POLICY NO: 622
EFFECTIVE DATE: 02/01/1990
SUSPENSION
Suspension provides a mechanism for temporarily removing a staff member from the
workplace for serious misconduct pending further investigation of the situation.
Before a staff member is suspended, the supervisor should consult with a representative
of OHR/Staff Relations to discuss the circumstances. If this is not possible before the
suspension, such consultation must take place as soon as possible after the suspension.
When there is reason to believe that a staff member has engaged in serious misconduct
including but not limited to misuse of resources, engaging in conduct that disrupts
operations or threatens his/her own safety or the safety of others, harassment,
discrimination, insubordination, or criminal behavior, the staff member may be suspended
immediately with or without pay depending on the circumstances.
A Staff Relations Specialist will review the facts and circumstances, and advise
whether termination is warranted after consultation with appropriate University offices.
If termination is not warranted, the employee will be reinstated. Pay or benefits lost as
a result of the suspension may be restored depending on the circumstances.
Supervisors are cautioned that this policy is only for serious misconduct in
circumstances requiring further investigation or review and is to be read in conjunction
with the PERFORMANCE IMPROVEMENT/DISCIPLINE policy.
622.1 UNION EMPLOYEES
University employees who are covered by collective bargaining agreements should refer
to the appropriate contract article.
Applicability: All Staff Members
Cross-reference: Policy 001, Policy 002, Policy 003, Policy 621, Policy 623, Policy 629, Policy 701, Policy 705, Policy 706, Policy 714
Supersedes Policy Number(s): 705