Administrative Guidelines

Administrative Guidelines for the Career Service

This document describes the various policies which apply to Pierce County employees. Bold text in the Guidelines document is codified as part of the Pierce County Code.
Examples of topics included are:
  • Benefits and leaves
  • Code of ethics
  • Domestic violence policy
  • Drug free workplace policy
  • Transfers, layoffs and resignation


Most non-executive branch departments, including Superior Court, District Court, Juvenile Court, the Prosecuting Attorney's Office and the County Council have separate guidelines and policies which apply specifically to employees of the department.

Pending Changes to the Administrative Guidelines for the Career Service

Currently there are several proposed changes under consideration by the Pierce County Council. These changes were reviewed by department directors and union representatives and have recently been submitted to the Pierce County Council. The proposed changes are the result of recent changes in the laws, in addition to other changes that update and clarify other guideline language.

The most current Administrative Guidelines for the Career Service, is available on the HR webpage under POLICIES and the pending changes are summarized below.

3.08 Definitions
Clarification of Limited Duration employee benefits eligibility.
3.13 Domestic Violence in the Workplace
Clarification of County policy and incorporates State law language regarding employee rights and responsibilities.
3.14 Whistleblower Protection
Clarification of County policy.
3.15 Workplace Safety and Violence Prevention
The changes update language regarding employee responsibilities.
3.16 Equal Employment Opportunity
The changes made bring the County policy language in line with State and Federal law.
3.52 Working Conditions
Clarifies when a conflict of interest is presumed to exist.
3.67 Family and Medical Leave
Clarifies and brings the County policy in line with the Federal and State law regarding family leave.
3.69 Humanitarian Catastrophic Leave Bank
The changes allow for a maximum of sixty days, (up to 480 hours) of Humanitarian Catastrophic Leave and clarify eligibility.
3.70 Shared Sick Leave Program
The change increases the length time donated sick leave can be used from sixty calendar days to within six months.
3.72 Vacation Leave
The changes accommodate the implementation and use of Workday processes regarding vacation leave.
3.76 Leave of Absence With Pay
This change clarifies that probationary employees may use sick leave for up to three additional days for of out-of-state travel for bereavement purposes.
3.80 Leave of Absence Without Pay
The changes bring the County policy language in line with State law language allowing Domestic Violence leave and unpaid Faith and Conscience leave.
3.81 Military Service
The changes bring the County policy language in line with State law regarding paid Military Leave. 

Recent Changes to the Administrative Guidelines

On February 2, 2015, in response to County Council Resolution 2014-97, the Human Resources Department revised Section 3.38. 040 of the Administrative Guidelines for the Career Service to allow non-represented Career Service employees the ability to grieve certain performance evaluation processes similar to represented employees. If you have any questions about this change please contact the Human Resources staff.

3.38.040 Employee Response to Evaluation. Within ten (10) working days after receiving a copy of an Employee Performance Evaluation, the employee may file with their supervisor a written response to the evaluation. The response may specify any areas of disagreement with the evaluation, but shall be limited to the specific content of the evaluation. The employee's response will be signed, dated and reviewed by the employee's supervisor, any intermediate supervisor and department director.

If the evaluation is not changed as requested in the employee's response, the employee's written response will be forwarded to the Human Resources Department for inclusion in the employee's personnel file. Employee Performance Evaluations for Career Service employees who do not serve in positions covered by a union agreement shall be subject only to Steps 1, 2 and 3 of the grievance procedures in Chapter 3.48.