On occasion, usually during the pendency of an investigation and prior to a resolution, a dean, the provost, or their designee may place an academic appointee on Administrative Leave, relieving the individual of their work duties, removing them from the workplace, and sometimes placing restrictions on their communications with others from the workplace. When an Administrative Leave is paid, only the regular academic salary and benefits may be continued.
Using reasoned judgment and based on the known facts, in its sole discretion, the University may require an Administrative Leave under a variety of circumstances, including but not limited to: (i) the health or safety of the employee and/or others; (ii) providing time for an internal investigation or review related to a possible policy violation, e.g., sexual misconduct or harassment; theft or misappropriation of University funds, property, research data, or trade secrets; research misconduct; violence or threats of violence; workplace, research, or patient safety events; and (iii) other conduct that the University determines requires interim removal of an employee from the workplace because of the obstruction of or interference with an academic or administrative unit’s ability to function.
An Administrative Leave is an interim measure to support the workplace and educational environment, and does not constitute a punitive measure, adverse finding, or prejudgment that a policy violation has occurred. The University will limit the duration of the Administrative Leave to the shortest time necessary to fulfill the purpose of the leave. For example, when an academic appointee is placed on an Administrative Leave for investigative purposes, they will be returned to work at the conclusion of the investigation unless the investigation results in adverse findings and a recommendation for suspension or termination of employment.