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Director Davis noted that there will be times when some <br />employees will be on the job with other equipment operators, <br />and they would be paid their current pay rate. Most of <br />their classroom activity will be after hours, however, and <br />the only one compensated for overtime would be the trainer <br />as the employees would be doing this on their own <br />initiative. <br />Chairman Scurlock inquired about this program as <br />related to nepotism, which he felt can be a real negative <br />problem. <br />Administrator Wright stated that it is County policy <br />not to hire direct kin of other employees who work for the <br />Board. He believed there are situations where someone's <br />wife will work for another Constitutional officer, and Mr. <br />Davis noted that some employees' relatives were hired during <br />the summer as part time help. <br />Chairman Scurlock brought up the question re our <br />training these people and then having them move on to <br />private industry. <br />Director Davis did not feel that will be a problem for <br />the first few years, mainly because in selecting the trainee <br />from those who sign up for the program, we will be looking <br />at things like their past performances, their lon- <br />gevity, etc. We are not going to be taking people who are <br />newly hired and putting them in this program because we feel <br />an obligation to those who have been with the county. He <br />did believe we will have some degree of people being trained <br />and leaving, but he did not know how you could ask the <br />employee to compensate us for that training if he leaves. <br />Commissioner Wodtke noted that the training period is - <br />set up for 120 hours, and he wondered if all the categories <br />necessarily would require that many training hours. <br />Director Davis agreed that on some of the mowing <br />equipment and trucks, possibly only 80 hours of logged time <br />9 <br />JU 1 18 1984 BOOK 57 F�!GE l 2 <br />