Policy Manual

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.

 


Policy Number: 622
Effective Date: 6/1/1990
Supersedes Policy Number(s): 705
Applicability: All Staff Members
Cross-reference: Policy 001Policy 002Policy 003Policy 621Policy 623Policy 629Policy 701Policy 705Policy 706,Policy 714


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