EMPLOYMENT
Interns are not in the classified civil service and do not have property rights to permanently allocated positions. In addition, they do not receive most employee benefits such as: long-term disability insurance coverage; accrual of vacation and sick leave; participation in the County retirement program; or eligibility to take promotional examinations. Paid interns may meet the eligibility requirements (generally worked 11 consecutive pay periods with a minimum of 440 hours and are scheduled at least 40 hours per pay period) to qualify for a 80% County contribution toward employee-only Kaiser Health Plan. Dependent coverage may also be available at employee's cost. Interns may not work in excess of 1560 hours in a twelve month period.
If selected, students must show proof of student status and course of study by one of the following:
- Course registration material
- Certificate of Postgraduate Program requirements
- Internship registration
- Transcript
ADDITIONAL INFORMATION
A background investigation may be required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants.
Additionally, a pre-employment medical examination, including a drug screening, will be required prior to employment. Continuous recruitments may close without notice at any time that a sufficient number of qualified applications have been received. Applications received after the recruitment closes will not be accepted.
Applications are accepted on-line at www.jobaps.com/sonoma. Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Continuous recruitments may close without notice at any time that a sufficient number of qualified applications have been received. Applications received after the recruitment closes will not be accepted.
The County of Sonoma is committed to a policy and actively pursues a program of equal employment and non-discrimination.
In an effort to mitigate the impact of budget reductions on the County workforce, the County of Sonoma has implemented a program of mandatory time off for the current fiscal year. Most County offices, activities, and services will be closed from December 24, 2009 through December 31, 2009. During that period, most County employees will be on a work furlough. The amount of pay deducted for the unpaid furlough time will be determined by the employee’s regularly allocated work schedule and the number of pay periods remaining in the current fiscal year in order to accomplish a 40 hour contribution by June 28, 2010.
In order to minimize the impact of the unpaid furlough on employees, a deduction will be withheld each pay period from the date of hire through the end of the fiscal year in June 2010. Employees hired before the holiday closure will participate in the full 40 hour furlough. The 40 hour deduction will be amortized over the period between date of hire and the end of the fiscal year in June 2010.
Employees hired after the holiday closure and prior to the end of the fiscal year will accrue unpaid leave hours (MTO) on a pro-rated basis. Deduction of the accrued MTO hours will be amortized over the remaining pay periods in the fiscal year. Hours accumulated as a result of this deduction shall be used as time off prior to the use of any accumulated vacation leave, by mutual agreement of the employee and their department head or designee.
MTO for part-time employees will be pro-rated, based upon their assigned FTE.
