§ 32.105 EMPLOYEE DISCIPLINE.

   (A)   It is the responsibility of all employees to observe policies necessary for the proper operation of county functions. Employees still within their orientation period may be terminated at any time for any reason and are not entitled to any form of progressive discipline nor are they entitled to appeal any disciplinary measure. However, all employees that violate county policy are subject to discipline. Depending upon the circumstances, the county may reprimand, transfer, suspend, demote, reduce pay or terminate employees who violate county policy.

   (B)   Grounds for discipline may include, but are not limited to:

      (1)   Inefficiency;

      (2)   Incompetence;

      (3)   Failure to maintain skills;

      (4)   Inadequate performance levels;

      (5)   Neglect of duty;

      (6)   Misconduct;

      (7)   Disloyalty;

      (8)   Inability to work in harmony with co-workers;

      (9)   Rudeness to the public;

      (10)   Disobedience of a reasonable order of a supervisor;

      (11)   Dishonesty;

      (12)   Insubordination;

      (13)   Misappropriation or damage to public funds or property;

      (14)   Misfeasance, malfeasance or nonfeasance in office;

      (15)   Misuse of public funds or property;

      (16)   Tardiness;

      (17)   Unapproved absences; and/or

      (18)   Any act adverse to public service.

   (C)   The grounds for discipline list in division (B) above is not exhaustive and is merely set forth as a guideline. This list should not be construed as preventing or limiting the county from taking disciplinary action, including termination, in circumstances where the county deems such action to be appropriate regardless of whether the county has specifically identified a written rule or policy. Similarly, employees may be disciplined for violations of county policy found in other sections of this manual, violations of state or federal law, or violations of relevant policies, rules or laws promulgated elsewhere.

   (D)   (1)   Before implementing disciplinary action that may lead to termination, the employee’s supervisor or department head/elected official should review the circumstances with the Human Resource Director.

      (2)   Employees may appeal some, but not all, disciplinary actions through the county’s dispute resolution process as outlined in §§ 32.120 through 32.124.

(Ord. passed 6- -2019)