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Kittitas County -Local 792 January 1, 2016 -December 31, 2018 days from the date of mailing, and shall be back on the job within ten (10) business days of acceptance or forfeit all call-back rights under this article. ARTICLE IX -BEREAVEMENT LEAVE 9.1 Leave shall be limited to three (3) days in anyone instance. The Employer may grant two (2) additional days, not to exceed five (5) days total, if the death of an immediate family member occurs out of state. Bereavement leave is intended for the employee to assist in arrangement, attend services, and travel to services. Immediate family includes only persons related by blood or marriage or guardianship or legal adoption to the extent of wife, husband, parent, grandparent, brother, sister, child or grandchild of the employee and other relatives residing in the employee 's household. It is understood that this leave is granted separate and apart from vacation and/or sick leave. Bereavement ' leave is granted to cover all or part of the scheduled work day and is not defined as an eight (8) hour day, as with other types of paid leave. ARTICLE X -DISCIPLINE 10.1 The Employer may discipline or discharge an employee for just cause. 10.2 The disciplinary actions which the Employer may take against an employee include the following: A. Oral reprimand B. Written reprimand C. Suspension without pay D. Demotion E. Discharge or termination Which disciplinary action is taken depends upon the seriousness of the affected employee's conduct as determined by the Employer. The above enumerated disciplinary actions may be implemented without regard to the order indicated hereinabove . In other words, the Employer may implement disciplinary action by way of a written reprimand coupled with a suspension or the Employer may determine that the conduct is of such a serious nature as to warrant a different combination of disciplinary actions. Disciplinary action does not have to be taken in order of increasing severity from oral reprimand to discharge. 10.3 When the Employer determines that circumstances are such that retention of the employee will likely result in disruption of County programs, damage to or loss of County property or be injurious to the County employee, fellow employees or the services provided by the County, the Employer may suspend the employee immediately pending a formal determination of disciplinary action. 10.4 Prior to imposing disciplinary action, except as provided in section 10.3, the Employer shall meet with the employee and advise the employee of alleged misconduct or reason for possible disciplinary action. The employee will be provided an opportunity to respond to the allegation. The employee may request to have a Union representative present for this meeting. 10.5 Probationary employees may be discharged or terminated at any time without just cause. 9