Absence Without Approved Leave Clause Samples

Absence Without Approved Leave. An employee not on sick leave or authorized leave of absence but absent without notice of any kind for three days, shall be considered resigned at the discretion of the Employer. The Employer may, however, consider any written request of the employee or the Union on the employee’s behalf.

Absence Without Approved Leave. Any absence of an employee from duty, including any absence for a single day or part of a day, that is not authorized by a specific grant of leave of absence under the provisions of this Agreement, will be deemed to be an absence without approved leave. Any such absence shall be without pay and may be subject to disciplinary action. In the absence of such disciplinary action, any employee who absents him or herself for three (3) consecutive working days without leave shall be deemed to have resigned. Such action may be reconciled by a subsequent grant of leave if the conditions warrant.

Absence Without Approved Leave. Any unauthorized, unapproved absence by an employee, without extraordinary extenuating circumstances that can be verified, shall be grounds for disciplinary action and/or termination. If verifiable extenuating circumstances are found to have existed, the Department Head may approve the absence as an authorized leave without pay. Any employee who is absent without approved leave for more than three consecutive scheduled work days is considered to have abandoned his/her employment; voluntarily terminating the position without notice. The District will consider the last day on which the employee actually rendered service as the date of separation. The District shall serve notice of the separation by certified mail or personal service to the employee’s last known address and provide appropriate appeal process notification should the employee wish to appeal. An employee who is absent for less than three consecutive scheduled work days without notice, approval, and verifiable extenuating circumstances, will be subject to disciplinary action up to and including termination from employment.

Absence Without Approved Leave. A. Absence from duty without approved leave for five consecutive workdays, whether voluntary or involuntary, shall be considered an automatic resignation from the State Bar retroactive to the last day the Employee worked or was on approved leave. B. Prior to administratively separating an Employee, the State Bar shall provide written notice to the Employee identifying the effective date of the automatic resignation and the factors supporting the invocation of this Section. C. The Employee shall be provided at least five (5) working days from the date of the notice to object to the automatic resignation. The Employee’s objection shall be heard by a representative chosen by the State Bar, who shall have the authority to sustain or rescind the automatic resignation, and who shall notify the Employee of the representative’s decision in writing within five (5) working days. D. The representative’s decision to sustain or rescind the automatic resignation shall be subject to the grievance and arbitration procedure. The Employee may file a grievance challenging this decision directly at Step III of the grievance process as described in Section 17(D)(4), skipping Steps I and II of the grievance process, within fifteen (15) working days of receiving the written decision to sustain the automatic resignation. E. Reinstatement following automatic resignation shall be granted if: 1) the Employee has provided a satisfactory explanation for the Employee’s absence and their failure to obtain leave and; 2) the Employee is either (a) ready, willing, and able to resume performing the duties of their former position, or (b) the Employee has met the criteria for a leave of absence pursuant to Section 32 and will be granted such leave upon reinstatement. Absence due to an Employee’s own medical incapacity, as established by sufficient supporting documentation from the Employee’s treating health care provider(s), shall be considered a satisfactory explanation for the Employee’s absence pursuant to this subsection. F. An Employee so reinstated shall not be paid salary for the period of their absence following their automatic resignation, except that they shall be permitted to apply unpaid sick leave and personal leave accruals, if applicable, that were in the Employee’s leave bank at the time of the automatic resignation. If the Employee chooses not to apply those leave accruals, any unpaid accruals shall be credited back to the Employee’s leave bank at the time of their reinstate...

Absence Without Approved Leave. ‌ A.) An absence of an employee that is not authorized under these provisions shall be considered as an absence without leave and may be grounds for disciplinary action or termination. B.) If an employee fails to return from an authorized leave of absence within five (5) days of his/her scheduled return date, this action may be treated as job abandonment, and the date the leave of absence expires shall be considered the last day of employment.

Absence Without Approved Leave. 1. Absence without approved leave (AWOL) is absence without pay resulting from a determination by the Employer that no type of leave will be approved for a period of absence for which the employee did not obtain advance approval or for which a subsequent request for leave was denied. A bargaining unit employee who is absent without approved leave for any reason must explain to his/her immediate supervisor the cause of the absence and the reason for failure to request permission to be absent. If the Employer determines that the bargaining unit employee was absent for insufficient cause, the period of absence will be charged as AWOL. This includes instances when an employee has not complied with a supervisory requirement to supply medical documentation to support an absence as cited in Section B.4.b-c. 2. An employee who does not report to duty and/or does not request leave is considered absent without leave until such time as leave is requested and approved. An employee who has followed established procedures for requesting leave shall not be considered AWOL solely as a result of the supervisor's, or designee's, unavailability to approve the employee's leave request. An absence initially recorded as AWOL may subsequently be converted to approved leave at the Employer's discretion based on receipt of acceptable justification. 3. A charge of AWOL does not, in itself, constitute a disciplinary or adverse action, although AWOL could subject an employee to disciplinary or adverse action.

Absence Without Approved Leave. An employee who fails to return from a paid or unpaid leave of absence or is absent without leave for three (3) calendar days shall be considered to have abandoned their job and treated as a voluntary resignation unless the City determines to the contrary. Nothing herein precludes the City from granting an extension of an approved leave of absence requested in advance of the expiration by the employee.