Common use of Leave Issues Subcommittee Clause in Contracts

Leave Issues Subcommittee. The parties agree to create a subcommittee of the County-wide LMRC, consisting of three (3) members appointed by management and three (3) members appointed by the Union, to look at leave issues. This subcommittee shall report back to the main County-wide LMRC, no later than November 1, 2012, on the following topics; − Approval time for annual leave. − Use of doctor's note to excuse absences when leave abuse is suspected. − Consideration of unscheduled absences more than 30 days old when misuse/abuse is suspected. − A stress management program to possibly involve administrative leave for bargaining unit members involved in traumatic work-related incidents. − Explore the use of a lottery for granting leave during highly sought periods; − Provide guidelines for an informal discussion between an employee and supervisor in instances where leave is denied to see if some accommodation can be made; − An informal review process within a department to address conflicts over leave denials; − Each departmental LMRC will review (where such policy exists) or create (where no such policy exists) a leave/time and attendance policy for their department. These policies will be forwarded to and reviewed by the leave issues subcommittee of the LMRC to establish a set of best practices in the County. The leave subcommittee shall make recommendations to the departmental LMRCs based upon these best practices; − Employees will be required to provide medical certification when using sick leave in the following situations, employees who do not provide a note in these situations may be subject to discipline: − The first day an employee is scheduled to return to work following a vacation of at least 5 working days; − If an essential employee calls in sick during a liberal leave period, declared local emergency, or specific increased operational need; − The employee calls in sick on a date which they had previously requested leave which was denied.

Leave Issues Subcommittee. The parties agree to create a subcommittee of the County-wide LMRC, consisting of three (3) members appointed by management and three (3) members appointed by the Union, to look at leave issues. This subcommittee shall report back to the main County-wide LMRC, no later than November 1, 2012, on the following topics; − : - Approval time for annual leave. − - Use of doctor's ’s note to excuse absences when leave abuse is suspected. − - Consideration of unscheduled absences more than 30 days old when misuse/abuse is suspected. − - A stress management program to possibly involve administrative leave for bargaining unit members involved in traumatic work-related incidents. − - Explore the use of a lottery for granting leave during highly sought periods; − - Provide guidelines for an informal discussion between an employee and supervisor in instances where leave is denied to see if some accommodation can be made; − - An informal review process within a department to address conflicts over leave denials; − - Each departmental LMRC will review (where such policy exists) or create (where no such policy exists) a leave/time and attendance policy for their department. These policies will be forwarded to and reviewed by the leave issues subcommittee of the LMRC to establish a set of best practices in the County. The leave subcommittee shall make recommendations to the departmental LMRCs based upon these best practices; − - Employees will be required to provide medical certification when using sick leave in the following situations, employees who do not provide a note in these situations may be subject to discipline: − - The first day an employee is scheduled to return to work following a vacation of at least 5 working days; − - If an essential employee calls in sick during a liberal leave period, declared local emergency, or specific increased operational need; − - The employee calls in sick on a date which they had previously requested leave which was denied.

Leave Issues Subcommittee. The parties agree to create a subcommittee of the County-wide LMRC, consisting of three (3) members appointed by management and three (3) members appointed by the Union, to look at leave issues. This subcommittee shall report back to the main County-wide LMRC, no later than November 1, 2012, on the following topics; − : - Approval time for annual leave. − - Use of doctor's ’s note to excuse absences when leave abuse is suspected. − - Consideration of unscheduled absences more than 30 days old when misuse/abuse is suspected. − - A stress management program to possibly involve administrative leave for bargaining unit members involved in traumatic work-related incidents. − - Explore the use of a lottery for granting leave during highly sought periods; − - Provide guidelines for an informal discussion between an employee and supervisor in instances where leave is denied to see if some accommodation can be made; − - An informal review process within a department to address conflicts over leave denials; − - Each departmental LMRC will review (where such policy exists) or create (where no such policy exists) a leave/time and attendance policy for their department. These policies will be forwarded to and reviewed by the leave issues subcommittee of the LMRC to establish a set of best practices in the County. The leave subcommittee shall make recommendations to the departmental LMRCs based upon these best practices; − - Employees will be required to provide medical certification when using sick leave in the following situations, employees who do not provide a note in these situations may be subject to discipline: − - The first day an employee is scheduled to return to work following a vacation of at least 5 working days; − - If an essential employee calls in sick during a liberal leave period, declared local emergency, or specific increased operational need; − - The employee calls in sick on a date which they had previously requested leave which was denied. ARTICLE 30 RESERVED