Human Resources Questions & Answers
Questions and Answers
Q: Are there any job openings at this time?
A: Go to Comal County Employment.htm for listing of jobs that are currently available.
Q: How do I apply for a job with the County?
A: The County averages 50 to 60 job openings per year. All County jobs require that a job application be completed and returned to Human Resources (HR) prior to any job close out date. Applications are now only available on-line at Employment.htm and should be completed as directed in each posting. Job postings will close out at 12 Midnight on the date indicated as the closing date. 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.
Q: What benefits are offered by the County to their employees?
A: Only full-time employees (30 or more Hrs/Week) are eligible for the following benefits:
- One week of vacation after 6 months credible service, increasing to two weeks after 12 months and increasing to three weeks after 10 years.
- Sick leave accrual of 3.076 hours per pay period (80 hours per year).
(Note: sick leave benefits become effective 30 days after hire)
- Sick leave "buy back" program for leave accumulated over a set number of hours (non-exempt only).
- Automatic Deposits
- Major medical health plan.
- Employer funded retirement with the County paying half the cost.
- Up to twelve paid holidays (depends upon the calendar year and Commissioners Court)
- Cafeteria Plan (IRC Section 125 Flexible Compensation Plan)Accidental Death & Dismemberment Plan ($45,000)
- Discount vision Plan (Free)
- Dental Plan (optional)
- Allstate Supplemental Plan
- Group Supplemental Term Life Insurance optional)
- Flexible Spending Account (Medical/Dependent Care)
- Workers' Compensation / Unemployment Insurance
- Employee-run Sick Leave Pool Program (Eligible after 12 months of employment)
- AirLife Ambulance coverage for all employees (Part-time & Full-time)
- Employee Assistance Program (EAP) for all employees (Part-time & Full-time)
Please note: 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 are eligible to participate in the County's retirement program. Provided their total work hours normally exceed 20 hours per week, they are also eligible to participate in the cafeteria plan for supplemental insurance benefits at their cost (they are not eligible for full medical benefits).
Q: What do county employees pay for insurance?
A: The monthly rate for a county employee is currently $741.63 and is paid by the county. The employee may add coverage for his/her spouse at a bi-weekly rate of $175.87, or add a child at a bi-weekly rate of $87.06. The bi-weekly rate for complete family coverage begins at $262.90 for Spouse/1 Child, and increases by $16.13 per additional child.
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 (especially for all positions within the Comal County Sheriff's Office). The county's policy is to verify all information submitted on the employment application. This is done via reference checks and criminal history checks thru DPS. Driving history and verification of current Auto Insurance is also required for any and all positions requiring the use of a county vehicle or use of your own privately owned vehicle in pursuit o f County business.
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 with the County contributing 14%. 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 contributions - as little as $20 per month
- Pre-tax and Tax-deferred Benefits
- Can set aside a maximum of up to $16,500 per year
- Can withdrawal for (a) Retirement and termination of employment, (b) Unforeseeable emergency, (c) Death
Q: What holidays are paid by the County?
A: Paid holidays are reviewed annually by Commissioners Court and are subject to change. Paid holidays can run from 10-12 per year depending on when they fall in that particular calendar year.
Q: When does the county begin to provide paid vacation and how is it accrued?
|1st Week Following 6 months service &
2nd Week after 1st year service
|3.076 hours per pay period
(26 pay periods per year)
|20 days maximum|
|Completion of 10 years of service||4.620 hours per pay period
(26 pay periods per year)
|30 days maximum|
|Note 1: Begins (as noted above) on
pad period following 6 month & 1st year
anniversary, and each pay period thereafter.
Note 2: Begins on last day of month in which tenth anniversary occurs and each month thereafter.
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 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 180 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 test are also performed in accordance with the Department of Transportation (DOT) for all Commercial Drivers License (CDL) positions, as well those that fall under reasonable suspicion criteria using the DOT limits as acceptable thresholds for drug/alcohol testing.
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: A family and/or medical leave of absence is available to eligible employees for up to twelve (12) weeks of unpaid leave in any 12-month period under certain circumstances that are related to the health of the employee or the employee's family. FMLA is based on a rolling 12-month period, measured backward, from the date the employee uses any FMLA leave. Comp time, sick leave, and vacation accruals willbe exhausted with FMLA requests until it reaches an unpaid status.
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 bi-monthly and members are elected to serve one year terms.