Agenda - 01-21-1992 - Laserfiche WebLink

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zQ follow the same steps as set forth for an oral warning; (2) Tell the employee that they will receive a written warning covering all significant points of this conference; (3) Prepare and send to the employee a written warning covering significant points of the disciplinary conference; care should be taken to include the specific reasons for the warning. NOTE: Reference may be made in this warning to document an earlier oral warning. .4.3.3 Final Written Warning Before issuing the New Appendix final written warning, the supervisor and 1, Item 3 department head should review the contents of the warning. The following steps shall be taken in issuing a final written warning: (1) Prepare a final written warning to the employee; care should be taken to include the specific reasons for the warning; (2) In private, conduct a disciplinary conference with the employee; at this conference, the specific reason for the.action, the necessary improvements should be discussed; (3) Present the warning to the employee at the end of the conference; the employee should be informed, either orally or in a warning, that the failure to correct the unsatisfactory performance may result in dismissal. Deleted During the period after a final written warning has been given, the department head may choose to counsel with the employee concerning employment status before a decision to dismiss is made. Such counseling should involve a discussion of the necessity for the employee's commitment to improve performance. As a part of this counseling, the department head may request the employee to take up to a day's leave with pay to consider whether or not the employee wishes to continue employment with the County. This time away from the job site shall not be charged to the employee's vacation or sick leave; it shall be considered as the employee's assignment for that time not at the normal.job site. It should be stressed to the employee that 'a decision to continue