Sick Leave Review. (a) The Review Panel will comprise two employer representatives (one of whom will be the Health & Safety Advisor, or, in their absence, an HR representative), one APEX staff representative and the appropriate service manager. Participation in the panel by the staff representative will be paid for at ordinary pay.
Sick Leave Review. No employee shall be placed on sick leave review unless he/she has first received an oral warning that his/her individual attendance record is marginal, followed by a written confirmation. Upon request, an employee shall be given a profile documenting his/her attendance record. The Countywide sick leave average as stated in the S.L.I.C.E. Report is a tool to trigger the review of an employees’ attendance record. Exceeding the Countywide average is not in and of itself an indicator of sick leave abuse for an individual employee. If an employee is placed on sick leave review, he/she is to be provided with a written statement explaining the reason and the length of time his/her attendance is to be monitored and the additional requirements placed on the employee to document future absences.
Sick Leave Review. Generally, prior to taking any disciplinary action for sick leave misuse and/or corrective
Sick Leave Review. Generally, prior to taking any disciplinary and/or corrective action for unauthorized use of non-protected sick leave, the Bureau will conduct a review for potential misuse under Article 13.8
Sick Leave Review. When an employee is requested by the employer to meet regarding a review of their sick leave, the employee shall be informed by the employer that they may have union representation present. The employee shall be given 24 hours notice of the said meeting.
Sick Leave Review. Generally, prior to taking any disciplinary action for sick leave misuse and/or corrective action for excessive absenteeism, the Bureau will conduct a sick leave review. The purpose of the sick leave review is to provide the employee the opportunity to identify the specific reasons for the sick leave, and to assist the employee in a cooperative effort to alleviate the cause of the problem. An employee who exceeds twelve (12) occurrences of non-protected sick leave in a calendar year may be required to attend a sick leave review. “Occurrence” is defined as any period of absence from work due to usage of non-protected sick leave. Consecutive work days that are not broken by any day off (for example, weekend, protected time or vacation) shall count as one (1) occurrence. As an example, if an employee uses non-protected sick leave for two (2) consecutive work days because the employee is suffering from cold symptoms, that will count as one (1) occurrence of non-protected sick leave.
