POLICY NUMBER: II H
APPLIES TO: NON-EXEMPT STAFF
EFFECTIVE DATE: July 1, 1993
REVISED FROM: February 17, 1990
Demotion is defined as the movement of an employee from one position to another position of a lower pay grade or salary. Occasions may arise when a demotion would be in the best interest of the University rather than layoff or termination of employment.
A demotion may occur during the course of the fiscal year. It may also occur at the time contracts are to be renewed.
1. Demotion may be necessary for the good of the University and/or the employee in cases where an employee cannot perform the work satisfactorily in his/her present position.
2. The administrative head of the department may recommend that an employee be demoted for disciplinary reasons or other justifiable reasons including the written request of the employee.
3. Prior to such recommendation for demotion a written explanation for the demotion shall be forwarded to Human Resources.
4. Demotions within a department or between departments will follow the procedures outlined in Promotions and Transfers and Pay Plan.
5. The employee has the right to file a grievance when he/she has been demoted or a recommendation for demotion has been made pursuant to #2 as stated in this policy. See Policies: VI.A. Staff Grievance and VI.C. Employee Discipline.
6. An employee whose demotion is effective at the beginning of a new fiscal year does not have the right to a hearing. This is considered a new position in a new fiscal year.