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77 <br /> 4. 10.2 If an immediate dismissal is made, all <br /> facts leading to the dismissal must be <br /> clearly understood by the supervisor and <br /> the Division or Department Head and a <br /> written summary shall be prepared giving <br /> the circumstances and facts which led to <br /> the decision for dismissal and copy filed <br /> in the employee's personnel file, and a <br /> copy furnished to the employee. <br /> 4. 11 Suspension - (Compulsory Leave of Absence Without <br /> Pay) Suspension of an employee may become neces- <br /> sary because of problems arising as a result of <br /> performance of duties or personal conduct. This <br /> step may be used in the event the various levels <br /> of authority elect to do so. <br /> 4. 12 Compulsory Leave - (Limitations and Cautions <br /> Concerning Compulsory Leave Without Pay) Sus- <br /> pensions may be used as a form of discipline or an <br /> alternative to dismissal. The existing facts and <br /> circumstances should be weighed carefully. In the <br /> event higher levels of authority are not available <br /> for consultation and the severity of the case is <br /> of such a nature that judgment dictates that the <br /> supervisor relieve from duty and remove an em- <br /> ployee from the work site until such time as those <br /> persons in authority are available, the intent of <br /> this provision is carried out. Or, in the event a <br /> "cooling off" period is so indicated, the intent <br /> of this provision is carried out. The length of <br /> time of such compulsory leave is limitd to a <br /> maximum of thirty (30) days in any twelve month <br /> period. <br /> Y 4. 13 If the employee fails to report back to work when <br /> requested or at the expiration date of his sus- <br /> pension, the employee will be considered to have <br /> terminated his employment, and any subsequent <br /> A reinstatement or re-employment would be on the <br /> basis of new employment. Any leave of absence <br /> without pay must be fully documented stating; <br /> Beginning date; <br /> Reason for action; <br /> Brief description of plans and procedures for <br /> solving the problem; and <br /> Signatures of appropriate levels of authority. <br /> 4. 14 At the conclusion of the problem, give dates and <br /> details of the action taken and place in personnel <br /> file. If the employee is suspended and later is <br /> proved riot at fault, he is to be reinstated to a <br /> position of like rank, status, and pay and is to <br /> = <br /> receive his regular rate of pay for the time lost. <br />