Administrative Leave With Pay. There are times during an inquiry into alleged misconduct that it would appear to be in the best interests of both the County and employee to relieve the employee from duty, pending the outcome of the inquiry. In the event such Administrative Leave during a period of review is thought to be necessary, such Administrative Leave shall not cause loss of pay or other privileges attached to the position as an employee of the County unless later converted to Disciplinary Leave Without Pay. Administrative Leave With Pay does not comprise a form of discipline in and of itself unless it has been so designated in a particular case.
Administrative Leave With Pay. The Employer may, in its discretion, place an employee whose salary or wage is paid directly by warrant of the auditor of state on administrative leave with pay. Such leave is to be used only in circumstances where the health or safety of an employee or of any person or property entrusted to the employee’s care could be adversely affected. Compensation for administrative leave shall be equal to the employee’s total rate of pay. The length of such leave is solely at the discretion of the appointing authority, except that the length of the leave shall not exceed the length of the situation for which the leave was granted.
Administrative Leave With Pay. When termination, demotion, or suspension without pay is considered possible, the Public Works Director, or his/her designee, may place the employee on Administrative Leave With Pay, when it becomes necessary to investigate a situation pending the results of a pre-disciplinary hearing.
Administrative Leave With Pay. Any bargaining unit employee placed on administrative leave with pay shall receive all salary and benefits and remain covered by all provisions of the MOU, including membership status with the EA while on leave with pay. Said terms and conditions of employment shall remain in full force and effect as if the bargaining unit employee had remained on the job for the duration administrative leave with pay. Pursuant to Section 3.11(d), the District has the right to relieve employees from duty for legitimate reasons. Accordingly, the District may place employees on paid administrative leave during the course of investigations that may lead to disciplinary action. Provided, however, that the period of administrative leave in any given instance shall not exceed the timely reasonably necessary to conclude the investigation. The District reserves the right to direct employees not to enter and/or access District facilities and to direct them and to schedule them to attend meetings related to investigations and notice employees regarding the discipline process in accordance with the MOU. Further, District managers may approve a request from an employee who is placed on administrative leave with pay to use other types of paid leave and unpaid leave in lieu of administrative leave with pay. In the event the employee’s manager approves such a request, then the employee would be subject to the conditions that normally apply to the approved leave. Leave requests that were approved prior to an employee being placed on administrative leave will be honored unless doing so unduly impedes the investigation and/or disciplinary process. Any and all leaves cancelled by the District causing a monetary loss to the employee shall be reimbursed by the District to the full amount. The employee shall submit to the District verification of the monetary loss and the District shall fully reimburse the employee within ten working days of the receipt of such verification. Administrative leave with pay is not considered a break in service and the bargaining unit employee’s position shall not be vacated by this leave.
Administrative Leave With Pay. The District at its discretion may place any unit member on administrative leave with pay for the purpose of investigating charges or complaints against such unit member. Full benefits and seniority status shall remain in force pending the investigation. Such leave will not be considered disciplinary in nature.
Administrative Leave With Pay. Administrative Leave with Pay may be assigned to employees by the City Manager if it appears to be in the best interest of the City. In the event such leave is assigned, the City Manager will report to the Council the facts and circumstances of such leave as soon as is practicable.
Administrative Leave With Pay. The Executive Director or designee, at his or her discretion, may place any unit member on administrative leave with pay for the purpose of investigating charges or complaints against such unit member. Status/benefits shall remain in force pending the completion of an investigation. Such leave will not be considered disciplinary in nature.
Administrative Leave With Pay. The Superintendent may place any employee on administrative leave with pay anytime he/she determines it is in the best interest of the District to do so to facilitate an investigation or to await the outcome of a disciplinary process or proceeding.
Administrative Leave With Pay. Administrative Leave may be granted, in the sole discretion of the Board or its designee, in the event of inclement weather or any other conditions that might affect the normal conduct of some or all University operations. Administrative Leave, if and when granted, will be granted to such Unit Members, and for such lengths of time, as may be declared by the Board or its designee.
Administrative Leave With Pay. The Employer may, at its discretion, place employees on paid administrative leave during disciplinary investigations. Employees on paid administrative leave must remain available during their normal hours of work. Paid administrative leave is not considered discipline and is not subject to the grievance procedure.
