AG 1997 07 21 - Laserfiche WebLink

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Proposed Change .[uly 1, 1997 10. Conviction of a felony or of a misdemeanor, or the entry of plea of"no contest" to either, which is detrimental to 63 impacts the employee's service to the County. 11. Unauthorized possession or use of firearms or any other lethal weapon while on the job, on County premises or in any connection with the County employment. 1)i~ciplinary_ Process 1. If applicable and necessary, immediate disciplinary suspension (see Section 3) and/or non-disciplinary suspension for investigative purposes (see Section 4). 2. Pre-discipline conference (see Section 5). 3. Action(s) resulting from pre-discipline conference. ~ ' Section 3. Disciplinary_ Suspension A regular employee who is suspended for disciplinary masons shall be relieved temporarily of all duties and responsibilities and shall receive no compensation, including pay for accumulated annual leave, for the period of suspension. Suer disciplinary suspension shall be for no less than one full work week, but no more than four full work weeks. The supervisor or department head taking such action must furnish the employee a written statement setting forth 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 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, he shall tell the employee to leave County property at once and remain away for the specified time. The department head shall notify the County Manager immediately. Additional disciplinary action(s) may be taken in such cases if deemed appropriate. Section 4. Non-Disciplinary Suspension for Investigatory. 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 detemfined the employee should not continue to work pending a decision. Investigatory suspension may be appropriately used to provide time to schedule and hold a pre-discipline conference. Also, management may elect to use 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 forty-five (45) calendar days. However, an agency may, in the exercise of its discretion, extend the period of investigatory suspension without pay beyond the forty-five (45) day limit. The employee must be infom~ed 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 se~nt to the County Manager. If no action has been taken by