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Agreeing to a disciplinary suspension without pay in exchange for a postponement of the scheduled disciplinary hearing

Agreeing to a disciplinary suspension without pay in exchange for a postponement of the scheduled disciplinary hearing
Wachtmeiser v Andrus, App. Div., Third Dept., 279 A.D.2d 822

Clearly an employee against whom disciplinary charges have been filed pursuant to Section 75 of the Civil Service Law may be suspended without pay for up to thirty days pending resolutions of the disciplinary action. If the final determination is not made on or before the thirtieth day, the individual must be restored to the payroll.

In Margaret Wachtmeiser's case, the Clinton County Director of Public Health, John V. Andrus, followed the procedure set out in Section 75. Charges were filed against Wachtmeiser on January 27, 1998 and she was suspended without pay for 30 days in accordance with Section 75(3) of the Civil Service Law. She was restored to the payroll on February 26, 1998.

April 2, 1998, however, Wachtmeiser was again removed from the payroll, this time in accordance with the terms of her signed "release." The release provided that Wachtmeiser agreed to be removed from the Department's payroll pending a final determination of the disciplinary proceeding in exchange for an adjournment of her scheduled hearing.

As the Wachtmeiser decision demonstrates, the employer may remove an individual from the payroll pending a final determination of disciplinary charges in the event the employee elects to postpone the hearing.

If an employee seeks such a postponement, typically he or she will be required stipulate to being removed from the payroll for a period equal to the length of postponement of the hearing he or she requests. In contrast, if the appointing authority seeks to postpone the hearing, it could not condition the adjournment on the removal of the employee from the payroll.

Wachtmeiser, a public health nurse, was charged with, and found guilty of, numerous specifications of misconduct in connection with her performance of her duties. Andrus adopted the hearing officer's findings and imposed the penalty recommended: termination. After being dismissed from her position, Wachtmeiser sued for her back pay for the period she was suspended without pay in excess of thirty days.

The Appellate Division rejected Wachtmeiser's claim for back pay for this period as she had been removed from the payroll consistent with the terms of the "release." It had no difficulty with concept of suspending the employee without pay under such circumstances.

The court also rejected Wachtmeiser's appeal in which she claimed that she was coerced into executing the release, finding that the record fails to substantiate her conclusory allegation on this point.

Further, the court rejected Wachtmeiser's contention that the hearing officer's finding were not supported by substantial evidence, commenting that the record contained testimony provided ?painstaking detail regarding each of the specifications of misconduct set forth in charges 1 through 5 [when] coupled with the voluminous documentary evidence [in the record] ... provides overwhelming evidence of [Wachtmeiser's] misconduct.?

Full post as published by New York Public Personnel Law on July 01, 2010 (boomark / email).