Involuntary Leave of Absence. Whenever it becomes necessary to effect a reduction in force due to lack of work or lack of funds which shall result in the displacement of a permanent or probationary appointee from the City and County service, an appointing officer, notwithstanding other provisions of these Rules governing leaves of absence, shall place such employees on a leave of absence of an involuntary nature unless the employee elects to be laid off. Such reductions in force shall be effected by the provisions of this section governing seniority and order of layoff. Leaves of absence imposed under the provisions of this section shall expire upon the return to duty of the holdover, upon the expiration of holdover status, or upon written request of the employee to elect to be laid off while on involuntary leave.
Involuntary Leave of Absence. Whenever it becomes necessary to effect a reduction in force due to lack of work or lack of funds which will result in the displacement of a permanent appointee from Court service, the Court Executive Officer shall place such employees on an involuntary leave of absence, in lieu of layoff, unless the employee elects to be laid off. The period of such leave of absence cannot exceed five (5) years.
Involuntary Leave of Absence. If necessary, layoffs in the classes affected shall follow by the same procedure.
Involuntary Leave of Absence. Whenever it becomes necessary to effect a reduction in force due to lack of work or lack of funds which will result in the displacement of a permanent appointee from Court service, the Court Executive Officer shall place such employees on an involuntary leave of absence, in lieu of layoff, unless the employee elects to be laid off. Involuntary leave is unpaid. Such reductions in force shall be effected by the provisions of this rule governing seniority and order of layoff. Employees placed on an involuntary leave of absence may be ranked on holdover rosters the same as they would under a layoff. While on involuntary leave under this provision, the affected employee shall retain his/her balance of sick leave and vacation credits, but will not continue to earn additional credits during the leave. Such balance of leave credits will be restored when the employee is returned to duty from the holdover status. Should the employee be laid off, the balances will be treated the same as under any other separation from Court service.
Involuntary Leave of Absence. A leave of absence which is obligatory, does not require the consent of the instructor, and is subject to the provisions of Article V, Section Six.
Involuntary Leave of Absence. Whenever it becomes necessary to effect a reduction in force due to lack of work or lack of funds which will result in the displacement of a permanent appointee from Court service, the Court Executive Officer shall place such employees on an involuntary leave of absence, in lieu of layoff, unless the employee elects to be laid off. Involuntary leave is unpaid. Such reductions in force shall be effected by the provisions of this rule governing seniority and order of layoff. Employees placed on an involuntary leave of absence may be ranked on holdover rosters the same as they would under a layoff. While on involuntary leave under this provision, the affected employee shall retain his/her balance of sick leave and vacation credits, but will not continue to earn additional credits during the leave. Such balance of leave credits will be restored when the employee is returned to duty from the holdover status. Should the employee be laid off, the balances will be treated the same as under any other separation from Court service. A member of the Retirement System who wishes to remain a member must elect to be placed on involuntary leave. Membership will be frozen at the time of leave and additional time will not accrue during the period of leave, as with any period of unpaid leave. An employee choosing layoff will be treated as any other separating employee by the Retirement System. These provisions are in accordance with the rules of the San Francisco Employees Retirement System rules regarding layoff and involuntary leave. A member of the Health Services System who wishes to remain a member must be placed on involuntary leave. Continued membership will be treated as with any other unpaid leave of absence. An employee electing layoff will be treated as any other separating employee by the Health Services System. Leaves of absence imposed under the provisions of this rule will expire upon the return to duty of the holdover, upon the expiration of holdover status, or upon written request by the employee who elects to be laid off while on involuntary leave.
Involuntary Leave of Absence. Requiring a student to take a leave of absence is rare and, subject to Section III, only happens when current medical knowledge and/or the best available objective evidence indicates to the Senior Associate Vice Xxxxxxx and Xxxx of Students or their designee (hereinafter, Xxxx of Students) that there is a significant risk to the student’s health or safety or the health or safety of others, or the student’s behavior severely disrupts the University environment, and no reasonable accommodations can adequately reduce that risk or disruption. Consistent with Stanford’s Nondiscrimination Policy, Stanford prohibits unlawful discrimination on the basis of any type of disability or any other characteristic protected by applicable law in the administration of the University’s programs and activities. Stanford offers a range of resources, support services and accommodations to address the physical and mental health needs of students. However, on rare occasion, a student’s needs may require a level of care that exceeds the care the University can appropriately provide. Where current knowledge about the individual’s medical condition and/or the best available objective evidence indicates that a student poses a significant risk to the health or safety of a member of the University community, where a student is unable or unwilling to carry out substantial self‐care obligations and poses a significant risk to their own safety not based on mere speculation, stereotypes, or generalizations, or where a student’s behavior severely disrupts the University environment and the student does not want to take a voluntary leave, the Xxxx of Students has the authority to place a student on an involuntary leave of absence. Before placing any student on an involuntary leave of absence, Stanford will conduct an individualized assessment, consulting with the Office of Accessible Education (OAE) to determine if there are reasonable accommodations that would permit the student to continue to participate in the University community without taking a leave of absence. The Xxxx of Students may be notified about a student who may meet the criteria of an involuntary leave of absence from a variety of sources including, but not limited to, the student, the student’s academic advisor, Residential Education staff, an academic department, or a member of the University’s threat assessment team. If the Xxxx of Students deems it appropriate, these procedures will be initiated.
A. Procedures for Placin...
Involuntary Leave of Absence. Pending investigation by the department/district head of an accusation or accusations against an employee alleging employee misconduct, covered under Article 11 of this MOU, the department/district head, with approval by the Human Resources Director, may place the employee on a leave of absence for a period of time not to exceed fifteen
Involuntary Leave of Absence. X. Xxxxxxx investigation by the department of an accusation against an employee involving misappropriation of public funds or property, drug addiction, mistreatment of a patient or inmate at a County facility, or an act which would constitute a felony or a misdemeanor involving moral turpitude, the department head may place the employee on leave of absence for not to exceed 15 working days.
B. If disciplinary action is not taken on or before the date such a leave is terminated, the employee shall be deemed to have been on duty.
C. If disciplinary action is taken on or before the date such leave is terminated, the disciplinary action may be taken retroactive to any date on or after the date the employee went on leave. Notwithstanding the service provisions of Section 8, the disciplinary action under such circumstances, shall be valid if written notice is served upon the employee not later than fifteen (15) working days after the employee is notified of the disciplinary action.
Involuntary Leave of Absence. Pending investigations by the agency/department head, or designee, of critical incidents or accusations of misconduct against an employee, the agency/department head, or designee, may place the employee on a leave of absence with pay for a period of time not to exceed fifteen (15) working days. If the investigation is not completed within the fifteen (15) days referenced above, the leave of absence with pay may be extended to a combined maximum of ninety (90) calendar days in consultation with the Human Resources Director, or designee. In such cases, and except for good cause, the agency/department head will notify the employee in writing as to what specific allegations are being investigated. Following consultation with the Human Resources Director, or designee, the department head, or designee, may grant additional leave with pay exceeding ninety (90) calendar days. If the employee is no longer entitled to a leave of absence with pay, the employee shall be returned to duty pending the completion of the investigation and the imposition of any disciplinary action provided, however, the agency/department head may alter the employee’s duties or assignment until the investigation is completed when he/she determines it is in the County’s best interest.
