Common use of Sick Leave Restriction Clause in Contracts

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. 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 when, over the previous six (6) months, 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 offRDO; 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 individua l 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 their 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 Absences 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 Article may not be considered as indicators of sick leave useabuse. 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 detaile d medical documentation (as described in section C.2.e.ii.c)ii)) 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 three (43) 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 three (43) months after the effective date of the issuance. If the bargaining unit employee’s leave pattern within three (3) months of when the sick leave restriction is lifted indicate s that an abuse of sick leave still exists, management may reinstitute the sick leave restriction without first meeting with the bargaining unit employee as would normally be required under Section C.2.f.ii.

Sick Leave Restriction. i. (a) When there is a reason to believe that an employee is abusing the use of sick leave or the employee fails to follow the procedures for requesting approval of sick leave, the supervisor should counsel the employee concerning the questionable use of sick leave. Some examples of sick leave abuse are: routinely calling in sick at specific times, such as payday, every day before or after a holiday or weekend, routinely calling in sick for periods of less than four days for which medical documentation is not required. (b) The following supervisor should advise the employee that continued sick leave abuse and/or failure to follow sick leave procedures in general may be indicators result in the employee being placed on sick leave restriction. The supervisor should document the discussion and provide a copy of the documentation to the employee. (c) If the employee continues a pattern of sick leave usage that may require a discussion between the bargaining unit employee and management when there is repeated and frequent abuse and/or failure to follow sick leave use forprocedures, the supervisor may issue the employee a Sick Leave Restriction Letter requiring that the employee support all requests for sick leave with acceptable medical documentation. The Sick Leave Restriction Letter should clearly state all requirements and conditions imposed and that failure to comply with the Sick Leave Restriction Letter will be considered as a basis for denying sick leave (including annual leave in lieu of sick leave, or leave without pay in lieu of sick leave) and carrying the employee in an AWOL status, which may result in a disciplinary or adverse action. (d) If the employee is placed in a Sick Leave Restriction status the letter will include, at a minimum, the following: a(1) 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 The employee’s regular day offname; (2) Notification that the employee is being placed in a sick leave restriction status; (3) The reason for the sick leave restriction, i.e., dates, time and number of hours used for each incident and any other information relied upon; (4) The employee’s requirements when asking for leave, such as: when to call in for unscheduled sick leave, and who to contact; (5) The specificity of medical documentation when claiming an illness or other medical situation; orand, but not limited to: the length of time the employee will be in a sick leave restriction status. d) Absences following overtime worked; or (e) Repeated absences on any one specific day; or f) A pattern of using If the employee is placed in a sick leave restriction status, they will remain in that status for as soon long as it is accrued. ii. In individual cases, if there is evidence that a bargaining unit the supervisor feels necessary to correct the employee’s leave pattern may indicate that an abuse of sick leave existsleave, management will meet with but for no longer than six (6) months. However, after ninety (90) days, the bargaining unit employee to supervisor shall review the bargaining unit employee’s attendance record. The bargaining unit record and may notify the 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 extendedis being withdrawn. If the restriction is not withdrawn after ninety (90) days, the sick leave restriction will expire four (4) months after remains in place for the effective date of the issuancefull six-month period.