Paid Administrative Leave. After notifying the Association, an Appointing Authority may place a supervisor on administrative leave for a period not to exceed two (2) weeks. The Commissioner of Minnesota Management & Budget may authorize the leave to be extended for a period not greater than another thirty (30) calendar days.
Paid Administrative Leave. At the Appointing Authority's discretion, an employee may be placed on paid administrative leave for up to thirty (30) calendar days when the employee has been involved in a critical incident, when the employee is being stalked or is a victim of domestic violence, and with written notice to the Local Union when the employee’s continued presence in the workplace poses a risk to the employee or the organization, or while recovering from the side effects of an AIDS cocktail. The Commissioner of Minnesota Management & Budget may authorize the leave to be extended for a period not greater than another thirty (30) calendar days, unless the Local Union has agreed to an extension(s) of longer duration. It is the Appointing Authority's policy to return an employee to active duty status as soon as is practical and prudent.
Paid Administrative Leave. At the Appointing Authority's discretion, an employee may be placed on paid administrative leave for up to thirty (30) calendar days when the employee has been involved in a critical incident, when the employee is being stalked or is a victim of domestic violence, and with written notice to the Local Union when the employee’s continued presence in the workplace poses a risk to the employee or the organization. The Commissioner of Minnesota Management & Budget may authorize the leave to be extended for a period not greater than another thirty (30) calendar days, unless the Local Union has agreed to an extension(s) of longer duration. It is the Appointing Authority's policy to return an employee to active duty status as soon as is practical and prudent.
Paid Administrative Leave. At the Appointing Authority’s discretion, an employee may be placed on paid administrative leave for up to thirty (30) calendar days when the employee has been involved in a critical incident or when his/her continued presence in the workplace poses a risk to the employee or the organization. The Association will be provided with notification at the time the employee is placed on the leave. The Commissioner of Minnesota Management & Budget may authorize the leave to be extended for a period not greater than another thirty (30) calendar days. Any extension(s) of longer duration must be mutually agreed to between the Appointing Authority and the Association. At the request of the Association, the Appointing Authority will provide information to the Association regarding the status of the employee on the leave. It is the Appointing Authority’s policy to return an employee to active duty status as soon as it is practical and prudent.
Paid Administrative Leave. Any regular or probationary employee of the County may be placed on administrative leave with or without pay by the appointing authority when extraordinary circumstances exist and such leave is necessary for the operation of the department.
Paid Administrative Leave. An appointing authority or designated representative, in his/her sole discretion, may, when extraordinary circumstances exist and necessary for the operation of the department, place an employee on paid administrative leave subject to call. Paid administrative leave may not exceed 45 calendar days without notification, in writing, to the Director of Human Resources. Paid administrative leave may not exceed ninety (90) calendar days without the express, written approval of the Director of Human Resources. In the event an employee is placed on Paid Administrative Leave, the following workday the employee’s schedule shall be changed to Monday through Friday 8:00am to 5:00pm. The employee shall remain available through his/her home telephone or cell phone during regular working hours, and is expected to respond to calls within one (1) hour of notification. Failure of an employee to respond to a call will result in either his/her accrued leave being utilized for the period of time that he/she did not respond, or he/she will be placed in a non-compensated status. In addition, a failure to respond when called will constitute a violation of the directive that that the employee remain available during regular working hours, and may result in the employee being subjected to disciplinary action, up to and including termination from employment. Employees receiving shift differential compensation shall have the compensation suspended while on Paid Administrative Leave. In the event that the charges are not sustained or any disciplinary action is completely overturned through the grievance process, the employee shall receive the shift differential compensation retroactive to the date that he/she was placed on Paid Administrative Leave for the period of time that he/she was on Paid Administrative Leave. In the event that disciplinary action is imposed the employee shall not receive the shift differential compensation for the time that he/she was on Paid Administrative Leave.
Paid Administrative Leave. At the Appointing Authority’s discretion, a teacher may be placed on paid administrative leave for up to thirty (30) calendar days when the teacher has been involved in a critical incident or when their continued presence in the workplace poses a risk to the teacher or the organization. The Local Association will be provided with notification at the time the teacher is placed on the leave. Any extension(s) must be mutually agreed to between the Appointing Authority and the Local Association. At the request of the Local Association, the Appointing Authority will provide information to the Local Association regarding the status of the teacher on the leave. It is the Appointing Authority’s policy to return a teacher to active duty status as soon as it is practical and prudent.
Paid Administrative Leave. Any unit member who is issued a notice of intent to discipline may be placed on paid administrative leave by the supervisor recommending discipline from the moment that the notice of intent to discipline is issued. Any unit member may be placed on paid administrative leave at any other time by his or her immediate supervisor or District administrator. The supervisor or administrator will consult with the Human Resources Office prior to placing an employee on paid administrative leave.
Paid Administrative Leave. An appointing authority or designated representative, in his/her sole discretion, may, when extraordinary circumstances exist and necessary for the operation of the department, place an employee on paid administrative leave, subject to call.
Paid Administrative Leave. After notifying the Association, an Appointing Authority may place an employee on administrative leave not to exceed two (2) weeks. The Commissioner of Employee Relations may authorize the leave to be extended for a period not greater than another thirty (30) calendar days. Paid leaves of absence granted under this Article shall not exceed the employee's normal work schedule.
