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4.4 <br />See new <br />Appendix 1, <br />Item 4 <br />Personal Conduct <br />Employees may be dismissed, demoted, suspended, warned <br />or otherwise disciplined on the basis of unacceptable <br />21 <br />expected to use discretion to determine where <br />such a procedure would benefit the employee <br />and the County. <br />See new 4.3.4 <br />Dismissal Before an employee may be <br />Appendix 1, <br />dismissed on the basis of job performance, <br />item 4 <br />the following shall occur: <br />-new Item 4f <br />(1) The department head recommending <br />dismissal should discuss the recommendation <br />with, and receive the approval of the County <br />Manager. <br />-new Item 4d <br />(2) A pre - dismissal conference shall be held <br />between management representative(s) and the <br />employee. No attorneys or other such <br />representatives for either party shall be <br />present at this conference; a witness or <br />security personnel may be present if <br />management deems it necessary. The <br />management representative shall present the- <br />employee with the specific reasons for the <br />proposed dismissal and a brief summary of the <br />information which management believes supports <br />and proposed dismissal in the conference. <br />-new Item 4e -9 <br />(3) If, at the end of the pre - dismissal <br />conference, the management representative <br />determines that dismissal is still justified, <br />the management representative may present the <br />employee with -a letter of dismissal. This <br />written notice must include specific reasons <br />for the dismissal and the employee's right of <br />appeal. However, the management representative <br />may elect to defer the dismissal based on <br />information presented by the employee, and <br />reconsider the proposed dismissal. If, <br />following such reconsideration, the decision <br />is to dismiss, then no further pre - dismissal <br />conference is required. <br />Deleted <br />(4) Upon dismissal on the basis of job <br />performance, an employee may be given up <br />two weeks notice. 'In;exeeptional <br />circumstances, and with prior approval of the <br />County Manger, a payment up to two weeks <br />salary may be made in lieu of notice. Notice <br />or pay in lieu of notice shall apply only to <br />dismissals based on job performance. <br />4.4 <br />See new <br />Appendix 1, <br />Item 4 <br />Personal Conduct <br />Employees may be dismissed, demoted, suspended, warned <br />or otherwise disciplined on the basis of unacceptable <br />21 <br />