Common use of SICK LEAVE PROGRAM Clause in Contracts

SICK LEAVE PROGRAM. 1. Illness or Injury Leave Notification and Verification Procedure: In the event of an absence due to illness or injury, employees must notify their department supervisor (or the supervisor ’s designee), prior to or at the beginning of their shift starting time. Employees who are incapacitated and cannot notify their department supervisor, must notify their supervisor at the earliest possible time and may have a spouse or other person contact their supervisor within the time limit specified above. 2. An employee that become ill or injured, while working on the job, must request their supervisor ’s approval to leave work. Those employees injured on the job must file a “First Report of Injury ” form and receive authorization for medical treatment from their supervisor. 3. The notification to the department supervisor must include a reason for the absence that is in accordance with current law and an estimated return date. This information will be logged by the department for future reference. 4. Failure to notify the department supervisor, as stated in Notification Section 1, will result in the forfeiture of the sick leave for the period of absence and may result in disciplinary action. 5. All absences not due to illness or injury must be requested as noted in the appropriate leave sections. 6. Verification In the event that employees have, in their supervisor ’s sole opinion, an absenteeism problem, an excessive use of sick leave, or have a suspicious absence or group of absences, the supervisor may attempt to verify the absence or proper use of sick leave by any of the following: a. Telephoning the employee at home (or appropriate location). b. Visiting employee at home. c. A sub-▇▇▇▇ investigation. d. A medical evaluation at the City ’s expense, or e. A medical evaluation at the employee ’s expense (A licensed physician must complete the medical evaluation which must include the reason for the absence and permission to return to work. 7. Where an excessive absenteeism pattern has been established without clear justification for said leave, a supervisor may schedule a counseling session to determine the reasons or justification for the excessive use. The counseling session shall be conducted by the Personnel Officer and other attendees of the session shall include the employee, a representative chosen by the employee, if any, and the department representatives. This session shall be documented by a written summary of the abuse problems and discussion. The summary shall be issued by the Personnel Officer and a copy distributed to attendees of the session and to th e affected employee ’s Personnel file. 8. The purpose of the counseling session is to improve the employee ’s attendance and/or warn the employee about the consequences of continued abuse. If there is a specific abuse that warrants discipline, or if the above counseling session does not correct abuses, then action will be taken to correct the abuse problem through the discipline process (Section 11, Civil Service Rules and Regulations).