Common use of Sick Leave Abuse Clause in Contracts

Sick Leave Abuse. The use of Sick Leave for purposes other than those defined in this Agreement will be considered evidence of Sick Leave abuse. Supervisors are expected to monitor employee usage of Sick Leave and may hold a Coaching & Counseling session, issue a Letter of Instruction, Oral Reprimand, or Written Reprimand when evidence of Sick Leave abuse exists and/or for excessive use of Sick Leave pursuant to the Departmental or Divisional Penalties & Prohibitions. When a supervisor suspects Xxxx Leave abuse, they will notice the employee of such suspicions. The employee will be given specific reasons for the supervisor’s suspicion and may be required to provide a written medical certificate for any Sick Leave absence. If the supervisor continues to suspect abuse of Xxxx Leave, the employee may be subject to the progressive disciplinary process under Article XIX, Discipline. The Employer will not adopt or enforce any policy that counts the use of Sick Leave for an authorized purpose as an absence that may lead to or result in discipline. An authorized purpose is Sick Leave used in accordance with the terms and conditions of this Agreement and Department or Division policy. The Employer will not discriminate or retaliate against an employee for the use of Sick Leave. UNION BUSINESS LEAVE‌ See Article XXV, Union Rights. UNION COLLECTIVE BARGAINING LEAVE‌ See Article XXV, Union Rights. UNION REPRESENTATION LEAVE‌ See Article XXV, Union Rights. WORK-RELATED INJURY (WORKERS’ COMPENSATION)‌ General Provisions This Section shall not be construed as an exhaustive representation of the Employer’s Workers’ Compensation policies and procedures. If an employee incurs a work-related injury or illness they must notify their supervisor immediately. Within seven (7) days of the work-related incident, the employee must complete the C-1 Notice of Injury or Occupational Disease form. Employees are expected to seek treatment for any work-related injury or illness immediately, or as soon as practicable after the occurrence. A listing of designated medical providers for work- related injury or illness is available on the DHRM Risk Management website. The treating physician will submit a C-4 Physician’s Report of Initial Treatment form to the Employer’s Workers’ Compensation Administrator. The employee’s supervisor is responsible for submitting the C-3 Employer’s Report of Industrial Injury or Occupational Disease form to the Workers’ Compensation Administrator within six (6) working days of notice of the incident. Work-related injury or illness claims are adjudicated by a third-party Workers’ Compensation Administrator. For more information on the Workers’ Compensation process or claims administration, employees may contact the Workers’ Compensation Administrator directly. The Employer will abide by Federal and State law regarding work-related injury and illness.

Sick Leave Abuse. The use of Sick Leave for purposes other than those defined in this Agreement will be considered evidence of Sick Leave abuse. Supervisors are expected to monitor employee usage of Sick Leave and may hold a Coaching & Counseling session, issue a Letter of Instruction, Oral Reprimand, or Written Reprimand when evidence of Sick Leave abuse exists and/or for excessive use of Sick Leave pursuant to the Departmental or Divisional Penalties & Prohibitions. When a supervisor suspects Xxxx Sick Leave abuse, they will notice the employee of such suspicions. The employee will be given specific reasons for the supervisor’s suspicion and may be required to provide a written medical certificate for any Sick Leave absence. If the supervisor continues to suspect abuse of Xxxx Sick Leave, the employee may be subject to the progressive disciplinary process under Article XIX, Discipline. The Employer will not adopt or enforce any policy that counts the use of Sick Leave for an authorized purpose as an absence that may lead to or result in discipline. An authorized purpose is Sick Leave used in accordance with the terms and conditions of this Agreement and Department or Division policy. The Employer will not discriminate or retaliate against an employee for the use of Sick Leave. UNION BUSINESS LEAVE‌ See Article XXV, Union Rights. UNION COLLECTIVE BARGAINING LEAVE‌ See Article XXV, Union Rights. UNION REPRESENTATION LEAVE‌ See Article XXV, Union Rights. WORK-RELATED INJURY (WORKERS’ COMPENSATION)‌ General Provisions This Section shall not be construed as an exhaustive representation of the Employer’s Workers’ Compensation policies and procedures. If an employee incurs a work-related injury or illness they must notify their supervisor immediately. Within seven (7) days of the work-related incident, the employee must complete the C-1 Notice of Injury or Occupational Disease form. Employees are expected to seek treatment for any work-related injury or illness immediately, or as soon as practicable after the occurrence. A listing of designated medical providers for work- related injury or illness is available on the DHRM Risk Management website. The treating physician will submit a C-4 Physician’s Report of Initial Treatment form to the Employer’s Workers’ Compensation Administrator. The employee’s supervisor is responsible for submitting the C-3 Employer’s Report of Industrial Injury or Occupational Disease form to the Workers’ Compensation Administrator within six (6) working days of notice of the incident. Work-related injury or illness claims are adjudicated by a third-party Workers’ Compensation Administrator. For more information on the Workers’ Compensation process or claims administration, employees may contact the Workers’ Compensation Administrator directly. The Employer will abide by Federal and State law regarding work-related injury and illness.