Administrative Leave Policy

Objective

An employee may be placed on an administrative leave, with or without notice, to permit [Company Name] to review or investigate circumstances including dishonesty, theft or misappropriation of company funds or property, violence on the job, gross safety, negligence or acts endangering others, insubordination or any other conduct that warrants removing the employee from the worksite.

Procedures

Management, in consultation with human resources (HR), may place an employee on administrative leave for periods not to exceed 15 calendar days to review or investigate actions in breach of the above-stated guidelines.

The [manager/HR] should tell the employee that he or she is being placed on a [paid/unpaid] administrative leave, the reason for the leave and that an investigation will occur. Company property (e.g., keys, electronic equipment, files, records) should be collected from the employee before the employee leaves the worksite.

The administrative leave must be confirmed in writing to the employee no later than two working days after the leave commences. This written notice must explain the reasons for the administrative leave, state the expected length of the leave and that the leave may be extended, if necessary, and request the employee to remain available during the leave to participate in investigative interviewing. A copy of the letter will be placed in the employee's personnel file. At the conclusion of the investigation, and pending the outcome of the investigation, a decision will be made whether to retain this letter in the file or to remove it. 

Management, in consultation with the HR department, will conduct, or appoint a person to conduct, a prompt and thorough investigation of the circumstances. Upon conclusion of the investigation, the department head will determine if the employee will be reinstated, subject to disciplinary action or terminated from employment. Management will inform the employee in writing of the decision.