Suspected Abuse. In cases of suspected abuse of sick leave, an Employee shall be required, at any time, to produce the Board's approved sick leave form completed by a duly qualified medical practitioner.
Suspected Abuse. I may report suspected abuse including child, elder, animal, and mentally ill/ developmentally disabled.
Suspected Abuse. 95 96 The Company reserves the right to request certification from a doctor in order to 97 substantiate that the Flight Attendant is pregnant, attempting to become 98 pregnant or her/his partner is attempting to become pregnant. 99 100 7. OPERATIONAL IRREGULARITIES BEYOND THE COMPANY’S CONTROL 101 102 The Company will make every best effort to adhere to the provisions of this 103 Agreement. However, the parties acknowledge that operational irregularities 104 beyond the Company’s control (e.g. unscheduled diversions) may make it 105 impractical for the Company to avoid sending such Flight Attendants to Xxxx 106 affected areas in every circumstance. 107 108 This agreement will remain in effect except that either party may terminate the 109 agreement with a minimum of two full bid months written notice. 110 111 This agreement is without prejudice or precedent. This circumstances described herein 112 cannot be used by either party in any other forum. All other provisions of the collective- 113 bargaining agreement remain in full force and effect. 114
Suspected Abuse. In the event of suspected abuse of the Security Plan, the Employer may require an employee to provide a medical certificate for any subsequent illness, provided that the employee is informed in advance of the requirement. The requirement to provide a medical certificate shall be reviewed on a quarterly basis (3 months). In the event of suspected abuse, the employer may require the employee to be examined by a specialist of the employer's choice. Where the employer requires such examination, it will assume the cost of such examination. To be entitled to utilize the short term protection an employee must inform the employer of illness at least one (1) hour before the regular starting time on day shift and two (2) hours before the starting time on the evening or the night shift. Innocent Absenteeism The Hospital has the right to monitor innocent absenteeism and has an obligation to bring that information to the employee’s attention when his innocent absenteeism causes concern to the Hospital. The Hospital must offer the employee assistance. The Hospital may request an employee to provide a medical certificate for any subsequent illness, provided that the employee is informed of the requirement. The requirement to provide a certificate will be reviewed on a quarterly basis (3 months). In the event the employee has not used any leave for a review period, the employee shall only be required to provide a medical certificate in accordance with (a) of the Agreement. It is clearly understood that the letters relating to innocent absenteeism are not disciplinary but rather administrative in nature and as such, cannot form the basis of any disciplinary action. The employer may require the employee to be examined by a specialist of the employer’s choice. Where the employer requires such examination, it will assume the cost of such examination.
Suspected Abuse. If the grievance is associated in any way with suspected abuse of a participant served by the program, the recipient of the grievance shall immediately report the issues to the Executive Director of The Arc and the Xxxxxx County Mental Health Developmental Disabilities Office. Grievances Related To Personnel Issues Personnel issues are the responsibility of the Arc of Xxxxxx County. A grievance regarding staff will follow these steps:
