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23 <br /> (2) An employee must receive an Oral Warning,a First Written Warning,and a Final Written Warning prior <br /> to any dismissal for unsatisfactory work performance or unacceptable personal conduct. <br /> (3) It is not required that the Subsection 28-92(d)(2)warnings all relate to the same type of work <br /> performance deficiency. It is required only that each relate to work performance. <br /> (4) Warnings related to personal misconduct may be included in the progressive warnings for <br /> performance-related dismissal, provided that the employee receives at least the number of warnings <br /> required for dismissal on the basis of work performance. <br /> (5) An employee may be dismissed, demoted,or issued a disciplinary suspension without pay without <br /> prior warning for causes related to serious misconduct or work performance, including: <br /> L behaviors that endanger the safety of persons; <br /> ii. behaviors that result in the loss of or damage to County property or funds; <br /> iii.willful violation of known or written work rules causing serious adverse impact on the <br /> department or the County as a whole. <br /> (6) In instances of serious work performance deficiency or serious personal misconduct by employees <br /> (other than Health or Social Services employees),the department head may initiate the disciplinary <br /> action process with prior approval of the County Manager. <br /> (7) Appendix 1 provides "Guides for Work Performance and Personal Conduct." <br /> (8) Special Provision—Credentials. By law some County positions may be performed only by persons who <br /> are duly licensed, registered or certified as required by the relevant law. <br /> Failure to maintain the required credentials is procedurally a personal conduct violation and the basis <br /> for dismissal without prior warning.Any such dismissal is handled in accordance with the process <br /> specified in Appendix 1 of this Article. <br /> (e) Role of Human Resources <br /> (1) Provides consultation to department directors and supervisors in the administration of disciplinary <br /> action.This includes review and advice on any written notice to the employee confirming an Oral <br /> Warning or giving a Written Warning. <br /> (2) Advises directors,supervisors and employees of the availability of the Employee Assistance Program as <br /> a source of assistance for personal situations which may be causing a work performance or conduct <br /> problem. <br /> (3) Human Resources Director advises the County Manager, Health Director or Social Services Director as <br /> to any dismissal,disciplinary demotion or disciplinary suspension without pay. <br /> (4) Human Resources Director approves any memorandum, letter or other document used to notify an <br /> employee of any disciplinary action, other than an oral warning. <br /> (h) Investigative Suspension. <br /> (1) When Human Resources, directors or supervisors receive information which may be the basis for <br /> disciplinary action of an employee and when immediate action is needed to protect the safety of <br /> persons or property,to avoid undue disruption of work for other reasonable cause,the department <br /> head may place the employee in the status of investigative suspension,direct the employee to leave <br /> the County premises and to: <br /> a. Report at a designated time or place,or <br /> b. Remain away until further notice. <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 2 of 6 <br />