Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Policy topic
No spam. Unsubscribe anytime.
Klamath County reviews administrative leave policy with set check-ins, no-contact rule
Summary
The Board reviewed a draft administrative-leave policy Jan. 20 that would set 30/60/90-day check-ins and permit treating three consecutive working days of unresponsiveness as voluntary resignation; draft language also emphasizes confidentiality for whistleblower investigations and will be finalized after bargaining unit negotiations.
Klamath County commissioners reviewed a proposed administrative-leave policy during their Jan. 20 meeting that includes defined check-ins at 30, 60 and 90 days and new procedures for handling extended leaves.
An unidentified county official outlined additions from HR that would make it explicit the county expects employees on leave to keep contact information current and to respond to reasonable requests to meet. The draft includes a provision that, if the county does not hear back from an employee on leave (paid or unpaid) within three or more consecutive working days after requests to contact the county, the absence may be treated as voluntary resignation or job abandonment under the county personnel separation procedures.
The HR director and staff emphasized confidentiality for investigatory and whistleblower matters, noting that improper disclosure during investigations could lead to additional disciplinary action. Commissioners said the draft had been shared with collective bargaining units ahead of upcoming negotiations and indicated they intend to adopt the policy after completing bargaining discussions.
"If we don't hear back from them within three or more consecutive days, working days, we go ahead and consider that a voluntary resignation or job abandonment," an unidentified county official said while describing the recommended language. The board asked staff to ensure the leave letter to employees contains clear instructions about contact responsibilities.
Next steps: continue negotiations with unions, incorporate bargaining feedback, and schedule adoption after negotiations conclude.
