Court Opinion

ID: 4047454
Source: CourtListenerOpinion
Date Created: 2016-09-29 00:24:53.527584+00
Date Added: 2024-06-11T14:31:03.903690
License: Public Domain

CAUSE NO. 2012-CI-8758
                                                                              2012 C 108   7A  00034

                                                                                FILED IN
                                                          IN THE DISTRICT4th COURT
                                                                             COURTOF APPEALS
CARMELLA GUERRERO,                             §                           SAN ANTONIO, TEXAS0' )
   Plaintiff,                                  §                                               "
                                                                         11/17/2015 7:02:43 PM
VS.                                            §          2-25 TH JUDICIAL DISTRICT
                                                                             KEITH E. HOTTLE
                                                                                  Clerk
                                               §
BEXAR COUNTY CIVIL SERVICE                     §
COMMISSION,                                    §
    Defendant                                  §          OF BEXAR COUNTY, TEXAS

      NOTICE OF FILING OF ORIGINAL RECORD AND HEARING TRANSCRIPT

       Defendant, Bexar County Civil Service Commission files the attached reporter's record

and clerk's original record per Texas Local Government Code 158.0122(a)

                                           Respectfully submitted,

                                           Clarkson F. Brown
                                           State Bar No. 00798082
                                           Assistant Criminal District Attorney
                                            - Civil Section
                                           300 Dolorosa, Suite 5049
                                           San Antonio, Texas 78205-3030
                                           Telephone: (210) 335-3918
                                           Telecopier: (210) 335-2151
                                           cbrown(ZIbexar.org
                                           A11TORNEY FOR DEFENDANT

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                                                  TR-0082
                                        NO. 1 O-BCCS-022

IN THE MATTER OF CARMELLA                               BEXAR COUNTY CIVIL SERVICE

GUERRERO RELATIVE                       TO              COMMISSION, BEXAR cOuNTY; TEXAS

EMPLOYMENT IN THE BEXAR COUNTY

INFORMATION TECHNOLOGY

DEPARTMENT, BEXAR COUNTY, TEXAS

                                              ORDER

       On the 26th day of April, 2012, came onto be heard the case of Carmella Guerrero vs Bexar

County Information Technology Department (1 0-BCCS-022) before the Bexar County Civil Service

Commission. Chairman Gina M. Elliott presided. Commissioner Ruben L. Cortez and

Commissioner Joe Gimblet were also in attendance. Carmella Guerrero attended in person and

was represented by her attorney Orlando Lopez: The Bexar County Information Technology

Department appeared through Catherine Maras, Chief Information Officer, and was represented by

Clark Brown, Assistant Criminal District Attorney, Civil Sectipn. Also present were: Tina Singh,

Contract Employee, Bexar County Information Technology Department; Gilbert Louis Sanchez,

Technical Support Manager, Bexar County Information Technology Department; Robert Hampel,

Deputy Chief Information Officer, Bexar County Information Technology Department; David

Mandujano, Former Technical Support Manager, Bexar County Information Technology Department;

Chauncey Spencer, Former Jail Administrator, Bexar County Sheriffs Office; Andrea San Miguel,

Director for the Commission; and Nelda Tanaka, Office Assistant III, Bexar County Civil Service

Commission.

       After listening to testimony and reviewing the evidence submitted by both parties in this case,

and after deliberating, the Commission, by unanimous decision, has determined that the demotion

of Carmella Guerrero should be overturned and that Ms. Guerrero should be granted back pay and

                                             TR-0083
CASE #10-BCCS-022 CARMELLA GUERRERO VS BEXAR COUNTY INFORMATION
TECHNOLOGY DEPARTMENT

benefits for the difference in pay at the rate of pay when she was demoted until the position was

eliminated in the budget on October 1, 2011. Ms. Guerrero will remain in her current position of

Technology Business Analyst at her current salary.

         IT IS HEREBY ORDERED that the demotion of Carmella Guerrero is overturned and that

Ms. Guerrero will be granted back pay and benefits for the difference in pay at the rate of pay when

she was demoted until the position was eliminated in the budget on October 1, 2011.

         IT IS FURTHER ORDERED that Ms. Guerrero will remain in her current position of

Technology Business Analyst at her current salary.

         IT IS FURTHER ORDERED that pursuant to Local Government Code, Chapter 158,

Subchapter A., County Civil Service System, Section 158.0123 (a) the Commission shall require a

party who appeals a final decision to pay one-half of the cost of preparation of the original or a

certified copy of the record of the Commission proceeding that is required to be sent to the reviewing

court.

         SIGNED AND ENTERED this the 26th day of April, 2012.

                                               THE BEXAR COUNTY
                                               CIVIL SERVICE COMMISSION

                                              LINA . ELLIOTT, CHAIRMAN

                                               RUBEN L. CORZ, COMMISSI9NR

                                             TR-0084
  CASE #10BCCS022 CARMELLA GIJERRERO VS BEXAR COUNTY INFORMATION
  TECHNOLOGY DEPARTMENT

  benefits for the difference in pay at the rate of pay when she was demoted until the position was

  eliminated in the budget on October 1, 2011. Ms. Guerrero will remain in her current position of

  Technology Business Analyst at her current salary.

           IT IS HEREBY ORDERED that the demotion of Carmella Guerrero is overturned and that

  Ms. Guerrero will be granted back pay and benefits for the difference in pay at the rate of pay when

  she was demoted until the position was eliminated in the budget on October 1, 2011.

           IT IS FURTHER ORDERED that Ms. Guerrero will remain in her current position of

  Technology Business Analyst at her current salary.

           IT IS FURTHER ORDERED that pursuant to Local Government Code, Chapter 158,

  Subchapter A., County Civil Service System, Section 158.0123 (a) the Commission shall require a

  party who appeals a final decision to pay one-half of the cost 'of preparation of the original or a

  certified copy of the record of the Commission proceeding that is required to be sent to the reviewing

  court.

           SIGNED AND ENTERED this the 26th day of April, 2012.

                                                 THE BEXAR COUNTY
                                                 CIVIL SERVICE COMMISSION

                                                4INA      . ELLIOTT, CHAIRMAN

                                                 Z'
                                                 RUBEN L. CORtEZ, COMMlSSlyiyR

ACKNOWLEDGED RECEIPT:
DATE:

                                             TR-0085
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                              Mr. Orlando Lopez
                              Attorney-at-Law
                              719 S. Flores Street, Suite 100
                              San Antonio, TX 78204                                                             3
                                                                                                                    lib Certified MaJI       CExpressMafl
                              Case #10-BCCS-002 Carmella                                                            E3 Registwed             DReturnRecetptforMsethwidlesj
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                                                                                                        TR-0087
                        Bexar County Civil Service Commission Hearing
                                      Case #10-BCCS-022
             Carmella Guerrero vs Bexar County Information Technology Department
                                    Thursday, April 26, 2012

OfficeiDepartment Exhibits
                                                                                         Appellant!
  Exhibit                                                                      Exhibit
                                          Exhibit                                         Grievant
  Number                                                                      Admitted
                                                                                         Objection
              e-mail 7/23/10 from Carmefla Guerrero to Tina Singh regarding
     D-i      parking                                                           Yes         No
              Letter to Cathy Maras dated October 6,2010 regarding Incident
     0-2      on October 4, 2010 from Carmella Guerrero                         Yes         No
              e-mail 9/1/10 from Carmella Guerrero to Gilbert Sanchez
     D-3      regarding parking                                                 Yes          No

AppellantiGrievant Exhibits
                                                                                         Office!
   Exhibit                                                                     Exhibit
                                          Exhibit                                      Department
   Number                                                                     Admitted
                                                                                        Objection
              Carmella Guerrero's Performance Reviews, Chacter References,
              Commending Emails, Commendations, Pre-Demotion, Post-
     A-i      Demotion, Promotion, and Resume and Certificates                  Yes          No

                                               TR-0088
From: Guerrero, Carmella
Sent: Wednesday, September 01, 2010 4:23 PM
To: Sanchez, Gilbert
Subject: FW: In & Out Parking

Do all of these people still qualify?

Carmella T. Guerrero
Planning & Technical Services Manager
Bexar County Information Services
(210)335-0225

From: Talamantes, Raul
Sent Friday, August 06, 2010 3:43 PM
To: Guerrero, Camiella
Subject: RE: In & Out Parking

Toby Ullevig
Monty Breaux
Pete Martinez
Raul Sanchez
Eric Rodriguez
Hediin Rico
Pat Ayala
Carl Buckert
Joseph Sound
Palmer Walker
Dan Gonzalez
Jose Fernandez

From: Guerrero, Carrnella
Sent: Friday, August 06, 2010 3:24 PM
To: Talamantes, Raul
Subject: In & Out Parking

David Mandujano and Joe Yebra are both gone and I do not have a curren
parking in the Garage. Can you provide one?

Carmella T Guerrero
Planning & Technical Services Manager
Bexar County Information Services
(210)335-0225

                                                                         7*3

                                               TR-0089
                          BEXAR COUNTY INFORMATION TECHNOLOGY
                                     203W. Nueva, Suite 200
                                 San Antonio, Texas 78207-4507
                                        (210)335-0200

                                              October 6, 2010

TO: Cathy Maras, CEO

SUBJ: Incident on October 4, 2010

        I am writing this letter regarding the incident that occurred in your office on Monday, 10/41 10. 1
went .back and forth as to whether putting this in writing was the best way to go, however 1 was concerned
that another discussion would result in another altercation.

        It is important to me that you know my feelings on this matter. Beginning early Monday morning,
you inquired about parking at the annex and directed me to do several things including asking Tina Singh
to find parking elsewhere and to pay for said parking. I immediately came upstairs to notify Ms. Singh
and you were already telling her. Your tone towards me.was rude and accusatory in front of Ms. Singh.
Throughout the day while we were working out the issues on BCIT parking, you were abrupt with me and
in my opinion accusatory that David and I were utilizing the parking situation to our advantage. One
example was the "wink-wink" you gave me in the meeting with 03 1 Lulu and Linda and your reference to
the fact that only David and I had these privileges. This is not true. I have been following County policy
regarding parking since the policy inception in 1999.

After, spending a good majority of my day trying to fulfill your directive to find out who was parking in
what spaces, I felt that you were growing angrier and angrier. At the end of the day, I went to provide
you a copy of the policy for review and discussion at managers meeting. Again, you raised your voice,
slapping the policy in your hand and accusing me of wrong doing and notifying me that you were taking
me out of the loop. I turned to leave your office and made this comment: "I was just giving you a copy of
the policy, I don't understand why you have been ugly to mell day". You raised your voice at me,
jumped out of your chair, got up in my face, pointed your finger six times yelling "sit down", proceeded
to the door and slammed it shut You continued to yell at me saying that you are the CO and it was your
right to act like this. You yelled several times that I had a bad attitude and inappropriate mannerisms and
that you were not going to stand for it. You directed to "fix" it. You also shouted that I was making you
look like an "a-hole".

The majority of the employees on the 2 Id floor heard this outburst and were very concerned. When I was
in your office, I was afraid of you. In thirty years of my professional career, I have never been treated like
this. I feel embarrassed and degraded in front of the employees of BCIT. Since this occurred, I have been
approached by several staff asking if! was ok.

                                                 TR-0090
Whether or not employees like me, I feel that they respect me and you have damaged that respect, at least
in my eyes. I have worked in BCIT for the passed 12 years and in the County for 18 years and have never
been in trouble with any employer for any reason nor have I been treated the way you treated me.
I believe that we have to work together and for the most part, I feel we are a good team. You become
stressed as do I and you have a different way of handling that than I do. However, mutual respect for
each other as human beings is imperative for me to move forward.

I want to go on record saying that I will work on my body language, faces, and mannerisms as you have
asked me to do. I believe my attitude at work is good and my working relationships with co-workers,
business partners and employees have never been challenged to date.

I also feel that in order to move forward, you owe me an apology for the yelling and screaming and
slamming the door that catsed intimidation, humiliation and embarrassment to me.

I am certain that we can move passed this if you agree. I did not want to leave on my vacation until we
resolved the matter. I am available until 12:00 noon today if you want to discuss it with me.

                                             Cannella Guerrero
                                             IT Services Manager

                                               TR-0091
I

    Singh, Tina

    From:                             Guerrero, Carrnella
    Sent:                             Friday, July 23, 2010 3:23 PM
    To:                               Singh, Tina
    Subject:                          RE: Parking

    Follow Up Flag:                   Follow up
    Flag Status:                      CompletS

    awesome news .... come see me when you have a chance

    Carmella T. (Juerrero
    Planning & Technical Services Manager
    Bexar County Information Services
    (210)335-0225

           From: Singh, Tina
           Sent: Thursday, July 22, 2010 3:35 PM
           To: Guerrero, Carmella
           Subject: RE: Parking

               Hi Carmelia,
                          Thank you for email, I appreciate your efforts.

               Note- I received a blank call from you at 2.48, I could hear background sounds only, is it something you need
               from me.

               Thanks
               Tina

               'flint Sing!;
               IkcJnucaL Virc'ctor
               Fi;;n,zci,zI Syste;;z 1nipk'riw; tatw;t
               &xar County !;ifon;mtto;; Services
               210-335-0243 (0); (210) 382-3349 (Ge!!)

               From: Guerrero, carniella
               Sent: Thursday, July 22, 2010 1:08 PM                           /
               To: Singh, Tina
               Subject: RE: Parking

               How about if I ask if you can park at Heritage in one of their spots? I was not successful getting you parking here
               as you are not a County employee and the waiting list for County employees is 3 years long.

               Carmella T. Guerrëro
               Planning & Technical Services Manager
               Bexar County Information Services
               (210)335-0225

                                                                      1            atCd%4.O            £7cKW 1

                                                                 TR-0092
Singh, Tina

From:                          Singh, Tina
Sent:                          Tuesday, July 27, 2010 1:40 PM
To:                            Sanchez, Gilbert
Cc:                            Guerrero, Carmella
Subject:                       RE: Hi

Hi Gilbert,
              Thanks for the information,
Tina

Tiia Singh
Tcchukal Director
Finrqjc'jnl Systeiu Iris plesnesitativil
Bc tar Cost n h (sift yl;jjI( son Services
210-335-0243 (0); (210) 382-3349 (cell)

From: Sanchez, Gilbert
Sent: Tuesday, July 27, 2010 12:59 PM
To: Singh, Tina
Cc: Guerrero, Carmella
Subject: RE: Hi

I believe the spot number is 7

From: Singh, Tlna
Sent: Tuesday, July 27, 2010 12:37 PM
To: Sanchez, Gilbert
Cc: Guerrero, Carmella
Subject: HI

Hi Gilbert,
              I have been trying to contact you, please send me the number of spot you currently park in.
Thanks
Tina

1111(1Sing/s
1 ec/usica! 1)/rector
Financial Syst':n hsiplenscntation
Dex ar County 111JiwinaHosi Services
2 I0-3350243 (0); (210) 382-3349 (Cell)

                                                                1

                                                          TR-0093
San Miguel, Andrea

From:                       San Miguel, Andrea
Sent                        Monday, April 23, 2012 4:40 PM
To:                         Orlando Lopez
Cc:                         Natalie Bell
Subject:                    Case #10-BCCS-022 Carmella Guerrero vs Information Technology
Attachments:                loCGuerreroAdmin Leave.022.pdf, lOCGuerreroLetter Regarding Incident.022.pdf;
                            lOCGuérreroResporise.022.pdf; 10CGuerreroAppeal.022.pdf; 10CGuerrero.022.pdf;
                            10CGuerreroDeptRespForm.022.pdf

Importance:                 High

Mr. Lopez,

Attached are the documents that were filed in Case #1 O-BCCS-022 Carmella Guerrero vs Information
Technology.

If you have any questions, you may contact me at (210) 335-2688.

Andrea San Mlgu!l
Civil Service Director
Bexar County Civil Service Commission
211 S. Flores Street
San Antonio, TX 78204-1 012
(210) 335-2688 Phone
(210) 335-2686 Fax
(210) 335-6333 Job Line
asanmipuelbexar.org

                                               TR-0094
San Miguel, Andrea

From:                        San Miguel, Andrea
Sent                         Friday, April 20, 2012 12:33 PM
To:                          Brown, Clark
Cc:                          Gina M. Elliott; Ruben Cortez; Joe Gimblet; Tanaka, Nelda
Subject:                     Witness List for Case #10-BCCS-022 Carmella Guerrero vs Information Technology
                             Department
Attachments:                 lOCGuerreroWitnessList.022.pdf

Importance:                  High

Clark,

Attached is the witness list that I received from Orlando Lopez, Ms. Guerrerô's attorney, for Case
#10-BCCS-022 Carmella Guerrero vslnformation Technology Department for her hearing on
Thursday, April26, 2012 at 9:00 a.m.

Andrea San Miguel
Civil Service Director
Bexar County Civil Service Commission
211 S. Flores Street
San Antonio, TX 78204-1012
(210) 335-2688 Phone
(210) 335-2686 Fax
(210) 335-6333 Job Line
asa nm ig ue l bexa r. org

                                                 TR-0095
To: Andrea San Miguel @210-335-2686 From: Orlando Lopez                                   139 1/104/19/1210:03310

                                                                                                                      RECEIVED
                                                                                                                           APR 192012
                                            THE LOPEZ LAW FIRM                   BEXARCOUP4TY
                                              )NA PROFESSIONAL CORPORATION
                                                                           CIVIL SERVICE COMMISSIO
           Send to:             Andrea San Miguel                                    From:          Orlando R. Lopez
                                Bexar County Civil Service
                                Commission
                                Carmella Guerrero v. Betar County                    Office
                                Information Technology Department;                   location:
                                Before the Benr County Civil Services
                                Commission;_Case No,_10-BCCS-022
           Office location:                                                          Date:          4.19.12

           Fax number:          210.335.2686                                         Phone
                                                                                     number:        210.472.2100

          0 URGENT                  RRPLYASAP                PLEASE COMMENT          0 PLEASE REVIEW             0 FOR YOUR INFORMATION
                                                                   1
          TOTAL PAGES, INCLUDING COVER:

             MESSAGE:

             Ms. San Miguel

                      I represent Carmefla Guerrero in the referenced matter. I write to request a copy of (1) Ms.
             Guerrero's complete personnel file with Bexar County, and ( a complete copy of all documents
             filed in this cause with the Bexar County Civil Service Commission. If you will provide me the cost
             for the copies, we will have the copy charges paid as soon as possible. If you have any questions,
             please do not hesitate to contact me. Thanks.

             The information transmitted with this sheet is private and confidential arid may be protected by various legal privileges.
             The information transmitted with this sheet is intended solely for the individual or entity designated above. If the
             recipient of this information is not the intended fePen; or the employee or agent of the intended recipient responsible
             for delivering it to such person, you are hereby notified that any disdosure, copying, distribution, or the taking of any
             action in reliance on the contents of the information contained herein is strictly prohibited. The transmission of any
             information contained herein should in no way be considered to he a waiver of any legal privilege unless expressly stated.
             If you have received this fax in error, please notify us immediately by telephone and mail the contents to us at our
             letterhead address above.

                                             719 S. PLORItç Sunit 100' SAN ANToNIO, TEXAS 79204'
                                              210.472.2100 TnLnPrroNri '210.472.2101 TTtLTtCOPIER

                                                         4
                                                                  TR-0096
U: Andrea 5am MIguel 0 210-335-2688 From: Orlando Lopez                 Pg V 3 04/19/12 4:22 pm

                                                                                             RECEIVED
                                                                                                    APR 192012
                                     BEFORE THE BEXAR COUNTY CIVIL SERVICE COMMISSION           BEXAR COUNTY
                                                                                          CIVIL SERVICE COMMISSION
               CARMELLA GU.ERRERO                                                          ¼1. ?
                                                                §
                                                                §
               V.                                               §     CASE NO. 10-BCcS-022
                                                                §
               BEXAR COUNTY INFORMAIJON                         §
               TECHNOLOGY DEPARTMENT                            §
                                                EMPLOYEE'S WITNESS UST
               TO THE HONORABLE COMMISSION:
                       Employee, Carniella Guerrero, attaches as Exhibit "As a list of the witnesses she
               may call at the hearing on. her appeni in conmection with the. above styled and
               xuj.u,bered. cause.
                                                                      Respectfully submitted,
                                                                      Tiit LOPEZ LAW FrnM, P.C.
                                                                      7195. Notes, SuIte 100
                                                                      San Antonio, Texas 78204
                                                                      TeJephone 210.472.2100
                                                                      Telecopiet 210.472.2101.

                                                                       O14 ,q
                                                                      ORI.ANDOR.I.C)
                                                                      STATE BAR No. 24010196

                                                                      ATTORNEYS POREMPLOYtE

                                                                                                   Pane 1012

                                                          TR-0097
    fl: Andrea San Miguel @ 210-335-2686 From: Orlando Lopez                 Pg 3/ 3 04/19/12 4:22 pm

p

                           I certify that a copy of this document has been forwarded to the following
                   counsel of record via 1acsImie on this 1911 day of April, 2012:

                           Clarksort F. Btciwn
                           Bexar County District Attorney Civil Section
                           300 Dolorosa, Suite 5059
                           Sm Antonio, Toxns 78204

                                                                            oa40
                                                                           ORLANDO K. LVVEZ

                   1,      Curmelia Cuerrero
                           4707 Traflwood
                           Egn Antonio, Texas 78228
                           Raxanne Arellano
                           807 Antler Post
                           San Antonio, Tens 78245
                           David Mandujano
                           86120 Taylor Walk
                           San Antonib, Texas 78023
                           Jacque Callenan
                           203 W. Nueva, Suite 300
                           San Antonio, Texas 78207
                           Chauncey Spencer
                           13831 Sienna Court
                           San Antonio, Texas 749

                                                                                                        Pup 2 of 2

                                                               TR-0098
1W: Rndrea San Miguel @ 210-335-2686 From: Orlando Lopez                                   Pg 1/ 3 04/19/12 4:22 pm

                                                                                                                       RECEIVED
                                                                                                                             APR 192012
                                            THE LOPEZ LAW FIRM                                                           BEXAR COUNTY
                                                        A PROFESSIONAL CoRPoRATION                                 CIVIL SERVICE COMMISSION
                                                                                                                        4:fl.o-.. a,k_
           Send to:             Andrea San Miguel                .                    From:          Orlando it Lopez
                                Benz County Civil Service
                                Commission
           Ru:                  Carmefla Guerrero v. Benz County                      Office
                                Informadon technology Deparftnent                     location:
                                Before the Bexar County Civil Services
                                Commission; Case No, 10-BCCS-022
           Office locadon:                                                            Date:          4.19.12

           Fax numbers          210335.2686                                           Phone
                                                                                      number:        210.472.2100

          0 URGENT             0 REPLY AMP              0      .E COMIaNt [JPLEASEREVIEW
                                                                                                                 0 POE YOUR DJPORMAFION
          TOTAL PAGES, INCLUDING COVE1t

              MESSAGE:

             The Information transmitted with this shcetis private and confidential and may he protected by va4ous legal privileges.
             The information transmitted with this sheet is intended solely for the Individual or entity designated above. If the
             recipient of this information is not the intended recipient, or the employee or agent of the intended recipient responsible
             for delivering It to such penon, you are hereby notified that any disclosure, copying, distribution, or the thing of any
             action in reliance on the contents of the information contained herein Is.stxicdy prohibited. The transnthslon of any
             infi,rmadon contained herein should in no way he considered to be a waiver of any legal privilege unless expressly stated.
             If you have received this fax In cnn; please notify us immediately by tqlephone and mall the contents to us at our
             letterhead address above.

                                             719 S. Ronn; Strrn IOU' SAX ANIONiC, TnXAS 79204'
                                              210.472.2100 ThLTIPJIONE • 210.472.2101 TELItCOPIER'

                                                                     TR-0099
                                                   C
                                                       $tE Ofr

                                                 BEXAR QOUNTY
                                           HUMAN RESOURCES
                                                2115. FLORES STREET
                                          SAN ANTONIO, TEXAS 78204-1012
                                  HR MAIN #: (210) 335-2545 - Web Site: www.bexar.org

                                                           April 12, 2012

 Ms. Carmella Guerrero
 4707 Traiiwood
 San Antonio, TX 78228

 Dear Ms. Guerrero:

                                                           RE: Hearing - Case #10-BCCS-022 Carmella
                                                                 Guerrero vs Information Technology
                                                                 Department

The appeal in the aforementioned cause has been scheduled for Thursday, April 26,2012, at 9:00 a.m., in
the Bexar County Civil Service Commission Conference Room, 211 S. Flores Street, San Antonio, TX
78204.

It is requested by the Civil Service Commissioners that you bring any and all witnesses you believe are
necessary to the hearing that can substantiate your statements. You are advised that you have the right to
have counsel.

It is most imperative that you be present at the hearing. If an emergency arises and you are unable to
attend, you must submit a written request for postponement to me no later than one week prior to the
hearing stating the reasons for the requested postponement. If you do not submit this written request prior
to one week, you will have to appear and request the postponement at that time before the Civil Service
Commissioners and show just cause for the postponement and the reasons for failing to give notice less
than one week prior to the scheduled hearing. The Commission will determine whether the postponement
will be granted at that time. Failure to appear at the appointed time will result in outright dismissal of your
grievance for failure to prosecute.

                                                          Sincerely,

                                                          Andrea San Miguel
                                                          Civil Service Director

ASMInt

cc:      Bexar County Civil Service Commissioners
         Ms. Catherine Maras, Chief Information Officer of Bexar County Information Technology
         Mr. Clark Brown, Assistant Criminal District Attorney, Civil Section
         Mr. Orlando Lopez, Attorney-at-Law

CERTIFIED MAIL

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                 U.S. Postal ServiceTM
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                 For delivery informnflnn ujeit   ......

              PS Førm 3800, June 2002
                                                            See Reverse br Instructions

SENDEIR: COMPLETE THIS SECTION

                                                           TR-0102
                                                       .j$E 0,

                                                 BEXAR COUNTY
                                           HUMAN RESOURCES
                                                2115. FLORES STREET
                                          SAN ANTONIO, TEXAS 78204-1012
                                  HR MAIN #: (210) 335-2545_ Web Site: www.bexar.org

                                                           April 12, 2012

Ms. Catherine Maras
Chief Information Officer
Bexar County Information Technology
200 W. Nueva, Suite 200
San Antonio, TX 78207-4507

Dear Ms. Maras:

                                                          RE: Hearing - Case #1 0-BCCS-022 Carmella
                                                                Guerrero vs Information Technology
                                                                Department

The appeal in the aforementioned cause has been scheduled forThursday, April 26,2012, at 9:00 a.m., in
the Bexar County Civil Service Commission Conference Room, 211 S. Flores Street, San Antonio, TX
78204.

It is requested by the Civil Service Commissioners that you bring any and all witnesses you believe are
necessary to the hearing that can substantiate your statements. You are advised that you have the right to
have counSel.

It is most imperative that you be present at the hearing. If an emergency arises and you are unable to
attend, you must submit a written request for postponement to me no later than one week prior to the
hearing stating the reasons for the requested postponement. If you do not submit this written request prior
to one week, you will have to appear and request the postponement at that time before the Civil Service
Commissioners and show just cause for the postponement and the reasons for failing to give notice less
than one week prior to the scheduled hearing. The Commission will determine whether the postponement
will be granted at that time. Failure to appear at the appointed time will result in outright dismissal of your
grievance for failure to prosecute.

                                                          Sincerely,

                                                                              a3j
                                                          Andrea San Miguel
                                                          Civil Service Director

ASM/nt

cc:      Bexar County Civil Service Commissioners
         Ms. Carrnella Guerrero
         Mr. Clark Brown, Assistant Criminal District Attorney, Civil Section
         Mr. Orlando Lopez, Attorney-at-Law

HAND DELIVERED

                                                   TR-0103
                        BEXARCOUNTY CML SERVICE COMMISSION
                                                                               RECEVED
                            DEPARTMENT RESPONSE FORM
                                                                                 JAN 4 2011
                                                                                BEXAR COUNTY
      BACKGROUND DATA                 .                                   CIVIL SERVICE COMMISSION

CASE NUMBER 10-BCCS-022 Carmella Guerrero vs Information Technoloqy Department
APPELLANT: Carmella GüerrerO
TITLEIPOSITION: Technology Business Analyst E05_____________________________________
DEPARTMENT: Bexar County information Technology_________________________________
DMSION: .
IMMEDIATE SUPERVISOR Sherry Ascolese_____________________________________
DEPARTMENT SUPERVISOR Linda E. Perez____________________________________
DIVISION. SUPERVISOR Catherine. Mans._____________________________________
GRIEVANCE SYSTEM PRÔCEDURES COMPLETED? YES: X NO:
GRIEVANCE SYSTEM DECISION:           Demotion

     OFFENSE
                   Ben! COunty Civil Service Rules and Regulations Policy Number 1.6.09 b, a, &j

1.   SPECIFIC RULE/POLICY VIOLATED
                 Bexar County Civil Service Commission Rules and Regulations Disciplinary
                 Actions

     DISCIPUNARY ACTION

                   Demotion

     FACT SUMMARY (Allegedactionthatcaused theneedfordlsclpline).(Be.spoclflcandlnclude
     names of persons, witnesses, dates, places, results of any investigations and other relevant
     Information.)

     See attached Notice of Proposed Disciplinary Action dated Oct 21, 2010.

4.   COMPLAINING WITNESSES (if any)

                                               CaFLc fl4ae&>
                                               Catherine Mans

                            (USE ATTACHMENT IF NECESSARY)

                                          TR-0104
SanMiauel. Andrea
From:                  Perez, Linda
Sent:                  Tuesday, January 04, 2011 7:47 AM
To:                    SanMiguel, Andrea
Cc:                    Maras, Catherine; Perez, Linda
Subject:               BCCSC Department Response Forms
Attachments:           Carmella Guerrero Department Response Form (2).pdf; MH Department Response Form.pdf

      Andrea,

      Please find attached the Department Response forms due for Carmella
      Guerrero and Mike Harris. Please let me know if there is anything
      else due for these cases.

      What are our next steps?

      Thanks AndreA. . lep .

      Linda E. Perez
      2splications Development Manager
      Sear County Information Services
      Office (210) 335-0213
      FAX (310) 335-0299
      lperez@bexar.org

                                                   1

                                               TR-0105
SanMiauel. Andrea
From:                    SanMiguel, Andrea
Sent:                    Tuesday, December 21, 2010 11:35 PM
To:                      Maras, Catherine
Cc:                      Schweninger, Edward; Cortez, Frances; Tanaka, Nelda
Subject:                 Department Response Form for Case #1 0-BCCS-022 Carmella Guerrero vs Information
                         Technology Department
Attachments:             1 OCGuerrero.022.pdf; 1 OCGuerreroAppeal.022.pdf; 1 OcGuerreroResponse.022.pdf;
                         loCGuerreroAdmin Leave.022.pdf; lOCGuerreroLetter Regarding lncident.022.pdf; 7.6.14
                         Suspension Demotion Termination -- Appeal and Hearing.pdf; BCCSDeptResponseForm.doc

lmortance:               High

           Ms. Maras,

           Attached is a copy of an appeal filed by Carmella Guerrero requesting a hearing before the
           Bexar County Civil Service Commission for her demotion. A copy was also provided to the
           Civil Section of the District Attorhey's Office, The Bexar County Civil Service Commission
           Rules and Regulations, Policy 7.6.14 Suspension, Demotion or Termination - Appeal and
           Hearing and the Department Response Form are also attached. Please complete the
           Department Response Form and return it to me within ten (10) business days from the date
           of receipt.      .•

           After receipt of the Department Response Form, a hearing will be.scheduled. If you have
           any questions, you may contact me at 335-2688.

           Andrea San MIguel
           CMI Service Direótor
           Boxer County Civil Service Commission
           Heritage Plaza Building
           400 S. Main
           San Antonio, TX 78204-1114
           (210) 335-2688 Phone
           (210) 335-2686 Fax
           (210) 335-6333 Job Line
           pspnmipuel@bexar.org

                                                 TR-0106
                                        BEXAR COUNTY
                           CIVIL SERVICE bOMMISSION
                                    HERITAGE PLAZA BUILDING
                                            400 S. MAIN
                                 SAN ANTONIO, TEXAS 78204-1114
                         Job Line: (210) 3354333 ,Web Site: www.bexar.org

TO:         Ms. Catherine Maras
            Chief Information Officer

FROM:       Andrea San Miguel iJ.o'
            Civil Service Director

DATE:       December 21, 2010

SUBJECT: Department Response Form for Case #1 0-BCCS-022 Carmella Guerrero vs
           Information Technology Department

           Attached is a copy of an appeal filed by Carmella Guerrero requesting a hearing
           before the Bexar County Civil Service Commission for her demotion. A copy was
           also provided to the Civil Section of the District Attorneys Office. The Bexar County
           Civil Service Commission Rules and RegulationS, Policy 7.6.14 Suspension,
           Demotion or Termination - Appeal and Hearing and the Department Response Form
           are also attached. Please complete the Department Response Form and return it to
           me within ten (10) business days from the date of receipt.

           After receipt of the Department Response Form, a hearing will be scheduled. If you
           have any questions, you may contact me at 335-2688.

           nw;
           cc:     Mr. Ed Schweninger, Civil Section Chief

           Attachments

                                          TR-0107
                               BEXAR COUNTY CIVIL SERVICE COMI
                                      EMPLOYEE'S APPEAL FORM

NAME OF EMPLOYEE: Carmella Guerrero JOB TITLE: Technology Business Analyst
ADDRESS: 4707 Trailwood.                       DEPARTMENT: information Technology
CITY/STATEIZIP CODE: San Antonio, TX 78228     DIVISION: Planning & Technical Services
HOME PHONE:210435-2879                                              WORK PHONE: 210-335-0229
E-MAIL ADDRESS:    carmeIIaguerSrobexar.org                         CELL PHONE: 210-633-7529
IMMEDIATE SUPERVISOR: Sherry Asèolese                        PHONE NUMBER:          335-0239
DEPARTMENT SUPERVISOR: CatherineMass                         PHONE NUMBER:          335-0207
DIVISION SUPERVISOR:      LindaPerez _                       PHONE NUMBER:          335-0213
GRIEVANCE SYSTEM PROCEDURES COMPLETED? YES:                  XNO:
GRIEVANCE SYSTEM DEC!SION:        Demotion fromGradeE-11to GradeE-5

EXPLAIN NATURE OF APPEAL (INCLUDING NAME OF PERSONS(S), DATE(S), PLACE(S) INVOLVED AND
LIST WITNESS(ES):

ACTION APPEALED: Demotlo

DATE OF INCIDENT: October 4._2010

PLACE OF INCIDENT: Office of CatherineMaras.CIO _BCIT

INCIDENT (FACTUAL STATEMENT):

On Monday October 4, 2010, Catherine Maras, the ChIef Information Officer, questioned me concerning the
county's parking policies and privileges and my involvoment on behalf of the department in connectIon with
parking. I answered the questions to the best of my knowledge and emailed Ms. Maras additional
information regarding parking. At approximately 4:00 P.M., I went to Ms. Mans' office to talk about my
email response and provide her with a copy of the Bexar County Parking Policy. Ms. Maras yelIed at me
and slammed the door shut. I did not raise my voice during this visit to her office.

On October 13,2010, Ms. Mans called me and asked me to report to her office. I reported immediately. Ms.
Mans handed me a letter placing me on administrative leave for ten business days. Ms. Mans informed me
that an Investigation was pending regarding the October 4, 2010 IncIdent. Ms. Mans demanded that I
relinquish my badge, my keys, my cellular phone, and my laptop.

On October 27, 2010, Ms. Maras asked me to report to her office. Ms. Mans served me with a proposed
demotion to a Technology Business Analyst position at a Grade EMS. I provided my response to her
proposed demotion on November 10, 2010. Ms. Maras served me with her decision to demote me to a
Technology Business Analyst Grade EMS on November 29, 2010 and directed me to report to work on
November 30, 2010 at 9:00 A.M.

WITNESSES:

Witness names will be provided.

SPECIFIC RULE YOU WERE CHARGED WITH VIOLATING;

Insubordlnation-7.6.09(b)
Dlshonesty 7 7.6.09(c)
Failure to perform Job responsibilities-7.6.09(i)

                                                    TR-0108
REASON YOU ARE APPEALING:

I have been a recognized and valued employee of Bexar County since 1993. I have worked my way up the
system with a tireless work ethic, loyalty and professionalism. My work record with Bexar County is
spotless and I have receIved numerous commendations,, raises, and promotions due to my
accomplishments over the last seventeen and a half years. I have established an excellent rapport with my
employees, co-workers, supervisors, business partners Including elected officials and department heads.
My performance evaluations have been exceptional to date.

Until the incident at issue, I have never been admonished or disciplined as a Bexar County employee. I
believe there is no basis for the proposed sli-grade demotion and the $21,000 pay cut, because there are no
grounds for disciplining me In this matter. While an employee of Bexar County, I have never been accused
of insubordInation, dishonesty and/or failure to perform my Job responsibilities. In fact, Ms. Mares just
promoted me to an IT Services Manageron Octoberi, 2010.

I am appealing the proposed demotion, and am seeking a reinstatement of my former position and back
pay. I have attached to this appeal the following:

               Proposed Demotion Letter Dated October 27, 2010;
               Employee Response Letter Dated November 10, 2010;
               Final Demotion Letter Dated November 29, 2010;
               Employee EvaluatIons;
               Employee Resume;
               Employee Character References.

SIGNATURE OF EMPLOYEE                                        DATE OF APPEAL

RECEIVED BY:

                                                            TIME:

REPRESENTED BY:

(Please include name, address, phone number and e-mail address)

                                                TR-0109
                                                                                                   LRECEVED
                                                                                                       nEC 10 2010
                                                      ;4 e'
                                                                                                     BEXAR COUNTY
                                                                                                CV[L SERVICj C JaMI3;pj
                                                                                                 3:Stpfl

                                        BEXAR COUNTY INFORMATION TECHNOLOGY
                                               203W. NUEVA, SU!TE 200
                                            SAN ANTONIO, TEXAS 78207-4507
                                               (210) 335-0200

                                                   October 27, 2010

Carmella Guerrero
Bexar County Information Technology

Reference:         Notice of Proposed Disciplinary Action

Ms. Guerrero:

         Under the provisions of Bexar County Civil Service Commission Rules and Regulations, Policy Number
7.6.11, DIsciplinary Actions, you are hereby advised that the action proposed is demotion to Technology Business
Analyst Grade E-05 at an annual salary of $58,140. A demotion is applicable when the office or department
determines that a violation of a rule or policy is serious enough to warrant a demotion without prior use of less
severe discipline.

The reasons for this proposed action are due to violations of the Bexar County Civil Service Rules and Regulations,
as listed in Policy Number 7.6.09, Reasons for Discipline:

   Insubordination - unwilling to follow orders of a supervIsor or higher level of authorIty;
   Dishonesty-characterized by lack of trust, honesty or truthfulness;
J. Failure to perform Job requirements as directed by manager.

The specific reasons for this action:

On Monday, October 4, 2010 as I walked back from the Fire Marshal's office after a meeting, I noticed a black
Mercedes 300 (Mercedes) automobile parked In a Bexar County Information Technology (BCIT) designated space
located in back of our Annex building along with other vehicles. This was the first time that I walked In back of the
Annex and discovered the BCIT parking signs; therefore, I was not aware of the seven designated parking spaces in
back of the Annex building for BCIT employees. As I approached the entrance of our building, I noticed that you
were outside smoking a cigarette so I inquired about the Mercedes and who posted the BCIT parking signs. You
stated that Infrastructure Services must have posted the parking signs, and you did not know who owned the
Mercedes. I surmised that the owner of the vehicle was Tina Singh (Ms. Slngh), our Lawson Technical Director,
who is an outside contractor since you approached me a few months ago about providing her a free parking space.
When you asked me about providing a free parking space for Ms. Singh, I replied no. You then retorted that Ms.
Slngh wanted to pay for the parking spot, but I informed you If we have available parking we need to provide this
convenience to BCIT employees who have scheduled meetings across the county on a daily basis. I further relayed
to you that It was not our duty or part of our contract with Ms. Singh to provide her free parking.

                                                      TR-0110
Since you denied any knowledge about the owner of the Mercedes,! entered the building in order to ask Ms. Singh
if she owned the Mercedes. Ms. Singh stated that she was the owner of the vehicle, and that you provided her
with the authorization to park in the BCIT designated spot In back of our building. In addition, you approached
Gilbert Sanchez, the interim Technical Support Manager, (Mr. Sanchez) about a week after David Mandujano
resigned in early August, and requested that he park In the County garage, because you wanted Ms. Singh to park
in his old spot in back of our building. You then provided him with a parking garage card key in order to park In the
County garage the next day. Mr. Sanchez told me that he obeyed your directive, because he stated that you have
been handling employee parking for many years and the practice has been to coordinate all parking issues with
you. Moreover, you designed a placard for BCIT vendors to use at County facilities. The placard reads: If you have
any questions, please call Carmella Guerrero at 335-0225. Therefore, the practice within BCIT was to follow your
orders, even though you informed memany times on October 4, 2010 that infrastructure Services handles parking
and you told me about Administrative PolIcy 4.6. and that you were never in charge of employee parking.

Accordingly, on October 4, 2010, you stated multiple times throughout the day that you were working with
Infrastructure Services to determine the names of the BçIT employees parking either behind the Annex building or
in the County garage. You told me that you were not in charge of parking and at about 4pm you came
unannounced to my office and provided me with the Administrative Policy No. 4.6 document. I again asked you
the same question: how many designated parking spots does BCIT have in addition to the in and out ones? At that
time, you became very frustrated, and you began to raise your voice to me about why do I keep asking me about
parking. I am not in charge of parking-Infrastructure Services handles it, and you stated that you did reach out to
Infrastructure Services on Monday, October 4, 2010 on my behalf trying to fulfill my directive. However, you sent
an e-mail to Infrastructure Services on Friday, AuEust 6, 2010 requestIng a current list of employees using the in
and out parking privileges in the County garage after both David Mandujano and Joe Yebra resigned. You reached
out to Infrastructure Services over two months ago to validate the list of employees who possess parking
privileges.

Later in the day, you also stated that I provided authorization for Ms. Singh to park in a spot behind our building
until you could work out providing Ms. Singh free parking with Susan Yeatts, the County Auditor located at
Heritage Plaza. I never provided you with the authorization. I Informed you that Ms. Singh should pay for parking
at Heritage Plaza, but you countered that parking is free, because the County receives five parking spaces as part
of the rental agreement. I stated that the County is indirectly paying for those parking spaces through the rental
agreement, and, thus, the parking spaces are not free.

It Is incumbent upon you to provide me with truthful and concise answers to questions that I ask you, even when
you do not agree with my approach.

It is important that you understand that this is a proposed action and'that you have a right to reply, either orally or
In writing, and to submit any evidence which supports your position. Any such oral or written statements will be
duly considered before a final decision is reached.

Any reply you wish to make will be addressed to: Catherine Maras, Chief Information Officer, Bexar County
Information Services Department, 203 W. Nueva, Suite 200, San Antonio,Texas 78207-4507.

You must reply to this letter within ten (10) business days from the date of receipt, and you will remain on
Administrative Leave until a final decision is made. The day of receipt of the Notice of Proposed Disciplinary Action
does not count against the ten (10) business day deadline.

                                                      TR-0111
You are ftirther advised that a final decision will be made regarding this proposed action within ten (10) business
days from receipt of your response, unless the parties agree to extend the ten (10) business day deadline. You will
be notified promptly of this decision no later than the time the action will be made effective.

                                                       4a /a
                                                     Catherine Maras
                                                     Chief information Officer

I acknowledge receipt of this document:

Carmeila Guerrero                                                                Date

Cc:     BCIT Personnel File                                                                                  V
        Clark Brown, District Attorney's Office
        Andrea San Miguel, Civil Service Office

                                                    TR-0112
                                                                                       RECEVED
                        THE LOPEZ LAW FIRM
                                                                                        DEC 102010
                                   A PROFESSIONAL CORPORATION                            BEXAR COUNTY
                                                                                   CIVIL SEF(VIC.E C DM7ISS!uN
                                                                                       a:58r_

                                       November 10, 2010
VIA HAND DEL WERY
Catherine Maras
Chief Information Officer
Bexar County Information Technology
203 W. Nueva, Suite 200
San Antonio, Texas 78207-4507
RE: Employee Policy No. 7.6.11 Response
Dear Ms. Ma±as:
       This law firm represents Carmella Guerrero. On or about October 27, 2010, you
provided Ms. Guerrero a Notice of Proposed Disciplinary Action purporting to demote
Ms. Guerrero to a Technology Business Analyst Grade E-05. In accordance with Policy
No. 7.6.11, Ms. Guerrero provides this response to your proposed disciplinary action.
                                   Record of Achievement
       Ms. Guerrero has been a valued employee with Bexar County since 1993. Ms.
Guerrero began her career with Bexar County as an administrator in the Bexar County
Sheriff's Department. Ms. Guerrero held several positions with the sheriff's department
and was ceremoniously promoted in the department until she became the Jail Support
Services Manager in 1997. In 1998, Ms. Guerrero transferred to the Bexar County
Information Services Department, and served as a contract coordinator. While an
employee of the information services department, Ms. Guerrero was promoted three
times until she finally was promoted to second in cothmand of the information services
department where she served as the department's IT Services Department Manager.
       Ms. Guerrero has had a distinguished career with Bexar County, and has worked
her way up the system with her tireless work ethic, loyalty, and professionalism. Ms.
Guerrero's work record with Bexar County is spotless, and she has received numerous
raises and promotions due to her accomplishments. Ms. Guerrero has been a proven
leader, an ideal employee, and exceptional colleague to her many coworkers within
Bexar County for almost two decades. Until your recent proposed disciplinary action,
Ms. Guerrero has never been admonished or disciplined as a Bexar County employee.

       • PIRSTNATIONAL BANK TOWER • 6243 J. H. lOWEST, SUITE 205 • SAN ANTONIO, TEXAS 78201•
                         210.472.2100TiEPuoNE• 210.472.2101 TEI.ECOPIER•

                                              TR-0113
In fad, you promoted Ms. Guerrero to her current pàsition after you took over the
department in 2009.
                          Specific Reply to Grounds for Demotion
       It is apparent from the record that your decision to demote Ms. Guerrero is based
on simple miscommunication and personality differences. There is no evidence,
however, that Ms. Guerrero was insubordinate, was dishonest, or failed in carrying out
the requirements of her job. Your reasons for Ms. Guerrero's proposed demotion seem
to be that (1) Ms. Guerrero misled you about her authority to direct parking for the
department, and (2) Ms. Guerrero disregarded your directive that Tina Singh pay for
parking. We do not believe the facts support these reasons for the proposed demotion.
1.     Ms. Cuerrero did not mislead you about her authority to assian parking.
        Bexar County Administrative Policy No. 4.6, the relevant parking policy for the
county, is clear that the Parking Garage Division of Infrastructure Services Department
is responsible for administering the county's parking faci1ities. Additionally, the
Infrastructure Services Department ("ISD") is responsible for the assignment of parking
privileges within the county's parking facilities. The plain language of the policy is
clear that ISD is responsible for the assignment of parking privileges; and, not Ms.
Guerrero.
        Of course, over time, Ms. Guerrero has assisted your department in coordinating
with ISD to determine which employees qualified for certain parking privileges, and
even corresponded with ISD to track certain parking assignments. Ms. Guerrero's work
in this regard, however, did not rise to the level of making Ms. Guerrero ultimately
responsible for overseeing all of the parking in your department. As you know, Ms.
Guerrero has many more pressing and important responsibilities in connection with the
county's IT department. Instead, the person r?sponsible for assigning parking spaces
for ISD was David Mandujuano, whom Ms. Guerrero communicated with after you
instructed Ms. Guerrero to obtain a list of who had privileges to park in the designated
spaces at issue. In fact, Ms. GuerrerO had to email ISD to determine the hierarchy for
the parking spaces at issue because Ms. Guerrero was not responsible for making those
assignments.
       Simply put, it seems that you intend to demote Ms. Guerrero because she told
you that she was not in charge of parking when you believe the practice is the
department was for Ms. Guerrero to assist in some ,of those tasks. Ms. Guerrero by
virtue of her position within your department does not have any authority to assign
parking. Ms. Guerrero was clear with you that she did not have the authority you claim
she did have. To the extent that either you or persons within your department believed
that Ms. Guerrero was responsible for making parking assignments, such belief is
misplaced and most likely a result of miscommunication. Ms. Guerrero has always
been honest with you about her job and her job responsibilities, and she would have no
reason to mislead you about what she can and canrot do in regards to parking.
Moreover Administrative Policy No. 4.6 is clear as to who is responsible for assigning
parking spaces—ISD. Ms. Guerrero was equally dear with you that it was ISD that
assigned parking and not her.

        • FIRST NATIoNAl. BANK TOWER • 62431. H. 10 WEsT, Suim 205 • SAN ANTONIO, TEXAS 78201•
                            210.472.2I00TEI.EPH0NE • 210.472.2101 TEIk:COl'IER'

                                             TR-0114
2.     Ms. Guerrero followed your directive regarding Ms. Singh's parking.
       Ms. Singh is a contract vendor for the county, and sometimes must attend early
morning meetings at Heritage Plaza. Ms. Guerrero was under the belief that you
authorized Ms. Singh to utilize the designated space at issue on mornings that Ms.
Singh had early meetings; otherwise, you instructed Ms. Singh that she would make
arrangements to pay for her parking. To that end, Ms. Guerrero informed Ms. Singh by
email that she could only park in the designated space for the early morning meetings,
and that Ms. Singh would need to coordinate with ISD for a permanent parking space
and that she would be required to pay for the parking. Ms. Singh confirmed the
parking instructions with Ms. Guerrero and Ms. Singh was referred to ISD. Since
October 4, 2010, Ms. Singh has related to Ms. Guerrero that she should not have been
parking in the space at issue.
       We believe the record is dear that Ms. Guerrero followed the instructions you
gave her regarding Ms. Singh's parking. We believe it was Ms. Singh's responsibility to
cooiclinate with ISD and! or the auditor's office and make arrangements to pay for her
parking privileges. Ms. Guerrero did what was asked of her in this regard, and to the
extent Ms. Singh was parking in the space at issue, it was an oversight on Ms. Singh's
part because Ms. Guerrero was clear with Ms. Singh about the requirement that Ms.
Singh coordinate and pay for her own parking with ISD. Miscommunication may have
played a role in this situation as well.
                                            Conclusion
       Ms. Maras, Ms. Guerrero has been a valued employee for Bexar County for
almost two decades. Her dedication to the county, her job, and to your department is
unquestioned. You have worked with Ms. Guerrero for over twelve months, and you
should know that Ms. Guerrero is not the type of person that will skirt her
responsibilities; and certainly, you should know that Ms. Guerrero would not he to you
or be dishonest, as you have suggested.
       Ms. Guerrero is not responsible for the parking assignments as she attempted to
inform you. She was not trying to mislead you or hide from any of her responsibilities.
Additionally, Ms. Guerrero did her part to inform Ms. Singh that Ms. Singh had only
limited parking privileges at the designated parking space and that she would need to
make arrangements to pay for her parking as you instructed Ms. Guerrero. It does not
seem fair to punish Ms. Guerrero if Ms. Singh did not follow those instructions.
        Finally, Ms. Guerrero is an important part of our team and Bexar County, and
she very much wishes to continue in her current position. If there was an exchange for
words that caused this matter to escalate unnecessarily, we are certain measures can be
taken, such as counseling, to avoid such exchanges in the future. Under Administrative
Policy No. 7.6.11, we also do not believe Ms. Guerrero's alleged conduct was serious
enough to warrant your proposed demotion without prior use of less severe discipline.
We understand that did you did not even attempt to impose any type of less severe
discipline.

        • FIRST NATIONAl. BANK TOWER • 62431. H. 10 WEST, SuITE 205 • SAN ANTONIO, TIxAS 78201•
                           210.472.2100Tm.EpI•I0NE • 210.472.2101 TELECOPIER•

                                              TR-0115
      Accordingly, we believe your proposed demotion is unreasonable under these
circumstances, and respectfully request that you not proceed with the proposed
demotion.
      Thank you for your time and attention.
                                                    Very truly yours,

                                                                    /C
                                                    Orlando R. Lopez
cc:   Carmella Cuerrero

        FIRST NATIONAl. BANK TOWER • 62431. H. 10 WEST, Sum 205 • SAN ANTONIO, TExAS 78201
                         210.472.210orELEPHONE • 210.4722101 TEm.Ec0PIER•

                                           TR-0116
                                                                                                   RECEIVED
                                                                                                    nrc 102010
                                                                                                    I3EXAR COUNTY
                                                     I:..Lç4Sfl t:i
                                                                                              C[V!L SERVICE CTh2MIssk)N

                                    BEXAR COUNTY INFORMATION TEOINOLOGY
                                            203W. NUEVA, SUITE 200
                                        SAN ANTON IO,TEX.AS 782074507
                                                   (210) 335-0200

                                                  November 29, 2010

Carmella Guerrero
Bexar County Information Technology

Reference:         Notice of Disciplinary Action Decision

Ms. Guerrero:

Reference is made to the letter of October 27, 2010 to you concerning the proposed disciplinary action and your
response received November 10, 2010.

         Under the provisions of Bexar County Civil Service Commission Rules and Regulations, Policy Number
7.6.11, DIsciplinary Actions, you are hereby advised of your demotion to Technology Business Analyst Grade E-05
at an annual salary of $58,140, effective November 30, 2010. You are to report to work on November 30, 2010 at
9am. Attached is a copy of the job description for this position.

The reasons for this action are due to violations of the Bexar County Civil Service Rules and Regulations, as listed in
Policy Number 7.6.09, Reasons for Discipline:

    Insubordination - unwilling to follow orders of a supervisor or higher level of authoritç
   Dishonesty-characterized by lack of tmst, honesty ortruthfulness;
J. Failure to perform job requirements as directed by manager.

The specific reasons for this action:

On Monday, October 4, 2010 as 1 walked back from the Fire Marshal's office after a meeting, I noticed a black
Mercedes 300 (Mercedes) automobile parked in a Bexar County Information Technology (BUt) designated space
located In back of our Annex building along with other vehicles. Thiswas the first time that I walked in back of the
Annex and discovered the BCIT parking signs; therefore, I was not aware of the seven designated parking spaces in
back of the Annex building for BCIT employees. As I approached the entrance of our building, I noticed that you
were outside smoking a cigarette so I inquired about the Mercedes and who posted the BCIT parking signs. You
stated that Infrastructure Services must have posted the parking signs, and you did not know who owned the
Mercedes. I surmised that the owner of the vehicle was Tina Singh (Ms. Singh), our Lawson Technical Director,
who is an outside contractor since you approached me a few months ago about providing her a free parking space.
When you asked me about providing a free parking space for Ms. Singh, I replied no. You then retorted that Ms.
Singh wanted to pay for the parking spot, but I informed you if we have available parking we need to provide this
convenience to BCIT employees who have scheduled meetings aaoss the county on a daily basis. I further relayed
to you that it was not our duty or part of our contract with Ms. Singh to provide her free parking.

                                                            1

                                                     TR-0117
Since you denied any knowledge about the owner of the Mercedes, I entered the building in order to ask Ms. Singh
if she owned the Mercedes. Ms. Singh stated that she was the owner of the vehicle, and that you provided her
with the authorization to park in the SCIT designated spot in back of our building. In addition, you approached
Gilbert Sanchez, the interim Technical Support Manager, and (Mr. Sanchez) about a week after David Mandujano
resigned in early August, and requested that he park in the County garage, because you wanted Ms. Singh to park •
in his old spot in back of our building. You then provided him with a parking garage card key in order to park in the
County garage the next day. Mr. Sanchez told me that he obeyed your directive, because he stated that you have
been handling employee parking for many years and the practice has been to coordinate all parking issues with
you. Moreover, you designed a placard for BCIT vendors to use at County facilities. The placard reads: If you have
any questions, please call Carme!la Guerrero at 335-0225. Therefore, the practice within BCIT was to follow your
orders, even though you informed me many times on October 4, 2010 that Infrastructure Services handles parking
and you told me about Administrative Policy 4.6. and that you were never in charge of employee parking.

Accordingly, on October 4, 2010, you stated multiple times throughout the day that you were working with
Infrastructure Services to determine the names of the BCIT employees parking either behind the Annex building or
in the County garage. You told me that you were not in charge of parking and at about 4pm you came
unannounced to my office and provided me with the Administrative Polièy No. 4.6 document I again asked you
the same question; how many designated parking spots does BCIT have in addition to the in and out ones? At that
time, you became very frustrated, and you began to raise your voice to me about why do I keep asking me about
parking. I am not in charge of parking-Infrastructure Services handles it, and you stated that you did reach out to
Infrastructure Services onMonday, October 4, 2010 on my behalf trying to fulfill my directive. However, you sent
an e-mail to Infrastructure Services on Friday, August 6, 2010 requesting a current list of employees using the in
and out parking privileges in the County garage after both David Mandujano and Joe Yebra resigned. You reached
out to Infrastructure Services over two months ago to validate the list of çrnployees who possess parking
privileges.

Later in the day, you also stated that I provided authorization for Ms. Singh to park in a spot behind our building
until you could work out providing Ms. Singh free parking with Susan Yeatts, the County Auditor located at
Heritage Plaza. I never provided you with the authorization. I informed you that Ms. Singh should pay for parking
at Heritage Plaza, but you countered that parkIng is free, because the County receives five parking spaces as part
of the rental agreement I stated that the County is indirectly paying for those parking spaces through the rental
agreement, and, thus, the parking spaces are not free.

It is incumbent upon you to provide me with truthful and concise answers to questions that I ask you, even when
you do not agree with my approach.

You have the right to appeal this disciplinary action. Any appeal by you must be made directly with Andrea San
Miguel, Civil Service Director, Bexar County Civil Service Commission Office, Heritage Plaza Building, 400 S. Main,
San Antonio, Texas, 78204, within ten (10) business days from the date of this letter. The day of receipt of the
Notice of Disciplinary Action does not count against the ten (10) business day deadline. You may obtain additional
information concerning your appeal rights from the Civil Service Commission Office if you so desire.

                                                         OL : tJ
                                                       Catherine Maras
                                                       Chief Information Officer

                                                           2

                                                    TR-0118
I acknowledge receipt of this document:

                                                  /1- zQ-/o
Carnnella Guerrero.                                  Date

Cc:     BCIT Personnel File
        Clark Brown, District Attorney's Office
        Andrea San Mjguel, Civil Service Office

                                           TR-0119
                                                                                                            RECEVED.
                                                                                                                PFfl 102010
                                                        CONFIDENTIAL                                        BEXAR COUNTY
                                                      COUNTY OF BEXAR                                  CIVIL SERVICEDMMl5SIoN
                                               EMPLOYEE PERFORMANCE APPRAISAL                            3;ç3pn.. ?4

NAME:                Carmella Guerrero                                        JOB TITLEPlanning & Technical Services Manager
DEPARTMENT          Information Services                                      APPRAISAL DATE:          November21, 2007
DIVISION:       Planning&TechnicalServices                                    LAST APPRAISAL DATE:        .December8,2006
EMPLOYMENT/ PROMOTION DAT]        October. 2005                               APPRAISAL PERIOD FROM:Oct-06. TO:           Oct-07

REASON FOR APPRAISAL:                                  tZkNNUAL                          o END OF PROBATION
                                                       06 MONTH                          Dolt

EMPLOYEE'S OVERALL RATING:
      2] Distinguished         4.51-5.00                                  0 Needs Improvement           .    1.51 -2.59
      0     Commendable        3.51 -4.50                                 0 Unacceptable                     1.50 or below
- -.  0     Meets Expectations 2.60-3.50

o   This emj,loyee hal been involved in a disciplinary action during this evaluation period, the significance of which is not
evident in the appraisal dimensions (disciplinary action documentation is available in the employee's personnel file.
DOther                     .
                                                                              WEIGET                     SCORE                  RATING
                   APPLICATION OF JOB KNOWLEDGE                                       0.20        X                  4.75           0.95
                   PUBLIC CONTACT                                                     0.10        X                  4.75           0.48
                   EMPLOYEE RELATIONS                                                 0.05        X                  4.75           0.24
                   INTflATIYE                                                         0.15        X                   4.75          0.71
                   QUALITY OF WORK                                                    0.10        X                  4.75           0.48
                   QUANTITY OF WORK                                                   0.05        X                  4.75           0.24
                   COMMUNICATION SKILLS                                               0.05        X                  4.75           0.24
                   AITENDANCE & PUNCTUALITY                                           0.00        X                   0.00          0.00 -,
                   OPERATION & CARE OF EQUIPMENT                                      0.00        X               .   0.00          0.00
                   CONCERN FOR SAFETY                                                 0.00        X                   0.00          0.00
                   BUDGETING                                                          0.00                            0.00          0.00

                  SUPERVISORY DIMENSIONS:
                  I.EADERSHIP SKILLS                                                  0.10       X                   4.75            0.48
                  HUMAN RESOURCE MANAGEMENT                           .               0.10       X                   5.00            0.50
                  FISCALMANAGEMENT                                                    0.10       X                   5.00            0.50

                                                                                       1.00

                                                                              OVEMLL PERFORMANCE RATING TOTAL:                        4.80

Whenever a score in the range a of 5, 2 or 1 is given, supporting details must be provided. Attach additional paper if needed.

DIMENSION                 COJ.flsIENTS
                          Please see the attached Performance Plan

                                                                  TR-0120
GOAL EVALUATION AND GOAL SETTING:

Progress achieved in attaining goals set in previous appraisal period:

1.) Please see the attached Performance Plan for Accomplishments

Goals and Objectives for next appraisal period: (Developed jointly by the Evaluator and Employee)
               the attached Perforniane Plan for Goals

Evaluator Comments;
                                                                V
                                                                    c- 4S ner ot
                £r4eL-' 4ii'1ad

Evahiatofs Signature:                                                                                              Date:

 am excited about the opportunities this past rating period to get involved in Communications/telephony, CMAG coordination and
 :ity/County Radio project I have learned a tremendous amount of information and have been able to utilize this information to assist
 ounty users. I take my responsibilities seriously and continually look for opportunities of improvement. I appreciate the support I get from
 'r. Morgan and the other managers. However, I give most of the credit to my sixteen emplolyees, who sfrive every day to to make the
 Lannini & Technical Services Division excel.

 certify that this performance appraisal has been discussed with me.
 agree [7J         I disagree 0      with the scores on this evaluation.
 wish            I do not wish       to appeal this appraisal rating and will submit my written appeal in
                                   ,accordance with the office or department guidelines.

                                                                                                           Date:

Administrative Review.                                                                                             Date:

                                                                    TR-0121
                                                                                                                                  RECEVED
                                                                                                                                    EC 10 2010
                                                       CONFiDENTIAL                                                                BEXAR COUNTY
                                                     COUNTY OFBEXAR
                                                                                                                               CML SERVICE C31M!SSIOfl
                                              EMPLOYEE PERFORMANCE APPRAISAL                                                         flQ           f4-
NAME:                 Canndlla Guerrero                                     JOB TiTLE   Planning & Technical Services Manager
DEPARTMENT:Bexar County Information Services                                APPRAISAL DATE:            December 8, 2006
DIVISION:      Fiscal & Administrative Services                             LAST APPRAISAL DATE:          October 23, 2003
EMPLOYMENT DATE;         November 23, 1998                                  APPRAISAL PERIOD FROM:Oct-03         TO:       Oct-06

REASON FOR APPRAISAL:                               2] ANNUAL                         0 END OF PROBATION
                                                    06 MONTH                          2] OTHER        Skipped a year due to new responsibilities

EMPLOYEE'S OVERALL RATING:
      2]    Distinguished  4.51 -5.00                                 0    Needs Improvement               1.51 -2.59
          o Commendable    3.51 -4.50                                 0    Unacceptable                    1.50 or below
          o Competent      2.60-3.50

Q   This employee has been involved in a disciplinary action during this evaluation period, the significance of which is not
evident in the appraisal dimensions (disciplinary action documentation is available in the employee's personnel file.
DOther
                                                                            WEIGHT                     SCORE                      RATING
                    APPLICATION OF JOB KNOWLEDGE                                     0.20      X                   4.75               0.95
                    PUBLIC CONTACT                                                   0.10      X                   4.75               0.48
                    EMPLOYEE RELATIONS                                               0.05      X                   4.75               0.24
                    INITIATIVE                                                       0.15      X                   4.99               0.75
                    QUALITY OF WORK                                                  0.10      X                   4.75               0.48
                    QUANTITY OF WORK                                                 0.05      X                   4.75               0.24
                    COMMUNICATION SKILLS                                             0.05      X                   4.50               0.23
                    ATTENDANCE & PUNCTUALITY                                         0.00      X                   0.00               0.00
                    OPERATION & CARE OF EQUIPMENT                                    0.00      X                   0.00               0.00
                    CONCERN FOR SAFETY                                               0.00      X                   0.00               0.00
                    BUDGETING                            -                           0.00                          0.00               0.00

                   SUPERVISORY DIMENSIONS:
                   LEADERSHIP SKILLS                                                0.10      X                    4.75                  0.48
                   HUMAN RESOURCE MANAGEMENT                                        0.10      X                    4.75                  0.48
                   FISCAL MANAGEMENT                                                0.10      X                    4.99                  0.50

                                                                                    1.00

                                                                           OVERALL PERFORMANCE RATING TOTAL:                             4.80

Whenever a score of 5, 2 or 1 Is given, supporting details must be provided. Attach additional paper If needed.

DIMENSION-                  COMMENTS
#4                          Please see attached Performance Plan

#14                         Please see attached Performance Plan

                                                                            TR-0122
COMMENTS:

Over the last two years! have had the opportunity to gain additional responsibilities and have been challenged to expand my knowledge in
the technical field. I have Rained the responsibility of county-wide communications, city-count radio project issues and technical training.

COMMENTS:

Evaluator's Signature:                                                                                              Date: it/L2/2004

Department Authority or Designee's Signature:                                                                       Date:

                                         employee is appealing

 certifr that this performance appraisal has been discussed with me and I agree        0 disagree                   o with the scores.
 wish to appeal this appraisal and I will submit a written request for appropriate action.

              Signature:                                                                                    Date:

kxar County Civil Service Rules Temporary Chapter )C, Personal Grievances.
For Employees Covered Under Bent County Civil Service Rules)
have been provided a copy of the rules                   (Employee's initials)

 acknowledge the employee will pursue the appropriate appeal process.

             Signature:                                                                                     Date:

GOAL EVALUATION AND GOAL SEflING:

Progress achieved in attaining goals set in previous appraisal period:

Please see attached Performance flan and StrateRic Plan Worksheet

Goals and Objectives for next appraisal peiioth (Developed jointly by the Evaluator and Employee)

Plese see attached Performance Plan and Strategic Plan Worksheet

                                                                              TR-0123
                                                                                                               RECEVED
                                                                                                                    DEC 102010
                                                       CONFIDENTIAL                                              BEXAR COUNTY
                                                     COUNTY OFBEXAR                                         CiVIL SERVICE COISSIQN
                                                                                                                 5 g' jj-
                                              EMPLOYEE PERFORMANCE APPRAISAL

NAME:                 Carmella Guerrero                                     JOB TITLEFiscal and Administrative Services Manager
DEPARTMENT:   Bear County Information Services                              APPRAISAL DATE:              October 23,2003
DIVISION:      Fiscal & Administrative Services                             LAST APPRAISAL DATE:            October 30, 2002
EMPLOYMENT DATE:         November 23,1998                                   APPRAISAL PERIOD FROM: Oct-02 TO:                Oct-03

REASON FOR APPRAISAL:                               EANNUAL                           o END OF PROBATION
                                                    D 6 MONTH                         Q OTHER

EMPLOYEE'S OVERALL RATING:
            Distinguished  4.51-5.00                                   Q Needs Improvement                 1.51 -2.59
          o Commendable    3.51 -4.50                                  o  Unacceptable                     1.50 orbelow
          o Competent      2.60-3.50.

o   This employee has been involved in a disciplinary action during this evaluation period, the significance of which is not
evident in the appraisal dimensions (disciplinary action documentation is available in the employee's personnel file.
0 Other
                                                                           WEIGHT                      SCORE                   RATING
                   APPLICATION OF JOB KNOWLEDGE                                      0.20      X                   4.75            0.95
                    PUBLIC CONTACT                                                   0.10      X                   4.75            0.48
                   EMPLOYEE RELATIONS                                                0.05      X                   4.75            0.24
                   INITIATIVE                                                        0.15      X                    5.00           0.75
                    QUALITY OF WORK                                                  0.10      X                   4.75            0.48
                   QUANTITY OF WORK                                                  0.05      X                   4.50            0.23
                   COMMUNICATION SKILLS                                              0.05      X                   4.50            0.23
                   ATTENDANCE & PUNCTUALITY                                          0.00      X                    0.00           0.00
                   OPERATION & CARE OF EQUIPMENT                                     000       X                    0.00           0.00
                   CONCERN FOR SAFETY                                                0.00      X                   0.00            0.00
                   BUDGETING                                                         0.00                          0.00            0.00

                   SUPERVISORY DIMENSIONS:
                   LEADERSHIP SKILLS                                                0.10       X                   4.75            0.48
                   HUMAN RESOURCE MANAGEMENT                                        0.10       X                   5.00            0.50
                   FISCALMANAGEMENT                                                 0.10       X                   4.75            0.48

                                                                                    1.00

                                                                            OVERALL PERFORMANCE RATING TOTAL:                      4.79

Whenever a score of 5, 2 or 1 is given, supporting details must be provided. Attach additional paper if needed.

DIMENSION                   COMMENTS
#4                          Please see attached Performance Plan
#11                         Please see attached Performance Plan
#13                         Please see attached Perthnnance Plan

                                                                 TR-0124
COMMENTS:
This fiscal year has been challenging in all aspects. I believe the creation of the Chief Operating Officer was a very positive move for BCIS.
In addition, we were successful at cutting          posed budget by the required 5% and reorganizing management I believe that I was
instrumental in the sucess of the latter tvy6 chan es 1within ECIS and will continue to strive towards future improvements within the

Employee's Signature:                                                                                               Date:

COMMENTS:
                                       L

Evaluator's Signature:                                                                                              Date:

Department Authority or Designee's Signature:                                                                       Date:(/ W4
                                      if employee Is appealing this

  certify that this performance appraisal has been discussed with me and I agree         Q disagree                 o with the scores.
  wish to appeal this appraisal and I will submit a written request for appropriate action.

              Signature:                                                                                    Date:

 lexar County Civil Service Rules, Temporary Chapterx, Personal Grievances.
 For Employees Covered Under Bexar County Civil Service Rules)
 have been provided a copy of the rules                   (Employee's initials)

 acknowledge the employee will pursue the appropriate appeal process.

              Signature:                                                                                    Date:

GOAL EVALUATION AND GOAL SEllING:

Progress achieved in attaining goals set in previous appraisal period:

Please see attached Performance Plan and Strategic Plan Worksheet

Goals and Objectives for next appraisal period: (Developed jointly by the Evaluator and Employee)

Pleae set attached Perthnnance Plan and Strategic Plan Worksheet

                                                                 TR-0125
                                                                                                                        RECEVED
                                                                                                                           Ad1- 0 2010
                                                                                                                         nc"
                                                        CONFIDENTIAL
                                                     COUNTY OF BEXAR                                                       BEXAR COUNTY
                                              EMPLOYEE PERFORMANCE APPRAISAL                                       CJLERVI2? CDMYUSSION

NAME                                                                            JOB TITLE Fiscal & Administrative Services Manaaer

DEPARTMENT Information Services                                                 APPRAISAL DATE               10/30/02

DIVISION Fiscal & Administrative Services DMsion                                LAST APPRAISAL DATE 7/19/01

EMPLOYMENT DATE 11/23/98                                                        APPRAISAL PERIOD FROM 7/01                          TO 7102

REASON FOR APPRAISAL: [X] Annual                                                    End of Probation
                       f)6 Month                                                I lOther
EMPLOYEE'S OVERALL RATING:

        IX] Distinguished             4.51 -5.00                                  3 Needs Improvement              ..     1.51 -2.59
        [3 Commendable                3.51 -4.50                                [1 Unacceptable                           1.50 or below
           Competent                  2.60 -3.50

  3    This employee has been involved In a disciplinary action during this evaluation period, the significance of which is not evident in the appraisal
       dimensions (disciplinanj action documentation is available In the employee's personnel file).

[3     Other.

                                                                                WEIGHT               SCORE                          RATING
       APPLICATION OF JOB KNOWLEDGE                                               .20         x        4.50                           .90
       PUBLIC CONtACT                                                             .10         x        4.75                           .48
       EMPLOYEE RELATIONS                                                         ;05         X        4.50                           .23
       INItIATIVE       .                                                         .15         x        4.90                           .74
       QUALITY OF WORK                                                            .10         x        4.75                           .48
       QUANTITY OF WORK'        .                                                 .05         x        4.90                           .25
       COMMUNICATION SKILLS                                                       .05         x        4.50                           .23
       ATTENDANCE & PUNCTUALITY                                                   NA          x         NA                            N/A
       OPERATION & CARE OF EQUIPMENT                                              NA          x         NA                            NA
       CONCERN FOR SAFETY                                                         NA          x         NA                            NA
       BUDGETING                                                                  NA          x         NA                            NA

SUPERVISORY DIMENSIONS:

       LEADERSHIP SKILLS                                                           .10        x          4.75                           .46
       HUMAN RESOURCE MANAGEMENT                                                   .10        x          4.50                           .45
       FISCAL MANAGEMENT                                                           .10        x          4.75                           .48
                                                                                  1.00

                                                                     OVERALL PERFORMANCE RATING TOTAL                                   472

Whenever a score of 5, 2 or I Is given, supporting details must provIded. Attach additIonal paper If needed.

DIMENSION COMMENTS

A FIscal & AdmInistrative Services Performance Plan inclusIve of achievements for this rating period as well as
goals for the next rating period is attached as part of this evaluation.

                                                                  TR-0126
Comments:

Employee's Signature:                                                         Date:

Comments:

Evaluator's Signature:                                                        Date:    11/1,16

Comments:

Department Authority or Designee's Signature:                                          Date:      /1/i/o   2-

APPEAL SECTION (used only If employee Is appealing this performance appraIsal)

I certify that this performance appraisal has been discussed with me and I agree _____ disagree      with the scores.
I wish to appeal this appraisal and I will submit a written requestfor appropriate action.

Employee's Signature:                                                          Date:

Bexar County Civil Service Rules, Temporary Chapter X, Personal Grievances.
(For Employees Covered Under Bexar County Clvii Service Rules.)
I have been provided a copy of the rules                 (Employee's initials)

I acknowledge the employee will pursue the appropriate appeal process.

Evaluators Signature:                                                         Date:

GOAL EVALUATION AND GOAL SETTING: (if additional space is needed, please use separate sheet)
Pro9ress achieved in attaining goals set in previous appraisal period:

Goals and Objectives for next appraisal period: (Developed jointly by the Evaluator and Employee)

                                                      TR-0127
                                                                                                                        RECEVED
                                                                                                                             nEC 102010
                                                      CONFIDENTIAL                                                         -
                                                    COUNTY OF BEXAR                                                       BEXPLR COUNTY
                                             EMPLOYEE PERFORMANCE APPRAISAL                                         C[VQ S flRVICE C3Mt'ilSSl3J

NAMECarmella Guerrero                                                          JOB TITLE          Business Services Manager

DEPARTMENT          Information Services                                       APPRAISAL DATE              7/19/01

DIVISION       Business Services Division                                      LAST APPRAISAL DATE                   02128/01

EMPLOYMENT DATE_ ,j,5J23/98                                                    APPRAISAL PERIOD FROM2/00                           TO      7/01

REASON FOR APPRAISAL:                  X] Annual                               [J End of Probation
                                        )6Month                                ( Other

EMPLOYEE'S OVERALL RATING:

       EX] Distinguihed               4.51 -5.00                                  ) Needs Improvement                    1.51 -2.59
       [1 Commendable                 3.51 -4.50                               1] Unacceptable                           1.50 or below
       []Competent                    2.60 -3.50

       This employS has been Involved in a disciplinary action during this evaluation period, the significance of which is not evident in the appraisal
       dimensions (disciplinary action documentation Is available In the employee's personnel file).

()     Other

                                                                               WEIGHT               SCORE                          RATING
       APPLICATION OF JOB KNOWLEDGE                                              .20         x        4.50                           .90
       PUBLIC CONTACT                                                            .10         x        4.50                           .45
       EMPLOYEE RELATIONS                                                        .05         x        4.50                           .23
       INITIATIVE                                                                .15         x        4.90                           .74
       QUALITY OF WORK                                                           .10         x        4.75                           .48
       QUANTITY OF WORK                                                          .05         x        4.90                           .25
       COMMUNICATION SKILLS                                                      .05         x        4.50                           .23
       ATTENDANCE & PUNCTUALITY                                                  NA          x         NA                            N/A
       OPERATIONS CAR.E OF EQUIPMENT                                             NA          x         NA                            NA
       CONCERN FOR SAFETY                                                        NA          x         NA                            NA
       BUDGETING                                                                 NA          x         NA                            NA

SUPERVISORY DIMENSIONS:

       LEADERSHIP SKILLS                                                           .10        x         4.75                            .48
       HUMAN RESOURCE MANAGEMENT                                                   .10        x         4.50                            .45
       FISCAL MANAGEMENT                                                           .10        x         4.50                            .45
                                                                                  1.00,

                                                                     OVERALL PERFORMANCE RATING TOTAL                                   4.66

Whenever a score of 5, 2 or I is given, supporting details must provided. Attach additional paper If needed.

DIMENSION COMMENTS

A Business Services Performance Plan inclusive of achievements for this rating period as well as goals for the
next rating period is attached as part of this evaluation.

                                                                  TR-0128
 Comments:

 Comments:

 Evaluator's Signature:                                                             Date:      7-z4-2-00I

Department Authority or Designee's Signature:                                                  Date:

APPEAL SECTION (used only If employee Is appealing this performance appraisal)

I certify that this performance appraisal has been discussed with me and I agree               disagree   with the scores.
I wish to appeal this appraisal and I will submit a written request for appropriate action.

Employee's Signature:                                                                  Date:

Bexar County Civil Service Rules, Temporary Chapter X, Personal Grievances.
(For Employees Covered Under Bexar County Civil ServIce Rules,)
I have been provided a copy of the rules                       (Employee's initials)

I acknowledge the employee will pursue the appropriate appeal process.

Evaluators Signature:                                                               Date:

GOAL EVALUATION AND GOAL SETTING: (If additional space is needed, please use separate sheet)
Progress achieved in attaining goals set in previous appraisal period:

   Please see attached Performance Plan. February. 2001

Goals and Objectives for next appraisal period: (Developed jointly by the Evaluator and Employee)

   Please see attached Performance Plan, July, 2001

                                                          TR-0129
                                                        CONFIDENTIAL
                                                      COUNTYOF BEXAR
                                               EMPLOYEE PERFORMANCE APPRAISAL
                                                                                                                E C El" crc'    '
                                                                                                                                    ''

NAME _Carrriella Guerrero                                            JOB TITLE        Business Services MdWeR              0 2010
DEPARTMENT          Information Services                         -   APPRAISAL DATE            2128101CIV1L CCRVlCEUSI0N
DIVISION     Business Services Division                              AST APPRAISAL DATE                01131/00

EMPLOYMENT DATE_1 1                                                   'PRAISAL PERIOD FROM_1/00                       TO        2.01

REASON FOR APPR\                                                       Thd of Probation
                                                                        2ther    Special for Merit
                          \        o,   4Y-\
EMPLOYEE'S OVERALL

        [Xl Distinguished                                ,)
                                                                             s Improvement                 1.51 -2.59
            Commendable ,                                                    leptable                      1.50 or below
            Competent                                          \.\

       This employee has been id                                               \ the significance of which is not evident in the appraisal
       dimensions (disciplinary acts                                               file).

H      Other____________

                                                                     WEIGHT             SCORE                         RATING
       APPLICATION OF JOB 14 _.-cE15GE                                 .20     x          4.50                          .90
       PUBLIC CONTACT                                                  .10     x          4.75                          .48
       EMPLOYEE RELATIONS                                              .05     x          4.50                          .23
       INITIATIVE                                                      .15     x          4.75                          .71
       QUALITY OF WORK                                                 .10     x          4.75                          .48
       QUANTITY OF WORK                                                .05     x          5.00                          .25
       COMMUNICATION SKILLS                                            .05     x          4.50                          .23
       ATTENDANCE & PUNCTUALITY                                        NA      x           NA                           N/A
       OPERATION & CARE OF EQUIPMENT                                   NA      x           NA                           NA
       CONCERN FOR SAFETY                                              NA      x           NA                           NA
       BUDGETING                                                       NA      x           NA                           NA

       LEADERSHIP SKILLS                                               .10     x            4.75                          .48
       HUMAN RESOURCE MANAGEMENT                                       .10     x            5.00                          .50
       FISCAL MANAGEMENT                                               .10     x            4,50                          .45
                                                                      1.00

                                                              OVERALL PERFORMANCE RATING TOTAL                           4.72

Whenever a score of 5, 2 or        us given, supporting details must provIded. Attach additional paper if needed.
DIMENSION COMMENTS.

A Business Services Performance Plan Inclusive of achievements for this rating period as well as goals for the
next rating period is attached as part of this evaluation.

                                                         TR-0130
 Employee's Signature:

 Comments:

 Evaluators Signature:                                                          Date:

 Comments:                                          I

 Department Authority or Designee's Signature:                                              Date:

APPEAL SECTION (used only if employee is                   this performance appraisal)

 I certify that this performance appraisal has been discussed with me and I agree _____ disagree    with the scores.
 I wish to appeal this appraisal and I will submit a written request for appropriate action.

 Employee's Signature:                                                              Date:

Bexar County Civil Service Rules, Temporary Chapter X, Personal Grievances.
(For Employees Covered Under Bexar County Civil Service Rules.)
I have been provided a copy of the rules                    (Employee's initials)

I acknowledge the employee will pursue the appropriate appeal process.

Evaluators Signature:                                                           Date:

GOAL EVALUATION AND GOAL SETTING: (If additional space is needed, please use separate sheet)
Progress achieved in attaining goals set in prevIous appraisal period:

Goals and Objectives for next appraisal period: (Developed jointly by the Evaluator and Employee)

1
01

CKII
                                                        TR-0131
Cqmments:                ji1'/tt    £%L -4-z4            -A    i2J4..ai1i        c(si.      Ak, a
                                                                                      çk             &zi

Employee's Signature:     £IZ444c14?                   M.€AA4.AcP                            Date:     f,J3/i/
                                                                                                             CO

Comments:

Evaluator's Signature:                                                                      Date:
                                                                                                       / zi    coo

Comments:

Department Authority or Designee's Signature:                                               Date:

I certify that this performance appraisal has been discussed with me and I agree            disagree      with the scores.
I wish to appeal this appraisal and will submit a written request for appropriate action.
Employee's Signature:                                                                        Date:
Bexar County Civil Service Rules, Temporary Chapter X, Personal Grievances.
I have been pëovided a copy of the rules                        (Employee Initials)
(For Employees Covered Under Bexar County Civil Service Rules.)
I acknowledge the employee will pursue the appropriate appeal process.
Evaluator's Signature:                                                                       Date:

GOAL EVALUATION AND GOAL SETTING; (If additional space is needed, please use separate sheet)
Progress achieved in attaining goals set in previous appraisal period:

  Successful completion of '(2K project goals. COMPLETED

  Enhance Computer literacy skills   & IS business processes & practices. CONTINUAL LEARNING PROCESS

Goals and Objectives for next appraisal period; (Developed jointly by the Evaluator and Employee)

                                                         TR-0132
                                                                                                             NUISSIWI'lOO 301AN38 hAlO
                                                                                                                  AJ.NOOD Mal
                                                      CONFIDENTIAL
                                                    COUNTY OF BEXAR                                                  OIOZ 01 330
                                             EMPLOYEE PERFORMANCE APPRAISAL
                                                                                                                   3AI333
NAME _Carmella Guerrero                                              JOB TITLE _Year 2000 Contract Coordinator__________

DEPARTMENTInformation Services                                       APPRAISAL DATE               May 27. 1999

DIVISION Year 200p Prolect Office                                    LAST APPRAISAL DATE              n/a

EMPLOYMENT DATE _1 1/23/1998                                         APPRAISAL PERIOD FROM_I 111998_ TO _05/1 999_

REASON FOR APPRAISAL: Annual                                        End of Probation
                      6 Month                     X                 Other

EMPLOYEE'S OVERALL RATING:
       Distinguished                4.51 - 5.00                                 Needs Improvement 1.51 -2.59
       Commendable                  3.51 - 4.50                                 Unacceptable       1.50 or below
       Competent                    2.60 - 3.50
 This employee has been Involved in a disciplinary action during this evaluation period, the significance of which Is not evident In
 the appraisal dimensions (disciplinary action documentation Is available In the employee's personnel file).               -
  Other.

PERFORMANCE DIMENSIONS:                                           WEIGHT                  SCORE                   RATING
 1.    APPLICATION OF JOB KNOWLEDGE                                  25._          x       4                     _1.00
 2.    PUBLiC CONTACT                                               .05            x       4                     _.20_ —
 3.    EMPLOYEE RELATIONS                                         ....flL_.        x      _4_._
 4.    INITIATiVE                                                   .15            x
 5.    QUALITY OF WORK                                            ..45 t..         x      _5____
 6.    QUANTITY OF WORK                                           ..45 _.          x      _5____
 7.    COMMUNICATION SKILLS                                       _.10             x      _4                     _.40_
 8.    ATTENDANCE & PUNCTUALITY                                     QL_            x      _5____
 9.    OPERATION & CARE OF EQUIPMENT                              j_               x       nla                   _nIa_
 10.   CONCERN FOR SAFETY                                                          x       n/a
 11.   BUDGETING                                                  _Q&.__           x        5    *               .._25.

 SUPERViSORY DIMENSIONS:
 12. LEADERSHIP SKILLS                                             nla             x      _n(a                    n/a
 13. HUMAN RESOURCE MANAGEMENT                                    ....nLt....      x        i/a                   n/a
 14. FISCAL MANAGEMENT                                            .Jilt_.          X       fl/s                  _nla
                                                                  1.00

                                                  OVERALL PERFORMANCE RATING TOTAL                               - 455_

Whenever a score of 5, 2 or      us given, supporting details must be provided. Attach additional paper if needed.
DIMENSION

                                                                TR-0133
7117/9?

   omments           II    L19it}.uA    lii d4     çwtw          9111 2,ke thot ,Jgtd ic/al             -
                 bfl 94bV272U/

pme
  Employee's Signature:        jflífl//a 43'?YTM/t_2't0                                         Date:

                             j
                                                  r4                                         Ynt
 Evaluators Signature:           LW-i       F                                                   Date:            ____
                                                  4
  ommens:.        j4, Ibcç'ro i,                                 vaq
          1   '4I 741€- Eo&w'                          ç' 'c Wtflq                           s          o

 )epadment Authority or Designee's Signature:                                                 Date:         12 It'll ¶

  certI, that this performance appraisal has been discussed with me and I agree              disagree         with the scores.

I
    ish to appeal this appraisal and will submit a written request for appropriate action.
    ployee's Signature:                                                                      Date:
    xar County Civil Service Rules, Temporary Chapter X, Personal Grievances.
   ave been provided a copy of the rules               (Employee Initials)
   or Employees Covered Under Bexar County Civil ServIce Rules.)
  a cknowledge the employee will pursue the appropriate appeal process.
    aluator's Signature:                                                                      Date: _____________________

                                                            TR-0134
                                                                                           RECEIVED
                                                                                                DEC 10 2010
                                                                                              BEXAR COUNTY
                                                                                        CIVIL SERVICE COMMISSIO]
                                                                                           3:ç$8 -
             CARMELLA GUERRERO
      YEAR 2000 CONTRACT COORDINATOR
      EMPLOYEE PERFORMANCE APPRAISAL
                                            TuNE 1, 1999

                     FOR THE PERIOD NOVEMBER 1998 - MAY 1999

                  PERFORMANCE DIMENSIONS: SUPPORTING DETAILS

                                            4. INITIATIVE

    Ms. Guerrero's initiative in all aspects of her job performance is superb. She serves as a role
model for others who work with and around her. Ms. GuelTero's participation in Greater San
Antonio Year 2000 Coalition activities brings praise to her personally, and is a very positive reflection
on the County. Carmelia is known as a person who gets things don; and that has earned her the
respect of her peers both within and outside the County.
    Ms. GuelTero also has an aptitude for detail wo& which serves herwell in her duties as a Year
2000 Contracts Coordinator. Over the course of her projects, She frequently recognizes minute
traces of probleths and is keen to examine the trail of e idence seeking a full understanding and an
effective and timely solution. For example, Ms. Guerrero has been fully involved in various projects
associated with Year 2000 and the County's radio systems. She identified potential problems (not
directly related to the Year 2000) and worked to inform the affected offices and departments.
     In the execution of her primary duties as a Y2K Contract Coordinator, Ms. Guerrero recognized
the need for timely progress on the Embedded Systems inventory efforts. In order to expedite the
process, Ms. Guen-ero took the initiative to form a Year 2000 Task Force, and tasked the task force
members with the preliminary inventory. This effort conserved the Year 2000 project's valuable
resources in avoiding the cost of a contractor-staffed preliminary inventory. In addition with the
preliminary inventory essentially complete, the County was in a better positiSn to negotiate the
Embedded Systems assessment and remediation contract. The original estimates ranged to $1 Million
dollars. The preliminary, contract cost was estimated at $750,000. The final negotiated contact cost is
$667,000. These cost management efforts were due in large part to the information Ms. Guerrero
quickly and accurately compiled through the effective use of the Task Porte.

                                      5. QUALITY OP WORK

     Ms. Guerrero has a keen eye for detail in her work product, and an aggressive attitude towards
completing any projects to which she assign&L Her productivity in tents of the volume of work
produced is easily matched by the quality of those work products. Mi Guen-ero is a good listener; a
wonderful asset in avoiding simple mistakes. However, she also brings her own style to a projct arid
isn't afraid to ask questions or to offer suggestions if something about the assignment seems unclear.
These attributes enable Ms. Guerrem to "get it right the first time" almost every time.

                                                TR-0135
    Ms. Guerrero's work is professional and timely, with relatively few errors of any kind. Her work
products are seen by many outside the County, and their cpnsistently high quality serve to enhance
the County's overall public image. Ms. Guerrero's oral presentations are also well done, and have the
same effect of enhancing the County's public profile, as well as her own.
    Since her arrival in the Year 2000 Project Office, Ms. Guerrero has enhanced many of the
essential skills and abilities she needs to exceL Her proficiency in use of the computer; her specific
knowledge in the area of Year 2000 and embedded systems, and; her general knowledge of County
government operations and processes have all increased. These serve to increase the overall quality of
her work output.

                                     6. QUANTITY OP WORK

    It is difficult to communicate the volume of Ms. Guerrero work using only words, because so
many other work products are intangible. Ms. Guerrero is a leader in defining the processes and
procedures that help direct the Year 2000 project The final results are visible in the timelines and
inventory spreadsheets she uses to track and manage her projects. What is less visible is the amount
of work saved through the efficiency and effectiveness of Ms. Guerrero's work habits.
     The key to the quantity of work Ms. Guerrero produces is this: she is always prepared for the
next day's work She doesn't lose time because her part of a project remains to be done. On the
contrary, most of her peers and co-workers know they had better get on board, or risk missing the
train. While many workers can appear to be very busy while producing very little, Ms. Guerrero is a
consistent producer of high quality work. She mnnges her time very well, balancing her mandatory
work duties with other work-related responsibilities she seeks and accepts. Her participation in Year
2000 projects for the Greater San Antonio Y2K Coalition, as well as at the State level further indicate
the workload Ms. Guerrero is capable of handling. Yet, each of these projects receives her full
attention with no reduction in the quality of the work produced. One way Ms. Guedero handles the
tremendous workload she shoulders is byworking longer hours than required. She frequently takes a
briefcase full of work home to complez and rarely misses a day of work All of these things
combine to make Ms. Guerrero a consistently high producer. The attached list of accomplishments
documents her efforts.

                            8. ATTENDANCE AND PUNCTUALITY

    Ms. Guerrero is a very punctual and reliable employee. She consistently avoids missing workdays,
regardless of the cause. Ms. Guerrero sets a standard in her personal accountability, and it is very
evident that she takes her attendance andpunctuality very seriously.
     Ms. Guerrero is prompt in returning telephone ca]s and pages. This is not only an example of
her professional courtesy, but of the high regard in which she holds punctuality. Her promptness and
attitude hold for non-Couny events and meetings as well, serving as a very positive reflection on the
County.

                                                   2
                                             TR-0136
                                          11. BUDGETING

    The development and preparation of the Department's FY 1999-2000 budget was complicated
by the numerous proposed changes initiated as a part of the departmental reorganization. Aithough
not directly a part of her job duties, Ms. Guerrero was instrumental in negotiating the niad
requirements necessazy for submitting the proposed changes. She successfully mediated between
opposing perspectives hel4 by the Department's managers. Ms. Guerrero guided and coached the
budget and development work to avoid unnecessaxy work, and to make the submission as concise
and clear as possible. Department managcrs - staff alike have come to rely on her budget process

    Ms. Guentro is also a careful steward of the Year 2000 Project budget category for which she is
responsibk embedded systems. As previously mentioned, she "stretched the dollars" through a
more efficient and equally effective prelinin y inventory process using County employees and staff.
This effort caine about because of her budget anas and projections indicating the embedded
systems funding category would require a tight fist and careful execution to avoid potential ovemins.
    Even in executing the Year 2000 Project Office's internal budget, Ms. Guentro carefully
monitors expenditures to ensure a sufficient cash flow throughout the budget y ear She
recommended several changes to the original office equipment requests, and even coordinated with
the County's Jail Industries program to ref,zrbish existing desks, avoiding the cost of purchasing new
ones. This is indicative of Ms. Guerrero's careful, conservative and skilled approach to budget
development and execution.

                                              TR-0137
Carmolla Guorrero
                                                4707 Trailwood
                                                San Antonio, TX 78228                                       AT
SUMMARY OF IJUALIRCA'HONS                                                                   DEC 10 2010
                                                                                           BEXARCOUNTV
                       I Over 20 years management experience                        CIVIL SERV!CE COMMISSION
                       I Over.l7yearsinBexarCountyGovernment                                        2bJ..
                       I Pros'S experience in business administration, budget development/oversight,
                          resource management and inventory control
                       I Proven experience in contract negotiations, development and oversight
                       I Proven leadership skills, team building, and strategic planning experience
                       I Proven customer service and public relations skills

WORK HISTORY

Oct 2010 to Present        iT Services Manager - Bexar County Information Services

       Reclassification to this position occurred in October of this year. The position description was
       drafted and not fully implemented to present.                                     r

Aug2006— Sept 2010        Planning & Technical Services Manage - Bexar County Information Services

       Manages and oversees information technology strategic planning goals and objectives for
       technology business analysis, communications, technology training and audio/video
       communications; acts as the representative to County Offices and Departments, Elected Officials,
       Commissioners Court and outside agencies; manages the development and maintenance of the
       BCIT departmental budget; estimates funding for staft equipment, materials and supplies and
       directs the monitoring and approval of expenditures; oversees execution of the procurement
       process for internal BCIT funds and the Countywide Technology Fund; responsible for the
       County voice and video network infrastructure; oversees vendor services/products for cellular,
       voice, data, and video equipment; coordinates with the Sheriff's Office for all City/County Radio
       Project issues; manages the negotiation, processing and preparation of external service contracts,
       RFP's and maintenance agreements; oversees all personnel functions including high level
       personnel issues involving management; oversees supervision, Iraining and evaluation of Senior
       Technology Business Analysts, Video Teleconference Manager, Office/Contracts.Supervisor,
       Communications Coordinator and Senior Training & Support Specialists.
Oct2001 - Aug2006 Fiscal & Administrative Services Manager - Bexar County Information Services

       Supervised, trained and evaluated professional and administrative stafi managed department
       budget development and execution of all budget processes. Managed and coordinated
       negotiation, processing and preparation of internal and external service contracts, RFP's, and
       service/maintenance agreements; responsible for EEC) plan to maintain workforce utilization;
       managed all personnel functions; developed and maintained all departmental policies and
       procedures including activity based costing, billing processes and management activities;
       represented BUT on task forces, internal and external committees and Countywide meetings;
       oversight of all Commissioners Court items; managed department assets; managed accounts
       payable and receivable for BCIT.
July 1999-Sept 2001 Business Services Manager - Bexar County Information Services

                                              TR-0138
        Managed all administrative and business functions in SCIT; supervised, trained and evaluated
        administrative and clerical staff, managed all vendor and client service contracts; developed and
        monitored overall department budget; managed departmental business functions and coordinated
        all special projects; responsible for personnel administration; managed BCJT facility assets.

Nov 1998-July 1999          Year 2000 Contract Coordinator - Bexar County Information Services

        Planned, organized and developed strategies and milestones for new computer systems; identified
        remediation requirements; planned, organized and developed strategies for projects; acquired
        contractor services and monitored such services; coordinated specification compliance and
        achievement of milestones; provided technical assistance to County users; drafted system
        documentation; developed Y2K Task Force; developed and staffed RFP processes; and
        developed embedded systems inventory and remediation plan for the entire County.

Jan 1997-Nov 1998           Jail Support Services Manager -Bern, County Sherj[fs Office

        Managed jail support operations in the Adult Detention Division, inclusive of Human Services,
        Clothing/Property, Laundry, Inmate Grievance and Jail Industries; supervised professional and
        adnilnistrative stafi investigated support operational problems; analyzed data; recommended
        solutions; monitored outside contra ts such as the food sçrvices contract and the inmate phone
        system for the Adult Detention System; developed and monitored the annual budget for the Adult
        Detention Division; received, researched and prepared responses for the Sheriff and Jail
        Administrator on issues of citizen complaints; assisted the Jail Administrator with special projects
        such as development of programs and services and preparation of Commissioners Court items;
        coordinated and participated in various problem solving meetings and committees related with the
        Adult Detention Center.

RElEVANT EXPER!ENCE
June 1995-Jan1997 Special Assistant to the Jail Administrator, Bexar County Sher(fl's Office

Nov 1994-June 1995 Program Manager Human Services, Bexar County Sheriff's Office

Oct 1993-Nov 1994 MATCH/PATCH Coordinator Assistant, Bexar County Sheriff's Office

Dec 1992-April 1993     Administrative Assistant, New Mexico Children, Youth & Families

May 1991-Oct 1992       Psychological Technician Supervisor, New Mexico Department ofHealth

May 1991-Oct 1992       StaffDevelopment Specialiit, New Mexico Department ofHealth

Sept 1990-May 1991      Psychological Technician H, New Mexico Department ofHealth

June 1998-Sept 1990     Job Development/Placement Specialist, Albuquerque Job Corps Center

May 1985-May 1990       HospitalAdvocate and Speaker, Albuquerque Rape Crisis Center

EDUCATION

124 hours towards Bachelor of Science/Criminal Justice
Associate of Arts - Police Science
University of Albuquerque, Albuquerque, New Mexico

                                               TR-0139
                                                                                   RECEIVED
                                                                                      DEC 10 2010
                                                                                      BEXAR COUNTY
                                                                                CIVIL SERVIC

                                        December 10, 2010

     To Whom It May Concern:

            I am writing this letter of recommendation for Ms. Carmella Guerrero whom I
     have known and worked with throughout my years as District Clerk.

              Camiella has demonstrated an amazing ability to keep up with a myriad of job
      responsibilities while providing support to a diverse group of people. She conducts
      herself in a positive, earnest and professional manner. Her consideration for others has
      made her an indispensable part of BCIT and the County.

              Carmella has always led by example. Her strong work ethic, her loyalty to the
      County and ECIT and her staunch support of her staff is admired by all who have been
      fortunate enough to work with her.

             She is a well respected professional who has been recognized for her dedication
      and leadership on many occasions.

                                          Margaret 0. Montemayor
                                          Bexar County District Clerk

      mgm/ea

BEXAR COUNTY COURTHOUSE * 100 DOLOROSA * SAN ANTONIO, TEXAS 78205-3002 * (210) 335-2113
                                           TR-0140
                                                                                               i*I*IYI*a
                                                                                                 DEC
                                                                                                          I'll

                                     BEXAR COUNTY ELECTIONS DEPARTMENT

            To Whom It May Concern:

            It is with great pleasure that I write this lçtter of reference for Ms. Carmella Guerrero
            whom I have had the privilege of knowing for many years.

            Ms. Guerrero has worked for me in the capacity of a Regional Sending Site Manager for
            many years. Her dedication and work ethic have earned her the trust and respect of the
            Elections Judges and my Elections staff. The Regional Sending Site is a critical
            component of the election process. Ms. Guerrero' s exceptional skills and attention to
            detail with regard to her work have made every election she has worked a success. She
            always maintains composure in difficult and stressful situations and works eagerly to
            resolve any situation which may arise. Her site is always managed well as evidenced by
            her "no error" rate for each election.

            My department is a customer to the Information Technology Department. All my
            dealings with Ms. Guerrero in the many positions she has held in the IT Department have
            been positive. I believe her years of experience in the County have equipped her with the
            skills to work effectively with a diverse group of people. She has proven he±self to be a
            capable leader and is an asset to this County.

            Ms Guerrero has been invaluable in assisting me in the workings of the Civil Service
            issues from this department. I have relied on her expertise in understanding the process.

            Finally, Ms. Guerrero is always willing to offer assistance whether it is volunteering for
            an election or helping to resolve technical issue. She has always followed through to
            ensure that any issues are resolved in a professional and timely manner.

        '   )quelyn F. Callanen
            Bexar County Elections Administrator

- - -           --       - .   - -- -     . .   .   --
                                                      TR-0141       en   ,r,en.,,r,yrn'r    (neon' In..... (fllA\   )C (Y)11
                                                                                                    RECEIVED
                                                                                                          DEC 10 2010
                                                                                                      BEXAR COUNTY
                                                                                                CIVIL SERVICE COMMISSIYJ
                                                                                                   3:578 ..fl
                                                BEXAR COUNTY
                                       PURCHASING DEPARTMENT
                          Vista Verde Plaza   233 N. Pecos. Suite 320 * San Antonio. Texas * 78207-3178

DANIEL R. GARZA
County Purchasing Agent

December 9, 2010

RE: Character Statement on Ms. Cannella Guerrero

To whom it may concern:

I had the privilege of working with Ms. Carmella Guerrero on several procurement projects. Ms. Guerrero
has always conducted herself in the utmost professional manner. An example is a project we worked on
that called for an annual forec st procurement of Dell computers for County staff. This procurement was
conducted through a Cooperative Agreement through Department of Information Resources (DiR)
exceeding one million dollars. Considering the dollar threshold, Purchasing collaborated with Ms.
Guerrero to prepare a Commissioners Court Agenda Item, which was subsequently approved. This step
was used as a model for all Cooperative Procurements involving thresholds and Commissioners Court
approval.

Ms. Guerrero has also been instrumental in the employment process for the Purchasing Department's
management staff. Ms. Guerrero was on the interview panel for one of the Assistant Purchasing Agent
positions to include involvement in the interview process for the County Purchasing Agent position.

I personally obtained managerial advice from Ms. Guerrero on staff disciplinary issues. Ms. Guerrero
provided me with disciplinary process letter templates, which were approved by Civil Service.

Ms. Guerrero has been a great colleague and confidant throughout my career with the County.

Please feel free contacting me for further information.

Best regards,

Daniel R. Garza
County Purchasing Agent

                                                      TR-0142
                                                                                   RECEIVED
                                                                                    DEC 102010
                                                                                     BEXARCouTy
                                                                                JVILSERVICEC MMISSJON

                    CRIMINAL DISTRICT COURT ADMINISTRATION
                             CADENA-REEVES JUSTICE CENTER TOWER
                                   300 DOLOROSA, SUITE 301
                                  SAN ANTONIO, TEXAS 78205
                                         (210) 335-2544
                                      FAX: (210) 335-2252
                                  MELISSA BARLOW FESCRER
                              GENERAL ADMINISTRATIVE COUNSEL

                                               December 8, 2010

RE: CARMELLA GUERRERO

To Whom it May Concern:

         I am happy to act as a character reference for Carmella Guerrero, and I do so without
hesitation. I have known Carmella for almost 12 yeais, working with her on various projects
through the years starting with the county's plan to be ready for Y2K in 1999. I would see her at
least a couple of times a month, sometimes more, in committee meetings concerning issues of
importance to our county and county employees. She was usually there representing BCIT, and I
was there representing the Criminal District Courts.
        Early on I came to recognize her value to these committees. She always had thoughtful
insight and I appreciated her ability to express her ideas and opinions in a respectful, professional
manner. You can always count on Carmella to tell you what she thinks, and even if you may
disagree on occasion, you will understand the logic behind her thoughts. She is very intelligent,
charming, friendly, and I have thoroughly enjoyed working with her these past 12 years.
        I highly recommend Carmella for any position she is applying for, and will stand as a
character reference for her whenever necessary. I am available at (210) 335-3474 or on my cell
at (210) 215-0479 to answer any questions. Please do not hesitate to call.

                                              Meli a Barlow Fischer

                                              TR-0143
                         THE DISTRICT COURTS OF BEXAR COUNTY                      RECEIVED,
                                                                                      DEC 10 2010
                                                                                      BEXAR COUNTY
                                                                                CIVIL SERVICE COMMISSliXI
                                     BEXAR COUNTY COURTHOUSE
                                            IOU DOLOROSA
                                      SAN ANTONIO, TEXAS 78205

                                          December 9,2010

        TO WHOM IT MAY CONCERN:

                      Re: Carmella Guerrero

                I serve as General Administrative Counsel for Civil District Courts
        Administration that provides legal, administrative and liaison support to the 14 Civil
        District Courts, 2 Child Support Associate Judges and '2 Children's Court Associate
        Judges.

              During my nine and one-half years as General Counsel, I have had the pleasure of
       working with Ms. Carmella Guenero in her former capacity in the Information
       Technology Department. Ms. Guerrero has always provided excellent support to our
       Department. She presents herself in a professional manner. Her knowledge of BCIT
       procedures and procurement processes has been an asset to me and the Judges I serve.

               Over the past few years, Ms. Guerrero and her staff supported technology
       improvements in the area of audio/visual and video teleconferencing in the 37 0 ', 131s,
       150th, 285th and 407th District Courts, as well at the Child Support Court and the
       Children's Court. She worked diligently to assure that finding was in place and that her
       staff had the support to complete the work.

              It is obvious that Ms. Guenero takes pride in her work. Her responsiveness, to
       the County's technology needs, is commendable.

                                           Sincerely,

                                           Gary W. Hutton
                                           General Administrative Counsel
                                           Bexar County Civil District Courts

OFFICE OF CIVIL DISTRICT COURTS ADMINISTRATION • ROOM 302 • PHONE (210) 335-2300 FAX (210) 335-2843
                                              TR-0144
                                                                                  RECEIVED
                                                                                      REC 10 2010
                            BEXAR                                                    BEXAR COUNTY
                                                                               CIVIL SERVICE COMMISSLO?!

                            MARGARET G. MONTEMAYOR
                                         DISTRICT CLERK

                                          December 10, 2010

      To Whom It May Concern:

             I had the pleasure of meeting Carmella Guerrero eight (8) years ago. She has
      always shown great professionalism in whatever endeavor she sets her mind to
      accomplish. Carrnella has always been the go to person; whenever you have a problem,
      she always manages to resolve whatever issue you bring to her.

            Carmella always interacts well with the public. She can always be counted on to
      work with others in a pleasant matter.

              Carmella is extremely cooperative and professional with anyone that she comes in
      contact with.

                                                   Sincerely,

                                                    lva Abundis-Esparza
                                                   Chief Deputy, District Clerk's Office

Rfl AR rot INTY rot rRTgohJsv * 100
                                            TR-0145
                                      DOLOROSA * SAN ANTONIO. TEXAS 78205-3002 * (2I0) 335-2113
                                                                            RECEIVED
                                                                                flEC 102010
                                                                               BEXAR COUNTY
                                                                         CIVIL S RVICE coMMlsslo:i
JUSTICE COURT, PRECINCT 3                                          TELEPHONE: (210) 335-4700
8918 TESORO DRIVE, SUITE 300                                        FACSIMILE: (210) 335-4705
SAN ANTONIO, TEXAS 78217-6238
                                     KEITH BAKER
                                  JUSTICE OF THE PEACE

   December 8, 2010

   To Whom It May Concern:

   Please accept this letter as a formal character reference for Ms. Carmella Guerrero,
   formerly the IT Services Manager for Bexar County Information Services. I have
   had the pleasure of knowing Ms. Guerrero in her professional capacity in the IT
   department for many years. My experiepces with Ms. Guerrero have been
   pleasant and professional. As Court Manager for Justice of the Peace, Precinct 3, 1
   have called on Ms. Guerrero many times for assistance with technology purchases
   and IT services. She is responsive, professional and always gets the job done in
   record time,

   Ms. Guerrero, on several occasions, has had to coordinate between five Court
   Administrators with different Elected Judges and always seems to get consensus to
   assure our projects are brought to fruition.

   I have also had the pleasure of serving with Ms. Guerrero on County-wide
   committees. The knowledge on County-wide issues she brings to the table has
   always amazed me. She is an asset to her Department and to the County as a
   whole.

   Janet Miller
   Justice Court Manager, Pd. 3
   (210) 335-4707

                                        TR-0146
                                                                                        RECEUVED
                                                                                            DEC 102010
                                                                                          BEXAR COUNTY
                                                   December 9, 2010                 CIVIL SERVICEOMMISSIC-
To Whom It May Concern:

I am happy to provide this brief letter attesting to the many talents of .Ms Caimella Guerrero. I
had the good fortune of having her as part of my staff while serving as the Jail Administrator of
the Bexar County Jail. My first major crisis as Jail Administrator was a scheduled jail inspection
by the jai standards commission. Ms Guerrero volunteered to assist in preparing the jail and all its
mand$ory programming into compliance and was recognized by the inspectors. We eventually
promoted her to Jail Support Services Manager.

I had the upmost respect and confidence in her abilities because I knew the she would do the due
diligence necessary to provide me with the best options. During the time that she was on my staff
there was never an issue that a questionable course of action was taken that she didn't come to me
and say "Chief, I blew it".

Ms. Guerrero was/is a hard worker dedicated to the mission assigned not just to he, but to all
members of the unit. Equally impressive is her dogged determiiation to the best in the job she is
responsible for. If there were projects or other functions assigned to her that were not her forte
she would pick your brain, research the topic and in no time one would not know this was all new
to her.

One such project that demonstrates how well she was respected was the assemblage of a team
sent to Colorado to review hard core criminals in selecting those we could bring back to Bexar
County to help fill our jail and delay the privatization of our jail operations-and at the same time
put money into the County coffers. Ms. Guerrero headed up that delegation without one single
glitch. Ms. Guerrero, as I'm sure she does now, coordinated the entire operation and assisted in
screening the prisoner's records.

I was the one who recommended Ms. Guerrero to Dr. David Morgan, the previous CIO, when he
took the County job. Feedback from him was nothing but laudatory. Within months Ms. Guerrero
was David's go to girl, passing more and more duties and responsibilities to her. From my many
visits to the court or operations within the jail --- Ms. Guerrero was the go to person in the
department. She was the ideal employee. She came to work on time and stayed as late as needed
to get the project done.

A good manager should want employees who are strong in their beliefs and are allowed to
provide their input. Ms. Guerrero will argue her point but when you say "no-this is the way I
want it done --- she becomes your strongest advocate". They ,don't come much better than her.

Z             2ist!!t?
                     orB!C.S.O.

                                             TR-0147
                       THE LOPEZ LAW FIRM
                                  A PROFESSIONAL CORPORATION

                                                                           RECEIVED
                                                                               NOV 16 2010
                                                                              BEXAR COUNTY
                                      November 10, 2010                 CIVIL SERVICE COMMISSION
                                                                             :30 fr(r%. a.,a,.,
VIA HAND DEL WERY
Catherine Maras
Chief Information Officer
Bexar County Information Technology
203 W. Nueva, Suite 200
San Antonio, Texas 78207-4507
RE: Employee Policy No. 7.6.11 Response
Dear Ms. Maras:
       This law firm represents Carmella Guerrero. On or about October 27, 2010, you
provided Ms. Guerrero a Notice of Proposed Disciplinary Action purporting to demote
Ms. Guerrero to a Technology Business Analyst Grade E-05. In accordance with Policy
No. 7.6.11, Ms. Guerrero provides this response to your proposed disciplinary action.
                                  Record of Achievement
       Ms. Guerrero has been a valued employee with Bexar County since 1993. Ms.
Guerrero began her career with Bexar County as an administrator in the Bexar County
Sheriff's Department. Ms. Guerrero held several positions with the sheriffs department
and was ceremoniously promoted in the department until she became the Jail Support
Services Manager in 1997. In 1998, Ms. Cuerrero transferred to the IBexar County
Information Services Department, and served as a contract coordinator. While an
employee of the information services department Ms. Guerrero was promoted three
times until she finally was promoted to second in cothmand of the information services
department where she served as the department's IT Services Department Manager.
       Ms. Guextero has had a distinguished career with Bexar County, and has worked
her way up the system with her tireless work ethic, loyalty, and professionalism. Ms.
Guerrero's work record with Bexar County is spoil ess, and she has received numerous
raises and promotions due to her accomplishments. Ms. Guerrero has been a proven
leader, an ideal employee, and exceptional colleague to her many coworkers within
Bexar County for almost two decades. Until your recent proposed disciplinary action,
Ms. Guerrero has never been admonished or disciplined as a Bexar County employee.

       • FIRST NATIONAL BANK TowER • 6243 LR lOWEsT, SUTFE 205 • SAN ANTONIO, TEXAS 78201•
                         210.472.2100 TaEvHo    210.472.2101 TELECOPIER'

                                           TR-0148
In fact, you promoted Ms. Guerrero to her current position after you took over the
department in 2009.

                        Specific Reply to Grounds for Demotion

       It is apparent from the record that your decision to demote Ms. Guerrero is based
on simple miscommurdcation and personality differences. There is no evidence,
however, that Ms. Guerrero was insubordinate, was dishonest, or failed in carrying out
the requirements of her job. Your reasons for Ms. Guerrero's proposed demotion seem
to be that (1) Ms. Guerrero misled you about her authority to direct parking for the
department, and (2) Ms. Guerrero disregarded your directive that Tina Singh pay for
parking. We do not believe the facts support these reasons for the proposed demotion.

1.    Ms. Guerrero did not mislead you about her authority to assign parking.

       Bexar County Administrative Policy No. 4.6, the relevant parking policy for the
county, is dear that the Parking Garage Division of Infrastructure Services Department
is responsible for administering the county's parking facilities. Additionally, the
Infrastructure Services Department ("ISD") is responsible for the assignment of parking
privileges within the county's parking facilities. The plain language of the policy is
dear that ISD is responsible for the assignment of parking privileges; and, not Ms.
Guerrero.

        Of course, over time, Ms. Guerrero has assisted your department in coordinating
with ISO to determine which employees qualified for certain parking privileges, and
even corresponded with ISO to track certain parking assignments. Ms. Guerrero's work
in this regard, however, did not rise to the level of making Ms. Guerrero ultimately
responsible for overseeing all of the parking in your department. As you know, Ms.
Guerrero has many more pressing and important responsibilities in connection with the
county's IT department. Instead, the person responsible for assigning parking spaces
for ISO was David Mandujuano, whom Ms. Guerrero communicated with after you
instructed Ms. Guerrero to obtain a list of who had privileges to park in the designated
   aces at issue. In fact, Ms. Guerrero had to email ISO to determine the hierarchy for
T   parking spaces at issue because Ms. Guerrero was not responsible for making those
assignments.

       Simply put, it seems that you intend to demote Ms. Guerrero because she told
you that she was not in charge of parking when you believe the practice is the
department was for Ms. Guerrero to assist in some of those tasks. Ms. Guerrero by
virtue of her position within your department does' not have any authority to assign
parking. Ms. Guerrero was dear with you that she did not have the authority you daim
she did have. To the extent that either you or persons within your department believed
that Ms. Guerrero was responsible for making parking assignments, such belief is
misplaced and most likely a result of misconimunication. Ms. Guerrero has always
been honest with you about her job and her job responsibilities, and she would have no
reason to mislead you about what she can and cannot do in regards to parking.
Moreover Administrative Policy No. 4.6 is dear as to who is responsible for assigning
parking spaces—IS]). Ms. Guerrero was equally dear with you that it was ISO that
assigned parking and not her.

         FIRST NATIONAL BANiC TowER • 62431. H. 10 WEST, Suim 205 -SAN ANtoNIo, TEXAS 78201•
                        •210.472.2100 TELEPHONE 210 472 2101 TELECOPIER'

                                              TR-0149
2.     Ms. Guerrero followed your directive regarding Ms. Singh's parking.

       Ms. Singh is a contract vendor for the county, and sometimes must attend early
morning meetings at Heritage Plaza. Ms. Guerrero was under the belief that you
authorized Ms. Singh to utilize the designated space at issue on mornings that Ms.
Singh had early meetings; otherwise, you instructed Ms. Singh that she would make
arrangements to pay for her parking. To that end, Ms. Guerrero informed Ms. Singh by
email that she could only park in the designated space for the early morning meetings,
and that Ms. Singh would need to coordinate with 3D for a permanent parking space
and that she would be required to pay for the parking. Ms. Singh confirmed the
parking instructions with Ms. Guerrero and Ms. Singh was referred to IS]). Since
October 4, 2010, Ms. Singh has related to Ms. Guerrero that she should not have been
parking in the space at issue.

       We believe the record is dear that Ms. Guerrero followed the instructions you
gave her regarding Ms. Singh's parking. We believe it was Ms. Singh's responsibility to
coordinate with IS]) and/or the auditor's office and make arrangements to pay for her
parking privileges. Ms. Guerrero did what was asked of her in this regard, and to the
extent Ms. Singh was parking in the space at issue, it Was an oversight on Ms. Singh's
part because Ms. Guerrero was dear with Ms. Singh about the requirement that Ms.
Singh coordinate and pay for her own parking with IS]). Miscommunication may have
played a role in this situation as well.

                                            Conclusion

       Ms. Maras, Ms. Guerrero has been a valued employee for Bexar County for
almost two decades. Her dedication to the county, her job, and to your department is
unquestioned. You have worked with Ms. Guerrero for over twelve months, and you
should know that Ms. Guerrero is not the type of person that will skirt her
responsibilities; and certainly, you should know that Ms. Guerrero would not he to you
or be dishonest, as you have suggested.

       Ms. Guerrero is not responsible for the parking assignments as she attempted to
inform you. She was not trying to mislead you or hide from any of her responsibilities.
Additionally, Ms. Guerrero did her part to inform Ms. Singh that Ms. Singh had only
limited parking privileges at the designated parking space and that she would need to
make arrangements to pay for her parking as you instructed Ms. Guerrero. It does not
seem fair to punish Ms. Guerrero if Ms. Singh did not follow those instructions.

       Finally, Ms. Guerrero is an important part of our team and Bexar County, and
she very much wishes to continue in her current position. If there was an exchange for
words that caused this matter to escalate unnecessarily, we are certain measures can be
taken, such as counseling, to avoid such exchanges in the future. Under Administrative
Policy No. 7.6.11, we also do not believe Ms. Guerrero's alleged conduct was serious
enough to warrant your proposed demotion without prior use of less severe discipline.
We understand that did you did not even attempt tompose any type of less severe
discipline.

        • FIRST NATIONAL BANK TOWER • 62431. H. 10 WEsT, SuITE 205 • SAN ANTONIO, TEXAS   78201
                          •210.472.2100 TELEPHONE • 210.472.2101 TnsconER'

                                             TR-0150
      Accordingly, we believe your proposed demotion is unreasonable under these
circumstances, and respectfully request that you not proceed with the proposed
demotion.

      Thank you for your time and attention.

                                                      Very truly yours,

                                                       o1-S4 XLycc
                                                      Orlando R. Lopez

cc:   Carmella Guerrero

       • FIRST NATIONAL BANIC ToWER• 62431. H. 10 WEsT, Sun-s 205 • SAN ANToNIO, TExAs 78201
                         •210.472.2100 TELEPHONE • 210.472.2101 TELECOPIER•

                                            TR-0151
                           BEXAR COUNTY INFORMATION TECHNOLOGY
                                     203W. Nueva, Suite 200
                                  San Antonio, Texas 78207-4507
                                         (210) 335-0200                              RECEIVED
                                               October 6, 2010                          OCT 15 2010
                                                                                       BEXAR COUNTY
                                                                                 CIVIL SERVICE COMMISSION
TO: Cathy Maras, CR)

51183: Incident on October 4, 2010

        I am writing this letter regarding the incident that occurred in your office on Monday, 10/4/10. I
went back and forth as to whether putting this in writing was the best way to go, however I was concerned
that another discussion would result in another altercation.

        It is important to me that you know my feelings on this matter. Beginning early Monday morning,
you inquired about parking at the annex and directed me to do sôveial things including asking Tina Singh
to find parking elsewhere and to pay for said parking. I immediately came upstairs to notii Ms. Singh
and you were thready telling her. Your tone towards me was rude and accusatory in front of Ms. Singh.
Throughout the day while we were working out the issues on BC1T parking, you were abrupt with me and
in my opinion accusatory that David and I were utilizing the parking situation to our advantage. One
example was the "wink-wink" you gave me in the meeting with OS, Lulu and Linda and your reference to
the fhct that only David and I had these privileges. This is not true. I have been following County policy
regarding parking since the policy inception in 1999.

After, spending a good majority of my day trying to fidflll your directive to find out who was parking in
what spaces,! felt that you were growing angrier and angrier. At the end of the day, I went to provide
you a copy of the policy for review and discussion at managers meeting. Again, you raised yout voice,
slapping the policy in your hand and accusing me of wrong doing and noti'ing me that you were taking
me out of the 1oop.i turned to leave your office and made this comment "I was just giving you a copy of
the policy, I don't undentand why you have been ugly to me 01 day". You raised your voice atm;
jumped out of your chair, got up in my face, pointed your finger six times yelling "sit down", proceeded
to the door and slammed it shut. You continued to yell at me saying that you are the dO and it was your
right to act like this. You yelled several times that I had a bad attitude and inappropriate mannerisms and
that you were not going to stand for it. You directed to "fix" it You also shouted that I was making you
look like an "a-hole".

The majority of the employees on the 2nd floor heard this outburst and were very concerned. When I was
in your office, I was afraid of you. In thirty years of my professional career, I have never been treated like
this. I feel embarrassed and degraded in front of the employees of BCIT. Since this occurred, I have been
appmached by several staff asking if! was ot

                                                 TR-0152
Whether or not employees like me, I feel that they respect me and you have damaged that respect, at least
in my eyes. I have worke4 in BCIT for the passed 12 years and in the County for 18 years and have never
been in trouble with any employer for any reason nor have I been treated the way you treated me.
r believe that we have to work together and for the most part, I feel we are a good team. You become
stressed as do I and you have a different way of handling that than I do. However, mutual respect for
each other as human beings is imperative for me to move forward.

I want to go on record saying that I will work on my body language, faces; and mannerisms as you have
asked me to do. I believe my attitude at work is good and my working relationships with co-workers,
business partners and employees have never been challenged to date.

I also feel that in order to move forward, you owe me an apology for the yelling and screaming and
slamming the door that caused intimidation, humiliation and embarrassment to me.

I am certain that we can move passed this if you agree. I did not want to leave on my vacation until we
resolved the matter. I am available until 12:00 noon today if you want to discuss it with me.

                                             Carmella Guerrero
                                             IT Services Manager

                                               TR-0153
October 13, 2010

Ms. Carmella Guerrero                                         RECEIVED
4707 Trailwood
San Antonio, Texas 78228                                          OCT 13 2010
                                                                BEXAR COUNTY
                                                          CIVIL SERVICE COMMISSION
Dear Ms. Guerrero:                                         12:55-,,,,
SUBJECT: Order of Administrative Leave

Effective October 13, 2010, you are being placed on Administrative
Leave with pay for a period often business days pursuant to Bexar
County Human Resources Policy 7.4.04 AdmInistrative Leave.

During the period you are on Administrative Leave, you are asked to limit
your communication, during working hours, to either me or county
Human Resources. In addition, you must be available torepoft, In
person, to me if necessary during your Leave.

Sincerely,

(44L4t       m-
Catherine Mans

CC: Bexar County Civil Service Commission

                             document         I,              -

Employee Signature                                     Date

                                 TR-0154
FILED
9/24/2014 12:37:01 PM
Donna Kay McKinney
Bexar County District Clerk
Accepted By: Consuelo Gomez

                                           CAUSE&NO.&2012-CI-8758&
                                                       &
             CARMELLA&GUERRERO& &            &      &      §&    &      IN&THE&DISTRICT&COURT&
                  &      &       &     &     &      &      §&
                  &      &       &     &     &      &      §&
             VS.& &      &       &     &     &      &      §&    &      225TH&JUDICIAL&DISTRICT&
             &    &      &       &     &     &      &      §&
             &    &      &       &     &     &      &      §&
             BEXAR&COUNTY&CIVIL&SERVICE&            &      §&
             COMMISSION&         &     &     &      &      §&    &      BEXAR&COUNTY,&TEXAS&
             &    &      &       &     &     &      &      &     &
                                NOTICE'OF'FILING'OF'THE'BEXAR'COUNTY'
                                   CIVIL'SERVICE'COMMISSION'RECORD'
                                                       '
             & &    Plaintiff,&Carmella&Guerrero,&provides&her&Notice&of&Filing&of&the&Bexar&County&

             Civil&Service&Commission&Record.&&In&support,&Plaintiff&shows&as&follows:&

             &&   &       On& or& about& August& 21,& 2014,& the& Bexar& County& Civil& Service& Commission&

             conducted& a& hearing& in& the& referenced& matter.& & Plaintiff& attaches& as& Exhibit& “A”& the&

             record& of& such& proceeding& in& accordance& with& the& Texas& Rules& of& Civil& Procedure& and&

             the&Texas&Local&Government&Code.&&

                                                                        Respectfully&submitted,&

             &        &        &      &      &     &      &      &      LOPEZ&SCOTT,&L.L.C.&&      &
             &        &        &      &      &     &      &      &      719&S.&Flores,&Suite&100&
             &        &        &      &      &     &      &      &      San&Antonio,&Texas&78215&
             &        &        &      &      &     &      &      &      Telephone:& 210.472.2100&
             &        &        &      &      &     &      &      &      Telecopier:& 210.472.2101&
             &
             &
             &        &        &      &      &     &      &      &      /s/&Orlando&R.&Lopez&
             &        &        &      &      &     &      &      &      _____________________________&
             &        &        &      &      &     &      &      &      ORLANDO&R.&LOPEZ&
             &        &        &      &      &     &      &      &      State&Bar&No.&24010196&
             &
                                                                        ATTORNEYS&FOR&PLAINTIFF&&
                                                                        &

                                                                                                     Page 1 of 2

                                                        TR-0155
                               CERTIFICATE'OF'SERVICE&

       I& certify& that& a& copy& of& this& document& has& been& forwarded& to& the& following&

counsel&of&record&via&electronic&mail&on&this&&24th&day&of&September,&2014:&

       Clarkson&F.&Brown&
       Bexar&County&District&Attorney&Civil&Section&
       300&Dolorosa,&Suite&5059&
       San&Antonio,&Texas&78204&
       &
       &     &      &       &    &      &      &         /s/&Orlando&R.&Lopez&
       &     &      &       &    &      &      &         __________________________&
                                                         ORLANDO&R.&LOPEZ&
&

                                                                                      Page 2 of 2

                                         TR-0156
                                                                       1

 1                        CAUSE NO. 2012-CI-08758

 2   CARMELLA GUERRERO,                 )   IN THE DISTRICT COURT
             Plaintiff                  )
 3                                      )
                                        )   225th JUDICIAL DISTRICT
 4   vs.                                )
                                        )
 5   INFORMATION TECHNOLOGY             )
     DEPARTMENT,                        )
 6   BEXAR COUNTY, TEXAS,               )
             Defendant                  )   BEXAR COUNTY, TEXAS
 7
                           * * * * * * * * * * *
 8                            NO. 10-BCCS-002

 9   CARMELLA GUERRERO,                 )
             Employee                   )
10                                      )   BEXAR COUNTY
                                        )   CIVIL SERVICE COMMISSION
11   vs.                                )
                                        )   BEXAR COUNTY, TEXAS
12   INFORMATION TECHNOLOGY             )
     DEPARTMENT,                        )
13   BEXAR COUNTY, TEXAS,               )
             Department.                )
14

15              TRANSCRIPT OF AUDIO RECORDED PROCEEDINGS

16              EVIDENTIARY HEARING OF CARMELLA GUERRERO
                             AUGUST 21, 2014
17                             HELD BEFORE
               THE BEXAR COUNTY CIVIL SERVICE COMMISSION
18                CHAIRMAN GINA M. ELLIOTT, PRESIDING

19

20

21

22

23

24                            DAWN FLIPPIN, CSR
                             200 Alcalde Moreno
25                        San Antonio, Texas 78232

                              TR-0157
                                                                2

 1                              APPEARANCES

 2   FOR THE PLAINTIFF:

 3   Mr. Orlando R. Lopez
     The Lopez Law Firm
 4   719 S. Flores, Suite 100
     San Antonio, TX 78215
 5   210-472-2100

 6
     FOR THE DEFENDANT:
 7
     Mr. Clark Brown
 8   Bexar County District Attorney's Office - Civil Division
     300 Dolorosa Street, Suite 5049
 9   San Antonio, Texas 78205
     (210) 335-3918
10

11
     ALSO PRESENT:
12
     Commissioner Elliott
13   Commissioner Gimblet
     Commissioner Arriaga
14   Ms. Carmella Guerrero, Employee
     Bob Hampel, County Representative
15

16

17

18

19

20

21

22

23

24

25

                           TR-0158
                                                              3

 1                                  INDEX
                                                       Page
 2
     County Opening Statement                            8
 3
     Employee Opening Statement                         17
 4
                                **************
 5
                         WITNESS:     HENRY REYES
 6
     Direct Examination By Mr. Lopez                    25
 7
     Cross Examination By Mr. Brown                     42
 8
     Redirect Examination by Mr. Lopez                  49
 9
                         WITNESS:     ELVA ABUNDIS
10
     Direct Examination By Mr. Lopez                    50
11
     Cross Examination By Mr. Brown                     56
12
     Redirect Examination by Mr. Lopez                  65
13
     Recross Examination by Mr. Brown                   66
14
                      WITNESS:    ANDREA SAN MIGUEL
15
     Direct Examination By Mr. Lopez                    67
16
     Cross Examination By Mr. Brown                     78
17
     Redirect Examination by Mr. Lopez                  84
18
     Recross Examination by Mr. Brown                   86
19
                      WITNESS:     CARMELLA GUERRERO
20
     Direct Examination By Mr. Lopez                    88
21
     Cross Examination By Mr. Brown                    105
22

23

24

25

                           TR-0159
                                              4

 1   INDEX
                                       Page
 2
     Plaintiff Closing Statement       107
 3
     Defendant Closing Statement       114
 4
     Commission's Decision             121
 5

 6

 7

 8

 9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

                             TR-0160
                                                                         5

 1                   PROCEEDINGS:

 2                   CHAIRPERSON ELLIOTT:     Good morning.   Today is

 3   August 21st.   It is now 9:02.

 4                   Call to order the Bexar County Civil Service

 5   Commission meeting.   Present are Commissioners Gloria Arriaga,

 6   Joe Gimblet and myself, Gina Elliott.

 7                   MALE VOICE:     Item number 3 is going to be

 8   evidentiary hearing concerning Case Number 20-BCCS-022,

 9   Carmella Guerrero versus Information Technology Department

10   pursuant to the 225th Judicial District Court of Bexar County,

11   Texas, Cause Number 2012-CI-08758.

12                   We received a notice from Ms. Guerrero's

13   attorney, Mr. Orlando Lopez, indicating that a court order was

14   issued regarding Case Number 10-BCCS-022 to -- as an

15   evidentiary hearing to introduce additional evidence.      This is

16   an open hearing and all parties are present.

17                   If we can go ahead and get everyone sworn in

18   for the remaining cases of the day.     Anyone that is going to

19   be testifying today as a witness we'd ask that you go ahead

20   and stand and raise your right hand to be sworn in.

21                   (Witnesses sworn).

22                   CHAIRPERSON ELLIOTT:     Thank you.

23                   MS. BOWEN:     Commissioners, if I may, my name is

24   Susan Bowen.   I'm with the Bexar County District Attorney's

25   Office.   I'm here for the second two cases that are going to

                            TR-0161
                                                                          6

 1   be heard.    May we just step out into one of the conference

 2   rooms while you're having Ms. Guerrero's hearing?

 3                    CHAIRPERSON ELLIOTT:    Yes.

 4                    MS. BOWEN:    Thank you very much.

 5                    CHAIRPERSON ELLIOTT:    Okay.     We want to go

 6   ahead and get started if you all wanted to make an opening

 7   statement.

 8                    MR. LOPEZ:    Certainly.

 9                    MR. BROWN:    Are you going to invoke the Rule?

10                    MR. LOPEZ:    I wasn't planning on it.

11                    MR. BROWN:    The County would.

12                    CHAIRPERSON ELLIOTT:    Like to invoke the Rule?

13                    At this time we have a request by the County to

14   invoke the Rule.    What that means is that only those who are

15   testifying at the moment will be present in this room during

16   the hearing.    So we would ask -- it also requires that anyone

17   that is going to testify not have a discussion outside of this

18   hearing room.

19                    So we will ask -- I don't know who's coming

20   first.

21                    MR. LOPEZ:    Yes, ma'am.   We'd ask Henry Reyes,

22   Elva Abundis and Andrea San Miguel to -- to be excused.

23                    CHAIRPERSON ELLIOTT:    Okay.     All right.

24                    MALE VOICE:    Appellant, witnesses will be in

25   the training room right across the hall.        Amy Reyes will be

                             TR-0162
                                                                           7

 1   right outside the hallway here escorting the officers to the

 2   site.

 3                    CHAIRPERSON ELLIOTT:   Thank you.

 4                    MR. BROWN:   One other matter.     Are you going to

 5   flash up the affidavit in this hearing?

 6                    MR. LOPEZ:   He's going here -- he's going to be

 7   here to adopt it.    I'm not going to flash it up until he

 8   adopts it.

 9                    MR. BROWN:   Okay.

10                    CHAIRPERSON ELLIOTT:   Okay.     Are you ready?

11                    MR. LOPEZ:   Yes, ma'am.

12                    I represent Carmella Guerrero.      As Mr. Gimblet

13   and you know, we were here on April the 26th of 2012, and we

14   had a full-day evidentiary hearing.     Ms. Arriaga, I am going

15   to do my best to make a special presentation since you are new

16   to the Commission and you were not part of the proceeding and

17   the decision that was made on April 26th of 2012.

18                    Ms. Guerrero is a long-time Bexar County

19   employee.    Over 20 years.   She started off as a file clerk and

20   she moved her way up all the way to an E11 where she was the

21   IT Services manager for the Bexar County Information

22   Technology Department.    She had at that time when she was at

23   her E11 position, she was being paid at approximately

24   $80,000.00 a year.

25                    She was selected for that position by the Chief

                              TR-0163
                                                                       8

 1   Information Officer.     Catherine Mares promoted her to that

 2   position.     Thought so much about her when she came to take

 3   over the IT Department that she placed her in one of the top,

 4   if not the top, nontechnical packing positions within the

 5   Information Technology Department.

 6                     In 2010 in the fall, Ms. Mares and Ms. Guerrero

 7   became involved in a dispute regarding some trivial parking

 8   issues.     And Ms. Mares, based on the dispute concerning the

 9   parking, demoted Ms. Guerrero from an E11 all the way down to

10   an E5.     She was an E11, answered only to the Chief Information

11   Officer, had her own office, had responsibilities galore for

12   the Information Technology Department.     Because of a dispute

13   over parking that was trivial, she demoted her six grades,

14   downgraded her salary from approximately $80,000.00 to the mid

15   fifties.     She lost responsibilities, she lost rank.

16                     Ms. Guerrero filed an appeal with the Bexar

17   County Civil Service Commission because she believed that she

18   was unlawfully demoted.     So on or about November 29th, 2010,

19   Ms. Guerrero is demoted.     On April 26th, 2012 the Bexar County

20   Civil Service Commission heard Ms. Guerrero's appeal.

21                     Basically, this parking issue, Ms. Arriaga,

22   Mr. Gimblet, Ms. Elliott was a he said/she said.     Ms. Mares

23   accused Ms. Guerrero of being a liar, being dishonest, being

24   insubordinate.     We had an all-day trial before this

25   Commission.     At the conclusion of this Commission, Ms.

                              TR-0164
                                                                        9

 1   Arriaga, these Commissioners unanimously determined that her

 2   demotion should be overturned.

 3                    Had we stopped there, we wouldn't be here

 4   today, Ms. Arriaga, because what had happened is -- and I'll

 5   go back for this time line -- that Ms. Guerrero was demoted in

 6   November of 2010.    In 2011 in October, BCIT, the department

 7   and the County eliminated her position.     Basically just wiped

 8   it from the books and said we're no longer going to have an IT

 9   services manager.    So when the Commissioners overturned her

10   demotion, they said by their own words that there was no

11   evidence that she had -- that she should have been demoted.

12   Instead she was a great employee, had worked hard, and there

13   was no basis in law and fact for her to have been demoted.

14                    The Commissioners were attempting to right a

15   wrong that had been done to Ms. Guerrero by Ms. Mares.     The

16   situation that they were in was that they believed that they

17   could not reinstate her to a position that had been deleted.

18   And so what they did was they overturned it, saying this

19   employee should not have been demoted, but they kept her in

20   her E5 position.

21                    So Ms. Guerrero gets her day in court on April

22   26th, 2012.    She's vindicated.   She's able to put on evidence

23   that has been accepted by this Commission that she's not a

24   liar, that she's not insubordinate and that she's not

25   dishonest.    All she did was just clear her name, because since

                             TR-0165
                                                                       10

 1   that date, she has still been doing her E5 work and she's

 2   still been getting paid in the mid fifty range as opposed to

 3   the eighty or nine-some-odd thousand that we believe she's

 4   entitled to had the County not eliminated her position.

 5                   After the hearing, Ms. Guerrero was

 6   dissatisfied with still being at her demoted position.     So we

 7   filed a lawsuit in District Court.   And we alleged that the

 8   Commission made a mistake in terms of leaving her in her

 9   demoted position.   The County took the position in District

10   Court that there's nothing that the County could do for

11   Ms. Guerrero.   Sure, she was overturned, sure, she was

12   vindicated, but there's no position to reinstate her to.     We

13   can't put her in a position that no longer exists.

14                   Mr. Clark has advanced that argument before

15   this Commission, many hearings in front of the trial court,

16   and, in fact, he made that argument to Judge Littlejohn.

17   Judge Littlejohn initially dismissed Ms. Guerrero's lawsuit

18   saying there wasn't any jurisdiction for this case.   We

19   appealed the case to the Fourth Court, and the Fourth Court

20   reversed Judge Littlejohn's decision, and said Ms. Guerrero

21   has a right to sue the County in District Court because she

22   was still demoted after her hearing here.

23                   The Fourth Court in rendering their opinion

24   that the dismissal should not have been made, pointed out

25   exactly the reason we are here, and why it is -- why it is

                            TR-0166
                                                                         11

 1   that it is unfair that Ms. Guerrero was still in her demoted

 2   position.   Because we argued to them.    We said that just

 3   smacks of unfairness, it smacks of not being equitable with

 4   your employees.    And the Fourth Court in their holding when

 5   they decided that her lawsuit could go forward made this

 6   holding in their last statement.     They said:   Allowing a

 7   County employee -- allowing Carmella Guerrero to pursue her

 8   right to judicial review unaffected by subsequent budgetary

 9   actions is a just and reasonable result.

10                     That's what the Fourth Court said about

11   Ms. Guerrero's case.    The County told the Fourth Court we

12   eliminated your position through a normal budget action.       We

13   were doing a reduction in force, we wanted to make our budget,

14   we wanted to make our employee force smaller so that we could

15   change with the times; that's why we deleted your position.

16   And we disagree.    We believe that the position was deleted

17   intentionally because BCIT and the County did not want

18   Ms. Guerrero back at her position.

19                     We get back to the trial court before Judge

20   Sakai.   We asked Judge Sakai for the opportunity to come to

21   you to give you additional evidence of why she should be

22   reinstated to her E11 position and why she should get her full

23   back pay and her former E11 position with any raises that she

24   would have been entitled to.    And here's the rule we had to --

25   we had to accommodate for when we were before Judge Sakai.          It

                              TR-0167
                                                                        12

 1   says:   A party -- that's Ms. Guerrero -- may apply to the

 2   Court to present additional evidence.    What we had to do is we

 3   had to -- the second part of that rule says:      If the Court is

 4   satisfied that additional evidence is material and there's

 5   good causes for reason of the failure to present, the Court

 6   may order that the additional evidence be taken before the

 7   Commission.    What's real important in this part of the rule is

 8   material.

 9                    Now, we believe that there are at least three

10   reasons why you have the authority and you must reinstate her

11   to her E11 position and give her her back pay and give her her

12   full benefits.

13                    Reason number one, we believe that the County

14   intentionally -- and you're going to hear from our

15   witnesses -- intentionally deleted that position so that

16   Carmella would not be able to get her position back if she was

17   successful and prevailed here.    We think it was a pretext, we

18   think it was underhanded, we think it was some form of some

19   type of cahoots or conspiracy to oust Ms. Guerrero if she won

20   here before the Civil Service Commission.

21                    Number two, when the County -- and you'll hear

22   Mr. Brown.    There is nothing we can do for you.     We eliminated

23   your position.    You know, our hands are tied.     We'd love to

24   help you, but, you know, your job is gone and that's tough.

25   That's just not true.    The County has a multibillion dollar

                             TR-0168
                                                                       13

 1   budget with almost 4,000 employees.     You're going to hear from

 2   our witnesses that are going to testify that many employees

 3   just like Carmella, just like Ms. Guerrero, have been treated

 4   differently.     Employees whose position has been deleted have

 5   been moved around.     Employees who have been disgruntled at

 6   their jobs have either come to the Commission and been moved

 7   to different sections; we have employees that were ousted by

 8   elected officials and demoted to like an E1 and still getting

 9   paid as an E11.

10                     So we believe the evidence is going to show

11   that when the County says we can't do anything, it's flat

12   wrong.   They're being untruthful.    Because they're the County.

13   They got a multibillion dollar budget.     They have 4,000

14   employees.     If you've got that many employees, you're going to

15   have situations where an accommodation can be made and should

16   be made for Ms. Guerrero.

17                     Number three -- and we're going to get to the

18   policy -- your own policies of Human Resources in the Civil

19   Service Commission say that if you reinstate her and she goes

20   back to try to get her job and Ms. Mares says no, your own

21   policies dictate that she should still receive her E11 salary.

22                     So those are the three reasons and that's the

23   evidence that we suggested to Peter Sakai.     We said they

24   intentionally deleted her position, we know they treated

25   employees differently, and we know that the County's policies

                              TR-0169
                                                                       14

 1   allow for her to get her salary at worst if they decide not to

 2   take her back into her position.

 3                     So what we had to convince Judge Sakai is is

 4   that evidence material, okay?      Otherwise, we wouldn't be able

 5   to come to you.    And so under this rule it says that the

 6   Commission -- that's you three -- may change their findings by

 7   reason of the additional evidence and shall file the

 8   additional evidence with the Court.      So under this rule, we're

 9   here to give you some additional evidence, material evidence.

10   And why that's important is what Judge Sakai was saying with

11   his order was what is material?      Judge Sakai is telling us,

12   telling you, telling the record that something is material if

13   it is of real importance or consequence, being such would

14   affect or taken into consideration by a reasonable person in

15   acting or making a decision.

16                     Here is the rule that Judge Sakai was being

17   guided by.    And he said, Mr. Lopez, what is your additional

18   evidence?    And I said well, we know they deleted her position

19   intentionally, we know they've treated other employees

20   differently, and we know that their own policies allow for

21   reinstatement even under these circumstances.      Judge Sakai

22   heard that argument, he looked at the rule and said that's

23   important, that's material; the Commission needs to hear that

24   evidence.

25                     And Judge Sakai -- and here's the policy that

                              TR-0170
                                                                          15

 1   we're talking about.     Policy 7.6.14 says that in number 17 --

 2   and it's in your evidence packet as Number 5.      It says:

 3   Should the office or department refuse to reinstate the

 4   employee as ordered by the Commission, the employee shall be

 5   entitled to their full salary just as though they had been

 6   reinstated as before.     Those are your rules.   Those are your

 7   policies.

 8                   So Judge Sakai said I'm looking at this rule,

 9   Mr. Lopez has suggested and proven to me that he has important

10   material evidence to show the Commission and including this

11   policy that says you could put her back even if they deleted

12   her position.   And that's what -- as Mr. Leos said -- that's

13   what Judge Sakai said in a written order on the record that is

14   governing this case that as referenced by Mr. Leos that says

15   Ms. Guerrero and only Ms. Guerrero is entitled to present to

16   you additional evidence, and that you have the power, you have

17   the authority under Judge Sakai's Order that says you may

18   change your findings.

19                   So we're here today and you're going to hear

20   from witnesses that are going to prove three things.        Number

21   one, that the County intentionally deleted her position while

22   she was on appeal.     Number two, that the County treats

23   employees differently and has done that in the past.        And that

24   based on those situations, you have the power to make it right

25   for Ms. Guerrero.    And then number three, if you don't believe

                              TR-0171
                                                                       16

 1   anything else, your policies say if they don't want to

 2   reinstate her, at least give her her money back.

 3                    And you will hear from our witnesses, and we

 4   believe after the conclusion of this evidence and this hearing

 5   that you will have ample evidence to change your finding,

 6   reinstate her to her E11 position, give her her back pay, and

 7   give her all her full benefits and salary raises and cost of

 8   living allowances that she should have been entitled to had

 9   she not wrongfully been demoted back in 2010.

10                    Thank you.

11                    CHAIRPERSON ELLIOTT:    Thank you, Mr. Lopez.

12                    Mr. Brown?

13                    MR. BROWN:   Yes.   Thank you.   Good morning.

14                    CHAIRPERSON ELLIOTT:    Good morning.

15                    MR. BROWN:   I have a brief.

16                    We know where the case was and where it is now.

17   We're back here because Judge Sakai punted a decision that he

18   didn't want to make back to you all.     And that's essentially

19   what happened.

20                    The procedural history of this issue, you

21   issued your order, you explicitly overturned the discipline

22   and you put her in the only thing you could, the position that

23   she held, because you cannot create or put a person in a

24   position that doesn't exist.    That is solely the County

25   Commissioners.   The court can't do it and you can't do it.

                             TR-0172
                                                                      17

 1                   Unsatisfied with that decision, Ms. Guerrero

 2   appealed.   The appeal went.   The District Court where we filed

 3   a motion before Judge Littlejohn saying we don't feel you have

 4   jurisdiction because we feel the Commissioners gave all the

 5   relief they could, she didn't rule one way or the other on

 6   what relief she could grant.    She just simply said I agree I

 7   don't have jurisdiction and dismissed the case.

 8                   They then appealed it to the Fourth Court.

 9   Again, the Fourth Court looked at it and said she's an

10   employee, she at least gets to go to court and make her

11   argument that you all might have the power to reinstate

12   someone to an eliminated position.    They made no ruling, they

13   made nothing to say yes, you can do that.    No court has yet

14   said you can do that.   They simply said she gets her chance to

15   go argue that in front of the District Court.     So they sent it

16   back down to the District Court.

17                   It got back down to the District Court, and one

18   thing Ms. Lopez left out was that Ms. Guerrero then filed a

19   Motion for Summary Judgment asking Judge Sakai for all the

20   relief he's asking you to provide.    Judge Sakai, reading all

21   the arguments they made, including 7.6.14, including the

22   argument that you had the power to reinstate her, and they

23   asked the judge to do what you didn't do.    Judge Sakai

24   explicitly denied all that relief.    He did not find that he

25   could put her in a position that the County Commissioners

                             TR-0173
                                                                       18

 1   hadn't created.    He didn't find you could do it.   He found

 2   that your ruling would stand, because he's not going to go

 3   with what she wants.    And he had it stamped.

 4                     Again, they weren't satisfied because again

 5   nobody had said you can do anything to help her to pur her in

 6   a position, because only County Commissioners can do that.

 7                     Unsatisfied with that, they went back to Judge

 8   Sakai and said give us one more bite at the apple, please.

 9   Here's our last resort.    Our last remedy is we can find this

10   obscure provision, and we can tell you we have material

11   evidence, and let us go back to Commissioners Court.     Well,

12   being a judge, he didn't judge.    He said all right, I'll just

13   send you back and you all can just keep doing this and don't

14   make me decide.    You all go decide and have the Commissioners

15   hear some more evidence.    And if they're convinced that they

16   can do what many, many courts have said they can't do, and

17   that's create a position that only County Commissioners can

18   create, let them find evidence they can do that, find support

19   in the law.   And if they feel they need to change their

20   original order -- which every court that's looked at it has

21   said your original order was fine -- then we're going to give

22   them one more chance to do that.    And he didn't indicate

23   either way whether you should or you shouldn't; he just said

24   you-all go back and talk to them and see what they say.

25                     So when he sends you back under the rule that

                              TR-0174
                                                                        19

 1   was on the wall, which is the one that has the rehearing, and

 2   it states that you may change your decision, you may have

 3   additional evidence; it likewise means that you don't have to

 4   do anything.     You don't have to change your ruling.   You can

 5   stand by your ruling.

 6                     And the rest of this brief talks about why you

 7   can't order her into a position that the Commissioners Court

 8   eliminated, and in case after case after case citing how only

 9   the Commissioners Court can create or eliminate positions.

10   And you can't do it, and a court can't do it.     Only the

11   five -- four Commissioners and County Judge Nelson Wolff can

12   do it.   And they have the full prerogative to do it in any

13   budget year they want, and that's what they did in this year.

14                     There were six -- fifteen or sixteen frozen

15   positions.     The only one -- none of them were filled at the

16   time they were eliminated.     The whole County was going through

17   a recession.     Every department where a position was empty

18   became frozen.     And that frozen position was then eliminated

19   if possible because the County needed to save money.      It was

20   during the worst time in this County in many years.      This was

21   one of the positions they eliminated.     Had she been in the

22   position, they simply would have eliminated it and she

23   wouldn't have been there.     She would have just had no job.

24   Instead she has a job at the County because of your decision

25   to keep her in that position.

                              TR-0175
                                                                          20

 1                     So even if she goes back to her old job and you

 2   order it created and we get down the road in a couple of years

 3   and some court finally says yes, all this law from all these

 4   years way, way back is wrong, and Civil Service can override

 5   County Commissioners and you can order her back to that

 6   position, the next day the County Commissioners could say that

 7   we don't need that position.        We haven't needed it for all

 8   these years.     It's eliminated.     We don't need it in the County

 9   Budget.

10                     And that's why the County controls the budget.

11   They need to make those decisions as to how many bodies we

12   need, how much money we have, and what we're going to do with

13   it.   And that's what this case law says throughout the end of

14   this brief.     That's the only people that can make that

15   decision.     So no matter what is put on here, it shouldn't

16   change your decision in the end that you provided all the

17   relief that you had the authority to provide.

18                     If she want to get to a court and some court

19   says you're wrong, I'm wrong, and 100 years of cases are

20   wrong, then let's do that.     But I still find no authority and

21   they cannot present to you any authority that you have the

22   authority to do anything more than you did in your original

23   hearing.

24                     And the fact that we're back here doesn't mean

25   any judge thought your original order was wrong.        If a judge

                              TR-0176
                                                                       21

 1   did, he could have ruled himself.    They don't have to send it

 2   back here.   Judge Sakai could have ruled on their Summary

 3   Judgment and given them all the relief they asked there that

 4   they now ask here.    He looked at it and he said no, I'm not

 5   giving you that relief.    All I'm giving you is another bite at

 6   the apple to go back to the Civil Service.

 7                   So we feel that no matter what evidence is

 8   presented in good faith, bad faith, it doesn't change the fact

 9   that you can't order the Commissioners to create a position

10   out of their budget, and your original order should stand.

11   And then this matter will go back to court and we'll see where

12   it goes from there.

13                   But I think it would be strange for this

14   Commission to all of a sudden start changing budgets around.

15   Because each year the Commissioners Court would then be

16   forced, knowing that if you eliminate positions, then every

17   Civil Service employee that doesn't like what we've done is

18   going to run over here you say you did it in one case; just

19   order them to put me back to work.    You have the authority.

20   You now control the County manning powers.     And you've taken

21   that position from the County Commissioners.     We're going to

22   end all up in a big fight over your authority and their

23   authority, and there has been plenty of case law that says you

24   don't have that authority and no District Court has that

25   authority.

                             TR-0177
                                                                        22

 1                     And I think you understood your restraints on

 2   that in the first place.       I know Ms. Carmella understood that;

 3   she testified to it.     And so we would ask at the end of the

 4   day, no matter what testimony you hear, to uphold your

 5   original finding.     And we'll send the finding back to the

 6   District Court.     And if the District Court wants to change the

 7   law, let them do it.     But I don't think we should start

 8   changing law at a Civil Service level.       We would ask that you

 9   uphold your original hearing and that you should make no

10   changes to your original order.

11                     CHAIRPERSON ELLIOTT:    Thank you, Mr. Brown.

12                     Now, did you want to -- do you have any

13   witnesses?   Does the County have any that they wanted to ...

14                     MR. BROWN:    I think the way this has to work is

15   they go first, because they've come back as the plaintiff to

16   put on more evidence.

17                     CHAIRPERSON ELLIOTT:    Okay.

18                     MR. BROWN:    Because I think you have the burden

19   on it, and now that we're back here, it's not an original

20   hearing.

21                     MR. LOPEZ:    I was not -- I was not anticipating

22   that the County would be calling their own witnesses, but.

23                     MR. BROWN:    We'd only call witnesses to rebut.

24                     CHAIRPERSON ELLIOTT:    That rebuttal.

25                     MR. LOPEZ:    I want to make a quick rebuttal,

                              TR-0178
                                                                          23

 1   because what Mr. Brown is doing -- and he's tried to do this

 2   at every hearing -- he's trying to suggest that you are

 3   ordering the creation of a job.     That's not what you're doing,

 4   and that's not what we're asking you to do.     We're not asking

 5   you to create a new job in the budget for Ms. Guerrero.        All

 6   we're asking you to do is to follow your own rules that say

 7   should the office or department refuse to reinstate the

 8   employee, under that rule if you reinstated her, she goes

 9   back, she gets her briefcase, she goes up to Ms. Mares and

10   says Ms. Mares, the Commissioners at Civil Service Commission

11   gave me my job back so I'm here to start working.     Ms. Mares

12   is going to say your job is deleted, and she can refuse to put

13   her back in her job because it has been deleted.     But even if

14   she does, she's still entitled to her full salary just as she

15   had never been demoted.

16                  So we're not asking you to play Judge Wolff or

17   County Commissioner Wolff and, you know, create a budget, make

18   a budget, make a job, any of the things that Mr. Brown said.

19   We're not asking you to do anything like that.     All we're

20   saying is look at the evidence.     Was she entitled to

21   reinstatement, not counting -- it doesn't matter about the

22   deletion of a position -- was she entitled to be reinstated?

23                  You already said that.     You said yes.   Because

24   you said that she was not -- she was not warranted a demotion.

25   She should not have been demoted.     So you've said already on

                           TR-0179
                                                                              24

 1   your own words she should be reinstated.           And if she can't be

 2   reinstated because her job has been deleted, she still gets

 3   her money.    That's your rule.         That's what you-all are here to

 4   do.   But we're not asking you to go up there and make a

 5   multimillion dollar budget and, you know, do all the things

 6   that Mr. Brown says about creating a job.             We're not asking

 7   for any of that.

 8                        Madam Elliott, we call Hank Flores -- Henry

 9   Flores -- Henry Reyes.         I'm sorry.

10                        CHAIRPERSON ELLIOTT:     Okay.    Mr. Reyes?

11                        Hello.   Good morning.

12                        MR. REYES:   Good morning.

13                        MR. LOPEZ:   May I proceed?

14                        CHAIRPERSON ELLIOTT:     Yes, please.

15                                  HENRY FLORES,

16   having been sworn to tell the truth, testified as follows:

17                        DIRECT EXAMINATION BY PLAINTIFF

18   BY MR. LOPEZ:

19         Q      Can you please state your name for the record, sir?

20         A      For the record my name is Hank Reyes.

21         Q      And you're also known as Henry Reyes?

22         A      I am.

23         Q      Can you tell the Commissioners what your job is now?

24         A      I am the director of finance with the Fiesta

25   Commission.

                                   TR-0180
                                                                     25

 1          Q    And before you were the director of finance for the

 2   Fiesta Commission, what was your job?

 3          A    I was the budget director for Bexar County.

 4          Q    Can you explain to the Commissioners, Mr. Reyes,

 5   what your job responsibilities and duties were as the budget

 6   director for the County?

 7          A    In a nutshell, it was putting together a $1.6

 8   billion budget for the entire County.    It was looking at

 9   program changes, doing analyses, projecting how much that we

10   anticipate spending for current fiscal years and projecting

11   forward fiscal years, not only for operating budgets but as

12   debt service as well.

13          Q    And how would you go about putting together a

14   budget?

15          A    It was a bottom up process to an extent.   But we

16   would get feedback from all of the offices and departments.

17   We would ask them what their needs were, and we do evaluations

18   on those.

19          Q    And would that entail meeting with department heads

20   and personnel?

21          A    Extensively, yes.

22          Q    And what portions of the budget were you responsible

23   for?

24          A    All of them.

25          Q    The entire budget?

                                TR-0181
                                                                     26

 1         A    Yes.

 2         Q    And so you would have been responsible for compiling

 3   and formulating the budget for the IT Department?

 4         A    Yes.

 5         Q    Which we have referred in this hearing as BCIT,

 6   Bexar County Information --

 7         A    That's correct.

 8         Q    And did you have discussions -- who did you discuss

 9   the budget while you were working as the budget director with

10   IT?

11         A    Primarily I would have discussions not only with the

12   executive director for BCIT, with any of their managers, as

13   well as with my budget analysts and ultimately with the County

14   Manager.

15         Q    Now, you're the budget director or you were the

16   budget director.   Did you have a staff of your own?

17         A    Yes.

18         Q    And how many staffers did you have?

19         A    Approximately six budget analysts.

20         Q    And your team was responsible for doing the entire

21   budget, right?

22         A    Correct.

23         Q    And who did you answer to at the County?

24         A    The County Manager.

25         Q    And who is that?

                            TR-0182
                                                                     27

 1       A    David Smith.

 2       Q     So while you were with the County, you answered to

 3   David Smith which was the County Manager?

 4        A    Yes.

 5        Q    Okay.    I want to take you to a time during the 2011

 6   budget period.    Do you remember that time?

 7        A    Yes.

 8        Q    Okay.    Do you remember giving my office a statement,

 9   Mr. Reyes, which I've identified as Exhibit Number 7?

10        A    I do.

11        Q    And is that your signature --

12        A    It is.

13        Q    -- on page two?

14        A    It is.

15        Q    And it's a notarized affidavit?

16        A    It is.

17        Q    And in your affidavit -- well, tell the

18   Commissioners, in the affidavit you just testified to exactly

19   your responsibilities that you did in your affidavit, right?

20        A    That's correct.

21        Q    And you also have -- in paragraph number four you

22   have described the 2011 budget process?

23        A    Yes, I have.

24        Q    Okay.    And then in paragraphs five, six and seven

25   you discuss certain portions of the facts that happened during

                              TR-0183
                                                                             28

 1   that time as related to IT and Ms. Guerrero, right?

 2          A    That is correct.

 3          Q    Okay.    Tell the Commission --

 4                       MR. BROWN:    Commissioners, at this point I'm

 5   going to object to that affidavit.           The way I read it -- and

 6   he can correct me if I'm wrong -- he wasn't involved in the

 7   conversations he referred to in the affidavit.           It was relayed

 8   to him by someone else.      What you have is hearsay, which is

 9   inadmissible in these hearings.           He has no firsthand knowledge

10   of what he's purportedly telling you there.

11                       CHAIRPERSON ELLIOTT:      How do you respond to

12   that, Mr. Lopez?

13                       MR. LOPEZ:    I would respond, if you will allow

14   me just a few more questions, he does have personal knowledge

15   and it is not hearsay.      And I can clear that up if it is a

16   question.

17                       CHAIRPERSON ELLIOTT:      We'll allow it for right

18   now.

19                       MR. LOPEZ:    Okay.

20                       CHAIRPERSON ELLIOTT:      See if it's hearsay or

21   not.

22          Q    (By Mr. Lopez)       Mr. Reyes, tell the Commissioners

23   the communications that you had concerning the IT Department

24   in 2011 as it relates to Ms. Guerrero's E11 position.

25          A    It came specifically from David Smith where he's

                                TR-0184
                                                                     29

 1   declared that he had discussions with Ms. Mares about this

 2   issue of whether he was in error in what he was telling me.     I

 3   don't feel that it's -- it's relevant, because I was given

 4   directions regarding Ms. Guerrero's position.

 5        Q    Let's be a little more specific, Mr. Reyes.    Tell

 6   the Commissioners what Mr. Smith told you about her position

 7   and how he went about doing it.

 8        A    It had become an issue with the County and with BCIT

 9   specifically.   And one of the easiest ways to rectify the

10   issue was to eliminate the position.

11        Q    And by issue, you mean that Mr. Smith told you that

12   there was a problem at BCIT with Ms. Guerrero and Ms. Mares?

13        A    Correct.

14        Q    Now, you heard Mr. Brown testify that you did --

15   that this is hearsay.   You met with Mr. Smith, right?

16        A    That's right.

17        Q    In his office?

18        A    That's correct.

19        Q    And during that meeting while you were putting the

20   budget together, he told you we've got a problem with

21   Ms. Guerrero?

22        A    That's his direction.

23        Q    And that he told you to do what?

24        A    Eliminate the position.

25        Q    Now, did he tell you to eliminate Ms. Guerrero's

                             TR-0185
                                                                     30

 1   position because he thought that Ms. Guerrero wasn't doing a

 2   good job?

 3        A      No.

 4        Q      Did he give you any reason that that position should

 5   be eliminated?

 6        A      Other than it had become an issue for BCIT.

 7        Q      But in terms of did he say hey, we need to save some

 8   money, so that's why we need to get rid of it?    Was there

 9   anything budgetary about his meeting and discussions with you?

10        A      It affected the County Budget.

11        Q      Okay.   But in terms of, you know, he didn't give you

12   any other legitimate reasons of why he should have that

13   position eliminated, right?

14        A      If you're asking whether it was an efficiency issue,

15   whether it was a cost saving issue, no.

16        Q      It was simply because she had become a problem?

17        A      Yes.

18        Q      And did you understand that problem to be because

19   she had her appeal ongoing here?

20        A      I understood that problem to be because she and

21   Ms. Mares had a falling out.

22        Q      And at the time when you gave this affidavit and at

23   the time in 2011, you were fully aware that she was appealing

24   her demotion, right?

25        A      Yes.

                              TR-0186
                                                                    31

 1       Q     And that based on orders that you got, you helped

 2   the County eliminate her position, right?

 3        A    Yes.

 4        Q    With no questions asked, you did that, right?

 5        A    Yes.

 6        Q    And in your affidavit where you say that

 7   Ms. Guerrero had become a problem and they wanted to get rid

 8   of it, that's the exact testimony that you're giving the

 9   Commission?

10        A    Yes, it is.

11        Q    Based on a conversation with David Smith, your boss,

12   right?

13        A    Yes.

14        Q    Who was the County Manager at the time, right?

15        A    Yes.

16        Q    And oversaw the entire County, correct?

17        A    Yes.    Well ...

18        Q    Pardon me?

19        A    He oversaw the departments under the purview of

20   Commissioners Court.

21        Q    Okay.    Mr. Reyes, one of the things that the County

22   has been trying to say is we eliminated Ms. Guerrero's

23   position and we eliminated a bunch of other positions too.     We

24   weren't singling out Ms. Guerrero.   We've had that discussion,

25   right?

                             TR-0187
                                                                            32

 1        A       Yes, sir.

 2        Q       That we were getting rid of 16 or 17 other

 3   positions, right?

 4        A       Correct.

 5        Q       I'm going to show you what we've marked as Exhibit

 6   Number 8.    Do you recognize Exhibit Number 8?

 7        A       Yes, I do.

 8        Q       What is Exhibit Number 8?

 9        A       It is the information technology section of the

10   effective budget.

11        Q       Is that your handiwork?

12        A       Yes, it is.

13        Q       That's the documents that you would put together to

14   form the budget?

15        A       Yes, it is.

16        Q       And, in fact, can you tell the Commissioners whether

17   that's a true and correct copy of the IT budget for budget

18   year 2011?

19        A       It is.

20        Q       Okay.

21                        MR. LOPEZ:    I move for the introduction of

22   Number 8 so that I can show it on the screen.

23        Q       (By Mr. Lopez)       So this is the IT budget, correct?

24        A       It is.

25        Q       Okay.     Now, we've got some mission statements and

                                 TR-0188
                                                                    33

 1   things that don't relate to numbers, right?

 2        A    Correct.

 3        Q    Okay.   But if we go down to the bottom of the second

 4   page -- I'm sorry, the bottom of the fourth page, what is --

 5   for the Commissioners -- what is program change number three?

 6   What are we doing here?

 7        A    We are eliminating positions.

 8        Q    Okay.   So when the County says hey, we eliminated

 9   Ms. Guerrero's position with a bunch of others, right, this is

10   the part -- the portion of the budget that they're talking

11   about, right?

12        A    Yes, it is.

13        Q    And it goes for two pages here?

14        A    Yes, it does.

15        Q    Okay.   Now, for the Commission's sake here, tell us

16   here what these numbers mean.     Like it says here the deletion

17   of 16 positions for a total general fund savings of 559,043

18   bucks, right?

19        A    Yes.

20        Q    Okay.   Now, there's a list of all the positions that

21   were deleted, right?

22        A    Correct.

23        Q    Now, the County has suggested that a bunch of other

24   people had lost their job just like Ms. Guerrero, that 15

25   other positions and jobs were lost with hers.     Because

                             TR-0189
                                                                     34

 1   that's -- that's what it says, right, 16 positions are

 2   deleted, right?

 3        A    16 positions are deleted.

 4        Q    So if I read that, I'm thinking that could be 16

 5   people that are out of a job, right?   That's one way of

 6   looking at it, right?

 7        A    Yes.

 8        Q    That's not true though, right?

 9        A    No.

10        Q    It's not true because tell us what the number under

11   the position means?

12        A    Each position within the Bexar County system is

13   issued a number.   Each position is unique with that specific

14   number so that we can identify whether a position is

15   eligible -- eligible to be filled.

16        Q    And then we have a position title that just tells us

17   what that person does, right?

18        A    Yes.

19        Q    Now, most important, tell us what these numbers are

20   here in the budget, FRO 0511.

21        A    Those indicate that those positions were vacant and

22   frozen, not eligible to be filled but not yet eliminated.

23        Q    So just to be real simple, was there a living body

24   in any position that says frozen?

25        A    No.

                             TR-0190
                                                                  35

 1       Q     So if there is a designation that says frozen, there

 2   was nobody there, right?

 3       A     Correct.

 4       Q     So Analyst Programmer One, nobody in it, right?

 5        A    No.

 6        Q    Nobody in Analyst Programmer Two, right?

 7        A    No.

 8        Q    If I just went straight down every one of these,

 9   there was not a person in the job, right?

10        A    Frozen positions are vacant.

11        Q    Let's look at the very top one up here, IT services

12   manager; who is that -- who was that?

13        A    It was Ms. Guerrero.

14        Q    Okay.   So her job gets eliminated through this

15   budget action, right?

16        A    Correct.

17        Q    She was the only one that had any rights in that

18   job, right?

19        A    Yes.

20        Q    Because she had filed an appeal, correct?

21        A    Yes.

22        Q    And she was waiting to get before the Commissioners

23   to give her the evi -- give them the evidence, right?

24        A    Correct.

25        Q    And so would you agree with me that it is untrue

                             TR-0191
                                                                    36

 1   that her job was eliminated as a regular course in regular

 2   reduction in force, right?

 3        A     That's true.

 4        Q     That with your help with David Smith, you-all

 5   eliminated a problem for BCIT by getting rid of her because

 6   they didn't want her back because of her appeal here, right?

 7        A     That's correct.

 8        Q     Now, Mr. Reyes, how long were you in the budget

 9   office?

10        A     I was in the budget office over 15 years.

11        Q     And so how long were you the budget director?

12        A     I was the budget director for at least seven of

13   those years.

14        Q     Now, would you agree with me that the County has had

15   situations like Ms. Guerrero's in the past, right?

16        A     Yes.

17        Q     Where the County has moved employees or transferred

18   them, right?

19        A     Yes.

20        Q     For being disgruntled or being demoted or being

21   promoted, right?

22        A     Yes.

23        Q     That with 4,000 employees at the County, these

24   things happen and the County has the power to make it right,

25   correct?   Yes or no.

                               TR-0192
                                                                     37

 1        A     Yes.

 2        Q     Okay.   In your -- in your job as the budget

 3   director, have you seen instances where somebody in

 4   Ms. Guerrero's position, you know, has been afforded an

 5   accommodation, you know, even when positions have been

 6   deleted, right?

 7        A     Correct.

 8        Q     And how is that handled at the County?

 9        A     The first stroke of a pen.   It is under Mr. Smith's

10   purview to create positions.

11        Q     For instance, do you know who Elva Abundis is?

12        A     I do.

13        Q     She used to work for the Bexar County District

14   Clerk, right?

15        A     Correct.

16        Q     And when Mrs. Montemayor was no longer in office and

17   the new District Clerk came in, can you tell the Commissioners

18   what happened?

19        A     She was demoted.

20        Q     Okay.   But she had Civil Service rights, correct?

21        A     Correct.

22        Q     And so in the budget office there was an

23   accommodation made, correct?

24        A     The accommodation for her was to allow her to keep

25   her pay.

                             TR-0193
                                                                      38

 1        Q      So you're saying that with Ms. Abundis' case, she

 2   was an E11 before she got demoted by the new District Clerk,

 3   right?

 4        A      Correct.

 5        Q      So they demoted her down to an E1, right?

 6        A      I believe so.

 7        Q      Was she paid as an E1?

 8        A      No.

 9        Q      She was paid at her E11 position, right?

10        A      Correct.

11        Q      Okay.   Are there any other situations like

12   Ms. Abundis' and Ms. Guerrero's that you remember the

13   County --

14        A      I -- I do know of several instances where the

15   executive director or the powers that be no longer got along

16   with certain employees, so they were moved and afforded

17   another position.

18        Q      Now, when Mr. Brown suggested to the Commission that

19   jobs just can't be created, that the Commissioners Court are

20   the only ones that can do that; is that true?

21        A      Mr. Smith can create positions.   It is up to

22   Commissioners Court to approve those positions.

23        Q      Okay.   So it's not really the Commissioners Court

24   that's creating this job; it's --

25        A      Correct.

                              TR-0194
                                                                      39

 1        Q      There's a structure by which these jobs can be made,

 2   right?

 3        A      Yes.

 4        Q      And that allowances be made for their salaries,

 5   right?

 6        A      Correct.

 7        Q      And the transfers that we're talking about, right?

 8        A      Yes.

 9        Q      Does the name Brian Menges come to -- ring a bell?

10        A      Yes.

11        Q      Tell the Commissioners what happened to him.

12        A      He was in pretrial services.   There was an issue

13   that he fell into in pretrial services.    So he was allowed to

14   retire from the County.    However, a position was created by

15   the County in resource management for him the position.

16        Q        So he was in a similar spot; they treated him

17   differently than they treated Ms. Guerrero, right?

18           A   Correct.

19           Q   What about Bob Hampel; is that one that rings a

20   bell?

21           A   Yes.

22           Q   Tell the Commissioners what happened to him.

23           A   He was moved to BCIT.

24           Q   Why?

25           A   There was an issue between him and Mr. Smith.

                             TR-0195
                                                                     40

 1        Q    And so he was just moved in the -- in the BCIT

 2   under -- under maybe even an accommodation that we're asking

 3   for for Ms. Guerrero, right?

 4        A    Yes, sir.

 5        Q    Who is Seth Mitchell?

 6        A    He formerly worked for the County Judge in Civil.

 7        Q    What happened to him?

 8        A    There was an issue in Commissioners Court, so he was

 9   moved.

10        Q    Just with the stroke of a pen like you're talking

11   about?

12        A    Yes, sir.

13        Q    So you're telling these Commissioners that they have

14   the power, the County has the power to be able to reinstate

15   her to her former salary, correct?

16        A    Yes.

17        Q    That all they have to do is reinstate her and the

18   County has the ability to do it even without the Commissioners

19   Court making a new job, right?

20        A    Correct.

21        Q    I'm going to go back to our policy here, Mr. Reyes.

22   Under number 17 it says:   Should the office or department

23   refuse to reinstate the employee as ordered by the Commission,

24   the employee shall be entitled to their full salary just as if

25   they had been reinstated as ordered, right?   Did I read that

                           TR-0196
                                                                         41

 1   correctly?

 2        A       (No audible response).

 3        Q       Now, that's the -- that's the basis of some of the

 4   testimony that you've been providing the Commissioners, right?

 5        A       That is an adopted policy, yes.

 6        Q       That says that if they don't take her back for any

 7   reason, if the position has been deleted, she still gets the

 8   money that she should have been making, right?

 9        A       Right.

10        Q       And that's precisely what we're talking about in

11   number 17, right?

12        A       It is.

13        Q       And that's a County policy while you were with the

14   County, right?

15        A       It is.

16        Q       One that you had to use in the budget to accommodate

17   for these types of situations, right?

18        A       It is.

19                     MR. LOPEZ:     Madam Elliott, I pass the witness.

20                     CHAIRPERSON ELLIOTT:     Mr. Brown, do you have

21   questions?

22                         CROSS EXAMINATION BY DEFENDANT

23   BY MR. BROWN:

24        Q       In regards to the positions being frozen, the

25   implication is that Ms. Guerrero was in the position when it

                                 TR-0197
                                                                    42

 1   was frozen and then eliminated.     She wasn't in that position,

 2   was she?

 3        A     She was not.

 4        Q     So no one was in that position when it was --

 5        A     (Inaudible).

 6        Q     May I finish?

 7        A     Please.

 8        Q     No one was in that position when it was eliminated,

 9   correct?

10        A     Correct.

11        Q     So along with the others, it was eliminated the

12   exact same way the other 15 or 16 were eliminated, an empty

13   position was eliminated in the budget process, correct?

14        A     According to the budget book, yes.

15        Q     And you stated that the Commissioners have the final

16   say on approving or disapproving a position, creation of a

17   position, right, or the elimination?

18        A     Correct.

19        Q     So David Smith can do whatever he wants --

20        A     Yes.

21        Q     -- come up with a plan and bring it to the

22   Commissioners, and they have to say yes or no, correct?

23        A     They do.

24        Q     So in the end it is only the Commissioners that can

25   create or delete a position?

                               TR-0198
                                                                        43

 1       A        Ultimately.

 2       Q        Right.   David Smith only makes suggestions, correct?

 3       A        Yes.

 4       Q        And in Elva's position do you know the facts behind

 5   why she was -- a deal was given to Elva after she was demoted?

 6        A       No, I do not know -- do not know specifically why

 7   she was demoted.      I was just given my walking orders to make

 8   it happen.

 9        Q       Do you know if the Civil Service ordered that she be

10   put back in --

11        A       I do not know.

12        Q       -- in the other position?

13        A       I do not know.

14        Q       So do you know if the Civil Service in that case had

15   the power or felt they had the power to order the

16   Commissioners to do something and ordered it?

17        A       That would be speculation.

18        Q       So you don't know that?

19        A       I don't.

20        Q       So you don't know if her position is at all similar

21   to Carmella Guerrero's situation?

22        A       I do know that I was given orders just as in the

23   case of Carmella to make this happen.

24        Q       And as far as you know or don't know, the

25   Commissioners may have been the ones to approve that, correct?

                                TR-0199
                                                                    44

 1       A      I don't know.

 2        Q     Not David Smith?

 3        A     From discussions with him, it would sound like it's

 4   his idea, but again --

 5        Q     But eventually approved by the Commissioners?

 6        A     Yes.

 7        Q     So, again, it has to be the Commissioners that make

 8   the final decision?

 9        A     It would.

10        Q     Now, as far as Brian Menges, do you know his

11   situation why he left the County?

12        A     Yes.

13        Q     What were those?

14        A     He had a falling out with trial services.

15        Q     What was the falling out?

16        A     He was showing favoritism to a specific employee.

17        Q     And had there been any allegations against him?

18        A     No, sir.

19        Q     No allegations?

20        A     It was taken care of.

21        Q     What does that mean?

22        A     Just as in this situation, he was promptly moved --

23   removed from that situation and another position was created

24   for him.

25        Q     And did he -- does he, in fact, work for the County

                              TR-0200
                                                                       45

 1   full time now?

 2        A      I do not know.   I have not been with the County for

 3   over a year.

 4        Q      So you don't know that he's a temp or a part-time

 5   employee?

 6        A      I don't know.

 7        Q      Do you know if the Civil Service ordered him back to

 8   the position that he had left?

 9        A      I do not know that.

10        Q      All right.   Seth Mitchell; what was his situation?

11        A      There was an issue with him and one of the

12   Commissioners.

13        Q      Was he Civil Service protected?

14        A      No.

15        Q      So Civil Service had nothing to do with his

16   reinstatement, correct?

17        A      Not him.

18        Q      So they didn't order the Commissioners Court to

19   create a position for him then, correct?

20        A      No.   That would have been David Smith.

21        Q      So at the end of the day, all these people, none of

22   them came through Commissioners Court to have this done.

23   So in your experience, do you have anybody you can point to

24   where this Commissioners Court ordered a position created to

25   put someone in --

                              TR-0201
                                                                     46

 1        A    Where this Commissioners Court?

 2        Q    I'm sorry.    The Civil Service ordered the

 3   Commissioners Court to put a position in a position [sic] and

 4   the Commissioners Court created it based on an order of the

 5   Civil Service?

 6        A    Not from the Civil Service, no.

 7        Q    Correct.     Only Commissioners Court can do that?

 8        A    With the recommendation of David Smith.

 9        Q    Sure.    They take recommendations from staff and they

10   say yea or nay, right?

11        A    Correct.

12        Q    Okay.    And why did you leave the County?

13        A    I was -- I no longer agreed with the direction that

14   the County was going in.

15        Q    And did you have disagreements that had to do with

16   David Smith?

17        A    Face to face, no.

18        Q    Are they back to back?

19        A    Back to back.     He's not (inaudible).

20        Q    You said face to face.     I don't know, any way -- did

21   you have some kind of --

22        A    He never told me that I -- there was an issue with

23   my position.     I never told him that there was an issue.

24        Q       So you just had an issue with how the County was

25   being run?

                              TR-0202
                                                                          47

 1        A       Correct.

 2        Q       Nothing specific?

 3        A       Specifically the way he ran the County.

 4        Q       Okay.    So you didn't like the way David Smith ran

 5   the County?

 6        A       It wasn't the way that he ran the County; it was a

 7   lot of these deals that were going on.

 8        Q       You didn't feel were on the up and up or what?

 9        A       No.

10        Q       Okay.    So you disapproved of David Smith's handling

11   of County matters?

12        A       In certain circumstances, yes.

13        Q       Okay.    So you're not here as a big supporter of

14   David Smith, are you?

15        A       I don't think that's of any relevance.

16        Q       Relevant to your motives to testify today.

17                        MR. BROWN:   I don't have anything else.

18                        MR. LOPEZ:   I'll object to the side bar.

19                        MR. BROWN:   It wasn't a side bar.   It was a

20   statement.

21                        MR. LOPEZ:   It wasn't a question.

22                        MR. BROWN:   Whatever you say.

23                        MR. LOPEZ:   I'll put my objection on the

24   record, Your Honor.

25                        CHAIRPERSON ELLIOTT:   Objection noted.

                                 TR-0203
                                                                       48

 1                    MR. LOPEZ:   I've just got a couple more.

 2                    CHAIRPERSON ELLIOTT:    Any others, Mr. Brown?

 3                    MR. BROWN:   No.

 4                    REDIRECT EXAMINATION BY PLAINTIFF

 5   BY MR. LOPEZ:

 6        Q     Are you being honest today with the Commissioners?

 7        A     Absolutely.

 8        Q     So any disagreement you had with the direction of

 9   the way the County was going, that's not affecting your --

10        A     It totally has nothing to do with why I'm here.

11        Q     You're telling the truth --

12        A     I am currently the director of finance for the

13   Fiesta Commission.    It's a really nice job.   I have no

14   problems there or looking back on my past career, no issues.

15        Q     Mr. Reyes, Mr. Clark asked you some questions about

16   these individual employees that we were talking about.       You're

17   not suggesting to the Commission -- Commissioners that you

18   know everything about what their situation was, right?

19        A     No.

20        Q     You're basically just saying as the budget officer,

21   you had to make accommodations for them, right?

22        A     I was given my marching orders and I followed

23   through.

24        Q     Find a new spot, find money, get this person in

25   another job, right?

                              TR-0204
                                                                           49

 1        A       That's right.

 2                       MR. LOPEZ:     I pass the witness, Your Honor.

 3                       CHAIRPERSON ELLIOTT:    Anything further,

 4   Mr. Brown?

 5                       MR. BROWN:     Nothing here.

 6                       CHAIRPERSON ELLIOTT:    Okay.   Mr. Reyes, you are

 7   excused.     Thank you.

 8                       MR. LOPEZ:     Ms. Guerrero calls Elva Abundis.

 9                       CHAIRPERSON ELLIOTT:    Good morning.

10                       MS. ABUNDIS:    Good morning.

11                                ELVA ABUNDIS,

12   having been sworn to tell the truth, testified as follows:

13                       DIRECT EXAMINATION BY PLAINTIFF

14   BY MR. LOPEZ:

15        Q       Can you state your name for the record, ma'am?

16        A       Elva Abundis Esparza.

17        Q       Can I call you Ms. Abundis?

18        A       Yes.

19        Q       Ms. Abundis, can you tell the Commissioners how

20   you're employed?

21        A       I'm employed with the City of San Antonio for City

22   Councilwoman Shirley Gonzales, District 5.

23        Q       At some point before you went to work with

24   Councilwoman Gonzales, did you work for the County?

25        A       Yes.

                                TR-0205
                                                                      50

 1        Q      How long did you work for the County?

 2        A      11 years.

 3        Q      And what was your -- what were your jobs with the

 4   County?

 5        A      In 2003 when I came to the County, I was an aid to

 6   the District Clerk.     And then from there, I moved up to Chief

 7   of Administration Public Information, and then to Chief

 8   Deputy.

 9        Q      So you were the Chief Deputy for the District

10   Clerk's Office?

11        A      For Margaret Montemayor.   Former District Clerk,

12   Margaret Montemayor.

13        Q      And so she was -- do you remember from what years

14   she was the --

15           A   From two thou -- January of 2003 to December 31st of

16   2010.

17           Q   So from '03 to 2010 you worked for the District

18   Clerk's Office?

19           A   Former District Clerk, Margaret Montemayor.

20           Q   Okay.   And for the last period of your time you were

21   the Chief Deputy?

22           A   Aid to the District Clerk, and then Chief of

23   Administration, and then the Chief Deputy.     In 2006 I think I

24   was promoted to Chief Deputy.

25           Q   Chief Deputy, that's sounds real important.

                              TR-0206
                                                                      51

 1         A     It's the second in command to head up the

 2   department.

 3         Q     So you were the highest ranking nonelected official

 4   person in the District Clerk's Office?

 5         A     Yes.

 6         Q     So you answered only to Ms. Montemayor?

 7         A     Yes.

 8         Q     What happened in 2010?

 9         A     In November 2010 Ms. Montemayor lost her reelection.

10   And so in November of -- I think it was maybe at the end of

11   November, I didn't know if I was going to have a job or

12   anything.   I had interviewed with the new District Clerk,

13   Donna Kay McKinney, and she said that she didn't know if she

14   was going to keep me.     I did mention to her well, I'm

15   grandfathered in, so -- Civil Service protected grandfathered

16   in.   And she says I know that, but I don't know if I'm going

17   to keep you.

18                      And so I just went ahead and just started

19   making phone calls.     Within just one day out of the blue --

20   and I remember it was right before Christmas, I get a call

21   from Bob Hooper who was the Human Resources employee

22   representative.     And he says Elva, I've known you for quite

23   some time, I have a working relationship with you, and I just

24   want to let you know what's going on.     And I said what's going

25   on?   And he said the Human Resources is trying to say that

                               TR-0207
                                                                           52

 1   because they don't have an open position comparable to where

 2   you're grandfathered in, they don't have to keep you.          He says

 3   I suggest that you get a lawyer.       And I said why?     He goes

 4   because they're going to let you go.       He goes I've already

 5   told them that they can't do that to you, that your Civil

 6   Service protected and they have to find a job comparable to

 7   your position.       And I said oh, wow.

 8                       So I went out and got a lawyer right away.       And

 9   he was able to save my job by talking to Ms. McKinney;

10   although, Ms. McKinney then took it upon herself and demoted

11   me to a 1.       Although I was able to keep my salary, which was

12   my Civil Service protected salary of $61,500.00, she still

13   demoted me to a 1.       And then she started me off as a Criminal

14   Court Clerk for nine months.       And I did my job, I loved my

15   job.       I came to work every day, never missed a day.

16                       And then nine months after that, she moved me

17   to records department, and I was scanning files for a year and

18   a half.       And I didn't mind doing that, because I loved my job

19   and I needed a job, and I was still getting paid the

20   $61,500.00.

21                       And then January 7th of 2013 she moved me to

22   the warehouse.       And I was climbing ladders, taking files down,

23   standing --

24          Q       Let me interrupt you for a quick second,

25   Ms. Abundis.

                                TR-0208
                                                                         53

 1       A     Uh-huh.

 2       Q     So that we're clear, you're saying that when you

 3   were the Chief Deputy, what was your rank?

 4        A    I believe it was a --

 5        Q    E11?

 6        A    -- E11 I believe.     I'm not really sure.    Yeah.

 7        Q    And you were making approximately what?

 8        A    $81,000.00.

 9        Q    And so you're telling the Commissioners that when

10   the new District Clerk came in, she said she didn't want to

11   keep you at this E11 anymore, right?

12        A    Well, she didn't have to, because that -- that

13   position, it's mandatory.     But -- it's mandated.    I'm sorry.

14   But I was still supposed to stay, because I was grandfathered

15   in in my previous position as an E10.

16        Q    Okay.     So you're telling the Commissioners that you

17   were making $81,000.00 as an E11, second in command of the

18   entire District Clerk's Office, right?

19        A    Yes.

20        Q    And that as a result of your protections in your

21   Civil Service, they demoted you to a what?

22        A    An E10.

23        Q    I'm sorry.

24        A    Oh, a nonexempt 1.

25        Q    Okay.     So you were doing E11 jobs, right?    Or job

                              TR-0209
                                                                     54

 1   responsibilities for --

 2        A     Uh-huh.

 3        Q     -- Ms. Montemayor?

 4        A     Uh-huh.

 5        Q     And then for the new District Clerk she bumped you

 6   all the way down to responsibilities of an E1, right?

 7        A     Right.

 8        Q     So that's what you're saying to the Commissioners

 9   that you were scanning, you were climbing ladders, you were

10   doing --

11        A     Uh-huh.

12        Q     -- you know, E1 work as opposed to E11 work, right?

13        A     Right.    Right.

14        Q     The County, were they paying you under E1 money?

15        A     No.    They were paying me under E10 which was

16   $61,500.

17        Q     So they paid -- even though you were doing E1 work,

18   you were getting E10 money, right?

19        A     Yes.

20        Q     And basically just like this policy that we're

21   talking about today, you were -- you were able to be paid just

22   as if you were still in your old job, right?

23        A     Uh-huh.

24        Q     Okay.

25        A     My -- the -- not my old job, but the job that I was

                              TR-0210
                                                                        55

 1   Civil Service protected.

 2        Q     So regardless in your situation with the County, you

 3   were doing an E1 -- and not to slight an E1 job.      You were

 4   doing E1 work and being paid --

 5        A     I was doing non -- nonexempt 1 work.

 6        Q     And so the County made that accommodation for you,

 7   right?

 8        A     Yes.

 9        Q     Kept you at your promoted position even though you

10   were doing E1 work, right?

11        A     Yes.

12                      MR. LOPEZ:   Madam Commissioner, I pass the

13   witness.

14                       CROSS EXAMINATION BY DEFENDANT

15   BY MR. BROWN:

16        Q     Elva.

17        A     Yes.

18        Q     May I call you Elva?

19        A     Yes.

20        Q     I've never called you anything else.

21                      So you were -- at the time you were demoted,

22   you were working for a newly elected official.

23        A     Yes.

24        Q     Correct?     And that elected official controls their

25   office, correct?

                               TR-0211
                                                                       56

 1        A       Yes.

 2        Q       So this doesn't come under David Smith's purview to

 3   control that office?

 4        A       I -- not that I know.

 5        Q       I mean Ms. Montemayor controlled her office, her

 6   personnel?

 7        A       Yes.

 8        Q       David Smith couldn't come in and say no, Margaret,

 9   you're not doing that; you're doing this?

10        A       Well, he could if he wanted to.   It was up to

11   Mrs. Montemayor if she'd do it.

12        Q       Right.    She had the final say then?

13        A       Yes.

14        Q       Not David Smith?

15        A       No.

16        Q       And when you were --

17        A       She had the final say on her positions, her exempt

18   positions, but not her nonexempt positions.

19        Q       Correct.    And you were an exempt position?

20        A       Uh-huh.

21        Q       And so when you -- when a newly elected official

22   comes in, as commonly happens, they bring in a new Chief

23   Deputy and their higher staff, correct?

24        A       Uh-huh.

25        Q       Higher level.    And that's what happened?

                                TR-0212
                                                                          57

 1       A         Uh-huh.

 2       Q         And you learned they were going to try to terminate

 3   you; is that correct?

 4        A         Uh-huh.

 5        Q         And so you fought that.   And how -- did you fight

 6   that through Civil Service?

 7           A      I -- well, what happened was, yes, I did file a

 8   grievance with Civil Service.        But when Bob Hooper called me

 9   and told me that for me to get an attorney because H.R. was

10   saying that -- not Civil Service.        Civil Service was saying

11   that they had to keep me because I was grandfathered in.         But

12   H.R. was saying that they didn't have to keep me, because

13   there was not a position comparable to my Civil Service

14   protected position of the E10.        And so since they didn't have

15   one, that they were going to let me go.

16                       And he suggested I get an attorney.   And I said

17   okay.       And so that's when I went and I -- I talked to my son

18   who was an attorney.       And my son got me an attorney here in

19   San Antonio who's an attorney in Houston.        And so they got me

20   an attorney, but the attorney, all he did was come and talk to

21   Ms. McKinney.       And Ms. McKinney's reaction to that was oh, I

22   don't know what she's crying about.        I have to keep her

23   anyway, because she's Civil Service protected.

24                       But I never received the letters at all that

25   were saying that they were going to keep me.        It wasn't until

                                TR-0213
                                                                        58

 1   one day at Commissioners Court that Commissioner Rodriguez

 2   comes out and asks -- and I believe you were there

 3   Mr. Hampel -- he comes out and he asks Ms. McKinney because

 4   Ms. McKinney was there doing a presentation.     And when she

 5   turned around he says oh, by the way, Ms. McKinney, I'd like

 6   to know what's going to happen with Elva Abundis.     And she

 7   goes well, I don't know.    It's -- it's up to H.R.   Ask Bob

 8   Hampel.    And Mr. Hampel got up and he said well, I've been

 9   trying to, you know, talk to you, Ms. McKinney, but you won't

10   talk to me.

11                    Well, then Commissioner Rodriguez tells them I

12   want a letter sent to Elva by Friday letting her know her pay

13   and that -- what is she going to be doing.     And so I received

14   my letter that I was going to be earning $61,500.00.        They

15   didn't tell me what I was going to be doing.     And then

16   Ms. McKinney, the following week, places me in the courts.

17   And -- and which that was an actual E4, but I had a position

18   number of an E1.

19                    And I didn't mind.   I had a job and I enjoyed

20   my job.    And I enjoyed when they put me scanning.   I enjoyed

21   when they sent me to the warehouse to work with all the men.

22   I was the only woman there.    I had a job.

23                    And on the day that I was fired, the minute

24   they left, I called Commissioner Rodriguez, and I said I was

25   fired.    And he said yes, I was trying to get ahold of you, but

                             TR-0214
                                                                          59

 1   I couldn't reach you because there's no phones.        And when it

 2   happened was on January 7 when I was placed in that position

 3   at the warehouse.     Ms. McKinney's staff came in and took all

 4   the phones.     No one was allowed to have a phone out there,

 5   because they didn't want to have me having interaction with

 6   anybody at the courthouse.

 7                      So we didn't have phones.    So Commissioner

 8   Rodriguez was not able to reach me to let -- to let me know

 9   that I was being let go.     And then he said I wanted to call

10   you and tell you that you were going to be let go, because

11   Commissioner Wolff -- I ran into Commissioner Wolff, yes, last

12   night, and he said they're going to let go of Elva, because

13   Ms. McKinney says Elva is campaigning against her, which was

14   not true.     I would still be working there under her, and I

15   would have been loyal to her just like I was loyal to

16   Ms. Montemayor for eight years.     Whether she had me as a 1, a

17   2, a 3, a 3, I was doing my job.        I loved my job, and ...

18        Q      You hadn't decided to run against her at this --

19        A      No.    I --

20        Q      -- point?

21        A      No.    At that point, no.    I would have never run

22   against her.      And I had even told Ms. McKinney I don't want

23   you to feel that I'm going to run against you.        I'll never run

24   against you.      I love my job.

25        Q      So did the Commission, Civil Service Commission ever

                               TR-0215
                                                                       60

 1   get involved in your case and order anything?

 2        A     No, never.     Because I filed my grievance which till

 3   today hasn't been heard.

 4        Q     Okay.     But your original.   Not -- your grievance

 5   about getting terminated; is that what you're talking about?

 6        A     Uh-huh.

 7        Q     Okay.     The original position of moving you out of

 8   your Chief Deputy position to a clerk position, that never

 9   came through Civil Service, right?

10        A     No, because --

11        Q     Civil Service never ordered the Commissioners to do

12   anything on your behalf?

13        A     No, because it was resolved in Commissioners Court

14   by Commissioner Rodriguez.

15        Q     By one Commissioner?

16        A     Uh-huh.

17        Q     Correct?

18        A     Uh-huh.

19        Q     Not by a vote of all five Commissioners?

20        A     Huh-uh.

21        Q     And when you were let go, your position was

22   eliminated, correct?

23        A     Right.

24        Q     So you were let go because your position was

25   deleted?

                               TR-0216
                                                                          61

 1        A      Well, okay.     Well, and you got to remember I was the

 2   Chief Deputy, so I know the -- the ropes around.       And when I

 3   was placed in that position, Ms. McKinney eliminated all the

 4   civil assignment clerks positions which were E1s.       They kept

 5   one open, one position open.      And they stuck me in their one

 6   position.   So I knew eventually I was going to be let go.

 7   Because there was -- out of those 11 civil assignment clerk

 8   positions that we had, they only kept one open, because they

 9   needed a position number to stick me in, and they stick me in

10   that position number.      Even though I didn't work as a civil

11   assignment clerk; I worked as a Criminal Court Clerk, I worked

12   as a scanning clerk, they moved me around.

13                       And like I said I didn't care.   I loved my job.

14   I had a paycheck.

15        Q      Okay.     Technically, you lost your job due to the

16   elimination --

17        A      Right.

18        Q      -- of the position, correct?

19        A      Exactly.     Because they eliminated that position

20   years before.       They eliminated it in 2011.   But in 2013 they

21   chose to now eliminate the last position number 1.

22        Q      And was that through the budget process?

23        A      No.

24        Q      How was that done?

25        A      I -- it was just done on March 15th, because she got

                                TR-0217
                                                                           62

 1   wind that I was campaigning against her.      That's -- that's the

 2   excuse she used.      She -- she told Kevin Wolff, Commissioner

 3   Kevin Wolff that they were going to let me go because I was

 4   campaigning against her.      And which was not true.   I would

 5   have never run against her.      I would have -- I loved my job.

 6   And I respected her.

 7                       Every time she moved me, I never complained.       I

 8   did my work, I came to work on time, and I even excelled.         I

 9   was the employee that was always getting certificates for best

10   scanner, best everything.

11        Q       And in your job as Chief Deputy when the budget

12   would come up, you would submit creations or eliminations of

13   positions to the County, correct?

14        A       In the eight years that I was there at the District

15   Clerk's Office, we only eliminated one position the entire

16   eight years.     And that was the administrative aid only because

17   Ms. Montemayor had promoted me to Chief of Administration.            In

18   the eight years that I was there, we never fired other than

19   for cause.     And I can honestly tell you the eight years we

20   might have filed maybe -- fired maybe five -- five, six

21   employees, and it was for good cause.

22        Q       And if you needed to create a position or delete a

23   position, whether you did or not, your knowledge would be that

24   you would submit that in the budget process, correct?

25        A       Yes.

                                TR-0218
                                                                      63

 1       Q     And the Commissioners would decide whether to

 2   approve that?

 3        A    Yes.    But mine was never -- because my position --

 4        Q    I know.    Not your --

 5        A    -- was done --

 6        Q    -- position.

 7        A    -- in the middle of -- of a budget.       And when I

 8   called over here to Civil Service, Andrea San Miguel told me

 9   they can't -- when I told her that they had let me go -- she

10   said they can't do that.    We're -- we're not in the budget.    I

11   said well, they did it.

12        Q    Okay.     Now, your situation was different than

13   Ms. Guerrero's?

14        A    I don't know Mrs. Guerrero's situation.       I just -- I

15   know a little bit of it.     But I -- I can't say that hers is no

16   different than mine.     We were both terminated.

17        Q    Technically she's never been terminated.

18        A    Okay.     Well, I --

19        Q    You were ter -- you were eliminated --

20        A    Eliminated.

21        Q    -- during the budget process?

22        A    Because of a budget process of which of a position

23   that had been eliminated since 2011, but they only kept one

24   position open, because they needed that position number to

25   stick me into.    So I knew when I saw the budget -- because the

                              TR-0219
                                                                     64

 1   budget is public information -- and I saw that I was the only

 2   one civil criminal assignment clerk, I knew one day I was

 3   going to be fired.    And the day came March 15, 2013.

 4        Q    Okay.

 5                     MR. BROWN:   That's all I have.

 6                     MR. LOPEZ:   Just a couple quick questions,

 7   Ms. Elliott.

 8                    REDIRECT EXAMINATION BY PLAINTIFF

 9   BY MR. LOPEZ:

10        Q    Mr. Clark asked you about your situation versus

11   Ms. Guerrero's situation.      All we're trying to figure out for

12   the Commissioners is that there was a time you were making

13   $81,000.00 as the Chief Deputy, right?

14        A    Yes.

15        Q    And that you were going to get demoted or your job

16   may have been in jeopardy, correct?

17        A    Right.

18        Q    But then they put you in an E1 job, right?

19        A    An E1.

20        Q    And E1.     And then they -- even though you were doing

21   reduced activities at that lower level, you were still getting

22   the E11 money, right?

23        A    The E10.

24        Q    The E10 money, right?

25        A    $61,500.00.

                              TR-0220
                                                                        65

 1        Q    You were getting much more than what an E1 was --

 2        A    Oh, yeah.

 3        Q    -- was getting, right?

 4        A    An E1, yes.

 5                   MR. LOPEZ:   Nothing further.

 6                   RECROSS EXAMINATION BY DEFENDANT

 7   BY MR. BROWN:

 8        Q    Now, you were not paid pursuant to an order of the

 9   Civil Service, correct?

10        A    No.

11        Q    You were paid under a Human Resources rule or a

12   Civil Service rule, correct?

13        A    A Civil Service rule.

14        Q    Not this rule?

15        A    I don't know about that rule.

16        Q    This rule relates to when they order something.

17   They never ordered anything on your behalf, correct?

18        A    No, I -- I never ...

19        Q    So the payment you got wasn't as a result of a

20   ruling under this provision by this Civil Service, right?

21        A    No.

22                   MR. BROWN:     Thank you.

23                   MR. LOPEZ:     Nothing further.

24                   CHAIRPERSON ELLIOTT:        Ms. Abundis, Thank you --

25                   MS. ABUNDIS:     You're welcome.

                             TR-0221
                                                                          66

 1                      CHAIRPERSON ELLIOTT:   -- very much.

 2                      At this time it is 10:13.      We will recess.

 3   Let's come back right at 10:30.      Okay.    Thank you.

 4                      (Brief recess).

 5                      CHAIRPERSON ELLIOTT:   Okay.     The time is 10:30

 6   and the Commission meeting is reconvened.

 7                      Mr. Lopez?

 8                      MR. LOPEZ:   Yes, ma'am.    Ms. Guerrero calls

 9   Andrea San Miguel.

10                             ANDREA SAN MIGUEL,

11   having been sworn to tell the truth, testified as follows:

12                      DIRECT EXAMINATION BY PLAINTIFF

13   BY MR. LOPEZ:

14        Q      Can you state your name for the record?

15        A      Andrea San Miguel.

16        Q      Ms. San Miguel, is this place familiar to you?

17        A      Yes.    It sure is.

18        Q      Can you tell the Commissioners why?

19        A      Because I was the -- I'm the retired Civil Service

20   Director.   I worked here for 39 years and 3 months.        I just

21   retired at the end of January of this year.

22        Q      Ms. San Miguel, my mother would kill me if she heard

23   me trying to age you at all, but you've been here almost since

24   the Civil Service Commission was created, right?

25        A      A little bit after it started.        It started in 1971,

                               TR-0222
                                                                     67

 1   and I started October 14th, 1974.

 2        Q    So almost through the entire life of the Bexar

 3   County Civil Service Commission you've been work -- you worked

 4   at the Commission up until now, right?

 5        A    Yes.

 6        Q    And what were your job responsibilities?

 7        A    I started as the secretary.    And then I moved up to

 8   what they called Chief Clerk, and then they changed the title

 9   to Civil Service Director.   And it was handling all the Civil

10   Service appeals and grievances for the Bexar County Civil

11   Service and also the Sheriff's Civil Service.   I also did

12   recruitment, and I assisted employees and the departments on

13   the procedures for Civil Service hearings.

14        Q    Now, Ms. San Miguel, other than the Commissioners,

15   with your last position were you the highest ranking official

16   at the Civil Service Commission?

17        A    In the section -- in the section, yes.    But there

18   was the H.R. Director and the H.R. Manager over the whole H.R.

19   department.

20        Q    But for lack of better words, you ran the Civil

21   Service Commission, right?

22        A    Yes.

23        Q    As its Director?

24        A    Yes.

25        Q    You were responsible for handling or administrating

                           TR-0223
                                                                      68

 1   hearings and grievances?

 2        A      That's correct.

 3        Q      And in that job did you become familiar with the

 4   Commission's policies?

 5           A   Yes.

 6           Q   I'm going to show you what we've marked as Exhibit

 7   Number 5.     Can you tell the Commissioners what Exhibit Number

 8   5 is?

 9           A   This is the Bexar County Civil Service Commission

10   Rules and Regulations, Policy 7.6.14, suspension, demotion or

11   termination appeal and hearing.     And this was effective March

12   16th, 2007.     These are the current rules on the -- the

13   Commission's policy on that.

14           Q   Ms. San Miguel, you were the Director of the

15   Commission when Ms. Guerrero began her appeal here, right?

16           A   That's correct.

17           Q   And, in fact, you were the Director back on April

18   26th, 2012 when we had the hearing and trial where her

19   demotion was overturned, correct?

20           A   Yes.

21           Q   And Policy 7.6.14 is the policy that would be

22   applied and is binding on the Commissioners as well as

23   Ms. Guerrero, right?

24           A   Yes.

25           Q   Okay.   And you're familiar with this policy, right?

                              TR-0224
                                                                      69

 1        A    Yes.

 2        Q    Now, am I correct in saying that this policy governs

 3   the entire process by which someone can appeal their demotion,

 4   right?

 5        A    Yes.

 6        Q    Now, if we look at number 16, it tells us that if an

 7   executive session is held, the Commission shall reconvene an

 8   open session and make a decision.   Did I read that correctly?

 9        A    Yes.

10        Q    That means that after the Commissioners hear the

11   evidence, they have the opportunity to go into executive

12   session and make a decision on this case, right?

13        A    That's correct.

14        Q    And the Commission or the Commissioners, they are --

15   they're limited on the three things they can do, right?    And

16   that's spelled out in the policy, right?

17        A    Yes.

18        Q    They can choose to deny the appeal, right?

19        A    That's correct.

20        Q    And so if they chose to deny the appeal, basically

21   they would be saying in Ms. Guerrero's case that the demotion

22   was warranted and that she should have been demoted, right?

23        A    That's correct.

24        Q    That's one of the things the Commissioners could

25   have done on April 26th.    They didn't do that, right?

                           TR-0225
                                                                      70

 1        A      No.

 2        Q      They decided that the appeal of the demotion or the

 3   department's decision on the demotion, what Ms. Mares did to

 4   her, they didn't uphold that, right?

 5        A      That's correct.

 6        Q      Okay.   The second thing they can do is they can

 7   impose a lesser penalty, right?

 8        A      Yes.

 9        Q      That means, you know -- well, you're the former

10   Director.    Tell them what that means.

11        A      That means if -- if a person -- in this case if a

12   person is terminated, they can reduce that to a suspension or

13   demotion or reprimand or counseling.      Anything lower than the

14   penalty that was imposed.

15        Q      They didn't do that in Ms. Guerrero's case either,

16   right?

17        A      No.

18        Q      So the only other thing that the Commissioners could

19   do is to -- let's go to the next page here -- is to reverse

20   the discipline, right?

21        A      They can overturn the disciplinary action, yes.

22        Q      I'm calling it reverse, but overturn, right?

23        A      Uh-huh.

24        Q      And that's what they did in this case, right?

25        A      That's correct.

                              TR-0226
                                                                     71

 1       Q      They -- they decided that the demotion was not

 2   warranted, so they overturned her demotion, right?

 3        A     Yes.

 4        Q     Okay.   Now, if we go to number 17, this policy

 5   says -- and I've highlighted it -- it says:    Should the office

 6   or department refuse to reinstate the employee as ordered by

 7   the Commission, the employee shall be entitled to their full

 8   salary just as though they had been reinstated as ordered.

 9   Did I read that correctly?

10        A     Yes.

11        Q     You're familiar with paragraph number 17, right?

12        A     Yes.

13        Q     Can you tell the Commissioners how it came to be

14   that number 17 became a part of Policy 7.6.14?

15        A     This had been back from the seventies where we had

16   some of the elected officials at times when the Commission

17   would reinstate an employee and they refused to take the

18   employee back.     And so the Commission adopted a policy, and it

19   was probably -- it also was from the previous Civil Service

20   Rules -- that if the elected official or department head

21   refused to take the employee back and the Commission had

22   ordered them reinstated, that they would have to pay that

23   employee even though they weren't -- they didn't want them at

24   the job.

25        Q     Okay.    So you're telling the Commissioners that

                              TR-0227
                                                                      72

 1   number 17 was a safety provision for employees, right?

 2        A      Yes.

 3        Q      That it was a safety provision for these

 4   Commissioners, right?

 5        A      Yes.

 6        Q      Basically you're telling the Commissioners that you

 7   were a part of the process that put this rule into place.   And

 8   that the reason it was put into place was because

 9   Commissioners like these respectful folks were issuing orders

10   of reinstatement, and elected officials, County Commissioners,

11   whomever they are, were saying we don't have to listen to you;

12   we're not going to reinstate them.    Is that what you're

13   telling them?

14        A      Yes.

15        Q      So this rule was put in place so that these people

16   could have some power to govern over these types of

17   proceedings, right?

18           A   Yes.

19           Q   And so you're telling us if in Ms. Guerrero's case,

20   if they reinstated her and they issued her an order of

21   reinstatement, they signed it, said that she gets her back pay

22   and she gets reinstated, and Ms. Guerrero takes that to

23   Ms. Mares and Ms. Mares says I'm not going to take you back

24   because we deleted the position, what would happen under this

25   rule?

                             TR-0228
                                                                      73

 1          A   What the Commission ordered, they ordered her

 2   reinstated, but they only ordered the reinstatement up through

 3   when the position was deleted.

 4          Q   Let me rephrase my question, because I don't think I

 5   asked it very well.

 6                   Under this policy, if the Commissioners

 7   today -- today, not back in 2012 -- if today they issued an

 8   order of reinstatement and that order was refused by BCIT,

 9   what would happen under Policy 7.6.14?

10          A   If it was refused, she would continue to get her

11   pay.

12          Q   At her former position number before she was

13   demoted, correct?

14          A   Right.

15          Q   So based on this policy, the Commissioners have the

16   power to reinstate her, correct?

17          A   (No audible response).

18          Q   Or under Policy 7.6.14, they have the power to

19   reinstate her, right?

20          A   Yes, they do.

21          Q   And if that reinstatement is refused by Ms. Mares

22   because the position is deleted, she would still be entitled

23   to her back pay and her former salary even as if she was

24   ordered to be re -- or they took her back, right?

25          A   This -- it's different.   This is the first time in

                             TR-0229
                                                                      74

 1   any of the cases that I had where we had a position being --

 2   that was deleted before while there was an appeal pending.       So

 3   I'm not sure how to answer that, because I don't know -- I

 4   mean as far as --

 5          Q    All we -- all we can do is look at the policy,

 6   right?

 7          A    Yeah.   I mean if she -- if the position was there

 8   and she was -- and they refused to take her back, she gets her

 9   pay.

10          Q    That's not what the policy says though, right?   The

11   policy says if she's refused reinstatement.

12          A    If she's refused reinstatement, then she's entitled

13   to the full salary as though it had been reinstated as ordered

14   by the Commission.

15          Q    Okay.   Now, you said, Ms. San Miguel, that in all of

16   your years at the County that you've never seen a situation

17   like Ms. Guerrero's, right?

18          A    Not where the position was eliminated while there

19   was an appeal pending.

20           Q   Do you think that's unfair to have been done?

21           A   I think they should have waited until the appeal was

22   done.

23           Q   Otherwise, what is the importance of your office as

24   a Director or these Commissioners, right?

25           A   It affects their decision, yes.

                              TR-0230
                                                                     75

 1        Q      These Commissioners were appointed to make sure that

 2   the County ran their business fairly and treated their

 3   employees fairly, correct?

 4        A      Yes.

 5        Q      And that's why we have rules of why Ms. Guerrero

 6   gets the opportunity to come here and give her side of the

 7   case, right?

 8        A      Right.

 9        Q      And you would agree with me that it is extremely

10   unfair to have deleted her position before she got her day in

11   court here, right?

12        A      Yes, because it does have an impact on her -- on her

13   position.

14        Q      Because it --

15        A      Or her appeal.

16        Q      Because it could be said that we were going to --

17   we're going to get rid of Ms. Guerrero either by demoting her

18   because we think we've got cause; and even if we don't, we're

19   going to, you know, do an end run and delete her position even

20   while it's on appeal, right?

21        A      Yes.

22        Q      If they could do that all the time, what would we

23   need these Commissioners for, right?

24        A      That's correct.

25        Q      Why would we need to file things up here, right?

                             TR-0231
                                                                    76

 1       A     Yes.

 2       Q     What would these policies be -- you know, why would

 3   we need these policies, right?

 4        A    That's correct.

 5        Q    You spent 40 years in this office, right?

 6        A    39.

 7        Q    I'm sorry.

 8        A    And three months.

 9        Q    You tell me that their work is important, right?

10        A    It is --

11        Q    To make --

12        A    -- very.

13        Q    To make sure that the County is run fairly, right?

14        A    That's correct.

15        Q    So that employees shouldn't be demoted just because

16   somebody, you know, gets upset, right?

17        A    They have the right to challenge anything that's --

18   any action that's taken against them.

19        Q    Under these Commission's policies she has some

20   rights, correct?

21        A    Yes.

22        Q    And they have the power to be able to reinstate her

23   under these policies, right?

24        A    Yes.

25                    MR. LOPEZ:   Nothing further.

                             TR-0232
                                                                        77

 1                      CROSS EXAMINATION BY DEFENDANT

 2   BY MR. BROWN:

 3        Q      Andrea, hi.

 4        A      Hi.

 5        Q      You and I have talked about this situation numerous

 6   times.   And your advice to me has always been in my agreement

 7   they cannot reinstate someone to a budgeted eliminated

 8   position.

 9        A      The Civil Service policies state that the Commission

10   has no authority over budgetary matters.

11        Q      And creation and elimination of positions --

12        A      Correct.

13        Q      -- are budgetary matters; is that correct?

14        A      That's up to Commissioners Court.

15        Q      And solely Commissioners Court, correct?

16        A      For creating positions, yes.

17        Q      And eliminating positions, right?

18        A      Yes.     The Commission doesn't eliminate positions.

19        Q      Right.     And they can't create them via order either,

20   correct?

21        A      They don't create the positions, no.

22        Q      So if a position has been eliminated by the

23   budget -- and this is the exact same situation we have here

24   that you and I discussed -- when an elimination has occurred

25   prior to the hearing being resolved, if the position is no

                                TR-0233
                                                                      78

 1   longer in existence, the most the Commissioners can do is

 2   reinstate that person to the position they had up until the

 3   time it was eliminated, award them back pay up until the time

 4   it was eliminated, and then make other findings as they see

 5   fit within the positions that are available; is that correct?

 6           A   When a position is eliminated -- if a position is

 7   eliminated, the employee doesn't have any appeal rights to

 8   that.

 9           Q   To that position?

10           A   To that -- to file an appeal.   If it's -- if it's

11   eliminated by the court, the employees cannot appeal that

12   position.

13           Q   Right.   And in a situation where it's eliminated

14   during the pendency of an appeal --

15           A   This is the only time that's happened.

16           Q   Correct.   So Mr. Lopez stating that this would just

17   ruin the County, we wouldn't need Civil Service, this would go

18   on all the time, that's not the fact, right?     It was never

19   used this way before, was it?

20           A   Not until this case.

21           Q   For one case.   So it's not that the Civil Service

22   isn't needed because this is rampant around the County,

23   correct?    It's only happened once?

24           A   It's only happened once.   And --

25           Q   And your --

                               TR-0234
                                                                      79

 1        A      -- this is the only time.

 2        Q      -- opinion at the time was that you expressed to me

 3   that the most they could do when a position is eliminated is

 4   exactly what they did, give her back pay up until the time the

 5   position was eliminated and reverse the demotion.     But they

 6   couldn't say she also gets put in a non -- in a position that

 7   doesn't exist?

 8        A       They can't -- they cannot create a position.

 9        Q       Okay.   So do you feel as you felt back then that

10   they gave her the most relief they could?

11        A       Based on what -- based on what they had and what

12   I've been told as far as positions being created, the

13   Commission -- I was told the Commission cannot create

14   positions.     So if they can't create positions and they

15   eliminate it, the Commission ruled that she gets her back pay

16   up through that point.

17        Q       And they can't order her into a position that

18   doesn't exist, correct?

19           A    They -- not on -- not based on this rule.   But based

20   on the County Policy that they can't create positions, they

21   can't put her -- they can't create something that they don't

22   have.

23           Q    So this rule never comes into play.   If the

24   Commission can't order her into a position that doesn't exist,

25   the department could never refuse to reinstate her, because

                               TR-0235
                                                                            80

 1   they cannot in the first place order her into an exempt -- or

 2   an eliminated position, correct?         Because to order her into an

 3   eliminated position would require the creation of that

 4   position.

 5        A      They can't create anything.

 6        Q      But the fact of --

 7        A      As --

 8        Q      If they say you're ordered --

 9                       MR. LOPEZ:     I'd ask that she be allowed to

10   finish her question.

11        A      They can't create a position.       They cannot create a

12   position.    This rule says they get their pay whether

13   they're -- they're -- if they're refused reinstated.          Again,

14   this is the first time we've ever had this.

15                       The reason the Commission ruled that way is

16   because the position was no longer in place or they felt okay,

17   we can't create a position and we're going to give her the

18   back pay up through when it was eliminated.

19        Q      (By Mr. Brown)       Because at the time it was

20   eliminated, if she had been in the position, she simply

21   wouldn't have had a job, right?

22        A      Right.     If she --

23        Q      Because she had no appellate rights?

24        A      If she was in the position and they eliminate it,

25   then she has no appeal rights.

                                TR-0236
                                                                        81

 1        Q      And certainly by coming to Civil Service, she can't

 2   have greater rights now than she would have had the

 3   position -- had she never been demoted; does that make sense?

 4        A      In other words, she can't -- she can't challenge

 5   anything over that amount is what you're saying?

 6           Q   She can't -- had the position been eliminated by

 7   Commissioners Court as it was in the budget and she was in

 8   it --

 9           A   She would -- if she was in it and the position was

10   eliminated, she has no appeal rights at that time.

11           Q   Right.    So it doesn't make sense that she could come

12   in, pull one sentence out of the rules and say that this

13   somehow allows the Commissioners to recreate the position that

14   was eliminated, put her back in it, thus put her in a better

15   position than she had been in had she never been demoted.

16   That can't be what this rule was meant to be, right?

17           A   This was when the department refused to reinstate

18   them.

19           Q   Into an existing position?

20           A   And the elected official refused to pay them, they

21   were going to get paid whether they worked or not.

22           Q    Right.   But that's under the assumption again that

23   the position still existed?

24           A    That this never had -- we never had this case

25   before.     We've never had anything like this where they

                               TR-0237
                                                                         82

 1   eliminated it prior to the -- while an appeal was pending.

 2        Q      Well, Mr. Lopez asked you about the mean -- why this

 3   was put into place.      When it was put into place, it wasn't put

 4   into place so that Civil Service now had the power to order

 5   positions be recreated, right?

 6        A      It was -- it was on current positions that they were

 7   placing them back in.      Like I said, this had never -- they had

 8   never eliminated a position prior to that time.       Prior --

 9   while an appeal was pending.

10        Q      Correct.    And nothing says they can't, correct?

11        A      No.   Usually they're done during the budget year in

12   the past.    Commission -- the Commissioners Court would

13   eliminate budgets -- positions during budget year.       This was

14   when the person had an appeal at any time of the year and they

15   didn't take them back, they would put them back in place.

16        Q      But there's nothing precluding Commissioners from

17   eliminating positions while an appeal is pending, correct?

18        A      There is nothing in the Civil Service Rules.     I

19   don't know what the pol -- if there is anything in the

20   Commissioners Court, what their policy is, I don't know.

21        Q      But you're not aware of any policy or rule?

22        A      Not in the Civil Service.

23        Q      Okay.

24                       MR. BROWN:   That's all I have.

25

                                TR-0238
                                                                          83

 1                        REDIRECT EXAMINATION BY PLAINTIFF

 2   BY MR. LOPEZ:

 3           Q      Ms. San Miguel, we're looking at number 17 here.      It

 4   says:       Should the office or department refuse to reinstate the

 5   employee as ordered by the Commission, the employee shall be

 6   entitled to their full salary just as though they had been

 7   reinstated as ordered.        Is there anything in that sentence

 8   that says anything about creating a job?

 9           A      No.

10           Q      Okay.   So when he's asking you questions about

11   whether the Commissioners are creating a job, this rule talks

12   nothing about creating jobs, right?

13           A      No, because the Commission doesn't have authority to

14   create.

15           Q      We're talking just about money, right?    We're not

16   talking about eliminated positions or current positions; we're

17   just talking about money under number 17, right?

18           A      It's just talking about, yeah, reinstating them to a

19   position.

20           Q      And so if we go back to why the rule was put into

21   place, a Commissioner would say I'm not taking Orlando back.

22   I don't care what the Commission says; I'm not taking him

23   back.       This rule was put into place so that if I wasn't taken

24   back, then I'd still get the money that I was entitled to,

25   right?

                                  TR-0239
                                                                    84

 1       A     Right.

 2        Q    And so the Commissioners could tell me or the

 3   elected official could tell me for any reason they're not

 4   taking me back, right?    They could say -- they could say,

 5   isn't it true, that yes, Commissioners, you said that

 6   Mr. Lopez should be reinstated, but County -- Judge Wolff

 7   could say I'm not taking back Mr. Lopez, right?

 8        A    Right.

 9        Q     And he could give me any reason why he doesn't want

10   to take me back, right?

11        A     Right.

12        Q     Too short, too ugly, too dumb, whatever it is,

13   right?   The rule doesn't talk about having to give a reason of

14   why they're not reinstated, right?

15        A     No, it doesn't say.

16        Q     It just says if you don't reinstate them, they still

17   get their money, right?

18        A     Yes.

19        Q     That's how the policy was written, right?

20        A     Yes.

21        Q     To protect employees such as Ms. Guerrero, right?

22        A     Yes.

23                     MR. LOPEZ:   Nothing further.

24

25

                              TR-0240
                                                                    85

 1                   RECROSS EXAMINATION BY DEFENDANT

 2   BY MR. BROWN:

 3        Q    Andrea, go with me on this one or listen

 4   (inaudible).

 5        A    Okay.

 6        Q    This can only come into place as written if the

 7   elected official refuses to put the person back in to the

 8   position they had, but that has to assume the position still

 9   exists, correct?

10        A    If they were reinstated, then they're supposed to

11   get the back pay.

12        Q    Right.    But they can only be reinstated to existing

13   positions, correct?

14        A    Again, that's something that -- this is the only

15   time we've had that, so it didn't address that because we've

16   never had an issue where they abolished them.      This was

17   usually where the positions were available; they refused, and

18   they put them back.

19        Q    Right.

20        A    We've never address -- we've never had anything like

21   this where they abolished it while the appeal was pending.

22        Q    So there has never been a ruling or a decision that

23   this one sentence allows this Commission to order the County

24   Commissioners to recreate an abolished position so that they

25   can then put them in that position and receive that back pay?

                             TR-0241
                                                                         86

 1        A      It doesn't talk about recreation; it just says

 2   ordered as reinstated by the Commission, but it doesn't say --

 3        Q       But you would agree that --

 4        A       -- anything about re-creation or abolishment.

 5        Q       You would agree that if a position had been

 6   eliminated, only the Commissioners can recreate that position,

 7   correct?

 8        A       Only the Commissioners can recreate it.

 9        Q       Okay.

10                        MR. BROWN:   Thank you.

11                FURTHER REDIRECT EXAMINATION BY PLAINTIFF

12   MR. LOPEZ:

13        Q       Ms. San Miguel, we're looking at the policy.    The

14   people who put this policy together, they could have fixed

15   that real easy, right?       Because they -- it says right now:

16   Should the office or department refuse to reinstate the

17   employee.

18                        Now, what's missing here where I've got this

19   red dot, what's missing, would you agree with me, that refuses

20   to reinstate the employee to a current or existing position.

21   It doesn't say that, right?

22        A       No, it doesn't say that.

23        Q       It could have been included, right?

24        A       Probably could have been included, yes.

25        Q       But it wasn't, right?

                                 TR-0242
                                                                       87

 1       A      No.

 2       Q      So we just have this rule, right?

 3        A      This is the only rule we have.

 4        Q      And it doesn't say anything that you can only be

 5   reinstated with money to a current or existing position,

 6   right?    It doesn't say that, right?

 7        A      No.   It just says refuse to reinstate the employee

 8   as ordered by the Commission.

 9                     MR. LOPEZ:   Thank you, Ms. San Miguel.

10                     CHAIRPERSON ELLIOTT:   Thank you.

11                     MR. LOPEZ:   The employee calls Carmella

12   Guerrero, Madam Elliott.

13                     CHAIRPERSON ELLIOTT:   All right.

14                            CARMELLA GUERRERO,

15   having been sworn to tell the truth, testified as follows:

16                         EXAMINATION BY PLAINTIFF

17   BY MR. LOPEZ:

18        Q      Ms. Guerrero, for the benefit of Madam Arriaga, can

19   you tell her how long you've been with the County?

20        A      I'm going on 21 years.   Just short a couple of

21   months.

22        Q      How did you start with the County?

23        A      I was hired by the Bexar County Sheriff's Office way

24   back when, working in the mothers and their children and

25   fathers and their children program.      Very kind of low level

                              TR-0243
                                                                     88

 1   technician type person.     At that time it was a brand new

 2   program.

 3        Q      And you worked your way all the way up to the ...

 4        A      Yes.   When I left the jail when I left the Sheriff's

 5   Office, I was the jail program's manager.     So I was

 6   responsible for all jail programs.     Had 52 employees under me,

 7   officers and civilians.     We ran all GED classes, laundry

 8   services, food services, all those types of programs within

 9   the jail.

10        Q      Ms. Guerrero, at some point you came to work for

11   BCIT, and you were promoted all the way to an E11, right?

12        A      Yes.

13        Q      By Mares, right?

14        A      Yes.

15        Q      And then there was a dispute that arose over some

16   parking?

17        A      Yes.

18        Q      And Ms. Mares demoted you from an E11 to E5?

19        A      Yes.

20        Q      And isn't it true, Ms. Guerrero, that Ms. Mares

21   cited some pretty nasty reasons of why you should be demoted,

22   right?

23        A      Yes, she did.

24        Q      She called you a liar?

25        A      Yes.

                              TR-0244
                                                                    89

 1       Q    Said you were dishonest?

 2       A    Yes.

 3       Q    Said that you were insubordinate?

 4       A    Yes.

 5       Q    Basically that you don't do what you're told, what

 6   you're supposed to, right?

 7        A    Yes, ma'am.   I mean sir.   Yes, sir.

 8        Q    That doesn't seem to make sense, does it?

 9        A    No.

10        Q    How you get promoted over 21 years with the County,

11   that doesn't make sense, right?

12        A    No.

13        Q    Do you -- would you agree with me and to the

14   Commissioners that, you know, liars and dishonest people and

15   the people that don't do the things they're supposed to don't

16   get promoted all the way to E11s, right?

17        A    No, I do not believe they do.

18        Q    We had your day in court on April 26th.    You got to

19   take the stand, we presented evidence.    And this fine

20   Commission overturned your demotion, right?

21        A    Yes, they did.

22        Q    They did leave you in your E5 spot, right?

23        A    Yes.

24        Q    And so for another two years have you been doing E11

25   work or E5 work?

                             TR-0245
                                                                     90

 1        A     E5 work.    Well, a little bit of your -- no, just

 2   kidding.   E5 work.

 3        Q     So after April 26th, you walked back into your

 4   office, you know, and you were able to hold your head high

 5   because you were able to tell your employ -- your fellow

 6   employees that you're not a liar or dishonest or don't do what

 7   you're supposed to, right?

 8        A     Yes.

 9        Q     And it's been over two years since that date, right?

10        A     Yes.

11        Q     And you're still doing E5 work, right?

12        A     Yes.

13        Q     You've kept your head up and done the exact work

14   that you've been paid to do?

15        A     Yes, sir.

16        Q     However, you've still been advancing the argument

17   that you think that you're entitled to additional relief,

18   right?

19        A     Yes.

20        Q     Why is it that -- why would somebody who was called

21   a liar, dishonest, doesn't do what they're supposed to, you

22   know, it would occur to me that most people wouldn't do that.

23   Most people once they were vindicated, I wouldn't suspect that

24   they'd go back to doing the lowly job that they were demoted

25   for unfairly.     Why do you do it?

                              TR-0246
                                                                           91

 1          A       I love my job.   And I knew eventually -- I thought

 2   eventually this would work itself out.          I -- when I went back,

 3   it was very humbling when I went back the day that I was

 4   demoted, because the employees that worked for me I now worked

 5   for.       One of my employees was now my new supervisor.

 6                       That was difficult for me, but I also felt that

 7   there was something wrong with the way the policy was written.

 8   There was something wrong with the way the County was doing

 9   business if they could eliminate my position in the pendency

10   of appeal so that I could not get the relief that I felt I was

11   entitled to after 20 years of excellent service, what I

12   believe is excellent service.          And so I feel like I've held

13   on.    I went to work, I held my head high for my fellow

14   employees and I think for all Bexar County employees.

15                       Since I've been back which is over -- well,

16   it's been three and a half years since the actual demotion --

17   I've received several commendations.          Ms. Mares and Mr. Hampel

18   have given me big projects.       I think they have a lot of

19   confidence in me.       I haven't let anybody down.     I don't get in

20   trouble.       I really love my job.     I plan to be here another 10

21   years.       And I don't think that I need to be, you know,

22   reinstated to a position that was eliminated being Ms. Mares'

23   right-hand man.       I feel I'm just as valuable in any other

24   position they put me in.

25                       However, I also feel that it took me 21 years

                                TR-0247
                                                                      92

 1   to get where I was, and, you know, just in one day, you know,

 2   I lost $22,000.00 in salary, and it's been very difficult for

 3   me to try to catch up.    And so I continue to do a good job and

 4   I go to work every day, but I still feel like somehow the

 5   policy needs to be rewritten for other employees that this

 6   might happen to.   And I also feel that I should be compensated

 7   at the level that I was at, because I was vindicated because

 8   they said I didn't do anything wrong.    But I didn't get what

 9   I -- took me 21 years to earn back.

10        Q    And basically you're saying you just want this

11   policy enforced and applied to you, right?

12        A    Yes.

13        Q    That if Ms. Mares doesn't take you back because she

14   deleted your position, you're still entitled to your former

15   salary, right?

16        A    Yes.

17        Q    And you think that was approximately $22,000.00 a

18   year that you've lost?

19        A    Yes.

20        Q    Do you have a family?

21        A    Yes.

22        Q    Do you have kids?

23        A    Yes.

24        Q    Has that demotion of salary, has it affected you?

25        A    Very much.

                              TR-0248
                                                                         93

 1        Q    And so all you're saying is if Ms. Mares can't put

 2   you back into a deleted position when they order you

 3   reinstated, that you just want to get paid the way that you

 4   should have been, right?

 5        A    Yes, sir.

 6        Q    Ms. Guerrero, have you done an analysis of how much

 7   you think that you're entitled to as a salary today?

 8        A    Yes, I did.

 9        Q    Okay.    And did you prepare something?

10        A    Yes, I did.

11        Q    Okay.    And is that what we have marked in the

12   exhibit packet as Number 9?

13        A    Yes.

14        Q    Can you explain to the Commission what Exhibit

15   Number 9 is?

16        A    Basically the first part of the chart talks about

17   the -- I was -- you may or may not remember and Ms. Arriaga, I

18   know you were not here -- but I had been promoted.       I was an

19   E10 manager when Ms. Mares came in.    I spent about a year

20   working with her, training her, catching her up to speed on

21   County business.    Right before the budget process, she

22   promoted me to an E11.    So I went from the salary of

23   $79,224.00 to $80,616.00.    I only held that salary for a month

24   when Ms. Mares demoted me.    So basically I was demoted six

25   grade levels to a 5 -- to an E5 at $58,140.00.

                              TR-0249
                                                                       94

 1                     The second part of the chart -- and I believe

 2   it's County rules, so I'm not testifying that I know what all

 3   the rules are for H.R.     But when an employee gets demoted that

 4   much, they have to keep them at the maximum of the salary.

 5   They can't -- they can't, you know -- they have to, when you

 6   get demoted that much, there's some kind of range of

 7   penetration that says you're paid the max.     So I am at the max

 8   of the grade 5.    So I can never get any other raises in the

 9   position I'm in no matter how well I do.     If the County gets a

10   raise, I get a one-time check.     I don't -- there's nothing

11   ever added to my salary.     I will make that much until I go

12   somewhere else.

13                     So the second part of the chart basically takes

14   the raises that the County got and that were awarded by

15   Commissioners Court and that are in the County Budget approved

16   by Commissioners Court, and it takes me -- the actual salary

17   that I have when the County got the first raise of two

18   percent, which is a cost of living increase.     And I got a

19   one-time check of $1,162.00.     If I had been making $80,616.00,

20   I would have received a two percent cost of living increase on

21   that, which would have taken my salary to $82,228.00.

22                     That same fiscal year all of the BCIT managers

23   received an eight percent increase in pay.     Because I had just

24   recently been demoted, I was not afforded that eight percent

25   increase, but all the rest of the managers did get it.     That

                              TR-0250
                                                                       95

 1   is also published in the -- in the budget book.     So at the

 2   $82,000.00 if I apply an eight percent increase on that, my

 3   salary would have gone up to $88,806.00.

 4                   That next fiscal year Commissioners Court

 5   approved a three percent cost of living increase.     I got a

 6   one-time check of $1,700.00.   My salary still remained

 7   $58,140.00, but if I had been applied to my salary like they

 8   applied it everybody else in the County that is not at their

 9   maximum, then my pay would have been $91,470.00.

10                   Subsequently in the last fiscal year,

11   Commissioners Court approved a three percent COLA.     Again, I

12   got a one-time check.   And -- and if it had been applied to my

13   salary, then I would be making $94,214.00.

14        Q    Now, I'm an Aggie, so my math is not always the

15   best, okay?   Where did you come up with like you're saying

16   that you would have got a two percent COLA raise, eight

17   percent raise, three percent, three percent.    Did you just --

18   did you make those numbers up?

19        A    No, sir.

20        Q    Okay.   Let me see here.   Is this the IT budget?

21        A    Yes, it is.

22        Q    Number 11?

23        A    Yes, it is.

24        Q    And I'm clicking here.     Help me.

25        A    It goes above that I think.     Program change number

                             TR-0251
                                                                    96

 1   two; is that what you're looking for?

 2        Q    Yes.   So when we look at program number two --

 3   program change number two -- and we're looking at the IT

 4   budget, which is Number 8 in the book -- you're saying that

 5   here is the eight percent that you would have been entitled to

 6   as part of the budget, right?

 7        A    Yes.

 8        Q    And these are for all the managers?

 9        A    Yes.

10        Q    And that's how you included that in your chart.

11        A    Yes.

12        Q    Right?    Okay.

13                    Now, you also say that you were entitled to

14   another two percent.   And that's in your booklet on Number 10,

15   right?

16        A    Uh-huh, yes, sir.

17        Q    So this is -- we've got the full copy in the booklet

18   on Number 10.    This is the contingencies and this is where --

19   this is right out of the Bexar County Budget, right?

20        A    Yes, sir.

21        Q    Where it says you would have gotten a two percent

22   cost of living adjustment for all active regular full-time and

23   part-time employees not covered by collective bargaining?

24        A    Yes, sir.

25        Q    That's where you got the two percent, right?

                             TR-0252
                                                                     97

 1        A     Yes, sir.

 2        Q     So then you're saying there's another two percent,

 3   right?   I'm sorry that's the 2010 two percent?

 4        A     Yes.

 5        Q     And then was there another three percent that you're

 6   talking about?

 7        A     Yes.

 8        Q     And this was out of the next year's budget?

 9        A     Yes.

10        Q     So that's how you got to the three percent cost of

11   living in your chart, right?

12        A     Yes.

13        Q     And then there was one more for '13 and '14?

14        A     Yes.

15        Q     So the numbers in your chart where you talk about

16   your raises, two percent, eight percent, three percent, three

17   percent, those were right out -- straight out of the budget

18   book, right?

19        A     Yes.

20        Q     Okay.   And those are, in fact, what was awarded,

21   right?

22        A     Yes.

23        Q     So you're telling the Commission how much do you

24   believe your current salary should be based on those raises

25   and cost of living adjustments?

                             TR-0253
                                                                         98

 1       A       $94,214.00.

 2       Q       Okay.    Did you also run an analysis, Ms. Guerrero,

 3   of what you believe you're entitled to in back pay?

 4        A      Yes.

 5        Q      Can you explain to the -- to the Commissioners what

 6   that is?

 7        A      So basically when the Commission awarded my back

 8   pay, they awarded it up until the time the position was

 9   eliminated.     And so basically I took into account that back

10   pay that was already awarded to me.      So I didn't start this

11   chart until post the day that I did receive back pay for,

12   because I did get 10 months of back pay in the original order.

13   So -- excuse me.      So I started the chart at that time.

14                       And basically I took the salary that I should

15   have been earning at an E11, which is $80,616.00 and added the

16   increases in salary to that.      So the eight percent that the

17   managers received and the two percent COLA that were issued,

18   then my salary would have gone up to -- so basically I did it

19   on a monthly basis so that you could see that my actual salary

20   stayed $4,885.00 a month, but my -- my salary should have been

21   increasing as the COLAs and the increases were added.

22                       So I did that on a monthly basis going all the

23   way down.     So I have included the eight percent, the two

24   percent, the three percent, and the three percent on a monthly

25   basis from the time that I was awarded the original back pay

                                TR-0254
                                                                      99

 1   to present time.

 2        Q    And so you came up with a figure?

 3        A    Yes, I did.

 4        Q    What is the amount that you believe that you're

 5   entitled to through back pay?

 6        A    Well, I realized that I already received several

 7   one-time checks, so I subtracted that amount from the total.

 8   I obviously don't --

 9        Q    Is that the --

10        A    -- want to get paid twice.

11        Q    Is that the 4,644 bucks?

12        A    Yes, it is.     Yes, it is.

13        Q    So that gets you to $91,273.00?

14        A    Yes.     And then the next one is as a County manager,

15   you're allowed a privilege I guess of parking free in the

16   County parking garage by County policy.    So I was parking free

17   up until the day I was demoted.    And so in the first -- in the

18   first back pay settlement -- or not settlement -- but in the

19   first back pay, they did award me what it would have cost for

20   parking if I had still been a manager.    So I did get that up

21   until that date.    And so the second figure there is what I

22   have had to pay for parking.

23        Q    So the 1,925 bucks is a parking reimbursement?

24        A    Yes.

25        Q    That you would have received had you still been a

                              TR-0255
                                                                     100

 1   manager?

 2        A     I wouldn't have received it.

 3        Q     I'm sorry.   You would have been parking for free?

 4        A     Yes.

 5        Q     So you got thrown in a cube by Ms. Mares and then

 6   she took away your parking as a result too?

 7        A     Yes.

 8        Q     And so that grand total is -- is that the amount

 9   that's correct?

10        A     Yes, sir.

11        Q     And if we go to the next page, this is the back up

12   for your parking privileges, right?

13        A     Yes, sir.

14        Q     Okay.   Now, you understand that the County has taken

15   the position that there is nothing they could do for you

16   because your position had been eliminated, right?

17        A     Yes, sir.

18        Q     Now, do you agree that there's nothing that the

19   County can do for you in your situation?

20        A     No, I do not.

21        Q     You believe that the County has the ability and the

22   power to give you your back pay and your salary if they order

23   you reinstated?

24        A     Yes, I do.

25        Q     Based on the policy that we discussed all morning,

                             TR-0256
                                                                          101

 1   right?

 2        A      Yes.

 3        Q      And the one that you testified to, right?

 4        A       Yes.

 5        Q       Now, do you remember sitting down with the County on

 6   July the 29th?

 7        A       Yes, I do.

 8        Q       What happened on July the 29th?

 9        A       The County and -- and us decided to go to mediation

10   to try to settle the case.      It's been very trying on

11   everybody, my family, County officials, employees.         It's --

12   it's been three and a half years of a lot of turmoil.         I am

13   ready.     I was ready to kind of put this to rest and move

14   forward.

15                       So we agreed to a settlement and set the day of

16   mediation with the County, and I believe it went really well.

17   We settled I think very fairly and so did the County, and we

18   all walked away happy.      So I thought it was over.   I was very

19   relieved.

20        Q       So you tried to settle this case, right?

21        A       Yes.

22        Q       And, in fact, if we look at Exhibit Number 13 in the

23   pamphlet, is that the Mediated Settlement Agreement?

24        A       Number 13.    I'm sorry.

25        Q       Take a look at Number 13 and tell the Commissioners

                                TR-0257
                                                                     102

 1   what 13 is.

 2        A    Yes, this is the -- the agreement that we came up

 3   with, the District Attorney's Office, using an agreed upon

 4   mediator for my case.

 5        Q    And, in fact, despite the County taking the position

 6   that there is nothing they could do for you, they made an

 7   agreement with you, right?

 8        A    Yes, they did.

 9        Q    And what does that agreement entail?

10        A    It entailed that I would be reinstated to a category

11   E9, which is a couple of grades lower than I was, but I felt I

12   don't have to be deputy in chief in charge of anything.     I

13   just really wanted to go back to work.   And the second part of

14   that was that they would reinstate my salary to $81,500.00 a

15   year, and that I would be allotted $66,000.00 in back pay.

16        Q    So despite the fact that the County has taken the

17   position we can't do anything for you, the position has been

18   deleted, we can't move you, we can't do anything, they agreed

19   at a mediation to do that, right?

20        A    Yes, they did.

21        Q    And, in fact, do you remember at that mediation was

22   there another -- was there an additional agreement that the

23   County agreed to?

24        A    Yes.   They said they were going to do everything in

25   their power to create a position for me outside of BCIT so

                             TR-0258
                                                                     103

 1   that it wouldn't be an issue for Ms. Mares.

 2        Q    So we have the County saying they can't do anything

 3   for you, but on July 29th they made an agreement with you that

 4   you should -- or that they would agree to give you back pay

 5   and give you your former salary, right?

 6        A    Yes.

 7        Q    This agreement was rejected by Commissioners Court?

 8        A    I believe so.   I'm not -- I do not understand how

 9   that happened.   They went into executive session and nothing

10   happened, so.

11        Q    Is there anything else you'd like to tell the

12   Commissioners before I turn you over to Mr. Brown?

13        A    No.    I think I've kind of said it all.   I really

14   appreciate the work you all do for the County.    I think it is

15   amazing that we employees are afforded the opportunity to be

16   heard, whether we're right or wrong, by an outside third-party

17   Commission as yourselves.

18                    I do think that somehow even if I'm the first,

19   maybe there's a first for a reason.   I think that if -- if the

20   case is that the County can eliminate a position that is in

21   pendency of appeal because it's going to cause a problem for

22   somebody else, that that should not be allowable either by law

23   or by policy, that the employee should have a right to appeal

24   a position all the way to the end without fear of it just

25   being a budget action or oh, we don't like Carmella anymore;

                             TR-0259
                                                                     104

 1   let's just get rid of that position.     I don't think that's

 2   fair and it should not be legal.

 3                   And so I hope moving forward that, you know,

 4   some changes can come out of this.     And I hope to continue

 5   working in the County as long as possible doing the good job

 6   that I'm doing right now.    I've got since my demotion 32

 7   commendations that I feel very proud of, and I continue to

 8   work that hard every day so that I can continue to feel good

 9   about myself.

10                   MR. LOPEZ:   Madam Elliott, I'll pass the

11   witness.

12                    CROSS EXAMINATION BY DEFENDANT

13   BY MR. BROWN:

14        Q     The day of this mediation, I was the one who

15   negotiated for the County, wasn't I?

16        A     Yes, sir.

17        Q     And no County personnel was there, correct?

18        A     No, sir.

19        Q     And as you see throughout this, it states a number

20   of times that it's subject to the express approval of the

21   Bexar County Commissioners Court, correct?

22        A     Yes, sir.

23        Q     So it was clear that the power yet again all rested

24   with the Bexar County Commissioners Court?

25        A     Yes, sir.

                            TR-0260
                                                                       105

 1       Q      So we drew up something to offer, and the ultimate

 2   power decided not to accept it, correct?

 3        A     That's correct.

 4        Q     And that's the power they retain in creating and

 5   deleting positions as people testified to here.       They held

 6   that same power in deciding how the County's money is to be

 7   spent, and they decided not to accept what we drafted,

 8   correct?

 9        A     Yes, I believe so.   Yes.

10                   MR. BROWN:   That's all I have.

11                   MR. LOPEZ:   Nothing further, Your Honor.

12                   CHAIRPERSON ELLIOTT:   Ms. Guerrero, thank you.

13                   MS. GUERRERO:   Thank you.

14                   MR. LOPEZ:   Madam Elliott, the employee rests.

15                   CHAIRPERSON ELLIOTT:      Okay.

16                   MR. LOPEZ:   I'd like to reserve the opportunity

17   for a closing argument.

18                   CHAIRPERSON ELLIOTT:      Okay.   Mr. Brown?

19                   MR. BROWN:   Oh, I'm sorry.

20                   CHAIRPERSON ELLIOTT:      We're going to go to

21   closing arguments at this time.

22                   So Mr. Lopez?

23                   MR. LOPEZ:   Certainly.     I'm going to hand you

24   guys -- guys -- I apologize.    I'm going to hand you --

25                   CHAIRPERSON ELLIOTT:   The team.

                            TR-0261
                                                                    106

 1                   MS. ARRIAGA:     Thank you.

 2                   MR. LOPEZ:     The Bexar County Commissioners --

 3   Bexar County Civil Service Commission is a very, very

 4   important tribunal.   It was created years ago so that

 5   employees could have the ability to not be fired, demoted or

 6   take disciplinary action against them for no reason.

 7                   And there's cases that talk about exactly what

 8   Mr. Brown has been talking about.     This case -- and I've

 9   highlighted on the copy that I've given you -- what it talks

10   about is there it says that -- and this was a case with the

11   City, but it's the same rules.     And it says that when a

12   municipal corporation under the charter has the power to

13   create an ordinance, an office, it has the power to abolish it

14   of course.   That's what Clark -- Mr. Brown has been saying all

15   day.   They have the power to create.    Nobody else has the

16   power to create but Commissioners Court.

17                   But it says:     When Civil Service veterans and

18   preference laws are involved, the action of City Council must

19   be taken in good faith to affect an economy in the operations

20   or betterment of municipal service as there is no real

21   fundamental distinction between a lawful abolition of an

22   unnecessary position and discharge of a faithful employee in

23   violation of the rights secured to him by statute, and that

24   the latter cannot be concealed.

25                   And it goes further down and it says:     If the

                            TR-0262
                                                                         107

 1   attempt to abolish an office is merely coverable and the real

 2   objective is to legislate one out of office or a service

 3   position, the courts are not bound by the apparent form of

 4   action, but will disregard the pretense and be governed by the

 5   substance of the action.     Tenure office of Civil Service laws

 6   cannot be evaded by a sham or pretended abolishment of a

 7   position.

 8                     Our courts -- this is a court that -- a case

 9   that involves the City of San Antonio, right here in Bexar

10   County.     Somebody at the City was doing similar shenanigans,

11   adopted -- abolishing a position and saying we had the power

12   when they went to Civil Service.        But this case is exactly the

13   power that you have as a Commission.        It says yeah,

14   Commissioners Court makes jobs, creates jobs.        They have the

15   ultimate power like Mr. Brown has said.        But even that power

16   is not absolute.     They're not God.     No matter how much they

17   may think they are.

18                     Our laws, your commit -- you were appointed

19   precisely what this case says is that you have the ability to

20   look into why somebody is doing it.        Was it done unfairly?

21   Was it done for a pretense as a sham?        Or was it done, you

22   know, for a legitimate purpose?     And so when the County says,

23   you know, there's nothing you can do because Commissioners

24   Court is the only one that can do it, case law says

25   differently.     It says you have the power to review that

                              TR-0263
                                                                       108

 1   decision and come up to a different decision.

 2                   Now, I'm going to hand you another case here.

 3   This is an opinion from the Texas Attorney General's Office.

 4   And it's a good illustration of why you're necessary.      This is

 5   the case of the Attorney General Opinion JC-0529.      Here is the

 6   number.   Here's what's important here is that why was the

 7   Civil Service Commission and the legislation that established

 8   the Civil Service Commissions put into place?      And this is the

 9   legislative history and the reports of the legislature when

10   they put this rule and this law into place.

11                   And it says in here -- and I'm reading right in

12   the middle -- is that:    The prospect of losing a job if the

13   department head loses an election inevitably discourages

14   prospective employees.    The County and the legislature wanted

15   good, valuable skillful employees to come work for the County,

16   such as Ms. Guerrero.    21 years of service.

17                   The County is a big corporation.     They're a

18   big -- they're a big ticket entity, and they want to be run

19   and they want to be employing good people.      But good people

20   don't want to come work for the County if somebody loses an

21   election or you're going to be having to rely on Commissioners

22   Court to make political decisions.    You can't attract good

23   talent that way.   And the legislature determined that we need

24   to find a way that we can bring good people and they won't be

25   discouraged from working there because a department head or an

                              TR-0264
                                                                        109

 1   elected official is going to single them out and not take

 2   action.

 3                     That is the entire reason why the Commission,

 4   why you were put into place.     And that is you have the power

 5   to referee this type of dispute.     They want good people, they

 6   have good people, and they should not be able to go out there

 7   and eliminate her position just because she's got an appeal

 8   going or if they don't want her.     Our rules say that she has

 9   to only be demoted or fired for cause.     And that's what the

10   Commission and the legislature was intended to do is you step

11   in and protect good employees from political action or action

12   that is unlawful and does not have any merit.

13                     Precisely the evidence that you heard today

14   that you heard from Mr. Reyes.     He told you that it was

15   engineered that her position be deleted while her appeal was

16   pending before you.    They didn't give any budget reason.        It

17   wasn't numbers.    It wasn't, you know, a reduction in force.

18   It was Mr. Smith came and said hey, we got a problem with

19   Ms. Carmella; get rid of the job.     He didn't ask one question

20   and he helped do it.

21                     You also heard him testify about the way the

22   reduction in force happened.     She was the only one that had

23   any rights to the position; everybody else was frozen.       So

24   when the County says this was just a normal reduction in

25   force, this is a normal budget trying to save some money, it

                              TR-0265
                                                                       110

 1   wasn't.    That was not the case.    There was nobody in any of

 2   the 15 other positions.      She was the only one that had a

 3   right.    She had an appeal pending before you, and they

 4   eliminated that job while she had that appeal coming forward.

 5   So you heard from Mr. Reyes that it was a pretext, that they

 6   did it on purpose because she had this appeal going.

 7                    We heard Mr. Reyes testify as the budget

 8   officer that there was countless other situations where the

 9   County has taken steps to accommodate somebody, move them

10   around, pay them more, promoted them, transferred them,

11   brought them out of retirement.      So when the County says we

12   can't do anything because it's only Commissioners Court, it's

13   just not true.    It's just not true.    The County can do just

14   about anything they want.

15                    And, in fact, you know, we looked at the

16   Settlement Agreement.      The County was going to move her to

17   another level of promotion, was going to give her a bunch of

18   back pay, was going to give her, you know, a salary that she

19   was at.    So when the County says we can't do nothing, that's

20   just wrong.    They did.

21                    More importantly, and you heard from Ms. San

22   Miguel and you heard from Ms. Guerrero that if we're not going

23   to follow the Commissions rules, then we've got to ask why do

24   we even have them?    And we believe that under this policy that

25   Ms. Guerrero has the ability to get relief from you.       You can

                                TR-0266
                                                                       111

 1   reinstate her, award her her back pay, put her at her former

 2   salary.   And if when she goes with that order to Ms. Mares and

 3   Ms. Mares says can't do it, Carmella; we deleted your

 4   position, then this policy takes effect.    Even if you cannot

 5   put her in a position that has been deleted, she still should

 6   get her salary just like you ordered.

 7                   Now, it was interesting the history of this

 8   Number 17.   Basically, Ms. San Miguel said that people like

 9   you were sitting donating your time to service on this

10   Commission, were spending your days when you could be working

11   legislating and making decisions over these employees.      And

12   when you ordered something, that basically what the department

13   heads and the Commissioners Court were doing they're saying

14   Ms. Elliott, here's your order of reinstatement, we don't have

15   to listen to it.    We're Commissioners Court; we can do

16   anything we want.    This policy was put into place precisely

17   for that reason.    Because what you do is important, it has

18   meaning and it should be binding, and the department heads

19   should not be able to just put those orders in the trash and

20   disregard what you're doing.

21                   We believe that the evidence is clear that

22   she's entitled to her back pay.    We believe that she's

23   entitled to her former salary with all of the raises.      We

24   believe that she's entitled to that whether or not Ms. Mares

25   takes her back into her position because the policy so allows.

                             TR-0267
                                                                      112

 1                   So we're asking you to reinstate her to her E11

 2   position with full back pay and salary, salary of $94,214.00.

 3   You saw how she calculated it.     We believe that she's entitled

 4   to an additional $93,198.00 in back pay because she put

 5   straight through how she calculated in those amounts.      And if

 6   Ms. Mares says I can't take you back because I deleted that

 7   job, she's still fully entitled to those amounts and to

 8   continue to do whatever job.     Just like Ms. Abundis.   She

 9   could stay in her E5 job, because that's what the policy says;

10   she just needs to be paid at that amount and be put that

11   amount in the back pay.

12                   You have the power.    We're here on a unique

13   case.   We've given you a lot of legal arguments and we've

14   cited a bunch of rules.   I've given you case law and sound

15   somewhat like a lawyer.   But you don't need to be a lawyer to

16   really look at this case and to come up with any other

17   decision other than this is unfair.     This is -- this is not

18   how the County -- how anybody should treat a 21-year veteran

19   at a company or an organization or the County.     Demote them

20   for no good reason, delete that job while she has an appeal.

21   It's just unfair.

22                   I think that if we went outside, you know, with

23   a, you know, with an i-phone and we interviewed 100 people, I

24   think 101 of those 100 people would say this is wrong, this is

25   unfair, and it should not be allowed.     If you allow that to

                            TR-0268
                                                                        113

 1   happen to Ms. Guerrero, the power and the ability of employees

 2   to be able to rely on the Commission for their day in court is

 3   going to be weakened if not fatally, fatally taken away.

 4                   Thank you.

 5                   CHAIRPERSON ELLIOTT:    Mr. Brown.

 6                   MR. BROWN:   Well, we are bound by rules and we

 7   are bound by the law and we are bound by court cases that say

 8   only the Commissioners Court can create a position.       We had

 9   witnesses come in here one after the other.     Henry Reyes who

10   obviously had a bone to pick with David Smith.       That's why he

11   left immediately.   He had no testimony that this Civil Service

12   Commission has ever ordered someone put into an eliminated

13   position.   He testified that things have happened where David

14   Smith has recommended yeah, we move this person here for one

15   reason, we do this to that person.     But at the end, his

16   testimony was those are only recommendations, and the only

17   people that can do it are the Commissioners Court.       He never

18   testified that you had ordered it or that he had not

19   unilaterally ordered -- David Smith had not unilaterally.          At

20   the end of the day, he said only the Commissioners Court can

21   create or delete a position.

22                   Ms. Abundis, she testified she never even got

23   before this Commission to have the position where Ms. Guerrero

24   was in for you to order her back to her position.       So her

25   facts aren't even remotely similar to this one.

                            TR-0269
                                                                      114

 1                   We have Andrea San Miguel who came in and was

 2   hesitant, but she admitted that this Commission has never

 3   been -- has never created a position or they ordered someone

 4   back into an eliminated position.     And she agreed that only

 5   the Commissioners Court can create or eliminate a position.

 6   She said this situation is unique because it hasn't happened

 7   before, but she didn't say it couldn't happen; just that it's

 8   only come up one time.

 9                   She also agreed that if Ms. Guerrero was put in

10   the position that you put her in at the end of the last

11   hearing, but if you hadn't taken the one step and say and

12   she's back in her -- to an E5 position, she would have no job

13   today, because that position is gone, and the County would

14   have found perfect grounds to say okay, you're reinstated to

15   an eliminated position.     Thank you for working for us; you

16   don't have a job anymore.     And you would not have the power to

17   go against the Commissioners Court and say no, you need to

18   recreate a position for her even though you eliminated it.

19                   And all this stuff about how well, they

20   eliminated one position to get her, and the other 15 didn't

21   have people in them.     Her position didn't have a person in it.

22   It was eliminated and it was just as empty as the other

23   positions.   So your original order actually gave more relief

24   than she was probably entitled to by ordering that she stay an

25   E5.   The order that should have been entered or can be entered

                              TR-0270
                                                                    115

 1   now is the most relief you could have given was you get your

 2   back pay because we don't think you should have been demoted,

 3   you get your back pay up to the date that position was

 4   eliminated, and you're in the position you would have been in

 5   the day the position was eliminated, which means you don't

 6   have a job anymore.   Instead you gave her a job because you

 7   knew you couldn't create a position that had been eliminated.

 8                   They rely on Rule 7.6.14 which has absolutely

 9   zero applicability here.   That rule is in the instance where

10   it has to be where a job exists to put a person in, because

11   you go back to the other rule in my brief of all the cases

12   that say you can't create a position.   7.6.14 has to work in

13   unison with the other rules that say you can't create

14   positions, but if there's no position there, you can't

15   reinstate her to one that doesn't exist.   Those work together.

16                   And so when they say well, ignore the fact that

17   the position is gone; you just order her back to somewhere

18   that doesn't exist and make Ms. Mares pay her all the money

19   she would have been paid, that makes no sense and it would

20   be -- it would make no sense for the County to operate that

21   way.   For any employee that loses a job through attrition or

22   through eliminated positions to be able to come in here and

23   come up with some grievance and say well, the true reason was

24   they didn't like me, and have this Commission be able to say

25   yep, Commissioners Court, we're going to order her back.     You

                            TR-0271
                                                                        116

 1   may not have a position.     You need to create one and you need

 2   to keep paying her at the salary she had.     That is well beyond

 3   the power of this Commission or the court.

 4                     And as I said, they brought this to Judge

 5   Sakai.   And they thought that this -- they brought a Summary

 6   Judgment to Judge Sakai.     Judge Sakai looked at every issue

 7   they've talked about here today.     He looked at 7.6.14, he

 8   looked at whether they can create jobs and give her her

 9   position back, he looked at the County Commissioners and

10   whether they have the sole authority to create jobs, and he

11   looked at whether you have the authority to create jobs and

12   order her back to a position that's been eliminated.       They

13   filed that in their Summary Judgment.

14                     He reviewed it, he denied it entirely.    He

15   found nothing that they argued was something that would

16   support him changing the decision you made.     The only relief

17   he gave her was to send her back here and have another bite at

18   the apple to try to convince you that you can do something

19   that you can't.    And there's been no evidence presented that

20   shows that you should change that original position.       Other

21   than -- if you're going to change that original order, it

22   should be ordered that she's now back in her eliminated

23   position and she no longer has a job at Bexar County.

24                     And it's -- oh, and the final thing they bring

25   up is this settlement.     The settlement emphasizes beyond

                              TR-0272
                                                                       117

 1   anything that the Commissioners control what we do.    We

 2   negotiated a settlement, we went to the Commissioners and we

 3   said here's a settlement we've come up with.    We're bringing

 4   it to you because only you can decide.    No one else can decide

 5   whether to accept this and create a position or transfer her

 6   to an old position.    They would have had to create a position,

 7   Commissioners Court, accept our offer to pay her back pay and

 8   attorney's fees.    They looked at it, they reviewed it in

 9   executive session, and they said no, we're not doing that.        We

10   have the power to and we're not exercising that power.       We

11   have the sole power to do that and we're not exercising that

12   power.    And so the Commissioners have all along stuck by your

13   ruling and haven't challenged that.    They've upheld what you

14   ruled the first time as has every judge that's looked at it.

15                    So we would ask that you uphold your original

16   ruling, you find nothing here has changed your mind.     The law

17   certainly hasn't changed in three or four or for a hundred

18   years.    And that you either reinstate your original ruling or

19   reinstate -- or instate a ruling that says we reverse your

20   demotion, you got your back pay to when your position was

21   eliminated, and erase the part that she remains at an E5

22   position, and simply let her be in a position she would have

23   been in had the eliminated position existed.

24                    So I think those are the only two options you

25   have.    You opted for the lesser of the two the first time.

                             TR-0273
                                                                      118

 1   But I think those are the only two options and orders you can

 2   make based on the law and what's been presented to you today.

 3                   MR. LOPEZ:    I've just got one brief response is

 4   we were set for trial before Judge Sakai.      We hadn't had -- we

 5   had not had a trial before Judge Sakai.      So any talk of a

 6   Summary Judgment Motion is just -- is just nonsense.      You

 7   know, and shouldn't bear on anything, because Peter Sakai --

 8   Judge Peter Sakai was going to have a trial on this.      However,

 9   Judge Sakai determined that hearing the evidence that we

10   presented, he said this needs to go back to the Commission,

11   because, Ms. Guerrero, you have material, important evidence

12   that would allow them to change their minds to change their

13   order -- because --

14                   MR. BROWN:    Are you representing that you

15   didn't file a Summary Judgment, I didn't respond to it and the

16   judge denied -- did not issue an order denying it?

17                   MR. LOPEZ:    Ms. Elliott, I would ask that I be

18   allowed to --

19                   MR. BROWN:    Speak the truth?

20                   MR. LOPEZ:    -- to finish -- to finish without

21   Mr. Brown interrupting me.

22                   I didn't say we didn't file a Motion for

23   Summary Judgment.     I'm saying that we had -- we had a trial

24   setting, and before that trial setting, Judge Sakai --

25                   MR. BROWN:    Ruled on it.

                              TR-0274
                                                                       119

 1                  MR. LOPEZ:   -- sent us back here.

 2                  MR. BROWN:   No.   That's a misrepresentation.

 3                  MR. LOPEZ:   That is not true.

 4                  CHAIRPERSON ELLIOTT:      Gentlemen, if you all

 5   will address Commission.

 6                  Mr. Lopez, if you'll be brief.

 7                  MR. LOPEZ:   Certainly.     This case before it

 8   came to you was still set for trial.     There was a Motion for

 9   Summary Judgment that was filed, but before we had a trial

10   before a judge, he sent it back to you because he found that

11   there was material evidence that you heard that could be a

12   basis for you to change your mind.

13                  And we're asking you that after that evidence

14   and the unfairness of this case that you should change and

15   reward the relief that Ms. Guerrero is entitled to.

16                  MR. BROWN:   If I could respond the truth.        An

17   order deny -- it's in my package.    Order Denying Plaintiff's

18   Motion for Summary Judgment, April 17th, 2014.     He doesn't say

19   I'm not ruling; he absolutely denies the whole thing.     He did

20   not send us back here before that ruling.     He sent us back

21   here after they asked for it following denial of the Motion

22   for Summary Judgment.   He sent us back here on May 17th, 2014.

23   So that representation is 100 percent false.

24                  MR. LOPEZ:   You need to stop pointing at me.

25                  MR. BROWN:   No, I don't.

                             TR-0275
                                                                     120

 1                  CHAIRPERSON ELLIOTT:    Gentlemen --

 2                  MR. BROWN:   Absolutely false.

 3                  CHAIRPERSON ELLIOTT:    -- at this time we will

 4   stop with the closing arguments.

 5                  It is now 11:35.    At this time we will go into

 6   executive session pursuant to Chapter 551 of the Texas

 7   Government Code.

 8                  Thank you.   We ask all the parties to exit at

 9   this time and we will reconvene when we are done with

10   executive session.

11                  MR. LOPEZ:   Thank you, ma'am.

12                  CHAIRPERSON ELLIOTT:    Thank you.

13                  (Short break).

14                  CHAIRPERSON ELLIOTT:    Okay.    At this time it is

15   now 11:55, and we are returning from executive session.

16                  At this time I'll ask that we call for a

17   motion.

18                  COMMISSIONER GIMBLET:    By unanimous decision,

19   the Civil Service Board has decided to uphold the decision

20   ordered on April 26th, 2012 in connection with Case Number

21   10-BCCS-022.

22                  CHAIRPERSON ELLIOTT:    Do we have a second?

23                  COMMISSIONER ARRIAGA:    And I second that

24   motion.

25                  CHAIRPERSON ELLIOTT:    And we'll vote.    All

                           TR-0276
                                                                      121

 1   those in favor of this decision vote yes by saying aye.

 2                     COMMISSIONER GIMBLET:    Aye.

 3                     COMMISSIONER ARRIAGA:    Aye.

 4                     CHAIRPERSON ELLIOTT:    Okay.   Time is now

 5   12:57 -- 11:57.    Excuse me.

 6                     I appreciate both parties going through this

 7   process.

 8                     Ms. Guerrero we continue to wish you well.

 9                     MS. GUERRERO:   Thank you.

10                     END OF PROCEEDINGS.

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

                              TR-0277
                                                                        122

 1                        CAUSE NO. 2012-CI-08758

 2   CARMELLA GUERRERO,                   )   IN THE DISTRICT COURT
             Plaintiff                    )
 3                                        )
                                          )   225th JUDICIAL DISTRICT
 4   vs.                                  )
                                          )
 5   INFORMATION TECHNOLOGY               )
     DEPARTMENT,                          )
 6   BEXAR COUNTY, TEXAS,                 )
             Defendant                    )   BEXAR COUNTY, TEXAS
 7
                              * * * * * * * * * * *
 8                               NO. 10-BCCS-002

 9   CARMELLA GUERRERO,                   )
             Employee                     )
10                                        )   BEXAR COUNTY
                                          )   CIVIL SERVICE COMMISSION
11   vs.                                  )
                                          )   BEXAR COUNTY, TEXAS
12   INFORMATION TECHNOLOGY               )
     DEPARTMENT,                          )
13   BEXAR COUNTY, TEXAS,                 )
             Department.                  )
14

15                            REPORTER'S CERTIFICATE

16   STATE OF TEXAS       )

17   COUNTY OF BEXAR      )

18         I, DAWN FLIPPIN, Certified Shorthand Reporter in and for

19   the State of Texas, do hereby certify that the above and

20   foregoing transcript contains a true and correct transcription

21   of an audio recorded Bexar County Civil Service Commission

22   hearing held on August 21, 2014 in Cause Number 2012-CI-08758,

23   which recording was transcribed by me by stenographic means to

24   typewritten form to the best of my ability.

25

                                TR-0278
                                                                  123

 1        I further certify that I am neither counsel for, related

 2   to, nor employed by any of the parties or attorneys in the

 3   action in which this proceeding was taken, and further that I

 4   am not financially or otherwise interested in the outcome of

 5   the action.

 6        Sworn to by me this 17th day of September, 2014.

 7

 8

 9

10
                              _____________________________
11                            DAWN FLIPPIN, CSR #4045
                              Expiration Date: 12-31-15
12
                              DAWN FLIPPIN, CSR
13                            200 Alcalde Moreno
                              San Antonio, Texas 78232
14                            210.383.2290
                              df-fiorino1046@att.net
15

16

17

18

19

20

21

22

23

24

25

                           TR-0279
TR-0280
TR-0281
TR-0282
TR-0283
TR-0284
TR-0285
TR-0286
TR-0287
TR-0288
TR-0289
TR-0290
TR-0291
TR-0292
TR-0293
TR-0294
TR-0295
TR-0296
TR-0297
TR-0298
TR-0299
TR-0300
TR-0301
TR-0302
TR-0303
TR-0304
TR-0305
TR-0306
TR-0307
TR-0308
TR-0309
TR-0310
TR-0311
TR-0312
TR-0313
TR-0314
TR-0315
TR-0316
TR-0317
TR-0318
TR-0319
TR-0320
TR-0321
TR-0322
TR-0323
TR-0324
TR-0325
TR-0326
TR-0327
TR-0328
TR-0329
TR-0330
TR-0331
TR-0332
TR-0333
TR-0334
TR-0335
TR-0336
TR-0337
TR-0338
TR-0339
TR-0340
TR-0341
TR-0342
TR-0343
TR-0344
TR-0345
FILED
9/2/2014 1:52:57 PM
Donna Kay McKinney
Bexar County District Clerk
Accepted By: Brenda Carrillo                               2012CI08758
                                              CAUSE NO. 2012-CI-8758

              CARMELLA GUERRERO,                            §         IN THE DISTRICT COURT
                 Plaintiff,                                 §
                                                            §
              VS.                                           §         225TH JUDICIAL DISTRICT
                                                            §
              BEXAR COUNTY CIVIL SERVICE                    §
              COMMISSION,                                   §
                  Defendant.                                §         OF BEXAR COUNTY, TEXAS

                NOTICE OF FILING OF BEXAR COUNTY CIVIL SERVICE COMMISSION ORDER

                       Defendant, Bexar County Civil Service Commission files the attached Order of the

              Commission per the Order issued May 7, 2014 by the Honorable Peter Sakai.

                                                        Respectfully submitted,

                                                        /s/Clarkson F. Brown
                                                        Clarkson F. Brown
                                                        State Bar No. 00798082
                                                        Assistant Criminal District Attorney
                                                         - Civil Division
                                                        300 Dolorosa, Suite 5049
                                                        San Antonio, Texas 78205-3030
                                                        Telephone: (210) 335-3918
                                                        Telecopier: (210) 335-2151
                                                        cbrown@bexar.org
                                                        ATTORNEY FOR DEFENDANT

                                                      TR-0346
                               CERTIFICATE OF SERVICE

       I hereby certify that a true and correct copy of the above and foregoing instrument has

been filed electronically on September 2, 2014 and service on the following will be made by the

filing system via email:

Orlando R. Lopez
The Lopez Law Firm
719 S. Flores, Suite 100
San Antonio, TX 78215
210-472-2100
210-472-2101 fax
olopez@lopezscott.com
Attorney for Plaintiff

                                                   /s/Clarkson F. Brown
                                                   Clarkson F. Brown

                                              2

                                         TR-0347
TR-0348
TR-0349
TR-0350
TR-0351
                                                               Exhibit'“C*1”

                     Human Resources Policies
                             Table of Contents

7.0   Introduction

7.1   Employment
      7.1.01           Equal Employment Opportunity
      7.1.02           Pre-employment Screening
      7.1.03           In-Processing New Employees
      7.1.04           County Identification Cards
      7.1.05           Nepotism
      7.1.06           Out-Processing Exiting Employees
      7.1.07           Americans with Disabilities Act (ADA)

7.2   Compensation
      7.2.01           Paydays
      7.2.02           FLSA, Compensatory and Discretionary Time
      7.2.03           Creating Positions
      7.2.04           Position Descriptions
      7.2.05           Filling Vacancies
      7.2.06           Promotions and Temporary Promotions
      7.2.07           Position Classifications and Requests for Changes
      7.2.08           Transfers
      7.2.09           Personnel Status Change Request (Status Form)
      7.2.10           Longevity Pay
      7.2.11           Demotion

                                           1
!
                                   TR-0352
7.3   Benefits Policies

      7.3.01              Benefits Programs
      7.3.02              Retirement
      7.3.03              Family and Medical Leave Act
      7.3.04              Worker’s Compensation
      7.3.05              Modified Duty
      7.3.06              Voluntary Reduced Time Schedules
      7.3.07              Employee Assistance Program
      7.3.08              Flexible Spending Accounts
      7.3.09              VIA Transport Program

7.4   Employment Leave Benefits
      7.4.01              Administering Leave
      7.4.02              Vacation or Annual Leave
      7.4.03              Sick Leave
      7.4.04              Administrative Leave
      7.4.05              Bereavement (Funeral Leave)
      7.4.06              Military Leave
      7.4.07              Jury and Witness Duty Leave
      7.4.08              Unauthorized Absence
      7.4.09              County Holidays
      7.4.10              Sick Leave Pool

7.5   Employee Conduct
      7.5.01              General Conduct
      7.5.02              Sexual Harassment
      7.5.03              Drug and Alcohol-Free Workplace
      7.5.04              Confidentiality
      7.5.05              Political Activity
      7.5.06              Use of Government Property

                                               2
!
                                       TR-0353
7.6   Civil Service Commission Rules and Regulations
      7.6.01           Introduction
      7.6.02           Application of Civil Service Rules
      7.6.03           Office and Department Policies
      7.6.04           Sensitive and Excluded Positions
      7.6.05           Change in Civil Service Status
      7.6.06           Probation Periods
      7.6.07           Posting Requirements for Vacancies
      7.6.08           Certification of Position Descriptions
      7.6.09           Reasons for Discipline
      7.6.10           Progressive Discipline
      7.6.11           Disciplinary Actions
      7.6.12           Investigative Administrative Leave
      7.6.13           Personal Grievances
      7.6.14           Suspension, Demotion, Termination – Appeal and Hearing
      7.6.15           Fitness for Duty Evaluation

7.7   Workforce Development

      7.7.01           Performance Appraisal
      7.7.02           Training and Development Program
      7.7.03           Tuition Reimbursement

                                           3
!
                                      TR-0354
                                       Introduction
Policy Number: 7.0.0
Effective Date: January 1, 2007

The Human Resources Policies and Procedures contained herein summarize the personnel
policies and procedures for all employees of Bexar County.

Nothing in these Policies and Procedures is intended to create a contract, either expressed or
implied, between Bexar County and its employees for either employment or any benefit. All of
the Policies and Procedures herein are subject to the continuing approval of Bexar County
Commissioners Court. If any ambiguity arises as to the meaning or interpretation of these
Policies and Procedures, the ambiguity is resolved in favor of the County.

The Policies and Procedures shall apply to all pertinent situations from the time of its adoption.
Commissioners Court may alter, eliminate, or add to any of the provisions of the Policies and
Procedures at any time and for any reason, and such alterations, eliminations, or additions shall
apply to all pertinent situations from the time of their inception.

For those offices and departments that may be governed by a separate board or appointed
authority, these Policies and Procedures will serve as a guideline unless the appropriate
authority elects to bind its employees to these policies.

The Policies and Procedures will be available to all employees on the Bexar County Intranet,
and a printed copy of the Policies and Procedures will be maintained by the Human Resources
Division.

                                                4
!
                                           TR-0355
                                    !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

                         Employment Policies

7.6.01              Equal Employment Opportunities

7.6.02              Pre-Employment Screening

7.6.03              In-Processing New Employees

7.6.04              County Identification Cards

7.6.05              Nepotism

7.6.06              Out-Processing Exiting Employees

7.6.07              Americans with Disabilities Act (ADA)

                                    5
!
                               TR-0356
                                       Policy No. 7.1.01

                            Equal Employment Opportunities

Effective Date: September 1, 2009
Bexar County provides equal employment opportunities (EEO) to all employees and applicants
for employment without regard to race, color, ethnicity, national origin, citizenship, gender, age,
religion, political affiliation or beliefs, physical or mental disability, pregnancy status, veteran
status, or any non-merit factor (except where such is a bona fide occupational qualification) in
accordance with applicable federal, state, and local laws governing non-discrimination in
employment.

This policy applies to all terms and conditions of employment, including, but not limited to,
recruitment, hiring, selection, placement, promotion, demotion, termination, layoff, rehire,
benefits, transfer, leaves of absences, compensation, and training.

Bexar County expressly prohibits any form of unlawful employee harassment based on race,
color, religion, gender, national origin, age, disability, pregnancy status, or veteran status.
Improper interference with the ability of County employees to perform their expected job duties
is absolutely not tolerated.

The County’s designated person for issues concerning Equal Employment Opportunity is the HR
Manager. The HR Manager can be contacted at 211 S. Flores Street San Antonio, TX. 78204,
(210) 335-2545.

A Workforce Report and an Equal Employment Opportunity Plan and Policy are completed by
the Human Resource Department staff biannually. A copy of the report is issued to offices and
departments along with appropriate guidelines to assist hiring authorities in reaffirming the
County’s commitment to providing equal opportunity to all employees and applicants.

                                                 6
!
                                            TR-0357
!

                                        Policy No. 7.1.02

                                 Pre-Employment Screening

Effective Date: January 1, 2007
In order to create a safe and secure workplace and to ensure that Bexar County employees are
qualified to perform the jobs for which the County hires them, the County will conduct pre-
employment screening for all employees.

Verification of Eligibility to Work in the United States
(Immigration Reform & Control Act of 1986)
The County requires the verification of eligibility for all employees to work in the United States.
All new employees must complete an I-9 Form and provide proof of employment eligibility.
Human Resources will ensure that all new employees complete an I-9 Form and provide proof of
employment eligibility as required by the I-9 Form. Acceptable forms of proof of employment
eligibility are provided on the I-9 Form and include birth certificate, social security card, driver’s
license or student identification card.

Failure to Provide Proof of Employment Eligibility
If an employee cannot present proof of eligibility to Human Resources on the employee’s first
day of employment or within three (3) days of employment, then proof of application for the
documents must be presented to Human Resources within three (3) working days. If an
employee submits proof of application, the grace period will be extended to 90 days. At the end
of 90 days, proof of eligibility must be presented. If not, failure to provide the documentation as
required under the Immigration Reform & Control Act of 1986 will result in immediate dismissal.
Any material misrepresentation of facts or failure to report pertinent data on the application form
will also result in immediate dismissal.

Pre-Employment Physical
Prior to beginning employment, all employees must be scheduled for a pre-employment
physical. Offices and departments must contact the Human Resources Division to schedule pre-
employment physicals for all employees.

Pre-employment physicals are conducted through an external agency. An employee who does not
successfully complete the pre-employment physical may not continue with in-processing procedures.

                                                  7
!
                                            TR-0358
Professional License and Educational Checks
When a position requires an employee to have a professional license or certification in order to perform
the job, Human Resources is available to assist in verifying such license or certification at the request of
the hiring office or department.

Mandatory Drug Screening for Safety-Sensitive Positions

Employees filling safety-sensitive positions are required to submit to a controlled substance test
and alcohol test prior to filling the position. Safety-sensitive positions are identified as such on
the applicable position description for each office and department. The hiring office or
department must inform applicants and employees if they are being considered for a safety-
sensitive position. Any applicant for a safety-sensitive position who refuses to submit to a drug
screening is disqualified from employment with Bexar County.

Other Pre-Screening Checks
Any other pre-screening checks, such as a criminal background check or a motor vehicle record
check, will be conducted at the discretion of the hiring office or department.

                                                     8
!
                                               TR-0359
                                     Policy No. 7.1.03

                             In-Processing New Employees

Effective Date: January 1, 2007
Bexar County wants to ensure that all newly hired and re-employed individuals are promptly
informed about the County’s benefits program and human resources policies and procedures.
To avoid any unnecessary delay in signing up for benefits and providing all required payroll
information, the hiring office or department must ensure that all new employees report to
Human Resources on their first day of work. The hiring office or department must ensure that
the employee presents the original status form to Human Resources on their first day of work.

During in-processing, Human Resources will provide the employee with information relating to
the County’s benefits programs and insurance enrollment forms, as well as payroll information
regarding retirement, social security, withholding taxes and other related information. The
employee’s photograph will be taken at that time to be placed in the employee’s file maintained
by Human Resources and used for a County Identification Card, unless the hiring office or
department produces a separate Identification Card.

The hiring office or department should inform the employee if there are additional in-processing
procedures that will take place within the office or department.

Employee Orientation
The County expects that all offices and departments will encourage new employees to attend
Employee Orientation provided by Human Resources. At Orientation, employees will learn
about the history of Bexar County, County personnel policies and procedures, applicable state
and federal laws, safety and security awareness, computer security policies, and other
employee programs offered by the County. Enrollment for insurance coverage will also take
place during employee orientation to ensure that new employees do not lose their opportunity to
enroll in insurance programs.

An orientation date will be provided to the employee at the time of in-processing. Offices and
departments m ust contact Human Resources to schedule employees for orientation.

                                               9
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                                          TR-0360
                                      Policy No. 7.1.04

                               County Identification Cards

Effective Date: January 1, 2007
In order to create a safe and secure workplace, Bexar County provides photo identification
cards for all employees. Each employee is required to carry their County Identification Card
(“ID card”) and have it readily available during working hours for presentation at security check
points or when asked to produce identification.

                   ! Employees shall not give or lend this card to another individual.

                   ! It is a violation of policy to use this ID card to allow another
                      person entry or exit from County buildings or other County
                      property.

ID cards are furnished by Human Resources. Human Resources will photograph all new
employees and prepare the ID cards. A copy of the photograph will be kept in their personnel
file maintained by Human Resources.

Office and departments which provide their own identification cards shall notify Human
Resources to prevent duplicate cards from being made and issued.

Replacing Lost/Damages Cards
A new ID card will be issued at no cost when the original card is damaged and returned. A fee
will be charged to replace lost or stolen ID cards. If a new ID card is issued and the old card
is recovered, the old card must be surrendered to the Human Resources Division.

                                               10
!
                                          TR-0361
                                     Policy No. 7.1.05

                                          Nepotism

Effective Date: January 1, 2007
No person may work in an office or department where he or she would be related to the
department head, elected/appointed official or supervisor within the second degree of affinity
(marriage) or within the third degree of consanguinity (blood relation) who will be directly or
indirectly under his/her supervision. This paragraph is consistent with the standards set out by
Texas State law (V.T.C.A. Government Code Chapter 573 “Degrees of Relationship: Nepotism
Prohibitions”).

An employee’s relative in the first degree includes parents and children. An employee’s relative
within the second degree includes brothers, sisters, grandparents and grandchildren. An
employee’s relative within the third degree includes great-grandparents, great-grandchild, an
aunt who is a sister of a parent of the employee, an uncle who is a brother of a parent of the
employee, a nephew who is a child of a brother or sister of the employee, or a niece who is a
child of a brother or sister of the employee Each individual office and department will be
responsible for addressing violations of nepotism and preventing occurrences.
!

                                              11
!
                                          TR-0362
                                       Policy No. 7.1.06

                           Out-Processing Exiting Employees

Effective Date: January 1, 2007
Upon separation from employment with Bexar County under any circumstance, offices and
departments shall ensure that employees turn in all County property and equipment (e.g., keys,
car, cellular phone, computer, pager, radio, identification cards, etc.) that they have in their
custody before receiving their final pay. If applicable, the property and equipment collected shall
be returned to the office or department from which it was issued. The County will take all
necessary steps to collect any money owed by the employee and to obtain the return of County
property and equipment.

Exit Survey
Upon separating from employment with Bexar County, offices and departments may direct their
employees to the Human Resources Division to conduct an exit survey. Information obtained
from the exit survey is used to improve working conditions and retain employees.

                                                12
!
                                           TR-0363
                                       Policy No. 7.1.07

                         Americans with Disabilities Act (ADA)

Effective Date: September 1, 2009
It is the policy of Bexar County to abide by all provisions of the Americans with Disabilities Act.
Bexar County will not discriminate against any individual who satisfies the skill, experience,
education, and other job-related requirements of the position sought or held, and can perform
the primary job tasks of the position, with or without reasonable accommodation.

 No mental or physical disability will be considered as a factor in satisfactorily performing a
job/task except for those which are critical to the performance of such task.

The County Human Resource Manager acts as the ADA Coordinator for all employment related
(Title I) ADA issues. The ADA Coordinator can be contacted at 211 S. Flores Street, San
Antonio, Texas 78204, (210)335-2545.

ADA issues related to public access (Title II) are addressed in Bexar County Administrative
Policy 2.7.01, ADA Notice and Complaint Procedure.
!

                                                13
!
                                           TR-0364
                                        !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

                        Compensation Policies

7.2.01              Paydays

7.2.02              FLSA, Compensatory and Discretionary Time

7.2.03              Creating Positions

7.2.04              Position Descriptions

7.2.05              Filling Vacancies

7.2.06              Promotion and Temporary Promotion

7.2.07              Position Classifications and Requests for Changes

7.2.08              Transfers

7.2.09              Personnel Status Change Request (Status Forms)

7.2.10              Longevity Pay

7.2.11              Demotion

                                    14
!
                                TR-0365
!

                                       Policy No. 7.2.01
                                            Paydays

Effective Date: January 1, 2007
Pay checks or Notifications of Deposit (for those with direct bank deposit) for employees are
distributed to the offices and departments on the 15th and the last day of each month. If the 15th
or the last day of the month falls in a Saturday, Sunday or County holiday, pay checks or
notifications of deposit will be distributed on the last workday prior to that day. For example, if
the 15th falls on a Saturday, them the payday will be on Friday, the 14th. If the last day of the
month falls on a Monday which is a County holiday, then the payday is the previous Friday.

Changes to Pay, Withholding Exemptions, Direct Deposit

Employees are required to immediately report any error of underpayment or overpayment in
their pay to the County Auditor’s Office.

Any changes in federal withholding exemptions or direct deposit information should be made
with the County Auditor’s Office.

                                                15
!
                                           TR-0366
!

                                      Policy No. 7.2.02
                     FLSA, Compensation & Discretionary Time

Effective Date: January 1, 2007
                (Revised July 10, 2007)
The Fair Labor Standards Act (FLSA) is administered by the Department of Labor to prescribe
standards for the basic minimum wage and overtime pay.

Definitions
Non-Exempt Positions- Positions that do not meet the criteria under the FLSA standard
exemption test to be determined an exempt position.
Exempt Positions – Positions determined to be a bona fide Executive, Professional,
Administrative or Computer position as determined by the FLSA exemption tests.
FLSA time- For employees in non-exempt positions, overtime hours for each period of time
actually worked in excess of forty (40) hours in a workweek.
Compensatory time – For employees in non-exempt positions, overtime hours in a workweek
that do not exceed forty (40) hours actually worked for that week.
Discretionary time – For employees in exempt positions, overtime hours worked in excess of
the scheduled number of hours for that workweek.

Non-Exempt Positions-FLSA and Compensatory Time
All full-time regular employees are required to work no more than 40 hours a week except in
cases of emergency as determined by each office and department. The FLSA considers all
positions non-exempt unless the position is exempted by an FLSA exemption test. The
Planning and Resource Management Department (PRM) determines the FLSA status following
the FLSA standard exemption tests for each position.

Overtime hours are calculated according to the exemption status. For employees in non-exempt
positions, time shall be calculated as follows.

    ! Time and one half (1 ½) for each period of time actually worked in excess of forty (40)
      hours in a workweek. This time is accrued as FLSA time.

       Example: An employee in a non-exempt position works 42 hours in a 40 hour workweek.
       The two additional hours will be adjusted by 1 ½ for a total of three hours, or, three hours
       FLSA time.

    ! Any overtime hours worked in a workweek that do not exceed 40 hours actually worked
      will be calculated on an hour-for-hour basis and is accrued as Compensatory time.

                                                16
!
                                           TR-0367
       Example: An employee in a non-exempt position works an additional hour on Monday
       for a total of nine hours that day. The employee works eight hour days on Tuesday,
       Wednesday and Thursday for a total of 33 hours Monday through Thursday. The
       employee utilizes available accrued leave on Friday. The overtime worked on Monday is
       credited as one hour compensatory time. It does not qualify as FLSA time since actual
       hours worked in the week was less than 40 hours.

Maximum Accrual
The maximum accrual of FLSA time for employees in non-exempt positions is 240 hours (160
overtime hours worked). Employees in non-exempt public safety positions may accrue up to 480
hours of FLSA time (320 overtime hours worked). Employees with FLSA time over the maximum
accrual are eligible for payment of the excess amount.

Reporting FLSA Accruals
In order to assess the number of non-exempt employees approaching the maximum FLSA
accrual limit, each month an FLSA report will be submitted to Commissioners Court identifying
non-exempt employees with accrued FLSA balances between 199 and 240 hours for non-public
safety positions and balances between 439 and 480 hours for public safety positions. Offices
and departments with employees approaching the maximum FLSA limits are encouraged to take
appropriate action to reduce such balances.

Separation- Employees in Non-Exempt Positions
Employees in non-exempt positions who retire, resign or otherwise separate employment with
Bexar County are eligible to be paid for their FLSA and Compensatory time at the time of
separation. Employees in non-exempt positions may request to use their FLSA time and
compensatory time balances, upon notice of separation, immediately prior to their last day of
employment if approved by the office or department , but in no event will more than 240 hours of
accrued FLSA and compensatory time be permitted to be used at separation.

Exempt Position and Discretionary Time
The Human Resource department determines the FLSA status following the FLSA standard
exemption tests for each position. Employees in exempt positions are not eligible to earn
compensatory or FLSA time. Time actually worked in excess of the scheduled number of hours
per workweek by an employee in an exempt position is called discretionary time and is earned
on an hour-for-hour basis.

For employees in exempt positions, time shall be calculated as follows:

                                               17
!
                                          TR-0368
    ! Any overtime hours worked in excess of the scheduled number of hours for that
      workweek will be calculated on an hour-for-hour basis and accrued as Discretionary
      time.

Maximum Accrual
The maximum annual accrual of discretionary time for employees in exempt positions is 240
hours. Any discretionary time earned in excess of 240 hours will be forfeited on June 1st of
every year.

Balances in Excess of Maximum Accrual
The maximum annual accrual for employees in exempt positions with a discretionary time
balance in excess of 240 hours on the effective date of this policy is that higher amount. Any
discretionary time earned in excess of that higher maximum will be forfeited on June 1st of every
year, beginning June 1, 2007. These individual maximums will be reduced if a lower
discretionary time balance exists on June 1st of every year until the remaining balance is at or
below 240 hours, at which time the 240-maximum shall apply.

Example: Jim is in an exempt position with a discretionary time balance of 400 hours on the
effective date of this policy. He is permitted to have a maximum annual accrual of 400 hours on
the following June 1st. Jim may continue to accrue discretionary time during the year, but on
June 1, 2007 his balance will be reduced to 400 hours. If, on June 1, 2008 Jim’s discretionary
time balance is 300 hours, this becomes his new maximum annual accrual amount. Continuing
with the example, if Jim subsequently earns over 300 hours of discretionary time, on June 1,
2009 his discretionary time balance will continue to be reduced to 300 hours. This process of
reducing the maximum annual accrual amount will continue for every employee in an exempt
position with current accruals over 240 hours until all employees in exempt positions have a
discretionary time balance at or below 240 hours.

Separation-Employees in Exempt Positions
Employees in exempt positions who retire, resign or otherwise separate employment with Bexar
County are not eligible to be paid for discretionary time at time of separation. However,
employees in exempt positions may request to use their discretionary time balances, upon
notice of separation, immediately prior to their last day of employment if approved by the office
or department, but in no event will more than 240 hours of accrued discretionary time be
permitted to be used at separation.

Compensable Time (Work Time)
    1. Work Week
       The County work week is normally seven consecutive days beginning at 12:00 a.m. on
       Saturday and ending at 11:59 p.m. on Friday.!The typical schedule for regular full-time
       employees consists of eight-hour shifts from 8:00 a.m. to 5:00 p.m. on Monday through

                                               18
!
                                          TR-0369
       Friday. Any exceptions to this policy must be approved by the individual office or
       department and must remain in accordance with the Fair Labor Standards Act.

    2. Lunch and Breaks
       The County provides full-time employees with a one-hour unpaid lunch. Two paid 15
       minute breaks daily may be scheduled at the discretion of the office or department based
       on business necessity. Lunch and breaks for part-time employees is determined by the
       office or department.

    3. Training Time
       When an office or department requires or permits an employee to attend training during
       the employee’s regular work hours, the time is compensable time.

       If the training is outside of regular working hours, voluntary, and not directly related to the
       employee’s job, then the time is not considered compensable time.

    4. Travel Time
              ! Travel during the work day. The employee commute to and from the work site
                 is not considered compensable under travel time.

               ! Out of County travel - single day. Travel time for an out-of-County trip for a
                 single day is considered hours worked (except for meal periods or time spent
                 traveling from home to mode of public transportation, if applicable).

               ! Overnight travel. For travel time which involves an overnight stay, employees
                 will only be compensated for their regular work hours, and not for overnight
                 hours. Travel time on an airplane, train, bus or automobile outside of regular
                 working hours is not counted as work hours.

               ! Overnight out-of-town travel is compensable time when it cuts across the
                 employee’s workday. This is true for hours worked on regular working days
                 during normal working hours and during the corresponding hours on
                 nonworking days. For example, an employee regularly works from 8 a.m. to 5
                 p.m. from Monday through Friday. The employee travels on business to a
                 location that requires two hours of travel time. The employee leaves Friday at
                 8 a.m., works the remainder of Friday and Saturday morning, and returns on
                 Saturday at 2 p.m. The two hours of travel time on Friday and the two hours
                 of travel time on Saturday are compensable time.

    5. On-Call
       Any time spent responding to calls while on-call is hours worked.

       Hours spent by employees “engaged to wait” is considered compensable time. ”Engaged

                                                 19
!
                                            TR-0370
       to wait” means that the employee is required to stay on County premises or in close
       proximity so that the employee is not free to pursue their own interests.

       Hours spent by employees “waiting to be engaged” is not considered compensable time.
       “Waiting to be engaged” means that the employee is on-call and may use time for their
       own purposes but is accessible by phone or pager.

Procedures
Employee Responsibility
    1. Employees must request and receive approval from their office or department to work
       hours over 40 hours per week or to earn compensatory or discretionary time.

    2. Employees must request and receive approval from their office or department in order to
       use FLSA, compensatory or discretionary time. Requests must be in one hour
       increments.

Office or Department Responsibility
    1. Offices and departments must ensure that employees get pre-approval to work more
       than 40 hours per week.

    2. Offices and departments must ensure that all compensatory or discretionary work time is
       approved.

    3. Offices and departments must ensure that employees are being compensated according
       to FLSA provisions.

    4. Offices and departments shall grant all employees the opportunity to use accrued FLSA,
       compensatory or discretionary time within a reasonable period of time provided it does
       not unduly disrupt the operation of work within the office or department.

    5. Offices and departments must ensure that proper time records for all employees are
       being maintained. Time-keeping records are subject to audit by the County Auditor and
       the U.S. Department of Labor.

                                              20
!
                                          TR-0371
Accrual Chart

    Status           Type             Accrual              Paid             Maximum Annual
                                       Rate                                     Accrual
     Non-    FLSA                      1:1.5     Yes, at separation or if        240
                                                 max is exceeded
    Exempt   (more than 40 hours
             per week)

             Comp                       1:1      Yes, at separation              none

             (more than      normal
             workday)

     Non-    FLSA                      1:1.5     Yes, at separation or if        480
                                                 max is exceeded
    Exempt   (more than 40 hours
             per week)
      -
             Comp                       1:1      Yes, at separation              none
    Public
             (more than      normal
    Safety   workday)

    Exempt   Discretionary              1:1      No                              240

FLSA and Compensatory Payments
The Fair Labor Standards Act (FLSA) allows public employers to elect to make overtime
payments at any time and not affect the subsequent granting of compensatory time off in future
workweeks.

This section is not applicable to members of the collective bargaining unit.

Buy Out – Change in Employment Exemption Status

Employees moving from a non-exempt position to an exempt position will be paid for all accrued
FLSA and compensatory hours upon the effective date of the status change. If the move
involves a change in office or department, the exiting office or department will be charged for the
amount of the payment of overtime accruals.

                                                   21
!
                                                TR-0372
Buy Out – Movement to a New Office or Department

Employees moving to a new office or department will be paid for all accrued FLSA and
compensatory hours upon the effective date of the status change. The exiting office or
department will be charged for the amount of the payment of overtime accruals.

Buy Down – Exempt Employees

For offices and departments with exempt employees with FLSA and compensatory balances,
the offices and departments shall, during the month of June each year, submit a status form to
the Auditor’s Office requesting payment to buy down the FLSA and compensatory balances. The
offices and departments shall submit requests sufficient to bring balances to their lowest point
but not to exceed 200 hours per eligible employee. The Auditor’s Office will pay the combined
FLSA and compensatory time balances up to 200 hours per exempt employee per fiscal year.
Once the payment has been made, the Auditor’s Office will inform Human Resources so that
corresponding adjustments to the employee’s FLSA and compensatory time balances are made.

Procedures for FLSA and Compensatory Payments

Office or Department Responsibility
    1. To reduce FLSA and compensatory balances, offices and departments may schedule
       employees to use or take accrued FLSA or compensatory time at specified times as
       directed to reduce account balances.

    2. Offices and departments may require that FLSA time will be utilized first, compensatory
       time second and discretionary time third prior to utilizing any vacation leave.

    3. Offices and departments must notify employees that their FLSA time earned as a non-
       exempt employee will be utilized first and compensatory time second prior to utilizing any
       discretionary time earned as an exempt employee.

    4. Offices and departments with an employee moving from a non-exempt position to an
       exempt position must submit a status form to the Auditor’s Office listing all FLSA and
       compensatory time balances for payment, effective the date of change. Payment will be
       deducted from the existing office or department’s budget.

    5. Offices and departments with an employee moving to a new office or department must
       submit a status form to the Auditor’s Office listing all FLSA and compensatory time
       balances for payment, effective the date of the change. Payment will be deducted from
       the exiting office or department’s budget.

                                               22
!
                                          TR-0373
!

                                       Policy No. 7.2.03
                                      Creating Positions

Effective Date: January 1, 2007

A request from an office or department to create a position that does not currently exist in the
County may be made during the annual budget process and by exception during the year.
Commissioners Court must approve all positions authorized in the Bexar County Budget
documents, or amendments to that document, including grant-funded positions.

Types of Positions
Regular - A position authorized by Commissioners Court as either full-time or part-time. Full-time
positions are scheduled to work at least 32 hours per week and Part-time positions are
schedules to work less than 32 hours per week.

Temporary – A position paid for from temporary funds authorized by Commissioners Court
during the annual budget process and not generally listed individually in the budget document.
Temporary positions may either be full-time or part-time. Full-time positions are schedules to
work at least 32 hours per week and part-time positions are schedules to work less than 32
hours per week. Individuals who occupy temporary positions may not work more than 900 hours
per calendar year. Individuals filling temporary positions may not occupy the position for more
than a twelve-month period.

Job Share - A single position filled by two employees who each work half the scheduled hours
per month of a regular full-time position. Commissioners Court must authorize the conversion of
a regular full-time position into a job share position and must authorize the conversion of the job
share position back into a regular part-time position.

Procedures
During the Annual Budget Process

Offices and departments shall complete budget forms, Schedule D and Schedule E. These
forms are available on the intranet site or by contacting Human resources. Completed
Schedules must be submitted to Human Resources for review and analysis. The Human
Resouse staff will classify the position, provide a cost estimate and draft a position description
that will be forwarded to the office or department for review and approval.

If Schedule D and Schedule E are submitted during the annual budget process, no further action
is required and the request will proceed under the budget process.

See Budget Manual for more details.

                                                23
!
                                           TR-0374
New positions approved during the budget process will be created in the County’s Human
Resources Information System (CHRIS system) as soon as possible.

Outside the Annual Budget Process
If Schedule D and Schedule E are submitted outside of the annual budget process, Budget staff
will notify the office or department of the recommendations and an agenda item must be
prepared by the office or department for separate consideration by Commissioners Court.

Grant positions must be presented to the Grant Review Committee after analysis and prior to
Commissioners Court approval.

Upon Commissioners Court approval, staff will have five (5) business days to create the position
in the CHRIS system.

Civil Service Designation
Any newly created position in an office or department that is covered by Civil Service will have
Civil Service status unless the office or department requests that Commissioners Court
designate the position as sensitive.

If Commissioners Court designates a position as sensitive, the office or department must submit
a request to the Civil Service Commission that the position be exempted from Civil Service.

                                              24
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                                          TR-0375
!

                                       Policy No. 7.2.04
                                     Position Description

Effective Date: January 1, 2007

New Position descriptions or changes to existing positions descriptions for positions authorized
by Commissioners Court require approval by Human resources.Position description for positions
covered by civil service also require certification by the Civil Service Commission.

Proposed Position Descriptions

Each office or department must prepare a proposed written description of the duties and
responsibilities for each position that is established or changed within their office or department.
The proposed position description should be forwarded to the Compensation Section of Human
Resources who will prepare the final Positions Descriptions.

Contents of a Position Description

A position Description consists of the following:

    ! Primary duties of the position ranked in order of the most important and most frequently
      performed to the least important and the least frequently performed.

    ! Responsibilities of the position which will affect the qualifications required to perform the
      work.

    ! Qualification requirements which will in part be determined by the responsibilities and
      duties; and

    ! The level of discretion and independent judgment with respect to matter of significance
      required to perform the duties of the position.

While offices and departments may provide recommendations in these categories, final
determination will be made by the Compensation Section of Human Resources.

Maintenance or Accurate Descriptions
Offices and departments are requires to maintain and review all position descriptions periodically
to help ensure that the proper classification of positions is maintained. If the duties of positions
or the mission of an office or department change, position descriptions should be changed to
reflect current operations. All proposed changes must be reviews and approved by the
Compensation section. Positions covered by Civil Service will also require approval by the Civil
Service Commission.

                                                    25
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                                            TR-0376
!

                                      Policy No. 7.2.05
                                     Filling Vacancies

Effective Date: January 1, 2007
Bexar County encourages all offices and departments to fill vacancies through competitive
procedures. Regardless of civil service status, an office or department has the authority to
determine the manner in which a vacancy will be filled. The office or department may rehire a
qualified person with rehire eligibility based on civil service status, may promote a qualified
employee, choose to demote an employee; select from a certified list of eligible persons
provided by the Civil Service Commission or fill the position by reassignment or transfer of a
qualified County employee.

The office or department may recruit internally within the office or department or choose to
recruit outside the office or department. Posting requirements and procedures for civil service
positions are listed in Policy Number 7.6.07. Any office or department that is filling a vacancy,
regardless of civil service status, may request to use the same posting procedures and
screening process used by Civil Service.

                                               26
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                                          TR-0377
!

                                     Policy No. 7.2.06
                       Promotions and Temporary Promotions

Effective Date: January 1, 2007

Promotion
A promotion is defined as the movement of an employee from one classification to another
classification with a higher pay grade. If movement is from one pay table to another pay table
and the midpoint of the new grade is at least 8% higher, the movement is also considered a
promotion.

Determining Basic Eligibility
All candidates who meet the minimum qualifications may be eligible for promotion. Qualifications
for a position may not be modified after the promotion process has begun unless an
inappropriate standard has been used through error or a revised standard of the position
description requirements has been approved by the appropriate authority.

Increase in Pay
Promoted employees are eligible to receive an increase in base pay. The increase would affect
the employee’s pay in one of the following ways to be determined by the hiring authority:

    1. Promoting to Minimum New Pay Grade or 8% Increase

       Increase employee’s base pay to minimum of the new pay grade or increase base pay
       by an amount of 8% of their current salary, whichever is greater;

    2. Promoting Above Minimum

       The employee exceeds the minimum requirements for the position if the candidate
       selected for promotion has additional education, experience or certification/skills to
       warrant a higher starting salary. “Hiring/Promoting above the Minimum” Forms must be
       completed with a copy submitted to the Compensation Section.

       a. Minimum to discretion Point. An office or department has the authority to set the
          salary for the candidate selected for promotion at any point between the minimum of
          the pay grade and the “discretion point,” without prior approval by Human Resources.

       b. Midpoint. With Human Resources approval, the office or department may set the
          salary for the candidate selected for promotion as high as the midpoint of the pay
          grade.

                                              27
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                                          TR-0378
       c. Available funds. The office or department must have funds available to set a salary
          above the minimum of the pay range.

Temporary Promotions
An office or department may make a temporary promotion. Temporary promotions are generally
the most appropriate means of meeting a situation requiring the temporary service of an
employee in a higher-grade position and typically used when a position is in a long-term vacancy
status such as unpaid leave of absence or extended military leave. Temporary promotions are
not appropriate, however, primarily for training or evaluating an employee in a higher-grade
position.

Duration
A temporary promotion may end at any time at the discretion of the office or department. A
temporary promotion that is expected to last more than 120 days must follow policy 7.2.05 Filling
Vacancies, and thereafter may be extended to one year with a two year maximum, if
circumstances require; if policy 7.2.05 Filling Vacancies is not used, a temporary promotion is
limited to 120 days or less. If additional time is needed for a temporary promotion, a request may
be submitted to Commissioners Court or the Civil Service Commission, as appropriate, for
approval.

Notice and Documentation
The office or department must notify the employee in advance and in writing that the promotion
is a temporary promotion, the reasons that make it a temporary promotion and that the
employee will be returned to their regular position one the temporary probation period had
expired.

Status Form
The office or department must complete and submit an original status form reflecting any
promotion to the Auditor’s Office with copy to be provided to the Human Resource Division,

                                               28
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                                           TR-0379
!

                                      Policy No. 7.2.07
                   Position Classification and Request for Changes
!

Effective Date: January 1, 2007
Bexar County has a classification system for sorting positions according to similarities and
differences in duties, responsibilities and qualification requirement. Under this classification
system, positions are first sorted into occupational groups and each of these groups is divided
into series of classes. Each series is then divided into classes and each class placed in it
appropriate grade.

    ! Classification is defined as the process of comparing the duties and qualifications of a
      position

       And assigning the position to the appropriate category (job), title (position) and pay grade
       (level).

    ! Grade is defined as all classes of positions which are sufficiently equivalent in level of
      difficulty and responsibility, and level of qualification requirements of work.

Human Resources are responsible for maintaining the classification system and for
recommending any changes to the classification or grade of a position.

Request for Changes
A change in the grade of a position is called a Re-Grade and a change in a position due to new
and fundamentally changed duties being performed is called a Reclassification. All Re-Grades
and Reclassifications must be approved by Commissioners Court.

Re-Grades
Positions may be re-graded on a County-wide basis based on the results of market studies
conducted by Human Resources. While re-grade request may be submitted at any time, they
are generally considered only during the budget process unless an immediate business
necessity exists.

Offices or departments must submit a request to Human Resources to re-grade a position. Such
as the uniqueness of the position and the current market conditions. Human Resources will
coordinate and notify offices and departments regarding analysis and recommendations of
proposed re-grades to a position.

!

                                                29
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                                           TR-0380
Reclassifications
Positions reclassifications may occur when fundamental changes in the position duties have
occurred over time and are the result of planned business changes, organizational restructuring
or changes in a program mission. Reclassifications will only occur when a position’s job
responsibilities have changed significantly in level and/or scope over an extended period of time
compared to the duties listed on the position description.

Offices and departments may submit reclassification requests at any time during the year but will
be considered for approval during the annual budget process. The reclassification request
should be made by completing a Schedule F (available through Human Resources) and submit
the completed schedule along with any supporting documentation to the Compensation Section
of Human Resources.

The Compensation Section may Contact the office or department to conduct a position audit
with the incumbent employee.

If the Compensation Section determines that a reclassification is merited, they will calculate the
employee’s new salary based on the current method of range penetration and perform a cost
analysis and determine funding for the recommended action.

Status Form
The office or department must complete and submit an original status form reflecting any
changes in grade or classification of an employee’s position to the Auditor’s Office with a copy to
be provided to the Human Resources.

                                                30
!
                                           TR-0381
!

                                      Policy No. 7.2.08
                                          Transfers

Effective Date: January 1, 2007

A transfer is defined as the lateral movement of an employee from one classification to another
classification with the same pay grade, or when the difference between the current midpoint and
the midpoint of the new position is less than*%. The employee selected for the vacancy must
meet the minimum qualifications of the position.

    ! Transfers between offices and departments require adherence to Policy 7.2.05 Filling
      Vacancies.

    ! Transfers within an office or department do not require adherence to Policy 7.2.05 Filling
      Vacancies.

Transfers are not disciplinary actions and are to be done at the discretion of the office or
department according to their business needs.

Status Form
The office or department must complete an original status form reflecting any transfer to the
Auditor’s Office with a copy provided to the Human Resource Division.

                                               31
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                                          TR-0382
!

                                       Policy No. 7.2.09
                            Personnel Status Change Request

Effective Date: January 1, 2007
A personnel status change refers to any change that affects the title, table, grade, salary, or fund
of a position and an employee. All personnel status changes must be submitted to the Auditor’s
Office on a Status Form. All original Status Forms are submitted to the Auditor’s Office for
processing, with a copy provided to Human Resources.

Future Changes Only
Status changes are effective on the first day of the pay period in which the Status Form is
submitted to the Auditor’s Office or for a future pay period. Status Forms may not be effective
retroactively for prior pay periods.

Employee Movement between Offices and Departments
Any Employee who moves from their current office or department to a new office or department
in the County must notify the existing office and the incoming office or department of the
employee’s current position and the future position. Either offices or departments should
coordinate regarding a transfer date.

Existing office or department is responsible for notating on a Status Form that the employee is
transferring to another County office or department and that the employee must be removed
from their payroll.

Incoming office or department is responsible for submitting a Status Form placing the
employee into their new position with the correct position information and salary.

Failure to Complete a Status Form
Failure to timely submit a Status Form may result in an employee’s loss of benefits for 60 days,
the premature payment of leave balances which then zeroes out those balances, and the loss of
seniority benefits accrual.

                                                32
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                                            TR-0383
!

                                       Policy No. 7.2.10
                                        Longevity Pay

Effective Date: January 1, 2007
Bexar County has established Longevity Pay to recognize employees for their continued service
with the County. Longevity Pay is awarded monthly to all regular, full-time employees, excluding
Elected Officials, in the amount of $60 per year, for each full year of continuous employment as
of September 30th up to a
maximum of 25 years. Increases are effective on the first payday in November. Temporary
employment with the County will be credited if there is no break in service prior to becoming a
regular, full-time employee.

Forfeiting Longevity Time
Employees who voluntarily terminate their employment with the County but return at a later date
forfeit all longevity time previously credited and will commence as a new employee except as
described below.

Reinstating Longevity Time
Involuntary Termination
Longevity time will be reinstated when the break in service is within five (5) years and the result
of involuntary termination was caused by a change in administration or loss of funding for a
program, department or office.

Voluntary Termination
Longevity time will be reinstated when the break in service was voluntary and the employee
returns within sixty (60) days, provided that the employee resigned in good standing.

                                                33
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                                           TR-0384
!

                                       Policy No. 7.2.11
                                           Demotion

Effective Date: January 1, 2007
A demotion is defined as the movement of an employee from one classification to another
classification with a lower pay grade. If movement is from one pay table to another pay table and
the midpoint of the new grade is at least 8% lower, the movement is also considered a
demotion. A demotion may be voluntary, involuntary, or the result of disciplinary action.

Decrease in Pay
Demoted employees will receive a decrease in base pay. The decrease will be determined by
the hiring authority, and the employee’s new base pay will be either 8% less than their current
salary or the maximum of the new grade, whichever is lower.

Notice of Demotion
The office or department must notify the employee of the demotion in writing prior to the
effective date. The letter should include the employee’s new position description, notification that
their base salary will be decreasing and the date it will be decreasing.

Involuntary Demotion
An involuntary demotion is not initiated by the employee and may be the result of changes to the
organizational structure. Employees demoted as a result of an organization restructure will
maintain their current pay at the time of the demotion for one year. After one year, the new base
pay will be reduced by either 8% less than their current salary or the maximum of the new grade,
whichever is lower. If an employee is involuntarily demoted as a result of a disciplinary action,
refer to Policy 7.6.11 Disciplinary Actions.

The Auditor’s Office should contact Human Resource for the calculation of the new salary.
Human Resources will notify the office or department regarding the new salary, and the office or
department must notify the employee of the new salary.

Voluntary Demotion
A voluntary demotion is initiated by an employee who applies for or requests to fill a position in a
lower grade and is selected. Employees who are selected for a position in a lower grade will
have their base salary reduced to either 8% less than their current salary or the maximum of the
new grade, whichever is lower.

Status Form
The office or department must complete and submit an original status form reflecting any
demotion to the Auditor’s Office with a copy to be provided to the Human Resources Division.

                                                34
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                                            TR-0385
                                     !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES
                         Benefits Policies

7.3.01              Benefits Programs

7.3.02              Retirement

7.3.03              Family and Medical Leave Act

7.3.04              Worker’s Compensation

7.3.05              Modified Duty

7.3.06              Voluntary Reduced Time Schedules

7.3.07              Employee Assistance Program

7.3.08              Flexible Spending Accounts

7.3.09              VIA Transport Program

                                    35
!
                                 TR-0386
                                       Policy No. 7.3.01

                                    Benefits Programs
Effective Date: January 1, 2007
The County offers Group Insurance Programs on a voluntary basis to eligible employees,
retirees, and their dependents. While it is expected that benefits will continue, Commissioners
Court reserves the right to change the insurance programs or discontinue them at any time.

Determination of eligibility and details of the Group Insurance Programs may be obtained by
contacting Human Resources at 335-2545. Group insurance programs offered include:

    ! Health insurance
    ! Dental insurance
    ! Vision care insurance

Enrollment
Offices and departments shall ensure that all newly hired or rehired regular employees attend
New Employee Orientation at their first opportunity following their first day of employment. An
overview of the insurance programs offered to employees is discussed at that time. New
Employee Orientation is held at the Bexar County Training Center, located at 232 Iowa Street.
Offices and departments must contact Human Resources to schedule employees for orientation.

All regular full-time employees working a minimum of 32 hours per week are eligible to enroll in
the group insurance program of their choice. Eligible employees must enroll in the group
insurance programs of their choice within 31days of hire.

Employees in a job-share program are also eligible to enroll in the group insurance program of
their choice but must contact Human Resources to determine cost for each person in the job
share. Enrollment in group insurance programs of their choice must be made within 31 days of
hire.

    ! Employees with 30 days of continuous service in a part-time or temporary position
      immediately prior to becoming a full-time regular employee are eligible to enroll in the
      group insurance program of their choice on the date of the status change.

The effective date for group insurance coverage for newly hired, rehired and newly eligible
regular employees, including elected and appointed officials, will be the first day of the calendar
month following 30 days of employment, provided that enrollment materials have been properly
completed and submitted to Human Resources.

                                                36
!
                                           TR-0387
    ! If an elected or appointed official was insured by the County as an active employee or
      retiree on the day prior to the first day of the official's term or the official's first day in
      office, coverage will begin on the first day in office.

The effective date for dependents is as follows:

    ! The date the employee or retiree is eligible for coverage, if he or she has dependents
      who are also eligible for coverage on that date; or

    ! The date of the employee's marriage for any dependent acquired on that date; or

    ! The date of birth of the employee's natural-born child; or

    ! The date a child is placed for adoption under the employee's legal guardianship, or the
      date which the employee incurs a legal obligation for total or partial support in
      anticipation of adoption; or

    ! The date a covered employee's child is determined to be eligible as an alternate recipient
      under the terms of a medical child support order.

The coverage selected will remain in force until the next open enrollment period. Employees
may not change their coverage before that time, unless their family situations change by means
of marriage, divorce, death of a spouse or child, birth, adoption or change in dependent status of
a child, or a change in spousal employment. Consequently, employees may not add or delete
dependents or change insurance coverage, except during open enrollment or as outlined above.

Coordination of Benefits
Employees and eligible dependents who are insured with any Bexar County Medical Plan must
complete and submit a Coordination of Benefits Form to the insurance carrier or contact their
customer service department with information regarding any other medical coverage
information. This will prevent duplication of coverage, which may result in cost increases for
medical coverage. Coordination of Benefits is coordinated with benefits provided by other plans
under which you or your dependent are also covered and does not apply to any individual
policies. Additional information can be obtained in Human Resources or in your Summary Plan
Description for your medical plan.

Double Coverage Prohibited
No individual may be simultaneously covered as both an employee or a retiree and a
dependent. If both parents are eligible for coverage, only one may enroll for dependent
coverage.

                                                   37
!
                                            TR-0388
Benefits Continuation
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for
continuation of medical, vision and dental coverage for covered participants should a qualifying
employee or dependents covered under the plan become ineligible for coverage as a result of
the employee's termination or death, a divorce or legal separation of employee and spouse, or
the employee's dependent child ceases to be a dependent child under the applicable
requirements of the plan.

Regular full-time employees may continue their participation in group insurance programs during
an approved leave of absence, providing arrangements are made in advance with Human
Resources. Employees in an unpaid status are responsible for paying the County’s portion as
well as the employee portion in order to continue coverage. If the employee is in an FMLA status
or receiving Worker’s Compensation benefits, only the employee premium is required to
continue coverage. Employees who retire in accordance with the provisions of the Texas County
& District Retirement System and who were covered as active employees under a group
insurance program in effect at the time of retirement are eligible to retain certain insurance
coverage.

Additional Benefits
Employees may enroll in supplemental insurance plans such as Cancer, Critical Illness,
Personal Accident, Short and Long Term Disability Insurance and additional Life Insurance.

Life Insurance
Bexar County offers life insurance to regular full-time and part-time employees at 1 times the
employee’s salary up to $200,000. IRS regulation requires the County to include the cost of life
insurance coverage above $50,000 as taxable income to the employee. Employees can also
purchase additional life insurance policies through the County.

Procedures
Employee Responsibility

    1. Employees are responsible for paying required premium contributions for themselves
       and dependents.

    2. Employees who are on approved periods of unpaid leave are responsible for making all
       premium payments directly to the County. Unless the employee is out on workers
       compensation or Family and Medical Leave (FLMA), the employee is responsible for
       paying both the employee premium and the County’s contribution. If unpaid, coverage
       will end on the first of the month following 30 days of no payment.

                                              38
!
                                          TR-0389
    3. Employees are responsible for making coverage changes during annual enrollment
       periods.

    4. Employees must submit a Benefits Change Form along with the appropriate
       documentation to Human Resources within 31 days of the qualifying change in family
       status event.

Retiree Responsibility

    1. Retirees are responsible for paying required premium contributions for themselves and
       dependents directly to the County. If unpaid, coverage will end on the first of the month
       following 30 days of no payment.

    2. Retirees may only maintain coverage in the insurance plan in which they were enrolled at
       the time of retirement. Once removed from an insurance program, a retiree may not re-
       enroll.

    3. Retirees may drop dependents at any time.

    4. During an open enrollment period, retirees may only change benefit plan selections.

Office and Department Responsibility

    1. Offices and departments should be familiar with and be able to refer employees to
       current Summary Plan Documents for details regarding all benefits plan offered to
       employees. Summary Plan Documents are available from Human Resources and the
       County’s Intranet website.

    2. Offices and departments are required to ensure that newly hired or re-hired regular
       employees attend New Employee Orientation. An overview of the County and the
       benefits offered to employees are discussed at that time.

Fraud or Misrepresentation
Employees, retirees, and dependents who commit fraud or misrepresentation with regard to the
use of group insurance plans could lose coverage as outlined in the respective benefit plan
documents. In addition, the County will report all suspected cases of fraud to the District
Attorney and seek appropriate action.

                                               39
!
                                          TR-0390
                                      Policy No. 7.3.02

                                        Retirement
Effective Date: January 1, 2007
The Texas County and District Retirement System (TCDRS) provides pension benefits for
regular full-time and part-time County employees. Effective upon employment, County
employees are automatically enrolled in TCDRS and contribute a mandatory seven percent (7%)
of their annual salary to TCDRS. The County provides matching contributions at a 2 to1 ratio.

Retirement eligibility can occur when one of the following requirements are met:

    ! Age of 60 with 8 years of service
    ! Rule of 75 (age plus years of service equals 75)
    ! Any age with 20 years of service

Other benefits of the Bexar County Retirement Plan include a Survivor Annuity Death Benefit, a
Military Service Benefit, and a Partial Lump Sum Payment Benefit. Information regarding
retirement benefits can be obtained by contacting the Human Resources Division or attending a
retirement seminar offered by the County Auditor’s Office.

Deferred Compensation Retirement Programs
Employees may register for additional 457 deferred compensation retirement programs any time
during the year. Information regarding 457 deferred compensation retirement programs and
providers is available from Human Resources.
!

                                               40
!
                                          TR-0391
                                       Policy No. 7.3.03

                           Family and Medical Leave Act
Effective Date: January 1, 2007
                (Revised January 26, 2010)

All FMLA Forms (PDF)
Listing of Individual Forms
Bexar County (the County) is committed to providing Family and Medical Leave to eligible
employees in accordance with the Family and Medical Leave Act (FMLA) of 1993 (as amended).

The FMLA prohibits any Bexar County employee, office, or department from: (a) interfering
with, restraining, or denying the exercise of any right provided under the FMLA; and (b)
discharging or discriminating against any person for opposing any practice made unlawful by
FMLA or for involvement in any proceeding under or relating to FMLA.

This policy is intended to explain benefits available to eligible employees under the FMLA. It is not
intended to create any rights to leave beyond those created by the FMLA. If an employee would
like additional information on the FMLA, please contact your office/department’s HR representative
or HR Central.

Under federal law, this policy applies to all County offices and departments. If this policy
deviates from federal law, the law supersedes this policy.

This policy is intended to serve as a general guide for the employee, supervisor, and
office/department’s HR representative. Definitions and supplemental documents begin on page
7. This policy and all forms are available on the internet at http://www.bexar.org

I.     FMLA Job Protections
The use of Family and Medical Leave shall not be considered negatively or held against the
employee as it relates to performance appraisals, promotional considerations, or any other
employment facts. Offices/departments shall not interfere with, restrain, or deny employees their
rights under this policy; nor shall an employee be discharged or discriminated against based on
the employee’s use of FMLA or the filing of a grievance or charge related to this policy and the
Family and Medical Leave Act. Offices/departments shall apply this policy equally to all
employees and shall not grant greater leave benefits to one employee over another.

II.    Eligibility
An employee is eligible for Family and Medical Leave if they have been employed by the County
for at least 12 months and have worked at least 1,250 service hours at the County over the
previous 12 month period preceding the commencement of the leave.

                                                 41
!
                                            TR-0392
III.      Qualifying Reasons

Under the FMLA, eligible employees may take up to 12 weeks of unpaid leave (paid leave must
be taken concurrently when paid leave balances are available) within the designated 12 month
period (see anniversary date/year definition) for any of the following:

       1. For incapacity due to pregnancy, prenatal medical care, or child birth;

       2. To care for the employee’s child after birth or placement (for adoption or foster care);

       3. To care for the employee’s spouse, child, or parent, who has a serious health condition;

       4. For a serious health condition that makes the employee unable to perform his or her job;
           or

       5. For a qualifying exigency.

Eligible employees may take up to 26 weeks of unpaid leave (paid leave must be taken
concurrently when paid leave balances are available) in the designated 12 month period (see
anniversary date/year definition) for the following:

       6. To care for a covered service member with a serious injury or illness (if the employee is
          the spouse, child, parent, or next of kin of the service member) and/or

       7. To care for a veteran who is undergoing medical treatment, recuperation, or therapy for a
          serious injury or illness, who was a member of the Armed Forces (including members of
          the National Guard and Reserves) at any time during the 5 years preceding the date of
          treatment, recuperation, or therapy, and who is a the employee’s spouse, child, parent,
          or the service member’s next of kin.

IV.       Procedures
Request for Leave

Requests for Family and Medical Leave must be made to the employee’s immediate supervisor,
providing as much notice as practicable. A Request for Family and Medical Leave form (Form A;
attached) must be completed for each request for FMLA leave. Whenever leave is foreseeable
or planned, an employee must notify his/her office/department and submit a Request for Family
and Medical Leave form (Form A) 30 calendar days in advance of the effective date of the
leave. For exigencies, unforeseeable, and/or emergency situations, an employee must comply
with their office/department’s normal call-in procedures and the Family and Medical Leave
Request form (Form A) should be submitted as soon as practicable.

The employee and the office/department shall communicate and coordinate all matters involving
an FMLA occurrence with each other.

                                                   42
!
                                              TR-0393
Designating FMLA Leave It is the responsibility of the supervisor to preliminarily designate an
employee’s leave as FMLA qualifying and to give verbal notice of this preliminary designation to
the employee. The supervisor may confer with HR Central, if necessary, in making this
determination.

The Request for Family and Medical Leave form (Form A) and a Certification of Health Care
Provider (Form B or Form C; attached) may be sent to the employee to help provide sufficient
information when designating FMLA leave.

Preliminary FMLA designation must be based on information provided on the Request for Family
and Medical Leave form (Form A), from information provided by the employee (written or verbal),
or the employee’s spokesperson if the employee is incapacitated (such as his/her spouse, adult
relative, or doctor).

Offices/departments have the right to designate an eligible employee’s Family and Medical
Leave qualifying absences as part of an employee’s 12 week entitlement of FMLA in the
absence of direct employee communication. The employee must be notified by the
office/department that he/she has been placed on FMLA by the office/department.

In certain circumstances, the supervisor may require additional information to make the
determination that a leave qualifies as FMLA. Supervisors should not contact medical staff
directly, but should coordinate through the office/department’s HR contact or HR Central. HR
Central may be contacted for additional assistance/information as needed.

It is also the responsibility of the supervisor to verbally notify the employee or the employee’s
spokesperson within five business days of the employee's request for leave that paid leave will
be provisionally designated as FMLA leave.

The supervisor should notify the office/department’s timekeeper once this verbal notice has been
provided. The office/department will mail written notification to the employee's address of record.
This written notification should be sent to the employee within 7 calendar days of the employee’s
request for leave.

The employee's supervisor may require the employee to contact him/her on a periodic basis
regarding the employee's status and intention to return to work. The employee must be notified
of such requirement in writing when the employee provides notice of the need for FMLA leave or
when the employee is placed on FMLA by the County for a known FMLA qualifying reason.

Emergency Situations

Employees who have the sudden onset of a serious health condition for themselves, spouse,
child, or parent and are not available to complete the necessary paperwork will have the absence
automatically designated as FMLA leave. A notification letter and a Certification of Health Care
Provider (Form B or Form C) will be mailed to employee’s address of record within seven ( 7)
calendar days of the FMLA leave designation. The Certification of Health Care Provider
(Form B or Form C) must be completed by the employee’s or family member’s physician and

                                                43
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                                           TR-0394
returned to the office/department’s HR contact within 15 calendar days. Supervisors are
responsible for notifying the office/department’s HR contact of these emergency situations.

If an employee receives an “invitational travel order” (ITO) or “invitational travel authorization” (ITA)
because of the immediate need for the employee to be at a covered service member’s bedside,
the submission of the ITO or ITA, in lieu of the Certification of Health Care Provider is sufficient
certification for FMLA leave during the time period designated in the ITO or ITA. If the covered
service member’s need for care extends beyond the expiration date specified in the ITO or ITA,
the employee must provide a Certification of Health Care Provider (Form C) for the remainder of
the leave period.

Medical Certification

Employees shall be required to provide medical certification to their office/department
designated representative as soon as practicable to support a request for FMLA leave. A
Certification of Health Care Provider (Form B or Form C) may be used. Certification must support
the need for the leave and set forth the beginning and expected ending dates of the leave. The
certification must include:

    1. a summary of medical facts pertaining to the qualifying family or medical event,

    2. an estimate of the amount of leave time necessary to provide care or the anticipated
       schedule for medical treatments, and

    3. an identification of the essential functions the employee is unable to perform due
       to the qualifying family or medical event.

A Certification of Health Care Provider (Form B or Form C) is not required when the serious health
condition is due to a work-related injury.

Employees have up to 15 calendar days from the date of the initial request to submit the medical
certification. Employees may request additional time to provide the medical certification due to
special circumstances with proper and timely notice to the office/department. If an employee
fails to provide any required certification within 15 calendar days, the County may deny leave
until the certification is provided. If certification is submitted, but it is incomplete, the employee
will be given seven calendar days to correct.

If additional information is needed, the office/department’s designated representative (not the
supervisor) may contact a health care provider to authenticate a medical certification. If requested,
the employee must give permission for HR Central to contact the health care provider for
clarification or to authenticate the certification, or the employee will forfeit their FMLA rights.

The County may require the employee to obtain a second opinion for medical certification except
for certifications for covered service members. If a second opinion is requested, the County will
cover the costs. Pending receipt of the second opinion, the employee will be provisionally entitled

                                                   44
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                                              TR-0395
to FMLA leave. In addition, the second opinion must be provided by a health care provider not
employed on a regular basis by Bexar County.

If the initial and second opinions conflict, the County may request a third and final opinion. This
opinion is final and binding and at the County's expense. The third opinion must be provided by a
health care provider approved jointly by HR Central and the employee.

An employee may be required to submit subsequent certifications no more frequently than every
30 calendar days unless an extension or modification of leave is requested, changed
circumstances occur regarding the serious health condition or information arises that questions
the validity of the earlier certification. A new certification must be submitted every designation
year.

If an employee requests to take FMLA leave in order to care for a family member, the employee
may be required to provide reasonable documentation confirming a qualifying family relationship.

If the employee does not provide the requested medical certification within the identified
timelines, FMLA job protections may be invalidated in accordance with the FMLA rules and this
policy.

Duration of Leave

Eligible employees are entitled for up to a maximum of 12 work weeks (26 weeks for the care of a
covered service member) during the 12 month period for a FMLA qualifying event. The 12 month
period is defined by the anniversary date/year. Multiple reasons for FMLA leave within the same
12 month period are not eligible for additional 12 week entitlement.

An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service
member shall be entitled to a total of 26 weeks of leave during a 12 month period to care for the
service member. The employee shall only be entitled to a total of 26 weeks for all FMLA qualifying
events in any one 12 month period (see anniversary date/year).

Eligible employees scheduled to work 40 hour work weeks will be eligible for 480 hours (1040
hours for the care of a covered service member) of FMLA leave each 12 month period. Eligible
part-time employees will receive the 12 week entitlement calculated on a proportional basis. For
example, if an employee normally works 24 hours per week, the employee is entitled to 24 hours
per week for 12 weeks (288 hours) of FMLA leave each 12 month period.

When both spouses are employed by Bexar County, they are entitled to a combined maximum
total of 12 work weeks of leave for the birth and/or care of a newborn child of the employee or
placement with the employee of a son or daughter for adoption or foster care, which requires an
absence from work. Leave for birth or placement for adoption or foster care must conclude
within 12 months of the birth or placement. When both spouses are employed by Bexar
County, they are entitled to a combined total of 26 weeks of leave, if the leave is to care for a
covered service member with a serious injury or illness.

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                                           TR-0396
Use of Accrued Paid Leave Hours

Bexar County requires the concurrent use of accrued and available paid leaves in conjunction
with FMLA leave. This concurrent use of available leave must be taken in the following order:
sick, vacation, holiday, FLSA time, compensatory time, and discretionary time. When and if the
employee’s accrued paid leaves are exhausted, the employee may take the remainder of their
FMLA entitlement on an unpaid status.

Benefits during Leave

The employee’s use of FMLA leave will not result in the loss of any privilege or benefit provided by
the County or office/department policy or established practice that occurred or accrued prior to the
start of the employee’s leave. However, benefit accruals such as vacation, holiday, and sick leave
will be suspended during any unpaid leave.

Bexar County will continue to pay its portion of any group health insurance benefits during FMLA
leave on the same terms as if the employee had continued to work. Insurance coverage is subject
to the specific provisions of each insurance policy/plan. The employee will be responsible for
payment of employee’s portion of premiums, if applicable. Non-payment of premiums will result in
cancellation of any health and insurance plans.

If the employee has accrued leave balances to cover his/her FMLA leave, the employee will
continue to accrue paid leave benefits including sick, vacation, and holiday leave.

If the employee does not have the necessary accrued leave balances, the employee will be placed
in an unpaid leave status. During an unpaid leave of absence, employee payroll deductions and
employer contributions for the deferred compensation plans and the Texas County and District
Retirement System (TCDRS) will stop. Employee contributions to TCDRS made on the basis of
temporary income benefits received through Workers' Compensation will still be deducted.

Return to Work

Offices/departments shall reinstate an employee who returns to work on or before the expiration
of FMLA leave to their position or a comparable position at a pay rate not less than the former
pay rate.

In cases of the employee’s own serious health condition, the employee may be required on or
before the date he/she returns to work to provide a certification from a health care provider
confirming the employee is able to return to work and perform the essential functions of his/her
position.

If an employee is unable to perform the essential functions of his/her job or work, he/she may be
placed in a modified or light duty capacity as defined in Modified Duty Program Policy 7.3.05.

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                                            TR-0397
Intermittent or Reduced Leave Schedule

FMLA leave may be taken intermittently or on a reduced leave schedule only if medically
necessary, to address qualifying exigencies, to care for a covered service member, or for other
reasons with County approval.

There must be a medical need for intermittent/reduced leave and the need must be such that it
can best be accommodated through an intermittent/reduced leave schedule. If leave is requested
on an intermittent or reduced basis for planned medical treatment, the County may require the
employee to transfer temporarily to an available alternate or part-time position (with equivalent pay
and benefits that better accommodates the employee’s intermittent/reduced leave schedule) or a
schedule which better accommodates intermittent or reduced periods of absence. Employees on
an intermittent leave schedule must follow regular leave procedures found in Employee Leave
Benefits policies and the standard leave requirements of the office/department.

In the case of a request for intermittent or reduced leave schedule which is medically necessary,
an employee shall advise his/her supervisor of the reasons for the request and of the schedule for
treatment if applicable.

Employees requesting intermittent leave or reduced leave schedule must make a reasonable effort
to schedule medical treatments and appointments to cause the least disruption to the
office/department’s work schedule.

FLSA exempt employees who work intermittent or reduced schedules under this policy, and use
unpaid leave hours to cover the balance of their FMLA leave period, will not be paid for hours not
worked. Under these circumstances, the exempt employee’s regular salary will be reduced when
partial days are taken off or for working on an intermittent schedule without affecting their exempt
status. Exempt employees do not lose their exempt status under the Fair Labor Standards Act by
using any unpaid FMLA leave.

Repayment of Insurance Premiums

If an employee does not return from FMLA leave, the County can require reimbursement of health
premiums paid by the County for employee coverage when an employee is on an unpaid leave
status. However, if an employee is unable to return to work due to the continuation, recurrence, or
onset of a serious health condition, or a situation beyond the employee's control, reimbursement
will not be required. Medical certification is required under such circumstances.

V.      Recordkeeping
Forms

The following forms are available to assist in obtaining Family and Medical Leave. These
forms are attached and may also be obtained from HR Central.

     A. Requests for Family and Medical Leave

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                                            TR-0398
    B. Certification of Health Care Provider (WH-380-E) for Employee’s Serious Health
       Condition

    C. Certification of Health Care Provider (WH-380-F) for Family Member’s Serious Health
       Condition

    D. Certification of Qualifying Exigency for Military Family Leave (WH-384)

    E. Permission to Contact Health Care Provider and Authorization for Release of Medical
       Information form

Procedures

Offices/departments are responsible for maintaining any documents pertaining to Family and
Medical Leave, separate from an employee’s personnel file, for at least three years, to
include, but not limited to:

    A. Requests for Family and Medical Leave

    B. Certification of Health Care Provider (WH-380-E) for Employee’s Serious Health
       Condition

    C. Certification of Health Care Provider (WH-380-F) for Family Member’s Serious Health
       Condition

    D. Certification of Qualifying Exigency for Military Family Leave (WH-384)

    E. Permission to Contact Health Care Provider and Authorization for Release of Medical
       Information form

    F. FMLA Designated Hours

!

VI.    Additional Information
When an employee gives notice of FMLA leave, the employee will be given additional information
as to his/her rights and responsibilities under the FMLA. In addition, employees may contact HR
Central and/or the nearest office of the U.S. Department of Labor’s Wage & Hour Division for more
information.

VII. Definitions

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                                           TR-0399
Active Duty – military duty under a call or order to active duty under a provision of law referred
to in section 101(a)(13)(B) of Title 10, United States Code.

Anniversary Date/Year – the 12 month period following the first calendar day of the first
FMLA absence. This date is used to determine leave balances.

Child, Son, or Daughter – a biological, adopted, or foster child, a stepchild, a legal ward, or a
child of a person standing “in loco parentis,” who is under age 18 or age 18 or older and
incapable of self-care because of a mental or physical disability. An employee’s child is one
for whom the employee has actual day-to-day responsibilities for care.

Contingency Operation – from section 101(a) (13) of Title 10, United States Code “The
contingency operation means a military operation that:

(A) is designated by the Secretary of Defense as an operation in which members of the armed
forces are or may become involved in military actions, operations, or hostilities against an enemy
of the United States or against an opposing military force; or

(B) Results in the call or order to, or retention on, active duty of members of the uniformed
services under section 688, 12301(a), 12302, 12304, 12305, or 12406 of this title, chapter 15
of this title, or any other provision of law during a war or during a national emergency declared
by the President or Congress.”

Continuing Treatment – includes two or more visits to a health care provider, two or more
treatments by a health care practitioner on referral from, or under the direction of a health care
provider, a single visit to a health care provider that results in a regimen of continuing
treatment, or, in the case of a serious, long-term or chronic condition or disability that cannot be
cured, being under the continuing supervision of, but not necessarily being actively treated by, a
health care provider.

Covered Service member – a 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 injury or illness incurred in the line of duty while on active duty.

Designation year - the 12 month period following the first calendar day of the FMLA
designation. This date is used to determine when recertification is needed.

Exigency – see Qualifying Exigency

FMLA (Family Medical Leave Act) Leave – family and medical leave as defined in this policy,
which is unpaid except when other paid leave balances are available and used concurrently as
outlined in this policy.

FLSA – the Fair Labor Standards Act (29 U.S.C. 201 et seq.)

                                                49
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                                            TR-0400
FMLA Designated Hours – actual hours not worked where leave hours are taken for Family
and Medical Leave

Health Care Provider – a doctor of medicine or osteopathy who is authorized to practice
medicine or surgery by the State in which the doctor practices as well as podiatrists, dentists,
clinical psychologists, optometrists, chiropractors, nurse practitioners, nurse mid-wives, and
clinical social workers.

HR Central – HR Central is a division of Planning and Resource Management.
            HR Central may be contacted at:
            Human Resources
            211 Flores Street
            San Antonio, TX 78204
            (210) 335-2545

Immediate Family Member – includes spouse, child, or parent. Step relationships are included;
in-laws and unmarried domestic partners are not included.

Incapacity – Inability to work, attend school, or perform other regular daily activities due to a
serious health condition, treatment thereof, or recovery there from.
!
Intermittent Leave – leave taken in separate blocks of time due to a single qualifying reason.

Invitational Travel Authorizations/Orders (ITAs)/ (ITOs) - government orders that can
authorize up to three family members of a soldier to travel to the medical facility providing care.

Leave Year - Bexar County uses an anniversary date/year for purposes of calculating leave
availability.

“Needed to Care for”–medical condition provision which encompasses both physical and
psychological care.

Next of Kin – the nearest blood relative other than the covered service member’s spouse,
parent, son, or daughter, unless the covered service member has specifically designated an
individual as “next of kin” for military caregiver leave purposes.

Outpatient Status – the status of a member of the Armed Forces assigned to either a military
medical treatment facility as an outpatient or a unit established for the purpose of providing
command and control of members of the Armed Forces receiving medical care as outpatients.

Parent – a biological, adoptive, step, or foster parent or an individual who stands or stood “in
loco parentis” to an employee when the employee was a child. This term does not include
parents-in-law. Persons who are “in loco parentis” include those with day-to-day responsibilities
to care for and financially support a child, or in the case of an employee, who had such

                                                50
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                                           TR-0401
responsibility for the employee when the employee was a child. A biological or legal relationship
is not necessary.

Qualifying Exigency – when an employee’s spouse, son, daughter, or parent is called to active
military services and the employee is needed to assist service members’ families in managing
their affairs while the covered service member is on active duty. This provision only applies to a
federal, not a state, call to active military duty unless the state call is ordered by the
President.

The following circumstances qualify as an exigency:

    1.    Short-term deployment (seven or less calendar days prior to the date of
         deployment);

    2. .Military events and related activities in advance of and during deployment,
       including family support or assistance programs and informational briefings that are
       related to the active duty or call to active duty of a covered military member;

    3. Childcare and school activities arising from the active duty or call to active duty status
       of a covered service member such as arranging for alternative childcare, providing
       childcare on a non-routine, urgent, immediate-need basis or to attending meetings at a
       school or daycare facility if they are necessary due to circumstances arising from the
       active duty or call to active duty of the covered military member;

    4. Financial and legal arrangements to address a covered service member’s absence;

    5. Counseling provided by someone other than a health care provider for oneself, the
       covered military member, or the child of the covered military member, the need for
       which arises from the active duty or call to active duty status of the covered service
       member.;

    6. Taking up to five business days of leave to spend time with a covered service
       member who is on short-term temporary, rest, and recuperation leave during
       deployment; and

    7. Post-deployment activities including attending arrival ceremonies, reintegration briefings
       and events, and other official ceremonies or programs sponsored by the military for a
       period of ninety (90) calendar days following the termination of the covered service
       member’s active duty status, and addressing issues arising from the death of a covered
       service member.

Reduced Leave Schedule – leave schedule that reduces an employee’s usual number of
working hours per work week or per workday.

                                                51
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                                           TR-0402
Serious Health Condition – an illness, injury (including work related injuries), impairment, or
physical or mental condition that involves in-patient care or continuing treatment by a health
care provider.

The following conditions are generally not considered to be serious health conditions unless
complications arise: the common cold, the flu, earaches, upset stomachs, minor ulcers,
headaches other than migraines, routine dental or orthodontia problems, and periodontal
disease. In addition to these conditions, an absence caused by an employee’s abuse
of a substance, rather than for treatment for the problem, does not qualify for FMLA leave, and
is not considered a serious illness.

Serious Injury or Illness – an illness, injury impairment, or a physical or mental condition that
involves:

    1. Inpatient care; or

    2. Any period of incapacity requiring absence from work for more than three
       consecutive, full calendar days and that involves continuing treatment by a health care
       provider; or

    3. Continuing treatment by a health care provider for a chronic or long-term health
       condition that is incurable or which, if left untreated, would likely result in a period of
       incapacity of more than three consecutive calendar days; or

    4. Prenatal care by a health care provider; or

    5. An injury or illness incurred by a covered service member in the line of duty on active
       duty that may render the service member medically unfit to perform the duties of the
       member's office, grade, rank, or rating.

                a. Covered family members (employee’s spouse, child, or parent) are eligible
                   for 26 weeks of leave to care for veterans who are undergoing medical
                   treatment, recuperation, or therapy for a serious injury or illness and who
                   were members of the Armed Forces (including members of the National
                   Guard or Reserves) at any time during the 5 years preceding the date of
                   treatment, recuperation, or therapy.

Service Hours – actual hours worked not to include paid time-off such as vacation leave, sick
leave, or bereavement/funeral leave.

Spouse – a husband or wife as defined or recognized under Texas law for purposes of
marriage, including common law marriages. Former spouses and in-laws do not qualify as
spouses or parents for the purposes of Family and Medical Leave.

Twelve (12) Month Period – see Leave Year.

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                                            TR-0403
“Unable to Perform the Essential Functions of the Position” – situation where a health care
provider finds that the employee is unable to work at all or is unable to perform the essential
functions of the employee’s position within the meaning of the American with Disabilities Act
(ADA).

                                        FMLA Forms
                                         PDF Format

    • All FMLA Forms

    •   FMLA Request Form
    •   FMLA Release Form
    •   Certification of Qualifying Exigency for Military Family Leave
    •   Certification for Serious Injury/Illness of Covered Servicemember for Military Family
        Leave
    •   Designation Notice (FMLA)
    •   Certification of Health Care Provider for Employee's Serious Health Condition
    •   Certification of Health Care Provider for Family Member's Serious Health Condition
    • Notice of Eligibility and Rights & Responsibilities

                                               53
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                                           TR-0404
       Policy No. 7.3.04

                               Worker’s Compensation
Effective Date: January 1, 2007
Bexar County provides self-insured Workers’ Compensation benefit coverage for accidents;
illnesses or injuries employees sustain in the course and scope of employment in accordance
with Texas Worker’s Compensation laws.

Reporting Procedures
Employees should report any on-the-job injury to their office or department within 24 hours of the
incident but no later than thirty (30) days after the date of injury. Employees should submit an
Incident Report (Form 75) along with a signed Authorization for Medical Records to their office
or department. Failure to do so may result in the lack of coverage.

Offices and departments should have an Incident Report (Form 75) readily available and should
report all on-the job injuries to Human Resources within 24 hours of the incident. The completed
Form 75 should be signed by the employee and forwarded to Human Resources with the
Authorization for Medical Records within three days of the incident.

Medical Treatment
If required, employees can seek medical treatment from a County authorized medical facility or a
doctor of their choice.

 The office or department should have available the list of medical facilities that are available
through Bexar County and provide the injured employee with the list of available medical
facilities. The list can be requested from Human Resources.

Texas Workers Compensation Commission Form
(TWCC 73)

In order to be released to full duty with no restrictions, the employee must obtain Texas Workers’
Compensation Commission Form (TWCC 73) and have it signed by their treating doctor and
submit it to their office or department.

    ! Texas Workers’ Compensation Commission Form (TWCC 73) is available from Human
       Resources.
A copy of the completed Texas Workers’ Compensation Commission Form (TWCC 73), signed
by the doctor, shall be forwarded by the office or department to Human Resources when the
employee is released to full duty with no restrictions.

    ! All offices and departments should have current Workers’ Compensation laws available
      in their department. A copy can be requested from Human Resources.

                                               54
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                                           TR-0405
Status Forms
The office or department is responsible for submitting any required status forms to ensure that
no employee is underpaid or overpaid following an on-the-job injury.

Payment under Worker’s Compensation
Employees covered under Workers’ Compensation will begin receiving payment after the
employee has been out of work for seven (7) days due to illness or injury sustained in the course
and scope of employment. Payment begins on the eighth day.

The office or department can apply the employee’s sick leave, vacation leave, FLSA,
compensatory, or discretionary time for pay during the first seven (7) days of lost time from a
compensable injury at the request of the employee.

After leave time is exhausted, the office or department should place the employee on leave
without pay status, and the injured employee should receive weekly compensation benefits in
accordance with Workers’ Compensation Law. In no event may an employee receive more than
100% of their base pay.

                                               55
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                                          TR-0406
                                        Policy No. 7.3.05

                                 Modified Duty Program
Effective Date: January 1, 2007
Bexar County offers eligible employees, where practicable, the opportunity to work under a
Modified Duty Program after an illness or injury of three or more days, thereby promoting a more
speedy recovery and enabling employees to maintain continuous pay without interruption.

Participation
Each office or department has the discretion whether to offer modified duty assignments.
Modified duty assignments are not automatic nor are they a right of employment. Participation is
based on available positions within the office or department, the regular job duties of the
employee and the limitations or restrictions imposed by the treating physician.

The denial or discontinuance of a modified duty assignment does not in any way interfere with
the ability of the office or department to proceed with the normal termination process if an
employee has exhausted all leave benefits and is unable to return to work.

Eligible Employees
Eligible employees for modified duty are those employees who have sustained an on-the-job
injury. Other employees who are recuperating from an off-the-job injury or illness may participate
in the Modified Duty Program depending on the injury and the available positions that can
accommodate the restrictions imposed by the doctor. First priority by the office or department
should be given to employees injured on the job.

Employees are eligible for modified duty if that employee has been released to modified or light
duty by their attending physician. Modified duty assignments are for a limited period of six weeks
for on-the-job injuries. Modified duty assignments are limited to thirty (30) days, or the expected
duration of the temporary restriction or limitation, whichever is shorter, for off-the-job injuries and
thirty days for off-the-job injuries. Employees must have a re-evaluation every three weeks after
initial participation in the program and submit a medical certification to the office or department.
Failure to submit a re-evaluation may result in removal from the program.

An employee who requests to work a modified duty assignment must certify to the office or
department that no outside employment is being worked during the period of modified duty.

                                                  56
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                                             TR-0407
Criteria for Modified Duty Assignment
Offices or departments should use the following criteria in evaluating whether to provide
modified duty assignment authorization to an eligible employee:

    1. Are the employee’s medical restrictions or physical limitations conducive to a modified
       duty assignment?

    2. Will the modified duty assignment permit the employee to perform many of the
       employee’s regular position tasks while keeping within the restrictions or limitations
       ordered by the physician?

    3. Does a vacant position exist in the office or department which meets the employee’s
       limitations and qualifications?

    4. Can a modified duty assignment be structured to allow the employee to perform tasks
       generally associated with other positions in order to alleviate work backlog situations?

Extension of Modified Duty Period
Extension of a modified duty assignment may only be granted by the office or department when
there is a continuing business need. An employee may request an extension of the modified
duty assignment by timely submitting a request to the office or department along with medical
certification from their treating physician which supports the continued medical need for a
modified duty assignment.

Benefits While on Modified Duty
Employees in a modified duty assignment shall receive their regular rate of pay and accrue
seniority, sick leave and vacation time according to applicable Bexar County policies and
procedures. Employees in a modified duty assignment are still eligible to compete for other
County employment opportunities for which they are qualified through the competitive process
with proper notice to their office or department.

Completion of Modified Duty
Modified duty eligibility under the Bexar County Modified Duty Program will end when one of the
following actions occur:

    1. The employee receives a medical release to resume the essential functions of their
       regularly assigned position without restriction.

    2. Completion of six weeks in an on-the-job injury

                                                57
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                                            TR-0408
    3. Completion of 30 days in an off-the-job injury modified duty assignment.

    4. Withdrawal of authorization for the modified duty assignment by the office or department
       based on bona fide business necessity or the employee’s failure to comply with the
       program.

Procedures
Employee Responsibility

    1. An employee must request a modified duty assignment from their office or department
       and provide a medical certification completed by their attending physician which
       authorizes a release to modified or light duty.

    2. Once a modified duty assignment is approved, an employee must have a reevaluation
       every three weeks after initial participation in the program and submit a medical
       certification indicating a continuance of modified duty or a release to full duty.

    3. Any employee who encounters difficulties performing up to the standards imposed by
       their physician may request to be removed from the program or may request an
       assignment change. Any request for changes must be supported by a report from the
       treating physician who initially approved a return to duty in a modified duty status.

Office or Department Responsibility
    1. The office or department is responsible for reviewing and authorizing each modified duty
       request using the certification submitted by the treating physician, the restrictions and
       limitations placed on the employee, the regular position tasks of the employee and the
       business needs of the office or department.

    2. The office or department shall provide the employee with a written decision approving or
       denying the request for modified duty assignment as soon as possible.

    3. If approved for a modified duty assignment, a bona fide job offer must be made
       describing the terms and duties of the modified assignment and accepted by the
       employee.

    4. The office or department shall ensure upon reaching the three week period for re-
       evaluation, that the employee submits a new medical certificate from their treating
       physician indicating a continuance of the modified duty or a release to full duty.

    5. The office or department may adjust the daily assignments on modified duty to reflect the
       organization’s business needs and/or the employee’s improved conditions and expanded

                                               58
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                                           TR-0409
       medical capabilities based on re-certification information received.

    6. If the modified duty assignment is to be discontinued, the office or department should
       notify the employee as soon as possible.

    7. When an extension of the modified duty assignment is requested by the employee and
       treating physician supports a release for continued modified duty, the office or
       department should review the criteria and shall provide the employee with a written
       decision approving or denying the request for extension of the modified duty assignment
       as soon as possible.

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                                           TR-0410
                                      Policy No. 7.3.06

                        Voluntary Reduced Time Schedule

Policy Number: 7.3.06
Effective Date: January 1, 2007

Voluntary Reduced Time Schedule
Bexar County allows a Voluntary Reduced Time Schedule as a flexible time schedule that may
be offered at the discretion of the office or department to provide employees with an opportunity
to maintain their full-time status while working a reduced time schedule due to personal needs,
operational needs or to meet an office or departmental budget need.

Eligibility
All regular full-time employees are eligible to participate in a Voluntary Reduced Time Schedule
subject to the approval of the office or department and subject to operational or budgetary
needs.

Maximum Reductions Allowed
In order to maintain full-time status, the agreed reductions allowed are a 10 % reduction to a 36-
hour work week or a 20% reduction to a 32-hour work week. The salary received would be
based on the actual number of hours worked.

Voluntary Reduced Time Schedule Agreement
A Voluntary Reduced Time Schedule Agreement must be completed and signed by the office or
department and the employee. The Agreement should describe the hours, pay, benefits and
length of the Agreement. The initial Agreement will generally be for a period of six months to one
year and may be renewable if approved by the office or department. When the Agreement
expires, the employee will return to a 40-hour work week.

Any change in operational or budgetary needs may allow the Agreement to be withdrawn. The
Agreement may also be withdrawn based upon the employee’s performance.

Employee Responsibilities
When the need for a reduced time schedule arises, the employee must assist the office or
department in completing a Voluntary Reduced Time Schedule Agreement. A signature of the
employee is required on the Agreement.
Office or Department Responsibilities

                                               60
!
                                           TR-0411
The office or department is responsible for developing a Voluntary Reduced Time Schedule
Agreement with the employee. The Agreement must describe the hours, pay and benefits, an
effective and expiration date, and both the employee’s and the office or department authorized
representative signature. The office or department must contact the Human Resources
Department to insure the proper calculation of pay and benefits. An Agreement Form may be
obtained from Human Resources.

The office or department is required to submit a copy of the Agreement and a completed status
form to both the Auditor’s Office and the applicable Budget Analyst in the Human Resources
Department within ten (10) days.

Participating Employee Termination
If a participating employee terminates employment, the office or department may elect to fill the
vacant position with another employee under a Voluntary Reduced Time Schedule Agreement,
or the office or department may elect to fill the vacancy with a full-time employee, provided there
are sufficient dollars available in the authorized budget for that fiscal year.

    ! Before filling the reduced-time vacancy with a full-time employee, the office or
      department should determine whether that action will lead to a negative budgetary
      impact. Additional funding is not automatically allocated in the approved budgets of
      offices or departments to support increasing the hours of a reduced position to a full-time
      position. The office/department should consult with their Budget Analyst in the Human
      Resources Department to verify and determine budgetary compliance. A noncompliant
      office or department may face a budget reduction in the following year.

                                                61
!
                                           TR-0412
                                     Policy No. 7.3.07

                          Employee Assistance Program
Effective Date: January 1, 2007

Bexar County has established the Employee Assistance Program to provide free, voluntary,
confidential and professional counseling assistance to all regular employees and their
dependents regardless of their location or choice of medical insurance plan. Both male and
female counselors are available. Appointments may be made during work hours, after work, or
on Saturdays. Employees must utilize their leave accounts for appointments made during work
hours.

EAP services may address a variety of issues including:

          ! Marital Conflict

          !    Family Problems

          !    Alcohol/Drug Problems

          !    Legal/Financial Problems

More information regarding the EAP program is available from Human Resources.

                                              62
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                                          TR-0413
                                      Policy No. 7.3.08

                             Flexible Spending Accounts
Effective Date: January 1, 2007

Bexar County offers pre-tax benefit programs to help employees save for certain out-of-pocket
costs while increasing spendable income. The Health Care Flexible Spending Account, the
Dependent Care Flexible Spending Account, and the Parking and Mass Transit Pre-Tax Benefits
allow employees to contribute pre-tax dollars to an account from which employees can be
reimbursed for eligible expenses up to the amount of the elected annual contribution.

All regular full-time employees working at least 32 hours per week are eligible to participate.
Participation in a flexible spending account does not automatically continue from one year to the
next. Participation must be renewed every year in order to continue enrollment. A previous
year’s election does not automatically carry forward.

Employees choose the amount of annual contribution which is deducted from their paychecks
and seek reimbursement from the account.

Health Care FSA
In order to participate, employees must enroll during the annual Open Enrollment period. No
exceptions will be made unless the employee has a qualified status change. The Health Care
FSA allows the employee to be reimbursed for eligible expenses up to the amount elected for
annual contribution. If the employee submits an eligible expense for health care received during
the year that is greater than the year-to-date contributions at that time, they will be reimbursed
for the entire amount, as long as the total expense submitted is not greater than the annual
elected contribution amount. Semi-monthly deductions from the employee’s paycheck will
continue to be made for the remainder of the calendar year.

Dependent Care FSA
In order to participate, employees must enroll during the annual Open Enrollment period. No
exceptions will be made unless the employee has a qualified status change. With the Dependent
Care FSA, employees are reimbursed for monthly eligible day care expenses up to the monthly
contribution amount only. Semi-monthly deductions are taken from the employee’s paycheck in
the amount elected during Open Enrollment.

                                               63
!
                                           TR-0414
Pre-Tax Parking and Mass Transit
Bexar County offers employees the opportunity to set aside a portion of their salary, on a pre-tax
basis, to pay for certain transportation expenses. Employees will not be taxed on the amounts
that are set aside and used for qualified expenses. All regular County employees who are
currently receiving benefits are eligible to use this program.

Employees can set aside up to $195 per month in pre-tax dollars to be used to pay eligible
parking expenses and up to $105 per month to be used to pay mass transit expenses.

Parking expenses, daily or monthly, which are paid or reimbursed by the county, are not eligible.

Contract Garage Parking
Employees that have a contract with Bexar County to park in the County Garage must enroll
each year to authorize a pre-taxed parking fee payroll deduction. The deduction can then be
taken on a pre-tax basis. Because this is a pre-tax payroll deduction, employees are not
reimbursed for this expense but the pre-tax savings are still realized. Contact the Human
Resources Division for additional information regarding Flexible spending accounts and eligible
expenses.

                                                64
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                                           TR-0415
                                      Policy No. 7.3.09

                           VIA Transportation Program
Effective Date: January 1, 2007

To help employees save money on transportation expenses and to decrease the number of
private vehicle trips resulting in a demand for parking at or near County facilities, Bexar County
has coordinated with VIA to offer Bexar County employees free bus rides and a monthly subsidy
for utilizing VIA’s Vanpool Service.

Bus Ride

Employees must present their Bexar County identification card to the bus operator in order to
ride for free. The free bus pass includes the use of all VIA Metropolitan Park and Ride facilities
and the downtown Trolley. Exclusions include Special Events, VIA trans or Starlight Services.

Vanpool

Employees are eligible to receive a $25 monthly subsidy for participating in VIA’s Vanpool
Service. Vanpool requires the rental of a van through VIA, fuel cost and at least six people to
share their ride to work. One member of the group must drive and maintain the van in return for
riding free.

For additional information, contact Human Resources at 210-335-2545.

                                               65
!
                                           TR-0416
                                       !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

                   Employee Leave Benefits Policies

7.4.01              Administering Leave

7.4.02              Vacation or Annual Leave

7.4.03              Sick Leave

7.4.04              Administrative Leave

7.4.05              Bereavement (Funeral Leave)

7.4.06              Military Leave

7.4.07              Jury and Witness Duty Leave

7.4.08              Unauthorized Absence

7.4.09              County Holidays

7.4.10              Sick Leave Pool

                                      66
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                                 TR-0417
                                       Policy No. 7.4.01

                                  Administering Leave
Effective Date: January 1, 2007

Bexar County provides leave for all of its employees as outlined in these Employee Leave
Benefits Policies. It is the responsibility of offices and departments to administer leave benefits
in accordance with these policies. Authority to approve leave requests is accompanied by the
responsibility for verifying that leave granted is available, legal and justifiable.

Responding to Leave Requests
Each office and department should establish reasonable rules for employees to request and
schedule leave. Each employee should receive a copy of all leave rules in writing with a signed
copy of acknowledgment maintained in the employee’s personnel file within their office or
department. The office or department should respond to each request for leave within a
reasonable time not to exceed seven business days. Leave requests shall be charged a
minimum of one hour.

Each office and department should designate a timekeeper to accurately record leave requests,
authorizations and designations. Leave balances can be requested from the timekeeper in the
office or department so that employees and supervisors can affirmatively verify the accuracy of
the current leave information and take appropriate action to update the system.
!

                                                67
!
                                           TR-0418
                                       Policy No. 7.4.02

                              Vacation or Annual Leave
Effective Date: January 1, 2007

Bexar County provides annual vacation leave to regular full time and part time employees for
rest and recreation and to provide periods of time off for personal and emergency purposes.
Vacation or annual leave accrues automatically except for any period when an employee is on
leave without pay or workers’ compensation. Vacation leave cannot be taken during the first six
months of initial employment with the County. Sheriff’s Office employees may not take vacation
during the first year of initial employment.

Vacation or annual leave requests shall be approved according to the needs of the office or
department. However, all reasonable accommodation should be given to the employee in
determining when vacation leave may be taken.

Earning Rates
All regular employees accrue annual vacation leave on a semi-monthly basis. Regular
employees who work less than 40 hours per week earn vacation leave on a pro-rata basis,
provided they work at least one day each week. A regular employee who worked as a temporary
employee immediately prior with no break in service will be credited for service for their time with
the County and their earning rate set accordingly.

The annual accrual and semi-monthly accrual rates for regular full-time employees are as
follows:

            Tenure!                       Annual!Accrual!                Semi.monthly!Accrual!
           1#4!years!                         10!days!                    3!hours,!20!minutes!
                                                                                    !
           5#9!years!                         12!days!                          4!hours!
                                                                                    !
          10#14!years!                        15!days!                          5!hours!

           15+!years!                         18!days!                          6!hours!

                                                68
!
                                            TR-0419
!

Maximum Accrual
Employees may not carry more than 30 days (240 hours) of annual leave from one fiscal year to
the next. Any vacation time accrued in excess of 30 days (240 hours) will be lost on October 1 of
each year.

All offices and departments should insure that, whenever possible, annual or vacation leave will
be scheduled for use by an employee to prevent any loss of accrued annual leave at the end of
the fiscal year. Offices and departments should provide each employee with an accounting of
the employee’s leave balances by August 31 of each year.

Payments of Unused Leave at Separation
Upon separation from employment, any employee who has completed at least six months of
employment with the County will be paid for annual vacation leave hours accrued but not taken
up to a maximum of 30 days (240 hours). Any amount above this maximum will be lost at time of
separation or may be donated to the Sick Leave Pool.

Break in Service
Vacation accrual rates may change for employees who separate from the County and return at a
later date.

Forfeiting Vacation Accrual Rates
Employees who voluntarily terminate their employment with the County but return at a later date
forfeit their vacation accrual rate at the time of separation and accrue as a new employee except
as described below

Reinstating Vacation Accrual Rates
Involuntary Termination

Annual vacation accrual rates will be reinstated when the break in service is within five years
and was the result of involuntary termination caused by a change in administration or loss of
funding for a program, department or office.

Voluntary Termination

Annual vacation accrual rates will be reinstated within sixty (60) days when the break in service
was voluntary and the employee resigned in good standing.

                                               69
!
                                          TR-0420
                                       Policy No. 7.4.03

                                          Sick Leave
Effective Date: January 1, 2007
Bexar County provides employees with sick leave to be granted when they are unable to
perform their duties for health-related reasons or it may be used for a medical or dental
appointment. Sick leave may be granted for health related reasons of an employee or for the
care of an employee’s immediate family members.

Sick Leave – Employee Illness or Injury
Eligible employees may be granted sick leave when they are unable to perform duties because
of 1) illness, injury, pregnancy, childbirth, or related medical conditions or 2) when absent for the
purpose of obtaining health-related services not available outside of regular working hours, such
as medical or dental appointments. Offices and departments may request employees to apply in
advance for sick leave for prearranged doctor’s appointments, whenever possible.

Sick Leave – Employee’s Immediate Family
An eligible employee may be granted sick leave when a member of the employee’s immediate
family is ill or for other health-related reasons, such as a medical or dental appointment, and the
employee’s presence is required.

Immediate Family
Immediate family includes the employee's spouse, children, stepchildren, foster children legally
placed by a State agency, an adult who raised the employee in the absence or death of the
employee’s parents, father, stepfather, mother, stepmother, brother, stepbrother, sister,
stepsister, grandparent, grandchild, parents of the employee's spouse, spouses of the
employee's children, brother of the employee’s spouse, sister of the employee’s spouse, and
grandparent of the employee’s spouse.

Earning Rates for Regular Employees
All regular employees accrue sick leave on a semi-monthly basis at the rate of four hours each
pay period. Sick leave is earned from the first full pay period of employment. There is no
qualifying period for the earning of sick leave and it may be used as it is accrued. The maximum
accrual amount for sick leave is 90 days (720 hours). Regular employees who are scheduled to
work less than 40 hours per week will earn sick leave on a pro-rata basis.

Payment of Unused Sick Leave at Separation

                                                 70
!
                                            TR-0421
Upon separation from employment with the County, an employee who has completed at least
five consecutive years of employment is eligible to be paid for one-half of their available sick
leave hours. The maximum amount that will be paid is 30 days (240 hours).

Sick Leave – Family and Medical Leave (FMLA)
(see Policy No. 7.3.03)
During any period of Family and Medical Leave, eligible employees must use accrued sick leave
and other available leave in accordance with Policy 7.3.03, FMLA.

Request for Physician’s Statement
An employee who is absent on or requests Sick Leave for three or more consecutive workdays
or 24 consecutive work hours must provide the office or department with a physician's statement
indicating the onset and duration of the illness before the office or department may post the third
day or 17th hour as Sick Leave. Employees who do not submit physician's statements in a
timely manner may not be granted sick leave for that period. For absences less than three days,
if a pattern of sick leave abuse is established, the office or department may require the
employee to provide proof of illness, medical or dental appointment.

Inappropriate Use of Sick Leave
In the event that a legitimate need for the use of sick leave cannot be established to the
satisfaction of the office or department, any unauthorized leave time taken shall be deducted
from another available leave account or the employee’s salary should be adjusted for the time
taken if no other leave is available.

Sick Leave Designated as Personal Leave
Employees will earn 40 hours of Personal leave at the beginning of each fiscal year and are
eligible to use up to 40 hours of Sick Leave as Personal Leave every fiscal year. Personal Leave
is taken from the employee’s available sick leave account and is not considered additional
accrued leave.

Personal Leave may be granted to any employee for any reason in accordance with the
established policy by the Elected/Appointed Official or Department Head. Any unused Personal
Leave may be carried over into the next fiscal year but may not exceed a total of 120 hours.
Because Sick Leave must be available in order to utilize any available Personal Leave, it is not
considered additional leave. As such, any unused Personal Leave balances remaining at time of
separation will not be paid to the employee.

                                                71
!
                                           TR-0422
                                      Policy No. 7.4.04

                                  Administrative Leave
Effective Date: January 1, 2007
Revised: May 1, 2009!

In accordance with Texas Local Government Code (LGC) 157.021, in a county with a
population of 355,000 or more, the Commissioners Court may adopt and enforce uniform
rules on the hours of work of department heads, assistants, deputies, and other employees
whose compensation is set or approved by the Court. The intent of this policy is to
administer time off, with pay, for purposes approved by Commissioners Court as listed below.

All regular employees may be granted administrative leave in accordance with this policy.
Each office and department is responsible for developing policies that are consistent with and do
not interfere with County policies and Commissioners' Court orders.

Examples of Administrative Leave include the following:

        1. Situations which require the office/department to immediately remove an employee
           from a work location and before any adverse action has been initiated (this
           includes situations where there is an immediate threat to County property or the
           well-being of the employee, a co-worker, or the public);
        2. During investigations into employee wrongdoing when it is in the best interest of
           the County to have the employee off the job;
        3. Blood donation during a County-wide blood drive;
        4. Brief absences (less than one hour);
        5. Examinations relating to the employee's job;
        6. Work related      conferences,    training   and   development,   and   for
           conventions;
        7. Registration to vote and for voting;
        8. Participation in activities which are encouraged by the County;
        9. An official funeral.

                                                  72
!
                                            TR-0423
Work time designated as Administrative Leave should not be included as hours worked for
the purposes of overtime calculations. Administrative Leave is not intended to extend an
employee's unearned (not accrued) leave. Administrative Leave may not be used by an office
or department to designate a holiday leave or extend holiday leave. Administrative Leave is to
provide for suspension of normal operations of an office or department of the County no
longer than four hours in duration. Any deviation from this policy must be approved by
Commissioners Court.

Termination

Administrative leave may not be used as severance pay nor used as a means to extend an
effective date in cases of employee termination.

Emergency Situations
There may be occasions for employees to be granted leave for reasons directly resulting
from severe weather conditions, emergencies involving facilities, or other unexpected
reasons. In cases where notification has been issued Countywide for employees to arrive at a
specified later time or not to report to work, administrative leave will be used to designate
such absences. In cases where notification has not been issued and employees miss work
without supervisor approval, the employee will have their salary adjusted for the lost time if no
paid time is available.

                                               73
!
                                          TR-0424
                                     Policy No. 7.4.05

                           Bereavement (Funeral Leave)
Effective Date: January 1, 2007
Bexar County provides employees with bereavement leave or funeral leave to be granted in the
occurrence of the death of an employee’s immediate family member. An employee may be
granted Funeral Leave for a period not to exceed three days (24 hours) consecutively
scheduled per occurrence.

    ! An employee who is on an unpaid status is not eligible for Funeral Leave and will remain
      in an unpaid status.

    ! An employee who is on annual leave may be granted Funeral Leave if a death occurs
      during the employee's scheduled vacation.

    ! The office or department may grant additional time off to employees if other appropriate
      leave time is available.

At the discretion of the office or department, an employee may be required to provide proof of
death and/or family relationship.

Immediate Family
Immediate family includes the employee's spouse, children, stepchildren, foster children legally
placed by a State agency, an adult who raised the employee in the absence or death of the
employee’s parents, father, stepfather, mother, stepmother, brother, stepbrother, sister,
stepsister, grandparent, grandchild, parents of the employee's spouse, spouses of the
employee's children, brother of the employee’s spouse, sister of the employee’s spouse, and
grandparent of the employee’s spouse.

                                              74
!
                                          TR-0425
                                        Policy No. 7.4.06

                                       Military Leave
Effective Date: January 1, 2007
Bexar County is committed to providing Military Leave in accordance with the Uniformed
Services Employment and Reemployment Rights Act of 1994 (USERRA).

Reservists
Every employee who is an actively participating reservist of the U.S. Armed Forces or member
of the National Guard is entitled to a leave of absence from duties, without loss of pay, time or
efficiency rating for not more than fifteen (15) working days in any fiscal year, for active duty
service or for training. This does not include activities such as:
    1. Summer training as members of a Reserve Officers’ Corps organization.
    2. Duty with the Temporary Coast Guard Reserve.
    3. Participation in parades organized by a State National Guard.
    4. Training with a State guard or other state military organization
    5. Service with the Civil Air Patrol.
Military leave will be charged only to regular work days. Non-work days, during a period of
military leave do not count against the total allowable military leave.

Extended Active Duty Military Leave
Employees who are placed on extended active duty with the U.S. Armed Forces or the National
Guard shall be placed on a leave without pay status in a manner consistent with USERRA. The
office or department can apply the employee’s vacation leave, FLSA, compensatory, or
discretionary time for pay during this time at the request of the employee. Employees shall
present active duty orders with any request for such leave. An employee on Extended Active
Duty Military Leave shall not accrue sick or vacation leave or other benefits, but the period of
active duty shall represent continuous service so long as the military service conforms to
provisions as specified by the Veterans' Reemployment Act.

Return to Employment
An employee who has Veterans' reemployment rights shall be returned to the former position
held or a comparable position at a comparable rate of pay, contingent upon the availability of
funds, unless circumstances make it impossible or unreasonable to do so. An office or
department so affected will be able to hire temporary employees or move a current employee
into the position for a temporary time period to fill those positions during the absence.

                                                75
!
                                            TR-0426
                                      Policy No. 7.4.07

                           Jury and Witness Duty Leave
Effective Date: January 1, 2007
Offices and departments shall grant an employee’s request for leave for jury duty and witness
duty under the following circumstances:

    1. The employee is appointed to serve on a grand jury or required by court order to appear
       as a prospective juror in a federal, state, county, or municipal court on a day and during
       the hours that the employee is normally scheduled to work; or
    2. The employee is required by subpoena or court order to appear as a prospective witness
       in a federal, state, county, or municipal court on a day and during the hours that the
       employee is normally scheduled to work.

Offices and departments shall verify and obtain a copy of the employee’s summons to appear
as a potential juror or a copy of the employee’s subpoena to appear as a potential witness. An
employee serving for Jury or Witness Duty will only be compensated for up to eight hours per
day.

Return to Work
An employee released early from jury duty or witness duty must return to work for the remainder
of the day. The time the employee spends driving from the courthouse or other location directly
to their worksite is compensated as Jury or Witness Duty. Any employee who does not return to
work as required shall have their leave accounts or pay adjusted for the amount of time absent
from work.

Witness Regarding Official Acts
Employees of the County who provide testimony in connection with the performance of an
official act shall count the time spent as Hours Actually Worked and may not receive any form of
compensation from any source other than the County for their services. Funds received from
outside sources for those services shall be turned in to the office or department for appropriate
deposit with the County. Refusal to do so may result in adverse disciplinary action.

                                               76
!
                                          TR-0427
                                     Policy No. 7.4.08

                               Unauthorized Absence
Effective Date: January 1, 2007

An unauthorized absence from work is an absence that is not approved. An employee will
receive no pay nor will the employee’s leave account be credited during any period of
unauthorized absence. The office or department may excuse an absence with appropriate
adjustments to pay and credits of leave time upon receiving adequate documentation of the
circumstances surrounding the employee’s unauthorized absence.

An employee who takes unauthorized leave will be subject to disciplinary action, which may
include termination.

Any unauthorized leave that continues for three consecutive work days will be considered an
automatic resignation. When that occurs, the office or department shall send written notice of
automatic resignation to the last known address of the employee on file.

                                             77
!
                                         TR-0428
                                      Policy No. 7.4.09

                                    County Holidays
Effective Date: January 1, 2007

Bexar County Commissioners Court grants time off from work with pay for each holiday.
Designated holidays which fall on a Saturday will normally be observed on Friday and
designated holidays which fall on a Sunday will normally be observed on Monday. The annual
Holiday Calendar is approved as part of the Budget process and can found in the Budget
Manual each year and on the County Intranet site.

Twelve (12) holidays are normally designated each year and typically include:

       New Year’s Day                                      Independence Day
       Martin Luther King Day                              Labor Day
       President’s Day                                     Veteran’s Day
       Good Friday                                         Thanksgiving and following Friday
       Battle of Flowers                                   Christmas Day
       Memorial Day

Employees in positions required to maintain a 24-hour operation (shift work) will be credited for
eight hours of holiday time regardless of whether or not they are actually scheduled to work on
the holiday.

Employees shall not be paid for holidays occurring during a leave of absence without pay.
Employees paid on an hourly basis are not entitled to holiday pay. Holidays occurring during
paid absences shall not be charged against any leave account.
!

                                               78
!
                                          TR-0429
                                       Policy No. 7.4.10

                                      Sick Leave Pool
Effective Date: January 1, 2007

Bexar County has established a Sick Leave Pool pursuant to Texas Local Government Code,
Chapter 157. The Sick Leave Pool program provides a source of additional paid leave to an
employee if a catastrophic illness or injury forces an employee to exhaust all earned leave time
and go into a non-pay status.

Catastrophic Illness or Injury
A catastrophic illness or injury is defined as a severe condition or combination of conditions
affecting the mental or physical health of the employee which has resulted in a life threatening
condition and/or has had a major impact on life functions. Such life-functions shall include, but
are not limited to, the loss of physical senses, the loss of physiological processes, or the loss of
limb.

Types of catastrophic illnesses or injuries may include surgery to remove kidney/lung,
emergency cardiac surgery, amputation of a limb, transplant surgery and cancer.

Eligibility for Leave Request
Requests for leave will be considered on a first-come, first-served basis. In order for an
employee to be considered eligible to receive leave from the Pool, a request for leave must be
made by a regular employee with a qualifying illness or injury who meets all of the following
criteria:
    ! The requesting employee must have donated a minimum of eight hours to the pool
      within 12 months preceding the date of the request;
    ! The employee must be out of work for thirty days due to a catastrophic illness or injury;
    ! The employee may not have any accrued paid leave available, including time accrued
      while participating in the Sick Leave Pool;
    ! The employee must be continuously employed with Bexar County for at least 12 months;
    ! The employee’s catastrophic illness or injury may not be as a result of activity that is in
      the course of employment with Bexar County or from any other employment; and

    ! The employee must not be receiving Worker’s Compensation benefits.

                                                79
!
                                            TR-0430
Procedures for Leave Requests
Employee Responsibility
    1. To request leave from the Pool, an employee (or their representative) must complete the
       County Sick Leave Pool Leave form and turn it in to Human Resources.
    2. An employee must obtain a Medical Certification of Catastrophic Illness or Injury from a
       medical care provider. The forms are available from Human Resources. If a current
       medical certification has been submitted for purposes of Family and Medical Leave and
       it covers the period of requested Pool leave, a copy of that certification may be used.

Supervisor Responsibility

    1. Offices and departments must verify eligibility by signing a Bexar County Sick Leave
       Pool Contribution form that has been completed and signed by the employee.
Sick Leave Pool Administrator
    1. The Sick Leave Pool Administrator will notify the employee in writing if the request for
       Pool leave has been approved or denied, and a copy will be sent to the office or
       department.
    2. The Sick Leave Pool Administrator will process all requests for leave within five days
       from the time they are received.
    3. If a request is denied, the reason(s) for denying the request will be included in the
       notification sent to the employee with a copy sent to the office or department.

Disbursements
Any annual and sick leave contributed to the County Sick Leave Pool becomes the property of
the County and can only be withdrawn by eligible employees as defined by this policy.

The maximum amount of Pool leave that can be disbursed to and used by an employee in one
fiscal year shall not exceed 720 hours. However, at no time may an employee be granted more
than one-third of the balance of hours in the Pool at the time of the request. An employee may
request to use the Pool for each catastrophic illness until the employee uses the maximum
amount of 720 for the fiscal year.

Any unused Pool leave disbursed to the employee will revert to the Pool under any of the
following conditions:

    ! The employee returns to work in a full-duty, light-duty or modified duty status;
    ! The employee is no longer disabled;
    ! The employee resigns or otherwise terminates employment, including retirement; or
    ! The employee is deceased.

                                               80
!
                                           TR-0431
Under no circumstances will disbursed sick leave be eligible for monetary pay out if an
employee who has been awarded leave from the Pool is unable to use the disbursed sick leave.
The estate of a deceased employee is not entitled to payment for unused sick leave acquired by
that employee from the sick leave pool.

Contributions to the Pool
Any regular employee is eligible to donate leave to the Sick Leave Pool. Donations can only be
made to the Pool and cannot be made to a specific employee.
    ! Donations can be made by filling out and turning in to Human Resources the County
      Sick Leave Pool Leave form for contributions.
    ! An employee may contribute up to five business days or forty (40) hours of accrued
      annual or sick leave to the Pool each fiscal year, in increments of eight hours.
    ! Contributions must be submitted to the Sick Leave Pool Administrator in Human
      Resources within ten business days from the date of the employee’s signature.
    ! A separating employee may donate sick and vacation leave to the Pool in any amount
      as long as the contribution does not exceed the forty hour maximum for the fiscal year
      and the contribution is received by the Sick Leave Pool Administrator within ten business
      days from the date the employee signed their contribution form.
    ! Once a contribution is approved, the Sick Leave Pool Administrator will notify the office
      or department to ensure that the employee’s appropriate account is deducted for the
      amount of the contribution and will ensure that the Sick Leave Pool is credited with the
      contribution.
    ! Contributions placed in the system by the Sick Leave Pool Administrator may not be
      rescinded.

                                              81
!
                                          TR-0432
                                         !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

                     Employee Conduct Policies

7.5.01              General Conduct

7.5.02              Sexual Harassment

7.5.03              Drug and Alcohol-Free Workplace

7.5.04              Confidentiality

7.5.05              Political Activity

7.5.06              Use of Government Property

                                      82
!
                                 TR-0433
                                      Policy No. 7.5.01

                                    General Conduct
Effective Date: January 1, 2007

In order to maintain the confidence and respect of its citizens, Bexar County offices and
departments should develop, maintain and communicate clear standards of conduct for their
own office or department. Office and department specific standards for conduct must at least
include information from this Chapter and any Government legal statutes that may relate to their
operation.

Ready, Willing, and Able to Work
Bexar County expects all employees to be ready, willing, and able to work. If an office or
department determines that an employee is not ready, willing, and able to work, the employee
may be asked to leave work for up to the remainder of the workday and the appropriate leave
will be charged, excluding Administrative Leave. If leave is not available, the employee will be
placed on leave without pay status. This type of action is not a disciplinary action. However,
disciplinary action may be taken against an employee who repeatedly fails to appear ready,
willing, and able to work.

Dress Code
Employees shall dress with emphasis on professionalism, neatness and safety. An appropriate
image shall include good grooming and hygiene with attire properly reflecting the type of work in
which the employee regularly engages. Each office and department should adopt a standard for
dress code. The dress code shall be distributed and communicated to each employee.

Gifts, Entertainment, Financial Interests and Favors
Employees are prohibited from soliciting or accepting, directly or indirectly, any gift, favor,
entertainment, loan or any type of monetary value from a person who has, or is seeking to
obtain, contractual or other business or financial relations with the County or where official
duties of the County will affect that person’s business. Each office and department is
responsible for developing a system for disclosing conflicts or apparent conflicts of interest. An
employee may not receive any salary or anything of monetary value from a private source as
pay for their services to the County.

                                               83
!
                                           TR-0434
Office Donations
Managers may not force employees or make them feel obligated to contribute or make
donations to any fund or collection. The Elected Official or Department Head must first be
notified and approve any office collection.

Outside Employment Policy
County employees are permitted to hold secondary non-County employment; however,
managers must obtain the duties and details of the outside job, including the name and address
of the employer from the employee. Offices and departments shall evaluate the duties of the
outside employment and determine if
there is a conflict that would prevent the employee from holding both positions. All outside
employment, including self-employment, must be approved by an office or department manager
in writing. It is the responsibility of each office and to maintain all records regarding outside
employment.

Gambling, Betting and Lotteries
Employees are prohibited from participating while on County-owned or leased property or while
on duty for the County, in any gambling activity including the operation of a gambling device, in
conducting a lottery or pool, in a game for money or property, or in selling or purchasing a
numbers slip or ticket.

                                               84
!
                                          TR-0435
                                       Policy No. 7.5.02

                                    Sexual Harassment
Effective Date: January 1, 2007
It is the policy of the County and the responsibility of every manager and supervisor to provide
and maintain a work environment that is free of sexual harassment, sexual exploitation,
intimidation and retaliation from reports of sexual harassment. This harassment-free protection
applies to all persons employed by the County or working as a volunteer in the County. Sexual
harassment is a form of sex discrimination and is a violation of Federal Law Section 703 of Title
VII of the Civil Rights Act of 1964 (as amended). “Sexual Harassment” is defined as unwelcome
sexual advances, requests for sexual favors or other physical or verbal conduct of a sexual
nature,
    1. that creates a hostile, intimidating or offensive working environment;
    2. the submission to which is made either implicitly or explicitly a term or condition of a
       person’s employment; or
    3. The submission to, or rejection of which is used as a basis for an employment decision
       affecting the harassed employee.
It is illegal and against County policy for any employee to sexually harass another employee or
to create a hostile working environment by either committing or encouraging:
    1. physical assaults on another employee; or
    2. intentional physical contact that is sexual in nature, including but not limited to, touching,
       pinching, patting or brushing up against another employee’s body; or
    3. unwanted sexual advances, propositions or sexual comments, including gestures, jokes
       or comments made in the presence of any employee who has indicated in any way that
       such conduct in his or her presence is unwelcome; or
    4. posting or displaying pictures, posters, calendars, graffiti, objects or other materials that
       are sexual in nature or pornographic.
Actions that arise out of a personal or social relationship and that are not intended to have a
discriminatory employment effect might not be viewed as sexual harassment.

Procedures for Reporting an Incident
Employees filing a sexual harassment claim are required by federal law to report the incident no
later than 180 days after the alleged incident occurred. Bexar County highly encourages
employees to report any claim of sexual harassment immediately.
    1. If an employee is either subjected to or witnesses sexual harassment, the employee
       should notify their immediate supervisor or the Human Resources Division as soon as

                                                 85
!
                                            TR-0436
       possible. Supervisors will not disregard any complaint of sexual harassment. All claims
       of harassment shall remain confidential in compliance with State and Federal laws.
    2. If the employee’s immediate supervisor is the source of the alleged harassment, the
       employee should report the claim directly to the next level of supervision or may report it
       to the Human Resources Division.
The supervisor receiving the claim is responsible for immediately reporting it to the next level of
supervision and may also report it to the Human Resources Division. The Human Resources
Division is available at any stage of the process to receive complaints of sexual harassment.
The incident must be reported even if the employee does not want action taken

Investigation and Findings Procedures
The Human Resources staff will investigate all claims and reports of sexual harassment
immediately and present their findings to the office or department from which the complaint was
made and to the District Attorney’s Office. The Elected Official or Department Head, with
consultation from the District Attorney’s Office will determine the appropriate action, including
disciplinary action. The parties directly involved in the sexual harassment claim must be notified
of the final outcome.

While the County cannot control the actions of outside parties, such as County vendors or
patrons, employees who believe they have witnessed or been the subject of discrimination by
an outside party, including sexual harassment or retaliation, must report the alleged act(s) as
required by this policy.

All sexual harassment cases are taken very seriously. An employee who knowingly files a false
sexual harassment complaint is subject to discipline, up to and including termination.

                                                86
!
                                            TR-0437
                                      Policy No. 7.5.03

                        Drug and Alcohol-Free Workplace
Effective Date: January 1, 2007
Bexar County is committed to ensuring the health, safety, well-being and satisfactory work
performance of all employees. The use, exchange or presence of alcohol, illegal drugs, and the
misuse of legal drugs by County employees in any County facility, work site or County vehicle is
prohibited.

Employees are required to refrain from:
           !    the unlawful use, manufacture, procurement, distribution, sale, and dispensing of
               illegal or legal drugs
           !    the misuse of legal drugs while on duty and for a sufficient time prior to the
               performance of duty so that none of the effects of the misuse of legal drugs
               remain during job performance
           !   the use of alcohol while on duty and for a sufficient time prior to the performance
               of duty so that none of the effects of the use of alcohol remain during job
               performance
           !    the misuse of substances and materials available in the workplace that may
               result in physical or mental impairment

Mandatory Drug Testing for Safety-Sensitive Positions
Mandatory drug testing is required for all employees in safety-sensitive positions, as identified
on the position description, as follows:

    1. Random Testing. All employees in safety-sensitive positions are subject to controlled
       substance and alcohol testing on a random basis. The office/department is responsible
       for scheduling random tests so that safety sensitive employees will have an equal
       chance of being selected each time a random selection is made.

    2. Post-Accident Testing. A controlled substance test and an alcohol concentration test
       are required after an accident. An “accident” is defined as a County employee operating
       a County motor vehicle which involves any one of the 7.5.03 Drug 2 Free Workplace
       following:

       a) A fatality.
       b) Injury requiring medical treatment within two hours.

                                               87
!
                                           TR-0438
       c) Property damage to a vehicle requiring it to be towed.
       d) Property damage estimated to be equal or greater than $500.
       e) A violation of federal or state law, city ordinance or County rule.

Employees who are seriously injured and unable to provide a specimen at the time of the
accident, or who are otherwise unable to comply with controlled substance and alcohol
concentration testing, shall provide the necessary authorization for the office/department to
obtain medical records, law enforcement reports and other documents that may indicate the
presence of controlled substances or alcohol concentration.

Removal from Duty
Employees shall be placed on administrative leave and not allowed to remain on duty in a
safety-sensitive position if that employee found to use, manufacture, distribute, procure, sell,
dispense or possess illegal drugs or is found to use alcohol when its effects will remain during
job performance.

Return to Duty
If an employee’s test results are found to be negative, the employee shall return to duty in a
sensitive position if it is determined that this action would not pose a danger to public health or
safety. Following the return to work, the employee will be subject to at least six unannounced
tests over the next 12 months and unannounced tests may continue for not more than 60
months following the return to work.

Testing Based on Reasonable Cause
A controlled substance test and an alcohol concentration test are required if there is reasonable
cause to believe an employee is under the influence of drugs or alcohol. “Reasonable cause”
exists when an employee exhibits behavior which suggests impairment from drug or alcohol use
or when job performance or safety is affected.
    ! Offices and departments shall place in writing their observations and any other
      supporting documentation for their reasonable cause.
    ! Offices and departments shall refer such an employee to an authorized testing facility.

Refusal to Test
Employees who refuse to submit to drug and alcohol testing will be subject to disciplinary action
up to and including termination. Employees who refuse to Free Workplace submit to post-
accident drug and alcohol testing after being involved in a fatal accident will be disqualified from
driving a County vehicle for one year and subject to disciplinary action up to and including
termination.

                                                88
!
                                            TR-0439
A “refusal” by an employee to submit to a controlled substance and alcohol test includes any of
the following:

    1. Refusal to take the test.
    2.   Inability to provide sufficient quantities of breath or urine to be tested without a valid
         medical explanation.
    3. Tampering with or attempting to adulterate the specimen or collection procedure.
    4. Not reporting to the collection site in the time allotted.
    5. Leaving the scene of an accident without a valid reason before the tests has been
       conducted.

Testing Facilities
If an employee is required to submit to drug and alcohol testing, testing will occur at facilities
authorized by Commissioners Court. Offices/departments should contact Human Resources for
a list of current testing facilities authorized by Commissioners Court.

Whenever available, Bexar County will accept the results from drug and alcohol tests conducted
by law enforcement officers pursuant to the Texas Penal Code and Texas Code of Criminal
Procedure.

Notification to Supervisor of Conviction
An employee convicted of a violation of a criminal statute relating to illegal drugs or alcohol shall
notify their office/department no later than five days after the conviction.

Reporting Requirements to Outside Agencies
Positive drug and alcohol testing may be reported to outside agencies and licensing authorities
as required by law.

                                                  89
!
                                             TR-0440
                                       Policy No. 7.5.04

                                      Confidentiality
Effective Date: January 1, 2007

All information concerning County business must be held in strict confidence and must not be
discussed with others on or off the job except for purposes of necessary County business. An
employee is prohibited from directly or indirectly using or allowing the use of official information
obtained through or in connection with their position in the County for the purpose of furthering a
private interest.
!

                                                90
!
                                            TR-0441
                                       Policy No. 7.5.05

                                     Political Activity
Effective Date: January 1, 2007

Bexar County employees are encouraged to vote during elections for the person or party of their
choice. No employee shall be required to support, work for, make financial contribution to, or
otherwise do campaign work for any candidate for political office.

Employees may voluntarily participate in political activities provided that it is a voluntary action
on their part and they do not engage in such activities while on duty, in uniform, or while using
County property.

No employee may be discharged, demoted, denied promotion, transferred or subjected to any
type of personnel action because they did or did not participate in political activities.

                                                91
!
                                            TR-0442
                                     Policy No. 7.5.06

                           Use of Government Property
Effective Date: January 1, 2007

County property of any kind, including property leased to the County, is prohibited for use for
unofficial County business. All employees have the duty to protect and conserve government
property, including equipment, supplies and other property entrusted or issued to them. Policies
regarding the use of technology equipment such as desktop computers, laptops and cellular
phones can be requested through the Bexar County Information Services Department or
Administrative Policy 5.4.

Employees shall not participate in the bidding of County equipment sales, unless required by
the employee’s position.

                                              92
!
                                          TR-0443
                                         !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

              Civil Service Commission Rules and Regulations
!

7.6.01                 Introduction

7.6.02                 Application of Civil Services Rules

7.6.03                 Office and Department Policies

7.6.04                 Criteria for Declaring a Position Sensitive and Exempt

7.6.05                 Changes in Civil Service Status

7.6.06                 Probation Periods

7.6.07                 Posting Requirements for Vacancies

7.6.08                 Certification of Position Descriptions

7.6.09                 Reasons for Discipline

7.6.10                 Progressive Discipline

7.6.11                 Disciplinary Actions

7.6.12                 Investigative Administrative Leave

7.6.13                 Personal Grievances

7.6.14                 Suspension, Demotion, Termination - Appeal and Hearing

7.6.15                 Fitness for Duty Evaluation

               Adopted March 15, 2007; Effective March 16, 2007
              Revised: Adopted May 24, 2012; Effective June 8, 2012

                                       93
!
                                   TR-0444
                                      Policy No. 7.6.01

                                       Introduction
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012

Civil Service Commission

Chapter 7.6 contains the Rules and Regulations of the Bexar County Civil Service Commission
(“the Civil Service Rules and Regulations”). The Bexar County Civil Service Commission (“the
Commission”) was established September 15, 1971 pursuant to chapter 158 of the Texas Local
Government Code for the purpose of developing and enforcing rules regarding the selection and
employment of Bexar County employees.

The Civil Service Rules and Regulations apply to employees of all Bexar County offices and
departments that are not specifically excluded by statute or by the Commission. The Civil
Service Rules and Regulations shall apply from the time of its adoption in all instances in which
the Commission has jurisdiction. Any changes, deletions or additions to the Civil Service Rules
and Regulations may be made by the Commission in accordance with its rule-changing
provisions. The Commission is responsible for interpreting its rules consistent with applicable
law.

The Civil Service Rules and Regulations will be available to all employees on the Bexar County
Intranet and Internet, and a printed copy of the Rules and Regulations will be maintained by
Human Resources.

Change of Rules
These rules may be amended, repealed or supplemented by the Commission at any time and
new rules may be adopted. Notice of such action shall be issued ten (10) business days prior to
any action by the Commission to amend, repeal, or supplement any of these rules or to adopt
new rules. The notice will include the time and place for the public hearing on the proposed
actions. Copies of the notice and of the proposed changes or new rules shall be posted in
Human Resources, and elsewhere as the Commission deems advisable. Copies of the notice
and proposed actions shall be forwarded to County offices or departments, associations/unions
upon request, and made available to the public for inspection upon request.

The Commission, after public hearing, may take action on the proposed changes or new rules
and such changes or new rules may be adopted by a majority vote. The Commission has the
discretion to adopt new rules and proposed amendments, postpone adoption until further review
and/or changes, or decline to add or amend rules.

All rules and amendments adopted shall become effective the next business day following
approval by the Commission.

                                               94
!
                                          TR-0445
!

                                     Policy No. 7.6.02

            Application of Civil Service Rules and Regulations
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012
The rules and regulations in this Chapter are established pursuant to Chapter 158 of the Texas
Local Government Code and apply to all County employees who are designated by state law
with civil service status.

While the Civil Service Rules and Regulations do not apply to employees in positions that are
not covered by state law or positions specifically excluded by the Commission, these rules may
serve as guidelines in developing individual discipline and conduct policies and procedures.

Coverage for Deputy Constables. Deputy Constables are covered under these Rules and
Regulations.
Temporary positions. Employees filling temporary positions within the County do not obtain
civil service status.

Positions Not Covered By Law
The following employees are not covered under the Civil Service Commission, pursuant to
Chapter 158 of the Texas Local Government Code:

Employees of the Criminal District Attorney’s Office
The Official Shorthand Reporter of a court
Elected or appointed officer under the constitution
Employees of the Bexar County Auditor’s Office
Employees of the Juvenile Probation Department

The following employees are also not covered by law under the Civil Service Commission

Employees of the Central Jury Office
Employees of the Civil District Court Administration
Employees of the Criminal District Court Administration
Employees of the Juvenile District Court Administration
Employees of the County Courts-at-Law District Court Administration

                                             95
!
                                         TR-0446
Positions Excluded by Civil Service
A number of positions have been declared sensitive by Commissioners Court and thereafter
excluded from Civil Service coverage by the Commission. Complete listings of these positions
will be maintained by the Civil Service Director and are available at Human Resources.

                                            96
!
                                        TR-0447
                                      Policy No. 7.6.03

                          Office and Department Policies
Effective March 16, 2007

The Commission recognizes that offices and departments may need to supplement the Civil
Service Rules and Regulations with more specific policies and procedures for each individual
office or department. The office or department covered by civil service must prepare and submit
the proposed department policies and procedures to the Commission for review and approval to
assure that they do not conflict with any established rules or regulations of the Commission. The
office or department policies and procedures are effective only after approval by the
Commission during open session in accordance with the Texas Open Meeting Act.

After Commission approval, each office or department shall furnish each employee a copy of
the appropriate approved policies and procedures. The appropriate approved policies and
procedures shall also be provided to each new employee.

The Commission requires that office or department policies and procedures include notice that a
violation of the policies and procedures by an employee may be cause for appropriate
disciplinary action, and that any disciplinary action taken may be in addition to any penalties
prescribed by law.

                                               97
!
                                          TR-0448
!

                                                                Policy No. 7.6.04

                                                  Sensitive and Excluded Positions
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012;
        Effective June 8, 2012
An office or department may seek to declare a position sensitive and then have the position
excluded from civil service coverage. This requires the following two-step process:

       1. Commissioners Court and the County Manager may declare a position sensitive.
          Therefore, the office or department must first provide to Commissioners Court or to the
          County Manager a request to designate a position sensitive along with supporting written
          justification based on the applicable criteria as outlined below.

       2. If approved by Commissioners Court or the County Manager, the office or department
          must then present their request to the Commission for approval to exclude the sensitive
          position from civil service coverage, citing the applicable criteria as outlined below.

Criteria for Declaring a Position Sensitive
Commissioners Court1 has adopted the following criteria for considering whether a position
should be declared sensitive:

       1. The position reports directly to a board, elected or appointed official, or department
          head.
       2. The position acts autonomously and operates on a regular basis with a minimum of
          supervision, based on direction from a board, elected or appointed official, or department
          head.
       3. The position is responsible for a division within a department or a department within an
          office.
       4. Discretion in decision-making is vital on a regular and constant basis.

       5. The board, elected/appointed official or department head holds this position to a higher
          level of trust and confidentiality because of the involvement in various aspects of their
          administration, including but not limited to: policy development and implementation,
          delivery of service to the citizens of Bexar County or long range vision and planning.

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
1
 !The!Criteria!for!Declaring!a!Position!sensitive!and!excluded!from!Civil!Service!was!adopted!by!the!Bexar!County!
Civil!Service!Commission!on!April!30,!2001!and!by!Commissioners!Court!on!January!29,!2002.!

                                                                       98
!
                                                                   TR-0449
Positions Typically Qualified To Be Excluded From Civil Service
The Commission has typically identified Executive and Manager Positions with the following job
duties to be excluded:

Executive
    ! Reports directly to elected or appointed official(s) or a board.
    ! May lead an office or department with multiple divisions.
    ! Develops strategies and long range plans.
    ! Sets policies and administers resources.
    ! Executives in Bexar County who assist elected or appointed officials in shaping the
      County’s vision and mission.
    ! Executives who are responsible to the elected or appointed official for carrying out the
      office or department’s overall strategic vision and mission.

Manager
    ! Reports to an Executive, not in an administrative capacity.
    ! Responsible for a division or a department within an office.
    ! Discretion in decision making.
    ! High level of resources responsibility.
    ! Managers in Bexar County reporting directly to the executive and responsible for
      developing and implementing specific programs consistent with County and
      departmental strategies.
    ! Managers whose responsibility is to ensure that operations are consistent with the
      strategic direction of the County and the office or department.

                                              99
!
                                          TR-0450
                                     Policy No. 7.6.05

                          Change in Civil Service Status
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012

Retaining Civil Service Status
If a current employee with civil service status voluntarily remains in a position that has been
changed from covered under civil service to exclude from civil service, pursuant to Policy No.
7.6.04, Sensitive and Excluded Positions, the employee retains civil service status in the
excluded position.

Accepting a Non-Covered or Excluded Position
If an employee with civil service status voluntarily changes positions and accepts a non-covered
or excluded position, the employee does not retain civil service coverage in the non-covered or
excluded position. For example, when an employee with civil service status accepts a position in
the Auditor’s office, an office not covered by civil service, the employee does not retain civil
service status.

For a complete listing of non-covered offices and departments, and non-covered or excluded
positions, please refer to Policy No. 7.06.02, Application of Civil Service Rules or contact
Human Resources.

!!

                                              100
!
                                          TR-0451
                                     Policy No. 7.6.06

                                   Probation Periods
                                                !

Effective Date: March 16, 2007
All new and re-employed regular employees are placed on probationary status for six (6)
months, except law enforcement employees who serve a one year probationary period. Time
spent as a temporary employee does not fulfill the probation requirements. During the probation
period, the office or department has a right to terminate employment at any time for any reason
that does not violate public policy. There is no right to appeal.

An employee who is promoted during the probation period is continued on probation for the
remainder of probation period. No new probation period is required if one is completed before
the promotion.

Voluntary Transfer

An employee who voluntarily transfers from one office or department to another serves an initial
six months’ probation in the new office or department. Involuntarily transfers or transfers for
business needs are not subject to additional probation periods.

                                              101
!
                                          TR-0452
                                        Policy No. 7.6.07

                        Posting Requirements for Vacancies
!

Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012
The office or department may recruit internally within the office or department or choose to
recruit outside the office or department. If the position is filled through an internal transfer, no
posting is required. For all other manners of filling a vacancy, posting is requires either internally
or externally.

Internal Posting Procedures
Internal postings are done by the office or department for a minimum of three (3) business days.
The posting should include the position description, any special requirements or preferred
qualifications and where applications are being received. Applicants must meet the minimum job
requirements of the posted position.

External Posting Procedures
A vacancy that the office or department chooses to recruit for externally must be posted for a
minimum of five (5) business days by the Commission. All position postings should include the
position description as well as special requirements or preferred qualifications.

The office or department should complete and submit the Job Announcement Request Form to
Human Resources for posting. Posting requests will be processed three (3) business days.

The vacancy will be posted on the Bexar County website for a minimum of five (5) business
days unless the office or department requests an additional period.

A position may be posted “Open until Filled” at the request of the office or department. The
office or department should notify Human Resources as soon as possible when the posting
should be removed from the web site.

Once the posting has closed all applications for applicants who have passed all the required
screening test will be forwarded to the hiring office or department. Once a list of candidates has
been selected for further review and/or for interviews, the hiring office or department will forward
that list to the Civil Service Director. The Civil Service Director will certify that the final
candidates meet the minimum qualifications for the position being filled and inform the hiring
office/department in five (5) business days.

                                                 102
!
                                             TR-0453
Upon receipt of certification of eligible candidates, the hiring office or department should
proceed through a competitive process to select a candidate who is best- suited for the position.

Testing
Any required testing identified on the position description such as typing tests and logic tests will
be administered through the Commission or through the Texas Workforce Commission.

Logic Test
Only those applicants that meet the qualifying score of 70 on the Bexar County logic test will be
sent to the office or department. The logic tests are valid for one (1) year from the date of the
test for external applicants.

Typing Test
Only those applicants that meet the required typing test score for the position will be sent to the
office or department. The typing test scores for external candidates are valid for one (1) year
from the test and for three (3) years for internal candidates.

!

                                                103
!
                                            TR-0454
                                     Policy No. 7.6.08

                     Certification of Position Descriptions
!

Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012

New position descriptions or changes to existing position descriptions require approval by the
Office of the County Manager and certification by the Commission. See guidelines set out in
Human Resources Policy 7.2.04 Position Descriptions.

!

                                             104
!
                                         TR-0455
                                          Policy No. 7.6.09

                                    Reasons for Discipline
Effective Date: March 16, 2007
In addition to violation of office or department policies and procedures, an office or department
many take disciplinary action against an employee if it is determined that the employee has
committed any of the following violations, to include but not be limited to:

    a.   Poor attendance - excessive absences and/or tardiness.
    b.   Insubordination – unwilling to follow orders of a supervisor or higher level of authority.
    c.   Dishonesty – characterized by a lack of trust, honesty, or truthfulness.
    d.   Failure to provide notice of absence.
    e.   Misuse of leave.
    f.   Unauthorized absence – absence from duty which is not authorized or for which a
         request for leave has been denied.
    g.   Fighting or otherwise disrupting relations between employees during normal duty hours.
    h.   Failure to accept a transfer, either lateral or to an uncovered position, failure to report to
         a different duty location or failure to report to a different position for rotation of job duties.
         Failing to report to or choosing not to accept a new assignment may result in
         termination.
    i.   Failure to perform the job requirements.
    j.   Being in possession and/or under the influence of intoxicating beverages or substances
         or illegal controlled substances while on duty.
    k.   Sexual harassment.
    l.   Poor job performance.
    m.   Physical or verbal abuse of fellow employees, supervisors or the public.
    n.   Fraud or misrepresentation in the selection process, discovered within five years. If the
         employee is not qualified or not suitable for the position, the Commission may direct the
         removal of the employee on the basis of intentional fraud misrepresentation.
    o.   Perjury.
    p.   Violation of any statute, Civil Service Rule or Regulation, or any duty authorized office
         department rule or policy.
    q.   Knowingly creating and submitting false and/or slanderous reports and/or gossip
         regarding fellow employees, supervisors or subordinates.
    r.   Conduct or actions that seriously impair the employee’s job effectiveness.
    s.   Conduct which is detrimental to or has an adverse effect on the office or department.

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    t.  Failure to obtain and maintain any position qualifications, licenses or certifications
        required by the employee’s position description.
    u. Exhaustion of leave in excess of the allowable maximum period authorized by federal,
        state, county or local laws and rules.
    v. Conviction of a felony offense, class B or above misdemeanor, or any crime involving
        moral turpitude which relate to job functions.
    w. Failure to satisfactorily complete, obtain or maintain the required physical and/or
        psychological fitness for duty test.
    x. Solicitation or acceptance, directly or indirectly, of any gift, favor, entertainment loan or
        other thing which has monetary value in exchange for some action of the employee in
        the employee’s official duties for the County. This includes solicitation between
        employees for gifts for superiors.
    y. Accepting gifts from contractors, vendors or other persons who are employed by
        persons/entities who are dealing with or attempting to deal with the County. These rules
        do not apply to calendars and similar articles that bear the donor’s advertising.
    z. Outside employment that conflicts with an employee’s duties for the County. An
        employee shall not receive additional compensation from a source other than the County
        for work performed for the County. An employee may not conduct outside employment
        on County time. Further, an employee shall not utilize sick leave in order to appear for
        outside employment. All outside employment will be approved according to each office
        or department’s rules.
    aa. Financial interests that conflict with an employee’s employment with the County.
    bb. Misuse or allowing the misuse of County property, directly or indirectly.
    cc. Release of confidential information or misuse of information obtained through
        employment with the County.
    dd. Gambling or betting while on County time.
    ee. Failure to maintain current address and/or telephone number with the office or
        department.
    ff. Forcing co-workers to donate to an office fund or collection.
    gg. Conduct that occurs off duty that negates the effectiveness of the employee or the office
        or department.
    hh. Bidding on County equipment sales, unless required by the employee’s position.

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                                            TR-0457
                                       Policy No. 7.6.10

                                 Progressive Discipline
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012
Bexar County subscribes to a policy of systematic progressive discipline, when possible, to
permit an employee who violates policies or exhibits unsatisfactory job performance an
opportunity to comply with office or department requirements and correct his or her actions.

Bexar County employees are expected to conduct themselves responsibly and with propriety in
their work and are expected to abide by all policies and regulations of the County. To enable
them to do this, each office or department should develop clear and reasonable policies and
performance expectations, investigate the circumstances of apparent policy or rule violations or
unsatisfactory performance before taking disciplinary action, and ensure that prompt, consistent
disciplinary action is administered.

No disciplinary action may be taken against an employee based on race, color, sex, national
origin, age, disability, religion, political affiliation/association or for any other discriminatory
reason.

Levels of Disciplinary Action
Each office or department has the authority and responsibility to take disciplinary actions
against an employee for cause misconduct or for poor work performance. The levels of
disciplinary action include:

    1.    Oral Counseling

    2.    Written Reprimand

    3.    Suspension

    4.    Demotion

    5.    Termination

In determining the level of discipline to impose, the office or department should consider factors
that it deems relevant on a case-by-case basis, including but not limited to the following:

    1.    The seriousness of the employee’s offense;

    2.    The position the employee holds;

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                                            TR-0458
    3.   The employees’ employment history, including any previously imposed disciplinary
         actions which occurred within the pervious twenty-four (24) months, shall be
         considered; instances of suspensions or demotions which occurred within the
         previous thirty-six (36) months shall also be considered;

    4.   Other similar disciplinary actions within the office or department; and

    5.   The progressiveness of the discipline, where practicable.

Resignation in Lieu of Discipline
An employee who faces disciplinary action may voluntarily resign prior to the issuance of a
disciplinary action. Resignation shall not be forced upon the employee by the office or
department. If an employee chooses to resign, they may submit their resignation in writing to
their office or department.

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                                          TR-0459
                                       Policy No. 7.6.11

                                   Disciplinary Actions
Effective!Date:!March!16,!2007!

Oral Counseling:
An oral counseling is the most common method for assisting the employee to improve work
performance or comply with rules and policies.

Written Reprimand:
A written reprimand should state that it is a “written reprimand” and shall state that further
disciplinary action will occur if the employee fails to achieve a satisfactory level of performance.
A copy of the written reprimand should be provided to the employee.

Suspension:
A suspension is the temporary release from duty of an employee for up to thirty calendar days
without pay. A suspension is applicable when a prior reprimand does not produce satisfactory
results in correcting behavior, or when the office or department determines that a violation of a
rule or policy is serious enough to warrant a suspension without prior use of less severe
discipline.

Forfeit of Leave in Lieu of Release from Duty.
 In lieu of release from duty, employees may request from their office or department to forfeit
time from their available vacation leave, personal leave, FLSA, compensatory, or discretionary
time up to a total of five days in one fiscal year. An employee allowed to do so will agree to
report to work on those days of the forfeited leave and waive their right to appeal the
suspension. The employee must sign an agreement which will be attached to the suspension in
the employee’s personnel file.

Demotion:
A demotion is the involuntary reduction of an employee’s pay grade and classification by the
office or department. Demotion is applicable when a prior reprimand or suspension does not
produce satisfactory results in correcting behavior, or when the office or department determines
that a violation of a rule or policy is serious enough to warrant a demotion without prior use of
less severe discipline.

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                                            TR-0460
Termination:
A termination is the involuntary discharge of an employee by the office or department.
Discharge is applicable when a prior reprimand, suspension, or demotion does not produce
satisfactory results in correcting behavior, or when the office or department determines that a
violation of a rule or policy is serious enough to warrant a termination without prior use of less
severe discipline.

Disciplinary Action within 120 Days
A disciplinary action cannot be filed against an employee for a non-criminal violation that
occurred over 120 days prior to the service of the Notice of Proposed Disciplinary Action or
written reprimand, unless it can be shown that the conduct was actively concealed. A
disciplinary action for criminal activity can be brought at any time.

Notice of Proposed Disciplinary Action and Reply
Prior to suspending, demoting or terminating an employee, the office or department shall
provide the employee with a notice of proposed disciplinary action and provide a reasonable
opportunity for the employee to respond orally or in writing to the charges. The office or
department should review and inspect any and all evidence which supports the employee’s
position before the proposed disciplinary action takes place.

Notice of Proposed Disciplinary Action
The office or department shall prepare a Notice of Proposed Disciplinary Action and include the
following information.

    1.   The specific policies or rules violation.
    2.   The specific details of the violation(s), including names of witnesses, dates and times.
    3.   Inform the employee that the action is proposed and not a final decision.
    4.   Inform the employee that they have a right to reply and that the reply will be considered.
    5.   Inform the employee to whom the reply should be directed.

Service of the Notice of Proposed Disciplinary Action
The Notice of Proposed Disciplinary Action, if practicable, should be made in person with a
written receipt obtained. If personal service is not available, service is deemed complete if the
Notice is sent by certified mail to the employee’s last known address.

Employee Reply
An employee shall have ten (10) business days from the day of receipt of the Notice of
Proposed Disciplinary Action to reply as directed to the office or department. An employee shall
have five business days to reply if there is reasonable cause to believe that the employee is

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guilty of a crime for which a prison or jail sentence can be imposed. The day of receipt is not
counted. If mailed, the reply must be postmarked by the reply date.

Notice of Disciplinary Action
The office or department has ten (10) business days from the receipt of the employee’s reply to
send the employee a written Notice of Disciplinary Action. The day of receipt is not counted. The
deadline may be extended by written agreement of the parties.

Notice of Disciplinary Action
The Notice of Disciplinary Action shall include the following:

    1. Inform the employee of the office or department’s decision.
    2. The effective date of the disciplinary action, which if not specified in the Notice, is
       deemed to be one day later than the date of receipt of the Notice by the employee.
    3. Identify the reasons for the disciplinary action.
    4. Inform the employee of the right to appeal the decision to the Commission.
    5. Identify the individual(s) to whom such appeal should be addressed.
    6. Identify the person or office from which the employee may obtain any additional
       information about the employee’s rights.

Service of the Notice if Disciplinary Action
The Notice of Disciplinary Action, if practicable, should be made in person with a written receipt
obtained. If personal service is not available, service is deemed complete if the Notice is sent by
certified mail to the employee’s last known address.

Copies of Disciplinary Actions
A copy of the Notice of Disciplinary Action and Proposed Notice of Disciplinary Action shall be
placed in the employee’s personnel file after ten (10) business days if no appeal of the
Disciplinary Action has been filed with the Commission. If an appeal of the Disciplinary Action
has been filed with the Commission, a copy of the Notice of Disciplinary and Proposed Notice of
Disciplinary Action should not be placed in the employee’s personnel file until the appeal is
resolved by the Commission or the appeal is withdrawn by the employee.

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                                      Policy No. 7.6.12

                       Investigative Administrative Leave
Effective!Date:!March!16,!2007!

Investigative Administrative Leave is the temporary release from duty or job transfer for up to
ten (10) days with pay to permit the investigation of a serious violation of office, department or
civil service rules and regulations.

The office or department shall place an employee on Administrative Leave when the disciplinary
action arises from an incident which constitutes a crime against the County.

The office or department may place an employee on Administrative Leave if it is in the best
interest of the County and there is no lateral position to which the employee may be reassigned.

The period of leave may be extended in increments of 10 business days. Upon completion of
the investigation, the employee may be returned to work without penalty or disciplinary action
may be taken.

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                                           TR-0463
                                          Policy No. 7.6.13

                                      Personal Grievances
Effective Date: March 16, 2007

A personal grievance is a written complaint made by an employee concerning a condition of
employment and includes grieving a written reprimand.

Filing a Grievance within an Office or Department
    1.    An employee must file a written personal grievance with the elected/appointed official,
         department head or their immediate supervisor within ten (10) business days from the
         first date of occurrence or the first date the employee became aware of the occurrence
         of the incident or condition which is the subject of the grievance. The day of occurrence
         is not counted.

         a. Failure to meet the time limit for initial filing acts as a forfeit of the matter grieved.
         b. The grievance should clearly state “Personal Grievance.”
         c. An employee cannot grieve an occurrence of incident or conduct that occurred
            during an employee’s probationary period.
         d. An employee cannot grieve an oral counseling.

    2. The office or department has ten (10) business days to respond in writing to the
       employee’s personal grievance. The day of receipt is not counted. Failure to meet the
       time limit does not act as a default or forfeit of the matter grieved.

    3. The parties may, by written agreement, extend the deadline to respond.

Filing an Appeal with the Commission
    1. If the employee is not satisfied with the final written determination from the office or
       department or if no determination is issued, the employee may appeal to the
       Commission. The appeal shall be written on the Employee’s Appeal Form available from
       the Commission and shall be filed within 10 business days of receipt of the final
       determination or the date the determination was due. The day of receipt or determination
       due date is not counted. An appeal not on the Employee Appeal Form will not be
       accepted for filing.

    2. Any appeal filed after the deadline is null and void and shall not be accepted for filing by
       the Commission. Commission staff shall inform the Commission of any appeal that was
       not accepted.

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                                               TR-0464
    3. The Commission has no jurisdiction to hear an appeal regarding budgetary matters,
       reorganizations, and other matters not specified in Texas Local Government Code,
       sections 158.001 et. seq., as amended.

Hearing Procedures

Requesting a Department Response Form
The Civil Service Director will request a response from the office or department. A response by
the office or department should be made on the Department Response Form and filed in ten
(10) business days. The day of receipt is not counted.

Setting the Matter for Hearing
The Commission will set the matter for hearing. Appeals from personal grievances are the last
in the order of priority for hearing settings.

Notice of Hearing
    1. The employee must keep the Commission informed of their current address.

    2. The Commission will notify all parties of the hearing date, time and location. This notice
       will be provided with at least two weeks prior to the hearing date. A letter mailed to the
       last known address of the employee will constitute notice.

Request for Continuance
Any request to re-set a hearing must be made in writing seven (7) days prior to the scheduled
hearing, unless an emergency arises. By agreement of the parties, the Commission will cancel
and re-set the hearing date. However, the Commission will not re-set a hearing more than twice
unless the parties agree.

Attendance at the Hearing

    1. The employee must be present at the hearing and may represent themselves or be
       represented by another person. The employee should notify the Commission of the
       selection of a representative and who the representative will be. Any representative shall
       act as the spokesperson for the employee during the appeal process.

    2. The Commission has the authority to administer oaths to all witnesses. Once sworn,
       witnesses will be subject to penalties for perjury.

    3. At the beginning of the hearing, the reason for the appeal from the personal grievance
       shall be read including the date of occurrence and the remedy requested by the
       employee from the Employee’s Appeal Form.

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                                           TR-0465
    4. The hearing shall be open to the public unless the employee notified the Commission in
       writing five (5) days prior to the hearing date that the employee wishes the hearing to be
       closed.

    5. Either party may invoke “The Rule,” Texas Rule of Evidence 613, which means that all
       witnesses, excluding the office or department representative and the employee, will not
       be allowed to remain in the hearing, or no witness shall discuss their testimony with
       other witnesses.

    6. The employee will present their appeal to the Commission first and the employee carries
       the burden of proof.

    7. The office or department will have an opportunity to respond.

    8. The employee will then be allowed to respond to the office or department.

    9. Each side may call witnesses and will be allowed to cross-examine each other’s
       witnesses.

    10. The Commission may ask any questions necessary of any party or witness or recall any
        witness if necessary for clarification.

    11. Any witness may be released by the Commission after giving testimony.

    12. Five copies of any documents must be submitted.

    13. Each side shall have an opportunity to make a closing statement to the Commission.
        The employee shall make the first closing statement followed by office or department.
        The employee may choose to make a short rebuttal after the closing statement of the
        office or department.

    14. The Commission may recess to deliberate in executive session.

    15. If an executive session is held, the Commission shall reconvene in open session and
        make a decision. The Commission may choose to deny the appeal or grant the relief
        requested, which may include an award of back pay if authorized by statute.

    16. If the employee is to receive back pay by order of the Commission, the employee shall
        receive full compensation at the rate of pay that was provided for their position at the
        time of their appeal or the amount of compensation considered fair by the Commission.
        Should the office or department refuse to reinstate the employee as ordered by the
        Commission, the employee shall be entitled to their full salary just as though they had
        been reinstated as ordered.

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                                           TR-0466
    17. A written order shall be entered which states the Commission’s ruling. Such order shall
        be signed by the members of the Commission who made the decision and sent to all
        parties.

Copy of the Record

A tape recording of all hearings will be on file in the Human Resources Office. A copy will be
provided upon request as permitted by law and payment of all costs in advance.

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                                          TR-0467
                                       Policy No. 7.6.14

       Suspension, Demotion or Termination - Appeal & Hearing
Effective Date: March 16, 2007
    1. An employee who wishes to appeal a suspension, demotion or termination may appeal
       to the Commission. A written appeal on the Employee’s Appeal Form available from the
       Commission shall be filed within ten (10) business days after receipt of the Notice of
       Disciplinary Action. The day of receipt is not counted. An appeal not on the Employee
       Appeal Form will not be accepted for filing.

       a. An appeal filed after the deadline is null and void and shall not be accepted for filing
          by the Commission.
       b. The appeal shall be styled “Employee versus the office or department” and not the
          elected/appointed official or department head.
       c. An employee cannot file an appeal of a disciplinary action occurring during an
          employee’s probationary period.

    2. The Civil Service Coordinator will request a response from the office or department. A
       response by the office or department should be made on the Department Response
       Form and filed in 10 business days. The day of receipt is not counted.

Hearing Procedures

Setting the Matter for Hearing
    1. The Commission will set the matter for hearing.

    2. The order of priority of appeals before the Commission is terminations, demotions and
       suspensions.

Notice of Hearing
    1. The employee must keep the Commission informed of their current address.

    2. The Commission will notify all parties of the hearing date, time and location. This notice
       will be given at least two weeks prior to the date of the hearing. A letter sent by certified
       mail to the last known address of the employee will constitute notice.

Attendance at the Hearing
    1. The employee must be present at the hearing and may represent themselves or be
       represented by another person. The employee should notify the Commission of the

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         selection of a representative and who the representative will be. Any representative shall
         act as the spokesperson for the employee during the appeal process.
      2. If the employee is not present at the time of hearing, the Commission shall dismiss the
         appeal and enter a written order to that effect.

      3. The office or department must be present through the elected official, department head
         or representative.

    Hearing
      1. Two Commissioners is a quorum which allows a hearing to proceed.

      2. The Commission has the authority to administer oaths to all witnesses. Once sworn,
         witnesses will be subject to penalties for perjury.

      3. At the beginning of the hearing, the disciplinary action shall be read including the date of
         occurrence and the rule or policy violated from the Department Response Form.

      4. The hearing shall be open to the public unless the employee notified the Commission in
         writing prior to the hearing date that the employee wishes the hearing to be closed.

      5. The office or department has the burden of proof and of going forward at the hearing.

      6. Either party may invoke “The Rule.” Texas Rule of Evidence 613 which means that all
         witnesses, excluding the office or department representative and the employee, will not
         be allowed to remain in the hearing and no witness shall discuss their testimony with
         other witnesses.

      7. Each party may make a brief opening statement to the Commission. The office or
         department will go first, followed by the employee.

      8. The office or department will present their witnesses first and has an opportunity to
         present rebuttal witnesses.

      9. The employee will present their witnesses second and be allowed to respond to the
         office or department.

      10. Each side may call witnesses and will be allowed to cross-examine each other’s
          witnesses.

      11. The Commission may ask any questions necessary of any party or witness or recall any
          witness if necessary for clarification.

      12. Any witness may be released by the Commission after giving testimony.

      13. Five copies of any document must be submitted.

      14. Each side shall have an opportunity to make a closing statement to the Commission.
          The office or department shall make the first closing statement followed by the

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                                             TR-0469
       employee. The office or department may choose to make a short rebuttal after the
       closing statement of the employee.

    15. The Commission may recess to deliberate in executive session.

    16. If an executive session is held, the Commission shall reconvene in open session and
        make a decision. The Commission may choose to deny the appeal and uphold the
        disciplinary action, impose a lesser penalty than the one taken by the office or
        department and may include an award of back pay, or overturn the disciplinary action.
        The Commission is not limited in the length of time a suspension may last.

    17. If the employee is to receive back pay by order of the Commission, the employee shall
        receive full compensation at the rate of pay that was provided for their position at the
        time of their appeal or the amount of compensation considered fair by the Commission.
        Should the office or department refuse to reinstate the employee as ordered by the
        Commission, the employee shall be entitled to their full salary just as though they had
        been reinstated as ordered.

    18. A written order shall be entered which clearly states whether the action will be upheld,
        dismissed or reduced. Such order shall be signed by the members of the commission
        who made the decision and sent to all parties.

Copy of the Record
A tape recording of all hearings will be on file in the Human Resources office. A copy will be
provided upon request as permitted by law and payment of all costs in advance.

Appeal to District Court
Pursuant to chapter 158 of the Texas Local Government Code, an employee who on final
decision by the Commission is demoted, suspended or removed from the employee’s position
may appeal the Commission’s decision in district court within 30 days of the date of the
decision.

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                                          TR-0470
                                      Policy No. 7.6.15

                             Fitness for Duty Evaluation
Effective Date: March 16, 2007
Revised: Adopted May 24, 2012
         Effective June 8, 2012
Offices or departments have authority to direct an employee to take a fitness for duty medical
examination when a specific injury, incident, action, or behavior indicates that such an
evaluation may be warranted.

Written Order and Administrative Leave
The office or department shall provide the employee with a written Order for Fitness for Duty
Evaluation which provides the reason(s) the evaluation is being ordered. The Order should also
include whether the employee will be placed on Administrative Leave, with pay, or retained on
duty until a final determination is made.

Medical Evaluation
The employee should be referred for medical examination with a statement of the particular
demands of the position and a statement of how the employee’s performance fails to meet
these demands. Evaluations will be conducted either by a physician, psychiatrist or psychologist
under contract or employed by the County, as appropriate, at no expense to the employee. A list
of doctors may be obtained from Human Resources.

Failure to Complete the Evaluation
Failure by the employee to complete the evaluation process may result in disciplinary action,
including termination.

Removal from Duty

In the event that the medical evaluation finds the employee not fit for duty, the employee will be
removed from their position pursuant to Bexar County Civil Service Rules and Regulations.

If the employee has a permanent disability protected under the Americans with Disabilities Act,
the employee may be considered for an open position within that office or department. The
employee must perform the essential functions of the job in question, with or without reasonable
accommodation, and must meet the minimum job requirements. The employee’s salary will
depend on the pay range for the open position and will be in accordance with County policy. If
there are no open positions or the employee refuses the offer, the office or department will
proceed with the termination.

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Appeal Procedures - Fitness for Duty Actions
An employee who is suspended, demoted or terminated under this policy may file an appeal
under the appeal procedures outlines under Bexar County Civil Service Rules and Regulations.

Three Doctor Panel
    1. If the aggrieved employee files a timely appeal with the Commission, the Commission
       will select a panel of three (3) physicians or psychiatrists (depending on the nature of the
       fitness requirement) and submit the names and addresses of the panel of three (3)
       doctors to the appealing employee. The list of doctors should be sent by certified mail to
       the employee’s last known address.

    2. The appealing employee has the option of being examined by at least two (2) of the
       three (3) doctors on the panel to determine the employee’s fitness for duty. All expenses
       and fees for these medical evaluations by the panel shall be paid for by the County if the
       employee is found fit for duty by two of the three doctors. If the appealing employee is
       not found fit for duty by two of the three doctors, all expenses and fees for the medical
       evaluations shall be paid for by the appealing employee.

    3. The evaluations must be conducted and the doctors’ reports submitted to the
       Commission within thirty (30) business days after receipt of the notification by the
       Commission. Failure by the appealing employee to schedule the evaluation or have the
       reports submitted timely will act to forfeit the appeal.

    4. In order to aid in the evaluation of the employee, the Commission shall require the office
       or department, or the physician, psychiatrist or psychologist under contract or employed
       by the County, to submit the results of the fitness for duty evaluation and any attending
       medical records or reports to the doctors on the panel selected by the employee. The
       appealing employee must sign a medical release and will be responsible for any cost for
       obtaining these records if found not fit for duty by two (2) of the three (3) doctors.
       Furthermore, the Commission shall require the appealing employee to submit any
       medical records or reports concerning their condition prepared by their personal
       physicians or hospitals to the doctors on the panel selected by the employee.

    5. The selection of the panel of doctors by the Commission shall be made from a list of
       eligible physicians or psychiatrists maintained by the Commission for this purpose.
       Eligibility for any doctor to be appointed to the list shall be determined by the
       Commission based upon the recommendations of the Bexar County Medical
       Association. Additionally, none of the appointed doctors on the panel may be employed
       by the County or under contract to the County or under contract to the County.

    6. If two (2) out of three (3) doctors on the panel find that the appellant is fit for duty, the
       Commission will order the reinstatement of the appealing employee.

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Hearing before the Commission
The Commission will not hold an evidentiary hearing concerning Fitness for Duty Evaluation
appeals and will not analyze or debate medical findings or evidence. The Commission’s
decision will be solely based on the recommendations of the panel.

The Commission recognizes that there may be instances where an appealing employee may
have been disciplined for conduct or acts which are unlawful or rule infractions which led to their
fitness for duty re-evaluation, as well as being demoted, suspended or dismissed for the
required fitness for duty. In those cases, the Commission shall resolve the issue of fitness for
duty through the above procedures before determining the issue of the conduct or rule or
violation If the appealing employee is reinstated on the issue of fitness for duty, the office or
department is not prohibited from bringing or maintaining disciplinary action against the
employee for any conduct or rule violations which led to the fitness for duty evaluation. Any
disciplinary action for such conduct or action shall be severed from the fitness for duty issue and
dealt with at a separate evidentiary hearing.

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                                    !

         BEXAR COUNTY DEPARTMENT OF HUMAN RESOURCES

                   Workforce Development Policies

7.7.01              Performance Appraisals

7.7.02              Training and Development Program

7.7.03              Tuition Assistance Program

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                                     Policy No. 7.7.01

                              Performance Appraisals
Effective Date: January 1, 2007

Bexar County has adopted a Performance Appraisal process to provide information and
feedback about employee job performance to the employee, supervisor and management.
Performance Appraisals provide the supervisor and the employee with a means of discussing
the employee's job duties and responsibilities along with work circumstances and work
environment. Performance Appraisals should be conducted on the employee’s anniversary date
in the office/department.

Performance Appraisal Forms
Employee Performance Appraisal forms and Employee Self-Evaluation forms, as well as an
explanation of performance dimensions, can be obtained by contacting the Human Resources
Department.

Employee Responsibilities
Employees can voluntarily complete an Employee Self-Evaluation form which will assist
supervisors in completing the Employee Performance Appraisal.

Office and Department Responsibilities
The office or department should personally inform an employee that a performance appraisal is
upcoming and ask the employee to voluntarily complete and submit their Employee Self-
Evaluation by a certain date. If submitted, the office/department should meet with the employee
and discuss the information from the Employee Self-Evaluation. The office or department should
then complete the Employee Performance Appraisal form with any recommended action. The
office or department should furnish the completed Employee Performance Appraisal form to the
employee and meet again with the employee to review the final appraisal and to obtain the
employee's signature.

If there are any changes to the final recommendation, the changes should be reviewed with
employee as soon as possible and a final copy of the Employee Performance Appraisal should
be provided to the employee and maintained in the employee’s personnel file.

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                                      Policy No. 7.7.02

                      Training and Development Program
Effective Date: January 1, 2007
Bexar County has established a Training and Development program which is designed to
encourage employees in the development of skills, knowledge and abilities that will assist
employees in becoming fully qualified for their current position and enhance their opportunity for
advancement. Through this program, quality training is provided at no cost to employees and is
available for all County employees. Offices and departments are strongly encouraged to allow
employees to participate in the various training events offered throughout the year and to
designate an office or department training liaison to work with the Training and Development
Specialist in Human Resources.

Employees must notify their supervisor for classes they are interested in attending and request
approval from the office or department to attend any of these classes. The office or department
training liaison will notify the Training and Development Specialist to register interested
employees for each class.
!

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                                      Policy No. 7.7.03

                             Tuition Assistance Program
Effective Date: January 1, 2007

Tuition Assistance Request Form (PDF)

Bexar County provides a Tuition Assistance Program to encourage eligible employees to
continue their education. This program provides tuition assistance for academic and technical
courses taken at an accredited college/university or a recognized technical training school.
Courses must be related to the employee’s present position or to a position that the employee
could reasonably progress to within the County. Courses taken must not interfere with the
business needs of the County.

Eligibility
All full-time, regular employees in positions authorized by Commissioners Court are eligible to
participate after they have completed their first six months of employment.

The following are ineligible for tuition reimbursement:

    1. Part-time employees (those employees who work less than thirty-two (32) hours per
       week);
    2. Contract employees;
    3. Employees who have not completed their probationary period;
    4. State employees (e.g., employees from Community Supervision and Correction);
    5. Temporary employees, including interns;
    6. Employees on disability or an approved leave of absence;
    7. Programs leading to a doctoral degree (any post-graduate doctoral-level degree,
       including, but not limited to: Ph.D., Psy.D., MD, JD, Ed.D);
    8. Courses for which reimbursement has already been paid; or
    9. Courses involving sports, games, or hobbies (unless required as part of a degree
       program/plan).

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Retention Agreement
By participating in this program, the employee agrees to a one-year retention commitment to the
County. The employee must remain employed with the County for a minimum of one year from
the date on the most recent issued reimbursement check.

If the employee terminates his or her employment with the County or if the employee is
terminated for cause, the Auditor’s Office will deduct a prorated amount from the employee’s
final paycheck to refund the County. If the total amount owed back to the County cannot be
recovered in full from the employee’s final paycheck, a balance letter will be mailed to the
employee for the remaining balance due.

Program Guidelines
This program allows an employee to receive a partial reimbursement for tuition and mandatory
fee costs (as identified below) at a maximum of two courses per school term as identified below,
with a maximum of six courses per fiscal year.

A school term is defined as a:
    a) Fall semester or quarter between August and December;
    b) Spring semester or quarter between January and May; or
    c) Summer semester or quarter between May and August.

Funding is based on the fiscal year, and reimbursements are paid out on a first-come first-serve
basis.

Availability of reimbursement is subject to budget limitations.
Reimbursement costs include tuition and mandatory fees such as lab fees, library fees, student
center fees, automated services and records processing, registration, student services, and
identification cards fees.

Reimbursement costs do not include internships or supplementary costs, such as books, course
supplies, parking, late fees, penalties and orientation fees, applications for graduation,
installment fees, or copies of official transcripts or certificates.

Prior approval of tuition reimbursement is not a guarantee that the employee will be reimbursed.
Reimbursement is contingent upon budget constraints and which employee is first in line to
receive reimbursement. Obtaining prior approval to participate in the program serves only to put
the department, Human Resources, and the Auditor on notice that reimbursement is requested.

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Amount of Reimbursement
The maximum amount of reimbursement for college courses is based upon the prevailing tuition
rate set by the University of Texas-San Antonio (UTSA). Non-college courses, pass-fail courses,
certificate courses, or professional development courses are paid at the prevailing UTSA rates
or the rate the employee paid, whichever is lower.

The amount reimbursed is contingent upon the employee’s successful completion of courses as
follows:

       Undergraduate          Graduate Graded          Non-Graded             Pass-Fail
       Graded Courses             Courses              Courses                Courses

    90% - a grade of A    90% - a grade of A        50% - Satisfactory    50% - Pass

    80% - a grade of B    80% - a grade of B        0% - non-satisfactory 0% - Fail

    50% - a grade of C    50% - a grade of C or
                          below

    0% - a grade of D or 0% - a grade of D or
    below                below

If the employee received scholarships, grants, or gifts, participate in education assistance, or GI
Bill programs to cover all or part of the cost of tuition, that amount will be used to calculate the
employee’s tuition reimbursement. Employees are not eligible to receive two types of tuition
reimbursement. Student loans are not calculated against tuition reimbursement.

Procedures
Employee Responsibilities

      1. The employee must obtain the approval of their office or department prior to
         seeking reimbursement for each school term. Courses taken must not interfere
         with the employee’s duties, responsibilities, or attendance.

      2. The employee must be eligible (as outlined above). The employee must be pursuing an
         associate, undergraduate, master’s degree program or an approved certificate or
         training program.

      3. The employee must fill out and submit the Employee Tuition Assistance Application form
         to Human Resources within thirty (30) days after the date of registration. A new
         application form must be submitted for each school term.
      4. Human Resources will audit all tuition assistance applications. Human Resources will
         make the final determination for tuition assistance eligibility and make the final approval
         of all tuition assistance applications.

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    5. Incomplete applications will not be processed. It is the employee’s responsibility to
       ensure a complete application is submitted to Human Resources within the 30-day
       application period.
            a) Human Resources may contact an employee regarding incomplete applications.
               If an incomplete application is submitted and not completed within the 30-day
               application period, the application will automatically be denied without further
               notice to the employee.

            b) Human Resources may contact an employee regarding denied or rejected
               applications. It is the responsibility of the employee to check the status of his or
               her tuition reimbursement application and tuition assistance checks.

    6. Within 30 days of the final day of classes (excluding the posted final exam schedule), the
         employee must submit a verifiable copy of the course grade or certificate of completion
         to Human Resources. An internet printout of the unofficial transcript with the grades
         displayed is acceptable.

    7. Once the course(s) is complete, the employee must submit to Human Resources a copy
       of the grade the employee received for the course(s) and the itemized tuition invoice
       showing tuition, fees, credits, and charges. An internet printout of both documents is
       acceptable.

    8. The employee’s signature on the receipt of the tuition assistance check confirms a one-
       year retention commitment. A copy of the receipt form will be given to the employee and
       a copy will be included with the employee’s personnel file.

    9. Once the reimbursement check is issued, the Auditor’s Office will notify Human
       Resources. The employee must pick up the reimbursement check from the Auditor’s
       Office and must present a valid form of photo identification.

Office or Department Responsibilities

    1. Offices and departments should refer all employees to Human Resources or to the
       County intranet to obtain the Employee Tuition Assistance Application form.

    2.   Only signed Employee Tuition Assistance Application forms should be submitted to
         Human Resources.

Grandfather Clause
A completed application on file for the current school term at the time a policy update is adopted
will be fulfilled, so long as there is money in the budget to reimburse the employee.

A completed application on file for a school term that begins after a policy update is adopted will
be subject to any new eligibility and program guidelines set forth in the policy update.

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