A non-probationary employee with more than six (6) months of consecutive service with the
University may be dismissed under progressive discipline after prior issuance of two (2) written
warnings for similar offenses (cross reference Probationary Period policy).
In absence of six (6) months of consecutive service within the University, an employee may be
dismissed under progressive discipline after prior issuance of one (1) written warning for a
similar offense.
Gross misconduct may result in a one-time warning letter.
DEMOTION:
Demotion occurs when an employee is voluntarily or involuntarily moved to a vacant position in
a lower pay grade than his/her former position for disciplinary reasons. Demotion may occur
when an employee unsatisfactorily performs on the job, however, can satisfactorily accomplish
the responsibilities of a vacant position within the control, and at the discretionary approval, of
the supervisor or higher administrative authority. The employee’s salary will be reduced
consistent with compensation policy. A new probationary period begins the day the new
employee begins his/her new position. Demotion shall only occur after consultation with the
Division of Human Resources Employee Relations staff at 293-5700 extension 5. The Division
of Human Resources shall consult with the Office of General Counsel regarding the situation
prior to any disciplinary action.
Before disciplinary action may occur, the supervisor must give the employee written notice of
the intent to demote, the charges against him/her, why the behavior is unsatisfactory, an
explanation of the employer’s evidence, and an opportunity to present his/her explanation of the
behavior in question within a reasonable time frame.
Any demotion action taken will be confirmed in writing to the employee.
SUSPENSION:
Depending upon the severity of the offense and the employee’s previous record, the supervisor
may suspend a non-exempt employee without pay for a period of 1-15 working days when, in the
judgment of the supervisor, improved performance is attainable without resorting to discharge.
Exempt employees may be suspended without pay for a period of 1-15 working days, for a major
safety violation. In all other circumstances, exempt employee suspensions must be in week long
increments to a maximum of three weeks. Suspension shall only occur after consultation with the
Division of Human Resources Employee Relations staff at 293-5700 extension 5. The Division
of Human Resources shall consult with the Office of General Counsel regarding the situation
prior to any disciplinary action.
Before disciplinary action may occur, the supervisor must give the employee written notice of
the intent to suspend, the charges against him/her, why the behavior is unsatisfactory, an
explanation of the employer’s evidence, and an opportunity to present his/her explanation of the
behavior in question within a reasonable time frame.