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Bonner County to write administrative-leave policy after commissioners flag legal, documentation gaps
Summary
Bonner County HR confirmed the personnel manual has no administrative-leave policy; commissioners urged integrating performance-improvement plans, Loudermill due-process steps, clearer supervisor documentation, and coordination with risk and the prosecutor before formalizing any policy.
Director Holmgren told the board Bonner County’s personnel manual currently contains no policy addressing administrative leave, and she has compiled federal and state guidance — including Office of Personnel Management materials and Idaho Division of Human Resources examples — to use as a draft framework.
“There's nothing in Bonner County's personnel policy manual that addresses administrative leave,” Holmgren said, and she called the lack of written guidance a legal and operational risk.
Several commissioners responded that any administrative-leave policy should be tightly linked to performance-improvement plans (PIPs), supervisor desk files and documentation, and a Loudermill-style due-process notice to ensure employees have an opportunity to respond. One commissioner said the county should consider when to refer cases to outside investigators and stressed collaboration with the prosecutor’s office to reduce third‑party legal costs.
Commissioners also emphasized consistency: when elected officials or departments place someone on leave, the board should be kept informed, and HR should create a framework showing how policies 500–700 will be updated together to address classification, compensation, benefits and separation procedures.
Holmgren said HR will use federal and state resources as starting points and will return with proposed language and a framework for how policy updates will be prioritized.
Next steps: HR will draft an administrative-leave policy that incorporates PIP alignment, documentation standards, coordination with risk/legal staff, and a clear communication process for elected officials and managers.
