Absence Management Sample Clauses
The Absence Management clause outlines the procedures and policies for handling employee absences within an organization. It typically specifies the types of absences covered, such as sick leave, vacation, or personal days, and details the process for notifying supervisors, providing documentation, and tracking time away from work. By establishing clear expectations and processes, this clause helps ensure consistent treatment of absences, minimizes workplace disruption, and supports compliance with legal or contractual obligations.
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Absence Management. 8.1 Staff will be managed in accordance with the BCBC absence management policies. If it is envisaged that an individual is going to be absent for a continuous period of over one month BCBC will ensure that there is no loss of continuity to the IWW work plan by replacing staff as appropriate and ensuring that the relevant skills are in place. In all such instances, notification to the IWW Manager must be adhered to. Absence in excess of two weeks will trigger a service provision replacement review, to ensure continued integrity of the project.
Absence Management. The Company understands that from time to time, Employees are unable to attend work:
Absence Management. An integral part of the sickness provisions includes the effective management of sickness absence. To that end Absence Management Guidelines are included in Part 4 of the Scheme.
Absence Management. The parties are committed to cooperate to ensure that absenteeism is kept to a minimum.
Absence Management. All holiday and sick pay must comply with country legislation. Paid holiday leave will be as per Supplier employment conditions. Customer site closure days (e.g. assigned Customer specific days) will not be paid. Site specific closure days will vary by country.
Absence Management. 26.1. The RMH - PARKVILLE and the Employee are committed to cooperate to ensure that absenteeism is kept to a minimum.
26.2. Absenteeism is any failure to report for or remain at work as scheduled, regardless of reason. “As scheduled” means rostered to work and therefore does not include pre-organised and/or approved holidays such as public holidays, annual leave, long service leave, rostered days off, leave without pay, family responsibility (paternity) leave, jury service, bereavement leave, etc.
26.3. The cost of absenteeism has three components:
26.3.1. Direct costs associated with the absence eg. pay and benefits;
26.3.2. Direct costs associated with the management of absenteeism eg. Supervisor’s pay and time; and
26.3.3. Direct and indirect loss of productivity eg. Rescheduling and reorganising resources to complete works.
Absence Management. The parties are committed to reducing, where possible, the number of hours lost due to unplanned absences within the TFS. The baseline for determining whether a reduction has occurred is to be the unplanned abs ence statistics for the year ending 30 June 2004 with a targeted reduction of 10% to be achieved by the end of this Agreement. The parties recognise that decreasing unplanned absences will create greater productivity and consequent reductions in overheads. The TF S is to introduce management processes that are to assist in reducing unplanned absences. In the event that the targeted reduction is achieved, the TFS will consider the implementation of a trial of a 'No Credit/No Debit Sick Le ave' system. (2004)
Absence Management. The Supplier shall support the Contracting Body to develop policies and procedures to monitor and manage planned and unplanned absence including but not limited to annual leave, sickness, maternity/paternity, special leave or other periods of absence.
Absence Management. 18.1 Short term absences
(a) Absence management will primarily be managed through the use of the shift support can makers in accordance with clause 15 (Shift Support Can Makers).
(b) However, if after calling on the shift support can maker on the shift there are still absences on the shift below the standard levels of coverage as defined in clause 16 (Crewing Levels and Duties), the Shift Leader will request an employee to stay back on overtime or call an employee in for overtime to cover the absence.
(c) If an absence cannot be covered with overtime and the Shift Leader has attempted to call employees using the Overtime Availability Roster, casual employees or labour hire workers may be utilised. Casual employees or labour hire workers will not be used to cover absences where the role to be covered requires particular skills, unless the worker holds relevant qualifications.
(d) In a situation where the absence is not to be covered and the shift will run with less than the stated crewing levels in clause 16 (Crewing Levels and Duties), the Shift Leader will consult the crew Employee Representative and the OHS Representative affected to ensure he/she takes into account:
(i) safety - including consideration of the number of change overs and that the line is not subject to excessive work content;
(ii) quality – that the process can comply to the standards required; and
(iii) other works which may impact the line.
(e) In the event that significant crewing issues persist, one decorator may be shut down to allow continuous production.
Absence Management. An employee has the obligation to be ready, willing and able to perform duties on a continuous basis. The Supervisor/Head of Department will, irrespective of the length of an Employee’s absence, review each case as appropriate. Such review will be in accordance with the Employer’s Absence Management Policy. Any review will have reference to the Australian Fair Pay and Conditions standard of ten (10) days of ▇▇▇▇▇’s/Personal Leave per annum which will be utilised as a guide to the appropriateness of absences and will have reference to the pattern or trend, previous attendance record, length of absences, number of absences, number of statutory declarations supplied, working relationships and the performance and domestic situation of the Employee. Ongoing absences are at odds with the Employee’s contract of employment obligations and may require disciplinary action up to and including termination. The Employer reserves the right to be flexible in the approval of leave in exceptional circumstances.