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3 <br />6. <br />This lays out in outline format the specific steps <br />in the disciplinary action process. The format was <br />selected to facilitate use by supervisors. <br />Revisions to this process include: <br />- Advising the employee of his or her appeal rights <br />when any disciplinary action is taken. <br />- Providing for written confirmation to the employee <br />of an oral warning. <br />- Providing that any dismissal decision is reached <br />following the consideration of information <br />received in the pre - dismissal conference and not <br />in the pre - dismissal conference itself. <br />- Providing the same process for carrying out a <br />disciplinary demotion or a disciplinary suspension <br />as that for a dismissal in order to assure due <br />process requirements are met. <br />This appendix has been added to provide a <br />representative list of unsatisfactory work <br />performance and unacceptable personal conduct on <br />which a disciplinary action may be based. <br />Listing these in one place in the Ordinance <br />facilitates reference by supervisors and <br />communication of these to employees. <br />ION: The Manager recommends the Board receive the report as <br />information. The Manager will be recommending the <br />Board adopt the proposed Personnel Ordinance revisions <br />at a later meeting. <br />