channels the Attorney General's representative to the University to serve as counsel.
In case no hearing is timely requested, the Campus Director of Personnel shall act
upon the charges or order such other actions as are indicated by the findings in the
case. If a hearing is timely requested and the removal is upheld, step three of the
grievance procedure shall be available to the removed individual. The appeal shall be
submitted within 10 days after receipt of the written University decision.

(b) Within 5 days, an employee who is notified of demotion may file a written
answer with the [Chancellor or the Chancellor's] PRESIDENT OR THE PRESIDENT'S
designated representative and request an investigation of the demotion. Within 20
days, if possible, after receipt, the [Chancellor or the Chancellor's] PRESIDENT OR
THE PRESIDENT'S designated representative shall investigate the demotion and give
the employee an opportunity to be heard. Within 15 days following the conclusion of
the investigation, the written decision shall be rendered to the employee. If an
investigation is timely requested and the demotion is upheld, step three of the
grievance procedure is available to the demoted employee. The appeal shall be
submitted within 10 days after receipt of the written University decision.

(c) (1) Rejection on Original Probation. Within 5 days of the notice of
rejection, an employee who is rejected on original probation may file a written request
with the [Chancellor or the Chancellor's] PRESIDENT OR THE PRESIDENT'S
designated representative for a hearing. Within 20 days, if possible, after receipt, the
[Chancellor or the Chancellor's] PRESIDENT OR THE PRESIDENT'S designated
representative shall conduct a hearing. Within 15 days following the conclusion of the
hearing, the written decision shall be rendered to the employee. If the hearing is
timely requested and the rejection is upheld, step three of the grievance procedure is
available. The appeal shall be submitted within 10 days after receipt of the written
University decision. Rejection for cause is not required in the case of an employee
rejected on original probation.

(2) Rejection on Promotional, Transfer, or Horizontal Change Probation.
Within 5 days of receipt of the recommendation of the department head or chairman
to reject, an employee who is promoted and then rejected within the probationary
period for the new class and for whom a vacancy in the former class is not available
may file an answer with the [Chancellor or the Chancellor's] PRESIDENT OR THE
PRESIDENT'S designated representative and request an investigation of the proposed
rejection. Within 20 days, if possible, after receipt, the [Chancellor or the
Chancellor's] PRESIDENT OR THE PRESIDENT'S designated representative shall
investigate the proposed rejection. The same rule applies to an employee who has
completed a probationary period in one classification and makes a horizontal change
to a new classification, and is rejected in the new classification or who transfers to
another department in the same classification and is rejected. Within 15 days
following the conclusion of the investigation, the written decision shall be rendered to
the employee. If the investigation is timely requested and the rejection is upheld, step
three of the grievance procedure is available to the rejected employee. The appeal
shall be submitted within 10 days after receipt of the written University decision.

(d) (1) This subsection does not apply to suspensions pending charges for
removal.