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ARTICLE 16 -LEAVE OF ABSENCE 16.1 A leave of absence is an approved absence from employment without pay and without loss of seniority. At the discretion of the Sheriff, the Employer may grant a leave of absence for a period of up to six (6) calendar months. This period may be extended by mutual agreement between the Employer and the Union. Such leaves shall be in writing with a copy to the Union. The request must be in writing and must be submitted sixty (60) calendar days prior to effective date. During the time that an employee is on a leave of absence without pay, said employee shall not accrue sick leave, annual leave and other benefits provided to employees who are regularly working. 16.2 Subject to the terms, conditions, and limitations of the applicable plans, health insurance premiums will not be paid by Kittitas County during the course of a non-FMLA unpaid leave of absence. Premium benefits paid by Kittitas County will be prorated to the percentage of hours actually worked. The employee will be responsible for the difference between the County-paid prorated cost and the full premium amount. Following the first full month of return to work, benefits will again be provided by Kittitas County according to the applicable plans. Should the health plan require termination of coverage for unpaid leave of absence, the employee will be offered COBRA. ARTICLE 17 -DISCIPLINE AND DISCIPLINARY PROCEDURES 17.1 The Sheriff or his designee may discipline an employee only for just cause inclusive of such events as may be deemed to be just cause as set forth in the Rules and Regulations of the Kittitas County Civil Service Commission but not necessarily limited thereto. Discipline shall be carried out in a manner which is least likely to embarrass the employee before other employees or the public. 17.2 Disciplinary action or measures shall include only the following ; A. Written reprimand B. Suspension without pay C. Demotion D. Discharge 17.3 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 performance inclusive of field notes referencing oral counseling/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 Sheriff under this concept: 15 Kittitas County Line Deputies 1/1/17 -12/31/21