BC 2010 04 19 Regular - Laserfiche WebLink

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April 19, 2010 (Regular Meeting) Page 1882 consideration of type of appointment, length of service and relative efficiency. No regular employee shall be separated while there are emergency, intermittent, temporary, probationary, or trainee employees in their first six months of the trainee progression serving in the same or related class, unless the regular employee is not willing to transfer to the position held by the non regular employee, or the regular employee does not have the knowledge and skills required to perform the work of the alternate position within a reasonable period of orientation and training given any new employee. Employees laid off because of a reduction in force shall be given at least 30 calendar days notice, should a severance package be provided notice is not required. Article VII. Separation, Disciplinary Actions, and Suspensions Section 2. Disciplinary Actions (a) Discipline. 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 acceptable standards supervisors should address deficiencies at the time they are observed. Disciplinary action may occur when the unacceptable performance/conduct is at a level of severity or frequency to be deemed inappropriate to the best interests 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 severity of an individual situation may preclude such a warning. Discipline may include official reprimand, written warning, disciplinary suspension without pay, reassignment, demotion, or dismissal. (b) Disciplinary Procedures. The disciplinary process includes written warnings, disciplinary suspension (Section 3), nondisciplinary suspension for investigative purposes (Section 4), reassignment, demotion, and dismissal. 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. 1. First written warning. Such action shall commence from the immediate supervisor, intermediate supervisor or department head and should include: a. That it is a part of the County disciplinary process; b. A detailed list of deficiencies/issues including specific examples which constitute evidence of same; c. A review of the impact of the employee's failure; d. Corrective action expected with time frames (if applicable); e. Consequences of failure to take corrective action; f. Reference to other disciplinary actions (if applicable); and g. Employee's grievance rights. A copy of the warning and any subsequent warnings are forwarded to the Human Resources Department for inclusion in the employee's personnel file. All disciplinary warnings become inactive after 18 months unless extended in writing or if a following warning or disciplinary action takes place during the 18 month period. Disciplinary warnings remain in the employee's personnel file. 2. Second written warning. This action is the same as above but with a statement that any additional unacceptable behavior may subject the employee to disciplinary action up to and including dismissal from employment with Cabarrus County. 3. Pre-discipline conference. If unacceptable behavior continues after the two written warnings, the employee should be given written notice of a pre-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.