UC/Teamsters District Council 2
Article 19
SICK
LEAVE
- PURPOSE
- Sick
leave is to be used for personal illness or disability, medical
appointments with advanced approval, and, as provided below,
for illness of an employee's parent, spouse, children, sibling,
or of any other person who is residing in the employee's household.
A sick leave accrual period is defined as one (1) calendar month for those employees who are paid monthly or semi-monthly, and quadri-weekly (i.e., two (2) consecutive bi-weekly pay periods) for those employees who are paid bi-weekly.
- Sick
leave is paid at the employee's regular rate of pay.
- Sick
leave is to be used for personal illness or disability, medical
appointments with advanced approval, and, as provided below,
for illness of an employee's parent, spouse, children, sibling,
or of any other person who is residing in the employee's household.
- EARNING
- A
full time employee appointed to a regular position will earn
a total of nine (9) shifts of sick leave each year.
- Casual
employees shall earn sick leave in accordance with the provisions
of this Article after they have worked twenty (20) shifts in
a calendar month or after they have worked one-half (½) the
working hours or more per month for six (6) consecutive months.
- Employees
must be on pay status for at least one-half (½) of the working
hours of the month to earn sick leave credit for that month.
Hours worked in excess of the employee's regular schedule are
not counted as hours worked for purposes of computing sick leave
credit. Sick leave is credited at the end of the month
it is earned except that an employee terminating service who
is eligible for sick leave shall not earn sick leave after the
last day actually at work.
- A
full time employee appointed to a regular position will earn
a total of nine (9) shifts of sick leave each year.
- ELIGIBILITY
- An
employee may be required to submit to the University satisfactory
proof of personal or family illness or disability, to receive
an excused absence from work and sick leave pay.
- Sick
leave shall not be used prior to the time it is accrued.
Sick leave shall not be used beyond a predetermined date of
separation or predetermined date beginning a leave of absence
without pay, except that a pregnant employee on approved leave
without pay on the date certified by her doctor as the date
on which she is no longer able to work, or the date of delivery,
whichever is earlier, can use sick leave beginning with that
day and continuing through the period that she is physically
unable to perform the normal duties of her job.
- Up
to thirty (30) shifts of accrued sick leave per year may be
used when the employee is required to be in attendance or to
provide care because of serious illness of the employee's parent,
spouse, children, sibling, or of any other person who is residing
in the employee's household.
- An
employee may be required to submit to the University satisfactory
proof of personal or family illness or disability, to receive
an excused absence from work and sick leave pay.
- NOTICE
AND PROOF OF ILLNESS
- No
sick pay shall be payable to an employee unless the employee's
supervisor is notified of the illness/disability and the probable
duration thereof as soon as possible, but in no event later
than the beginning of the employee's shift, except when the
University determines that the employee's failure to notify
is due to circumstances beyond the control of the employee.
- The
University may require the employee to submit a verification,
including medical verification, that the employee is unable
to work for the duration of those absences because of personal/family
illness or disability. The medical verification shall
include a statement regarding the duration of the illness/disability,
the reasons the employee was/is unable to perform assigned work,
and the limitations, if any, on the employee related to the
work assignment. If the University requires medical verification
of the illness/disability, the University shall notify the employee
that the medical verification shall be required, prior to the
employee's return to work.
- Employees
who have unscheduled absences due to illness/disability on the
day preceding or following a holiday shall bring a medical verification
of illness/disability to the employee's supervisor on the employee's
return to work in order for the absence to be authorized.
Upon the employee's return to work, the University may require
an employee to certify on a form provided by the University,
the following information and any other information deemed pertinent
to the absence, as determined by the University:
- The
illness/disability which prevented the employee from working,
including time, dates, and circumstances, and whether or
not the employee was under the care of a physician;
- The
amount of time lost from work in hours because of the illness/disability;
- The
name of the person to whom advance notice was given, and
the time notice was given;
- The
reason, if notice was not given.
- The
illness/disability which prevented the employee from working,
including time, dates, and circumstances, and whether or
not the employee was under the care of a physician;
- The
University may have an employee claiming illness/disability
examined by a physician or physicians of its choosing.
The University shall pay the reasonable costs of any such medical
examination and, when practical, shall send the employee to
a physician of its choosing on the employee's work time.
- No
sick pay shall be payable to an employee unless the employee's
supervisor is notified of the illness/disability and the probable
duration thereof as soon as possible, but in no event later
than the beginning of the employee's shift, except when the
University determines that the employee's failure to notify
is due to circumstances beyond the control of the employee.
- SANCTIONS
- Failure
to provide the information described in Section D., when required,
shall result in an unpaid absence from work for the period of
absence and may result in an unexcused absence for the period
of absence.
- Unwarranted
failure or refusal to follow medical advice in treating a disability
when that failure or refusal results in an unnecessary extension
of illness may result in loss of sick pay. Additionally,
an employee's repeated use of sick time may result in loss of
sick pay, when the University has determined that such use is
abusive, and provided the University has provided written notice
to the employee that sick leave will be denied in future instances
of illness irrespective of the nature or duration of illness.
- Failure
to provide the information described in Section D., when required,
shall result in an unpaid absence from work for the period of
absence and may result in an unexcused absence for the period
of absence.
- TRANSFERABILITY
OF SICK LEAVE
An employee who leaves the unit shall have any accrued sick leave transferred if the employee is moving to a University position where sick leave is accrued. An employee who leaves the unit and moves to another University position which does not accrue sick leave shall have the employee's accrued sick leave held in abeyance.
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