Unpaid Administrative Leave. At the Appointing Authority’s discretion, an employee may be placed on unpaid administrative leave when the employee is unable to work because of the temporary absence of a license, completed background check, or other credentials required for their position. After verification of reinstatement of license, successful background check or credentials required for the position, the employee shall be reinstated subject to the reinstatement provisions of Section 5, Reinstatement After Leave. For informational purposes, the Association shall be notified at the time the employee is placed on the Unpaid Administrative Leave.
Unpaid Administrative Leave. At the Appointing Authority’s discretion, a nurse may be placed on unpaid administrative leave when the nurse is unable to work because of the temporary absence of a license.
Unpaid Administrative Leave. Employees of the Bargaining Unit who have had charges filed against them by local, state, or federal prosecutor’s office for any felony or any criminal charge that could result in a decertification, refusal to certify, or refusal to recertify by the Colorado Peace Officer Standards and Training (POST) Board may be placed on unpaid administrative leave under the following circumstances:
Unpaid Administrative Leave. An employee against whom dismissal is recommended shall be placed on unpaid administrative leave from the date that the final notice of discipline is served on the employee pursuant to Article 12.7.2 above, until the effective date of his/her dismissal.
Unpaid Administrative Leave. Any employee with a Felony may be placed on unpaid administrative leave and will be reimbursed for lost wages if acquitted or charges are dropped.
Unpaid Administrative Leave. A. Full-time employees with one (1) year or more of continuous service shall, with prior written approval of the Town Manager, be granted a leave of absence for good cause such as, but not limited to, sickness, health, and compelling or urgent personal reasons, and such leave may be extended for like good cause.
B. Full-time employees with less than one (1) year's continuous service may be granted a leave for similar reasons for a period not to exceed thirty (30) days with the written approval of the Town Manager. The thirty (30) day limit may be extended in cases of illness.
C. Employees who are unable to work because of illness or disability unrelated to their employment for the Town of Stowe, may be granted an unpaid administrative leave, after an absence of ten (10) working days or after the expiration of all eligible leave pay as set forth herein, with the written approval of the Selectboard.
D. Employees shall receive no wages while on unpaid administrative leave (except as required by the Vermont Parental and Family Leave Act) but may be eligible to continue receiving all other benefits set forth herein in accordance with the applicable provisions of the Family and Medical Leave Act (FMLA)
Unpaid Administrative Leave. Discharge Oral and written reprimands from supervisory personnel shall be removed from the employee’s personnel file after a period of three (3) years, provided that the employee has not committed any other infraction of appropriate rules or regulations. The employee shall be responsible for initiating the action to remove the reprimand from his or her personnel file. If reprimands have not been requested to be removed from the employee’s personnel file, they may be used by the Superintendent of Schools or his or her designee in any subsequent disciplinary proceeding. School Committee reprimands are exempt from removal and shall remain part of the personnel file permanently. Any Administrator who issues an oral reprimand will maintain a record of the oral reprimand and shall provide written notice of the same to the employee. The written notice shall include the date(s) of infraction, date of oral reprimand meeting, those present, and nature of the infraction(s). The written notice shall include the following statement, “The purpose of this written notice is to memorialize an oral reprimand issued on [date].” The Administrator issuing a reprimand (either oral or written) shall provide a copy to the Union President within three (3) days of issuing the reprimand. The timeframe and grievance filing shall be tolled until the Administration complies with this requirement. Any grievance concerning said reprimand shall be filed within twenty (20) working days from when the Union President receives the copy of the reprimand. Employee coaching through verbal reminders and constructive criticism are to be differentiated from an oral reprimand.
Unpaid Administrative Leave. Employees of the Bargaining Unit who have had felony criminal charges filed against them by a local, state or federal prosecutor’s office may be placed on unpaid administrative leave under the following circumstances:
Unpaid Administrative Leave. If an employee tests positive for a controlled substance (absent a valid prescription) or for alcohol subsequent to a Reasonable Suspicion Drug or Alcohol test, the Department Director may require the employee to use accrued leave time or unpaid Administrative Leave until such time as the employee tests negative. The “return to work” drug or alcohol test(s) will be performed at the employee’s expense.
Unpaid Administrative Leave. Leaves of absence without pay and benefits up to one (1) year in duration may be requested by forwarding a written request to the driver’s immediate supervisor at least five (5) workdays in advance of the beginning of the requested leave, unless the request is required because of personal illness or situation which does not allow for the advance notice. Benefits shall remain in effect for unpaid administrative leaves of ten (10) workdays or less. The written leave request shall include the reason for requesting the leave, the proposed beginning date of the leave and the date of the driver’s return to work. Unpaid administrative leave may be used in increments based on the affected driver’s bid route assignments. Unpaid administrative leave may be denied if the absence of the employee would unreasonably interfere with the services to be performed by the Transportation Department. Upon returning from an unpaid administrative leave the driver’s work will be assigned in the manner provided in Article IX, Section B.
