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Date: April, 1989 (revised)
DISCIPLINE AND DISCHARGE DUE PROCESS
I. PURPOSE:
To establish procedures in accordance with the Merit System Law to impose upon an employee disciplinary action, suspension or dismissal.
II. APPLICABLE TO:
All classified employees.
III. POLICY:
1. CORRECTIVE DISCIPLINE:
a. Managers may impose disciplinary action upon an employee only for just cause. A classified may be disciplined (oral or written reprimand) by the manager whenever he/she considers the good of the service to be served thereby. Full and sufficient reason must be stated in writing at the time disciplinary action is taken. Letters of disciplinary action must be handed to the disciplined employee or mailed certified with return receipt requested. Copies of said letter must be filed immediately with the University Office of Human Resource Administration and appropriate union president.
2. SUSPENSION:
a. A disciplinary suspension may be effected only by a written notice given on or before the effective date and signed by the Assistant Vice President for Human Resource Administration or his designee, the Vice President for Business & Finance, or the University President.
b. A request for such action, stating the reasons(s), is forwarded to the Assistant Vice President for Human Resource Administration or his designee in sufficient time to enable scheduling of a pre-disciplinary hearing, if necessary, and the preparation of notice.
c. The notice must be handed to the disciplined employee or mailed, certified with return receipt requested.
d. Supervisors, at all levels, are not authorized to suspend an employee for any reason.
3. DISMISSAL:
a. A termination may be effected only by taking the same steps, outlined above, used to suspend an employee.
b. When a situation requires immediate action, the employee will be relieved from duty for the day and the Assistant Vice President for Human Resource Administration will be notified as soon as possible. The Assistant Vice President for Human Resource Administration will advise the department head as to what action should be taken in response.
4. APPEAL:
a. An employee who feels aggrieved by a disciplinary action, suspension or dismissal has the right to appeal and may process his grievance through either the grievance procedure or before the State Personnel Appeal Board.
b. Suspension or dismissal must be fully documented with full and sufficient reason.
