Removals, Suspensions, and Demotions

Policy Number: 3349-8-85
Effective Date: 10/01/2010
Updated: 01/01/2025
Reviewed: —
Responsible Department: Human Resources
Applies To: Classified Civil Service Employees

A. Purpose

1. The purpose of this Policy is to establish rules regarding removal, suspensions and demotions of Classified Civil Service Employees.

B. Scope

1. This Policy applies to all Classified Civil Service Employees.

C. Definitions

1. Consult Institution Policy No. 3349‐7‐01.
2. “Absent Without Leave” refers to any Classified Civil Service Employee who is absent from duty habitually or for three or more successive duty days, without leave and without notice to the Employee’s Immediate Supervisor.

D. Policy Statement

1. If a Classified Civil Service Employee will be subject to removal, reduction in pay or position, suspension of twenty‐four or more work hours made for one or more of the statutory reasons enumerated in section 124.34, of the Revised Code, the Employee shall be notified in writing, on a form provided by the Director of Administrative Services or an equivalent form.
   1. The form shall state the statutory reason(s) for the action, and the effective date thereof;
   2. This form shall advise the employee of the right to appeal; and
   3. Any such appeal shall be made in accordance with the rules of the State Personnel Board of Review.
2. At the Appointing Authority’s discretion, an Employee may be demoted as a form of progressive discipline. A demotion shall only be imposed as an alternative to termination.
3. Any Classified Civil Service Employee who is absent from duty habitually or for three (3) or more successive duty days, without leave and without notice to the Employee’s Immediate Supervisor may be subject to removal for neglect of duty.
4. A voluntary written agreement by a Classified Civil Service Employee to a demotion shall be considered a satisfactory basis for such action in the absence of evidence to the contrary. The compensation of an employee following demotion shall be fixed by the Appointing Authority at an equitable rate, not to exceed the rate of pay prior to the demotion.

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