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30 <br /> (g) Personnel De .+m^^t R-e Role of Human Resources <br /> (1) The Ppra-^^.,^i Depart.,,^.,+ ; available to ^ ide. lidaReeProvides consultation to department <br /> directors and supervisors and depaFtmeRt heads in the administration of disciplinary action.This <br /> includes review and advice on any written notice to the employee confirming an Oral Warning or giving <br /> a Written Warning. <br /> (2) As appr^^r"+^ Pers^^^^' w.-,,,^A_dvises the directors,supervisors and employees as teof the <br /> availability of the Employee Assistance Program as a source of assistance, ^^ a veluntary bass to the <br /> employee whA has a for personal situations which may be causing a work performance or conduct <br /> problem. <br /> (3) As requested the o„rs,,.,nell-luman Resources Director advises the County Manager, Health Director or <br /> Social Services Director as to any dismissal,disciplinary demotion or disciplinary suspension without <br /> pay. <br /> (4) Human Resources Director approves Aany memorandum, letter or other document used to notify tine <br /> an employee of any dismissal disciplinary dernetien diseiplin,r„suspension without pay er <br /> Director's designee. disciplinary action,other than an oral warning. <br /> (h) Investigative Suspension. <br /> (1) When a depaFtmeRt "^, 'Human Resources,directors or supervisors receives information w"" Ar <br /> s4ewhich may be the basis for disciplinary action of an employee and when <br /> immediate action is needed to protect the safety of persons or property,to avoid undue disruption of <br /> work for other reasonable cause,the department head may place the employee in the status of <br /> investigative suspension,direct the employee to leave the County premises and to: <br /> a. Report at a designated time or place, or <br /> b. Remain away until further notice. <br /> (2) As<^^^ aas f The department director must notify the Human Resources Director prior to after <br /> tbeany investigative suspension under Subsection 28-92(h)(1)-whenever possibleaetieR.;the <br /> (3) The department head in consultation with the Persen^^' Directo Human Resources cenducts ^^^ <br /> estigation ^finvestigates the matter leading to the investigative suspension as soon as possible and <br /> reaches a decision as to any disciplinary action with reasonable dispatch. <br /> (4) The employee continues to receive pay and benefits while not at work due to an investigative <br /> suspension. <br /> (5) Investigative suspension is not used for the purpose of delaying an administrative decision on an <br /> employee's work status pending the resolution of a civil or criminal matter involving the employee. <br /> (i) Required disciplinary action process.' <br /> (1) Oral Warning With Written Confirmation. <br /> a. The supervisor may issue an Oral Warning without other approvals. <br /> 'Note(s)—For employees in the departments of Health and Social Services,State requirements as to dismissal, <br /> disciplinary suspension without pay and disciplinary demotion are controlling and, if any variation exists,the <br /> State requirements override those of this Ordinance. <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 3 of 7 <br />