Bob Grazioli
Department Head

Employment Opportunities

Notice of Privacy Practices

Q: How do I apply for a job with the County?
A: The County averages 50 to 60 job openings per year. The majority of the jobs are advertised in the Herald-Zeitung newspaper (usually on Wednesdays and Sundays) and the local Texas Workforce Commission. Some jobs are advertised in the San Antonio Express News. All County jobs require that a job application be completed and returned to Human Resources (HR) prior to any job close out date. Applications can be picked up at the old court house, Room 102, during the hours of 8 a.m. to 5 p.m., M-F. Applications can also be down-loaded from our web site. the down-load instructions are located at the end of each job announcement. Please note HR will not accept applications for jobs that are not currently open. Once all the job applications for a specific job have been collected, HR turns them over to the appropriate department head for review. The department head will determine who will be interviewed and ultimately select the best qualified candidate to fill their open position.

Part-time employees (less than 40 Hrs/Week) are not eligible for County benefit package, but are still covered under workers' compensation and unemployment insurance. Part-time employees (working more than 20 hours a week) are eligible to participate in the County's retirement program and they are also eligible to participate in the cafeteria plan (not the full medical benefit).

Q: What kind of jobs does the County have?
A: Most of the County's jobs fit into three categories: Law Enforcement (37%), Admin/Clerical (49%), and Road & Bridge (14%). A high school diploma or GED equivalent is required for most of the law enforcement and admin/clerical jobs.

Q: Does the county perform and reference background checks?

A: Yes, all position being filled, require a criminal history and or comprehensive background check.  The county's policy is to verify all information submitted on he employment application. This is done via reference checks and criminal history checks thru DPS

Q: Is the County an Equal Employment Opportunity employer?
A: Employment decisions at the County are based upon merit, qualifications, and abilities. The County does not discriminate based on race, age, gender, sexual preference, religion, disability, or national origin.

Q: Does the County have a retirement plan?
A: Yes. The County is a member of the Texas County and District Retirement System (TCDRS). Under this system, employees currently contribute 7% of their gross salary each month.  The county matches this deposit at 2:1 at the time of retirement election. Employees earn vested benefit rights upon the completion of eight (8) years of creditable service. An employee is eligible for lifetime monthly benefit payments if one or more of the below conditions are met:

• accumulated as least 8 years of credited service and attain the age of at least 60; or,

• attained an age and total credited service which equals 75 years or more; or

• accumulated at least 30 years of credited service.

Q. Does the County have a supplemental retirement plan?

A: Yes. Public Employee 457 Deferred Compensation Plan is a voluntary, tax-favored supplemental retirement savings program that allows most employees to contribute a portion of their salary before federal taxes to a retirement account.

• Primary advantages:

  • Payroll deductions – automatic investment of your deductions

  • Minimal  contribution – as little as $20 per month

  • Pre-Tax and Tax-Deferred Benefits

   

• Can set aside a maximum of up to $15,500 per year

• Catch up provisions for age 49 & older

• Withdrawals:

  • Retirement and termination of employment

  • Unforeseeable emergency

  • Death

Q: What holidays are paid by the County?
A: Paid holidays are reviewed annually by Commissioners' Court and are subject to change. Currently, the following holidays are paid:

Q: Who is eligible for the county sick leave pool, and how is it managed?
A: Any full time employee who has completed one year of continuous service with the County and donates either a minimum of 8 hours (1 Day) to the pool may become a member. The pool is for members who experience a catastrophic injury or illness and have exhausted all of their accrued sick leave and vacation time. Depending upon the recommendation of a doctor, a member may be able to withdraw up to one-third of the balance of hours in the pool or 90 days, whichever is less.

Q: Is the County an "At Will" employer?
A: Yes. This means that either the County or employee can sever the employment relationship at any time, with or without notice, for any legal reason, or for no reason at all. Normally, a two-week notification by either party is desired (exception: employees who are terminated for serious offenses).

Q: Does the County promote a "Drug-Free Workplace"?
A: Yes. It is the County's desire to provide a drug-free, healthful, and safe workplace. No employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. Violations of this policy will lead to disciplinary action, up to and including immediate termination of employment. A pre-employment drug test is required as part of a conditional offer of employment for all positions. Random drug teat are also performed.

Q: How does one get promoted in the County?
A: Promotions in the County occur when a higher-graded position comes open, through normal attrition (retirement, termination, death), and a lower-graded County employee competes for and is selected to fill it. The employee would then assume the higher grade of the new position. Before advertising a new vacancy, a department head will normally look within his/her own department first, but it is not mandatory.  If they cannot fill the vacancy from within, then it becomes open to all employees who must compete for selection.

Q: How does the county treat Family Medical Leave?

A: Comal County uses a calendar year method based upon the anniversary month of the employee to track FMLA leave.  The employee is required to use all accrued paid leave (vacation and sick leave) before the actual unpaid FMLA (up to 12 weeks or 60 workdays) coverage begins. The employee is covered by FMLA during the entire time period he/she is out (This includes paid vacation/sick leave time as well as the 12 week unpaid entitlement under FMLA)

Q: Does the County have an active Safety Program?

A: Yes, the County has an active accident prevention plan with Safety Committee participation.  the committee meets once a month and members are elected to serve one year terms.