Common use of GENERAL SICK PROVISIONS Clause in Contracts

GENERAL SICK PROVISIONS. The sick time plan is based on the anniversary year and is defined as each 12-month period starting with the date of hire. Employees may use sick pay only for their own illness or the illness of a dependant, unless otherwise mandated by state or local law. Employees on FMLA, state-mandated, or worker’s compensation leave, or other approved leave of absence will be required to use available sick time balances unless otherwise prohibited by state law. However, employees must use any available sick time balance first if the leave is for the employee’s own serious health condition, or the serious health condition of a covered family member, unless state law requires otherwise. While on FMLA, state mandated, or worker’s compensation leave, employees cannot use sick hours while receiving company-sponsored short-term disability benefits or to supplement workers’ compensation benefits, unless state law requires otherwise. Employees that are enrolled in the short- term disability plan will not be forced to use vacation or sick time, but if they choose to be paid vacation or sick they will not receive short-term disability benefits at the same time. Employees may receive sick pay on the first day of an illness; provided they have the hours accrued and notify their supervisor of the absence in advance of the scheduled shift. Employees may use sick time in partial day increments, with a minimum of 4 hours. After the first 4 hours, additional sick time can be used in additional thirty-minute interval. A sick day is based upon the employee’s regularly scheduled workday up to a maximum of 12 hours. If an employee has missed more than three (3) consecutive days of work, that employee may be required to provide a physician’s verification of illness as well as authorization to return to work. There will be no payment of sick time in excess of the available sick time balance. However, employees may use available vacation time if they do not have any sick hours to cover an illness.

GENERAL SICK PROVISIONS. The sick time plan is based on the anniversary year and is defined as each 12-month period starting with the date of hire. Employees may use sick pay only for their own illness or the illness of a dependant, unless otherwise mandated by state or local law. Employees on FMLA, state-mandated, or worker’s compensation leave, or other approved leave of absence will be required to use available sick time balances unless otherwise prohibited by state law. However, employees must use any available sick time balance first if the leave is for the employee’s own serious health condition, or the serious health condition of a covered family member, unless state law requires otherwise. While on FMLA, state mandated, or worker’s compensation leave, employees cannot use sick hours while receiving company-sponsored short-term disability benefits or to supplement workers’ compensation benefits, unless state law requires otherwise. Employees that are enrolled in the short- term disability plan will not be forced to use vacation or sick time, but if they choose to be paid vacation or sick they will not receive short-term disability benefits at the same time. Employees may receive sick pay on the first day of an illness; provided they have the hours accrued and notify their supervisor of the absence in advance of the scheduled shift. Employees may use sick time in partial day increments, with a minimum of 4 hours. After the first 4 hours, additional sick time can be used in additional thirty-minute interval. A sick day is based upon the employee’s regularly scheduled workday up to a maximum of 12 hours. If an employee has missed more than three (3) consecutive days of work, that employee may be required to provide a physician’s verification of illness as well as authorization to return to work. There will be no payment of sick time in excess of the available sick time balance. However, employees may use available vacation time if they do not have any sick hours to cover an illness.12

GENERAL SICK PROVISIONS. The sick time plan is based on the anniversary year and is defined as each 12-month period starting with the date of hire. Employees may use sick pay only for their own illness or the illness of a dependant, unless otherwise mandated by state or local law. Employees on FMLA, state-mandated, or worker’s compensation leave, or other approved leave of absence will be required to use available sick time balances unless otherwise prohibited by state law. However, employees must use any available sick time balance first if the leave is for the employee’s own serious health condition, or the serious health condition of a covered family member, unless state law requires otherwise. While on FMLA, state mandated, or worker’s compensation leave, employees cannot use sick hours while receiving company-sponsored short-term disability benefits or to supplement workers’ compensation benefits, unless state law requires otherwise. Employees that are enrolled in the short- term disability plan will not be forced to use vacation or sick time, but if they choose to be paid vacation or sick they will not receive short-term disability benefits at the same time. Employees may receive sick pay on the first day of an illness; provided they have the hours accrued and notify their supervisor of the absence in advance of the scheduled shift. Employees may use sick time in partial day increments, with a minimum of 4 hours. After the first 4 hours, additional sick time can be used in additional thirty-minute interval. A sick day is based upon the employee’s regularly scheduled workday up to a maximum of 12 hours. If an employee has missed more than three (3) consecutive days of work, that employee may be required to provide a physician’s verification of illness as well as authorization to return to work. There will be no payment of sick time in excess of the available sick time balance. HoweverThe Employer shall comply with all relevant provisions of the Seattle Paid Sick Time and Paid Safe Time Ordinance. To the extent that any provisions herein conflict with such Ordinance, employees may use available vacation time if they do not have any sick hours to cover an illnessthe Ordinance shall apply.

GENERAL SICK PROVISIONS. The sick time plan is based on the anniversary year and is defined as each 12-month period starting with the date of hire. Employees may use sick pay only for their own illness or the illness of a dependant, unless otherwise mandated by state or local law. Employees on FMLA, state-mandated, or worker’s compensation leave, or other approved leave of absence will be required to use available sick time balances unless otherwise prohibited by state law. However, employees must use any available sick time balance first if the leave is for the employee’s own serious health condition, or the serious health condition of a covered family member, unless state law requires otherwise. While on FMLA, state mandated, or worker’s compensation leave, employees cannot use sick hours while receiving company-sponsored short-term disability benefits or to supplement workers’ compensation benefits, unless state law requires otherwise. Employees that are enrolled in the short- term disability plan will not be forced to use vacation or sick time, but if they choose to be paid vacation or sick they will not receive short-term disability benefits at the same time. time Employees may receive sick pay on the first day of an illness; provided they have the hours accrued and notify their supervisor of the absence in advance of the scheduled shift. Employees may use sick time in partial day increments, with a minimum of 4 hours. After the first 4 hours, additional sick time can be used in additional thirty-minute interval. A sick day is based upon the employee’s regularly scheduled workday up to a maximum of 12 hours. If an employee has missed more than three (3) consecutive days of work, that employee may be required to provide a physician’s verification of illness as well as authorization to return to work. There will be no payment of sick time in excess of the available sick time balance. However, employees may use available vacation time if they do not have any sick hours to cover an illness.