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22 <br /> Sec. 28-92. Disciplinary action. <br /> (a) General. County employees are expected to meet performance standards and conduct themselves <br /> appropriately.This Ordinance is intended to provide tools for addressing employee conduct and <br /> performance issues in a reasonable,consistent,and effective manner. <br /> The procedures in this Ordinance provide for progressive discipline to address issues involving unsatisfactory <br /> job performance or unacceptable personal conduct,and for employees to be given notice of expectations <br /> and an opportunity to meet them.The imposition of any disciplinary action shall comply with the procedural <br /> requirements of this Section. <br /> An employee may be warned,demoted,suspended,or dismissed for just cause.The degree and type of <br /> action taken shall be based on the sound and considered judgment of the appropriate authority in <br /> accordance with the provisions of this Section. <br /> (b) Coverage.This Section applies to employees who have attained permanent status as outlined within this <br /> Ordinance. <br /> Exception:This section does not apply to employees of the Sheriff's Department, Register of Deeds'Office or <br /> others specifically exempted under Article I of the Personnel Ordinance. <br /> (c) Types of Disciplinary Action. <br /> (1) The only types of actions which may be taken for disciplinary purposes are the following: <br /> a. Oral Warning With Written Confirmation <br /> b. First Written Warning <br /> C. Final Written Warning <br /> d. Dismissal <br /> e. Disciplinary Suspension Without Pay <br /> f. Disciplinary Demotion <br /> (2) Appendix 1 describes the required process for each disciplinary action. <br /> (3) A disciplinary suspension without pay must be for at least one workday and may not be for more than <br /> three workdays. <br /> (d) Causes for Disciplinary Action. <br /> (1) Disciplinary action may be taken based on unsatisfactory work performance or unacceptable personal <br /> conduct. <br /> a. Unsatisfactory job performance means work-related performance that fails to satisfactorily meet <br /> job requirements as set out in the relevant job description,work plan,or as directed by the <br /> management of the work unit or agency. <br /> b. The work performance category is used in addressing performance-related inadequacies for <br /> which a reasonable person would expect to be notified and allowed the opportunity to improve. <br /> C. Unacceptable personal conduct may consist of intentional or unintentional acts.The conduct <br /> may be job-related (on duty)or off duty if there is a sufficient connection between the off-duty <br /> conduct and the employee's job. <br /> d. The personal conduct category is used in addressing those actions for which no reasonable <br /> person could or should expect to receive prior warnings. <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 1 of 6 <br />