ABSENTEEISM AND TARDINESS. A. Employee absenteeism places an undue burden on the School District's ability to manage and direct effective programs and services for students, parents, and the community. The School District has a right to expect its employees to be at work regularly and on time. Excessive absenteeism, even due to bona fide reasons, may be deemed excessive.
B. At a time when the Board feels an employee is guilty of absence or tardy abuse, said employee shall be called in and orally warned. If the abuse continues, said employee will be called in a second time and given a written reprimand; and, if such abuse continues, said employee will be called in a third time at which time said employee shall be subject to disciplinary action up to and including dismissal from employment.
C. An employee who is absent without an approved leave may be subject to disciplinary action, including reprimand, loss of pay, suspension without pay, or termination.
ABSENTEEISM AND TARDINESS. The Board of Education requires that a review of individual student attendance be made periodically throughout the year. Religious holidays and NJDOE sanctioned days are the only recognized excused absences. Students who accrue five (5) unexcused absences within any given trimester, will receive a letter which will require a parent conference with the principal. Any additional unexcused absences may lead to a second parent conference. Xxxxxxx charges may be filed against the parent or guardian if a child accrues ten (10) unexcused absences. Retention may be considered once absences reach twenty-four (24) unexcused absences. Tardiness shall be considered if the child is not in homeroom at its commencement - Primary School 9:30 a.m., Elementary School 9:30 a.m., Middle School 8:20 a.m. Up to five late times are permitted per marking period without consequences. At the middle school, administrative detentions will be issued for every late thereafter within the trimester.
ABSENTEEISM AND TARDINESS. Absenteeism or tardiness shall be avoided whenever possible. Excessive absenteeism or tardiness shall be cause for disciplinary action.
ABSENTEEISM AND TARDINESS. Section 1. Absence. Employees may be subject to the following discipline if they have accrued during any 12-month period. Absences Resulting Discipline 6 Oral reprimand 7 Written reprimand 8 One (1) day suspension 9 Three (3) days suspension 10 Employee will warrant further disciplinary action including dismissal at the City's discretion.
ABSENTEEISM AND TARDINESS. A. Unauthorized absenteeism may be grounds for loss of pay, suspension, and/or dismissal. Each employee is expected to notify the Superintendent or his/her designee in the event there is to be a loss of time. Such notification shall include the amount of time the employee expects to be gone. Additional time, beyond the original loss of time contemplated, shall be made in the same manner.
B. It is expected that each Employee will be prompt and prepared for work and will report to the assigned work station at the prescribed time.
C. Any employee finding that he/she will not be available for work at the prescribed time shall notify the Superintendent and/or his designee in advance, except in cases of unusual circumstances when notification will be made at the earliest opportunity. Failure to comply with this procedure may be considered grounds for loss of pay, suspension, and/or dismissal.
ABSENTEEISM AND TARDINESS. Any employee who, because of sickness or other disability, or for any other reason, is unable to report to work on any day on which he/she is scheduled to do so, must notify the appropriate supervisor of such fact at least two (2) hours prior to his/her scheduled reporting time for work after the morning report period on that day, if possible; and at least one-half (1/2) hour prior to his/her scheduled reporting time for the morning report period, if possible. An employee's failure to comply with this Section may be the basis of disciplinary action. Approved leaves of absence shall not be counted as absenteeism for disciplinary purposes. An employee shall not be subject to discipline for absence due to union business provided the union has notified the Company in accordance with the provisions of this Article. An employee shall not be subject to discipline for absence due to illness provided said employee furnishes a valid excuse from a doctor. In no case shall an employee be subject to discipline for absences totaling less than seven (7) days per school year, provided said employee has followed rules regarding notification of Company to the best of his/her ability. Any employee who is late in reporting to work for the first time in a school quarter shall have the right to do his/her run, provided the bus has not left the yard, and provided that no further delay is caused thereby. If an employee is late in reporting to work a second or subsequent time in the school quarter, he/she shall have the right to do his/her run provided that the standby has not begun his/her inspection check. If the run has been given to another driver, the late employee will not be paid the minimum report guarantee unless given other work. A driver will not be considered late until five (5) minutes after his or her report time. No run will be given to a standby driver until five (5) minutes after the report time of the regular driver. It is understood that it is not the intention of the Company to punish an employee for being absent from work. However, the parties acknowledge that the Company will review each individual employee's attendance record on an individual basis. The parties agree to work together to resolve these problems. The Company reserves the right to suspend and/or terminate from employment those employees who do not attempt to correct their attendance problems.
ABSENTEEISM AND TARDINESS. Absenteeism and Tardiness
ABSENTEEISM AND TARDINESS. Absenteeism and tardiness place a burden on other employees and on Teton County. The County is committed to providing the highest level of governmental services and functions to better serve the community. In order to accomplish this, prompt and regular attendance is required.
a. All employees are expected to arrive on time, ready to work, every day.
b. If you are unable to arrive at work on time, or must be absent for an entire day, you must contact your supervisor as soon as possible (at least 30 minutes prior to the start of work). If possible, you must speak with your supervisor and not a coworker. The Elected Official or Department Director may have a specific departmental policy that governs how and when to report when an employee is going to be late or absent for work. Generally, voicemail, text, and email messages are acceptable methods of notification, unless otherwise communicated by your Elected Official or Department Director.
x. Xxxxx is defined as reporting to work after the normal starting time or leaving before regular closing time.
d. Employees who, because of personal business, must be absent from work for 1 hour or more should arrange with their supervisor to be excused in advance.
e. Excessive absenteeism or tardiness will result in discipline that may include termination. The standard of what is excessive is determined by the needs of the particular department or office.
f. Failure to show up or call in for a scheduled shift without prior approval may result in termination. Employees failing to return to work by the expected return date after an approved absence will be considered to have resigned voluntarily as of the date of the expected return.
g. Absences taken under applicable medical or family leave laws are not counted as unexcused absences under this policy. Employees that need reasonable accommodation for a disability are encouraged to notify their supervisor or human resources.
ABSENTEEISM AND TARDINESS. Employees are encouraged to accept the responsibilities of being on the job regularly and on time for work. Absenteeism and tardiness place an undue burden and hardship of Lake Shore Public Schools’ ability to manage and direct the programs, activities, which affect students, parents and the community we serve. Tardiness and leaving early are considered forms of absenteeism. The BOARD and the UNION understand that factors such as chronic illness or other extenuating circumstances must be taken into consideration. The BOARD and UNION recognize that absenteeism penalizes employees who regularly attend. Good attendance benefits employees in terms of job security, better earnings and protection of sick leave benefits. Lake Shore Public Schools has the right to expect its employees to be at work regularly and on time. Excessive absenteeism, even for valid reasons is a concern that must be addressed. It is the responsibility of the BOARD to prove cause for disciplinary action given, and said action is subject to the grievance procedure as set forth in Article IX.
ABSENTEEISM AND TARDINESS. Existing policy requires that an employee notify management in advance of the scheduled shift start when said employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to absences under sick leave provisions since the Working Policy and other policies; pertain specifically to the scheduling of vacation leave, floating holiday leave and funeral leave. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second, applies to an employee who calls in before the start of his or her work shift:
