Opinion ID: 6221815
Heading Depth: 2
Heading Rank: 3

Heading: Disciplinary Meeting and Probation

Text: Litzsinger returned from FMLA leave on August 21. On August 30, the Coroner and Chief Deputy Coroner met with Litzsinger to discuss her performance issues. The conversation covered many of the same topics that were included in the written reprimand drafted prior to Litzsinger taking leave, such as 6 Appellate Case: 21-1106 Document: 010110645319 Date Filed: 02/15/2022 Page: 7 Litzsinger’s secondary employment, sleeping during graveyard shifts, 2 and failure to meet deadlines. The Coroner was particularly troubled by Litzsinger’s excessive use of the Internet for personal reasons at work. During a review of Litzsinger’s Internet history, the Coroner discovered that Litzsinger spent an average of 90 to 120 minutes per shift using the Internet for reasons other than work, such as social media and online shopping. The Coroner also identified several timesheets where Litzsinger recorded her time as working on reports, but where Litzsinger’s Internet history showed that she was instead visiting personal Internet websites. The Coroner also noted that Litzsinger was chronically behind on her work, which made the personal Internet use more egregious. The Coroner ultimately decided to place Litzsinger on probation instead of terminating her. But the Coroner remarked that she could terminate Litzsinger for many reasons, including dereliction of duty, fraudulent timesheets, using the Internet for personal reasons, and consistently being behind on her work. Litzsinger did not deny that she had committed the alleged violations of 2 Litzsinger told her supervisors during the meeting that she could not work graveyard shifts anymore because her evening medication made her sleepy. The Chief Deputy Coroner said that the proper way to handle the situation would have been for Litzsinger to raise the issue through the appropriate channels and present a doctor’s note rather than sleep on shift. The Chief Deputy Coroner also mentioned that she had asked Litzsinger whether she needed assistance or adjustments in her work due to her mental health and that Litzsinger had always declined any help. Litzsinger said she refused help and accommodations because she thought it would show weakness and possibly lead to disciplinary action. 7 Appellate Case: 21-1106 Document: 010110645319 Date Filed: 02/15/2022 Page: 8 workplace policies. Instead, she agreed with the Coroner, telling her, “You have every right to terminate me right now.” Ex. V (audio clip), at 01:31–33 (filed conventionally). The terms of Litzsinger’s probation included the following:  Refrain from using the Internet for personal reasons while at work  Complete all work tasks within assigned timeframes  Follow every policy and procedure and ask if any policy or procedure seems unclear At the end of the disciplinary meeting, the Coroner told Litzsinger that she would not be given any more chances and that if there were further issues, Litzsinger would be terminated. Litzsinger acknowledged the terms of her probation and the consequences of noncompliance. Litzsinger then thanked the Coroner for being fair and for giving her an opportunity to keep her job in a probationary status.