ARTICLE 7.          CORRECTIVE ACTIONS                                     EFFECTIVE DATE:  05/04/98
RULE 701.             DISCIPLINE                                                           REVISED DATE:

A.    GENERAL:

        1.    A disciplinary action is an action taken in response to inappropriate performance or other 
                work-related behavior. The degree of disciplinary action shall relate to the gravity of the 
                improper conduct and/or the past performance and conduct of the employee. Generally, 
                disciplinary measures begin with a less severe action and become increasingly severe if new 
                offenses occur. In some cases, however, even in the absence of prior disciplinary action, a 
                particular offense may be so serious in nature as to warrant immediate suspension, demotion 
                or dismissal.

         2.    Verbal counseling may be noted by the Division Head or supervisor. All written counselings 
                shall be documented by the Division Head or supervisor and acknowledged by the employee.

        3.     Reasonable suspicion or grounds to believe that violations of the following, or repetitions of poor 
                performance or improper conduct may constitute cause for disciplinary actions: (This listing is not 
                intended to be exhaustive but is for illustrative purposes only).

                a.    Violation of the Code of Conduct for Judicial employees;

                b.    Fraud in securing appointment;

                c.    Incompetence or inefficiency in the performance of the duties of the position which detracts 
                       from the business of the Court which may include any of the following:

                        1)    Placing the Court at financial risk.

                        2)    Slowing or placing added burden on co-workers or other divisions.

                        3)    Loss or damage to property.

                        4)    Harming community relations.

                        5)    Harming customer relations.

                        6)    Infringing upon co-workers rights, including but not limited to the right to privacy.

                        7)    Slowing or placing added burden on subordinates or supervisors.

                        8)    Unauthorized disclosure of confidential information.

                d.    Physical or verbal conduct or behavior which is offensive, coercive, abusive, 
                        threatening, obscene or likely to incite violence or retaliation;

                e.    Neglect of duty;

                f.     Insubordination or willful disobedience, violation of any lawful official regulation or order, 
                        or failure to obey any proper directive made by a superior;

                g.    Dishonesty, misappropriation, destruction, unauthorized removal, relocation, theft or 
                       conversion of Court property or the property of other employees or citizens;

                h.    Unlawful manufacturing, distributing, possessing, dispensing, using or being under the
                        influence of alcohol, dangerous drugs including but not limited to a narcotic, barbiturate, 
                        marijuana, prescription drugs or a tranquilizing or hallucinogenic drug while on duty, or 
                        on Court property. This includes the taking of medications or drugs, prescribed or 
                        nonprescribed, when the affect of taking such drug(s) interferes with the safe or efficient 
                        performance of job duties or 
                        operation of Court equipment.

                i.    Unsatisfactory attendance; absence without leave; unauthorized absence from the workplace 
                       during the workshift; excessive absenteeism not covered by the FMLA or ADA;

                j.     Commission of a felony or misdemeanor as established either by a formal conviction or by 
                       other clear and convincing evidence involving moral turpitude which adversely reflects on the 
                       Court or affects the employee's suitability for continued employment;

                k.    Discourteous treatment of the public;

                l.      Loss of required qualifications, license or certificate;

                m.    Engaging in prohibited political activity;

                n.    Misuse or abuse of work time to include the surreptitious use of eaves- dropping devices 
                        (i.e. tape recorder, listening device, etc.) or leave privileges;

                o.    Violation of any of these Rules or the policies, procedures or practices of the Division in 
                        which employed; unsatisfactory performance or conduct; or any other conduct or behavior 
                        which discredits the Court.

                p.    Mishandling of Court funds, or intended falsification of any information required by the Court;

                q.    Lying, deceitful behavior, falsification or unauthorized use of Court records, reports or claims 
                        (to include logging and maintaining hidden time records);

                r.    Seeking to obtain financial, sexual or political benefit from another employee by wrongful use 
                       of position, force or fear;

                s.    Engaging in unlawful discrimination and/or harassment as defined by the Court's rules;

                t.    Actual or attempted use of Court employment for personal gain or benefit of friends or 
                       acquaintances;

                u.    Unsafe or unhealthy work habits or actions, including unsafe driving habits;

                v.    Failure to report accidents/incidents;

                w.    Multiple wage garnishments;

                x.    The refusal, when so directed, to be examined by a licensed physician designated by the 
                       Court;

                y.    Unauthorized possession of firearms or other weapons on Court property. Exceptions to 
                       this Rule may exist in certain public safety assignments;

                z.    Gambling on Court property;

                aa.    Smoking if prohibited by local ordinance or Court Rules;

                bb.    Unauthorized sleeping on the job;

                cc.    Improper attire or inappropriate personal appearance (ie. failure to wear clothing and/or 
                        to maintain personal appearance appropriate for the work being performed as defined by 
                        the Division Head or designate);

                dd.    Unauthorized use of the Court's communication systems, including possession of unlicensed 
                         software, unauthorized use, removal, revision or deletion of a database;

                ee.    Any other improper conduct or performance which discredits the Court or undermines the 
                        administration of justice and/or proper and efficient operation of Court business including 
                        those items defined in Rule 501 or other conduct which constitutes cause for disciplinary 
                        action.

        4.    All pre-disciplinary actions held in conjunction with a formal disciplinary action are to be 
                coordinated with the Court Administrator or designee.