Abuse or Excessive Use. Utilization of sick leave for purposes other than those defined in this Agreement shall be considered evidence of abuse. Supervisors may discipline employees when evidence of abuse exists and for excessive use of sick leave. Discipline will not be applied for legitimate extended illness or injury. “Extended illness or injury” shall be considered four or more consecutive scheduled working days.
Abuse or Excessive Use. Utilization of sick leave for purposes other than those defined in this Contract shall be considered evidence of abuse. Supervisors are expected to monitor their employees’ usage of leave for sick and may give a Contact Report or open a Statement of Complaint when evidence of abuse exists and/or for excessive use of sick leave. When an employee has used 90 hours for sick in a rolling calendar year, supervisors shall remind the employee of their sick usage and potential available rights and shall document this conversation on a Contact Report. When an employee continues usage in the same rolling calendar year and reaches a minimum of 100 hours for sick, supervisors shall document this usage on a second Contact Report. When an employee continues usage in the same rolling calendar year and reaches a minimum of 110 hours for sick, supervisors may open a Statement of Complaint when after consultation with Labor Relations, it has been determined to be appropriate. Discipline will not be applied for documented extended illnesses or injuries. The Parties agree that a Statement of Complaint for excessive sick leave will not be opened unless the employee has received at least two (2) Contact Reports.
Abuse or Excessive Use. Abuse, or excessive use of sick leave as it relates to attendance, shall constitute just cause for disciplinary action up to and including termination. Examples of behaviors that may trigger questions by a supervisor include, but are not limited to, recurring absences of Fridays and/or Mondays; recurring absences during particular times of year, including holidays; and recurring absences that coincide with particular job duties or work events. In any event, the employee will be given appropriate warning of consequences and progressive discipline if excessive use as it relates to attendance is determined to be a problem.
Abuse or Excessive Use. Utilization of sick leave for purposes other than those defined in this Contract shall be considered evidence of abuse. Supervisors are expected to monitor their employees’ usage of leave for sick and may give a Contact Report or open a Statement of Complaint discipline employees when evidence of abuse exists and/or for excessive use of sick leave. When an employee has used 90 hours for sick in a rolling calendar year, supervisors shall remind the employee of their sick usage and potential available rights, and shall document this conversation on a Contact Report. When an employee continues usage in the same rolling calendar year and reaches a minimum of 100 hours for sick, supervisors shall document this usage on a second Contact Report. When an employee continues usage in the same rolling calendar year and reaches a minimum of 110 hours for sick, supervisors may open a Statement of Complaint when after consultation with Labor Relations, it has been determined to be appropriate. Discipline will not be applied for documented extended illnesses or injuries. When a supervisor has concerns about an employee’s use of sick leave, he/she shall consult with Labor Relations to ensure consistent application of this section. The Parties agree that a Statement of Complaint for excessive sick leave will not be opened unless the employee has received at least two (2) Contact Reports.
Abuse or Excessive Use. Utilization of sick leave for purposes other than those defined in this contract shall be considered evidence of abuse. Supervisors may discipline employees when evidence of abuse exists or for excessive use of sick leave. Whenever a supervisor has concerns about an employee’s use of sick leave, he/she shall consult with Labor Relations to ensure consistent application of this section. In the event, it is determined a counseling should occur, the supervisor will talk with the employee and thereafter document the conversation on a Contact Report. If an employee is counseled or disciplined under this section such action may only be listed in the employee’s performance appraisal as an attendance issue. The specific number of days or the level of discipline shall not be mentioned.
