<section article="gsp" article_name="State Personnel and Pensions" number="11-101" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <text>In this title, “employee” includes a former State employee.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-102" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <text>This subtitle applies to all employees in the State Personnel Management System within the Executive Branch except temporary employees.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-103" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <text>Except as otherwise provided, the appointing authority has the burden of proof by a preponderance of the evidence in any proceeding under this subtitle. The head of a principal unit, the Secretary, and the Office of Administrative Hearings shall apply that standard of proof in appeals under this subtitle.</text> </level> <level label="b"> <text>After taking a disciplinary action against an employee, an appointing authority may not impose an additional disciplinary action against that employee for the same conduct unless additional information is made known to the appointing authority after the disciplinary action was taken.</text> </level> <level label="c"> <text>The suspension of an employee who is exempt from the overtime pay requirements of the Fair Labor Standards Act, and under any changes to the Fair Labor Standards Act, shall be done so that the employee’s overtime exemption will not be lost.</text> </level> <level label="d"> <text>An employee may choose any person to assist or represent the employee during an appeal under this subtitle and shall notify the employer of that choice.</text> </level> <level label="e"> <text>All written appeal documents and all decisions rendered under this subtitle may be transmitted electronically to the appropriate parties.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-104" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <text>An appointing authority may take the following disciplinary actions against any employee:</text> <level label="1"> <text>give the employee a written reprimand;</text> </level> <level label="2"> <text>direct the forfeiture of up to 15 work days of the employee’s accrued annual leave;</text> </level> <level label="3"> <text>suspend the employee without pay;</text> </level> <level label="4"> <text>deny the employee an annual pay increase;</text> </level> <level label="5"> <text>demote the employee to a lower pay grade; or</text> </level> <level label="6"> <text>with prior approval of the head of the principal unit:</text> <level label="i"> <text>terminate the employee’s employment, without prejudice; or</text> </level> <level label="ii"> <text>if the appointing authority finds that the employee’s actions are egregious to the extent that the employee does not merit employment in any capacity with the State, terminate the employee’s employment, with prejudice.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-105" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <text>The following actions are causes for automatic termination of employment:</text> <level label="1"> <text>intentional conduct, without justification, that:</text> <level label="i"> <text>seriously injures another person;</text> </level> <level label="ii"> <text>causes substantial damage to property; or</text> </level> <level label="iii"> <text>seriously threatens the safety of the workplace;</text> </level> </level> <level label="2"> <text>theft of State property of a value greater than $300;</text> </level> <level label="3"> <text>illegal sale, use, or possession of drugs on the job;</text> </level> <level label="4"> <text>conviction of a controlled dangerous substance offense by an employee in a designated sensitive classification;</text> </level> <level label="5"> <text>conviction of a felony;</text> </level> <level label="6"> <text>accepting for personal use any fee, gift, or other valuable thing in connection with or during the course of State employment if given to the employee by any person with the hope or expectation of receiving a favor or better treatment than that accorded to other persons;</text> </level> <level label="7"> <level label="i"> <text>violation of the Fair Election Practices Act; or</text> </level> <level label="ii"> <text>using, threatening, or attempting to use political influence or the influence of any State employee or officer in securing promotion, transfer, leave of absence, or increased pay;</text> </level> </level> <level label="8"> <text>wantonly careless conduct or unwarrantable excessive force in the treatment or care of an individual who is a client, patient, prisoner, or any other individual who is in the care or custody of this State; and</text> </level> <level label="9"> <text>violation of § 3–314 of the Criminal Law Article.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-106" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <text>Before taking any disciplinary action related to employee misconduct, an appointing authority shall:</text> <level label="1"> <text>investigate the alleged misconduct;</text> </level> <level label="2"> <text>meet with the employee;</text> </level> <level label="3"> <text>consider any mitigating circumstances;</text> </level> <level label="4"> <text>determine the appropriate disciplinary action, if any, to be imposed; and</text> </level> <level label="5"> <text>give the employee a written notice of the disciplinary action to be taken and the employee’s appeal rights.</text> </level> </level> <level label="b"> <text>Except as provided in subsection (c) of this section, an appointing authority may impose any disciplinary action no later than 30 days after the appointing authority acquires knowledge of the misconduct for which the disciplinary action is imposed.</text> </level> <level label="c"> <level label="1"> <text>An appointing authority may suspend an employee without pay no later than 5 workdays following the close of the employee's next shift after the appointing authority acquires knowledge of the misconduct for which the suspension is imposed.</text> </level> <level label="2"> <text>Saturdays, Sundays, legal holidays, and employee leave days are excluded in calculating the 5-workday period under this subsection.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-107" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <level label="1"> <text>Issuing a counseling memorandum is an instructional communication and is not a disciplinary action within the meaning of this subtitle.</text> </level> <level label="2"> <text>Within 5 days after receiving a counseling memorandum, an employee may submit to the employee's appointing authority a written response to the memorandum. The response shall be placed in the employee's file and attached to any record of the memorandum.</text> </level> <level label="3"> <text>An employee may not take any other action in response to a counseling memorandum.</text> </level> </level> <level label="b"> <level label="1"> <text>Placing an employee on leave without pay when the employee is absent without approval is not a disciplinary action within the meaning of this subtitle.</text> </level> <level label="2"> <text>An employee who is placed on leave without pay for an unapproved absence also may be subject to disciplinary action for the unapproved absence.</text> </level> </level> <level label="c"> <level label="1"> <text>Requiring an employee to make restitution to the State for loss or damage to State property due to the employee's negligence is not a disciplinary action within the meaning of this subtitle.</text> </level> <level label="2"> <text>An appointing authority may not require an employee to pay restitution exceeding 3% of the employee's annual base pay.</text> </level> <level label="3"> <text>An employee who is ordered to make restitution under this subsection also may be subject to civil prosecution or criminal prosecution for wanton destruction of property under the State law.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-108" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <text>This subtitle does not preclude an appointing authority and an employee from agreeing to the:</text> <level label="1"> <text>holding in abeyance of a disciplinary action for a period not to exceed 18 months in order to permit an employee to improve conduct or performance; or</text> </level> <level label="2"> <text>imposition of a lesser disciplinary action as a final and binding action, not subject to any further review.</text> </level> </level> <level label="b"> <level label="1"> <text>If an employee fails to appeal a decision in accordance with this subtitle, the employee is considered to have accepted the decision.</text> </level> <level label="2"> <text>A failure to decide an appeal in accordance with this subtitle is considered a denial from which an appeal may be made.</text> </level> </level> <level label="c"> <text>The parties may agree to waive or extend any time stated in this subtitle.</text> </level> <level label="d"> <text>Each party shall make every effort to resolve an appeal at the lowest level possible.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-109" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, this section applies only to employees in the skilled service or the professional service.</text> </level> <level label="2"> <text>This section does not apply to an employee under a special appointment described in § 6-405 of this article.</text> </level> </level> <level label="b"> <level label="1"> <text>Except as provided in paragraph (3) of this subsection, an employee in the skilled service or the professional service may appeal a disciplinary action taken while the employee is on probation only on the basis that the action was illegal or unconstitutional.</text> </level> <level label="2"> <text>The employee has the burden of proof in an appeal under this subsection.</text> </level> <level label="3"> <text>The limitations in paragraphs (1) and (2) of this subsection do not apply to an employee in the skilled service or the professional service who is on probation following a promotion or reinstatement.</text> </level> </level> <level label="c"> <level label="1"> <text>An employee or an employee’s representative may file with the head of the principal unit a written appeal of a disciplinary action that states, to the extent possible, the issues of fact and law that the employee believes would warrant rescinding the disciplinary action.</text> </level> <level label="2"> <text>An appeal under this subtitle must be filed within 15 days after the employee receives notice of the appointing authority’s action.</text> </level> </level> <level label="d"> <text>The head of the principal unit may confer with the employee before making a decision.</text> </level> <level label="e"> <level label="1"> <text>The head of the principal unit may:</text> <level label="i"> <text>uphold the disciplinary action; or</text> </level> <level label="ii"> <text>rescind or modify the disciplinary action taken and restore to the employee any lost time, compensation, status, or benefits.</text> </level> </level> <level label="2"> <text>Within 15 days after receiving an appeal, the head of the principal unit shall issue to the employee a written decision that addresses each point raised in the appeal.</text> </level> </level> <level label="f"> <text>Within 15 days after issuance of a decision to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-110" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <level label="1"> <text>Within 10 days after receiving a decision under § 11–109 of this subtitle, an employee or an employee’s representative may appeal the decision in writing to the Secretary.</text> </level> <level label="2"> <text>An appeal shall state, to the extent possible, the issues of fact and law that are the basis for the appeal.</text> </level> </level> <level label="b"> <text>Within 30 days after receiving an appeal, the Secretary or designee shall:</text> <level label="1"> <level label="i"> <text>mediate a settlement between the employee and the unit; or</text> </level> <level label="ii"> <text>refer the appeal to the Office of Administrative Hearings; and</text> </level> </level> <level label="2"> <text>advise the employee in writing of the Secretary’s action.</text> </level> </level> <level label="c"> <level label="1"> <text>Within 30 days after receiving the appeal, the Office of Administrative Hearings shall schedule a hearing and notify the parties of the hearing date.</text> </level> <level label="2"> <text>The Office of Administrative Hearings shall dispose of the appeal or conduct a hearing on each appeal in accordance with Title 10, Subtitle 2 of the State Government Article. The Office is bound by any regulation, declaratory ruling, prior adjudication, or other settled, preexisting policy, to the same extent as the Department is or would have been bound if it were hearing the case.</text> </level> </level> <level label="d"> <level label="1"> <text>Except as otherwise provided by this subtitle, the Office of Administrative Hearings may:</text> <level label="i"> <text>uphold the disciplinary action;</text> </level> <level label="ii"> <text>rescind or modify the disciplinary action taken and restore to the employee any lost time, compensation, status, or benefits; or</text> </level> <level label="iii"> <text>order:</text> <level label="1"> <text>reinstatement to the position that the employee held at dismissal;</text> </level> <level label="2"> <text>full back pay and benefits; or</text> </level> <level label="3"> <text>both 1 and 2.</text> </level> </level> </level> <level label="2"> <text>Within 45 days after the close of the hearing record, the Office of Administrative Hearings shall issue to the parties a written decision.</text> </level> <level label="3"> <text>The decision of the Office of Administrative Hearings is the final administrative decision.</text> </level> <level label="4"> <text>The principal unit that employs the employee shall pay all costs related to the appeal that are incurred by the Office of Administrative Hearings.</text> </level> </level> <level label="e"> <level label="1"> <text>If a written decision issued under subsection (d) of this section is not appealed in accordance with § 10–222 of the State Government Article, within 45 days after issuance of a decision to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> <level label="2"> <text>If a written decision issued under subsection (d) of this section is appealed in accordance with § 10–222 of the State Government Article, within 45 days after the issuance of a final decision on appeal to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-111" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <text>The Secretary, by regulation, shall establish policies and procedures for disciplinary actions related to employee performance, that include procedures for:</text> <level label="1"> <text>providing counseling to an employee with deficiencies in performance;</text> </level> <level label="2"> <text>allowing an employee the opportunity to improve deficiencies in performance;</text> </level> <level label="3"> <text>imposing disciplinary actions, if warranted; and</text> </level> <level label="4"> <text>providing notice to an employee of any disciplinary action and the employee’s appeal rights.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-112" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <text>If the principal unit has established a peer review panel for disciplinary actions in accordance with regulations adopted by the Secretary, the employee and the principal unit may agree in writing to submit the appeal to the peer review panel, instead of using the appeal procedures in §§ 11–109 and 11–110 of this subtitle.</text> </level> <level label="b"> <text>The peer review panel may take action as set forth in § 11–110(d)(1) of this subtitle.</text> </level> <level label="c"> <level label="1"> <text>Within the time required by regulation, the peer review panel shall issue to the parties a written decision.</text> </level> <level label="2"> <text>The decision of the peer review panel is the final administrative decision.</text> </level> </level> <level label="d"> <level label="1"> <text>If a written decision issued under subsection (c) of this section is not appealed in accordance with § 10–222 of the State Government Article, within 45 days after issuance of a decision to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> <level label="2"> <text>If a written decision issued under subsection (c) of this section is appealed in accordance with § 10–222 of the State Government Article, within 45 days after the issuance of a final decision on appeal to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-113" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="1" subtitle_name="Disciplinary Actions"> <level label="a"> <text>This section applies only to an employee:</text> <level label="1"> <text>in the management service;</text> </level> <level label="2"> <text>in executive service; or</text> </level> <level label="3"> <text>under a special appointment described in § 6–405 of this article.</text> </level> </level> <level label="b"> <level label="1"> <text>An employee or an employee’s representative may file a written appeal of a disciplinary action with the head of the principal unit.</text> </level> <level label="2"> <text>An appeal:</text> <level label="i"> <text>must be filed within 15 days after the employee receives notice of the disciplinary action; and</text> </level> <level label="ii"> <text>may only be based on the grounds that the disciplinary action is illegal or unconstitutional.</text> </level> </level> <level label="3"> <text>The employee has the burden of proof in an appeal under this section.</text> </level> </level> <level label="c"> <text>The head of the principal unit may confer with the employee before making a decision.</text> </level> <level label="d"> <level label="1"> <text>The head of the principal unit may:</text> <level label="i"> <text>uphold the disciplinary action; or</text> </level> <level label="ii"> <text>rescind or modify the disciplinary action and restore to the employee any lost time, compensation, status, or benefits.</text> </level> </level> <level label="2"> <text>Within 15 days after receiving an appeal, the head of the principal unit shall issue the employee a written decision.</text> </level> <level label="3"> <text>The decision of the head of the principal unit is the final administrative decision.</text> </level> </level> <level label="e"> <text>Within 15 days after issuance of a decision to rescind a disciplinary action, the disciplinary action shall be expunged from the employee’s personnel records.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-201" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <level label="a"> <level label="1"> <text>Except as otherwise provided by law, this subtitle only applies to skilled service and professional service employees in the State Personnel Management System.</text> </level> <level label="2"> <text>The procedures in this subtitle do not apply to:</text> <level label="i"> <text>a disciplinary action under Subtitle 1 of this title;</text> </level> <level label="ii"> <text>a termination or separation from employment under Subtitle 3 of this title; or</text> </level> <level label="iii"> <text>special appointees.</text> </level> </level> </level> <level label="b"> <text>This subtitle does not prevent the layoff of an employee who submits to the head of the employee's principal unit a written request to be laid off.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-202" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <text>The Secretary shall adopt regulations to provide procedures that are uniform among the principal units for:</text> <level label="1"> <text>the layoff of employees in the skilled service or the professional service; and</text> </level> <level label="2"> <text>the reinstatement of laid-off and separated skilled service or professional service employees to comparable positions in State employment.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-203" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <text>An employee shall be laid off if the employee is in a position that will be abolished, discontinued, or vacated because of a change in organization or because of a stoppage or lack of work.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-204" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <text>At least 60 days before a layoff is effective, an appointing authority shall give a notice of a layoff to each employee to be affected by the layoff.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-205" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <level label="a"> <text>For purposes of a layoff, an appointing authority shall compute the total number of seniority points for each employee subject to the layoff as follows:</text> <level label="1"> <text>one point for each month of State employment;</text> </level> <level label="2"> <text>one point for each month of employment in the principal unit in which the layoff will occur;</text> </level> <level label="3"> <text>one point for each month of employment in the job series in which the layoff will occur;</text> </level> <level label="4"> <text>ten points for an eligible veteran; and</text> </level> <level label="5"> <text>two points for an eligible veteran who has a service–connected disability or is a former prisoner of war.</text> </level> </level> <level label="b"> <text>An employee’s seniority points are the total of the points determined under subsection (a) of this section.</text> </level> <level label="c"> <text>In this section, “eligible veteran” has the meaning stated in § 7–207(c) of this article.</text> </level> <level label="d"> <text>An eligible veteran who is convicted of a crime after being discharged from or completing military service is ineligible for a credit under this section.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-206" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <level label="a"> <text>Except as provided in subsections (b) and (c) of this section:</text> <level label="1"> <text>employees in a class are to be laid off based on seniority points; and</text> </level> <level label="2"> <text>the employee in the class with less seniority points shall be laid off before others in the class with higher seniority points.</text> </level> </level> <level label="b"> <text>If two or more employees in the same class have an equal number of seniority points, the employee with less points for total State employment shall be laid off first.</text> </level> <level label="c"> <text>If two or more employees in the same class have an equal number of seniority points and the same number of points for total State employment, the appointing authority shall:</text> <level label="1"> <text>determine which employee to retain by making a written evaluation of the skills, knowledge, or abilities of each employee; and</text> </level> <level label="2"> <text>submit the evaluation to the Secretary.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-207" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <level label="a"> <text>An employee being laid off may displace another employee who has the least seniority points:</text> <level label="1"> <text>in the same class or job series as the employee being laid off; or</text> </level> <level label="2"> <text>in any other class in which the laid-off employee previously held satisfactory nonprobationary status within the 36 months immediately prior to the effective date of the layoff.</text> </level> </level> <level label="b"> <text>Subsection (a) of this section shall apply:</text> <level label="1"> <text>first to the employee’s current appointing authority regardless of geographical area;</text> </level> <level label="2"> <text>if the provisions in paragraph (1) of this subsection are not available, to the employee’s current principal unit; or</text> </level> <level label="3"> <text>a secretary or head of a State principal unit may limit the displacement within the principal unit to one or more of the established geographical areas as prescribed by the Secretary.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-208" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="2" subtitle_name="Layoffs"> <level label="a"> <text>The employee with the most seniority points shall be the first employee to be reinstated in the class from which the employee was laid off or from which the employee was separated under § 11–302 of this title or to any lower class in the same job series within the principal department or other independent unit in which the layoff or separation under § 11–302 of this title occurred.</text> </level> <level label="b"> <text>Reinstatement to a comparable class to which the Secretary has certified employees who were laid off or who were separated under § 11–302 of this title shall be made from among the five laid–off or separated employees with the most seniority points who are certified to the class.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-301" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <text>This subtitle applies to all nontemporary employees in the State Personnel Management System.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-302" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <level label="a"> <text>An employee is separated from State service when the appropriation in the State budget for the position is:</text> <level label="1"> <text>omitted by the Governor, as evidenced in the supporting documentation submitted with the budget;</text> </level> <level label="2"> <text>struck by the General Assembly, as evidenced in the budget bill or in the report of the budget committees; or</text> </level> <level label="3"> <text>reduced by the Governor in accordance with § 7-213 of the State Finance and Procurement Article, as evidenced in the supporting documentation submitted to the Board of Public Works.</text> </level> </level> <level label="b"> <text>An employee may not appeal a separation from employment under this section.</text> </level> <level label="c"> <text>An employee who is separated under this section is not subject to the layoff provisions of Subtitle 2 of this title with the exception that an employee who is separated shall have the same reinstatement rights as a laid-off employee.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-303" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <level label="a"> <text>An appointing authority may terminate the employment of a probationary employee.</text> </level> <level label="b"> <text>Before terminating an employee who is on probation, the appointing authority shall give the employee a notice of termination at least 10 days before the effective date of the termination.</text> </level> <level label="c"> <text>An appointing authority may suspend a probationary employee with pay between the date of the notice and the effective date of the termination.</text> </level> <level label="d"> <text>A probationary employee may appeal a termination under this section only on the grounds that the termination is illegal or unconstitutional.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-304" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <level label="a"> <level label="1"> <text>This section applies to employees on probation following a promotion or reinstatement to a position in the skilled service or professional service.</text> </level> <level label="2"> <text>This section does not apply to probationary employees in the management service.</text> </level> </level> <level label="b"> <text>If, in the appointing authority's judgment, a probationary employee subject to this section is unable or unwilling to satisfactorily perform the duties or responsibilities of the position, the appointing authority shall:</text> <level label="1"> <text>return the employee to the employee's former position if it is vacant; or</text> </level> <level label="2"> <text>demote the employee to a position comparable to the employee’s position within the appointing authority's jurisdiction.</text> </level> </level> <level label="c"> <text>A probationary employee may appeal a demotion under this section as a disciplinary action.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-305" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <level label="a"> <level label="1"> <text>This section applies only to an employee who is in a position:</text> <level label="i"> <text>under a special appointment;</text> </level> <level label="ii"> <text>in the management service; or</text> </level> <level label="iii"> <text>in the executive service.</text> </level> </level> <level label="2"> <text>This section does not apply to a health officer appointed under § 3–302 of the Health – General Article.</text> </level> </level> <level label="b"> <text>Each employee subject to this section:</text> <level label="1"> <text>serves at the pleasure of the employee’s appointing authority; and</text> </level> <level label="2"> <text>may be terminated from employment for any reason that is not illegal or unconstitutional, solely in the discretion of the appointing authority.</text> </level> </level> <level label="c"> <text>A management service employee or a special appointment employee designated by the Secretary under § 4–201(c)(2)(i) of this article may not be terminated for the purpose of creating a new position for another individual’s appointment because of that individual’s political affiliation, belief, or opinion.</text> </level> <level label="d"> <text>An employee or an employee’s representative may file a written appeal of an employment termination under this section as described under § 11–113 of this title.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-306" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="3" subtitle_name="Employment Separations and Terminations"> <text>As of the effective date of an employment termination, the individual whose employment is terminated:</text> <level label="1"> <text>is a former employee; and</text> </level> <level label="2"> <text>shall have the appeal rights provided by this title.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-401" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="4" subtitle_name="Resignations"> <text>Any employee may terminate employment by resigning from the employee's position.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="11-402" title_number="11" title_name="Disciplinary Actions, Layoffs, and Employment Terminations in State Personnel Management System" subtitle_number="4" subtitle_name="Resignations"> <text>Any resignation from a position in the skilled service or professional service is void if the resignation, whether dated or undated, is signed before the day of appointment to that position.</text> </section>