MANDATORY SICK LEAVE. The Administration may require a bargaining-unit member to undergo a medical examination when they have a reasonable belief, based on objective evidence, that a bargaining-unit member’s present ability to perform essential job functions will be substantially impaired by a medical condition. A physician mutually agreed to by the University Administration and the bargaining-unit member will conduct the medical examination. In the event that there is sufficient evidence, as determined by the mutually agreed-upon physician to indicate that a member of the bargaining unit is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person’s ability to properly fulfill the essential duties and responsibilities of his/her position with or without reasonable accommodation, the person may be placed on mandatory sick leave. Decisions made by the University Administration under this contract provision shall be subject to the Grievance Procedure entering at Step One (1).
MANDATORY SICK LEAVE. A. The University may, by direction of a designated physician or other appropriate health professional acting initially or pursuant to any Employee submitted medical statement, direct that an Employee be placed on Mandatory Sick Leave whenever there is sufficient evidence to indicate that the affected person is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person's ability to properly fulfill the duties and responsibilities of his/her University position.
B. The executive head of a school, college, division, or other unit having reason to believe that grounds appear to exist for the issuance of such a directive by a health professional shall be obligated to bring the matter promptly to the attention of the Human Resources Division.
C. In the event an Employee disagrees with the determination of the University designated health professional that the subject Employee is unable to work at his/her position, under this Article, he/she may submit medical reports from their physician. If a dispute still exists the matter may be referred to the grievance procedure beginning at step 3. At the request of either the University or the Union, the matter, including all prior medical evidence, will be submitted to an impartial physician mutually agreed to by the parties. The report of the impartial physician will be binding upon all the parties. The expenses of the impartial physician shall be shared equally by the University and the Union. Initial selection of the impartial physician shall be by agreement between the University physician and the Employee's physician. In the event the physicians are not able to agree or in the event the University or the Union disagree because of the inordinate expense of an agreed to physician, the University and the Union will select the impartial physician from a list submitted by the University physician and the Employee's physician.
MANDATORY SICK LEAVE. A. The Director of Employment Services may direct that an Employee be placed on Mandatory Sick Leave whenever there is sufficient evidence as determined by the selected University Physician to indicate that the affected person is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person's ability to properly fulfill the duties and responsibilities of his/her University position.
B. The executive head of a school, college, division, or other unit having reason to believe that grounds appear to exist for the issuance of such a directive by the Employment Services Director shall be obliged to bring the matter promptly to the attention of the University Employment Services Office.
C. The Employee shall be entitled to appeal his/her placement on Mandatory Sick Leave. The Employee has the option of consulting with his/her personal physician at their own expense. If the findings of the Employee's personal physician conflicts with the findings of the University physician, the matter may be referred to a third, impartial physician to be selected by the University and the Union. The cost for the services of the impartial physician shall be shared equally between the University and the Union.
MANDATORY SICK LEAVE. If the fitness of an employee to continue in the employee's responsibilities becomes questionable for reasons of physical or mental health, the Head of Human Resources or designee shall discuss the matter with the employee in personal conference. The employee may request Union representation at this meeting. In cases of potential workplace violence concerns as determined by Public Safety and Human Resources, the personal conference will be replaced by a conference between Human Resources, Public Safety, and a Union representative. If a determination for leave is made, Human Resources shall notify the employee by mail. If the problem cannot be resolved in such conference, the Employer may require the employee to submit to a physical or psychiatric evaluation. The Employer may designate an examiner who must be a licensed psychologist, physician or psychiatrist and the Employer will assume the cost of the examination. In the event the medical examination results in finding that the employee is unable to discharge his or her duties in a competent manner, the Union recognizes that the Employer may have to place the employee on mandatory sick leave, with entitlement to any applicable sick leave, short term disability, or long term disability payments. Before an employee is involuntarily placed on such a sick leave, the Employer will notify the President of the Union of the proposed action.
MANDATORY SICK LEAVE. A. The University may, by direction of its designated physician or other appropriate health professional acting initially or pursuant to an Employee submitted physician statement, direct that an Employee be placed on Mandatory Sick Leave. Such placement may be made whenever sufficient evidence indicates that the affected person is suffering from a physical and/or mental illness or disability sufficiently serious to affect such person's ability to properly fulfill the duties and responsibilities of such Employee's University position.
B. The executive head of a school, college, division, or other unit having reason to believe that grounds appear to exist for the issuance of such a directive by a health professional shall be obligated to bring the matter promptly to the attention of the Labor Relations Department, who will consult with the Human Resources Division.
MANDATORY SICK LEAVE. 12-9-2021
MANDATORY SICK LEAVE. A. The Director of Employment Services may direct that an Employee be placed on Mandatory Sick Leave whenever there is sufficient evidence as determined by the selected University Physician to indicate that the affected person is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person's ability to properly fulfill the duties and responsibilities of his/her University position.
B. The executive head of a school, college, division, or other unit having reason to believe that grounds appear to exist for the issuance of such a directive by the Employment Services Director shall be obliged to bring the matter promptly to the attention of the University Employment Services Office.
MANDATORY SICK LEAVE. A. The University may, by direction of its designated physician or other appropriate health professional acting initially or pursuant to an Employee submitted physician statement, direct that an Employee be placed on Mandatory Sick Leave. Such placement may be made whenever sufficient evidence indicates that the affected person is suffering from a physical and/or mental illness or disability which affects such person's ability to properly fulfill the duties and responsibilities of such Employee's University position. Consultation shall be made with Human Resources, prior to the issuance of such a directive. The Union shall be notified when a mandatory physical examination results in the employee being placed on a mandatory sick leave.
MANDATORY SICK LEAVE. If the fitness of an employee to continue in the employee's responsibilities becomes questionable for reasons of physical or mental health, the Director of Human Resources or the director’s designee shall discuss the matter with the employee in personal conference. The employee may request union representation at this meeting. If the problem cannot be resolved in such conference, the Employer may require the employee to submit to a physical or psychiatric evaluation. The Employer may designate an examiner who must be a licensed psychologist, physician or psychiatrist and the Employer will
MANDATORY SICK LEAVE. In the event that there is sufficient evidence, as determined by the Employee Health Services of the University Health Center or some other health service mutually agreed to by the University Administration and the Association, to indicate that a member of the bargaining unit is suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person’s ability to properly fulfill the duties and responsibilities of his/her position, the person may be placed on mandatory sick leave. Decisions made by the University Administration under this contract provision shall be subject to the grievance procedure entering at Step One.
