Sick Leave Review Sample Clauses

Sick Leave Review. (a) The Review Panel will comprise two employer representatives (one of whom will be the Health & Safety Advisor, or, in their absence, an HR representative), one APEX staff representative and the appropriate service manager. Participation in the panel by the staff representative will be paid for at ordinary pay.
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Sick Leave Review. No employee shall be placed on sick leave review unless he/she has first received an oral warning that his/her individual attendance record is marginal, followed by a written confirmation. Upon request, an employee shall be given a profile documenting his/her attendance record. The Countywide sick leave average as stated in the S.L.I.C.E. Report is a tool to trigger the review of an employees’ attendance record. Exceeding the Countywide average is not in and of itself an indicator of sick leave abuse for an individual employee. If an employee is placed on sick leave review, he/she is to be provided with a written statement explaining the reason and the length of time his/her attendance is to be monitored and the additional requirements placed on the employee to document future absences.
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Sick Leave Review. Generally, prior to taking any disciplinary action for sick leave misuse and/or corrective
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Sick Leave Review. Generally, prior to taking any disciplinary and/or corrective action for unauthorized use of non-protected sick leave, the Bureau will conduct a review for potential misuse under Article 13.7
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Sick Leave Review. Generally, prior to taking any disciplinary action for sick leave misuse and/or corrective action for excessive absenteeism, the Bureau will conduct a sick leave review. The purpose of the sick leave review is to provide the employee the opportunity to identify the specific reasons for the sick leave, and to assist the employee in a cooperative effort to alleviate the cause of the problem. An employee who exceeds twelve (12) occurrences of non-protected sick leave in a calendar year may be required to attend a sick leave review. “Occurrence” is defined as any period of absence from work due to usage of non-protected sick leave. Consecutive work days that are not broken by any day off (for example, weekend, protected time or vacation) shall count as one (1) occurrence. As an example, if an employee uses non-protected sick leave for two (2) consecutive work days because the employee is suffering from cold symptoms, that will count as one (1) occurrence of non-protected sick leave.
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Related to Sick Leave Review

  • Sick Leave Reimbursement An employee who has received sick leave benefits for injuries caused by a third party shall be obliged, in the event such employee undertakes an action for recovery of damages against the third party, to seek recovery of the total cost of wages and benefits paid to the employee while on sick leave. The employee shall be obliged to reimburse the Employer to the extent the employee succeeded in recovering such wages and benefits. This provision includes claims made to ICBC.

  • Sick Leave Pay A Nurse granted sick leave shall be paid for the period of such leave at her or his regular hourly rate of pay and the number of hours thus paid shall be deducted from the accumulated sick leave credits of the Nurse.

  • 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 Leaves a. After the first year of full-time employment, a full-time faculty member who, by reason of personal illness or a medically certified disability is incapable of performing the regular duties of a faculty member, shall be entitled to a sick leave, with full pay (in lieu of contract salary which otherwise would be earned), for a period not to exceed six months. In no event, however, shall the University’s payment for sick leave exceed one-half (1/2) of the faculty member’s then prevailing annual contract salary. If the faculty member receives governmental disability benefits and/or workers’ compensation benefits during the period of absence, the faculty member shall be paid the difference between the benefits received and the benefits provided above.

  • Sick Leave Records A record of all unused sick leave will be kept by the Employer. Immediately after the close of each calendar year, each employee shall be advised of the amount of sick leave accrued to their credit.

  • Sick Leave Days Subject to paragraphs d) i-vi below, permanent full-time Teachers will be allocated eleven (11) sick days at one hundred percent (100%) salary in each school year. Teachers who are less than full-time shall have their sick leave allocation pro-rated.

  • 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 Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • SICK LEAVE PROGRAM An employee may be eligible to receive donations of paid leave to be included in the employee's sick leave balance if s/he has suffered a catastrophic illness or injury which prevents the employee from being able to work or from being able to work his/her regularly scheduled number of hours. Catastrophic illness or injury is defined as a critical medical condition considered to be terminal, or a long-term major physical impairment or disability.

  • Sick Leave Verification The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.

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