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full premium amount. Following the first full month of return to work, benefits will again be provided <br />by Kittitas County according to the applicable plans. Should the health plan require termination of <br />coverage for unpaid leave of absence, the employee will be offered COBRA. <br />ARTICLE 17 DISCIPLINE AND DISCIPLINARY PROCEDURES <br />The Sheriff or designee may discipline an employee only for just cause inclusive of such events as <br />may be deemed to be just cause as set forth in the Rules and Regulations of the Kittitas County Civil <br />Service Commission but not necessarily limited thereto. Discipline shall be carried out in a manner <br />which is least likely to embarrass the employee before other employees or the public. <br />17.1 <br />17.3 <br />17.4 <br />17.5 <br />17.2 Disciplinary action or measures shall include only the following <br />1. Written reprimand from the Sheriff <br />2. Suspension without pay <br />3. Demotion <br />4. Discharge <br />The parties agree that progressive and escalating levels of discipline are preferable to allow an <br />employee proper notice of misconduct and the opportunity to improve performance and to allow the <br />Employer to document prior disciplinary matters. The level or degree of discipline imposed shall be <br />appropriately based on an employee's prior record of service, length of service, severity of offense <br />and prior record of performance inclusive of field notes referencing oral counseling/warnings relating <br />to misconduct, the order in which these criteria appear is not indicative of their priority. An employee <br />may be suspended without pay when said employee has first received one (1) written reprimand <br />from the Sheriff relating to said employee's previous work or conduct. An employee may be <br />discharged when said employee has first received a suspension relating to said employee's previous <br />work oi conduct. All previous disciplinary actions in an employee's file may be evaluated and <br />considered in a disciplinary action, except those designated ineligible for such consideration <br />according to section 31.5 of this agreement. The following illustrates the disciplinary actions and <br />options available to the Sheriff under this concept: <br />1. First offense . . . written reprimand from the Sheriff <br />2. Second offense . . . written reprimand from the Sheriff, suspension without pay <br />3. Third offense . . . written reprimand from the Sheriff, suspension without pay, demotion, <br />discharge. <br />Notwithstanding subsection 17.3 above, the Sheriff may immediately suspend without pay, or <br />discharge an employee when judicial probable cause for a felony violation has been found. <br />Complaints which could result in discipline shall be brought to the attention of the employee within <br />fifteen (15) calendar days after the supervisor learns of the complaint. The Sheriff shall have thirty <br />(30) caiendar days following notice to the employee to make a decision regarding the discipline. <br />This time limit may be extended due to unexpected caseload, vacation conflicts, emergency, or <br />other necessary reason. Notice to the Union setting forth the reasons for extension shall be <br />provided by the Sheriff. ln cases involving internal investigations or criminal conduct where <br />disclosure could affect the investigation, the timelines set forth above shall not apply. <br />Any employee who is under investigation which may result in any disciplinary action as defined in <br />17.3 above, shall, before being required to respond or answer questions pertaining thereto, be <br />informed of the existence and nature of the investigation. <br />17.6 <br />15