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29 <br /> bc. 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 /> (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 deficiencV. 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 /> i. 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 /> (8-3) 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) . <br /> (1) AR empleyee must receive an Oral WarniRg,a Forst Written Warning and a Final Written WaFRiRg prier to aRy <br /> dismossal fee „rk performanee. <br /> ExceptiOR: In 6A-#a.AC-P--1; A-fserieus wE)Fl(performance deficiency which eRdaRger the safety ef peFseRS OF property <br /> nitiate the diseiplinaFy actien pFeeess with a DiseiplinaFy Suspension withebit pay, a PiRal WFitten Warning E) <br /> Ciro+\A/rirr.,r,WarRiRg with the ., aI r.f the Go- Rty nn-,r-,ge <br /> (2) it is net required that the SubseetiOR 28 92(e)(1)waFRings all relate to the same type ef werk perfermaRee- <br /> ..aFR!ngS required <br /> basis of werk peFfer nce <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 2 of 7 <br />