Improper Use of Sick Leave Sample Clauses

Improper Use of Sick Leave. A. Any Employee scheduled to work on a holiday who reports sick shall be charged sick leave with pay for the number of hours that comprise the holiday. B. When an Employee is absent because of illness on the workday before and/or workday after a full holiday, or the workday after a half holiday and the holiday is celebrated on a regularly scheduled workday, the employee shall be charged for sick leave hours for the holiday at one-half (½) of the rate referred to below. C. Beginning with the seventh (7th) time and each time thereafter an Employee is granted sick leave with pay in any calendar year, the first two workdays of each such leave shall be without pay, except that such absence may, with the approval of the Safety Director, or designee, be charged to vacation time and except further, that intermittent periods of sick leave, for the same illness or injury, certified by a physician shall be counted as one (1) absence if they occur during a period not to exceed thirty (30) calendar days from the date the Employee returns to work. For purposes of computation under this paragraph, sick leave with pay granted for medical, dental or optical consultation or treatment of an Employee, pursuant to Section 2 above, when such absence is of four (4) hours or less duration, shall not be counted as an occurrence.

Improper Use of Sick Leave. If a supervisor has reason to believe that an employee is improperly using sick leave, the supervisor should express his or her concern to the employee and give the employee an opportunity toexplaintheabsence(s) in question. The supervisor should explain the leave requirements and how and when sick leave is to be taken. Ifa pattern of sick leave usage or requests continues, the supervisor must consult with the Office of Human Capital and Talent Management, Employee and Labor Relations (HCTM/ELR). With the concurrence of ELR, the employee may be issued a memo of leave restriction explaining the reasons for the restriction andrequiring that, until the general leave situation improves, all future requests for sick leave be accompanied by acceptable medical documentation. In situations when the employee has not requested Union representation, a copy of the leave restriction memo, sanitized In accordance with the Privacy Act, will be provided to AFGE. An initial period of leave restriction will not exceed one year. If after this initial period the reasons for the leave restriction persist, the supervisor may extendthe leave restriction past one year, after obtaining the concurrence of ELR. Conversely, an employee whose record has improved remarkably since the restriction was imposed may request that the supervisor review the record and remove the restriction after six (6) months has elapsed.