Frequent Usage Clause Samples

Frequent Usage. If an employee is frequently absent, she/he may be required to submit a written doctor's statement acceptable to the City justifying sick leave usage. The Police Chief may require such employee to undergo an additional medical examination to determine fitness for duty. In such cases, the City shall select a physician and shall pay all expenses.
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Frequent Usage. 1. The department head may require the employee to undergo a medical examination to determine fitness for duty. The BMEA Executive Board may discuss the excessive use of sick leave with employees. 2. Except where prohibited by law, at any time a supervisor believes that an employee has either abused sick leave or has developed a pattern of sick leave use, the supervisor may take corrective action, including the imposition of discipline.
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Frequent Usage. Regular and predictable attendance at work is an essential part of the job. The Fire Chief may require an employee, who frequently uses sick leave, to undergo a medical examination to determine whether or not they are able to continue in their assigned capacity. Frequent and unexcused use of sick leave is considered abuse and may result in disciplinary action up to and including termination. The City will pay the entire cost of any required medical examination. For the purposes of this article, frequent usage includes consideration of any of the following patterns: 1. Sick leave consistently taken Saturday or Sunday for fifty-six (56)-hour employees and Monday, Thursday (four (4)-day work week) or Friday (five (5)-day work week) for forty (40)-hour employees. 2. Using sick leave on the last scheduled work day before or first scheduled work day after a contractual holiday or a scheduled day off. 3. Using sick leave to avoid holiday work shifts. 4. Use of sick leave to cover time trades. Investigation of Potential Sick Abuse 1. The Fire Chief or their designee will monitor sick leave usage and identify any detectable patterns or concerns related to sick leave usage. 2. Any known mitigating circumstances will be identified. Mitigating factors may include leave taken under FMLA, medical/dental procedures, or miscoded hours. 3. Inquiry, investigation, and/or disciplinary actions shall follow the procedures as outlined in Article XIII.
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Frequent Usage. 1. If an employee is frequently absent, she/he may be required to submit a written doctor's statement, acceptable to the City, certifying sick leave usage. The department head may require the employee to undergo a medical examination to determine fitness for duty. The BMEA Executive Board may discuss the excessive use of sick leave with employees. 2. At any time a supervisor believes that an employee has either abused sick leave or has developed a pattern of sick leave use, he/she may take corrective action, including the imposition of discipline.
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Frequent Usage. Regular and predictable attendance at work is an essential part of the job. The Fire Chief may require an employee, who frequently uses sick leave, to undergo a medical examination to determine whether or not she/he is able to continue in his/her assigned capacity. Frequent and unexcused use of sick leave is considered abuse and may result in disciplinary action up to and including termination. The City will pay the entire cost of any required medical examination. For the purposes of this article, frequent usage includes consideration of any of the following patterns: 1. Sick leave consistently taken Saturday or Sunday for 56-hour employees and Monday, Thursday (four-day work week) or Friday (five-day work week) for 40-hour employees. 2. Using sick leave on the last scheduled work day before or first scheduled work day after a contractual holiday or a scheduled day off. 3. Using sick leave to avoid holiday work shifts. 4. Use of sick leave to cover time trades Investigation of Potential Sick Abuse 1. The fire chief or his/her designee will monitor sick leave usage and identify any detectable patterns or concerns related to sick leave usage. 2. Any known mitigating circumstances will be identified. Mitigating factors may include leave taken under FMLA, medical/dental procedures or miscoded hours. 3. Inquiry, investigation, and/or disciplinary actions shall follow the procedures as outlined in Article XIII.
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Related to Frequent Usage

  • Equipment Usage Equipment provided by Sauk County Department of Human Services is the property of Sauk County Department of Human Services. Upon termination of the Contractors employee using the equipment, or termination of the contract between Sauk County DHS and the said Contractor, the equipment must be returned within (5) five working days. If the equipment is damaged or not returned, the Contractor will be held responsible for the replacement cost of the equipment. Sauk County may withhold from future payments the replacement cost of the said equipment or take any other necessary action.

  • Leave Usage Full shift absences on vacation, sick leave, compensating time off, or holiday in lieu taken by employees on scheduled ten-hour workshifts shall result in the deduction of ten (10) hours from employees’ accrued leave balances.

  • Excess Usage If during a Billing Period, In Energy is greater than zero (0), then Excess Usage for that Billing Period will be calculated. If Excess Usage is greater than zero (0), then for the Facility and any secondary account at the conclusion of that Billing Period: (i) kilowatt-hour usage will equal the value of Excess Usage and (ii) Unused Credits are equal to zero (0). If Excess Usage is equal to zero (0), then for the Facility and secondary accounts at the conclusion of that Billing Period: (i) kilowatt-hour usage is equal to zero (0) and (ii) Unused Credits are reduced by the value of In Energy, determined for that Billing Period, and that reduced value, in accordance with paragraph (C) Unused Credits of this Article IV, will remain for possible future application.

  • Word Usage Words used in the masculine shall apply to the feminine where applicable, and wherever the context of this Agreement dictates, the plural shall be read as the singular and the singular as the plural.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains the existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation. 2. If the employee chooses to vacate the position or does not meet the skills and abilities requirements of the position, the layoff procedure specified in Article 31 of this Agreement applies.