Common use of Inactive Status Clause in Contracts

Inactive Status. The intent of this subsection is to provide for the filling of critical vacancies in those cases where an employee is placed on leave without pay, workers' compensation, or suspension for a period exceeding 30 calendar days. Employees who are placed in one of the above categories may be removed from the active Payroll Register and be placed on inactive status. This would permit the filling of the vacated position, where necessary. The decision to place an employee on inactive status is a matter of administrative discretion. Each Assistant County Administrator/ department/division director must weigh each case on its individual merits and circumstances so as to determine likely length of absence and need for replacement of employee. Any decision to place an employee in the inactive status must have the approval of the County Administrator or designee. If the work of the absent employee cannot be accomplished by utilizing existing personnel within the department/division, a temporary or regular replacement may be hired. The determination of whether to hire a temporary or regular replacement is an administrative one to be determined on the availability of replacements. A temporary replacement may be hired with the stipulation that they shall be terminated upon the return of the regular employee. Placement of an employee on inactive status will not affect provisions elsewhere in the Rules and Regulations regarding the employee's status on leave without pay, workers' compensation, or suspension. The maximum amount of time that an employee may be on inactive status is one year. At the end of one year, the employee will be removed from inactive status and terminated from the County. The employee may be paid for any accrued benefits, and their group life and health insurance benefits may be continued in line with the applicable State and Federal regulations.

Inactive Status. A. The intent of this subsection is to provide for the filling of critical vacancies in those cases where an employee is placed on leave without pay, workers' compensation, or suspension for a period exceeding 30 calendar days. . B. Employees who are placed in one of the above categories may be removed from the active Payroll Register and be placed on inactive status. This would permit the filling of the vacated position, where necessary. . C. The decision to place an employee on inactive status is a matter of administrative discretion. Each Assistant County Administrator/ department/division director must weigh each case on its individual merits and circumstances so as to determine likely length of absence and need for replacement of employee. Any decision to place an employee in the inactive status must have the approval of the County Administrator or designee. . D. If the work of the absent employee cannot be accomplished by utilizing existing personnel within the department/division, a temporary or regular replacement may be hired. The determination of whether to hire a temporary or regular replacement is an administrative one to be determined on the availability of replacements. A temporary replacement may be hired with the stipulation that they shall be terminated upon the return of the regular employee. . E. Placement of an employee on inactive status will not affect provisions elsewhere in the Rules and Regulations Career Service Manual regarding the employee's status on leave without pay, workers' compensation, or suspension. . F. The maximum amount of time that an employee may be on inactive status is one year. At the end of one year, the employee will be removed from inactive status and terminated from the County. The employee may be paid for any accrued benefits, and their group life and health insurance benefits may be continued in line with the applicable State and Federal regulations.

Inactive Status. The intent of this subsection is to provide for the filling of critical vacancies in those cases where an employee is placed on leave without pay, workers' compensation, or suspension for a period exceeding 30 calendar days. Employees who are placed in one of the above categories may be removed from the active Payroll Register and be placed on inactive status. This would permit the filling of the vacated position, where necessary. The decision to place an employee on inactive status is a matter of administrative discretion. Each Assistant County Administrator/ department/division director must weigh each case on its individual merits and circumstances so as to determine likely length of absence and need for replacement of employee. Any decision to place an employee in the inactive status must have the approval of the County Administrator or designee. If the work of the absent employee cannot be accomplished by utilizing existing personnel within the department/division, a temporary or regular replacement may be hired. The determination of whether to hire a temporary or regular replacement is an administrative one to be determined on the availability of replacements. A temporary replacement may be hired with the stipulation that they shall be terminated upon the return of the regular employee. Placement of an employee on inactive status will not affect provisions elsewhere in the Rules and Regulations Career Service Manual regarding the employee's status on leave without pay, workers' compensation, or suspension. The maximum amount of time that an employee may be on inactive status is one year. At the end of one year, the employee will be removed from inactive status and terminated from the County. The employee may be paid for any accrued benefits, and their group life and health insurance benefits may be continued in line with the applicable State and Federal regulations.