Absent Without Leave. Any employee who fails to report for scheduled work for two (2) consecutive days shall be considered as having abandoned their position and resigned their employment. The County may declare the position vacated except, and unless, the employee provides evidence that the employee was unable to notify the supervisor of the absence by reason of sickness, physical disability, or other legitimate reason beyond the employee’s control.
Absent Without Leave. A teacher absent in excess of leave provisions during the school year shall have their salary reduced by the amount of (number of individual contract days i.e. 1/185) the day(s) in excess of available leave.
Absent Without Leave. 1. An employee will be deemed “absent without leave” when absent from work because of any of the following:
a. A reason that conforms to a policy currently in effect but the maximum days provided for in that policy are exceeded without prior approval;
b. A reason that does not conform to any policy currently in effect;
c. Failure to report to work without prior notification to the site- supervisor.
2. In no case will an employee be compensated for time lost due to being absent without leave.
3. An employee who is absent from work without prior approval is subject to disciplinary action, as is one who was unable to obtain prior approval due to unusual circumstances and such approval is denied upon the employee’s return.
4. An employee who is “absent without leave” for a period of three (3) consecutive workdays will be considered to have abandoned the position, resulting in the recommendation to the Governing Board for immediate termination of employment.
Absent Without Leave. If a teacher is absent without leave, a portion of their salary (1/186, or a proportional share in the case of a teacher employed less than full-time) shall be deducted for each day they is absent. In the event that a teacher loses more than three days of pay in any year and is not eligible to have their benefits covered under any other provisions of the Negotiated Agreement, then the teacher will be obligated to reimburse the District for any costs incurred in continuing the teacher’s benefits for any subsequent days without pay in that year. Nothing herein shall be deemed to prevent the Superintendent from taking disciplinary or corrective action for just cause based on excessive absenteeism of a teacher.
Absent Without Leave. Employees determined to be Absent Without Leave (AWOL) will be charged Leave Without Pay (LWOP) and will not be required to use vacation hours.
Absent Without Leave. An employee who does not notify his Supervisor within the first four (4) hours of his shift that he/she will be absent, will be charged with absent without leave (AWOL). Unless the employee was unable to call due to a hospitalization or other mitigating circumstances, the employee will be charged with violating the Attendance Policy. If the employee calls in to notify his Supervisor that he/she is not coming in, but has no mitigating circumstances, the Supervisor may request the employee to come in. If the employee refuses and no mitigating circumstances are found, the employee will be charged with AWOL. The review period for AWOL is a twelve (12) month floating period. The discipline will start no lower than Step Two of the discipline guidelines and will be considered excessive absenteeism when an employee is already in violation of the policy. Discipline Guidelines and Steps Instances Recommended Discipline 1st Step 5 instances or 3 instances totaling 52 hours of work time lost. Verbal Counseling 2nd Step 6 instances or 3 instances of 60 hours or more of work time lost Written warning if instance is within six months from a verbal warning (See AWOL) 3rd Step This step is triggered by the next instance if employee’s record falls within the definition of excessive absenteeism. 3 days administrative suspension if instance is within six months from a written warning (See AWOL) 4th Step This step is triggered by the next instance if employees record falls within the definition of excessive absenteeism 10 days administrative suspension if instance is within six months from a 3 day suspension 5th Step This step is triggered by the next instance if employees record falls within the definition of excessive absenteeism Termination hearing if instance is within six months from a 10 or more day suspension
Absent Without Leave. An employee who has been absent for a period of 7 working days without the consent of the Council and who does not, during such time, establish to the satisfaction of the Council a reasonable cause for the absence shall be deemed to have abandoned their employment. Before an employee is terminated on the basis of abandonment of employment, Ipswich City Council Management shall make a reasonable effort to contact the employee. Any termination of employment on the basis of abandonment shall be effective as from the date of the last attendance at work or the last day’s absence in respect of which consent was granted.
Absent Without Leave. A driver who is planning to be absent from duty shall report the reason to the Director of Transportation or designee prior to the date of absence just as soon as possible, and in no case later than one (1) hour before the commencement of a working day. All unauthorized and unreported absences shall be considered absence without leave and deduction of pay shall be made for the period of absence. Three
Absent Without Leave. Absent without leave is an unauthorized absence from duty. The RN receives no pay for such absence. Absent without leave is a payroll classification, and is not a disciplinary action in and of itself but may serve as the basis for disciplinary action.
Absent Without Leave. An Employee who absents himself/herself from his/her employment without prior authorization and who has not informed the immediate supervisor of the reason for absence shall after three (3) consecutive days of such unauthorized absence be considered to have abandoned his/her position and shall be deemed to have resigned irrevocably, unless it is subsequently shown by the Employee that special circumstances prevented him/her from reporting to or communicating with his/her place of work.
