(a) At the time of the non-disciplinary suspension, the appointing authority shall issue written notice of the suspension to the employee describing:
- (1) The cause of the suspension;
- (2) The location, if any, to which the employee shall report during the period of suspension; and
- (3) The anticipated duration of the suspension, if known.
- (b) If an extension is granted under Per 1002.01 or Per 1002.02, the appointing authority shall notify the employee in writing.
- (c) At the conclusion of an investigation or criminal proceedings, the appointing authority shall provide the employee who has been suspended with written notice indicating what action, if any, will be taken.
(d) At the conclusion of the investigation or criminal proceedings, the appointing authority, with the director’s approval, may suspend the employee for up to 30 additional working days in order to initiate disciplinary action when:
- (1) The appointing authority determines the evidence supports an employee’s disciplinary demotion, disciplinary suspension, or termination of employment; and
- (2) The employee’s presence in the workplace poses an immediate risk of harm to that employee, to any other employee, or to any person or property, including electronic files, data, software, or any other tangible or intangible state property.
(e) The director shall approve an extension under (e) above if, at the conclusion of the investigation or criminal proceedings:
- (1) The evidence resulting from the investigation or criminal proceedings supports a disciplinary demotion, suspension, or termination of employment; and
- (2) The employee’s presence in the workplace poses a risk of harm to that employee, to any other employee, or to any person or property, including electronic files, data, software, or any other tangible or intangible state property.
Source. (See Revision Notes at chapter heading for Per 100) #8738, eff 10-18-06; ss by #10817, eff 5-17-15; renumbered by #14065-B; ss by #14435, eff 12-1-25, EXPIRES 12-1-35