Laserfiche WebLink
9.7 Illness During Vacation <br />9.7.1 An employee who commences a scheduled vacation period and <br />subsequently becomes ill before his or her vacation period has been <br />completed shall be placed on sick leave under the following <br />conditions: <br />9.7.1.1 The employee otherwise has the requisite amount of <br />accrued, unused sick leave and otherwise qualifies for sick <br />leave as provided by this Agreement; and <br />9.7.1.2 The employee, if no longer ill, returns to duty immediately <br />following the vacation period; and, <br />9.7.1.3 The employee's illness is verified by a statement from a <br />licensed medical practitioner for each such day of sick <br />leave requested. <br />9.7.1.4 When the employee's vacation leave is to be converted to <br />sick leave, the appropriate vacation credit shall be <br />restored to the employee's earned vacation balance, and <br />a reasonable opportunity to utilize this vacation credit <br />shall be provided within the City's existing practices. <br />SECTION 10 — PERSONNEL FILES <br />An employee, or his/her representative on presentation of written authorization from the <br />employee, shall have access to the employee's personnel file on request. The City shall <br />furnish the employee copies of all performance evaluation reports and letters of reprimand <br />or warning prior to placement of such documents into the employee's personnel file, and <br />copies of letters of reprimand or warning shall be sent to the Union and the Personnel <br />Officer. In the event a letter of reprimand or warning is not sent to the Union and the <br />Personnel Officer, such letter may not be used to support any subsequent disciplinary <br />action. Upon receipt of a letter of reprimand or warning which the employee feels is <br />factually incorrect, he/she may so advise, in writing, the department head, Personnel <br />Officer and the Union. The letter of reprimand or warning may not be appealed through <br />the grievance procedure. The employee may be required to acknowledge the receipt of <br />any document entered into his/her personnel file without prejudice to subsequent <br />arguments concerning the contents of such documents. <br />At the request of the employee, a letter of reprimand may be removed from the <br />employee's personnel file, at the discretion of the Fire Chief and the Personnel Officer, if <br />the employee has not been subject to subsequent disciplinary action in which the <br />minimum corrective action imposed is a letter of reprimand during the initial two-year <br />period following the issuance of the letter of reprimand that the employee is requesting <br />be removed from his/her file. Letters of reprimand which have been removed pursuant <br />to this Section shall be sent to the employee. <br />22 <br />