An appointing authority may take appropriate action to remove, suspend, demote, reduce in pay, reassign or reprimand an employee for cause.
Delinquency, immoral conduct, or a dishonest act on the part of any employee reflects adversely, directly or indirectly, upon fellow employees and upon the public service; and it is the policy of the University to deal promptly, fairly, and adequately with an employee is involved with any such acts. Officials or supervisors who administer discipline are expected to be firm, objective, impartial or impersonal and free from prejudice. An employee who is unsure about the propriety of any intended act should get a ruling from the supervisor and/or higher officials.
An employee may be removed from the State Civil Service for grave reasons, including but not limited to, the following:
- failure to meet job standards or to carry out duties
- any dishonesty
- falsification of any records
- any misconduct
- disorderly conduct (profanity, fighting, quarreling, etc.)
- immoral conduct
- intoxication or addiction while on duty
- poor attendance
- unexcused absences, failure to process request for leave
- excessive unexcused tardiness
- false claims for sick leave
- falsification of attendance records: including failure to show all actual hours on duty, all hours on leave
- willful destruction of state property
- failure to abide by rules and policies
- any involvements prohibited by law
An employee who is suspended without pay shall be so notified by the appointing authority on or before the effective date of the suspension, and each employee so suspended shall be furnished detailed reasons in writing within 15 calendar days following the effective date of suspension.
An employee who has been suspended without pay may be paid for time lost if his or her conduct, ability, or performance is found after investigation to be such as not to warrant disciplinary or corrective action.
In every case of removal, demotion or reduction in pay for cause of a permanent employee, the appointing authority or authorized agent shall furnish the employee at the time such action is taken, or prior thereto, a statement in writing giving detailed reasons for such action.
4.17.1 Supervisor’s Responsibility in Discipline
If discipline is to be maintained, it is the supervisor’s responsibility to keep Human Resources informed concerning any misconduct on the part of an employee. This information should be in writing and should be forwarded to Human Resources at the same time it is given to the employee. Supervisors having any questions regarding documentation of discipline should consult Human Resources. The Appointing Authority, or authorized designee, is the only person who can take disciplinary action against an employee.
Changes to Section of Manual
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