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Human Resources

Suspension Policy for Clerical and Service Staff (VPBS 141)

PURDUE UNIVERSITY
OFFICE OF THE BUSINESS MANAGER AND ASSISTANT TREASURER
WEST LAFAYETTE, INDIANA 47907

July 29, 1970

To: Deans, Directors and Heads of Schools, Divisions, Departments and Offices

Re: BUSINESS OFFICE MEMORANDUM NO. 141

Suspension Policy for Clerical and Service Staff

To enable supervisors to discipline employees for misconduct or other undesirable acts of behavior, the following Suspension Policy concerning members of the Clerical and Service Staff is approved, effective immediately.

Department heads and/or supervisors shall use the Suspension Policy as a last means of disciplinary action prior to discharge of an employee in an attempt to improve behavior.

POLICY

Employees of the Clerical and Service Staff may be suspended (not to exceed two work weeks) by a department head and/or supervisor as a means of disciplinary action for misconduct or other undesirable acts or behavior, such as: unexcused or excessive absence, excessive tardiness, violation of University and/or departmental policies, rules, regulations, safety standards; and improper care of tools, equipment or other property. Suspension will be used with fairness and discretion in cases where such incidents as listed have occurred, but in which discharge or other more severe discipline appears unwarranted. The suspension status will be designated by the supervisor for a specified period of time. If a suspension of more than two weeks is believed to be necessary, prior approval must be granted by the Department of Personnel Administration.

There shall be no discrimination with regard to race, color, religion, creed, national origin, sex, age, membership in a labor organization, or other employee organizations in the actions leading to or in the decision to suspend an employee.

STATUS

Suspension is a non-working status of employment during which an employee is not paid wages, does not accrue vacation, sick leave, holiday, or other benefits which are based on time worked. However, an employee placed on suspension status will not lose previously accrued vacation or sick leave credits, and will continue coverage in the group insurance program in which he or she was participating prior to suspension. Length of service credit will also continue through the period of suspension.

PROCEDURE

  1. An employee shall be informed in writing that he is in the status of suspended employment, to include (a) the reasons for suspension, (b) the date and time to return to work, and (c) the action to be taken if he does not report for work at the end of the period of suspension.
  2. A copy of such notice shall be forwarded to the Department of Personnel Administration and to the Department of Staff Benefits and Payroll.
  3. In any instance when suspension is the only action taken, the employee is to return to work status in the same job and at the same pay rate as held prior to being suspended.
  4. If, by his own volition, the employee does not return to work and on-duty status at the end of the period of suspension or fails to notify the supervisor in the event he is unable to report on the specific date, he will be terminated from employment by the department head and/or supervisor.

F. R. Ford
Business Manager and Assistant Treasurer