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3 <br />5. Required Disciplinary Action Process (New <br />ARgendix 1) <br />This lays out in outline format the specific steps <br />in the disciplinary action process. The format was <br />selected to facilitate use by supervisors. <br />Revisions to this process include: <br />- Advising the employee of his or her appeal rights <br />when any disciplinary action is taken. <br />- Providing for written confirmation to the employee <br />of an oral warning. <br />- Providing that any dismissal decision is reached <br />following the consideration of information <br />received in the pre - dismissal conference and not <br />in the pre - dismissal conference itself. <br />- Providing the same process for carrying out a <br />disciplinary demotion or a disciplinary suspension <br />as that for a dismissal in order to assure due <br />process requirements are met. <br />6. Guides For Work Performance and Personal Conduct <br />New Appendix 2 <br />This appendix has been added to provide a <br />representative list of unsatisfactory work <br />performance and unacceptable personal conduct on <br />which a disciplinary action may be based. <br />Listing these in one place in the Ordinance <br />facilitates reference by supervisors and <br />communication of these to employees. <br />The Attachment 1 draft includes two changes from that <br />reviewed by Commissioners on January 6. On page 14, <br />Item 2b(10) has been revised in response to <br />Commissioner Insko's suggestion that it be made more <br />specific. On page 11, Item 4f has been revised to <br />make it clear that the County Manager makes the <br />dismissal decision. <br />RECOMMENDATION: The Manager recommends the Board adopt the <br />proposed Personnel Ordinance revisions effective <br />February 1, 1992. <br />