Abuse of Sick Time Sample Clauses

Abuse of Sick Time. Abuse of sick leave is a serious matter which may subject an employee to discipline. The Village may take reasonable steps to determine whether the officer is actually sick. The Village will monitor sick leave usage through the use of a Non‐Scheduled Absence data base. This data base will record non scheduled absences on a monthly, quarterly and yearly basis. Non scheduled absences will be reviewed on a quarterly and yearly basis. The purpose of the database is to recognize established patterns of absenteeism. Patterns of absenteeism include but are not limited to: a) Having a level of non‐scheduled absenteeism that exceeds the calculated work unit average by more than 20 percent of that average; b) Sick leave adjacent to scheduled time off; c) Sick leave occurrences on Saturday, Sunday or Holidays; x) Xxxx leave that is consistently on any day of the week or day of the scheduled work cycle (e.g. consistently on Tuesday or on the third day of the scheduled work cycle); e) Xxxx leave occurrences after advance day off request has been denied; x) Xxxx leave that consistently leaves member’s balance at or near zero (e.g. less than 16 hours); g) Consistently using sick time within a short period of time in which it was earned. Sick time used will be recorded as non‐scheduled absences at a maximum of three days per occurrence when accompanied by written certification from a physician indicating the nature of the illness and containing a statement that the employee has been examined and is physically able to return to work. FMLA and Xxxxxxx’x comp are not recorded in the non‐ scheduled absence data base. Established patterns of absenteeism are interpreted as substantial evidence of abuse.
Sample 1
Abuse of Sick Time. When an employee has shown signs of abusing the use of sick time as described in 26.5.4 below, management shall meet with the employee to discuss the employee’s use of time, objectives to improve attendance, and options potentially available to the employee such as FMLA and EAP. This meeting will occur prior to management placing the employee on “proof status.” Proof Status will be issued when further abuse occurs.
Sample 1
Abuse of Sick Time. If there is reason to believe that sick leave is being abused or misused it shall be investigated by the Chief of Police and the results of such investigation shall be reported to the City Administrator. If the Chief of Police and the City Administrator shall find that an employee is abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
Sample 1
Abuse of Sick Time. An employee is considered to be abusing sick time when the benefit is used for other than what it is intended (IE: sick day for shopping).
Sample 1
Abuse of Sick Time. The employer can require medical verification and/or take disciplinary action if chronic, excessive, or abuse of sick leave is suspected, consistent with the requirements of FMLA and ADA. (Examples include, but are not limited to, patterned use of sick leave, consistent one day sick leave usage, and limited amount of sick leave on books, with or without prior medical verification. Falsification of either a written, signed statement, or a physician’s certificate shall be grounds for disciplinary action, up to and including, dismissal. Examples of chronic, excessive or abuse of sick leave may include but are not limited to the following, with or without medical verification:
Sample 1
Abuse of Sick Time. If the Human Resources Office has reason to believe that an employee is excessively absent and/or sick leave is being abused or misused, it shall be investigated by the appropriate City representative. The results of such investigation shall be reported to the City Administrator. If the employee presents obstacles to the investigation, he/she shall not be paid for the sick day or days. If the City Administrator finds that an employee is excessively absent and/or abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
Sample 1
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Related to Abuse of Sick Time

  • Abuse of Sick Leave Misuse of leave, violation of orders, directives, or contractual requirements concerning the use of sick leave and other forms of leave used in lieu of sick leave are cause for disciplinary action.

  • Use of Sick Leave Sick leave is available the first day of the pay period following the pay period in which it was earned, and is taken in units of one-tenth (1/10) of one hour. Use of sick leave is subject to the approval of the appointing authority. Upon request of an employee, the appointing authority may allow the substitution of three (3) or more days of sick leave for paid vacation, provided the employee furnishes a doctor's statement or other satisfactory evidence that the employee was ill or injured for three (3) or more consecutive days.

  • Use of Site 4.13.1 The Contractor shall confine operations at the site to areas permitted by law, including areas designated for operations or prohibited from operations by any applicable permit and or regulation, ordinances, permits and the Contract Documents and shall not unreasonably encumber the site with any materials or equipment.

  • Accumulation of Sick Leave The unused portion of an Employee's sick leave shall accrue for her future benefit, up to a maximum of one hundred and thirty (130) days.

  • Use of Software Any software that is available on the Services ("Software") is the copyrighted work of Red Hat and/or its licensors. Copying or reproducing the Software to any other server or location for further reproduction or redistribution is strictly prohibited, unless such reproduction or redistribution is permitted by a license agreement accompanying such Software. You may not create derivative works of the Software, or attempt to decompile or reverse-engineer the Software unless otherwise permitted by law. Use of the Software is subject to the license terms of any license agreement that may accompany or is provided with the Software. You may not download any Software until you have read and accepted the terms of the accompanying software license. WITHOUT LIMITING THE FOREGOING, THE SOFTWARE IS WARRANTED, IF AT ALL, ONLY ACCORDING TO THE TERMS OF THE SEPARATE LICENSE AGREEMENT ACCOMPANYING THE SOFTWARE. EXCEPT AS WARRANTED IN SUCH LICENSE AGREEMENT, RED HAT, ITS PARENT, SUBSIDIARY, AND AFFILIATE COMPANIES, AND ITS LICENSORS DISCLAIM ALL WARRANTIES AND CONDITIONS WITH REGARD TO THE SOFTWARE, INCLUDING ALL IMPLIED WARRANTIES AND CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE AND NON-INFRINGEMENT, TO THE MAXIMUM EXTENT PERMITTED BY LAW.

  • Use of Space The COUNTY will provide the space located at: [insert Orange County Government Location] (the “Designated Space”) which shall be utilized by the AGENCY solely for the lawful purpose of providing the services. If no space is designated, this Article V does not apply.

  • Travel Time Leave provided in paragraphs A and B of this Article shall apply to and cover actual and necessary travel to and from such meetings required during normal working hours on the day of the meeting or negotiations, except that MSEA-SEIU bargaining team members traveling 100 miles or more to negotiations shall be entitled to travel time outside of days of negotiations.

  • Donation of Sick Leave 8.10.1 On a case-by case basis and with mutual agreement between the Association and the District, any bargaining unit member may donate five (5) days (40 hours) of accumulated sick leave to another bargaining unit member who has suffered a long- term, non-industrial related illness or injury and who will exhaust all fully paid leaves. The employee suffering from such illness or designee must request, in writing, donations of sick leave from bargaining unit members only, through the Personnel Office. Requests shall be made prior to the exhaustion of all fully paid leave. Donation of sick leave will not be retroactive. 8.10.2 The Personnel Office will send out the notification of the request for donations of sick leave. The request will be sent for posting on all CUEA bulletin boards and the CUEA President notified of the request. All donations of sick leave will be voluntary with no personal solicitation of donors allowed. The names of any bargaining unit members donating sick leave under this provision will not be made public. 8.10.3 Only bargaining unit members who have a minimum of fifteen (15) days (120 hours) of accumulated sick leave remaining after donating five (5) days (40 hours) of sick leave under this provision will be permitted to participate in this program. Employees eligible to donate sick leave will do so on a District approved form and must submit that form to the Personnel Office. 8.10.4 The maximum amount of sick leave that may be donated to any one person requesting donations under this provision will be equivalent to sixty (60) days. 8.10.5 Donated sick leave will be utilized for the specified employee in the following manner: (A) donated sick leave will be assigned a usage number. The first donated sick leave received by the Personnel Office will be the first sick leave used by the beneficiary. As sick leave is used by the unit member requesting it, the leave time will be charge against the unit member donating the sick leave. (B) if the employee returns to work prior to using all donated days, unused sick leave will be returned to the bargaining unit member donating the sick leave. 8.10.6 Up to an additional twenty (20) days (160 hours) of donated time may be requested in writing to the Assistant Superintendent, Personnel Services by the affected member or his/her immediate family. In this case, Section 8.10.5 procedures will be put into effect. 8.10.7 When all paid leaves of absence have been exhausted, and the unit member is unable to return to work, in lieu of resigning the unit member may elect to do one of the following: take a personal leave without pay pursuant to Section 8.5 or Article VIII for not to exceed the remainder of the school year in which the leave occurs, or retire if eligible pursuant to the provisions of the State retirement system.

  • Malicious Use of Orphan Glue Records Registry Operator shall take action to remove orphan glue records (as defined at xxxx://xxx.xxxxx.xxx/en/committees/security/sac048.pdf) when provided with evidence in written form that such records are present in connection with malicious conduct.

  • Abuse of Leave If it is found that a leave is not actually being used for the purpose for which it was granted, the Employer may cancel the leave and direct the employee to report for work by giving written notice to the employee.

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