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33 <br /> (1) An eligible employee may have a third third-party present at this conference as <br /> provided in the Rules and Regulations adopted for this Section.The third party may be a <br /> friend,family member(but not a spouse or domestic partner)or another employee but not <br /> an attorney.The person is considered a support person and is allowed to participate in the <br /> conference,only in so far as the support person addresses his or her comments to the <br /> employee.The Human Resources Director or the Human Resources Director's designee <br /> may be present at management's or the employee's request. <br /> employee.Nete:This pFehibitieR may he vmaived- ihgmth the C--A-.nsP­At A-f the department head- -and-the <br /> (2) The department head and/or management representative(s) review <br /> Review with the employee the facts giving rise to the PFOpesed dism ,'disciplinary conference <br /> and the specific reasons for the I@Fapesed dismissal. consideration of disciplinary action, <br /> including dismissal and provides an <br /> -RFee _opportunity for the employee to respond. <br /> e. Following the pre-dismissaTdisciplinary conference,the department head considers the <br /> information the employee has presented. <br /> f. If the department head determines that dismissal is warranted following the p Feel;s r I pp e- <br /> disciplinary conference,he Ar srethey reviews the dismissal recommendation with the Human <br /> Resources Director.The Human Resources Director makes a recommendation to the County <br /> Manager regarding the dismissal or other proposed disciplinary action.The MaRageF dil­ i <br /> the employee, if he GORGUFS with the dismissal r RdatienThe Manager then makes a <br /> decision based on the recommendation. For an employee in the department of Health or Social <br /> Services,the Health or Social Services Director makes the dismissal decision. <br /> g. The department head gives the employee written notice of dismissal which includes: <br /> -T the specific reasons for the dismissal, a brief summary of the information which management <br /> believes warrants the action..-, and <br /> -Tthe employee's appeal rights under the Orange County Personnel Ordinance. <br /> (5) Disciplinary Suspension Without Pay.' <br /> a. An employee may receive a disciplinary suspension without pay based on work performance or <br /> personal conduct. For work performance,a disciplinary suspension without pay may be given in <br /> conjunction with a Final Written Warning and only after an Oral Warning and a First Written <br /> Warning,except as provided in Article IX,Section 28-92(e)(1). <br /> b. Before a Permanent employee may be given a disciplinary suspension without pay,the same <br /> process as that specified in Subsection 28-92(i)(4) must occur. <br /> (6) Demotion.4 <br /> a. An employee may be demoted on the basis of work performance or personal conduct. For work <br /> performance, an employee may be demoted only after an Oral Warning and a First Written <br /> 'Note(s)—See Article IX,Section 28-92(g)(4). <br /> 4Note(s)—See Article IX,Section 28-92(g)(4). <br /> Created: 2023-12-19 09:11:25 [EST] <br /> (Supp.No.14) <br /> Page 6 of 7 <br />