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back pay (See Section 4.5.4). <br />4.5.3 Investigatory suspension of an employee shall <br />not be used for the purpose of delaying an <br />administrative decision on an employee's work <br />status pending the resolution of a civil or <br />criminal court matter involving the employee. <br />4.5.4 An employee who has been suspended for <br />investigatory reasons may be reinstated with up <br />to three (3) days pay deducted from salary. <br />Such determination is to be based upon the <br />County Manager's determination of the degree <br />to which the employee was responsible for or <br />contributed to the reasons for the suspension. <br />This period constitutes a disciplinary <br />suspension without pay and must be effected in <br />accordance with Sections 4.5.5 and 4.5.6. <br />4.5.5 An employee may be suspended without pay for <br />disciplinary purposes for causes relating to <br />any form of personal conduct or in conjunction <br />with a final written warning for performance of <br />duties. However, a disciplinary suspension <br />without pay must be for at least one (1) full <br />working day, but not more than three (3) <br />working days. <br />4.5.6 An employee who has been suspended without pay <br />must be furnished a statement in writing <br />setting forth the specific acts or omissions <br />that are the reasons for the suspension and the <br />employee's appeal rights. Where suspension is <br />for disciplinary reasons, a copy of the <br />statement shall be forwarded, through <br />administrative channels, to the Personnel <br />Director for the purpose of monitoring the <br />policy use. <br />4.5.7 If the employee fails to report back to work <br />when requested or at the expiration date of <br />suspension, the employee will be considered to <br />have terminated employment, and any subsequent <br />reinstatement or re- employment would.be on the <br />basis of new employment. Any.leave of absence <br />without pay must be fully documented. <br />4.6 Demotion <br />Any employee may be demoted as a disciplinary measure. <br />Demotion may be made on the basis of either <br />unsatisfactory job performance or unacceptable personal <br />conduct. <br />(1) Job Performance - An employee may be demoted for <br />unsatisfactory job performance after the employee <br />E% <br />