Investigatory. Suspensions
Investigatory. Leave The University may place an employee on investigatory leave without prior notice in order to review or investigate allegations of conduct. If upon conclusion of the investigation neither suspension without pay nor dismissal is determined to be appropriate, the employee shall be paid for the leave. If suspension without pay or dismissal is determined to be appropriate, up to fifteen (15) work days of the investigatory leave period may be without pay, provided the notice provisions and the employee response provisions in Sections D and E have been followed. Notice Written notice of intent to suspend for more than five (5) working days, demote, or dismiss shall be given to the employee by hand delivery or first class mail. (Proof of Service Required) The date on which the notice of intent was personally delivered or mailed shall constitute the "date of issuance" of the notice of intent. The notice of intent shall: a. Inform the employee of the disciplinary action which the University intends to take, the reason for the disciplinary action, and the effective date of the disciplinary action; b. Inform the employee that he or she has a right to respond either orally or in writing, to whom to respond, and that the response must be received within ten (10) calendar days of the date of the issuance of the notice of intent in accordance with section E. below; c. Include a copy of the charge and material upon which the charge is based. A copy of the notice of intent shall be sent to AFSCME. Employee Response Employee response to the notice of intent must be received within 10 calendar days from date of issuance (Respond orally or in writing).
Investigatory. Leave The University may place an employee on investigatory leave with pay in order to review or investigate allegations of conduct which, in the University's view, would warrant relieving the employee immediately from all work duties. An investigatory leave with pay shall not be considered corrective action or discipline as defined in this Article. Notice Written notice of intent to suspend for more than five days, reduce an employee’s salary for more than thirty (30) working days, demote, or dismiss shall be given to the employee, either by hand delivery or by first class mail. (Proof of Service Required). The date mailed/hand delivered constitutes the "date of issuance" of the notice of intent (Copy to UPTE). The notice shall: a. Inform the employee of the action intended, the reason for the disciplinary action and the effective date of the action; b. Include a copy of the charge and material upon which the charge is based; and c. Inform the employee of the right to respond and to whom to respond within the time limit in Section F., below, either orally or in writing in accordance with Section F. Employee Response Employee response to the notice of intent must be received within 10 calendar days from date of issuance (Respond orally or in writing). University Response After review of the employee's timely response, if any, the University shall notify the employee of any action to be taken. Such action to be taken may not include discipline more severe than that described in the notice of intent; however, the University may reduce such discipline without the issuance of a further notice of intent. When such action includes a suspension without pay for five (5) days or longer, a copy of the letter of discipline/suspension will be sent concurrently to UPTE.
Investigatory. Leave The University may place an employee on investigatory leave without prior notice in order to review or investigate allegations of conduct. If upon conclusion of the investigation neither suspension without pay nor dismissal is determined to be appropriate, the employee shall be paid for the leave. If suspension without pay or dismissal is determined to be appropriate, up to 15 work days (120 hours) of the investigatory leave period may be without pay. Notice Written notice of intent to suspend for more than five working days, demote, or dismiss shall be given to the employee, either by hand delivery or first class mail. Proof of Service Required. The date mailed/hand delivered constitutes the "date of issuance" of the notice of intent. (Copy to FUPOA) Employee Response Employee response to notice of intent must be received within 15 calendars from the date of issuance of such notice (Repond orally or in writing).
