ORD-2008-105 - Third Part Representation in the Employee Disciplinary Process

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~3 Orange County Personnel Ordinance Issue Date: August 1, 1997 (1) Upon noting employee performance or conduct appearing to require. a Final Written Warning, meets privately with the employee to review the specific actions or omissions and to allow the employee to give reasons for the actions or omissions. (2) If the Final Written Warning is justified, specifies in the letter to the employee: (a) That it is a "Final Written Warning." (b) The specific actions or omissions leading to the Final Written Warning. (c) The corrections the employee must make. (d) The time allowed, if any, for corrections to be made. (e) Any prior disciplinary action(s). (fl -That further disciplinary action, including dismissal, may be taken if corrections are not made within the time allowed. (g) The employee's right to appeal under the Orange County Grievance Procedure. c. The department provides a copy of the Final Written Warning to the Personnel Department for inclusion in the employee's personnel file. d. In carrying out Item 3, the supervisor should be aware that, for unsatisfactory work performance, a Final Written Warning may be issued only after a First Written Warning, except as provided in Article IX, Section 4.5.1. 4. Dismissalz Before a Permanent employee may be dismissed, the following must occur: a. The department head reviews the facts and circumstances, including the nature and extent of prior disciplinary actions, if any, and any action taken (or not taken) as to other employees in similar situations. b. If the department head decides to recommend dismissal, he or she reviews the recommendation with the County Manager and receives the County Manager's approval to proceed with apre-dismissal conference with the employee. In the case of an employee in the Department of Health or Social Services, the Health z See Article IX, Section. 4.7.4. Article IX -Page 9