Sick PTO Sample Clauses

The Sick PTO clause establishes an employee's right to take paid time off specifically for illness or medical needs. Typically, this clause outlines the amount of sick leave available, the process for notifying the employer, and any documentation required, such as a doctor's note for extended absences. Its core function is to ensure employees can recover from illness without financial penalty, while also providing clear guidelines for both employees and employers regarding the use and management of sick leave.
Sick PTO. Sick PTO is defined when time off requested with or without 15 prior approval due to an emergency or illness, or other reason consistent with Oregon 16 Sick Leave (OL 537, 2015). A general reason explaining the type of sick PTO for the 17 request is to be given. If within the nurse’s control, the nurse must make reasonable 18 efforts to schedule sick time off to minimally disrupt operations. In all cases accrued 19 PTO must be used. Such mandatory utilization of PTO shall be limited to a maximum of 20 sixty-four (64) hours per calendar year. Except in unusual circumstances where the 21 nurse is unable to do so for medical or other legimiate reasons, the employee requiring 22 time off without prior approval must call as soon as practicable, with at least two (2) 23 hours notification before the start of the assigned shift. If the employee does not have 24 approval for each day of absence, it will be paid, however, such absences can become 25 cause for disciplinary action if the nurse’s absence was unexcused and the nurse was 26 not sick or absent for Oregon Sick Leave reasons. The Hospital may request a 27 healthcare provider verification or certification of sick time request defined in OL 537, 28 2015 if time requested off is more than three (3) consecutive scheduled work days. The 29 Hospital shall pay any reasonable out-of-pocket costs for providing medical verification 30 or certification required that are not paid under the nurse’s health benefit plan. If the 31 Hospital suspects a nurse is abusing sick time, including engaging in a pattern of abuse, 32 the Hospital may require verification from a healthcare provider, including seen by the 33 Hospital's Employee Health Coordinator. The Hospital may not require the nurse to 34 search for or find a replacement worker as a condition of the nurse’s use of accrued 1 PTO for sick time. The Hospital will not apply an absence control/attendance policy 2 toward any absences due to utilization of the first accrued forty (40) hours of sick PTO 3 per calendar year or that are otherwise protected by federal or state law. The Hospital 4 may impose discipline for a nurse’s failure to notify it of an unscheduled absence if the 5 nurse fails to timely notify the Hospital of the absence.
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Sick PTO. 16 Sick PTO is defined when time off requested with or without prior approval due to 17 an emergency or illness, or other reason consistent with Oregon Sick Leave (OL 18 537, 2015). A general reason explaining the type of sick PTO for the request is to 19 be given. If within the nurse’s control, the nurse must make reasonable efforts to 20 schedule sick time off to minimally disrupt operations. In all cases accrued PTO 21 must be used. Such mandatory utilization of PTO shall be limited to a maximum of 22 sixty-four (64) hours per calendar year. Except in unusual circumstances where the 24 requiring time off without prior approval must call as soon as practicable, with at 25 least two (2) hours notification before the start of the assigned shift. If the employee 26 does not have approval for each day of absence, it will be paid, however, such 27 absences can become cause for disciplinary action if the nurse’s absence was 28 unexcused and the nurse was not sick or absent for Oregon Sick Leave reasons.
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Related to Sick PTO

  • Sick Leave Policy It is the policy of the State of Ohio to not unreasonably deny sick leave to employees when requested. It is also the policy of the State to take corrective action for unauthorized use of sick leave and/or abuse of sick leave. It is further the policy of the State that when corrective and/or disciplinary action is taken, it will be applied progressively and consistently. It is the desire of the State of Ohio that when discipline is applied it will serve the purpose of correcting the performance of the employee.

  • Sick Leave The employee is eligible for long term disability benefits if provided for in the Collective Agreement. An employee will not receive pay for the first two (2) weeks of any period of absence due to a legitimate illness. The employee may utilize the paid holiday bank as income replacement for absences due to illness, as described in Article (c) above. An employee who is eligible may apply for Employment Insurance for weeks three (3) through seventeen (17) for any absence due to a legitimate illness. The Home will provide the employee with Disability Income Protection as per Article 14.01 (c) for weeks eighteen (18) through thirty (30) for any absence due to a legitimate illness. Employees may be required to provide medical proof of illness for any absence of a scheduled shift, which is neither vacation nor an approved leave of absence.

  • Sick Leave Plan The benefits of the Company’s Sick Leave Plan shall be considered as part of this Agreement. However, it is recognized that its provisions are not an automatic right of an employee and the administration of this plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. The Company’s Sick Leave Plan will provide that probationary and regular employees will commence with a credit of eight days at 100 percent (100%) and 15 days at 75 percent (75%) pay, payable from the first day of sickness. This credit will continue to be available until the employee attains his/her first annual accumulation date as a regular employee. At the time of this accumulation date and each subsequent accumulation date he/she will acquire additional credits of eight days at 100 percent (100%) pay and 15 days at 75 percent (75%) pay. The accumulation of credits will be subject to the provisions of the Company’s Sick Leave Plan. Regular part-time employees shall receive a pro-rated number of sick days. When a regular part-time employee is absent due to illness on a scheduled day of work, they shall be paid for the hours of work scheduled for that day provided sick leave credits are available. Normally employees will be expected to arrange routine medical or dental appointments during non-working hours. Where such appointments cannot be arranged during non-working hours and the employee can be released from his/her duties, then the time shall be charged against an employee's sick leave time except in the case of medical appointments of less than half a day where normal earnings will be maintained. Employees who are on sick leave for 30 days or more may be eligible to participate in a vocational rehabilitation program in accordance with the Company’s policy. All major medical absence forms will be completed for any absence of four (4) continuous days/shifts or more or when requested by management. The Company will compensate the employee for the cost associated with completing these forms up to a maximum of $30.00. Additionally, the company will compensate the employee for the full cost of all medical notes, medical forms or medical information required to support LTD or other Wellness programs. This provision applies to Doctor’s notes requested by Line Management as part of the administration of the sick leave plan. Employees will be required to submit all forms required by management through their personal physician. Sick Leave benefits are conditional upon receipt of these forms and it is the responsibility of the employee to ensure that the employer receives these forms within a reasonable period of time. Any discipline related to sick leave that is imposed and grieved by the union will be referred directly to ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ for resolution.

  • Sick Pay 23.1 When a seafarer is landed at any port because of sickness or injury, a pro rata payment of their basic wages plus guaranteed or, in the case of officers, fixed overtime, shall continue until they have been repatriated at the Company’s expense as specified in Article 20. 23.2 Thereafter the seafarers shall be entitled to sick pay at the rate equivalent to their basic wage while they remain sick up to a maximum of 130 days. The provision of sick pay following repatriation shall be subject to submission of a valid medical certificate, without undue delay. 23.3 However, in the event of incapacity due to an accident the basic wages shall be paid until the injured seafarer has been cured or until a medical determination is made in accordance with clause 25.2 concerning permanent disability. 23.4 Proof of continued entitlement to sick pay shall be by submission of satisfactory medical reports, endorsed, where necessary, by a Company appointed doctor. If a doctor appointed by or on behalf of the seafarer disagrees with the assessment, a third doctor may be nominated jointly between the Company and the Union and the decision of this doctor shall be final and binding on both parties.

  • Sick Leave Donation 10.3.1 A worker may donate days of sick leave to individual District workers who, due to a serious health condition, have exhausted all accumulated sick leave. Donating workers must retain a sixty (60) day balance of sick leave after their donation. No worker may receive more than 40 days of donated leave per year. 10.3.1.1 A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which involves inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or continuing supervision by a health care provider as defined in 29 USC 825.114(a) and as certified by a worker’s physician or other qualified medical practitioner. 10.3.1.2 The Vice Chancellor of Human Resources and the Chief Stewards by mutual agreement will verify the certification for eligibility. If the certification from the worker’s physician is insufficient, a certification by a physician of the District’s choosing may be required, at District expense. The District may require additional medical opinions. 10.3.2 Donated leave must be in one-day increments (no less than 8 hours). Recipients of donated sick leave shall be solely responsible for any state and federal taxes on the donated time. Such taxes shall be withheld at the normal rate for the recipient worker. In the event that the state or federal governments rule that tax liability is due other than as taxed, the recipient shall be solely liable for such liabilities. 10.3.2.1 The donated sick leave may be used only when the worker has exhausted accumulated sick leave and either is not eligible for long- term disability or is eligible but has not begun to receive the long-term coverage. 10.3.2.2 The Vice Chancellor of Human Resources shall be notified of solicitation of donations. Solicitations of donations may be made by the individual or his/her representative(s). 10.3.2.3 Donation of sick leave shall be authorized by a signed pledge form prepared by and filed with the District Office of Human Resources. In the event several workers donate sick leave, the sick leave shall be used in the order in which the signed pledge forms are filed with Human Resources. 10.3.2.4 If the worker does not use all donated sick leave, the sick leave shall be returned to the donating worker(s).