Leave Abuse Sample Clauses

Leave Abuse. Intentional misuse of leave is grounds for disciplinary action up to and including termination. 1700 SICK LEAVE BANK
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Leave Abuse. 8.7.1 APSUE agrees that during the term of this agreement to work cooperatively with the district in labor-management to address the continuing problem of leave abuse and work toward its resolution.
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Leave Abuse. Any employee found to have abused leave benefits by falsification or misrepresentation shall be subject to disciplinary action.
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Leave Abuse. An employee alleged to have taken an invalid sick leave/extended illness leave day(s) or to have abused leave privileges (as evidenced by excessive Friday/Monday absences, absences that extend a holiday weekend, repeat absences with inadequate notice, or other objective facts that support the inference of leave abuse) shall be given, in writing, the evidence against him/her supporting the allegation(s), and will provide the employee an opportunity to respond to the allegation prior to any action taken against him/her. Action that may be taken as a result of leave abuse will comply with the concept of progressive discipline, which can proceed to termination. When appropriate, the District may work with CSEA to develop individual remediation plans. Such plans may include a more stringent medical verification process, to be used in situations involving excessive absenteeism or leave abuse. However, the District's refusal to implement an individual remediation plan shall not be subject to the grievance procedure.
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Leave Abuse. While an employee is on sick leave, the employee is expected to engage in those activities that are consistent with the reason for his sick leave and with his medical practitioner’s direction. The Employer may investigate sick leave abuse. Any abuse or patterned abuse of sick leave may result in the denial of leave, disciplinary action or both.
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Leave Abuse. An employee may be disciplined per Article VII (E) if the Superintendent finds that the employee has misused sick leave or has used more sick leave than they have accrued, without the Boards approval. Attendance is a relevant factor in assessing employee performance. The administration has the discretion to require appropriate documentation when abuse is suspected and/or upon an apparent pattern of sick leave abuse. If the Employer suspects that sick leave is being used for other purposes, or whenever there appears to be a pattern of absences that the administration believes warrants further investigation, the employee(s) suspected shall be notified in writing that an investigation regarding the usage is being conducted. Examples of such patterns include, but are not limited to, high absenteeism on Mondays and/or Fridays, and absences immediately before or after vacations or holidays. Employees may be subject to discipline if they utilize sick leave in a manner that evidences misuse, even if the amount of sick leave used is within the limits permitted under the collective bargaining agreement.
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Leave Abuse. If reasonable grounds exist for questioning an employee’s use of leave, the Agency may place an employee on a Leave Restriction. A Leave Restriction requires the employee to seek approval for any Annual Leave in advance or speak directly to the employee’s supervisor and provide proof of an emergency preventing the employee from reporting to work. A Leave Restriction requires the employee to provide acceptable medical documentation for any Sick Leave request. The Leave Restriction will describe the circumstances which led to its issuance and will specify the termination date of the restriction. At the end of the stated period (not to exceed six (6) months), the Agency will review the employee's situation and if the circumstances that led to the leave restriction have improved, will notify the employee in writing if the leave restriction is no longer in effect. If the employee situation has not improved the Agency will notify the employee in writing if the Leave Restriction will be extended, and reviewed within six (6) months.
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Leave Abuse. When an employee appears to be abusing any type of leave, the employee may be subject to disciplinary action or may be required to comply with special procedures more stringent than those, applied to other employees. If leave abuse is suspected by Management, the employee shall be counseled concerning the perceived problem. If during this counseling, the employee reasonably fears discipline, the employee has a right to request a Union representative in accordance with the requirements of law.
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Related to Leave Abuse

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • SUBSTANCE ABUSE The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply:

  • Leave Policy See applicable administrative policy.

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions:

  • Pregnancy This agreement can be cancelled if you become pregnant upon the appropriate written proof being given. Please note – ANY Cancellation for the above reasons will not be effected until the appropriate proof is provided and received (in writing or via email) by Harlands or the club.

  • Leave Donation An employee may donate vacation leave, sick leave, or personal holiday to another employee for purposes of the leave sharing program under the following conditions:

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • SUBSTANCE ABUSE POLICY 6.6.1. Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.

  • Sick Leave Verification The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.

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