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ADMINISTRATIVE (LEAVE)

Temporary leave with pay and benefits which does not impact annual or sick leave or compensatory time balances.

Click on below headings for more information on this topic

WHEN?

MUST be granted for:

  • Up to two Employee Assistance Program (EAP) visits (in person or telephonic);
  • Attendance at a health fair authorized by Public Employees' Benefits Program;
  • Official participation representing State employees as a member of a committee or board created by statute;
  • Up to 8 hours preparation for any hearing regarding an employee's own whistleblower retaliation claim or involuntary transfer, suspension, demotion or dismissal;
  • Up to 8 hours to appear for any hearing regarding an employee's own whistleblower retaliation claim or involuntary transfer, dismissal, demotion or suspension;
  • Appearance as an aggrieved employee or witness at a hearing of the Employee-Management Committee1 ;
  • Appearance as a witness at a hearing regarding another employee's whistleblower retaliation claim or involuntary transfer, dismissal, demotion or suspension1 ; and
  • Appearance to provide testimony at a meeting of the Personnel Commission1.

MAY be granted:

  • During the active investigation of a suspected criminal violation or the investigation of alleged wrongdoing2 ;
  • For a fitness for duty evaluation2 ;
  • For committing or threatening to commit an act of violence2;
  • For up to two hours to donate blood;
  • For a reasonable suspicion drug and/or alcohol test2;
  • To attend a general employee benefits orientation or educational session related to employee benefits including retirement and deferred compensation2;
  • For an employee's safety during an emergency (e.g., terrorist attack, natural causes) when employees have been authorized by the Governor not to report to work or to leave work before the end of his or her shift;
  • Due to a closure of the employee's office or work site caused by a natural disaster, pandemic or other similar negative condition when the employee is scheduled and expected to be at work; and
  • Due to closure, as a result of a pandemic, of a school or center or facility that provides day care services which is attended by the employee's dependent child or the temporary cancellation, as a result of a pandemic, of a program attended by the employee's dependent child.

APPROVING/REJECTING LEAVE

Technical (step-by-step) guide: See the NEATS Timekeeping procedure (01.30.10) and NEATS tutorials.

When determining whether to APPROVE or REJECT a leave request or a leave entry on a timesheet, consider the following factors:

  • Is the reason stated for the leave an authorized use of that type of leave (in statute, regulation or policy)?
  • Do the notes (yellow sticky note image link on the timesheet) agree with the hours requested and information entered in the Additional Description: field?
  • If approval is optional, will your work group have sufficient coverage of key duties during the period the employee has requested leave?
  • Will you be violating any regulations or policies by approving or rejecting the leave?

See your agency's policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).  See the NEATS Handbook for applicable payroll code(s).

ADDITIONAL RESOURCES

  • Rules for State Personnel Administration (Nevada Administrative Code 284)
  • Your agency's human resources staff
  • Division of Human Resource Management, Consultation & Accountability staff
  • Office of the Governor Policy for the Use of Administrative Leave for Employee Association/Union Activities (contact your agency's human resource staff or the Division of Human Resource Management, Consultation & Accountability staff for a copy)