Failure to Report to Work. It shall be the employee’s obligation to notify the School District immediately when he/she is unable to report for work. If an employee fails to report for work for three (3) days and does not call a person designated by his/her supervisor, he/she will be considered as having voluntarily quit. Employee may appeal through the grievance process.
Failure to Report to Work. If the employee fails to report for work as scheduled and fails to furnish the Employer with a justifiable excuse within twenty-four (24) hours of the missed shift, such failure to report shall be conclusively presumed to be a resignation from the service of the Employer and termination of such employee's seniority and employment. If such employee can thereafter furnish the Employer with reasonable proof that he/she could not report for work or could not notify the Employer of his/her absence because of illness, unforeseen emergency, or other justifiable reason, then such employee shall be reinstated without any break in the service record.
Failure to Report to Work. Except for good and sufficient reason, an employee will be deemed to have voluntarily left the service of the Employer and their employment and seniority rights shall cease where the employee has accepted an offer of a position and then fails to report to work on the date and time specified.
Failure to Report to Work. 1. If an employee has not reported for work at his/her scheduled time and has not telephoned the administration giving the reason for delay in reporting and the anticipated arrival time, the administration will telephone the employee to determine the reason for his/her failure to report the absence before committing an assignment to a substitute teacher.
Failure to Report to Work. An employee who does not report to work for three (3) consecutive days and also does not report their absence for these days shall be deemed to have resigned from their position.
Failure to Report to Work. If the LPN fails to report for work as scheduled or to furnish the Employer with a justifiable excuse within twenty- four hours thereof, such failure to report to work shall be conclusively presumed to be a resignation from the service of the Employer and termination of such LPN's seniority and employment; provided, however, that if the LPN can within forty-eight (48) hours of termination furnish the Employer with reasonable proof that the LPN could not report to work, or could not notify the Employer of the absence because of illness, unforeseen emergency or other justifiable reason, then the LPN shall be reinstated without any break in the service .
Failure to Report to Work. If they fail to report for work within five (5) working days after due notice by the Company to the employee's last known address to return to work after layoff, or fails to give reasons satisfactory to the Company within such five (5) days for not reporting to work. It shall be the responsibility of the employee to notify the Company, by certified mail, of any change of address during the employee’s period of recall. Such notification shall be made to Sikorsky, a Lockheed Xxxxxx Company, 000 Xxxxxxx Xxxxxxxxx, Xxxx, Xxxxxxx 00000.
Failure to Report to Work. The parties recognize that daily attendance is necessary to ensure a safe working environment and peak performance from all employees of the College. It is expected that all bargaining unit employees report to work at the beginning of their designated shift, including overtime shifts the employees have agreed to work, and remain until their shift is over unless they have made arrangements in advance with their supervisor. Bargaining unit employees must have benefit time available as stated in the contract when taking time off from regular work time. Absence from overtime shifts the bargaining unit employee agrees to work must be approved by their supervisor. It is acknowledged that an employee may become ill during working hours and may need to leave without giving advance notice. The Supervisor or designee shall be notified prior to the employee leaving and an Employee Absence Report shall be completed by the bargaining unit employee and signed by the supervisor for each regular time absence. Absences from work without approval will be grounds for disciplinary action by the Administration. For each unapproved absence the employee will be docked for time not worked. Absenteeism will follow progressive disciplinary action as outlined below: First Offense: Oral Warning Second Offense: Written Warning Third Offense: Three (3) day suspension without pay Fourth Offense: Dismissal Consecutive day absences qualifying for disciplinary action will cause one or more offenses to be bypassed, depending upon the length of the absence. For example, discipline for a two (2) consecutive days unapproved absence would begin at the Second Offense level for a first-time offender; at the Third Offense level for an employee previously at the First Offense level; or at the Fourth Offense level for an employee previously at the Second Offense level. Each disciplinary action will be kept on file and remain for a period of thirty-six (36) months. After thirty-six (36) months the disciplinary action will no longer be valid.
Failure to Report to Work. (a) Unable to report to work: An employee, who is unavoidably prevented from reporting for work at his regularly scheduled starting time, shall notify the Store Manager or designate of the fact, at least fifteen (15) minutes before, but not later than fifteen (15) minutes after his regularly scheduled starting time. The Employee in doing so must speak to the Store Manager or designate or leave a detailed message on the answering machine if the telephone isn’t answered personally. The onus is on the employee to make sure that either management or the answering machine received the message. The employee must provide the approximate return to work date.
