Denial of Sick Leave. If an application for sick leave is denied, the subject absence shall be deemed to be leave without pay.
Denial of Sick Leave. Sick leave shall not be granted, and may be denied, retroactively, where there is evidence of malingering, false application for such leave, or other misuse or abuse of the privileges of sick leave; no compensation will be paid under such circumstances, and such actions on the part of the employee may be grounds for disciplinary action up to and including dismissal.
Denial of Sick Leave. If an employee fails to submit adequate proof of illness, injury or death upon request, or in the event that upon such proof as is submitted or upon the report of medical examination, the Department Head, at his or her discretion, finds there is not satisfactory evidence of illness, injury or death sufficient to justify the employee's absence, such leave may, at the Department Head's discretion, be considered an unauthorized leave and shall be without pay.
Denial of Sick Leave. If an employee fails to submit adequate proof of illness, injury, or death in the immediate family upon request, or in the event that such proof as is submitted or upon the report of medical examination, the City finds there is not satisfactory evidence or illness, injury or death in the immediate family to justify the employee’s absence, such leave may be considered as unauthorized leave and shall be without pay.
Denial of Sick Leave. Sick leave will not be denied based solely on failure to follow proper leave procedures. Failure to follow proper leave procedures will more appropriately be handled in accordance with Article 34 (Disciplinary Actions) of the Agreement.
Denial of Sick Leave. Sick leave shall not be granted where there is evidence of abuse of the sick leave principle through malingering or false application for such leave.
Denial of Sick Leave. For absences in excess of 3 days, a department may require a medical note. If the employee fails to provide the required medical note within 15 calendar days after the department’s request, he or she is not entitled to sick leave. Any employee who is on Occupational Injury (OI) leave or on sick leave who is found to be working at another job, using sick leave for something other than recuperation from a qualifying illness or injury or otherwise abusing sick leave, is subject to immediate disciplinary action, up to and including dismissal.
