6.6. SR 03-01-1993 - Laserfiche WebLink

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. . . " I' .t SHERBURNE COUNTY ADMINISTRATIVE MANUAL Personnel Rules and policies Page 52 Last Date Revised 06/03/92 1) The use of County time, facilities, equipment, and supplies or the badge, uniform, prestige or influence of County employment for private gain; 2) Receipt or acceptance by the employee of any money or other considerations from anyone other than the County for the performance of an act which the employee would be required or expected to perform in the regular course of his/her County employment, or as a part of his/her duties as an employee; 3) The performance of an act in other than his/her capacity as an employee, which act may later be subject directly or indirectly to the control, inspection, review, audit, or enforcement by such employee for the department by which he/she is employed. 18.4 Disciplinary Actions Disciplinary actions, depending on the severity of rule violations or misbehavior, shall be progressive following as closely as possible the steps outlined below. More serious violations and/or misbehavior may warrant the more severe disciplinary action. 18.41 Oral Reorimand This is an action taken by a Department Head in which he/she tells an employee about an action or behavior of the employee which he/she as a Department Head finds obj ectionable or wishes corrected. 18.42 Written Reprimand This is an action taken by a Department Head in which he/she writes out the action or behavior which he/she wishes the employee to change, cease, or begin. The written reprimand shall describe, in detail, the behavior to be corrected, shall give directions and orders for the future, and will point out the consequences of repeating the actions which brought about the written reprimand. Written reprimands must be presented to the employee in accordance with Section 18.5 of these regulations.