Sick Leave Abuse Sanctions. For purposes of the provisions contained within this Article, "abuse" of sick leave is the utilization of such for reasons other than those stated within Section 3 of this Article. Upon sufficient evidence of the abuse of such sick leave, the employee may not be paid for such leave taken nor may the employee accrue any rights inherent with such period, such as seniority and other employee benefits and rights. Continued abuse of sick leave shall subject the employee to discipline.
Sick Leave Abuse Sanctions. For purposes of the provisions contained within this Article, "abuse" of sick leave occurs when an employee requests sick leave when they or a legal dependent is not actually sick. At any time the District suspects abuse of sick leave, the Fire Chief or designee may request, at the District's expense, that the employee obtains a certificate of illness from a doctor of the District's choice, prior to returning to work. All such requests and appointments shall be made in a reasonable and timely manner. In addition, where an employee's use of sick leave demonstrates a pattern of use equal or greater than the use described below, the Fire Chief or designee shall be authorized to withhold payment of sick leave until the employee comes forward with evidence establishing that their claim of sick leave is bona fide. Such evidence may consist of a certificate of illness signed by a treating physician or medical practitioner. Falsification of any verification of illness, or other actions abusing sick leave shall be just cause for discipline, up to and including discharge, and if proven, the minimum punishment is agreed to be set at a thirty (30) day unpaid suspension from duty. The parties agree that the following occurrences demonstrate a pattern of use that supports a reasonable suspicion of sick leave abuse:
Sick Leave Abuse Sanctions. It is understood that abuse of sick leave will result in discipline and it is the intent of the Employer to take corrective action in all such cases. Abuse shall be defined as improper or excessive use,
Sick Leave Abuse Sanctions. For the purposes of the provisions contained in this Article, abuse of sick leave is the utilization of sick days for reasons other than those stated in the collective bargaining agreement. Abuse of sick leave shall subject the employee to disciplinary action pursuant to the terms of this Agreement. Use of sick leave immediately after it is accrued; use of sick leave in a pattern, such as contiguous with accrued time off, holidays or regular days off, or taking sick leave the same day of the week; and/or overall excessive use of sick leave without medical certification for the leave may constitute suspicion of abuse. An employee suspected of abusing sick leave may be placed on a "proof status". While on proof status the employee will be required to provide certification from a healthcare provider that the employee was off work as the result of illness or injury as provided in Section 20.3 above. The proof status period shall not exceed sixty (60) calendar days; but may be extended for an additional period not to exceed sixty (60) days if the suspected abuse continues. Upon sufficient evidence of the abuse of such sick leave, the employee shall not be paid for such leave taken. “Abuse” of sick leave shall subject the employee to disciplinary action pursuant to the terms of this Agreement. All employees agree to cooperate fully with the Department in verifying illness; to the extent permitted by law. Failure to provide a requested doctor’s excuse may result in denial of sick leave pay. Nothing in this Section shall in any way limit the Employer's ability to discipline an employee pursuant to the terms of this Collective Bargaining Agreement.
Sick Leave Abuse Sanctions. For the purposes of the provisions contained in this Article, “abuse” of sick days or sick leave is the utilization of such for reasons other than those stated. Upon sufficient evidence of the abuse of such sick leave, the employee shall not be paid for such leave. In addition, abuse of sick leave may subject the employee to disciplinary action. If there are reasonable grounds to suspect abuse, all employees agree to cooperate fully with the verification of illness and shall provide upon request a doctor’s affidavit at the employee’s cost. Reasonable grounds may include an employee using sick days in an ongoing manner that the Employer would call a pattern (i.e., calling in sick the day before or after an employee’s regularly scheduled days off).
