BC 1984 11 19 - Laserfiche WebLink

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ll9 Section 4. Disability An employee may be separated for disability when the employee can- not perform the required duties because of a physical or mental impairment. Action may be initiated by the employee or the county but in all cases it shall be supported by medical evidence certified by a competent 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 locate alternative positions within the county's service for which the employee may be suited. Section 5. Retirement Age Ail county personnel shall automatically retire on the last day of the calendar year in which the employee reaches age seventy (70). Persons may, however, be employed on a part-time basis after they reach the age of seventy (70) upon the approval of the department' head and the County Manager. For the purposes of this Section, part-time employees shall be those employees who work not more than one-half of the total number of employee hours in any calendar quarter. Section 6. Death Ail compensation due in accordance with Article VI, Section 11 of this policy will be paid to the estate of a deceased employee. The date of death shall be recorded as the separation date for computing compensation due. Section 7. Disciplinary Actions An employee may be suspended or demoted by the department head because of failure in performance of duties or failure in personal conduct. The department head shall provide the employee with a written notice including the recommended effective date, reasons for the action, and appeal rights available to the employee. Section 8. Failure in Performance of Duties An employee whose work is unsatisfactory over a period of time shall be notified by the supervisor in what way the employee's work is deficient, and what must be done if the work is to be satisfactory. An employee who is suspended, demoted or dismissed for unsatisfactory performance of duties shall normally receive undocumented counseling and three formal warnin$ within a 12 month period before disciplinary action is taken. First, one documented oral warning must be issued by the employee's supervisor; second, a written warning must be issued by the department head serving notice upon the employee that corrected performance must take place immediately in order to avoid dismissal. The supervisor and the department head must record the dates of their discussions with the employee, the performance deficiencies discussed and the corrective actions recommended, and must file the information in the employee's personnel folder. The third step is suspension, demotion or dismissal. The following causes relating to failure in the performance of duties are representative of those considered to be adequate grounds for suspension, demotion, or dismissal; (a) inefficiency, negligence or incompetence in the performance of duties; (b) careless, negligent or improper use of county property or equipment; (c) physical or mental incapacity to perform duties; (d) discourteous treatment of the public or other employees; (e) absence without approved leave; (f) habitual improper use of leave privileges; and (g) habitual pattern of failure to report for duty at the assigned time and place.