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4.2 Procedure <br />See new <br />An employee may be suspended, demoted, or dismissed by <br />4.4.1 <br />a department head with approval of the Manager (or in the <br />case of department heads, by the Manager) because of <br />failure in performance of duties and /or failure in <br />See new <br />personal conduct. An employee in the Sheriff's <br />4.2 <br />Department or Register of Deeds Office may be suspended, <br />demoted, or dismissed by the respective department head <br />for failure in performance of duties or failure in <br />personal conduct. The employee, the Personnel <br />See new <br />Department, and the Manager will be immediately <br />4.7.4 <br />provided with a written notice citing an effective <br />and <br />date, reasons for the action, and appeal rights <br />Appendix <br />available to the employee. Appeal rights will apply <br />1, Item 4g <br />only to a permanent employee. <br />See new <br />The basis for any disciplinary action taken in <br />4.4.1 <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 of <br />and allowed the opportunity to improve. PERSONAL <br />CONDUCT discipline is intended to be imposed for those <br />actions for which no reasonable person could, or <br />should, expect to receive prior warnings. <br />4.3 Job Performance Discipline and Dismissal <br />See new This category covers all types of performance - <br />4.5 related inadequacies. 'This policy does not require that <br />progressive warnings all concern the same type of <br />unsatisfactory performance; this policy only requires <br />that the progressive warnings all relate to job <br />performance. Warnings administered under this policy <br />are intended to bring about a permanent improvement in <br />job performance; should the required improvement later <br />deteriorate, or other inadequacies occur, the department <br />head and /or supervisor may deal with this new <br />.unsatisfactory performance at the next level of <br />discipline. <br />Employees who are dismissed <br />performance shall receive at <br />one or more oral warnings; <br />for unsatisfactory job <br />least three warnings; First, <br />second, a written warning to <br />F <br />