There are two steps which are not technically disciplinary actions. One is the Corrective Action Plan (CAP) which is a formalized written plan to help an employee correct behavior or improve performance; and, the other one if a Suspension With Pay which is an administrative tool used to prepare a potential disciplinary action.
Corrective Action Plan
Legal Authority: OKDHS:2-1-7(e)
As stated previously the CAP is a formalized written plan to help an employee correct behavior or improve performance. The CAP itself is not a disciplinary action. The CAP:
- (1) details a specific course of action to assist the employee’s compliance with policy;
- (2) is used only as a part of a written reprimand, suspension without pay, or involuntary demotion;
- (3) lasts no longer than 90 days and provides at least one periodic review date; and
- (4) does not prevent OKDHS from proceeding with the next step of corrective discipline.
Suspension With Pay
A Suspension With Pay is not technically a disciplinary action but is an administrative tool used to prepare a potential disciplinary action.
Legal Authority: OAC 260:25-11-120
- (a) An Appointing Authority may suspend a permanent employee from duty with pay for internal investigatory purposes or to give a permanent employee the required notice and opportunity to respond before involuntary demotion, suspension without pay, or discharge. The Appointing Authority may require the employee to remain available during specified working hours to meet with investigators or other agency officials as required. A notice of suspension with pay, stating the beginning and ending dates and times and specifying any reporting requirements shall be issued to the employee in writing. An employee shall not be placed on suspension with pay more than a total of 20 working days within any 12 month period.
OKDHS:2-1-7(g) policy is similar and provides for reassignment or removal from duty pending an investigation of disciplinary action. “An employee under investigation or awaiting a decision in a disciplinary action remains on duty if possible. The employee may be temporarily reassigned for up to 60 days or suspended with pay for 20 working days in a 12-month period.”