Early Retirement

1.  In accordance with Utah Code Annotated § 49-3-410 the County Commission may, from time to time, open an early retirement window for employees with 25 or more years of qualifying retirement service credits. The window may include County participation in the purchase of retirement credits pursuant to the State Code.

Education Assistance

1.  Educational Assistance may be obtained for appropriate educational courses through application to the Department Director and the Department of Human Resources using the annual budget process. Courses must be related to an employee's current position or future employment with the County. This assistance shall be limited to tuition, fees and books. The County may match up to 50% of these costs when a grade of "C" or better is received.

   1.1

   Prior to receiving reimbursement for educational courses pursuant to this policy, an employee may be required to sign a reimbursement agreement providing, that upon recommendation of the Administrative Officer, the employee may be required to repay all tuition costs to the County if the employee voluntarily terminates employment with the County within two years of completion of course.

Employee Privileges

1. Recreation and Entertainment Tickets. Employees may purchase tickets for certain events at the Fairgrounds, the Ogden Eccles Conference Center and the Ice Sheet at reduced rates when such discounts may be appropriately made by the respective Directors of those venues. Information Technology Department shall post such discounted events on the County home page.

   1.1	Conditions of Use. Discounted tickets are not transferable and may not be used by anyone other than the employee or the employee's immediate family.

2. Cellular Telephones. Employees may purchase cellular phones and services for personal use through government employee plans offered by vendors. County approval is necessary if the plan requires employer responsibilities. Employees in temporary or seasonal status are ineligible for this benefit.

   2.1

   Approval. Employees wishing to participate in a cellular service plan that requires employer participation or employer responsibility, must first receive a Weber County payroll authorization form from the Human Resources Department. Employees using personal cellular phones for conducting County business may not be reimbursed for air time unless the Administrative Officer provides prior written communication stating clearly which costs, if any, will be paid by the County. Reimbursement for employee personal calls is not authorized.

   2.2

   Conditions of Use. As a condition of an employee participating in a cellular service plan having employer responsibilities, employees shall pay the cellular service bill in full as a payroll deduction. Once the bill is received by the Human Resources Department, it will be entered into payroll with an additional $1.00 administration fee per person. The amount will be divided in half, and then taken from two consecutive pay periods.

Holidays

1.  The following days have been designated as holidays by the Commission. The Commission may designate other holidays as it deems necessary or appropriate.
   
   

   Holiday	Usual Day Observed
   New Year's Day	January 1
   Martin Luther King Jr., Birthday	3rd Monday in January
   President's Day	3rd Monday of February
   Memorial Day	Last Monday of May
   Independence Day	July 4
   Pioneer Day	July 24
   Labor Day	1st Monday of September
   Columbus Day	2nd Monday of October
   Veterans' Day	November 11
   Thanksgiving Day	4th Thursday of November
   Christmas Day	December 25

   
   
2.  If a holiday falls on a Sunday, the following Monday will be observed as a holiday. If a holiday falls on a Saturday, the preceding Friday shall be the holiday.
   
   
3.  All merit employees are eligible for paid holidays. A holiday is considered to be eight hours for full-time employees. Part-time merit employees shall be paid for holidays. Paid holiday time granted to part-time merit employees shall be proportional to the number of hours that the employee regularly works in relation to a regular forty-hour work week.
   
   
4.  FLSA eligible employees who are required to work on a legal holiday, as defined above, shall be paid for hours worked and receive holiday pay at their straight time rate of pay. FLSA exempt employees who are required to work on a holiday, as defined above, shall be allowed to take another day off in lieu of the holiday.
   
   
5.  Temporary employees and employees who work less than twenty (20) hours per week shall not receive holiday pay but will be paid for all hours worked on a holiday.
   
   
6. Rotating shifts. Employees working a rotating shift which commences on a holiday and who work a full shift shall be considered as having worked a holiday. The same rule applies to permanent part-time employees who work rotating shifts.

Incentive Awards

1.  It is the policy of Weber County to reward employees who generate proposals that result in substantial savings to County taxpayers. Awards may be granted in the form of bonus payments or leave from work with pay.
   
   
2. Cost-saving proposals. Employees who make proposals that result in substantial savings of tax dollars may be rewarded if the savings achieved are documented and result directly from the proposal. An employee who makes a cost-saving proposal should first present and explain the proposal to their Administrative Officer or to the Administrative Officer(s) of the department(s) to which the proposal would apply.
   
   
3. Awards. An employee who develops a successful cost-saving proposal may be granted a bonus payment equal to five (5) percent of the saving achieved by the proposal, up to a maximum of $500.00. Should the employee desire, leave from work with pay of up to ten (10) days may be substituted in place of the bonus payment.

   3.1	If two or more employees collaborate in developing a successful proposal, each shall share equally in the reward. However, the contribution of each employee must be adequately documented and verified before the reward is granted.

4. Eligibility. All County employees below the level of Administrative Officer shall be eligible for incentive awards. A recommendation for an award must be submitted in writing by the Administrative Officer and must contain detailed justification. A copy of each recommendation shall be sent to the Human Resources Department to be included in the employee's personnel file. All incentive awards must be approved by the County Commission. In addition, all bonus award payments shall be subject to certification from the Clerk/Auditor's Office that the necessary funds are available.
   
   
5. Payments. Incentive awards are not to preempt merit raises, promotions, or other established employee benefits or compensation, but are subject to regular withholding taxes, etc.

Insurance

1.  All merit employees scheduled to work at least thirty (30) hours per week are eligible to participate in County health, dental, and life insurance programs.

   1.1	Health and Dental Insurance. The County may provide health insurance coverage as determined each year during the County's budget process.
   1.2	Life Insurance. An employee may select a life insurance policy from a company sponsored by the County. The employee shall pay 100% of the premium for any program selected in excess of available County flex credits.

2.  Brochures and plan documents describing insurance benefits, limitations, employee rights, and premium costs are available in the Human Resources Department. 
   
   
3. C.O.B.R.A. Upon termination from County employment an employee, previously covered by health and dental insurance, may be entitled to continue coverage pursuant to COBRA, Federal Consolidated Omnibus Budget Reconciliation Act of 1985.
   
   
4. Reimbursement Accounts. Reimbursement Accounts enable you to pay certain qualified expenses using tax-free dollars. This can save you up to 20% or more in out-of-pocket expenses, depending on your personal tax rate. FLEX enables you to set up one or both of the reimbursement accounts.
   
   During the annual open enrollment, you decide how much you want to deposit into one or both of the reimbursement account(s). That amount will be divided evenly over 24 pay periods, and will automatically be deducted from your paycheck prior to taxes being taken out.
   
   When you have an expense that qualifies, you pay the bill and then submit a claim and you will be reimbursed with tax-free dollars from your reimbursement account.

   4.1	Health Care Reimbursement Account. Allows you to set aside up to $3,000.00 per year in pretax dollars to pay most out-of-pocket, un-reimbursed medical, dental and/or vision care expenses.
   4.2	Dependant Care Reimbursement Account. Allows you to set aside up to $5,000.00 per year in pretax dollars to pay eligible dependant care expenses.
   4.3	Use it or Lose it Rule. If you do not use all of the pretax dollars that you deposit into a reimbursement account, you will forfeit any balance in the account at the end of the plan year. You have until February 20th of the following plan year to submit claims for expenses incurred in that plan year.
   4.4	No Change Rule. Once you designate how much you want to contribute to one or both of your reimbursement accounts, you cannot stop or change your contributions until your next open enrollment period, unless you have a qualifying change in family status.

Coordination of Benefits

1. Purpose. This policy is designed and enacted by the Board of County Commissioners for the purpose of coordinating the medical insurance benefits of "eligible employee couples."
   
   
2. Administration. The Coordination of Benefits (COB) is established, administered and paid for by Weber County; It shall be the duty of the Employee Benefits Manager to coordinate the medical and dental benefits of Weber County eligible employee couples; and the COB does not increase or expand any medical insurance coverage.
   
   
3. Applicability. The COB Policy shall apply to all eligible employee couples.
   
   
4. General Requirements. The County will coordinate medical and dental benefits for the benefit and non-benefit spouse as if both employees carried the insurance plan chosen by the benefit spouse. The County will pay insurance premiums, not to exceed the amount authorized through the Flexible Benefit Program, to the medical carrier of the benefit spouse. "Flex Credits" will only be given to the benefit spouse of eligible employee couples. Both the benefit spouse and non-benefit spouse shall have individual election rights in regard to the other cafeteria plan options offered through the County's Flexible Benefit Program. Although, if the non-benefit spouse desires to participate in the cafeteria plan options, payroll deductions must be designated.
   
   
5. Reimbursement Process. Only eligible claims that are incurred and submitted for coordination will be reimbursed. The combined reimbursements for the COB for any one family unit will not exceed the amount the county would have paid for medical and dental coverage for a single employee. Medical and dental claims shall be treated as separate issues. The employee will NOT be reimbursed for dental expenses which exceed the amount of dental coverage for a single employee, and will NOT be reimbursed for medical expenses which exceed the amount of medical coverage for a single employee. 
   
   The required paperwork in the reimbursement process includes a claim form and a copy of the Explanation of Benefits (EOB) from the medical or dental carrier for all claims submitted for reimbursement.
   
   
   1. Medical expenses shall be submitted separately from dental expenses. Paperwork shall be submitted to the Employee Benefits Manager.
      
      
   2. If the claim is eligible for payment, reimbursement will be made once a month.
      
      
   3. The County reserves the right to investigate any reimbursement claim with the medical carrier or any other appropriate parties.
   
   
6. Appeals Process. If there is a discrepancy or disagreement on the COB, the eligible employee couple may submit a written request for an explanation to the Employee Benefits Manager. A written request for an explanation must be submitted within thirty (30) days of the approval or disapproval of the claim. The County has thirty (30) days, following the date on which a written request for an explanation is received, in which to respond in writing to a request. The eligible employee couple must sign a form authorizing the County to investigate.

Continued Insurance Pool Participation by Elected Officials and Employees

1. Purpose. The purpose of this policy is to provide the opportunity for long-term employees and elected officials who leave County service to purchase insurance coverage without causing any financial detriment to the County.
   
   
2. Elected Officials. Until he/she becomes eligible for another group health insurance program or until age 65, whichever occurs first, an elected County official who leaves office at the end of a term (because he/she chooses not to run or is defeated in an election) shall be eligible to receive health and dental coverage as if he/she were an employee of the County by paying the full premium for such coverage plus a 2% handling charge.
   
   
3. Employees. Until he/she becomes eligible for another group health insurance program or until age 65, whichever occurs first, an employee with at least ten (10) years of County employment who voluntarily terminates his/her service with the County shall be eligible to receive health and dental coverage as if he/she were an employee of the County by paying the full premium due for his/her coverage plus a 2% handling charge.
   
   
4. Former Employees Spouse and Family Participation. In the event that a former employee or elected official who is participating in the insurance pool pursuant to this policy dies before the age of 65, the employee's spouse may continue to participate in similar coverage (until he/she reaches 65) according to the same terms that the deceased employee had with purchased coverage.
   
   
5. Payment. Payment for any coverage under this policy shall be made on or before the tenth (10) day of the month for the next month's coverage. If payment is not received by the due date, coverage shall be terminated and the insured shall not be allowed to reinstate coverage.

Insurance Pool Participation Less Than Full-Time Employees

1. Purpose. The purpose of this policy is to provide the opportunity for part-time employees who work on a continuous basis to participate in the County insurance plan by paying the premium and services charge as specified herein. 
   
   
2. Eligibility.
   1. Until he/she becomes eligible for another group health insurance program or until age 65, whichever occurs first, a part-time employee who works at least twenty (20) hours or more per week shall be eligible to participate in the County's health and dental program by paying the full cost of such coverage plus a 2% administrative charge. 
      
      
   2. Until he/she becomes eligible for another group health insurance program or until age 65, whichever occurs first, a full-time employee with at least five (5) years of full-time County employment who voluntarily reduces hours of employment to part-time shall be eligible to continue their health and dental coverage as if they were full-time employees of the County by paying the full cost of the health and dental program plus a 2% administrative charge.
   
   
3. Former Employee's Spouse and Family Participation. In the event that a former employee who is participating in the insurance pool pursuant to this policy dies before the age of 65, the employee's spouse may continue to participate in similar coverage (until he/she reaches age 65) according to the same terms that the deceased employee had purchased coverage.
   
   
4. Payment. Payment for that coverage under this policy shall be made on or before the tenth day of the month for the next month's coverage. If payment is not received by the due date, coverage shall be terminated and the insured shall not be allowed to reinstate coverage.

Miscellaneous Leaves

1. Military Leave. Merit employees shall be granted leave with full pay for active service in the National Guard or Armed Forces Reserves for the purpose of fulfilling annual field training. Employees on an initial probationary period are not eligible to receive military leave with pay. Employees participating in this training must submit appropriate written orders as evidence of such duty to their Administrative Officer. Military leave with pay shall not exceed fifteen (15) working days in any one calendar year. All military leave taken shall be reported on bi-weekly payroll time sheets.

   1.1	Leave-without-pay shall be granted to merit employees who voluntarily enlist, are drafted into, or are called into active service in any branch of the Federal armed forces. Employees granted such leave of absence retain re-employment rights and other statutory benefits specified in Federal and State statutes during the period of active military duty and for an additional forty (40) calendar days following termination of military duty, provided the employee is honorably discharged and applies for re-employment in writing within the forty (40) day period and provided the absence does not exceed four (4) years unless involuntarily retained in military service. Employees shall: be restored to the same position or to an equivalent position within 20 days; retain all accrued and unused leave entitled to immediately prior to the commencement of active military service; and receive and earn benefits and compensation at a level not less than that to which the employee would have been entitled had there been no absence due to active military service.
   1.2	Employees returning from active military service may not, without cause, be discharged or subjected to reduction of compensation for one year following a return to employment under this policy. Nothing in this policy shall serve to extend a period of employment beyond that to which the employee was appointed. If the employee declines two (2) consecutive offers for position vacancies, reinstatement rights may be canceled by the County Commission.
   1.3	If, due to a service connected disability or for some other reason, an employee is not qualified to perform all the duties of their former position, a reasonable effort will be made to place them in the closest comparable position for which they are qualified.

2. Special Leave. Upon authorization of the Administrative Officer, merit employees may receive leave with pay while attending special education or training sessions or while attending to official County business away from the County. It is further provided that the Commission may authorize that all necessary expenses be paid by the County.
   
   
3. Absent Without Leave. No employee may be absent from duty without permission of their Administrative Officer. Absence without leave shall be sufficient cause for forfeiture of all rights and privileges earned while employed. An employee absent for three (3) consecutive working days without notice and without sufficient reason shall be considered to have resigned.
   
   
4. Family and Medical Leave. Employees who have been employed by Weber County for the previous twelve (12) months and have worked at least 1,250 hours during those months are eligible for up to twelve (12) weeks of Family and Medical Leave (Spouse employed by same employer are entitled to: a maximum of 12 weeks total for birth, adoption or care of a sick parent; up to 12 weeks leave each for serious illness of self, or to take care of a sick child or spouse). Leave may consist of reduced work schedule or intermittent leave depending upon circumstances and supervisor approval. (FLSA exempt employees may be reduced in pay while on Family and Medical leave without affecting FLSA status.) Leave shall be taken as "paid leave" until all paid leave is exhausted. Leave may be taken for the following reasons:
   
   
   1. To care for the employee's child after birth.
      
      
   2. To care for a child involved in adoption or state approved foster care (within 12 months of event).
      
      
   3. To care for the employee's spouse, son, daughter, or parent who has a serious health condition.
      
      
   4. For a serious health condition when unable to perform essential duties of the position.
   
   

   4.1

   Employees must request Family and Medical Leave thirty (30) days in advance of use when "foreseeable." The County may require medical certification(s) to support a request for leave. The County may also require a fitness for duty report before an employee returns to work.

   4.2

   The County will maintain an employee's health, dental, and life insurance coverage at current participation levels during leave. The employee will be responsible for the employee's share of such benefits and shall pay the premium as instructed. Employees who fail to pay a premium within thirty (30) days may have their benefits terminated. Employees failing to return to work after Family and Medical Leave shall repay the County for all insurance premium amounts paid by the County during the leave period.

5. Maternity Leave. Pregnancy is to be considered as a temporary disability and is to be treated as such in any decisions pertaining to employee benefits. The commencement of either paid or unpaid leave required by pregnancy is an individual matter and should be negotiated by the employee, the employee's physician, and the Administrative Officer.

   5.1	While on leave required by pregnancy, employees will be placed on "paid" leave of absence until their paid leave is exhausted. (12 weeks is allowed under FMLA - see 4.0 above).
   5.2	Employees anticipating a leave due to pregnancy should notify their Administrative Officer as far in advance as possible so that replacements can be planned and the necessary paperwork completed.
   5.3	Employees desiring continued health insurance coverage while on leave-without-pay status may receive such coverage if they contact the Human Resources Department and make the necessary arrangements in advance as may other employees on FMLA leave.
   5.4	An employee who becomes pregnant may continue working until she is no longer able to perform duties in a satisfactory manner or until the employee's health is endangered by working. The County may require an employee to present medical certification from a doctor of fitness to continue or resume work, or physical inability to resume work.

6. Jury Leave. Every employee shall be entitled to leave of absence whenever, in obedience to a subpoena or direction by a proper authority, they appear as a witness or a juror for the Federal Government, State of Utah, or a political subdivision thereof. Time required in going to and returning from jury or witness duty is considered to be an approved absence.

   6.1	During such period of required absence, the employee shall be eligible to receive County compensation and will not be entitled to the pay or fee (excluding traveling expense allowance) received from services as a witness or juror while on County time.
   6.2	Any income earned and received from jury or witness duty while on County time shall be turned over to the Treasurer's Office for reimbursement to Weber County.
   6.3	Time absent by reason of subpoena for private litigation or by some party other than the Federal Government, State Government, or a political subdivision thereof, to testify not in official capacity but as an individual, shall be taken as vacation leave or leave-without-pay.
   6.4	Each employee taking jury leave shall notify their Administrative Officer in advance. Weber County shall not compensate employees for jury leave unless previous notification is given.

7. Funeral Leave. It is the policy of Weber County to grant funeral leave with pay to any merit employee who suffers the loss of a member of the immediate family. Part-time merit employees shall be compensated for funeral leave based on the number of hours they are normally scheduled to work during the funeral leave period.

   7.1	The immediate family is defined as wife, husband, child, mother, father, brother, sister, mother-in-law, father-in-law, grandmother, grandfather, grandchild, brother-in-law, sister-in-law, daughter-in-law, son-in-law, stepchild, stepmother, and stepfather.
   7.2	In the event of a death an eligible employee may be granted time off as follows: Death in the Immediate Family - Employees may take three consecutive working days off.

8. Leave without pay. It is the policy of Weber County to grant leave-without-pay for educational pursuits, military service, study, travel, or for other reasons within the discretion of the Administrative Officer. Such leave shall not be regarded as an acquired right by employees and shall be granted only when County services will not be adversely affected. (Merit employees may be eligible for leave-without-pay for a period not to exceed one year, upon request to the Administrative Officer and approval by the Director of Human Resources and the Commission.)

   8.1

   Administration. An Administrative Officer may grant an employee leave-without-pay for a specified period of time not to exceed thirty (30) calendar days. An employee will be required to use all accrued vacation leave and compensatory time, if applicable, before being granted leave without pay. An employee who fails to report for work within three (3) days of the expiration of such leave, shall be considered to have resigned.

   8.2

   Benefit Status. There shall be no change in benefits for an employee on leave-without-pay status for thirty (30) calendar days or less.  An employee on leave-without-pay status for more than the thirty (30) calendar days shall not receive any County benefits during such leave unless paid by the employee or otherwise approved by the Board of County Commissioners. However, employees desiring insurance coverage during an extended leave-without-pay period may receive such coverage if the necessary arrangements are made beforehand with the Human Resources Department. These employees must pay the entire insurance premium, and an appropriate administrative fee, for the duration of leave-without-pay. Employees will not accrue vacation or sick leave benefits when on leave without pay status.

9. Administrative Leave. Administrative Leave is paid leave which may be granted to an employee, at the discretion of the Administrative Officer and Human Resources Director, for any valid reason. An Administrative Officer seeking to relieve an employee of work shall request approval of this leave through the Human Resources Director. Employees shall retain all rights of employment due them and shall receive pay and benefits as if they had worked.
   
   
10. Voting Leave. Voting in a public election is an important civic duty and we encourage all of our eligible employees to vote. To help in this cause you can request up to two hours of paid leave to go vote in federal, state and local general elections if your work schedule prevents you from voting. You are required to get approval for this leave from your supervisor. It is encouraged that you take this leave at the beginning or end of your scheduled work period or at a time designated by your supervisor so as not to cause any hardship to your work colleagues.

Retirement

1. Time of Retirement. Employees, at personal discretion, may choose to retire at any time in accordance with Utah Retirement System regulations. Employees anticipating retirement should notify their Administrative Officer, as far in advance as possible, so that plans for a replacement can be made.
   
   
2. Social Security. All employees shall participate in the Social Security program as required by the United States Government. 
   
   
3. Utah Retirement System. The Utah Retirement System operates several retirement systems which may be applicable to County employees. 
   
   
4. Eligibility. All merit employees working at least twenty (20) hours each week and receiving benefits normally provided by the County are enrolled in one of the systems depending upon their occupation and date of hire. Temporary, seasonal, and other employees whose employment does not exceed 1040 hours per year are not eligible to participate in the program. All eligible employees shall be enrolled immediately upon hire. Elected Officials, Department Directors, and other qualified individuals who are exempt from merit system protection have the option of not belonging to one of the Utah Retirement Systems. 
   
   
5. Membership. Eligible employees are enrolled in the Non-Contributory Retirement System. Eligible Correctional Officers and Peace Officers hired after December 6, 1989 are enrolled in the Public Safety Non-Contributory Retirement System. Other eligible Correctional Officers and Peace Officers hired before December 7, 1989 are enrolled in the Public Safety Retirement System unless they have exercised their option to switch to the Public Safety Non-Contributory Retirement System.
   
   
6. Contribution Rates. Contribution rates for the public safety retirement systems are computed on gross pay up to a maximum of 80 hours per pay period. Contribution rates for the public employees' retirement systems are computed on gross pay. Elected Officials, Department Directors, and other qualified individuals exercising the option to be exempt from a retirement system shall have an amount equal to the contribution rate of the retirement system which they are being exempted from contributed to a 401(k) account in their name up to legal limits.

   6.1	401(k) Match. As part of the budget approval process the County Commission may approve a 401(k) matching contribution for a subsequent calendar year.

7. Post-Retirement Employment. Employees receiving a benefit from the Utah Retirement System will receive a contribution to a 401(k) account equal to the retirement contribution normally paid on their behalf.

Sick Leave

1. Eligibility. Sick leave should be considered a privilege rather than an obligation of the County to its employees. Paid sick leave is a benefit afforded to all merit employees who regularly work at least twenty (20) hours per week under the following circumstances: a) when an employee is sick or disabled and cannot perform normal job duties; b) to meet medical or dental appointments; and c) to care for a child, parent, or spouse who is ill. 
   
   
2. Accumulation. Full-time merit employees shall accrue sick leave at the rate of 3.70 hours for each eighty (80) hours paid up to a maximum of 3.70 hours per pay period. Part-time merit employees authorized to regularly work twenty (20) or more but fewer than forty (40) hours per week shall accrue sick leave on a prorated basis up to a maximum of 3.70 hours per pay period. Sick leave shall accumulate without being limited to any specific number of days. Sick leave shall not accrue when leave without pay is granted. 
   
   
3. Utilization. Employees shall be eligible to use sick leave any time after its accrual. Sick leave shall be used exclusively in an incident of an actual illness, it can not be substituted for vacation leave. However, in order to qualify for sick leave, employees must notify their Administrative Officer or supervisor no later than one (1) hour before normal starting time on each day of absence, unless circumstances surrounding the absence make such notification impossible. The Administrative Officer or supervisor should also be kept advised of the employee's progress and expected date of return to duty. Use of sick leave for scheduled appointments should be reported to the supervisor at least one week prior to the appointment where practicable. Administrative Officers or supervisors may direct an employee to leave the workplace if there is a concern for the health of the employee or those with which the employee may come in contact. 
   
   
4.  Any absence for illness that extends beyond accrued sick leave will result in the employee being carried on vacation leave status until all accrued vacation leave and compensatory time balances have expired, then on a leave without pay status. 
   
   
5.  Employees shall use sick leave in increments of fifteen (15) minutes.
   
   
6. Certification of Illness. For sick leave in excess of three (3) consecutive days or if abuse of sick leave is indicated, the Administrative Officer or the Director of Human Resources may require either a certificate from the attending physician, stating that illness prevented the employee from working, or a medical examination certificate or other acceptable proof. Such notice must be given to the Administrative Officer within a period of three (3) days from the date of the request. Abuse of sick leave may be indicated by patterns of sick leave usage such as: Monday or Friday absences; use of sick leave in conjunction with scheduled vacation or days off; or three or more sick days in any month.

   6.1	The County may require an employee to present medical certification from their doctor of fitness to continue or resume work, or of physical inability to resume work.

7.  When an employee transfers from one County department to another, their accrued sick leave credit shall transfer with the employee. Sick leave may not be transferred from one employee to another.
   
   
8. Sick Leave Incentive Program. All employees shall have the option annually, on the first pay period of January, to convert twenty-five (25) percent of the unused sick leave accumulated from the previous twelve (12) month period into additional vacation leave. The remaining seventy-five (75) percent of the unused sick leave accumulated during that period to be added to the employee's total accumulated sick leave. Those employees desiring to exercise this option must submit a written request to the Human Resources Director by December 1st of each year, otherwise their unused sick leave will be carried forward in their accumulated total.

   8.1	Eligible employees planning to convert their unused sick leave to vacation hours shall return a sick leave conversion election form as directed by the Human Resources Department.
   8.2	In figuring the conversion provided by this option, any sick leave eligible for conversion shall have been accrued and not used during the past twelve (12) month period and not from the total. Employees leaving Weber County employment prior to December 1st of any year will not be eligible for this benefit. Employees discharged from County services shall not be eligible for this benefit.
   8.3	Employees meeting the retirement guidelines of the Utah Retirement System and who apply and are approved to receive retirement payments shall be eligible to be paid for one-third (1/3) of all sick leave which is accrued and unused upon retirement.

Vacation

1.  Each full-time merit employee shall accrue vacation leave on a pay period basis up to the maximum hours indicated below: 
   
   

   Hours Accrued
   County Service	Per Pay Period
   0 - 5 years	4.00 (13 days per year)
   6 -10 years	4.62 (15 days per year)
   11 -15 years	5.54 (18 days per year)
   16 yrs and over	7.07 (23 days per year)

   
   
2. Eligibility. Part-time merit employees authorized to work twenty (20) hours or more but fewer than forty (40) hours per week shall accrue vacation leave on a prorated basis in proportion to the number of hours paid for the appropriate length of County service up to the amounts indicated above.

   2.1	Upon written request, former employees rehired with reinstatement rights following military service or reinstated from reduction-in-force status shall assume the same eligibility for vacation that they had before their termination.

3. Accumulation. Unused vacation leave may accrue up to 320 hours (40 days). The first pay period after an employee's hire date, any accrued unused vacation leave in excess of 320 hours will be forfeited. Vacation leave shall not accrue when leave without pay is granted.

   3.1	Employees terminating from County service shall be paid for a maximum of 320 hours vacation leave.
   3.2	When employees transfer from one County department to another, their accrued vacation leave credit shall not be forfeited.

4. Utilization. Employees shall be allowed to use vacation leave anytime after its accrual with Administrative Officer approval. Employees shall not be eligible to take vacation leave in advance of its actual pay period accrual. Approval and time of vacation leave shall be determined by the Administrative Officer with due regard to the employee's wishes and the needs of the department and of the County. Employees shall use vacation leave in increments of fifteen (15) minutes.
   
   
5.  Unscheduled days and legal holidays occurring during a period in which leave has been granted shall not be charged against accrued vacation leave.