A suspension is an adverse action which places an employee for disciplinary reasons in a non-duty and non-pay temporary status. It is taken for egregious misconduct committed by an employee and is considered a severe disciplinary action. When an employee's misconduct supports a suspension action, he/she must be provided the following procedural requirements.

  • An advance written notice stating the specific reason(s) for the proposed action
    • The advance notice for a suspension for 14 days or less is typically 7 days
    • The advance notice for a suspension for more than 14 days is 30 days
  • A reasonable time to answer (normally not less than 7 days) orally or in writing or both and to furnish affidavits and other documentary evidence in support of the answer
  • Representation by an attorney or other representative
  • A written decision with the specific reason(s) for the decision at the earliest practicable date, and avenues of redress such as applicable grievance and appeal rights.

NOTE: A Standard Form 50 (SF 50), Notification of Personnel Action, is processed for a suspension action and it is permanently filed in the employee's electronic Official Personnel Folder (e-OPF).

The Collective Bargaining Agreement must be followed for additional procedural requirements for bargaining unit employees. Therefore, before taking a suspension action, management should consult with their servicing CPAC.

Content last reviewed:7/15/2014 - KRB/BWR