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5 <br />New 4.3.2 Appendix 1 describes the required process <br />for each disciplinary action. <br />Old 4.3.3 A disciplinary suspension without pay must <br />4.5.5 be for at least one workday and may not be <br />for more than three workdays. <br />4.4 Causes for Disciplinary Action <br />Old 4.4.1 Disciplinary action may be taken based on <br />4.2 unsatisfactory work performance or <br />second unacceptable personal conduct. <br />paragraph <br />-The work performance category is used in <br />addressing performance - related inadequacies <br />for which a reasonable person would expect <br />to be notified and allowed the opportunity <br />to improve. <br />-The personal conduct category is used in <br />addressing those actions for which no <br />reasonable person could or should expect to <br />receive prior warnings. <br />New 4.4.2 Appendix 2 provides "Guides for Work <br />Performance and Personal Conduct." <br />4.4.3 Special Provision - Credentials <br />Old By law some County positions may be <br />5.0 performed only by persons who are duly <br />revised licensed, registered or certified as <br />required by the relevant law. <br />Failure to maintain the required credentials <br />is procedurally a personal conduct violation <br />and the basis for dismissal without prior <br />warning. Any such dismissal is handled in <br />accordance with.the process specified in <br />Appendix 1 of this Article. <br />4.5 Disciplinar3 Action Based On Work Performance <br />Old 4.5.1 An employee must receive an Oral Warning, a <br />4.3 First Written Warning and a Final Written <br />revised Warning prior to any dismissal for work <br />performance. <br />New Exception: In instances of serious work <br />performance deficiency which endanger the <br />safety of persons or property and in <br />which the employee involved is not a <br />Health or Social Services employee, the <br />department head may initiate the <br />