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Article VI. Leaves of Absence Section 16. Family Medical Leave Act (a) Eligible employees may use FMLA leave for the following events or conditions: 1. For the birth of a son or daughter or to care for the child after birth; 2. For placement of a son or daughter for adoption or foster care or to care for the child after placement; 3. To care for the employee's spouse, son, daughter or pazent (but not a pazent "in-law") with a serious health condition; 4. Because of a serious health condition that makes the employee unable to perform the functions of the job; 5. For qualifying exigency leave for families of members of ~"., ~T..+;,....., ''......a ,,..a D,.,..,.....,~ a~ component of the Anned Forces when the covered military member (employee's spouse, son, daughter, or pazent) is ^^ °^'~~ ° ~'~•'•~ ^~ ^^"°a aeployed or called to deploy with the Armed Forces to a foreign country ; or 6. For military caregiver leave to care for an ill or injured servicemember to include certain veterans (employee's spouse, son, daughter, parent, or next of kin) with a serious illness or injury incurred or preexisting serious injury or illness ag`cravatcd in the line of duty while on active duty. Next of kin is defined as the closest blood relative of the injured servicemember. Article VII. Separation, Disciplinary Actions, and Suspensions Section 1. Separation from Employment (d) Reduction in Force. For reasons of curtailment of work, reorganization, or lack of funds the appointing authority may separate employees. Retention of employees in classes affected shall be based on systematic consideration of type of appointment, length of service and relative efficiency. No regulaz employee shall be separated while there are emergency, intermittent, temporary, probationazy, or trainee employees in their fast six months of the trainee progression serving in the same or related class, unless the regulaz employee is not willing to transfer to the position held by the non regular employee, or the regular employee does not have the knowledge and skills required to perform the work of the alternate position within a reasonable period of orientation and training given any new employee. Employees laid off because of a reduction in force shall be given at least 30 calendar days notice:, should a severance package be provided notice is not required. Article VII. Separation, Disciplinary Actions. and Suspensions Section 2. Disciplinary Actions (a) Discipline. While it is desirable that all employees strive to achieve the highest level of success in their jobs, it is the responsibility of each employee to maintain at least an acceptable level of job performance and conduct. When employee performance and/or conduct falls below acceptable standazds supervisors should address deficiencies at the time they are observed. Disciplinary action may occur when the unacceptable performance/conduct is at a level of severity or frequency to be deemed inappropriate to the best interests of the County. While progressive discipline should be used in most situations with the employee given warning with time to correct the unacceptable behavior prior to disciplinary action, the severity of an individual situation may preclude such a warning. -Discipline may include official reprimand, written warnine, disciplinazy suspension without pay, reassignment, demotion, or dismissal. (b) Disciplinary Procedures. The disciplinary process includes written warnings, disciplinary suspension 3 F-6 Page 88