Sick Leave Accumulation and Use. Each full-time member earns one hundred twenty (120) hours of sick leave per year, at the rate of 13.333 hours for each month, or 6.67 hours for each pay period, of the academic year. Sick leave is cumulative without limit. Each faculty member is provided with a report of their accumulated sick leave on the Banner Self-Serve system. Sick leave may be used in increments of one (1) hour. When using sick leave, the faculty member will promptly notify their Department Chair regarding the absence and, whenever possible, advise of the estimated duration of absence. Additional provisions regarding the use of sick leave are described below:
i. Sick leave may be used during any period of time in which the faculty member is under contract to perform services for the University. Faculty members shall report all uses of sick leave on the Application for Sick Leave form to the Department Chair in accord with the directions for use attached thereto. The form reporting the leave time utilized must be submitted within three (3) business days following the completion of each semi-monthly pay period in which the leave has been utilized. The Administration reserves the right to implement electronic leave reporting during the term of this agreement.
ii. A continuous period of sick leave commences with the first day of absence and includes all subsequent days until the employee returns to work. Saturdays and Sundays (if the employee is not scheduled to perform services), and official holidays established and/or observed by the University shall not be counted. During any seven- day period, the maximum number of days of sick leave charged against any employee shall be five.
iii. All unused sick leave accumulated before the date of this Agreement shall be available for use by the employee pursuant to state law.
Sick Leave Accumulation and Use. Sick leave is accumulated at the rate of 4.615 hours per pay period, for a total of one hundred twenty (120) hours per fiscal year.
Sick Leave Accumulation and Use. Each regular full-time faculty member, during their period of appointment, shall accumulate sick leave at the rate of one (1) day per month to be used in case of personal illness or quarantine or the serious illness of the current spouse or child living in the same household. On the last pay date of the appointment year any unpaid sick days not reimbursed for lack of accumulation at the time of occurrence shall be reimbursed to the extent available through subsequent accumulation. At the end of each academic year, any unused portion of the twelve (12) days leave shall accumulate for the usage for the above enumerated reasons in future years. The maximum accumulation shall be one hundred ninety (190) days, except for faculty members who have more than one hundred ninety (190) days as of August 15, 2022. The maximum accumulation for those faculty members shall be two hundred twelve (212) days.
(a) A faculty member who holds an appointment but never reports for work shall receive no sick leave pay.
(b) A faculty member who is necessarily absent due to an injury or disease compensable under the Michigan Worker's Disability Compensation Law shall receive from the employer the difference between what the member would have received in regular salary for the duration of such necessary absence, but not to exceed ten (10) months with no subtractions from sick leave if said employee was either on a twelve (12) month contract or had a letter of appointment for a twelve (12) month period of time.
(c) Sick leave shall be used in four (4) hour increments when a faculty member is sick and two (2) hour increments at a minimum for scheduled medical/dental or vision appointments. If more than two (2) hours are needed for the appointment, the faculty member will submit the actual hours needed for the appointment.
Sick Leave Accumulation and Use. Sick leave may be used in accordance with the procedures set forth in the University Sick Leave Policy for absences due to the employee’s own illness or injury, or for receiving medical care, treatment, diagnosis, or preventive medical care and for absences due to a family member’s illness or injury or to care for a family member receiving medical care, treatment, diagnosis, or preventive medical care. Family member is defined in the University Sick Leave Policy. Full-time Dispatchers will accrue paid sick leave in the same amounts and pursuant to the same procedures as apply to non-bargaining unit personnel, which the University may change from time to time. At the time of this Agreement’s execution, full-time Dispatchers earn eighty-four (84) sick leave hours per calendar year, divided into twelve equal installments that are distributed after each completed month of service. No paid sick leave will accrue for full-time Dispatchers who have failed to work at least fifty percent (50%) of their scheduled hours during a month, except where the absence is due to the full-time Dispatcher’s paid vacation, personal holidays, bereavement leave, jury duty or paid sick leave.
Sick Leave Accumulation and Use i. All employees after being employed for ninety (90) calendar days, shall be entitled to up to five (5) sick days in accordance with the Employment Standards Act notwithstanding whether the employee has accrued sick days or not.
ii. Sick days provided in accordance with the Employment Standards Act are NOT:
a. In addition to the days outlined in Article 11.01(b);
b. Pro-rated (e.g. a part-time employee is entitled to five (5) days as a full-time employee is); and
c. Provided on a partial day basis (i.e. a day when an employee leaves work an hour early due to illness shall be considered a full sick day).
d. Subject to the limitations outlined in Article 11.01(d).
Sick Leave Accumulation and Use. A. There shall be unlimited days of sick leave accumulated at the rate of fifteen (15) days per year, exclusive of days added in accordance with 2.04 B. Such computation shall be on the basis of the calendar year of twelve (12) months.
B. School days on which a teacher is absent because of personal illness shall be charged against the number of days of accumulated sick leave then to the teacher’s credit.
Sick Leave Accumulation and Use. Section 1. Employees shall earn and accumulate paid sick leave at the rate of 4.6 hours of each eighty (80) hours of service in active pay status, including vacation and sick leave, but not for time on leave of absence or layoff.
Section 2. Sick leave shall be granted for absences due to the following reasons:
1. Illness, injury or pregnancy-related condition of the employee.
2. Exposure of an employee to a contagious disease which could be communicated to and jeopardize the health of other employees.
3. Examination of the employee, including medical, psychological, dental or optical examination by an appropriate practitioner.
4. Death of a member of the employee’s immediate family. In the event of the death of a member of his/her immediate family, an employee shall be granted time off with pay, to be charged against his/her accumulated and unused Sick Leave not to exceed five (5) days. In the event of the death of a relative other than a member of his/her immediate family, an employee shall be granted a leave of absence with pay, to be charged against his accumulated and unused Sick Leave, for two (2) days to attend the funeral if within the State of Ohio or five (5) days when the funeral is outside the State of Ohio. Any additional time off requested by the employee is subject to the approval of his/her supervisor, department head/superintendent and director. In the event the employee has no sick, vacation or compensatory time, the employee must request an unpaid leave. To be eligible for funeral leave, an employee must attend the funeral, or other obligations related to the death and/or estate, etc., and the failure to do so or a misrepresentation of facts related to a funeral leave shall be proper cause for disciplinary action as well as forfeiture of pay for the time away from work.
Sick Leave Accumulation and Use. Bargaining unit employees assigned to work 24-hour shifts are credited with seven shift days (168 hours) of sick leave on January 1, starting with the second calendar year of employment. Xxxx leave earned during the first year of employment by fire shift personnel will be prorated. For bargaining unit employees assigned to a 40-hour workweek, sick leave is earned for each pay period worked, effective with the first month of employment, for a total of 15 days (120 hours) per year or 4.62 hours per pay period. No sick leave can be earned during an unpaid leave of absence.
Sick Leave Accumulation and Use. WORKER’S COMPENSATION/WAGE CONTINUATION 11 ARTICLE 13 BEREAVEMENT LEAVE 12 ARTICLE 14 PARENTAL LEAVE 12 ARTICLE 15 MILITARY LEAVE 13 ARTICLE 16 FAMILY AND MEDICAL LEAVE 13 ARTICLE 17 HOLIDAY PAY 13 ARTICLE 18 VACATIONS 14 ARTICLE 19 SUBSTANCE AND ALCOHOL TESTING 15 ARTICLE 20 REST PERIOD 17 Article Page ARTICLE 21 PROVISION CONTRARY TO LAW 17 ARTICLE 22 LABOR MANAGEMENT COMMITTEE 17 ARTICLE 23 UNION REPRESENTATION 18 ARTICLE 24 UNION VISITATION 19 ARTICLE 25 JOB DESCRIPTION 19 ARTICLE 26 JOB VACANCIES 20 ARTICLE 27 LAYOFF-RECALL 21 ARTICLE 28 REPORT IN PAY 21 ARTICLE 29 UNION LEAVE 22 ARTICLE 30 UNION BULLETIN BOARD 22 ARTICLE 31 INCLEMENT WEATHER 22 ARTICLE 32 PRINTING 23 ARTICLE 33 WAGES 23 ARTICLE 34 HEALTH INSURANCE 25 ARTICLE 35 TRANSPORTATION 26 ARTICLE 36 SANITARY CONDITIONS 26 ARTICLE 37 PART-TIME EMPLOYEES 27 ARTICLE 38 TEMPORARY TRANSFERS 27 ARTICLE 39 JOB CLASSIFICATION 27 ARTICLE 40 PROBATIONARY PERIOD 28 ARTICLE 41 SECURITY 28 ARTICLE 42 CREDIT UNION 29 ARTICLE 43 AIR CONDITIONING 29 Article Page ARTICLE 44 FAIR SHARE FEE 29 ARTICLE 45 CHECK-OFF 30 ARTICLE 46 PERSONAL DAYS 31 ARTICLE 47 PARKING 32 ARTICLE 48 JOB AUDITS 32 ARTICLE 49 DURATION 32 APPENDIX A - INCLUSIONS 00 XXXXXXXX X - EXCLUSIONS 33 APPENDIX C – XXXXXXX ACTIVITY SHEET 34
Sick Leave Accumulation and Use. Section 1. Employees may use sick leave for absence due to personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to other employees, and for illness or injury in the employee's immediate family. Immediate family is defined as spouse, mother, father, brother, sister, child, grandchild, grandparents, father-in-law, mother-in-law, guardian, or other relative living in the same household with the employee, including all step-relations at the same level, or any other person who stands in place of the parent. An employee who transfers to the Clerk of Courts from another public agency in Ohio shall be credited with the unused balance of his/her accumulated sick leave, provided that the time between periods of public service
Section 2. Employees are required to comply with the sick leave rules and regulations instituted by Management. It is understood between the parties that employees failing to comply with such rules and regulations shall not be paid for such leave and such failure to comply may also result in disciplinary action. Application for sick leave with intent to defraud, falsification of a sick leave request and/or falsification of a doctor's certificate may result in dismissal as well as refund of salary or wages paid therefore. Management may request a doctor's statement from an employee where there is indication of abuse of sick leave. If an employee uses 3 or more consecutive days of sick leave, a doctor’s note is required and must be submitted by the employee upon return to work. If Management requires a second opinion from a physician of its choosing, the cost of such examination shall be paid for by the Clerk of Courts.
(A) A doctor's statement may be required when your illness and use of sick leave involves being treated by a doctor, and the illness warrants a statement indicating you may return to your job duties without risk to yourself or your co- workers.
(B) The proper Union representative will be notified when management detects a pattern of sick leave that indicates the potential for abuse. The Union will then be allowed to conduct a review of the situation and engage in counseling with the employee, which may include but is not limited to informal meetings with the employee's immediate supervisor to resolve the situation.
