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ZU <br />significant points of this conference; <br />(3) Prepare and send to the employee a <br />written warning covering significant points <br />of the disciplinary conference; care should be <br />taken to include the specific reasons for the <br />warning. <br />NOTE: Reference may be made in this <br />warning to document an earlier oral warning. <br />4.3.3 Final Written Warning Before issuing the <br />Now Appendix final written warning, the supervisor and <br />1, Item 3 department head should review the contents <br />of the warning. The following steps shall be <br />taken in issuing a final written warning: <br />(1) Prepare a final written warning to the <br />employee; care should be taken to include the <br />specific reasons for the warning; <br />(2) In private, conduct a disciplinary <br />conference with the employee; at this <br />conference, the specific reason for the <br />action, the necessary improvements <br />should be discussed; <br />(3) Present the warning to the employee at the <br />end of the conference; the employee should be <br />informed, either orally or in a warning, that <br />the failure to correct the unsatisfactory <br />performance may result in dismissal. <br />Deleted During the period after a final written warning <br />has been given, the department head may <br />choose to counsel with the employee <br />concerning employment status before a decision <br />to dismiss is made. Such counseling should <br />involve a discussion of the necessity for <br />the employee's commitment to improve <br />performance. As a part of this counseling, <br />the department head may request the employee to <br />take up to a day's...leave with pay to <br />consider whether or`not.the employee wishes <br />to continue employment with the County. This <br />time away from the job site shall not be <br />charged to the employee's vacation or sick <br />leave; it shall be considered as the <br />employee's assignment for that time not at the <br />normal job site. It should be stressed to the <br />employee that a decision to continue <br />employment with the County will require a <br />commitment to improve performance, and that a <br />lack of improvement will lead to dismissal. <br />Clearly, such a procedure is not suitable <br />in all situations; the department head is <br />