32.02.02.I1 Discipline & Dismissal for Non-faculty Employees

The purpose of this rule is to delegate authority to approve dismissals and to describe any procedures unique to the Texas A&M Transportation Institute in the administration of the TAMU System discipline and dismissal policy and regulation.

2.1 Approval from the Director or his/her designee must be obtained prior to dismissing an employee for cause.

2.2 Approval from the Director, or his/her designee, must be obtained to temporarily suspend an employee with or without pay up to five working days, to extend the suspension with pay up to 30 working days, and/or to transfer, demote, or reduce an employee’s salary for disciplinary reasons. Approval from the Director, or his/her designee, must be obtained to suspend an employee without pay for more than five working days. Approval from the Director must be obtained to suspend or extend a suspension with pay for more than 30 working days in accordance with System Regulation 32.02.02 Discipline & Dismissal Procedure for Non-Faculty Employees.

2.3 Requests for disciplinary actions or dismissal will be sent to the TTI Human Resources Office who will forward them to the Director or his/her designee.

2.4 Although the System regulation prohibits the implementation of a suspension without pay until the employee has an opportunity (24 hours) to respond to the notification of suspension without pay, this does not preclude removing an employee from the premises immediately by suspending them with pay during the 24-hour response period if there is a concern the employee may deliberately destroy equipment or computer software, sabotage data or property, or be a threat to co-workers or him/herself.

A written reprimand shall also be acknowledged by the recipient in the same manner as a personal conference as described in Paragraph 4.2 of System Regulation 32.02.02 Discipline & Dismissal Procedure for Non-Faculty Employees.

4.1 The personnel file maintained in the TTI Human Resources Office for its employees is considered the official personnel file.

4.2 When deemed appropriate by the HR Officer, adverse written disciplinary actions and/or related memoranda may be retained in a separate folder to protect the information from those not authorized to view that information. However, these documents are part of an employee’s official personnel file and are available for inspection and copying by the employee and/or a delegated representative. Access to such documents will be based on the provisions of applicable public information statutes.

The supervisor who communicates any action taken under this procedure (verbally or in writing) must inform the employee of the right to appeal this disciplinary action in accordance with TTI Rule 32.01.02.I1, Employee Complaint & Appeal Procedure.