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Catawba County adopts broad Personnel Code overhaul to bolster recruitment, leave and classification rules
Summary
The Board adopted Ordinance 2025-06 replacing Chapter 28. Key changes include updated applicability for state-covered employees, allowance of a homeschool certificate in lieu of a high school diploma, expanded annual and sick-leave accrual rules, and targeted changes effective Nov. 1, 2025 and Jan. 1, 2026.
Catawba County commissioners on Oct. 6 adopted Ordinance No. 2025-06, a comprehensive rewrite of Chapter 28 (Personnel) intended to streamline administration, improve recruitment and retention, and align county policy with recent changes to State human-resources rules.
The ordinance replaces the county's existing personnel code in full, codifying definitions, classification and salary administration, hiring procedures, flexible promotion rules, disciplinary and grievance processes, and a range of leave and benefits provisions.
What changed Packet materials and staff presentations highlighted several significant updates: the Applicability section (Sec. 28-6) clarifies how Sheriff, Register of Deeds, Social Services, Public Health and Elections staff are covered; trainee and "work-against" appointment rules were updated to reflect State Administrative Code changes; the recruitment section now explicitly allows a homeschool certificate in lieu of a high school diploma for hiring purposes; annual-leave accruals add a higher accrual rate for employees with 20+ years' service; language permits advancing 40 hours of vacation and 40 hours of sick leave to new hires; the policy eliminates a requirement to turn over jury pay to the County; and sections were amended to better align local practice with the State Human Resources Act.
Timing and implementation Several provisions have staggered effective dates: some changes take effect Nov. 1, 2025 (e.g., applicability updates), while selected leave accrual and advancement provisions become effective Jan. 1, 2026. The ordinance appeared in the meeting packet in both redline and clean versions.
Why it matters County staff said the revisions are intended to reduce administrative complexity, modernize hiring and retention tools, and ensure local policy remains consistent with State requirements for positions subject to the State Human Resources Act. Commissioners discussed the changes during the Finance and Personnel Subcommittee and placed the ordinance on the regular meeting agenda for full-Board adoption.
Next steps Managers and the Human Resources Department will implement the amended provisions, update internal procedures and communicate changes to county employees.
