Criminal Conduct



The Governor’s Code of Conduct (Executive Order 1980-18) requires certain actions be taken after an employee of the commonwealth has been formally charged with criminal conduct. If the criminal conduct is related to the employee’s employment or constitutes a felony, the employee must be suspended without pay. If those charges result in a conviction, the employee must be terminated. If the criminal conduct is not related to the employee’s employment and does not constitute a felony, the agency head or a designee must conduct an inquiry to determine whether the employee should continue to work pending the outcome of the investigation and what actions are taken after the investigation is over.

The procedures for the reporting and handling of employee arrests are:

  1. Agency is notified of an employee arrest by the employee, the Office of Administration or another source.
  2. Agency head or designee investigates the circumstances of the arrest and reports the findings to OA-Human Resources. This template should be completed and emailed back to OA, Investigations within 12 business days.
  3. If a hearing is pending, OA should be notified and the agency should follow up with OA within 12 business days of the hearing.

Work Release

When an employee has been sentenced to serve time in a correctional facility, is placed under house arrest, or is required to wear an electronic monitoring device, an agency may allow the employee to continue to work with the approval of OA. Read more about work release requests and approvals.

Related information: