Sick Leave Abuse definition

Sick Leave Abuse means— any misrepresentation of the actual reasons for charging an absence to sick leave, and may include chronic, persistent, or patterned use of sick leave.

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Sick Leave Abuse means misrepresentation of the actual reasons for charging an absence to sick leave, and may include chronic, persistent, or patterned use of sick leave. Indications of sick leave abuse may include but are not limited to the following: Sick leave may be used only with the permission of the employee's duly authorized supervisor. The employer may determine that requested sick leave is chargeable to Family Medical Leave entitlement. Employees shall notify their supervisor that they will be unable to work before their regular work day begins, pursuant to specific departmental rules concerning deadlines for such notification. Failure to provide adequate notification will be considered grounds for denial of sick leave benefits.

Sick Leave Abuse includes falsification and/or attempts to manipulate time off without a valid reason of sickness or injury. Employees found to have abused the sick leave benefit will be disciplined for the first offense, consistent with a “falsification of record” offense.

Examples of Sick Leave Abuse in a sentence

• Sick Leave Abuse means misrepresentation of the actual reasons for charging an absence to sick leave, and may include chronic, persistent, or patterned use of sick leave.

• Sick Leave Abuse shall be defined as misrepresentation of the actual reasons for charging an absence to sick leave.

• It is understood that the use of any sick accrued time in conjunction with this option will not be construed as an occurrence under the Sick Leave Abuse Policy and all benefits will continue to accrue as if OJI time was being utilized (i.e. Bonus leave reference point, sick leave accrual, etc.).

• While on Notice of Suspected Sick Leave Abuse, the employee must provide for each absence certification from a treating physician verifying that the employee was ill and unable to perform employment duties in order to receive sick leave pay.

• If, during the evaluation, the employee complies with Sick Leave Abuse Letter, the requirement for the doctor's certificate is discontinued.

• CSO who is unable to report to work because of illness must notify their supervisor based on Sick Leave Abuse Employees who are suspected of abuse of sick leave may be required to provide verification for all sick leave absences and may be required as a condition of continued employment.

• All employees hired prior to May 1, 2009 who retire or leave the employment of the City under honorable circumstances, who have seventy-five (75) years Sick Leave Abuse Employees who are suspected of abuse of sick leave may be required to provide verification for all sick leave absences and may be required as a condition of continued employment.

• Sick Leave Abuse The Employer can require medical verification and/or take disciplinary action if excessive use of sick time is suspected and proven.

• If the suspected abuse continues at any time during the three (3) month evaluation period, the employee is officially notified in writing of the requirement to furnish a doctor's certificate for each period of sick leave (Sick Leave Abuse Letter).

• Sick Leave Abuse means misrepresentation of actual reasons for charging an absence to sick leave, and may include chronic, persistent, or patterned use of sick leave.

More Definitions of Sick Leave Abuse

Sick Leave Abuse means: “any use of sick leave, for purposes other than those identified in this section.” Sick leave abuse may subject the employee to disciplinary action as determined necessary to deter future abuse.

Sick Leave Abuse. Sick leave shall not be abused. The City reserves the right to require a satisfactory statement of a licensed physician whenever an employee misses work due to an illness, injury or disability. The Department Head or Personnel Officer may require a written statement from the attending physician or dentist, or a physician or dentist to whom the department head or Personnel Officer directs the employee to report, to establish that the employee is or was incapacitated and unable to perform his duties. The Department Head or Personnel Officer may require a written statement from the attending physician or dentist, or from the physician or dentist to whom the department head or Personnel Officer has required the employee to report and be examined by, that the employee is capable of and released to return to the performance of all of the duties of his position. The physician’s statement must verify than an injury or disability exists or existed, its beginning and ending dates and/or the employee’s ability to return to work without presenting an immediate and significant risk to his own health or safety, or the health and safety of others, and any other requirement in accordance with the City’s Sick Leave policy located in the Personnel Rules and Regulations. Abuse of sick leave shall be subject to progressive discipline, up to and including termination. Separation: Upon separation from City employment, an employee is entitled to receive payment for unused sick leave in accordance with the following schedule:

Sick Leave Abuse. Sick leave shall not be abused. The City reserves the right to require a satisfactory statement of a licensed physician whenever an employee misses work due to an illness, injury or disability. The Department Head or Personnel Officer may require a written statement from the attending physician or dentist, or a physician or dentist to whom the department head or Personnel Officer directs the employee to report, to establish that the employee is or was incapacitated and unable to perform his duties. The Department Head or Personnel Officer may require a written statement from the attending physician or dentist, or from the physician or dentist Separation: Upon separation from City employment, an employee is entitled to receive payment for unused sick leave in accordance with the following schedule: Years of Service Balance Payable