPro Solutions

Inc. Administrator Mendiola explained why this system is being looked at including findings from the

POOL/PACT audit and the need to streamline labor management and to help with the issues related to

items such as overtime. Joe Gleason of DataPro Solutions Inc. appeared telephonically and provided an

overview of the system and answered questions related to updating the system, how the process would

work in a rural location, how to address the lack of smart phones for all departments, the ability to

coordinate with Advanced Data Systems on their part of the payroll process, the costs for the program, the

contract length, the up-front costs and the guarantee that if integration does not work the process will not

go forward. Discussion occurred regarding the budget issues and the belief that this will result in a

savings and is worth the initial costs. After discussion the following motion was made by Commissioner

Bell and passed unanimously:

To approve the agreement with DataPro Solutions Inc. for NOVATime 5000 SaaS Labor

Cost Management System as presented.

UPDATE BY RONALD RADIL, EXECUTIVE DIRECTOR REGARDING WESTERN NEVADA

DEVELOPMENT DISTRICT ACTIVITIES: Administrator Mendiola noted that this item (14) would

not be done today as Mr. Radil was unable to attend and so it would be moved to a future meeting.

CONSIDERATION, DISCUSSION AND POSSIBLE APPROVAL OF APPOINTING A COUNTY

COMMISSIONER TO VACATED HOSPITAL BOARD COMMISSIONER SEAT ON THE

HUMBOLDT COUNTY HOSPITAL BOARD: No attachments included on the posted Agenda.

Commissioner Bell asked if there was a proposal on this issue that the District Attorney had not yet

reviewed; he noted that he has not had the opportunity to see it either. District Attorney Macdonald stated

that he had received a memo from O. Kent Maher which questioned the validity of the County Ordinance

that directs that the County Commission has an appointed member on the Hospital Board, the opinion

indicates a distinction between a County Hospital and Hospital District; he noted that a copy of the memo

had been provided to the Administrator but that neither his Office nor the Administrator have had an

opportunity to review and research the information provided to offer a recommendation to the Board and

so he would like additional time to review. Administrator Mendiola stated that he had received the

information and that he could provide a copy to the Commissioners but that he had not included it as part

of the agenda packet as it was very complex and he felt the District Attorney’s Office needs to weigh in

on it and there had not been sufficient time for that so that was why the agenda item was kept specific to

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the appointment to the currently vacated hospital board seat.

Lewis Trout appeared before the Commission and provided a copy of page one of the Hospital

Board by-laws as a handout; he offered public comment encouraging the Commission to take action on

this item today referring the Commission to the by-laws setting forth the membership of the Hospital

Board and the manner in which those positions are filled and to the 2014 ballot question related to a

County Commissioner serving on the Hospital Board which was supported overwhelmingly by the voters.

Mr. Trout continued stating that the legal question is, when the hospital district was created in 1985, was

the position legally allowed and noted that the Legislature to date has not ordered the Commission to

abolish the position on the board nor has it rescinded the County’s authority under which the 1985 district

was created to have such a position on the board, that the Hospital Board’s own by-laws which were

reviewed extensively by their legal counsel, Mr. Maher in 2009 provide for the position; he noted that the

practice had not been questioned when prior Commissioners were appointed to the position. Mr. Trout

stated that it is clear that this is some sort of non-governance action and he questioned who Mr. Maher

represents in his proposal and correspondence to the Commission noting that the Hospital Board has not

initiated any action to change the by-laws. Mr. Trout concluded by stating that this is an end run around

the vote of the people, that a judicial remedy is available as noted by Mr. Dolan earlier and that it is

within the rights of the Commission to appoint a member to the Hospital Board.

Commissioner French agreed that until two years ago this was never an issue but since then

continued efforts have been made to remove Commissioner Brissenden, there was an elected position on

the Board that was left vacant for fifteen months because they decided they liked it with five members

and the bottom line is that it appears that this is an opportunity, once again, to manipulate the make-up of

the Board even though the Commission is just trying to appoint a Commissioner based on the Hospital

Board’s own by-laws; he commented on the need for this oversight as the Commission and the general

fund of Humboldt County are the safety net for that hospital if it goes under. Commissioner Bell stated

his disagreement with that statement. Commissioner French disagreed stating that he has asked that

question and the County has the statutory responsibility, even if it were to go from a public district

hospital to a private hospital, if it is sitting in Humboldt County, the County has the responsibility to

maintain that service. Commissioner Amos and Commissioner Bell disagreed and Commissioner Bell

indicated that when Pershing County’s hospital had its issues it was the State that had stepped in.

Commissioner French agreed that the State was taking control of the finances but stated that the ultimate

responsibility for this hospital, if you look at it, belongs to Humboldt County; he further noted the assets

that belong to Humboldt County that are at the site. Commissioner French stated his lack of

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understanding of the resistance to having a County Commissioner on the board to represent the interests

of Humboldt County’s budget and its assets as well as his concern for the attempts to control the board

and control the ability of the County Commission to take action. Commissioner French concluded by

stating his support with making an appointment to the Hospital Board and, if there are issues with that

appointment, making a legal challenge to allow the Court to determine the issue.

Commissioner Bell stated that he had no issue with what Commissioner French was stating but

noted that even without the Commission appointee the people are represented by the five elected

members of the Hospital Board. Commissioner Amos commented on the reason there is a Commission

appointee to the board and suggested that the County let them have the hospital as the County does not

have enough funds to run it and only owns the ground. Commissioner Bell continued stating that he did

not have a problem putting a person on the board but asked that the issue of whether or not that is correct

and whether the County or State statute applies be reviewed by the District Attorney. Commissioner

French again stated his support for appointment of a Commissioner to the board and suggested that if

someone wants to trump that decision then the person can be removed from the Board; he again noted that

the appointment is included in the current by-laws of the hospital, that this was not an issue until two

years ago and the need to have someone on the board to represent the interests of Humboldt County.

Commissioner Cerri stated that he felt the Commission would be derelict in their duties as this

matter was on the ballot and a majority of the voters agreed that they wanted to see a Commissioner on

the Hospital Board but he questioned if it should be done today or if it should wait until after the election

to see who is on the Commission and then decide who to appoint to the Board. Commissioner French

admitted that he had thought of that issue but believes to keep continuity on the Hospital Board the

appointment needs to occur now and so he would volunteer to serve in that position until the end of the

year and then the decision could be made as to which Commissioner would serve. Commissioner Bell

concurred and stated that he did not have an issue with a commissioner being on the Board. Chairman

Brissenden disagreed with Commissioner Bell’s statement. Commissioner Bell stated his previous issue

had been due to the number of ties that were occurring with a six member board but noted that he did not

have a problem with going forward with the appointment as long as a legal review is done.

Lewis Trout commented on the ballot question previously put forth as well as methods available

for avoiding tie votes related to the appointment of the Chief of Staff as a voting member of the Board; he

further stated that the Hospital Board never voted to end the county position though they did discuss

informally that a five member board was better than a six member board for avoiding ties and the way to

remedy that without cutting the county position. Mr. Trout continued discussing the lack of legal

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challenge to the arguments put forth by the ballot committee against abolishing the county position and

the legal review done by the District Attorney of the arguments put forth by the ballot committee in favor

of abolishing the county position and the finding that they needed editing but on the other side no

challenge was filed whatsoever. County Clerk Spero commented on the duties of the County Clerk to

review the arguments presented on a referendum question and what is looked at noting that it is not the

same as a legal review of the argument as she only looks for a misstatement of fact; she agreed that no

legal challenges were filed but noted that she was not even sure what the process would be for that in this

situation as the question only asked for an opinion. District Attorney Macdonald concurred noting his

Office’s duty to assist the Clerk in the review but explained that there is not a full legal research to

determine the validity of an argument. Mr. Trout agreed but noted the ability to challenge the arguments

given and the lack of said challenge; he continued noting the voters’ approval of the position remaining

on the Hospital Board and observed that during the entire process there was a lack of a legal challenge, all

that was offered was the opining of one attorney who never identified who his clients were.

Commissioner Bell stated his agreement with Commissioner Cerri’s comments but suggested that

nothing will be solved unless the legal question is answered and that is his concern. Mr. Trout indicated

that the ballot committee had reviewed the action that occurred in 1985 to create the hospital board and

that review concluded that the Board at that time acted appropriately and in compliance with the statute at

that time; he agreed with Mr. Maher’s statement that under today’s statute a hospital board could not be

created with a commission representative but the prior action is grandfathered in and no challenge was

made to the topic when the Hospital Board Trustees adopted the by-laws in 2009 and no other challenges

have been put forth since Mr. Maher has been the legal counsel for the Hospital Board beginning in 1987;

he concluded by suggesting the appointment be made and then a legal challenge can be filed.

Commissioner Bell commented on the ties that have occurred with the Hospital Board and stated

that is what brought this matter to a head not personalities or anything like that; he also noted that he had

a discussion with the Ethics Commission and they had questioned why there would be a six member

board.

Chairman Brissenden stated that she is the Hospital Board member who had stepped down due to

personal reasons but that she fully supports oversight by the County Commission from now until the new

person comes in as she believes the Commission owes that to the people.

The following motion was made by Commissioner Cerri:

To appoint Commissioner French until after January 2017 when the new Commissioners

come on to the Commission, to sit in replacement of Commissioner Brissenden on the

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Hospital Board.

Discussion occurred as to the period of time for the appointment and the Commission agreed that

it would be until the annual appointments to committees are made in January. Chairman Brissenden

called Commissioner Cerri’s motion to a vote and it passed unanimously.

CONSIDERATION, DISCUSSION AND POSSIBLE ACTION APPROVING RESOURCE

CONCEPTS, INC. (RCI) CONSULTING SERVICE TO PROVIDE ON-CALL GUIDANCE

RELATED TO LAND USE ISSUES: Attached to the Agenda for review was a letter from John L.

McLain of Resource Concepts Inc. detailing what RCI can provide the County related to on-call support

for public lands issues and a proposed Independent Contractor Agreement. Commissioner Cerri

explained the request as to what services and resources can be provided by RCI related to a variety items

such as the County’s water plan, natural resource issues or BLM issues: he explained that with a

commitment of funds of the County’s choosing that with this agreement the County would have the

ability to contact them for assistance at any time. Administrator Mendiola commented on his

understanding of what RCI is offering. Commissioner French agreed with Administrator Mendiola’s

comments and noted that RCI is a top shelf firm but suggested that they should be Plan B and that Plan A

should always be the Nevada Association of Counties’ Public Lands/Natural Resources Coordinator.

Commissioner Cerri noted the benefits that RCI could offer related to the endeavor with CSI and the

communications project. Commissioner Bell asked about how to handle it relative to the budget.

Commissioner Cerri suggested that it be included in the upcoming budget workshop as it is not contained

in this year’s budget. Chairman Brissenden asked if this item requires a motion. Administrator Mendiola

suggested that no motion is required as this item was just to gain the Board’s interest in proceeding with

this and it could be included in the budget hearings to determine what amount should be identified for

this. District Attorney Macdonald commented on the need to look at how the County would enter into a

professional services contract and what would be required for doing that; he noted the benefit of having

that process in place. Commissioner French suggested that a representative of RCI be present to assist

with the process due to their experience/knowledge. The Board concurred.

PRESENTATION BY DEMAR DAHL, ELKO COUNTY COMMISSIONER, REGARDING THE

NEVADA LANDS COUNCIL AND ITS SUPPORT FOR HR1484 INTRODUCED BY

CONGRESSMAN AMODEI: The Agenda stated that the resolution from the Nevada Land

Management Task Force became SJR1 and was passed through the Nevada State Legislature and signed

by the Governor during the last session with the intent of transferring federal land to the States; SJR1 was

the template for HR 1484; Commissioner Dahl is requesting financial support for the effort by the Nevada

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Lands Council and consideration and possible action allocating County funds in financial support of the

Nevada Lands Council. No attachments included on the posted Agenda. Chairman Brissenden noted that

this item had been presented at the February 16th Commission meeting but that the item had been tabled to

allow Commission Cerri, who was not in attendance at that meeting, input. Commissioner Cerri noted

that he had not spoken to Commissioner Dahl about this issue but he understood that this was an offshoot

of the American Lands Council; he noted that he and a number of his constituents support the transfer of

federal land to the State but he is aware that a number of other boards and committees oppose this

proposal and that he is not sure that the proposal has been sold well as the public does not trust it.

Commissioner Cerri again stated his support but questioned whether this request should be decided at this

time or discussed during budget hearings. It was noted that the cost would be $4,000.00 annually.

Chairman Brissenden observed that it is similar to the America Lands Council which the Commission had

previously rejected joining; she asked what the protocol was for the spending of funds and what is the

funding used for. Commissioner French commented about the use of tax payer dollars if it is not known

where the funding is being used, how it is being allocated and if it is being used in a way that is statutorily

allowed; he continued noting a concern about a public entity funding lobbyists and questioned if that is

appropriate. Commissioner French stated the need to support Commissioner Dahl both in concept as well

as policy but questioned the Commission offering fiscal support unless the question as to the use of the

funding can be answered. Commissioner Cerri agreed that there were unanswered questions including

which other Counties have joined the group. Commissioner Bell agreed noting that this effort is an

important one and needs support but wondered if this is the right tool to do that. Administrator Mendiola

suggested that if the County is going to spend money then he would like to see the business plan and a

time frame. The Board concurred. The following motion was made by Commissioner Cerri and passed

unanimously:

To contact Commissioner Dahl and indicate that the Commission has deferred a decision

on this with regard to the financial support of it until the County’s budget cycle and until

the questions brought up today can be answered adequately.

CONSIDERATION AND POSSIBLE APPROVAL OF 2017 AGREEMENT TO USE ACCOUNT

FOR LOW INCOME HOUSING WELFARE SET-ASIDE FUNDS BY HUMBOLDT COUNTY:

No attachments included with posted Agenda. Clerk Spero informed the Board that Deputy District

Attorney Carr had not had time to fully review this agreement and so it was being tabled until that

occurred. The following motion was made by Commissioner French and passed unanimously:

To table.

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CONSIDERATION AND POSSIBLE APPROVAL OF AGREEMENT WITH STERLING

CODIFIERS, INC. TO CODIFY THE HUMBOLDT COUNTY CODE AND INCLUDE ON

COUNTY WEBSITE FOR PUBLIC ACCESS: No attachments included with posted Agenda. District

Attorney Macdonald handed out two copies of the contract, one which is the draft provided by Sterling

and the second which includes the amendments that Deputy District Attorney Carr put together and

returned to Sterling. District Attorney Macdonald reviewed the amendments as offered and explained

that Deputy District Attorney Carr had provided the contract as amended to the Sterling representative but

he would not support the amendments and would stand by the contract as originally presented. District

Attorney Macdonald asked for direction from the Commission on how to proceed noting that the

amendments offered did not result in any cost difference and were just standard legal language that is

included regularly in contracts. District Attorney Macdonald offered to contact the Sterling representative

to see if something could be worked out and to present the matter at the next meeting. The Board

concurred. Discussion occurred regarding looking into using another company for the codification and it

was noted that Sterling is willing to provide the County credit for payments previously made.

County Clerk Spero noted that Commissioner French had not done his commission report yet.

Commissioner French stated that he would defer the report to the next meeting.

PUBLIC COMMENTS: Chairman Brissenden asked for public comments. Shelly Smith appeared

before the Commission on behalf of the Senior Class at Lowry and thanked the Commission for their

contribution.

ADJOURNMENT: Chairman Brissenden adjourned the meeting at 3:12 p.m.

ATTESTED: ______________________________ APPROVED: _________________________

Clerk Chairman

(Minutes approved by the Commission and signed by the Chairman on ___________________)

29

30

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FUND NO. 100 GENERAL FUND DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DONNA M TURFA 000754 144364 5/16/16 100-000-30180-000 #3537-14-151-001 REFUND OVERPAYMENT 105.65 VENDOR TOTAL $105.65 $.00 $105.65ROLFE SCHWARTZ DBA 001657 144241 5/16/16 100-000-31150-000 VACCINATIONS APRIL 2016 VACCINES 20.00 VENDOR TOTAL $20.00 $.00 $20.00IMELDA MENDIETA 002043 144388 5/16/16 100-000-30180-000 #3638-31-230-006 OVERPAYMENT TAXES 18.58 VENDOR TOTAL $18.58 $.00 $18.58STATE OF NEVADA 002514 144173 5/16/16 100-000-31141-000 MOBILE HOME PERMITS APRIL 2016 PERMITS 7.50 VENDOR TOTAL $7.50 $.00 $7.50LINDA G DEPAOLI 005077 144420 5/16/16 100-000-30180-000 REFUND OVERPAYMENT REFUND OVERPAYMENT 42.52 VENDOR TOTAL $42.52 $.00 $42.52DAVE PARDUN 005748 144435 5/16/16 100-000-30189-000 EXCESS PROCEEDS EXCESS PROCEEDS 175.67 VENDOR TOTAL $175.67 $.00 $175.67STATE OF NEVADA 005749 144436 5/16/16 100-000-30189-000 EXCESS PROCEEDS EXCESS PROCEEDS 45,106.71 VENDOR TOTAL $45,106.71 $.00 $45,106.71HONGLI YU 005751 144438 5/16/16 100-000-30180-000 TAXES OVERPAYMENT TAXES 46.12 VENDOR TOTAL $46.12 $.00 $46.12AUDREY SIEDENBURG 005752 144439 5/16/16 100-000-30180-000 OVERPAYMENT TAXES OVERPAYMENT TAXES 23.68 VENDOR TOTAL $23.68 $.00 $23.68CHRISTLIFE FAMILY 005753 144440 5/16/16 100-000-30180-000 TAXES OVERPAYMENT TAXES 6.43 VENDOR TOTAL $6.43 $.00 $6.43FIRST AMERICAN TITLE 005754 144441 5/16/16 100-000-30180-000 OVERPAYMENT TAXES OVERPAYMENT TAXES 95.60 VENDOR TOTAL $95.60 $.00 $95.60DIANA F PADUA 005755 144442 5/16/16 100-000-30180-000 OVERPAYMENT TAXES OVERPAYMENT TAXES 62.13 VENDOR TOTAL $62.13 $.00 $62.13HOME RANCH LLC 005756 144443 5/16/16 100-000-30180-000 OVERPAYMENT TAXES OVERPAYMENT TAXES 28.50 VENDOR TOTAL $28.50 $.00 $28.50MARIAM Y HALAOUI 005757 144444 5/16/16 100-000-30180-000 TAXES OVERPAYMENT TAXES 14.63 VENDOR TOTAL $14.63 $.00 $14.63

DEPARTMENT TOTAL $45,753.72 $.00 $45,753.72

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FUND NO. 100 GENERAL FUND DEPT NO. 001 COMMISSIONERS EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

QUILL CORPORATION 000142 144213 5/16/16 100-001-52010-000 OFFICE SUPPLIES #5267572 37.37 144213 5/16/16 100-001-52010-000 OFFICE SUPPLIES #5274832 76.99 VENDOR TOTAL $114.36 $.00 $114.36OFFICE PLUS 000376 144402 5/16/16 100-001-52010-000 OFFICE SUPPLIES #575802-0 562.31 VENDOR TOTAL $562.31 $.00 $562.31NACO 000617 144361 5/16/16 100-001-52062-000 MENDIOLA, FRENCH, BRISSDN REGISTRATION CONF 600.00 VENDOR TOTAL $600.00 $.00 $600.00

DEPARTMENT TOTAL $1,276.67 $.00 $1,276.67

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FUND NO. 100 GENERAL FUND DEPT NO. 002 ADMINISTRATOR EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DAVE MENDIOLA 004517 144314 5/16/16 100-002-52062-000 STATE SURPLUS REIMBURSE MILEAGE 178.20 VENDOR TOTAL $178.20 $.00 $178.20

DEPARTMENT TOTAL $178.20 $.00 $178.20

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FUND NO. 100 GENERAL FUND DEPT NO. 003 ELECTIONS EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

WINNEMUCCA PUBLISHING DBA 000171 144350 5/16/16 100-003-52012-000 CLOSE OF REGISTRATION #500002 55.31 144350 5/16/16 100-003-52012-000 NOTICE OF ELECTIONS #8011 358.00 VENDOR TOTAL $413.31 $.00 $413.31HUMBOLDT PRINTERS INC 003797 002516 5/16/16 100-003-52012-000 ABSENTEE BALLOT #41032 215.00 VENDOR TOTAL $215.00 $.00 $215.00

DEPARTMENT TOTAL $628.31 $.00 $628.31

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FUND NO. 100 GENERAL FUND DEPT NO. 004 CLERK EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

OFFICE PLUS 000376 144359 5/16/16 100-004-52010-000 SUPPLIES #575117 76.72 144359 5/16/16 100-004-52010-000 ENVELOPES #575117 93.14 VENDOR TOTAL $169.86 $.00 $169.86PETTY CASH - CLERK 000678 144362 5/16/16 100-004-52010-000 CHECK CHARGES REIMBURSE PETTY CASH 60.00 VENDOR TOTAL $60.00 $.00 $60.00HIGH DESERT MICROIMAGING 004011 144410 5/16/16 100-004-52014-000 DUPLICATION MICROIMAGING #34218 639.18 144411 5/16/16 100-004-52014-000 DUPLICATION MICROIMAGING #34206 653.18 VENDOR TOTAL $1,292.36 $.00 $1,292.36

DEPARTMENT TOTAL $1,522.22 $.00 $1,522.22

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FUND NO. 100 GENERAL FUND DEPT NO. 005 TREASURER EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

WINNEMUCCA PUBLISHING DBA 000171 144219 5/16/16 100-005-52018-000 TRUSTEE PROPERTY SALE #500076 214.80 144219 5/16/16 100-005-52018-000 TRUSTEE PROPERTY SALE #500076 214.80 144219 5/16/16 100-005-52018-000 TRUSTEE PROPERTY SALE #500076 214.80 VENDOR TOTAL $644.40 $.00 $644.40GINA RACKLEY 003445 144261 5/16/16 100-005-52024-000 POSTAGE REIMBURSEMENT 18.75 VENDOR TOTAL $18.75 $.00 $18.75

DEPARTMENT TOTAL $663.15 $.00 $663.15

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FUND NO. 100 GENERAL FUND DEPT NO. 006 RECORDER EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

KOFILE PRESERVATION 001588 144378 5/16/16 100-006-52097-000 SHELVING UNIT #215251 2,530.00 144378 5/16/16 100-006-52097-000 INSTALLATION #215251 300.00 144378 5/16/16 100-006-52097-000 FREIGHT #215251 484.36 VENDOR TOTAL $3,314.36 $.00 $3,314.36

DEPARTMENT TOTAL $3,314.36 $.00 $3,314.36

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FUND NO. 100 GENERAL FUND DEPT NO. 007 ASSESSOR EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

FLYERS ENERGY LLC 000038 144146 5/16/16 100-007-52049-000 FUEL TRAVEL/MEETINGS #CFS-1214976 25.39 VENDOR TOTAL $25.39 $.00 $25.39OPI 000778 144162 5/16/16 100-007-52020-000 COPIER #AR211521 42.99 VENDOR TOTAL $42.99 $.00 $42.99

DEPARTMENT TOTAL $68.38 $.00 $68.38

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FUND NO. 100 GENERAL FUND DEPT NO. 008 COMPUTER SYSTEMS EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CB BROWN CO INC 000069 144210 5/16/16 100-008-52010-000 POWER STRIP #819069 #440387 23.28 144210 5/16/16 100-008-52010-000 BATTERIES #819069 #442559 9.49 144210 5/16/16 100-008-52010-000 SUPPLIES #819069 1.60 VENDOR TOTAL $34.37 $.00 $34.37ADVANCED DATA SYSTEMS INC 001018 144234 5/16/16 100-008-52082-000 MONTHLY SUPPORT AGREEMENT #1604012 2,250.00 VENDOR TOTAL $2,250.00 $.00 $2,250.00DELL MARKETING LP 003088 144257 5/16/16 100-008-52010-000 KEYBOARD REPLACEMENT #XJX4M5JK8 37.49 VENDOR TOTAL $37.49 $.00 $37.49

DEPARTMENT TOTAL $2,321.86 $.00 $2,321.86

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FUND NO. 100 GENERAL FUND DEPT NO. 009 BUILDINGS & GROUNDS EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

GRAINGER INC 000063 144274 5/16/16 100-009-52010-000 HANDHELD BLOWER #832884936 231.88 VENDOR TOTAL $231.88 $.00 $231.88CB BROWN CO INC 000069 144276 5/16/16 100-009-52010-000 SUPPLIES #810423 216.28 144276 5/16/16 100-009-52088-000 SUPPLIES #810423 95.00 144276 5/16/16 100-009-52001-000 SUPPLIES #810423 22.26 144276 5/16/16 100-009-52009-000 SUPPLIES #810423 16.78 VENDOR TOTAL $350.32 $.00 $350.32TALLMAN LUMBER CO INC 000071 144277 5/16/16 100-009-52001-000 BEVELED EDGE SHEETROCK #384520 30.01 VENDOR TOTAL $30.01 $.00 $30.01HUMBOLDT COUNTY TREASURER 000097 144151 5/16/16 100-009-52033-000 APR/JUNE 2016 FAIRGROUNDS #5680 LANDFILL 107.90 144151 5/16/16 100-009-52033-000 APR/JUNE 2016 LIBRARY #5680 LANDFILL 107.90 144151 5/16/16 100-009-52033-000 APR/JUNE 2016 JUVENILE #5680 LANDFILL 161.85 144151 5/16/16 100-009-52033-000 APR/JUNE 2016 COURTHOUSE #5680 LANDFILL 647.40 144151 5/16/16 100-009-52033-000 APR/JUNE 2016 DETENTION #5680 LANDFILL 1,079.00 VENDOR TOTAL $2,104.05 $.00 $2,104.05BURNEYS COMMERCIAL 000184 144281 5/16/16 100-009-52088-000 SUPPLIES #R193220 394.44 VENDOR TOTAL $394.44 $.00 $394.44NORCO 000339 002489 5/16/16 100-009-52010-000 TANK RENTAL/SUPPLIES #18432667 60.33 002489 5/16/16 100-009-52010-000 CLEAR FACESHIELD WINDOW #18295465 11.34 VENDOR TOTAL $71.67 $.00 $71.67PLATT 000675 144284 5/16/16 100-009-52088-000 LIGHT BULB #J317944 50.94 144284 5/16/16 100-009-52088-000 LGD LED MOGUL BASE #J396044 588.00 144284 5/16/16 100-009-52001-000 LIGHT BULB #J386270 13.21 VENDOR TOTAL $652.15 $.00 $652.15AMERIPRIDE SERVICES, INC. 001835 002493 5/16/16 100-009-52010-000 LAUNDRY #1101607695 35.87 002493 5/16/16 100-009-52010-000 LAUNDRY #1101611385 29.20 VENDOR TOTAL $65.07 $.00 $65.07CDW GOVERNMENT INC 003672 144294 5/16/16 100-009-52010-000 INK HP PRINTER #CTV7732 171.91 VENDOR TOTAL $171.91 $.00 $171.91CARQUEST AUTO PARTS 003942 144297 5/16/16 100-009-52010-000 FIN CHARGE #SAL070433 .58 VENDOR TOTAL $.58 $.00 $.58

DEPARTMENT TOTAL $4,072.08 $.00 $4,072.08

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FUND NO. 100 GENERAL FUND DEPT NO. 010 COMPTROLLER EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

WINNEMUCCA PUBLISHING DBA 000171 144126 5/16/16 100-010-52010-000 3RD QTR BILL PUBLICATION #500067 770.00 144221 5/16/16 100-010-52010-000 BUDGET HEARING #500067 71.68 VENDOR TOTAL $841.68 $.00 $841.68RUBY MOUNTAIN NATURAL 000311 144357 5/16/16 100-010-52010-000 WATER #691645 13.00 144357 5/16/16 100-010-52010-000 DISPENSER RENT DISPENSER 10.00 144357 5/16/16 100-010-52010-000 RENT DISPENSER RENT DISPENSER 10.00 VENDOR TOTAL $33.00 $.00 $33.00SONDRA SCHMIDT 000837 144163 5/16/16 100-010-52062-000 POOL PACT MEETING 42816 POOL PACT 190.08 VENDOR TOTAL $190.08 $.00 $190.08

DEPARTMENT TOTAL $1,064.76 $.00 $1,064.76

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FUND NO. 100 GENERAL FUND DEPT NO. 011 PLANNING EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

WINNEMUCCA PUBLISHING DBA 000171 144220 5/16/16 100-011-52018-000 PUBLIC HEARING #500077 67.20 144220 5/16/16 100-011-52018-000 PUBLIC HEARING #500077 67.20 VENDOR TOTAL $134.40 $.00 $134.40

DEPARTMENT TOTAL $134.40 $.00 $134.40

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FUND NO. 100 GENERAL FUND DEPT NO. 012 COMMUNICATIONS EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

FEDERAL EXPRESS CORP 001171 144371 5/16/16 100-012-52010-000 SHIPPING #540914264 22.10 VENDOR TOTAL $22.10 $.00 $22.10CARQUEST AUTO PARTS 003942 144298 5/16/16 100-012-52010-000 JACK/SQUEEGEE #2379721 43.78 VENDOR TOTAL $43.78 $.00 $43.78

DEPARTMENT TOTAL $65.88 $.00 $65.88

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FUND NO. 100 GENERAL FUND DEPT NO. 014 PERSONNEL EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

JAMES L BILLINGSLEY 005407 144324 5/16/16 100-014-52010-000 NAME PLATES #9554 48.00 VENDOR TOTAL $48.00 $.00 $48.00

DEPARTMENT TOTAL $48.00 $.00 $48.00

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FUND NO. 100 GENERAL FUND DEPT NO. 015 OTHER GENERAL GOVERNMENT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

XEROX CORPORATION 000009 144203 5/16/16 100-015-52025-000 COPY MACHINE #720781475 150.21 144204 5/16/16 100-015-52025-000 COPY MACHINE #721166213 535.55 VENDOR TOTAL $685.76 $.00 $685.76WINNEMUCCA PUBLISHING DBA 000171 144218 5/16/16 100-015-52018-000 CUSTODIAL WORKER #HUCOCO 165.75 144218 5/16/16 100-015-52018-000 WCVA AD #HUCOCO 176.80 144349 5/16/16 100-015-52018-000 PUBLIC HEARING #500002 87.34 144349 5/16/16 100-015-52018-000 PUBLIC HEARING #500002 87.34 VENDOR TOTAL $517.23 $.00 $517.23OPI 000778 144161 5/16/16 100-015-52025-000 COPIER #AR211320 21.99 144230 5/16/16 100-015-52025-000 COPIER #AR211537 29.99 144230 5/16/16 100-015-52025-000 COPIER #AR211537 89.00 144231 5/16/16 100-015-52025-000 COPIER #AR210208 62.46 VENDOR TOTAL $203.44 $.00 $203.44MICHAEL CLAY CORPORATION 001181 144289 5/16/16 100-015-52061-000 MCDERMITT COMMUNITY CENTR #1603-10 24,270.00 VENDOR TOTAL $24,270.00 $.00 $24,270.00ALLISON, MACKENZIE, 001718 144381 5/16/16 100-015-52031-000 PROFESSIONAL SERVICES #166638 1,225.00 VENDOR TOTAL $1,225.00 $.00 $1,225.00XEROX CORPORATION 002317 144170 5/16/16 100-015-52025-000 RECORDER CUST 719652422 184.16 VENDOR TOTAL $184.16 $.00 $184.16SENIOR CITIZENS 002511 144393 5/16/16 100-015-52254-000 MATCH TRANSIT GRANT 1ST/2ND QTR MATCH 7,500.00 144393 5/16/16 100-015-52254-000 MATCH TRANSIT GRANT 3RD/4TH QTR MATCH 7,500.00 VENDOR TOTAL $15,000.00 $.00 $15,000.00THORNDAHL ARMSTRONG DELK 004282 144306 5/16/16 100-015-52031-000 LEGAL SERVICE #127464 120.00 144307 5/16/16 100-015-52031-000 LEGAL SERVICES #127461 316.00 VENDOR TOTAL $436.00 $.00 $436.00STOCKTON AND ASSOCIATES 005760 144447 5/16/16 100-015-52125-000 APPRAISAL REPORTS #16-014C 2,500.00 VENDOR TOTAL $2,500.00 $.00 $2,500.00

DEPARTMENT TOTAL $45,021.59 $.00 $45,021.59

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FUND NO. 100 GENERAL FUND DEPT NO. 030 SHERIFF EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CB BROWN CO INC 000069 144147 5/16/16 100-030-52034-000 #440921 #810845 7.99 VENDOR TOTAL $7.99 $.00 $7.99DEPT OF TRANSPORTATION 000076 144150 5/16/16 100-030-52049-000 MARCH 2016 FUEL SALES #FUEL0004297 684.47 VENDOR TOTAL $684.47 $.00 $684.47HUMBOLDT COUNTY TREASURER 000097 144211 5/16/16 100-030-52010-000 LANDFILL #5814 20.75 VENDOR TOTAL $20.75 $.00 $20.75ARC HEALTH AND WELLNESS 000129 144157 5/16/16 100-030-52004-000 NEW EMPLOYEE EVALUATION #93145 275.00 VENDOR TOTAL $275.00 $.00 $275.00WASHOE COUNTY MEDICAL 000777 144160 5/16/16 100-030-52052-000 TOXICOLOGY #407-040116 160.00 144160 5/16/16 100-030-52052-000 MEDICAL EXAM #407-040116 625.00 VENDOR TOTAL $785.00 $.00 $785.00A-1 AUTO REPAIR & TOW 001307 144165 5/16/16 100-030-52034-000 TOW SERVICE #30344 TOW SERVICE 544.75 VENDOR TOTAL $544.75 $.00 $544.75XEROX CORPORATION 002317 144246 5/16/16 100-030-52020-000 SHERIFF CUST 719887697 216.98 144246 5/16/16 100-030-52010-000 SHERIFF CUST 719887697 93.89 VENDOR TOTAL $310.87 $.00 $310.87STATE OF NEVADA 002560 144250 5/16/16 100-030-52010-000 CONCEALED WEAPON FEE #39775 #880177 1,147.50 VENDOR TOTAL $1,147.50 $.00 $1,147.50BOSCH MOTORS TOWING INC 002950 144293 5/16/16 100-030-52034-000 TOW CHARGE #8186 120.00 VENDOR TOTAL $120.00 $.00 $120.00NATIONS MEDICAL 003457 144262 5/16/16 100-030-52010-000 FIRST AID SUPPLIES #101045 98.75 VENDOR TOTAL $98.75 $.00 $98.75MCCLASKEY GAMING LLC 003642 144265 5/16/16 100-030-52062-000 LODGING #25650356686 33.22 VENDOR TOTAL $33.22 $.00 $33.22JACQUELINE MITCHAM 004462 144313 5/16/16 100-030-52062-000 TRAINING HOSTAGE PER DIEM TRAINING 257.00 144414 5/16/16 100-030-52062-000 MILEAGE MILEAGE REIMBURSE 312.12 VENDOR TOTAL $569.12 $.00 $569.12GLOBALSTAR USA 004705 144418 5/16/16 100-030-52109-000 SATELITE PHONE #1.50413974 512.99 VENDOR TOTAL $512.99 $.00 $512.99PREMIER VEHICLE 004739 144140 5/16/16 100-030-55302-000 EQUIPMENT UNIT #417 20805 15,532.90 144141 5/16/16 100-030-55302-000 EQUIPMENT UNIT #413 #20806 15,393.16 VENDOR TOTAL $30,926.06 $.00 $30,926.06INSTANT PROMOTION 005750 144437 5/16/16 100-030-52591-000 AGENCY CANOPY #IP0054227 963.00 VENDOR TOTAL $963.00 $.00 $963.00RIDLEY'S FAMILY MARKET 005761 144448 5/16/16 100-030-52109-000 SEARCH/RESCUE SUPPLIES #113586 64.49 VENDOR TOTAL $64.49 $.00 $64.49

DEPARTMENT TOTAL $37,063.96 $.00 $37,063.96

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FUND NO. 100 GENERAL FUND DEPT NO. 030 SHERIFF EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

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FUND NO. 100 GENERAL FUND DEPT NO. 031 DETENTION EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CB BROWN CO INC 000069 144147 5/16/16 100-031-52106-000 OUTDOOR GROUND KILLER #440463 #810845 44.99 144147 5/16/16 100-031-52010-000 LOBBY HOOK DENIM DAY #441919 #810845 3.99 VENDOR TOTAL $48.98 $.00 $48.98HUMBOLDT COUNTY TREASURER 000097 144211 5/16/16 100-031-52106-000 LANDFILL #5793 83.00 VENDOR TOTAL $83.00 $.00 $83.00HOSS DISPOSAL INC 000109 144153 5/16/16 100-031-52106-000 HAULING FEE #337727 200.00 VENDOR TOTAL $200.00 $.00 $200.00UPTOWN MARKET 000114 002486 5/16/16 100-031-52059-000 FOOD FOR JAIL #02-35014 #7197 58.84 VENDOR TOTAL $58.84 $.00 $58.84FARMER BROS CO 000692 144363 5/16/16 100-031-52059-000 FOOD FOR JAIL #1954016 #63968235 336.78 VENDOR TOTAL $336.78 $.00 $336.78ROGER WADE DBA 000963 144233 5/16/16 100-031-52059-000 FOOD FOR JAIL APRIL 2016 2,826.07 VENDOR TOTAL $2,826.07 $.00 $2,826.07PTS OF AMERICA, LLC 001060 144235 5/16/16 100-031-52988-000 EXTRADITE INMATE #111276 623.20 VENDOR TOTAL $623.20 $.00 $623.20FEDERAL EXPRESS CORP 001171 144236 5/16/16 100-031-52024-000 SHIPPING CHARGES #5401-45323 10.16 144288 5/16/16 100-031-52024-000 SHIPPING CHARGES #540891698 9.98 VENDOR TOTAL $20.14 $.00 $20.14RICK L GRANT DMD INC 001553 144166 5/16/16 100-031-52104-000 APRIL 2016 DENTAL CARE #2428 444.00 VENDOR TOTAL $444.00 $.00 $444.00BONANZA PRODUCE CO 001883 144243 5/16/16 100-031-52059-000 FOOD FOR JAIL #02830849 301.95 144243 5/16/16 100-031-52059-000 FOOD FOR JAIL #02833116 191.60 144243 5/16/16 100-031-52059-000 FOOD FOR JAIL #02836616 131.90 144243 5/16/16 100-031-52059-000 FOOD FOR JAIL #02838878 189.55 VENDOR TOTAL $815.00 $.00 $815.00ANDY ROREX 002112 144167 5/16/16 100-031-52062-000 PER DIEM PER DIEM REIMBURSE 41.00 VENDOR TOTAL $41.00 $.00 $41.00XEROX CORPORATION 002317 144168 5/16/16 100-031-52161-000 DETENTION CUST 718734247 118.34 144168 5/16/16 100-031-52010-000 DETENTION #718734247 138.88 144169 5/16/16 100-031-52161-000 DETENTION #721292829 20.53 144169 5/16/16 100-031-52010-000 DETENTION #721292829 5.48 144245 5/16/16 100-031-52161-000 DETENTION CUST 721292803 94.14 144245 5/16/16 100-031-52010-000 DETENTION CUST 721292803 9.39 144247 5/16/16 100-031-52161-000 DETENTION CUST 719887853 166.80 VENDOR TOTAL $553.56 $.00 $553.56INLAND SUPPLY CO INC 002328 002484 5/16/16 100-031-52106-000 JANITORIAL SUPPLIES #277004 33.75 002484 5/16/16 100-031-52106-000 JANITORIAL SUPPLIES #277034 2,921.30 002484 5/16/16 100-031-52106-000 JANITORIAL SUPPLIES #277099 219.80 002484 5/16/16 100-031-52106-000 JANITORIAL SUPPLIES #277366 331.31 VENDOR TOTAL $3,506.16 $.00 $3,506.1649

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

ROBBIE LYNN GRANT 002939 144397 5/16/16 100-031-52104-000 MEDICAL CARE #10156 550.00 144397 5/16/16 100-031-52104-000 INMATE OUTSIDE LABS #10156 25.70 VENDOR TOTAL $575.70 $.00 $575.70BIG R 003147 144258 5/16/16 100-031-52106-000 YARD EQUIPMENT #005543/3 809.98 VENDOR TOTAL $809.98 $.00 $809.98MCCLASKEY GAMING LLC 003642 144265 5/16/16 100-031-52062-000 LODGING #25650356686 33.23 VENDOR TOTAL $33.23 $.00 $33.23CENTRAL RESTAURANT PRODUC 003715 144270 5/16/16 100-031-52075-000 KITCHEN SUPPLIES #11399088 33.59 VENDOR TOTAL $33.59 $.00 $33.59CAROLE DUNCAN 004061 144301 5/16/16 100-031-52244-000 REIMBURSEMENT AJA CONF TRAVEL REIMBURSE 287.00 VENDOR TOTAL $287.00 $.00 $287.00SYMBOL ARTS 004215 144305 5/16/16 100-031-52010-000 BADGE DEBORD #0257224-IN 120.00 144305 5/16/16 100-031-52010-000 BADGE CLOSE #0257226-IN 120.00 VENDOR TOTAL $240.00 $.00 $240.00OLSENS CORNER DRUG 004840 002498 5/16/16 100-031-52104-000 INMATE PRESCRIPTIONS APRIL 16 PRESCRIPTIN 636.16 VENDOR TOTAL $636.16 $.00 $636.16SHADOW MOUNTAIN WATER CO 004998 144323 5/16/16 100-031-52010-000 DRINKING WATER #021960 8.45 144323 5/16/16 100-031-52010-000 DRINKING WATER #22693 13.00 VENDOR TOTAL $21.45 $.00 $21.45RIDLEY'S FAMILY MARKET 005761 144448 5/16/16 100-031-52104-000 INMATE SUPPLIES #113586 4.69 VENDOR TOTAL $4.69 $.00 $4.69

DEPARTMENT TOTAL $12,198.53 $.00 $12,198.53

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FUND NO. 100 GENERAL FUND DEPT NO. 032 DISPATCH EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

XEROX CORPORATION 002317 144248 5/16/16 100-032-52161-000 DISPATCH CUST 720170075 166.80 VENDOR TOTAL $166.80 $.00 $166.80ROBBIE LYNN GRANT 002939 144398 5/16/16 100-032-52010-000 NEW HIRE DRUG SCREEN NEW HIRE DRUG SCREEN 37.50 VENDOR TOTAL $37.50 $.00 $37.50NATIONS MEDICAL 003457 144262 5/16/16 100-032-52010-000 FIRST AID SUPPLIES #101043 132.70 VENDOR TOTAL $132.70 $.00 $132.70MCCLASKEY GAMING LLC 003642 144265 5/16/16 100-032-52062-000 LODGING #25650356686 33.23 VENDOR TOTAL $33.23 $.00 $33.23SHADOW MOUNTAIN WATER CO 004998 144323 5/16/16 100-032-52010-000 DRINKING WATER #021959 27.95 144323 5/16/16 100-032-52010-000 DRINKING WATER #022694 13.00 VENDOR TOTAL $40.95 $.00 $40.95PSTC-911 ON DVD 005497 144345 5/16/16 100-032-52062-000 TRAINING DVD'S #18986 109.00 VENDOR TOTAL $109.00 $.00 $109.00

DEPARTMENT TOTAL $520.18 $.00 $520.18

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FUND NO. 100 GENERAL FUND DEPT NO. 033 BUILDING INSPECTOR EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

QUILL CORPORATION 000142 144347 5/16/16 100-033-52010-000 STAMP #5590134 96.99 VENDOR TOTAL $96.99 $.00 $96.99

DEPARTMENT TOTAL $96.99 $.00 $96.99

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FUND NO. 100 GENERAL FUND DEPT NO. 036 LEPC EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

L N CURTIS & SONS 000820 144367 5/16/16 100-036-52120-000 LEPC EQUIPMENT #1391771-01 7,000.00 VENDOR TOTAL $7,000.00 $.00 $7,000.00

DEPARTMENT TOTAL $7,000.00 $.00 $7,000.00

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FUND NO. 100 GENERAL FUND DEPT NO. 040 DISTRICT ATTORNEY EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

QUILL CORPORATION 000142 144348 5/16/16 100-040-52010-000 SUPPLIES #5950905 13.99 144348 5/16/16 100-040-52010-000 SUPPLIES #5379326 369.99 144348 5/16/16 100-040-52010-000 SUPPLIES #5380753 71.19 144348 5/16/16 100-040-52010-000 SUPPLIES #5515952 30.99 144348 5/16/16 100-040-52010-000 SUPPLIES #5531610 42.37 144348 5/16/16 100-040-52010-000 SUPPLIES #5531624 50.97 VENDOR TOTAL $579.50 $.00 $579.50NANCY JURAD 000299 144356 5/16/16 100-040-52010-000 REIMBURSE REIMBURSE SUPPLIES 19.19 VENDOR TOTAL $19.19 $.00 $19.19OPI 000778 144366 5/16/16 100-040-52010-000 COPIER #AR211684 250.50 VENDOR TOTAL $250.50 $.00 $250.50EVA TREGALLAS 001408 144375 5/16/16 100-040-52010-000 REIMBURSE PAPER TRAY REIMBURSE PAPER TRAY 43.56 VENDOR TOTAL $43.56 $.00 $43.56AMERICA GILLESPIE 003846 144408 5/16/16 100-040-52062-000 NOTARY NOTARY TRAINING 45.00 VENDOR TOTAL $45.00 $.00 $45.00GABRIELLE CARR 004237 144412 5/16/16 100-040-52062-000 MILEAGE MILEAGE 90.18 144412 5/16/16 100-040-52062-000 MILEAGE MILEAGE 221.36 144412 5/16/16 100-040-52062-000 CONFERENCE CONFERENCE 348.40 144412 5/16/16 100-040-52062-000 LODGING LODGING 294.93 VENDOR TOTAL $954.87 $.00 $954.87

DEPARTMENT TOTAL $1,892.62 $.00 $1,892.62

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FUND NO. 100 GENERAL FUND DEPT NO. 041 CHILD SUPPORT ENFORCEMNT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

STATE OF NEVADA 001446 144377 5/16/16 100-041-52010-000 WAN SERVICE #94412 19.46 VENDOR TOTAL $19.46 $.00 $19.46XEROX CORPORATION 003215 144403 5/16/16 100-041-52010-000 COPIES #718826563 337.73 VENDOR TOTAL $337.73 $.00 $337.73JACQUE FERRARO 005739 144429 5/16/16 100-041-52010-000 MILEAGE MILEAGE POSTAL RUN 22.68 VENDOR TOTAL $22.68 $.00 $22.68

DEPARTMENT TOTAL $379.87 $.00 $379.87

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FUND NO. 100 GENERAL FUND DEPT NO. 042 JUSTICE COURT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

XEROX CORPORATION 000009 144205 5/16/16 100-042-52047-000 COPIER #719888117 164.72 144205 5/16/16 100-042-52047-000 COPIER #719888125 156.73 VENDOR TOTAL $321.45 $.00 $321.45QUILL CORPORATION 000142 144214 5/16/16 100-042-52010-000 OFFICE SUPPLIES #003684320 38.96 VENDOR TOTAL $38.96 $.00 $38.96EUGENE F WAMBOLT 003689 144267 5/16/16 100-042-51028-000 LODGING 4/17 LODGING 4/17 392.00 144267 5/16/16 100-042-51028-000 BENCH FEE SITTING ON BENCH 1,630.80 144267 5/16/16 100-042-51028-000 MILEAGE MILEAGE 167 MILES 180.36 144267 5/16/16 100-042-51028-000 LUNCH REIMBURSE LUNCH 16.29 144267 5/16/16 100-042-51028-000 DINNER REIMBURSE DINNER 28.58 144268 5/16/16 100-042-51028-000 LODGING LODGING REIMBURSE 392.00 144268 5/16/16 100-042-51028-000 BENCH SITTING ON BENCH 1,651.18 144268 5/16/16 100-042-51028-000 MILEAGE MILEAGE 180.36 144268 5/16/16 100-042-51028-000 LUNCH LUNCH REIMBURSE 23.30 144268 5/16/16 100-042-51028-000 DINNER REIMBURSE DINNER REIMBURSE 41.22 VENDOR TOTAL $4,536.09 $.00 $4,536.09FLEETPRIDE 003869 144269 5/16/16 100-042-51028-000 LODGING LODGING 392.00 144269 5/16/16 100-042-51028-000 BENCH SITTING ON BENCH 1,651.18 144269 5/16/16 100-042-51028-000 MILEAGE 167 MILES MILEAGE 180.36 144269 5/16/16 100-042-51028-000 LUNCH LUNCH REIMBURSE 16.22 144269 5/16/16 100-042-51028-000 DINNER DINNER REIMBURSE 26.65 VENDOR TOTAL $2,266.41 $.00 $2,266.41GLORIA M BELTRAN 004919 144322 5/16/16 100-042-52038-000 INTERPRETER INTERPRETER 5/6/16 30.00 VENDOR TOTAL $30.00 $.00 $30.00

DEPARTMENT TOTAL $7,192.91 $.00 $7,192.91

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FUND NO. 100 GENERAL FUND DEPT NO. 060 PUBLIC HEALTH NURSE EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

NEVADA STATE HEALTH 002607 144254 5/16/16 100-060-52093-000 COMMUNITY HEALTH MAY FY 2016 9,177.00 VENDOR TOTAL $9,177.00 $.00 $9,177.00MHDS 003805 144271 5/16/16 100-060-52281-000 YOUTH DEVELOPMENT SERVICE #16 HC022016 842.21 VENDOR TOTAL $842.21 $.00 $842.21

DEPARTMENT TOTAL $10,019.21 $.00 $10,019.21

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FUND NO. 100 GENERAL FUND DEPT NO. 061 MOSQUITO CONTROL EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

SEVEN VALLEYS LLC 000322 144223 5/16/16 100-061-52041-000 HOURS HOURS WORKED 88.50 3,717.00 144223 5/16/16 100-061-52041-000 MILES 4246 MILES TRAVELED 2,292.84 144223 5/16/16 100-061-52041-000 HOURS 156.50 EMPLOYEE HOURS 4,225.50 VENDOR TOTAL $10,235.34 $.00 $10,235.34DAY ENTERPRISES LLC 004609 144417 5/16/16 100-061-52041-000 MAY 2016 MAY LEASE 2016 175.00 VENDOR TOTAL $175.00 $.00 $175.00

DEPARTMENT TOTAL $10,410.34 $.00 $10,410.34

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FUND NO. 100 GENERAL FUND DEPT NO. 080 COMMUNITY SUPPORT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

SENIOR CITIZENS 002511 144394 5/16/16 100-080-52294-000 RURAL #5311 NDOT RURAL 13,637.00 VENDOR TOTAL $13,637.00 $.00 $13,637.00

DEPARTMENT TOTAL $13,637.00 $.00 $13,637.00

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FUND NO. 201 INDIGENT SERVICES DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DON STOKER DBA 000581 002508 5/16/16 201-000-52066-000 LODGING PO#16198 56.00 002508 5/16/16 201-000-52066-000 LODGING PO#16201 28.00 VENDOR TOTAL $84.00 $.00 $84.00JIMS CHEVRON SERVICE 001351 144374 5/16/16 201-000-52066-000 FUEL PO#16172 25.00 VENDOR TOTAL $25.00 $.00 $25.00MOUNTAIN VIEW APTS 002087 144390 5/16/16 201-000-52066-000 RENT PO#16194 125.00 VENDOR TOTAL $125.00 $.00 $125.00GREYHOUND LINES INC 003064 144400 5/16/16 201-000-52066-000 PO#16192 BUS FARES #4982441 108.00 VENDOR TOTAL $108.00 $.00 $108.00DORIS TWITCHELL 005746 144433 5/16/16 201-000-52066-000 PARTIAL RENT PO 16199 #613887 125.00 VENDOR TOTAL $125.00 $.00 $125.00

DEPARTMENT TOTAL $467.00 $.00 $467.00

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FUND NO. 202 ROAD DEPARTMENT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

FLYERS ENERGY LLC 000038 144120 5/16/16 202-000-52049-000 GREASE #12230 2,471.40 144120 5/16/16 202-000-52049-000 OUTLYING FUEL/ MAINT #12230 889.23 144208 5/16/16 202-000-52049-000 VEHICLE FUEL/MAINT #12230 28,484.93 144208 5/16/16 202-000-52049-000 OUTLYING FUEL/MAINT #12230 2,398.02 VENDOR TOTAL $34,243.58 $.00 $34,243.58BOSCH MOTORS INC 000062 144121 5/16/16 202-000-52242-000 OTHER DEPT PARTS #21989 102.00 VENDOR TOTAL $102.00 $.00 $102.00GRAINGER INC 000063 144209 5/16/16 202-000-52172-000 BUILDING REPAIRS #832884936 67.60 VENDOR TOTAL $67.60 $.00 $67.60CB BROWN CO INC 000069 144122 5/16/16 202-000-52172-000 BUILDING REPAIRS #810431 90.18 144122 5/16/16 202-000-52021-000 ROAD DEPT PARTS #810431 47.91 144122 5/16/16 202-000-52195-000 ROAD MAINT #810431 39.97 144122 5/16/16 202-000-52222-000 WATER ISSUES #810431 42.71 144122 5/16/16 202-000-52211-000 SHOP SUPPLIES #810431 29.52 VENDOR TOTAL $250.29 $.00 $250.29TALLMAN LUMBER CO INC 000071 144123 5/16/16 202-000-52045-000 SIGNS/PAVEMENT MARKINGS #664 40.90 144123 5/16/16 202-000-52021-000 ROAD DEPT PARTS #664 18.39 144123 5/16/16 202-000-52222-000 WATER ISSUES #664 2.97 VENDOR TOTAL $62.26 $.00 $62.26HUMBOLDT COUNTY TREASURER 000097 144124 5/16/16 202-000-52033-000 LANDFILL #5816 #5681 269.75 VENDOR TOTAL $269.75 $.00 $269.75CASHMAN EQUIPMENT COMPANY 000141 144212 5/16/16 202-000-52021-000 ROAD DEPT PARTS #046120 1,410.22 VENDOR TOTAL $1,410.22 $.00 $1,410.22QUILL CORPORATION 000142 144125 5/16/16 202-000-52010-000 OFFICE SUPPLIES #5162537 164.94 VENDOR TOTAL $164.94 $.00 $164.94NCH CORPORATION 000182 002487 5/16/16 202-000-52211-000 SHOP SUPPLIES #526326 607.64 VENDOR TOTAL $607.64 $.00 $607.64NORCO 000339 002472 5/16/16 202-000-52211-000 SHOP SUPPLIES #98235 235.95 002472 5/16/16 202-000-52021-000 ROAD DEPT PARTS #98235 88.99 VENDOR TOTAL $324.94 $.00 $324.94MONSEN ENGINEERING INC 000371 144358 5/16/16 202-000-52010-000 SUPPLIES #1396 #551426 16.81 VENDOR TOTAL $16.81 $.00 $16.81MIDWEST MOTOR SUP CO INC 000394 144360 5/16/16 202-000-52021-000 ROAD DEPT PARTS #2931 159.49 VENDOR TOTAL $159.49 $.00 $159.49JPB LLC 000515 144129 5/16/16 202-000-52021-000 ROAD DEPT PARTS #32585 1,051.75 144129 5/16/16 202-000-52242-000 OTHER DEPT PARTS #32585 556.13 VENDOR TOTAL $1,607.88 $.00 $1,607.88HUNEWILL CONSTRUCTION CO 000628 144130 5/16/16 202-000-52195-000 ROCK PURCHASES #298 #HCR 50.44 VENDOR TOTAL $50.44 $.00 $50.4461

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

PLATT 000675 144227 5/16/16 202-000-52172-000 BUILDING REPAIRS #223253 113.19 VENDOR TOTAL $113.19 $.00 $113.19O'REILLY AUTOMOTIVE, INC 000719 144228 5/16/16 202-000-52021-000 ROAD DEPT PARTS #1410403 132.12 VENDOR TOTAL $132.12 $.00 $132.12WESTERN NEVADA SUPPLY 000756 002473 5/16/16 202-000-52021-000 ROAD DEPT PARTS #88915 657.19 002473 5/16/16 202-000-52222-000 WATER ISSUES #88915 570.08 002474 5/16/16 202-000-52172-000 BUILDING REPAIRS #88910M 151.20 VENDOR TOTAL $1,378.47 $.00 $1,378.47PETERBILT TRUCK PARTS & 001166 144131 5/16/16 202-000-52021-000 ROAD DEPT PARTS #429487 21,171.55 144131 5/16/16 202-000-52222-000 WATER ISSUES #429487 3,645.00 144131 5/16/16 202-000-52242-000 OTHER DEPT PARTS #429487 79.87 VENDOR TOTAL $24,896.42 $.00 $24,896.42SAFETY KLEEN CORP 001410 144132 5/16/16 202-000-52211-000 SHOP SUPPLIES #HU13608 344.73 VENDOR TOTAL $344.73 $.00 $344.73SAFETY SUPPLY & SIGN CO, 001449 144238 5/16/16 202-000-52045-000 SIGNS/ PAVEMENT MARKINGS #NV3054 #153435 160.70 VENDOR TOTAL $160.70 $.00 $160.70LAWSON PRODUCTS INC 001489 144133 5/16/16 202-000-52021-000 ROAD DEPT PARTS #10001965 77.70 VENDOR TOTAL $77.70 $.00 $77.70MARTINS AUTO BODY 001690 144134 5/16/16 202-000-52021-000 ROAD DEPT PARTS #8712 309.12 144134 5/16/16 202-000-52242-000 OTHER DEPT PARTS #8728 1,171.78 VENDOR TOTAL $1,480.90 $.00 $1,480.90WESTERN EMULSIONS INC 001753 144382 5/16/16 202-000-52195-000 ROAD MAINTENANCE #C00895 16,531.95 VENDOR TOTAL $16,531.95 $.00 $16,531.95THE SIDWELL COMPANY 002013 144244 5/16/16 202-000-52180-000 DATA COLLECTION GIS #103606 1,840.00 VENDOR TOTAL $1,840.00 $.00 $1,840.00WESTERN NEVADA KENWORTH L 002014 002475 5/16/16 202-000-52021-000 ROAD DEPT PARTS #3360 371.30 VENDOR TOTAL $371.30 $.00 $371.30XEROX CORPORATION 002317 144135 5/16/16 202-000-52020-000 ROAD DEPARTMENT CUST 716541032 136.79 VENDOR TOTAL $136.79 $.00 $136.79INLAND SUPPLY CO INC 002328 002476 5/16/16 202-000-52021-000 ROAD DEPT PARTS #204480 282.08 VENDOR TOTAL $282.08 $.00 $282.08A-1 COMMERCIAL SERVICE CO 002370 002477 5/16/16 202-000-52004-000 BUILDING REPAIRS #12051 12050 874.00 VENDOR TOTAL $874.00 $.00 $874.00SIERRA FREIGHTLINER 002779 144255 5/16/16 202-000-52021-000 ROAD DEPT PARTS #228967 190.99 VENDOR TOTAL $190.99 $.00 $190.99BIANCHIS AUTO & TRUCK 003511 144264 5/16/16 202-000-52242-000 OTHER DEPT PARTS #1777 73.80 144264 5/16/16 202-000-52021-000 ROAD DEPT PARTS #1777 81.16 VENDOR TOTAL $154.96 $.00 $154.96ROY TISKE 003809 62

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

144136 5/16/16 202-000-52211-000 TOOL ALLOWANCE TOOL ALLOWANCE 500.00 VENDOR TOTAL $500.00 $.00 $500.00LES SCHWAB TIRE CENTER 003866 144137 5/16/16 202-000-52021-000 ROAD DEPT PARTS #95500145 3,758.88 144137 5/16/16 202-000-52242-000 OTHER DEPT PARTS #95500145 737.96 VENDOR TOTAL $4,496.84 $.00 $4,496.84FLEETPRIDE 003869 144409 5/16/16 202-000-52021-000 ROAD DEPT PARTS #242974 236.76 VENDOR TOTAL $236.76 $.00 $236.76CARQUEST AUTO PARTS 003942 144138 5/16/16 202-000-52021-000 ROAD DEPT PARTS #SAL073651 411.50 144138 5/16/16 202-000-52242-000 OTHER DEPT PARTS #SAL073651 799.20 144138 5/16/16 202-000-52211-000 SHOP SUPPLIES #SAL073651 88.41 VENDOR TOTAL $1,299.11 $.00 $1,299.11OK TIRE STORE 004067 144139 5/16/16 202-000-52242-000 #155764 OTHER DEPT TIRES #155620 155689 3,339.52 VENDOR TOTAL $3,339.52 $.00 $3,339.52ENVIROTECH SERVICES INC 004205 144140 5/16/16 202-000-52108-000 DUST CONTROL #15418 43,055.28 VENDOR TOTAL $43,055.28 $.00 $43,055.28JOHN DEERE CREDIT 004546 144416 5/16/16 202-000-52222-000 WATER ISSUES #11113-20736 14.34 144416 5/16/16 202-000-52021-000 ROAD DEPT PARTS #11113-20736 458.90 VENDOR TOTAL $473.24 $.00 $473.24TONY L SNYDER DBA 004608 144315 5/16/16 202-000-52222-000 WATER ISSUES #23763 600.00 VENDOR TOTAL $600.00 $.00 $600.00FERGUSON ENTERPRISES INC 004699 144319 5/16/16 202-000-52222-000 WATER ISSUES #654073 2,182.57 144319 5/16/16 202-000-52021-000 ROAD DEPT PARTS #654073 6.54 VENDOR TOTAL $2,189.11 $.00 $2,189.11POWERFLO PRODUCTS INC 005494 144344 5/16/16 202-000-52021-000 ROAD DEPT PARTS #47744 80.38 VENDOR TOTAL $80.38 $.00 $80.38RENO HYDRAULICS 005744 144430 5/16/16 202-000-52021-000 ROAD DEPT PARTS #71298 752.49 VENDOR TOTAL $752.49 $.00 $752.49RIDLEY'S FAMILY MARKET 005761 144449 5/16/16 202-000-52172-000 BUILDING REPAIRS #113552 6.22 VENDOR TOTAL $6.22 $.00 $6.22

DEPARTMENT TOTAL $145,333.09 $.00 $145,333.09

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FUND NO. 203 COOPERATIVE EXTENSION DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

BOARD OF REGENTS 000011 144206 5/16/16 203-000-52010-000 FLASH DRIVES SPRING 2016 #1 16 INV 29440 NEXT 50.00 VENDOR TOTAL $50.00 $.00 $50.00POSTMASTER 000506 144226 5/16/16 203-000-52010-000 RETURN MAIL RECEIPT POST OFFICE 35.00 VENDOR TOTAL $35.00 $.00 $35.00XEROX CORPORATION 002317 144249 5/16/16 203-000-52010-000 COOPERATIVE EXTENSION CUST 717597678 337.11 VENDOR TOTAL $337.11 $.00 $337.11PRINT N COPY CENTER INC 002890 144256 5/16/16 203-000-52010-000 TONER CARTRIDGES #62425 510.00 VENDOR TOTAL $510.00 $.00 $510.00

DEPARTMENT TOTAL $932.11 $.00 $932.11

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 034 JUVENILE PROBATION EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

HUMBOLDT COUNTY ROAD DEPT 000007 144272 5/16/16 205-034-52049-000 JUVENILE MAINT 3RD QTR 15-16 JUVE 944.11 144272 5/16/16 205-034-52049-000 JUVENILE FUEL 3RD QTR 15-16 JUVE 313.93 VENDOR TOTAL $1,258.04 $.00 $1,258.04GRAINGER INC 000063 144273 5/16/16 205-034-52010-000 PARTS FOR FOOD CART #832884936 44.52 VENDOR TOTAL $44.52 $.00 $44.52CB BROWN CO INC 000069 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #X44225 68.97 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #K44361 261.89 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #440393 107.96 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #440628 217.81 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #441167 223.93 144275 5/16/16 205-034-52010-000 DRYWAYLL SUPPLIES #810427 #441511 28.27 144275 5/16/16 205-034-52010-000 DRYWALL SUPPLIES #810427 #441811 7.48 144275 5/16/16 205-034-52010-000 DRYWALL SUPPLIES #810427 #441960 5.49 144275 5/16/16 205-034-52010-000 PAINT SUPPLIES #810427 #442109 67.00 VENDOR TOTAL $988.80 $.00 $988.80HUMBOLDT COUNTY TREASURER 000097 144278 5/16/16 205-034-52010-000 LANDFILL #5815 34.28 VENDOR TOTAL $34.28 $.00 $34.28QUILL CORPORATION 000142 144279 5/16/16 205-034-52010-000 SUPPLIES #5336429 174.96 VENDOR TOTAL $174.96 $.00 $174.96WINNEMUCCA PUBLISHING DBA 000171 144280 5/16/16 205-034-52010-000 ERC PROGRAM COORDINATOR #008330 596.53 VENDOR TOTAL $596.53 $.00 $596.53JENNIFER HOOD M.A. MFT 000242 144282 5/16/16 205-034-52422-000 INTERVENTION CRISIS INTERVENTION 487.50 VENDOR TOTAL $487.50 $.00 $487.50HUMBOLDT COUNTY SHERIFFS 000761 144285 5/16/16 205-034-52059-000 MEALS #1516-10 366.39 VENDOR TOTAL $366.39 $.00 $366.39OPI 000778 144286 5/16/16 205-034-52010-000 COPIER #AR211543 136.38 144286 5/16/16 205-034-52010-000 COPIER #AR211685 19.99 VENDOR TOTAL $156.37 $.00 $156.37PAMELA K BROWN 001352 144290 5/16/16 205-034-52422-000 COUNSEL COUNSEL 260.00 VENDOR TOTAL $260.00 $.00 $260.00INLAND SUPPLY CO INC 002328 002494 5/16/16 205-034-52010-000 DETENTION SUPPLIES #277470 202.45 VENDOR TOTAL $202.45 $.00 $202.45PAULINE SALLA 005512 144421 5/16/16 205-034-52062-000 REIMBURSE HOTEL REIMBURSEMENT HOTEL 155.42 144421 5/16/16 205-034-52062-000 REIMBURSE PARKING REIMBURSE PARKING 24.00 144421 5/16/16 205-034-52062-000 TRAINING TRANING FOOD 20.00 144421 5/16/16 205-034-52062-000 TRAINING LUNCH FOR TRAINING 116.05 VENDOR TOTAL $315.47 $.00 $315.47DORIS TWITCHELL 005746 144432 5/16/16 205-034-52010-000 RENT RENT 1,200.00 VENDOR TOTAL $1,200.00 $.00 $1,200.00

DEPARTMENT TOTAL $6,085.31 $.00 $6,085.31

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 034 JUVENILE PROBATION EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 043 DISTRICT COURT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

OPI 000778 144229 5/16/16 205-043-52020-000 COPIER #AR211519 50.03 144229 5/16/16 205-043-52020-000 COPIER #AR211640 29.99 VENDOR TOTAL $80.02 $.00 $80.02SMS MARKETING 005597 144422 5/16/16 205-043-52020-000 DOMAINS, WEBSITE #8 79.99 VENDOR TOTAL $79.99 $.00 $79.99

DEPARTMENT TOTAL $160.01 $.00 $160.01

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 045 LAW LIBRARY/HUMBOLDT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

LAWPRESS CORPORATION 000165 144217 5/16/16 205-045-52010-000 JURY SELECTION #84510 290.00 VENDOR TOTAL $290.00 $.00 $290.00

DEPARTMENT TOTAL $290.00 $.00 $290.00

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 046 JURIES EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DOLAN LAW OFFICE LLC 000113 144154 5/16/16 205-046-52031-000 JV 4095 COUNSEL ATTORNEY TIME 1,608.34 144154 5/16/16 205-046-52031-000 COPIES COPIES 17.40 144155 5/16/16 205-046-52031-000 COUNSEL JV 4035-4 ATTORNEY TIME 100.00 144156 5/16/16 205-046-52031-000 JV-3924-4 COUNSEL ATTORNEY TIME 591.67 VENDOR TOTAL $2,317.41 $.00 $2,317.41MILLER LAW 003737 144295 5/16/16 205-046-52031-000 COUNSEL #3770 COUNSEL 190.00 VENDOR TOTAL $190.00 $.00 $190.00

DEPARTMENT TOTAL $2,507.41 $.00 $2,507.41

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FUND NO. 205 6TH JUDICIAL DISTRICT DEPT NO. 047 COURT REPORTERS/HUMBOLDT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

JULIE ROWAN 003182 144259 5/16/16 205-047-52076-000 TRANSCRIPTS #16 149.80 VENDOR TOTAL $149.80 $.00 $149.80

DEPARTMENT TOTAL $149.80 $.00 $149.80

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FUND NO. 207 LIBRARY DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

UPTOWN MARKET 000114 002505 5/16/16 207-000-52010-000 PROGRAMMING SUPPLIES #02-40209 34.01 VENDOR TOTAL $34.01 $.00 $34.01FINDAWAY WORLD, LLC 000240 144354 5/16/16 207-000-52017-000 AUDIO VISUAL MATERIALS #182070 1,438.25 VENDOR TOTAL $1,438.25 $.00 $1,438.25OPI 000778 144365 5/16/16 207-000-52010-000 COPIER #AR211253 135.48 VENDOR TOTAL $135.48 $.00 $135.48THE LIBRARY STORE INC 001338 144373 5/16/16 207-000-52010-000 OFFICE SUPPLIES #200943 232.85 VENDOR TOTAL $232.85 $.00 $232.85CST LTD PARTNERSHIP 001590 002511 5/16/16 207-000-52010-000 CLERICAL #17113663 27.47 002511 5/16/16 207-000-52010-000 CLERICAL #17114008 54.94 VENDOR TOTAL $82.41 $.00 $82.41OFFICE DEPOT 001648 144379 5/16/16 207-000-52180-000 OFFICE CHAIRS #832401011001 2,479.89 144379 5/16/16 207-000-52180-000 OFFICE CHAIRS #832401013001 959.97 VENDOR TOTAL $3,439.86 $.00 $3,439.86AMERIPRIDE SERVICES, INC. 001835 002512 5/16/16 207-000-52010-000 EQUIPMENT RENTAL #1101600280 13.93 002512 5/16/16 207-000-52010-000 EQUIPMENT RENTAL #1101607692 13.93 VENDOR TOTAL $27.86 $.00 $27.86QUALITY TRI-COUNTY 001843 002513 5/16/16 207-000-52098-000 BOOKMOBILE CLEANING #21547 188.00 VENDOR TOTAL $188.00 $.00 $188.00KAPCO 001932 144384 5/16/16 207-000-52010-000 BOOK COVERS #1294662 539.24 VENDOR TOTAL $539.24 $.00 $539.24BAKER & TAYLOR BOOKS 001956 144386 5/16/16 207-000-52019-000 BOOKS #4011573430 56.00 144386 5/16/16 207-000-52019-000 BOOKS #4011578291 721.85 144386 5/16/16 207-000-52098-000 BOOKS FOR HBK #4011573430 70.27 VENDOR TOTAL $848.12 $.00 $848.12OCLC, INC. 002918 144396 5/16/16 207-000-52019-000 OCLC SERVICES #461572 265.30 VENDOR TOTAL $265.30 $.00 $265.30GALE 003279 002514 5/16/16 207-000-52019-000 SUBSCRIPTIONS ONLINE SUBSCRIPTION 1,412.30 VENDOR TOTAL $1,412.30 $.00 $1,412.30SHERRY RANF 003345 144404 5/16/16 207-000-52024-000 REIMBURSE POSTAGE REIMBURSE POSTAGE 113.70 144404 5/16/16 207-000-52062-000 REIMBURSE TRAVEL REIMBURSE TRAVEL 199.80 144404 5/16/16 207-000-52010-000 SUPPLIES REIMBURSE SUPPLIES 59.41 144404 5/16/16 207-000-52010-000 SUPPLIES REIMBURSE SUPPLIES 128.68 144404 5/16/16 207-000-52010-000 SUPPLIES REIMBURSE SUPPLIES 34.85 144404 5/16/16 207-000-52062-000 TRAINING REIMBURSE TRAINING 109.00 VENDOR TOTAL $645.44 $.00 $645.44DISC GO TECHNOLOGIES, INC 003575 144406 5/16/16 207-000-52010-000 AUDIO CLEANING SUPPLIES #6833D 275.09 VENDOR TOTAL $275.09 $.00 $275.09HUMBOLDT PRINTERS INC 003797 71

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

002515 5/16/16 207-000-52018-000 ADVERTISING #41043 840.49 VENDOR TOTAL $840.49 $.00 $840.49NETWORK SERVICES SOLUTION 004418 144413 5/16/16 207-000-52155-000 INTERNET #630160301 1,253.10 VENDOR TOTAL $1,253.10 $.00 $1,253.10OVERDRIVE INC. 005759 144446 5/16/16 207-000-52019-000 EBOOK PLATFORM #LF-0001191 1,000.00 VENDOR TOTAL $1,000.00 $.00 $1,000.00

DEPARTMENT TOTAL $12,657.80 $.00 $12,657.80

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FUND NO. 208 6TH JUDICIAL DRUG COURT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

QUILL CORPORATION 000142 144215 5/16/16 208-000-52010-000 OFFICE SUPPLIES #5111981 281.10 144216 5/16/16 208-000-52010-000 OFFICE SUPPLIES #5304018 224.37 VENDOR TOTAL $505.47 $.00 $505.47OPI 000778 144232 5/16/16 208-000-52103-000 COPIER #AR211006 116.05 VENDOR TOTAL $116.05 $.00 $116.05PAMELA K BROWN 001352 144237 5/16/16 208-000-52288-000 COUNSEL COUNSEL 5/3/16 130.00 VENDOR TOTAL $130.00 $.00 $130.00LAYNE WILHELM 001836 144242 5/16/16 208-000-52289-000 MILEAGE TRAVEL REIMBURSE 129.60 VENDOR TOTAL $129.60 $.00 $129.60BROOKE O'BYRNE 004066 144302 5/16/16 208-000-52010-000 EDUCATIONAL MATERIALS REIMBURSEMENT 325.49 144303 5/16/16 208-000-52010-000 STAFF MEETING REIMBURSE FOOD 25.75 144304 5/16/16 208-000-52289-000 LODGING/MEALS TRAVEL REIMBURSE 290.35 VENDOR TOTAL $641.59 $.00 $641.59BRISTLECONE FAMILY 004317 144308 5/16/16 208-000-52010-000 RESIDENTIAL TREATMENT #870 1,000.00 VENDOR TOTAL $1,000.00 $.00 $1,000.00JACK ARAZA PHD 004714 144320 5/16/16 208-000-52115-000 EVALUATION PSYCH EVALUATION 575.00 144321 5/16/16 208-000-52115-000 PSYCH EVALUATION PSYCH EVALUATION 575.00 VENDOR TOTAL $1,150.00 $.00 $1,150.00BROOKE ESQUIBEL 005669 144424 5/16/16 208-000-52289-000 TRAVEL NADCP TRAVEL 1,462.56 144425 5/16/16 208-000-52010-000 CELEBRATING FAMILIES SUPPLIES FAMILIES 205.02 VENDOR TOTAL $1,667.58 $.00 $1,667.58CUSTOM BUSINESS SERVICES 005725 144428 5/16/16 208-000-52010-000 MONTHLY BOOKKEEPING #3251 200.00 VENDOR TOTAL $200.00 $.00 $200.00

DEPARTMENT TOTAL $5,540.29 $.00 $5,540.29

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FUND NO. 209 ADMINISTRATIVE ASSESSMNT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

RUBY MOUNTAIN NATURAL 000311 144222 5/16/16 209-000-52148-000 WATER #689653 #690891 18.00 VENDOR TOTAL $18.00 $.00 $18.00

DEPARTMENT TOTAL $18.00 $.00 $18.00

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FUND NO. 210 CHECK RESTITUTION DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

MCCLINTICK FARMS INC 003637 144407 5/16/16 210-000-52000-000 BAD CHECK BAD CHECK 50.00 VENDOR TOTAL $50.00 $.00 $50.00

DEPARTMENT TOTAL $50.00 $.00 $50.00

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FUND NO. 211 INDIGENT MEDICAL DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

STATE OF NEVADA DIV OF 002327 144392 5/16/16 211-000-52091-000 COUNTY MATCH MAR 2016 #HU-1609 39,739.14 VENDOR TOTAL $39,739.14 $.00 $39,739.14

DEPARTMENT TOTAL $39,739.14 $.00 $39,739.14

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FUND NO. 212 WMCA EVENTS COMPLEX DEPT NO. 070 AG DISTRICT #3 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

RONALD SCHREMPP DBA 000016 144144 5/16/16 212-070-52010-000 GROUNDS MAINTENANCE #79649 150.00 VENDOR TOTAL $150.00 $.00 $150.00FLYERS ENERGY LLC 000038 144145 5/16/16 212-070-52010-000 FUEL #170292 1,066.65 VENDOR TOTAL $1,066.65 $.00 $1,066.65CB BROWN CO INC 000069 144148 5/16/16 212-070-52010-000 MISC REPAIRS #810430 703.50 VENDOR TOTAL $703.50 $.00 $703.50TALLMAN LUMBER CO INC 000071 144149 5/16/16 212-070-52010-000 PAINT #385085 143.40 VENDOR TOTAL $143.40 $.00 $143.40NORCO 000339 002478 5/16/16 212-070-52010-000 CYLINDER RENT/SUPPLIES #18432657 60.33 VENDOR TOTAL $60.33 $.00 $60.33SIMPLOT GROWER SOLUTIONS 000386 144158 5/16/16 212-070-52010-000 WEED CONTROL #715023038 243.75 144158 5/16/16 212-070-52010-000 WEED CONTROL #715023133 295.50 144158 5/16/16 212-070-52010-000 WEED CONTROL #715023142 45.00 144158 5/16/16 212-070-52010-000 WEED CONTROL #7115023205 310.00 VENDOR TOTAL $894.25 $.00 $894.25WESTERN NEVADA SUPPLY 000756 002480 5/16/16 212-070-52010-000 REPAIR LEAK #86579456 312.43 002480 5/16/16 212-070-52010-000 CREDIT MEMO #CM86519617 118.31- 002490 5/16/16 212-070-52010-000 SPRINKLER REPAIR #86604527 30.24 VENDOR TOTAL $224.36 $.00 $224.36SHEREE TIBBALS 000866 144370 5/16/16 212-070-52010-000 REIMBURSE SUPPLIES REIMBURSE SUPPLIES 81.49 144370 5/16/16 212-070-52010-000 REGISTRATION ROUNDUP REIMBURSE REGISTRTIN 130.00 144370 5/16/16 212-070-52062-000 ROUNDUP REIMBURSE LODGING 92.91 VENDOR TOTAL $304.40 $.00 $304.40WINNEMUCCA CONVENTION 001227 144164 5/16/16 212-070-52255-000 ROOM TAX COLLECTED APR 2016 FAIRGRNDS 19.20 144164 5/16/16 212-070-52255-000 ROOM TAX COLLECTED APR 2016 FAIRGRNDS 32.40 144164 5/16/16 212-070-52255-000 ROOM TAX COLLECTED APR 2016 FAIRGRNDS 3.60 VENDOR TOTAL $55.20 $.00 $55.20CST LTD PARTNERSHIP 001590 002481 5/16/16 212-070-51002-000 TEMP LABORER #17113761 892.03 002491 5/16/16 212-070-51002-000 TEMP LABORER #17114109 702.96 VENDOR TOTAL $1,594.99 $.00 $1,594.99AMERIPRIDE SERVICES, INC. 001835 002482 5/16/16 212-070-52010-000 UNIFORMS #1101607680 46.58 002492 5/16/16 212-070-52010-000 UNIFORMS #1101611376 69.01 VENDOR TOTAL $115.59 $.00 $115.59XEROX CORPORATION 002317 144171 5/16/16 212-070-52047-000 AG DISTRICT #709308712 6.39 VENDOR TOTAL $6.39 $.00 $6.39INLAND SUPPLY CO INC 002328 002483 5/16/16 212-070-52010-000 SUPPLIES #210685 #277370 182.12 002488 5/16/16 212-070-52010-000 SUPPLIES #277457 #210685 224.27 002495 5/16/16 212-070-52010-000 SUPPLIES #277540 4.05 VENDOR TOTAL $410.44 $.00 $410.44WESTERN BIG R 002382 77

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

144172 5/16/16 212-070-52010-000 SHAVINGS #5428 #308 360.00 VENDOR TOTAL $360.00 $.00 $360.00KEITH KUBICHEK 002562 144251 5/16/16 212-070-52010-000 PORTABLE TOILETS ACCT 9952 #64X00048 420.00 VENDOR TOTAL $420.00 $.00 $420.00CARQUEST AUTO PARTS 002661 144292 5/16/16 212-070-52010-000 BATTERY TRACTOR #1737-232657 56.99 144292 5/16/16 212-070-52010-000 BELTS FOR COOLER #1737-230221 12.09 VENDOR TOTAL $69.08 $.00 $69.08WMCA LITTLE LEAGUE 003417 144260 5/16/16 212-070-52011-000 DEPOSIT REFUND 3/18/16 DEPOSIT REFUND 400.00 VENDOR TOTAL $400.00 $.00 $400.00STONEY BASIN LLC 004000 144299 5/16/16 212-070-52010-000 FRAME TEMP SHADE #380 6,500.00 VENDOR TOTAL $6,500.00 $.00 $6,500.00FERGUSON ENTERPRISES INC 004699 144316 5/16/16 212-070-52010-000 SPRINKLER REPAIRS #4733030 12.99 144318 5/16/16 212-070-52010-000 SPRINKLER REPAIRS #4719291 76.72 144318 5/16/16 212-070-52010-000 SPRINKLER REPAIRS #4721894 16.96 VENDOR TOTAL $106.67 $.00 $106.67CARTER AGRI-SYSTEMS 004999 144325 5/16/16 212-070-52010-000 MISC REPAIR #63461 48.52 144325 5/16/16 212-070-52010-000 MISC REPAIRS #64622 155.74 VENDOR TOTAL $204.26 $.00 $204.26

DEPARTMENT TOTAL $13,789.51 $.00 $13,789.51

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FUND NO. 212 WMCA EVENTS COMPLEX DEPT NO. 073 INDOOR EVENTS CENTER EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

HUMBOLDT COUNTY TREASURER 000097 144152 5/16/16 212-073-52033-052 LANDFILL CHARGES #5767 166.00 VENDOR TOTAL $166.00 $.00 $166.00WESTERN NEVADA SUPPLY 000756 002479 5/16/16 212-073-52010-000 MISC REPAIRS #86599320 13.27 VENDOR TOTAL $13.27 $.00 $13.27WINNEMUCCA CONVENTION 001227 144164 5/16/16 212-073-52255-000 ROOM TAX COLLECTED APR 2016 INDOOR EC 10.80 VENDOR TOTAL $10.80 $.00 $10.80INLAND SUPPLY CO INC 002328 002485 5/16/16 212-073-52106-000 SUPPLIES #377353 41.04 VENDOR TOTAL $41.04 $.00 $41.04KEITH KUBICHEK 002562 144251 5/16/16 212-073-52033-052 DUMPSTER CHARGES ACCT 9952 #64X00048 255.00 144253 5/16/16 212-073-52033-052 DUMPSTER CHARGES #8854 #64X00096 175.00 VENDOR TOTAL $430.00 $.00 $430.00BRENDA WRIGHT 005745 144431 5/16/16 212-073-52011-000 DEPOSIT REFUND DEPOSIT REFUND 150.00 VENDOR TOTAL $150.00 $.00 $150.00

DEPARTMENT TOTAL $811.11 $.00 $811.11

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FUND NO. 216 COMPENSATED ABSENSES DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

PUBLIC EMPLOYEES 000427 144159 5/16/16 216-000-52000-000 DOUGLAS PURCHASE SERV CREDIT 11,037.78 144159 5/16/16 216-000-52000-000 CASEY PURCHASE SERV CREDIT 7,295.50 VENDOR TOTAL $18,333.28 $.00 $18,333.28

DEPARTMENT TOTAL $18,333.28 $.00 $18,333.28

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FUND NO. 217 ASSESSOR TECHNOLOGY FUND DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CDW GOVERNMENT INC 003672 144266 5/16/16 217-000-52046-000 CISCO POE SWITCH #CTZ8118 5,939.45 144266 5/16/16 217-000-52046-000 STARTECH GB FIBER #CRQ4754 223.99 VENDOR TOTAL $6,163.44 $.00 $6,163.44

DEPARTMENT TOTAL $6,163.44 $.00 $6,163.44

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FUND NO. 301 CAPITAL PROJECTS DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CSI TELECOMMUNICATION, 004002 144300 5/16/16 301-000-55000-000 ENGINEERING SERVICES #16-3309 55,298.98 VENDOR TOTAL $55,298.98 $.00 $55,298.98RADIO SOFT INC 005675 144426 5/16/16 301-000-55000-000 INTERFACE SHARING #1592218 200.00 VENDOR TOTAL $200.00 $.00 $200.00

DEPARTMENT TOTAL $55,498.98 $.00 $55,498.98

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FUND NO. 501 HUMBOLDT TELEVISION DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DAVID GRANTHAM 000026 144207 5/16/16 501-000-52062-000 NBC OUTAGE FUEL TRAVEL NBC 29.83 144207 5/16/16 501-000-52062-000 NBC OUTAGE TRAVEL NBC OUTAGE 8.93 VENDOR TOTAL $38.76 $.00 $38.76DIGI-KEY CORP 426934 000227 144353 5/16/16 501-000-52010-000 DUCT WIRE HOLDER #533510020 650.25 VENDOR TOTAL $650.25 $.00 $650.25WINNEMUCCA BLACKSMITH 000393 144225 5/16/16 501-000-52010-000 TWO STEPS #6465 489.80 VENDOR TOTAL $489.80 $.00 $489.80TESSCO 001998 144387 5/16/16 501-000-52010-000 TOWER CLIMBING #804160 140.01 144387 5/16/16 501-000-52010-000 TOWER CLIMBING #826433 196.57 VENDOR TOTAL $336.58 $.00 $336.58NATIONS MEDICAL 003457 144263 5/16/16 501-000-52010-000 MEDICAL CABINET SUPPLIES #101044 38.75 VENDOR TOTAL $38.75 $.00 $38.75

DEPARTMENT TOTAL $1,554.14 $.00 $1,554.14

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FUND NO. 502 SOLID WASTE MANAGEMENT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

RENO DRAIN OIL SERVICE 001485 144239 5/16/16 502-000-52010-000 ANTIFREEZE #181130 61.25 VENDOR TOTAL $61.25 $.00 $61.25KEITH KUBICHEK 002562 144252 5/16/16 502-000-52100-000 ROLL OFF #9610 #64X00047 4,591.63 144252 5/16/16 502-000-52100-000 ROLL OFFS #9610 #64X00047 700.00 144252 5/16/16 502-000-52100-000 ROLL OFFS #9610 #64X00047 450.00 VENDOR TOTAL $5,741.63 $.00 $5,741.63GEORGE DELONG CONSTRUCTIO 003169 144401 5/16/16 502-000-52100-000 LANDFILL MAY 2016 LANDFILL 52,899.68 VENDOR TOTAL $52,899.68 $.00 $52,899.68HAM'S HEATING & A/C 003867 144296 5/16/16 502-000-52100-000 RECLAIMED UNITS #EH9038LT 2,000.00 VENDOR TOTAL $2,000.00 $.00 $2,000.00

DEPARTMENT TOTAL $60,702.56 $.00 $60,702.56

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FUND NO. 704 WINNEMUCCA RURAL FIRE DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

KYLE JEFFREY ANDERSON 004363 002497 5/16/16 704-000-52250-000 FIRE CALLS APRIL 2016 FIRE CALL 60.00 VENDOR TOTAL $60.00 $.00 $60.00SCOTT CHRISTIANSEN 004364 144309 5/16/16 704-000-52250-000 FIRE CALLS APRIL 2016 FIRE CALL 90.00 VENDOR TOTAL $90.00 $.00 $90.00ISAAC LOUIS BENGOCHEA 004365 144310 5/16/16 704-000-52250-000 FIRE CALLS APRIL 2016 FIRE CALL 75.00 VENDOR TOTAL $75.00 $.00 $75.00SHELTON THOMASON 004383 144311 5/16/16 704-000-52250-000 FIRE CALLS APRIL 2016 FIRE CALL 155.00 VENDOR TOTAL $155.00 $.00 $155.00RONALD SCHREMPP 005436 144326 5/16/16 704-000-52010-000 APRIL LUNCH APRIL LUNCH 56.85 VENDOR TOTAL $56.85 $.00 $56.85TORREY SHEEN 005437 144327 5/16/16 704-000-51001-000 FIRE ADMINISTRATION ADMINISTRATION 1,000.00 144327 5/16/16 704-000-52035-000 CELL PHONE CELL PHONE 43.00 144328 5/16/16 704-000-52250-000 FIRE CALLS APRIL16 FIRE CALLS 90.00 VENDOR TOTAL $1,133.00 $.00 $1,133.00DONALD VALLE 005439 144329 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00TIMOTHY COLE BILLINGSLEY 005442 144330 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 45.00 VENDOR TOTAL $45.00 $.00 $45.00WILLIAM M SWINDLE 005445 002499 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00GLADE BARTON 005447 002500 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.00KELLY POLLOCK 005448 144331 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 15.00 VENDOR TOTAL $15.00 $.00 $15.00THOMAS A GILLESPIE 005449 144332 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00LAZARO RAY LECUMBERRY 005450 002501 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 30.00 VENDOR TOTAL $30.00 $.00 $30.00CHARLES L SMITH 005451 144333 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 45.00 VENDOR TOTAL $45.00 $.00 $45.00GUS DUNCAN 005452 144334 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 30.00 VENDOR TOTAL $30.00 $.00 $30.00BRETT MCCOY 005453 144335 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.00JOHN P MARDEN 005455 144336 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.0085

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

DEWEY GUERCIO 005457 144337 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00DAVID L TREGELLAS 005458 144338 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.00JESSE J HILL 005460 002502 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 30.00 VENDOR TOTAL $30.00 $.00 $30.00ROBERT SILVA 005461 144339 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00KEITH AITKEN 005462 144340 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 45.00 VENDOR TOTAL $45.00 $.00 $45.00JEFF SCHREMPP 005463 144341 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.00WESTON STICKNEY 005471 144342 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 60.00 VENDOR TOTAL $60.00 $.00 $60.00ROBERTO MERCADO 005472 002503 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 15.00 VENDOR TOTAL $15.00 $.00 $15.00JUAN MANUEL MERCADO 005475 002504 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 75.00 VENDOR TOTAL $75.00 $.00 $75.00DAVID W. SCHWARTZ 005476 144343 5/16/16 704-000-52250-000 FIRE CALLS APRIL 16 FIRE CALLS 90.00 VENDOR TOTAL $90.00 $.00 $90.00

DEPARTMENT TOTAL $2,724.85 $.00 $2,724.85

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FUND NO. 705 MCDERMITT FIRE DISTRICT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

MERTENS PARTS CO 000252 144127 5/16/16 705-000-52010-000 FLOOR SWEEP #072386 8.21 144128 5/16/16 705-000-52010-000 SERVICE CALL #12899 190.00 144128 5/16/16 705-000-52010-000 LABOR/PARTS SERVICE CALL #12921 1,668.32 144128 5/16/16 705-000-52010-000 LABOR/PARTS SERVICE TRUCK #12924 619.81 VENDOR TOTAL $2,486.34 $.00 $2,486.34

DEPARTMENT TOTAL $2,486.34 $.00 $2,486.34

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FUND NO. 712 OROVADA COMMUNITY SERVIC DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

SIMPLOT GROWER SOLUTIONS 000386 144224 5/16/16 712-000-52010-000 TURF SUPREME #715023317 600.00 144224 5/16/16 712-000-52010-000 WEED SPRAY #715022907 145.00 VENDOR TOTAL $745.00 $.00 $745.00

DEPARTMENT TOTAL $745.00 $.00 $745.00

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FUND NO. 715 GOLCONDA WATER DISTRICT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

HUMBOLDT COUNTY 000006 144143 5/16/16 715-000-52024-000 POSTAGE GOLCONDA WATER 3RD QTR 15-16 POSTGE 87.41 VENDOR TOTAL $87.41 $.00 $87.41

DEPARTMENT TOTAL $87.41 $.00 $87.41

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FUND NO. 716 GOLCONDA FIRE DISTRICT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

CB BROWN CO INC 000069 144346 5/16/16 716-000-52010-000 BIKE LOCK #K43748 #810418 89.99 144346 5/16/16 716-000-52010-000 FLOODLIGHT #442343 #810418 31.99 VENDOR TOTAL $121.98 $.00 $121.98WILLIAM PHILLIP BREWER 000179 144351 5/16/16 716-000-52010-000 TRAINING TRAINING 5/10 25.00 VENDOR TOTAL $25.00 $.00 $25.00JAY LOWE 000207 144352 5/16/16 716-000-52010-000 TRAINING TRAINING 4/19 15.00 144352 5/16/16 716-000-52010-000 FIRE CALLS FIRE CALLS 4/30 15.00 VENDOR TOTAL $30.00 $.00 $30.00WARREN YARNELL 000279 144355 5/16/16 716-000-52010-000 FIRE CHIEF FIRE CHIEF 400.00 144355 5/16/16 716-000-52010-000 TRUCK MAINT TRUCK MAINT 600.00 144355 5/16/16 716-000-52010-000 SCHOOL MAINT SCHOOL MAINT 200.00 VENDOR TOTAL $1,200.00 $.00 $1,200.00NORCO 000339 002506 5/16/16 716-000-52010-000 CYLINDER RENT #18432642 10.58 VENDOR TOTAL $10.58 $.00 $10.58BOB BREWER 000443 002507 5/16/16 716-000-52010-000 TRAINING TRAINING 5/10 25.00 VENDOR TOTAL $25.00 $.00 $25.00FRED D WARDEN 000833 144368 5/16/16 716-000-52010-000 BOARD SERVICE BOARD SERVICE 300.00 VENDOR TOTAL $300.00 $.00 $300.00GAMMA ELECTRIC 000848 144369 5/16/16 716-000-55301-000 GENERATOR #12218 5,413.65 VENDOR TOTAL $5,413.65 $.00 $5,413.65GARY MORK 000871 002509 5/16/16 716-000-52010-000 FIRE CALLS FIRE CALLS 4/30 25.00 002509 5/16/16 716-000-52010-000 YARD MAINTENANCE YARD MAINT 1,000.00 002509 5/16/16 716-000-52010-000 TRAINING 4/19 TRAINING 4/19 25.00 002509 5/16/16 716-000-52010-000 TRUCK MAINT TRUCK MAINT 375.00 002509 5/16/16 716-000-52010-000 LIGHT BULB REIMBURSE LIGHT BULB 48.08 VENDOR TOTAL $1,473.08 $.00 $1,473.08DOLORES SHIELDS 001257 144372 5/16/16 716-000-52010-000 BOARD SERVICE BOARD SERVICE 300.00 VENDOR TOTAL $300.00 $.00 $300.00SARAH K ROSASCO 001276 002510 5/16/16 716-000-52010-000 FIRE TRAINING FIRE TRAINING 5/10 15.00 VENDOR TOTAL $15.00 $.00 $15.00ERNEST FORTMANN 001701 144380 5/16/16 716-000-52010-000 BOARD SERVICE BOARD SERVICE 300.00 VENDOR TOTAL $300.00 $.00 $300.00JAMES C CHRISTISON 001809 144383 5/16/16 716-000-52010-000 BOARD SERVICE BOARD SERVICE 300.00 VENDOR TOTAL $300.00 $.00 $300.00CARON GORDON 002063 144389 5/16/16 716-000-52010-000 TRAINING TRAINING 4/19 15.00 VENDOR TOTAL $15.00 $.00 $15.00JAMES C GORDON 002218 144391 5/16/16 716-000-52010-000 FIRE CHIEF FIRE CHIEF 400.00 VENDOR TOTAL $400.00 $.00 $400.0090

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EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

KEITH KUBICHEK 002562 144395 5/16/16 716-000-52033-000 GOLCONDA FIRE ACCT 6687 26.00 VENDOR TOTAL $26.00 $.00 $26.00KENNETH M TAYLOR 002961 144399 5/16/16 716-000-52010-000 FIRE CALLS FIRE CALL 4/30 15.00 VENDOR TOTAL $15.00 $.00 $15.00CYNTHIA TAYLOR 004535 002517 5/16/16 716-000-52010-000 BOARD DUTIES BOARD DUTIES 300.00 002517 5/16/16 716-000-52010-000 REIMBURSE REIMBURSE INTERNET 142.63 VENDOR TOTAL $442.63 $.00 $442.63CRYSTAL YARNELL 005758 144445 5/16/16 716-000-52010-000 TRAINING TRAINING 5/10 15.00 VENDOR TOTAL $15.00 $.00 $15.00

DEPARTMENT TOTAL $10,427.92 $.00 $10,427.92

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FUND NO. 718 COURT ORDER RESTITUTION DEPT NO. 034 JUVENILE PROBATION EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

RICK L GRANT DMD INC 001553 144291 5/16/16 718-034-52015-000 RESTITUTION JV3839-5 50.00 VENDOR TOTAL $50.00 $.00 $50.00HUMBOLDT COUNTY JUVENILE 004411 144312 5/16/16 718-034-52015-000 RESTITUTION #JV4065-4 56.19 VENDOR TOTAL $56.19 $.00 $56.19GABRIELA MARQUEZ 005747 144434 5/16/16 718-034-52015-000 RESTITUTION JV4088 427.00 VENDOR TOTAL $427.00 $.00 $427.00

DEPARTMENT TOTAL $533.19 $.00 $533.19

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FUND NO. 718 COURT ORDER RESTITUTION DEPT NO. 043 DISTRICT COURT EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

MARIBEL CASTELLANOS 001413 144376 5/16/16 718-043-52015-000 RESTITUTION RESTITUTION 20.00 VENDOR TOTAL $20.00 $.00 $20.00WESTERN STATES PROPANE 004463 144415 5/16/16 718-043-52015-000 RESTITUTION RESTITUTION 360.00 VENDOR TOTAL $360.00 $.00 $360.00THOMAS BABCOCK 004730 144419 5/16/16 718-043-52015-000 RESTITUTION RESTITUTION 20.00 VENDOR TOTAL $20.00 $.00 $20.00DEVIN ROSS-GOBRICK 005638 144423 5/16/16 718-043-52015-000 RESITITUTION RESTITUTION 100.00 VENDOR TOTAL $100.00 $.00 $100.00DEWAYNE TREGELLAS 005715 144427 5/16/16 718-043-52015-000 RESTITUTION RESTITUTION 100.00 VENDOR TOTAL $100.00 $.00 $100.00

DEPARTMENT TOTAL $600.00 $.00 $600.00

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FUND NO. 731 BOND & INTEREST DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

HUMBOLDT COUNTY SCHOOL 000298 144283 5/16/16 731-000-52061-000 BOND PROJ DRAW DOWN BOND PROJECTS 1,000,000.00 VENDOR TOTAL $1,000,000.00 $.00 $1,000,000.00

DEPARTMENT TOTAL $1,000,000.00 $.00 $1,000,000.00

94

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FUND NO. 740 LIBRARY MEMORIAL FUND DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

BAKER & TAYLOR BOOKS 001956 144385 5/16/16 740-000-52010-000 SRP BOOKS #4011573410 77.95 VENDOR TOTAL $77.95 $.00 $77.95SHERRY RANF 003345 144405 5/16/16 740-000-52010-000 SUPPLIES REIMBURSE SUPPLIES 6.76 VENDOR TOTAL $6.76 $.00 $6.76

DEPARTMENT TOTAL $84.71 $.00 $84.71

95

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FUND NO. 760 MCDERMITT WATER DISTRICT DEPT NO. 000 EXPENDITURE HAND-ISSUEDVENDOR NAME VOUCHER DATE ACCOUNT NO. ITEM DESCRIPTION INVOICE AMOUNT CHECKS TOTAL

SIERRA ENVIRONMENTAL 000996 144287 5/16/16 760-000-52010-000 WATER TESTS #147784 46.00 VENDOR TOTAL $46.00 $.00 $46.00G & P WATER SERVICES 003131 002496 5/16/16 760-000-52010-000 CAPPED PIPE METER HOOKUP/CAPPED 300.00 002496 5/16/16 760-000-52010-000 BACKHOE SERVICE BACKHOE SERVICE 300.00 VENDOR TOTAL $600.00 $.00 $600.00FERGUSON ENTERPRISES INC 004699 144317 5/16/16 760-000-52010-000 SUPPLIES/WATER LEAKS #4727972 42.45 VENDOR TOTAL $42.45 $.00 $42.45

DEPARTMENT TOTAL $688.45 $.00 $688.45

GRAND TOTAL $1,595,706.04 $.00 $1,595,706.04

96

Run Date : 05/12/16 EXPENDITURE APPROVAL LIST

ACKNOWLEDGEMENT OF REVIEW AND AUTHORIZATION DATE

------------------------ ---------- COMPTROLLER

------------------------ ---------- ADMINISTRATOR

------------------------ ---------- CHAIRMAN

------------------------ ---------- COMMISSIONER

------------------------ ---------- COMMISSIONER

------------------------ ---------- COMMISSIONER

------------------------ ---------- COMMISSIONER

------------------------ ---------- DISTRICT ATTORNEY

97

Memo

TO: Dave Mendiola

Tami Spero

FROM: Planning Department/BL DATE: April 8, 2016 RE: County Commission Meeting April 18, 2016

MP-16-01 A Master Plan Amendment submitted by Steve West City Manager/Engineer to change the IND (Industrial) designation to PF (Public Facility) on property located at 5055 and 7325 Jungo Road; assessor’s parcel #’s 3637-28-100-001 and 3637-32-100-001

RH-16-01 A rezone request submitted by Steve West City Manager/Engineer to change the M-3 (Open Space Multiple Use) zoning designation to P-F (Public Facility) on property located at 5055 and 7325 Jungo Road; assessor’s parcel #’s 3637-28-100-001 and 3637-32-100-001

98

99

100

101

102

2016 Transportation ReportHumboldt County

Nevada Department of Transportation 1263 S. Stewart StreetCarson City, NV 89701www.NevadaDOT.com

103

Presentation

104

1

Nevada Department of Transportation

Humboldt County Commission PresentationFY17 Transportation UpdateMay 16, 2016

Nevada Department of Transportation

Introductions

Rudy Malfabon Director

Bill Hoffman Deputy Director

Tracy Larkin-Thomason Deputy Director

Sondra Rosenberg Asst. Director, Planning

Kevin Lee District 3 Engineer

Lee Bonner Government | Tribal Liaison

Cathy Balcon Transportation Planner Analyst

105

2

Nevada Department of Transportation

Why are we here?

STIPStatewide TransportationImprovement Program

Long RangePlan

Safety

360 Days with Zero Fatalities

Fatalities

Over 5045%

30-5033%

Under 3022%

Drivers by Age

Humboldt

2011 2012 2013 2014 2015

143 164 180223

182

HUMBOLDT COUNTY CRASH DATA

2014 2015 % Change

9 5 ‐44.44%

106

3

Nevada Department of Transportation

Safety – 4 E’s of Traffic Safety

Engineering

Education

Emergency Response

Enforcement

Humboldt

Crash Density Map

Nevada Department of Transportation

Funding

FAST Act – 5 year Transportation Bill

Fuel Revenue Indexing

Humboldt County

107

4

Nevada Department of Transportation

NDOT Local Government PlanningCounty Consultation Process

County Workshops

Follow Up

NDOT County Tour

Follow Up

STIP Approval

Oct - Dec

Jan - Apr

May - Jul

Jul - Sep

Sept - Oct

Humboldt Project Ideas 19 Project Ideas

Location Issue TSP#

Bridge M1660B on the reservation Bridge is in "Fair" condition.

SR 140 SR 140 needs slope flattening. -$7,5000,000 HU20120022

Grass Valley Road Heavy traffic volumes. Drainage Issues

US 95 N US 95 North passing lanes / slope flattening North of town. -$7,5000,000 HU20120022

Walmart area Bike / Ped connectivity / Connect Grass Valley Rd & Railroad Street / Hansen to Walmart

Canyon Road Intersection Highland/Hansen/Water Canyon Road Intersection – Intersection layout

Airport Road Increase of traffic on Airport Road.

Jungo Road / Museum Ln / Hwy 95 The intersection of Jungo Road, Museum Lane and Hwy 95 needs to be realigned.

East Winnemucca Blvd. East Winnemucca Blvd. has drainage issues.

US 95 & Winnemucca Blvd. US 95 & Winnemucca Blvd needs intersection control and additional signage.

Humboldt County Jungo Road Bypass

Rose Creek Rd. Bypass for Rose Creek Road from Grass Valley between Hansen and Airport

Grass Valley Rd. City of Winnemucca, Loop Road Project-phase 1 Railroad crossing Grass Valley Rd

Humboldt County Increased train traffic and potential relocation out of city.

I- 80 to Loop Rd. I- 80 connection to Loop Rd Passing lane on Golconda Summit

I-80 Connection Airport Rd / Industrial Park- Impact to the roadways, possible I-80 connection.

Exit 173 at Pilot Exit 173 at Pilot the intersection needs to be straightened

108

5

All projects are proposed and subject to change

4 Year Look – Work Program Humboldt County

Funding totals 

FY17

FY18 ‐ FY20

$3,845,386

$37,390,640

FY17 Work Program Map - Humboldt County

109

6

Nevada Department of Transportation

FY17 Work Program Humboldt County

Airport Rd – reconstruct / Mill and fill

Frontage Rd 15 – 5.57 miles / Perishing County line to W Winnemucca Blvd

SR 140 – Chip seal Denio / Adel / Oregon

– Chip seal Cherry Tree Rd

– Chip seal

SR 293 – Flush seal/Mill and fill – west of Oravado

– Mill and fill Kings River Valley Rd

SR 289 – Chip seal Battle Mountain from See Drive to SR 795

SR 795 – Chip seal Winnemucca 1.2 miles

Nevada Department of Transportation

Suggested Motion

Motion to accept the Proposed FY17 NDOT Work Program.

Requests for future consideration

Long Range Discussion

110

NDOT

111

112

NDOT Mission, Vision, Core Values, and Goals

MissionProviding a better transportation system for Nevada through our unified and dedicated efforts.

VisionThe nation’s leader in delivering transportation solutions, improving Nevada’s quality of life.

Core Values• Integrity – Doing the right thing.• Honesty – Being truthful in your actions and your words.• Respect – Treating others with dignity.• Commitment – Putting the needs of the Department first.• Accountability – Being responsible for your actions.

GoalsAs one NDOT, our employees are key to successfully accomplishing our mission.

• Optimize safety.• Be in touch with and responsive to our customers.• Innovate.• Be the employer of choice.• Deliver timely and beneficial projects and programs.• Effectively preserve and manage our assets.• Efficiently operate the transportation system.

113

120° 118° 116° 115° 114°700 000 mE 750 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE250 000 mE 300 000 mE

119º 117°

115°

116°

36°

117°

118°

38°

37°

119°

120°

39°

40

114°

4 650 000 mN

750 000 mE700 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE300 000 mE250 000 mE

3 900 000 mN

3 950 000 mN

4 000 000 mN

4 050 000 mN

4 100 000 mN

4 150 000 mN

4 200 000 mN

4 250 000 mN

4 300 000 mN

4 350 000 mN

4 400 000 mN

4 500 000 mN

4 550 000 mN

4 600 000 mN

42°

41°

4 450 000 mN

42°

41°

40°

39°

38°

37°

36°

4 600 000 mN

4 650 000 mN

4 550 000 mN

4 500 000 mN

4 450 000 mN

4 400 000 mN

4 350 000 mN

4 300 000 mN

4 250 000 mN

4 200 000 mN

4 150 000 mN

4 100 000 mN

4 050 000 mN

4 000 000 mN

3 950 000 mN

3 900 000 mN

35°35°

NO

RT

HE

RN

NEV

AD

A

NO

RT

HE

RN

NE

VA

DA

Lake

Mead

Colo

rad

o

Riv

er

Lake Mohave

Wa

lker

La

ke

Rye PatchReservoir

Pyramid

Lake

LahontanReservoir

Lake

Tahoe

UN

ION

UN

ION

McGill

Stillwater

Goodsprings

TO NEEDLES

Seven Troughs(site)

O R E G O NMALHEUR

LAKE HARNEYTO ADEL

TO FIELDS

Vya(site)

Denio

Denio Jct

TO JORDAN VALLEY TO MOUNTAIN HOME

TO TWIN FALLS

OWYHEE TWIN FALLS CASSIA

I D A H O

H U M B O L D T

MO

DO

CL

AS

SE

NS

IER

RA

McDermitt

Orovada

Paradise Valley

Midas

Tuscarora(site)

Jack Creek

White Rock(site)

Owyhee

Mountain City

Jarbidge

Charleston(site)

North Fork

Dinner Station Deeth

E L K OWells

Oasis

Montello

Wilkins(site)

Contact

Jackpot

TO CEDARVILLE

Gerlach

Empire(site)

Flanigan(site)

Pyramid(site)

W A S H O E

TO SUSANVILLE

TOTAHOE CITY

Sutcliffe

Nixon

RenoVerdi

Sparks

Wadsworth

Fernley

Hazen

VirginiaCity Stagecoach

Dayton

GoldHill

SilverCity

Mound House

CARSONCITY

StewartWabuska

LY O N

D O U G L A S

STOREY

C H U R C H I L LDixie Valley(site)

L I N C O L N

Rachel

Tempiute(site)

Hiko

Crystal Springs

Ash Springs

Alamo

Pioche

Panaca

Ursine

Caselton

Elgin

Caliente

Carp(site)

Nelson

CottonwoodCove

Searchlight

Cal Nev Ari

Laughlin

AR

IZ

ON

A

E U R E K A

L A N D E R

Jungo(site)

Vernon(site)

Rochester(site)

Unionville

Mill CityImlay

Lovelock

Oreana

P E R S H I N G

Tungsten(site)

Battle Mountain

Valmy

CopperCanyon

(site)

Golconda

Winnemucca

Manhattan

Belmont

Round Mountain

Warm Springs(site)

N Y E

Potts(site)

Strawberry

Eureka

CherryCreek

Ruth

ElyHamilton(site)

Currie

Lages Station

Carlin

Beowawe

Cortez(site)

CrescentValley

Tenabo(site)

Gold Acres(site)

Leeville(site)

Elko

Jiggs

Lee

Arthur

Halleck

SpringCreek

Lamoille

Ruby Valley

Shantytown

MiddlegateEastgate

ColdSprings

Salt Wells(site)

FallonAustin

Kingston

Frenchman(site)

Rawhide(site) Quartz Mtn

(site)

Las Vegas

Mt Charleston

Blue Diamond

Indian Springs

NorthLasVegas

CactusSprings

JeanSandy Valley

Sloan

TO BAKER

TO NIPTON

Primm

C L A R K

Moapa

Glendale

Logandale

Overton

TO ST GEORGE

Bunkerville

Henderson

Baker

Border

Sunnyside

MajorsPlace

PrestonMinerva(site)

Shoshone

Currant

Lockes

Duckwater

Adaven(site)

Nyala(site)

Lund

Atlanta(site)

TO TRUCKEE

InclineVillage

Crystal Bay

Glenbrook

Stateline

Zephyr Cove Genoa

PLACER

NEVADA

CA

LI

FO

RN

IA

E S M E R A L D A

M I N E R A L

GardnervilleMason

Minden Weed HeightsStateline

WellingtonSmith

HolbrookJct

Yerington

Basalt(site)

Mina

Luning

WalkerLake

Schurz

Candelaria(site)

Hawthorne

Gabbs

Ione

Berlin(site)

Hadley

Carvers

Silver PeakGoldfield

Nivloc(site)

Coaldale(site) Tonopah

Lida

Dyer

TO BIG PINE

Ralston(site)

Gold Point

Scottys JunctionScottys Junction

AmargosaValley

Johnnie(site)

BeattyRhyolite

(site)

Pahrump

TO SHOSHONE

TO DEATH VALLEYJUNCTION

TO DEATH VALLEY

Mercury

TO DEATH VALLEY & SCOTTYS CASTLE

TO NEEDLES

TO KINGMAN

TO BULLHEADCITY

TO KINGMAN

BO

X E

LD

ER

TO PARK VALLEY

West Wendover

TO

OE

LE

TO SALT LAKE CITY

TO IBAPAH

UT

AH

TO DELTA

TO MODENA

IRO

NW

AS

HIN

GT

ON

BE

AV

ER

MIL

LA

RD

JU

AB

TO GARRISON

MO

HA

VE

E LDORADO

TO BRIDGEPORT

TO WOODFORDS

TO BRIDGEPORT

ALPINE

TOPLACERVILLE

C

A

L

I

F

O

R

N

I

A

TO BISHOP

TOLEE VINING

MO

NO

SAN BERNARDINO

INYO

P I N EW H I T E

MountainSprings

Mesquite

Sulphur(site)

PACIFICUNION

PACIFIC

PA

CIF

IC

UN

ION

UNION

U P

PACIFIC

PACIFIC

PACIFIC

UNION

UNION PACIFIC

PA

CIF

ICU

NIO

N

U

P

U

P

Metropolis(site)

SilverSprings

BoulderCity

80

80

80

80

80

15

15

15

215

158

159

160

161

146

147

169

170168

564

165

164

163

431

341

207

206

823

339

208

338

361

360

773

376

375

377

379

844

264

264

265

266

267

374

373

157

375

318

317

319

322

894

893490

318

488

487

320

156

372

160

774

359

208

292

140

140

140

294

447

400

789

401

398

397

399

293

290

225

233

231

767

229

227806

305

229

230

228

95

95

95

445

445

828

446

447

723

117

120

839

116121

361722

305

376

278

278

225

226

766

306

892

395

395

50

50

50

5050

95

95

95

95

95

93

93

95

93

93

93

95

6

6

6

93

93

93

50

93

6

ALT95

ALT95

ALT395

ALT95

ALT95

ALT50

ALT93

ALT93

28

88

695

650

232

FOR SALE BY THE NEVADA DEPARTMENT OF TRANSPORTATION, MAP SECTION1263 SOUTH STEWART STREET, CARSON CITY, NEVADA 89712, (775) 888-7627

IN COOPERATION WITH THEU.S. DEPARTMENT OF TRANSPORTATION

FEDERAL HIGHWAY ADMINISTRATION

PREPARED BY

NEVADA DEPARTMENT OF TRANSPORTATION(775) 888-7000

www.nevadadot.com

BASE HIGHWAY MAP

NEVADACopyright © 2016

2016

BRIAN SANDOVALGovernor

(775) 888-7627

LOCATION DIVISION

CARTOGRAPHY

NEVADA DEPARTMENTOF TRANSPORTATION

MILES

KILOMETERS

0 10 20 30 40 50

0 10 20 30 40 50 60 70 80

Transverse Mercator Projection Mount Diablo Base and Meridian50,000 Meter Universal Transverse Mercator Grid Zone 11

Freeway (w/interchange)

Federal Divided Multilane

Federal Road

Divided Multilane

Paved Road

Improved Road

Unimproved Road

Proposed

Railroad

Insterstate shield

U.S. Highway shield

State Highway shield

State Boundary

County Boundary

Capital City

County Seat

City or Town center

Place (site)

SAFE AND CONNECTED

114

DISTRICT2

DISTRICT1

DISTRICT3

120° 118° 116° 115° 114°700 000 mE 750 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE250 000 mE 300 000 mE

119º 117°

115°

116°

36°

117°

118°

38°

37°

119°

120°

39°

40

114°

4 650 000 mN

750 000 mE700 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE300 000 mE250 000 mE

3 900 000 mN

3 950 000 mN

4 000 000 mN

4 050 000 mN

4 100 000 mN

4 150 000 mN

4 200 000 mN

4 250 000 mN

4 300 000 mN

4 350 000 mN

4 400 000 mN

4 500 000 mN

4 550 000 mN

4 600 000 mN

42°

41°

4 450 000 mN

42°

41°

40°

39°

38°

37°

36°

4 600 000 mN

4 650 000 mN

4 550 000 mN

4 500 000 mN

4 450 000 mN

4 400 000 mN

4 350 000 mN

4 300 000 mN

4 250 000 mN

4 200 000 mN

4 150 000 mN

4 100 000 mN

4 050 000 mN

4 000 000 mN

3 950 000 mN

3 900 000 mN

35°35°

120° 118° 116° 115° 114°700 000 mE 750 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE250 000 mE 300 000 mE

119º 117°

115°

116°

36°

117°

118°

38°

37°

119°

120°

39°

40

114°

4 650 000 mN

750 000 mE700 000 mE650 000 mE600 000 mE550 000 mE500 000 mE450 000 mE400 000 mE350 000 mE300 000 mE250 000 mE

3 900 000 mN

3 950 000 mN

4 000 000 mN

4 050 000 mN

4 100 000 mN

4 150 000 mN

4 200 000 mN

4 250 000 mN

4 300 000 mN

4 350 000 mN

4 400 000 mN

4 500 000 mN

4 550 000 mN

4 600 000 mN

42°

41°

4 450 000 mN

42°

41°

40°

39°

38°

37°

36°

4 600 000 mN

4 650 000 mN

4 550 000 mN

4 500 000 mN

4 450 000 mN

4 400 000 mN

4 350 000 mN

4 300 000 mN

4 250 000 mN

4 200 000 mN

4 150 000 mN

4 100 000 mN

4 050 000 mN

4 000 000 mN

3 950 000 mN

3 900 000 mN

35°35°

NO

RT

HE

RN

NEV

AD

A

NO

RT

HE

RN

NE

VA

DA

80

80

80

80

80

15

15

15

215

232

95

95

95

93

93

95

93

93

93

95

6

6

6

93

93

93

50

93

6

ALT95

ALT95

ALT395

ALT95

ALT95

ALT50

ALT93

ALT93

28

88

695

650

445

828

446

447

723

117

120

839

116121

361722

305

376

278

278

225

226

766

306

892

395

395

50

50

50

5050

95

95

208

292

140

140

140

294

447

400

789

401

398

397

399

293

290

225

233

231

767

229

227806

305

229

230

228

95

95

95

445

376

375

377

379

844

264

264

265

266

267

374

373

157

375

318

317

319

322

894

893490

318

488

487

320

156

372

160

774

359

431341

207

206

823

339

208

338

361

360

773

158

159

160

161

146

147

169

170168

564

165

164

163

OROVADA

QUINN RIVERCONTACT

PequopSummit

WELLS

NORTH FORK

RUBYVALLEY

CURRIE

WESTWENDOVER

INDEPENDENCEVALLEY

ELKO

EMIGRANTPASS

BATTLEMTN

WINNEMUCCA

Spooner Summit

Kingsbury

CARSON CITY

BIG SMOKY

BLUE JAY

TONOPAH

GOLDFIELD

MONTGOMERY PASS

EAST ELYBaker

LUND

PANACA

ALAMO

GLENDALE

Indian Springs

BEATTY

CHARLESTON

MOUNTAINSPRINGS

SEARCHLIGHT

LASVEGASLASVEGAS

CurrantCreek

EUREKAAUSTINCOLDSPRINGS

FALLON

LOVELOCK

FERNLEY

GARDNERVILLE YERINGTON

HAWTHORNE

MINA

WELLINGTON

RENO

Galena CreekMt Rose

Incline Village

UN

ION

UN

ION

Stillwater

Goodsprings

TO NEEDLES

O R E G O NMALHEUR

LAKE HARNEYTO ADEL

TO FIELDS

Denio

Denio Jct

TO JORDAN VALLEY TO MOUNTAIN HOME

TO TWIN FALLS

OWYHEE TWIN FALLS CASSIA

I D A H O

H U M B O L D T

MO

DO

CL

AS

SE

NS

IER

RA

McDermitt

Paradise Valley Jack Creek

Owyhee

Mountain City

Dinner Station Deeth

E L K O

Oasis

Montello

Wilkins(site)

Jackpot

TO CEDARVILLE

Gerlach

Empire(site)

W A S H O E

TO SUSANVILLE

TOTAHOE CITY

Sutcliffe

Nixon

VerdiSparks

Wadsworth

Hazen

SilverSprings

Stagecoach

Dayton

GoldHill

SilverCity

Mound House

Stewart

WabuskaLY O N

D O U G L A S

STOREY

C H U R C H I L L

L I N C O L N

RachelHiko

Crystal Springs

Ash Springs

PiocheUrsine

Caselton

Caliente

BoulderCity

Nelson

CottonwoodCove

Cal Nev Ari

Laughlin

AR

IZ

ON

A

E U R E K A

L A N D E R

Rochester(site)

Unionville

Mill CityImlay

Oreana

P E R S H I N G

Tungsten(site) Valmy

CopperCanyon

(site)

Golconda

Manhattan

Belmont

Round Mountain

Warm Springs(site)

N Y E

Strawberry

CherryCreek

Ruth

Lages Station

Carlin

Beowawe

CrescentValley

Tenabo(site)

Gold Acres(site)

Leeville(site)

Jiggs

Arthur

Halleck

SpringCreek

Lamoille

MiddlegateEastgate

Salt Wells(site)

Kingston

Frenchman(site)

Rawhide(site) Quartz Mtn

(site)

Las Vegas

Mt Charleston

Blue Diamond

NorthLasVegas

CactusSprings

JeanSandy Valley

Sloan

TO BAKER

TO NIPTON

Primm

C L A R K

Moapa

Logandale

Overton

TO ST GEORGE

Bunkerville

Henderson

Baker

Border

Sunnyside

MajorsPlace

PrestonMinerva(site)

Shoshone

Currant

Lockes

Duckwater

TO TRUCKEE

Crystal Bay

Glenbrook

Stateline

Zephyr Cove Genoa

PLACER

NEVADA

CA

LI

FO

RN

IA

E S M E R A L D A

M I N E R A L

MasonMinden Weed Heights

Stateline

SmithHolbrookJct

Basalt(site)

Luning

WalkerLake

Schurz

Candelaria(site)

Gabbs

Hadley

Carvers

Silver Peak

Coaldale(site)

Lida

Dyer

TO BIG PINE

Gold Point

Scottys Junction

AmargosaValley

Johnnie(site)

Rhyolite(site)

Pahrump

TO SHOSHONE

TO DEATH VALLEYJUNCTION

TO DEATH VALLEY

Mercury

TO DEATH VALLEY & SCOTTYS CASTLE

TO NEEDLES

TO KINGMAN

TO BULLHEADCITY

TO KINGMAN

BO

X E

LD

ER

TO PARK VALLEY

TO

OE

LE

TO SALT LAKE CITY

TO IBAPAH

UT

AH

TO DELTA

TO MODENA

IRO

NW

AS

HIN

GT

ON

BE

AV

ER

MIL

LA

RD

JU

AB

TO GARRISON

MO

HA

VE

E LDORADO

TO BRIDGEPORT

TO WOODFORDS

TO BRIDGEPORT

ALPINE

TOPLACERVILLE

C

A

L

I

F

O

R

N

I

A

TO BISHOP

TOLEE VINING

MO

NO

SAN BERNARDINO

INYO

P I N EW H I T E

Mesquite

PACIFICUNION

PACIFIC

PA

CIF

IC

UN

ION

UNION

U P

PACIFIC

PACIFIC

PACIFIC

UNION

UNION PACIFIC

PA

CIF

ICU

NIO

N

U

P

U

P

Wa

lker

La

ke

Rye PatchReservoir

Pyramid

Lake

LahontanReservoir

Lake

Tahoe

Lake

Mead

Colo

rad

o

Riv

er

Lake Mohave

McGill

(775) 888-7627

LOCATION DIVISION

CARTOGRAPHY

NEVADA DEPARTMENTOF TRANSPORTATION

NDOT Headquarters

District Office

Maintenance Station

Maintenance Station (unstaffed)

District Boundary

Sub-District Boundary

NDOT Maintenance Districts2016

BRIAN SANDOVAL, GOVERNOR

0 10

10 20

40 50

0 70 80

20 30

30 40 50 60

KILOMETERS

MILES

PREPARED BY

NEVADA DEPARTMENT OF TRANSPORTATIONRUDY MALFABON, P.E., DIRECTOR

(775) 888-7000www.nevadadot.com

SAFE AND CONNECTED

115

NEVADA STATISTICS

I D A H O

UT

AH

O R E G O N

CA

LI

FO

RN

IA

CA

LI

FO

RN

IA

AR

IZ

ON

A

WA

SH

OE

H U M B O L D T

P E R S H I N G

C H U R C H I L L

E L K O

W H I T E P I N EE U R E K A

L A N D E R

M I N E R A L

ESMERALDABoundary Peak

N Y E

L I N C O L N

C L A R K

WINNEMUCCAelev 4320

BATTLEMOUNTAIN

elev 4510

Denio McDermitt Owyhee Jackpot

Wells

CarlinWest

WendoverELKOelev 5067

LOVELOCKelev 3975

Gerlach

RENOelev 4498 Fernley

FALLONelev 3963

VIRGINIA CITYelev 6220

STOREY

D O U G L A S

L Y O NCARSON CITYelev 4687

YERINGTONelev 4384

HAWTHORNEelev 4320

GOLDFIELDelev 5689

TONOPAHelev 6030

Beatty

Indicates County Seat

Mileage indicated between cities

HIGHEST ELEVATION IN THE STATE:Boundary Peak: 13,146 feet (Esmeralda County)

LOWEST ELEVATION IN THE STATE:Colorado River, Southern Tip of State: 490 feet (Clark County)

Carson CityChurchillClarkDouglasElkoEsmeraldaEurekaHumboldtLanderLincolnLyonMineralNyePershingStoreyWashoeWhite PineNEVADA

1454,9307,891

70817,1703,5824,1769,6415,490

10,6332,0013,753

18,1826,037

2636,3028,876

109,780

Nevada Department of Transportation

COUNTY AREA & POPULATIONCounty Square Miles Population*

* Nevada State Demographer 2014 Official Population Estimates

State ofNEVADA

Brian Sandoval, Governor

N

ELYelev 6435

Baker

PIOCHEelev 6064

Mesquite

LAS VEGASelev 2025

Laughlin

AustinEUREKAelev 6481

MINDENelev 4721

7399 9067

5851

2349

54

72

77

57

34 27

3061

58

56

15

57

104

26

67

116

95

79

174

89 92

137

119

215

70

78

62

108

169

117

111

53,96925,103

2,069,45048,55353,358

9261,903

17,3886,5605,004

53,3444,584

45,4566,7143,947

436,79710,218

2,843,301

LOCATION DIVISION

CARTOGRAPHY

(775) 888-7627

NEVADA DEPARTMENTOF TRANSPORTATION

SAFE AND CONNECTED

116

Safety

117

4/25/2016

TO: PUBLIC SAFETY, DIRECTOR NDOT, HIGHWAY SAFETY COORDINATOR,

NDOT TRAFFIC ENGINEERING, FHWA, LVMPD, RENO PD.

FROM: THE OFFICE OF TRAFFIC SAFETY, FATAL ANALYSIS REPORTING SYSTEM (FARS)

SUBJECT: FATAL CRASHES AND FATALITIES BY COUNTY, PERSON TYPE, DAY, MONTH, YEAR AND PERCENT CHANGE.

Crashes Fatals Crashes Fatals Crashes Fatals

4/25/2016 1 1 4/25/2015 2 2 -1 -1

MONTH 19 21 MONTH 18 22 1 -1

YEAR 88 94 YEAR 85 93 3 1

CRASH AND FATAL COMPARISON BETWEEN 2015 AND 2016, AS OF CURRENT DATE.

2015 2016 2015 2016

COUNTY 2015 2016 % 2015 2016 % Alcohol Alcohol % Alcohol Alcohol %

Crashes Crashes CHANGE Fatalites Fatalities Change Crashes Crashes Change Fatalities Fatalities Change

CARSON 1 5 400.00% 1 5 400.00% 1 -100.00% 1 -100.00%

CHURCHILL 1 1 0.00% 1 1 0.00% 0.00% 0.00%

CLARK 57 68 19.30% 63 73 15.87% 13 8 -38.46% 15 9 -40.00%

DOUGLAS 1 1 0.00% 1 1 0.00% 1 -100.00% 1 -100.00%

ELKO 2 2 0.00% 2 2 0.00% 0.00% 0.00%

ESMERALDA 1 -100.00% 1 -100.00% 1 -100.00% 1 -100.00%

EUREKA 2 -100.00% 2 -100.00% 0.00% 0.00%

HUMBOLDT 0.00% 0.00% 0.00% 0.00%

LANDER 2 -100.00% 2 -100.00% 0.00% 0.00%

LINCOLN 2 -100.00% 2 -100.00% 0.00% 0.00%

LYON 2 -100.00% 2 -100.00% 0.00% 0.00%

MINERAL 1 -100.00% 2 -100.00% 0.00% 0.00%

NYE 3 1 -66.67% 3 1 -66.67% 2 -100.00% 2 -100.00%

PERSHING 0.00% 0.00% 0.00% 0.00%

STOREY 1 -100.00% 1 -100.00% 0.00% 0.00%

WASHOE 9 9 0.00% 10 10 0.00% 4 2 -50.00% 4 3 -25.00%

WHITE PINE 1 100.00% 1 100.00% 0.00% 0.00%

YTD 85 88 3.53% 93 94 1.08% 22 10 -54.55% 24 12 -50.00%

TOTAL 15 296 ----- -70.3% 325 ----- -71.1% ----- #DIV/0! ----- #DIV/0!

2015 AND 2016 ALCOHOL CRASHES AND FATALITIES ARE BASED ON VERY PRELIMINARY DATA.

COMPARISON OF FATALITIES BY PERSON TYPE BETWEEN 2015 AND 2016, AS OF CURRENT DATE.

2015 2016 2015 2016 2015 2016

COUNTY Vehicle Vehicle % 2015 2016 % Motor- Motor- % 2015 2016 % Other Other

Occupants Occupants Change Peds Peds Change Cyclist Cyclist Change Bike Bike Change

moped,at

v

moped,at

v

CARSON 1 2 100.00% 3 300.00% 0.00% 0.00%

CHURCHILL 1 -100.00% 1 100.00% 0.00% 0.00%

CLARK 27 32 18.52% 18 20 11.11% 9 16 77.78% 4 1 -75.00% 5 4

DOUGLAS 1 1 0.00% 0.00% 0.00% 0.00%

ELKO 2 2 0.00% 0.00% 0.00% 0.00%

ESMERALDA 1 -100.00% 0.00% 0.00% 0.00%

EUREKA 2 -100.00% 0.00% 0.00% 0.00%

HUMBOLDT 0.00% 0.00% 0.00% 0.00%

LANDER 1 -100.00% 1 -100.00% 0.00% 0.00%

LINCOLN 2 -100.00% 0.00% 0.00% 0.00%

LYON 2 -100.00% 0.00% 0.00% 0.00%

MINERAL 2 -100.00% 0.00% 0.00% 0.00%

NYE 3 1 -66.67% 0.00% 0.00% 0.00%

PERSHING 0.00% 0.00% 0.00% 0.00%

STOREY 0.00% 0.00% 1 -100.00% 0.00%

WASHOE 7 5 -28.57% 1 4 300.00% 2 1 -50.00% 0.00%

WHITE PINE 1 100.00% 0.00% 0.00% 0.00%

YTD 52 44 -15.38% 20 28 40.00% 12 17 41.67% 4 1 -75.00% 5 4

TOTAL 15 185 ----- -76.22% 73 ----- -61.64% 43 ----- -60.47% 10 ----- -90.00% 14 -----

PRELIMINARY DATA REVEALS 72 UNRESTRAINED FATALITIES FOR 2015

CURRENT SAME DATE LAST YEAR # CHANGE

118

2014 Humboldt County Crash Density Map

2014 Crash Totals

Property Damage Only Crashes 160

Injury Crashes 54

Fatal Crashes 9

Total Crashes 223

Persons Killed 10

Persons Injured 74

2014 Crash Fact Sheet

High Crash Density

Low Crash Density

0.6% of Nevada's Total Crashesoccurred in Humboldt County.

3.4% of Nevada’s Fatal Crashesoccurred in Humboldt County.

0.3% of Nevada’s Injury Crashesoccurred in Humboldt County.

119

Weather, Time, and Day

Humboldt

In 2014 the majority of Humboldt County crashes

occurred between the time of 3:00 PM and 6:00 PM.

Thursday and Friday saw the most crashes attributing

to 33% of total crashes.

December saw the highest amount of crashes in 2014

with 30, January the least with 8.

On average Humboldt County experienced a fatal

crash once every 41 days.

120

Drivers and Vehicles

Humboldt

* Multiple Driver and Contributing factors are allowed per unit

4% of Humboldt County crashesinvolved a Motorcycle.

28% of Humboldt County crashesinvolved a Lane Departure.

19% of Humboldt County crashesoccurred at an Intersection.

121

Non-Motorists

Humboldt

In Humboldt County 5 Non-Motorists were

involved in crashes. As a result 1 person

died and 4 others were injured.

The total number of Non-Motorist fatalities

increased from 0 in 2013 to 1 in 2014.

Non-Motorist in the 7-15 age range were involved

in the most crashes at 2, while 7 other age ranges

were tied for least involved at 0.

122

2014 Statewide Crash Density Map

2014 Crash Totals

Property Damage Only Crashes 21165

Injury Crashes 17718

Fatal Crashes 268

Total Crashes 39151

Persons Killed 291

Persons Injured 27376

2014 Crash Fact Sheet

Nevada Department of Transportation

Roadway Safety Websites.

http://www.nevadadot.com/

https://www.nevadadot.com/safety/

http://www.zerofatalitiesnv.com/

http://ots.nv.gov/Programs/FARS/

High Crash Density

Low Crash Density

123

Weather, Time, and Day

Statewide

In 2014 the majority of Nevada crashes occurred

between the time of 3:00 PM and 6:00 PM.

Wednesday and Friday saw the most crashes attributing

to 32% of total crashes.

February saw the highest amount of crashes in 2014 with

3,776, July the least with 2,915.

On average Nevada experienced a fatal crash once every

1.4 days.

124

Drivers and Vehicles

Statewide

* Multiple Driver and Contributing factors are allowed per unit

3% of Nevada crashesinvolved a Motorcycle.

18% of Nevada crashesinvolved a Lane Departure.

26% of Nevada crashesoccurred at an Intersection.

125

Non-Motorists

Statewide

The total number of Non-Motorist fatalities

increased from 76 in 2013 to 80 in 2014.

Non-Motorist in the 46-55 age range were

involved in the most crashes at 203. The 86+

age range was the least involved with 8

crashes.

In Nevada 1535 Non-Motorists were

involved in crashes. As a result 80

people died and 1323 were injured.

126

The 4 E’s of Traffic Safety

“Coming together is an accomplishment, staying together is progress, working together is a success" (Henry Ford)

A Strategic Highway Safety Plan (SHSP) is a statewide-coordinated safety plan that provides a comprehensive

framework for reducing highway fatalities and serious injuries on all public roads. An SHSP is developed in a

cooperative process with State, Federal, local, Tribal, and other public- and private-sector safety stakeholders. It is a

data-driven, multiyear comprehensive plan that establishes statewide goals, objectives, and key emphasis areas and

integrates the 4 E’s of highway safety—engineering, education, enforcement, and emergency medical services

(EMS).

Get Your Partners Involved

Transportation safety is a diverse and complex field. States are implementing and updating SHSPs in collaboration

with their safety stakeholders to ensure “emphasis areas” or safety priorities focus on areas with the greatest

potential to reduce fatalities and serious injuries. Generally, the 4 E’s of safety define the broad stakeholder partners

who care about safety and are responsible for making the roads safe for all users. Their role is to provide the 4 E

perspective to the SHSP process. Stakeholders from the 4 E’s are typically from the following:

• Engineering: highway design, traffic, maintenance, operations, and planning professionals;• Enforcement: State and local law enforcement agencies;• Education: prevention specialists, communication professionals, educators, and citizen advocacy groups;

• Emergency response: first responders, paramedics, fire, and rescue.

Benefits of Collaboration

There are a number of benefits for establishing a broad-based SHSP coalition, including the following:

• Shared responsibility—The SHSP is designed to be the State’s “umbrella” safety plan. While the State’s

Department of Transportation (DOT) has the primary responsibility to develop the SHSP, it is not intended to

be just a DOT plan. Success is possible because stakeholders from the different disciplines combine their

skills and work together toward a common mission. Teamwork means one organization does not carry all of

the financial or technical burdens alone. It fosters camaraderie and trust, so individuals know where to turn

with questions, problems, shared strategies, and new ideas.

• Leverage resources—Involvement in the SHSP brings the potential to leverage resources such as

implementing low-cost safety improvements combined with high-visibility enforcement, which may improve

safety more than either strategy alone. The possibilities for sharing resources through SHSP collaborations

are endless. Collaboration brings about combinations of countermeasures that more effectively improve

safety than any single countermeasure approach.

• Multidisciplinary approach—Each of the 4 E’s brings a unique perspective to the SHSP. Engineers

approach a safety problem from the roadway and vehicle perspectives, law enforcement focuses on road

user behavior, education concentrates on prevention, and emergency response personnel handle post

collision care. Each approach is required for the SHSP to succeed in its effort to move disciplines from their

individual areas of expertise into a coordinated, comprehensive approach to safety.127

County

128

129

Humboldt County Commission Notes Follow-up and Response

Meeting Title: Humboldt County Tour Monday, May 4, 2015

Attendees: County Commissioners: Garley Amos, Marlene Brissenden, Mike Bell, Ron Cerri and Jim French

NDOT Staff: Sondra Rosenberg, Lee Bonner, Andrea Edwards, Dave Lindeman and Kevin Lee

Follow-up and Resolutions:

Item 1: Future Passing Lanes on 95 N

Issue: Citizens cannot pass trucks and slow drivers, due to no passing lanes.

Follow-Up Action(s): The project for the passing lanes has been identified, NDOT needs to determine how to prioritize the safety funds for the project for it to move forward.

Status: Passing lanes have been constructed for the portion of road within yellow (MP 1.50 to MP 33.0). Future work is scheduled for the portion of road with the red (MP 33.0 to MP 73.76). Project Number: HU20120022 – Flatten slopes and widen shoulders. “Earth Work Only”. NDOT is working with Design to see if passing lanes could be included in this project.

130

Humboldt County Commission Meeting

Minutes May 4, 2015

Reprinted from Commission Meeting Agenda May 18, 2015

131

132

133

FY17 Humboldt County Workshop Local Concerns & Long Range Planning Ideas

Meeting Title – Humboldt County Workshop Tuesday, October 20, 2015

Local Concerns:

• Bridge M1660B on Reservation – Bridge is in “Fair” condition.• SR 140 needs Slope Flattening.• Grass Valley Road – Heavy traffic volume and drainage issues.• US 95 North – Passing lanes and Slope flattening north of town.• Pedestrian & Bicycle Connectivity - East Winnemucca Boulevard, Grass Valley Road and Railroad Street from Hansen to

Walmart.• Highland/Hansen/Water Canyon Road Intersection – Intersection layout doesn’t line up.• Winnemucca Airport Industrial Park (SR 796) - Continuing development of the Industrial Park.• Airport Road – Increase in traffic.• SR 789 – Flash flooding and shoulder issues.• Jungo Road, Museum Lane and Highway 95 – The intersection needs to be realigned.• East Winnemucca Boulevard – Drainage issues.• US 95 & Winnemucca Boulevard – Needs intersection control and additional signage.

Humboldt County – Needs discussed at the 2015 workshop

Local Need identified Project ID Project Description Year Scheduled

SR 140 needs Slope Flattening

HU2012022 Flatten Slopes and widen shoulders (earth work only)

>=2021

US 95 N. Passing lanes and slope flattening north of town.

HU2012022 Flatten slopes and widen shoulders (earth work only)

>=2021

Long Range Planning Ideas: • I-11 routing thru US 95• Jungo Road Bypass• Bypass for Rose Creek Road from Grass Valley between Hansen and Airport• Proposed Winnemucca Farms development on US 95• Western Lithium in Kings River Valley and the impact to the roadways.• City of Winnemucca, Loop Road project – phase 1 Railroad X-ing to Grass Valley Road.• Increased train traffic and potential relocation out of city.• Jungo Road re-alignment to Museum Lane – US 95 intersection• I-80 connection to Loop Road• I-80 passing lane on Golconda Summit• Increased truck traffic due to Industrial Development, needs a plan to move truck traffic out of town.• Airport Road at Industrial Park – Impact to the roadways, and possibly an I-80 connection.• Exit 173 at Pilot the intersection needs to be straightened.

Workshop Attendees

County: Betty Lawrence, Marlene Brissenden, Steve West, Ben Garrett, Dave Mendiola and Bill Sims

FHWA: Christina Leach

NDOT: Lee Bonner, Coy Peacock, Andrea Edwards, Dave Lindeman, Lori Campbell and Kimberly O’Kelley

134

Humboldt County Project Idea ListMeetingType IssueTitle IssueLocation Issue TSP#

Workshop Bridge Condition Bridge M1660B on the Reservation Bridge is in "Fair" condition.

Workshop Slope Flattening SR 140 SR 140 needs slope flattening. -$7,5000,000 HU20120022

Workshop Traffic Volume Grass Valley Road Heavy traffic volumes.

Workshop Drainage issues. Grass Valley Road Drainage issues.

Workshop Passing Lanes US 95 NUS 95 North has a need for passing lanes and Slope flattening North of town.-$7,5000,000

HU20120022

WorkshopPedestrian and Bicycle Connectivity

East Winnemucca Blvd., Grass Valley Road & Railroad Street from Hansen to Walmart

The need for ped and bicycle connectivity is needed east of Winnemucca Blvd., Grass Valley Road and Railroad Street from Hansen to the Walmart.

Workshop Intersection Control

Highland/Hansen/Water Canyon Road Intersection

Highland/Hansen/Water Canyon Road Intersection – Intersection layout doesn’t line up.

Workshop Traffic Volume Airport Road There is an increase of traffic on Airport Road.

Workshop Intersection Realignment Jungo Road/Museum Lane & Hwy 95

The intersection of Jungo Road, Museum Lane and Hwy 95 needs to be realigned.

Workshop Drainage Issues East Winnemucca Blvd. East Winnemucca Blvd. has drainage issues.

Workshop

Intersection control and additional signage

US 95 & Winnemucca Blvd.US 95 & Winnemucca Blvd needs intersection control and additional signage.

Workshop Bypass Humboldt County Jungo Road Bypass

Workshop Bypass Rose Creek Rd.Bypass for Rose Creek Road from Grass Valley between Hansen and Airport

Workshop RR Xing Grass Valley Rd. City of Winnemucca, Loop Road Project-phase 1 Railroad X-ing to Grass Valley Road.

Workshop Traffic Volume Humboldt County Increased train traffic and potential relocation out of city.

Workshop Connection I- 80 to Loop Rd. I- 80 connection to Loop Road

Workshop Passing Lane I- 80 to Loop Rd. I-80 Passing lane on GolcondaSummit

Workshop Airport Rd I-80 ConnectionAirport road at Industrial Park- Impact to the roadways, and possibly an I-80 connection.

WorkshopIntersection needs straightening

Exit 173 at Pilot Exit 173 at Pilot the intersection needs to be straightened

Gathered from the 2015 County Tour and Workshop

135

Work Program

136

Annual Work Program / Short Range Element / Long Range Element

INTRODUCTION

This section of the Transportation System Projects document contains the ANNUAL WORK PROGRAM, SHORT RANGE ELEMENT, and LONG RANGE ELEMENT listed by County.

The ANNUAL WORK PROGRAM (AWP) includes: FY17 - Fiscal Year 2017• Construction projects NDOT intends to start work on or participate in during the coming

Federal Fiscal Year 2017• Construction projects NDOT plans to award to contractors• Major Maintenance work initiated by NDOT which may be completed by the end of the

Federal Fiscal Year 2017.

The AWP is considered the Department’s capital improvement program for the Federal Fiscal Year 2017. All projects are subject to the availability of state and federal funds as well as staff resources. Problems in financing, engineering, right-of-way acquisitions, or revised priorities may delay the completion of any project listed.

The SHORT RANGE ELEMENT (SRE) includes: FY18 – FY20• Construction projects proposed for Federal Fiscal Year 2018 – 2020,• Construction projects NDOT plans to award to contractors• Major maintenance work initiated by NDOT to be completed by FY18.

The LONG RANGE ELEMENT (LRE) identifies: FY21 and beyondConstruction projects the State, the four Metropolitan Planning Organizations, and local governments would like to have initiated within Federal Fiscal Years 2021 and beyond.

PROGRAM DEVELOPMENT DIVISIONNevada Department of Transportation

1263 South Stewart StreetCarson City, Nevada 89712 (775) 888-7122

137

397

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399

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400

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397

789

80

HU20160009

HU20160008

PE20140002

PE20150008PE20150006

PE20150009

HU20160003

PE20160009

HU20160004HU20160010

HU20160006

HU20150010

PE20160019

HU20160005

PE20150004

HU20140004

HU20160007

LA20160009

305

Prepared by:Nevada Department of Transporation

This Map is for display purposes only.No liability is assumed for the informationdisplayed hereon.April, 2016

Humboldt County Fiscal Year 2017 Work Program

138

PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

FISCAL YEAR 2017 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

STIP ID Location/Description (Phase) - Fund Source 2017PHASE

HU20140008 Title: Humboldt County Transit

Description: Demand Response Public Service provided in

Winnemucca, Grass Valley, and Golocanda.

Location: Nearest Crossstreet: Winnemucca

Type: Transit -Operating

Funding: FEDERAL, LOCAL

OTHER $301,036

HU20160010 Title: Reconstruct Winn. Airport Rd. & Mill & Fill the FR.

Description: Reconstruct Winn. Airport Rd. & Mill & Fill the FR.

Location: From Jays Road to Frontage Road HU15 of Distance

(mile) 1.36 Milepost begins at 0 ends at 1.36

Type: Betterments

Funding: STATE

CON $1,221,083

HU20150010 Title: FRHU15 Mill and Fill

Description: Mill and fill

Location: From 3.06 miles from PE/CH County line to Jct with W

Winnemucca Blvd (FRHU20) of Distance (mile) 5.57 Milepost

begins at 1.25 ends at 6.82

Type: Rd Recons/Rehab/Resurf

Funding: STATE

CON $750,000

HU20140004 Title: SR 140, Denio Rd/Adel Rd/Oregon Rd Chip Seal Contract

Description: Chip seal contract

Location: From 8.42 M E on Denio Rd (SR 140) to 14.oo M S of

NV/OR State line of Distance (mile) 22.00 Milepost begins at 74

ends at 96

Type: Rd Recons/Rehab/Resurf

Funding: STATE

CON $704,000

HU20160008 Title: SR 293 Flush Seal West of Oravado

Description: Chip / Flush Seal

Location: From 12 Miles West of Oravado to Oravado of Distance

(mile) 12 Milepost begins at 0 ends at 12

Type: Betterments

Funding: STATE

CON $393,546

HU20160007 Title: SR 140 Chip Seal Cherry Tree Road

Description: Purchase 1/2" Chips

Location: From Half Mile North of Cherry Tree Road to Half Mile

South of Leonard Creek Road of Distance (mile) 22 Milepost

begins at 34 ends at 56

Type: Betterments

Funding: STATE

CON $201,344

Page 1 of 64/29/2016 List Subject to Change

139

FISCAL YEAR 2017 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

STIP ID Location/Description (Phase) - Fund Source 2017PHASE

HU20160005 Title: SR 140 Chip Old Winnemucca Denio and US 95

Description: Purchase 1/2" Chips

Location: From Old Winnemucca Denio Road to US 95 of Distance

(mile) 15 Milepost begins at 0 ends at 15

Type: Betterments

Funding: STATE

CON $85,800

HU20150009 Title: SR 293 Kings River Valley Rd Mill and Fill

Description: Mill and fill 1500' of rutting

Location: From 12.20 M N of US 95 N to for 0.30 miles of Distance

(mile) 0.30 Milepost begins at 12.2 ends at 12.5

Type: Rd Recons/Rehab/Resurf

Funding: STATE

CON $83,277

HU20160011 Title: SR 293 Mill and Fill West of Oravada

Description: Mill and Fill 1500' of Rutting

Location: From 30 Miles West of Oravada to 30 Miles West of

Oravada of Distance (mile) 0.3 Milepost begins at 12.2 ends at

12.5

Type: Betterments

Funding: STATE

CON $83,277

HU20160009 Title: SR 794 Chips Winnemucca

Description: Purchase 1/2" Chips

Location: From SR 289 to Pedroli Ave of Distance (mile) 2.44

Milepost begins at 14.73 ends at 17.17

Type: Betterments

Funding: STATE

CON $11,809

HU20160004 Title: I 80 Chip Seal Frontage Road HU15 West Rose Creek Road

Description: Purchase 1/2" Chips

Location: From Wild Horse Drive to West Rose Creek Road of

Distance (mile) 1.5 Milepost begins at 0 ends at 1.5

Type: Betterments

Funding: STATE

CON $4,462

HU20160003 Title: SR 795 Chip Seal Winnemucca

Description: Purchase 1/2" Chips

Location: From SR 289 to US 95 of Distance (mile) 1.2 Milepost

begins at 0 ends at 1.2

Type: Betterments

Funding: STATE

CON $3,432

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FISCAL YEAR 2017 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

STIP ID Location/Description (Phase) - Fund Source 2017PHASE

HU20160006 Title: SR 289 Battle Mountain Chip Seal

Description: Purchase 1/2" Chips and Chip Seal

Location: From See Drive to SR 795 of Distance (mile) 0.81

Milepost begins at 15 ends at 15.81

Type: Betterments

Funding: STATE

CON $2,320

TOTAL $3,845,386

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PE20160001

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HU20160004 HU20160009

HU20130001

PE20100023

HU20140006

HU20160005

PE20160010PE20160007

HU20160007

HU20110002

PE20160005

PE20160017

Prepared by:Nevada Department of Transporation

This Map is for display purposes only.No liability is assumed for the informationdisplayed hereon.April, 2016

Humboldt County FY18-FY20 Short Range Work Program

142

FISCAL YEAR 2018 -2020 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

Location/Description (Phase) - Fund Source PHASESTIP ID 2019 2018 2020

HU20140008 Title: Humboldt County Transit

Description: Demand Response Public Service provided in

Winnemucca, Grass Valley, and Golocanda.

Location: Nearest Crossstreet: Winnemucca

Type: Transit -Operating

Funding: FEDERAL, LOCAL

OTHER $301,036 $301,036 $0

HU20160007 Title: SR 140 Chip Seal Cherry Tree Road

Description: Purchase 1/2" Chips

Location: From Half Mile North of Cherry Tree Road to Half Mile

South of Leonard Creek Road of Distance (mile) 22 Milepost

begins at 34 ends at 56

Type: Betterments

Funding: STATE

CON $0 $339,224 $0

HU20160005 Title: SR 140 Chip Old Winnemucca Denio and US 95

Description: Purchase 1/2" Chips

Location: From Old Winnemucca Denio Road to US 95 of Distance

(mile) 15 Milepost begins at 0 ends at 15

Type: Betterments

Funding: STATE

CON $0 $231,302 $0

HU20160009 Title: SR 794 Chips Winnemucca

Description: Purchase 1/2" Chips

Location: From SR 289 to Pedroli Ave of Distance (mile) 2.44

Milepost begins at 14.73 ends at 17.17

Type: Betterments

Funding: STATE

CON $0 $63,492 $0

HU20160004 Title: I 80 Chip Seal Frontage Road HU15 West Rose Creek Road

Description: Purchase 1/2" Chips

Location: From Wild Horse Drive to West Rose Creek Road of

Distance (mile) 1.5 Milepost begins at 0 ends at 1.5

Type: Betterments

Funding: STATE

CON $0 $23,428 $0

HU20160003 Title: SR 795 Chip Seal Winnemucca

Description: Purchase 1/2" Chips

Location: From SR 289 to US 95 of Distance (mile) 1.2 Milepost

begins at 0 ends at 1.2

Type: Betterments

Funding: STATE

CON $0 $18,576 $0

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FISCAL YEAR 2018 -2020 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

Location/Description (Phase) - Fund Source PHASESTIP ID 2019 2018 2020

HU20160006 Title: SR 289 Battle Mountain Chip Seal

Description: Purchase 1/2" Chips and Chip Seal

Location: From See Drive to SR 795 of Distance (mile) 0.81

Milepost begins at 15 ends at 15.81

Type: Betterments

Funding: STATE

CON $0 $12,546 $0

HU20130001 Title: I 80 Resurface East of Winnemucca Interchange

Description: Plantmix Bituminous Surface with Open Grade

Location: From .3 Miles East of H-1256 to .5 Miles East of the

Winnemucca Interchange of Distance (mile) 5.33 Milepost begins

at 12.02 ends at 17.35

Type: Rd Recons/Rehab/Resurf

Funding: FEDERAL, STATE

CON $0 $7,500,000 $0

HU20110002 Title: Eden Valley Road

Description: Replace Bridge B-1658 (Off-System)

Location: Bridge #: B-1658

Type: Bridge - Rehab

Funding: FEDERAL, LOCAL, STATE

CON $0 $5,400,000 $0

HU20140006 Title: I 80 Pumpernickel Valley Interchange to Stonehouse

Interchange Overlay and open grade

Description: Mill, PBS with open grade

Location: From the crossover, a maintenance break to the begging

of PCCP to 1.78 M E of the trailing edge of I-876 of Distance (mile)

12.43 Milepost begins at 42.43 ends at 54.86

Type: Rd Recons/Rehab/Resurf

Funding: STATE

CON $22,800,000 $0 $0

XS20150100 Title: District 3 - ITS

Description: Install rural ITS Smart zones Pkg A

Location: Not Location Specific

Type: ITS/system Efficiency

Funding: STATE

*The funding is only for HUMBOLDT County and doesn't represent

the whole project total funding

OTHER $400,000 $0 $0

TOTAL $13,889,604 $23,501,036 $0

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HU20080030

HU20120022

HU20150003

305

Prepared by:Nevada Department of Transporation

This Map is for display purposes only.No liability is assumed for the informationdisplayed hereon.April, 2016

Humboldt County FY21+ Long Range Work Program

145

FISCAL YEAR >=2021 PROPOSED HUMBOLDT COUNTY WORK PROGRAM REPORT

Location/Description (Phase) - Fund Source >=2021PHASESTIP ID

HU20150003 Title: I 80 at the Rose Creek Intg Reconstruct Intg-FUTURE

PROJECT

Description: Reconstruct interchange

Location: Primary Interchange: Rose Creek Intg (Exit 168),

Secondary Interchange: Same

Type: Rd Interchange/ Intersection

Funding: UNKNOWN

CON $12,000,000

HU20080030 Title: Rose Creek Interchange-FUTURE PROJECT

Description: Reconstruct Interchange

Location: Primary Interchange: I 80, Secondary Interchange: Rose

Creek

Type: Rd Interchange/ Intersection

Funding: STATE

*The funding is only for HUMBOLDT County and doesn't represent

the whole project total funding

CON $10,000,000

HU20120022 Title: US 95 Denio Rd/Adel Rd/Oregon Rd Slope

Flattening-FUTURE PROJECT

Description: Flatten slopes and widen shoulders (Earth Work Only)

Location: From 1.50 M N of Denio Rd/Adel Rd/Oregon Rd (SR 140)

to the NV/OR State line of Distance (mile) 40.76 Milepost begins

at 33 ends at 73.76

Type: Rd Improvement

Funding: UNKNOWN

CON $7,500,000

TOTAL $29,500,000

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Thank you for allowing the Nevada Department of Transportation to engage

with the Commissioners, County Staff and citizens of Humboldt County.

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Humboldt County’s

PERSONNEL POLICIES

POOL/PACT Human Resources

Revised by Pool/Pact Human

Resources

(Rev. 1/10)

(Rev. 4/10)

(Rev. 6/10)

(Rev. 9/10)

(Rev. 12/10)

(Rev. 7/11)

(Rev. 7/12)

(Rev. 7/13)

(Rev. 7/14)

(Rev. 7/15) 153

PERSONNEL POLICIES

TABLE OF CONTENTS

Personnel Policies Page i Revisions adopted by Humboldt County Commission on October 19, 2015

Humboldt County’s ........................................................................................................................... i

PERSONNEL POLICIES ................................................................................................................. i

POOL/PACT Human Resources ...................................................................................................... i

1. GENERAL PROVISIONS ....................................................................................................... 1 1.1. Purpose (Revised 7/12) .................................................................................................. 1 1.2. Scope .............................................................................................................................. 1 1.3. Computing Time for Notices (calendar versus work day) ............................................. 1 1.4. Administration ............................................................................................................... 1 1.5. Administrative Directive ................................................................................................ 2

1.6. Change of Address (Revised 9/09) ................................................................................ 2 1.7. Failure to Receive Notices (Revised 9/09) .................................................................... 2

1.8. Personnel Files (Revised 7/11) ...................................................................................... 2 1.8.1. Guidelines (Contents of Personnel File) ......................................................... 2 1.8.2. Maintenance of Personnel Files ...................................................................... 3 1.8.3. Employee Access ............................................................................................ 3

1.8.4. Negative Information ...................................................................................... 4 1.8.5. Employee Information Submitted ................................................................... 4

1.9. Confidential Information (Revised 7/13) ....................................................................... 4 1.9.1. Identification of Confidential Information ..................................................... 4 1.9.2. Access to Confidential Information ................................................................ 6

1.9.3. Disposal of Personal Records ......................................................................... 7 1.10. Related Forms ................................................................................................................ 8

2. EMPLOYEE RELATIONS ..................................................................................................... 9 2.1. Fair Employment Practices (Revised 7/11) ................................................................... 9

2.1.1. Policy .............................................................................................................. 9 2.1.2. Scope ............................................................................................................. 10

2.1.3. Equal Employment Opportunity Officer Designated ................................... 10 2.2. Anti-Harassment (Revised 7/11) ................................................................................. 10

2.2.1. Policy ............................................................................................................ 10

2.2.2. Prohibited Conduct/Behavior(s) ................................................................... 10 2.3. Dealing w/Allegations of Discrimination and/or Prohibited Conduct/Behavior(s)

(Revised 7/13) .............................................................................................................. 11 2.3.1. Process .......................................................................................................... 11

2.3.2. Employee Responsibilities ............................................................................ 11 2.3.3. Supervisor/Manager Responsibilities ........................................................... 12

2.3.4. Investigation .................................................................................................. 12 2.3.5. Training ......................................................................................................... 13 2.3.6. Prohibition Against Retaliation .................................................................... 13

2.4. Genetic Information Nondiscrimination Act (GINA) ................................................. 14 2.4.1. Policy ............................................................................................................ 14

2.5. Employee Dating (New 6/07) ...................................................................................... 14 2.5.1. Policy ............................................................................................................ 14 2.5.2. Employee Responsibilities ............................................................................ 15

2.5.3. Supervisor/Manager Responsibilities ........................................................... 15

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Personnel Policies Page ii Revisions adopted by Humboldt County Commission on October 19, 2015

2.6. Employee Bullying (Revised 12/08) ............................................................................ 15

2.6.1. Definition ...................................................................................................... 15 2.6.2. Purpose .......................................................................................................... 15 2.6.3. Prohibited Conduct ....................................................................................... 15

2.6.4. Dealing with Allegations of Bullying ........................................................... 16 2.6.5. Prohibition Against Retaliation .................................................................... 17

2.7. Employment Disabilities (Revised 7/13) ..................................................................... 17 2.7.1. Purpose of Policy .......................................................................................... 17 2.7.2. Policy ............................................................................................................ 17

2.7.3. Determination of Disability .......................................................................... 17 2.7.4. Disability-Related Inquiries .......................................................................... 18 2.7.5. Confidentiality of Medical Records .............................................................. 18 2.7.6. Accommodation ............................................................................................ 18

2.7.7. Requirements of Other Laws ........................................................................ 19 2.8. Drug- and Alcohol-Free Workplace (Revised 7/13) .................................................... 19

2.8.1. Policy ............................................................................................................ 19 2.8.2. Employee Responsibilities ............................................................................ 21

2.8.3. Department Head Responsibilities ................................................................ 22 2.8.4. Supervisor Responsibilities ........................................................................... 23 2.8.5. Humboldt County Responsibilities ............................................................... 23

2.8.6. Employee Education ..................................................................................... 23 2.8.7. Employee Assistance and Voluntary Referral .............................................. 24

2.8.8. Reasonable Suspicion Testing ...................................................................... 24 2.8.9. Post-Accident Testing ................................................................................... 26 2.8.10. Safety-Sensitive Positions ............................................................................. 27

2.8.11. Random Testing ......................................................................................... 27

2.8.12. Return-to-Work Testing/Follow-Up Testing ................................................ 28 2.8.13. Consequence of Refusal to Submit to Testing/Adulterated Specimen ......... 29 2.8.14. Testing Guidelines ........................................................................................ 29

2.8.15. Option for Drug Retest ................................................................................. 29 2.8.16. Requirement for Drug Retest ........................................................................ 30

2.8.17. Searches ........................................................................................................ 30 2.8.18. Discipline Related to Abuse ......................................................................... 30

2.8.19. Confidentiality .............................................................................................. 32 2.9. Prohibition of Workplace Violence (Revised 7/11) .................................................... 32

2.9.1. Policy ............................................................................................................ 32 2.9.2. Scope ............................................................................................................. 32

2.9.3. Implementation of Policy .............................................................................. 32 2.9.4. Violations ...................................................................................................... 34 2.9.5. Temporary Restraining Orders ..................................................................... 34

2.10. Employment of Relatives (Revised 9/09) .................................................................... 35 2.11. Code of Ethical Standards (Revised 9/13) ................................................................... 35 2.12. Political Activity .......................................................................................................... 37

2.12.1. Policy ............................................................................................................ 37 2.12.2. Running for or Holding, Political Office ...................................................... 37

2.13. Solicitation Prohibited ................................................................................................. 38

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2.13.1. Employee Activities ...................................................................................... 38

2.13.2. Non-Employee Activities ............................................................................. 38 2.14. Work Stoppage Prohibited ........................................................................................... 38 2.15. Use of Humboldt County Property and Premises (Revised 7/11) ............................... 38

2.16. Phone Policy (Revised 7/11) ........................................................................................ 39 2.16.1. Personal Calls & Texts ................................................................................. 39 2.16.2. Cell Phone Use in Vehicles .......................................................................... 39 2.16.3. Phone Use in Business Meetings .................................................................. 40

2.17. Information Technology (Revised 7/13) ...................................................................... 40

2.17.1. Policy ............................................................................................................ 40 2.17.2. Privacy .......................................................................................................... 41 2.17.3. Use ................................................................................................................ 41 2.17.4. Prohibited Use ............................................................................................... 42

2.18. Social Networking (Social Media) Policy (Revised 7/13) ........................................... 44 2.18.1. Policy ............................................................................................................ 44

2.18.2. General Provisions ........................................................................................ 44 2.18.3. Humboldt County Monitoring ...................................................................... 44

2.18.4. Reporting Violations ..................................................................................... 45 2.18.5. Discipline for Violations ............................................................................... 45 2.18.6. Authorized Social Networking ..................................................................... 45

2.18.7. Rules and Guidelines .................................................................................... 45 2.18.8. Personal Blogs and Social Networking Sites ................................................ 46

2.19. Use of Tobacco (Revised 7/13) ................................................................................... 47 2.20. Outside Employment (Revised 4/08) ........................................................................... 47

2.20.1. Policy ............................................................................................................ 47

2.20.2. Conflicting Employment ............................................................................... 48

2.20.3. Procedure ...................................................................................................... 48 2.21. Personal Appearance (Revised 7/13) ........................................................................... 49

2.21.1. Policy ............................................................................................................ 49

2.21.2. Enforcement .................................................................................................. 50 2.22. Children, Animals, and Visitors in the Workplace ...................................................... 51

2.23. Reporting Convictions, Investigations, and Change of License (Revised 7/12) ......... 51 2.23.1. Reporting Convictions .................................................................................. 51

2.23.2. Reporting Investigations ............................................................................... 52 2.23.3. Reporting Change of License ....................................................................... 52

2.24. Whistleblower Protection (Required for County and Incorporated City Employees per

NRS 281.611) (New 6/10) ........................................................................................... 52

2.24.1. Purpose .......................................................................................................... 52 2.24.2. Definitions .................................................................................................... 52 2.24.3. Filing an Appeal (Required to be adopted by Ordinance per NRS 281.645) 52

2.24.4. Appointment of Hearing Officers ................................................................. 53 2.24.5. Appeal Hearings ........................................................................................... 53 2.24.6. Prohibition of Threats or Coercion ............................................................... 54 2.24.7. Disclosure of Untruthful Information ........................................................... 54 2.24.8. Annual Summary .......................................................................................... 54

2.25. Telecommuting (Revised 7/13) ................................................................................... 54

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2.25.1. Purpose .......................................................................................................... 54

2.25.2. Scope ............................................................................................................. 54 2.25.3. Requesting Permission to Telecommute ....................................................... 54 2.25.4. Employee Rights and Responsibilities ......................................................... 55

2.25.5. Humboldt County Rights and Responsibilities ............................................. 55 2.25.6. Termination of Telecommuting Agreement ................................................. 56

2.26. Related Forms (Revised 7/11) ..................................................................................... 56

3. EMPLOYMENT ..................................................................................................................... 58 3.1. Scope (Revised 9/08) ................................................................................................... 58

3.2. Source of Applicant (Revised 9/08) ............................................................................. 58 3.3. Job Announcements (Revised 7/11) ............................................................................ 59

3.3.1. Open Recruitments ....................................................................................... 59

3.3.2. Promotional Recruitments ............................................................................ 59 3.4. General Requirements for Filing of Applications (Revised 7/11) ............................... 60

3.4.1. Application Forms ........................................................................................ 60

3.4.2. Signatures ...................................................................................................... 60 3.5. Application Filing Periods (Revised 9/08) .................................................................. 60

3.6. Eligibility of Applicants (Revised 7/12) ...................................................................... 60 3.7. Limitation of Applicant Pool to Most Qualified (Revised 9/08) ................................. 61 3.8. Examination Process (Revised 9/08) ........................................................................... 61

3.8.1. Administration of Examinations ................................................................... 61 3.8.2. Factors Evaluated .......................................................................................... 61

3.8.3. Types of Examinations ................................................................................. 61 3.8.4. Minimum Standards ...................................................................................... 62

3.9. Eligible Lists (Revised 9/08) ....................................................................................... 62

3.10. Referral of Applicants for Hire (Revised 9/08) ........................................................... 62

3.11. Interviewing Applicants (New 7/11) ........................................................................... 63 3.12. Selection (Revised 7/13) .............................................................................................. 63 3.13. Correction of Administrative Errors (Revised 9/08) ................................................... 64

3.14. Reference Checks (Revised 7/11) ................................................................................ 64 3.14.1. Acquiring References ................................................................................... 64

3.14.2. Providing References .................................................................................... 65 3.15. Applicant/Employee Investigations (Revised 7/13) .................................................... 66

3.15.1. Reports .......................................................................................................... 66 3.15.2. Requirements ................................................................................................ 66

3.16. Offers of Employment (Revised 7/11) ......................................................................... 68 3.16.1. Job Offer Letters ........................................................................................... 68

3.16.2. Pre-employment Drug Screening for Safety-Sensitive Positions ................. 68 3.16.3. Other Conditions ........................................................................................... 69

3.17. Orientation (Revised 6/10) ........................................................................................... 69

3.18. Introductory Period ...................................................................................................... 69 3.19. Failure to Appear for Work (Revised 9/08) ................................................................. 70 3.20. Transfers (Revised 9/08) .............................................................................................. 70

3.20.1. Employee-Requested Transfer ...................................................................... 70 3.20.2. Agency-Directed Transfer ............................................................................ 70

3.21. Promotions ................................................................................................................... 71

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3.22. Rehire ........................................................................................................................... 71

3.23. Casual/Temporary/Seasonal Employment ................................................................... 71 3.23.1. Purpose .......................................................................................................... 71 3.23.2. Authorization to Hire Casual/Temporary/Seasonal Workers ....................... 71

3.23.3. Duration of Casual/Temporary/Seasonal Employment ................................ 72 3.23.4. Employment in a Regular Position ............................................................... 72

3.24. License/Occupational Certification (Revised 7/11) ..................................................... 72 3.24.1. Purpose .......................................................................................................... 72 3.24.2. Employee Responsibilities ............................................................................ 72

3.24.3. Applicant’s Failure to Possess a Valid License, Certificate, Permit, etc. ..... 73 3.24.4. Driving Records ............................................................................................ 73

3.25. Volunteer Program (Revised 12/10) ............................................................................ 73 3.25.1. Purpose .......................................................................................................... 73

3.25.2. Scope ............................................................................................................. 73 3.25.3. Planning ........................................................................................................ 74

3.25.4. Recruiting, Screening, Interviewing, and Selecting Volunteers ................... 74 3.25.5. Managing Volunteers .................................................................................... 74

3.26. Related Forms .............................................................................................................. 75

4. POSITION CLASSIFICATION PLAN ................................................................................ 77 4.1. Policy (Revised 7/12) ................................................................................................... 77

4.1.1. Purpose .......................................................................................................... 77 4.1.2. Classification ................................................................................................ 77

4.1.3. Maintenance and Revision ............................................................................ 77 4.1.4. New Positions ............................................................................................... 77 4.1.5. Reclassification ............................................................................................. 78

4.1.6. Whenever a position is reclassified to a lower level class, the employee will

be placed in the lower level class. Reallocation ........................................... 78 4.2. Procedure (Revised 7/12) ............................................................................................. 78

4.2.1. Requests for Classification Review .............................................................. 78

1. Submission Process .............................................................................. 78 2. Criteria for Determining the Need for Classification Review ............. 79

4.2.2. Effective Date ............................................................................................... 80 1. Reclassification/Reallocation ............................................................... 80

2. Working Out of Class .......................................................................... 80 4.3. Related Forms: NONE ................................................................................................ 80

5. COMPENSATION PLAN ..................................................................................................... 81 5.1. Pay Periods and Paydays ............................................................................................. 81 5.2. Workweek Defined ...................................................................................................... 81 5.3. Work Time ................................................................................................................... 81

5.3.1. Attendance .................................................................................................... 81

5.3.2. Work Schedules ............................................................................................ 81 5.3.3. Rest Periods .................................................................................................. 81 5.3.4. Meal Periods ................................................................................................. 81 5.3.5. Work Assignments ........................................................................................ 82

5.4. Time Reporting ............................................................................................................ 82 5.4.1. Purpose of Time Reporting ........................................................................... 82

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5.4.2. Hours Worked ............................................................................................... 82

5.4.3. Position Designations - Exempt or Non-Exempt .......................................... 83 5.4.4. Responsibility for Exempt or Non-Exempt Designation .............................. 83 5.4.5. Responsibility for Time Reporting ............................................................... 83

5.5. Overtime (Revised 7/12) .............................................................................................. 84 5.5.1. Non-Exempt Employees ............................................................................... 84 5.5.2. Exempt Employees ....................................................................................... 85 5.5.3. “Safe Harbor” ............................................................................................... 87

5.6. Rates of Pay (Revised 7/12) ......................................................................................... 87

5.6.1. Compensation Plan ....................................................................................... 87 5.6.2. Hiring Rate of Pay ........................................................................................ 88 5.6.3. Advanced Step Hire ...................................................................................... 88 5.6.4. Salary on Promotion, Transfer, Demotion, Reclassification, and Reallocation88

5.7. Salary Increase Schedule ............................................................................................. 89 5.7.1. Step Advancements Authorized .................................................................... 89

5.7.2. Anniversary Date/Step Advancement ........................................................... 89 5.8. Withholding of Step Advancements ............................................................................ 90

5.8.1. Job Performance ........................................................................................... 90 5.8.2. Unpaid Leaves of Absence ........................................................................... 90 5.8.3. Granting of Withheld Advancements ........................................................... 90

5.9. Flat Rate Salaries ......................................................................................................... 90 5.10. Casual/Temporary/Seasonal Worker Compensation (Revised 7/11) .......................... 90

5.10.1. Rates of Pay .................................................................................................. 90 5.10.2. Step Advancements ....................................................................................... 90

5.11. Y-Rate .......................................................................................................................... 91

5.12. Work Out-of-Class ....................................................................................................... 91

5.12.1. Policy ............................................................................................................ 91 5.12.2. Assignments .................................................................................................. 91 5.12.3. Employee Eligibility ..................................................................................... 92

5.13. Related Forms .............................................................................................................. 92

6. LEAVE PLANS ....................................................................................................................... 93 6.1. Holidays (Revised 7/11) .............................................................................................. 93

6.1.1. Holidays Designated ..................................................................................... 93

6.1.2. Holiday Pay ................................................................................................... 93 6.1.3. Weekend Holidays ........................................................................................ 93 6.1.4. Work on Holidays ......................................................................................... 94

6.2. Annual Leave (Revised 7/13) ...................................................................................... 94

6.2.1. Annual Leave Accrual .................................................................................. 94 6.2.2. Eligibility Maximum Accrual ....................................................................... 95 6.2.3. Use of Annual Leave .................................................................................... 95

6.2.4. Annual Leave Pay at Termination ................................................................ 95 6.3. Sick Leave (Revised 7/13) ........................................................................................... 95

6.3.1. Policy ............................................................................................................ 95 1. Accrual ................................................................................................. 95 2. Use of Sick Leave ................................................................................ 96 3. Abuse of Sick Leave ............................................................................ 96

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4. Illness During Annual Leave ............................................................... 96

5. Placing an Employee on Sick Leave .................................................... 96 6. Return to Work .................................................................................... 96 7. Sick Leave at Separation ...................................................................... 97

8. Leave Sharing ...................................................................................... 98 6.3.2. Procedure ...................................................................................................... 99

1. Leave Approval .................................................................................... 99 2. Notification .......................................................................................... 99 3. Health Care Provider’s Certification ................................................... 99

6.4. Family and Medical Leave (Revised 3/13) .................................................................. 99 6.4.1. Policy ............................................................................................................ 99

1. Eligibility ........................................................................................... 100 2. Compensation During Leave ............................................................. 100

3. Intermittent or Reduced Schedule Leave ........................................... 100 6.4.2. Duration of and Reasons for Leave ............................................................ 101

1. Duration of Leave .............................................................................. 101 2. Reasons for Leave .............................................................................. 101

3. Conditions for Leave ......................................................................... 101 4. Limitations of Leave .......................................................................... 102

6.4.3. Military Caregiver Leave ............................................................................ 102

1. Policy ................................................................................................. 103 2. Eligibility ........................................................................................... 103

3. Limitations of Leave .......................................................................... 104 6.4.4. Notice of Leave ........................................................................................... 104 6.4.5. Certification of Leave ................................................................................. 105

1. Certification Forms ............................................................................ 105

2. Incomplete or Insufficient Certification (cure period) ....................... 105 3. Clarification or Authentication of certification ................................. 106 4. Second and Third opinions ................................................................ 106

5. Recertification .................................................................................... 106 6. Annual Medical Certification ............................................................ 106

6.4.6. Designation Notice ..................................................................................... 107 6.4.7. Benefits Coverage During Leave ................................................................ 107

6.4.8. Outside Employment .................................................................................. 107 6.4.9. Periodic Reporting ...................................................................................... 108 6.4.10. Change in Duration of Leave ...................................................................... 108

1. Return Prior to Expiration .................................................................. 108

2. Request an Extension of Leave .......................................................... 108 6.4.11. Return from Leave ...................................................................................... 108 6.4.12. Failure to Return from Leave ...................................................................... 109

Failure of an employee to return to work upon the expiration of an FMLA leave of

absence will subject the employee to disciplinary action, up to and including

termination, unless Humboldt County has granted an additional (paid or

unpaid) extension. (Note: Refer to Humboldt County’s other leave

policies.) Nothing in this policy limits Humboldt County’s obligations of

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reasonable accommodation under the Americans with Disabilities Act, as

amended. ..................................................................................................... 109 6.5. Leave of Absence Without Pay (Rev. 7/13) .............................................................. 109

6.5.1. Policy .......................................................................................................... 109

6.5.2. Procedure .................................................................................................... 109 1. Approval – Less Than 30 Days.......................................................... 109 2. Approval – More Than 30 Days ........................................................ 109 3. Purpose ............................................................................................... 110 4. Humboldt County Termination of Leave ........................................... 110

5. Insurance ............................................................................................ 110 6. Return from Leave ............................................................................. 110 7. Introductory Period ............................................................................ 110 8. Medical Reason for Leave ................................................................. 110

9. Anniversary Date ............................................................................... 111 10. Benefit Accrual .................................................................................. 111

6.6. Court Leave ................................................................................................................ 111 6.6.1. Policy .......................................................................................................... 111

6.6.2. Compensation ............................................................................................. 111 6.6.3. Late Start/Early Release .............................................................................. 112

6.7. Bereavement Leave .................................................................................................... 112

6.8. Military Leave under Federal Law ............................................................................ 112 6.8.1. Policy .......................................................................................................... 112

6.8.2. Notice and Notification ............................................................................... 112 6.8.3. Salary and Benefits ..................................................................................... 113

1. Leave Without Pay ............................................................................. 113

2. Health Insurance ................................................................................ 113

3. Seniority ............................................................................................. 113 4. Retirement .......................................................................................... 114 5. Death or Disability ............................................................................. 114

6. Other Leave ........................................................................................ 114 6.8.4. Reemployment ............................................................................................ 114

6.8.5. Discharge .................................................................................................... 115 6.9. Military Leave under Nevada Statute ....................................................................... 115

6.9.1. Policy .......................................................................................................... 115 6.9.2. Procedure .................................................................................................... 115

6.10. Emergency Conditions/Disaster Leave ...................................................................... 115 6.10.1. Emergency Volunteer Service .................................................................... 115

6.10.2. Emergency Road Conditions ...................................................................... 116 6.10.3. Disaster Area Declaration ........................................................................... 116

6.11. Blood Donor Leave .................................................................................................... 116

6.11.1. Policy .......................................................................................................... 116 6.12. Leave for Parents of Children Enrolled in School (New 8-09) ................................. 117

6.12.1. Policy .......................................................................................................... 117 6.12.2. Retaliation ................................................................................................... 117

6.13. Leave for Nursing Mothers (New 6/10) .................................................................... 117 6.13.1. Policy .......................................................................................................... 117

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6.14. Related Forms ............................................................................................................ 118

7. BENEFITS ............................................................................................................................. 119 7.1. Health Insurance Coverage ........................................................................................ 119

7.1.1. Eligibility .................................................................................................... 119

7.1.2. Benefits ....................................................................................................... 119 7.1.3. Plan Changes ............................................................................................... 119

7.2. Life Insurance Coverage ............................................................................................ 119 7.2.1. Eligibility .................................................................................................... 119 7.2.2. Policy .......................................................................................................... 119

7.2.3. Coverage ..................................................................................................... 119 7.3. Optional Insurance Coverages ................................................................................... 119 7.4. Retirement (Revised 12/08) ....................................................................................... 120

7.5. Workers’ Compensation (Revised 7/13) .................................................................... 120 7.6. Transitional Duty (Revised 7/13) .............................................................................. 121

7.6.1. Policy .......................................................................................................... 121

7.6.2. Salary .......................................................................................................... 121 7.6.3. Duration and Conditions of Transitional Duty ........................................... 121

7.7. Deferred Compensation (Revised 12/08) .................................................................. 121 7.8. Educational Assistance .............................................................................................. 121 7.9. Related Forms ............................................................................................................ 122

8. TRAVEL EXPENSES .......................................................................................................... 123 8.1. Policy ......................................................................................................................... 123

8.2. Allowances ................................................................................................................. 123 8.2.1. Mileage ....................................................................................................... 123

8.2.2. Lodging ....................................................................................................... 123 8.2.3. Meals ........................................................................................................... 123

8.2.4. Other Expenses ........................................................................................... 124 8.2.5. Unallowable Expenses ................................................................................ 124

8.3. Processing .................................................................................................................. 124

8.3.1. Claims ......................................................................................................... 124 8.3.2. Advances ..................................................................................................... 124

8.4. Related Forms: NONE .............................................................................................. 125

9. EMPLOYEE SEPARATION .............................................................................................. 126 9.1. Resignation (Revised 6/10) ........................................................................................ 126

9.1.1. Notice .......................................................................................................... 126 9.1.2. Return of Humboldt County Property ........................................................ 126

9.1.3. Job Abandonment ....................................................................................... 126 9.1.4. Final Paycheck ............................................................................................ 126

9.2. Layoffs (Revised 6/10) .............................................................................................. 126 9.2.1. Alternatives to Layoff ................................................................................. 126

9.2.2. Order of Layoffs ......................................................................................... 127 9.2.3. Designation of Employees to be Laid Off .................................................. 127 9.2.4. Layoff Notice .............................................................................................. 127 9.2.5. Reinstatement .............................................................................................. 127 9.2.6. Reinstatement Process ................................................................................ 127

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9.2.7. Duration of Reinstatement List ................................................................... 128

9.3. Related Forms ............................................................................................................ 128

10. PERFORMANCE MANAGEMENT .................................................................................. 129 10.1. Statement (Revised 3/10) ........................................................................................... 129

10.1.1. Purpose ........................................................................................................ 129 10.1.2. Ongoing Communication Regarding Performance ..................................... 129 10.1.3. Frequency of Performance Evaluations ...................................................... 129 10.1.4. Written Record ............................................................................................ 130 10.1.5. Personnel Actions Resulting from Performance Evaluations ..................... 130

10.1.6. Employee Involvement ............................................................................... 130 10.2. Procedure (Revised 3/08) ........................................................................................... 130

10.2.1. Steps in the Performance Evaluation Process ............................................. 130

10.2.2. Documentation of Performance Evaluations .............................................. 131 10.3. Related Forms ............................................................................................................ 132

11. DISCIPLINARY ACTIONS AND APPEALS ................................................................... 133 11.1. Discipline and Appeal ................................................................................................ 133

11.1.1. Justification for Discipline .......................................................................... 133

11.1.2. Forms of Disciplinary Action ..................................................................... 134 11.1.3. Due Process ................................................................................................. 135

1. Written Notice .................................................................................... 135

1. Employee Review .............................................................................. 135 2. Conference Prior to Implementation .................................................. 136

3. Implementation of Discipline ............................................................ 136 4. Appeal ................................................................................................ 136

11.1.4. Public Hearing for Dismissed Employees of Counties, Cities and

Incorporated Towns, and Unincorporated Towns ...................................... 137

11.1.5. Administrative Leave During Disciplinary Proceeding .............................. 137 11.2. Related Forms: ........................................................................................................... 137

12. DISPUTE RESOLUTION ................................................................................................... 138 12.1. Definition of Dispute ................................................................................................. 138 12.2. No Retaliation ............................................................................................................ 138

12.3. Time Limits ................................................................................................................ 138 12.4. Dispute Resolution Process (Revised 7/12) ............................................................... 138

12.4.1. Step 1. Discussion with Immediate Supervisor ......................................... 138 12.4.2. Step 2. Formal Written Notice of Dispute ................................................. 139

12.5. Related Forms: NONE .............................................................................................. 139

13. DEFINITION OF TERMS (Revised 3/13) ......................................................................... 140 These are the updated policies for Humboldt County, identified as Humboldt County from this point forward

throughout each document.

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1

1. GENERAL PROVISIONS

1.1. Purpose (Revised 7/12)

These policies are established to carry out Humboldt County’s personnel resolution,

or personnel ordinance, or intent of the governing board to adopt uniform personnel

policies that will enable each employee to make his/her fullest contribution to the

programs and services of Humboldt County. Each employee is responsible for

reviewing and complying with Humboldt County’s personnel policies.

Humboldt County retains the sole right to manage its affairs and direct its

workforce within the existing framework of law (national, state, and local), but not

limited to the right to plan, direct, and control its operations: to determine the

location of its facilities; to determine working hours; to decide the types of services

to be provided and the manner of providing them; to decide the work to be

performed; to decide the method and place of providing its services; to determine

the schedules of work; to hire, layoff, assign, transfer, and promote employees; to

determine the qualifications of employees; to determine and re-determine job

content; to determine the starting and quitting times; to make such reasonable rules

and regulations not in conflict with any collective bargaining agreement, as it may

from time to time deem best for the purpose of maintaining order, safety, and/or

effective operations of its facilities and to require compliance therewith by

employees; to discipline and discharge employees for cause. These management

rights are not subject to the dispute resolution/grievance procedure except as may be

provided in a collective bargaining agreement.

1.2. Scope

In cases where the application of these policies would conflict with a collective

bargaining agreement that is in effect between a recognized employee organization

and Humboldt County, the provisions of the collective bargaining agreement shall

govern. In all other cases, these policies shall govern. Nothing in these policies is

intended to supersede applicable state or federal laws or administrative regulations

related to personnel matters.

1.3. Computing Time for Notices (calendar versus work day)

For the purpose of determining the length of time periods for processing an action

in these policies, days shall be counted beginning with the calendar day following

mailing or delivery of notice and concluding at 5:00 p.m., on the last day to be

counted. If the last day to be counted falls on a weekend or holiday, the period will

end at 5:00 p.m., on the first business day following the last counted day.

1.4. Administration

Humboldt County reserves the right to change these personnel policies at any time.

Nothing contained in these policies is intended to confer any property right in

continued employment or imply a contract of employment.

All employees of Humboldt County are expected to read and familiarize themselves

with the contents of these policies. After receiving and reviewing these policies,

each employee is expected to sign an acknowledgement form. The employee

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Office for inclusion into his/her personnel file. Employees who fail to comply with

these policies may be subject to disciplinary action, up to and including termination.

All changes, revisions, additions, and notices of deletions to these policies will be

made available to all employees.

(Optional) Whenever feasible, Humboldt County will provide all employees copies

of any proposed revisions to the adopted policies prior to implementation of the

proposed changes.

1.5. Administrative Directive

Humboldt County shall have the authority and the duty to develop and promulgate

administrative directives, interpretive memoranda, and other administrative

procedures to execute these policies, and to implement Humboldt County’s

personnel program on a consistent basis.

1.6. Change of Address (Revised 9/09)

It is the responsibility of each employee to keep Humboldt County informed, in

writing, of current address, telephone number, change of name, and any other

information relating to employment status.

1.7. Failure to Receive Notices (Revised 9/09)

Written communications to employees considered to be routine in nature shall be

delivered by regular mail to the current address on record or via email. Written

communications to employees identified as significant, important and/or time-

sensitive shall be hand-delivered or sent by certified mail, return receipt requested,

to the current address on record or via email utilizing the read receipt function. All

written communications to applicants shall be hand-delivered or sent by U.S. mail

to the address shown on the application for employment or sent via email as shown

on the application. Humboldt County is not responsible in the event mail is not

received. It is the employee’s responsibility to respond to all Humboldt County

communications, including those mailed and/or emailed to the address on record,

and the responsibility of the applicant to comply with all phases of the selection

process within the specified time. Failure to respond for any reason, including

failure to receive written notice, may have an adverse effect on an individual’s

employment status and/or result in disqualification from the selection and hiring

process.

1.8. Personnel Files (Revised 7/11)

1.8.1. Guidelines (Contents of Personnel File)

The contents of each employee’s personnel file may include, at a

minimum, the following:

Job description

Position’s exempt/non-exempt status

Job application/resume

Job offer letter

Employment contract/any agreement between the employee and

Humboldt County

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Signed acknowledgments including receipt of Humboldt County’s

policies and procedures, handbook, new employee orientation

checklist, and related documents

Enrollment documentation for Humboldt County-sponsored benefits

Credit card, long distance calling card, and related agreements

Emergency contact information

Authorizations for release of information signed by employee

Salary history record including rates of pay and other forms of

compensation

Employment history of positions held including promotion(s),

demotion(s), transfer(s), layoff(s), and termination(s)

Training/education records including college transcripts

Performance evaluations

Performance improvement plan,

Documentation of verbal warning(s), written reprimand(s),

disciplinary notice(s) and document(s)

Letters of recognition(s), commendation(s), congratulation(s)

Separation checklists

COBRA notice

Exit interview (unless confidentiality was guaranteed)

The personnel file should NOT include any of the following:

Grievances or the responses thereto

I-9 immigration form and supporting documents

General correspondence

Any document which describes a medical or psychological condition

of the employee or any other individual. (Medical and related

documents must be kept in a separate, locked file to which access is

strictly limited to those in a business “need-to-know” position.)

Investigation reports and supporting documents

Employment examination results (written and/or oral testing)

Employment interview questionnaires and supporting materials

(including documentation of remarks by oral examiners)

1.8.2. Maintenance of Personnel Files

Humboldt County shall maintain a master personnel file for each

employee. An employee’s supervisor/ manager may elect to maintain a

duplicate copy of the documents; however, this does not supersede or

eliminate Humboldt County’s need to maintain the master personnel file

for each employee. At the time of hire, each new employee will

complete all government-required documentation, all Humboldt County-

required documentation, and when applicable, documentation pertaining

to such matters as benefit plans enrollment and beneficiary designations.

Where required, the employee is responsible for providing a copy of

his/her driver’s license or other required license or certificate.

1.8.3. Employee Access

An employee may view the contents of his/her personnel file upon

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in the presence of the employee that manages the records. An employee

may request copies of any or all documents in his/her file, but may not

remove any documents from the file. Humboldt County will provide

only one set of copies to the employee without charge per year. If the

employee needs additional copies, s/he will be required to pay for them.

1.8.4. Negative Information

Humboldt County shall not put negative or derogatory material in an

employee’s file unless the employee has had a reasonable opportunity to

review the material beforehand. Humboldt County will require the

employee to sign such material to acknowledge they have reviewed and

not necessarily agree. If the employee refuses to sign such material,

Humboldt County may place it in the employee’s file with a dated

notation that the employee refused to sign such material after having

been given an opportunity to do so. Whenever possible, another

supervisor or manager should be used as a witness to the employee’s

refusal, and should co-sign the entry along with the originating

supervisor.

1.8.5. Employee Information Submitted

Statements by an employee submitted in rebuttal to adverse material

placed in his/her personnel file will be included in the employee’s

personnel file. Humboldt County may place other information submitted

by the employee in the personnel file if Humboldt County finds that such

information is relevant to the employee’s work history with Humboldt

County.

1.9. Confidential Information (Revised 7/13)

1.9.1. Identification of Confidential Information

The following types of personnel information and employment records

concerning current employees, former employees, and applicants for

employment that Humboldt County maintains are confidential, as

follows:

a. All information related to an employment application

including, but not limited to, letters of reference, résumés, or

his/her status as an applicant for employment.

b. All information that Humboldt County received or compiled

concerning the qualifications of an applicant or an employee

including, but not limited to, reports by Humboldt County’s,

law enforcement officials, or other individuals concerning the

hiring, promotion, performance, conduct, or background of

applicants or employees.

c. Ratings, rankings, scoring sheets, or remarks by members of an

evaluation board or individual interviewer, concerning an

applicant or results from any testing or employment screening

process.

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d. Materials used in employment examinations including answers,

rating guides, score sheets, etc., on any written exam or rating

criteria for interviews.

e. Information in an employee’s file or record of employment

which relates to his/her:

a. Performance;

b. Conduct, including any proposed or imposed disciplinary

action taken;

c. Race, color, religion, ethnic identity or affiliation, age,

gender, marital status, pregnancy, number and names of

dependents, military/veteran status, living arrangements,

membership in any organization, sexual orientation,

domestic partnership, national origin, ancestry, genetic

information, disability, gender identity or expression,

political affiliation, date of birth, membership in the

Nevada National Guard, or social security number;

d. Past or present home address, telephone number, post

office box, or relatives; and

e. All information concerning the voluntary or involuntary

termination of an employee, other than the dates of actual

employment.

f. The name of an employee’s/former employee’s designated

beneficiary.

g. All medical information concerning an employee or applicant

including, but not limited to:

a. Pre-employment and post-employment medical and

psychological examinations;

b. Disability and documentation relating to reasonable

accommodation requested or granted;

c. Drug and alcohol testing;

d. Genetic information;

e. Pregnancy, health care provider’s certification and other

communication; and

f. Any other medical information that an employee or

applicant has voluntarily provided or Humboldt County

has requested.

h. All confidential medical information shall be kept in files

segregated from other personnel and employment records.

Access to such files shall be strictly limited to those with a

demonstrable business need-to-know. This would include:

a. Supervisors and managers, regarding necessary

restrictions and accommodations in the employee’s

duties;

b. First-aid and safety personnel;

c. Government officials investigating compliance with

applicable laws, on request; 168

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d. State workers’ compensation office officials; and

e. Insurance company employees when the company

requires a medical examination to provide health or life

insurance (29 C.F.R. §1630.14(c)(1)).

i. Notations on attendance sheets that an employee took sick

leave are not a confidential record.

j. Humboldt County shall keep all information and documents

pertaining to an investigation separate from other personnel and

employment records ensuring privacy of all employees,

witnesses, and other individuals involved. Access is limited to

only those individuals with a demonstrable business need-to-

know.

k. Grievance files that include notices, notes, and decisions of

appeal will be maintained in a separate file with limited access

to only those individuals with a demonstrable business need-to-

know.

1.9.2. Access to Confidential Information

Access to confidential records is restricted to the following unless

specifically provided in a separate policy:

a. The names of members of an evaluation panel shall not be

released, nor shall tests that are governed by confidentiality

agreements be released. Access to the materials for an

examination and information relating to an applicant that is

relevant to a decision to hire that person (e.g., information

described in items 1-4 of Section 1.9.1) is limited to:

a. Employees with a business need-to-know in order to

fulfill the responsibilities assigned by Humboldt County;

b. Humboldt County’s manager/administrator, human

resources director/manager, or his/her designee;

c. Persons authorized pursuant to any state or federal law or

court order (i.e.,

governmental/legal/auditing/investigating agencies);

d. Counsel retained by or on behalf of Humboldt County;

and

e. Any other parties with whom Humboldt County has a

contractual relationship in order to enable Humboldt

County to respond accurately and fully to any lawsuit,

complaint, grievance, or other statutory appeal filed by or

on behalf of an employee or former employee against

Humboldt County.

b. Access to an employee’s personnel-related confidential file

containing those items listed above in Section 1.9.1., items 5 –

9 is limited to:

a. The employee;

b. The employee’s representative when s/he presents a

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c. The employee’s manager/supervisor, with a need-to-

know, or as needed for a reasonable accommodation and

human resources;

d. Persons authorized pursuant to any state or federal law or

court order;

e. Counsel retained by or on behalf of Humboldt County;

f. Humboldt County’s workers’ compensation carrier in

order to address a claim filed for workers’ compensation;

and

g. Any other parties with whom Humboldt County has a

contractual relationship in order to enable Humboldt

County to respond accurately and fully to any lawsuit,

complaint, grievance, or other statutory appeal filed by or

on behalf of an employee or former employee against

Humboldt County.

c. Access to an employee’s personnel-related confidential file

containing those items listed above in Section 1.9.1., items 10

and 11 is limited to:

a. The employee’s manager/administrator, human resources

director/manager, or his/her designee;

b. Persons authorized pursuant to any state or federal law or

court order;

c. Counsel retained by or on behalf of Humboldt County;

and

d. Any other parties with whom Humboldt County has a

contractual relationship in order to enable Humboldt County

to respond accurately and fully to any lawsuit, complaint,

grievance, or other statutory appeal filed by or on behalf of

an employee or former employee against Humboldt County.

1.9.3. Disposal of Personal Records

a. NRS 239B.030 states that government agencies shall ensure

that personal information, defined as social security numbers,

driver’s license numbers, or bank account numbers, required to

be maintained by state or federal statute and received after

January 1, 2007, be maintained in a confidential manner.

b. If the agency has records containing personal information

which is not required by specific state or federal statute and the

information was received prior to January 1, 2007, the

information may be obliterated or removed from documents

and computer systems.

c. In compliance with the Fair and Accurate Credit Transactions

(FACT) Act Disposal Rule, Humboldt County shall dispose of

sensitive information derived from consumer reports to ensure

there will be no unauthorized access to – or use of – any

confidential information. “Consumer Reports” are defined as

reports which contain information from a consumer reporting

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company, such as reports obtained from third party agencies

who conduct employment background checks on behalf of

Humboldt County.

d. Sensitive information includes any and all documents

containing employee information, which can include:

a. Employee name

b. Social security number

c. Driver’s license number

d. Phone number

e. Physical address

f. Email address

g. Any other personal identifiers

In addition, any identifying personal information, such as that described

above and listed under item 3, which is stored on electronic files, shall be

destroyed or erased so that the information cannot be read or

reconstructed.

e. Method of disposal. Humboldt County shall dispose of

sensitive information by shredding or burning any and all

documents which contain personal information. Although the

law specifically applies to consumer reports and the

information derived from consumer reports, Humboldt County

shall, in accordance with good personnel practices, properly

dispose of any records containing employee personal or

financial information. An electronic record must be destroyed

in accordance with the applicable schedule in a manner that

ensures the information cannot be retrieved or reconstructed,

including, without limitation, overwriting, degaussing and the

physical destruction of the storage media.

1.10. Related Forms

Humboldt County Personnel Policies – Acknowledgment and Receipt

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2. EMPLOYEE RELATIONS

2.1. Fair Employment Practices (Revised 7/11)

2.1.1. Policy

Humboldt County recognizes the fundamental rights of applicants and

employees to be assessed on the basis of merit. Recognition of seniority

and current employment with Humboldt County may also be considered.

Therefore, it is the policy of Humboldt County to provide equal

employment opportunity for all applicants and employees. Humboldt

County does not sanction or tolerate discrimination in any form on the

basis of race, color, religion, age, gender, pregnancy, sexual orientation,

national origin, ancestry, disability, veteran status, domestic partnership,

genetic information, gender identity or expression, political affiliation, or

membership in the Nevada National Guard.

Humboldt County will:

a. Recruit, hire, train, and promote for all job classifications

without regard to race, color, religion, age, gender, pregnancy,

sexual orientation, national origin, ancestry, disability, veteran

status, domestic partnership, genetic information, gender

identity or expression, political affiliation, or membership in

the Nevada National Guard, as well as to ensure that all

compensation, benefits, transfers, layoffs, return from layoffs,

Humboldt County-sponsored training, social, and recreation

programs will be administered in conformance with Humboldt

County’s policy.

b. Comply with all applicable laws prohibiting discrimination in

employment including Title VII of the Civil Rights Act of

1964, the Age Discrimination in Employment Act of 1967, the

Equal Employment Opportunity Act of 1972, the Immigration

Reform and Control Act of 1986, the Americans with

Disabilities Act, as amended, the Genetic Information

Nondiscrimination Act of 2008, the applicable Nevada Revised

Statutes on Equal Employment Opportunity (NRS 613),

Nevada Revised Statutes regarding National Guard service

(NRS 412.139/.1395), and any other applicable federal, state,

and local statutory provisions.

c. Provide reasonable accommodation wherever the need for such

is known by Humboldt County, and/or the applicant or

employee indicates a need for such reasonable accommodation,

provided that the individual is otherwise qualified to perform

the essential functions of the assigned job and the employee’s

performance of the assigned job duties does not pose a threat to

the safety of him/herself or others.

d. Hold all managers and supervisors responsible for ensuring that

personnel policies, guidelines, practices, procedures, and

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activities are in compliance with federal and state fair

employment practices, statutes, rules, and regulations.

2.1.2. Scope

This policy applies to all persons involved in the operation of Humboldt

County and prohibits harassment, discrimination, and retaliation by any

employee, including supervisors and coworkers, volunteers, customers or

clients of Humboldt County, and any vendor or other service provider

with whom Humboldt County has a business relationship. Humboldt

County will not tolerate instances of harassment, discrimination, or

retaliation, whether or not such behavior meets the threshold of unlawful

conduct. While single incidents of alleged harassment, discrimination, or

retaliation may not be sufficiently severe or pervasive to rise to the level

of being a violation of the law, Humboldt County nevertheless prohibits

such conduct and may impose appropriate disciplinary action against any

employee engaging in such.

2.1.3. Equal Employment Opportunity Officer Designated

The primary responsibilities for ensuring fair employment practices for

Humboldt County are promoted and adhered to are assigned to Humboldt

County’s designated Equal Employment Opportunity (EEO) Officer.

Humboldt County’s designated EEO Officer will also serve as the

Americans with Disabilities (ADA) Coordinator, unless otherwise noted,

and as such, also has responsibility for coordinating Humboldt County’s

compliance with federal and state disability laws. The EEO Officer shall

be designated by Humboldt County. The designated EEO Officer for

Humboldt County is the County Administrator. The name and work

telephone number of the designated individual will be posted on bulletin

boards at Humboldt County work sites. In the event the designated EEO

Officer is unavailable, the District Attorney is designated as the

alternative EEO Officer.

2.2. Anti-Harassment (Revised 7/11)

2.2.1. Policy

Humboldt County promotes a productive work environment and does not

tolerate verbal, physical, written, or graphical conduct/behavior(s) that

harasses, disrupts, or interferes with another’s work performance or that

creates an intimidating, offensive, or hostile environment based on that

person’s race, color, religion, age, gender, pregnancy, sexual orientation,

national origin, ancestry, disability, veteran status, domestic partnership,

genetic information, gender identity or expression, political affiliation, or

membership in the Nevada National Guard, or any other basis that is

inappropriate or offensive.

2.2.2. Prohibited Conduct/Behavior(s)

Humboldt County will not tolerate any form of harassment, including any

conduct/behavior(s) on the part of employees, volunteers, clients,

customers, vendors, contractors, etc., that impairs an employee’s ability

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to perform his/her duties. Examples of prohibited conduct/behavior(s)

include, but are not limited to:

a. Offensive verbal communication including slurs, jokes,

epithets, derogatory comments, degrading or suggestive words

or comments, unwanted sexual advances, invitations, or

sexually degrading or suggestive words or comments.

b. Offensive written communication including notes, letters,

notices, emails, texts, or any other offensive message sent by

electronic means.

c. Offensive gestures, expressions and graphics including leering,

obscene hand, finger, or body gestures, sexually explicit

drawings, derogatory posters, photographs, cartoons, drawings,

or displaying sexually suggestive objects or pictures.

d. Physical contact when the action is unwelcomed by recipient

including brushing up against someone in an offensive manner,

unwanted touching, impeding or blocking normal movement, or

interfering with work or movement.

e. Expectations, requests, demands, or pressure for sexual favors.

2.3. Dealing w/Allegations of Discrimination and/or Prohibited

Conduct/Behavior(s) (Revised 7/13)

2.3.1. Process

Employees or applicants who believe they are being subjected to any

form of prohibited conduct/behavior(s) as described in this policy by

another (e.g. employee, client, customer, vendor, volunteer, contractor,

etc.) based on their race, color, religion, age, gender, pregnancy, sexual

orientation, national origin, ancestry, disability, veteran status, domestic

partnership, genetic information, gender identity or expression, political

affiliation, or membership in the Nevada National Guard,, as well as

those who believe they have witnessed another employee, client or

member of the public being subjected to prohibited conduct/behavior(s),

have an affirmative duty to bring the situation to the attention of

Humboldt County. Employees covered by a collective bargaining

agreement may opt to use the process described in this policy or in an

applicable grievance procedure delineated by their collective bargaining

agreement, but may not use both.

2.3.2. Employee Responsibilities

Employees who believe they personally are being or have been subjected

to prohibited conduct/behavior(s) and/or are the target of any form of

prohibited conduct/behavior(s), or have witnessed any other employee

being subjected to these behaviors, should immediately:

a. Identify the offensive conduct/behavior(s) to the alleged

harasser and request that the behavior cease.

Note: An employee is NOT required to talk directly to the alleged

harasser or to the employee’s supervisor. It is critical, however, that the

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employee contact one of the individuals listed in sections 2 or 3 below if

s/he believes s/he is being targeted or has witnessed what the employee

believes to be prohibited conduct/behaviors(s) directed to or committed

by another employee(s), client(s), customer(s), vendor(s), volunteer(s),

contractor(s), etc.

b. If the employee feels uncomfortable in speaking directly to the

alleged harasser or if the employee requested the prohibited

conduct/behavior(s) to cease, but the request did not produce

the results desired, the employee should report the

conduct/behavior(s) as soon as possible to any supervisor

/manager, Humboldt County’s designated EEO Officer, or the

HR Representative.

c. Employees who believe the EEO Officer has engaged in

prohibited conduct/behavior(s) should bring such concerns to

the attention of the alternate EEO Officer. The alternate will

designate an objective person to conduct an investigation of

such allegations.

d. An employee who witnesses or obtains information regarding

prohibited conduct/behavior(s) by his/her immediate supervisor

is required to report the incident to the EEO Officer or HR

Representative.

e. Applicants who have concern regarding violations of this

policy are encouraged to contact the designated EEO Officer or

the alternate.

2.3.3. Supervisor/Manager Responsibilities

a. Regardless of whether the employee involved is in the

supervisor’s or manager’s department and regardless of how

s/he became aware of the alleged prohibited

conduct/behavior(s), all supervisors and managers must

immediately report all allegations or complaints or observations

of such conduct/behavior(s) to the EEO Officer, HR

Representative, Department Head, or the District Attorney.

The information reported must include:

The persons(s) involved, including all witnesses;

A written record of specific conversations held with the

accused and any witnesses; and

All pertinent facts, including date(s), time(s), and

locations(s).

A supervisor’s/manager’s failure to immediately report such activities,

complaints, or allegations will result in discipline, up to and including

termination.

2.3.4. Investigation

Upon being made aware of allegations or complaints of prohibited

conduct/behavior(s), Humboldt County will ensure that such allegations

or complaints are investigated promptly. Humboldt County treats all

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allegations or complaints seriously and requires all employees to be

candid and truthful during the investigation process.

Humboldt County will make efforts to ensure that all investigations are

kept as confidential as reasonably possible. Employees will be requested

to refrain from discussing the subject content with others, particularly

while the investigation is in progress. Employees shall be required upon

request, to provide information to regulatory agencies. Humboldt County

will release information obtained only to those individuals involved in

the investigation and the administration of the complaint with a business

need-to-know, or as required by law.

Humboldt County will communicate to the individual who made the

initial complaint, as well as the individual against whom the complaint

was made, whether the allegations of policy violations were substantiated

or not.

If evidence arises that a participant in the investigation made

intentionally false statements, that employee will be disciplined, up to

and including termination.

If it is determined that a violation of this policy has occurred, Humboldt

County will take remedial action against the violator commensurate with

the severity of the offense. Such remedial action may include, but is not

limited to, counseling, verbal warning, written reprimand, pay reduction,

transfer, demotion, suspension without pay, or termination. Humboldt

County will also initiate action to deter any future prohibited

conduct/behavior(s) from occurring.

With regard to disability-related complaints, the EEO Officer (when

appropriate, working with the employee and/or the complainant) shall

propose a resolution to the complaint based upon the findings of such

investigation. Such resolution will include reasonable accommodation

when Humboldt County determines that such a reasonable

accommodation can be provided by Humboldt County.

2.3.5. Training

Humboldt County will provide training every two years to all employees

on the prevention of discrimination and prohibited conduct/behavior(s) in

the workplace. All new employees will be provided a copy of this policy

upon hire and the contents will be discussed during the new hire

orientation process. New employees will participate in training on the

prevention of discrimination and prohibited conduct/behavior(s) within 1

week of hire. A copy of this policy will be made available to applicants

upon request.

2.3.6. Prohibition Against Retaliation

Retaliation is adverse treatment which occurs because of opposition to

the prohibited conduct/behavior(s) in the workplace. Humboldt County

will not tolerate any retaliation by management or by any other employee

against an employee who exercises his/her rights under this policy. Any

employee who believes s/he has been harassed, retaliated, or

discriminated against in any manner whatsoever as a result of having

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filed a complaint, assisted another employee in filing a complaint, or

participated in an investigative process should immediately notify the

EEO Officer or alternative EEO Officer. Humboldt County will

promptly investigate and deal appropriately with any allegation of

retaliation.

2.4. Genetic Information Nondiscrimination Act (GINA)

2.4.1. Policy

Humboldt County’s with 15 or more employees must comply with the

federal regulations associated with the Genetic Information

Nondiscrimination Act (GINA). When requiring employees or

applicants to see a health care provider for work-related medical exams,

pre-employment physicals, ADA accommodations, fitness-for-duty

exams, or similar work-related medical exams, Humboldt County must

state to the applicant, employee, AND the health care provider that no

genetic information is sought by or to be relayed to Humboldt County

under Title II provisions of GINA.

2.5. Training (Revised 1/10)

Humboldt County will provide training every two years to all employees

on the prevention of discrimination and prohibited conduct/behavior(s) in

the workplace. All new employees will be provided a copy of this policy

upon hire and the contents will be discussed during the new hire

orientation process. New employees will participate in training on the

prevention of discrimination and prohibited conduct/behavior(s) within

30 days of hire. A copy of this policy will be made available to

applicants upon request.

2.6. Prohibition Against Retaliation (Revised 1/10)

Retaliation is adverse treatment which occurs because of opposition to

prohibited conduct/behavior(s) in the workplace. Humboldt County will

not tolerate any retaliation by management or by any other employee

against an employee who exercises his/her rights under this policy. Any

employee who believes s/he has been harassed, retaliated, or

discriminated against in any manner whatsoever as a result of having

filed a complaint, assisted another employee in filing a complaint, or

participated in an investigative process should immediately notify the

EEO Officer or the alternate. Humboldt County will promptly

investigate and deal appropriately with any allegation of retaliation.

2.7.2.5. Employee Dating (New 6/07)

2.7.1.2.5.1. Policy

Humboldt County recognizes that an environment where employees

maintain clear boundaries between personal and workplace interactions is

most effective for conducting business. This policy does not prevent the

development of friendships or romantic relationships between employees.

However, employees in supervisory/managerial positions are precluded

from having a romantic relationship with any subordinate employee.

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2.7.2.2.5.2. Employee Responsibilities

a. Employees are prohibited from engaging in physical contact

that would in any way be deemed inappropriate by a reasonable

person while anywhere on Humboldt County property, in an

employer vehicle, or on employer business whether or not such

physical contact occurs during work hours.

b. Violation of this policy could result in disciplinary action up to

and including termination.

2.7.3.2.5.3. Supervisor/Manager Responsibilities

a. Employees employed in supervisory/managerial positions are

prohibited from engaging in a romantic relationship with a

subordinate employee. Employees employed in

supervisory/managerial positions need to be cognizant of their

status as role models, their access to sensitive information, and

their ability to influence others.

b. Violation of this policy could result in disciplinary action up to

and including termination.

2.8.2.6. Employee Bullying (Revised 12/08)

2.8.1.2.6.1. Definition

Humboldt County defines bullying as repeated mistreatment of one or

more persons by one or more perpetrators that takes one of the following

forms:

a. Verbal abuse;

b. Offensive conduct/behaviors (including nonverbal, physical,

and cyber-bullying) which are threatening, humiliating, or

intimidating, or

c. Work interferences, such as sabotage, which prevents work

from getting done.

2.8.2.2.6.2. Purpose

The purpose of this policy is to communicate to all employees, including

supervisors and managers, that Humboldt County will not tolerate

bullying behavior. Employees found in violation of this policy may be

subject to disciplinary action up to and including termination.

2.8.3.2.6.3. Prohibited Conduct

Humboldt County considers the following types of behavior examples of

bullying (this list is not all-inclusive):

a. Verbal Bullying: Slandering, ridiculing or maligning an

employee or his/her family; persistent name calling which is

hurtful, insulting, or humiliating; yelling, screaming, and

cursing; chronic teasing; belittling opinions or constant

criticism.

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b. Physical Bullying: Pushing, shoving, kicking, poking,

tripping, assault or threat of physical assault, damage to an

employee’s work area or property.

c. Nonverbal Bullying: Nonverbal threatening gestures or

glances which convey threatening messages; threatening

actions; socially or physically excluding or disregarding a

person in a work-related activity.

d. Cyber-bullying: Repeatedly tormenting, threatening,

harassing, humiliating, embarrassing, or otherwise targeting

an employee using email, instant messaging, text messaging,

social media, or any other type of digital technology.

e. Workplace Interference: Sabotaging which prevents work

from getting done; deliberately tampering with a person’s

work area or property; unreasonably assigning menial tasks

outside of a person’s normal job duties.

2.8.4.2.6.4. Dealing with Allegations of Bullying

a. Process

Employees or applicants who believe they are being bullied by

another (e.g. employee, volunteer, customer, vendor, contractor,

etc.), as well as those who believe they have witnessed another

employee, volunteer, customer, or client or member of the public

being subjected to bullying behavior, have an affirmative duty to

bring the situation to the attention of Humboldt County.

b. Supervisor/Manager Responsibilities

A supervisor/manager is required to report this information to

his/her EEO Officer, Department Head, or the District Attorney

immediately.

c. Investigation

Upon being made aware of allegations or complaints of bullying,

Humboldt County will ensure that such allegations or complaints

are investigated where deemed necessarypromptly.

Humboldt County will make efforts to ensure that all investigations

are kept as confidential as reasonably possible. Humboldt County

will release information obtained only to those individuals

necessarilywith business need-to-know or involved in the

investigation and the administration of the complaint, or as required

by law.

The individual who made the initial complaint, as well as the

individual against whom the complaint was made, will be made

aware of the final determination by Humboldt County.

If it is determined that bullying has occurred, Humboldt County

will take appropriate action. Humboldt County will also initiate

action to deter any future prohibit conduct/behavior(s) from

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2.8.5.2.6.5. Prohibition Against Retaliation

Humboldt County will not tolerate any retaliation by management or by

any other employee against an employee who exercises his/her rights

under this policy. Any employee who believes s/he has been retaliated or

discriminated against in any manner whatsoever as a result of having

filed a complaint, assisted another employee in filing a complaint, or

participated in an investigative process should immediately notify the

EEO Officer or the alternate. Humboldt County will promptly

investigate and deal appropriately with any allegation of retaliation.

2.9.2.7. Employment Disabilities (Revised 7/13)

2.9.1.2.7.1. Purpose of Policy

Humboldt County recognizes that the preceding sections of its personnel

policy relating to fair employment practices encompass its commitment

to fair and equitable treatment of all employees and applicants, including

those with disabilities. Humboldt County also recognizes that there are

specific issues relating to individuals with disabilities that must be

individually addressed. Humboldt County acknowledges its

responsibility to ensure that individuals in the workplace can efficiently

and safely perform the essential functions of their jobs without posing a

direct threat to themselves and others.

2.9.2.2.7.2. Policy

It is Humboldt County’s policy to comply proactively with the applicable

employment provisions of disability laws, including the Americans with

Disabilities Act (ADA), as amended. Humboldt County does not tolerate

discrimination against any qualified individual with a disability in regard

to any terms, conditions, or privileges of employment and prohibits any

type of harassment or discrimination based on the physical or mental

disability, history of disability, or perceived disability of an individual

holding or seeking employment with Humboldt County.

Humboldt County is committed to provide reasonable accommodation

wherever the need for such is known to Humboldt County or whenever

the employee or applicant indicates a need for reasonable

accommodation, provided that the individual is otherwise qualified to

perform the essential functions of the assigned job and the employee’s

performance of the assigned job duties does not pose an obvious threat to

the safety of him/herself or others.

2.9.3.2.7.3. Determination of Disability

In determining whether an employee or an applicant has a disability

under the law, the employee/applicant must have a physical or mental

impairment that substantially limits one or more life activities, have a

record of such an impairment, or being regarded as having an

impairment. Major life activities include, but are not limited to, caring

for oneself, performing manual tasks, seeing, hearing, eating, sleeping,

walking, standing, lifting, bending, speaking, breathing, learning,

concentrating, thinking, communicating, reading, sitting, reaching,

interacting with others, and working. A major life activity also includes

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the operation of a major bodily function, including but not limited to,

functions of the immune system, special sense organs and skin, normal

cell growth, digestive, bowel, bladder, neurological, brain, genitourinary,

cardiovascular, hemic, lymphatic, musculoskeletal, respiratory,

circulatory, endocrine, and reproductive functions.

2.9.4.2.7.4. Disability-Related Inquiries

Humboldt County shall adhere to the provisions of applicable laws

regarding Humboldt County’s limitations on making disability-related

inquiries or requiring medical examinations.

Humboldt County’s restrictions regarding disability-related inquiries and

medical examinations apply to all employees/applicants, whether or not

they have disabilities. A disability-related question to an applicant may

be a violation of law, even though the applicant may not have a

disability.

Humboldt County may require the employee to provide a fitness-for-duty

certification from an appropriate health care provider whenever

Humboldt County has reason to believe the employee may be unable to

perform the essential functions of his/her job or pose a direct threat to

him/herself or to others . (Reference: Section 2.4. Genetic Information

Nondiscrimination Act (GINA)).

2.9.5.2.7.5. Confidentiality of Medical Records

Humboldt County shall treat any medical information or genetic

information obtained from a disability-related inquiry or medical exam,

as well as any medical information voluntarily disclosed by an employee,

as a confidential medical record. Confidential medical records also

include medical information from voluntary health or wellness programs

and the subsequent injury fund questionnaire.

2.9.6.2.7.6. Accommodation

a. Accommodation for Applicants

Whenever an applicant requests accommodation in applying for,

testing, or interviewing for a position with Humboldt County,

Humboldt County’s ADA Coordinator shall determine whether the

request for accommodation for a covered disability is reasonable or

if another type of accommodation can be provided. In making the

determination of reasonableness, the ADA Coordinator may

consider whether granting such requests might impose an undue

hardship on Humboldt County.

b. Accommodation for Employees

When Humboldt County has some objective reason to believe an

employee may need some type of accommodation to perform

his/her essential job functions, Humboldt County must initiate an

interactive process with the employee to find out what

accommodation the employee might need. Also, whenever an

employee approaches his/her supervisor, Humboldt County’s ADA

Coordinator, or any other manager within Humboldt County

requesting some type of accommodation, Humboldt County will

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initiate the interactive process. Whenever a manager or supervisor

becomes aware that an employee has requested or may require

some type of accommodation, the manager/supervisor should

promptly notify the ADA Coordinator. Upon learning of the

employee’s request for accommodation, the ADA Coordinator shall

arrange to meet with the supervisor and the employee to discuss

his/her accommodation request, the need for any reasonable

documentation of the disability and the associated functional

limitations, and the impact of the proposed accommodation on

Humboldt County. Review of an employee’s particular situation by

a medical review officer will assist the organization in determining

appropriate accommodation.

2.9.7.2.7.7. Requirements of Other Laws

Humboldt County may make disability-related inquiries and require

medical exams that are required or necessitated by applicable laws or

regulations; e.g., federal safety regulations, OSHA requirements, etc.

2.10.2.8. Drug- and Alcohol-Free Workplace (Revised 7/13)

2.10.1.2.8.1. Policy

Humboldt County recognizes that substance abuse in our nation and our

community exacts staggering costs in both human and economic terms.

Substance abuse can be reasonably expected to produce impaired job

performance, lost productivity, absenteeism, accidents, wasted materials,

lowered morale, rising health care costs, and diminished interpersonal

relationship skills. This drug and alcohol free workplace policy applies

to volunteers as well as employees.

a. Humboldt County is committed to:

a. Maintaining a safe and healthy workplace for all

employees and volunteers;

b. Assisting employees or volunteers who recognize they

have a problem with drugs or alcohol in receiving

appropriate treatment;

c. Periodically providing employees and volunteers with

information about the dangers of workplace drug abuse;

and

d. When appropriate, taking disciplinary action for failure to

comply with this policy.

b. Humboldt County strictly prohibits the following behavior:

a. The use, sale, attempted sale, manufacture, attempted

manufacture, purchase, possession or cultivation,

distribution and/or dispensing of illegal drugs by an

employee at any time and in any amount. This

prohibition includes the use or possession of prescription

medicines for which the individual does not have a valid

prescription and the inappropriate use of prescribed

medicines for which the employee has a valid

prescription. The prohibition also includes using over-182

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the-counter medications or consumer products not meant

for human consumption contrary to instructions provided

by the manufacturer. In addition, Humboldt County

prohibits employees from possessing open containers of

alcoholic beverages while on Humboldt County’s

premises and/or while on duty and from working with a

blood-alcohol level of .02 or more at any time. Note:

Humboldt County permits consumption of alcoholic

beverages during certain events on Humboldt County

property. Employees may consume alcohol during such

events without violating this policy provided that their

participation in the event is not on Humboldt County time

and not a part of their duties as a Humboldt County

employee. Employees choosing to consume alcohol at

these events must conduct themselves properly at all

times and should ensure that they do not become

impaired or intoxicated.

b. Bringing alcohol, illegal drugs, and other substances

which may impair the safety or welfare of employees or

the public onto the premises controlled by Humboldt

County or placing in vehicles or equipment operated on

behalf of Humboldt County.

c. Driving an organizational vehicle while on or off duty

with a blood alcohol level of .02 or more or under the

influence of an illegal drug, regardless of the amount.

d. Law enforcement personnel performing job-related

functions which require possession and/or transportation

of such substances are exempt from this section.

c. Reporting Requirements

a. A supervisor who receives information or is a witness to

any use of drugs or alcohol by an employee which

violates Humboldt County’s policies or the law, is

required to report this information to his/her Department

Head or the County Administrator immediately. The

information reported must include:

The persons(s) involved, including all witnesses;

Any information gathered, such as actual observation

of drug /alcohol use, the presence of paraphernalia,

observation of any unusual physical signs or behaviors;

A written record of specific conversations held with the

accused and any witnesses;

All pertinent facts, including date(s), time(s), and

locations(s).

b. An employee who witnesses or obtains information

regarding illegal drug/alcohol use by his/her immediate

supervisor is required to report the incident to that

individual’s supervisor.

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d. Specimen collection, drug testing procedures, sample

collection, and alcohol testing procedures will comply with all

applicable provisions of federal and state law.

e. A positive test result for alcohol or drugs will be grounds for

disciplinary action, up to and including termination.

f. Employees in safety-sensitive positions as defined in 49 CFR

Part 382, et seq., are subject to the Federal Department of

Transportation (DOT) (49 CFR Part 40) and the Federal Motor

Carrier Safety Regulations (FMCSR), as prescribed by the

Federal Motor Carrier Safety Administration (FMCSA) (49

CFR Parts 382, 383, 387, 390-397, and 399), as well as

Humboldt County’s Drug and Alcohol-Free Workplace Policy.

g. Humboldt County is not required to provide reasonable

accommodation for the medical use of marijuana for:

a. Attorneys, investigators, special investigator or other

employees acting in his/her professional or

occupational capacity within the District Attorney’s

Office, and

f.b. Peace Officers or other employees acting in his/her

professional or occupational capacity in a law

enforcement agency.

2.10.2.2.8.2. Employee Responsibilities

a. Each employee is responsible for reviewing and complying

with Humboldt County’s Drug- and Alcohol-Free Workplace

Policy.

b.a. Each employee is responsible for meeting standards for work

performance and safe on-the-job conduct.

c.b. Employees shall not report to work under the influence of

alcohol, illegal drugs, or misused prescription or over-the-

counter drugs.

d.c. Employees who suspect they may have a substance abuse

problem are encouraged to seek counseling and rehabilitation

from Humboldt County’s Employee Assistance Program (EAP)

provider, substance abuse professional, or other treatment

provider. Humboldt County’s medical insurance policy may

provide for payment of some or all of the treatment costs.

e.d. It is the responsibility and obligation of employees in safety-

sensitive positions to determine, by consulting a health care

provider if necessary, whether or not a legal drug s/he is taking

may/or will affect his/her ability to safely and efficiently

perform his/her job duties. An employee in a safety-sensitive

position whose medication may affect their ability to safely

perform their job must contact the human resources director or

department director who will attempt to find an appropriate

alternative assignment. If none is available, the employee may

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available and the employee otherwise qualifies) or take other

steps consistent with the advice of a health care provider. If an

employee reports to work under the influence of prescription

medication and, as a result, endangers him/herself or others, the

employee will be disciplined, up to and including termination.

f.e. Each employee must report the facts and circumstances of any

criminal drug or alcohol conviction resulting from an incident

that occurred while the employee was on duty or which may

impact the employee’s ability to perform the duties of his/her

job. If duties involve driving a vehicle, the employee must

report to his/her supervisor a conviction for driving under the

influence (DUI), and/or revocation or suspension of the driver’s

license pending adjudication. Notification to Humboldt County

must occur before resuming work duties or immediately after

the conviction or revocation/suspension. Failure to notify

Humboldt County will result in disciplinary action, up to and

including termination.

g.f. Employees in safety-sensitive positions identified by Humboldt

County are subject to random drug and/or alcohol testing as

provided in this policy.

h.g. Employees must act as responsible representatives of Humboldt

County and as law-abiding citizens. It is every employee’s

responsibility to report violations of this policy to his/her

immediate supervisor or to the County Administrator. Such

reporting is critical in preventing serious injuries or damage to

Humboldt County’s property.

i.h. Employees who are required to submit to a drug/alcohol test

must complete and sign a consent form.

Note: Law enforcement employees and applicants for law enforcement

positions are also subject to the Law Enforcement Department’s Drug

Testing Policy.

2.10.3.2.8.3. Department Head Responsibilities

The department head or his/her designee is responsible for:

a. Authorizing the testing of employees.

b. Coordinating drug and/or alcohol testing.

c. Requesting completion of a consent form.

d. Notifying employees of positive test results and their right to a

retest of the same sample.

e. Implementing disciplinary action against employees who fail to

comply with provisions outlined in this policy.

f. Notifying Humboldt County’s attorney of an employee’s

conviction of a federal or state criminal drug and/or alcohol

statute violation.

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g. Ensuring that the drug and/or alcohol test forms and results are

kept confidential and only provided to employees with a

business need for the information.

h. Identifying safety-sensitive positions.

i. Notifying employees in department safety-sensitive positions

that they are subject to random drug and/or alcohol testing.

2.10.4.2.8.4. Supervisor Responsibilities

Supervisors are responsible for:

a. Determining if reasonable suspicion exists to warrant drug

and/or alcohol testing and detailing, in writing, the specific

facts, symptoms, or observations that are the basis for the

reasonable suspicion.

b. Submitting the documentation to the department head or

designee.

c. Complying with the appropriate provisions outlined in this

policy that apply to supervisory personnel.

2.10.5.2.8.5. Humboldt County Responsibilities

Humboldt County is responsible for:

a. Providing communication and training on this policy to include

a training program to assist supervisors to recognize the

conduct and behavior that gives rise to a reasonable suspicion

of drug and/or alcohol use by employees and how to effectively

intervene.

b. Receiving and maintaining employee drug and alcohol testing

records and files from all sources and assuring that they are

kept confidential.

c. Making drug and/or alcohol testing and notice forms available.

d. Notifying appropriate department heads of positive results of

drug and alcohol tests.

e. Administering the contract with a third party to provide drug

and alcohol testing services.

f. Overseeing the administration of Humboldt County’s Drug-

and Alcohol-Free Workplace Policy.

g. CertifyingDesignating safety-sensitive positions in

consultation with the requesting department head and legal

counsel.

h. Notifying department heads of their employees randomly

selected for drug and/or alcohol testing.

i. Ensuring the administration of all pre-employment drug testing.

2.10.6.2.8.6. Employee Education

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Humboldt County maintains information relating to the hazards of and

treatment for drug- and alcohol-related problems. Proactive training and

information shall be sponsored by Humboldt County every two

years.periodically. Any employee may voluntarily seek advice,

information, and assistance. Medical confidentiality will be maintained

consistent with this policy.

2.10.7.2.8.7. Employee Assistance and Voluntary Referral

a. Humboldt County strongly encourages employees who suspect

they have substance abuse problems to voluntarily refer

themselves to a treatment program. A voluntary referral is

defined as being one that occurs prior to any positive test for

illegal drugs or alcohol under this policy and prior to any other

violation of this policy, including a criminal conviction of that

individual for a drug- or alcohol-related offense. A decision to

participate in the employee assistance or other treatment

program will not be a protection or defense from discipline.

b. Any employee who voluntarily requests assistance in dealing

with a personal drug and/or alcohol problem may do so through

a private treatment program for drug and alcohol problems. An

employee who is being treated for substance abuse in a

recognized rehabilitation program may, if the Americans with

Disabilities Act applies, be entitled to reasonable

accommodation so long as the employee is conforming to the

requirements of the program and is abstaining from the use of

controlled substances and/or alcohol.

c. The cost of the drug or alcohol rehabilitation or treatment

program shall be borne by the employee and if applicable, the

employee’s insurance provider. All information regarding an

employee’s participation in treatment will be held in strict

confidence. Only information that is necessary for the

performance of business will be shared by Humboldt County’s

management.

2.10.8.2.8.8. Reasonable Suspicion Testing

a. When any supervisor has reasonable suspicion that an

employee may be under the influence of alcohol or drugs, the

employee in question will be directed by the department head

or designee or the County Administrator to submit to drug

and/or alcohol testing.

b. The supervisor shall be responsible to determine if reasonable

suspicion exists to warrant drug and/or alcohol testing and shall

be required to document, in writing, the specific facts,

symptoms, or observations which form the basis for such

reasonable suspicion. When possible, the documentation will

be forwarded to the department head or designee to authorize

the drug and/or alcohol test of an employee.

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c. The department head or designee or County Administrator shall

direct an employee to undergo drug and/or alcohol testing if

there is reasonable suspicion that the employee is in violation

of this policy. The employee will be placed on administrative

leave suspended with pay pending results of the test.

d. Circumstances which constitute a basis for determining

reasonable suspicion may include, but are not limited to:

a. Information provided either by reliable and credible

sources or independently corroborated.

b. The first line supervisor or another supervisor/manager

receives information from a reliable and credible source

as determined by the department head that an employee is

violating Humboldt County’s policy.

c. Direct observation of drug or alcohol use while on duty.

d. The first line supervisor or another supervisor/manager

directly observes an employee using drugs or alcohol

while an employee is on duty.

e. Employee admits using drugs or alcohol prior to

reporting to work or while at work.

f. Drug or alcohol paraphernalia possibly used in

connection with illicit drugs or alcohol found on the

employee’s person or at or near the employee’s work

area.

g. Evidence that the employee has tampered with a previous

drug and/or alcohol test.

e. The following behaviors will also contribute toward reasonable

suspicion and, collectively or independently, on a case-by-case

basis may provide a sufficient reason for requesting a drug

and/or alcohol test:

a. A pattern of abnormal or erratic behavior.

This includes, but is not limited to a single, unexplainable

incident of serious abnormal behavior or a pattern of behavior

which is radically different from what is normally displayed

by the employee or grossly differing from acceptable

behavior in the workplace.

b. Presence of physical symptoms of drug and/or alcohol

use.

The supervisor observes physical symptoms that could

include, but are not limited to, glassy or bloodshot eyes,

slurred speech, poor motor coordination, or slow or poor

reflex responses different from what is usually displayed by

the employee or generally associated with common ailments

such as colds, sinus problems, hay fever, and diabetes.

c. Violent or threatening behavior.

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against any person, the department head may request that the

employee submit to drug and/or alcohol testing.

Second Incident: Whether or not an employee has previously

received formal counseling or disciplinary action for

unprovoked, unexplained, aggressive, violent, or threatening

behavior, upon a second or subsequent episode of similar

behavior/conduct, the department head will request that the

employee undergo drug and/or alcohol testing.

d. Absenteeism and/or tardiness.

If an employee has previously received disciplinary action for

absenteeism and/or tardiness, a continued poor record that

warrants a second or subsequent disciplinary action may, in

combination with other relevant behaviors, result in drug

and/or alcohol testing.

An employee who is required to submit to reasonable

suspicion testing will be provided transportation by

Humboldt County to the location of the test. After the

employee submits to the test or if the employee refuses to be

tested, Humboldt County will provide transportation for the

employee to his/her home.

2.10.9.2.8.9. Post-Accident Testing

a. Each employee involved in an accident will be tested for drugs

and/or alcohol as soon as possible after the accident, but after

any necessary emergency medical attention has been provided.

Accidents that trigger testing are those that result in:

e. Death;

f. Medical treatment other than first-aid;

g. Loss of consciousness; or

h. Property damage estimated to be valued at or in excess of

five hundred dollars ($500.00).

An employee who is required to submit to post-accident testing

will be immediately provided transportation by Humboldt County

to the location of the test. The employee will be advised to refrain

from eating or drinking before being tested. After the employee

submits to the test or if the employee refuses to be tested, Humboldt

County will provide transportation for the employee to his/her

home.

An employee may be placed on administrative leave with pay

pending the results of this test. If the test comes back positive and

Humboldt County needs to conduct further investigation the

employee will be placed on administrative leave without pay.

b. In the event an employee is so seriously injured that s/he cannot

provide a blood, breath, or urine specimen at the time of the

accident, the employee must provide necessary authorization,

as soon as the employee’s physical condition allows, to enable

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that indicate whether there were drugs or alcohol in the

employee’s system when the accident occurred.

c. In the event federal, state, or local officials conducted drug

and/or alcohol testing following an accident, the employee will

be required to sign a release allowing Humboldt County to

obtain the test results from such officials.

d. An employee who is subject to a post-accident test must remain

readily available for testing. An employee who leaves the

scene before the test is administered or who does not make

him/herself readily available may be deemed to have refused to

be tested, and such refusal shall be treated as a positive test.

Further, the employee, subject to a post-accident test, must

refrain from consuming alcohol for eight hours following the

accident or until the employee submits to an alcohol test,

whichever comes first.

2.10.10.2.8.10. Safety-Sensitive Positions

a. Humboldt County may conduct pre-employment testing and

random testing for drugs and alcohol for positions identified as

safety-sensitive by Humboldt County. Successfully passing

these tests is a condition of future or continued employment.

b. Safety-sensitive positions mean positions which may, in the

normal course of business:

a. Require the employee to operate Humboldt County’s

vehicles or heavy equipment or private vehicle on

company business on a regular and recurring basis;

and/or

b. Involve job duties which, if performed with

inattentiveness, errors in judgment or diminished

coordination, dexterity, or composure, may result in

mistakes that could present a real and/or imminent threat

to the personal health and safety of the employee,

coworkers, and/or the public, including positions that

require use of dangerous tools/equipment; performance

of job duties at heights; use of dangerous chemicals; or

carrying firearms in the performance of job duties.

b. c. Humboldt County shall maintain a list entitled “List of

Positions Designated as Safety-Sensitive.” The list shall be a

public record.

2.10.11.2.8.11. Humboldt County shall maintain a list entitled “List of

Positions Designated as Safety-Sensitive.” The list shall be a public record.

Random Testing

a. All employees in positions identified as safety-sensitive by

Humboldt County shall be subject to random drug and alcohol

testing.

b. Per DOT testing guidelines for CDL holders, Humboldt County

will drug test, at a minimum, 50% of the average number of

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employee positions designated as safety-sensitive each calendar

year. Humboldt County will alcohol test, at a minimum, 10%

of the average number of employee CDL positions designated

as safety-sensitive each calendar year. Humboldt County will

alcohol test, at a minimum, 10% of the average number of

employee CDL positions each calendar year.

c. For all other safety-sensitive positions, Humboldt County will

drug test, at a minimum 10% of the average number of

employee positions designated as safety-sensitive each calendar

year. Humboldt County will alcohol test, at a minimum 10% of

the average number of employee positions designated as safety-

sensitive each calendar year.

b.d. The selection of employees for random testing shall be on a

non-discriminatory basis and made from a computer-based

random number generator that is matched with the employee’s

social security number. Random testing will be unannounced

and the dates for administering the tests will be spread

reasonably throughout the year. Random testing will be

performed at any time while the employee is at work.

c.e. An employee selected for random testing shall proceed

immediately to the test site and will be advised to refrain from

eating or drinking prior to the test. An employee who engages

in conduct which does not lead to testing as soon as possible

after notification may be considered to have refused to be

tested.

f. Employees selected for a random test but absent due to annual,

sick leave, other leave, or on urgent Humboldt County business

approved by their department head will not be notified to take

the random test until the first day they return to work after

random selection.

d.g. Random selection may result in some employees being tested

more than once each year; some may not be tested at all.

2.10.12.2.8.12. Return-to-Work Testing/Follow-Up Testing

a. If Humboldt County agrees to continue employment, an

employee who violates this policy and undergoes rehabilitation

for drugs or alcohol will, as a condition of returning to work, be

required to agree to follow-up testing as established by

Humboldt County. The extent and duration of the follow-up

testing will depend upon the safety and security nature of the

employee’s position and the nature and extent of the

employee’s substance abuse problem. Humboldt County will

review the conditions of continued employment with the

employee prior to the employee’s returning to work. Any such

condition for continued employment shall be given to the

employee in writing. Humboldt County may consider the

employee’s rehabilitation program in determining an

appropriate follow-up testing program.

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b. Any employee subject to return-to-work testing that has a

confirmed positive drug or alcohol test will be in violation of

this policy and subject to termination.

2.10.13.2.8.13. Consequence of Refusal to Submit to Testing/Adulterated

Specimen

a. An employee who refuses to submit to testing for drugs and/or

alcohol, or who consents to a drug or alcohol test but fails to

appear timely at the collection site, or who fails to give his/her

sample after reasonable opportunity to do so, will be treated as

a refusal to submit to a drug or alcohol test. Such refusal shall

be treated as a positive test and may result in disciplinary action

up to and including termination.

b. Submission of an invalid, substituted or adulterated specimen

will be considered a refusal to test and such refusal shall be

treated as a positive test and may result in disciplinary action up

to and including termination.

c. A diluted positive test result shall be treated as a positive test

and may result in disciplinary action up to and including

termination.

2.10.14.2.8.14. Testing Guidelines

a. Humboldt County may test for alcohol and illegal substances

including but not limited to:

Marijuana (THC)

Cocaine, including crack

Opiates, including heroin, codeine, and morphine

Amphetamines, including methamphetamines

Phencyclidine (PCP)

b. In addition to testing for the above substances, CDL holders are

subject to testing for the following substances:

6-Acetylmorphine

MDMA (Ecstasy)

c. Where applicable, Humboldt County will follow federal testing

procedures for drugs and alcohol set forth by the Federal

Department of Transportation (DOT) 49 CFR Part 40 and the

Federal Motor Carrier Safety Regulations (FMCSR). These

regulations may be amended from time to time.

2.10.15.2.8.15. Option for Drug Retest

a. No later than 72 hours after receipt of a positive drug test, an

employee who tests positive may request a confirmatory retest

of the same sample at his/her expense at a certified laboratory

of his/her choice.

b. Upon request, the medical review officer will authorize the

laboratory holding the employee’s sample to release to a second

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laboratory, approved by the Department of Health and Human

Services, a sufficient quantity of the sample to conduct a

second testing analysis.

c. The employee will be required to authorize the laboratory to

provide Humboldt County with a copy of its test results. The

accuracy of the test results will be verified by the laboratory

conducting the analysis. The results of the confirmatory test is

final.

2.10.16.2.8.16. Requirement for Drug Retest

An employee who tests negative dilute will be required to

immediately retest. The employee will:

1. Be given the minimum possible advance notice of retest

2. Will be accompanied by a supervisor to the collection site

and

3. Will not be allowed to eat or drink between the period of

being noticed of the retest and he actual test.

The retest will not be under direct observation unless directed so

by the Medical Review Officer. If the retest is also negative

dilute the test will be considered negative and Humboldt County

will not conduct a third test unless directed to do so by the

Medical Review Officer.

2.10.17.2.8.17. Searches

a. If Humboldt County suspects that an employee is in possession

of illegal drugs, alcohol, or contraband in violation of this

policy, Humboldt County may search Humboldt County

vehicles, lockers, desks, and work areas. By entering into or

being present at a job site while on Humboldt County time or

representing Humboldt County in any way, an individual is

deemed to have consented to such searches. If an individual is

asked to submit to a search and refuses, that individual will be

considered insubordinate and will be escorted off the job site

and disciplined, as appropriate. Humboldt County may take

whatever legal means are necessary to determine whether

alcohol or illegal drugs are located or being used on Humboldt

County property. Humboldt County may call upon law

enforcement authorities to conduct an investigation if deemed

necessary.

b. Searches will be conducted by management personnel or law

enforcement authorities and may or may not be conducted in

the presence of the person whose work area is searched. Any

suspected contraband will be confiscated and may be turned

over to law enforcement as appropriate. Any person whose

property is confiscated will be given a receipt for that property

by Humboldt County’s representative conducting the search.

2.10.18.2.8.18. Discipline Related to Abuse

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a. Employees in violation of the provisions of this policy will be

subject to disciplinary action, up to and including termination.

b. An employee may be found to have violated this policy on the

basis of any appropriate evidence including, but not limited to:

a. Direct observation of illegal use of drugs, prohibited use

of alcohol, or possession of illegal drugs or alcohol or

related contraband;

b. Evidence obtained from an uncontested motor vehicle

citation, or a criminal conviction for use or possession of

illegal drugs or for the use, or being under the influence,

of alcohol on the job;

c. A verified positive test result; or

d. An employee’s voluntary admission.

c. Prior to determining its course of action, Humboldt County

may direct an employee who has tested positive to submit to an

evaluation by a substance abuse professional. The evaluation

will attempt to determine the extent of the employee’s use of or

dependence on the abused substance(s) and, if necessary,

recommend an appropriate program of treatment.

d. If an evaluation is conducted which results in a

recommendation for treatment, continued employment may, but

is not required, to be allowed if the recommended treatment is

immediately begun and successfully completed. The treatment

program may include, but is not limited to, rehabilitation,

counseling, and after-care to prevent future substance use/abuse

problems. The treatment program will not be at Humboldt

County’s expense; however, employees may use benefits

provided by applicable insurance coverage. Failure by the

employee to enroll in the recommended treatment program, to

consistently comply with the program’s requirements, to

complete it successfully, and/or to complete any continuing

care program shall be grounds for immediate termination from

employment. Employees are limited to substance abuse

treatment one time only under this policy.

e. When an employee is required to undergo treatment under this

policy, the employee may be required to comply with the

following as a condition of continued employment:

a. Monitoring of the treatment program and the employee’s

participation by Humboldt County;

b. Submission to return-to-work testing as required under

this policy and continuing follow-up testing as provided

in the Return-to-Work Testing/Follow-Up Testing,

section 2.19.12.; and

c. Any other reasonable condition that Humboldt County

deems necessary to maintain a safe and healthy

workplace for all employees.

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Failure by the employee to enroll in a required treatment program, to

consistently comply with the program requirements, to successfully

complete the program, and/or to complete any continuing care program

will be grounds for immediate termination of employment.

f. Disciplinary action will also be taken for any job performance

or behavior that would otherwise be cause for disciplinary

action.

2.10.19.2.8.19. Confidentiality

Positive test results may only be disclosed to the employee; the

appropriate medical and substance abuse treatment providers; Humboldt

County’s attorney; an Humboldt County representative necessary to

respond to an alleged violation of this policy; individuals within

Humboldt County who have a need-to-know of drug and/or alcohol

testing results; and a court of law or administrative tribunal in any adverse

personnel action.

2.11.2.9. Prohibition of Workplace Violence (Revised 7/11)

2.11.1.2.9.1. Policy

Humboldt County is committed to providing for the safety and security of

all employees, customers, visitors, and property.

2.11.2.2.9.2. Scope

This policy applies to all employees, including full-time part-time,

casual/temporary/seasonal, and elected officials, as well as volunteers and

contract employees and anyone else on Humboldt County’s property.

2.11.3.2.9.3. Implementation of Policy

a. Humboldt County will not tolerate any form of workplace

violence including acts or threats of physical violence,

intimidation, harassment, and/or coercion, which involve or

affect Humboldt County or which occur on property owned or

controlled by Humboldt County or during the course of

Humboldt County’s business. Examples of workplace violence

include, but are not limited to, the following:

a. All threats (including direct, conditional, or veiled) or

acts of violence occurring on premises owned or

controlled by Humboldt County, regardless of the

relationship between Humboldt County and the parties

involved in the incident.

b. All threats of any type or acts of violence occurring off

Humboldt County’s premises involving someone who is

acting in the capacity of a representative of Humboldt

County.

c. All threats of any type or acts of violence occurring off

Humboldt County’s premises involving an employee of

Humboldt County, if the threats or acts affect the

legitimate interests of Humboldt County.

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d. Any acts or threats resulting in a criminal conviction of

an employee or agent of Humboldt County or of an

individual performing services for Humboldt County on a

contract or temporary basis which adversely affect the

legitimate interests and goals of Humboldt County.

b. Specific examples of conduct which may be considered threats

or acts of violence include, but are not limited to, the following:

a. Hitting, shoving, or otherwise assaulting an individual;

b. Direct, conditional, or veiled threats of harm directed to

an individual or his/her family, friends, associates, or

property;

c. The intentional or malicious destruction or threat of

destruction of Humboldt County’s property, or property

of another employee;

d. Harassing or threatening phone calls, text messages,

notes, letters, computer messages, or other forms of

communication;

e. Harassing surveillance or stalking;

f. Unauthorized possession or inappropriate use of firearms,

weapons, hazardous biological or chemical substances, or

explosives while on Humboldt County business.

c. Humboldt County desires to detect and deter real, potential, or

threatened violence. Every employee is required to report

immediately any acts of violence or any threat of violence

against any coworker, supervisor, manager, elected official,

visitor, volunteer, or other individual. Supervisory and

managerial personnel who witness or become aware of any acts

or threats of violence must notify their superior immediately.

Every other person on Humboldt County property is

encouraged to report incidents of threats or acts of violence of

which s/he is aware. Threats or acts of violence may include:

a. Discussing weapons or bringing them to the workplace.

b. Displaying overt signs of extreme stress, resentment,

hostility, or anger.

c. Making intimidating, abusive, or threatening remarks.

d. Sudden or significant deterioration of performance.

e. Displaying irrational or inappropriate behavior.

d. Reports of violence or threatening behavior should be made to

the Human Resources Department, an employee’s immediate

supervisor or manager, or any other supervisory or management

employee. Humboldt County is committed to ensuring that

employees reporting real or perceived threats in good faith will

not be subject to harassment or retaliation. Nothing in this

policy alters any other reporting obligation established in

Humboldt County’s policies or in state, federal, or other

applicable law.

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2.11.4.2.9.4. Violations

a. Violations of this policy by any employee will lead to

disciplinary action, up to and including termination and/or

appropriate legal action. Humboldt County may also take

appropriate disciplinary action against any employee who

intentionally makes a false or malicious statement about

coworkers or others.

b. Actions of law enforcement personnel which are necessary in

the performance of their duties and are consistent with policies

or sound law enforcement procedures shall not be considered to

violate this policy. In addition, actions necessary for bona fide

self-defense or protection of employees of Humboldt County or

of Humboldt County property shall not be considered to violate

this policy.

2.11.5.2.9.5. Temporary Restraining Orders

a. Humboldt County may apply for an order for protection against

harassment in the workplace under the terms of NRS 33.200 –

33.360 when it has reason to believe that:

a. A person knowingly threatens to cause or commits an act

that causes:

Bodily injury to him/herself or to another person;

Damage to the property of another person; or

Substantial harm to the physical or mental health or safety

of a person.

b. The threat is made or an act committed against Humboldt

County, any employee of Humboldt County while

performing employment duties, or against a person

present at Humboldt County’s workplace; and

c. The threat would cause a reasonable person to fear that

the threat will be carried out, or the act would cause a

reasonable person to feel terrorized, frightened,

intimidated, or harassed.

b. Such order of protection against harassment in the workplace

may:

a. Enjoin the alleged harasser from contacting Humboldt

County, an employee of Humboldt County while

performing his/her duties, and any person while the

person is present at Humboldt County’s workplace;

b. Order the alleged harasser to stay away from the

workplace; and

c. Order such other relief as the court deems necessary to

protect Humboldt County, the workplace of Humboldt

County, Humboldt County’s employees while performing

their employment duties, and any other persons who are

present at the workplace.

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2.12.2.10. Employment of Relatives (Revised 9/09)

Pursuant to the provisions of NRS 281.210, no officer or appointing authority of

Humboldt County may employ in any capacity on behalf of Humboldt County any

relative of such person who is within the third degree of consanguinity or affinity.

Existing employees may continue in their current position following the election of

their relative to an appointing authority position.

In addition, no person shall be employed in a position if such employment would

require supervision by a relative who is within the third degree of consanguinity or

affinity. For purposes of this paragraph, supervision includes second or higher

levels of supervision.

(Example: An employee reports to an immediate supervisor, who reports to a

division manager, who reports to a department head. The employee may not be

related within the third degree of consanguinity or affinity to the division manager

or department head.)

2.13.2.11. Code of Ethical Standards (Revised 9/13)

The elected and appointed officers and employees of Humboldt County recognize

that holding public office and/or employment is a public trust. To preserve that

trust, Humboldt County we demands the highest code of conduct and ethical

standards. The purpose of this policy is to define and establish the standards of

ethical conduct that are required of public officials and employees so as to ensure

their professional integrity in the performance of their duties.

The officers, and employees and volunteers of Humboldt County shall comply with

the following provisions. This list is not all-inclusive, but simply provides the basic

level of conduct expected.

All elected and appointed officials and employees will conduct themselves with

honesty and integrity in the course of performing their duties and

responsibilities.

They will act with care and diligence in the course of their employment.

They will treat everyone, including coworkers, subordinates, supervisors,

customers and the public, with the utmost respect and courtesy.

They will comply with all applicable federal, state, and local laws.

They will comply with any lawful and reasonable direction given by someone

in the employee’s agency who has authority to give the direction.

They will maintain appropriate confidentiality.

They will disclose, and take reasonable steps to avoid, any conflict of interest

(real or apparent) in connection with their employment.

They will use Humboldt County resources in a proper manner.

They will not provide false or misleading information in response to a request

for information that is made for official purposes in connection with their

employment.

They will, at all times, act in a way that upholds the values and the integrity and

good reputation of Humboldt County.

They will comply with any other conduct requirement that is prescribed by

Humboldt County.

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In addition, consistent with the provisions of NRS 281A.400 and NRS 281.230,

Humboldt County’s officials and employees are required to comply with the

following:

No official or employee shall seek or accept any gift, service, favor,

employment, engagement, perquisite, gratuity, or economic opportunity or

advantage which would tend improperly to influence a reasonable person in

his/her position to depart from the faithful and impartial discharge of his/her

public duties.

No official or employee shall use his/her position with Humboldt County to

secure or grant unwarranted privileges, preferences, exemptions, or advantages

for him/herself, any member of his/her household, any business entity in which

s/he has a significant pecuniary interest, or any other person.

No official or employee shall participate as an agent of government in the

negotiation or execution of a contract between the governmental entity and any

private business in which s/he has a significant pecuniary interest.

No official or employee shall accept any salary, retainer, augmentation, expense

allowance, or other compensation from any private source for the performance

of his/her duties as an official or employee.

If an official or employee acquires, through his/her public duties or

relationships, any information which by law or practice is not at the time

available to the public generally, s/he shall not use such information to further

his/her own current or future pecuniary interests or the current or future

pecuniary interests of any other person or business entity.

No official or employee shall suppress any governmental report or other

document or information because the release of such report or information has

the potential to impact his/her own pecuniary interests or those with whom s/he

has a business or personal relationship.

No official or employee shall use governmental time, property (including

monies or funds), equipment, or other facility to benefit his/her personal or

financial interests.

No official or employee shall attempt to benefit his/her personal or financial

interest(s) by influencing or intimidating a subordinate.

No official or employee shall seek other employment or contracts through the

use of his/her official position or the influence associated thereto.

An official or employee shall not, in any manner, directly or indirectly, receive

any commission, personal profit, or compensation of any kind resulting from

any contract or other transaction in which Humboldt County is in any way

interested or affected except:

a. A member of any board, commission, or similar body who is

engaged in the profession, occupation, or business regulated

by the board, commission, or body may, in the ordinary

course of his/her business, bid on or enter into a contract with

any governmental agency, except the board, commission or

body of which s/he is a member, if s/he has not taken part in

developing the contract plans or specifications and s/he will

not be personally involved in opening, considering, or

accepting offers.

b. A public officer or employee, other than an officer or

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contract with a governmental agency if the contracting

process is controlled by rules of open competitive bidding, the

sources of supply are limited, s/he has not taken part in

developing the contract plans or specifications, and s/he will

not be personally involved in opening, considering, or

accepting offers.

Violations of any of the above provisions may result in disciplinary action, up to

and including termination.

2.12. Political Activity

2.12.1. Policy

2.14. Political Activity (Revised 2/08)

Employees shall not engage in political activity of any kind during working

hours. This includes, but is not limited to: soliciting money, influence,

service, or any other valuable thing to aid, promote, or defeat any political

committee or the nomination or election of any person to public office.

Wearing or displaying of apparel, buttons, insignia, or other items which

advocate for or against a political candidate or a political cause is also an

example of prohibited political activity during work hours. Furthermore, no

person shall attempt to coerce, command, or require a person holding or

applying for any position, office, or employment, including a citizen

requesting service supplied by Humboldt County, to influence or to give

money, service, or other valuable thing to aid, promote, or defeat any

political committee, or to aid, promote, or defeat the nomination or election

of any person to public office.

Employees may not participate in any of the above-mentioned activities off

duty while wearing a uniform, name tag, or any other item identifying them

as a representative of Humboldt County.

Employees are expressly forbidden to use any Humboldt County resources,

including but not limited to: interoffice mail, email, telephone, fax

machines, the Internet, or copy machines to engage in any political activity

outside the approved scope of the employees’ official duties.

2.14.1.2.12.2. Running for or Holding, Political Office

While employees are encouraged to participate in the political process,

they must understand Humboldt County also has an obligation to provide

service to the public.

Employees who are seeking, or who have been elected or appointed to

public office, shall not conduct any business related to these activities

while on duty. This includes all the items listed in the previous section,

(i.e., political activity.)2.12.1. Policy.

If there is a conflict with, or the activities hinder the performance of the

duties with Humboldt County, the employee will comply with one of the

following: (final approval is at Humboldt County’s sole discretion)

The employee will be expected to resign their position;

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The employee may apply and seek approval for use of accrued leave

time, or;

The employee may request unpaid leave.

The maximum duration of unpaid leave time approved will be approved

by the County Administrator. Humboldt County’s leave policies

addressing continuation of health insurance, retirement benefits, accrual

of additional leave time, and job and seniority status will be applied in

this situation.

2.15.2.13. Solicitation Prohibited

2.15.1.2.13.1. Employee Activities

Distribution of literature by employees in work areas or solicitation by

employees during work time on behalf of any club, society, labor union,

religious organization, political party, philanthropic or similar

organization, or for any purpose whatsoever is strictly prohibited.

Distribution of information and correspondence related to the

administration of a collective bargaining agreement by officers,

consultants, and business representatives of a recognized employee

organization may be allowed pursuant to the terms of a collective

bargaining agreement.

2.15.2.2.13.2. Non-Employee Activities

Non-employees will not be allowed on the premises for the purpose of

distribution of literature to employees or solicitation of employees at any

time whatsoever, except as specifically provided below.

a. Consultants and business representatives of recognized

employee organizations are allowed access to employees as

allowed by the specific terms of a current collective bargaining

agreement.

b. Representatives of employee benefit programs (e.g.,

supplemental insurance or deferred compensation) specifically

approved by Humboldt County for payment through payroll

deduction may meet with employees during designated work

time at designated places or on Humboldt County property as

may be approved by the appropriate Humboldt County

representative.

2.16.2.14. Work Stoppage Prohibited

No employee will instigate, promote, encourage, sponsor, or engage in any strike,

picketing, slowdown, concerted work stoppage, sick out, or any other intentional

interruption of work. Any employee who violates the provisions of this section will

be subject to disciplinary action, up to and including termination.

2.17.2.15. Use of Humboldt County Property and Premises (Revised 7/11)

Employees will use Humboldt County’s property and equipment including, but not

limited to, monies and funds, communication equipment, vehicles, tools, equipment,

and facilities only for work-related purposes as directed or approved by

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management. When using Humboldt County property and equipment, employees

are expected to exercise care, perform required maintenance, and follow all

operating instructions as well as comply with safety standards and guidelines.

Employees will not misuse, destroy, or otherwise use in an improper or unsafe

manner any property of Humboldt County. Employees are prohibited from making

unauthorized copies, any other unauthorized use of, or allowing or facilitating the

unauthorized possession by others of Humboldt County keys or other access

devices. Employees are prohibited from transporting family members in Humboldt

County’s vehicles unless specifically authorized to do so by their supervisor.

Humboldt County may authorize the examination of lockers, desks, vehicles, and all

other property and spaces owned or controlled by Humboldt County to check for the

presence of any unauthorized material, weapons of any type, or controlled

substances including, but not limited to, alcohol and illegal drugs. Prior notice to

employees that Humboldt County-owned property or space is to be searched is not

required, entrance onto or use of Humboldt County property is deemed consent. A

search may be conducted either in or outside the employee’s presence.

2.18.2.16. Phone Policy (Revised 7/11)

Humboldt County’s policy covers phone usage while at work, including the use of

cell phones while operating motor vehicles.

2.18.1.2.16.1. Personal Calls & Texts

a. Personal phone calls, messages & texting, audio/video

recording, and other features of employee’s private cell phone

or Humboldt County’s equipment, are restricted to authorized

break periods, except under obvious emergency situations.

Excessive personal communication can result in lost

productivity and distract coworkers. Humboldt County-issued

cell phones are to be used only for official business reasons.

b. If an emergency situation arises and Humboldt County-issued

cell phone must be used for a personal call and the employee is

not able to obtain prior authorization from a supervisor, the

employee is required to notify the supervisor as soon as is

practicable. The employee is required to furnish the reason for

the call and, if requested, the number called. Violation of this

policy may result in the employee being responsible for

reimbursing any costs incurred.

c. Employees are expected to protect Humboldt County-issued

mobile equipment from loss, damage, or theft.

2.18.2.2.16.2. Cell Phone Use in Vehicles

a. All employees are expected to follow applicable state and

federal laws regarding the use of cell phones, or other hand-

held devices at all times. Employees on duty and/or conducting

official business at any time while operating motor vehicles are

prohibited from using cell phones while the vehicle is in motion

unless using a hands free device. This includes dialing,

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answering, texting, and checking messages. Employees are

neither required nor expected to use a cell phone while the

vehicle is in motion. Safety must come before all other

concerns.

b. Employees shall pull off the road and safely stop before placing

or accepting calls, texting, checking and responding to

messages, unless they are using hands-free operations/devices.

c. This provision does not include passenger use of cell phones.

d. This prohibition is in effect regardless if the cell phone is issued

by Humboldt County or is privately owned by the employee.

e. An exception to this rule is the legitimate use of cell phones by

specific departments and for specific reasons as established by

each department and under NRS 484B.165. For example the

police, fire, ambulance, and EMT departments may operate

vehicles while using cell phones only in direct response to

emergency calls, but must always keep safety a paramount

concern.

2.18.3.2.16.3. Phone Use in Business Meetings

Phone use during meetings, to include texting, unless specifically

required and authorized by management, is forbidden. Cell phones must

be turned off and/or calls forwarded to the message featureleft in silent

mode.

2.19.2.17. Information Technology (Revised 7/13)

2.19.1.2.17.1. Policy

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Humboldt County requires employees to use information technology

(computer systems, telecommunication and other devices, and electronic

information/communication) responsibly and in a manner which is not

detrimental to the mission and purpose of Humboldt County. To

maintain a level of professionalism, any publication through any means

(electronic or otherwise) which is potentially adverse to the operation,

morale, or efficiency of Humboldt County will be deemed a violation of

this policy.

Employees are prohibited from engaging in any conduct which would

violate Humboldt County policy or procedure. Use of personal or

Humboldt County cell phones or other electronic devices to engage in

such conduct can create liability for Humboldt County, and as such,

obligates Humboldt County to undertake reasonable procedures to

investigate such allegations, including but not limited to inspection of

such equipment. In the event an employee becomes the subject of such

an investigation and the allegations include potential violations of

Humboldt County policies, whether on work or personal time, and

whether using Humboldt County or personal devices, Humboldt County

will undertake such an investigation and inquiry by all means allowable

under state and federal law.

2.19.2.2.17.2. Privacy

Employees should not expect privacy with respect to any of their

activities when using Humboldt County’s computer and/or electronic and

telecommunication property, systems, or services. Use of passwords or

account numbers by employees does not create a reasonable expectation

of privacy and confidentiality of information being maintained or

transmitted. Humboldt County reserves the right to review, retrieve,

read, and disclose any files, messages, or communications that are

created, sent, received, or stored on Humboldt County’s computer

systems and/or equipment. Humboldt County’s right to review, also

called monitoring, is for the purpose of ensuring the security and

protection of business records, preventing unlawful and/or inappropriate

conduct, and creating and maintaining a productive work environment.

In accordance with provisions of NRS 613.135 Humboldt County will

not request user names and passwords for personal social media accounts

and will not take any type of employment action against an employee

who refuses to provide the username and password for their personal

social media account. This provision does not prevent an employer from

requiring an employee to disclose the user name and password for access

to Humboldt County’s computer or information system.

2.19.3.2.17.3. Use

a. The computers, electronic equipment, associated hardware and

software, including, but not limited to electronic mail (email or

instant messaging “IM”) and access to on-line services, as well

as voice mail, pagers, smart phones (e.g., BlackBerry, iPhones)

and faxes, belong to Humboldt County and, as such, are

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provided for business use. Very limited or incidental use by

employees for personal, non-business purposes is acceptable as

long as it is:

a. Conducted on personal time (i.e., during designated

breaks or meal periods);

b. Does not consume system resources or storage capacity;

c. Does not involve any prohibited uses; or

d. Does not reference Humboldt County or themselves as an

employee without prior approval. This includes, but is

not limited to:

i. Text which identifies Humboldt County.

ii. Photos which display Humboldt County logos,

patches, badges, or other identifying symbols of

Humboldt County.

iii. Information of events which occurs involving

Humboldt County without prior approval.

iv. Any other material, text, audio, video, photograph, or

image which would identify Humboldt County.

b. Employees loading, importing, or downloading files from

sources outside Humboldt County’s system, including files

from the Internet, World Wide Web, social media sites, and any

computer disk, must ensure the files and disks are scanned with

Humboldt County’s current virus detection software before

installation and execution. Compliance to copyright or

trademark laws prior to downloading files or software must be

adhered to explicitly.

c. Employees may use information technology, including the

Internet, World Wide Web, and social media sites during work

hours on job-related matters to gather and disseminate

information, maintain their currency in a field of knowledge,

participate in professional associations, and communicate with

colleagues in other organizations regarding business issues.

d. An employee’s use of Humboldt County’s computer systems,

telecommunication equipment and systems, and other devices

or the employee’s use of personally-owned electronic devices

to gain access to Humboldt County’s files or other work-related

materials maintained by Humboldt County constitutes the

employee’s acceptance of this policy and its requirements.

2.19.4.2.17.4. Prohibited Use

Prohibited use includes, but is not limited to, the following:

a. Sending, receiving, or storing messages or images that a

“reasonable person” would consider to be offensive, disruptive,

harassing, threatening, derogatory, defamatory, pornographic,

indicative of illegal or prohibited activity, or any that contain

belittling comments, slurs, or images based on race, color,

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religion, age, gender, pregnancy, sexual orientation, national

origin, ancestry, disability, veteran status, domestic partnership,

genetic information, gender identity or expression, political

affiliation, or membership in the Nevada National Guard.

b. Sending, receiving, or storing chain letters.

c. Subscriptions to newsletters, advertising, “clubs,” or other

periodic email which is not necessary for the performance of

the employee’s assigned duties.

d. Sending, receiving, or storing solicitations on behalf of any

club, society, philanthropic or similar organization.

e. Sending, receiving, or storing union-related solicitations.

f.d. Engaging in political activities including, but not limited to,

solicitation or fund raising.

g.e. Engaging in religious activities including, but not limited to,

proselytizing or soliciting contributions.

h.f. Conducting outside employment in any manner.

i.g. Engaging in illegal, fraudulent, defamatory, or malicious

conduct.

j.h. Writing or participating in blogs that injure, disparage, and/or

defame Humboldt County, members of the public, and/or its

employees’ reputations by name or implication.

k.i. Downloading, uploading, or otherwise transmitting without

authorization:

a. Confidential or proprietary information or material

b. Copyrighted material

c. Illegal information or material

d. Sexually explicit material

l.j. Obtaining unauthorized access to other systems.

m.k. Using another person’s password or account number

without explicit authorization by Humboldt County.

n.l. Improperly accessing, reading, copying, misappropriating,

altering, misusing, or intentionally destroying the

information/files of Humboldt County and other users.

o.m. Loading unauthorized software or software not purchased

or licensed by Humboldt County.

p.n. Breaching or attempting to breach any security systems or

otherwise maliciously tampering with any of Humboldt

County’s electronic systems including, but not limited to,

introducing viruses.

q.o. Using Humboldt County’s information technology for personal,

non-business purposes in other than a very limited or incidental

way.

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2.20.2.18. Social Networking (Social Media) Policy (Revised 7/13)

2.20.1.2.18.1. Policy

Humboldt County takes no position on an employee’s decision to start or

maintain a blog or participate in other social networking activities.

However, it is the right and duty of Humboldt County to protect itself

and its employees from unauthorized disclosure of information.

Humboldt County’s social networking policy includes rules, guidelines,

and best practices for Humboldt County-authorized social networking

and personal social networking. In accordance with provision of NRS

613.135, Humboldt County will not request user names and passwords

for personal social media accounts. This policy applies to all board

members, management, employees, and volunteers.

2.20.2.2.18.2. General Provisions

Blogging or other forms of social media or technology include, but are

not limited, to video or wiki posting, sites such as Facebook and Twitter,

chat rooms, personal blogs, or other similar forms of online

communication journals, diaries, or personal newsletters not affiliated

with Humboldt County.

Unless specifically instructed, employees are not authorized and,

therefore, restricted to speak on behalf of Humboldt County. Employees

are expected to protect the privacy of Humboldt County and its

employees. Employees are prohibited from disclosing personal

employee and non-employee information and any other proprietary and

non-public information to which employees have access to the extent

such discussion or disclosures are not protected under state or federal

law.

All other existing Humboldt policies apply in social media forums.

Policies include, but are not limited to, anti-harassment, bullying, and

workplace violence.

2.20.3.2.18.3. Humboldt County Monitoring

Ultimately employees are solely responsible for what they post online.

Before creating online content, employees should consider some of the

risks and rewards that are involved, including conduct that adversely

affects job performance, the performance of coworkers, or otherwise

affects employees, customers, suppliers, and people who work on behalf

of Humboldt County and the Humboldt County’s legitimate business

interests.

Employees are cautioned that they should have no expectation of privacy

while using the Internet, Humboldt County equipment or facilities for

any purpose, including authorized blogging. Employee’s posting can be

viewed by anyone, including Humboldt County. Humboldt County

reserves the right to monitor comments or discussions about Humboldt

County or its employees posted on the Internet by anyone, including

employees and non-employees. Humboldt County may use search tools

and software to monitor forums such as blogs and other types of personal

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journals, diaries, personal and business discussion forums, and social

networking sites.

Humboldt County reserves the right to use content management tools to

monitor, review, or block content on Humboldt County blogs that violate

Humboldt County’s blogging rules, guidelines, and best practices.

2.20.4.2.18.4. Reporting Violations

Humboldt County requests and strongly urges employees to report any

violations or possible or perceived violations to their immediate

supervisor, manager, human resources, or the County Administrator.

Violations include discussions of Humboldt County and its employees,

discussion of proprietary and non-public information, and any unlawful

activity related to blogging or social networking; to the extent such

discussions are not protected under state or federal law.

2.20.5.2.18.5. Discipline for Violations

Humboldt County will investigate and respond to all reports of violations

of the social networking policy and other related policies. Violation of

Humboldt County’s social networking policy will result in disciplinary

action up to and including termination. Discipline will be determined

based on the nature and factors of any blog or social networking post.

Humboldt County reserves the right to take legal action where necessary

against employees who engage in prohibited or unlawful conduct.

2.20.6.2.18.6. Authorized Social Networking

The goal of authorized social networking and blogging is to become a

part of the industry conversation and promote web-based sharing of ideas

and exchange of information. Authorized social networking and

blogging is used to convey information about Humboldt County

operations and services; promote and raise awareness of Humboldt

County culture; search for potential new equipment and training tools;

communicate with other employees, customers, and interested parties;

issue or respond to breaking news or negative publicity; and discuss

business-specific activities and events.

When social networking, blogging, or using other forms of web-based

forums, Humboldt County must ensure that use of these communication

paths maintain integrity and reputation while minimizing actual or

potential legal risks, whether used inside or outside the workplace.

2.20.7.2.18.7. Rules and Guidelines

The following rules and guidelines apply to social networking and

blogging when authorized by Humboldt County. The rules and

guidelines apply to all Humboldt County-related blogs and social

networking entries, including Humboldt County subsidiaries or affiliates.

Only authorized employees can prepare and modify content for

Humboldt County’s blog and/or the social networking entries located on

any Humboldt County-related website. Content must be relevant, add

value, and meet at least one of the specified goals or purposes developed

by Humboldt County. If uncertain about any information, material, or

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conversation, employee will contact immediate supervisor, manager,

human resources, or the County Administrator to discuss the content.

All employees must identify themselves as employees of Humboldt

County when posting comments or responses on Humboldt County’s

blog and/or social networking site.

Any copyrighted information where written reprint information has not

been obtained in advance cannot be posted on Humboldt County’s blog.

All employees of Humboldt County are responsible for ensuring all

blogging and social networking information complies with Humboldt

County’s written policies. Management is authorized to remove any

content that does not meet the rules and guidelines of this policy, any

other Humboldt County policy, or that may be illegal, prohibited, or

offensive. Removal of such content will be done without permission of

the blogger or advance warning.

Humboldt County expects all guest bloggers to abide by all rules and

guidelines of this policy. Humboldt County reserves the right to remove,

without advance notice or permission, all guest bloggers’ content

considered inaccurate or offensive. Humboldt County also reserves the

right to take legal action against guests who engage in prohibited or

unlawful conduct.

2.20.8.2.18.8. Personal Blogs and Social Networking Sites

Humboldt County respects the right of employees to write blogs and use

social networking sites and does not want to discourage employees from

self-publishing and self-expression. However, employees are expected to

follow the rules and guidelines as set forth in this policy to provide a

clear line between the employee as the individual and/or as an employee

of Humboldt County. Humboldt County will not request user names and

passwords for personal social media accounts.

Humboldt County respects the right of employees to use blogs and social

networking sites as a medium of self-expression and public conversation

and does not discriminate against employees who use these media for

personal interests and affiliations or other lawful purposes.

Bloggers and commenter’s are personally responsible for their

commentary on blogs and social networking sites. Bloggers and

commenter’s can be held personally liable for commentary that is

considered defamatory, obscene, proprietary, or libelous by any offended

party; not just Humboldt County.

Employees cannot use Humboldt County equipment, including

computers, licensed software or other electronic equipment, nor facilities

or on-duty time to conduct personal blogging or social networking

activities.

Employees cannot use blogs or social networking sites to harass,

threaten, discriminate, or disparage against employees or anyone

associated with or doing business with Humboldt County.

If employee chooses to identify him/herself as a Humboldt County

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spokesperson for Humboldt County. Because of this possibility,

employee is required to state that his/her views expressed in the blog

and/or social networking area is employee’s own and not those of

Humboldt County or of any person or organization affiliated or doing

business with Humboldt County.

Employees cannot post on personal blogs or other sites the name,

trademark, or logo of Humboldt County or any business with a

connection to Humboldt County. Employees cannot post Humboldt

County-privileged information, including copyrighted information or

Humboldt County-issued documents.

Employees cannot post on personal blogs or social networking sites

photographs of other employees, volunteers, clients, vendors, suppliers,

patients, nor can employees post photographs of persons engaged in

Humboldt County business without prior authorization by immediate

supervisor, manager, human resources, or the County Administrator.

Employees cannot post on personal blogs or social networking sites any

advertisements or photographs of Humboldt County products, nor use

Humboldt County in advertisements.

Employees cannot link from a personal blog or social networking site to

Humboldt County’s internal or external websites.

If contacted by the media, press, or any other public news source about

employees’ post that relates to Humboldt County business, employees are

required to obtain written approval from the immediate supervisor,

manager, human resources, or the County Administrator prior to

responding, explaining the details of the request and who requested the

information.

2.21.2.19. Use of Tobacco (Revised 7/13)

Humboldt County is committed to providing a safe and healthy workplace and to

promoting the health and well-being of its employees. As required in accordance

NRS 202.2483 (Nevada Clean Indoor Air Act), the use of tobacco products

including electronic cigarettes and similar products is prohibited within any building

owned, leased, contracted for and utilized by Humboldt County. This prohibition

extends to areas that are routinely or regularly used by employees, including but not

limited to work areas, restrooms, hallways, employee lounges, cafeterias,

conference and meeting rooms, lobbies, reception areas and vehicles Humboldt

County owns or uses. Humboldt County may designate an outdoor smoking area

for its employees. Humboldt County shall not allow the use of tobacco products

during staff and training meetings.

2.22.2.20. Outside Employment (Revised 4/08)

2.22.1.2.20.1. Policy

In order to maintain a work force that is fit and available to provide

proper services and carry out functions of Humboldt County, employees

are prohibited from engaging in outside employment which presents real

or potential conflict with or negatively impacts their employment with

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2.22.2.2.20.2. Conflicting Employment

Outside employment may be classified as in conflict with Humboldt

County’s interests if it:

a. Interferes with or negatively impacts the employee’s ability to

perform his/her assigned job.

b. Prevents the employee’s availability for work beyond normal

working hours, such as emergencies or peak work periods,

when such availability is a regular part of the employee’s job.

c. Is conducted during the employee’s work hours.

d. Requires the services of other employees during their normally

scheduled work hours.

e. Makes use of Humboldt County’s telephones, computers,

supplies, or any other resources, facilities, or equipment.

f. Is represented as an activity of Humboldt County or an activity

endorsed, sanctioned, or recommended by Humboldt County.

g. Takes advantage of the employee’s employment with

Humboldt County, except to the extent that the work with

Humboldt County may demonstrate expertise or qualification to

perform the outside work.

h. Requires the employee to schedule time off at specific times

that could disrupt the operation of Humboldt County.

i. Involves employment with a firm that has contracts or does

business with Humboldt County. Exceptions to this policy

have been identified in Section 2.1113, Code of Ethical

Standards.

i.j. Negatively impacts the public’s perception of the integrity of

credibility of Humboldt County.

2.22.3.2.20.3. Procedure

a. Each employee will determine whether s/he believes the

proposed outside employment may conflict with his/her

employment with Humboldt County.

a. Employee will devote his/her full time, attention, and effort

during official duty hours and not to contractual obligations.

b. An employee must notify request written approval from his/her

supervisor or manager of thefor outside employment, including

self-employment. if such outside employment may be

reasonably perceived to be in conflict with his/her employment,

or if the employee is unsure about a perceived conflict.. The

proposed outside employment may not be construed as an

extension of his/her duties or responsibilities with Humboldt

County.

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c. In order to determine if there is a conflict with the employee’s

duties, the supervisor or manager may request information,

such as:

a. The outside Humboldt County’s name;

b. Nature of the work performed by the outside employer;

c. Does the activity of the outside employment require

employee to disclose information obtained with

Humboldt County and/or impair employee’s

independence or ethics;

b.d. Proposed work schedule;Hours of proposed employment;

c.e. Job location; and

f. Duties to be performed.

d. If the supervisor or manager turns down the request, the

employee may request and Humboldt County will grant a

review by another person at a management level.

d. If the supervisor or manager denies the request, the employee

may request and Humboldt County will grant a review by the

department head or designee. Their decision will be final.

d. If there is a conflict with the employee’s employment, the

supervisor or manager will inform the employee, in writing,

that the outside employment is not allowed and a copy placed

in the employee’s personnel file.

e. The supervisor or manager will advise the employee of

conflicts or perceived conflicts caused by an employee’s

outside employment.

f. The employee must terminate the outside employment if s/he

wishes to remain an employee of Humboldt County.

g.e. Employees who engage in outside employment which is

prohibited by this policy are subject to discipline, up to and

including termination.

h.f. Provisions of policies and procedures of the Police/Sheriff’s

Department may provide additional restrictions or conditions

for approval of outside employment and will remain in effect as

they are currently written or as they may be modified.

2.23.2.21. Personal Appearance (Revised 7/13)

2.23.1.2.21.1. Policy

a. Each employee is expected to dress and groom appropriately

for the job, presenting a clean, safe, and neat appearance. An

employee unsure about whether attire or grooming is

appropriate should consult with his/her supervisor or manager.

b. Employees working in office areas should dress professionally.

Appropriate attire includes, but is not limited to, slacks, khakis,

capris or crop pants (if they portray a business appearance), knit

blouses or tops, dress shirts, polo and cotton shirts, skirts and 212

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dresses, turtlenecks, sweaters, loafers, and sandals. Blue jeans,

T-shirts, sweat suits, and leggings are not appropriate office

dress.

c. For those employees who do not have direct contact with the

public, dress should still be neat and clean and pose no safety

hazard to themselves or others.

d. On approved casual days, employees may dress in casual

clothing, including jeans and T-shirts, although dress standards

still require a neat, clean appearance.

e. Field employees are required to wear the assigned work

uniform provided by Humboldt County. If a work uniform has

not been assigned, employees may wear jeans and T-shirts as

well as shorts that are no more than 3 inches above the knee.

Any employee who performs any work assignments in the field

must wear closed-toe shoes. Long hair must be tied back to

ensure the employee’s personal safety. Loose clothing or

dangling jewelry that poses a safety hazard to employees also is

prohibited.

f. Under no circumstances may employees wear halter tops,

strapless tops, spaghetti straps, tank tops, cropped tops, clothing

with offensive wording (sexually-related references or

foulinappropriate language) or that promotes the use of illegal

drugs, clothing that shows undergarments (sheer), torn clothing,

clothing with holes in it, or tight-fitting, revealing, or oversized

clothing. All clothing must be clean, neat, and fit properly.

Safe, neat, and clean shoes should be worn at all times.

g. For all employees, professional appearance means that

Humboldt County expects employees to maintain good hygiene

and grooming while working. Facial hair is permitted as long

as it is neat and well-trimmed. Earrings in the earlobe are

acceptable; however, gauges, extender, and or o-rings must be

removed while working. Rings/studs through the nose,

eyebrow, tongue, or body parts other than the ear lobe that are

visible to the public may not be worn while working. All

tattoos must be small in size or covered at all times and may not

be offensive in nature (sexually-related references, foul

languageinappropriate wording, and the promotion of illegal

drugs is prohibited). Employees are expected to be

conservative in the wearing of makeup, scented products, and

hairstyles.

h. If an employee requires a reasonable accommodation regarding

his/her dress for bona fide legal reasons, s/he should contact

his/her supervisor or manager to discuss an exception to the

personal appearance guidelines. Unless it would constitute an

undue hardship or safety hazard, Humboldt County will

accommodate such requests.

2.23.2.2.21.2. Enforcement

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a. All employees should practice common sense rules of neatness,

good taste, and comfort. Provocative clothing is prohibited.

Humboldt County reserves the right to determine appropriate

dress at all times and in all circumstances.

b. When Humboldt County believes an employee’s dress or

grooming does not comply with the personal appearance

guidelines, the immediate supervisor will discuss the issue with

the employee. If continued counseling fails to result in the

desired response, the supervisor may initiate disciplinary

action.

c. Humboldt County may send employees home to change clothes

should it be determined that dress is not appropriate.

d. If an employee feels aggrieved by the personal appearance

guidelines, s/he may use the dispute resolution process

provided in Humboldt County’s personnel policies.

2.24.2.22. Children, Animals, and Visitors in the Workplace

To avoid disruptions to the employee and coworkers, potential distractions in

serving members of the community and to reduce personal and property liability,

employees are forbidden to bring children and animals to the workplace and are

limited in having family and friends visit. This policy is intended to address the

presence of children and animals while the employee is on duty and does not

include official functions or activities promoted by Humboldt County which may

allow children and/or animals.

Supervisors may grant a temporary exception to the rule, prohibiting children in the

workplace, not to exceed one work day, to accommodate the employee. If an

exception is granted, it is the responsibility of the employee to supervise and control

the movements of the child. It is not acceptable to request an accommodation to

bring sick children into the workplace.

This policy does not apply to employees whose service animal has been approved

by Humboldt County as a reasonable accommodation under the Americans with

Disabilities Act.

Humboldt County understands that an occasion may arise when an employee

receives a visit from a family member or friend during working hours and allows

such visits providing they are short in duration and not disruptive to other

employees or the public.

2.25.2.23. Reporting Convictions, Investigations, and Change of License

(Revised 7/12)

2.25.1.2.23.1. Reporting Convictions

All employees and volunteers are required to immediately report

convictions, guilty or nolo contendere plea, or deferred adjudications for

felony, misdemeanor (excluding juvenile adjudication) or any lesser

crime other than a minor traffic infraction to their supervisor or manager.

Convictions shall not automatically impact the employees’ employment

or the volunteer’s assignment.

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Humboldt County will make an assessment of the effect of the conviction

to the essential duties of the position the employee holds or the duties the

volunteer performs.

2.25.2.2.23.2. Reporting Investigations

All employees and volunteers are required to immediately report to their

supervisor or manager if they are under investigation by a licensing board

or other regulatory entity for actions related to their employment or

volunteer assignment.

2.25.3.2.23.3. Reporting Change of License

An employee or volunteer must immediately notify his/her supervisor or

manager of any suspension, restriction, or revocation of his/her driver’s

license, permit, or other license or certification required for the

performance of his/her assigned job.

2.26.2.24. Whistleblower Protection (Required for County and Incorporated

City Employees per NRS 281.611) (New 6/10)

2.26.1.2.24.1. Purpose

The purpose of this policy is to establish “whistleblower protection” for

employees of Humboldt County who report improper governmental

action, per NRS 281.611-.671.

2.26.2.2.24.2. Definitions

“Improper governmental action” is defined as action taken by an officer

or employee in the performance of official duties which is:

In violation of state law or regulation;

In violation of county code, ordinance, or regulation adopted by

Humboldt County;

An abuse of authority;

Of substantial and specific danger to the public health or safety; or

A gross waste of public money.

2.26.3.2.24.3. Filing an Appeal (Required to be adopted by Ordinance per NRS

281.645)

An officer or employee who claims that a reprisal or retaliatory action

was taken against the officer or employee for disclosing information

concerning improper governmental action as defined above may file a

written appeal with the human resources manager or appropriate

authority.

“Reprisal or retaliatory action” includes:

The denial of adequate personnel to perform duties;

Frequent replacement of members of the staff;

Frequent and undesirable changes in the office location;

Refusal to assign meaningful work;

Issuance of letters of reprimand or evaluations of poor performance;

Demotion;

Reduction in pay; 215

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Denial of a promotion;

Suspension;

Dismissal;

Transfer;

Frequent changes in working hours or workdays; or

If the employee is licensed or certified by an occupational licensing

board, the filing with that board, by or on behalf of Humboldt County,

of a complaint concerning the employee, if such action is taken in

whole or in part, because the officer or employee disclosed information

concerning improper governmental action.

A written appeal must be filed by the officer or employee within 60 days

after the date the alleged reprisal or retaliatory action took place. The

reprisal or retaliatory action must have occurred within two years after

the date the officer or employee disclosed information concerning

improper governmental action. The appeal must be filed with the human

resources manager or appropriate authority on a form provided by

Humboldt County. The appeal must contain a statement that sets forth

with particularity:

The facts and circumstances under which the disclosure of improper

governmental action was made; and

The reprisal or retaliatory action that is alleged to have been taken

against the officer or employee.

2.26.4.2.24.4. Appointment of Hearing Officers

As set forth by ordinance, hearing officers shall be appointed by

Humboldt County’s governing board upon the recommendation of the

appropriate authority. The qualifications of the hearing officers require a

combination of education and experience in resolving disputes,

adjudicating issues through the interpretation of statutes, rules or

regulations, or serving as a hearing officer with the state.

2.26.5.2.24.5. Appeal Hearings

A hearing officer may reject an appeal form that is incomplete or

otherwise insufficient to commence an appeal.

When an officer or employee alleging reprisal or retaliatory action

requests an appeal hearing, s/he may represent themselves at the hearing

or be represented by an attorney or other person of the employee’s or

officer’s choosing. All testimony given at the hearing is under oath. The

officer or employee alleging reprisal or retaliatory action presents his/her

case first and must establish:

That the officer or employee was an officer or employee on the date of

the alleged reprisal or retaliatory action;

That the officer or employee disclosed information concerning

improper governmental action; and

The alleged reprisal or retaliatory action was taken against him/her

within two years after the date s/he disclosed the information

concerning improper governmental action.

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Humboldt County then presents its case and must show that Humboldt

County did not engage in the alleged reprisal or retaliatory action, or that

the action was taken for legitimate business purposes and was not the

result of the disclosure of information regarding improper governmental

action by the officer or employee. The employee or officer making the

allegation must then show that the stated business purpose for the action

was a pretext for the reprisal or retaliatory action.

If the hearing officer finds that the action taken was a reprisal or

retaliatory action, the hearing officer may issue an order directing the

person to desist and refrain from engaging in such action.

2.26.6.2.24.6. Prohibition of Threats or Coercion

An officer or employee shall not directly or indirectly use or attempt to

use the officer’s or employee’s official authority or influence to

intimidate, threaten, coerce, command, influence, or attempt to

intimidate, threaten, coerce, command, or influence another officer or

employee in an effort to interfere with or prevent the disclosure of

information concerning improper governmental action. The provisions

of this policy shall not be used to harass another officer or employee.

2.26.7.2.24.7. Disclosure of Untruthful Information

This policy does not preclude Humboldt County from initiating proper

disciplinary action against an individual who discloses untruthful

information concerning improper governmental action.

2.26.8.2.24.8. Annual Summary

As required by NRS 281.661, a summary of this policy will be provided

to employees on an annual basis.

2.27.2.25. Telecommuting (Revised 7/13)

2.27.1.2.25.1. Purpose

The purpose of this policy is to define the telecommuting program of

Humboldt County and the guidelines under which it will operate.

Telecommuting is defined as working at an alternate worksite that is

away from the main or primary worksite typically used by Humboldt

County. Telecommuting is a mutually agreed upon alternative work

location between the telecommuting employee and Humboldt County.

Telecommunicating is not an employee benefit, but rather a work

alternative or possible accommodation based upon the job content,

satisfactory work performance, and work requirements of the department

and Humboldt County.

2.27.2.2.25.2. Scope

The policy applies to all employees, supervisors, and managers who are

approved to telecommute as a work alternative. All supervisors,

managers, and department heads must be familiar with the contents of

this policy.

2.27.3.2.25.3. Requesting Permission to Telecommute

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An employee who wishes to request a telecommuting arrangement shall

submit a written request for approval to his/her supervisor. The form

shall be approved by the appropriate department head before employee

may telecommute.

Note: Employees requesting telecommuting as an ADA accommodation

shall make such request to their supervisor and the ADA coordinator.

2.27.4.2.25.4. Employee Rights and Responsibilities

Except as specified in this policy or agreed to in the individual

telecommuting agreement signed by the employee, employee rights and

responsibilities are not affected by participating in telecommuting. An

employee’s compensation, benefits, and expected total number of hours

worked will not change regardless of work location.

No benefits provided by Humboldt County are enhanced or abridged by

the implementation of a telecommuting agreement. All forms of

telecommuting imply an employee-Humboldt County relationship. The

employee is expected to adhere to all of the same policies, regulations,

and performance expectations established for all employees of Humboldt

County.

Telecommuting employees must keep their supervisor informed of

progress on assignments worked on at the alternative worksite, including

any problems they may experience while telecommuting. The employee

must generate a synopsis of activities and accomplishments for the

workday in a prescribed format. Methods of planning and monitoring the

work shall be at the discretion of the supervisor, department head, and/or

Humboldt County.

Office needs will take precedence over telecommute days. An employee

must forgo telecommuting if needed in the office on the regularly

scheduled telecommute day.

The employee is responsible for providing an appropriate workspace,

including all necessary equipment to perform their normal job functions

unless otherwise stated in the written agreement. Equipment supplied by

Humboldt County is to be used for business purposes only. Any

additional financial burden resulting from the telecommuting

arrangement is solely the responsibility of the employee unless the

arrangement is identified as an ADA reasonable accommodation in

which case the situation will be addressed individually.

Telecommuting is not intended to serve as a substitute for child or adult

care. If children or adults, in need of primary care, are in the alternate

work location during employees’ work hours, some other individual must

be present to provide care.

2.27.5.2.25.5. Humboldt County Rights and Responsibilities

Participation in a telecommuting agreement is at the sole discretion of

Humboldt County unless identified as a reasonable accommodation under

the ADA. Except as specified in this policy or agreed to in the individual

telecommuting agreement, Humboldt County rights are not affected by

an employee’s participation in telecommuting.

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Humboldt County will determine the methods of planning, monitoring,

receiving, and reporting the employee’s activity and accomplishment.

Humboldt County must manage the work of employees in their area of

responsibility and assure that employees receive the assistance they need

to accomplish their responsibilities.

The employees will be given as much advance notice as possible if they

will be needed in the office on the regularly scheduled telecommute day.

Each telecommuting agreement will be discussed and renewed at least

annually, or whenever there is a major job change. Because

telecommuting is selected as a feasible work option based on a

combination of job characteristics, employee performance, and Humboldt

County needs, a change in any one of these elements may require a

review of the telecommuting agreement.

Humboldt County may, upon request, inspect the employee’s alternate

workspace for safety and workers’ compensation concerns.

2.27.6.2.25.6. Termination of Telecommuting Agreement

Humboldt County and/or employee may terminate the telecommuting

agreement for any reason, at any time. Whenever feasible, written notice

will be provided, but this is not a requirement.

The opportunity to participate in a telecommuting agreement is offered

only with the understanding that it is the responsibility of the employee to

ensure a proper work environment is maintained, dependent care

arrangements must not interfere with work, and personal disruptions such

as non-business telephone calls and visitors must be kept to a minimum.

Employees must notify their supervisor of any changes to their standard

workweek (i.e. sickness, health care provider visits, or annual leave).

Failure to maintain a proper work environment, as determined by

Humboldt County, provides cause for discipline and the termination of

the employee’s telecommuting agreement.

Approval for any telecommuting request is based upon Humboldt County

and department requirements as determined by Humboldt County.

Employees previously participating in a telecommuting agreement are

not assured a telecommuting agreement in the future.

Note: If telecommuting is considered as a reasonable accommodation,

Humboldt County and employee will follow Humboldt County’s ADA

policy and process to include proper use of appropriate forms and

procedures.

2.28.2.26. Related Forms (Revised 7/11)

ADA Reasonable Accommodation Checklist

ADA Employee Request for Accommodation

ADA Accommodation Request--Employee Release

ADA Accommodation Request--Health Care Provider Information

ADA Accommodation Approval Letter

ADA Accommodation Denial Letter

Documentation for Reasonable Suspicion Drug/Alcohol Testing

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Alcohol Test Informed Consent: Applicants

Drug/Alcohol Test Informed Consent: Current Employees

Drug Test Informed Consent: Applicants

Employee and ADA Coordinator Interactive Process Meeting

ADA Reasonable Accommodation Summary Form

Investigation Checklist

Last Chance Agreement – Drug and Alcohol

Investigation Report Template

Nevada Consanguinity/Affinity Chart

Notice – Designation of Equal Employment Opportunity Officer

Outside Employment Disclosure Form

Request for Hearing Under the provisions of NRS 281-645 (“Whistleblower

Law”)

Subsequent Injury Fund Questionnaire

Suggested Steps for Reasonable Suspicion Drug-Alcohol Testing

Telecommuting Request Form

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3. EMPLOYMENT

THIS SECTION COVERS HIRING FOR REGULAR FULL AND PART-

TIME POSITIONS, AND FOR CASUAL/TEMPORARY/SEASONAL

POSITIONS.

Employment with Humboldt County is contingent upon, among other things,

compliance with these policies. These policies are not intended to create a

contract, nor be construed to constitute a contractual obligation of any kind or a

contract of employment between Humboldt County and any of its employees.

Unless otherwise specified by statute, a collective bargaining agreement,

personnel policies, or a written employment contract, all employees are

employed at-will, and either Humboldt County or the employee may terminate

the employment relationship at any time with or without reason or notice. Any

modification of the at-will status must be set forth in a written agreement signed

by the Commissioners of Humboldt County.

3.1. Scope (Revised 9/08)

It is recognized that the role of the department is critical in the hiring process and

that utilizing the subject matter expertise of those in the hiring department will help

ensure the selection of the most appropriately qualified candidate for each position.

Therefore, Humboldt County will involve department management in the

recruitment, examination, and selection process.

3.2. Source of Applicant (Revised 9/08)

Regular positions may be filled by applicants selected from existing eligible lists. If

no eligible list exists, Humboldt County may initiate a recruitment (open or

promotional) to create an eligible list. Applications from present employees may be

considered for open positions before non-employee applicants are considered. For

open recruitments, the position vacancy announcement will be posted internally and

externally.

Promotional recruitments limit consideration of applicants to qualified employees

currently working within a single department of Humboldt County

(departmental/promotions) or to qualified employees currently working within

Humboldt County (Humboldt County-wide/promotional).

Departmental/promotional recruitments shall be limited to employees in regular or

introductory status who have completed at least 6 months of service. Humboldt

County-wide/promotional recruitments are limited to regular or introductory

employees of Humboldt County with at least 6 months of service.

When deciding what type of recruitment to initiate, Humboldt County will consider

such factors as the impact of the decision on Humboldt County’s efforts to have a

workforce which is representative of:

1. The local population;

2. The qualifications and level of responsibility required by the position;

3. The extent to which the knowledge and skills required for the position can

readily be acquired on the job;

4. The qualifications of employees potentially available for placement on a

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5. The effects on retention of present employees; and

6. The likelihood of attracting well-qualified outside applicants.

After Humboldt County has determined how they will announce the vacancy, they

will develop a recruitment plan by determining the applicant pool they wish to

target and in what geographic region they will advertise; determining what types of

media (e.g., internet, newspapers, trade journals) will be used to advertise and

ensuring outreach efforts reach diverse applicant groups.

3.3. Job Announcements (Revised 7/11)

Prior to initiating recruitment, Humboldt County should verify the essential job

functions; identify knowledge, skills, and abilities needed, and determine what

education, experience, and credentials will provide the desired knowledge, skills,

and abilities.

3.3.1. Open Recruitments

Humboldt County will announce all vacancies for regular positions. An

announcement may be for the purpose of filling a single vacancy or to

establish an eligible list for one or more vacancies in the same job class.

Position vacancies will be publicized to allow potentially qualified and

interested individuals to learn of employment opportunities and to

encourage qualified applicants from diverse backgrounds to apply.

Recruitment announcements will always be posted at the County

Administrator’s Office and in such other places as Humboldt County

feels appropriate. The announcement will normally include:

a. Title and pay range of the class of the vacancy;

b. Nature of the work to be performed, including the essential job

functions;

c. Minimum as well as any preferred qualifications, including

education and/or experience, knowledge, skills, and abilities, or

other special criteria associated with the position;

d. License or certifications required;

e. Manner of applying (where, how and deadlines); and

f. A declaration that Humboldt County is an Equal Employment

Opportunity (EEO) Humboldt County, and Americans with

Disabilities (ADA) accommodations are available.

Regular employees will be released from work, on paid status, to take an

examination and participate in an interview held during their scheduled

work time. Casual (intermittent) workers will not be paid for time taken

to participate in an examination or interview.

3.3.2. Promotional Recruitments

Notice of promotional recruitments will be posted in Humboldt County’s

work locations as appropriate. When an eligible list is to be established

as a result of a promotional recruitment and used to fill more than the

current vacancy, the announcement will state the time period during

which the list will be used and state that only the most appropriately 222

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qualified applicants will be placed on the list. The announcement will

include the criteria outlined above in sub-section 3.3.1, items 1-6.

Regular employees will be released from work, on paid status, to take a

promotional examination and participate in an interview held during their

scheduled work time. Casual/temporary/seasonal workers will not be

paid for time taken to participate in a promotional examination or

interview.

3.4. General Requirements for Filing of Applications (Revised 7/11)

3.4.1. Application Forms

Applications for employment must be made in writing on prescribed

forms. Applicants must complete a separate application form for each

vacancy unless the job announcement indicates otherwise. Humboldt

County may also require resumes, completed supplemental

questionnaires, and other evidence of education, training, experience, or

other lawful requirements, including licenses and certifications.

Applications submitted become the property of Humboldt County.

3.4.2. Signatures

Applications must be signed by the applicant. An electronic signature is

acceptable.

3.5. Application Filing Periods (Revised 9/08)

Recruitment announcements will specify the application filing period. Applications

must be received (Optional - or postmarked) by the date specified. The filing period

may end on a specific date and/or may allow acceptance of applications until a

sufficient number of appropriately qualified applicants have applied. Humboldt

County, consulting with department management, will determine when sufficient

applications have been received.

Application periods will end at the close of the business day or at the specific time

stated on the recruitment announcement. A job announcement may be closed at any

time and for any reason as determined by Humboldt County.

3.6. Eligibility of Applicants (Revised 7/12)

An applicant may be disqualified from further participation in the recruitment

process and/or from placement on an eligible list by Humboldt County for material

reasons, including, but not limited to, those listed below:

1. The application does not indicate the applicant possesses the qualifications

required for the position.

2. The application is not fully and/or truthfully completed.

3. The applicant has prior convictions that relate to the position for which s/he

is being considered. Prior conviction shall not automatically disqualify an

applicant from employment; however, an applicant’s prior conviction of a

crime may be considered in the employment decision. Humboldt County

will take into consideration the nature and gravity of the offense, the time

that has passed since the offense, and nature of the position sought. An

applicant may be denied employment if s/he is convicted of a crime which

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relates to the position sought. Humboldt County will consider job-related

misdemeanor convictions, but such convictions shall not constitute a sole

basis for disqualification from employment.

4. The applicant has been discharged from or resigned in lieu of dismissal

from any prior employment for any cause which would constitute a reason

for dismissal from employment with Humboldt County.

5. The applicant does not appear at the time and place designated for an

examination or interview.

6. The applicant is a former employee of Humboldt County who, absent a

compelling reason, quit without notice.

7. Applicant’s failure to possess a valid license, certificate, permit, etc. If a

prospective applicant for a position cannot obtain the required license,

certificate, permit, or occupational certification required for the job, s/he

will not be given any further employment consideration. Any job offer,

offer of promotion, or offer of transfer previously made will be withdrawn.

8. The applicant is a former employee whose performance evaluations

indicated below acceptable performance and/or behavioral problems, such

as insubordination, leave abuse, or excessive tardiness.

3.7. Limitation of Applicant Pool to Most Qualified (Revised 9/08)

Humboldt County may determine at any point in the recruitment process that only

those applicants who are deemed most qualified for the vacancy being filled will

continue to be considered.

3.8. Examination Process (Revised 9/08)

3.8.1. Administration of Examinations

All examinations for employment, whether formal or informal, are

conducted under the direction of Humboldt County. Examinations shall

be conducted when there is a need to establish an eligible list or in any

circumstances Humboldt County deems appropriate.

3.8.2. Factors Evaluated

Examinations will be used to evaluate applicants’ qualifications and

suitability for the position. Factors evaluated through the examination

process may include, but are not limited to, the knowledge, ability, skill,

achievement, physical and mental fitness, and job-related personal

characteristics such as customer service skills.

3.8.3. Types of Examinations

The techniques used in the examination process shall be consistent,

impartial and practical, and shall relate to the qualifications and

suitability of applicants to perform the job duties and responsibilities of

the position. Examinations may include any or a combination of the

following selection techniques:

a. Evaluation of employment applications;

b. Assessment of experience, training, and/or education;

c. Written tests;

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d. Personal and group interviews;

e. Performance tests;

f. Physical ability tests;

g. Evaluation of work performance and work samples;

h. Medical and psychological evaluations; and

i. Other assessment methods as deemed appropriate for the

class/position.

Certificates of one or more medical and psychological practitioners,

references, background investigations, and fingerprint checks may be a

part of any selection process if such are deemed relevant to the specific

job requirements by Humboldt County.

3.8.4. Minimum Standards

In any examination, Humboldt County may include qualifying and/or

competitive components and may establish minimum standards or scores

for each component and/or the examination as a whole.

3.9. Eligible Lists (Revised 9/08)

Humboldt County may maintain eligible lists consisting of the names of applicants

eligible for hire based on the recruitment process. While generally used to fill a

single position, eligible lists may be used to fill additional positions which occur

within six months of the establishment of the list or until a published expiration

date, whichever occurs first.

An applicant will be removed from an eligible list if the applicant submits a written

request to be removed, or if the applicant fails to respond within an allotted time

period to instructions regarding participation in an examination or selection

interview mailed to the eligible applicant. An eligible applicant who refuses an

offer of employment will be removed from an eligible list unless the specific

circumstances of the refusal warrant otherwise as determined by Humboldt County.

3.10. Referral of Applicants for Hire (Revised 9/08)

When the hiring department requests that a vacancy be filled, the County

Administrator’s Office will provide the hiring department with the names of

applicants from the appropriate eligible list. Any person on an appropriate

reinstatement list shall be considered for appointment in accordance with Humboldt

County’s established layoff policy. If Humboldt County decides to fill a vacancy by

hiring from a promotional eligible list, such a list will be created with eligible

applicants from the promotional list being referred to the hiring department for

consideration. Eligible applicants will be referred for consideration on the basis of

the results of competitive examination scores or, in the case of reinstatement lists,

according to Humboldt County’s layoff policy.

When an eligible list (except a reinstatement list) contains fewer than three eligible

applicants willing to accept appointment, Humboldt County may make an

appointment from among such eligible applicants or may request the County’s

Administrator’s Office to provide a new list. When so requested, the County

Administrator’s Office will provide Humboldt County with eligible applicants from

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another appropriate eligible list or, if no other list exists, conduct a new recruitment

and establish a new eligible list.

3.11. Interviewing Applicants (New 7/11)

Selecting the most appropriately qualified applicant for the position will reduce

turnover, reduce the costs associated with training, and improve the effectiveness of

the organization.

Once applications have been evaluated and a determination has been made

regarding which applicants are selected for an interview vs. those who will not be

interviewed based on applicants’ education, experience, and other job-related

qualifications, all applicants should be notified as to their status. The interviewing

portion of the selection process is critical for determining which applicants are best

qualified to do the job.

Prior to conducting an employment interview, managers should:

1. Review the job descriptions.

2. Create job-related questions to ask each applicant to help ensure

consistency. Ask open-ended, job-related questions about past work

experiences to identify skills and strengths.

3. Prepare an Applicant Interview Evaluation Form to measure strengths and

weaknesses.

4. Convene an interview team of approximately three members who are

representative of both genders and ethnically diverse.

Each applicant applying for the same position should be asked the same, job-related

questions on the question guide and rated using the same evaluation form. The

evaluation form will help the evaluator measure the extent to which each applicant

possesses the necessary knowledge, skills, and abilities required for the position.

Whenever necessary, ask follow-up questions to clarify the response of the

applicant. Avoid asking questions which are unlawful or on inappropriate subjects.

Refer all panelists to the reference guides Prohibited Topics: “Questions Which

Cannot Be Asked” and the “Potential Rating Errors and Problems” for review prior

to the actual interview.

3.12. Selection (Revised 7/13)

Employment decisions must be based solely on merit. Consistent with applicable

federal, state, and local laws and regulations employment decisions may not be

influenced by race, color, religion, age, gender, pregnancy, sexual orientation,

national origin, ancestry, disability, veteran status, domestic partnership, genetic

information, gender identity or expression, political affiliation, or membership in

the Nevada National Guard. Humboldt County will not request user names and

password for personal social media accounts. The hiring manager has ultimate

responsibility for selection of the applicant for hire; however, s/he should take into

consideration the input of the other members of the interview team. The hiring

manager is responsible for ensuring the selected applicant meets the required level

of education, experience, certification, license, etc. The hiring manager will

document the basis of their decision to select a particular applicant; i.e., why s/he is

the most qualified and the best fit for the position. The hiring manager should also

document why the other applicants s were not selected. The Applicant Interview

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documentation regarding why the selected applicant was chosen and notify the

County Administrator’s Office of the selection.

In compliance with NRS 281.060(2), if all other qualifications of applicants are

considered equal, Humboldt County must give preference first, to honorably

discharged military personnel who are citizens of the State of Nevada, and second to

citizens of the State of Nevada.

3.13. Correction of Administrative Errors (Revised 9/08)

If Humboldt County should discover any administrative error regarding the process

of filling a vacancy, Humboldt County will correct the error at any time during the

duration of the eligible list. No such correction shall affect an appointment.

3.14. Reference Checks (Revised 7/11)

Acquiring and providing accurate employment references is an important

component of acquiring, retaining, and providing relevant information concerning

employees. Therefore, Humboldt County is committed to adhering to the following

procedure whenever conducting a background/reference check for an applicant for

employment or when responding to inquiries from others for information regarding

a current or former employee.

3.14.1. Acquiring References

Reference and background checks are conducted to assist Humboldt

County in assessing an applicant’s fitness for employment with

Humboldt County. Only those employees designated by the Department

Head or Elected Official may acquire employment references. Any

authorized employee of Humboldt County who attempts to acquire

reference information on an applicant must comply with the following:

a. Obtain a Humboldt County employment application that is

signed and dated by the applicant. The applicant must have

completed all relevant sections of the application.

b. Obtain authorization from the applicant by means of his/her

signature directly on the application and/or separate release

form for the release of information from former Humboldt

County’s, military, educational institutions, other institutions,

personal references, and other individuals listed on the

application. Authorization for release of such information by

the applicant shall include a release from liability of any

company, institution, or individual providing such information.

If an applicant refuses to sign such a release, s/he will be

eliminated from further consideration for employment with

Humboldt County.

c. Inform the applicant that Humboldt County will conduct a

background/reference check and that evaluating the applicant’s

suitability for employment includes contacting employment and

other references, educational institutions, and personal and

professional associates to verify information provided.

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d. Develop questions that are related to the essential functions of

the position and are non-discriminatory. Questions related to

an applicant’s training, knowledge, skills, production,

timeliness, quality of work, and ability to work with others are

examples of appropriate inquiries. Discriminatory or non-work

related questions such as family or marital status, disabilities,

age, and related areas are not appropriate.

Note: For safety-sensitive positions as defined by 42 CFR Part 382

and U.S. Department of Transportation regulations, Humboldt

County shall obtain, pursuant to an applicant’s written consent,

information on his/her alcohol tests with a concentration result of .04

or greater,and/or verified positive controlled substance test results,

and refusals to be tested within the preceding two years from date of

application which are maintained by the previous employer.

e. Identify the appropriate individual(s) to question regarding the

applicant’s work performance, knowledge, skills, and abilities

related to the essential functions of the position.

f. Adequately document the conversation and record refusals to

provide information.

g. Maintain strict confidentiality of all background/reference

information. Only employees, supervisors, or management

officials of Humboldt County who have a demonstrable work-

related need-to-know should be accorded access to such

information.

3.14.2. Providing References

All requests for employment information shall be referred to the County

Administrator’s Office. Only those personnel designated by Humboldt

County are authorized to release employment information to third parties.

Humboldt County has a neutral reference policy as well as a confidential

information policy. Only the following personnel information and

employment records that Humboldt County maintains concerning current

and former employees shall be provided upon request:

a. Name

b. Class/Job Title

c. Dates of Employment

d. Salary

e. Information regarding an employee terminated for violent

actions in the workplace or who may have demonstrated

dangerous behavior in the workplace will be provided only

after consultation with Humboldt County’s legal counsel.

f. Employment information and documented incidents regarding

the character, honesty, and potential for violence of Humboldt

County’s employees may be provided to governmental entities,

including, but not limited to, any federal, state, county,

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entity where the employee’s character, honesty, sexual

misconduct, and potential for violence are relevant issues.

Examples include, but are not limited to, jobs which involve

public safety, entrustment for the care or safety of children, the

elderly or health care patients, or positions having access to

money and/or valuables. Humboldt County must provide

information requested by public safety agencies in accordance

with NRS 239B.

g. Records which are required for employees in safety-sensitive

positions, as defined in 42 CFR Part 382 and U.S. Department

of Transportation regulations, shall be made available to

subsequent Humboldt County’s upon receipt of written request

from the employee or former employee.

h. In accordance with NRS 239.012, a public officer or employees

who act in good faith in disclosing or refusing to disclose

information, and his/her Humboldt County are immune from

liability for damages, either to the requester or to the person

whom the information concerns.

3.15. Applicant/Employee Investigations (Revised 7/13)

Humboldt County desires to maintain a productive, efficient, effective, healthy, and

safe work environment and, as a result, will conduct pre-employment background

checks of applicants and current employees as necessary. If these background

checks are conducted by external third parties (also called “consumer reporting

agencies”), they will be governed by relevant provisions of the Fair Credit

Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACT).

FCRA and FACT cover background checks and other investigations for prospective

employees, and current employees in certain situations, such as a promotion to

positions requiring additional information. FCRA and FACT specifically exclude

misconduct investigations, such as unlawful harassment charges. Nevada law (NRS

613) restricts the use of consumer credit information to limited positions.

3.15.1. Reports

The types of reports that may be requested from consumer reporting

agencies under this policy include, but are not limited to: credit reports,

criminal records checks, court records checks, driving records, and/or

summaries of educational and employment records and histories. These

reports or checks are also called “consumer reports.” The information

contained in these reports may be obtained by a consumer reporting

agency from public record sources or through personal interviews with

the applicant’s or employee’s coworkers, neighbors, friends, associates,

current or former employers, or other personal acquaintances. These are

sometimes referred to as “investigative consumer reports.” Any

information contained in such reports may be taken into consideration in

evaluating an applicant’s or employee’s suitability for employment,

promotion, reassignment, or retention.

3.15.2. Requirements

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In order to meet the requirements of the FCRA, effective the date of this

policy:

a. Applicants for employment will be required to complete a

notice and authorization form concerning consumer and

investigative consumer reports. In the event of an external third

party investigation, existing employees will be required to

complete a notice and authorization form concerning consumer

and investigative consumer reports, provided the employee has

not previously completed such form.

b. Humboldt County will certify to the consumer reporting agency

that:

a. The notice and authorization requirement has been met;

b. The information received is only used for employment

purposes;

c. The information will not be used to violate any Equal

Employment Opportunity (EEO) legislation;

d. Pre-adverse action requirements will be followed;

e. Any additional investigative consumer report disclosures,

if applicable, have or will be issued within three days;

and

f. Upon request from the applicant or employee, Humboldt

County will comply with applicable additional disclosure

requests including, but not limited to, information as to

the nature and scope of an investigative consumer report.

c. Humboldt County will provide a copy of the consumer report

and a summary of the individual’s rights under the FCRA to the

applicant or employee prior to making a final adverse or

negative employment decision that, in whole or in part, is

influenced by a consumer report or an investigative consumer

report.

d. After Humboldt County has complied with item 3 above and

waited a “reasonable” period of time, Humboldt County may

take the adverse or negative action. After taking such action,

Humboldt County must provide to the applicant or employee a

notice of adverse action which also contains the following:

a. The name, address, and telephone number of the

consumer reporting agency;

b. A statement that the consumer reporting agency did not

make the adverse action decisions and will be unable to

inform the applicant or employee of the specific reason(s)

for the adverse action;

c. A statement that the applicant or employee is entitled to

obtain an additional free copy of the “consumer report”;

and

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d. A statement that the applicant or employee has a right to

dispute the accuracy or completeness of any information

in the report.

3.16. Offers of Employment (Revised 7/11)

3.16.1. Job Offer Letters

After an applicant has been selected for employment or promotion, the

hiring department will extend (when applicable), the following:

a. A “notification of background check” if non-medical checks

are required (i.e., background, criminal, DMV, consumer

reporting, drug test).

b. A “bona-fide conditional offer letter” (if medical exam is

required). Once non-medical checks and tests have been

successfully passed, this letter will condition the offer on

passing required medical examinations.

c. A “formal job offer letter” once all applicable non-medical and

medical checks and exams have been passed; this letter will

include the terms and conditions of employment.

Prior to notifications/letters being extended, the hiring department may

contact the applicant by telephone to determine whether there is

continued interest in employment and to indicate that a request to hire has

been made, but must state that only a notification in writing can be

considered an official job offer.

Note: All non-medical checks must be completed before applicant is

subject to medical exams.

3.16.2. Pre-employment Drug Screening for Safety-Sensitive Positions

a. Humboldt County may require successful applicants for safety-

sensitive positions to consent to a pre-employment drug screen.

Humboldt County will advise the applicant that the presence of

one or more drug metabolites may be cause for rejection from

further consideration for employment, and that offers of

employment are contingent upon a negative drug test result.

The applicant may be asked to authorize Humboldt County, as

a condition of employment, to conduct through Humboldt

County’s designated laboratory testing facility, a drug screen

test. Refusal to authorize and participate in a drug screen shall

eliminate the applicant from further consideration for the

position.

b. Humboldt County may direct applicants to an appropriate

collection facility. The drug test must be undertaken as soon

after notification as possible, and in no circumstances later than

48 hours after notice to the applicant.

c. Humboldt County will advise applicants of the opportunity to

submit medical documentation to support a legitimate use for a

specific drug. Such information will be reviewed only by

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medical consultants determining whether the applicant is

lawfully using an otherwise illegal drug.

d. Humboldt County will not extend a final offer of employment

to any applicant with a verified positive test result, and such

applicant will not be considered for any vacancy of Humboldt

County for a period of 12 months. Humboldt County shall

disqualify the applicant on the basis of failure to pass the

applicable test(s).

3.16.3. Other Conditions

a. All offers of initial and continuing employment are conditioned upon

the applicant furnishing satisfactory evidence of identity and legal

authority to work in the United States. Each applicant must attest to

his/her identity and legal authority to work in the United States in

accordance with the applicable federal statute by completing and

signing INS Form I-9 (Employment Eligibility Verification). The

hiring supervisor or manager will notify all unsuccessful applicants

that they have not been selected, either verbally or in writing. The

hiring supervisor will document any verbal notification.

b. Employees required to report the abuse or neglect of a child must be

provided notice in writing or electronically, of their duty as a

mandatory reporter. The employee must sign acknowledgement of

this notice which is to be filed in employee’s personnel file (This

requirement is not necessary if the employee is licensed, certified, or

endorsed by a board in the state).

3.17. Orientation (Revised 6/10)

Humboldt County recognizes that an appropriate and timely orientation program

can aid the assimilation of new staff members. The hiring supervisor or manager

will be responsible for the orientation of each new employee. Orientation may

include, but is not limited to, a review of the organization and services of Humboldt

County, work rules, standards of performance, and personnel policies and

procedures including the policies relating to fair employment practices, prohibited

conduct/behavior, workplace violence, alcohol and drug abuse, and workplace

safety. Additionally, the supervisor or manager will ensure that the new employee:

1. Has completed all new hire paperwork including payroll and benefit forms;

2. Will receive or be provided access to Humboldt County’s personnel policies;

3. Has been introduced to other employees; and

4. Has had the opportunity to have questions addressed.

3.18. Introductory Period

All new and rehired employees, except elected officials, casual, temporary, or

seasonal employees, and those identified as “at-will,” will serve a 12 month

introductory period beginning with the day the employee initially reports for work.

Current employees who are promoted or transferred will also be required to serve a

12 month introductory period. During this “introductory period,” the employee and

Humboldt County have the opportunity to evaluate one another and determine

whether the employment relationship should be continued. At its sole discretion,

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Humboldt County may extend this introductory period when Humboldt County has

had insufficient opportunity to assess the employee’s ability to perform the job

functions or such extension is determined appropriate. The employment

relationship can be terminated by the employee or by Humboldt County at any time

during the introductory period or during the extension of the introductory period,

with or without cause or advance notice.

For law enforcement personnel, the introductory period is established as one year,

with the extension period also established as one year. This introductory period

may be prorated for employees working less than full-time.

The supervisor will conduct performance evaluations as outlines in Section 10 of

this policy manual, to ascertain the advisability of continued employment.

3.19. Failure to Appear for Work (Revised 9/08)

If a selected applicant fails to report for work within the time period prescribed by

Humboldt County, that applicant may be deemed to have declined the position and

be removed from the eligible list.

3.20. Transfers (Revised 9/08)

A transfer is a lateral move to a job in the same pay range as the employee’s present

position for which the employee meets the minimum education and/or experience

requirement. . An employee who wants to transfer to another available position

must be qualified for the identified position, as determined by hiring department.

3.20.1. Employee-Requested Transfer

If the transfer is to another department, the employee may make his/her

interest known by submitting a transfer form or contacting the hiring

supervisor or manager, who will consider the transfer request by

conducting discussions with the employee and appropriate supervisors or

managers with knowledge of the employee’s job performance. The

hiring supervisor will also consider the employee’s past performance,

qualifications, abilities, and job experience as key factors in evaluating

transfer requests. Approval of the transfer is at the sole discretion of the

Humboldt Countyemployer.

3.20.2. Agency-Directed Transfer

A Department Head may, after giving 10 working days’ notice, transfer

an employee to another position in the same class or a comparable class

for the purpose of providing continued services to the citizens of the

Humboldt Countyemployer or other appropriate cause. A transfer

pursuant to this section must not be made to harass or discipline an

employee. A regular employee who is required to transfer to a

geographical location more than 30 miles from their current work

location, and who declines the transfer, has layoff rights as provided in

policy 9.2. Layoffs.

If the transfer is to another department, the employee may make his/her

interest known by submitting a transfer form or contacting the hiring

supervisor or manager, who will consider the transfer request by

conducting discussions with the employee and appropriate supervisors or

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managers with knowledge of the employee’s job performance. The

hiring supervisor will also consider the employee’s past performance,

qualifications, abilities, and job experience as key factors in evaluating

transfer requests. Approval of the transfer is at the sole discretion of

Humboldt County.

3.21. Promotions

Promotions (Revised 9/08)

Humboldt County encourages employees to apply for promotional opportunities for

which they are qualified. Promotions will be based on the ability, qualifications,

and potential of all applicants for the positions. Employees interested in announced

positions must follow the application instructions outlined in the job announcement.

3.21.3.22. Rehire (Revised 7/11)

Regular employees, or employees serving an introductory period following

promotion who subsequently resign, may be rehired without undergoing any

recruitment within two years of the effective date of their resignation. The rehire

must be to a position in the same class or a class comparable to the one in which the

employee formerly served as a regular employee.

Leave benefits which may be lost by an employee due to termination or interruption

of County employment may be restored (repurchased) upon request by the emplyee

and authorization by the County Administrator.

The decision to rehire shall be at the complete discretion of Humboldt County and

no former employee shall have any right to or expectation of such rehire.

Upon rehire, the employee shall be required to successfully complete an

introductory period. No credit for former employment shall be granted in

determining eligibility for leave or other benefits.

Note: Limitations exist for rehiring retired public employees (NRS 286.523).

3.22.3.23. Casual/Temporary/Seasonal Employment

3.22.1.3.23.1. Purpose

Because some of Humboldt County’s work is indefinite and/or irregular

with regard to schedule and duration, Humboldt County may need to

employ casual/temporary/seasonal workers at all levels of responsibility

from time to time on an as-needed basis or to work for limited periods of

time at the discretion of Humboldt County.

3.22.2.3.23.2. Authorization to Hire Casual/Temporary/Seasonal Workers

In general, a casual/temporary/seasonal worker may be hired for work

which will require fewer than 20 hours per week or fewer than 120

consecutive working days to complete, if Humboldt County has

appropriated sufficient funds in the budget to pay the worker. Work

requiring more hours to complete will usually require the establishment

of a regular position. Humboldt County will not hire

casual/temporary/seasonal workers to avoid establishing a regular

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position when the work to be performed is ongoing. However, Humboldt

County may, from time to time, find that its best interests are served by

assigning work to a casual/temporary/seasonal worker for longer than

120 days or more than 20 hours per week.

3.22.3.3.23.3. Duration of Casual/Temporary/Seasonal Employment

A casual/temporary/seasonal worker has no right to or expectation of

continued employment or any property right regarding employment. A

casual/temporary/seasonal worker may be terminated at any time, with or

without cause, with or without notice, and shall have no right to appeal.

3.22.4.3.23.4. Employment in a Regular Position

Humboldt County may hire a casual/temporary/seasonal worker into a

regular position only after the applicant has been found to be qualified as

a result of completing an authorized recruitment and selection process for

that position. The employee’s service date will be determined according

to the date of hire in the regular position with no credit given toward

completion of an introductory period or the accrual of benefits for the

time an employee was hired for casual/temporary/seasonal work.

3.23.3.24. License/Occupational Certification (Revised 7/11)

3.23.1.3.24.1. Purpose

Humboldt County mandates that, if required by the current job, all

employees obtain and maintain a valid license, certificate, permit, or

other occupational certification issued by the state, county, city, or other

applicable authority.

3.23.2.3.24.2. Employee Responsibilities

a. All employees who must possess a valid license, including a

driver’s license, certificate, permit, or other occupational

certification as required by their position, must adhere to the

provisions of NRS 425 including those provisions relating to

paternity determination and child support.

b. In the event the employee receives notice of revocation or non-

renewal of a license, certificate, permit, or occupational

certification as a result of a violation of NRS 425, s/he shall

immediately notify his/her supervisor. The employee shall not

perform any task for which the license, certificate, permit, or

other occupational certification is required after the license,

certificate, permit, or occupational certification has been non-

renewed or revoked. By statute, the employee has 30 days to

satisfy one of the items listed below:

a. Comply with the court order, subpoena, or warrant;

b. Satisfy any arrears payments due; or

c. Submit to the District Attorney or other public agency a

written request for a hearing.

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Failure to satisfy one of the above items will result in the

license, certificate, permit, or occupational certification being

revoked or suspended by the issuing agency.

If the employee has been notified and does not satisfy any noted

deficiency within 30 days from receipt of notice, his/her renewal

license, certificate, permit, or occupational certification, by

statute, will not be approved and will be revoked or suspended

by the issuing agency. This action will remain in effect until

s/he satisfies the deficiency. If the District Attorney schedules a

hearing to review the case, the employee’s license, certificate,

permit, or other occupational certification will remain valid

pending the results of the hearing.

c. In the event the employee does not have a valid license,

certificate, permit, or occupational certification, s/he does not

meet the job requirements. Failure to meet the job

requirements will result in termination.

3.23.3.3.24.3. Applicant’s Failure to Possess a Valid License, Certificate,

Permit, etc.

If a prospective applicant for a position cannot obtain the required

license, certificate, permit, or occupational certification required for the

job, s/he will not be given any further employment consideration. Any

job offer, offer of promotion, or offer of transfer previously made will be

withdrawn.

3.23.4.3.24.4. Driving Records

Humboldt County may conduct a review of driver’s license records

annually for those employees required to drive as a part of their duties.

3.24.3.25. Volunteer Program (Revised 12/10)

3.24.1.3.25.1. Purpose

Humboldt County recognizes that there are benefits to members of the

community to become involved in the delivery of Humboldt County’s

programs and services on a volunteer basis. Individuals have an interest

in assisting public agencies by applying their knowledge, skills, and

experience to a worthwhile endeavor. Also, the community and

Humboldt County receive enhanced services because of the individual’s

specialized skills and commitment. Using volunteers is a true win-win

situation for those willing to volunteer for Humboldt County and for the

community.

3.24.2.3.25.2. Scope

This policy covers the essential elements of an effective volunteer

program which is compliant with applicable state and federal regulations

pertaining to Humboldt County’s volunteers. As this policy is broad in

scope, individual departments should establish additional specific

requirements consistent with this policy to guide the use of volunteers

within the specific program areas.

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3.24.3.3.25.3. Planning

Prior to implementing a volunteer program, a department will develop a

plan for utilizing volunteers.

a. The plan may include:

a. Job assignment descriptions for each volunteer.

b. A statement describing how and by whom volunteers are

overseen.

b. The plan must include:

c. A needs assessment and a statement outlining how

volunteers will be used to meet these needs;

d. A budget for any personnel costs, operating costs, and

direct and indirect costs

e. (Optional) A program to recognize and reward volunteer

services.

3.24.4.3.25.4. Recruiting, Screening, Interviewing, and Selecting Volunteers

As with employees, Humboldt County’s ability to meet its goals and

objectives is directly related to the skill and ability of volunteers selected.

Criteria for selecting volunteers will be developed in the same manner as

used for selecting new employees.

Humboldt County prohibits discrimination, harassment, or retaliation

directed at volunteers on the basis of their race, color, religion, age,

gender, pregnancy, sexual orientation, national origin, ancestry,

disability, veteran status, domestic partnership, genetic information,

gender identity or expression, political affiliation, or membership in the

Nevada National Guard.

The recruitment, screening, and interviewing process should be planned

and sufficiently thorough to result in selecting the best volunteer possible

for departmental needs.

Volunteer applicants engaged in activities for Humboldt County shall

complete Humboldt County’s volunteer application, including an

acknowledgment that the function to be performed is not a paid position

and the person is truly volunteering his/her services.

Humboldt County will promptly address problems associated with the

volunteer’s performance or behavior. However, if problems cannot be

corrected, the services of the volunteer should discontinue.

Specific requirements that apply to employees in certain occupations

such as fingerprinting, detailed background checks, and screening for

drug use apply to volunteers performing similar occupations.

3.24.5.3.25.5. Managing Volunteers

Volunteers must be covered by Humboldt County’s workers’

compensation policy per NRS 616A.130. Volunteers shall receive

appropriate oversight for the functions performed including an

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orientation to Humboldt County’s policies and procedures, departmental

operating procedures, safety practices, and other relevant information.

Day-to-day oversight of volunteers shall be conducted as with

employees. Adequate equipment and supplies, as well as a safe working

environment, will be provided for volunteers.

Humboldt County will maintain detailed and accurate records of

volunteer activities including a roster of active volunteers. The date,

time, and duration of each volunteer activity session must be recorded,

along with the work performed. Humboldt County will remove

volunteers from the roster whenever volunteers are inactive for more than

30 days.

Volunteers may be reimbursed for expenses incurred. In addition,

Humboldt County may provide limited and reasonable benefits and/or

nominal remuneration to volunteers. The benefits provided cannot be in

an amount or of a type that implies that the volunteer is being paid a

wage or salary for time spent as a volunteer, or for the quantity or quality

of the work performed. All such benefits must be approved, in advance,

by the County Administrator.

Annual performance evaluations may also be completed on volunteers.

Volunteers serve at the pleasure of Humboldt County and are subject to

dismissal at any time with or without cause.

3.25.3.26. Related Forms

Adverse Action Notice

Applicant Interview Evaluation Form

Authorization to Conduct Employment Investigations

Bona Fide Conditional Offer Letter

Disclosure to Employee or Applicant of Request for Third Party

Investigative Report

Formal Job Offer Letter

Request for New Hire or Reclassification Form

New Employee Orientation Checklist

Notice and Authorization for Requesting Consumer and Investigative Consumer

Reports

Notification of Background Check

Potential Rating Errors and Problems

Prohibited Topics “Questions Which Cannot Be Asked”

Pre-Adverse Action Notice

Employment Application Reference Check Data Collection Form

Reference Check Data Collection Form For Public Safety Agencies

Summary of your Rights Under the Fair credit Reporting Act

Transfer/Reassignment Request Form

Volunteer Related Forms

Authorization to Conduct Volunteer Investigations

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Volunteer Application Form

Volunteer Agreement, Consents and Releases, and Conditions

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4. POSITION CLASSIFICATION PLAN

4.1. Policy (Revised 7/12)

4.1.1. Purpose

Humboldt County will develop and maintain a classification plan for all

positions. Classification plans categorize positions into similar duties,

qualifications, and responsibilities called “classes.” Each class is defined

in a class specification/job description form. The class specification/job

description will include: title; definition and/or distinguishing

characteristics; essential functions; qualifications for employment

including knowledge, ability, experience and/or training required to

perform the job; physical and mental requirements and working

conditions; and Fair Labor Standards Act (FLSA) status – exempt/non-

exempt.

4.1.2. Classification

a. Each position shall be classified consistent with this policy and

in accordance with the nature and relative complexity of the

essential functions, responsibilities, and authority of the

position. Classification of a position shall be effective when

approved by Humboldt County.

b. Positions will be allocated to the same class when the following

conditions exist:

a. The same descriptive title may be used to designate the

positions;

b. Substantially the same level of education, experience,

knowledge, ability, and other qualifications are required

to perform the duties/essential functions;

c. Similar tests may be used to select employees for the

positions; and

d. The same level of compensation is appropriate for the

positions.

c. Classes will be allocated to a pay grade based on comparison to

other Humboldt County classes and salaries paid by

comparable entities for comparable work.

4.1.3. Maintenance and Revision

Humboldt County will periodically review the classification plan and

recommend to the Commissioners the revision, addition, or abolishment

of classes.

4.1.4. New Positions

When a new position is to be created, the County Administrator will

recommend to the Board of Commissioners an appropriate class for the

new position. When preparing a request for a new position, the

requesting party shall consult the County Administrator to determine the

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appropriate classification for the duties to be assigned to the new

position.

4.1.5. Reclassification

a. When a department manager believes the duties/essential

functions of a position have changed to the extent they no

longer fit within the current class, the duties/essential functions

will be reviewed and, if appropriate, the position reclassified to

the appropriate class. Reclassification will not be undertaken

as a substitute for discipline or hiring practices, nor to effect a

change in salary in the absence of a significant change in

assigned duties/essential functions and responsibilities.

b. Reclassification must be confirmed by the County

Administrator and will become effective no later than the

beginning of the following budget year.

c. A change in a position’s classification does not constitute the

sole basis for determining whether the employee in a position

will also be assigned to the new position.

e. The decision as to reclassification of a position shall be

made by the Board of Commissioners with the

concurrence of the Department Head. The decision to

place the current employee in the new class shall be

based upon the qualifications and job performance of the

employee. The employee will be assigned to the class

whenever a position is reallocated to a higher level class

and the employee has satisfied the following

requirements:

i. Completes the introductory period for the position as

previously allocated;

ii. Demonstrates acceptable or better job performance; and

iii. Possesses the knowledge, skills, and ability required for

the higher class.

4.1.6. Whenever a position is reclassified to a lower level class, the employee

will be placed in the lower level class. Reallocation

A class may be reallocated to a higher pay grade or to a lower pay grade

based on a change in duties/essential functions and responsibilities for

all positions in the class, or based upon salaries paid by other comparable

classes.

4.2. Procedure (Revised 7/12)

4.2.1. Requests for Classification Review

1. Submission Process

a. Requests for classification review are made by the

employee to the Department Head each year during

November. An employee may request that the

Department Head submit a request for classification

review to the County Administrator’s Office. The 241

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County Administrator will review the request and, if

appropriate, send it with a written memorandum

explaining the reasons the request meets the criteria for a

classification study to the Board of Commissioners. At a

minimum, the request shall include the specific duty and

responsibility changes, and a verification that the changes

are to be permanent. The County Administrator will

review the request and indicate if the request meets the

required criteria and whether or not s/he will conduct a

study. An individual employee may only make such a

request once every three years.

b. An employee may request the classification review be

forwarded to the County Administrator even if the

Department Head does not concur. The employee will

notify the Department Head in writing s/he wants the

County Administrator to review the denied request. The

reasons for disagreeing with the employee’s request shall

accompany any request forwarded to the County

Administrator.

c. The County Administrator shall review the request and

consider the budgetary implications of the requested

change and discuss the merits of the requested action

with the employee’s Department Head. Should the

Administrator and the Department Head be convinced

that the request merits further review, the Administrator

will arrange for an appropriate audit of that and any other

affected positions. The employee must be notified of any

action to be taken by the employer, including the job

audit, within a reasonable period of time, not to exceed

one hundred twenty (120) days of the employee’s

request. If the audit recommends a change in

classification and such recommendation is approved by

the Commission, such reclass shall be effective no later

than the beginning of the following budget year.

d. Should the request be denied at any stage, the employee

shall be eligible to submit another reclassification request

after two years. No other recourse shall be available to

the employee.

2. Criteria for Determining the Need for Classification Review

a. The County Administrator may authorize a classification

review when, in his/her judgment, permanent and

substantial changes in the duties assigned to a position

have occurred.

b. The new duties must be clearly defined and assigned

before a review is begun.

c. The County Administrator may include in any

classification review any positions which are in the same

work unit, have related duties, or are in the same class

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series as the position for which classification review is

requested.

4.2.2. Effective Date

1. Reclassification/Reallocation

The effective date of a reclassification shall be no later than the

beginning of the following budget year. The anniversary date for

future step increases shall be established as the first day of the pay

period following twelve (12) months in the new classification, and

will not include the period for which retroactive pay is granted, if

any. (See also Work Out-Of-Class, Section 5.12.)

In the event of a reclassification to a lower paid class, the action

will be effective no later than the beginning of the following budget

year. In the event of a reclassification to a lower paid class, salary

may be a Y-Rate (see Section 5.11.) on approval of Humboldt

County, with concurrence of the bargaining unit representative, if

applicable.

2. Working Out of Class

At the discretion of Humboldt County, out-of-class pay may be

paid back to the date on which a formal reclassification request was

made if the reclassification is subsequently approved.

Note: See section 5.6 for Rates of Pay

4.3. Transfers

A transfer involves a move to a job in the same pay range as the employee’s present

position. Any employee who wants to transfer to another available position must

first talk with his/her supervisor or manager. The employee must be qualified for

the identified position. If the transfer is to another department, the employee must

contact the hiring supervisor or manager, who will consider the transfer request.

This will include discussions with the employee and appropriate supervisors or

managers. The employee’s past performance, qualifications, potential, abilities, and

job experience are the key factors in evaluating transfer requests. Approval of the

transfer is at the sole discretion of Humboldt County.

4.4. Promotions

Humboldt County encourages employees to apply for promotional opportunities for

which they are qualified. Promotions will be based on the ability, qualifications,

and potential of the candidates for the positions. Employees who are interested in

announced positions should contact the hiring supervisor or manager, expressing

their interest, in writing, in the position. Selection decisions will be consistent with

Humboldt County's hiring policy.

4.5.4.3. Related Forms: NONE

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5. COMPENSATION PLAN

5.1. Pay Periods and Paydays

Employees are paid biweekly every other Friday. If a payday falls on a holiday,

employees are paid on the preceding work day.

5.2. Workweek Defined

The workweek begins at 12:01 a.m., on Monday and ends seven days (168 hours)

later at midnight on the next Sunday.

5.3. Work Time

5.3.1. Attendance

Employees are expected to be available and ready for work at the

beginning of their assigned shifts and at the end of their scheduled rest

and meal periods. Required preparation for rest and meal periods, as

well as the end of the work day, is considered work time. Rest and meal

periods include the time spent going to and from the place where the

break is taken.

5.3.2. Work Schedules

The supervisor or manager shall schedule work hours according to the

needs of Humboldt County.

a. Employees working a five-day, 40-hour week (designated 5/40)

shall work eight hours per day for five days in any workweek

and shall receive two days off.

b. Employees working a four-day, 40-hour week (designated

4/40) shall work 10 hours per day for four days in any

workweek and shall receive three days off.

c. Employees working a five-day, 35-hour workweek (designated

5/35) shall work seven hours per day for five days in any

workweek and shall receive two days off.

5.3.3. Rest Periods

Employees will be granted one 10-minute break or rest period during

each work period of four or more hours. Employees may not take rest

periods at the beginning or at the end of the work period. Rest periods

may not be scheduled or taken consecutively or in conjunction with meal

periods. (This policy does not apply to firefighters, public safety

dispatcher, and law enforcement personnel. Refer to departmental policy

or applicable collective bargaining agreement.)

5.3.4. Meal Periods

Employees who work six or more hours in a work day are allowed an

uninterrupted, unpaid meal period of 30 minutes or longer at or about

mid-point of their work day. Supervisors or managers will be

responsible to ensure that wherever and whenever possible, employees

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duties. If an employee’s meal period is interrupted by a work-related

matter, the employee will be paid for the meal period. (This policy does

not apply to firefighters, public safety dispatchers, and law enforcement

personnel. Refer to departmental policy or applicable bargaining

agreement.)

5.3.5. Work Assignments

Work should be scheduled in a manner which allows employees rest

periods and meal periods. Rest and meal periods shall be scheduled in a

manner which allows maximum public access to Humboldt County’s

services. Humboldt County may adjust rest and meal periods from time

to time to meet the needs of individual employees and/or to respond to

changes in department workload. Nothing herein should be considered

to limit or restrict the authority of Humboldt County to make temporary

assignments to different or additional locations, shifts, hours of work, or

duties as needed to meet Humboldt County’s needs or to respond to

unforeseen or emergency situations.

5.4. Time Reporting

5.4.1. Purpose of Time Reporting

Recording of hours worked and/or leave time taken by employees is

necessary to provide an accurate basis for preparing paychecks, to assure

compliance with federal and state law, and to maintain an effective and

efficient cost accounting system. (For payroll purposes, non-exempt

employees covered by the Fair Labor Standards Act (FLSA) must report

all time spent performing work.)

5.4.2. Hours Worked

Non-exempt employees will be paid for all hours worked. Hours worked

include, but are not limited to:

a. Time worked before or after the normally assigned shift, or any

other irregular hours, even if the employee volunteers his/her

time. GUIDELINE: Periods of six minutes or less are not

considered overtime unless they occur regularly. (This

provision does not apply to employees who are performing

volunteer work which is unrelated to their normal job

functions)

b. Rest periods of 20 minutes or less.

c. Travel time that occurs during an employee’s normally

scheduled work hours, including regular days off, holidays, etc.

d. Except as provided below, hours spent at lectures, meetings,

and training activities, unless attendance is completely

voluntary, outside of normal work hours, not job related, and

no other work is performed.

Employees will not be compensated for the time spent under the

following conditions:

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Voluntary attendance, outside of work hours, at an

independent school, college, trade school, or similar

training offered by the employer at the employee’s own

initiative even if the courses are related to the

employee’s current job or paid for by the employer.

Training outside of regular work hours required by law

for certification for public-sector employees.

Police officers or employees in fire protection

activities, who are in attendance at a police or fire

academy or other training facility, are not considered to

be on duty during those times when they are not in

class or at a training session, if they are free to use such

time for personal pursuits.

e. Hours spent serving as volunteer ambulance, fire, or law

enforcement personnel for an emergency response during

normally scheduled work hours.

5.4.3. Position Designations - Exempt or Non-Exempt

All positions are designated as “exempt” or “non-exempt” according to

federal and state laws and regulations. For cost accounting and billing

purposes, Humboldt County requires exempt employees in certain

positions, regardless of exempt or non-exempt status, to account for

hours worked.

5.4.4. Responsibility for Exempt or Non-Exempt Designation

The County Administrator’s Office will examine and evaluate position

descriptions and duties performed for all positions to determine the

designation of the position as exempt or non-exempt. Departments will

notify the County Administrator when the duties of a position have

substantially changed in order to ensure an accurate designation.

5.4.5. Responsibility for Time Reporting

Employees are responsible for accurately completing their own

timesheets. Supervisors shall not alter or adjust the hours that an

employee reports on his/her timesheet. If the supervisor believes the

employee has completed his/her timesheet in error, the supervisor shall

discuss the issue with the employee.

a. All non-exempt employees will record all hours worked and

all leave time taken, whether paid or unpaid, and the type of

leave taken (e.g., sick leave, annual leave, compensatory time)

on the timesheet.

b. All exempt employees in positions which require an accounting

of hours worked will enter their hours worked for each project.

They shall record all leave taken in whole day increments on

the timesheet.

c. Exempt employees in positions not required to account for

hours worked will record only those hours off for sick leave or

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annual leave in whole day increments. Except as permitted by

the Family and Medical Leave Act (i.e., intermittent leave),

exempt employees may not be charged for absences of less

than whole day increments.

5.5. Overtime (Revised 7/12)

5.5.1. Non-Exempt Employees

a. Except as provided below, employees in positions designated

as “non-exempt” will be eligible for overtime compensation as

follows:

Employees whose normal work schedule is eight hours a

day will receive overtime compensation for hours worked

in excess of eight hours in a day.

Employees whose normal work schedule is between eight

and ten hours in a day will receive overtime compensation

for hours worked in excess of their normal daily work

schedule.

Employees who request and are approved for a variable

workday as provided in NRS 281.100, 3b(2) will receive

overtime compensation for hours worked in excess of 40

hours in the workweek.

Employees whose hours are established by collective

bargaining agreement will receive overtime accordingly.

b. Per NRS 281.100 and the Fair Labor Standards Act (FLSA),

employees working as firefighters, police officers, jailers,

sheriff’s deputies, with a formalized policy or agreement with

Humboldt County, may work longer workweeks or workdays.

a. Humboldt County’s police officers, jailers, or sheriff’s

deputies may establish a work period of 171 hours within

a 28-day period.

b. Humboldt County’s firefighters may establish a work

period of 212 hours within a 28-day period.

c. For police, jailers, sheriff’s deputies, and firefighters,

these work periods must be established as regularly

occurring and by an affirmative statement by Humboldt

County that such a work period is being established.

d. If the work period for police, jailers, sheriff’s deputies, or

firefighters is not established, these employees are then

subject to overtime after ten hours in a workday, per NRS

281.100, or 40 hours in a workweek per NRS 281.100

and the Fair Labor Standards Act (FLSA).

c. All overtime hours must be specifically authorized in advance

by the employee’s supervisor/manager. Overtime will be

compensated at one and one-half times the employee’s regular

rate of pay. An employee’s regular rate includes all payments

made by Humboldt County to the employee. Examples of

payments to be included are on-call pay, shift differential, 247

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hazard duty pay, and longevity pay. Employees who earn

overtime may, with the approval of the supervisor, elect to

receive compensatory time off in lieu of overtime pay

(compensatory time is for Law Enforcement unit employees

only). Requests for compensatory time off in lieu of overtime

must be made in writing and, once approved, will be placed in

the employee’s payroll file. Compensatory time will be earned

at the rate of one and one-half hours off for each overtime hour

worked. Employees who elect compensatory time off may

accrue up to 80 hours. When an employee has exceeded the

maximum number of hours specified, the excess hours will be

paid out as overtime. Compensatory time off is to be taken at

the earliest time which is mutually agreeable to the employee

and supervisor/ manager. Paid overtime will be included in the

same paycheck covering the pay period in which the overtime

was earned. At any time, Humboldt County may pay an

employee for compensatory time earned and not used.

Humboldt County reserves the right to pay out any and all

compensatory time earned at its discretion.

d. Time paid but not worked, such as sick leave, holidays, and

annual leave, count toward hours worked for the purpose of

computing overtime hours.

e. Firefighters and law enforcement personnel are governed by

different overtime requirements. Refer to departmental policy,

applicable collective bargaining agreement, and the Fair Labor

Standards Act (FLSA). Employees who work in public safety,

emergency response, or seasonal activity may accumulate up to

80 hours of compensatory time as specifically authorized by

Humboldt County.

CAUTION: Paramedics serving in the dual capacity of

paramedic/firefighter must meet certain requirements to be covered by

the Fair Labor Standards Act (FLSA) 207(k) overtime exemption. To

qualify, the paramedic/firefighter must:

Be employed by an organized fire department or fire protection

district;

Be trained in fire suppression and protection;

Have the legal authority and responsibility to engage in fire

suppression, to include the prevention, control and extinguishing of

fires, and;

Perform activities which are required for the prevention, control or

extinguishment of fires.

Absent these requirements, a paramedic must be paid overtime subject to

the rules for non-exempt employees as outlined above.

5.5.2. Exempt Employees

Generally, exempt employees are hired with the understanding that they

are responsible for accomplishing the duties required for their assigned

position. It is our policy to comply with all aspects of the FLSA

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including its salary-basis requirements. Therefore, making any

deductions from the salaries of exempt employees which are not allowed

by law is prohibited.

Consistent with the FLSA and NRS, employees in exempt positions are

not required to be paid for overtime.

a. Exempt employees utilizing intermittent leave under the Family

Medical Leave Act (FMLA) may have their pay deducted,

including from sick or annual leave balances, for partial day or

hour-by-hour absences.

b. Subject to certain exceptions set forth in the FLSA regulations

and FMLA as provided above, if an organization does not have

a bona fide annual and sick leave policy, an exempt employee

must be paid the full salary for any workweek in which the

employee performs any work, regardless of the number of days

or hours worked. Exempt employees will not need to be paid

for any work week in which they perform no work. FLSA

provides that deductions may be made when the employee

absents him/herself from work for a day or more for personal

reasons, other than sickness or disability.

c. Employers that have a bona fide annual and sick leave policy

may make deductions from pay in full day increments when an

exempt employee does not qualify to use leave, does not have

accrued leave, or chooses not to use paid leave and is absent from

work for one or more full days. Deductions from sick or annual

leave balances may be made in full day increments.

d. Deductions will also be made to offset amounts employees

receive as jury or witness fees, or for military pay; or for unpaid

disciplinary suspensions of one or more full days imposed in

good faith for workplace conduct rule infractions. Humboldt

County will pro rate an employee’s salary based upon the days

worked during the initial and terminal pay period of employment.

d. Exempt employees are generally expected to be available to

perform their job duties during normal business hours (usually

8:00 a.m. to 5:00 p.m., Monday through Friday). It is expected

that in order for exempt employees to complete their assigned

work from time to time, it will be necessary that they work

beyond the normal work days and business hours of Humboldt

County. If, however, an exempt employee is working well

beyond a 40-hour workweek on a regular recurring basis,

Humboldt County may examine staffing levels and the

employee’s work habits and procedures.

e. Humboldt County may choose to recognize an exempt

employee for hours worked beyond normal business hours.

a. In recognition of instances when an employee has

completed an extraordinary work assignment and spent

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accomplish the job, managers may allow an exempt

employee to take limited periods of time off without

using accrued paid leave.

b. Humboldt County may grant an exempt employee time

off in any calendar month in recognition of extraordinary

work assignments completed. The County Administrator

or Board of Commissioners shall approve such time off.

The decision to grant such leave is at the sole discretion

of Humboldt County. Such leave is not charged against

accrued leave and, therefore, is not recorded on the

employee’s timesheet.

c. The limited periods of time off do not constitute

additional compensation to exempt employees on an

hour-for-hour basis for hours worked in excess of 40

hours per week. Accordingly, exempt employees will

not “accrue a balance” of compensatory leave hours.

d. An exempt employee may be paid overtime and not void

their otherwise exempt status as specifically provided

under the FLSA.

5.5.3. “Safe Harbor”

Humboldt County will classify employees as exempt or non-exempt, in

accordance with the provisions of the Fair Labor Standards Act (FLSA)

and applicable state law. If an employee feels s/he is improperly

classified, s/he should request a review of the classification from the

County Administrator or Board of Commissioners. An investigation will

be conducted on a timely basis and Humboldt County will act to correct

any errors as soon as practicable. Humboldt County will not make

improper deductions of pay from any employee, regardless of exempt or

non-exempt status. Improper deductions should be reported to the

County Administrator. The complaint will be investigated and Humboldt

County will act to reimburse the employee if an error is found.

Humboldt County will continuously make a good faith commitment to

comply with all provisions of FLSA and state laws and intends this

policy of correction to satisfy the “safe harbor” provisions of the FLSA

regulations, as amended effective August 23, 2004.

If a non-exempt employee feels s/he has been improperly paid for

overtime under the FLSA or state law, it is the responsibility of the

employee to seek correction by reporting any error to the County

Administrator. An investigation will be conducted on a timely basis and

Humboldt County will act to correct any errors as soon as practicable.

5.6. Rates of Pay (Revised 7/12)

5.6.1. Compensation Plan

Each regular position will be assigned to a class and pay grade in the

compensation plan. Assignment to a pay grade will be based on the

relative level and complexity of the duties, responsibilities, and authority

of the job. Humboldt County shall determine the salary ranges based on

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a. Rates paid by Humboldt County for comparable work;

b. Internal relationships of other job classes in the same or

similar occupation;

c. Rates paid by other entities for comparable work;

d. Other financial commitments of Humboldt County; and

e. Funds available to Humboldt County for salaries.

Humboldt County may adjust the minimum and maximum for each

salary range periodically as changes in any of the factors listed above

occur or to recruit and retain qualified employees for each job.

5.6.2. Hiring Rate of Pay

The normal hiring rate is the first step of the pay range for the position’s

classification. Humboldt County may authorize advanced step

appointments.

5.6.3. Advanced Step Hire

Fairness and equity in the administration of the compensation plan will

be maintained when making advanced step hires. Humboldt County may

authorize advanced step appointments when all of the following

circumstances exist:

a. The applicant’s qualifications indicate s/he will perform at a

level commensurate with the requested step;

b. Based on the applicant’s current or most recent salary, an

advanced step hire is required for the applicant to accept the

position (Humboldt County will not consider salaries paid

more than twelve months prior to the job offer.);

c. Other applicants with similar qualifications not requiring an

advanced level salary are unavailable; and

d. Funds are available in the hiring department’s budget to pay

the higher rate.

5.6.4. Salary on Promotion, Transfer, Demotion, Reclassification, and

Reallocation

a. Except as may otherwise be provided by a collective bargaining

agreement, a regular employee who is promoted to a higher

classification will move to that step in the range for the new

class which provides at least an approximate 5% pay increase,

not to exceed the top step in the range for the new class. A

promoted employee’s salary shall not be less than the starting

pay of the salary range for the new position. Reclassification to

a class with a higher grade level is treated as a promotion for

salary purposes.

b. An employee who transfers to a position at the same grade

level will retain their current grade and step.

c. An employee who demotes to a position with a lower grade

level will be placed at a step in the lower grade level which is 251

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closest to their current salary. If the employee’s salary exceeds

the top salary of the lower pay range the employee will be Y-

Rated (see 5.11.). Reclassification to a class with a lower grade

level will be treated as a demotion for salary purposes.

d. Reallocation of an existing class:

a. To a higher grade level is NOT a promotion. An

employee in a class that is reallocated to a higher grade

level shall be placed in the higher grade at a step closest

to his/her current salary that does not provide a decrease,

or step 1 of the new grade if the current salary does not

fall within the grade range.

b. To a lower grade level shall be placed at the step closest

to the employee’s current salary that does not provide a

decrease. If the employee’s salary exceeds the top salary

of the lower pay range the employee will be Y-Rated (see

5.11.).

5.7. Salary Increase Schedule

5.7.1. Step Advancements Authorized

a. An employee who is currently not paid at the top step of the

salary range for his/her class is normally eligible for a step

advancement on his/her anniversary date. Raises in salary

resulting from step advancements are based on longevity and

satisfactory performance, and are not automatic. A step

advancement may be granted only upon a finding by Humboldt

County that the employee meets all of the performance

requirements of the position and complies with all of Humboldt

County’s rules, regulations, and policies. An employee who is

determined to be eligible for a step advancement shall move to

the next higher step within the range.

b. Except when Y-rated, an employee will not be paid a regular

rate of pay above the top step of the salary range for his/her

classification.

c. Salary step advancements are administered by the departments,

subject to the confirmation of the County Administrator that

there is adequate documentation that all requirements have

been met.

5.7.2. Anniversary Date/Step Advancement

a. The date on which an employee becomes eligible for

consideration for step advancement is known as the

anniversary date. When approved in writing, step

advancements will become effective at the beginning of the pay

period in which the employee’s anniversary date occurs.

b. A promotion and reclassification to a class with a higher salary

range shall establish a new anniversary date.

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c. A demotion or reclassification to a class with a lower salary

range shall not establish a new anniversary date.

5.8. Withholding of Step Advancements

5.8.1. Job Performance

When Humboldt County has determined that the job performance of an

employee is less than satisfactory, the step advancement shall be

withheld. The employee’s performance shall be documented and a copy

of the documentation provided to the employee.

5.8.2. Unpaid Leaves of Absence

An employee’s eligibility for consideration for step advancement shall be

delayed by temporary layoffs or unpaid leaves of absence in excess of 15

working days during the 12-month period following the employee’s last

step advancement. The employee’s anniversary date shall be adjusted by

the total number of days of unpaid leave.

5.8.3. Granting of Withheld Advancements

Humboldt County may approve a step advancement at the beginning of

any pay period upon finding that the employee now meets the

qualifications for an advancement. The employee’s anniversary date

shall be adjusted to the date on which the step advancement is actually

granted. If a step advancement is not granted in the interim, the

employee shall be considered for step advancement on the next

anniversary date.

5.9. Flat Rate Salaries

Certain job classes may be assigned to flat rates of pay in the compensation plan.

Employees in classes assigned to a flat rate of pay are not eligible for step increases.

5.10. Casual/Temporary/Seasonal Worker Compensation (Revised 7/11)

5.10.1. Rates of Pay

Humboldt County will pay casual workers at the rate of pay established

for the same work when performed by regular employees, or as

appropriate for the type of work performed. Students receiving school

credit for work may be paid at a rate established by Humboldt County for

student interns.

Humboldt County may adjust the rates of pay annually consistent with

general salary increases granted regular employees.

5.10.2. Step Advancements

In completion of each year, Humboldt County may advance

casual/temporary/seasonal workers to the next step in the approved pay

range for the work assigned. Humboldt County shall consider the

qualifications and performance of the worker, the length of time the

casual/temporary/seasonal worker has been assigned to the work, the

rates paid to regular employees assigned similar work, and the funds

available when determining whether to grant a step advancement.

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5.10.3. Implementing Pay Increases

To authorize a pay increase, the Department Head will certify that a

casual/temporary/seasonal worker’s performance is acceptable and

request the increase in a memorandum to the County Administrator.

5.11. Y-Rate

Humboldt County may pay an employee, who is reduced to a lower class as a result

of reclassification or reorganization not associated with layoff or discipline and not

the result of employee action or request, at his/her current rate of pay which is

above the top step of the range or between steps of the range. Similarly, an

employee in a class which has its salary adjusted to a lower rate may also be paid at

a rate of pay above the top step of the range. This rate shall be known as a “Y-

Rate.” At the discretion of Humboldt County, assignment to such a rate of pay is

available to employees who are fully qualified to perform the work of the lower

paid class.

An employee who is at a Y-rate above the top step of the range for the new (lower)

class shall continue to receive the Y-rate while employed in the new class until a

change in the rate of pay for the employee’s new class causes the top step of the

new class to be equal to or greater than the employee’s Y-rate.

An employee who is at a Y-rate which is between the steps of the range for the new

(lower) class shall continue to receive the Y-rate until a change in the rate of pay for

the employee causes the rate for the step in the range to which the employee is

entitled to exceed his/her current rate of pay.

5.12. Work Out-of-Class

5.12.1. Policy

Employees may occasionally be asked to perform duties beyond the

scope of their normal position or asked to temporarily assume the duties

of a higher level budgeted position for a short period. In the event that

such work extends beyond a short-term assignment, Humboldt County

establishes criteria for paying employees for temporarily performing

work beyond the assigned duties of their current job class, and for

employees temporarily assigned the duties of a management or

administrative position.

5.12.2. Assignments

a. Employees may be temporarily assigned the duties and

responsibilities of a budgeted, higher level position provided

the position is currently vacant, or the employee normally

filling the position is on authorized leave, or has been

temporarily relieved of all regular duties to complete a special

project approved by Humboldt County, or because of

temporarily increased workload requirements.

b. The same employee shall not be assigned to the higher level

duties for more than six consecutive months unless specifically

approved by the Board of Commissioners, who may extend the

assignment for not more than an additional six months.

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5.12.3. Employee Eligibility

a. Employees must be formally assigned and actually performing

the duties of the higher job class.

b. The salary range for the higher paid class must be at least 5%

above the range for the employee’s current job class.

c. Beginning on the twelfth consecutive work day of performing

the duties of the higher level position, employees will be paid

at a rate 5% above their current rate of pay, or at the entry rate

of the higher job class, whichever is greater, but not to exceed

the top step of the higher classification.

d. The provisions of this section shall not be used to authorize

additional pay for any of the following:

a. To provide additional compensation pending action on a

request for reclassification of a position or approval of a

recommendation to reclassify a position.

b.c. To to reward employees neither for outstanding service,

nor for any purpose other than those stated.

5.13. Related Forms

Request for Variable Workday Schedule

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6. LEAVE PLANS

6.1. Holidays (Revised 7/11)

6.1.1. Holidays Designated

The following holidays are recognized by Humboldt County (NRS

236.015):

New Year’s Day – January 1

Martin Luther King, Jr.’s Birthday – Third Monday in January

President’s Day – Third Monday in February

Memorial Day – Last Monday in May

Independence Day – July 4

Labor Day – First Monday in September

Nevada Day – Last Friday in October

Veterans Day – November 11

Thanksgiving Day – Fourth Thursday in November

Family Day – Friday following the fourth Thursday in November

Christmas Day – December 25

Floating Holiday – 1 day per calendar year (after 1 year of service)

Any day declared a legal holiday by the President of the United States

will be observed in accordance with the presidential proclamation.

Humboldt County will observe a holiday, which occurs on a Saturday or

a Sunday, on the day before or after the holiday.

6.1.2. Holiday Pay

a. Recognized holidays are counted as hours worked. Each

employee in a full-time, non-exempt position who is on paid

status on his/her regularly scheduled work day before and after

a holiday will be paid eight hours of pay at his/her rate of pay

for each recognized holiday. Employees who work seven or

seven and one-half hours per day according to their regular

schedule will receive holiday pay based on that schedule.

Employees in part-time, non-exempt positions, who are on paid

status on the day before and after a holiday will be paid for

each recognized holiday at his/her rate of pay on a pro-rated

basis. Casual, seasonal, temporary employees will not be paid

unless they work on the holiday.

b. Employees who work a 4/10 schedule, as stated in Section

5.3.2., may use annual leave time or compensatory time off in

order to receive 10 total hours of holiday pay.

6.1.3. Weekend Holidays

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For employees regularly assigned to work Mondays and/or Fridays, if a

holiday falls on a Saturday, the Friday preceding will be observed as the

holiday. If a holiday falls on a Sunday, the Monday following will be

observed as the holiday. When a holiday falls on Saturday or Sunday for

an employee regularly scheduled to work on the Saturday or Sunday, the

employee will observe the holiday on the Saturday or Sunday, unless an

alternative is authorized by Humboldt County. If the holiday falls on a

regularly scheduled day off, the employee will observe the holiday on the

next regularly scheduled work day, unless an alternative is authorized by

Humboldt County.

6.1.4. Work on Holidays

Non-exempt employees who work on a designated holiday shall be paid

for the holiday plus one and one-half times their regular rate of pay for

any time worked on a holiday. Bargaining unit employees who work on

a holiday shall be paid overtime as provided in the collective bargaining

agreement.

6.2. Annual Leave (Revised 7/13)

6.2.1. Annual Leave Accrual

a. All full-time employees will earn annual leave beginning from

their initial date of hire as follows (part-time employees who

regularly work 20 hours or more per week will earn annual

leave on a pro-rata basis):

Years of

Continuous

Service

Hours Earned Per

Hours Paid

Max. Hours

Per Year

Max. Hours

Carryover

1st thru 2nd .0385 80 192

3rd thru 5th .0462 96 240

6th thru 10th .0577 120 240

11th thru 15th .0769 160 240

16th thru 20th .0846 176 240

21st and more .0923 192 240

b. You will accrue annual leave during your introductory period

but are not allowed to use annual leave until you have been

employed continuously for at least 6 months.

c. Except as noted, all accrual rates are expressed in terms of

fractions of an hour earned for each regularly scheduled hour

worked or on paid leave. Annual leave is not accrued for any

other hours.

d. Annual leave is earned and credited to the employee on a

(biweekly) basis coinciding with pay periods. The amount of

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annual leave accrual is based upon years of service adjusted, as

specified, for leaves of absence without pay.

6.2.2. Eligibility Maximum Accrual

a. Accrued annual leave may not exceed maximum hours

carryover in the above table hours unless it is determined that

the employee requested and was denied leave because of

Humboldt County’s business requirements. When allowing

accrual above the maximum, Humboldt County will establish

with the employee a specific schedule for use of the excess

leave or may authorize cash payment for accrued annual leave,

subject to funds being available in an approved budget.

6.2.3. Use of Annual Leave

Annual leave is provided to employees for the purpose of rest and

relaxation from their duties and for attending to personal business.

Employees may not use annual leave before it is accrued.

Annual leaves are scheduled on a first-come, first-served basis and the

convenience of your department’s work schedule. All annual leave must

be taken at a time as approved by your supervisor. Length of service is a

controlling factor in scheduling annual leave if two individuals in the

same area request annual leave at the same time. You are encouraged to

schedule as much in advance as practical.

6.2.4. Annual Leave Pay at Termination

Upon termination, an employee with more than six months of continuous

employment will be paid for all accrued annual leave at the employee’s

last regular rate of pay.

6.3. Sick Leave (Revised 7/13)

6.3.1. Policy

1. Accrual

Humboldt County expects each employee to be available for work on a

regular and reliable basis. Humboldt County will monitor attendance and

leave use whether or not the employee has accumulated leave balances

remaining in his/her sick leave account.

a. Employees will accrue sick leave at the rate of .03846

hours per each regularly scheduled hour worked or on

paid status. Sick leave is not accrued for any other hours.

b. Sick leave hours are earned and credited to the employee

on a (biweekly, semimonthly, monthly) basis, coinciding

with pay periods.

c. Unused sick leave will be credited to the employee’s sick

leave balance to a maximum accrual of 720 hours.

Employees with more than 720 hours accrued as of

August 4, 2003 shall not accrue sick leave until their

balance drops below 720 hours.

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2. Use of Sick Leave

Sick leave is for use in situations in which the employee must be absent

from work due to:

a. His/her own physical illness or injury.

b. His/her own exposure to contagious diseases or when

attendance at work is prevented by public health

requirements.

c. The need to provide medical care for an ill or injured

dependent child, spouse/domestic partner, or parent who

resides in the employee’s household. Medical care

includes accompanying a dependent child,

spouse/domestic partner, or parent who resides in the

employee’s household to medical appointments.

d. Medical or dental appointments for the employee;

provided that the employee makes a reasonable effort to

schedule such appointments at times which have the least

interference with the work day.

e. Any disability.

Employees who are absent from work due to sick leave shall be at their

residence, a medical facility, their health care provider’s office, or shall

notify their supervisor of their whereabouts when using sick leave.

3. Abuse of Sick Leave

Use of sick leave for purposes other than those listed above is evidence of

abuse of sick leave. Abuse of sick leave is cause for disciplinary action,

up to and including termination. If Humboldt County suspects abuse,

they may require substantiating evidence which may include, but is not

limited to, a certificate from a health care provider.

4. Illness During Annual Leave

If an employee on annual leave suffers an illness or injury which requires

medical treatment from a health care provider, s/he may elect to charge

that time to accumulated sick leave provided the employee furnishes

Humboldt County with a certificate issued by the health care provider

providing treatment.

5. Placing an Employee on Sick Leave

Humboldt County may place an employee on sick leave if s/he has an

illness that appears to be contagious or due to a known or suspected

illness or injury, the employee is not able to perform the essential

functions of their position with or without reasonable accommodation.

6. Return to Work

An employee on sick leave shall notify his/her department manager as

soon as the employee is able to return to work. An employee returning

from an extended absence shall give as much advance notice of return as

possible. Humboldt County may also require a statement from a health

care provider certifying the employee’s fitness to return to work.

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7. Sick Leave at Separation

Payoff – Employees* with accrued, unused sick leave may, at the

time of separation, select one of the following options for

reimbursement (*Elected Officials may only select option a. Cash

payment upon separation of service):

a. Cash payment upon separation of service:

i. Less than 10 years of service – 35% of accrued,

unused sick leave @$10.00 per day – Maximum

payout $500.00. (# of hours x .35 / 8 = # of

eligible days x $10.00 = payout (not to exceed

$500.00).

ii. 10 – 20 years of service – 45% of accrued, unused

sick leave @$15.00 per day – Maximum payout

$1,000. (# of hours x .45 / 8 = # of eligible days x

$15.00 = payout (not to exceed $1,000.00).

iii. Over 20 years of service – 60% of accrued, unused

sick leave @ $20.00 per day – Maximum payout

$2,000.00. (# of hours x .60 / 8 = # of eligible

days x $20.00 = payout (not to exceed $2,000.00).

b. Conversion to Retirement credit upon separation:

In lieu of (A) above, an employee who is eligible to

purchase retirement service credit under the Public

Employees Retirement System (PERS) may convert a

maximum of 720 hours of accrued, unused sick leave

into service credit. (# of hours (max 720) x hourly

rate = amount). Upon receipt of check, PERS will

calculate service credit. Note: 1 hour of sick leave

may not equal 1 hour of service credit.

Conversion to Retirement credit prior to retirement (Not a choice for

Elected Officials) - An employee who is eligible to purchase

retirement service credit under the Public Employees Retirement

System (PERS) may convert a maximum of 240 hours of accrued,

unused sick leave into retirement credit prior to retirement under the

following conditions only:

a. Must have at least 400 hours of accrued, unused sick leave.

b. Can only convert hours in excess of 400 (in increments of 8

hours).

c. Maximum hours allowed to convert is 240.

d. May only use this options 2 times during employment.

e. PERS will convert dollars into service credit. Note: 1 hour of

sick leave may not equal 1 hour of service credit.

f. Must submit a written request to the County Administrator on or

before December 1.

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g. If the employee meets all the conditions set forth in this section,

then the County will deduct the designated amount of sick leave

from the employees account and proceed to purchase retirement

service credit from PERS.

8. Leave Sharing

a. An employee who has more than 200 hours of sick leave accrued

may donate sick leave to an employee or employees who are on

sick leave for catastrophic illness pursuant to the following

restrictions:

b. The employee receiving the sick leave must have exhausted all of

his/her available paid leave including all sick leave, annual leave,

and compensatory time off.

c. The employee receiving the sick leave may not be on leave for an

on-the-job injury covered by Workers’ Compensation Insurance.

d. The employee giving the sick leave must do so in writing and in

blocks of eight (8) hours and shall not exceed 80 hours in any

fiscal year. The sick leave being given shall be indicated on a

form provided by the County.

e. The granting of sick leave must be irrevocable.

f. If a donation is made by an employee at a different pay rate than

the receiving employee, pursuant to NRS 245.210.4, the donated

time shall be converted into money at the hourly of the donor and

the money shall then be converted into sick leave at the hourly

rate of salary of the recipient.

g. The total hours donated to an employee shall not exceed the

number of hours necessary to avoid a loss in pay between the

time the employee exhausts his/her paid leave pursuant to

paragraph 2 of this section and either the employee’s return to

work or the employee’s eligibility for disability insurance.

h. Retiring employees may donate unpaid sick leave hours to the

catastrophic sick leave bank so long as the donation does not

cause the bank to exceed 1000 hours. Such leave will be

available in amounts and for catastrophic purposes as determined

by the County Administrator. Catastrophe means: 1. The

employee is unable to perform the duties of his/her position

because of a serious illness or accident which is life threatening

or which will require a lengthy convalescence; 2. There is a

serious illness or accident which is life threatening or which will

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require a lengthy convalescence in the employee’s immediate

family.

6.3.2. Procedure

1. Leave Approval

An employee shall complete an appropriate leave request form as soon as

the need for a leave is known. Humboldt County shall determine whether

to approve use of accrued sick leave and shall approve such a request

whenever it is deemed reasonable.

2. Notification

Any employee who is ill or unable to report to work for any reason shall

notify his/her immediate supervisor no later than 15 minutes following

the employee’s normal work reporting time. In the event of a continuing

illness, the employee shall continue to notify his/her immediate

supervisor daily or at appropriate intervals agreed on by the supervisor of

his/her condition. Humboldt County may deny sick leave requests which

are not in compliance with this policy.

3. Health Care Provider’s Certification

Humboldt County may require an employee who has been absent for

three or more days to provide a health care provider’s certification that

the illness/injury incapacitated the employee from performing his/her

duties, was necessary for the employee to make full and timely recovery,

or was appropriate to avoid the spread of a contagious disease. The

certification will also verify the employee’s fitness for return to work. A

health care provider’s statement is required when specifically requested

by the supervisor or manager. Whenever an employee qualifies for

FMLA leave, the employee is required to submit to Humboldt County the

“Certification of Health Care Provider” form referenced in the FMLA

policy.

6.4. Family and Medical Leave (Revised 3/13)

6.4.1. Policy

Public entities are covered under the Family and Medical Leave Act

(FMLA), and will comply with the requirements of the FMLA and advise

employees if they meet all the FMLA eligibility requirements. Humboldt

County must provide employees Form WHD-1420 Employee Rights and

Responsibilities Under the Family and Medical Leave Act and are also

required to post and keep posted this notice in a conspicuous place that

can readily be seen by employees and applicants alike, even if no

employees are eligible.

(Note: Entities that have less than 50 employees are not required

to provide FMLA leave to their employees as employees will not be

independently eligible as listed in 6.4.1.1. Entities that want to

extend this benefit to employees are encouraged to do so by

revising their sick leave policies rather than offering FMLA.)

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1. Eligibility

Employees who have been employed by Humboldt County for a total of

12 months and worked for Humboldt County at least 1,250 hours during

the preceding 12-month period and are employed at a work site where 50

or more employees work for Humboldt County within 75 surface miles of

that work site are eligible for FMLA leave. When the 1,250 hours are

calculated, the hours an employee was on annual leave, even if that leave

was paid, do not count toward the 1,250 hours worked. However, an

employee who has a military service obligation must be credited with the

hours of service that would have been performed, but for the period of

military service. The required 12 months of employment does not have to

be consecutive. There may be a break in service as long as it does not

exceed seven years. There is an exception to the seven-year condition for

USERRA-covered military service or written agreements. All employees

meeting the above qualifications qualify for FMLA, regardless of their

seasonal, temporary, etc., status.

2. Compensation During Leave

FMLA leave will be unpaid leave unless the employee has accrued paid

leave and is otherwise eligible to use the leave. An employee on FMLA

leave must use all of his/her accrued paid annual leave, sick leave (if it

qualifies under employers sick leave use requirements), compensatory

time leave, and personal time off as part of the FMLA leave. (See the

applicable collective bargaining agreement for alternate provisions which

may apply.) When substituting accrued paid leave, the employee must

comply with the Humboldt County procedural requirements, terms, and

conditions of the paid leave policy as appropriate; the remainder of the

leave period will then consist of unpaid FMLA leave. Employees must

be made aware that they are required to use sick, annual, compensatory

time and personal leave as appropriate, in the rights and responsibilities

notice Form WH-381: Notice of Eligibility and Rights & Responsibilities.

3. Intermittent or Reduced Schedule Leave

When medically necessary (as distinguished from voluntary treatments

and procedures) or for any qualifying exigency, leave may be taken on an

intermittent or reduced schedule basis. Leave for bonding with a healthy

newborn or placement of a healthy child for adoption or foster care is not

considered medically necessary and, therefore, may not be taken on a

reduced schedule or intermittent basis unless agreed to by Humboldt

County. Employees needing intermittent leave or reduced schedule leave

must make a reasonable effort to schedule their leave so as not to disrupt

unduly Humboldt County’s operations. If leave is foreseeable, Humboldt

County may require an employee on intermittent leave or reduced

schedule leave to temporarily transfer to an available alternative position

for which the employee is qualified if the position has equivalent pay and

benefits and better accommodates the employee’s intermittent or reduced

schedule leave. Intermittent leave and reduced schedule leave reduces the

12-week entitlement only by the actual time used. When an employee,

who was transferred, no longer needs intermittent or reduced scheduled

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leave, the employee must be placed in the same or equivalent position

held prior to when the leave commenced.

6.4.2. Duration of and Reasons for Leave

1. Duration of Leave

Any eligible employee, as defined above, may be granted a total of 12

weeks of unpaid FMLA leave (which can run concurrent with paid leave)

during a 12-month period (see exception for Military Caregiver Leave as

provided in section 6.4.3 below). This period is measured backward

from the date an employee uses any FMLA leave. A “week” is defined

as a calendar week, regardless of the number of days the employee

normally works. Twelve weeks does not entitle a part-time employee

working three days a week to 60 leave days, but rather 12 weeks.

2. Reasons for Leave

a. FMLA may be granted for the following reasons:

The birth of the employee’s child and in order to care for the

newborn child;

The placement of a child with the employee for adoption or

foster care;

To care for the employee’s spouse, child, or parent who has

a serious health condition;

An employee’s own serious health condition that prevents

the employee from performing one or more of the essential

functions of his/her job. Serious health conditions may

include conditions resulting from job-related injuries and/or

illnesses; or

Due to a qualifying exigency arising when an employee’s

spouse, son, daughter, or parent is a military member on

covered active duty or has been notified of an impending

call to covered active duty.

3. Conditions for Leave

a. Serious Health Condition

A serious health condition is an illness, injury, impairment, or

physical or mental condition of incapacity or treatment that

involves:

Impatient care (overnight stay) in a hospital, hospice, or

residential medical care facility.

Continuing treatment by (or under the supervision of) a

health care provider for a period of incapacity of more than

three consecutive full calendar days, combined with at least

two visits to a health care provider within 30 days of the

first day of incapacity or one visit to a health care provider

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requiring a regimen of continuing treatment, e.g.,

prescription medication.

b. Exigency Leave Short-term notice deployment (deployment in

seven or less calendar days)

Military events and activities

Childcare and school activities

Family support or assistance programs

Financial and legal arrangements

Counseling

Service member’s rest and recuperation leave (limited to 15

calendar days for each instance)

Post-deployment activities

Parental leave for the spouse, son, daughter, or parent of a

military member to care for the military member’s parent

who is incapable of self-care. The leave may be used for

arranging for alternate care, providing care, admitting or

transferring the patient to a care facility, or attending a

meeting with care facility staff.

Additional activities arising out of active duty that

Humboldt County and employee agree upon.

c. Covered Active Duty:

In the case of a member of a regular component of the

Armed Forces; duty during the deployment of the member

with the Armed Forces to a foreign country.

In the case of a member of a reserve component of the

Armed Forces, duty during the deployment of the member

with the Armed Forces to a foreign country under a call or

order to active duty in support of a contingency operation.

4. Limitations of Leave

The entitlement to FMLA leave for the birth or placement of a child for

adoption or foster care will expire 12 months from the date of the birth or

placement. If both an employee and his/her spouse are employed by

Humboldt County, their combined time off may not exceed 12 weeks

during any 12-month period for the birth, adoption, or foster care of a

child, or care of a parent with a serious health condition. Each spouse is,

however, eligible for the full 12 weeks within a 12-month period to care

for a son, daughter, or spouse with a serious health condition.

Employees may not take more than a combined total of 12 weeks for all

FMLA qualifying reasons listed above in Section 6.4.2.2.

6.4.3. Military Caregiver Leave

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1. Policy

An eligible employee, as defined in 6.4.1.1. above, may be granted a total

of 26 weeks of unpaid FMLA leave (which can run concurrent with paid

leave) during a 12-month period to provide caregiver leave for a seriously

ill or injured covered service member or veteran who is the employee’s

spouse, son, daughter, parent, or next of kin. This period is always

measured forward from the date an employee takes FMLA leave to care

for the covered service member or veteran and ends 12 months after that

date.

Employees cannot take more than a combined total of 26 weeks for

military caregiver leave or because of other FMLA qualifying reasons as

provided in 6.4.2. above. A husband and wife both working for the same

Humboldt County are limited to a combined total of -26 weeks of FMLA

military caregiver leave.

2. Eligibility

The Covered Service member under the Military Caregiver leave must be:

a. A current member of the Armed Forces (including a member of

the National Guard or Reserves) who is undergoing medical

treatment, recuperation, or therapy, is otherwise in outpatient

status; or is otherwise on the temporary disability retired list,

for a serious illness or injury that;

Was incurred by the covered service member in the line of

duty on active duty in the Armed Forces, or

Existed before the beginning of the member’s active duty

and was aggravated by service in the line of duty on active

duty in the Armed Forces, and

May render the member medically unfit to perform the

duties of the member’s office, grade, rank, or rating.

b. A covered veteran is an individual who was a member of the

Armed Forces (including a member of the National Guard or

Reserves), and was discharged or released under conditions

other than dishonorable at any time during the five-year period*

prior to the first date the eligible employee takes FMLA leave

to care for the covered veteran who is undergoing medical

treatment, recuperation or therapy for a serious injury or illness

that was incurred by the member in the line of duty on active

duty in the Armed Forces (or existed before the beginning of

the member’s active duty and was aggravated by service in the

line of duty on active duty in the Armed Forces) and manifested

itself before or after the member became a veteran, and is;

A continuation of a serious injury or illness that was

incurred or aggravated when the covered veteran was a

member of the Armed forces and rendered the service

member unable to perform the duties of the service

member’s office, grade, rank, or rating; or

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A physical or mental condition for which the covered

veteran has received a U.S. Department of Veteran Affairs

Service-Related Disability Rating (VASRD) of 50 percent

or greater, and such VASRD rating is based, in whole or in

part, on the condition precipitating the need for military

caregiver leave; or

A physical or mental condition that substantially impairs

the covered veteran’s ability to secure or follow a

substantially gainful occupation by reason of a disability or

disabilities related to military service, or would do so

absent treatment; or

An injury, including a psychological injury, on the basis of

which the covered veteran has been enrolled in the

Department of Veteran Affairs Program of Comprehensive

Assistance for Family Caregivers.

*The period between 10-28-09 and 3-8-13 is excluded in the

determination of the five-year period.

3. Limitations of Leave

Employees cannot take more than a combined total of 26

weeks for military caregiver leave or because of other FLMA

qualifying reasons as provided in 6.4.2. A husband and wife

both working for the same employer are limited to a

combined total of 26 weeks of FMLA military caregiver

leave.

6.4.4. Notice of Leave

An employee intending to take FMLA leave because of an expected birth

or placement or child for adoption or foster care, a planned medical

treatment or medical care, or qualifying exigency, shall provide notice for

such leave at least 30 days before the leave is to begin. If a requested

leave will begin in less than 30 days, the employee must give notice to

his/her immediate supervisor as soon as the necessity for the leave is

known. Reasonable advance notice is required for all leaves, even if the

event necessitating the leave is not foreseeable. If an employee gives less

than 30 days notice, Humboldt County may require an explanation.

Within five business days (absent extenuating circumstances) of

receiving notice that 1) an employee requests to use FMLA leave, or 2)

Humboldt County acquires knowledge that a leave may be for a FMLA-

qualifying reason, Humboldt County will complete Form WH-381 Notice

of Eligibility and Rights and Responsibilities. Completion of this form

will designate if an employee is eligible for FMLA or if an employee is

not eligible, the reason(s) why he or she is not eligible. The form will

designate if the employee is required to obtain certification related to

medical conditions and/or required family relationships. Humboldt

County may require the use of FMLA leave for any absence which would

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leave was made by the employee, provided notice is given to the

employee. Employees cannot waive nor may Humboldt County induce

employees to waive their rights under FMLA.

6.4.5. Certification of Leave

1. Certification Forms

a. Serious health condition

A request for leave based on the serious health condition of the

employee or the employee’s spouse, child, or parent must be

supported by completion of Form WH-380-E – Certification of

Health Care Provider for Employee’s Serious Health Condition

or Form WH-380-F-Certification of Health Care Provider for

Family Member’s Serious Health Condition completed by the

health care provider. (Note: Attach the employee’s current job

description to Form 380-E when it is sent to the employee’s

health care provider.)

b. Exigency Leave

Employees requesting FMLA leave for qualifying exigency are

required to complete Form WH-384 Certification of Qualifying

Exigency for Military Family Leave and provide copy of the

military member’s active duty orders or other documentation

issued by the military which indicates that the military member

is on covered active duty or call to covered active duty status.

c. Caregiver leave

Employees requesting FMLA leave for military caregiver leave

are required to complete Form WH-385 Certification of Serious

Injury or Illness of Covered Service member for Military

Family Leave or WH-385 V Certification for Serious Injury or

Illness of a Veteran for Military Caregiver Leave within 15-

calendar days, absent extenuating circumstances. Employees

may also submit invitational travel orders (ITO’s) or

invitational travel authorizations (ITAs) issued to any family

member to join an injured or ill service member at his/her

bedside in lieu of forms WH-385 or WH-385-V.

2. Incomplete or Insufficient Certification (cure period)

If a certification is incomplete or insufficient, the employee will be

given seven calendar days (unless not practicable under the

particular circumstances despite the employee’s diligent good faith

efforts) to cure any such deficiency. If the deficiencies specified by

Humboldt County are not cured in the resubmitted certification,

Humboldt County may deny the taking of FMLA leave. A

certification that is not returned to Humboldt County is no

considered incomplete or insufficient, but constitutes a failure to

provide certification.

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3. Clarification or Authentication of certification

Humboldt County may contact the employee’s health care provider for

the purpose of clarification or authentication after giving the employee an

opportunity to clarify specific discrepancies. Only Humboldt

County(agency to specify individual who is another health care provider,

human resource professional, leave administrator, or management

official, other than the employee’s direct supervisor), may contact the

heath care provider.

4. Second and Third opinions

If Humboldt County questions the validity of the certification, Humboldt

County may require, at its expense, the employee obtain a second opinion

from a health care provider designated by Humboldt County. If the

second opinion conflicts with the original opinion, Humboldt County

may require, at its expense, that the employee obtain the opinion of a

third health care provider designated or approved jointly by Humboldt

County and the employee. This third opinion will be considered final

and binding on both parties.

Second and third opinions are not permitted for leave to care for a

covered service member when the certification has been completed by a

Department of Defense or Department of Veterans Affairs health care

provider. However, second and third opinions are permitted when the

certification has been completed by other health care providers as

provided for by law.

Second and third opinions are not allowed on a fitness for duty

certification.

5. Recertification

In instances where the minimum duration of leave anticipated by the

original certification is more than 30 days, Humboldt County may require

the employee to recertify that the original medical condition still exists.

Such requests can be made no more frequently than the minimum

duration of the leave requested (e.g., 40 days) or once every six months

in connection with an absence.

In situations in which the minimum duration of leave anticipated by the

original certification is less than 30 days, Humboldt County may request

recertification if the employee requests an extension of leave, the

circumstances described by the original certification have changed

significantly, or Humboldt County receives information casting doubt

upon the continuing validity of the certification.

Recertifications are not permitted for leave to care for a covered service

member.

6. Annual Medical Certification

Humboldt County may require the employee to provide new medical

certification, not recertification, for his/her first FMLA-related absence in

a new 12-month leave year.

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6.4.6. Designation Notice

Within five business days (absent extenuating circumstances) of receipt

of all required information, Humboldt County will make a determination

if employee’s request for leave is for an FMLA-qualifying reason.

Humboldt County will complete Form WH-382 -Designation Notice

indicating if leave is approved or not and provide to employee.

If Humboldt County cannot make a determination from the information

provided, they will use this form to:

Indicate the information presented is incomplete or insufficient and

provide the employee seven calendar days to provide complete

information.

Provide notice to an employee if a second or third medical certification is

required.

Humboldt County may also use this form to designate a fitness-for-duty

certificate which will be required prior to returning to work.

6.4.7. Benefits Coverage During Leave

During a period of FMLA leave, an employee will be retained on

Humboldt County’s health plan under the same conditions that would

apply if the employee was not on FMLA leave. To continue health

coverage, the employee must continue to make any contributions that

s/he would otherwise be required to make. Failure of the employee to

pay his/her share of the health insurance premium may result in loss of

coverage.

If the employee fails to return to work after the expiration of the FMLA

leave, the employee may be required to reimburse Humboldt County for

payment of health insurance premiums during the leave, unless the

reason the employee cannot return is due to circumstances beyond the

employee’s control. The definition of “beyond the employee’s control”

includes a large variety of situations such as: the employee being subject

to layoff, continuation, recurrence, or the onset of an FMLA-qualifying

event; or the employee’s spouse’s unexpected worksite relocation of

more than 75 surface miles from the current worksite.

An employee is not entitled to the accrual of any seniority or employment

benefits during any unpaid leave. An employee who takes FMLA leave

will not lose any seniority or employment benefits that accrued before the

date the leave began and will be entitled to any unconditional pay

increase, such as cost of living increase granted to all employees during

the FMLA leave period.

6.4.8. Outside Employment

An employee may not accept other employment during an FMLA

absence if the job conflicts with the reason the employee is on FMLA

leave; e.g., an employee is on FLMA leave due to a back injury and

accepts a job requiring heavy lifting. All other requirements of

Humboldt County’s outside employment policy apply.

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6.4.9. Periodic Reporting

Any employee on FMLA leave must notify Humboldt County

periodically of his/her status and intention to return to work. Humboldt

County has the authority to determine how often the employee must

provide this notification.

6.4.10. Change in Duration of Leave

1. Return Prior to Expiration

If an employee wishes to return to work prior to the expiration of

the approved FMLA leave period, s/he must notify the supervisor

within two business days prior to the employee’s planned return.

Employees may be required to provide a fitness-for-duty

certification (if indicated on the designation notice) specifically

addressing the employee’s ability to perform the essential functions

of his/her job, prior to returning to work if the FMLA leave of

absence was due to the employee’s own serious health condition.

Employees required to present a fitness-for-duty certification may

be delayed in restoration to employment until certification is

provided. Second and third opinions are not allowed on a fitness-

for-duty certification.

2. Request an Extension of Leave

An employee who requests an extension of FMLA leave due to the

continuation of a qualifying exigency, care for service member,

continuation, recurrence, or onset of his/her own serious health

condition, or of the serious health condition of the employee’s

spouse, child, or parent, must submit a request for an extension, in

writing, to Humboldt County. This written request should be made

as soon as employee realized that s/he will not be able to return at

the expiration of the leave period. Any additional time requested

beyond the FMLA 12-week period (or 26-week period for caregiver

leave) will not be considered as FMLA. Rather, such time, if

approved by Humboldt County, will be characterized as either paid

or unpaid leave, thereby ending Humboldt County’s reinstatement

obligations included in Section 6.4.11. (see the applicable collective

bargaining agreement for alternate provisions which may apply.)

6.4.11. Return from Leave

Upon returning to work, an employee on FMLA leave will be restored to

his/her most recent position or to a position with equivalent pay, benefits,

and other terms and conditions of employment. Humboldt County

cannot guarantee that an employee will be returned to his/her original

job. Humboldt County will determine whether a position is an

“equivalent position” as defined by FMLA. Employee’s right to

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restoration, however, ceases at the end of the applicable 12-month FMLA

leave year.

Employees may be required to provide a fitness-for-duty certification (if

indicated on the designation notice) specifically addressing the

employee’s ability to perform the essential functions of his/her job, prior

to returning to work if the FMLA leave of absence was due to the

employee’s own serious health condition. Employees required to present

a fitness-for-duty certification may be delayed in restoration to

employment until certification is provided. Second and third opinions

are not allowed on a fitness for duty certification.

Key employees may be denied job restoration if such denial is necessary

to prevent substantial and grievous economic injury to the operations of

Humboldt County and the employee was given written notice they were

considered a key employee at the time they gave notice of FMLA leave

or when the leave commenced.

6.4.12. Failure to Return from Leave

Failure of an employee to return to work upon the expiration of an FMLA

leave of absence will subject the employee to disciplinary action, up to

and including termination, unless Humboldt County has granted an

additional (paid or unpaid) extension. (Note: Refer to Humboldt

County’s other leave policies.) Nothing in this policy limits Humboldt

County’s obligations of reasonable accommodation under the Americans

with Disabilities Act, as amended.

6.5. Leave of Absence Without Pay (Rev. 7/13)

6.5.1. Policy

Humboldt County may approve leaves of absence without pay for up to

six months. Such approval will be for exceptional circumstances and

conditions, such as education or prolonged illness, when the approval of

such leave is consistent with Humboldt County’s needs, when the work

of the office or department will not be impeded by the employee’s

absence, and when the leave will not require the appropriation of

additional funds for the operation of the employee’s department. Such

leave may be extended for an additional period of up to six months at the

sole discretion of Humboldt County. Exceptions for leave beyond one

year may be provided as required by law. Humboldt County will require

the use of all accrued paid leave prior to granting leave without pay.

6.5.2. Procedure

1. Approval – Less Than 30 Days

Leaves of absence without pay not exceeding 30 days may be granted by

the department head with substantiating documentation.

2. Approval – More Than 30 Days

For leaves of absence without pay in excess of thirty (30) days may be

granted by the County Administrator. Humboldt County may grant a

leave in excess of thirty (30) days following written certification by the

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employee to Humboldt County that the leave is consistent with the intent

of this section and substantiating documentation as requested by

Humboldt County is provided. Humboldt County reserves the right to not

require the use of all accrued paid leave credits, depending upon the

nature and type of leave without pay taken by the employee.

3. Purpose

Leaves of absence without pay will not be granted for the purpose of

allowing an employee to seek or accept other employment, except when

or if Humboldt County determines that the granting of such leave is in its

best interest.

4. Humboldt County Termination of Leave

Humboldt County may terminate any leave of absence without pay,

except those granted pursuant to statute or regulation, prior to its

expiration by providing written notice to the employee. The document

granting the leave of absence will state the terms of the leave and any

reason(s) for terminating such leave. Upon receipt of notice of

termination of the leave, the employee is required to return to work within

five calendar days or by a later-approved alternate date. In the event

Humboldt County terminates a leave of absence, the employee will be

returned to the same class or position s/he occupied when the leave of

absence was granted.

An employee who fails to return to duty upon expiration or termination of

leave of absence without pay is considered to have abandoned his/her

employment.

5. Insurance

Employees on approved leave of absence without pay may continue their

medical, dental, and life insurance coverage in accordance with COBRA

health benefit continuation regulations.

6. Return from Leave

Employees on approved leave of absence without pay are required to

return to work on the first work day following the end of leave. An

employee who does not return from a leave of absence without pay on the

first work day following the end of a leave will be considered to have

resigned.

7. Introductory Period

If an employee is granted unpaid leave during his/her introductory period,

the introductory period will be extended by the number of days of leave

taken by the employee during his/her introductory period.

8. Medical Reason for Leave

Humboldt County may require a health care provider’s certification or

other appropriate type of verification to substantiate a need for a medical

leave of absence without pay. Humboldt County may also require a

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statement from a health care provider certifying the employee’s fitness to

return to work.

9. Anniversary Date

An employee’s anniversary date will be adjusted by the number of days

off work for all unpaid leaves of absence in excess of 15 days during any

12-month period. (See special provisions for Military Leave in Section

6.8 below.)

10. Benefit Accrual

If an employee is on unpaid leave for more than one-half of his/her

regularly scheduled work hours in any pay period, no leave benefits shall

be accrued for that period, nor shall Humboldt County contribute toward

the cost of insurance benefits.

6.6. Court Leave

6.6.1. Policy

Humboldt County will grant court leave to allow employees to serve as

juror or a witness in a court proceeding provided that neither employee

nor the employee’s collective bargaining representative is a party to the

action. Employees shall provide their supervisors with relevant

documents verifying the need for court leave as soon as the need

becomes known.

6.6.2. Compensation

Subject to the following conditions, eligible employees shall receive their

regular base rate of pay for those hours spent in court and traveling to and

from court when such time occurs during employee’s regular scheduled

work days and hours of work. Casual, seasonal or temporary employees

will be granted time off without pay. Law enforcement personnel

appearing in court as part of their duties are not affected by this policy.

a. The employee’s regular rate of pay shall be limited to

compensation for court and travel time which occurs during the

employee’s regularly scheduled hours of work. Court leave

will not result in payment of overtime or be considered as hours

worked for purposes of determining eligibility for overtime,

unless the court leave is related to the employee’s job

responsibilities.

b. Upon completion of jury/court/witness service for which the

employee received his/her regular pay, the employee will

immediately forward any compensation received from the court

or other party to Humboldt County upon receipt.

Reimbursements received for out-of-pocket expenses such as

meals, mileage, and lodging may be kept by employees, unless

Humboldt County has reimbursed the employee for such

expenses or such expenses were paid by Humboldt County.

c. An employee shall not receive pay for the work time missed if

s/he is required to miss work because of court appearances in a

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matter to which the employee is a party or to serve as a witness

for a party who has filed an action against Humboldt County.

However, the employee may choose to use his/her annual leave.

6.6.3. Late Start/Early Release

a. An employee who is serving as a witness and is not required to

report to court until after the state of their work day or who is

released from court before the end of his/her scheduled work day

shall report to work for the hours which are not required for court

duty or for related travel time.

b. Employees who are required to report to jury duty will not be

required to work eight hours prior to reporting. If the employee’s

service last four hours or more, including time going and

returning from court the employee will not be required to work

between 5 p.m. of the day of jury duty and 3 a.m. the following

day per NRS 6.190.

6.7. Bereavement Leave

A full-time or part-time employee who must be absent from work to attend the

funeral of a family member who is within the third degree of consanguinity or

affinity may use up to a maximum of 5 days or 40 hours of bereavement leave per

each occurrence. Bereavement leave longer than 5 days or 40 hours may be

charged to accumulated annual leave, up to a maximum of two (2) additional days

(or sixteen (16) additional hours), with the advance approval of the Department

Head. Employees who are not regular full-time or part-time employees may take up

to 5 days or 40 hours of bereavement absence without pay. Supervisors or

managers may require evidence of attendance at the funeral. Casual, seasonal,

temporary employees are not eligible for bereavement leave.

6.8. Military Leave under Federal Law

6.8.1. Policy

Employees who are members of the uniformed services are entitled to

military leave and to re-employment rights as provided in 38 USC,

sections 2021-2024, and 4302 et.seq. and the relevant sections of the

Nevada Revised Statutes. The uniformed services covered include the

Army, Navy, Marines, Air Force, Coast Guard, Public Health Service

Commissioner Corps, the reserve components of these services, and any

other category dispatched by the President in time of war or national

emergency. The Army National Guard and Air National Guard are also

covered.

6.8.2. Notice and Notification

a. Humboldt County must provide employees with notice of their

rights under the Uniformed Services Employment and

Reemployment Rights Act (USERRA). This requirement may

be met by posting the notice where Humboldt County

customarily places notices for employees.

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b. Humboldt County may require written (orders) or verbal notice of

service obligation, but must waive the requirement if notice is

impossible or unreasonable.

6.8.3. Salary and Benefits

1. Leave Without Pay

a. Humboldt County will treat the employee the same as any other

employee on leave without pay.

b. The employee is entitled to 15-working days of leave with pay in

one calendar year (NRS 281.145).

c. Humboldt County is not required to pay the employee’s salary

after 15-working days.

d.b. The employee may choose to use annual leave and compensatory

time, if any, before going on leave without pay.

2. Health Insurance

There is no impact to the employee’s insurance coverage, including

life insurance that is included in the health insurance package.

Humboldt County and employee premium payments or obligations,

if any, remain unchanged for 30 days. Employee may then continue

coverage similar to that required by the Consolidated Omnibus

Budget Reconciliation Act (COBRA) for either 24 months or

through the day after the date on which the employee fails to apply

for reemployment in a timely manner; whichever is less (see

Reemployment, Section 6.8.4. below). Humboldt County must

reinstate coverage upon the employee’s prompt reemployment

without the imposition of exclusions or waiting periods. An

employee who takes up to 90 days after leaving the military before

commencing his/her reemployment may stay on the military health

insurance; however, it is the employee’s responsibility to verify the

continuation, scope, and duration of coverage.

3. Seniority

An employee is entitled to the seniority (and rights and benefits

governed by seniority) s/he had accrued at the commencement of

military leave, plus any additional seniority rights and benefits that

s/he would have attained if s/he had remained continuously

employed (the “escalator principle”). However, if an introductory

period is a bona fide period of observation and evaluation, the

returning employee must complete the remaining period of

introduction upon reemployment. Humboldt County must count

time served for the purpose of determining annual and sick leave

accrual rates, if the accrual amount is based on seniority.

Additionally, Humboldt County must count time in the military

when determining the employee’s rate of pay if the rate is based on

seniority (e.g., a grade-and-step pay system). Humboldt County is

not required to accumulate annual or sick leave for an employee

during his/her absence. The “escalator principle” will be applied to

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a returning employee’s opportunities to take promotional

examinations or skills tests and to merit pay increases.

4. Retirement

Time served will be counted as work time for purposes of

retirement. Humboldt County must make contribution payments to

the retirement plan as if the employee had not left, provided the

employee returns to work. Humboldt County contribution will be

based on the rate of pay the employee would have been paid had s/he

not been called to military service (e.g., a grade-and-step pay

system). An exception to this requirement is when the higher pay is

based on additional knowledge, skill, or ability that can only be

gained by work experience.

5. Death or Disability

If an employee does not return to work due to death or disability, the

survivor or disability benefit is treated as if the employee had been

working until the date of the death or disability. Humboldt County

must make the retirement contribution up to the date of the death or

disability.

6. Other Leave

Humboldt County must count time served in the military when

calculating the employee’s Family Medical Leave Act eligibility.

6.8.4. Reemployment

1. An employee has certain report-to-work obligations following

military service. Eligible returning service members must be

promptly reemployed, which in most cases means within two

weeks of reporting. The employee’s report-to-work obligations

are:

a. Service of one to 30 days: The beginning of the next

regularly-scheduled work period on the first full day

following completion of service, and expiration of an

eight-hour rest period following safe transportation home.

b. Service of 31 to 180 days: Application for reinstatement

must be submitted not later than 14 days after completion

of military duty.

c. Service of 181 or more days: Application for

reinstatement must be submitted not later than 90 days

after completion of military duty.

2. The deadline for reinstatement may be extended for up to two

years for persons who are convalescing due to a disability

incurred or aggravated during military service, and Humboldt

County must make reasonable accommodations for the

impairment.

3. Reemployment rights apply to veterans whose cumulative period

of uniformed service does not exceed five years while employed

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by the same Humboldt County. Time spent in National Guard

and reservist training does not count towards the five-year period.

6.8.5. Discharge

If time served is greater than 30 days, but less than 181 days, an

employee may not be discharged within 180 days of reemployment,

except for just cause. If time served is greater than 180 days, an

employee may not be discharged for one year, except for just cause.

6.9. Military Leave under Nevada Statute

6.9.1. Policy

Public officers and/or employees who are active members of the United

States Army Reserve, United States Naval Reserve, United States Marine

Corps Reserve, United States Coast Guard Reserve, United States Air

Force Reserve, or the Nevada National Guard are entitled to leave to

serve under orders including, without limitation, orders for training or

deployment, as provided in NRS 281.145.

6.9.2. Procedure

a. Upon employee’s or public officer’s request, Humboldt County

must relieve employee or public officer of duties with pay to

serve under orders for training or deployment for a period of

not more than the number of hours equivalent to 15 working

days in a 12 month period.

b. Humboldt County is not required to pay the public officer’s or

employee’s salary after 15-working days (or hours equivalent).

c. Public officer’s or employee’s accrued vacation time may not

be deducted during the leave. If public officer or employee

requests additional time beyond 15 working days, public officer

or employee may choose to use annual leave and compensatory

time, if any, before going on leave without pay. The employer

will treat the public officer or employee the same as any other

employee on leave without pay.

d. The 12-month period designated by Humboldt County in

number 1 above is A rolling 12-month period counting

backward from the date employee uses leave.

6.9.6.10. Emergency Conditions/Disaster Leave

6.9.1.6.10.1. Emergency Volunteer Service

An employee who is a participant in any volunteer emergency service

(e.g., fire protection, ambulance service, or search and rescue) shall not

schedule him/herself for on-call duty during work hours. In the event an

employee is required to respond to an emergency during normal working

hours, s/he shall remain in full employment status and shall receive total

regular compensation while performing the volunteer service for the

period that s/he would have been working for Humboldt County.

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6.9.2.6.10.2. Emergency Road Conditions

a. Any non-exempt employee who is unable to report to work

due to road closures or hazardous road conditions caused by

ice, snow, floodwaters, washouts, or slides shall not receive

regular salary. Employees are advised to use their best

judgment in making a decision of whether or not to report to

work under such conditions. Should an employee decide to

remain at his/her residence, all reasonable attempts should be

made to notify his/her immediate supervisor. Any employee

wishing to receive payment for time missed due to hazardous

road conditions may do so by using either accrued annual leave

or accrued compensatory leave time (HCLEA only)

b. Any non-exempt employee who reports to work late due to

road closures or hazardous road conditions will be compensated

only for the actual hours worked. In the event the employee

wishes to receive a full day’s pay, s/he may use annual leave or

accrued compensatory leave time to complete the normal work

period.

c. Any employee who elects not to report to work due to

hazardous road conditions or reports to work late under such

conditions shall not be subject to discipline. In the event the

supervisor is in doubt of the employee’s reasoning, the final

decision shall be made by Humboldt County on the basis of

documentation or confirmation of the hazardous conditions by

either a law enforcement agency or the appropriate public

works agency having jurisdiction over the roadways in

question.

6.9.3.6.10.3. Disaster Area Declaration

a. “Disaster Area” is defined as a designated area affected by an

event declared to be a disaster by a state or federal

governmental agency duly authorized to make such

designation. Employees who are unable to report to work due

to a disaster may use accrued annual leave or compensatory

leave time as compensation for scheduled time not worked.

b. Employees shall make every effort to report to work as soon as

is reasonable under such conditions provided Humboldt

County’s operation is open and functioning. An employee who

has made such an effort, yet fails to report to work under such

declared “disaster” conditions, shall not be subject to discipline.

Employees shall make every effort to report their circumstances

to their immediate supervisor.

6.10.6.11. Blood Donor Leave

6.10.1.6.11.1. Policy

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Employees may be granted reasonable time off during their work shift for

the purpose of donating blood when participating in a Humboldt County-

sponsored blood donation. All such absences shall be scheduled with the

employee’s supervisor. In no event shall an employee be eligible for

overtime as a result of donating blood.

6.11.6.12. Leave for Parents of Children Enrolled in School (New 8-09)

6.11.1.6.12.1. Policy

For entities with 50 or more employees employed for 20 or more

calendar weeks per year, those employees who are parents of children

enrolled in public or private school (K-12) are entitled to four hours of

unpaid leave, per school year, for each child enrolled in school. The

employee may use the entitled leave time to:

a. Attend parent-teacher conferences;

b. Attend school-related activities during regular school hours;

c. Volunteer or otherwise be involved at the school in which the

child is enrolled during regular school hours; and

d. Attend school-sponsored events.

The time for the leave must be mutually agreed upon by the employee

and Humboldt County. The employee must request the leave in writing

at least five school days prior to the date on which the leave is to be

taken. The employee may also be required to furnish documentation

demonstrating that s/he was present at the school activity for which the

leave was provided.

6.11.2.6.12.2. Retaliation

An employee shall not be retaliated against for utilizing the leave

described in this section. Any employee who believes s/he has been

retaliated against as a result of having taken leave under this section may

file a claim with the Nevada Labor Commissioner. Humboldt County

shall provide the employee with all of the forms necessary for the claim

filing.

6.12.6.13. Leave for Nursing Mothers (New 6/10)

6.12.1.6.13.1. Policy

As required by federal law, Humboldt County will provide unpaid

“reasonable” breaks each time an employee needs to express breast milk

for her nursing infant who is up to one-year old. Employees may elect to

use their paid break times for this purpose. Humboldt County will

furnish a private space, other than a bathroom, for that activity. The

space will be shielded from view and free from interruption. Entities

with less than 50 employees may be exempt if they can demonstrate

requirements would impose an undue hardship by causing significant

difficulty or expense.

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6.13.6.14. Related Forms

Certification of Health Care Provider for Employee’s Serious Health Condition

(FMLA Form WH-380-E)

Certification of Health Care Provider for Family Member’s Serious Health

Condition (FMLA Form WH-380-F)

Certification of Qualifying Exigency for Military Family Leave (FMLA Form

WH-384)

Certification for Serious Injury or Illness of a Current Service member for

Military Family Leave (FMLA Form WH-385)

Certification for Serious Injury or Illness of a Veteran for Military

CaregiverFamily Leave (FMLA Form WH-385-V)

Designation Notice (FMLA Form WH-382)

Employee Rights and Responsibilities under the Family and Medical Leave Act

(FMLA Form WH 1420)

Leave of Absence Authorization Form

Nevada Consanguinity/Affinity Chart (Rev. 9/09)

Notice of Eligibility and Rights & Responsibilities (FMLA Form WH-381)

Notice of Intent to Return to Work After Leave of Absence (Non-Medical) Notice of Intent to Return to Work After Medical Leave of Absence

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7. BENEFITS

7.1. Health Insurance Coverage

7.1.1. Eligibility

Eligible employees as defined in the group health insurance plan are

eligible to enroll in the group health insurance plan effective the first of

the month following 30 days of employment. Dependents of employees,

as defined in the current plan booklet, are also eligible for coverage under

the insurance plan at the employee’s expense. Employees must authorize

a payroll deduction of any share of the health coverage premium which is

to be paid by the employee.

7.1.2. Benefits

The specific terms and conditions of coverage are specified in the plan

document for medical, dental, vision, and prescription drug insurance

issued by the insurance company.

7.1.3. Plan Changes

Humboldt County will, from time to time, evaluate the health coverage

plan that is offered and make adjustments, as Humboldt County deems

appropriate, in the level of coverage and the amount of premium cost to

be paid by Humboldt County.

7.2. Life Insurance Coverage

7.2.1. Eligibility

Eligible employees, as defined in the life insurance plan, are covered by

an Humboldt County-paid term life insurance and accidental death and

dismemberment insurance plan effective the first of the month following

30 days of employment.

7.2.2. Policy

The specific terms and conditions of coverage are specified in the plan

document issued by the insurance company.

7.2.3. Coverage

Eligible employees are covered by a life insurance policy in the amount

of $20,000. (Optional - dependent life insurance is available on an

employee-contribution basis.)

7.3. Optional Insurance Coverages

Vision and dental plans are available but optional.

Supplemental insurance plans are available and information on these plans

can be obtained from the Comptroller’s Office.

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7.4. Retirement (Revised 12/08)

As defined in NRS 286, Humboldt County is considered a public entity and

employees in positions considered to be half-time or more, according to the full-

time work schedule for at least 120 consecutive work days, are covered by the

Public Employees Retirement System (PERS). Details are available in NRS 286.

Eligibility for membership in PERS for elected officials is covered in NRS 286.293.

Eligibility for membership in PERS for district judges, justices of the peace, and

municipal judges is covered in NRS 1A.

7.5. Workers’ Compensation (Revised 7/13)

Employees are insured under the provisions of the State Workers’ Compensation

Act for Occupational injuries and diseases that arise/arose out of and in the course

of their employment. Employees are required to report all on-the-job accidents,

injuries, or illness to their immediate supervisor as soon as reasonably possible or

within 24 hours of the accident, injury, or illness. Employees are also required to

complete the C-1 form within seven days of the accident, injury, or illness

regardless of whether medical attention was received.

The following provisions are adopted pursuant to and are intended to implement the

requirements of NRS 281.390:

1. When an employee is eligible at the same time for benefits for temporary

total disability under NRS 616A to 616D, inclusive, or NRS 617, and for

any leave benefit s/he may, by giving notice to the supervisor or manager,

elect to continue to receive his/her normal salary instead of the benefits

under those statutes until his/her accrued sick leave, comp time, annual

leave, or approved catastrophic leave (if any), in this order, is exhausted.

Humboldt County will notify the Workers’ Compensation Administrator of

the election. Humboldt County will continue to pay the employee his/her

normal salary, but charge against the employee’s accrued leave time as

taken during the pay period an amount which represents the difference

between his/her normal salary and the amount of any benefit for temporary

total disability received, exclusive of reimbursement or payment of medical

or hospital expenses under NRS 616A to 616D, inclusive, or NRS 617 for

that pay period.

2. When the employee’s accrued leave time is exhausted, payment of his/her

normal salary under subsection 1 must be discontinued and Humboldt

County will promptly notify the Workers’ Compensation Administrator so

that it may begin paying the benefits to which the employee is entitled

directly to the employee.

3. An employee who declines to make the election provided in subsection 1

may use all or any part of the leave benefit normally payable to him/her

while directly receiving benefits for temporary total disability under NRS

616A to 616D, inclusive, or NRS 617, but the amount of leave benefit paid

to the employee for any pay period must not exceed the difference between

his/her normal salary and the amount of any benefit received, exclusive of

reimbursement or payment of medical or hospital expenses under those

statutes for that pay period.

4. If the amount of the employee’s leave benefit is reduced, pursuant to

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charged against the employee as taken during that pay period must be

reduced in the same proportion.

5. An employee may decline to use any part of the leave benefit normally

payable to him/her while receiving benefits under NRS 616A to 616D,

inclusive, or NRS 617. During that period of time, the employee will be

considered on leave of absence without pay.

7.6. Transitional Duty (Revised 7/13)

7.6.1. Policy

Humboldt County is committed to providing work, when possible, for

employees who have been restricted by a treating health care provider

due to a work-related injury or illness. Such work will be provided

subject to availability. Work will be assigned according to the nature of

the injury or illness and the limitations set forth by the treating health

care provider. Every effort will be made to place employees in positions

within their own departments. If necessary, an employee will be placed

wherever an appropriate position is available.

7.6.2. Salary

While on transitional duty, employees will continue to receive their

regular rate of pay. Employees who are placed outside their department

will continue to have their salary charged to their regular department.

7.6.3. Duration and Conditions of Transitional Duty

An employee on transitional duty must furnish a written update from the

health care provider to the workers’ compensation coordinator after each

visit in order to remain in the reassigned job. Transitional duty

assignments are limited to a period of 90 days, subject to review.

7.7. Deferred Compensation (Revised 12/08)

Employees may defer a portion of their taxable income by participation in a

deferred compensation plan as provided for in NRS 287.

Initial enrollment may be made at any time during the year for earnings beginning

the first of the month following enrollment. Changes in contribution are governed

by the terms and conditions of the particular plan.

Only income earned after the effective date of initial or increased participation can

be deferred.

Prior to retirement, participants may withdraw the balance of their deferred

compensation account only upon termination of employment. In the event of an

unforeseeable emergency, the employee may withdraw a portion of the account

needed to pay for the emergency. The IRS defines the conditions for and requires

Humboldt County approval of early withdrawal on a hardship basis. The

Comptroller/Auditor must review and approve all requests for early withdrawal.

7.8. Educational Assistance

The County will reimburse each employee for the cost of registration and

books for job-related class work which is part of the requirement for

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completion of a major for an Associates or Bachelor college degree which is

directly related to the employee’s current County employment or if not in

pursuit of a degree, classes directly related to the employee’s current County

employment, provided all of the following conditions are met:

The employee must request and receive approval for reimbursement prior to

beginning the class. Requests shall be submitted to the County

Administrator and shall be considered for approval subject to the conditions

of this section.

Class work will be completed on the employee’s own time.

The total reimbursement paid by the County to all employees for education

under this section in any fiscal year shall not exceed seven thousand dollars

($7,000.00), nor shall any employee be reimbursed more than one thousand

dollars ($1,000.00) in any fiscal year. Classes will be approved for

reimbursement on a first come first paid basis, based on the date of initial

application for approval, until funds are exhausted.

Reimbursement shall be for actual cost of tuition and registration for a class

in an amount not to exceed two hundred dollars ($200.00) per class.

Employees shall present evidence of completion of the course with a grade

of “B” or better. Non-graded classes are not eligible for book

reimbursement.

An employee who completes two (2) successive college level Spanish

language courses may be reimbursed for the registration, tuition and book

costs directly related to the courses upon completion of the second

(intermediate level) course, provided that each of the conditions listed above

are met.

7.9. Related Forms

Transitional Duty Letter

Workers’ Compensation Benefits Leave Option Form

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8. TRAVEL EXPENSES

8.1. Policy

1. Employees will be reimbursed for reasonable travel expenses which are

required for the performance of their assigned duties and which are

appropriately authorized.

2. To obtain reimbursement, employees must submit an expense report on a

proper claim form and substantiate the amounts claimed as required below.

3. Reimbursement shall be made only for expenses actually incurred, paid, and

authorized under this policy and procedure.

8.2. Allowances

8.2.1. Mileage

Humboldt County will attempt to make a vehicle available to employees

to use for official travel. If there are no Humboldt County vehicles

available and the employee must use a personal vehicle, mileage will be

reimbursed at the per mile rate set by the Internal Revenue Service (IRS).

If an employee drives a personal vehicle when commercial air travel

would be more efficient, the mileage reimbursement will be limited to the

cost of the airfare. Employees using a personal vehicle for official travel

must have proof of current registration and insurance for that vehicle.

If a county vehicle is available and an employee chooses to use a private

vehicle for their own convenience the employee shall be reimbursed at ½

of the per mile rate set by the IRS for state employees and officials.

The Board of County commissioners has approved a reimbursement rate

for the use of private aircraft equivalent to the IRS ground mileage rate

per air mile traveled. This method of travel must be the least expensive

method available when such factors as total travel time, salary of traveler

and cost of alternate transportation are considered.

The employee-owner of a private aircraft must show evidence of public

liability insurance to avail themselves of this benefit.

8.2.2. Lodging

Moderate cost lodging should be pre-arranged at a location nearest to the

meeting/training site as possible. Reimbursement will be based on the

cost of a single room if available. A receipt is required for

reimbursement of incurred lodging expenses.

Hotel/lodging rates are reimbursable at the rate of $83.00 per day.

Lodging rates may be compensated for conference motel and be adjusted

according to the hotel rate charged if receipts are presented with a travel

claim voucher upon return or a confirmation of reservation is received

prior to departure, which clearly indicates the cost of the room.

8.2.3. Meals

1. The cost of meals shall be reimbursed as follows, in an amount not to

exceed: (1) Breakfast, $7.00; (2) Lunch, $11.00 (3) Dinner, $23.00.

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2. If the cost of meals purchased exceeds these allowances, the employee

may apply to the County Administrator for a variance on the allowances

by submitting such request with the original receipts and an explanation

for the expenditures.

3. Except as provided in item 6 below, an employee shall be entitled to

reimbursement for the cost of breakfast only if s/he is required to leave

his/her normal work location prior to 6:00 a.m., and return to such

location after 10:00 a.m.

4. Except as provided in item 6 below, an employee shall be entitled to

reimbursement for the cost of lunch only if s/he is required to leave

his/her normal work location prior to 10:00 a.m., and return to such

location after 3:00 p.m.

5. Except as provided in item 6 below, an employee shall be entitled to

reimbursement for the cost of dinner only if s/he is required to leave

his/her normal work location prior to 4:00 p.m., and return to such

location after 8:00 p.m.

6. No reimbursement shall be allowed for any meal which is provided or

made available to an employee as part of the cost of a meeting, class, or

other function, regardless of whether the employee partakes of the

provided meal or purchases his/her meal elsewhere.

8.2.4. Other Expenses

Necessary business telephone calls, parking charges, and/or ground

transportation will be reimbursed.

8.2.5. Unallowable Expenses

a. Humboldt County does not reimburse for gratuity, fines and

parking tickets, towing or impounding fees, traffic violations,

alcoholic beverages, personal entertainment, tobacco, or

expenses unrelated to the business purpose of the travel as

determined by the County.

b. Humboldt County discourages combining personal travel with

business travel due to the public’s perception regarding use of

Humboldt County funds. Employees must clearly disclose any

personal travel and/or annual leave to be taken in conjunction

with Humboldt County travel. An employee’s family may

accompany the employee on Humboldt County business,

provided travel is not in a Humboldt County vehicle.

Humboldt County will not, however, pay any additional

expenses so incurred.

8.3. Processing

8.3.1. Claims

All claims with required receipts for travel expenses are to be submitted

for approval by the Board of Commissioners within 5 working days

following any trip.

8.3.2. Advances

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Employees may request an advance to cover anticipated expenses of at

least $50.00. This request must be made not more than three weeks nor

less than one week before departure. When advanced funds have been

provided, all unused funds must be returned with a claim form submitted

to the Board of Commissioners within five working days following any

trip.

8.4. Related Forms: NONE

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9. EMPLOYEE SEPARATION

9.1. Resignation (Revised 6/10)

9.1.1. Notice

Employees are requested to provide at least two weeks’ notice, in

writing, to their supervisor or manager of their intent to resign their

employment. At the sole discretion of Humboldt County, an employee

may withdraw a resignation at any time prior to its effective date. An

employee’s failure to give appropriate notice when resigning may

constitute cause for denying re-employment with Humboldt County.

9.1.2. Return of Humboldt County Property

When resigning or being terminated, an employee must return all

Humboldt County property including clothing, keys, credit cards,

employee ID, tools, equipment, and other items of value prior to the last

day of employment.

9.1.3. Job Abandonment

Humboldt County may consider employees who are absent from work

without approved leave for a period of three consecutive work days to

have abandoned their position and, thus, to have resigned. Humboldt

County is required to follow due process procedures for termination if the

employee has completed their introductory period.

9.1.4. Final Paycheck

Humboldt County shall issue a paycheck by the next payday following

the effective date of resignation if sufficient notice was given by the

employee and may issue a paycheck sooner when the employee resigns

in good standing. Whenever a Humboldt County discharges an

employee, the wages and compensation earned and unpaid at the time of

such discharge shall become due and payable on the next regular payday.

(If Humboldt County is private, they are governed by NRS 608 which

requires payment to be made immediately.)

9.2. Layoffs (Revised 6/10)

Humboldt County may lay off employees because of lack of work, lack of funds,

material change in duties or organization; or in the interests of economy, efficiency;

or for other appropriate causes, as determined by Humboldt County.

An employee hired for a project of limited duration (e.g., grant funded) will not be

afforded rights relative to layoff at the end of the funding period unless, at the time

of hire, Humboldt County elected to grant layoff rights to the employee.

The order of layoff among employees in the same class within a department will be

as follows: employees serving an introductory period will be considered first, and

then all other employees will be considered.

9.2.1. Alternatives to Layoff

Whenever a layoff is anticipated, Humboldt County will notify

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available options to them. Humboldt County will make reasonable

efforts to integrate affected employees into other available positions.

Humboldt County may also utilize options in lieu of layoffs where

feasible such as part-time work schedules, reduction in work hours, job

sharing, or reductions in class or pay.

9.2.2. Order of Layoffs

In deciding which employees shall be laid off and which retained,

initially the County shall consider employees for layoff using the criteria

of performance, qualifications and seniority within the job class and

department. Humboldt County shall consider job-related factors such as

job knowledge, skill, and ability to do the required work; previous work

experience, including ability to perform other jobs which the employee

may be called upon to perform as a result of the layoff; attendance,

safety, and disciplinary records; performance evaluations while with

Humboldt County; and efficiency of operations.

9.2.3. Designation of Employees to be Laid Off

In the event of a layoff, the County shall provide the Department Head

with a list designating the class, position, and names of employees to be

laid off. The County shall be responsible for providing the rationale for

selecting particular employees within the same job class for layoff. The

County Administrator shall review the list for conformance to Humboldt

County policy.

9.2.4. Layoff Notice

Upon confirmation of the layoff list, the County shall provide each

affected employee with a written notice of layoff. Such written notice of

the layoff shall either be delivered in person or mailed to the affected

employees at least 14 days prior to the expected date of layoff.

9.2.5. Reinstatement

Persons who have been laid off shall be placed on one or more

reinstatement lists. All employees laid off from positions in the same

class shall be placed on a single reinstatement list without regard to

department. A laid-off employee may request and receive placement on

a reinstatement list for any job class in which s/he previously held post-

introductory status. When a vacancy occurs in the same job class for

which a reinstatement list exists, the County Administrator shall fill the

vacancy using the appropriate reinstatement list.

9.2.6. Reinstatement Process

The most recently laid-off employee on the applicable reinstatement list

who is qualified for the position and is willing to accept employment in

the class and department where a vacancy exists shall be reinstated. The

County Administrator may select the most appropriately qualified

employee based upon the same considerations described under Section

9.2.2., Order of Layoffs. An employee reinstated to a position in the

same class and department as held prior to the layoff will not be required

to serve an additional introductory period, provided the required

introductory period had been served prior to layoff.

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9.2.7. Duration of Reinstatement List

The names of persons laid off shall be maintained on a reinstatement list

for one year from the date of layoff. Persons on this list who are hired in

positions in the same or (should they apply for and be selected for a

vacancy) higher class from which they were laid off shall, upon such

hire, be removed from the reinstatement list. An employee who refuses

reinstatement to the same position from which the layoff occurred shall

be removed from the reinstatement list. Persons reinstated to a position

in a lower class from which they were laid off or called to work as a

casual worker shall remain on the reinstatement list for the designated

period of time the reinstatement list is active.

9.3. Related Forms

Employee Separation Checklist

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10. PERFORMANCE MANAGEMENT

10.1. Statement (Revised 3/10)

Humboldt County’s performance management system is designed to be a formal,

objective, consistent, and ongoing process to assess the on-the-job effectiveness of

each employee by communicating to the employee his/her status and the objectives

and standards of performance which s/he is expected to achieve. Humboldt County

views performance management as an ongoing process that focuses on the future

and continued improvement.

10.1.1. Purpose

The performance management process exists to ensure timely and

periodic two-way communication between employees and supervisors

regarding job performance. This process is designed to:

a. Clarify Humboldt County’s goals and link them to performance

expectations.

b. Assist employees in reaching their full potential by identifying

training needs and developing specific plans for continual

improvement.

c. Identify and document performance achievements and

deficiencies.

d. Provide ongoing opportunities for supervisors to coach and

encourage personal development and improved job

performance.

10.1.2. Ongoing Communication Regarding Performance

It is the policy of Humboldt County and the responsibility of each

supervisor to routinely provide employees with accurate, constructive

feedback regarding job performance expectations, accomplishments,

deficiencies, and opportunities for growth. Recognizing that periodic

formal performance evaluations cannot take the place of ongoing

communication and feedback, Humboldt County encourages frequent,

ongoing discussions of job performance and expectations between

employees and supervisors. Performance evaluations, whether formal or

informal, do not create a contract or other right to continued employment.

10.1.3. Frequency of Performance Evaluations

Formal performance evaluations are to be conducted a minimum of once

a year. Additionally, supervisors may conduct formal evaluations at the

following times:

a. For new employees, no later than five (5) months after initial

hire and at 11 months after hire.

b. Six months following transfer to a new position within the

same class.

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c. When there is a significant change (either improvement or

deterioration) in performance or behavior affecting the job.

d. Within three months following an evaluation documenting that

the employee’s performance needs substantial improvement.

(Humboldt County encourages frequent, ongoing meetings

between the employee and supervisor.)

e. At any other more frequent interval as the supervisor deems

appropriate. In addition, informal performance

communications (feedback) should occur routinely and

regularly throughout an evaluation cycle.

10.1.4. Written Record

Performance evaluations should not be considered as discipline.

Supervisors will conduct evaluations in a private meeting with the

employee. Formal evaluations will be in writing, utilizing the approved

performance evaluation form. All information on the form shall be

consistent with the information communicated verbally during the

performance evaluation meeting with the employee. Employees will be

allowed an opportunity to comment on the evaluation, sign the forms,

and receive a copy. A copy of the evaluation, along with any written

comments by the employee, will be placed in the employee’s personnel

file.

10.1.5. Personnel Actions Resulting from Performance Evaluations

Personnel actions, whether positive or adverse, are based on an

assessment of the overall performance and behavior of the employee,

rather than on a single performance evaluation.

Substandard performance or violation of a policy or procedure which

necessitates disciplinary action is not part of the performance evaluation

process and will be addressed as provided in Section 11 Disciplinary

Actions and Appeals of these policies.

10.1.6. Employee Involvement

Humboldt County strongly encourages employee participation in the

performance evaluation process. Opportunities for participation include

the following:

a. Supervisors providing employees with an opportunity to

present a self-evaluation which the supervisor may then

consider prior to and discuss during the evaluation meeting.

b. Discussions between the supervisor and the employee for the

purpose of establishing performance expectations or goals for

the next evaluation period.

c. If requested by the employee, a discussion with the next level

supervisor to review any disagreements over a performance

evaluation.

10.2. Procedure (Revised 3/08)

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As part of the performance evaluation process, supervisors will:

a. Establish and communicate a written performance plan at the

beginning of the evaluation period which states expectations

the employee must meet.

b. Review notes taken on the employee’s performance since the

last formal evaluation and the employee’s self-evaluation, if

provided.

c. Complete a performance evaluation form comparing the

employee’s actual performance with the established

performance expectations and standards.

d. Schedule a meeting with the employee.

e. During the evaluation meeting:

a. Use specific examples to provide a candid, objective,

constructive, and complete description of how the

employee performed during the evaluation period.

Discuss both the “what’s” and “how’s” of the employee’s

performance, strategies for improvement, and the

employee’s own goals for personal growth.

b. Jointly establish new performance expectations and goals

for the next performance evaluation period.

c. Obtain appropriate signatures and employee comments.

d. Review any areas of disagreement. If the employee does

not agree with all or part of the performance evaluation,

s/he should be referred to the next level manager or to the

process in their collective bargaining agreement.

f. Continue to monitor performance, providing feedback, as well

as coaching and counseling, throughout the evaluation cycle.

10.2.2. Documentation of Performance Evaluations

Supervisors must use Humboldt County’s approved performance

evaluation form and ensure that the completed and signed form becomes

a permanent record in the employee’s personnel file.

1. Formal performance evaluations are to be conducted at least

annually. Performance evaluations may also be conducted at

four (4) months and seven (7) months and one (1) year. [For

Sheriff's Office personnel, performance evaluation occurs at 3,

6, 9 and 12 months.]

2. In addition, supervisors may conduct formal evaluations at the

following times:

a. At the end of the first year in any position.

b. Six (6) months following transfer to a new position

within the same class. [For Sheriff's Office

personnel the probationary period is twelve (12)

months.]

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c. When there is a significant change (either

improvement or deterioration) in performance.

d. Within three (3) months following a finding that the

employee's performance needs substantial

improvement. (Frequent, ongoing meetings with the

supervisor are encouraged.)

e. At any other, more frequent interval the supervisor

deems appropriate.

10.3. Related Forms

Employee Performance Review

Let’s T.A.L.K. Preparation Form

SMART Goals Form

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11. DISCIPLINARY ACTIONS AND APPEALS

11.1. Discipline and Appeal

11.1.1. Justification for Discipline

Disciplinary action, up to and including termination, may be taken

against an employee for unsatisfactory performance or for misconduct

including, but not limited to, the following:

a. Conduct unbecoming an employee in Humboldt County’s

service, or discourteous treatment of members of the public or a

fellow employee, or any other act of omission or commission

that impacts negatively on the public’s perception of the

integrity or credibility of Humboldt County or erodes the public

confidence in Humboldt County.

b. Falsification of or making a material omission on forms,

records, or reports including applications, time cards, and other

Humboldt County records.

c. Absence from work without permission or without notification

to an appropriate supervisor/manager, habitual absence or

tardiness, or misuse of sick leave.

d. Unauthorized possession, removal, or use of Humboldt

County’s property including, but not limited to, funds, records,

keys, confidential information of any kind, equipment, supplies,

or any other materials.

e. Insubordination, refusing to follow directions, or other

disrespectful conduct directed toward a supervisor/manager.

f. Sexual harassment or other prohibited behavior directed toward

another employee, member of the public, vendor, or anyone

doing business with Humboldt County, or anyone present on

premises owned or controlled by Humboldt County.

g. Actual or threatened physical violence including, but not

limited to, intimidation, overt or subtle threats, harassment,

stalking, or any form of coercion, except as may be required of

a peace officer in the course of his/her duties.

h. Possession or inappropriate use of drugs or alcohol on property

owned or controlled by Humboldt County or while on duty or

during an on-call status.

i. Possession, bringing, or aiding others in bringing unauthorized

firearms, weapons, hazardous biological material or chemicals,

or other dangerous substances onto property owned or

controlled by Humboldt County.

j. Violation of safety or health policies or practices, or engaging

in conduct that creates a safety or health hazard to other

employees, the public, vendors, or him/herself.

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k. Dishonesty, including intentionally or negligently providing

false information, intentionally falsifying records, employment

applications, or other documents.

l. Violating or failing to comply with federal, state, or local law

or Humboldt County’s policies, rules, regulations, and/or

procedures.

m. Unsatisfactory work performance.

11.1.2. Forms of Disciplinary Action

Disciplinary action includes, but is not limited to, one or more of the

following:

a. Verbal warning (document time, date, and subject)

b. Written reprimand

c. Suspension *(See Note Below)

d. Pay reduction *(See Note Below)

e. Demotion (See NRS 62G.060 for juvenile court employees)

f. Termination (Reference: Section 11.1.4. Public Hearing for

Dismissed Employees of Counties, Cities and Incorporated

Towns, and Unincorporated Towns and NRS 62G.060 for

juvenile court employees))

Employees’ signed copies of the above items 1-6 must be placed in

employees’ master personnel file, and a copy provided to employees.

*Note: Exempt employees are subject to the following rules regarding

disciplinary pay deductions and unpaid suspensions:

a. Pay deductions imposed as a penalty may only be made

in cases of violations of safety rules of major

significance, including those rules related to the

prevention of serious danger in the workplace or to other

employees. An example would be violating a rule that

prohibits smoking around flammable material.

Deductions can be made in any amount.

b. Pay reductions, as a form of discipline, may be imposed

as long as the employee is paid at least $455 per week

and the reduction is on a “permanent” (i.e. not

workweek) basis and is not tied to an employee’s

attendance or quality or quantity of work performed

during a particular workweek.

c. Unpaid suspensions may be imposed for infractions of

workplace conduct rules, such as rules prohibiting sexual

harassment, workplace violence, drug or alcohol use, or

for violating state or federal laws. The suspension must

be for serious misconduct, not for performance issues.

Suspensions must be in full-day increments and must be

imposed pursuant to a written policy applicable to all

employees.

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d. Suspensions for performance issues must be made in full-

week increments.

11.1.3. Due Process

Prior to taking disciplinary action involving suspension, reduction in pay,

demotion, or termination against any regular employee, Humboldt

County will take action intended to ensure that the employee is afforded

due process. Due process in regard to employment-related disciplinary

action includes, among other actions, making certain the employee is

provided notice of the reason for the disciplinary action and is given the

opportunity to provide a response to the proposed disciplinary action

prior to an appropriate supervisor making a final decision regarding the

disciplinary action.

1. Written Notice

In situations where the proposed disciplinary action involves a

suspension, a reduction in pay, a demotion, and/or termination, written

notice of the proposed disciplinary action will be hand-delivered or sent

certified mail to the employee. The notice will include the following

information:

a. The nature of the disciplinary action proposed;

b. The effective date of the proposed disciplinary action;

c. A statement of the proposed disciplinary action with

documentation, statements, and/or other evidence

supporting the proposed disciplinary action;

d. A statement advising the employee of his/her right to file

a written response, or to submit a written request for a

pre-disciplinary conference with the Department Head,

within five work days of receipt of the notice of proposed

disciplinary action; and

e. A statement that the employee’s failure to file a written

response or request a pre-disciplinary conference in a

timely manner, or to appear at the pre-disciplinary

conference after requesting such, will constitute a

forfeiture of the employee’s rights to any further appeal.

(Reference: Section 11.1.4. Public Hearing for Dismissed

Employees of Counties, Cities and Incorporated Towns,

and Unincorporated Towns)

1. Employee Review

If the employee requests, s/he will be given the opportunity, as soon as

practical, to review the documents or other evidence, if any (except for

confidential and privileged documents), on which the proposed

disciplinary action is based. If the employee requests, Humboldt County

will provide a copy of the documents used to support the proposed

disciplinary action, including names of witnesses.

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2. Conference Prior to Implementation

When the employee requests a conference after receipt of the proposed

disciplinary process, but prior to any disciplinary action being imposed,

the Department Head will schedule a meeting with the employee and

his/her representative (if the employee requests a representative be

present) in a timely manner to review the reason for and basis of the

proposed disciplinary action. At this conference, Humboldt County will

also provide the employee with an opportunity to present relevant

information which may impact the nature or severity of the proposed

disciplinary action.

3. Implementation of Discipline

No later than five work days from receipt of the employee’s written

response or conclusion of the pre-disciplinary conference, the Department

Head will issue a written decision to the affected employee. The written

decision will inform the employee that:

a. The proposed disciplinary action will be implemented; or

b. The proposed disciplinary action will be modified, with an

explanation; or

c. The proposed disciplinary action is rescinded, with an

explanation.

4. Appeal

a. The affected employee may appeal the disciplinary action to

the County Administrator by filing a written appeal with the

County Administrator within five work days of the effective

date of the disciplinary action. The written appeal must state

the basis of the appeal and contain a specific admission or

denial of each of the material statements in the decision. If an

employee fails to file a written appeal conforming to these

requirements within the prescribed time limit, s/he is deemed

to have waived the right to appeal. (Reference: Section 11.1.4.

Public Hearing for Dismissed Employees of Counties, Cities

and Incorporated Towns, and Unincorporated Towns)

b. After an employee has submitted a timely appeal to the

County Administrator, the County Administrator will set a

date for a disciplinary appeal hearing. At such hearing, the

employee will have the right to be represented by an attorney

or other representative retained by the employee, to present

evidence and argument in response to the disciplinary action,

and to question and cross-examine adverse witnesses. The

hearing may be conducted informally without conforming to

the formal rules of evidence and such informality of the

hearing process shall not invalidate the decision rendered.

The County Administrator will issue to the parties a decision

following such hearing within five work days. The decision

of the County Administrator is final and may only be

appealed as provided for in a collective bargaining agreement

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or as provided under NRS 245.065 (Counties) or NRS

268.405 (Cities) or NRS 269.083 (Unincorporated Towns).

11.1.4. Public Hearing for Dismissed Employees of Counties, Cities and

Incorporated Towns, and Unincorporated Towns

Statutes for counties (NRS 245.065), cities and incorporated towns (NRS

268.405), and unincorporated towns (NRS 269.083) provide for a public

hearing for a dismissed employee who has been employed for 12 months

or more (except those employees exempted from the merit system; i.e.,

city/county manager, city/county administrator, department heads). Such

dismissed employee is not required to utilize an established pre-

disciplinary conference and appeal process before requesting a public

hearing. The employee must request in writing the public hearing within

30 days of receipt of written notification of dismissal. The public hearing

will occur within 15 days of receipt of such request.

11.1.5. Administrative Leave During Disciplinary Proceeding

By notifying the employee in writing, Humboldt County may place an

employee on administrative leave, with or without pay pending an

investigation of alleged misconduct or performance deficiencies, prior to

or during a disciplinary proceeding, or during the review of the

employee’s response to a proposed disciplinary action. The notice of

administrative leave will include a statement that the leave is not a

disciplinary action. An employee placed on administrative leave without

pay who is later reinstated without punitive disciplinary action being

imposed will be reimbursed for any pay lost during the administrative

leave.

11.2. Related Forms:

Intent to Discipline Form

Verbal Written Warning Form

Written Reprimand Form

Sample Last Chance Agreement – Performance and Behavior

Sample Last Chance Agreement – Drugs and Alcohol

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12. DISPUTE RESOLUTION

12.1. Definition of Dispute

Subject to the exclusions listed below, a dispute is any disagreement between

Humboldt County and an employee pertaining to the application of Humboldt

County’s personnel policies, or an allegation by an employee that Humboldt County

has failed to provide a condition of employment established by Humboldt County’s

compensation plan. The term “dispute,” as used herein, shall exclude the

following:

1. Disciplinary action.

1. Complaints for which Humboldt County provides an alternate dispute

resolution process.

2. Any impasse or dispute in collective bargaining negotiations.

3. Any matter within the scope of representation for employees in a

recognized bargaining unit.

4. Any matter which may be or has been grieved under an applicable

collective bargaining agreement.

5. Termination of an introductory employee.

6. Termination of an at-will employee.

12.2. No Retaliation

Humboldt County shall not restrain, coerce, retaliate, interfere with, or discriminate

against any employee based on the employee’s use of the dispute resolution process.

12.3. Time Limits

1. The time limits set forth herein are essential to the dispute resolution

process and shall be strictly observed. The time limits may be extended by

written agreement, signed by the employee and Humboldt County.

2. If, at any stage of the dispute resolution process, the employee is

dissatisfied with the decision rendered, the employee shall be responsible

for submitting the dispute to the next designated level within the delineated

time limits. If the employee fails to submit the dispute to the next

designated level within the time limits imposed, the dispute resolution

process shall be considered terminated, the dispute shall be considered

settled on the basis of the last decision, and the dispute shall not qualify for

further appeal or reconsideration.

3. If the appropriate Humboldt County representative fails to respond within

the time limits specified, the employee has the right to proceed to the next

step within the prescribed time limits. Any such failure by a Humboldt

County representative shall not constitute an admission of the validity of

the dispute.

12.4. Dispute Resolution Process (Revised 7/12)

12.4.1. Step 1. Discussion with Immediate Supervisor

a. The employee shall first discuss the dispute informally with the

immediate supervisor. The discussion shall be held within 10

work days of the action causing the dispute or of the date the 301

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action reasonably could have been expected to be known to the

employee. In no event shall any dispute be accepted for

consideration more than six months from the date of the initial

occurrence causing the dispute, regardless of the date the action

became known to the employee (except as otherwise provided

by law).

b. The immediate supervisor shall verbally respond to the

employee within 10 work days of the informal discussion

between the employee and supervisor. Additionally, the

immediate supervisor must document the verbal response.

12.4.2. Step 2. Formal Written Notice of Dispute

a. In the event the employee believes the dispute has not been

satisfactorily resolved at Step 1, the employee may submit the

dispute, in writing, to the Department Head within five work

days after receipt of the immediate supervisor’s verbal

response. The employee shall file one copy with the

supervisor. If the written notice of dispute is not presented

within the time limits provided herein, it shall be waived. The

written notice of dispute shall:

a. Fully describe the dispute and how the employee was

adversely affected.

b. Set forth the section(s) of the written policy or rule

allegedly violated and state the specific nature of the

violation.

c. Indicate the date(s) of the incident(s).

d. Specify the remedy or solution to the dispute sought by

the employee.

e. Identify the employee and be signed by the employee.

f. Identify the person, if any, chosen by the employee to be

his/her representative.

b. No modifications in the alleged basic violation shall be made

subsequent to the filing of a dispute, unless mutually agreed to

by both Humboldt County and the employee. However,

corrections in citations can be made at any time by the

employee or the employee’s representative.

c. The Department Head shall meet with the employee to discuss

the dispute and shall deliver a written decision to the employee

within ten (10) work days of the meeting outlining the reasons

behind the decision.

d. Any dispute resolved at this step shall be subject to the review

and confirmation of the Supervisor before the resolution is

effective. Such review will occur within fourteen work days

and the confirmation shall be final and binding.

12.5. Related Forms: NONE

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13. DEFINITION OF TERMS (Revised 3/13)

The terms used in these policies shall have the meanings defined below:

Administrative Leave: Authorized leave for administrative purposes, such as for conducting an

investigation which may be with or without pay, at the option of Humboldt County.

Adultered Specimens: A specimen is considered adulterated if it contains a substance that is not a

normal constituent or contains an endogenous substance at a concentration that is not a normal

physiological concentration.

Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight

alcohol including methyl and isopropyl alcohol.

Alcohol Use: The drinking or swallowing of any beverage, liquid mixture, or preparation (including

any medication) containing alcohol.

Allocation: The assignment of a single position to its proper classification on the basis of the duties

performed and responsibility assigned.

Anniversary Date: The date the employee is hired, appointed, promoted, reclassified or reallocated

(as defined below) upward. This is the date an employee becomes eligible for consideration for a

salary increase. The anniversary date may be adjusted as specifically provided elsewhere in the

personnel policies. (Note special provisions regarding military leave.)

Applicant: A person, including a current employee, who is applying for any position with

Humboldt County. (May also be referred to as the candidate)

Appointment: The offer of and acceptance by a person to a position in accordance with the

provisions of this manual.

At-will: Employment status wherein the employee may be terminated at any time, with or without

cause. An employee in an at-will status has neither a property right nor an expectation of continued

employment with Humboldt County and is not covered by the provisions of the discipline, layoff, or

dispute resolution sections of these personnel policies.

Authentication: For purposes of FMLA, providing the health care provider with a copy of the

medical certification and requesting verification that the information contained on the certification

form was completed and/or authorized by the health care provider who signed the document; no

additional medical information may be requested.

Board: The governing body of Humboldt County.

Casual Worker/Hire: An employee hired on an as-needed basis, either as a replacement for

permanent employees who are out on short- and long-term absences or to meet Humboldt County’s

additional staffing needs during peak business periods.

Child: (Son or daughter) For purposes of FMLA, a biological, adopted, or foster child, a stepchild, a

legal ward, or a child or a person standing in loco parentis, who is either under age 18, or age 18 or

older and “incapable of self-care because of a mental or physical disability.”

Clarification: For purposes of FMLA, contacting the health care provider to understand the

handwriting on the medical certification or to understand the meaning of a response.

Class Series: Two or more classes which are similar as to the fundamental type of work, but which

differ as to degree of responsibility and difficulty, and which have been arrayed in a progression of

level of responsibility and complexity of duties.

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Class Specification: A description of the essential characteristics of a job class, and the factors and

conditions that make it unique from other classes, described in terms of duties, responsibilities, and

qualifications.

Compensatory Time Off: Time off granted to an employee in lieu of monetary payment for

overtime worked.

Contraband: Any item such as illegal drugs, drug paraphernalia, or other related items whose

possession is prohibited by this policy.

Conflicting Employment: Outside employment that interferes with the employee’s ability to

perform his/her assigned job.

Conviction: A finding of guilt, including a plea of no contest or imposition of sentence or both, by

any judicial body charged with the responsibility to determine violations of the federal or state

criminal drug or alcohol statutes.

Date of Hire/Hire Date: The actual date an employee first renders paid service in a regular

position.

Day: Calendar days unless work days are specified.

Demotion: Involuntary movement of an employee from one job class to another job class having a

lower maximum base rate of pay, as a result of disciplinary action.

Department Head/Department Manager: An elected official or appointed official who is directly

responsible to the County Administrator or to the Board or to a board established by the Board, for

overall administration of an office or department of Humboldt County.

Diluted Specimens: Diluted specimens have creatinine and specific gravity values that are lower

than expected for human urine. The HHS has determined that specimens with creatinine levels

greater than or equal to 2.0 mg/dL and have a specific gravity greater than 1.0010 but less than

1.0030 are dilute. Individuals with creatinine levels greater than or equal to 2.0 mg/dL but less than

5.0 mg/dL are required to be retested under direct observation.

Disability-Related Inquiry: A question (or series of questions) likely to elicit information about a

disability. Generally, disability-related inquiries are not allowed during the hiring process.

Examples of disability-related inquiries not permitted include:

Asking whether the employee/applicant currently has or has ever had a disability, how s/he

became disabled, or inquiring about the nature or severity of an employee’s/applicant’s

disability;

Asking an employee/applicant a broad question about his/her impairments that is likely to

elicit information about a disability;

Asking an employee/applicant whether s/he is currently taking any prescription drugs or

medication; and

Asking about an employee’s/applicants genetic information. Asking about an applicant’s prior workers’ compensation history.

Asking an employee’s/applicant’s coworker, family member, health care provider, or other

person about the employee’s/applicant’s disability.

Discharge: Termination, separation, dismissal, or removal from employment for cause.

Discipline: A suspension (generally without pay), involuntary demotion, reduction in pay,

discharge, or written reprimand or verbal warning.

Discrimination: Employment decisions or actions which are inappropriately taken because of the

applicant’s or employee’s race, color, religion, age, gender, pregnancy, sexual orientation, national

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origin, ancestry, disability, veteran status, domestic partnership, genetic information, gender identity

or expression, political affiliation, or membership in the Nevada National Guard, or union activity.

Dispute: Any disagreement between Humboldt County and an employee pertaining to the

application of Humboldt County’s personnel policies, or an allegation by an employee that

Humboldt County has failed to provide a condition of employment established by Humboldt

County’s compensation plan

Domestic Partner: Persons who are registered as domestic partners with the state of Nevada per

NRS 122A.200.

Drug Test: A test to determine the presence of prohibited drugs or their metabolites that includes

specimen collection and testing by a Department of Health and Human Services (DHHS)-certified

laboratory. Both a screening test and a confirmation test must be used to establish a positive test

result.

Eligible List: A list of names of persons who have satisfactorily completed an examination for a

position and are qualified for employment.

Employee: A person employed in a budgeted position on a full- or part-time basis. For purposes of

those sections of these policies covering discipline, hiring, layoff, and dispute resolution, the term

employee excludes elected officials, department heads, casual/temporary/seasonal workers, and

others specified in the collective bargaining agreement.

Regular Full-time Employee: A person who has successfully completed an initial

introductory period in a regular budgeted position with a normally scheduled workweek of at least

40 hours.

Regular Part-Time Employee: A person who has successfully completed an initial

introductory period in a regular budgeted position which requires a minimum number of hours per

week, (typically 20 hours), but less than full-time employment.

Introductory Employee: A person who serves in an at-will status for a specified period of

time during which s/he is evaluated by Humboldt County to ensure that s/he has demonstrated

fitness for a position by actually performing the duties of the position.

Exempt Employee: An employee who is exempt from the overtime provisions of the Fair

Labor Standards Act. (Such determination is made on the basis of duties and responsibilities

performed and the method of pay computation.)

Non-Exempt Employee: An employee who is subject to the overtime provisions of the Fair

Labor Standards Act.

Humboldt County Premises: All Humboldt County property and facilities, the surrounding

grounds and parking lots, leased space, Humboldt County motor-driven equipment/vehicles,

offices, desks, cabinets, closets, etc.

Equal Employment Opportunity (EEO) Officer: The staff member assigned the responsibility

and authority to receive, investigate, and resolve complaints of alleged discrimination/harassment.

This individual also has the responsibility to provide training to Humboldt County and assure

appropriate notices are posted.

Essential Function: A fundamental job duty of the position held or desired. A function is essential

if the job exists to perform that function, a limited number of other employees are available to

perform the function, or the function requires special skill or expertise. (Marginal functions

associated with any job should not be considered essential functions.)

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Examination/Test: Any measure, combination of measures, or procedures used as a basis for any

employment decision. Examinations include the full range of assessment techniques from

traditional paper and pencil tests, performance tests, assessment centers, introductory periods, and

evaluation of physical, educational, and work experience qualifications through informal interviews

and scored application forms. Open examinations are open to all applicants, internal and external.

Promotional examinations are open only to selected categories of employees of Humboldt County.

Full-Time: Work which requires hours of work as established by Humboldt County as full-time. A

full-time employee is regularly scheduled to work a normal work week of 40 hours. Note: For the

purpose of determining eligibility for benefits and layoff, collective bargaining agreements may

provide alternate definitions of full-time.

Grade: The designation of a salary range for a class.

Illegal Drugs: Any controlled substance or drug which is illegal to sell, possess, cultivate, transfer,

use, purchase, or distribute. Illegal drugs include prescription drugs not legally obtained and/or

prescription drugs not being used in the manner, combination, or quantity prescribed, or by the

individual for whom prescribed.

Incomplete or Insufficient Certification: For purposes of FMLA, a medical certification is

considered incomplete if the employer receives a certification, but one or more of the applicable

entries have not been completed. A medical certification is considered insufficient if the employer

receives a complete certification, but the information provided is vague, ambiguous, or non-

responsive.

In Loco Parentis: A relationship in which a person has put him/herself in the situation of a parent

by assuming and discharging he obligations of a parent to a child, with whom he or she has no legal

or biological connection, including day-to-day responsibilities to care for or financially support a

child.

Introductory Period: A trial or working test period which is an integral part of the examination

and selection process during which an employee serves in an at-will status and is required to

demonstrate fitness for the position for which s/he was hired by actually performing the duties of the

position.

Invalid Specimens: An invalid specimen is one that contains an unidentified adulterant, contains

an unidentified interfering substance, has an abnormal physical characteristic, or has an endogenous

substance at an abnormal concentration that prevents the laboratory from completing testing or

obtaining a valid drug test result.

Key Employee: A salaried FMLA-eligible employee who is amount the highest paid 10 percent of

all the employees employed by the employer within 75 miles of the employee’s worksite.

Layoff: A separation from Humboldt County’s service because of a shortage of funds, lack of

work, abolishment of a position, reorganization, or for other reasons not reflecting discredit on an

employee and for reasons outside of the employee’s control.

Leave Without Pay: Authorized leave in a non-paid status.

Legal Drugs: Prescription drugs and over-the-counter drugs that have been legally obtained and are

being used in the manner, combination, and quantity for which they were prescribed or

manufactured.

Manager: An employee, or an elected official who has been authorized to select, train, schedule,

and evaluate the work of other employees, and to make decisions or effectively recommend actions

related to the hiring, evaluation, and discipline of assigned employees. This person may also serve

as the department head.

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Medical Examination: A procedure or test usually given by a health care professional or in a

medical setting that seeks information about an individual’s physical or mental impairments or

health. Medical examinations include, but are not limited to:

Vision tests conducted and analyzed by an ophthalmologist or optometrist;

Blood, urine, and breath analyses to check for alcohol use;

Blood pressure screening and cholesterol testing; nerve conduction tests;

Range-of-motion tests that measure muscle strength and motor function;

Pulmonary function tests;

Psychological tests designed to identify a mental disorder or impairment; and

Diagnostic procedures such as x-rays, CAT scans, and MRI’s.Next of Kin: For purposes of FMLA,

the nearest blood relative other than the covered service member’s spouse, parent, son, or daughter,

in the following order of priority; blood relatives who have been granted legal custody of the

covered service member by court decree or statutory provisions, brothers and sisters, grandparents,

aunts and uncles, and first cousins, unless the covered service member has specifically designated in

writing another blood relative as his or her nearest blood relative for purposes of military caregiver

leave under the FMLA. When no such designation is made, and there are multiple family members

with the same level of relationship to the covered service member, all such family members shall be

considered the covered service member’s next of kin and may take FLMA leave to provide care to

the covered service member, either consecutively or simultaneously. When such designation has

been made, the designated individual shall be deemed to be the covered service member’s only next

of kin.

Parent: For purposes of FMLA, includes a biological, adoptive, step or foster father or mother, or

any other individual who stood in loco parentis to the employee or covered service member.

Personnel Action: Any action taken with reference to appointment, compensation, promotion,

transfer, layoff, dismissal, or any other action affecting an employee’s employment status.

Position: A group of duties and responsibilities requiring the ongoing services of one or more

employees, which is listed in the authorized position list contained in the currently approved

Humboldt County’s budget or established by formal action of the Board.

Positive Drug or Alcohol Test: Any detectable level of drugs or its metabolite (in excess of trace

amounts attributable to secondary exposure) in an employee’s urine or blood. With respect to

alcohol, a blood alcohol concentration of 0.02 or higher constitutes a positive test.

Promotion: The movement of an employee from one class to another class having a higher

maximum base rate of pay, usually as a result of some type of examination.

Rate of Pay: An employee’s salary as shown in Humboldt County’s compensation plan.

Reallocation: A change in the classification and pay grade of a class to a higher or lower pay grade.

Reasonable Accommodation:

A modification or adjustment to a job application process that enables a qualified applicant

with a disability to be considered for the position such qualified applicant desires: or

A modification or adjustment to the work environment or to the manner or circumstances

under which the position held or desired is customarily performed that enable a qualified

individual with a disability to perform the essential functions of that position: or

A modification or adjustment that enables a covered employee, with a disability, to enjoy

equal benefits and privileges of employment as are enjoyed by other similarly situated

employees without disabilities.

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Reclassification: The change of a position to a different job class which results from changes in

duties and responsibilities.

Reduction in Pay: Disciplinary action by Humboldt County moving an employee to a lower pay

level in the same class and same pay grade.

Regular Position: An authorized position which appears in the authorized position list contained in

Humboldt County’s budget documents or its amendments approved by the Board. (Normally a

regular position consists of duties which must be performed at least 20 hours per week on a regular,

year-round basis.)

Reinstatement: The restoration of a laid-off employee or an employee rejected during a

promotional introductory period to a position in a class in which the employee formerly served as a

regular employee.

Reinstatement List: A list of names of persons who have been laid off and are available for

reinstatement (rehire without examination).

Reprimand: A written notice to an employee stating specific performance and/or behavioral

deficiencies and the improvements in behavior and/or performance which the employee must make,

and that further disciplinary action will follow if the employee does not make the required

improvements. (A performance evaluation form shall not be considered a reprimand.)

Resignation: A notice by an employee that s/he intends to separate from Humboldt County’s

service. Humboldt County may require that resignations be in writing.

Salary Range: The minimum and maximum salary set for each classification, grade, or level as

designated by the position compensation plans. (Also see Grade.)

Seasonal Employee: See Casual Worker.

Son or Daughter of a Covered Service member: For purposes of FMLA, a biological, adopted, or

foster child, stepchild, legal ward, or a child for whom the covered service member stood in loco

parentis, and who is of any age.

Son or Daughter on Covered Active Duty or Call to Covered Active Duty Status: For purposes

of FMLA, employee’s biological, adopted, or foster child, stepchild, legal ward, or a child for who

the employee stood in loco parentis, who is on covered active duty or call to covered active duty

status, and who is of any age.

Spouse: A husband or wife as defined or recognized under State law. For purposes of FMLA the

definition of spouse includes marriage of individuals in the state in which the employee resides.

Step: A specific rate of pay within the salary range established for a class. (Also see Rate of Pay.)

Substance Abuse Professional (SAP): A licensed physician, or a licensed or certified

psychologist, social worker, employee assistance professional, or addiction counselor (certified by

the National Association of Alcoholism and Drug Abuse Counselors Certification Commission)

with knowledge of and clinical experience in the diagnosis and treatment of drug- and alcohol-

related disorders.

Substituted Specimens: Substituted specimens have creatinine and specific gravity values that are

so diminished or so divergent that they are not consistent with normal human urine. The HHS has

determined that specimens with creatinine levels of less than 2.0 mg/dL are substituted.

Supervisor: An employee, or an elected official who has been authorized to select, train, schedule,

and evaluate the work of other employees, and to make decisions or effectively recommend actions

related to the hiring, evaluation, and discipline of assigned employees. This person may also serve

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Suspension: The temporary separation from service, with or without pay, of an employee for

disciplinary reasons or pending investigation of an employee’s conduct.

Temporary Employee: See Casual Worker.

Transfer: A lateral change of an employee from one position to another position in the same class

or to a different class in the same salary range.

Transitional Duty: A temporary assignment of an employee who is unable to perform the essential

functions of their job but has been cleared by a health care provider to perform other assignments for

Humboldt County.

Volunteer: An individual who performs hours of service for a public agency for civic, charitable,

or humanitarian reasons, without promise, expectation, or receipt of compensation for services

rendered. An individual is not considered a volunteer if the individual is otherwise employed by the

same public agency to perform the same type of services as those for which the individual proposes

to volunteer.

Warning: Verbal notice or counseling of an employee specifying required changes in work

performance or on-the-job behavior.

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