Common use of Excessive absenteeism Clause in Contracts

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. 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 Administratorhas reason to believe an Employee may be abusing his or her sick leave, the following steps will be initiated: 1. (Illness or absence documented by a physician being the exception to this rule.) 7.5.1 The supervisor or Department Head Chief of Police 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 2. The City may call a labor management meeting between with the employee Employee suspected of abusing sick leave, the employeeChief of Police, Employee’s supervisor, the employeeEmployee’s Union representative Guild representative, and the City Administrator or his/her designee, at which time a documented account of the employeeEmployee’s sick leave use will be presented to him or her. 7.5.3 3. The employee 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 4. If the employee 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 to 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 UnionGuild. 7.5.5 5. If, after the expiration of the time period described in paragraph #4 above, the employee Employee does not succeed in bringing his or her sick leave use under control, the City may then implement any necessary and appropriate disciplinary actionaction up to and including discharge.

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-full time or part-part time regular employee is declared by the City Administrator, 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.