Sick Leave Administration Clause Samples

Sick Leave Administration. Charges against accumulated sick leave shall be made as actual time used, calculated in 15-minute increments.

Sick Leave Administration a. Sick Leave will be administered in a manner that is consistent with the Civil Service Rules and any applicable collective bargaining agreement. Sick leave administration should also be fair and nondiscriminatory. No employee should be subject to retaliation or discrimination for the existence of a medical condition for themselves or one of their family members. b. Any sickness or injury for which an employee desires to take sick leave shall be reported at least 10 days in advance, or as early as practicable. If an employee is not able to report for the start of his/her regular shift due to illness or injury, notification must be made prior to the beginning of that work shift. If the employee is incapacitated or physically unable to contact his or her supervisor, the employee will contact his or her supervisor as expeditiously as possible. c. Supervisors shall inform their employees of the manner in which the employees are to report their absences. Employees shall report their absences in the manner directed by their supervisor. If the supervisor requires personal contact and the supervisor is not available, employees shall contact the on duty supervisor or the lieutenant. Supervisors may expect the employee to report the anticipated length of absence, if known. d. The employee will need to repeat this notification for each day that they are ill, unless otherwise directed by the supervisor. If the employee has a physician's release-from-duty, the employee will not need to repeat the notification for the duration of the release. Early return from an extended absence requires personal notification. For absences longer than three

Sick Leave Administration. PAO management is responsible for the proper

Sick Leave Administration. An employee shall notify the employee's supervisor, or his/her designee, prior to the start of the shift if the employee is unable to report to work for reasons set forth herein. If the supervisor, or his/her designee, is not available, the employee shall leave a message. The employee shall be excused from making the notification if extenuating circumstances prevent the opportunity to notify, in which event notification shall be made as soon as possible.

Sick Leave Administration. Employees absent on account of sickness must notify their Immediate Supervisor at their earliest opportunity, and in any event before the commencement of their working hours, in order to permit the Employer to obtain a replacement. Employees failing to report as herein provided will be treated as absent without leave unless excused by the Employer. Any Employee may be required to produce, at the Employer's expense, a certificate from a duly qualified practitioner for any absence due to illness or accident at the discretion of the Employer. The certificate must state that such Employee is unable to carry out his regular duties due to illness or accident and the Employee's expected date of return to work. If a Regular Full-time Employee claims sick leave for any day prior to, or subsequent to a statutory holiday, or for any day prior to, or subsequent to his normal day off, his sick leave pay will not be granted, unless satisfactory proof of illness or accident is presented by way of a doctor's certificate, provided however, that any other evidence of such sickness satisfactory to the Employer may be accepted in lieu of such certificate. ▇▇▇▇ leave credits may be used by an Employee up to his/her accumulated total where the Employee has made application and is awaiting a determination of WSIB or STD benefits. In the event the WSIB or STD benefit claim is approved, the Employee shall reimburse the Employer for sick leave pay in respect of the claim and the Employee’s sick leave credits will be reinstated accordingly. If no sick credits are available, the Employee may utilize any lieu time or vacation time under the same conditions as above.

Sick Leave Administration. In administering the sick leave policy, the district will follow all state laws in effect and applicable at the time.

Sick Leave Administration. 22 Per CLA Article 31. 23 In Addition to CLA Articles 31:

Sick Leave Administration. (a) When sick leave is requested, the Employee upon return to work shall provide the Employer with a self-verifying proof of illness form as prescribed by the Employer. (b) The Employer may request proof of illness from a legally qualified health care practitioner for extended absences due to illness or where the Employer has concerns regarding the pattern of sick leave usage. Where the Employer has reason to believe an Employee is misusing sick leave privileges, the Employer may issue to the Employee a standing directive that requires the Employee to submit a medical certificate for any period of absence for which sick leave is claimed. (c) Employees are obliged to adhere to treatment plans to validate the need for paid sick leave and to support the earliest return to work and the Employer may make reasonable enquiries to confirm that the Employee is sick and that the Employee is complying with reasonable treatment plans to support earliest possible return to work. (i) The Employee may be required to provide information to the Executive Director regarding the nature of the illness or injury and the duration or expected duration of the absence and whether the illness or injury is bona fide. (ii) When the Employer has a reasonable concern relating to the Employee’s fitness to return to work, the Employee will be required to provide the Employer with the required medical clearance, including any limitations associated with that return to work. Where the Employer requires a Fitness to Work Assessment and report, the associated costs which are not covered by another provider will be paid by the Employer. (e) The Employer may require that the Employee be examined by a health practitioner of the Employer’s choice. The Employer shall be responsible for paying the cost of the examination and/or health report provided to the Employer, if said cost is not covered by the Nova Scotia Medical Services Insurance (MSI) programs or the Employer’s group insurance plan. (f) If such documentation is not completed and produced the time absent from work shall be deducted from the Employee’s pay.

Sick Leave Administration a. The Association and the Superintendent of Schools shall appoint a Sick Leave Bank Committee to administer the sick leave bank. The committee will be composed of four (4) members. The Association shall appoint three (3) teachers and the Superintendent shall appoint one (1) person representing the administration. b. Vacancies on the Committee shall be filled before the next meeting by the appropriate personnel. c. The Committee shall meet during the school year as needed. d. The Committee shall have the full responsibility in granting, denying, or suspending grants of sick leave days from the Bank. e. If appeal of any Committee decision becomes necessary, the final appeal will be to the entire current membership of the Bank. f. The Association’s secretary shall prepare an annual report in conjunction with the Corporation’s payroll clerk regarding days contributed by each teacher, days used, days accumulated, and days paid back. This report will be distributed to the President of the Association, the Superintendent, and made available to the Committee. g. Requests for use of the Bank and requests to donate days shall be made on forms developed mutually by the Association, the Corporation, and members of the Committee.