Non-use of Sick Leave Sample Clauses

Non-use of Sick Leave. An employee shall be entitled to eight (8) hours of 24/7 Leave Time for each quarter (January –March; April – June; July – September; October – December) that they do not call-off or use sick leave with the exception of Family Medical Leave (FML) situations and pre-approved absences for medical appointments necessary to earn health points. Hours will be credited in the month following the end of each quarter.
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Non-use of Sick Leave. Any employee who does not use available sick leave, in any increment, during an entire school year will be granted one (1) personal leave day. Employees will be issued this personal leave day at the end of the school year. They will be allowed to use this personal leave day during the ensuing school year. Donating to the sick leave bank will not be considered sick time for this purpose.
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Non-use of Sick Leave. Effective January 1, 1989, for non-use of sick leave in the first 6 months of a calendar year an employee shall receive one-half duty day (12 hours or 4 hours) personal paid time off and for non-use of sick leave in the second six months of a calendar year an employee shall receive one-half duty day (12 hours or 4 hours) personal paid time off; an employee may request, pay at his hourly rate of pay in lieu of time off, which request may be granted at the option of the employer.
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Non-use of Sick Leave. Prior to January 1, 2006, for non-use of sick leave in the first 6 months of a calendar year an employee shall receive one-half duty day (12 hours or 4 hours) personal paid time off and for non-use of sick leave in the second six months of a calendar year an employee shall receive one-half duty day (12 hours or 4 hours) personal paid time off; an employee may request pay at his hourly rate of pay in lieu of time off, which request may be granted at the option of the employer. Effective January 1, 2006, Non-Use of Sick Leave hours shall no longer be earned for employees on Sick Leave Plan B. Hours accumulated as of January 1, 2006 shall remain accrued, and may be used as provided elsewhere in this Agreement.
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Non-use of Sick Leave. 13.45 Employees who use no sick leave in a quarter of a fiscal year, and continue to use no sick leave in following quarters, shall be paid a bonus, which shall be calculated according to the following schedule:
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Related to Non-use of Sick Leave

  • Use of Sick Leave a. An employee, other than a casual employee, with responsibilities in relation to a class of person set out in subparagraph (ii) of paragraph (c) of this sub-clause, who needs the employee’s care and support shall be entitled to use, in accordance with this sub-clause, any current or accrued sick leave entitlements provided for in clause 18 of the award, sick leave, for absences to provide care and support for such persons when they are ill. Such leave may be taken for part of a single day.

  • Abuse of Sick Leave Misuse of leave, violation of orders, directives, or contractual requirements concerning the use of sick leave and other forms of leave used in lieu of sick leave are cause for disciplinary action.

  • Misuse of Sick Leave Use of sick leave for that which it was not intended or provided.

  • Uses of Sick Leave Sick leave shall be granted to an employee upon approval of the Employer and for the following reasons:

  • Expiration of Sick Leave If illness or disability continues beyond the time covered by earned sick leave, the employee may be granted a disability leave or a personal leave in accordance with this Agreement.

  • Utilization of Sick Leave Employees who have accrued paid leave time shall be eligible for paid leave for any period of absence from employment which includes but is not limited to the employee’s illness; injury; temporary disability; medical or dental care; or to attend to members of the employee’s or the employee’s spouse’s immediate family or domestic partner or domestic partner’s immediate family, where the employee’s presence is required because of illness or as otherwise required by the state or federal Family Medical Leave Act or other State law. The Employer may, in its sole discretion, require reasonable proof of illness or disability and/or certification of the necessity of the employee’s absence.

  • Definition of Sick Leave Sick leave means the period of time an Employee is absent from work because of disability due to illness or injury not covered by Workers’ Compensation.

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

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