County human-resources staff presented two proposed policy amendments at the July 21 Weber County Commission meeting: adding language to the disciplinary policy to prevent permanent filling of a merit position while a terminated merit employee’s appeal is pending, and removing a vendor restriction so the county’s gym‑reimbursement benefit applies to any commercial fitness center.

“If a merit employee is terminated and elects to appeal the decision, the position shall not be permanently filled until the appeal process is set up,” a county HR staff member said when summarizing the disciplinary-policy change. The HR presenter added that temporary staffing measures could be used while an appeal proceeds but that permanent hiring would be restricted until the appeal is resolved; the staff member flagged that appeals can take several months and that the change was intended to protect the rights of merit employees.

Commissioners asked for clarity about how the rule would apply when an elected official oversees hiring in a department. One commissioner asked what recourse the county would have if an elected official refused to follow the policy. HR staff answered that all department employees are Weber County employees and that hiring must be processed through Human Resources and the clerk/auditor’s office; staff said the county’s paperwork processes and onboarding controls are the practical check on unauthorized permanent hires.

On the wellness policy, staff said the budget-related change removes a named-gym restriction so that any commercial gym or fitness center qualifies for reimbursement. “The gym reimbursement can be any commercial gym or fitness center. It’s not just Eos or Vasa,” the presenter said.

Why it matters: The disciplinary change affects hiring, appeals and how departments handle interim coverage. Commissioners voiced concern about enforcement where elected officials have direct oversight, and staff said HR’s role and the clerk/auditor’s onboarding process are the stop points to prevent improper permanent hires.

Next steps: Staff said the policies will return on the commission agenda for final approval in the next week. The wellness change was characterized as a budget-driven clarification rather than a substantive policy expansion of cash compensation.

Ending: Commissioners expressed general support for the edits but requested clear implementation procedures and suggested staff be prepared to consult county attorneys if elected officials do not adhere to the policy.