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.
- 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.
- 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.
- Prior to such recommendation for demotion a written explanation for the demotion shall be forwarded to Human Resources.
- Demotions within a department or between departments will follow the procedures outlined in Promotions and Transfers and Pay Plan.
- 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.
- 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.