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• I <br /> 75 <br /> records that are allowed by law to be <br /> confidential. <br /> m. Taking part, in political campaigns as <br /> prohibited by local state, or federal law. <br /> n. Violation of written departmental regu- <br /> lations regarding personal conduct. <br /> o. Falsification of County records for <br /> personal profit or to grant special privi- <br /> leges. <br /> p. Conduct unbecoming of a public officer <br /> or employee. <br /> 4.5 Performance of duties - Employees who are dismis- <br /> sed for unsatisfactory performance of duties <br /> should normally receive at least three (3) warn- <br /> ings as follows: <br /> 4. 5. 1 One or more oral warnings; <br /> 4.5.2 An oral warning with a follow-up letter to <br /> the employee which sets forth the points <br /> covered in the discussion; <br /> 4.5. 3 A written warning which will serve notice <br /> upon the employee that a continuation of <br /> the unacceptable practices may result in <br /> disciplinary action or dismissal. (The two <br /> warnings may relate to the same cause or <br /> separte and different causes). <br /> 4. 6 Oral Warning with Written Notice - The supervisor <br /> is responsible for maintaining the proper conduct <br /> and discipline of employees under his supervision. <br /> When some action is necessary, the supervisor may <br /> give the warning without prior approval of the <br /> Division of Department Head. The supervisor will <br /> talk privately with the employee and perform the <br /> following: <br /> Review with the employee exactly what is <br /> expected of him and why. <br /> Explain to the employee that this is the <br /> oral warning, that he has not met the <br /> requirements, and why his conduct has been <br /> unacceptable. <br /> Allow the employee to give the reasons for <br /> his actions or failure. <br /> Make suggestions for corrections. <br /> Record the date of the interview and other <br /> necessary information for any future use. <br />