DISMISSAL, DEMOTION, OR SUSPENSION

Supervisors who are considering a suspension, demotion or dismissal of an employee must contact the Office of Human Resources and Employee Relations to ensure that all appropriate laws, regulations and policies are observed.

Dismissal of classified employees may be effected by an employee's immediate supervisor who has been granted the authority to impose action up to and including dismissal when the supervisor determines the employee's performance of duty or personal conduct is unsatisfactory. Classified employees may be terminated for just cause. All supervisors are encouraged to follow a progressive discipline process; however, there are certain offenses that warrant immediate termination. Generally, these offenses should be communicated to employees by their supervisor.

A demotion is defined as a reassignment from one position to another position at a lower pay grade or salary range. A demotion can also be defined as a reassignment of duties to a lower level of pay or responsibility even if there is not a change in the employee's job title or position. Involuntary demotions may occur if work is eliminated, abolished or reorganized, as a disciplinary action or if a classified employee is unable to perform the work satisfactorily.

A suspension may occur as part of a Progressive Disciplinary Process or as part of an investigation.

FLEXTIME AND TELEWORK POLICY

RESIGNATIONS