Leave Restriction Clause Samples

Leave Restriction. 1. An Officer's immediate supervisor may restrict the Officer from using leave when there is reason to believe that the Officer is engaging in a pattern or practice of abusing leave.

Leave Restriction. When there is sound reason to believe an employee is improperly using sick leave, the employee will be counseled and provided an opportunity to correct the perceived problem. If a problem exists and is not corrected based on the counseling, the employee may be issued a Letter of Warning. The letter of warning will not be placed in the Official Personnel Folder. This letter will include the evidence supporting the basis for a determination of improper leave use, what the employee must do to correct the problem, and the nature of leave restriction which may result if the problem is not corrected. (Certain language is before the Federal Labor Relations Authority pending resolution of a negotiability dispute. If the language is deemed negotiable by the Authority, it will be included by addendum as the first sentence of this paragraph.) Such leave restriction will be fair, reasonable, and equitably applied to all employees. The leave restriction will explain the reason for the restriction, the conditions for presentation of evidence in order to obtain approval of subsequent leave requests in that category, the type(s) of acceptable evidence, and the consequences of not providing such evidence.

Leave Restriction. In approving a child care leave of absence, the School District shall not be required to grant any leave of more than twelve (12) months’ duration or shall not be required to permit the employee to return to employment prior to the date designated in the approved child care leave.

Leave Restriction. Employees shall not take accumulated annual leave in excess of two (2) consecutive days, unless the employee requires annual leave because they have exhausted their sick leave for any lawful purpose, in any of the following blackout periods:  Bursar o Four (4) weeks during late registration for fall and four (4) weeks during late registration for the spring  Records & Registration o First three (3) weeks in May

Leave Restriction. ‌ A. A person shall be placed on sick leave restriction only if there is evidence of sick leave abuse and the restriction is justified in writing. The mere amount of leave used for illness does not constitute abuse. 1. In individual cases, if there is evidence showing that an employee is abusing sick leave privileges, ordinarily the employee shall first be counseled. If there is no improvement, the employee will be notified in writing that an acceptable medical documentation will be required for each subsequent absence for sick leave purposes. 2. Cases requiring an acceptable medical documentation for each sick leave absence shall be reviewed by a supervisor, for the purpose of determining whether there is a need to continue the restriction. Such review shall take place at the end of 6 months from the date of the notice to the employee requiring an acceptable medical documentation. When it has been determined that there is a need to continue the restriction, the employee shall be notified in writing.

Leave Restriction. Before any employee accepts work for another employer for gainful regular employment while on leave from the District, such employee shall first notify the District that he is available for employment. If such employee does not notify the District of his availability for employment, or refuses to return to offered employment after notifying the District of his availability to work, he shall be automatically terminated.

Leave Restriction a. Supervisors should discuss concerns regarding leave usage with the employee at the earliest opportunity. b. Leave abuse may be present when: (1) proper procedures are not followed in requesting leave; (2) the pattern of taking leave is disruptive to the mission of the office; or (3) prior leave patterns may indicate a misuse of leave. c. When an employee's absences indicate an abuse of leave, the employee will be advised in writing of the problem and the appropriate restrictions which apply. The leave restriction should deal with the identified leave abuse problem and the procedures that must be followed to obtain leave. Leave restrictions will be in place for no longer than three (3) months. However, if the problem persists, the leave restriction may be extended in increments of three (3) months or less.

Leave Restriction. A. Where the Office has reasonable grounds to believe an employee has abused sick leave, a written warning may be issued informing the employee that if the described abuse continues, sick leave restriction may be imposed. If sick leave restriction is imposed, written notice will be provided explaining the reasons for the sick leave restriction and stating that, for a stated period, but not to exceed six (6) months, a medical certificate must accompany requests for approval for leave taken for sick purposes due to the illness of the employee or family member. At the end of the stated period, the Office shall review the employee’s situation and shall give the employee notice of rescission or renewal of the restriction due to evidence of continued abuse. ▇. ▇▇▇▇ leave restriction will be based on an employee’s absences due to alleged illnesses, if there is evidence of sick leave abuse. Sick leave restriction will not be based solely on the amount of prior approved leave. Prior approved leave for sick purposes may be considered to establish a pattern of sick leave abuse.

Leave Restriction. The Union agrees not to apply for leave during a week where a statutory holiday falls.