Excessive absenteeism. Sick leave is granted for use regarding medical need or bereavement only. Inappropriate use of sick leave for other than sick leave purposes can be cause for disciplinary action. If excessive absenteeism by a full-time or part-time regular employee is declared by the City Administrator, the following steps will be initiated. (Illness or absence documented by a physician being the exception to this rule.)
7.5.1 The supervisor or Department Head shall take the appropriate and necessary steps to identify the basis for the leave and attempt to resolve the problem without resorting to disciplinary action.
7.5.2 The City may call a labor management meeting between the employee suspected of abusing sick leave, the employee’s supervisor, the employee’s Union representative and the City Administrator or his/her designee, at which time a documented account of the employee’s sick leave use will be presented to him or her.
7.5.3 The employee shall then have five (5) working days to research the information provided to him or her to substantiate and justify or not justify the excessive use of sick leave.
7.5.4 If the employee is unable to show justification or cause for the excessive use of sick leave, he or she shall be given up to ninety (90) days to correct the performance and/or bring the use of sick leave under control. If it is to be less than ninety (90) days, the amount of time necessary shall be mutually agreed upon between the City and the Union.
7.5.5 If, after the expiration of the time period described in paragraph #4 above, the employee does not succeed in bringing his or her sick leave use under control, the City may then implement any necessary and appropriate disciplinary action.
Excessive absenteeism. 18 The parties recognize that every employee has a duty to 19 be reliably present at work, and that failure to confine sick leave usage to accrued 20 and available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such cases, however, are subject to just cause review and require systematic 22 examination of relevant factors, including but not limited to:
23 i. Any legal requirements, including, but not limited to 24 those of the FMLA, OFLA, Oregon Sick Leave Law or the ADA;
25 ii. The tenure and work history of the employee, 26 specifically to include whether there have been previous instances of this pattern of 27 absenteeism;
28 iii. Whether there is a likelihood of improvement within 29 a reasonable period of time based on credible medical evidence;
30 iv. The particular attendance requirements of the 31 employee’s job;
1 v. The pattern of use, and whether the absences are 2 clearly for bona fide sick leave purposes.
Excessive absenteeism. 2 The parties recognize that every employee has a duty to be 3 reliably present at work, and that failure to confine sick leave usage to accrued and available 4 sick leave raises the possibility of discipline for excessive absenteeism. Such cases, however, 5 are subject to just cause review and require systematic examination of relevant factors, 6 including but not limited to:
7 i. Any legal requirements, including, but not limited to those 8 of the FMLA or the ADA.
9 ii. The tenure and work history of the employee, specifically 10 to include whether there have been previous instances of this pattern of absenteeism.
11 iii. Whether there is a likelihood of improvement within a 12 reasonable period of time based on credible medical evidence.
13 iv. The particular attendance requirements of the employee’s 14 job.
15 v. The pattern of use, and whether the absences are clearly 16 for bona fide sick leave purposes.
Excessive absenteeism. 35 The parties recognize that every employee has a duty to be 36 reliably present at work, and that failure to confine sick leave usage to accrued and 37 available sick leave raises the possibility of discipline for excessive absenteeism. Such 38 cases, however, are subject to just cause review and require systematic examination of 39 relevant factors, including but not limited to:
Excessive absenteeism. Mandatory retirement.
Excessive absenteeism. (a) Employees of the City of Toledo are engaged in the performance and delivery of vital services to our community. In order to ensure the efficient delivery of these services, good attendance on the part of the City's employees is necessary. Moreover, recurring and excessive absenteeism is disruptive to the City's operations, costly to the City and its residents, and detrimental to the morale and efforts of employees who maintain a good work record. Therefore, it is the intent of the parties: (1) to work toward programs and understandings that will reduce absenteeism; (2) to encourage and recognize good attendance on the part of employees; and (3) to cooperate in correcting excessive absenteeism on the part of employees.
(b) This provision in no way detracts from the City's right to investigate illnesses or to bring charges against any employee for abuse of sick leave or for single instances of unexcused absence.
Excessive absenteeism. Absenteeism is defined as being absent from work without approved leave (AWOL). A written warning will be issued for each period of continued absence of two (2) days or less when an employee is in an AWOL status. Employees who are in AWOL status as the result of a long-term absence when the employee used a minimum of 160 consecutive hours of paid leave will not receive a written warning for AWOL in the first 90 calendar days of the employee’s return to work from that long-term absence. In order to be exempt from discipline under this 90-day provision, the employee must provide a physician’s statement attesting to the employee’s inability to work during the absences occurring during the 90-day period. This physician’s statement must be submitted to the supervisor within two (2) working days of the employee’s return to work.
Excessive absenteeism. Unscheduled time off is considered excessive if it occurs more than six (6) times during a year or for more than three percent (3%) of the employee's work time.
Excessive absenteeism. 30 The parties recognize that every employee has a duty 31 to be reliably present at work, and that failure to confine sick leave usage to accrued and 1 available sick leave raises the possibility of discipline for excessive absenteeism. Such 2 cases, however, are subject to just cause review and require systematic examination of 3 relevant factors, including but not limited to:
4 (a) Any legal requirements, including, but not 5 limited to those of the FMLA, OFLA, Oregon Sick Time Law or the ADA;
6 (b) The tenure and work history of the employee, 7 specifically to include whether there have been previous instances of this pattern of 8 absenteeism;
9 (c) Whether there is a likelihood of improvement 10 within a reasonable period of time based on credible medical evidence;
11 (d) The particular attendance requirements of the
Excessive absenteeism. Each two (2) days of absence in a single month of a rolling 12 month period shall be considered an offense and shall subject the offending Employee to the disciplinary action below, on a progressive basis. Illness absences on consecutive days shall be considered a single day's absence. Being absent from work due to Union business, hospitalization, jury duty, military duty, industrial accident, funerals covered in the Bereavement Clause, leave of absence (personal, medical or sickness and accident) or illness absences of two (2) or more consecutive days verifiable to the Personnel Department on the first day of return to work, shall not be considered as chargeable absences. In each month, lost time due to leaving the plant early shall be additive and for each twelve (12) hours of such lost time the Employee shall be charged with one (1) day's absence for that month.
