Using Sick Time. Employees may use sick time for the purpose of improving the employee’s overall physical, mental, or emotional well-being. Bargaining unit members who are needing to use sick time will make a reasonable effort to inform their manager directly of their need to use sick time as soon as possible but at least two (2) hours prior to the start of their shift. In the event that the manager cannot be reached, the bargaining unit member must contact an employee on duty in their program or service site to report calling out sick. The bargaining unit member will follow any additional policies established by their department. If an employee calls out sick for three (3) full days in a row or has a noticeable pattern of sick time usage in a short time period, they will be required to provide medical documentation of their illness. Bargaining unit members are required to follow all agency requirements regarding notification of potential or confirmed communicable diseases. A notice of less than two (2) hours may lead to discipline, with the exception of verifiable emergencies that make it physically impossible for a bargaining unit member to call out sick to management. If a bargaining unit member has exhausted all accrued paid time off and is not on an authorized or protected leave of absence such as FMLA, missed work hours may be considered unauthorized and can lead to disciplinary action. See Article 12 - Unpaid Time Off and Leaves of Absence (UPTO).
Using Sick Time. Employees may use sick time for the purpose of improving the employee’s physical, mental, or emotional well-being. Employees who are ill will make a reasonable effort to call and inform management of their illness as soon as possible but at least two (2) hours prior to the start of their shift. In the event that the member of management cannot be reached, the employee must contact an employee on duty in their program or service site to report in sick. The employee will follow any additional policies established by their department. If an employee calls in sick for more than three days or has a pattern of sick time use of shorter duration, they may be required to provide medical documentation of their illness. A notice of less than two (2) hours might lead to a discipline with the exception of verifiable emergencies that might make it physically impossible for an employee to call the supervisor or manager. If an employee has exhausted all sick and vacation time and is not on an authorized leave of absence or a legally protected leave (FMLA, OFLA, etc.), absences may be considered unauthorized and may lead to disciplinary action.
