AG 1997 07 21 - Laserfiche WebLink

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Proposed Change July l, 1997 without pay for reasons deemed sufficient by the department. Such reasons include but are not limited to, lack of suitable temporary assistance, criticality of the position, budgetary constraints, etc. Such a separation is an involuntary sepa/ation, and not a disciplinary dismissal, and may be grieved or appealed. (f) Disability. An employee may be separated for disability when the employee cannot perform a significant part(s) of the essential functions of the job because of physical or mental impairment. Action may be initiated by the employee or the County, and should 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 disability, a reasonable effort shall be made to accommodate the ~haployee in his or her current position and/or locate alternate positions within the County's service for which the employee may be suited. (g) 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 annual leave up to the designated maximum. Section 2. Disciplinary_ Actions 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 the acceptable standard, supervisors, using counseling techniques, point out deficiencies at the time they are observed. Disciplinary action may occur when the unacceptable performance/conduct is at level of severity or frequency to be deemed inappropriate to the best interest of the County. While progressive discipline should be used in most situations with the employee given warning with time to correct the unacceptable behavior prior to disciplinary action, the level of severity of an individual situation may preclude such a warning. The following categories provide guidance on how the wide range of unacceptable behaviors should be addressed. Behaviors listed are representative of those considered to be adequate cause for official reprimand, disciplinary, suspension without pay, ~, demotion, or dismissal, but should not be considered all inclusive. 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.