Excessive Use of Sick Leave. The University shall maintain records of sick leave used for each calendar year for all bargaining unit employees. With each utilization of sick leave, a determination shall be made whether the absence is certified or uncertified. For purpose of determining certified leaves, FMLA, Workers’ Compensation, physician verified hospitalization and recovery and physician verified sick leave use for family or personal use of sick leave shall be considered certified. For purposes of this Article, “physician verified sick leave” shall mean that the employee’s physician, or employee’s family member’s physician, provides documentation on his or her letterhead or prescription pad that indicates the employee’s time in the office as well as the employee’s inability to perform their job for a defined amount of time. Any employee that uses in excess of sixty-four (64) hours of uncertified sick leave in a calendar year will receive:
1. A letter indicating that they have used in excess of sixty-four (64) hours of uncertified sick leave for the calendar year, and
2. Coaching on improving attendance and on the ramifications of using excessive sick leave. Identified excessive users of sick leave shall be required to certify all further uses of sick leave for the calendar year. Failure to certify further sick leave usage may result in progressive disciplinary action.
Excessive Use of Sick Leave. The administration of discipline for alleged excessive use of sick leave shall be in accordance with the following:
A. Excessive use of sick leave will not be alleged by the Board unless an employee has used 9 or more days of sick leave beginning with the first day of sick leave through the ninth (9th) day of sick leave or one year from the first day of sick leave, whichever occurs first.
B. No days of absence due to death in the immediate family of an employee shall be counted in such nine (9) or more days. A statement from a physician (doctor, psychiatrist, psychologist) will be considered if submitted at the time of the absence report. Verification of death in the immediate family may also be required.
C. No employee will be disciplined in accordance with this provision for excessive use of sick leave unless the employee has been previously given a non-disciplinary conference summary setting forth the Board’s concern regarding the excessive use of sick leave as defined in 12.7(A) above. No employee shall be disciplined as a result of the excessive use of sick leave which is the subject of such conference summary.
D. No employee will be disciplined in accordance with this provision for excessive use of sick leave who has an accumulated sick leave balance equal to five (5) or more days per year of service with the Columbus City Schools.
E. Nothing in this provision is intended to limit or expand the Board’s right to discipline employees for other specific inappropriate actions related to the use and processing of sick leave.
F. The designated Human Resources administrator may (but need not always) require written certification to justify use of sick leave from the employee’s physician when:
1. There is a pattern of use which indicates potential abuse such as work days before or after a holiday or vacation, on Mondays or Fridays, or a certain time of year; and
2. There is reasonable suspicion of sick leave abuse.
G. The Human Resources Director may require the employee to provide additional documentation regarding his/her medical condition whenever there is a question about return to work date, ability to do the job or concern about the length of projected illnesses. If the employee does not provide adequate information, or there remains a question, the Director of Classified Personnel, consistent with Civil Service Rules, may have the employee examined by a third-party physician who shall be compensated by the Board.
Excessive Use of Sick Leave. An employee’s excessive use of sick leave, tardiness, and failing to notify his/her immediate supervisor when absent or tardy, can negatively impact the performance of his/her job or affect others in the performance of their job. Factors that will be considered in determining whether use of sick leave is excessive include, but are not limited to, the number of absences compared to other employees, whether absenteeism is limited to a finite time period or whether it continues over time, the basis for the absenteeism and the significance of the impact on the performance of his/her job, of others and their department. Sick Leave policy updated on July 1, 2015 via Assembly Bill 304 and January 1, 2016 via Senate Bill 579. Participating employees shall be eligible for a one time incentive payment up to $200 for completion of a certified smoking cessation class which shall be pre-approved by the Risk Manager. Proof of completion must be provided to receive payment. *Said changes may be subject to minor modification, to the benefit of the employees, and shall not become effective until such time as all bargaining units approve. The Risk Manager shall have the authority to approve or deny the eligibility of any and all proposed wellness programs. (Resolution 83-2014)
Excessive Use of Sick Leave. The District shall have the right to inquire regarding excessive use of sick leave. The inquiry shall take place in the following manner:
Excessive Use of Sick Leave. Once employees have accumulated a total of seven (7) or more sick leave occurrences in a 12- month period (from July 1 to June 30), their immediate supervisor shall discuss with them the reasons for their absences and the District’s need for regular attendance by all employees. The accumulation of any additional sick occurrence within the 12-month period after such a discussion may result in a written warning. After such a written warning has been given, any further sick leave occurrence within the 12-month period may result in a one-day suspension from work, with pay, during which time the employee will be interviewed and counseled by the Superintendent or his/her designee and will further be advised that any additional sick leave occurrence during the 12-month period may result in termination from employment. For the remainder of the one-day suspension, if issued, the employee will be sent home to contemplate the impact of loss of employment by the District. Employees who do have any additional sick leave occurrence within the 12-month period after such a suspension may be subject to additional disciplinary action. Consecutive sick leave absences shall constitute a single “occurrence” as that term is used herein; thus, while being on sick leave five consecutive days would be one occurrence, sick leave absence on just a Monday, Wednesday, and Friday of a week, for example, would be three, provided that no absence shall constitute an occurrence if it is either covered by the Family and Medical Leave Act or for a verifiable medical condition as supported by a treating medical professional’s written statement submitted by the employee.
Excessive Use of Sick Leave. Any employee who uses five (5) or more days of unapproved or non-exempt sick leave in a school year will be determined to have used an excessive amount of sick leave. Abuse or Capricious Use of Sick Leave - This is a pattern of poor attendance. Examples include but are not limited to:
Excessive Use of Sick Leave. If the Superintendent or designee believes a pattern of excessive use of Sick Leave exists, the employee will be provided an opportunity, with representation if desired, to explain the use of sick leave. Medical or other appropriate documentation may be requested. If documentation is not provided, it may be considered a pattern of excessive use of Sick Leave and may be subject to progressive disciplinary action.
Excessive Use of Sick Leave. Employees may be subject to discipline, if the employee abuses sick leave.
Excessive Use of Sick Leave. The administration of discipline for alleged excessive use of sick leave shall be in accordance with the following:
A. Excessive use of sick leave will not be alleged by the Board unless an employee has used 9 or more days of sick leave beginning with the first day of sick leave through the ninth (9th) day of sick leave or one year from the first day of sick leave, whichever occurs first.
B. No days of absence due to death in the immediate family of an employee shall be counted in such nine (9) or more days. A statement from a physician (doctor, psychiatrist, psychologist) will be considered if submitted at the time of the absence report. Verification of death in the immediate family may also be required
Excessive Use of Sick Leave. Any employee who uses five (5) or more days of unapproved or non-exempt sick leave in a school year will be determined to have used an excessive amount of sick leave. Abuse or Capricious Use of Sick Leave — This is a pattern of poor attendance. Examples include but are not limited to: Each month earning a sick leave day and using the sick leave day with no sick leave hours or a small amount of sick leave hours in the bank. Frequent use of sick leave days on Monday, Friday, or in conjunction with other days off. Excessive use of sick leave. Where an excessive use of sick leave or abuse of sick leave as defined above exists the employee shall be notified by letter at a meeting with the employee's principal or supervisor that he/she is being placed on a six-month attendance review period and the letter shall be a written record of an oral reprimand. During the attendance review period a medical certificate must be provided for any use of sick leave. Where the attendance problem persists, the employee will be subject to an extended attendance review period and/or appropriate discipline up to and including termination.
