(A) Resignation.
(1) To resign in good standing. an employee must file written notice of the resignation and its effective date with the employee’s supervisor at least 14 calendar days before the resignation. Unless the employee’s supervisor waives notice, failure to give notice shall be documented in the employee’s personnel record and may be cause for denying future county employment.
(2) Upon written notice of resignation and its effective date, the Director/Chief may approve, but is not required to approve, the use of leave, in accordance with the provisions in §§ 37.591 through 37.598, Attendance and Leave, not to exceed ten workdays, prior to the employee’s effective date of resignation.
(B) Abandonment. Termination or employment for abandonment shall occur automatically, effective following one continuous 24 hour shift from the first day of the unauthorized absence (except under validated extenuating circumstances). If a day work employee, this shall apply following three consecutive eight-hour days. The employee may not grieve the determination of abandonment, except to prove that leave was authorized. The employee shall have the burden of so proving. An employee abandoning his or her position shall not be eligible for reemployment with the county.
(C) Loss of credentials. Should an employee lose any required certifications/licenses (except under validated extenuating circumstances), they shall be recommended for immediate termination.
(D) Discharge.
(1) A supervisor recommending discharge must meet with the employee to notify the employee of the recommendation and the reasons for discharge. If the recommendation remains unchanged, the supervisor shall refer the matter to the Director/Chief and HR in writing and on forms HR provides.
(2) HR shall meet with the employee to review the Director/Chief recommendation and to listen to the employee's views, including any reasons why the employee considers discharge improper. HR shall establish the procedure for the meeting.
(3) If HR rejects the discharge recommendation, HR shall determine alternate discipline in consultation with the Director/Chief and the employee shall return to work. If HR upholds the recommendation, the supervisor shall discharge the employee.
(4) An employee discharged shall be eligible for future employment with the county.
(E) Layoff. The County Commissioners reserve the right to lay employees off temporarily or permanently as per Policy 02-09-HR Reductions in force (or its successor).
(Ord. 2022-15, passed 11-3-2022)