Common use of Regular Employees - Disciplinary Action and Notice Clause in Contracts

Regular Employees - Disciplinary Action and Notice. An employee may be reprimanded, suspended, reduced in pay, demoted or dismissed by the Department Head or his/her designee. The procedures outlined below shall be adhered to in all instances where said action(s) is/are contemplated: A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 work days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall remain in the employee's personal history file for a period not to exceed 2 years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and County Counsel or their designees. C. After the discussion in subsection B above, an appointing authority who concludes that suspension of more than 5 work days, reduction in pay, demotion or dismissal is justified, shall notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working days before the intended action.

Regular Employees - Disciplinary Action and Notice. An employee Any employee, may be reprimanded, suspended, reduced in pay, demoted or dismissed by the Department Head or his/her designee. The procedures outlined below shall be adhered to in all instances where said action(s) is/are contemplated:. A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 work days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall remain in the employee's personal history file for a period not to exceed 2 years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and and/or the County Counsel or their designees. C. After the discussion in subsection Subsection B above, an appointing authority who concludes that suspension of more than 5 work days, reduction in pay, demotion or dismissal is justified, shall notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working work days before the intended action. D. The employee shall be entitled to a meeting with the Department Head or his/her designee within 5 working days of notice of the proposed action to answer the charges; OR to present an answer in writing to the charges during the same period. Subsequent to the meeting with or review of written material provided by the employee(s), the Department Head or his/her designee may: 1. Carry out the disciplinary action by written order; 2. Negate the intended action; 3. Impose a lesser disciplinary action; OR 4. Notify employee of a greater disciplinary action intended within 5 calendar days before the intended action and a meeting/review of written material as set forth in Subsection D above. E. For suspensions of 1 through 5 days, Subsection C through E above may be administered after the beginning of the disciplinary action but no later than 7 calendar days after imposition of the disciplinary action. F. All written orders shall be served on the employee and a copy sent to the Human Resources Department. If personal service upon the employee is impossible, a copy of the order shall be sent by registered mail to the employee at his or her last known address. G. Management reserves the right to immediately suspend an employee for irrational or improper behavior prior to the written notice required in Subsection C above with the reviews and notices required in the above subsections begin as soon as possible after the imposition of the suspension.

Regular Employees - Disciplinary Action and Notice. An employee Any employee, may be reprimanded, suspended, reduced demoted, reduction in pay, demoted pay or dismissed terminated by the Department Head or his/her designee. The procedures outlined below shall must be adhered to in all instances where said action(s) is/are contemplated:. A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 work ten (10) calendar days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 thirty (30) days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall will be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall will remain in the employee's personal history personnel file for a period not to exceed 2 two (2) years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and and/or the County Counsel or their designees. C. After the discussion in subsection Subsection B above, an appointing authority who concludes that suspension of more than 5 five (5) work days, reduction in pay, demotion or dismissal is justified, shall will notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 twelve (12) months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working five (5) work days before the intended action. D. The employee is entitled to a meeting with the Department Head or designee within five (5) work days of notice of the proposed action to answer the charges; or to present an answer in writing to the charges during the same period. Subsequent to the meeting with or review of written material provided by the employee(s), the Department Head or designee may: 1. Carry out the disciplinary action by written order; 2. Negate the intended action; 3. Impose a lesser disciplinary action; or 4. Notify employee of a greater disciplinary action intended within five (5) days before the intended action and a meeting/review of written material as set forth in Subsection D above. E. For suspensions of one (1) through five (5) days, Subsection C through E above may be administered after the beginning of the disciplinary action but no later than seven (7) calendar days after imposition of the disciplinary action. F. Written orders will be served on the employee and a copy sent to the Human Resources Department. If personal service upon the employee is impossible, a copy of the order will be sent by registered mail to the employee at their last known address. G. Management reserves the right to immediately suspend an employee for irrational or improper behavior prior to the written notice required in Subsection C above with the reviews and notices required in the above subsections begin as soon as possible after the imposition of the suspension.

Regular Employees - Disciplinary Action and Notice. An employee may be reprimanded, suspended, reduced in pay, demoted or dismissed by the Department Head or his/her designee. The procedures outlined below shall be adhered to in all instances where said action(s) is/are contemplated:‌ A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 ten (10) work days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 thirty (30) days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall remain in the employee's personal history file for a period not to exceed 2 two (2) years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and and/or the County Counsel or their designees. C. After the discussion in subsection Subsection B above, an appointing authority who concludes that suspension of more than 5 five (5) work days, reduction in pay, demotion or dismissal is justified, shall notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 twelve (12) months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working five (5) work days before the intended action. D. The employee shall be entitled to a meeting with the Department Head or designee within five (5) work days of notice of the proposed action to answer the charges; or to present an answer in writing to the charges during the same period. Subsequent to the meeting with or review of written material provided by the employee(s), the Department Head or designee may: 1. Carry out the disciplinary action by written order; 2. Negate the intended action; 3. Impose a lesser disciplinary action; or 4. Notify employee of a greater disciplinary action intended within five (5) days before the intended action and a meeting/review of written material as set forth in Subsection D above. E. For suspensions of one (1) through five (5) days, Subsection C through E above may be administered after the beginning of the disciplinary action but no later than seven (7) calendar days after imposition of the disciplinary action. F. Written orders shall be served on the employee and a copy sent to the Human Resources Department. If personal service upon the employee is impossible, a copy of the order shall be sent by registered mail to the employee at their last known address. G. Management reserves the right to immediately suspend an employee for irrational or improper behavior prior to the written notice required in Subsection C above with the reviews and notices required in the above subsections begin as soon as possible after the imposition of the suspension.

Regular Employees - Disciplinary Action and Notice. An employee may be reprimanded, suspended, reduced in pay, demoted or dismissed by the Department Head or his/her designee. The procedures outlined below shall be adhered to in all instances where said action(s) is/are contemplated:‌ A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 work ten (10) calendar days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 thirty (30) calendar days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall remain in the employee's personal history file for a period not to exceed 2 two (2) years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and and/or the County Counsel or their designees. C. After the discussion in subsection Subsection B above, an appointing authority who concludes that suspension of more than 5 work five (5) days, reduction in pay, demotion or dismissal is justified, shall notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 twelve (12) months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working five (5) calendar days before the intended action. D. The employee shall be entitled to a meeting with the Department Head or designee within five (5) calendar days of notice of the proposed action to answer the charges; or to present an answer in writing to the charges during the same period. Subsequent to the meeting with or review of written material provided by the employee(s), the Department Head or designee may: 1. Carry out the disciplinary action by written order; 2. Negate the intended action; 3. Impose a lesser disciplinary action; or 4. Notify employee of a greater disciplinary action intended within five (5) days before the intended action and a meeting/review of written material as set forth in Subsection D above. E. For suspensions of one (1) through five (5) days, Subsection C through E above may be administered after the beginning of the disciplinary action but no later than seven (7) calendar days after imposition of the disciplinary action. F. Written orders shall be served on the employee and a copy sent to the Human Resources Department. If personal service upon the employee is impossible, a copy of the order shall be sent by registered mail to the employee at their last known address. G. Management reserves the right to immediately suspend an employee for irrational or improper behavior prior to the written notice required in Subsection C above with the reviews and notices required in the above subsections begin as soon as possible after the imposition of the suspension.

Regular Employees - Disciplinary Action and Notice. ‌ An employee may be reprimanded, suspended, reduced in pay, demoted or dismissed by the Department Head or his/her designee. The procedures outlined below shall be adhered to in all instances where said action(s) is/are contemplated: A. When an employee receives a formal written reprimand from an appointing authority, the employee has 10 work days after receipt of the letter to file a written or oral response to the letter. (Public safety officers have 30 days in accordance with Section 3306 of the Government Code.) The Department Head or his/her designee may then modify, amend, or revoke any part of the formal written reprimand. The employee's response will be considered by the Department Head or his/her designee. If it is demonstrated that any part of the formal written reprimand is inaccurate or not factually supported it will be modified, amended, or revoked. Unless revoked completely, the formal written reprimand as amended or modified by the Department Head or his/her designee along with any written response shall be placed in the employee's personal history file in the Human Resources Department. The written reprimand and response shall remain in the employee's personal history file for a period not to exceed 2 years from the date the final reprimand was issued. B. Prior to suspension, reduction in pay, demotion, or dismissal, the Department Head or his/her designee must contact and discuss such action with the Human Resources Director and County Counsel or their designees. C. After the discussion in subsection B above, an appointing authority who concludes that suspension of more than 5 work days, reduction in pay, demotion or dismissal is justified, shall notify the affected employee(s) in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based (except that the department may not use critical incident reports which are over 12 months old or involve behavior not referenced in a prior evaluation or a disciplinary action), and the right to respond to the Department Head or his/her designee. Said notice must be served on the employee at least 5 working days before the intended action.