Administrative Leave is a leave of absence that is initiated by Georgia Tech or the University System of Georgia (USG) under special circumstances with pay. During Administrative Leave an employee may be instructed not to work, not to report to
their workplace, or to conduct work in a modified manner.
Administrative Leave may be implemented for any of the following reasons: 

1. For the health, safety, or protection of students, employees, or other individuals;
2. To allow time for an investigation or review of a matter internal to the Institute;
3. To evaluate circumstances surrounding an allegation or external event such as an arrest;
4. Other circumstances involving dishonesty, theft or misappropriation of Institute funds, trade secrets, unpublished research or other intellectual or physical property, violence or threats of violence, significant safety violations, acts endangering others, insider threats; or
5. Any other conduct that the Institute in its sole discretion determines requires temporary removal of the employee from the campus community, workplace, or workforce.

Supervisors or HR Representatives who believe there may be a need for Administrative Leave must contact Georgia Tech Human Resources (GTHR) – Employee Relations to evaluate the situation. For situations that require an immediate response, supervisors should use their best judgment on whether the employee should be immediately asked to leave for the day. When a supervisor makes this decision, they must immediately engage their HR Representative as well as GTHR – Employee Relations. In consultation with the supervisor , the Office of Legal Affairs, and other campus leaders, GTHR – Employee Relations will determine whether administrative leave is the best course of action and obtain necessary approvals. GTHR – Employee Relations will consult with the Office of the Vice Provost for Faculty and/or the Executive Vice President for Research on faculty matters.

In cases of imminent harm or threat of imminent harm, Georgia Tech Police Department (GTPD) must be contacted immediately. If GTPD determines that an employee poses a threat of imminent harm, the employee may be placed on immediate Administrative Leave. Following any employee being placed on immediate Administrative Leave, the supervisor must immediately contact their HR Representative as well as GTHR – Employee Relations and the Office of Legal Affairs through the procedures outlined above.

Notification Requirements
An employee placed on Administrative Leave should receive, as soon as practicable and no later than five business days after being placed on administrative leave, a written notification. The notification should include the effective date of Administrative Leave, the conditions and terms of the leave, and the reason for the leave. GTHR Employee Relations will prepare the written notification for distribution by the employee’s manager.

Compensation and Eligibility for Benefits
Administrative Leave does not result in a break in service for the purpose of determining seniority and eligibility for employee benefits, nor does it prevent the accrual of leave. Tenure track employees may apply for extension to their tenure probation period. Employees on Administrative Leave will receive their regular or base pay. However, they are not eligible for temporary pay for extra duties previously assigned, administrative stipends, overtime payments, summer salary for faculty on nine-month contracts, premium holiday pay, or additional premium pay as if the employee worked. Employees on Administrative Leave should perform work only if directed by GTHR.

Termination of Administration Leave
Upon conclusion of Georgia Tech’s review or investigation, GTHR – Employee Relations, in consultation with Georgia Tech leadership for the respective unit , the Office of Legal Affairs, and the employee’s supervisor, will determine whether the employee will be reinstated or subject to disciplinary action, which may include
actions up to, and including, termination of employment.

Duration
Administrative leave should not last longer than six (6) months without review by GTHR-Employee Relations.