AG 2009 09 21 - Laserfiche WebLink

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employee a written statement set~+ttg-€et~ltstating the specific acts or omissions that are the reasons for the suspension and the employee's appeal rights; one copy shall be given to the employee, and one copy shall be placed in the employee's personnel file. Stich a suspension by the department head may occur immediately and without notice in order to avoid undue disruption of work, to protect the safety of persons or property, or for other serious reasons. When a department head suspends an employee, ltethey shall tell the employee to leave County property at once and remain away for the specified time. The department head shall notify the Eet+ttty-A4~t~etHuman Resources Director inunediately. Additional disciplinary action(-s_} may be taken in such cases if deemed appropriate. Section 4. Non-Bdiscinlinarv Susnension for Iuvesti~atory Ptu•noscs 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 where 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 non- disciplinary 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 €erty-€ive-(~}45 calendar days. However, c-n-~etteya department head may, s•~ ~'~° °, ° ~F ~~°at their discretion, extend the period of investigatory suspension without pay beyond the'~••~-• j°••° ~^ ~` CIS day limit. The employee uurst 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 C-euttty-A9nnftgerHuman Resotu•ces Director. If no action has been taken by management by the end of f~etty-€ive-(~}~IS calendar days, and no extension has been made, one of the following nnrst occur: reinstatement of the employee with full back pay and benefits, or appropriate disciplinary action based on the results of the investigation and apre-discipline conference. Investigatory suspension of an employee shall not be used for the purpose of delaying an administrative decision on an employee's work status pending the resolution of a civil or criminal court matter involving the employee. An investigatory suspension will be without uay (unless reinstated at the end of the investigation), but the employee c-a+t-may use accumulated compensatory time and/or vacation leave to receive compensation during this period. Section 5. Pre-discipline Conference (a) Before a regular employee may be subjected to any disciplinary action (official reprimand, disciplinary suspension without pay, reassignment, demotion or dismissal), other than as noted in (b) below i+t-Seet~ien~ stts}terts+ett-f~r~-eat cute-c#+srt+{~t~ien-ef wetf~;-t~re _. ______._ .=.._~tt~-the following shall occur: el . The supervisor recommending disciplinary action should discuss the recommeudatiart with and receive the approval of the fldepartment {-4head, with notice to t(te Hwuan Resources Director, to schedule a conference. fit. Apre-discipline conference shall be held between management representatives and the employee. No attorneys or outer such representatives for either party need be present at this conference; a witness or security personnel may be present if ntanageutent deems necessary. The Human Resources Director shall-he-ptesettt attend to monitor the pre-discipline conference process. +he-A management representative (usually the employee's supervisor) shall present the employee and the pre-disciplinary conference decision maker (usually the department head) with written and specific reasons for the proposed d4 Attachment number 2 F-5 Page 172 of 362