Grant County approves administrative‑code changes to define full‑time work at 30+ hours

Grant County’s governing body approved the second reading of Ordinance No. 009‑2026‑0301, adopting a set of amendments to the county administrative code that affect employee classification, leave benefits and pay‑period rules.

The ordinance, presented by the presiding officer and moved by a committee member, was seconded and declared carried after members present said “aye.” The chair said the changes go into effect immediately and will be sent to the county paper for publication.

The most consequential change revises Section 5.9 to define a full‑time employee as anyone who works 30 or more hours per week on a regular scheduled basis, replacing language that had referenced a 40‑hour threshold. “Any employee who works 30 plus hours per week on a regular scheduled basis is classified as a full time employee,” the chair said while summarizing the amendment.

The amendments also clarify holiday pay in Section 5.25: holiday pay will be calculated at an employee’s straight‑time rate but capped at no more than eight hours of pay per holiday. The chair noted the county provides 12 paid holidays as a nonrequired employee benefit and the change is intended to make holiday pay calculation consistent across staff.

A clerical correction to vacation accrual (Section 5.26) was also approved. In response to a question during the meeting, the chair clarified the accrual tiers the code reflects: employees with under 10 years of service accrue 1 day per month; employees with 10 to 20 years accrue 1.5 days per month; and employees with more than 20 years accrue 2 days per month of vacation time. The earlier phrasing that referenced “2 days” was confirmed to mean two days per month at the highest service tier.

Section 5.29 was expanded to broaden paid bereavement leave. The revised language adds coverage for the employee’s and the employee spouse’s parents, spouse’s children, children’s spouse, siblings, grandparents and grandchildren, allowing up to three paid days not to exceed eight hours of pay per day.

Section 5.35 now includes a provision for overtime compensation for supervisors under extraordinary or emergency circumstances—such as snow removal, storms or tornadoes—subject to approval by the county judge executive, the chair said.

The administrative code language was also updated to align the county work week with operational practice: the work week for the sheriff’s office, the jail and other county employees is now stated to begin Sunday and conclude Saturday.

During the meeting the chair reminded members that, by statute, the administrative code must be reviewed by June; the county is conducting an early May review to allow any changes to take effect during the fiscal year. The recorded proceedings show the committee member making the motion to approve the ordinance, the chair seconding, and members saying “aye.” The transcript records those affirmative responses from the committee member and the chair; a full roll‑call tally is not provided in the transcript.

The chair said the ordinance would be published in the county paper and take effect immediately. The body also noted the next regular meeting is scheduled for June 2, 2026, and a special meeting may be called beforehand for the first reading of the budget. The meeting was then adjourned.