Common use of ABSENCE FROM WORK Clause in Contracts

ABSENCE FROM WORK. (1) An employee who is absent from work (other than on approved leave) shall: (a) Notify the Company a minimum of one hour prior to start time of the reason for the absence and the expected duration of the absence. The employee shall keep the Company informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “Employee Absence” form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness; or (d) failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (a) In the first instance be subject to counselling from their Supervisor. (b) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) An employee who is absent from work (other than on approved leave) shall: (a) Notify notify the Company a minimum of one hour prior to by normal start time of the reason for the absence and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon upon return to work complete an “Employee Absence” form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (c) If if the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . (2) Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (19(1)(c) including satisfactory description of the injury or illness; or (d) failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (ai) In the first instance be subject to counselling from their Supervisor. (bii) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (ciii) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (div) If the employee fails to comply with the warning, then the employment may be terminated by the Company. . (3) Employees who have in excess of 76 hours of sick leave credit may once each calendar year request pay-out of the amount in excess of 76 hourshours at one of the following times: • On the employee’s anniversary date of commencing full time employment with Inghams. Such payment shall be made in • In conjunction with an employee’s annual leave leave. • In December of any year. • At a time mutually agreed between the employer and the employee. When such payment is made the employee’s sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) 5.6.1. An employee who is absent from does not attend for work (other than on approved leave) as rostered shall: (a) Notify the Company a minimum of one hour prior to normal start time of the reason for the absence and the expected duration of the absence. Where because of exceptional circumstances the employee cannot notify the Company prior to normal start then notice shall be provided at the earliest possible opportunity. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “"Employee Absence” " form including stating the reason for the absence, absence whether notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive days, or where the employee has already had 6 single day absences in any anniversary year on account of illness or injury, produce a medical certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which stating what in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. 5.6.2. Where an employee has: (a) been Been absent from duty in a manner which is systematic or exhibits a pattern; (b) has Has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has Has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness5.6.1(c); or (d) failed Failed to notify the employer of expected absences absence at the earliest reasonable opportunity. Then the ; The following arrangement arrangements shall applybe made: (a) i. In the first instance be subject to counselling from their Supervisor.supervisor; (b) ii. If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required.; (c) iii. If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue the warning and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period period, the employee has responded positively to the counselling then the employee shall be advised accordingly; iv. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out company; v. During any of the amount in excess of 76 hours. Such payment shall above processes an employee may be made in conjunction with an accompanied and/or represented by another employee’s annual leave and the sick leave credit shall be reduced accordingly, Union Delegate or Union official.

ABSENCE FROM WORK. (1Employee(s) An employee have a responsibility to notify the responsible Supervisor of any absences from work as soon as possible. Unless a provision of this Agreement or the FW Act provides otherwise, an Employee not attending for duty is not entitled to payment for the period of non-at tendance. Clause 3.10 applies where the Company is unaware of the reasons for an Employee's absence or believes an Employee no longer wishes to work for the Company. For the avoidance of doubt, the Company will not take act ion against an Employee who is entitled to be on leave or absent under the NES or this Agreement. Where an Employee is absent from work (other than on approved leave) shall: (a) Notify without prior authorisation from the Company, the Company will make a minimum genuine effort to contact the Employee. If the Company is able to contact the Employee, the Company will require the Employee to provide reasonable justification for their absence. The Company reserves the right to take disciplinary action where this explanation is not satisfactory. Where the Company is unable to communicate with an Employee, having attempted to use all available methods to contact the Employee and provide them with an opportunity to give an explanation to the Company for their absenteeism, the matter will be dealt with pursuant to clause 3.9(h). Where an Employee is absent from work for three or more continuous days without having contacted the responsible Supervisor, they will be deemed to have abandoned their employment. The Employee's employment will terminate at the conclusion of one hour prior the fourteenth (14th) day after the Employee's last attendance at work, and wages will only be paid up to start the time of the reason last attendance at work by the Employee. An Employee who is deemed to have abandoned their employment will not be entitled to payment for the absence and the expected duration notice or payment in lieu of the absence. The employee shall keep the Company informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “Employee Absence” form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness; or (d) failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (a) In the first instance be subject to counselling from their Supervisor. (b) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) 7.6.1 An employee who is absent from does not attend for work (other than on approved leave) as rostered shall: (a) Notify Promptly notify the Company a minimum (preferably before and in any event within 2 hours of one hour prior to start time time) of the reason for the absence and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “Employee Absence” form including stating the reason for the absence, whether prompt notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive daysdays on account of sickness or accident, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which stating what in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . 7.6.2 Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual or accumulated sick leave entitlement without due cause or satisfactory proof of illnessreason; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of to the injury or illnessreason for the absence; or (d) failed to promptly notify the employer of expected absences at as per (1)(a) above; then the earliest opportunity. Then disciplinary procedure in sub-clause (3) shall apply. 7.6.3 In the case of unsatisfactory absenteeism as outlined in (2) above then the following arrangement procedure shall apply:. At all steps an employee may be accompanied by another employee of their choice or a union delegate. (a) In the first instance be subject to informal counselling from their SupervisorSupervisor shall occur including providing reasons for the counselling. A verbal warning may be given. (b) If the employee fails to respond to counselling unsatisfactory conduct continues then a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences without an explanation satisfactory to the Company could lead to termination of employment. (c) If there is a further instance of unsatisfactory conduct then a final written warning will be issued stating the instances leading to its issue and that further absences without an explanation satisfactory to the Company could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the this warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) An employee who is absent from work (other than on approved leave) shall: (a) Notify the Company a minimum of one hour prior to by normal start time of the reason for the absence and the expected duration of the absence. The employee shall keep the Company informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “"Employee Absence” " form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . (2) Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness; or (d) failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (a) In the first instance be subject to counselling from their Supervisor. (b) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) An employee who is absent from work (other than on approved leave) shall: (a) Notify the Company a minimum of one hour prior to the normal start time of the reason reason, for the absence and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) If the reason for the absence is a work related injury then the employee shall inform the Company when, where and how the injury occurred. (c) Upon return to work complete an “"Employee Absence” " form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (cd) If the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . (2) Where an employee has: (a) been absent from duty in a manner which is systematic (regularly absent on any day) or exhibits a pattern;pattern (eg absent consistently on Monday or Friday). (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness; or). (d) failed Failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (a) In the first instance be is subject to too informal counselling from their Supervisor. (b) If In the employee fails second instance be subject to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (dc) If the employee fails to comply with the warning, then the employment Company may be terminated by terminate the Company. employment. (3) Employees who have in excess of 76 hours of sick leave credit may request pay-out payout of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) An employee who is absent from does not attend for work (other than on approved leave) as rostered shall: (a) Notify the Company a minimum of one hour prior to before their rostered start time of the reason for the absence and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “Employee Absence” form including stating the reason for the absence, whether prompt notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive daysdays on account of sickness or accident, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which stating what in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . (2) Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual or accumulated sick leave entitlement without due cause or satisfactory proof of illnessreason; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of to the injury or illnessreason for the absence; or (d) failed to promptly notify the employer of expected absences at as per (1)(a) above; then the earliest opportunity. Then disciplinary procedure in sub-clause (3) shall apply. (3) In the case of unsatisfactory absenteeism as outlined in (2) above then the following arrangement procedure shall apply:. At all steps an employee may be accompanied by another employee of their choice or a union delegate. (a) In the first instance be subject to informal counselling from their SupervisorSupervisor shall occur including providing reasons for the counselling. A verbal warning may be given. (b) If the employee fails to respond to counselling unsatisfactory conduct continues then a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences without an explanation satisfactory to the Company could lead to termination of employment. (c) If there is a further instance of unsatisfactory conduct then a final written warning will be issued stating the instances leading to its issue and that further absences without an explanation satisfactory to the Company could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the this warning, then the employment may be terminated by the Company. Employees who have in excess of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hours. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordingly.

ABSENCE FROM WORK. (1) An employee who is absent from does not attend work (other than on approved leave) for rostered ordinary hours shall: (a) Notify the Company a minimum of one hour prior to before start time or as soon as possible of the reason for the absence absence, including if it is for a work related injury and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “Employee AbsenceLeave” form including stating the reason for the absence, whether notice was given and indicating whether the employee is claiming sick paid personal/carers leave for the absence. (c) If the absence is for 2 or more consecutive daysdays or where the employee has already had 6 single day absences in any anniversary year on account of illness or injury, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which stating that in the medical practitioner’s opinion opinion (i) the employee is, was, will be unfit for work during the period because of personal illness or injury or; (ii) the employee’s immediate family member had, has, or will have a personal illness or injury during the period. (d) If the employee cannot obtain a medical certificate a statutory declaration will be considered acceptable. IMPORTANT: Making a false statement in a statutory declaration is the reason for an offence and can attract severe penalties including imprisonment. (e) The employee’s failure to produce a medical certificate or a statutory declaration as required by this Agreement shall result in the absence and the expected duration of the incapacity. being classified as an unauthorised absence. (2) Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick paid personal/carers leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (1) including satisfactory description of the injury or illness; or (c) been absent on unauthorised absences; or (d) failed to promptly notify the employer of expected absences at as per (1)(a) above; then the earliest opportunity. Then disciplinary procedure in sub-clause (3) shall apply. (3) In the case of unsatisfactory absenteeism as outlined in (2) above then the following arrangement procedure shall apply:. At all steps an employee may be accompanied by another employee of their choice or a union delegate. (a) In the first instance be subject to informal counselling from their SupervisorSupervisor shall occur including providing reasons for the counselling. (b) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (c) If there is no improvement a further instance of unsatisfactory conduct then a written warning will be issued stating the exact nature of the warning, warning and the instances leading to its issue. If an employee does not re-offend for a period of 12 months then the written warning shall be disregarded for the purposes of this clause. (c) If there is a further instance of unsatisfactory conduct then a final written warning will be issued stating the instances leading to its issue and that further unauthorised or unexcused absences without an explanation satisfactory to the Company could lead to termination of employment. If after a review period the employee has responded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (d) If the employee fails to comply with the this warning, then the employment may be terminated by the Company. (4) In the application of this clause the Company will ensure that xxxxxxx to critical areas is maintained. Employees who have in excess However, the Company reserves the right to allocate labour on the basis of 76 hours of sick leave credit may request pay-out of the amount in excess of 76 hoursproduction demands. Such payment shall be made in conjunction with an employee’s annual leave and the sick leave credit shall be reduced accordinglyIn this context it is essential that total flexibility is maintained to ensure customer requirements are met.

ABSENCE FROM WORK. (1) An employee who is absent from work (other than on approved leave) shall: (a) Notify notify the Company a minimum of one hour prior to by normal start time of the reason for the absence and the expected duration of the absence. The employee shall keep the Company employer informed as to the expected date of return to work and shall confirm on the day preceding the day on which they expect to return to work that they are returning to work. (b) Upon return to work complete an “"Employee Absence” " form including stating the reason for the absence, whether notice was given and whether the employee is claiming sick leave for the absence. (c) If the absence is for 2 or more consecutive days, produce a certificate from a duly qualified medical practitioner giving the actual description of the injury or illness which in the medical practitioner’s opinion is the reason for the absence and the expected duration of the incapacity. . (2) Where an employee has: (a) been absent from duty in a manner which is systematic or exhibits a pattern; (b) has exceeded their annual sick leave entitlement without due cause or satisfactory proof of illness; or (c) has failed to produce satisfactory evidence as per sub-clause 2.7 (19(1)(c) including satisfactory description of the injury or illness; or (d) failed to notify the employer of expected absences at the earliest opportunity. Then the following arrangement shall apply: (ai) In the first instance be subject to counselling from their Supervisor. (bii) If the employee fails to respond to counselling a written warning will be issued stating the nature of the warning, the instances leading to its issue and the improvement required. (ciii) If there is no improvement a further written warning will be issued stating the exact nature of the warning, the instances leading to its issue and that further unauthorised or unexcused absences could lead to termination of employment. If after a review period the employee has responded res ponded positively to the counselling then the employee shall be advised accordingly. The union representative and the Company will agree on a review date. (div) If the employee fails to comply with the warning, then the employment may be terminated by the Company. . (3) Employees who have in excess of 76 hours of sick leave credit may once each calendar year request pay-out of the amount in excess of 76 hourshours at one of the following times: On the employee’s anniversary date of commencing full time employment with Inghams. Such payment shall be made in In conjunction with an employee’s annual leave leave. In December of any year. At a time mutually agreed between the employer and the employee. When such payment is made the employee’s sick leave credit shall be reduced accordingly.