MANDATORY SICK LEAVE. A. The University may, by direction of a designated physician or other appropriate health professional acting initially or pursuant to any Employee submitted medical statement, direct that an Employee be placed on Mandatory Sick Leave whenever there is sufficient evidence to indicate that the affected person is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person's ability to properly fulfill the duties and responsibilities of his/her University position.
MANDATORY SICK LEAVE. The Administration may require a bargaining-unit member to undergo a medical examination when they have a reasonable belief, based on objective evidence, that a bargaining-unit member’s present ability to perform essential job functions will be substantially impaired by a medical condition. A physician mutually agreed to by the University Administration and the bargaining-unit member will conduct the medical examination. In the event that there is sufficient evidence, as determined by the mutually agreed-upon physician to indicate that a member of the bargaining unit is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person’s ability to properly fulfill the essential duties and responsibilities of his/her position with or without reasonable accommodation, the person may be placed on mandatory sick leave. Decisions made by the University Administration under this contract provision shall be subject to the Grievance Procedure entering at Step One (1).
MANDATORY SICK LEAVE. If the fitness of an employee to continue in the employee's responsibilities becomes questionable for reasons of physical or mental health, the Head of Human Resources or designee shall discuss the matter with the employee in personal conference. The employee may request Union representation at this meeting. In cases of potential workplace violence concerns as determined by Public Safety and Human Resources, the personal conference will be replaced by a conference between Human Resources, Public Safety, and a Union representative. If a determination for leave is made, Human Resources shall notify the employee by mail. If the problem cannot be resolved in such conference, the Employer may require the employee to submit to a physical or psychiatric evaluation. The Employer may designate an examiner who must be a licensed psychologist, physician or psychiatrist and the Employer will assume the cost of the examination. In the event the medical examination results in finding that the employee is unable to discharge his or her duties in a competent manner, the Union recognizes that the Employer may have to place the employee on mandatory sick leave, with entitlement to any applicable sick leave, short term disability, or long term disability payments. Before an employee is involuntarily placed on such a sick leave, the Employer will notify the President of the Union of the proposed action.
MANDATORY SICK LEAVE. In the event that there is sufficient evidence, as determined by the Employee Health Services of the University Health Center or some other health service mutually agreed to by the University Administration and the Association, to indicate that a member of the bargaining unit is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person’s ability to properly fulfill the duties and responsibilities of his/her position, the person may be placed on mandatory sick leave. Decisions made by the University Administration under this contract provision shall be subject to the grievance procedure entering at Step One.
MANDATORY SICK LEAVE. 12-9-2021
MANDATORY SICK LEAVE. If the fitness of an employee to continue in the employee's responsibilities becomes questionable for reasons of physical or mental health, the Director of Human Resources or the director’s designee shall discuss the matter with the employee in personal conference. The employee may request union representation at this meeting. If the problem cannot be resolved in such conference, the Employer may require the employee to submit to a physical or psychiatric evaluation. The Employer may designate an examiner who must be a licensed psychologist, physician or psychiatrist and the Employer will assume the cost of the examination. In the event the medical examination results in finding that the employee is unable to discharge his duties in a competent manner, the Union recognizes that the Employer may have to place the employee on mandatory sick leave, with entitlement to any applicable sick leave, short-term disability, or long-term disability payments. Before an employee is involuntarily placed on such a sick leave, the Employer will notify the President of the Union of the proposed action.
