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22, <br />personal conduct. Discipline may be imposed, as a <br />result of unacceptable conduct, up to and including <br />dismissal without any prior warning to the employee. <br />Disciplinary demotions, suspensions, or dismissal for <br />personal conduct require written notification to the <br />employee. Such notification must include specific <br />reasons for the discipline and notice of the <br />employee's right of appeal. <br />Deleted NOTE: Failure to give specific written reasons <br />for the dismissal shall cause the dismissal to be <br />legally ineffective, and may require back pay and <br />attorney's fees to be paid to the employee. Time <br />limits for filing a grievance do not start until the <br />employee receives written notice of their appeal <br />rights. <br />4.5 SusRension <br />See now Investigatory or disciplinary suspension may be -used <br />Section 4.8 by management in appropriate circumstances. <br />and Appendix However, the following provisions shall control its <br />1, Item 5 use: <br />4.5.1 An employee who has been suspended for <br />either investigatory or disciplinary reasons <br />must be placed on compulsory leave of absence <br />without pay. <br />See new 4.5.2 Investigatory suspension without pay may be <br />Section 4.8 used to provide time to investigate, establish <br />revised facts, and reach a decision concerning an <br />employee's status in those cases where it is <br />determined the employee should not continue <br />to work pending a decision. Also, the <br />department head may elect to use investigatory <br />suspension in order to avoid undue disruption <br />of work or to protect the safety of persons <br />or property. An investigatory suspension <br />Deleted without pay shall not exceed 45 calendar days. <br />However, the County'Manager may extend the <br />period of investigatory.suspension without pay <br />beyond the 45 -day limit.'-'The employee must be <br />informed in writing of the-extension, the <br />specific reasons for the'- extension and right of <br />appeal. A copy of the above communication <br />shall be sent to the Personnel Director and the <br />County Manager. If no action has been taken <br />by the department head by the end of 45 <br />calendar days, and no extension has been made, <br />one of the following must occur: Reinstatement <br />of the employee with full back pay; appropriate <br />disciplinary action based on the results of the <br />investigation; reinstatement of the employee <br />with up to three days pay deducted from the <br />