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Dog‑warden staffing: commissioners, HR and union discuss temporary transfer and pay-grade questions
Summary
The commissioners and HR reviewed a request to temporarily transfer staff in the dog-warden office while the chief is on medical leave; HR warned that the move exceeds the contract's 60-day temporary-transfer limit and advised coordinating with the union to avoid grievances.
Trumbull County officials discussed a staffing request from the dog‑warden office on May 21 to temporarily move an employee into expanded duties while the chief dog warden is on medical leave. Human Resources recommended additional review and union involvement before any longer-term pay‑grade elevation.
Michelle (department head) asked for approval to temporarily fill duties while a staff member is out an estimated six to eight weeks. Stephen Jones, Human Resources, said the county’s collective-bargaining agreement sets a 60‑day limit for temporary transfers and that any extension "would have to be mutually agreed upon with the union." Jones noted past instances where the union denied extensions and that the proposed temporary assignment would, in practice, elevate a deputy to duties with supervisory scope and pay‑grade implications.
Commissioners and HR discussed operational details: the chief dog warden role includes on‑call 24‑hour responsibilities and supervisory duties that distinguish it from deputy roles. HR and counsel suggested the commissioners direct staff to negotiate a memorandum of mutual agreement with the union if the temporary reassignment will exceed the contract limits. The board asked HR to prepare a legal and budgetary analysis and to coordinate with the union before finalizing any pay‑grade or posting decisions.
Why it matters: the temporary filling of supervisory duties raises contractual obligations under the AFSCME bargaining agreement, potential pay adjustments and budget impacts if a deputy is elevated to a higher pay grade for an extended period; the county must avoid grievances or retroactive pay disputes.
