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23 <br />made, one of the following must occur: <br />Reinstatement of the employee with full back pay; <br />appropriate disciplinary action based on the <br />results of the investigation; reinstatement'of <br />the employee with up to three days pay deducted <br />from the back pay (See Section 4.5.4). <br />See new <br />4.5.3 Investigatory suspension of an employee shall <br />Section <br />not be used for the purpose of delaying an <br />4.8.5 <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 />See new <br />4.5.4 An employee who has been suspended for <br />Appendix <br />investigatory reasons may be reinstated with up <br />1, Item 5 <br />to three (3) days pay deducted from salary. Such <br />determination is to be based upon the County <br />Manager's determination of the degree to which <br />the employee was responsible for or contributed <br />to the reasons for the suspension. This period <br />constitutes a disciplinary suspension without pay <br />and must be effected in accordance with Sections <br />4.5.5 and 4.5.6. <br />See new <br />4.5.5 An employee may be suspended without pay for <br />Appendix 1, <br />disciplinary purposes for causes relating to any <br />Item 5 and <br />form of personal conduct or in conjunction with a <br />Section <br />final written warning for performance of duties. <br />4.3.3 <br />However, a disciplinary suspension without pay <br />must be for at least one (1) full working day, <br />but not more than three (3) working days. <br />See new <br />4.5.6 An employee who has been suspended without pay <br />Appendix <br />must be furnished a statement in writing setting <br />1, Item 5 <br />forth the specific acts or omissions that are the <br />reasons for the suspension and the employee's <br />appeal rights. Where suspension is for <br />disciplinary reasons, a copy of the statement <br />shall be forwarded, through administrative <br />channels, to the Personnel Director for the <br />purpose of monitoring the policy use. <br />Deleted <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 <br />Demotion <br />See new <br />Appendix <br />Any employee may be demoted as a disciplinary measure. <br />1, Item 6 <br />Demotion may be made on the basis of either <br />