STEP 3 - Suspension without Pay. Suspension without pay or demotion may be administered short of discharge where performance or conduct warrants this level of discipline under just cause standards. Suspensions without pay shall not normally exceed three (3) weeks in duration.
STEP 3 - Suspension without Pay. Suspensions without pay may be administered short of discharge when the offense is of a serious enough nature usually sufficient for discharge or when the inappropriate conduct or performance has continued subsequent to oral or written warnings but when circumstances related to an employee's overall performance would not warrant immediate discharge. When termination, demotion or suspension without pay is considered possible, the Director, or designee, may temporarily suspend the employee with pay and no loss of benefits to investigate a situation to determine what further disciplinary action may be justified.
STEP 3 - Suspension without Pay. Suspensions without pay may be administered short of discharge when the offense is of a serious enough nature usually sufficient for discharge, but when circumstances related to an employee's overall performance would not warrant immediate discharge, or when the inappropriate conduct or performance has continued subsequent to written warnings. At the Elected Official/Department Director’s option, an employee’s accrued annual leave balance may be reduced by an amount equal to the imposed suspension, in lieu of the suspension without pay. Such action shall be equivalent to a suspension without pay for all purposes. Temporary suspensions for no more than ten (10) working days may also be administered in those situations where it becomes necessary to investigate a situation to determine what further disciplinary action may be justified. Temporary suspensions shall be used to give the Employer the opportunity to discuss the problem with the involved parties to determine an appropriate course of action, and when the situation is serious enough for the employee to be removed from the work environment. If, after investigation, it is determined that the employee was not in violation, the suspended employee shall be returned to his or her position, and paid for any lost time. If, however, the employee is found in violation, then the appropriate disciplinary action shall take effect on the date that the investigatory suspension commenced. Such temporary suspensions without pay shall be used only in cases where the employee has allegedly engaged in egregious misconduct, inimical to public service. In all other cases in which the Employer seeks to investigate the alleged misconduct, the Employer may place the employee on administrative leave with pay for the duration of the investigation.
