The change of an employee from one position to another position, which is in a class with a lower salary range maximum, is termed a demotion. This can occur through a voluntary action (request from employee) or involuntary action (i.e., corrective action). For more information about an intra-unit, voluntary demotion, refer to Demotion/Transfer – Voluntary without Open Recruitment.
II. Related Policies, Contract Articles and References
Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:
PPSM 20.B- Recruitment
PPSM 30.E- Salary
Contract Articles - employees covered by a collective bargaining agreement
The Unit Head is delegated authority to approve correction actions, including demotion following consultation with the Employee & Labor Relations (ELR) Analyst.
A demotion, which is the result of a corrective action, will normally be preceded by prior disciplinary actions (i.e. a written warning).
Salary Rate Upon Demotion: Normally, there will be a decrease in salary upon demotion. The resulting salary shall not exceed the maximum of the new salary range.
V. Process Overview
Consults with ELR Analyst regarding action. Drafts corrective action letter and forwards to ELR Analyst for review. (The ELR Analyst can provide sample letters and instruction about the content of the letter.)
Completes and submits to ELR Analyst an Employee Action Request (EAR) form and new job description.
Classifies new position. In conjunction with department/unit and discusses appropriate salary.
Reviews and advises department/unit on corrective action letter content and procedures.
Forwards copies of EAR form to department/unit and to SHR Operations with new job description.
Issues corrective action letter to employee.
Enters information into PPS.
Mandatory Reviewer checks the PAN for accuracy and appropriateness of the action.
Revised July 2002: A.6