Download PDF Packet - Agenda

understands the severity of the action and is given opportunity to respond in writing to the
department head before formal action is taken by the department. In cases such as theft or driving
while intoxicated, where the offense itself constitutes a breach of safety or fiscal security that must
be corrected immediately, the employee may be suspended from active duty. Given absolution from
the offense, whereby the appropriate reviewing authority or the civil service commission (in cases of
classified workers) finds the disciplinary action unwarranted, the department must reinstate and pay
the individual for work time lost as a result of the suspension. However, if upheld by the appropriate
reviewing authority or the civil service commission, the individual's dismissal will become effective
with the department's suspension order. Department heads have the option to choose this course at
their discretion although employees have the right to appeal all such actions to the Human Resources
Department. In cases of non-civil service workers, the Commissioners Court may choose to establish
a review committee to hear the employee's complaint and recommend disposition. In the case of civil
service employees, the matter will be referred to the civil service commission for review. Discipline
that may be administered at this level includes:
a. Demotion: The movement of an employee from his/her present position to one with
either a lower starting salary, or a salary level that is less than his/her current salary.
b. Suspension:
1. With Pay: This is an ordered absence from duty while in full pay status for a
prescribed period of time. It allows for immediate response to a suspected but not
fully substantiated offense as well as a period in which an investigation can be
thoroughly pursued.
2. Without Pay: This is an ordered absence from duty without pay for a prescribed
period of time. This level of discipline requires a written notice and the right of the
employee to respond before the suspension occurs.
c. Termination: Removal from the public service.
The third level of discipline is subject to the grievance process.
7.05 Documentation of Disciplinary Action:
a. Any officer or employee of the county may be removed, suspended, or reduced in
rank/compensation by the appointing authority after the probationary period has been
served by an order in writing stating the following:
1. The cause for the discipline.
2. The specific reason supporting the cause.
3. The discipline to be imposed.
4. The effective date, and
5. The right of the employee to appeal to appropriate authority such as through the
Human Resources Department to the Commissioners Court which may choose to
refer the matter to a review committee, or in cases of civil service employees, to the
grievance process of the civil service commission.
Nueces County Personnel Policy Manual Page -47-
Approved by Commissioners Court on January _____, 2013