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25 <br /> (1) Upon noting employee performance or conduct appearing to require a First Written <br /> Warning, meets privately with the employee to review the specific actions or omissions <br /> and to allow the employee to give the reasons for the actions or omissions. <br /> (2) If the First Written Warning is justified,specifies in the letter to the employee: <br /> (a) That it is a "First Written Warning." <br /> (b) The specific actions or omissions leading to the First Written Warning. <br /> (c) The corrections the employee must make. <br /> (d) The time allowed, if any,for corrections to be made. <br /> (e) Any prior disciplinary action(s). <br /> (f) That further disciplinary action, including dismissal, may be taken if corrections <br /> are not made within the time allowed or if other problems arise. <br /> (g) The employee's right to appeal under the Orange County Grievance Procedure. <br /> C. The department provides a copy of the First Written Warning to Human Resources for inclusion <br /> in the employee's personnel file. <br /> d. In carrying out Section 28-92(i)(3),the supervisor should be aware that,for unsatisfactory work <br /> performance, a First Written Warning may be issued only after an Oral Warning,except as <br /> provided in Article IX,Section 28-92(d)(S). <br /> (3) Final Written Warning. <br /> a. A Final Written Warning requires the advance approval of the department director, in <br /> consultation with Human Resources. <br /> b. The supervisor completes the following steps: <br /> (1) Upon noting employee performance or conduct appearing to require a Final Written <br /> Warning, meets privately with the employee to review the specific actions or omissions <br /> and to allow the employee to give reasons for the actions or omissions. <br /> (2) If the Final Written Warning is justified,specifies in the letter to the employee: <br /> (a) That it is a "Final Written Warning." <br /> (b) The specific actions or omissions leading to the Final Written Warning. <br /> (c) The corrections the employee must make. <br /> (d) The time allowed, if any,for corrections to be made. <br /> (e) Any prior disciplinary action(s). <br /> (f) That further disciplinary action, including dismissal, may be taken if corrections <br /> are not made within the time allowed. <br /> (g) The employee's right to appeal under the Orange County Grievance Procedure. <br /> C. The department provides a copy of the Final Written Warning to the Personnel Department for <br /> inclusion in the employee's personnel file. <br /> d. In carrying out Section 28-92(1)(3),the supervisor should be aware that,for unsatisfactory work <br /> performance, a Final Written Warning may be issued only after a First Written Warning, except as <br /> provided in Article IX,Section 28-92(e)(1). <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 4 of 6 <br />