As stated in the MOUs, approval to use accrued vacation, holiday, and compensatory time hours is and has always been at management’s discretion. Historically, someRead More →
Generally, an employee is not required to provide a release to return to work after illnesses. Some examples of when a release should be requiredRead More →
Although there is no magic number of absences that equate to excessive absenteeism, there are a number of factors to consider which can lead toRead More →
How must a timecard be coded when an employee uses paid sick leave and works overtime in the same week?
In all contracts bargained between employee organizations and the County of San Mateo in years 2005-2007, it was agreed that paid sick leave would noRead More →
If an employee brings in doctor’s notes as required, is there anything a supervisor can do about excessive sick leave?
Yes. Civil Service Rule XIII lists “excessive absenteeism and/or tardiness” as a basis for disciplinary action. Case law has consistently held that an employer hasRead More →
Is an employee entitled to use vacation leave whenever it is requested, if they have a balance of vacation hours?
No. Vacation leave is requested in advance and approved or denied by the supervisor or manager based on such factors as workload and office coverage.Read More →
No. For occasional instances of tardiness, it is appropriate to allow employees to charge the tardy to vacation rather than charging AWOL or Leave withoutRead More →
– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – DATE Employee Address Dear Ms. Employee: Please take notice that you are issued a letter that equates toRead More →
– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – DATE Name Classification Department (Hand delivered) Dear Mr. NAME: Please take notice that it is the intent ofRead More →
Leave without pay (LWOP) is considered approved leave. If an employee requests time off and the request is approved, but the employee does not haveRead More →