Agenda - 01-22-1985 - Laserfiche WebLink

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, 78 5.0 Non-Disciplinary Suspension: During the investigation, hearing or trial of an em- ployee, the department head or the County Manager may suspend the employee without pay for the duration of the proceeding as a non-disciplinary action. The in- s? vestigation, hearing, trial or civil action must in- volve matters that may form the basis for disciplinary suspension, demotion, or dismissal in order for the non-disciplinary suspension to be allowed. 5. 1 Full recovery of pay and benefits for the period of non-disciplinary suspension will be authorized by the Manager, if the suspension is terminated with full reinstatement of the employee. 6.0 Employee Appeal of Disciplinary Action A permanent employee wishing to appeal his demotion, suspension or dismissal may present the matter in accordance with the provision of the grievance pro- cedure that is prescribed in Article VIII of the Ordi- nance. I 4, EXIT INTERVIEW 7. 0 PURPOSE Exit interviews are made to give management insights as to those reasons for emloyee turnover. The objective is to improve (through employee observations and sug- gestions) working conditions and to provide incentives that will evoke employee loyalty and contentment. 7. 1 Policy Each terminating permanent employee participates in an Exit Interview conducted by the Personnel Department. 7.2 Final Pay Check: 7.2. 1 A terminating employee will receive his final pay check on the 16th, or the last day of the month, depending upon the last day of actual hours worked. 7.2.2 Included in an employee' s final pay check will be accrued vacation leave, paid in lump sum, along with actual hours worked. 7.2. 3 An employee at termination will only re- ceive pay for actual hours worked, and vacation leave. Holiday hours, Sick Leave hours, overtime or compensatory leave hours, or petty leave hours will not be paid to an emloyee at termination.