Must be issued within 30 calendar days from the date that the appointing authority gains knowledge of the incident triggering the discipline.
Complete the 5 steps - investigate, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
Date the reprimand for the date that you are delivering it to the employee.
Forfeiture of Annual Leave
The annual leave must be deducted from the employee’s account within 30 calendar days of the appointing authority’s knowledge of the incident that triggers the discipline.
An appointing authority or designee may require an employee to forfeit up to 15 days of accrued annual leave per occurrence.
Complete the 5 steps - investigation, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
Suspension without pay
Must be done within 5 workdays following the close of the employee’s next shift after the appointing authority gained knowledge of the incident triggering the suspension (excludes Saturdays, Sundays, legal holidays, employee leave days).
Complete the 5 steps - investigate, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
If the employee is comp-time eligible, you must suspend for a minimum of 5 days or a multiple of 5 days, and the suspension must begin on a Wednesday.
Do not send an employee home without giving the employee his appeal rights in writing.
Denial of Annual Pay Increase
Must be initiated within 30 calendar days of the incident triggering the denial of pay increase.
Usually done in conjunction with the employee’s PEP (less than meets standard) or can be done for a serious incident.
Complete the 5 steps - investigation, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
Demotion
Must occur within 30 calendar days of the incident triggering the demotion.
For employees who are demoted after reinstatement or competitive promotion, demote the employee to his former position or a comparable position.
Complete the 5 steps - investigate, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
Termination
An employee must be terminated within 30 calendar days of the appointing authority’s gaining knowledge of the incident triggering the termination.
The 5 steps must be completed - investigate, meet, consider mitigation, determine the appropriate discipline, and provide MS-4A.
The Secretary must sign-off on all terminations; therefore, he must receive the Notice of Termination along with a copy of the investigation, and return it to the appointing authority before the 30-day deadline.
The employee must be handed the Notice of Termination with all appropriate signatures and a copy of the investigative results within the 30-day deadline with an effective date of termination, that must also be within the 30 day deadline.