Excessive Use of Sick Leave. The University shall maintain records of sick leave used for each calendar year for all bargaining unit employees. With each utilization of sick leave, a determination shall be made whether the absence is certified or uncertified. For purpose of determining certified leaves, FMLA, Workers’ Compensation, physician verified hospitalization and recovery and physician verified sick leave use for family or personal use of sick leave shall be considered certified. For purposes of this Article, “physician verified sick leave” shall mean that the employee’s physician, or employee’s family member’s physician, provides documentation on his or her letterhead or prescription pad that indicates the employee’s time in the office as well as the employee’s inability to perform their job for a defined amount of time. Any employee that uses in excess of sixty-four (64) hours of uncertified sick leave in a calendar year will receive:
Excessive Use of Sick Leave. The administration of discipline for alleged excessive use of sick leave shall be in accordance with the following:
Excessive Use of Sick Leave. An employee’s excessive use of sick leave, tardiness, and failing to notify his/her immediate supervisor when absent or tardy, can negatively impact the performance of his/her job or affect others in the performance of their job. Factors that will be considered in determining whether use of sick leave is excessive include, but are not limited to, the number of absences compared to other employees, whether absenteeism is limited to a finite time period or whether it continues over time, the basis for the absenteeism and the significance of the impact on the performance of his/her job, of others and their department. Sick Leave policy updated on July 1, 2015 via Assembly Bill 304 and January 1, 2016 via Senate Bill 579. Smoking Cessation Program Participating employees shall be eligible for a one time incentive payment up to $200 for completion of a certified smoking cessation class which shall be pre-approved by the Risk Manager. Proof of completion must be provided to receive payment. *Said changes may be subject to minor modification, to the benefit of the employees, and shall not become effective until such time as all bargaining units approve. The Risk Manager shall have the authority to approve or deny the eligibility of any and all proposed wellness programs. (Resolution 70-2014)
Excessive Use of Sick Leave. Any employee who uses five (5) or more days of unapproved or non-exempt sick leave in a school year will be determined to have used an excessive amount of sick leave. Abuse or Capricious Use of Sick Leave — This is a pattern of poor attendance. Examples include but are not limited to: • Each month earning a sick leave day and using the sick leave day with no sick leave hours or a small amount of sick leave hours in the bank. • Frequent use of sick leave days on Monday, Friday, or in conjunction with other days off. • Excessive use of sick leave. Where an excessive use of sick leave or abuse of sick leave as defined above exists the employee shall be notified by letter at a meeting with the employee’s principal or supervisor that he/she is being placed on a six-month attendance review period and the letter shall be a written record of an oral reprimand. During the attendance review period a medical certificate must be provided for any use of sick leave. Where the at- tendance problem persists, the employee will be subject to an extended attendance review period and/or appropriate discipline up to and including termination.
Excessive Use of Sick Leave. The District shall have the right to inquire regarding excessive use of sick leave. The inquiry shall take place in the following manner: If the immediate supervisor is concerned about excessive use of sick leave, he or she may request the individual meet with the District Privacy Officer to discuss the situation. After such a meeting, a doctor's statement for future use of leave may be required as deemed necessary. The period of time for such additional verification shall be ninety (90) school days after which time this practice will be automatically discontinued unless another meeting with the District Privacy Officer is held to clarify the need for further verification.
Excessive Use of Sick Leave. Once employees have accumulated a total of seven (7) or more sick leave occurrences in a 12- month period (from July 1 to June 30), their immediate supervisor shall discuss with them the reasons for their absences and the District’s need for regular attendance by all employees. The accumulation of any additional sick occurrence within the 12-month period after such a discussion may result in a written warning. After such a written warning has been given, any further sick leave occurrence within the 12-month period may result in a one-day suspension from work, with pay, during which time the employee will be interviewed and counseled by the Superintendent or his/her designee and will further be advised that any additional sick leave occurrence during the 12-month period may result in termination from employment. For the remainder of the one-day suspension, if issued, the employee will be sent home to contemplate the impact of loss of employment by the District. Employees who do have any additional sick leave occurrence within the 12-month period after such a suspension may be subject to additional disciplinary action. Consecutive sick leave absences shall constitute a single “occurrence” as that term is used herein; thus, while being on sick leave five consecutive days would be one occurrence, sick leave absence on just a Monday, Wednesday, and Friday of a week, for example, would be three, provided that no absence shall constitute an occurrence if it is either covered by the Family and Medical Leave Act or for a verifiable medical condition as supported by a treating medical professional’s written statement submitted by the employee.
Excessive Use of Sick Leave. Employees may be subject to discipline, if the employee abuses sick leave.
Excessive Use of Sick Leave. If the Superintendent or designee believes a pattern of excessive use of Sick Leave exists, the employee will be provided an opportunity, with representation if desired, to explain the use of sick leave. Medical or other appropriate documentation may be requested. If documentation is not provided, it may be considered a pattern of excessive use of Sick Leave and may be subject to progressive disciplinary action.
Excessive Use of Sick Leave. Any employee who uses ninety-six (96) hours or more of non-exempt sick leave in a calendar year will be determined to have used an excessive amount of sick leave. Abuse or Capricious Use of Sick Leave - This is a pattern of poor attendance. Examples include but not limited to are: Each month earning a sick leave day and using the sick leave day with no sick leave hours or a small amount of sick leave hours in the bank. Frequent use of sick leave days on Monday, Friday, or in conjunction with other days off. Excessive use of sick leave. POLICY:
Excessive Use of Sick Leave. Any employee who uses five (5) or more days of unapproved or non-exempt sick leave in a school year will be determined to have used an excessive amount of sick leave. Article Eleven – Medical and Emergency Leaves (continued) Abuse or Capricious Use of Sick Leave — This is a pattern of poor attendance. Examples include but are not limited to: • Each month earning a sick leave day and using the sick leave day with no sick leave hours or a small amount of sick leave hours in the bank. • Frequent use of sick leave days on Monday, Friday, or in conjunction with other days off. • Excessive use of sick leave. Where an excessive use of sick leave or abuse of sick leave as defined above exists the employee shall be notified by letter at a meeting with the employee's principal or supervisor that he/she is being placed on a six-month attendance review period and the letter shall be a written record of an oral reprimand. During the attendance review period a medical certificate must be provided for any use of sick leave. Where the attendance problem persists, the employee will be subject to an extended attendance review period and/or appropriate discipline up to and including termination.
