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AG 2009 09 21
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AG 2009 09 21
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Last modified
2/8/2010 11:54:31 AM
Creation date
11/27/2017 11:26:46 AM
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Meeting Minutes
Doc Type
Agenda
Meeting Minutes - Date
2/8/2010
Board
Board of Commissioners
Meeting Type
Regular
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physician. The County may require an examination at its expense and performed by a physician of its <br />choice. Before an employee is separated for inability to perform the essential functions of their position, a <br />reasonable effort shall be made to accommodate the employee in his or her current position or locate an <br />alternate position within the County for which the employee may be suited. <br />(h) Death. The date of death shall be recorded as the employment separation date for the deceased employee. <br />All compensation due in accordance with this Ordinance will be paid to the estate of the deceased <br />employee. This includes earned but unpaid salary and payment for accumulated vacation leave up to the <br />designated maximum. <br />Section 2. Discialinary Actions <br />(a) Discipline. While it is desirable that all employees strive to achieve the highest level of success in their <br />jobs, it is the responsibility of each employee to maintain at least an acceptable level of job performance <br />and conduct. <br />When employee performance and/or conduct falls below acceptable standards supervisors should address <br />deficiencies at the time they are observed. <br />Disciplinary action may occur when the unacceptable performance/conduct is at level of severity or <br />frequency to be deemed inappropriate to the best interest of the County. While progressive discipline should <br />be used in most situations with the employee given warning with time to correct the unacceptable behavior <br />prior to disciplinary action, the severity of an individual situation may preclude such a warning. <br />Discipline may include official reprimand, disciplinary suspension without pay, reassignment, demotion, <br />or dismissal. <br />(b) Disciplinary Procedures. The discipline process includes written warnings, disciplinary suspension <br />(Section 3), nondisciplinary suspension for investigative purposes (Section 4), reassignment, demotion, and <br />dismissal. <br />While the disciplinary procedures outlined are to be followed whenever possible, they are not to be <br />construed as a limitation on the County's right to take any form of disciplinary action, including dismissal, <br />when deemed appropriate. <br />First written warning. From the immediate supervisor, intermediate supervisor or department head and <br />should include: <br />a. That it is a part of the County disciplinary process; <br />b. A detailed list of deficiencies/issues including specific examples which constitute evidence; <br />c. A review of the impact of the employee's failure; <br />d. Corrective action expected with time frames (if applicable); <br />e. Consequences of failure to take corrective action; and <br />f. Reference to other disciplinary actions (if applicable). <br />A copy of the warning and any subsequent warnings are forwarded to the Human Resources <br />Department for inclusion in the employee's personnel file. All disciplinary warnings become inactive <br />after 18 months unless extended in writing or if a following warning or disciplinary action takes place <br />during the 18 month period. Disciplinary warnings remain in the employee's personal file. <br />2. Second written warning. As above but with a statement that any additional unacceptable behavior may <br />subject the employee to disciplinary action up to and including dismissal from employment with <br />Cabarrus County. <br />35 <br />F-5 <br />Attachment number 6 <br />Page 254 of 362 <br />
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