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

Browse Search

(72) percent of employees agreed with this statement. Other questions that reflect how employees evaluate how the County resolves problems are listed below. My supervisor treats me fairly 88.3% All things considered, I am satisfied with my supervisor 82.5% My supervisor makes good decisions 80.7% I feel free to disagree with my supervisor 79.0% Management above my immediate supervisor is good 75.6% Additionally, a review of records of employee grievances indicates since April 2007 only 12 grievances were filed; of the 12 only six (6) reached the Step 3 grievance stage. Less than 1.47% of employees during the time period had to avail themselves of the grievance process. 5. Progressive Discipline Process. The disciplinary process requires an oral warning with written confirmation, a first written warning and a final written warning before an employee can receive disciplinary suspension without pay, demotion or dismissal. An exception to this process is provided where there are "instances of serous work performance deficiency which endanger the safety of persons or property." When the exception circumstance occurs the Department Director may, with the prior approval of the Manager, begin the process at a higher level of discipline such as a final written warning, disciplinary suspension without pay, demotion or dismissal. However, prior to a permanent employee receiving disciplinary suspension without pay, demotion or dismissal the Department Director must make a recommendation and have it reviewed by the County Manager. Apre-disciplinary conference must be approved by the County Manager before the Department Director can proceed. In the case of the Department of Health or Social Services, approval must be received from the Directors of Health and Social Service. Prior to the pre-disciplinary conference, the employee must be given written notice of the date, time, location, and purpose of the conference, including specific reasons for the proposed dismissal and a summary of the information that supports the dismissal. During the pre-disciplinary conference the department head and/or a management representative informs the employee again of the facts giving rise to the proposed discipline and the specific reasons for the proposed discipline. The employee then has an opportunity to respond with information against the recommended disciplinary action and provide information on his/her behalf. The Department Director must then consider the information provided and if they believe discipline is warranted, must make a recommendation to the Manager. If the Manager concurs with the recommendation, the Director will discipline the employee. In the Department of Social Services and Health, the Social Services and Health Director will discipline their employee. An employee may appeal the decision to dismiss, receive disciplinary suspension without pay, or demotion to the Personnel Hearing Board. An employee who appeals a decision to the Personnel Hearing Board is allowed to have legal representation at the hearing. The decision reached by the Personnel Hearing Board is a recommendation to the County Manager. The County Manager reviews the recommenda#ion and makes a final decision on whether or not the discipline should be upheld. Orange County has had only one hearing before the Personnel Hearing Board in the last twenty years. (See Attachment 3) Since April 2007, there have been only 58 documented disciplinary actions; of the 58 total, 26 were oral warnings with written confirmation, 15 were first written warnings, 7 were final written