4/24/1995 - Laserfiche WebLink

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DATE ACTION TAKEN EHHIBIT(S) 9/20/94 Employee Consultation A 9/21/94 Verbal Warning I 10-24-94 Written Warning L&M 11-04-94 Written Warning U 01-16-95 Verbal Warning W 01-25-95 Recommendation for Pre- W Termination Hearing 02-08-95 Pre -Termination Hearing The above -documented incidents are substantial in nature and should have shocked you into recognition that your actions and poor job performance could have serious disciplinary implications if you did not improve. However, your response was to write a letter to me (Exhibit O) alleging harassment by all members of the office staff, which after investigation, (Exhibit P) was proven to be frivolous, without merit, and in my opinion, an effort to intimidate other staff in the central office. You could never explain how you were being harassed, but you felt everyone was out to "get you." What has occurred now is that you have alienated all the administrative staff to the point where they are uncomfortable around you and do not want to work with you given your propensity to create false allegations or imagine incidents or events that you perceive as truthful. I do not have to tell you that the Department of Emergency Services is a public safety agency which requires some agencies such as Fire and EMS to operate 24 hours a day since you have been here for .four years. You also know that the Division of Emergency Management has to be and is available for duty 24 hours a day in the event of a natural or manmade disaster. No employee has the luxury to pick and choose which assignments he or she wants to do in a disaster situation, and I must have staff I can depend on to be available, to perform assignments without close supervision, to take the initiative when they see a task that needs to be done, and to be dependable team players in these types of intensive environments since our response to emergencies could, if not properly handled, affect the lives of the citizens in this county. I do not see you as a staff member that would fit this mold given the information and testimony presented at the hearing as well as my personal knowledge of your unacceptable job performance, behavior, and attitude. In the Indian River County Administrative Policy Manual in Section AM -801.1,. BEHAVIOR OF EMPLOYEES, the County policy is stated clearly that certain rules and regulations regarding employee conduct and behavior are necessary for the efficient operation of the County and for the benefit and safety of .all employees. It is clearly. stated that conduct which interferes with operations, discredits the County, or is offensive to fellow employees, business associates or the public, will not be tolerated. For purposes of this hearing, the following county policy statements will be referenced and have direct bearing on your demonstrated conduct: AM -801.1 (l.b.) AM -801.1 (l.g.) April 24, 1995 Giving proper advance notice whenever unable to work or report on time. Performing assigned tasks efficiently and in accord with established quality standards. 7 BOOK 9 F',��,E 91