Originally Posted by gloopy

Whatever the prior language was, we grieved the abuses and won. Then we gave them a newly agreed to blank check. Let's wax philo on what *could* be cosidered "suspicious" shall we:

Any sick call that:

*touches a holiday...any holiday (there's almost one every month, more if you include Superbowl, KY derby, Daytona 500, World Series, NBA/NHL finals, heck even soccer, athough I suppose we'd win that grievance since its not a real sport but you never know)

*touches a regular day off that touches a holiday (or any other "special days" someone could think of)

*touches vacation or a long period of regular days off (extending one's vacation?)

*touches a period many days on interrupted by only a few or one days off (sickation?)

*touches a weekend (?)

*occurs in the summer (?)

*the sick caller "sounded suspiscious" when calling in sick to scheduling? (hey, if not, why not? after all its not up to us its up to an arbitrator)

*occurs just prior to, or just after, a training footprint

*occurs during bad weather

*occurs in conjunction with flight cancellations which could imply a commuting issue

*occurs over previous attempts to drop/trade/bid days off

*anything else that anyone could simply say was "suspiscious"

And bonus: no HIPAA privacy rights.

Now take that list above and try and sandwich a sick anywhere on your schedule that doesn't bump up against one of those.

So saying you get 100 hours of unverified sick time, but turning around and saying the company can make you verify it at their sole discretion anytime they want for anything they want as long as they say they want to, well, come on. Just come on.