Orange County NC Website
Browse       Search
10 <br />employee that a continuation of the practice may.resuZt in <br />dismissal. Each ZeveZ of warning should be accompanied by <br />suggestions for corrections and the employee should be given <br />ty to give reasons for his actions. (2) An employee <br />an opportuni <br />may be suspended without warning for causes related to personal <br />conduct detrimental to Cowity service, pending the giving of <br />written reasons, in order to avoid undue disruption of work <br />or to protect the safety of persons or property, or for other <br />serious reasons.) <br />(B) REDUCTION -7N- FORCE <br />Requirement. Retention of employees in selected separations <br />due to curtailment of work or lack of funds will be based <br />upon systematic consideration of type of appointment and other <br />relevant factors which consider employee contribution. <br />(Guide. (I) No permanent emaZcyee of good standing should be <br />separated upon reduction in force w'r_iZe there are emergency, <br />intermittent, teroora_ry, probationary, or trainee employees <br />serving in the same class in the jurisdiction, unless the <br />permanent e.,;ployee is not willing to transfer to the position <br />held by I.-he non - status employee. (2) In addition to type of <br />appointment, other i - Mortant and relevant factors which shouZd <br />be uniformly considered are length of service and relative <br />efficiency. (3) It, is desirable to provide reinstatement <br />rights within a specific time period to employees separated <br />due to reduction in force.) <br />(C) PPPEALS <br />(1) Requirement. Generally, in the evert of disciplinary action, <br />suspension, and dismissal, the county will provide permanent <br />employees with the right to appeal through a timely and im- <br />partial process, the results of which may be recommendatory to <br />or enforceable upon the appointing authority. The grievance <br />procedure shall also give access to employees with non - disciplinary <br />grievances which do not involve issues of inherent management <br />prerogative, such as budgets, and 'hours and conditions of work. <br />Appeals of alleged discrimination in any personnel action on <br />the basis of race, color, religion, sex, national origin, <br />political affiliation, age, or handicap by any applicant or <br />employee will result in timely, enforceable decisions. <br />(2) Requirement. To assure impartiality, the County Board of <br />Commissioners will create a County Personnel Commission, which <br />among other areas of responsibility and authority that may <br />be assigned, will hear and decide all appeals. The authority <br />of the County Personnel Commission for effecting its decisions <br />shall be in accordance with the provisions of (1) above. <br />The membership of the Commission will consist of persons <br />appointed by the Board of County Con=issioners with due retard <br />to its nature and purpose, with the stipulation that at least <br />one member be chosen to represent the employees of the county. <br />Such appointments will not include the county manager, county <br />