Agenda - 10-28-2008 - 6 - Laserfiche WebLink

Browse Search

. i~ Orange County Personnel Ordinance 'Issue Date: August 1,1997 _ (1) Upon noting employee performance or conduct appearing to require a Final Written Warning, meets privately with the employee to review the - - specific actions or omissions and to allow the employee to give reasons for - the actions or omissions. (2) If the Final Written Warning is justified, specifies in the letter to the employee: . (a) -That it is a "Final•Written Warning." ~ . (b) The specific actions or omissions Leading ~ to the Final Written Warning. . {c) ~ The corrections the employee must make. (d) The time allowed, if any, for corrections to be made. - (e) Any prier disciplinary action(s). (~ T)rat fiuther disciplinary action, including dismissal, may be taken if corrections are not made within the tune allowed. - (g) The employee's right to appeal under the ©range County Grievance Procedure. c. The department provides a copy of the Final Written Warning to the Personnel -• ~ Department for inclusion'in the employee's personnel file. d In carrying out Item 3, the supervisor should be awat~ that,. for unsatisfactory, -work performance, a Final Written Warning may be •issired only after a First Written Warning, excepf as provided in Article TX, Section 4.5:1. 4. Ilism~s Before a Permanent employee maybe dismissed, the following must occur: a. The department head reviews the. facts and circumstances, including the nature and extent of prior disciplinary actions, if any, and any action taken (or not taken) as to other employees in similar situations. . b. If the department head decides to recommend dismissal, he or she reviews the recommendation with the County Manager and receives the County- Managers agpmval #o proceed with apre-dismissal conference with the employee. In the case of an employee in the Department of Health or Social Services, the Health a See Article IX, Section 4.7.4. Article IX -Page 9