Oral Arguments are happening now.View them on the web or via Mobile App on iPhone / iPad or Android (4.0+).

You are here

(3) Suspension Without Pay

Printer-friendly versionPrinter-friendly version

 

   This form of discipline may be imposed when it is felt that a verbal or written warning or a disciplinary probation does not provide sufficient discipline for the violation.

   Suspension without pay shall not exceed 20 workdays and shall be imposed in writing. The document imposing this form of action shall be dated and shall include the reason for the suspension and the number of days the suspension will last.

   Employees placed on suspension without pay shall not be granted vacation, sick, or holiday leave or unused compensatory time off while in a suspended without‑pay status, nor shall they earn vacation, sick, or holiday leave credit during the period of suspension. Also, it should be noted that after 10 days in a non‑paid status an employee must pay the entire premiums on health and life insurance for continued coverage.

   If the same or an additional violation is committed while serving the disciplinary probation period, the employee may be suspended without pay as a result of the new violation. In such instances the period of suspension without pay shall not be credited to the original probation period. Upon completion of the period of suspension without pay, the employee shall complete the probationary period plus any additional period of probation imposed as a result of the violation which caused suspension without pay.

   Suspension without pay may be imposed in conjunction with another form of discipline such as a written warning or a disciplinary probation. In all cases the employee shall be informed in writing of the reasons for the suspension and the fact that failure to improve may result in further discipline. The employee shall be required to acknowledge in writing receipt and understanding of such information. If the employee refuses to sign this document, the supervisor and a witness shall sign a notation of the employee's refusal to sign the document.  A copy of the document shall then be placed in the employee's personnel file. In cases in which the employee is to be placed on disciplinary probation upon return from suspension without pay, the employee shall be informed of this fact at the time the suspension is imposed.

This page was last modified on Wednesday, November 14, 2012