BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1593 1. First written warning. 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; 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; and f. Reference to other disciplinary actions (if applicable). 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 personal file. 2. Second written warning. 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. Section 3. Disciplinary Suspension A regular employee who is suspended for disciplinary reasons shall be temporarily relieved of all duties and responsibilities and shall receive no compensation, including pay for accumulated vacation leave, for the period of suspension. Such disciplinary suspension shall be for no less than two work days, but no more than four full work weeks. The supervisor or department head taking such action must furnish the employee a written statement stating 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 immediately and 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, they shall tell the employee to leave County property at once and remain away for the specified time. The department head shall notify the Human Resources Director immediately. Additional disciplinary action may be taken in such cases if deemed appropriate. Section 4 Nondisciplinary 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 determined 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 an investigatory suspension in order to avoid undue disruption of work or to protect the safety of persons or property. An employee suspended for nondisciplinary 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 95 calendar days. However, a department head may, at their discretion, extend the period of investigatory suspension without pay beyond the 45 day limit. The employee must be informed 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 sent to the Human Resources Director. If no action has been taken by management by the end of 95 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