Use of Administrative Leave Sample Clauses

Use of Administrative Leave. As provided above, an employee’s supervisor or department head shall determine when Administrative Leave has been earned. Once earned, Administrative Leave days off shall be scheduled and approved in advance. Employees and their supervisors shall diligently work together to schedule Administrative Leave days off so that employees may make maximum use of their accrued Administrative Leave without unreasonably disrupting the business of the Employer. A request to use Administrative leave for more than five consecutive work days must be approved by the City Engineer, or designee. Alternatively, the Employer may pay cash in lieu of time off for some or all of an employee’s accrued Administrative Leave at the sole discretion of the employee’s Department Head subject to the Department’s budgetary considerations. The Employer shall have no obligation to pay cash in lieu of time off for accrued and unused Administrative Leave even upon the termination of an employee’s employment. However, if made, such payment shall be based upon the pro-rated portion of the employee’s salary in effect at the time of such payment. The denial of a request for Administrative Leave days off shall not be grievable. However, the denial of Administrative Leave days off may be brought before the Workload Fairness Committee described in Section 10.06, below. The Committee shall have the authority to award time off and such other consideration as the Committee shall deem reasonable and necessary to redress an unwarranted denial of Administrative Leave days off.
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Use of Administrative Leave. Administrative leave may be used for emergencies, observance of religious or other days of celebration, or personal business.
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Use of Administrative Leave. A. Any Employee, regardless of category of employment, may be required by the Authority to go on paid administrative leave at any time, with or without cause or prior notice, at the sole discretion of the Authority. Circumstances under which such a leave may occur include, but are not limited to, the following: 1. To make inquiries into or investigate a work-related matter. 2. To remove the Employee from the workplace pending a pre-deprivation hearing or other disciplinary decision. 3. To protect the Employee. 4. To protect the public. 5. To protect other Authority employees or property in the workplace. 6. To further any other work-related or business-related purpose. B. The Division Chief or Fire Chief may grant or require administrative leave for an indefinite period of time. The Battalion Chief or supervisor may grant or require up to three (3) shifts of administrative leave for Shift Personnel or five (5) days for Non-Shift Personnel. The Captain or Acting Captain or first-line supervisor may grant or require the use of administrative leave for the remainder of a shift or work day, and the Captain, Acting Captain or first-line supervisor must immediately notify his/her Battalion Chief of this action. ▇. ▇▇ Employee who is the subject of an administrative investigation will be formally notified by a supervisor, Battalion Chief, Division Head, or the Authority’s Human Resources and Policy Administrator of placement on administrative leave as soon as practical after such a decision has been made, unless such notice would compromise evidence in the investigation, or if such notice would pose a danger to the Authority or the public, as determined by a Division Chief or Human Resources and Policy Administrator. The Employee will be notified either in person, by phone call or in writing prior to being placed on “AL” in the scheduling software. Oral notification will be followed by a written notification, either via electronic mail or written copy. The Employee will be notified of the reason for the placement on administrative leave, so long as the notice provided will not compromise the integrity of the investigation. D. An Employee placed on paid administrative leave must remain available during normal business hours for call-back work or have approval from a Division Head to be unavailable on scheduled leave. E. The use of administrative leave during an investigation should be limited to the amount of time needed to make inquiries or investigate the matter...
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Related to Use of Administrative Leave

  • Administrative Leave The Superintendent has the authority to place an employee on administrative leave if the Superintendent believes that it is in the best interests of the students, staff, or community. 20.12-1 If an administrative leave extends beyond ten (10) workdays, the employee and the Association will be notified by the Director of Labor and Employee Relations, or his/her designee, the reasons for the extension. 20.12-2 The employee placed on administrative leave will continue to receive full pay. All rules for active employees will continue to apply.

  • 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.

  • Special Leaves An employee who is on an approved FMLA leave or on a Voluntary Reduction in Hours as provided elsewhere in this Agreement maintains eligibility for an Employer Contribution.

  • Special Leave The Employer, in any one year, may grant to an Employee: (a) special leave without pay for such a period as it deems circumstances warrant; (b) special leave with pay for reasons other than those covered by 19.02 to 19.11 inclusive, for such period as it deems circumstances warrant.

  • Minor Administrative Changes System Agency is authorized to provide written approval of mutually agreed upon Minor Administrative Changes to the Project or the Contract that do not increase the fees or term. Upon approval of a Minor Administrative Change, HHSC and Grantee will maintain written notice that the change has been accepted in their Contract files.