The county’s personnel policy give supervisors and officials room to maneuver when disciplining government employees.

“Office-holders have some leeway when dealing with an employee,” said county attorney Peg Polanski. “There is nothing about automatic termination.”

Section 14 of the county personnel policy allows department heads to deal with each situation in a case by case basis. If a county driver loses their license, they can be transferred to a job that doesn’t require them to operate a vehicle.

“Each disciplinary situation involves unique circumstances,” the policy reads. “The county reserves the right to consider each individual’s circumstances, work record, and any other appropriate factor in determining appropriate discipline.”

Employees will be disciplined in a progressive fashion, either orally or written, and can be suspended or terminated, but department heads and attorneys will review any involuntary terminations. Disciplinary actions will be accurately recorded, but employees can be suspended without pay as part of a pending investigation.

Employees can be disciplined for a variety of reasons, including poor attendance, poor performance, insubordination, or violating safety policies.

County employees can be suspended during an ongoing felony investigation, even if the unlawful act was committed while off-duty. Misdemeanors that involved county vehicles and/or property will be treated similarly, as will acts that reflect negatively on the county or employee.

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