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24` <br />has received at least two prior warnings on <br />performance. At least one of the warnings prior <br />to demotion must be in writing. <br />(2) Personal Conduct - An employee may be demoted for <br />unacceptable conduct without any prior warnings. <br />Cause for demotion on the basis of personal <br />conduct does not have to be as serious as cause <br />for dismissal. <br />(3) Notice - An employee who is demoted must receive <br />written notice of the specific reasons for the <br />demotion, as well as notice of appeal rights. <br />Deleted Disciplinary demotions may be accomplished in several <br />ways. The employee may be demoted to a lower <br />classification with or without a loss in pay. Or, the <br />employee may be reduced to a lower step in the same pay <br />grade with a corresponding loss of pay. In no event <br />shall an employee's pay be lowered below step one of <br />current pay grade, unless the employee is demoted tb a <br />lower classification. <br />5.0 SPECIAL PROVISION - CREDENTIALS <br />Deleted By statute, some duties assigned to positions in the County <br />See new service may be performed only by persons who are duly <br />Section licensed, registered or certified as required by the <br />4.4.3 relevant law. All such requirements and restrictions are <br />specified in the statement of essential qualifications or <br />recruitment standards for such classifications. <br />Employees in such classifications are responsible for <br />maintaining current, valid credentials as required by law. <br />Failure to maintain the required credentials is a basis for <br />immediate dismissal without prior warning. An employee who <br />is dismissed shall be given a written statement of the <br />reason for the action and appeal rights. <br />6.0 EMPLOYEE APPEAL OF DISCIPLINARY ACTION <br />A permanent employee wishing to appeal the demotion, <br />suspension or dismissal may present the matter in accordance <br />with the provision of the grievance'pt6cedure that is <br />prescribed in Article VIII of the Ordinance. <br />7.0 E %IT INTERVIEW <br />PURPOSE - Exit interviews are made to give management <br />insights as to those reasons for employee turnover. The <br />objective is to' improve (through employee observations and <br />suggestions) working conditions and to provide incentives <br />that will evoke employee loyalty and contentment. <br />7.1 Policy <br />