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18.3 The parties agree that progressive and escalating levels of discipline are preferable to allow an employee proper notice of misconduct and the opportunity to improve performance and to allow the Employer to document prior disciplinary matters. The level or degree of discipline imposed shall be appropriately based on an employee's prior record of service, length of service, severity of offense and prior record of discipline inclusive of field notes referencing oral warnings relating to misconduct. The order in which these criteria appear is not indicative of their priority. An employee may be suspended without pay when said employee has first received one (1) written reprimand relating to said employee's previous work or conduct. An employee may be discharged when said employee has first received a suspension relating to said employee's previous work or conduct. All previous disciplinary actions in an employee's file may be evaluated and considered in a disciplinary action. The following illustrates the disciplinary actions and options available to the Employer under this concept: A. First offense ... verbal reprimand, written reprimand B. Second offense ... written reprimand, suspension without pay C. Third offense ... written reprimand, suspension without pay, demotion, discharge. 18.4 Notwithstanding subsection 18.3 above, the Employer may immediately suspend without payor discharge an employee for a serious event which constitutes just cause for discipline inclusive of such events as are deemed to be just cause by the Kittitas County Personnel Policies Manual as set forth by the Board of County Commissioners or as amended. 18.5 Complaints which could result in discipline shall be brought to the attention of the employee within fifteen (15) calendar days after the supervisor . learns of the complaint. The Employer shall have thirty (30) days following notice to the employee to make a decision regarding discipline. This time limit may be extended due to unexpected caseload, vacation conflicts, emergency or other necessary reason. Notice to the Union setting forth the reasons for extension shall be provided by the Employer. In cases involving internal investigations or criminal conduct where disclosure could affect the investigation, the timelines set forth above shall not apply. . 18.6 Any employee who is under investigation for disciplinary action which may result in a permanent notation in the employee's personnel file or which may result in suspension without pay, demotion or discharge, shall before being required to respond or answer questions pertaining thereto, be informed of the existence and nature of the investigation. -12-