The Clerk of the Board is responsible for keeping accurate minutes and maintaining Board records for each Board of County Commissioner (BCC) and Value Adjustment Board (VAB) meeting. In addition, every 4 years, the Clerk of the Board office provides staff support to the Charter Review Commission (CRC) appointed by the BCC. Please contact our office if you need an accessible version of documents on this page, and one will be provided.
Selection options are described below:
1. To search BCC records by meeting date and/or a specific term between September 23, 1869 and December 14, 2010, view the 'BCC Meetings' page.
2. To view BCC records by meeting date between January 4, 2011 through September 22, 2016, scroll down to locate the BCC meeting date.
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Legislation Details
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File #:
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25-1297
Version:
1
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Name:
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Type:
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Recommendation
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Status:
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Passed
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On agenda:
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9/30/2025
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Final action:
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9/30/2025
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Title:
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Approval of Orange County Policy 201 Salary Administration - Regular Employee Pay Plan effective October 12, 2025. (Human Resources Division)
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Interoffice Memorandum
DATE: September 8, 2025
TO: Mayor Jerry L. Demings and County Commissioners
THROUGH: N/A
FROM: Ralphetta G. Aker McClary, Director
CONTACT: Dana Dotson, Human Resources Training/Compliance & Employee/Labor Relations Administrator
PHONE: (407) 836-5820
DIVISION: Human Resources Division
ACTION REQUESTED:
title
Approval of Orange County Policy 201 Salary Administration - Regular Employee Pay Plan effective October 12, 2025. (Human Resources Division)
body
PROJECT: N/A
PURPOSE: The Human Resources Division continually reviews the Orange County Policy Manual to determine areas needing revision. The most recent review led to revisions of the following policies: Policy 201 Salary Administration - Regular Employee Pay Plan. The policy has been revised to incorporate key provisions previously contained in the LIUNA collective bargaining agreement, which is no longer in effect following the revocation of LIUNA’s certification by the Public Employees Relations Commission. The update also increases shift differential pay for eligible employees assigned to second and/or third shifts and clarifies eligibility for “Acting Pay” versus “Working Out of Class Pay.” Moving forward, eligibility will be determined based on the Fair Labor Standards Act exemption status of the employee’s primary position.
BUDGET: N/A
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