Common use of Disciplinary Procedures Clause in Contracts

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor The Director or his designee may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approvalDirector or his designee. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency exigencies of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative or other counsel prior to responding, said employee will be provided a reasonable time not to exceed three (3) working business days for such response. If the Sheriff Administrator determines that circumstances exist requiring immediate action, the Sheriff Administrator shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Administrator is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Administrator determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity three (3) business days to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate Any supervisor may verbally orally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal oral reprimand. Written reprimands reprimands, suspensions, demotions and discharges may be issued by supervisors (lieutenants and higher) subject to any manager with authorization from the Sheriff's approvalDirector. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 a. Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If a disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts allegations and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she feels is he determines appropriate under the circumstances. 18.2.1 a. In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said the employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 1919 (Grievance Procedure). 18.6 18.4 The provisions of Articles Article 17 (Discipline/Work Rules) and Article 18 (Disciplinary Procedures) do not apply to probationary employees. Said employees who may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee 19.1 RILS shall have the right to have a disciplinary action against him/her reviewed terminate and otherwise discipline Employees for just cause cause, provided that temporary Employees and severity probationary Employees as defined, respectively, in Articles 2 and 8, may be discharged or otherwise disciplined in the sole discretion of RILS. 19.2 RILS agrees to use progressive and corrective discipline, except in cases arising under 19.4. Suspension without pay or termination shall be disciplines of last resort. Once the measure of discipline through either is determined and imposed, RILS shall not increase it for the particular act of misconduct unless new facts or circumstances become known. 19.3 RILS will not use as a basis for discipline any written warning in an Employee’s file after eighteen (18) months if there has been no recurrence of the following procedures. At type or kind of conduct giving rise to the employee's optionwarning. 19.4 Only in unusually serious cases, including, but not limited to, acts of theft or violence may an appeal can Employee be made through suspended immediately with or without pay or terminated immediately. 19.5 Grievances over termination or suspension must be initiated at Step Four of the grievance procedure as procedures outlined in by Article 19, or through the Yakima County Civil Service Commission. The employee's decision 20.2 of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option this Agreement within ten five (105) calendar working days of the disciplinary action; notice of termination or suspension. If any grievance is filed in a case of suspension or termination, the Employee may at his or her option continue to receive his or her salary pending decision on the grievance by the Board of Directors. The suspension or termination is otherwise effective immediately upon notice from the appeal Executive Director. If the Board decision is adverse to the Employee, the proposed action against the Employee’s salary shall be null and void and imposed. In the disciplinary action case where the Employee has elected to receive his or her salary pending Board decision, reimbursement to RILS shall remain as taken. The employee must choose one procedure or not be required until the other; said employee cannot exercise an appeal Union has exhausted all procedures under both proceduresArticle 20. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter 19.6 The Union shall be handled in accordance with applicable procedures as contained in the Rules and Regulations provided copies of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees all notices that may be discharged without cause and without any recoursesent to Employees pursuant to this Article.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the SheriffDirector's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension with or without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension with or without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor The Director may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approvalDirector or designee. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative or other counsel prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand counsel an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimandcounseling. Written ▇▇▇▇▇▇ and written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of verbal reprimands, written reprimands, suspensions, demotions or discharge notices shall be sent to the Union Guild at the time said notices are given to an employee. 18.1.1 A. Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 B. Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union Guild representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances. 18.2.1 A. In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union Guild before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise otherwise, the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 The investigation of any potential disciplinary action shall be completed within sixty (60) days of first notice to the employee's superiors. However, the sixty (60) day period shall be extended by additional thirty (30) day periods if the Sheriff provides written notice to the employee of the extension prior to the expiration of the sixty (60) day period, and then again prior to the expiration of the thirty (30) day extension periods. The notice must explain the reasons for the extension. Expiration of the (30) day period without notice of extension shall constitute a final resolution of the disciplinary action in favor of the employee. Employees will be shown the file and provided an opportunity to offer any information at the completion of the internal investigation and before the file is submitted to the Division Chief or the Sheriff for their determination. 18.6 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.7 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise otherwise, the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 The investigation of any potential disciplinary action shall be completed within sixty (60) days of first notice to the employee's superiors. However, the sixty (60) day period shall be extended by additional thirty (30) day periods if the Sheriff provides written notice to the employee of the extension prior to the expiration of the sixty (60) day period, and then again prior to the expiration of the thirty (30) day extension periods. The notice must explain the reasons for the extension. Expiration of the (30) day period without notice of extension shall constitute a final resolution of the disciplinary action in favor of the employee. Employees will be shown the file and provided an opportunity to offer any information at the completion of the internal investigation and before the file is submitted to the Division Chief or the Sheriff for their determination. 18.6 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.7 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the SheriffDirector's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension with or without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend place the employee without on Administrative Leave with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor The Director may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approvalDirector or designee. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative or other counsel prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. period may only be extended by mutual agreement or in the event that an outside agency has not completed its investigation. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union Guild at the time said notices are given to an employee. 18.1.1 A. Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise. 18.1.2 B. Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union Guild representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances. 18.2.1 A. In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union Guild before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise otherwise, the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 The investigation of any potential disciplinary action shall be completed within sixty (60) days of first notice to the employee's superiors. However, the sixty (60) day period shall be extended by additional thirty (30) day periods if the Sheriff provides written notice to the employee of the extension prior to the expiration of the sixty (60) day period, and then again prior to the expiration of the thirty (30) day extension periods. The notice must explain the reasons for the extension. Expiration of the (30) day period without notice of extension shall constitute a final resolution of the disciplinary action in favor of the employee. Employees will be shown the file and provided an opportunity to offer any information at the completion of the internal investigation and before the file is submitted to the Division Chief or the Sheriff for their determination. 18.6 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.7 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor may verbally reprimand Section 1 Administrative and Managerial staff, or their designee, shall exercise full disciplinary authority consistent with their oath of office and their responsibility to direct employees to perform the required work duties in order to achieve program goals and provide satisfactory services to the general public. Section 2 Normally, discipline shall include but not be limited to (A) A verbal warning; (B) A written warning; (C) A suspension without pay; (D) Discharge, and shall be progressive in nature. Whatever disciplinary action is taken, the parties recognize that the merits of a given situation play an employeeimportant role in determining what action is appropriate, and as such, it is not the intent of the parties that all discipline will necessarily follow the order or steps cited above. The immediate supervisor may make a notation in It is the supervisor's notebook regarding intent of the verbal reprimand. Written reprimands parties that whatever the action, such action shall be consistent with Section 4 of this Article. Section 3 All disciplinary actions may be issued by supervisors (lieutenants appealed through the established grievance procedure. Section 4 Employees shall only be disciplined for just cause. All suspensions, discharges and higher) subject warnings must be stated in writing and a copy given to the Sheriff's approval. Copies of employee and the Union. (A) All verbal warnings and written reprimands, suspensions, demotions or discharge notices warnings shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during removed from the employee's normal work hours unless the exigency record after a period of two (2) years if there has been no reoccurrence of the circumstances dictate otherwiseinfraction and the employee has a good work record. All other disciplinary records shall be removed from an employee's work record after five (5) years if there has been no reoccurrence of the infraction and the employee has a good work record. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to (B) Once an employee has satisfied the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised prerequisites of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3A) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement Employer agrees that it will never bring the disciplinary action he/she feels is appropriate under the circumstanceswarnings or suspensions up again. 18.2.1 In the event dismissal Section 6 Employees who are discharged during their probationary period shall not have recourse to appeal said discharge to Arbitration pursuant to Article 6 of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignationthis Agreement. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. 18.1 An immediate supervisor The Director may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approvalDirector or designee. Copies of written reprimands, suspensions, demotions demotions, or discharge notices shall be sent to the Union at the time said notices are given to an employee. 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate dictates otherwise. 18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative or other counsel prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff Director determines that circumstances exist requiring immediate action, the Sheriff Director shall have the right and authority to immediately suspend the employee without with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff Director is free to implement the disciplinary action he/she he feels is appropriate under the circumstances. agency has not completed its investigation. 18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff Director determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures. 18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission. 18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19. 18.6 18.4 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.