Notification/Verification/Misuse of Sick Leave Sample Clauses

Notification/Verification/Misuse of Sick Leave. When an employee will be absent from work, they shall give notice to the supervisor or the person designated by the Superintendent to receive such notice. For sick leave in excess of three (3) consecutive days, the Superintendent, or designee may require a certificate from the school employee’s attending physician that the illness or injury prevents the employee from working. If the employee is required to provide a certificate from their attending physician, the District will reimburse the employee for any out of pocket expense towards their office visit excluding medications. Notwithstanding the above, an employee may request and use earned vacation and/or leave for immediate family medical illness in accordance with Oregon Family Leave Act (OFLA) and Family and Medical Leave Act (FMLA). Such leave shall be used only to provide assistance to immediate family members for purposes defined by OFLA/FMLA, and shall not be used for non- medical-related child care purposes. Immediate family member is defined as: father, mother, brother, sister, mother-in-law, father-in-law, sister-in-law, brother-in-law, grandmother, grandfather, grandchildren, wife, husband, domestic partner, children or a person with who the employee was or is in a relationship of in loco parentis. An employee will be required to use any accrued paid leaves concurrently with OFLA/FLMA leaves and in accordance with district policy. Willful misuse of this provision shall be cause for discipline up to termination.
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Notification/Verification/Misuse of Sick Leave. When an employee will be absent from work, he/she shall give notice to the supervisor or the person designated by the Superintendent to receive such notice. For sick leave in excess of three (3) consecutive days, the Superintendent, or designee may require a certificate from the school employee’s attending physician that the illness or injury prevents the employee from working. If the employee is required to provide a certificate from their attending physician, the District will reimburse the employee for any out of pocket expense towards their office visit excluding medications. Notwithstanding the above, an employee may request and use earned vacation and/or leave for immediate family medical illness in accordance with Oregon Family Leave Act (OFLA) and Family and Medical Leave Act (FMLA). Such leave shall be used only to provide assistance to immediate family members for purposes defined by OFLA/FMLA, and shall not be used for non- medical-related child care purposes. An employee will be required to use any accrued paid leaves concurrently with OFLA/FLMA leaves and in accordance with district policy. Willful misuse of this provision shall be cause for discipline up to termination.
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Related to Notification/Verification/Misuse of Sick Leave

  • Notification of Sick Leave Days The Board shall notify employees and the Bargaining Unit, when they have exhausted their 11 days allocation of sick leave at 100% of salary.

  • Verification of Sick Leave 1. An employee who shall be absent on sick leave for three (3) or more consecutive working days shall be required to submit acceptable medical evidence substantiating the illness.

  • Sick Leave Verification The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.

  • Supervisor's Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period, which report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action:

  • 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.

  • Drug-Free Workplace Certification As required by Executive Order No. 90-5 dated April 12, 1990, issued by the Governor of Indiana, the Contractor hereby covenants and agrees to make a good faith effort to provide and maintain a drug-free workplace. The Contractor will give written notice to the State within ten (10) days after receiving actual notice that the Contractor, or an employee of the Contractor in the State of Indiana, has been convicted of a criminal drug violation occurring in the workplace. False certification or violation of this certification may result in sanctions including, but not limited to, suspension of contract payments, termination of this Contract and/or debarment of contracting opportunities with the State for up to three (3) years. In addition to the provisions of the above paragraph, if the total amount set forth in this Contract is in excess of $25,000.00, the Contractor certifies and agrees that it will provide a drug-free workplace by:

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

  • Control Area Notification At least three months before Initial Synchronization Date, Interconnection Customer shall notify Distribution Provider in writing of the Control Area in which the Generating Facility will be located. If Interconnection Customer elects to locate the Generating Facility in a Control Area other than the Control Area in which the Generating Facility is physically located, and if permitted to do so by the relevant transmission tariffs, all necessary arrangements, including but not limited to those set forth in Article 7 and Article 8 of this GIA, and remote Control Area generator interchange agreements, if applicable, and the appropriate measures under such agreements, shall be executed and implemented prior to the placement of the Generating Facility in the other Control Area.

  • Sick Leave Verification Process a. The new school district shall provide the employee with the necessary verification form at the time the employee receives confirmation of employment in the school district.

  • Sick Leave Reporting and Verification Employees must promptly notify their supervisor on their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). Unless otherwise precluded by law, the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence. An employee returning to work after any sick leave absence may be required to provide written certification from their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

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