Sick leave shall be granted to employees who are unable to work because of illness or injury of the employee or a member of his/her immediate family living in the employee's household or because of medical appointments or other ongoing treatment. It is also the policy of the Department to take corrective action for unauthorized use and/or abuse of sick leave.
When an employee is sick and unable to report for work, the employee must notify his/her immediate supervisor or designee no later than one-half hour after starting time, unless circumstances preclude notification. Notification is defined as actually speaking to your immediate supervisor or designee. If there is no designee or the employee is unable to contact a designee, the employee should notify the next person in their chain of command. If the employee is unable to speak directly with his/her supervisor or the designee, the employee shall notify his/her Division Human Resources section or follow already established Division/Office procedures.
The employee must complete a Request for Leave (ADM4258) form immediately upon his/her return from an unexpected illness or prior to a medical appointment. The Department may request that a statement from a physician who has examined the employee (or the ill member of the employee's immediate family) be submitted within a reasonable period of time. The physician or his/her designee must sign the statement.
If sick leave continues past the first day, the employee will notify his/her supervisor or designee every day thereafter unless prior notification was given of the number of days to be off. When hospitalized or convalescence at home is required, the employee is responsible for notifying the supervisor at the start and end of such period.
Employees using sick leave or other leave in lieu of sick leave for three consecutive work days may be required to provide a statement, written and signed by a physician or his or her designee who has examined the employee or the member of the employee's immediate family.
OCSEA employees in classifications identified by the Employer as normally requiring overtime to cover an absence and who are scheduled to work and call off sick the scheduled day before, the day of, or the scheduled day after a holiday shall forfeit their right to holiday pay for the day unless there is documented, extenuating circumstances which prohibit the employee from reporting for duty. This only applies to the following holidays: New Year’s Day, Memorial Day, Independence Day, Thanksgiving Day, Christmas.
An exempt employee not in active pay status for the entire scheduled work day immediately preceding the holiday shall not receive holiday compensation unless the employee is participating in mandatory cost savings day or a voluntary cost savings day.
- 1. Sick Leave: Absence for medical reasons.
- 2. Unauthorized Use of Sick Leave:
- a. Failure to notify supervisor of medical absence.
- b. Failure to complete standard sick leave form.
- c. Failure to provide physician's verification when required.
- d. Fraudulent physician verification.
- 3. Misuse of Sick Leave: Use of sick leave for that which it was not intended or provided.
- 4. Pattern Abuse: Consistent periods of sick leave usage, for example:
- a. Before and/or after holidays.
- b. Before and/or after weekends or regular days off.
- c. After pay days.
- d. Any one specific day.
- e. Absence following overtime worked.
- f. Half days.
- g. Continued pattern of maintaining zero or near zero leave balances.
- h. Excessive absenteeism - use of more sick leave than granted.
- 5. Immediate Family
For purposes of this policy, immediate family is defined as:
a. OCSEA/AFSCME & FOP - spouse, significant other ("significant other" as used in this policy, is defined to mean one who stands in place of a spouse and who resides with the employee), child, step-child, grandchild, parents, step-parents, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparents, great grandparents, brother, sister, step-siblings, brother-in-law, sister-in-law or legal guardian or other person who stands in the place of a parent.
b. Exempt - spouse, parents, children, grandparents, siblings, grandchildren, brother-in-law, sister-in-law, daughter-in-law, son-in-law, mother-in-law, father-in-law, step-parents, step-children, step-siblings, or a legal guardian or other person who stands in the place of a parent. (OAC 123:1-47-01)
The amount of sick leave charged against an employee’s accrual shall be the amount used, charged in units of one-tenth hour.
Employees shall be paid for sick leave at the rates specified below.