Common use of Corrective Disciplinary Action Clause in Contracts

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize agree that the principle Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level of progressive corrective action when discipline is neededand the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commanders. Discipline involves actions by supervisors in situations where employee The Guide can only be modified through negotiations of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, or performance the specific violation(s) of Department Rules, Regulations, and/or Procedures which is unacceptable alleged to have occurred and there is clear intent to create a record of the discipline. Discipline should The employee will be progressive in that it normally goes from shown a minor copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimandacknowledging receipt. The usual steps employee will be given a copy of discipline are: the Adjudication of Complaint. • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: •  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. •  Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. •  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than a written reprimand. The usual steps of discipline are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint formComplaint. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint formComplaint. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize agree that the principle Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level of progressive corrective action when discipline is neededand the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commanders. Discipline involves actions by supervisors in situations where employee The Guide can only be modified through negotiations of the Department and Association.  All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, or performance the specific violation(s) of Department Rules, Regulations, and/or Procedures which is unacceptable alleged to have occurred and there is clear intent to create a record of the discipline. Discipline should The employee will be progressive in that it normally goes from shown a minor copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimandacknowledging receipt. The usual steps employee will be given a copy of discipline are: • the Adjudication of Complaint.  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. •  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of ComplaintComplaint and may prepare a response which will be attached as a permanent part of the written reprimand. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of ComplaintComplaint and may prepare a response which will be attached as a permanent part of the suspension. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Removal from Promotional List - This measure may be used when a finding is subject to the application of “major” discipline and may only be applied to positions that have supervisory responsibilities. Whenever this option is recommended by the Bureau Commander or other recommending authority, the employee/Association will be given an opportunity to meet with the Bureau Commander/recommending authority prior to the recommendation being forwarded to the Sheriff for final disposition. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: •  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. •  Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. •  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: • ▸ For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • ▸ Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of ComplaintComplaint and may prepare a response which will be attached as a permanent part of the written reprimand. • ▸ Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the only appropriate corrective actionpunishment. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of ComplaintComplaint and may prepare a response which will be attached as a permanent part of the suspension. • Disciplinary ▸ Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer ▸ Removal from Promotional List - This measure may be used when a finding is a disciplinary action which subject to the application of “major” discipline and may occur where it only be applied to positions that have supervisory responsibilities. Whenever this option is determined that recommended by the Bureau Commander or other recommending authority, the employee/Association will be given an employee’s conduct or performance warrants transfer as a level of disciplineopportunity to meet with the Bureau Commender/recommending authority prior to the recommendation being forwarded to the Sheriff for final disposition. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • ▸ Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • ▸ Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.