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/_ _L <br />employment with the County will require a <br />commitment to improve performance, and that a <br />lack of improvement will lead to dismissal. <br />Clearly, such a procedure is not suitable <br />in all situations; the department head is <br />expected to use discretion to determine where <br />such a procedure would benefit the employee and <br />the County. <br />See new 4.3.4 <br />Dismissal Before an employee may be dismissed <br />Appendix 1, <br />on the basis of job performance, the following <br />Item 4 <br />shall occur: <br />-new Item U <br />(1) The department head recommending <br />dismissal should discuss the recommendation with, <br />and receive the approval of the County Manager. <br />-new Item'4d <br />(2) A pre - dismissal conference shall be held <br />between management representative(s) and the <br />employee. No attorneys or other such <br />representatives for either party shall be present <br />at this conference; a witness or security <br />personnel may be present if management deems <br />it necessary. The management representative <br />shall present the employee with the specific <br />reasons for the proposed dismissal and a brief <br />summary of the information which management <br />believes supports and proposed dismissal in <br />the conference. <br />-new Item 4e -g <br />(3) If, at the end of the pre - dismissal <br />conference, the management representative <br />determines that dismissal is still justified, <br />the management representative may present the <br />employee with a letter of dismissal. This <br />written notice must include specific reasons for <br />the dismissal and the employee's right of appeal. <br />However, the management representative may elect <br />to defer the dismissal based on information <br />presented by the employee, and reconsider the <br />proposed dismissal. If, following such <br />reconsideration, the decision is to dismiss, <br />then no further pre - dismissal conference is <br />required. <br />Deleted (4) Upon dismissal on the basis of job <br />performance, an employee may be given up two <br />weeks notice. In exceptional circumstances, and <br />with prior approval of the County Manger, a <br />payment up to two weeks salary may be made in <br />lieu of notice. Notice or pay in lieu of notice <br />shall apply only to dismissals based on job <br />performance. <br />