Common use of Excessive Use of Sick Leave Clause in Contracts

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. 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 a Bargaining Unit Member 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 a Bargaining Unit Member 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 Bargaining Unit Member will be disciplined in accordance with this provision for excessive use of sick leave unless the employee Bargaining Unit Member has been previously given a non-disciplinary conference summary setting forth the Board’s 's concern regarding the excessive use of sick leave as defined in 12.7(A) above. No employee Bargaining Unit Member shall be disciplined as a result of the excessive use of sick leave which is the subject of such conference summary. D. No employee Bargaining Unit Member 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 's right to discipline employees Bargaining Unit Members 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 Bargaining Unit Member'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 Bargaining Unit Member 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 Bargaining Unit Member does not provide adequate information, or there remains a question, the Director of Classified PersonnelHuman Resources Department, or designee, consistent with Civil Service Rules, may have the employee Bargaining Unit Member examined by a third-party physician who shall be compensated by the Board.

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 Public 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 Director of Classified Personnel may (but need not always) require written certification to justify use of sick leave from the employee’s physician when: 11 . 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 22 . There is a 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.