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(Section 3), nondisciplinary suspension for investigative purposes (Section 4), reassignment, demotion, and dismissal. While the disciplinary procedures outlined are to be followed whenever possible, they are not to be construed as a limitation on the County's right to take any form of disciplinary action, including dismissal, when deemed appropriate. 1. First written warnine. Such action shall commence from the immediate supervisor, intermediate supervisor or department head and should include: a. That it is a part of the County disciplinary process; b. A detailed list of deficiencies/issues including specific examples which constitute evidence of same; c. A review of the impact of the employee's failure; d. Corrective action expected with time frames (if applicable); e. Consequences of failure to take corrective action; a~4 f. Reference to other disciplinary actions (if applicable);.- and ~. Employcc's ,rievancc rights. A copy of the warning and any subsequent warnings are forwarded to the Human Resources Department for inclusion in the employee's personnel file. All disciplinary warnings become inactive after 18 months unless extended in writing or if a following warning or disciplinary action takes place during the 18 month period. Disciplinary warnings remain in the employee's personnel file. 2. Second written warnine. This action is the same as above but with a statement that any additional unacceptable behavior may subject the employee to disciplinary action up to and including dismissal from employment with Cabarrus County. 3. Pre-discipline conference. If unacceptable behavior continues after the two written warnings, the employee should be given written notice of apre-discipline conference. The conference should take place as outlined in Section 5 of this Article. 4. Action resulting from the pre-discipline conference with the appropriate documentation. Article VII. Seuaration. Disciplinary Actions, and Susuensions Section 4. Nondisciplinary Suspension for Investigatory Purposes Investigatory suspension may be used to provide time to investigate, establish facts and reach a decision concerning a regular employee's status in those cases in which it is determined the employee should not continue to work pending a decision. Investigatory suspension may be appropriately used to provide time to schedule and hold apre-discipline conference. Also, management may elect to use an investigatory suspension in order to avoid undue disruption of work or to protect the safety of persons or property. An employee suspended for nondisciplinary or investigatory reasons shall be notified in writing of the reasons for the suspension and the appeal rights available to the employee; one copy shall be given to the employee, and one copy shall be placed in the employee's personnel file. An investigatory suspension usually should not exceed 45 calendar days. However, a department head may, at his or her discretion, extend the period of investigatory suspension without pay beyond the 45 day lieut. The employee must be informed in writing of the extension, the length of the extension and the specific reasons for the extension. A copy of the above communication shall be sent to the Human Resources Director. If no action has been taken by management by the end of 45 calendar days, and no extension has been made, one of the following must occur: r.~:~;.*~*~~~--,~* ~"return the employee to active work status with full back pay and benefits; or take 4 F-6 Page 89