Frequently Asked Questions
This FAQ repository is intended to be a one-stop shop for employees and HR professionals to review responses to some of the most frequently asked questions regarding County Code, Countywide policies, and HR practices.
Disclaimer
It is important to note that the information provided within these FAQs is for general information only and is not the County’s stance on specific inquiries or situations. The needs and functions of the County’s workforce of approximately 111,000 employees are incredibly varied, and not all questions will be covered through this site. All specific questions related to the implementation of HR policies should be directed to your department’s HR unit for review and clarification.
Using the FAQ Portal
Responses are grouped by relevant HR topic below or can be directly searched with a keyword in the main search bar above.
Section 100: Recruitment and Employee Placement (34)
The weight of an AP shall not exceed 50% of the total weight in a promotional examination, except for management positions where the AP may be weighted up to 100%…
Yes, an employee may submit a written request to the examining department to receive a copy of the AP within 180 days from the date of test results notification. An…
The AP must be completed by the current employing department. If the employee has not been with the current department for longer than six months, the employee’s current supervisor should…
Eligible candidates may view or request a copy of the eligible list or eligible register during the ten-day review period following receipt of the test results letter, except when the…
When there is no current eligible list or eligible register for a specific classification, the Director of Personnel may approve the use of a current eligible list or eligible register…
Typing proficiency tests are required for County jobs when typing skill at a specific rate-per-minute is included as a requirement within its classification specification (normally under the “Minimum Requirements” or…
All candidates, including current County employees, must meet all of the requirements listed on the job posting. This includes, if it is a requirement of the position, passing a Typing…
A Selective Certification may be established for special skills or other job-related criterion not tested in the examination. Departments may canvass a current Eligible List or Eligible Register to identify…
Upon approval by the Director of Personnel, a current eligible list that has not yet expired may be extended for a specified period of time beyond its expiration date. Eligible…
Eligible lists and eligible registers must be retained for at least five years from the initial date of promulgation or from the most recent revision of the list or register.7.22…
Upon approval by the Director of Personnel, an eligible list that has expired or has been previously terminated may be restored and used to fill position vacancies, only under the…
The Director of Personnel may terminate the use of an eligible list when cause exists that demonstrates a violation of Civil Service Rules or Countywide examination guidelines in the examination…
Countywide Policies, Procedures, and Guidelines (PPG) 118 and Section 33.6 of the County Charter grant unclassified employees the right to participate in promotional examinations if they meet one of the…
An honorably discharged veteran having served in the Armed Forces of the United States under any of the conditions listed below who participates in an open competitive examination will have…
Promotional examinations are administered as either interdepartmental or departmental examinations. To be eligible to participate in a promotional examination, an employee must be a permanent County employee. In addition, an…
Veteran’s credit applies to:An honorably discharged veteran having served in the Armed Forces of the United States as detailed in the Veteran’s Credit Guidelines.The spouse of a veteran who, while…
County authorities clearly state that “examination staff, including support personnel, shall be restricted from any involvement in the examination process in which they are candidates”; however, County authorities do not…
No. In accordance with PPG 123 Accredited College Education, “education and degrees must be successfully completed at accredited institutions to be accepted as meeting Civil Service examining filing requirements. To…
To ensure that the AP Rater has sufficient knowledge of an employee’s potential to perform successfully in a higher level position, a rater that has not served as an employee’s…
CSR 7.15 and PPG 115 allows eligible veterans to receive an additional 10 points added towards their total passing grade in all open competitive examinations. Eligible veterans include those who…
It is theresponsibility of the applicant to clearly demonstrate that the education requirements listed on the job bulletin are satisfied. As stated in PPG 123, an applicant may submit the…
Pursuant to PPG 123 entitled “Accredited College Education,” transcripts should clearly show a degree was conferred. Transcripts may still be accepted if they do not state specific words such as…
A candidate has 15 business days to file an appeal after the postmarked date on the envelope in which the notice of application rejection or examination results was mailed to…
Candidates should file their appeals electronically using the e-Appeals website at https://eappeals.lacounty.gov. For technical support related to online appeal submissions, please visit http://apps.hr.lacounty.gov/eAppeal.Candidates who need assistance with filing their appeal…
DHR-Appeals will confirm receipt of the appeal via e-mail and provide the candidate with a case number that has been assigned to their appeal, and information about how to track…
Candidates who have submitted an appeal to DHR-Appeals may also appeal to the CSC within 15 business days of notice of DHR-Appeals' decision regarding their appeal, or after 60 calendar…
No. The alternative Form I-9 procedure now authorized by the Department of Homeland Security is entirely optional, and the existing physical examination process remains valid. In fact, departments must allow…
Candidates must file their appeal electronically within 15-business days after the postmarked date on the envelope in which the score was mailed to the candidate or the date the electronic…
All appeals regarding APs are within the jurisdiction of the Department of Human Resources. Hence, candidates should file their appeals with DHR-Appeals to assist in resolving their concerns with an…
It depends.Civil Service Rule 6.02 requires, in part, that an applicant for a promotional examination must be permanent county employee. However, the rule also provides limited exemptions for certain probationary…
Candidates for positions that require a minimum typing proficiency must successfully complete a timed typing test designed to measure speed and accuracy in typing, in accordance with the instructions on…
No. In fact, there is no authority that requires any candidate to be interviewed at all.All appointments to classified positions must be made from ‘reachable’ candidates who passed the civil…
Transfer opportunity announcements are restricted to County employees who currently hold or have held the payroll title of the classification (or similar classifications of the same rank/level of difficulty and…
Once DHR-Appeals notifies the department that an AP appeal has been filed, it is the department’s responsibility to ensure the AP appeal meeting is scheduled and Appeal Report Form is…
Section 200: Organizational and Employee Development (15)
The California Constitution requires all County employees, except persons legally employed but are not a citizen or national of the United States, to be “disaster service workers.” All elected officers…
All persons re-hired by the County of Los Angeles after a termination of service (i.e., intermittent, temporary, emergency or successive employment) must sign a new oath or affirmation of allegiance…
The oath or affirmation of allegiance card may be destroyed without duplication five years after the termination of the disaster service worker’s service or in the case of a public…
All County employees, except those without United States citizenship status, may be called on as Disaster Service Workers (DSWs). California Government Code Sec. 3102, and PPG 230 Oath or Affirmation…
California Government Code 3100 mandates that all county employees, except legal aliens, serve as disaster service workers. As disaster service workers, all county employees, excluding legal aliens, are required to…
Yes. According to PPG 513 and CSR 20.10, requests for references made by prospective employers, either within the County or from an outside agency, must include a signed consent from…
Yes, under the Fair Labor Standards Act (FSLA), an employee’s residential address is a required record that must be retained for three years. PPG 210 and the County Fiscal Manual…
Chapter 3 – eHR Payroll and Human Resources of the County Fiscal Manual is the authority for payroll files.
PPG 210 indicates that the Form I-9 is to be maintained in the personnel file of all employees. When an employee transfers between different county departments, the leaving department must…
In accordance with Civil Service Rule 20.04 A(4), when a department issues an Improvement Needed rating, a new evaluation must be issued within six months from the date the employee…
What options do employees have to contest an unsatisfactory probationary performance evaluation?In accordance with Civil Service Rule 18, probationary employees have the right to appeal the results of a probationary…
The Department of Human Resources (DHR) offers extensive employee development and training services and programs led by DHR’s Workforce and Employee Development (WED) division. Goals for the employee development program…
Yes! County employees can request a copy of their personnel file. In fact, most County personnel files are digitized and available at any time through the MyLACounty Workplace website which…
Yes. California Labor Code, Section 1198.5 provides every current and former employee (or employee’s representative) the right to inspect and receive copies of their personnel records relating to their performance…
Section 500: Human Resources Operations (70)
All County employees, except those without United States citizenship status, may be called on as Disaster Service Workers (DSWs). California Government Code Sec. 3102, and PPG 230 Oath or Affirmation…
Yes. According to PPG 513 and CSR 20.10, requests for references made by prospective employers, either within the County or from an outside agency, must include a signed consent from…
PPG 210 indicates that the Form I-9 is to be maintained in the personnel file of all employees. When an employee transfers between different county departments, the leaving department must…
Employers may create a case in E-Verify for an employee whose first day of employment is up to 90 business days in the future. The employee’s first day of employment…
No, reverification is not required for expired Form I-551 (Alien Registration Receipt Cards/Permanent Resident Cards, which are also known as Green Cards). Additionally, reverification is never required for the following:U.S…
Employers may accept documents with a different name than the name entered in Section 1 of Form I-9 as long as the document reasonably relates to the employee. The employer…
Telework participation is at the discretion of the department and employees must receive approval from their department management in order to begin a routine telework arrangement. In addition, all County…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 514, Designation of Sensitive Positions and Conviction History Assessments, and PPG 524, Live Scan Procedures address…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 520, Workplace Posters addresses this subject. The intent of this policy is to provide information regarding…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 520, Workplace Posters addresses this subject. Refer to Appendix A for a checklist of required workplace…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 520, Workplace Posters addresses this subject.Each County department is responsible for ensuring all workplace postings mandated…
Yes. County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 514, Designation of Sensitive Positions and Conviction History Assessments, and PPG 524, Live Scan Procedures…
The criteria for assessing and evaluating an applicant’s or employee’s conviction information is found in Countywide Policies, Procedures, and Guidelines (PPG) 514, Designation of Sensitive Positions and Conviction History Assessments…
County policies clearly state that except for a very limited number of positions, applicants will not be asked to provide information about conviction history until after a department has made…
The specific steps for departments to follow when conducting conviction history assessments and reassessments are identified in County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines…
Countywide Policies, Procedures, and Guidelines (PPG) 514, Designation of Sensitive Positions and Conviction History Assessments, and PPG 524, Live Scan Procedures address the County's background check process.Only applicants who have…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 514, Designation of Sensitive Positions and Conviction History Assessments, and PPG 524, Live Scan Procedures address…
Federal and State law, as well as County policy, requires certain workplace posted to be visibly displayed at County facilities and worksites. Guidelines for adhering to these workplace posting requirements…
Yes. Failure to comply with workplace posting requirements could result in citations or fines from the State and federal government. Noncompliance in one facility could potentially trigger an audit of…
An employee needs to wait 180 days from his/her date of retirement before returning to work on a temporary basis except under the following conditions:The hiring department can certify it…
Pursuant to Civil Service Rule (CSR) 12.01(A), a County employee in classified service must serve a complete period of probation before an appointment or promotion is complete.According to CSR 12.03…
Workforce Member Employment Eligibility Verification:In accordance with PPG 510 – Employment Eligibility I-9 Verification, under Federal Law (Immigration Reform & Control Act of 1986), it is illegal for an employer…
PPG 514 provides guidance on when volunteer must be fingerprinted/live scanned as a part of the onboarding process. Volunteer are subject to Live Scan if they will be functioning in…
The County of Los Angeles does place limitations on the types and values of gift County employees can receive from lobbyists. Los Angeles County Code 2.160.120 - Gift Prohibition states…
There are no current County policies that specify the distance an employee must live from their designated work headquarters, however, it is not current County best practice to permit out-of-state…
In accordance with PPG 510 – Employment Eligibility I-9 Verification, the County of Los Angeles must establish both the identity and employment eligibility of every newly hired employee.Like any new…
No. When an employee leaves County service before completing Section 2 of the Employment Eligibility Verification Form (Form I-9), departments are not required to run, or create, a case in…
Yes, employees have the option to request unpaid time off. PPG 531 Attendance states that an “approved absence may be paid (covered by an accrued leave) or unpaid; it may…
County department heads may reinstate retirees, under certain conditions, who have separated from County service without fault or delinquency for a period not to exceed 960 hours (120-days) in any…
The County Policies Procedures and Guidelines (PPG) 512 – Professional Appearance in the Workplace establishes a minimum guidelines and standards of expectations for professional appearance in the workplace for employees…
Federal law (Immigration Reform and Control Act of 1986) makes it illegal for employers, such as the County of Los Angeles, to knowingly hire individuals who are not authorized to…
Yes. PPG 514 & 524 requires that the county obtain conviction history information for current and prospective county employees who have been offered a conditional offer of employment for a…
According to Board Policy 9.110 and PPG 510, a Form I-9 and an E-Verify case must be completed for all newly hired employees including those that are seasonal, temporary, and…
Yes. A department can hire an employee who is under Temporary Protected Status (TPS) when the employee awaits the EAD card if they can provide acceptable Form I-9 Document(s).According to…
No. PPG 510 indicates that final appointment to County employment is contingent upon verification of a prospective employee’s right to work in the United States. Any candidate seeking to obtain…
Yes, the County requires that all newly hired employees, including seasonal, temporary and rehires must have a social security number as a condition of employment in order to properly complete…
In accordance with Countywide Policy, Procedure, and Guideline (PPG) 510, Employment Eligibility I-9 Verification, departments are not to accept employer/petitioner specific visas without prior approval from the Director of Personnel/Department…
PPG 524, Live Scan Procedures, provides guidance regarding the review and handling of subsequent arrest notifications.The Department of Justice (DOJ) provides the employing County department notification about the arrest of…
In addition to Countywide Policies, Procedures, and Guidelines Nos. 514, Designation of Sensitive Positions and Conviction History Assessments, and 524, Live Scan Procedures, more information about the County’s Fair Chance…
Countywide Policies, Procedures, and Guidelines No. 514 entitled Designation of Sensitive Positions and Conviction History Assessments addresses exemptions to the Fair Chance Act as defined within Government Code 12952. The…
Certain H-4 dependent spouses of H-1B nonimmigrants can file Form I-765, Application for Employment Authorization, if the H-1 nonimmigrant:Is the principal beneficiary of an approved Form-140, Immigrant Petition for Alien…
No. Rehired retirees are not eligible for sick leave, vacation, or holidays. When placing a retiree to fill a temporary position, departments should place the retiree on items that do…
Similar to reinstatement requests in accordance with Civil Service Rule 17.01(A), discretion to rehire a former employee lies with the appointing authority, not the former employee, including the retiree. The…
If required based on the nature of the position applied for (i.e., a sensitive position), an applicant will be scheduled for a Live Scan at a pre-designated date, time, and…
Upon receipt of any criminal history information, the Departmental Human Resources Manager (DHRM) or their designee will take custody of the information and be responsible for maintaining the security and…
In accordance with Countywide policy and Government Code §31680.3, retirees may be rehired for a period not to exceed 120 working days or 960 hours, whichever is greater in any…
County Code 2.06.070 B – Assignment of work- Working hours states:In accordance with the provisions of this section, the department head shall designate the working hours within his department, and…
County Code Section 6.20.050.c – Sick Leave Limitations allows employees who accrue Full Pay Sick Leave with the flexibility of designating the use of Vacation (and other time) in lieu…
It depends!Countywide policy (PPG 531, Attendance) mandates that a medical certification be provided when an employee is absent more than five (5) consecutive work days. In addition, the County Code…
The County offers a variety of resources to assist employees with travel to and from the workplace.Civic Center EmployeesThe County's “Civic Center Parking Plan” allows eligible employees of the Civic…
Generally, it is not considered permissible to use County time and/or equipment for non-work-related activities. The County has several policies and guidelines that convey the expectation that an employee’s timecard…
PPG 530 – Managing Sick Leave, PPG 531- Attendance, and PPG 532 – Managing Vacations, provides a comprehensive overview of the County’s documentation requirements for requesting time off, and handling…
Yes. If applicants receive notice of a preliminary decision from a hiring department that their conditional offer is being rescinded based on an initial review of their criminal history (i.e…
Los Angeles County is a Fair Chance employer, which means that in most cases candidates’ conviction history will be individually assessed for whether their conviction history has a direct or…
Updating your W-4 status can be done by contacting your departmental Human Resources office. You can find your department’s HR contact information in the LA County Telephone Directory.The IRS W-4…
Updating your Warrant Recipient can be done by filling out a Warrant Recipient Designation form and submitting the form your departmental Human Resources office. You can find your department’s HR…
Each department handles their own employment verification; there is no centralized unit that handles employment verification for all County employees. Employees can contact the respective department directly by using the…
Employees may find information and resources available on LA County’s Emergency Response website, which is activated when two or more county departments respond to an emergency incident that is widespread…
Emergency Telework is a tool built into the County’s Telework Program that allows departments to quickly transition a greater number of employees to remote work temporarily in response to an…
Note that Civil Service Rules (CSRs) only apply to classified positions, and that, according to CSR 17.01, they may only be reinstated to a position that they "held on an…
Since Civil Service Rules only apply to classified positions, a retiree who had only ever held unclassified positions would not qualify for reinstatement under CSR 17.01. That said, they would…
Yes. While MegaFlex employees do not accrue sick leave, they can still use full-pay sick leave that they earned prior to becoming MegaFlex employees.In fact, pursuant to PPG 530 –…
No. The USCIS Handbook for Employers M-274 section 2.0 Who Must Complete Form I-9 confirms that,You must complete Form I-9 each time you hire any person to perform labor or…
Retirees from the County of Los Angeles have a unique opportunity to continue their public service legacy through post-retirement temporary assignments. The County can temporarily reemploy eligible retirees with unique…
Under PPG 530 – Managing Sick Leave, and County Code 6.20.120 – Proof of absence, department heads may require an employee to furnish a medical certification or other proof of…
Supervisors should be familiar with departmental attendance policies as well as countywide policies related to managing sick leave and attendance. Per PPG 530 – Managing Sick Leave, supervisors are expected…
Electronic signatures are permissible; however, as best practice in the County, Form I-9s should be completed in person and include a wet signature.According to the US Citizenship and Immigration Services…
It depends on the worksite and whether there is a departmental policy or procedure that may prohibit the practice.While there are Countywide authorities that prohibit sleeping while on duty during…
No. Under normal circumstances, may not be retroactively applied for Safe Leave (and in general). Once the employee has returned to work on a full time or limited, or intermittent…
Section 600: Health, Safety & Disability Benefits Administration (16)
Under County Code 5.31, the Director of Personnel is responsible for providing direction and guidance on establishing Environmental Health and Safety Programs; however, it is the responsibility of each department…
PPG 612 - Minimizing Repetitive Motion Injuries Through Ergonomics clarifies that workplace safety training is required when an employee is first hired, as well as anytime a new task presents…
A successful Ergonomics Program aims to prevent Repetitive Motion Injuries (RMIs) from occurring in the first place by designing operations to include proper selection and use of tools, job methods…
The Sheriff Department’s Security Operations Unit (SOU) is the central Workplace Violence and Threat Assessment management authority for all Los Angeles County facilities and employees who work in those facilities…
As described in PPG 620 – Workplace Violence / Threat Management, a threat or act of workplace violence constitutes a security incident. Such incidents of workplace violence may meet any…
All County vehicles are designated as “no smoking” vehicles.All County-owned facilities and facilities leased by or from the County, not open to the sky, are designated as no smoking areas.Smoking…
The CEO Loss Control and Prevention Unit administers and provides direction to departments on the Countywide Environmental Health and Safety Program. However, each department head is responsible for developing and…
The CEO’s Risk Management University provides online courses on a wide variety of safetyrelated issues, such as ergonomics, facility inspections, water intrusion, and indoor air quality evaluations. Training modules are…
The Pre-Employment/Post Offer (PEPO) process may require a medical and/or psychological examination of an Applicant after a conditional offer has been made. The PEPO medical and/or psychological evaluations must be…
It depends! The answer varies depending on an individual’s COVID-19 symptoms and the requirements of their department’s illness and injury prevention program (IIPP).As of this writing (August 2, 2024), current…
No.An employee is only eligible to receive a leave donation for an absence due to illness or injury.The County’s Interpretive Manual explains that for an employee to be eligible to…
An employee seeking a reasonable accommodation may submit a request in writing or verbally request a reasonable accommodation to their supervisor, manager, or the Department's Disability Management and Compliance Coordinator.Departments…
On October 11, 2023, California passed into law Senate Bill (SB) 848 – Reproductive Loss Leave, which went into effect on January 1, 2024. This leave is separate and distinct…
County employees with permanent status are provided with procedural rights before they are released for medical reasons. Employees, along with their representatives, have the right to respond to the facts…
An FFDE is a medical or psychological evaluation of an employee performed by a licensed healthcare provider, that is conducted when there is a legitimate work-related need for the evaluation…
A supervisor or manager at the job site should immediately notify the department safety officer or representative and the human resources manager. Department representatives should attend the inspector’s “opening conference”…
Section 700: Employee Benefits Administration (14)
Yes! All County employees, regardless of whether they are permanent, temporary, or as-needed, who chooses to participate in a statewide election and does not have sufficient time outside of their…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 702, The Family School Partnership Act for County Employees addresses this subject. The intent of this…
An employee who volunteers as a living donor will receive protected and paid leave time for testing, harvesting, and reasonable recovery time to donate bone marrow or organ(s), within the…
While there is no existing Countywide tuition reimbursement policy, County Code 5.52, Tuition Reimbursement Program grants authority to each department to establish their own policies, procedures, and conditions governing the…
County code 6.21.010 allows employees to donate their unused accrued time to other employees that have exhausted their earned leave hours and, as a consequence, are in danger of forfeiting…
County Code Section 6.21.010 and PPG 700 only allows non-represented employees to receive leave donations from other employees when they are absent from work due to a personal injury, a…
An employee’s pumping time is a protected right; there is not a “right amount of time” for pumping as this process varies from person to person. The frequency and duration…
The County implements its policy on the Family-School Partnership Act, (PPG 702, Family School Partnership Act for County Employees), according to the calendar year.The Family-School Partnership Act requires employers with…
Section 800: Performance Management (16)
It depends on the worksite and whether there is a departmental policy or procedure that may prohibit the practice.While there are Countywide authorities that prohibit sleeping while on duty during…
Ordered AbsenceAn Ordered Absence is a non-disciplinary, paid action when an employee is reassigned by management to a non-County work location from their regular work location. County of Los Angeles…
No. If an employee is involved a disciplinary process in their current department, they should not be allowed to transfer into a new department. According to PPG 805, “...No employee…
The existing requirement per the County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 810, Ordered Absence from Regular Work Location, is that at the…
Yes, the County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (Policy) 809 entitled “Courtesy and Respect in the Workplace” addresses abusive conduct. The Policy provides…
Unlike suspensions, Ordered Absences are not considered disciplinary actions and are generally taken to remove an employee from county facilities pending the conclusion of a departmental investigation. Employees placed on…
Skelly rights are due process protections for permanent County employees that include a pre-disciplinary hearing and written notice of a proposed disciplinary action.An employee is entitled to Skelly rights if…
PPG 818 states that employees shall not supervise or be placed in positions of interrelated trust with a relative and/or someone with whom they have a personal relationship. Interrelated trust…
While there is not a singular countywide conflict-of-interest policy per se, there are various countywide authorities that establish guidelines to avoid actual and potential conflicts-of-interest in performing County duties.For example…
It is the County’s policy to ensure workplace decisions are merit-based and free from any real or apparent conflict of interest, favoritism, or preferential treatment. Departments are required to make…
Under the County’s Nepotism policy (PPG 818), conflicts of interest, personal relationships, and relatives are defined as follows:A conflict of interest refers to situations where professional judgment, decisions, or actions…
There is nothing preventing a prospective candidate from using their preferred first name when filing an application for County employment in NEOGOV. A preferred name refers to the first name…
Upon request, an employee has the right to have their preferred name and/or pronouns be used in everyday oral and written communication including, but not necessarily limited to email, phone…
The County of Los Angeles is required by County Ordinance, State and federal law to maintain gender and race/ethnic data on all employees for equal employment opportunity statistical reporting. This…
No. Information and documents related to Ordered Absences, including the Notice of Ordered Absence designation to the employee, should not be placed in or noted in the official personnel file…
Section 900: Advocacy (9)
Skelly rights are due process protections for permanent County employees that include a pre-disciplinary hearing and written notice of a proposed disciplinary action.An employee is entitled to Skelly rights if…
Yes. County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 910, Employees’ Cooperation in the AdministrativeInvestigation Process addresses this subject.The County of Los Angeles is…
Yes. The notification requirements to employees regarding participation in an administrative investigation are found in County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 910…
Yes, employees have a right to representation during an administrative investigation. These rights are explained in County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG)…
The guidelines are found in County of Los Angeles, Department of Human Resources (DHR) Policies, Procedures, and Guidelines (PPG) 910, Employees’ Cooperation in the Administrative Investigation Process and the Resource…
Yes, there are confidentiality requirements during an administrative investigation. To ensure a full and fair investigation, and to preserve public confidence in the County’s ability to operate effectively, the employee…
Yes, there are guidelines for notifying employees of the audio recording of an administrative investigation interview. The Resource Guide for Investigations - DHR provides the following steps for the investigator…
Interviews with employees related to an administrative investigation shall take place during regular business hours, or while the employees are on-duty. If that is not feasible, employees who are interviewed…
In accordance with DHR-PPG 910, unless necessary based on the unique needs of the investigation, administrative interviews must be recorded by departments for the benefit and protection of all parties…
Section 1000: Miscellaneous (8)
The County of Los Angeles does place limitations on the types and values of gift County employees can receive from lobbyists. Los Angeles County Code 2.160.120 - Gift Prohibition states…
Guidelines for selecting an employee for an out-of-class assignment are as follows:If one exists, management must select an employee on a departmental reemployment list(s) for the same or similar class…
An employee who is assigned to an Out-of-Class assignment for more than 20 consecutive working days (or other period as stated in the employee’s MOU), may request payment of an…
Employees who are assigned by management to work in a valid Out-of-Class assignment will be properly compensated through payment of a bonus.Management will ensure payment of an Out-of-Class bonus complies…
Employees shall be compensated for working in an out-of-class assignment that is authorized by management in accordance with department procedures, Countywide policy, County Code provisions, and applicable Memorandums Of Understanding…
Out-of-Class AssignmentAn Out-of-Class Assignment is defined as the full-time performance of all the significant duties of an allocated, vacant, funded position in a higher-level class by an individual in a…
It is not encouraged to continue to provide an employee with an OCB while there is an active Eligible List. It may, however, be permissible in select circumstances, but only…
PPG 1010 allows employees to participate in out-of-class assignments to fill essential positions on a temporary basis. According to County Code 6.1.040, employees in a lower-level class must be adequately…
Other Questions (1)
Yes, there are countywide retention policies that outline mandatory retention periods for examination materials. Several County authorities outline these standards, including CSR 7 – Competitive Examinations, PPG 180, Delegated Examination…