12 days is definately excessive and your fellow employees are carrying the can for you while you take your paid days off. The only place that this can happen any more is public sector unions. Private sector would go broke trying manage this kind of expense.
I hope you always shop and buy union even if it costs you more to support the private sector unions trying to hang onto their benefits that are already less than yours.
I kind of find this thread a bit much. I can readily state that I've been one of the sick ones thru a good deal of my life and readily admit that I had taken alot of time off. Having said that, I do not think that it is fair that I be helped with time off while a healthy individual does not get that same benefit. Which is why in my management career, I have always done away with "sick" time and just allowed paid time off. It is even handed and doesn't create ill will.
For those who say "suck it up" and don't take time off unless you're ill, I will remind you that pretty much everything is negotiated and what counts is your total compensation, including benefits. What buckets you put the pieces in doesn't matter.
While I don't necessarily think you are 'abusing' sick leave, you are gaming the system.
I can tell you that people in HR/personnel always look a little closer at people who are 'sick' on Mondays or Fridays, thinking they are going for a long weekend.
If people are ALWAYS sick on those days, it can merit a closer look.
If someone was ALWAYS sick the day after payday, wouldn't you think that was suspicious? I knew someone who was like that, and it didn't take long for people at work to notice. He had a drug problem, and after getting paid would go out and get high.
If someone was always sicks on Fridays or Mondays, eventually people are going to wonder if you're not simply calling in for a long weekend, but if there is also something else involved, like going out on Thursday or Sunday nights, drinking too much, and being too hungover to work the next day.
That is something else to consider.
I will tell you that as someone who worked at a company that did not allow sick or vacation days to rollover, it just encouraged people to use their sick days whenever they had a doctors appointment or did not feel well. The general attitude was that if they were not going to be compensated for not using those days, they might as well use them.
I like the idea of unlimited sick days espoused previously in this thread, because I think most people would not think they are losing a benefit if there is no delineation of the benefit. I also agree most would not try to abuse it.
My mind went to exactly the same comic!
I work for a school district and have been given the option to resign in lieu of termination. I am being told that if terminated one can not apply for employment benefits but if one resigns that one CAN be eligible for employment benefits.
Any takers here I would like some feedback please.
It is my understanding that if voluntarily resign can not collect UIB
If terminated can not collect UIB
Can I insist that HR puts in writing that I am being terminated due to layoff and that they will NOT contest UIB in anyway?