Laserfiche WebLink
of service, severity of offense and prior record of discipline inclusive of supervisory notes <br />referencing oral warnings relating to misconduct; the order in which these criteria appear is not <br />indicative of their priority. An employee may be suspended without pay when said employee <br />has first received one (1) written reprimand relating to said employee's previous work or <br />conduct. An employee may be discharged when said employee has first received a suspension <br />relating to said employee's previous work or conduct. All previous disciplinary actions in an <br />employee's file may be evaluated and considered in a disciplinary action. The following <br />illustrates the disciplinary actions and options available to the Sheriff under this concept : <br />A. First offense -written reprimand <br />B. Second offense -written reprimand, suspension without pay <br />C. Third offense -written reprimand, suspension without pay, demotion, discharge. <br />17.4 Notwithstanding subsection 17.3 above, the Sheriff may immediately suspend without <br />payor discharge an employee for a serious event which constitutes just cause for discipline <br />inclusive of such events as are deemed to be just cause by the Kittitas County Civil Service <br />Commission as set forth in the Commission's Rules and Regulations or as amended. <br />17.5 Complaints which could result in discipline shall be brought to the attention of the <br />employee within fifteen (15) calendar days after the supervisor learns of the complaint. The <br />Sheriff shall have thirty (30) days following notice to the employee to make a decision regarding <br />the discipline. This time limit may be extended due to unexpected caseload, vacation conflicts, <br />emergency or other necessary reason. Notice to the Union setting forth the reasons for <br />extension shall be provided by the Sheriff. In cases involving internal investigations or criminal <br />conduct where disclosure could affect the investigation, the timelines set forth above shall not <br />apply. <br />17.6 Any employee who is under investigation for disciplinary action which may result in a <br />permanent notation in their personnel file or which may result in suspension without pay, <br />demotion or discharge, shall, before being required to respond or answer questions pertaining <br />thereto, be informed of the existence and nature of the investigation. <br />17.7 The provisions of this Article shall not apply to newly hired employees serving a <br />probationary period. Probationary employees shall work under the provisions of this <br />Agreement, but shall be only on a trial basis, during which period they may be discharged <br />without recourse. Probationary employees shall have access to the grievance procedure for <br />any non-disciplinary matters. <br />17.8 Any disciplinary action, as defined in 17.3, issued by a supervisor other than the Sheriff <br />shall not be final unless affirmed in writing by the Sheriff. Notations or copies of any such <br />disciplinary action shall be sent to the Union at the time it is given to the employee. <br />17.9 Unless circumstances exist which warrant immediate suspension or discharge, the <br />employee shall, before the disciplinary action is finalized, have the opportunity to discuss the <br />matter with the Sheriff or designee, and be informed of the nature of the charges, and the facts <br />Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 20