Investigatory Leave

I. Policy Summary

Staff employees may be placed on investigatory leave with pay, with or without prior notice, to permit the University to review or investigate actions including, but not limited to, dishonesty, theft, or misappropriation of University property, fighting on the job, insubordination, acts endangering others, or other conduct which warrants removing the employee from the worksite. 


II. Related Policies, Contract Articles and References

  1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:

    • PPSM 62- Corrective Action

    • PPSM 63- Investigatory Leave
    • PPSM 70- Complaint Resolution

    • PPSM 64- Termination of Career Employees
  2. Contract Articles - employees covered by a collective bargaining agreement


III. Authority

A supervisor may place an employee on investigatory leave after consultation with Employee & Labor Relations.


IV. Criteria

An employee may be placed on investigatory leave with pay to permit the University to review or investigate actions including, but not limited to, dishonesty, theft, or misappropriation of University property, fighting, insubordination, acts endangering others, or other conduct which warrants removing the employee from the worksite.


V. Process Overview

  1. Supervisor:
    • Consults with Employee & Labor Relations to determine when an employee is to be placed on investigatory leave with pay.
    • Informs the employee orally that s/he is to leave the worksite.  
    • Issues the employee written notice of investigatory leave within three (3) working days of placing the employee on leave.
      • The notice of investigatory leave shall state the reason(s) for the leave, the expected duration of the leave, and that the leave is with pay.
      • The notice shall be sent to the employee’s home address.
      • A copy of the notice is sent to Employee & Labor Relations.
    • Upon conclusion of the investigation, informs the employee in writing of the actual dates of the leave and whether any corrective action will be taken.
  2. Employee & Labor Relations Analyst:
    • If the employee is represented and the labor agreement requires union notice for investigatory leave, a copy of the notice is sent to the union representative by the Employee & Labor Relations Analyst.

VI. Forms/Resources

Forms


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Revised August 2012: A.24