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792 -CH COURTHOUSE UNION <br />19.4 Union members retain all rights under the contract during the employee <br />performance evaluation process. <br />19.5 Employees receiving evaluation ratings indicating the employee does not "meet <br />expectations" will be provided a written plan of improvement including specific <br />timelines for expected improvement to "satisfactory" or above ratings. Failure <br />to meet the terms of the plan of improvement may result in disciplinary action or <br />termination of employment. <br />19.6 Job descriptions will be reviewed at the time of evaluations. <br />ARTICLE XX - DISCIPLINE <br />20.1 The Employer may orally reprimand, written reprimand, suspend and/or <br />discharge or terminate an employee for just cause. <br />20.2 The disciplinary actions which the Employer may take against an employee <br />include the following: <br />(a) <br />Oral reprimand <br />(b) <br />Written reprimand <br />(c) <br />Suspension without pay <br />(d) <br />Discharge or termination <br />Which disciplinary action is taken depends upon the seriousness of the affected <br />employee's conduct as determined by the Employer. The above enumerated <br />disciplinary actions may be implemented without regard to the order indicated <br />hereinabove. <br />In other words, the Employer may implement disciplinary action by way of a <br />written reprimand coupled with a suspension or the Employer may determine <br />misconduct is of such a serious nature as to warrant a different combination of <br />disciplinary actions. <br />20.3 The Employer may discharge or terminate an employee for just cause. The <br />Employer shall make available the specified charges in writing at least one (1) <br />calendar day prior to the effective date of the action, unless Section 4 of this <br />article is applicable. <br />20.4 When the Employer determines that circumstances are such that retention of <br />the employee will likely result in disruption of County programs, damage to or <br />loss of County property or be injurious to the County employee, fellow <br />employees or the services provided by the County, the Employer may discharge, <br />Page <br />20 <br />