Chapter 3 – Personnel, Training, and Employee Relations

33030.21 Setting the Effective Date of the Action

• After consulting with the employee’s personnel/payroll office, the Hiring Authority shall determine the effective date(s) of the adverse action after allowance for the Skelly period [minimum of five (5) working days or twenty (20) calendar days for managers]. For cases the BIR is monitoring, the effective date shall be at least twenty-one (21) calendar days following the date of service of the Notice of Adverse Action. Consideration shall be given to the following:

  • Suspensions shall be computed on a 24-hour work day basis, excluding legal holidays and regular days off. Holidays are not considered working days for suspension. There is no pay for a holiday occurring during a period of suspension. Holidays occurring during a period of suspension in effect increase the penalty by one day and such scheduling shall be avoided whenever possible. (Example: Four working days suspension for the period of July 1,___, 0800 hours, through July 6, ___, 0759 hours; employee loses five (5) days pay).

  • Time absent on suspension may delay the employee’s next merit salary adjustment and may affect the earnings of vacation and sick leave credits (refer to DOMDepartment Operations Manual or a personnel specialist).

  • In computing reductions in salary, the effective date of reduction shall coincide with the beginning of a pay period and amounts shall coincide with the existing salary range.

  • Effective dates for all actions involving pay issues shall be coordinated with the employee’s personnel/payroll office to avoid overpayment situations.

  • The effective date of the adverse action may only be modified if the Hiring Authority serves to the affected employee a written amendment to the Notice of Adverse Action.