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18.3 The parties agree that progressive and escalating levels of discipline are preferable to allow an employee <br />proper notice of misconduct and the opportunity to improve performance and to allow the Employer to <br />document prior disciplinary matters. The level or degree of discipline imposed shall be appropriately based <br />on an employee's prior record of service, length of service, severity of offense and prior record of discipline <br />inclusive of supervisory notes referencing oral warnings relating to misconducU the order in which these <br />criteria appear is not indicative of their priority. An employee may be suspended without pay when said <br />employee has first received one (1) written reprimand relating to said employee's previous work or <br />conduct. An employee may be discharged when said employee has first received a suspension relating to <br />said employee's previous work or conduct. All previous disciplinary actions in an employee's file may be <br />evaluated and considered in a disciplinary action. The following illustrates the disciplinary actions and <br />options available to the Sheriff under this concept: <br />First offense - written reprimand <br />Second offense - written reprimand, suspension without pay <br />Third offense - written reprimand, suspension without pay, demotion, discharge <br />Notwithstanding Article 18.3 above, the Sheriff may immediately suspend without pay or discharge an <br />employee for a serious event which constitutes just cause for discipline inclusive of such events as are <br />deemed to be just cause by the Kittitas County Civil Service Commission as set forth in the Commission's <br />Rules and Regulations or as amended. <br />18.5 Complaints which could result in discipline shall be brought to the attention of the employee within fifteen <br />(15) calendar days after the supervisor learns of the complaint. The Sheriff shall have thirty (30) days <br />following notice to the employee to make a decision regarding the discipline. This time limit may be <br />extended due to unexpected caseload, vacation conflicts, emergency, or other necessary reason. Notice <br />to the Union setting forth the reasons for extension shall be provided by the Sheriff. ln cases involving <br />internal investigations or criminal conduct where disclosure could affect the investigation, the timelines <br />set forth above shall not apply. <br />18.6 Any employee who is under investigation for disciplinary action which may result in a permanent notation <br />in their personnel file, or which may result in suspension without pay, demotion or discharge, shall, before <br />being required to respond or answer questions pertaining thereto, be informed of the existence and <br />nature of the investigation. <br />t8.7 The provisions of this Article shall not apply to newly hired employees serving a probationary period. <br />Probationary employees shall work under the provisions of this Agreement, but shall be only on a trial <br />basis, during which period they may be discharged without recourse. Probationary employees shall have <br />access to the grievance procedure for any non-disciplinary matters. <br />18.8 Any disciplinary action, as defined in Article 18.3, issued by a supervisor other than the Sheriff shall not be <br />final unless affirmed in writing by the Sheriff. Notations or copies of any such disciplinary action shall be <br />sent to the Union at the time it is given to the employee. <br />LOCAL 760 - CL.ERICAI, f ISC/\1. DEPUT/, FIRE MARSHAL. FMIRGEI'ICY <br />M/:,I..]AGEMEIIT AND TECHFIOLOGY EMPLOIEES ,11!2A2,' - 121)II2O27 <br />A, <br />B. <br />c. <br />18.4 <br />2L)