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. If an employee has been warned by the department head regarding any inappropriate use of sick leave, then such an employee will be placed on restricted sick leave for a period of six
Sick Leave Restriction a. At the Employer’s discretion, if an employee is suspected of abusing sick leave, the employee may be issued a sick leave restriction mandating a medical certificate for each absence for which sick leave, or other leave in lieu of sick leave, is requested.
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. A. If the Employer suspect’s abuse of sick leave based upon a pattern of usage, the employee may initially be counseled, in the supervisor’s discretion, depending upon the circumstances. The reason(s) given by the employee for the questioned usage during any counseling will be considered before any determination is made that abuse has occurred. Abuse must be based upon actual evidence of misuse of leave.
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.
