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9. 04 It shall be the Employer's and Union' s duty to see that all bargaining unit members are issued <br /> a current set of the applicable Rules and Regulations and Standard Operating Procedures and <br /> future amendments. Copies of additional sets will be at the expense of the employee <br /> requesting them. <br /> 9.05 Bargaining unit employees shall immediately notify the Emergency Services Director when <br /> an information has been filed by a prosecuting official against him/her, when indicted by a <br /> Grand Jury, or when arrested, for any offense or violation of law. The Emergency Services <br /> Director shall determine if it is in the best interests of the County to : <br /> 1 ) Retain the employee in his/her regular position; and/or <br /> 2) Assign the employee to other duties or another position until such time as any <br /> charges are disposed of by trial , acquittal, dismissal, conviction, or other <br /> judicial action; and/or <br /> 3 ) Place the employee on leave without pay until such time as any charges are <br /> disposed of by trial, acquittal, dismissal, conviction, or other judicial action; <br /> and/or <br /> 4) Initiate disciplinary action up to and including termination. <br /> In the event that the employee is retained pending the resolution of the charges, and <br /> pleads nolo contendere or guilty, or is found guilty of any job related offense or any offense <br /> that would adversely impact the County or the employment status of the employee, or which <br /> would cause the County to be held in disrepute, the employee shall be terminated from <br /> employment. <br /> In the event that the employee is retained pending the resolution of the charges and is <br /> acquitted of all charges, or the indictment is dismissed, the Emergency Services Director <br /> shall retain the option to initiate or continue an investigation of possible administrative <br /> violations in accordance with established policy or practice. <br /> 11 <br />