Common use of Documentation and Abuse of Sick Leave Clause in Contracts

Documentation and Abuse of Sick Leave. ‌ A. Excessive use and/or abuse of sick leave may result in progressive disciplinary action up to and including termination from employment. B. In order to assure medical attention for an employee or to prevent the abuse of sick leave usage, the Associate Vice President of Human Resources or designee may require an employee to submit verification of the use of accrued sick leave, advanced or extended sick leave. Failure to provide the required medical documentation will result in the absence being counted as unexcused and will be unpaid. C. When considering whether to require a medical certificate for use of sick leave as provided herein and in Section 10.5.A, the Departmental Supervisor or designee shall base the action on documentation of one or more of the following: 1. the employee has been absent for more than three (3) consecutive days; 2. the employee has had more than three (3) undocumented absences of more than four (4) hours of sick leave use in a twelve- month period; 3. the employee has provided medical certification for past absences but the certification has not provided accurate information; 4. there is a pattern to the employee’s absences (e.g. consistent absences on a particular day of the week, the day before or after a scheduled holiday, or on days when projects or assignments are due.); 5. based upon observation or other relevant evidence, there are reasonable grounds to believe that the employee is not sick; 6. the employee uses more sick leave than is needed for a medical appointment (verified and documented); 7. the employee’s absences are having a negative impact on his/her ability to accomplish work tasks (i.e. assignments are not completed); and/or 8. the employer has other documented reasonable grounds to suspect that the employee is abusing sick leave.

Documentation and Abuse of Sick Leave. ‌ A. 1. Excessive use and/or abuse of sick leave may result in progressive disciplinary action up to and including termination from employment. B. In order to assure medical attention for an employee 2. Upon direction of the Chief of Police or to prevent designee and with the abuse concurrence of sick leave usage, the Associate Vice President of President, Human Resources or designee may require designee, an employee who uses excessive amounts of or otherwise abuses sick leave must provide a medical certificate signed by a qualified medical practitioner to submit verification of verify the use of accrued sick leave, advanced or extended sick leave. Failure to provide the required medical documentation will result in the absence being counted as unexcused and will be unpaid. C. 3. When considering whether to require a medical certificate for use of sick leave as provided herein and in Section 10.5.A, the Departmental Supervisor Chief of Police or designee shall should base the action on documentation of one or more of the following: 1. the employee has been absent for more than three (3) consecutive days; 2. the employee has had more than three four (34) undocumented absences of more than four (4) hours of sick leave use in a twelve- twelve-month period; 3. the employee has provided medical certification for past absences but the certification has not provided accurate information; 4. there is a pattern to the employee’s absences (e.g. consistent absences on a particular day of the week, the day before or after a scheduled holiday, or on days when projects or assignments are due.); 5. based upon observation or other relevant evidence, there are reasonable grounds to believe that the employee is not sick; 6. the employee uses more sick leave than is needed for a medical appointment (verified and documented); 7. the employee’s absences are having a negative impact on his/her ability to accomplish work tasks (i.e. assignments are not completed); and/or, 8. the employer Employer has other documented reasonable grounds to suspect that the employee is abusing sick leave.

Documentation and Abuse of Sick Leave. ‌ A. 1. Excessive use and/or abuse of sick leave may result in progressive disciplinary action up to and including termination from employment. B. In order to assure medical attention for an employee 2. Upon direction of the Chief of Police or to prevent designee and with the abuse concurrence of sick leave usage, the Associate Vice President of President, Human Resources or designee may require designee, an employee who uses excessive amounts of or otherwise abuses sick leave must provide a medical certificate signed by a qualified medical practitioner to submit verification of verify the use of accrued sick leave, advanced or extended sick leave. Failure to provide the required medical documentation will result in the absence being counted as unexcused and will be unpaid. C. 3. When considering whether to require a medical certificate for use of sick leave as provided herein and in Section 10.5.A, the Departmental Supervisor Chief of Police or designee shall should base the action on documentation of one or more of the following: 1. the employee has been absent for more than three five (35) consecutive days; 2. the employee has had more than three four (34) undocumented absences of more than four (4) hours of sick leave use in a twelve- twelve-month period; 3. the employee has provided medical certification for past absences but the certification has not provided accurate information; 4. there is a pattern to the employee’s absences (e.g. consistent absences on a particular day of the week, the day before or after a scheduled holiday, or on days when projects or assignments are due.); 5. based upon observation or other relevant evidence, there are reasonable grounds to believe that the employee is not sick; 6. the employee uses more sick leave than is needed for a medical appointment (verified and documented); 7. the employee’s absences are having a negative impact on his/her ability to accomplish work tasks (i.e. assignments are not completed); and/or, 8. the employer Employer has other documented reasonable grounds to suspect that the employee is abusing sick leave.