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MAR <br />ADMINISTRATIVE <br />POLICY <br />MANUAL <br />SECTION <br />PERSONNEL <br />SUBJECT <br />BOOK 92 F',VuE 12. <br />NUMBER DATE EFFECTI <br />AM -807.1 04-06-9 <br />PAGE <br />DISCIPLINARY PROCEDURE <br />3 OF 5 <br />d. Termination: If the problem is not corrected, the supervisor shou: <br />initiate the following actions: <br />1. Discuss the plan to recommend termination with the department heat <br />If there remains the intent to terminate, they meet with the Personne <br />Director and discuss the matter. The Personnel Director may ask that <br />representative -of the County Attorney's office attend. Upon agreemer <br />that termination should be considered the department head will: <br />2. Set up a pre -termination hearing during the employee's norme <br />working time to insure that the employee's right to procedural due proces <br />is guaranteed. Through this pre -termination hearing, the department hee <br />must be satisfied that: <br />a. The employee has been given written or oral notice of th <br />grounds for his termination. <br />b. The employee has been advised of the names of witnesses again <br />him; the nature of the testimony or evidence against him; and have a <br />opportunity to cross examine witnesses. The employee will be permitte <br />to call witnesses in his behalf. <br />c. The employee is given an opportunity, before the department hea <br />and the supervisor terminating him, to explain away the perceive <br />misconduct. This step provides an initial check against error 'in th <br />termination action. <br />d. The employee will be given a copy of the appeal rights availabl, <br />in the event the termination is effected. <br />3. If the decision is to effect the termination, the employee wil: <br />be given a copy of the termination memo which details the issues involve( <br />in the termination. If necessary the termination memo will be sent to th( <br />employees' latest address on file, by Certified Mail, within 24 hours o: <br />the decision. <br />4. The termination effective date shall be the date of the <br />termination decision and will not be affected by the probability or actua: <br />knowledge of an appeal of the decision. <br />4• The progressive disciplinary procedures described in this unit may be <br />applied to an employee who is experiencing a series of unrelated problems <br />involving job Performance and/or behavior. This can only be accomplished, <br />however, by applying the <br />cumulative <br />P <br />detailed in the unit OFFENSES/DISCIPLINARY PATTERN ANagp�.2. provisions <br />5. In cases involving serious misconduct the supervisor may skip stet <br />in the progressive discipline process and, if appropriate, recommer <br />termination of the employee upon a first occurrence. See the unJ <br />OFFENSES/DISCIPLINARY ACTION, AM -807.2, "GROUP THREE OFFENSES". <br />6. Appeals Process: Any employee suspended or terminated fc <br />disciplinary reasons has access to the following appeals process: <br />12 <br />