DATE: November 5, 2006
TO: All Managers
FROM: Casey Echarte, Employee Relations Manager
SUBJECT: Assignment to Work at an Alternative Location
In some circumstances, it may be appropriate during the course of an investigation and/or during the Skelly process for an employee accused of wrongdoing to be kept away from his/her regular work location.
Unless required by a governing agency, this should be the exception rather than the rule, and discussed with Employee Relations and/or County Counsel prior to implementation. In determining whether to leave the accused employee in his/her regular work area, assign him/her to work at home, or to assign him/her to another location/set of duties, the following issues will be discussed:
- Could the employee hinder the investigation by corrupting data or removing/destroying other evidence?
- Could the employee cause further harm if left in his/her current position? (e.g. A Social Worker accused of inappropriate behavior with a child)
- Is the employee a potential threat/danger to others?
- Are there other governing agency requirements? (e.g. State requirement to remove a health care employee accused of abuse)
If the department determines to assign the employee to an alternative location, a letter will be given to the employee, informing him/her of this arrangement, the duration of which will be kept to the shortest amount of time that circumstances warrant.