Deduction from Sick Leave Credits. Xxxx leave debits will be equivalent to the ordinary hours an employee would have worked had they not been on sick leave.
Deduction from Sick Leave Credits a) Full-time Employees deduction from sick leave credits shall be made from accumulated sick leave for all normal working hours absent for sick leave subject to Article
Deduction from Sick Leave Credits. (a) A deduction shall be made from the employee's accumulated sick leave credits for each regular working hour (exclusive of holidays) that an employee is absent on sick leave.
Deduction from Sick Leave Credits a) Full-time Employees deduction from sick leave credits shall be made from accumulated sick leave for all normal working hours absent for sick leave subject to Article Accumulation of Sick Leave Credits. Employees shall have access to accrued sick leave credits during the posted and confirmed period for shifts scheduled prior to becoming ill. Outside the posted and confirmed period, access to accrued sick leave credits will be based on the average number of paid hours in the fifty-two (52) weeks preceding the illness or their letter of appointment, whichever is greater. Statutory Holidays During Sick Leave Statutory Holidays designated in Article Statutory Holidays occurring during the period when an Employee is on sick leave shall not be charged against the sick leave credits. Verification of Illness Medical verification may be requested from an Employee claiming sick leave. Where such is required, the Employee shall be notified during the illness that medical verification is required upon the Employee’s return to work. Medical Examination If or subsequent or immunizations should be required by the Employer or current legislation, time lost due to such requirements shall not result in loss of pay or sick leave credits. Where the Employer requires an Employee to have a medical examination, any costs of the examination shall be paid by the Employer. Graduated Return to Work When an Employee is able to return to the work place on any type of a graduated return to work program, rehabilitation program or work hardening program, the Employer, Local Union, vocational rehabilitation counselor (when applicable) and the Employee shall, prior to the Employee returning to work, meet to the details surrounding the Employee’s return to work. The procedure for assessment of the capacity of an Employee to perform the duties of job or modified work must be made in such a way as to protect the confidentiality of the Employee’s medical information, which shall be limited to: A prognosis for recovery, with or without limitations; A medical opinion as to the Employee’s first return to work; A medical opinion as to the Employee’s fitness to perform the specific duties of current job or if an accommodation may need to be considered; How long any limitations may last. Duty to Accommodate
