Administrative Leave may be awarded for multiple purposes, including but not limited to those described below.
The first purpose occurs when the President or designee, at their discretion, approves a University closure for non-emergency reasons. In these circumstances, all employees who would have been scheduled to work on the Administrative Leave day are paid their usual shift pay despite not having to work.
In some situations, an employee will be required by their supervisor to work on an Administrative Leave day despite the University being closed. In that situation, the employee may substitute alternate time off on an hour-for-hour basis, to be taken within one month before or after the Administrative Leave day worked. The alternate time off must be approved in advance by the employee’s supervisor.
The second purpose of Administrative Leave is to relieve an employee of duties during an investigation into conduct, performance, or fitness for duty. The decision to relieve an employee from duty may be made by the President or Vice President of Human Resources, and the employee will be notified in writing.
The absence may be paid at the employee’s customary rate, or unpaid, depending on the nature of the investigation. The investigation will be conducted as promptly and thoroughly as possible, and the employee will be notified of the outcome of the investigation in writing. While on Administrative Leave, the employee is prohibited from visiting campus property without approval from the President or Vice President of Human Resources.
(Approved Jan. 2024)