AG 2009 09 21 - Laserfiche WebLink

Home Browse Search

appealed. (#g) ~3isr~hit+tyUuable to Perform the Cssential runctions of the Position. An employee may be separated for c~4+~a~ii1try-~13ett-tl-te-ett~loyee-en a~nability to perlornt the essential functions of tie jsbthcir position because of physical or mental impairment. Action may be initiated by the euployee or the County, and shetrltl-be-supported by medical evidence certified by a licensed physician. The County may require an examination at its expense and performed by a physician of its choice. Before an employee is separated for d~inability to perform the essential liutctions of their position, a reasonable effort shall Ue made to accommodate the employee in his or her current position end/or locate an altercate positions within the County's-setw+es for which the employee Wray be suited. (gh) Death. The date of death shall be recorded as the employment separation date for the deceased employee. All compensation due in accordance with this Ordinance will be paid to the estate of the deceased employee. This includes earned but unpaid salary and payment for accumulated vacation leave up to the designated maximum. Section 2. Disciuliuat•v 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 t#e-acceptable standards; supervisors; u~i+tg eet+rt~~iit~Rc~t+es~ei~tt-et}t should address deficiencies at the time they are observed. Disciplinary action may occur when the unacceptable performance/conduct is at level of sevet•ity or frequency to be deemed inappropriate to the best interest of the County. While progressive discipline should be used inmost situations with the employee given warning with time to correct the unacceptable behavior prior to disciplinary action, the lever-e~severity of an individual situation may preclude such a warning. te~tke-a-~i~l r:;~at+k~l-lie ~~~.. e,~ o„t. fer•Discipline may include official reprimand, disciplinary suspension without pay, reassignment, demotion, or dismissal., ~, "° ~ :~,~..°~' ~~~ : ~~..~:..°• (b) Uiseiplimtry Procedures. The discipline process includes written warnings, disciplinary suspension (Section 3), non-disciplinary 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. (fl3-C-Ett2g6ty-Btj@ t r,..,,,,~~:.,o .,h~~..+„a:~ttl-f4ttd/9f-tftrfltttC~sS: ~-1.4e rsefr4a,y/+eivc~irtess: 3. ~4t+t8r-~R€eEy~ietattaHS~-~lte+e-ser~ret+~-+t}}tt~+~ettt4t-t~~et-ret~~a-t~ly --tE'E~-NS-EI-(?OtiSeEltf2HE`L' 4. Teor~H-Ner€et~ttttt-tee: 3, r•••••-Rmrt@itri','crzc°~"TtH-~i`er~f: ~- ir~r'rr~,"~tv~tciTr: ^•,-rn-Ic v; -c~iiitTi;;b~irvflc-l3e-fort''-tl3e-Elesl~rtfttet#~~'t~te: 41 Attachment number 2 Page 169 of 362 F-5