[PSS Notice of Suspension – Employee did not respond: This letter template to be used in consultation with Employee Labor Relations]

Hand Delivered or

Sent via United States Mail with Proof of Service

[Date]

[Employee Name]

[Address]

[City, State Zip Code]

[Job Title]

[Department/Division]

Dear [Employee Name]:

Re: Notice of Suspension

In accordance with Personnel Policies for Staff Members (PPSM) Policy 62, Corrective Action – Professional and Support Staff (Attachment 1), you were issued a Notice of Intent to Suspend, (Attachment 2) without pay for [number of days][1] from your University Position of [Job Title] in the [Department] of [Division] for continued [state the conduct and/or performance that needs to be improved and/or corrected].[2]

You did not respond to the Notice of Intent to Suspend either orally and/or in writing within eight (8) calendar days from the date of the Notice of Intent to Suspend. There is no new information that would persuade me to alter the decision regarding your suspension. Therefore, you will be suspended without pay from [Date] through [Date].

You have the right to have this decision reviewed under the terms of Personnel Policies for Staff Members (PPSM) Policy 70, Complaint Resolution (Attachment 3).

Sincerely,

[Person serving as Skelly Officer signs this letter]

[Title]

[Department]

Enclosures:

Attachment 1: Personnel Policies for Staff Members Policy 62

Attachment 2: [Date] Notice of Intent to Suspend

Attachment 3: Personnel Policies for Staff Members Policy 70

Attachment 4: [Date] Proof of Service

Copy: Manager

Employee & Labor Relations Analyst

Personnel File

Revised December 1, 2012

[1] Note to Manager: For exempt employees, suspension without pay may be imposed only in increments of one workweek; however, suspension without pay in increments of less than a workweek may be permitted when the infraction is a violation of a significant safety rule relating to prevention of serious danger to the workplace or other employees.

[2] Note to Manager: At least one written warning shall precede any other more serious corrective action except when corrective action is the result of performance or conduct which an employee knows or reasonably should have known was unsatisfactory. Such corrective performance or conduct may include but is not limited to violations of law, dishonesty, theft or misappropriation of University property, fighting on the job, insubordination, acts endangering others, or other serious misconduct.