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. 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 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. X. Xxxxx 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 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. 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. 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. X. Xxxxx 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.