Library: Policy

OKDHS:2-1-12. Employees in a trial period and in executive management positions

Revised 10-07-22

(a) Purpose.  Employees in a trial period and in executive management positions are at-will and may be terminated by a chief officer, division director, or designee without cause at any time.  Progressive discipline is not generally afforded employees in a trial period or in executive management positions and disciplinary issues are normally addressed in evaluation of the employee's performance.  Other disciplinary actions, including employee engagement, written reprimand, suspension without pay, and involuntary demotion may be taken against employees in a trial period or in executive management positions at the discretion of the chief officer, division director, or designee.  Citation to or use of the procedures in OKDHS:2-1-7 through OKDHS:2-1-11 is not used in administering discipline to employees in a trial period or in executive management positions.  This Section contains the only provisions that apply to employees in a trial period or in executive management positions.  Employees in executive management positions are exempted from the provisions of the Oklahoma Civil Service and Human Capital Modernization Act and the related Civil Service and Human Capital Modernization Rules.  Employees in a trial period do not have the right of complaint for termination per Oklahoma Administrative Code 260:130-19-31.

(b) Notice.  Employees in a trial period or in executive management positions are terminated by delivery of a written notice informing the employee that he or she is terminated and the effective date.  Notice is provided to an employee in person.  In the event that an appointing authority is not able to provide the notice in person, the appointing authority provides notice by certified mail and through acceptable electronic means.  The notice includes:

(1) the employee's name and title; and

(2) the effective date of discharge.

(c) Distribution.  The local administrator provides a copy of the Termination Notice to:

(1) the employee;

(2) Legal Services;

(3) the Human Resource Management (HRM) corrective discipline manager;

(4) the HRM personnel analyst;

(5) the HRM disciplinary file; and

(6) HRM Talent Management.