Orange County NC Website
3. Analysis of Non-Permanent Employees (Temporary Employees) <br /> Brenda Bartholomew said at their June meeting the Board of County Commissioners <br /> asked her to look at how the County was employing its temporary employees. <br /> She reviewed the following information from the abstract: <br /> Section 1: Definition of a Temporary Employee <br /> Subject to the provisions of the County Code of Ordinances Section 28-15 (b) a new <br /> temporary appointment may be made for up to six months and may be extended for six <br /> additional months, not to exceed a total of one year, except as provided in Subsection 28- <br /> 15(b)(3). <br /> Subsection 28-15(b) (3) states that the County Manager may approve the extension of a <br /> temporary appointment beyond one year: <br /> • When the employee regularly works 15 hours or less each workweek (as averaged on a <br /> monthly basis). In urgent circumstances where additional hours are necessary to continue <br /> critical services, the County Manager may approve additional hours in writing. <br /> For this purpose, critical services include such services as public safety and top priority goals <br /> of the County. <br /> • When the employee is working under an established academic internship program or work <br /> study program. <br /> ATTACHMENT A provides the referenced Ordinance and the Non-Temporary categories. <br /> Section 2: Rights of Temporary Employees <br /> Under Section 28-36 of the Code of Ordinances, it is the policy of Orange County to provide <br /> permanent employees both full-time and part-time (regularly scheduled at least 20 hours each <br /> workweek) with group health insurance. Temporary employees are considered non-permanent <br /> and are not eligible for health insurance. <br /> Section 3: Current Work Assignments of Temporary Employees <br /> There are varying uses of temporary employees, summarized as follows: <br /> • Employees work a regular work schedule for periods longer than six months to a year <br /> • Employees work within the duration of a grant time period <br /> • Employees work a defined time period, considered seasonal, may return year after year <br /> • Employees work on as needed basis or per diem (called when needed) <br /> • Employees are filling a position vacated because an employee is on leave <br /> • Employees are filling a need during the time period to process the filling of vacancies <br /> • Employees in the Workforce Investment Act (WIA) (DSS youth employment grant) <br /> • Employees in the Work First Program, which services parents of children with little or no <br /> income <br /> The Board of County Commissioners may want to consider implementing a policy that <br /> determines the full status of any non-permanent temp employee over a 12 month <br /> measurement period as suggested under the affordable care act. <br /> There are 22 employees of the 300 temporary employees that worked more than 1,040 hours <br /> in FY 2013 - 2014, which represents 7.33% of the temporary population. Five of these <br /> temporary employees are County retirees from the BOCC (1), Health (1), Solid Waste (1), and <br /> the Sheriff's Office (2). <br /> Under the Affordable Care Act (ACA), employers with 50 or more fulltime employees (including <br /> full-time equivalents) must offer all employees working an average of 30 hours per week or <br /> more in a month a health insurance coverage or pay penalties, effective January 1, 2015. <br />