Compulsory Sick Leave. An appointing officer or designee who has reason to believe that an employee is not medically or physically competent to perform assigned duties, and if allowed to continue in employment or return from leave may represent a risk to co-workers, the public and the employee, may require the employee to present a medical report from a physician designated by the Human Resources Director certifying the employee's medical or physical competency to perform the required duties. If the employee refuses to obtain such physician's certificate or if as a result of a medical evaluation, the employee is found not to be medically or physically competent, the appointing officer or designee may place the employee on compulsory sick leave and shall immediately report such action to the Human Resources Director. An employee shall remain on compulsory sick leave until such time as the employee is found to be competent to return to duty by a physician designated by the Human Resources Director, but such leave shall not exceed the maximum period of sick leave provided in this provision. An employee placed on compulsory sick leave may appeal the imposition of compulsory sick leave to the Human Resources Director within fifteen (15) calendar days of the effective date of the leave. The Human Resources Director shall appoint a medical specialist not in the City and County service who practices in the City and County of San Francisco, to conduct an evaluation and to report the findings. This evaluation shall be conducted at the cost of the City and County. The decision of the medical specialist shall be final and no further appeal shall be allowed. If the medical specialist confirms the compulsory sick leave, the specialist shall specify the duration of the leave.
Compulsory Sick Leave. 555. An appointing officer or designee who has reason to believe that an employee is not medically or physically competent to perform assigned duties, and if allowed to continue in employment or return from leave may represent a risk to co-workers, the public and the employee, may require the employee to present a medical report from a physician designated by the SFMTA Human Resources Director certifying the employee's medical or physical competency to perform the required duties.
Compulsory Sick Leave a. If, in the opinion of the City Manager, an EMPLOYEE is incapacitated for work due to illness or disability, such EMPLOYEE may be required to submit to examination by a CITY designated physician, the costs to be borne by the CITY. The EMPLOYEE may request one change of physician. If the report of the physician shows the EMPLOYEE to be in an unfit condition to perform job duties, the City Manager shall have the right to compel the EMPLOYEE to take a leave of absence. Verification of fitness for duty shall be made by a physician designated by the CITY, with the same EMPLOYEE right to request a change as set out above, and expenses incurred in securing such verification shall be borne by the CITY. Accrued sick leave and/or vacation may be used for this absence. If balances are exhausted, the City Manager may approve leave without pay up to one year. The object of this rule is to protect the CITY'S interest in having a safe and effective work force and in assisting EMPLOYEES in achieving a level of fitness to perform their duties.
Compulsory Sick Leave a. If, in the opinion of the City Manager, any EMPLOYEES are incapacitated for work due to illness, such EMPLOYEES may be required to submit themselves to a physician designated by the appointing authority for examination at the CITY'S expense. If the EMPLOYEES object to being examined by the designated physician, they may request one change of physician. If the report of the physician shows the EMPLOYEES to be in an unfit condition to perform their duties, the City Manager shall have the right to compel such EMPLOYEES to take the sufficient leave of absence to fit themselves for such work. Verification of such fitness shall be made by a physician designated by the CITY and all expenses incurred in securing such verification shall be at the EMPLOYEES' expense. Accrued sick leave shall be used for such absences or, when no such accrued leave exists or has been exhausted, EMPLOYEES may be granted leave without pay, the total of which shall not exceed one year. For good cause, EMPLOYEES may request extensions of this time in increments of not more than one month. The object of this rule is to protect the CITY'S interest in having a safe and effective workforce and in assisting EMPLOYEES in achieving a level of fitness to perform their duties.
Compulsory Sick Leave a. If, in the opinion of the City Manager, an EMPLOYEE is incapacitated for work due to illness, such EMPLOYEE may be required to submit to a City designated physician for examination at the CITY'S expense. If the EMPLOYEE objects to being examined by the designated physician, one change of physician may be requested. If the report of the physician shows the EMPLOYEE to be unfit to perform job duties, the City Manager has the right to compel the EMPLOYEE to take a sufficient leave of absence to enable the EMPLOYEE to perform the essential functions of his or her job with or without a reasonable accommodation. Accrued sick leave can be used for such absences or, when no accrued leave exists or has been exhausted, EMPLOYEE may be granted leave without pay, the total of which shall not exceed one year. For good cause, EMPLOYEE may request extensions of this time in increments of not more than one month.
Compulsory Sick Leave. Applicability: The provisions of Rule 20 apply to all officers and employees except as noted or as specifically excluded, or except as may be superceded by a collective bargaining agreement for those employees subject to Charter Sections A8.409 and A8.590. However, all definitions in this Rule are applicable to employees in all classes.
