Absenteeism Control Measures. Personal/carer's leave is unlike annual or long service leave in that it is conditional upon an Employee being ill or injured to the point of being unfit for duty or being required to care or support a member of the Employee's immediately family or household. It is an insurance to protect the Employee and their family against hardship should the Employee be unable to continue their work and should only be utilised when an Employee is ill or injured or is required to provide care or support. This procedure is designed to manage personal/carer's leave abuse by Employees who are absent from work and who are not genuinely unfit for duty. At the end of each three monthly period or such other period as the Employer determines, the Employer shall review persona/carer's leave records with a view to determining Employees whose record of attendance gives cause for reasonable concern. Any Employee with an unsatisfactory record shall be interviewed by the Employer in the presence of a support person. If the discussion with respect to the absences does not provide satisfactory reason for the absences, a letter of warning shall be sent to the employee. If no improvement is observed, the Employee shall be interviewed again with a support person present and if the interview results in unsatisfactory reasons being given, a second letter of warning is to be sent to the employee, indicating that any further absences away from work for any time whatsoever shall require a certificate from a duly qualified medical practitioner. If the above procedure does not change the Employee's behaviour, the Employee may face further disciplinary action up to and including termination of employment. The above procedure does not limit the Employer's right to take termination or other disciplinary action against any Employee that has been found guilty of filling out a false personal/carer's leave application forms and claiming personal/carer's leave pay when that period away from work was not genuinely on personal/carer's leave. That is a matter relating to fraudulent misrepresentation which may justify instant dismissal.
Absenteeism Control Measures. All Employees are required to regularly and reliably attend for work. In cases where there is a genuine concern that an employee may be misusing their personal/carers leave, for example—where an employee develops a pattern of single day absences adjacent to rostered days off and/or weekends and Public Holidays—the employee may be managed in accordance with the Fair Work Commission.
Absenteeism Control Measures. 16.1 Sick Leave is unlike Annual Leave or Long Service Leave in that it is conditional upon an employee being ill or injured to the point of being unfit for duty. It is an insurance to protect the Employee and his/her family against hardship should he/she be unable to continue his/her normal occupation and should be only so utilised.
Absenteeism Control Measures. 36.1 Sick Leave is unlike Annual Leave or Long Service Leave in that it is conditional upon an employee being ill or injured to the point of being unfit for duty. It is an insurance to protect the Employee and his/her family against hardship should he/she be unable to continue his/her normal occupation and should be only so utilised.
Absenteeism Control Measures. Sick leave is unlike annual or long service leave in that it is conditional upon on an employee being ill or injured to the point of being unfit for duty. This procedure is designed to curtail sick leave abuse by employees who are absent from work and who are not genuinely unfit for duty and is to operate notwithstanding the provisions of Clause 5.3 (Sick Leave). At the end of each (3) monthly period, the employer shall review of sick leave records with a view to establishing a list of employees whose record of attendance gives cause for reasonable concern. Any employee with an unsatisfactory record shall be interviewed by the employer. The employee may have their Union Delegate, Organiser, or other representative present. If the employee can not provide a satisfactory reason for the absences, then a letter of warning will be issued to the employee. If no improvement is observed in the next period, the employee is to be again interviewed, and if the employee can not provide satisfactory reasons for their absences, then a second letter of warning be sent to the employee. If the above action still results in unsatisfactory attendance at work then a final warning is to be given and if this is disregarded then good grounds will have been established for termination of employment. The above procedure does not operate to withdraw the employer's right to take termination action or other disciplinary action against any employee if that employee has been found guilty of filling out a false sick leave application form and claiming sick leave pay when that person was not genuinely on sick leave. That is a matter relating to fraudulent misrepresentation which may justify instant dismissal.
Absenteeism Control Measures
