Dismissal, demotion, or suspension of employees may be effected by the employee's
immediate supervisor when the supervisor determines that the employee's performance
of duty or personal conduct is unsatisfactory; however, prior to any disciplinary
action that will result in suspension, demotion, or termination of an employee, the
Human Resources Office of Faculty and Staff Relations must be consulted.
An employee suspended without pay for disciplinary and/or performance reasons may not use accrued leave in order to be paid for such absences.
While not exhaustive, the following are examples of unacceptable actions which may result in an employee receiving disciplinary action such as verbal or written warning, suspension without pay, demotion, or discharge:
The employee shall be informed in writing of the reasons for the action taken and granted a reasonable opportunity (not less than five working days) to initiate an appeal as outlined in the University’s Grievance Policy and Procedures to the applicable Vice President prior to the effective date of the action; provided however, that under emergency circumstances when immediate action is necessary, the employee may be forthwith dismissed, demoted or suspended, with or without pay, by the immediate supervisor, pending a review by the next highest authority. Any such employee shall also be entitled to the procedural protections afforded by the Grievance & Disciplinary Review Policy.
(Move or add to “Involuntary Separation”)
Demotion - A demotion is when a staff employee is placed in a different classification having a lower pay range, or an employee's position is reclassified to a classification having a lower pay range. When an employee is placed in a different classification having a lower pay range, the employee's pay may remain unchanged or be reduced at the discretion of the department head. If an employee's position is reclassified to a lower pay range for other than disciplinary reasons, the salary should not be reduced.
Staff employees who are terminated, demoted, or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the President of an institution or his designee, shall not be governed by the procedures described above. Such employees shall, however, have the right of appeal to the Board of Regents as provided in Article VIII of the Bylaws of the Board of Regents.
Responsible University Senior Administrator: Vice President for Finance & Administration
Responsible University Administrator: Associate Vice President for Human Resources
Policy Owner: firstname.lastname@example.org
Policy Contact: Sige Burden
Phone Number: 706-542-9231