Involuntary Sick Leave Sample Clauses

Involuntary Sick Leave. 8.5.8.1 If the fitness of a faculty member to continue in the faculty member’s responsibilities becomes questionable for reasons of physical or mental health, the appropriate department head along with the PVPAA and/or the PVPAA’s designee shall discuss the matter with the faculty member in personal conference. This conference may not occur until and unless the Association has been notified twenty-four (24) hours in advance. An Association representative may be present at the request of the faculty member, and the faculty member may request Association review of the administrative action taken. 8.5.8.2 Medical evidence shall be provided only by a qualified physician or psychiatrist who is mutually agreed to by the faculty member and the Board. If bona fide efforts to find a mutually agreed-upon physician have not been successful within twelve (12) working days from when the faculty member is notified an examination is necessary, it is agreed that the Mayo Clinic will be asked to provide an appropriate physician to perform the examination with the faculty member’s travel expenses, pursuant to University policy, being borne by the University. A faculty member does not have the right to refuse to be examined. Refusal to allow the physician or psychiatrist to release the results of the examination to the Board shall constitute sufficient, non-grievable grounds for the faculty member being placed on involuntary sick leave. The University shall pay for any portion of the examination not covered by the University’s medical insurance carrier. 8.5.8.3 In cases in which the continuance of the faculty member, in the judgment of the PVPAA, threatens immediate harm to self or others, the PVPAA shall immediately place the faculty member on involuntary sick leave, and the President of the Association shall be notified of such action. 8.5.8.4 In order to determine medical status and continuation of compensable leave, a periodic medical status report is required as requested by the Board. 8.5.8.5 Except as specified in Section 9.2.
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Involuntary Sick Leave. Upon the recommendation of the Superintendent of Schools, the Board may, at the Board’s expense, require a teacher to submit to a physical or mental examination by an appropriate specialist to determine whether involuntary sick leave is warranted.
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Involuntary Sick Leave a. An individual may be placed on Involuntary Sick Leave when it is apparent to the President that he/she is no longer able physically and/or mentally to discharge his/her duties in a competent manner. b. The President may require in writing that the individual take a physical and/or mental examination at college expense, the results which may be used for determining Involuntary Sick Leave. c. When an examination is requested, a report of three physicians shall be required; one physician shall be selected by the individual, one selected by the Board, and one mutually agreed upon by both parties. d. An individual requesting return from Involuntary Xxxx Leave may return only upon the recommendation of the President and approval of the Board. The request to return must be made at least 60 days prior to the return date.
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Involuntary Sick Leave. Upon the recommendation of the superintendent the Board may require a teacher to submit to physical and/or mental examinations by qualified physicians to determine whether or not involuntary sick leave is warranted. Such required examinations will be at the expense of the Board. 1. In the event the Board determines that involuntary leave is warranted, based on the physician's written report, the teacher’s absence while on such leave will be charged against the teacher's sick leave. At such time as the teacher exhausts his/her accumulated sick leave, he/she will be considered to be on temporary leave. Salary and/or other compensation shall terminate, except those which may be pro-rated on the basis of the number of instructional days taught by said teacher. Insurance benefits shall continue until October prior to the beginning of the next school year unless the teacher is terminated, or chooses to resign from the District. 2. In the event the teacher refuses to submit to such examination, such refusal may be grounds for immediate termination of said teacher's employment. In this case, the teacher will not be entitled to any leave days, and all benefits, compensation, and obligations to said teacher by the District will immediately terminate. 3. In the event that the teacher disagrees with the results of said examination(s), he may obtain a second medical opinion by a qualified physician at his own expense. 4. The decision to place the teacher on involuntary leave will rest with the Board. 5. The Board will comply with the Tenure Act when placing a teacher on involuntary leave. 6. In the event the teacher has exhausted all sick leave, all days missed beyond the teacher's available sick leave will be on the basis of no pay.
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Involuntary Sick Leave. 8 S R Q W K H U H F R P P H Q G D W L R Q expense, require a teacher to submit to a physical or mental examination by an appropriate specialist to determine whether involuntary sick leave is warranted.
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Involuntary Sick Leave a. Upon recommendation of the Human Resources Manager, the “Board” may at its own expense, require an employee to submit to a physical to determine whether involuntary sick leave is warranted. An employee placed on involuntary sick leave by the Board shall be entitled to compensation in accordance with the voluntary sick leave provisions of this Article.
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Related to Involuntary Sick Leave

  • Paid Sick Leave For those jurisdictions that have passed or will pass legislation requiring Paid Sick Leave, Paid Sick Time will be billed back to Client at the straight-time bill rate for all hours taken by any Consultant assigned to Client. This section is not applicable until the effective date of such legislation has been reached.

  • Sick Leave 16.01 Employees shall earn sick leave at the rate of 7.0 hours for each payroll period worked or when on an authorized leave. Sick leave accumulation shall be unlimited. 16.02 Sick leave shall be defined as an absence with pay necessitated by: 1) illness or injury to the employee; 2) exposure by the employee to a contagious disease communicable to other em- ployees; 3) serious illness or injury in the employee's immediate family; or 4) death in the employee's extended family, as defined in Article 29, Funeral Leave; or 5) pregnancy related condition of the employee or spouse of the affected employee. 16.03 A sick leave affidavit or a doctor's excuse is required to justify the use of sick leaves for illness. If the use of sick leave for such illness exceeds two (2) consecutive scheduled shifts, a certificate stating the nature of the illness from a licensed physician shall be required to justify the use of sick leave. Falsification or alteration of a written, signed statement or a physician's certificate shall be grounds for disciplinary action. Any abuse or patterned use of sick leave shall be just and sufficient cause for disciplinary action. 16.04 Before the time when an employee is scheduled to start work on a shift, said employee requesting sick leave shall inform the officer in charge of the shift of the fact that said employee is ill and is requesting sick leave, except in case of provable inability to make a phone call. Failure so to do shall result in the denial of sick leave by the Employer. When an employee seeks to use sick leave for an absence due to personal illness, injury, or exposure to contagious disease communicable to other employees, the employee will be expected to be reachable at a provided telephone number unless, when calling in to report off, he provides the employer with an alternative number at which the employee may be reached. 16.05 Absence for a fraction of a day, when such absence is chargeable to sick leave accumulation in accordance with these provisions, shall be charged in increments of whole hours and never less than one (1) hour. Sick leave, when used, shall be consumed on the basis of one hour of sick leave for each hour of absence. 16.06 An employee who is laid off or on unpaid disability leave will, upon reinstatement to service, retain credit for all accumulated and unused sick leave available to such employee at the time of layoff or leave. 16.07 When sick leave is requested to care for members in the immediate family, the department head may require a physician's certificate to the effect that the specific presence of the employee is necessary to care for the ill or injured member. In the event of a prolonged illness of a member of the immediate family, it is understood that the employee will make arrangements as soon as possible for outside assistance to care for the afflicted member of the family. Paid sick leave will be granted for only a reasonable period of time to enable the employee to make the necessary arrangements, normally not in excess of five (5) calendar days. 16.08 For purposes of this article, "immediate family" is defined to include only the employee's spouse, child, father, mother, xxxxxxx, stepchild, grandparents, or a dependent who lives in the household and the employee is the primary caregiver, legal guardian, or person who stands in place of a parent (in loco parentis). 16.09 Xxxx leave may be granted as additional time off for a death in the family, in accordance with Article 29. 16.10 Upon retirement after completion of ten (10) years or more of service with the Employer, death, or permanent disability of a nature which renders the employee incapable of continued service with the Employer, and for which the employee has qualified for retirement benefits from a State of Ohio public employees retirement system, the employee may sell out accrued sick leave and shall be paid an amount of money equal to the number of accrued hours of sick leave up to a maximum of 2800 hours divided by two (2) multiplied by the employee’s annual salary, as said salary exists at the date of death or retirement, divided by 2548. A) Subject to the provisions of this paragraph, an employee shall have the option to convert to cash benefit or carry forward the balance of any unused sick leave credit at year's end. For purposes of this paragraph 16.11, the term year's end" means the last day of the last full pay period of any calendar year. B) An employee who is credited sick leave pursuant to this Article 16, shall have at year's end the following options with regard to the portion of sick leave credit accumulated during the current calendar year: 1) Carry forth the balance of sick leave credit; or 2) Receive a cash benefit conversion for the unused balance of sick leave credit equal to one hour of the employee's base rate of pay for every two hours of unused sick leave credit that is converted; or 3) Carry forward a portion of the balance of sick leave credit and receive a cash benefit conversion of a portion of the sick leave credit. C) A cash benefit conversion for unused sick leave credit can only be utilized for sick leave credited an employee in the year in which the credit is given. All sick leave credit balances that are carried forward at the year's end are excluded from any future cash benefit conversion option. The failure of an employee to utilize the cash benefit conversion shall result in the automatic carry forward of any balance of sick leave credit. D) In order to receive a cash conversion of sick leave credit at year's end, an employee must, after exercise of the cash conversion option, have at least the following minimum accumulated sick leave credit at year's end: year's end in 2002: 375 hours E) An employee who separates from service prior to year's end (as defined in “A” above) shall not be eligible for the cash conversion benefit of the unused sick leave credit. F) Any cash benefit conversion of sick leave made at year's end shall not be subject to contributions to any of the retirement systems either by the employee or the City. G) An employee eligible to receive a cash conversion of sick leave credit at year's end must indicate their desire to convert any sick leave no later than the end of the pay period that includes the first day of November. 16.12 An employee who is approved for extended sick leave will be considered to be on a forty hour per week schedule until they return to their normal shift. All employees shall be charged forty (40) hours of sick leave for each week they are on extended leave. Extended sick leave is defined as use of leave for three full consecutive tours of duty or more. This section will invoke on the first Monday following the onset of the injury, or illness, unless the absence is medically determined in advance. The forty hour benefit will continue through the return to duty. The first sick days preceding the first Monday will be charged at the normal rate. If a return to duty is during a partial week, sick leave will be charged for the partial week at a rate of 40 hours less the actual hours worked. 16.13 In case of birth by an Employee’s spouse, an Employee assigned to twenty four (24) hour shifts may use up to two (2) tours of duty (five (5) eight-hour tours of duty for personnel assigned to a 2080 hrs. 5 day-week schedule) of sick leave for the purpose of “Maternity Leave”, unless serious health conditions require additional time off and is certified by the attending physician.

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