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760 — Probation <br />responsible for the difference between the county -paid prorated cost and the full premium amount. If the <br />employee does not meet the minimum hours to be eligible for benefits, the employee will be offered <br />COBRA. Following the first full month of return to work, benefits will again be provided by Kittitas County <br />according to the applicable plans. <br />ARTICLE 17 — DISCIPLINE AND DISCIPLINARY PROCEDURES <br />17.1 The Employer may discipline an employee only for just cause. Discipline shall be carried out in a manner <br />which is least likely to embarrass the employee before other employees or the public. <br />17.2 Disciplinary action or measures shall include only the following: <br />A. Verbal Reprimand <br />B. Written reprimand <br />C. Disciplinary Probation <br />D. Suspension without pay <br />E. Demotion <br />F. Discharge <br />17.3 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 ordegree 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 field notes referencing oral warnings relating to misconduct. The order in which these criteria <br />appear is not indicative of their priority. An employee may be suspended without pay when said employee <br />has first received one (1) written reprimand relating to said employee's previous work or conduct. An <br />employee may be discharged when said employee has first received a suspension relating to said <br />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 Employer under this concept: <br />A. First offense —verbal reprimand, written reprimand <br />B. Second offense —written reprimand, suspension without pay <br />C. Third offense —written reprimand, suspension without pay, demotion, discharge <br />17.4 Notwithstanding Article 17.3 above, the Employer 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 Personnel Policies Manual as set forth by the Board of <br />County Commissioners as amended. <br />17.5 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 Employer shall have thirty (30) days <br />following notice to the employee to decide regarding the discipline. This time limit may be extended due <br />to unexpected caseloads, vacation conflicts, emergency, or other necessary reason. Notice to the Union <br />setting forth the reasons for extension shall be provided by the Employer. In cases involving internal <br />investigations or criminal conduct where disclosure could affect the investigation, the timeliness set forth <br />above shall not apply. <br />11 <br />