BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1592 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. (e)Voluntary Resignation Without Notice. An employee voluntarily terminates employment by failing to report to work without giving written or verbal notice to the employing department and is absent without approved leave one scheduled workday. Separation pursuant to this policy should not occur until the employing department has undertaken reasonable efforts to establish that the employee was able to give or have someone else give notice during the period absent. This provision also applies when the employee is absent for one scheduled workday, has been instructed verbally or in writing of a specific manner of reporting by management, and does not report to the appropriate supervisory personnel on a regular basis satisfactory to the employing department. Such terminations are voluntary resignations from employment and create no right of grievance or appeal pursuant to Article VIII of this Ordinance. (f)Separation Due to Unavailability When Leave is Exhausted. An employee may be separated on the basis of unavailability when the employee becomes or remains unavailable for work after applicable leave has been exhausted and leave without pay has not been granted 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 separation, not a disciplinary dismissal, and may be grieved or appealed. (g)Unable to Perform the Essential Functions of the Position. An employee may be separated for inability to perform the essential functions of their position because of physical or mental impairment. Action may be initiated by the employee or the County, and 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 inability to perform the essential functions of their position, a reasonable effort shall be made to accommodate the employee in his or her current position or locate an alternate position within the County for which the employee may be suited. (h)Death. The date of death shall be recorded as the employment separation date for the deceased employee. A11 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 vacation leave up to the designated maximum. 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 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 severity of an individual situation may preclude such a warning. Discipline may include official reprimand, disciplinary suspension without pay, reassignment, demotion, or dismissal. (b)Disciplinary Procedures. The discipline 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.