Abuse of Sick Time. The Union recognizes that abuse of sick leave or excessive sick leave is grounds for dismissal or other discipline as elected by the University.
Abuse of Sick Time. If there is reason to believe that sick leave is being abused or misused it shall be investigated by the Chief of Police and the results of such investigation shall be reported to the City Administrator. If the Chief of Police and the City Administrator shall find that an employee is abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
Abuse of Sick Time. If the Human Resources Office has reason to believe that an employee is excessively absent and/or sick leave is being abused or misused, it shall be investigated by the appropriate City representative. The results of such investigation shall be reported to the City Administrator. If the employee presents obstacles to the investigation, he/she shall not be paid for the sick day or days. If the City Administrator finds that an employee is excessively absent and/or abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
Abuse of Sick Time. When an employee has shown signs of abusing the use of sick time as described in 26.5.4 below, management shall meet with the employee to discuss the employee’s use of time, objectives to improve attendance, and options potentially available to the employee such as FMLA and EAP. This meeting will occur prior to management placing the employee on “proof status.” Proof Status will be issued when further abuse occurs.
Abuse of Sick Time. An employee is considered to be abusing sick time when the benefit is used for other than what it is intended (IE: sick day for shopping).
Abuse of Sick Time. The employer can require medical verification and/or take disciplinary action if chronic, excessive, or abuse of sick leave is suspected, consistent with the requirements of FMLA and ADA. (Examples include, but are not limited to, patterned use of sick leave, consistent one day sick leave usage, and limited amount of sick leave on books, with or without prior medical verification. Falsification of either a written, signed statement, or a physician’s certificate shall be grounds for disciplinary action, up to and including, dismissal. Examples of chronic, excessive or abuse of sick leave may include but are not limited to the following, with or without medical verification:
Abuse of Sick Time. Abuse of sick leave is a serious matter which may subject an employee to discipline. The Village may take reasonable steps to determine whether the officer is actually sick. The Village will monitor sick leave usage through the use of a Non‐Scheduled Absence data base. This data base will record non scheduled absences on a monthly, quarterly and yearly basis. Non scheduled absences will be reviewed on a quarterly and yearly basis. The purpose of the database is to recognize established patterns of absenteeism. Patterns of absenteeism include but are not limited to:
