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University of Iowa Committee on Human Rights policies, 1958-1986

1971-07-21 Regents, Board of Page 68

REGENTS, BOARD OF    68

five days after notification as provided in paragraph "d" of this subrule, a written grievance with the resident director (at Step 3 of the grievance procedure provided in 10,3 or at a comparable step of a procedure approved under 10.3(1). If not satisfied with the decision rendered at that step, the employee may pursue his appeal in accordance with the grievance procedure.

j. A permanent employee in a class of position in which lay-offs are to be effected may, in lieu of lay-off, elect voluntary demotion to a position in the next lower class of position in the same series, or, in the absence of a lower class in the same series, to a class of position which the employee has formerly occupied while in the continuous employment of the institution. Such demotion or the occupying of a formerly held position will not be permitted, however, if the result thereof would be to cause the lay-off of a permanent employee with a greater combined total of retention points. To exercise the right of voluntary demotion or to occupy a formerly held position in lieu of lay-off, the employee must notify the resident director in writing of such election not later than five days after receiving notice of lay-off. Any permanent employee displaced under these provisions will have the right of election as provided herein. 

An employee who is laid off or who accepts voluntary demotion in lieu of lay-off will at his request have his name placed on a re-employment eligibility list in accordance with chapter 6.

[Effective January 1, 1972]

REGENTS, BOARD OF 
(continued)

Pursuant to the authority of chapter 262 of the Code the following rules are adopted. 
[Filed July 12, 1971]

CHAPTER 9
DISCIPLINARY ACTIONS

9.1(19A) Causes for disciplinary action. All employees may be subject to disciplinary action for any of the reasons specified in section 19A.9(16) of the Code.

9.2(19A) Disciplinary actions. Disciplinary action will be reasonable, timely and related in severity to the seriousness of the offense, however, this will not preclude reasonable penalties of varying severity for an accumulation of offenses. 

9.2(1) Suspension. A department head may, for cause in accordance with 9.1(19A), suspend any employee for such length of time as it considers appropriate but not to exceed ten days at any one time or twenty days in any twelve month period. The department head will inform the affected employee of the suspension and the reasons therefor in writing within twenty-four hours of the time the action is taken. A copy of the suspension will be sent by the department to the resident director and will be maintained in the employee's personal file. The employee may appeal the action directly to Step 2 of the grievance procedure specified in 10.3(19A) or to a comparable step in grievance procedure approved in accordance with 10.3(1). If not satisfied with the decision rendered at that step. the employee may pursue his appeal in accordance with the grievance procedure. 

9.2(2) Reduction of pay within grade. A department head may, for cause in accordance with 9.1(19A), reduce the pay of an employee to a lower step within the pay grade assigned to the class position. The department head will notify the affected employee of the reduction, the reasons therefor and the duration thereof, in writing within 24 hours of the time the action is taken. A copy of the reduction notice will be sent by the department to the resident director and will be maintained in the employee's personal file. The employee may appeal the action directly to Step 2 of the grievance procedure specified in 10.3(19A) or a comparable step in a grievance procedure approved in accordance with 10.3(1). If not satisfied with the decision rendered at that step, the employee may pursue his appeal in accordance with the grievance procedure. 

9.2(3) Demotion. A department head may, for cause in accordance with 9.1 (19A), demote an employee to a vacant position of like status in a lower class provided the employee meets the qualifications for that lower class. The

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REGENTS, BOARD OF 68 five days after notification as provided in paragraph "d" of this subrule, a written grievance with the resident director (at Step 3 of the grievance procedure provided in 10,3 or at a comparable step of a procedure approved under 10.3(1). If not satisfied with the decision rendered at that step, the employee may pursue his appeal in accordance with the grievance procedure. j. A permanent employee in a class of position in which lay-offs are to be effected may, in lieu of lay-off, elect voluntary demotion to a position in the next lower class of position in the same series, or, in the absence of a lower class in the same series, to a class of position which the employee has formerly occupied while in the continuous employment of the institution. Such demotion or the occupying of a formerly held position will not be permitted, however, if the result thereof would be to cause the lay-off of a permanent employee with a greater combined total of retention points. To exercise the right of voluntary demotion or to occupy a formerly held position in lieu of lay-off, the employee must notify the resident director in writing of such election not later than five days after receiving notice of lay-off. Any permanent employee displaced under these provisions will have the right of election as provided herein. An employee who is laid off or who accepts voluntary demotion in lieu of lay-off will at his request have his name placed on a re-employment eligibility list in accordance with chapter 6. [Effective January 1, 1972] REGENTS, BOARD OF (continued) Pursuant to the authority of chapter 262 of the Code the following rules are adopted. [Filed July 12, 1971] CHAPTER 9 DISCIPLINARY ACTIONS 9.1(19A) Causes for disciplinary action. All employees may be subject to disciplinary action for any of the reasons specified in section 19A.9(16) of the Code. 9.2(19A) Disciplinary actions. Disciplinary action will be reasonable, timely and related in severity to the seriousness of the offense, however, this will not preclude reasonable penalties of varying severity for an accumulation of offenses. 9.2(1) Suspension. A department head may, for cause in accordance with 9.1(19A), suspend any employee for such length of time as it considers appropriate but not to exceed ten days at any one time or twenty days in any twelve month period. The department head will inform the affected employee of the suspension and the reasons therefor in writing within twenty-four hours of the time the action is taken. A copy of the suspension will be sent by the department to the resident director and will be maintained in the employee's personal file. The employee may appeal the action directly to Step 2 of the grievance procedure specified in 10.3(19A) or to a comparable step in grievance procedure approved in accordance with 10.3(1). If not satisfied with the decision rendered at that step. the employee may pursue his appeal in accordance with the grievance procedure. 9.2(2) Reduction of pay within grade. A department head may, for cause in accordance with 9.1(19A), reduce the pay of an employee to a lower step within the pay grade assigned to the class position. The department head will notify the affected employee of the reduction, the reasons therefor and the duration thereof, in writing within 24 hours of the time the action is taken. A copy of the reduction notice will be sent by the department to the resident director and will be maintained in the employee's personal file. The employee may appeal the action directly to Step 2 of the grievance procedure specified in 10.3(19A) or a comparable step in a grievance procedure approved in accordance with 10.3(1). If not satisfied with the decision rendered at that step, the employee may pursue his appeal in accordance with the grievance procedure. 9.2(3) Demotion. A department head may, for cause in accordance with 9.1 (19A), demote an employee to a vacant position of like status in a lower class provided the employee meets the qualifications for that lower class. The