Pattern Abuse. If an employee abuses sick leave in a pattern, per examples noted in the section under definitions (not limited to those listed), the Agency Head or designee may reasonably suspect pattern abuse. If it is suspected, the Agency Head or designee will notify the employee in writing that pattern abuse is suspected. The Agency Head or designee will use the "Pattern Abuse" form for notification. The notice will also invite the employee to explain, rebut, or refute the pattern abuse claim. Use of sick leave for valid reasons shall not be considered for pattern abuse.
Pattern Abuse. Consistent periods of sick leave usage, for example:
1. Before, and/or after holidays;
2. Before, and/or after weekends or regular days off;
3. After pay days;
4. Any one specific day;
5. Absence following overtime worked;
6. Half days;
7. Continued pattern of maintaining zero or near zero leave balances; or
8. Excessive absenteeism - use of more sick leave than granted.
Pattern Abuse. The following types or patterns of absence shall constitute pattern abuse: before and/or after holidays; Fridays/Mondays; absence following overtime worked; continued pattern of maintaining zero or near zero leave balances. If an employee uses sick leave in a clear pattern, per examples noted above, the Chief Human Resources Officer or his/her designee may reasonably suspect pattern abuse. If it is suspected, the Chief Human Resources Officer or his/her designee will notify the employee in writing detailing the reason(s) that pattern abuse is suspected. The notice will also invite the employee to explain, rebut, or refute the pattern abuse claim. Use of sick leave for valid reasons shall not be considered for pattern abuse. Patterns of abuse will be kept in the time frame of the previous twelve (12) months from the date of notification. Any action taken by the University will not be arbitrary, capricious, or discriminatory in nature in all instances.
Pattern Abuse. The following types or patterns of absence shall constitute pattern abuse: before and/or after holidays; Fridays/Mondays; absence following overtime worked; continued pattern of maintaining zero or near zero leave balances. If an employee uses sick leave in a clear pattern, per examples noted above, the Chief Human Resources Officer or his/her designee may reasonably suspect pattern abuse. If it is suspected, the Chief Human Resources Officer or his/her designee will notify the employee in writing detailing the reason(s) that pattern abuse is suspected. The notice will also invite the employee to explain, rebut, or refute the pattern abuse claim. Use of sick leave for valid reasons shall not be considered for pattern abuse. Patterns of abuse will be kept in the time frame of the previous twelve (12) months from the date of notification. Any action taken by the University will not be arbitrary, capricious, or discriminatory in nature in all instances.
21.7: To the extent consistent with, or permitted by, federal or state law, an employee who is on sick leave not concurrently covered by the Family and Medical Leave Act (FMLA) shall be required to provide to the Chief Human Resources Officer certification from the employee’s personal physician that he/she is able to perform the assigned duties of his/her position prior to his/her return to duty. An employee must give the University not less than three (3) days’ notice of his/her availability to return to work following an extended absence unless a shorter period is mutually agreeable.
21.8: To the extent consistent with, or permitted by, federal or state law, the University may require an employee who is not taking leave covered by the FMLA to undergo an examination, conducted by a licensed physician or licensed psychologist designated by the University, to determine the employee's physical or mental capabilities to continue to perform the duties of the position which the employee holds. The University shall pay the cost of such examination. If the employee's personal physician or psychologist differs from the University's designated physician or psychologist, the opinion of the employee's personal physician or psychologist shall be given due professional consideration.
Pattern Abuse i. A pattern of abuse of sick leave is characterized by consistent periods of sick leave usage including, but not limited to:
a) before or after a holiday;
b) before or after weekends or regular days off;
c) after pay days;
d) any one specific day absence following overtime worked;
e) half days;
f) continued pattern of maintaining zero or near zero (i.e., less than 16 hours) balances;
g) excessive absenteeism; or
h) continual and excessive use of sick leave (including leave in lieu of sick leave).
ii. Employees shall be notified, in writing, that pattern abuse is suspected. Use of sick leave for FMLA qualifying purposes will not be considered for pattern abuse.
iii. Unauthorized use, misuse, or abuse (including pattern abuse) of sick leave or leave in lieu of sick leave may result in discipline.
Pattern Abuse. (Award 2005-2008) Under the Managing Director's Sick Leave Policy as it applies to uniformed employees of the Fire Department, pattern abuse shall be deemed to include sick leave usage covered by a medical certificate. The Fire Department shall also be permitted to review sick leave over the preceding two calendar years to identify pattern abuse for purposes of placing employees on the Excessive Use of Sick Leave List.
Pattern Abuse. If an employe e abuses sick leave in a pattern, per examples noted in the section under definitions (not limited to those listed), the Agency Head or designee may reasonably suspect pattern abuse. If it is suspected, the Agency Head or designee will notify the employee in writing that pattern abuse is suspected. The Agency Head or designee will use the "Pattern Abuse" form for notification. The notice will also invite the employee to explain, rebut, or refute the pattern abuse claim. Use of sick leave for valid reasons shall not be considered for pattern abuse.
Pattern Abuse. The following types or patterns of absence shall constitute pattern abuse: before and/or after holidays; Fridays/Mondays; absence following overtime worked; continued pattern of maintaining zero or near zero leave balances. If an employee uses sick leave in a clear pattern, per examples noted above, the Chief Human Resources Officer or his/her designee may reasonably suspect pattern abuse. If it is suspected, the Chief Human Resources Officer or his/her designee Windows User 5/21/2014 11:28 AM Xxxxxx X. Xxxxxx 2/26/2015 10:54 AM Xxxxxx X. Xxxxxx 2/26/2015 10:54 AM will notify the employee in writing detailing the reason(s) that pattern abuse is suspected. The notice will also invite the employee to explain, rebut, or refute the pattern abuse claim. Use of sick leave for valid reasons shall not be considered for pattern abuse. Patterns of abuse will be kept in the time frame of the previous twelve (12) months from the date of notification. Any action taken by the University will not be arbitrary, capricious, or discriminatory in nature in all instances.
