When an employee with civil service status is discharged and appeals the decision, what is typically required to uphold the discharge?

The correct choice emphasizes the necessity for sufficient evidence of particular facts and incidents to justify the discharge of an employee with civil service status. In these cases, there's an important principle that the employer must demonstrate a reasonable basis for the disciplinary action taken. This means that the employer must present specific instances or factual circumstances that led to the decision, establishing that the discharge was not arbitrary but rather supported by substantial justification.

Having robust evidence related to the employee's conduct, performance issues, or violations of policy is crucial in ensuring that the discharge aligns with the principles of due process and fair treatment. The burden of proof lies with the employer to redefine the rationale for the employee's removal, which upholds integrity within the civil service system.

The other options, while they include some relevant considerations, do not fully capture the comprehensive need for evidence illustrating a reasonable basis for upholding the discharge, making them less suitable in this context. For instance, expressing opinions from supervisors may provide qualitative insights, but these alone are insufficient without the backing of concrete evidence. Thus, having a foundation of sufficient, factual evidence is paramount in such appeals.