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32 <br /> (3) Final Written Warning. <br /> a. A Final Written Warning requires the Department Head's advance approval of the department <br /> 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 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 /> (4) Dismissa1.2 Before a Permanent employee may be dismissed,the following must occur: <br /> a. The department Head director reviews the facts and circumstances, including the nature and <br /> extent of prior disciplinary actions, if any, and any action taken (or not taken)as to other <br /> employees in similar situations. <br /> b. If the department head director determines deei 'es to F^e^mmend dismissal may be warranted, <br /> they, he 9F she reviews the recommendation with the Human Resources Director.The Human <br /> Resources Director makes a recommendation to the County Manager and receives the County <br /> Ma;ager'sfor approval to proceed with a pre-dismissal disciplinary conference with the <br /> employee. In the case of an employee in the Department of Health or Social Services,the Health <br /> Director or Social Services Director determines whether to proceed with a pre-dal <br /> disciplinary conference. <br /> C. Prior to the pre-dismissa-'l-disciplinary conference,the department head gives the employee <br /> written notice of the pre-d;s, ssardisciplinary conference.This notice includes the specific <br /> reasons for the proposed dismissal discipline and a brief summary of the information which <br /> management believes supports the proposed d+smissafdisciprine. <br /> d. The department head and/or management representative(s) hold the pre-d;smissa; disciplinary <br /> conference with the employee. <br /> 2Note(s)—See Article IX,Section 28-92(g)(4). <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 5 of 7 <br />