ARTICLE 7.       CORRECTIVE ACTIONS                             EFFECTIVE DATE: 05/04/98
RULE 702.         ADMINISTRATIVE SUSPENSION              REVISED DATE:
                          AND SPECIAL OBSERVATION

A.    ADMINISTRATIVE SUSPENSION: Non-disciplinary suspensions may be given to an employee
        with or without pay by the Division Head with approval of the Presiding Judge or designee under the
        following circumstances:

1. In cases where an employee is charged with a felony or other crime involving moral turpitude.

        2.    An employee may be suspended in cases where it is deemed to be in the best interest of the
                Court while an inquiry is being made into the conduct of the employee. Such cases may include,
                but are not limited to, matters involving alleged criminal activities as described in Rule 702(A)(1)
                above and serious breaches of non-job-related conduct.

3. An employee may be administratively suspended for up to thirty (30) working days. Extensions
beyond thirty (30) days require further approval of the Presiding Judge.

        4.    Prior to being administratively suspended without pay as provided by these Rules, a regular
                employee against whom such action is proposed shall be provided with a pre-disciplinary review
                as provided for in Rule 703(D).

5. At the conclusion of the suspension, the employee shall be returned to work with or without back
pay or advised of disciplinary or other action.

        6.    An employee who is subject to an administrative suspension without pay is entitled to a
                pre-disciplinary suspension as provided for under Rule 703(D); even though an administrative
                suspension without pay is non-disciplinary in nature.

B. SPECIAL OBSERVATION PERIOD:

        1.    An employee may be placed on a Special Observation Period for the purpose of closely
               monitoring the employee's performance or conduct during a specified period of time not less
               than thirty (30) nor more than one hundred eighty (180) calendar days. The purpose of the
               Special Observation Period is to officially advise the employee that the type of conduct or
               performance deemed unacceptable by the Division Head shall be closely monitored for a specific
               period of time. This need not be in conjunction with a disciplinary action.

        2.    The Notice of the Special Observation Period shall be provided to the employee in writing and
                shall specify the starting and ending dates of the Special Observation Period, the conduct involved,
                the purpose of the observation period, and expectations of the employee during and at completion
                of the period.

        3.    At the end of the Special Observation Period, the employee's supervisor or Division Head shall
                prepare a special Performance Evaluation Report detailing the employee's success or failure in
                completing the Special Observation Period.

4. Unsuccessful completion of the Special Observation Period or related or unrelated unacceptable
performance or conduct during the Special Observation Period may result in disciplinary action.

        5.    In the event of continued substandard performance, marked degradation of performance or any
                unacceptable behavior, whether or not such behavior is the same or similar to that which
                contributed or led to the Special Observation Period, a Division Head may authorize early
                termination of the Special Observation Period and initiation of disciplinary action when the Division
                Head believes such action to be in the best interest of the Court.

6. The assignment of a Special Observation Period may not be grieved or appealed however, the
employee may file a rebuttal in their master personnel record.