Leave Abuse. An employee alleged to have taken an invalid sick leave/extended illness leave day(s) or to have abused leave privileges (as evidenced by excessive Friday/Monday absences, absences that extend a holiday weekend, repeat absences with inadequate notice, or other objective facts that support the inference of leave abuse) shall be given, in writing, the evidence against him/her supporting the allegation(s), and will provide the employee an opportunity to respond to the allegation prior to any action taken against him/her. Action that may be taken as a result of leave abuse will comply with the concept of progressive discipline, which can proceed to termination. When appropriate, the District may work with CSEA to develop individual remediation plans. Such plans may include a more stringent medical verification process, to be used in situations involving excessive absenteeism or leave abuse. However, the District's refusal to implement an individual remediation plan shall not be subject to the grievance procedure.
Leave Abuse. Intentional misuse of leave is grounds for disciplinary action up to and including termination.
Leave Abuse. A. When the Agency believes an employee is abusing leave (to include but not limited to excessive usage, unusual pattern or circumstances of usages, etc.), employees may be subject to being placed on a leave restriction.
B. Supervisors shall initiate a discussion with the employee prior to the issuance of the leave restriction.
C. The written notice will explain the specific reasons for the Agency’s belief and will remind the employee of the specific leave request requirements at issue. A written decision to extend or rescind the restrictions will be made no later than six (6) months after the restriction is initiated.
D. When supporting medical documentation is required, an employee will be granted fifteen
Leave Abuse. 8.7.1 APSUE agrees that during the term of this agreement to work cooperatively with the district in labor-management to address the continuing problem of leave abuse and work toward its resolution.
Leave Abuse. An employee may be disciplined per Article VII (E) if the Superintendent finds that the employee has misused sick leave or has used more sick leave than they have accrued, without the Boards approval. Attendance is a relevant factor in assessing employee performance. The administration has the discretion to require appropriate documentation when abuse is suspected and/or upon an apparent pattern of sick leave abuse. If the Employer suspects that sick leave is being used for other purposes, or whenever there appears to be a pattern of absences that the administration believes warrants further investigation, the employee(s) suspected shall be notified in writing that an investigation regarding the usage is being conducted. Examples of such patterns include, but are not limited to, high absenteeism on Mondays and/or Fridays, and absences immediately before or after vacations or holidays. Employees may be subject to discipline if they utilize sick leave in a manner that evidences misuse, even if the amount of sick leave used is within the limits permitted under the collective bargaining agreement.
Leave Abuse. Any employee found to have abused leave benefits by falsification or misrepresentation shall be subject to disciplinary action.
Leave Abuse. Abuse of leave could result in disciplinary action. Abuse will be defined as: The act of using leave for reasons other than listed in Article III.
Leave Abuse. If reasonable grounds exist for questioning an employee’s use of leave, the Agency may place an employee on a Leave Restriction. A Leave Restriction requires the employee to seek approval for any Annual Leave in advance or speak directly to the employee’s supervisor and provide proof of an emergency preventing the employee from reporting to work. A Leave Restriction requires the employee to provide acceptable medical documentation for any Sick Leave request. The Leave Restriction will describe the circumstances which led to its issuance and will specify the termination date of the restriction. At the end of the stated period (not to exceed six (6) months), the Agency will review the employee's situation and if the circumstances that led to the leave restriction have improved, will notify the employee in writing if the leave restriction is no longer in effect. If the employee situation has not improved the Agency will notify the employee in writing if the Leave Restriction will be extended, and reviewed within six (6) months.
Leave Abuse. When an employee appears to be abusing any type of leave, the employee may be subject to disciplinary action or may be required to comply with special procedures more stringent than those, applied to other employees. If leave abuse is suspected by Management, the employee shall be counseled concerning the perceived problem. If during this counseling, the employee reasonably fears discipline, the employee has a right to request a Union representative in accordance with the requirements of law.
Leave Abuse. While an employee is on sick leave, the employee is expected to engage in those activities that are consistent with the reason for his sick leave and with his medical practitioner’s direction. The Employer may investigate sick leave abuse. Any abuse or patterned abuse of sick leave may result in the denial of leave, disciplinary action or both.
