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792 - Road Union <br />E Termination <br />10.3 Which disciplinary action is taken depends upon the seriousness of the affected employee's <br />conduct as determined by the Employer. The above enumerated disciplinary actions may be <br />implemented without regard to the order indicated hereinabove. ln other words, the Employer <br />may implement disciplinary action by way of a written reprimand coupled with a suspension or <br />the Employer may determine that the conduct is of such a serious nature as to warrant a <br />different combination of disciplinary actions. Disciplinary action does not have to be taken in <br />order of increasing severity from oral reprimand to discharge. <br />LO.4 When the Employer determines that circumstances are such that retention of the employee will <br />likely result in disruption of County programs, damage to or loss of County property or be <br />injurious to the County employee, fellow employees or the services provided by the County, the <br />Employer may suspend the employee immediately pending a formal determination of <br />disciplinary action. <br />10.5 Prior to imposing disciplinary action, except as provided in Article 10.4, the Employer shall meet <br />with the employee and advise the employee of the alleged misconduct or reason for possible <br />disciplinary action. The employee will be provided an opportunity to respond to the allegation. <br />The employee may request to have a Union representative present for this meeting. <br />10.6 Probationary employees may be discharged or terminated at any time without just cause. <br />10.7 Copies of disciplinary action, including notations of verbal reprimands, taken by the Employer <br />shall be forwarded to the Staff Representative and placed in the personnel file. <br />10.8 Verbal and written reprimands shall be removed from the personnel file after twenty-four (24) <br />months unless the employee commits similar infractions during the twenty-four (24) month <br />period. For other disciplinary actions, the employee may request the reprimand be removed <br />from the personnel file at twenty-four (24) months and on a yearly basis thereafter. The <br />decision on removal shall be at the discretion of the Employer. <br />10.9 Any disciplinary document placed in the personnel files shall be initialed by the employee. The <br />employee's initials are not an admission of guilt or wrongdoing, but verification that he/she has <br />seen it, and it is the document that was placed in the file. <br />10.10 The employee shall be allowed an opportunity to respond to the disciplinary action, in writing, <br />and the employee's response shall be included in the personnel file. <br />10.11 Each employee shall be allowed access to his/her official personnel file for review of its content. <br />The employee's official personnelfile will be maintained and located in the Human Resources <br />Office. <br />ARTICLE 11- HOLIDAYS <br />tL.L The following legal paid holidays shall be recognized <br />7t