to Human Resources for placement in the employee's personnel file. A written warning is not considered a disciplinary action that can be grieved.
(a)
Name of employee
(b)
Notification that the letter is a written warning
(c)
Date of warning
(d)
Date, time, place and type of violation
(e)
Number and types of previous warnings
(f)
What action is required to correct the situation
(g)
Probable consequences of not correcting the violation
(h)
The employee's response to violations contained in the warning
(i)
A place for the employee to sign evidencing the receipt of the letter. The signature of the employee shall not be an admittance of or agreement with the contents of the warning, or an admittance of guilt, but shall only be used to document that a warning was received.
4.
Disciplinary Actions: Before any type of disciplinary action is decided upon, the procedures in Section B: Pre-Determination MUST be followed. When imposing a suspension, demotion or termination, authorization from the disciplinary committee must be obtained.
(a)
a. The disciplinary committee shall include the employee's supervisor, department head or elected official responsible for the department, Human Resources Director, and Deputy County Attorney.
(b)
A suspension is a defined period without pay.
1.
An employee may not be suspended for more than 30 calendar days for a single incident nor for more than 60 calendar days in a calendar year.
(c)
A demotion is a disciplinary action that results in a reduction in grade, pay, or both grade and pay. The salary of the demoted employee will not exceed the maximum of the pay range of the position they were moved into.
(d)
A termination, as used in this policy, is when an employee is separated from county employment for disciplinary reasons.
(b)
Pre-Determination
1.
Before any type of disciplinary action is taken against an employee, the supervisor or department head will provide the employee the opportunity to participate in a pre-determination meeting. The purpose of the pre-determination meeting is to give the employee an opportunity to be heard and provide new or additional information that might be cause to prevent disciplinary action.