Orange County NC Website
Browse       Search
10 <br />b. The supervisor completes the following steps: <br />Old (1) Upon noting employee performance or conduct <br />4.3.3 appearing to require a Final Written Warning, meets <br />revised privately with the employee to review the specific <br />actions or omissions and to allow the employee to <br />give reasons for the actions or omissions. <br />(2) If the Final Written Warning is justified, specifies <br />in the letter to the employee: <br />(a) That it is a "Final Written Warning." <br />(b) The specific actions or omissions leading to <br />the Final Written Warning.. <br />(c) The corrections the employee must make. <br />(d) The time allowed, if any, for corrections to <br />be made. <br />(e) Any prior disciplinary action(s). <br />(f) That further disciplinary action, including <br />dismissal, may be taken if corrections are not <br />made within the time allowed. <br />New (g) The employee's right to appeal under the <br />Orange County Grievance Procedure. <br />New c. The department provides a copy of the Final Written <br />Warning to the Personnel Department for.inclusion in the <br />employee's personnel file. <br />Old d. In carrying out Item 3, the supervisor should be aware <br />4.3 that, for unsatisfactory work performance, a Final <br />revised Written Warning may be issued only after a First Written <br />Warning, except as provided in Article IX, Section 4.5.1. <br />Old 4. Dismissal* <br />4.3.4 <br />revised Before a Permanent employee may be dismissed, the following <br />must occur: <br />New a. The department head reviews the facts and circumstances, <br />including the nature and extent of prior disciplinary <br />actions, if any, and any action taken (or not taken) as to <br />other employees in similar situations. <br />*See Article IX, Section 4.7.4. <br />