There are three common types of leaves; administrative, medical and bereavement.
What is administrative leave? In general, the term administrative leave is used to describe a mandatory absence. The employee leaves or is told to leave his/her job despite the fact that it’s not their choice. The employee wants to remain at work but the employer, who may be the individual’s boss, or higher authority may require them to take an administrative leave. The reason for this is typically due to a conflict of interest and/or (alleged) misconduct on behalf of the employee which puts their employer in a situation where they can no longer trust them and needs to place them on an administrative leave.
When an employee is placed on administrative leave, he or she is generally not allowed to work. The purpose of placing the employee on an administrative leave is usually to protect the interests of both the employer and employee during a period when potentially damaging allegations are investigated. When an employee is placed on administrative leave, he or she must remain out of work until an investigation into the circumstances surrounding the disciplinary issue has been completed. Generally, an employer cannot fire an employee while they are on administrative leave; however, in some cases, the employer may fire the employee while they are on administrative leave.
The Family and Medical Leave Act (FMLA) is a labor law that provides employees the right to take up to 12 weeks of leave during one year for certain family and medical reasons. Eligible employees working for employers with 50 or more employees can be eligible. If you are denied unpaid leave under this Act, you may be able to file a lawsuit in court to challenge that decision. Whether you win or lose in court, you will have the opportunity to tell your story to a judge.
Bereavement leave is a legally mandated time off from work due to the death of an immediate family member. This rule applies to almost all employers, regardless of size or business structure. No employee should have to go back to work immediately following the death of a loved one. They need time and space to grieve as privately and carefully as possible. An employer’s duty is to support their employee during this difficult time and in most cases this means granting either a paid or unpaid bereavement leave.