Common use of Sick Leave Investigation Clause in Contracts

Sick Leave Investigation. A. Sick leave time exceeding one (1) regular workweek may require evidence that the employee was under a doctor’s care. An appointing authority may require certification of the attending physician or practitioner to substantiate that an illness or injury prevents the employee from working. B. If the employee is using sick leave in a manner that appears to the manager to be for a reason other than the employee’s own illness, the illness of an immediate family member, injury, pregnancy or the necessity for medical or dental care, the manager may initiate an investigation by contacting human resources to discuss the details of the allegations. If human resources concurs with the manager’s assessment, human resources will begin an investigation using county resources and staff. Except for the collection of payroll data as part of the assessment process, staff working in the employee’s usual worksite will not be required to assist in the investigation. As part of the investigation, the employee will be contacted and asked to provide information to address the Employer’s concerns. Upon completion of the investigation, human resources will relay the findings on a business need-to-know basis. All sick leave investigations will be conducted in a manner that will obtain the needed operational information while protecting the privacy of the employee. C. Employees found to be abusing sick leave will have their time reverted to leave without pay and will be subject to the disciplinary process.

Sick Leave Investigation. A. Sick X. Xxxx leave time exceeding one (1) regular workweek may require evidence that the employee was under a doctor’s care. An appointing authority may require certification of the attending physician or practitioner to substantiate that an illness or injury prevents the employee from working. B. If the employee is using sick leave in a manner that appears to the manager to be for a reason other than the employee’s own illness, the illness of an immediate family member, injury, pregnancy or the necessity for medical or dental care, the manager may initiate an investigation by contacting human resources to discuss the details of the allegations. If human resources concurs with the manager’s assessment, human resources will begin an investigation using county resources and staff. Except for the collection of payroll data as part of the assessment process, staff working in the employee’s usual worksite will not be required to assist in the investigation. As part of the investigation, the employee will be contacted and asked to provide information to address the Employer’s concerns. Upon completion of the investigation, human resources will relay the findings on a business need-to-know basis. All sick leave investigations will be conducted in a manner that will obtain the needed operational information while protecting the privacy of the employee. C. Employees found to be abusing sick leave will have their time reverted to leave without pay and will be subject to the disciplinary process.