Process and General Policy. The intent of discipline is to bring conduct or performance of an employee to expected levels. Generally, employee conduct and/or performance can be resolved and corrected with a brief discussion of the issues between the supervisor and the employee. Supervisors shall consider this approach when the circumstances warrant. Other avenues of corrective action, that are not considered disciplinary, include Employee Counseling and Letters of Instruction, etc. Work Improvement Plans may be used at any stage of corrective action, pre-disciplinary action, or disciplinary action. If a Supervisor has reason to discipline an employee, the Supervisor shall make a reasonable effort to impose such discipline in a manner that will not unduly embarrass the employee. Any disciplinary action or measure imposed upon a regular employee may be processed as a grievance through the procedure as provided under the Grievance Procedure Article of this Agreement.
Process and General Policy. A. When an employee is under investigation, which could lead to disciplinary action:
1. The County shall notify the employee under investigation for a matter involving an Internal Affairs Investigation, in writing, at least forty-eight (48) hours prior to any interview of the nature of the investigation and the specific allegations levied against him or her.
2. The County shall strive to hold the interview of an employee during normal business hours, which shall be defined as 8:00 a.m. to 5:00 p.m., Monday through Friday. This does not preclude management from scheduling an interview outside of normal business hours, provided a member of the Association’s Executive Board (excluding a member who is a material witness or has a direct personal interest in the outcome of the investigation) is available to accompany the employee to the interview. In the event that the Association desires to have its legal counsel present at the interview, the County will schedule the interview at a mutually agreeable time during normal business hours, provided the interview is not delayed more than three (3) business days.
3. The interview shall be for a reasonable period, taking into consideration the gravity and complexity of the issue(s) being investigated. If the interview is of extended duration (i.e. beyond 2 hours in length), reasonable breaks will be afforded the employee being interviewed, upon request. Nothing in this Article is intended to prohibit the County from conducting follow-up interviews with the employee, subject to the same conditions.
4. Either the County or the employee may request that a recording be made of the interview. Neither party will record the interview without informing the other that recording is taking place. If a recording is made by either party, the other party will provide a true copy of the recording upon request, but no more than five (5) business days after the request is made. Under no circumstances will the recording be shared with material witnesses during the period the investigation is pending.
5. The County will strive to complete investigations within thirty (30) days from the date the complaint or conduct giving rise to the investigation became known to management. The employee and the Association will further be advised of the outcome of the investigation.
6. No employee will be required to submit to a polygraph examination.
A. If a supervisor has reason to discipline an employee, she or he shall make a reasonable effort to im...
