This DI supersedes DI 200, Sick Leave Use, which became effective September 25, 2002.

A.A.C. Rule R2-5-404D allows an agency head to establish criteria for the use of sick leave.

Department Order (DO) 512, Employee Assignments, Work Hours, Compensation and Leave, outlines general criteria for sick leave use. This DI provides additional tools to maximize the efficiency of Arizona Department of Corrections (ADC) employees by identifying and monitoring employees who may require counseling concerning the use of their sick leave.

When a supervisor identifies an employee who may be abusing sick leave, the employee may be placed into a Chronic Absence Classification (CAC) in order to provide additional management of that employee=s sick leave usage. The CAC means an employee who demonstrates a pattern or circumstance which would lead a supervisor to believe that abuse is occurring, identified by:

When an employee is approaching being placed into CAC, the employee=s supervisor shall:

Only those employees who have been placed in the CAC are required to produce documentation, such as a doctor=s release to return to work slip. Employees are reminded to call-in using established Department procedures. Employees who do not call-in are subject to DI 200, Sick Leave Use, being placed in Aabsent without approval@ status for the shift. Employees who do not improve their attendance shall receive PACE notations, will be placed on Notice of Necessity to Improve, and if the problem persists, will be subject to progressive discipline up to and including dismissal from state service.

An employee who has been placed into the CAC is subject to appropriate management responses including investigation, discipline (as noted above), medical referrals and other action outlined in the Department=s written instruction. An employee placed in the CAC will be removed when they have completed a consecutive six-month period without use of unsubstantiated sick leave.

Employees who have suffered catastrophic conditions are not to be placed in the CAC. Such situations include major surgery or extended illness where the employee or a family member is under a doctor=s care, a death in the family or other significant issues that are out of the employee=s control and may impact leave use. These situations are to be managed using the processes established in DO 519, Employee Health Assessment, Accommodation, Alternate Assignment. Such processes may include the application of a temporary assignment or Family Medical Leave Act if appropriate.