Agenda - 01-21-1992 - Laserfiche WebLink

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6, disciplinary action process with a Disciplinary Suspension without pay, a Final Written Warning or a First Written Warning with the prior approval of the County Manager. Old 4.5.2 It is not required that the Item 4.5.1 4.3 warnings all relate to the same type of work revised performance deficiency. It is required only that each relate to work performance. New 4.5.3 Warnings related to personal conduct may be included in the progressive warnings for performance related dismissal, provided that the employee receives at least the number of warnings required for dismissal on the basis of work performance. Old 4.6 Disci2linaly Action Based On Personal Conduct 4.4 revised An employee may be dismissed, demoted or issued a disciplinary suspension without pay without prior warning for causes related to serious misconduct. New 4.7 Personnel De artment Role 4.7.1 The Personnel Department is available to provide guidance to supervisors and department heads in the administration of disciplinary action. This includes review and advice on any written notice to the employee confirming an Oral Warning or giving a Written Warning. 4.7.2 As appropriate, Personnel may advise the supervisor and employee as to the availability of the Employee Assistance Program as a source of assistance, on a voluntary basis, to the employee who has a personal situation which may be causing a work performance or conduct problem. 4.7.3 As requested, the Personnel Director advises the County Manager, Health Director or Social Services Director as to any dismissal, disciplinary demotion or disciplinary suspension without pay. 4.7.4 Any memorandum, letter or other document used to notify the employee of any dismissal, disciplinary demotion, - disciplinary suspension without pay or investigative suspension requires the advance approval of the Personnel Director