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18' <br />See now <br />4.4.1 <br />An employee may be suspended, demoted, or dismissed <br />by a department head <br />with approval of the Manager (or <br />in the case of department heads, by the Manager) <br />because of failure in performance of duties and /or <br />See new <br />failure in : personal conduct. An employee in the <br />Sheriffs Department or Register of Deeds Office <br />4.2 <br />may <br />be suspended, demoted, or dismissed by the respective <br />department head for failure in performance of duties <br />See <br />or failure in personal conduct. The employee, the <br />new <br />4.7.4 <br />Personnel Department, and the Manager will be <br />and <br />immediately provided with a written notice citing an <br />effective date, for <br />Appendix <br />reasons the action, and appeal <br />rights available to the employee. Appeal rights <br />1, item 4g <br />will apply only to a permanent employee. <br />See new <br />4.4.1 <br />The basis for any disciplinary action taken in <br />accordance with this policy falls into one of the <br />following categories: <br />(1) Discipline imposed on the basis of job <br />performance; <br />(2) Discipline imposed on the basis of personal <br />conduct. <br />The JOB PERFORMANCE category is intended to be used <br />in addressing performance - related inadequacies for <br />which a reasonable person would expect to be notified <br />of and allowed the opportunity to improve. <br />PERSONAL CONDUCT discipline is intended to be imposed <br />for those actions for which no reasonable person <br />could, or should, expect to receive prior warnings. <br />4.3 Job Performance Disci line and Dismissal <br />See new This category covers all types of performance - <br />4.5 related inadequacies. This policy does not require <br />that progressive warnings all concern the same type <br />of unsatisfactory performance; this policy only <br />requires that the progressive warnings all relate to <br />job performance. Warnings administered under this <br />Policy are intended to bring ibQut a permanent <br />improvement in job performancz;'-should the required <br />improvement later deteriorate, or other inadequacies <br />occur, the department head and /or supervisor may deal <br />with this new unsatisfactory performance at the next <br />level of discipline. <br />Employees who are dismissed for unsatisfactory job <br />performance shall receive at least three warnings; <br />First, one or more oral warnings; second, a written <br />warning to the employee documenting all relevant <br />points covered in the disciplinary discussion; third, <br />a final written warning which notifies the employee <br />that failure to make'the required performance <br />