AG 2009 09 21 - Laserfiche WebLink

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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. Section 3. Disciplinary Suspension A regular employee who is suspended for disciplinary reasons shall be temporarily relieved of all duties and responsibilities and shall receive no compensation, including pay for accumulated vacation leave, for the period of suspension. Such disciplinary suspension shall be for no less than two work days, but no more than four full work weeks. The supervisor or department head taking such action must furnish the employee a written statement stating 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. Such 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, they shall tell the employee to leave County property at once and remain away for the specified time. The department head shall notify the Human Resources Director immediately. Additional disciplinary action may be taken in such cases if deemed appropriate. Section 4. Nondisciplinarv Suspension for Investi~atory 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 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 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 their discretion, extend the period of investigatory suspension without pay beyond the 45 day limit. 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: 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 nay (unless reinstated at the end of the investigation), but the employee 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 the following shall occur: 36 F-5 Attachment number 6 Page 255 of 362