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31 <br /> b. The supervisor completes the following steps: <br /> 1. States clearly to the employee in a private meeting that the discussion is an "Oral <br /> Warning." <br /> 2. Reviews with the employee the specific acts or omissions causing the Oral Warning. <br /> 3. Allows the employee to give and considers the reasons for his or her actions or omissions. <br /> Note: If warranted,the supervisor may decide not to proceed with the Oral Warning based <br /> on the information the employee provides. <br /> 4. Informs the employee of the specific corrections he or she must make. <br /> 5. Informs the employee of the time allowed, if any,for the corrections to be made. <br /> 6. Advises the employee that subsequent disciplinary action, including dismissal, may be <br /> taken if needed corrections are not achieved within the time allowed or if other problems <br /> arise. <br /> 7. Advises the employee of his or her appeal rights under the Orange County Grievance <br /> Procedure. <br /> 8. Gives the employee written confirmation of the date of the discussion and matters <br /> covered. <br /> 9. Provides a copy of the written confirmation to the Personnel Department for inclusion in <br /> the employee's personnel file. <br /> (2) First Written Warning. <br /> a. A First Written Warning requires the advance approval of a —department#eats,; <br /> Advanee director in consultation with Human Resources. <br /> b. The supervisor completes the following steps: <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 the <br /> gepaFtme-FAI-luman Resources for inclusion 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(ed)(-1.5). <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 4 of 7 <br />