Sick Leave Monitoring Sample Clauses

Sick Leave Monitoring. The parties agree that it shall not be necessary for an employee to produce a medical certificate if an absence from work on account of illness does not exceed two days and he or she has not been absent on account of illness for more than three days in that year of employment.
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Sick Leave Monitoring. (i) Sick Leave is unlike Annual or Long Service Leave in that Sick Leave is conditional upon an employee being ill or injured to the point of being unfit for duty.
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Sick Leave Monitoring. The parties agree to the following:
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Sick Leave Monitoring. The parties acknowledge that, on average, all employees are likely to suffer illness and fatigue at similar rates regardless of whether or not they are ‘inside’ or ‘outside’ employees The parties agree that use of employee sick leave and family leave (also referred to as personal/carer’s leave) will be monitored over the life of this agreement. The Sick Leave Monitoring System focuses on an educational program, which addresses the role of the supervisor, control measures, employee health and assistance, and sanctions and discipline. The parties recognise that sick leave benefits (also referred to as personal/carer’s leave) are to be used in case of illness/injury and that the purpose of accumulated sick leave is to protect employees in the case of protracted or recurrent illness. Of course personal /sick leave entitlements may also be utilised for caring responsibilities (also known as carers or family leave) in accordance with Clause 5.9. This procedure is not directed towards ‘unauthorised absences’ which occurs where an employee may be absent without providing notification. Unauthorised absences may be dealt with in accordance with Council’s disciplinary procedures. Where an employee is absent due to illness for more than two consecutive days and does not provide Council with satisfactory evidence the employee will not be entitled to claim sick or family leave entitlements. The Sick Leave Monitoring Program is designed to assist the parties in addressing situations where there is a clearly substantiated pattern of absence that raises reasonable questions, for instance:  a clear pattern of absence on the same weekday, whether on paid leave, unpaid leave or in part or full days or  a clear pattern of absence in taking single day absences, paid or unpaid (eg, adjacent to RDOs, public holidays and/or weekends).  a clear pattern of absence in taking part day absences, paid or unpaid. Where a circumstance (as outlined above) involving a clearly substantiated pattern of absence arises, a supervisor may speak informally to the employee about the matter. Supervisors are responsible for providing advice and guidance to employees; advising employees when management deem their clearly substantiated pattern of absenteeism is unsatisfactory; and to assist staff in obtaining the proper professional support. If necessary, a formal interview may be conducted with the employee to discuss the matter. The Manager/Interviewer will contact the employee and advise the empl...
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Sick Leave Monitoring a. After six occurrences of absence due to illness or non-job-related injury in a calendar year, the employee must be informed in writing by their Department Head or designee, of the requirement to present a doctor’s note for the next and any additional sick leave occurrence within a calendar year.
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Related to Sick Leave Monitoring

  • Sick Leave Use Sick leave will be charged in one-tenth (1/10th) of an hour increments and may be used for the following reasons:

  • Sick Leaves a. After the first year of full-time employment, a full-time faculty member who, by reason of personal illness or a medically certified disability is incapable of performing the regular duties of a faculty member, shall be entitled to a sick leave, with full pay (in lieu of contract salary which otherwise would be earned), for a period not to exceed six months. In no event, however, shall the University’s payment for sick leave exceed one-half (1/2) of the faculty member’s then prevailing annual contract salary. If the faculty member receives governmental disability benefits and/or workers’ compensation benefits during the period of absence, the faculty member shall be paid the difference between the benefits received and the benefits provided above.

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • SICK LEAVE PROGRAM An employee may be eligible to receive donations of paid leave to be included in the employee's sick leave balance if s/he has suffered a catastrophic illness or injury which prevents the employee from being able to work or from being able to work his/her regularly scheduled number of hours. Catastrophic illness or injury is defined as a critical medical condition considered to be terminal, or a long-term major physical impairment or disability.

  • Sick Leave Policy It is the policy of the State of Ohio to not unreasonably deny sick leave to employees when requested. It is also the policy of the State to take corrective action for unauthorized use of sick leave and/or abuse of sick leave. It is further the policy of the State that when corrective and/or disciplinary action is taken, it will be applied progressively and consistently. It is the desire of the State of Ohio that when discipline is applied it will serve the purpose of correcting the performance of the employee.

  • Sick Leave Donation In accord with state law and Medical Center policy, RN’s may donate sick leave to any employee entitled to receive such donations.

  • Sick Leave The employee is eligible for long term disability benefits if provided for in the Collective Agreement. An employee will not receive pay for the first two (2) weeks of any period of absence due to a legitimate illness. The employee may utilize the paid holiday bank as income replacement for absences due to illness, as described in Article (c) above. An employee who is eligible may apply for Employment Insurance for weeks three (3) through seventeen (17) for any absence due to a legitimate illness. The Home will provide the employee with Disability Income Protection as per Article 14.01 (c) for weeks eighteen (18) through thirty (30) for any absence due to a legitimate illness. Employees may be required to provide medical proof of illness for any absence of a scheduled shift, which is neither vacation nor an approved leave of absence.

  • Sick Leave Donations Employees in the Unit as well as officers above the rank of sergeant and other non-bargaining unit employees in the Police Department may donate sick leave for the purpose of providing authorized sick leave to any Unit member who has exhausted all accrued annual, compensatory and sick leave. Sick leave means leave earned under Section A. of this Article. The procedures governing donation of sick leave followed in implementing the Sick Leave Donor Program established by the predecessor Agreement between the parties shall remain in effect, except as provided in Section P of this Article. Where the FOP has an established leave donation agreement with another bargaining unit within Xxxxxxxxxx County, the employer agrees to honor the agreement pursuant to the applicable contractual requirements of the bargaining unit and transfer sick leave as requested. [See MOA: September 11, 2007]

  • Sick Leave Days Subject to paragraphs d) i-vi below, permanent full-time Teachers will be allocated eleven (11) sick days at one hundred percent (100%) salary in each school year. Teachers who are less than full-time shall have their sick leave allocation pro-rated.

  • Sick Leave Buyback The Board agrees to buy sick leave days back from those teachers who have more than one hundred (100) accumulated sick leave days at the end of a school year. The value of each unused day will be determined based on the formula in Section A above. The total amount calculated will be deposited into the teacher’s Section 401(a) account. If a teacher has in excess of 6 personal days, the days will be transferred to the total sick day accumulation for this calculation. The number of days will be figured using the above chart in this section.

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