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Human Resources Department

Deputy Sheriff's Law Enforcement Management Unit (DSLEM)

2023 - 2026 DSLEM Memorandum of Understanding:   Article 21: Sabbatical Leave


A Department Head, within their sole discretion, may allow a DSA Law Enforcement Management employee a sabbatical leave from the employee’s position with the County for a period not to exceed six calendar months. Prior to commencing the leave, the employee must have served the equivalent of seven (7) years of full-time service in pay status in a position or positions designated by the County as Sworn Law Enforcement Management. Each subsequent sabbatical leave shall require the equivalent of an additional seven years of similar service. Any unpaid absence from work which lasted longer than two full pay periods shall not be counted in the qualifying period.

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A Sworn Law Enforcement Management employee must apply for the sabbatical leave in writing to the employee’s Department Head who shall respond to the request in writing by either approving or disapproving the leave. The decision of the department head is final, non-appealable, and non-grievable under any County policy, resolution or rule or the Grievance Procedure of this Memorandum.

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During the sabbatical leave and notwithstanding any other provision of this Memorandum nor any other County policy, resolution or rule, the employee shall not receive any regular salary or pay; however, the County shall continue to make its normal contributions for the employee’s health, dental, vision care, life, long-term disability benefits, and any other such health and welfare benefits as may be granted Sworn Law Enforcement Management employees in the future, as were paid at the commencement of the leave. The employee shall make appropriate payments acceptable to the Auditor-Controller-Treasurer-Tax Collector in order to continue dependent health care coverage during the period of the sabbatical leave. If the employee does not elect to continue dependent coverage, the County shall pay the employee only premiums.

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