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 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 Sick Leave, the employee may be subject to the progressive disciplinary process under Article XV, 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.

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 Sick Xxxx Leave abuse 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 Sick Xxxx Leave, the employee may be subject to the progressive disciplinary process under Article XVXIX, 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.

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 Sick Leave abuse they will notice the employee of such suspicions. The employee will be given specific reasons for the supervisor’s '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 Sick Leave, the employee may be subject to the progressive disciplinary process under Article XV_ , 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.

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 Sick 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 Sick Xxxx Leave, the employee may be subject to the progressive disciplinary process under Article XV, 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.

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 Sick Leave abuse 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 Sick Leave, the employee may be subject to the progressive disciplinary process under Article XVXIX, 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.