Administrative leave (paid or unpaid) is used for a variety of reasons. The most common administrative leave is jury duty. Administrative leave also may be utilized to remove an employee from his/her work area in order to isolate him/her from an adverse environment or illness or to investigate an incident.
Administrative leave does not imply wrong-doing or illness. As no two administrative leave situations are identical, when and how administrative leave is implemented will be made by the administration on a case-by-case basis. Opportunities to reassign employees will be considered first--unfortunately, school settings do not always support this option
If you are placed on administrative leave:
Take a deep breath and listen to the reason(s) provided for the administrative leave whether you agree with the action or not. If you are not provided with a written notification/directive at the time you are placed on leave, please follow the verbal directive, as a written follow-up will be provided.
Share information only with those who need to know. Gossip rarely serves any of the parties well and in the case of an illness or an incident, gossip could escalate the situation.
Retain a work-ready status--you must be able to return to work on short notice.
If you hear that a colleague has been placed on administrative leave:
Do not jump to any conclusions. Remember the story that likens gossip to a bag of feathers—once the feathers had been released not all the feathers could be retrieved.
Unless you feel you have information pertinent to the situation, please respect the privacy of all involved.