Current through all regulations passed and filed through September 16, 2024
(A)
The following
rule applies to all employees except those employees covered by an agreement,
including a collective bargaining agreement.
(B)
Investigatory
administrative leave:
(1)
With the approval of the chief human resources officer
or designee in consultation with other appropriate university departments, an
employee may be placed on an investigatory administrative leave with pay when
an allegation of misconduct is made against an employee which requires that the
employee be removed from the worksite in order to maintain the health, safety
or welfare of that employee or others in the university community while the
allegations against the employee are investigated.
(2)
The length of the
investigatory administrative leave shall not exceed the length of time
necessary to conduct a thorough investigation of the allegations. Such
investigations will be conducted promptly and will be completed as soon as
possible.
(3)
If the employee is placed on an investigatory
administrative leave with pay, the university will continue to contribute its
portion of the cost of benefits during the leave.
(4)
Unless otherwise
prohibited by rule or regulation, the university reserves the right to
discipline or dismiss the employee for any reason at any time during the
investigatory administrative leave.
(5).
When the investigation is completed, the organizational
unit along with the central human resources department, in conjunction with
other appropriate university departments, shall determine and take the
appropriate action.
(C)
Non-investigatory
administrative leave:
Except as modification may be
necessary, unclassified exempt employees at the rank of assistant dean and
above or its equivalent, as determined by the executive vice president for
academic affairs and provost, may request or be granted non-investigatory
administrative leave. Such leave and its terms may be granted only by the
executive vice president for academic affairs and provost.
