Sick Leave Restriction whenever employees are placed upon sick leave restriction, notice shall be given in writing to the employee. Employees shall be given the opportunity to respond to the notice.
Sick Leave Restriction i. The following may be indicators of a pattern of sick leave usage that may require a discussion between the bargaining unit employee and management when there is repeated and frequent sick leave use for:
Sick Leave Restriction. No member of the bargaining unit shall acquire sick leave during an unpaid leave of absence.
Sick Leave Restriction. Sick leave restriction is when the Employer requires the submission of a medical certificate, to support all of an employee’s sick leave absences (or other leave used in lieu of sick leave) over a given period of time.
Sick Leave Restriction a. Where it is determined, after an individual case-by-case review, that there exists an established pattern of sick leave abuse, Medical Certification may be required regardless of the duration of the absence. In cases indicating excessive absence on account of illness or where there has been determined to be abuse of the sick leave privilege, medical certificates may be required for any period of absence, provided the RN has been informed in advance, in writing, that such a requirement has been established. Failure to provide the required medical certification may be grounds for disapproval of Sick Leave.
Sick Leave Restriction. Leave restriction is a non disciplinary action designed to assist the employee to overcome his/her inability to manage leave. In this regard, the Employer will make every effort to assist bargaining unit employees who have established a pattern of leave misuse/abuse. The Employer recognizes that leave use is not synonymous with leave abuse. When a supervisor determines that a bargaining unit employee has established a leave pattern that indicates possible misuse or abuse, the supervisor will counsel the employee and assist him/her in developing methods for reducing leave usage. It is understood that no single leave usage will be controlling in establishing or supporting a pattern of alleged leave abuse. In addition, the supervisor will notify the employee verbally and in writing and when appropriate, establish a date for expected improvement. If the employee fails to improve, the supervisor will request the issuance of a letter of leave restriction. Noncompliance with the letter of leave restriction may result in disciplinary action. Leave restriction will be imposed for a period of six months with a supervisory review after three months. If there is significant improvement the employee may be removed from leave restriction and he/she will be notified in writing. Continued abuse, however, will result in a recommendation for disciplinary action. All sick leave for medical appointments, regardless of the amount requested, must be requested by submitting a completed OPM Form 71, Application for Leave, at least two (2) full workdays in advance and fully explain the need for leave. When it is not possible to request two (2) days in advance, the supervisor will fully consider the circumstances of the particular case before making a decision on the request.
Sick Leave Restriction. The Employer may put an employee on notice of sick leave restriction if it has reasonable evidence (tangible or intangible) of abuse of sick leave. The employee may request, in writing, a review of the notice after a minimum of one-hundred twenty (120) calendar days. The supervisor will reply, in writing, to the employee that the restriction will either be terminated or remain in effect. If the restriction is to remain in effect, the supervisor will include a brief explanation why it is necessary.
Sick Leave Restriction. Employees on Sick Leave Restriction may request the Postmaster to review their Sick Leave usage every six (6) months. If after careful consideration of the individual's record, the Postmaster determines that there is no evidence of abuse of sick leave privileges, the restriction will be removed. Low sick leave balance must not be used as the sole deciding factor to place an employee on restricted sick leave. (Continued ITEM # 4)
Sick Leave Restriction. (a) When there is a reason to believe that an employee is abusing the use of sick leave or the employee fails to follow the procedures for requesting approval of sick leave, the supervisor should counsel the employee concerning the questionable use of sick leave. Some examples of sick leave abuse are: routinely calling in sick at specific times, such as payday, every day before or after a holiday or weekend, routinely calling in sick for periods of less than four days for which medical documentation is not required.
Sick Leave Restriction. An employee may be placed on sick leave restriction for an initial period not to exceed six (6) months if the University believes there is a pattern of absenteeism which indicates abuse of sick leave (whether paid or unpaid). During sick leave restriction, the University may require the affected employee to produce to the University’s Leave Administrator a letter from a physician as to the reason for any absence. The University may also require the employee to submit to an examination by a physician of the University's choice. At the end of sick leave restriction, the employee’s record will be reviewed and, at the University’s discretion, the employee may be removed from sick leave restriction. If the period of restriction is extended, it will also be for a period not to exceed six (6) months, subject to review at the end of that period. An employee on sick leave restriction who uses additional sick day(s) (whether paid or unpaid) may be disciplined pursuant to Article IV. Nothing contained in this paragraph will preclude the University from disciplining an employee under Article IV who is not on sick leave restriction who uses sick leave (whether paid or unpaid) other than for personal or family illness as described in Paragraph O.
