A disciplinary suspension with or without pay may be imposed on an employee when a supervisor determines that such action is warranted. Prior to taking such action, a supervisor must first consult with the Office of Human Resources (HR) and the Office of General Counsel (General Counsel).
The employee must be advised in writing of the reason for his or her suspension, the inclusive dates of the suspension, and a notice that failure to return to work on the first scheduled workday following the suspension will result in termination of employment, unless the employee provided prior notice of a valid excuse.
If a supervisor believes that involuntary termination of an employee is appropriate, he or she shall contact the Office of Human Resources for assistance.
A request to terminate employment must identify the behavior or performance problem warranting the action, the measures taken by the supervisor, and the recommended date of termination. The request must be approved by the HR Director and the General Counsel.
HR and the General Counsel must be consulted prior to any disciplinary action which results in any of the following:
Issuance of a Performance Improvement Plan (PIP);
Suspension;
Demotion;
Reassignment;
Modification of work hours;
Modification of work duties; or
Modification of pay or benefits
Established Work Rules Policy
Termination Policy