Involuntary Demotion

I. Summary

Involuntary Demotion is a corrective/discipline action resulting in a downward classification, which is normally preceded by a prior disciplinary action (I.e. written warning). An involuntary demotion may or may not be associated with a reduction in salary.


II. Related Policies, Contract Articles and References

  1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:

    • PPSM 36: Classification of Positions

    • PPSM 62: Corrective Action

  2. Union Represented Employee - Employees covered by a collective bargaining


III. Authority

The Unit Head is delegated authority to approve correction actions, including demotion following consultation with their Employee Relations (ER) Analyst.

 

IV. Process Overview

  1. Manager/Supervisor Consults with their ER Analyst regarding action.

  2. Manager/Supervisor In consultation with ER Analyst, drafts and issues Notice of Intent letter. Upon completion of review period, determines whether action will proceed. If action will proceed, issues Notice of Demotion and sends a copy to ER Analyst.

  3. Manager/Supervisor Completes and submits an Employee Action Request (EAR) form, new job description and Notice of Demotion to Compensation Analyst.
  4. Compensation Analyst Completes process and forwards to Operations Specialist for updating.

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