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An employee may be suspended, demoted, or dismissed <br />by a department head with approval of the Manager (or <br />in the case of department heads, by the Manager) <br />because of failure in performance of duties and /or <br />failure in personal conduct. An employee in the <br />Sheriff's Department or Register of Deeds Office may <br />be suspended, demoted, or dismissed by the respective <br />department head for failure in performance of duties <br />or failure in personal conduct. The employee, the <br />Personnel Department, and the Manager will be <br />immediately provided with a written notice citing an <br />effective date, reasons for the action, and appeal <br />rights available to the employee. Appeal rights <br />will apply only to a permanent employee. <br />The basis for any disciplinary action taken in <br />accordance with this policy falls into one of the <br />following categories: <br />(1) Discipline imposed on the basis of job <br />performance; <br />(2) Discipline imposed-on the basis of personal <br />conduct. <br />The JOB PERFORMANCE category is intended to be used <br />in addressing performance - related inadequacies for <br />which a reasonable person would expect to be notified <br />of and allowed the opportunity to improve. <br />PERSONAL CONDUCT discipline is intended to be imposed <br />for those actions for which no reasonable person <br />could, or should, expect to receive prior warnings. <br />4.3 Job Performance Discipline and Dismissal <br />This category covers all types of performance - <br />related inadequacies. This policy does not require <br />that progressive warnings all concern the same type <br />of unsatisfactory performance; this policy only <br />requires that the progressive warnings all relate to <br />job performance. warnings administered under -this <br />policy.are intended to bring about apermanent <br />improvement in job performance; should the required <br />improvement later deteriorate, or other inadequacies <br />occur, the department head and /or supervisor may deal <br />with this new unsatisfactory performance at the next <br />level of discipline. <br />Employees who are dismissed for unsatisfactory job <br />performance shall receive az least three warnings; <br />First, one or more oral warnings; second, a written <br />warning to the employee documenting all relevant <br />points covered in the disciplinary discussion; third, <br />a final written warning which notifies the employee <br />that failure to make the required performance <br />77 <br />