Xxxxx Policy and Procedure Sample Clauses

Xxxxx Policy and Procedure. (As of 7/1/96 a labor/management committee comprised of representatives of the District and the CSEA shall meet to discuss modifications and/or alternatives to the Abuse Policy and Procedure.) See also Section M of this Article, added effective July 1, 2019. The Union and the District agree that sick leave is a benefit intended to provide income protection in the event of personal illness. Sick-leave abuse is defined as having six or more periods of absence or twelve or more days of absence during the preceding twelve- month period. Patterns of absence shall also be considered sick-leave abuse. A period of absence is defined as two or more consecutive days of absence that are the result of a single illness. Patterns of absence occur when an employee’s absences tend to fall on the same day or days of the week, around the same times of the month, or during certain times of the year. Absences resulting from leaving work early are also considered patterns of absence. Documented, prolonged, catastrophic and chronic absences will not be included. The intent of this article is corrective. Upon request from the Union, the District and Union representatives shall meet to discuss the application of this policy. At each step in this process the employee may request that a representative of the Union be present. This provision is not intended to, in any way, diminish rights under the Family Medical Leave Act. Overtime during the regular work week (i.e. the employee’s regular work schedule, not including “call-in” or out of schedule weekend work) will be paid for hours in excess of 40. Compensated sick leave, vacation time, personal days, District holidays and days closed will be counted as time worked for overtime compensation. In addition to the medical certification requirement, an employee who is on written notification shall not have sick time computed as time worked in the determination of overtime, and the District will not be required to offer overtime assignments to the employee. This period of non-eligibility for overtime will be extended if, in the judgment of the District, the employee continues to demonstrate excessive use of and /or a pattern of sick leave abuse. After sixty (60) calendar days of not demonstrating excessive use of/and or a pattern of sick leave abuse, the employee’s status will revert to the oral notification level.
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