Patterns of Abuse. Incidents of abuse may be one-off or multiple, and affect one person or more. Professionals and others should look beyond single incidents or individuals to identify patterns of harm. Repeated instances of poor care may be an indication of more serious problems and of what we now describe as organisational abuse. In order to see these patterns it is important that information is recorded and appropriately shared (14.18).
Patterns of Abuse. The Employer may require evidence of illness or injury, from a physician or health care provider prior to paying any sick leave benefits, for employees who have established a pattern of abusive sick leave, as determined by the Employer. The Employer shall notify employees when there has been a finding for a pattern of abuse and this section shall apply for ninety (90) calendar days. The Employer’s findings of patterns of abuse must be reasonable and such reasonableness is subject to the grievance and arbitration article of this Agreement. Examples of such abuse may include but are not limited to, excessive use of sick leave, use of sick leave other than illness, and sick leave used in conjunction with or on weekends, holidays, etc.
Patterns of Abuse. The Employer may require evidence of illness or injury from a Physician or Health Care Provider prior to paying any sick leave benefits for employees who have established a pattern of abuse of sick leave, as determined by the Employer. The Employer shall notify the employee when there has been a finding for a pattern of abuse and this section shall apply for ninety (90) calendar days. The Employer’s finding of patterns of abuse must be reasonable and such reasonableness is subject to the grievance and arbitration article of this Agreement. Examples of such abuse may include but are not limited to, excessive use of sick leave, use of sick leave other than for illness or injury, and sick leave used in conjunction with or on weekends, holidays, etc. In the event of a non-paid waiting period imposed by state regulations, employees with work related injuries resulting in lost time may request to use any available sick pay accrued. Pay will be only for schedules days missed. Employees shall be allowed, but not required, to use all available sick pay and/or vacation pay during a Family Medical Leave or a company non-FMLA medical leave. Employees shall be cashed out their sick balances upon termination. Employees shall be allowed, but not required, to use all available sick pay and/or vacation pay during a Family Medical Leave or a company non-FMLA medical leave. Employees shall be cashed out their sick balances upon termination.
