One of the early questions in this section on discipline referred to a suspension with pay and Disciplinary Pay Status. What is that?
In rare cases the General Manager can officially suspend an employee without actually taking the employee off work, without pay. If the employee agrees, the suspension is recorded for purposes of progressive discipline, but time is not served and there is no loss of pay. The agreement is called Disciplinary Pay Status. For example, an employee up for a 15-day suspension who agrees to Disciplinary Pay Status, has the suspension recorded by the Civil Service Commission, but does not lose any work time. If the employees problem continues (usually absenteeism), the next disciplinary action in this example would most likely be a discharge. Division managers may propose Disciplinary Pay Status to the Personnel Director, but it is up to the Personnel Director to recommend it to the General Manager, based on the facts of the case and similar cases in the department.
