Common use of Requesting Sick Leave Clause in Contracts

Requesting Sick Leave. A. Employees must request and receive approval for use of sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illness, such information shall be treated by the supervisor with appropriate confidentiality. C. In the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. The written requests shall state the reason(s) for the request as well as the period of time that the employee will be required to furnish the statement. If an employee does not bring a medical practitioner's statement of illness when requested, the supervisor may deny the use of sick leave. D. Abuse of sick leave shall be one form of just cause for disciplinary action. Abuse shall be defined as use of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridays, or the day after payday is an example of a use of sick leave that may constitute abuse. E. A designated or appropriate administrator may require an employee to leave the workplace: 1) If the employee is unable to perform job responsibilities in an up-to- standard manner because of what appears to be a health condition; or 2) If the employee may expose others in the workplace to illness or disease. Such time shall be charged against sick leave, if available. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.

Requesting Sick Leave. A. Employees must request and receive approval for use of sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illness, such information shall be treated by the supervisor with appropriate confidentiality. C. In the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. The written requests shall state the reason(s) for the request as well as the period of time that the employee will be required to furnish the statement. If an employee does not bring a medical practitioner's statement of illness when requested, the supervisor may deny the use of sick leave. D. Abuse X. Xxxxx of sick leave shall be one form of just cause for disciplinary action. Abuse shall be defined as use of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridays, or the day after payday is an example of a use of sick leave that may constitute abuse. E. A designated or appropriate administrator may require an employee to leave the workplace: 1) If the employee is unable to perform job responsibilities in an up-to- standard manner because of what appears to be a health condition; or 2) If the employee may expose others in the workplace to illness or disease. Such time shall be charged against sick leave, if available. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.

Requesting Sick Leave. A. Employees must request and receive approval for use of sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illness, such information shall be treated by the supervisor with appropriate confidentiality. C. In the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employeremployer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. The written requests shall state the reason(s) for the request as well as the period of time that the employee will be required to furnish the statement. If an employee does not bring a medical practitioner's statement of illness when requested, the supervisor may deny the use of sick leave. D. Abuse X. Xxxxx of sick leave shall be one form of just cause for disciplinary action. Abuse shall be defined as use of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridays, or the day after payday is an example of a use of sick leave that may constitute abuse. E. A designated or appropriate administrator may require an employee to leave the workplace: 1) If the employee is unable to perform job responsibilities in an up-to- to-standard manner because of what appears to be a health condition; or 2) If the employee may expose others in the workplace to illness or disease. Such time shall be charged against sick leave, if available. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.

Requesting Sick Leave. A. Employees must request and receive approval for use of sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illness, such information shall be treated by the supervisor with appropriate confidentiality. C. In the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. The written requests shall state the reason(s) for the request as well as the period of time that the employee will be required to furnish the statement. If an employee does not bring a medical practitioner's statement of illness when requested, the supervisor may deny the use of sick leave. D. Abuse of sick leave shall be one form of just cause for disciplinary action. Abuse shall be defined as use of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridays, or the day after payday is an example of a use of sick leave that may constitute abuse. E. A designated or appropriate administrator may require an employee to leave the workplace: 1) If the employee is unable to perform job responsibilities in an up-to- to-standard manner because of what appears to be a health condition; or 2) If the employee may expose others in the workplace to illness or disease. Such time shall be charged against sick leave, if available. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.

Requesting Sick Leave. A. Employees must request and receive approval 1. All requests for use of Sick Leave will be administered consistent with law, rule and/or regulation. 2. Sick leave, including sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illnessfor emergency situations, such information shall be treated granted or denied by the immediate supervisor with appropriate confidentiality. C. In or authorized designee. The supervisor shall respond to the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. When the supervisor is not available, the Office will have someone available to respond to leave requests and will notify employees of available alternate supervisors. 3. Sick leave shall be requested three (3) workdays in advance where possible, such as for routine dental, eye, or other medical examinations. 4. If the need for sick leave is unforeseeable, the employee shall request sick leave as soon as practicable. If their supervisor intends to deny the leave request, the supervisor must inform the employee as soon as possible. The written requests shall state employee will not be considered absent without leave while awaiting their supervisor’s response. This does not preclude the reason(s) for Office from charging an employee as absent without leave if the request as well as employee does not have sufficient accrued leave to cover the requested time period of and is not granted advanced leave or otherwise meets their BWR during the relevant pay period. If the sick leave is denied, the employee can substitute accrued annual leave (or other time that off), approved advanced leave, or approved leave without pay. Upon the employee’s return to the Office the employee will be required to furnish enter the statementleave into the Office’s time and attendance system. 5. When employees are unsure of whether they will need sick leave, employees should notify their supervisors of any potential need for sick leave during the biweek. If an employee does not bring there is no significant disruption to the employee’s responsibilities or a medical practitioner's statement of illness when requestedfailure to attend a mandatory event, the supervisor Office may deny approve an employee’s request for sick leave that has not been made in advance. Under these circumstances, the use employee should request their supervisor's approval of the sick leaveleave as soon as practicable. D. Abuse of 6. Employees on a fixed work schedule requesting unscheduled sick leave shall be one form must attempt to directly contact their supervisor or their designee within the first ninety (90) minutes of just cause for disciplinary action. Abuse shall be defined as use the employee’s tour of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridaysduty, or the day after payday is an example of a as soon as possible thereafter, in order to request and obtain approval for their use of sick leave for that may constitute abuse. E. A designated or appropriate administrator may require day. When an employee’s request is denied, the employee is expected to leave the workplace: 1) report to work as soon as possible. If the employee is unable to perform job responsibilities in an up-to- standard manner because reports as soon as possible, the period between the beginning of what appears to be a health condition; or 2) If the work shift and the time the employee may expose others reports to work will not be charged as absent without leave (AWOL). 7. Upon returning to work, the employee must complete and submit a sick leave request in the workplace Office’s time and attendance system to illness or disease. Such time shall be charged against document the unscheduled sick leave. All requests will be considered consistent with laws, if availablerules, and/or regulations. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.

Requesting Sick Leave. A. Employees must request and receive approval for use of sick leave from the designated or appropriate administrator in the Department as soon as possible after the onset of illness. B. While supervisors must be informed of the general nature of an illness, such information shall be treated by the supervisor with appropriate confidentiality. C. In the case of extended or chronic illness, the designated or appropriate administrator in the Department may require statements from a physician or dentist which includes the anticipated date of return. Upon request of the Employer, when the Employer has reasonable cause to believe that an employee has abused or is abusing sick leave, employees utilizing leave under this Article may be required to furnish a statement from a medical practitioner as defined in the Family Medical Leave Act stating that the practitioner finds the employee unable to work due to illness. Requests to furnish a statement from a medical practitioner may be oral or written. Oral requests shall be reduced to writing as soon as practicable. The written requests shall state the reason(s) for the request as well as the period of time that the employee will be required to furnish the statement. If an employee does not bring a medical practitioner's statement of illness when requested, the supervisor may deny the use of sick leave. D. Abuse X. Xxxxx of sick leave shall be one form of just cause for disciplinary action. Abuse shall be defined as use of paid sick leave for reasons other than those listed in this Article. Use of paid sick leave in a pattern such as Mondays, Fridays, or the day after payday is an example of a use of sick leave that may constitute abuse. E. A designated or appropriate administrator may require an employee to leave the workplace: 1) If the employee is unable to perform job responsibilities in an up-to- to-standard manner because of what appears to be a health condition; or 2) If the employee may expose others in the workplace to illness or disease. Such time shall be charged against sick leave, if available. F. If an employee becomes ill while on vacation leave and presents satisfactory proof of illness or injury, the designated or appropriate administrator in the Department may approve the use of sick leave in lieu of vacation leave.