All employees may be subject to disciplinary action in accordance with this policy; however, it must be followed only in the case of merit or full-time grant employees who are nonprobationary. Other categories may be subject to dismissal without prior disciplinary action. Some employees have the right to file grievances about written warnings and more severe forms of disciplinary action in accordance with Part
10.
Annual and sick leave shall be earned by suspended employees
on a pro-rata basis in proportion to the number of hours worked during
the pay period(s) in which the suspension occurs. Health plan coverage
shall be continued while an employee is on suspension, and the suspended
employee's premium contribution shall continue to be deducted as a
regular payroll deduction. Where no hours are worked and the suspended
employee receives no pay for a pay period during his or her suspension,
the employee shall be billed by the Department of Finance and Budget
for his or her portion of the health plan premium. Suspended employees
shall not be entitled to reimbursement for unused health plan credits.
Notwithstanding the above, a department head has the right to
select the type of discipline appropriate to the offense and considering
the employee's work record.
Contractual employees may be subject to discipline in accordance
with this article. The Board of County Commissioners may specify which
contractual employees may be dismissed by their department head.