Abuse of Sick Time Sample Clauses

Abuse of Sick Time. The Union recognizes that abuse of sick leave or excessive sick leave is grounds for dismissal or other discipline as elected by the University.
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Abuse of Sick Time. If the Human Resources Office has reason to believe that an employee is excessively absent and/or sick leave is being abused or misused, it shall be investigated by the appropriate City representative. The results of such investigation shall be reported to the City Administrator. If the employee presents obstacles to the investigation, he/she shall not be paid for the sick day or days. If the City Administrator finds that an employee is excessively absent and/or abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
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Abuse of Sick Time. An employee is considered to be abusing sick time when the benefit is used for other than what it is intended (IE: sick day for shopping).
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Abuse of Sick Time. When an employee has shown signs of abusing the use of sick time as described in 26.5.4 below, management shall meet with the employee to discuss the employee’s use of time, objectives to improve attendance, and options potentially available to the employee such as FMLA and EAP. This meeting will occur prior to management placing the employee on “proof status.” Proof Status will be issued when further abuse occurs.
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Abuse of Sick Time. If there is reason to believe that sick leave is being abused or misused it shall be investigated by the Chief of Police and the results of such investigation shall be reported to the City Administrator. If the Chief of Police and the City Administrator shall find that an employee is abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
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Abuse of Sick Time. The employer can require medical verification and/or take disciplinary action if chronic, excessive, or abuse of sick leave is suspected, consistent with the requirements of FMLA and ADA. (Examples include, but are not limited to, patterned use of sick leave, consistent one day sick leave usage, and limited amount of sick leave on books, with or without prior medical verification. Falsification of either a written, signed statement, or a physician’s certificate shall be grounds for disciplinary action, up to and including, dismissal. Examples of chronic, excessive or abuse of sick leave may include but are not limited to the following, with or without medical verification:
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Abuse of Sick Time. Abuse of sick leave is a serious matter which may subject an employee to discipline. The Village may take reasonable steps to determine whether the officer is actually sick. The Village will monitor sick leave usage through the use of a Non‐Scheduled Absence data base. This data base will record non scheduled absences on a monthly, quarterly and yearly basis. Non scheduled absences will be reviewed on a quarterly and yearly basis. The purpose of the database is to recognize established patterns of absenteeism. Patterns of absenteeism include but are not limited to: a) Having a level of non‐scheduled absenteeism that exceeds the calculated work unit average by more than 20 percent of that average; b) Sick leave adjacent to scheduled time off; c) Sick leave occurrences on Saturday, Sunday or Holidays; ▇) ▇▇▇▇ leave that is consistently on any day of the week or day of the scheduled work cycle (e.g. consistently on Tuesday or on the third day of the scheduled work cycle); e) ▇▇▇▇ leave occurrences after advance day off request has been denied; ▇) ▇▇▇▇ leave that consistently leaves member’s balance at or near zero (e.g. less than 16 hours); g) Consistently using sick time within a short period of time in which it was earned. Sick time used will be recorded as non‐scheduled absences at a maximum of three days per occurrence when accompanied by written certification from a physician indicating the nature of the illness and containing a statement that the employee has been examined and is physically able to return to work. FMLA and ▇▇▇▇▇▇▇’▇ comp are not recorded in the non‐ scheduled absence data base. Established patterns of absenteeism are interpreted as substantial evidence of abuse.
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Abuse of Sick Time. The Union recognizes the importance and necessity of attendance to the City. If the City has reason to believe that sick leave is being abused or misused, it shall be investigated by the appropriate City representative. Such investigation may include requiring proof of disability or inability to work on the day(s) in question and/or verification of the alleged disability by a healthcare professional of the City’s choosing. The results of such investigation shall be reported to the City Administrator. If the employee presents obstacles to the investigation, he/she shall not be paid for the sick day or days. If the City Administrator finds that an employee is abusing or misusing sick leave, such an employee shall be subject to the disciplinary procedures.
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Related to Abuse of Sick Time

  • Abuse of Sick Leave Misuse of leave, violation of orders, directives, or contractual requirements concerning the use of sick leave and other forms of leave used in lieu of sick leave are cause for disciplinary action.

  • Use of Sick Leave Sick leave is available the first day of the pay period following the pay period in which it was earned, and is taken in units of one-tenth (1/10th) of one (1) hour. Use of sick leave is subject to the approval of the appointing authority. Upon request of an employee, the appointing authority may allow the substitution of five (5) or more days of sick leave for paid vacation, provided the employee furnishes a doctor's statement or other satisfactory evidence that the employee was ill or injured for three (3) or more consecutive days.

  • Use of Site 4.13.1 The Contractor shall confine operations at the site to areas permitted by law, including areas designated for operations or prohibited from operations by any applicable permit and or regulation, ordinances, permits and the Contract Documents and shall not unreasonably encumber the site with any materials or equipment.

  • Accumulation of Sick Leave The unused portion of an Employee's sick leave shall accrue for her future benefit, up to a maximum of one hundred and thirty (130) days.

  • Use of Software Any software that is available on the Services ("Software") is the copyrighted work of Red Hat and/or its licensors. Copying or reproducing the Software to any other server or location for further reproduction or redistribution is strictly prohibited, unless such reproduction or redistribution is permitted by a license agreement accompanying such Software. You may not create derivative works of the Software, or attempt to decompile or reverse-engineer the Software unless otherwise permitted by law. Use of the Software is subject to the license terms of any license agreement that may accompany or is provided with the Software. You may not download any Software until you have read and accepted the terms of the accompanying software license. WITHOUT LIMITING THE FOREGOING, THE SOFTWARE IS WARRANTED, IF AT ALL, ONLY ACCORDING TO THE TERMS OF THE SEPARATE LICENSE AGREEMENT ACCOMPANYING THE SOFTWARE. EXCEPT AS WARRANTED IN SUCH LICENSE AGREEMENT, RED HAT, ITS PARENT, SUBSIDIARY, AND AFFILIATE COMPANIES, AND ITS LICENSORS DISCLAIM ALL WARRANTIES AND CONDITIONS WITH REGARD TO THE SOFTWARE, INCLUDING ALL IMPLIED WARRANTIES AND CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE AND NON-INFRINGEMENT, TO THE MAXIMUM EXTENT PERMITTED BY LAW.