AG 1997 07 21 - Laserfiche WebLink

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Proposed Change July 1, 1997 management by the end of forty-five (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 a pre-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 [ourt matter involving the employee. An investigatory suspension will be without pay (unless reinstated at the end of the investigation), but the employee can use accumulated compensatory time and/or annual leave to receive compensation during this period. Section 5. Pre-discipline Conference 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 Section 3 (when there is immediate suspension for cause related to personal conduct in order to avoid undue disruption of work, to protect the safety of persons or property or for other serious reasons) the following shall occur: (a) The supervisor recommending action should discuss the recommendation with and receive the approval of the County Manager to schedule a conference. (b) A pre-discipline conference shall be held between management representatives and the employee. No attorneys or other such representatives for either party need be present at this conference; a witness or security personnel may be present if management deems necessary. The management representative shall present the employee with written and the specific reasons for the proposed action and a brief summary of the information management believes supports the proposed action. The employee shall have a right to respond to that written notice of proposed action in the conference. (c) After the end of the conference, the managemefit representative responsible for the final decision on the proposed action should review and reflect on the information provided in the conference, and render a decision no sooner than the next day and no later than 5 working days. If the management representative determines that a disciplinary action is justified, he/she shall present the employee with a letter notifying the employee of the action. However, the management representative may elect to defer the action, reconsider the entire issue, or initiate a disciplinary action less severe than recommended. If, following deferral or reconsideration, the decision is to take the proposed action, then no further conference is required. (d) The employee must be given written notice of any disciplinary action. The written notice must include specific reasons for the action and employee's right of appeal. Section 6. Employee Appeal Any employee wishing to appeal a disciplinary action may present the matter in accordance with the provisions of the grievance procedure prescribed in Article VIII of this ordinance.