Sick PTO Sample Clauses

Sick PTO. Sick PTO is defined when time off requested with or without prior approval due to an emergency or illness, or other reason consistent with Oregon Sick Leave (OL 537, 2015). A general reason explaining the type of sick PTO for the request is to be given. If within the nurse’s control, the nurse must make reasonable efforts to schedule sick time off to minimally disrupt operations. In all cases accrued PTO must be used. Such mandatory utilization of PTO shall be limited to a maximum of sixty-four (64) hours per calendar year. Except in unusual circumstances where the nurse is unable to do so for medical or other legitimate reasons, the employee requiring time off without prior approval must call as soon as practicable, with at least two (2) hours notification before the start of the assigned shift. If the employee does not have approval for each day of absence, it will be paid, however, such absences can become cause for disciplinary action if the nurse’s absence was unexcused and the nurse was not sick or absent for Oregon Sick Leave reasons. The Hospital may request a healthcare provider verification or certification of sick time request defined in OL 537, 2015 if time requested off is more than three (3) consecutive scheduled work days. The Hospital shall pay any reasonable out-of-pocket costs for providing medical verification or certification required that are not paid under the nurse’s health benefit plan. If the Hospital suspects a nurse is abusing sick time, including engaging in a pattern of abuse, the Hospital may require verification from a healthcare provider, including seen by the Hospital's Employee Health Coordinator. The Hospital may not require the nurse to search for or find a replacement worker as a condition of the nurse’s use of accrued PTO for sick time. The Hospital will not apply an absence control/attendance policy toward any absences due to utilization of the first accrued forty (40) hours of sick PTO per calendar year or that are otherwise protected by federal or state law. The Hospital may impose discipline for a nurse’s failure to notify it of an unscheduled absence if the nurse fails to timely notify the Hospital of the absence.
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Related to Sick PTO

  • 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 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 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.

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