STEP 4 - Discharge. Instances which warrant discharge without a prior warning notice or suspension may include but shall not be limited to, such conduct as insubordination, theft, being under the influence of alcohol or drugs, and illegal or destructive acts while on the job. Repeated offenses may warrant the discharge of an employee, if such conduct has been documented by the supervisor and behavioral changes have not resulted from previous warnings and/or suspension.
STEP 4 - Discharge. Instances which may warrant discharge without a prior warning notice or suspension may include, but shall not be limited to, such conduct as insubordination, assault, theft, making false statements including falsifying records or reports, being under the influence of alcohol or drugs, and illegal or destructive acts while on the job; or conduct on or off the job which directly affects the employee's ability to perform his/her job or his/her ability to work with co-workers, compelling the County to suspend or discharge the employee rather than tolerate the disruptions that continued employment may cause. Repeated offenses may also warrant the discharge of an employee, if such conduct has been documented by the Employer. A Pre-termination Hearing shall be conducted prior to any discharging of an employee. The hearing may be informal in nature and shall be conducted by the Department Director or designee. The Employer shall not discharge any employee without just cause. Employees discharged shall be paid all unused accrued annual leave and compensatory time.
STEP 4 - Discharge. Instances which warrant discharge without a prior warning notice or suspension may include, but shall not be limited to, such conduct as insubordination, theft, being under the influence of alcohol or drugs, and illegal or destructive acts while on the job; or conduct on or off the job which directly affects the employee’s ability to perform his/her job or his/her ability to work with co-workers or customer agency personnel. Examples of such unacceptable conduct include, but are not limited to, violating policies or procedures when such violation damages, in the professional judgment of the Director, client agency trust or rapport with CENCOM. Repeated offenses may warrant the discharge of an employee, if such conduct has been documented by the Employer. A Pre- termination Hearing shall be conducted prior to any discharging of an employee. The hearing may be informal in nature and shall be conducted by the Director. The Employer shall not discharge any employee without just cause.
STEP 4 - Discharge. Instances which warrant discharge without a prior warning notice or suspension may include, but shall not be limited to, such conduct as insubordination, theft, being under the influence of alcohol or drugs on the job, and illegal or destructive acts while on the job; or conduct on or off the job which directly affects the employee's ability to perform his/her job or his/her ability to work with co-workers, compelling the County to suspend or discharge the employee rather than tolerate the disruptions that continued employment may cause. Examples of such conduct are child molestation or sex crimes. Repeated offenses may warrant the discharge of an employee, if such conduct has been documented by the supervisor, and behavioral changes have not resulted from previous warnings and/or suspension. A Pre-termination Hearing shall be conducted prior to any discharging of an employee. The hearing may be informal in nature and shall be conducted by the Human Resources Manager or designee. The Employer shall not discharge any employee without just cause.
