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IS-2066 Administrative Leave (Policy)

Human Resources

Release Date: 05/07/01
Revision 1: 05/03/06
Revision 2: 02/19/20

Policy

CNM Board Policy

Governing Board Policy Handbook 5.01, Administrative Authority

Administrative Directive

Introduction

Administrative leave, with or without pay, can be given for an employee to leave the worksite, or not to return to the worksite for a specified period of time, when it is in the best interest of Central New Mexico Community College (CNM).  Although administrative leave may be used in conjunction with disciplinary action, it is not, in itself, a form of disciplinary action.

This directive is superseded by existing Collective Bargaining Agreements.

1. Administrative Leave with Pay

A supervisor or another College official may place an employee on administrative leave with pay for the remainder of the employees work day.

  • When it is perceived to be of an urgent or serious nature that an employee be immediately removed from the worksite for the remainder of the employees workday.

  • When it is in the best interest of the College to remove an employee from the worksite during the investigation of an alleged violation of law or of College policy.

To place an employee on administrative leave with pay for periods of time longer than the remainder of the employees workday, the supervisor must obtain approval from the appropriate vice president.

After placing an employee on administrative leave with pay, the supervisor should notify the Human Resources Department as soon as possible.

In other extraordinary circumstances not covered elsewhere in this administrative directive, the supervisor may place an employee on administrative leave with pay if authorized and approved by the President or the Presidents designee.

Time designated as administrative leave with pay will not be charged to the employees paid leave.

2. Return to Work

When employees are absent from work on administrative leave, their positions are held for them, unless it is determined through the process of disciplinary action that the employee is to be terminated.  Following administrative leave, an employee shall be returned to their former position. If necessary, at the discretion of the College, a temporary employee may be used while an employee is on administrative leave.

3. Reporting and Record Keeping

Each department is responsible for keeping records of administrative leave used by its employees.

Administrative leave must be reported on payroll time reports.  The department should indicate the leave and the specified reason for the leave. The appropriate codes for administrative leave are noted on the Timesheet/Leave Register along with the specified reason for the leave.

4. Notification

Written notification to the employee is required when an employee is placed on administrative leave with pay for periods of time greater than the remainder of the workday or placed on administrative leave without pay.  This written notification includes instructions regarding when to return to work, if appropriate. A copy of the notification is submitted to the Human Resources Department.

 



Forms

Support Materials:

IS-2062, Disciplinary Action
IS-2018, Anti-Violence in the Workplace
IS-2032, Official Personnel Files

Reference Materials: