Sick Leave Restriction whenever employees are placed upon sick leave restriction, notice shall be given in writing to the employee. Employees shall be given the opportunity to respond to the notice.
Sick Leave Restriction i. The following may be indicators of a pattern of sick leave usage that may require a discussion between the bargaining unit employee and management when there is repeated and frequent sick leave use for:
a) Absences when annual leave is denied; or
b) Absences on the days before or after a holiday; or
c) Absences on the days before or after a bargaining unit employee’s regular day off; or
d) Absences following overtime worked; or
e) Repeated absences on any one specific day; or
f) A pattern of using leave as soon as it is accrued.
ii. In individual cases, if there is evidence that a bargaining unit employee’s leave pattern may indicate that an abuse of sick leave exists, management will meet with the bargaining unit employee to review the bargaining unit employee’s attendance record. The bargaining unit employee will have the opportunity to advise management of any reasons and any extenuating circumstances that should be considered with regard to his/her sick leave usage. Management and the bargaining unit employee are encouraged to discuss strategies for improving the bargaining unit employee’s attendance during this discussion.
iii. When absences are supported by medical certification or documentation as described in this Article, Management will consider that certification or documentation when evaluating a bargaining unit employee’s pattern of sick leave use.
iv. If the bargaining unit employee’s leave pattern continues, management may place the bargaining unit employee on sick leave restriction. If sick leave restriction is imposed, the bargaining unit employee will be advised in writing that detailed medical documentation may be required for each subsequent absence for which sick leave is requested.
v. Management will review the attendance record of a bargaining unit employee on leave restriction at least once every four (4) months. If the bargaining unit employee’s attendance issue(s) no longer exist(s), management will lift the leave restriction. Management will provide the bargaining unit employee with notice in writing of whether or not management has lifted the leave restriction. If the bargaining unit employee does not receive notice in writing that the sick leave restriction has been extended, the sick leave restriction will expire four (4) months after the effective date of the issuance.
Sick Leave Restriction. No member of the bargaining unit shall acquire sick leave during an unpaid leave of absence.
Sick Leave Restriction. Sick leave restriction is when the Employer requires the submission of a medical certificate, to support all of an employee’s sick leave absences (or other leave used in lieu of sick leave) over a given period of time.
1. The Employer may place an employee on sick leave restriction if there are reasonable grounds to suspect the employee has used sick leave improperly.
2. The employee will be notified that, for a stated period not to exceed three months, all future requests for sick leave must be supported by the medical certificate attached as Appendix B of this Agreement. If the initial notification was verbal, such notification will be confirmed, in writing, within three workdays.
3. Employees already on sick leave restriction and not evidencing substantial improvement may be subject to sick leave restriction beyond three months.
Sick Leave Restriction whenever employees are placed upon sick leave restriction, notice shall be given in writing to the employee. Employees shall be given the opportunity to respond to the notice. Written notice must include the specific
i. Examples of sick leave abuse may include but are not limited to use of sick leave in conjunction with a weekend, holiday or pre-approved annual or compensatory leave or sick leave following a pay day.
ii. A pattern must include three (3) or more such instances.
iii. Sick Leave Restriction shall last no longer than ninety (90) days.
Sick Leave Restriction. An employee may be placed on sick leave restriction for an initial period not to exceed six (6) months if the University believes there is a pattern of absenteeism which indicates abuse of sick leave (whether paid or unpaid). During sick leave restriction, the University may require the affected employee to produce to the University’s Leave Administrator a letter from a physician as to the reason for any absence. The University may also require the employee to submit to an examination by a physician of the University's choice. At the end of sick leave restriction, the employee’s record will be reviewed and, at the University’s discretion, the employee may be removed from sick leave restriction. If the period of restriction is extended, it will also be for a period not to exceed six (6) months, subject to review at the end of that period. An employee on sick leave restriction who uses additional sick day(s) (whether paid or unpaid) may be disciplined pursuant to Article IV. Nothing contained in this paragraph will preclude the University from disciplining an employee under Article IV who is not on sick leave restriction who uses sick leave (whether paid or unpaid) other than for personal or family illness as described in Paragraph O.
Sick Leave Restriction. Leave restriction is a non disciplinary action designed to assist the employee to overcome his/her inability to manage leave. In this regard, the Employer will make every effort to assist bargaining unit employees who have established a pattern of leave misuse/abuse. The Employer recognizes that leave use is not synonymous with leave abuse. When a supervisor determines that a bargaining unit employee has established a leave pattern that indicates possible misuse or abuse, the supervisor will counsel the employee and assist him/her in developing methods for reducing leave usage. It is understood that no single leave usage will be controlling in establishing or supporting a pattern of alleged leave abuse. In addition, the supervisor will notify the employee verbally and in writing and when appropriate, establish a date for expected improvement. If the employee fails to improve, the supervisor will request the issuance of a letter of leave restriction. Noncompliance with the letter of leave restriction may result in disciplinary action. Leave restriction will be imposed for a period of six months with a supervisory review after three months. If there is significant improvement the employee may be removed from leave restriction and he/she will be notified in writing. Continued abuse, however, will result in a recommendation for disciplinary action. All sick leave for medical appointments, regardless of the amount requested, must be requested by submitting a completed OPM Form 71, Application for Leave, at least two (2) full workdays in advance and fully explain the need for leave. When it is not possible to request two (2) days in advance, the supervisor will fully consider the circumstances of the particular case before making a decision on the request.
Sick Leave Restriction. There are certain sick leave trends, which, when appearing on a continual basis over a reasonable period of time, could indicate leave abuse (i.e. absence after pay day, sick leave before or after holidays, Monday-Friday sick leave, absences during heavy workloads or undesirable duties, or sick leave use of short duration with vague excuses). When, based on one or more of these trends, and the Employer believes that an Employee is abusing sick leave, the Employer may place the Employee on "Sick Leave Restriction" in accordance with appropriate laws and regulations. The Employer may require documentation over and above that required of other Employees. An Employee should be given written notice of any special restrictions placed on him/her prior to the effective date of the restriction. The notice should include the reason for the action, the type(s) of acceptable evidence (e.g., certificate from a physician), the conditions for submission of any evidence in order to obtain approval of sick leave requests (i.e. time frames), the consequences of not following the procedures outlined in the notice, and the Employee's right to grieve. The restriction applies only as long as the Employee appears to be using excessive amounts of sick leave, however, it should last at least six (6) months but not longer than one (1) year. If appropriate, the restrictions may be terminated or extended. If, after a reasonable period of time, there appears to be no improvement, other options may be explored.
Sick Leave Restriction a. Where it is determined, after an individual case-by-case review, that there exists an established pattern of sick leave abuse, Medical Certification may be required regardless of the duration of the absence. In cases indicating excessive absence on account of illness or where there has been determined to be abuse of the sick leave privilege, medical certificates may be required for any period of absence, provided the RN has been informed in advance, in writing, that such a requirement has been established. Failure to provide the required medical certification may be grounds for disapproval of Sick Leave.
b. Sick leave certification will normally be for a six-month duration. At the end of the six-month period, the sick leave certification letter may be extended or reissued to the RN should the supervisor determine that the RN's leave usage so warrants.
Sick Leave Restriction. Employees on Sick Leave Restriction may request the Postmaster to review their Sick Leave usage every six (6) months. If after careful consideration of the individual's record, the Postmaster determines that there is no evidence of abuse of sick leave privileges, the restriction will be removed. Low sick leave balance must not be used as the sole deciding factor to place an employee on restricted sick leave.
