Absenteeism Management Clause Samples

Absenteeism Management. ▇▇▇▇▇▇ and ▇▇▇▇▇▇▇ Nth Qld Pty Ltd Certified Agreement No 1- 2006 21 7.3.1 It is recognised by the parties to this Agreement that the abuse of sick leave, adversely affects productivity and efficiency in the workplace. 7.3.2 The parties acknowledge that sick leave provides a form of income protection so that employees and their families are less likely to suffer financial hardship if an employee is unable to attend work due to illness or injury which is not work-related. 7.3.3 In an effort to reduce excessive absenteeism and minimise both the cost to the employer, unnecessary operational disruptions and unnecessary hardship to employees who regularly attend for work, the parties agree to the following: (a) The company will monitor the use of sick leave and may exercise its right to counsel employees, and issue warnings in cases where: ⏵ sick leave use exceeds the rate of accrual; ⏵ linking of sick leave to any assigned day off; ⏵ a pattern of sick leave use is evident; ⏵ unauthorised absence from work; ⏵ the employer can demonstrate an employee was not genuinely ill or injured; ⏵ the conditions prescribed in sub clause 7.2.3 (a) & (b) have not been met; ⏵ any other reason associated with suspected misuse or abuse of sick leave. (b) In reference to the linking of Sick Leave, the parties acknowledge that there is an unacceptable incident of employees linking days and that employees who continue this practise will be subject to formal warnings which may lead to their employment being placed at risk; (c) In making any inquiries and activating the counselling procedure, the employer will have regard for genuine cases of sick leave; (d) In cases of unacceptable use of sick leave as described in paragraph (a) of this sub clause, the counselling procedure will include written warnings which may lead to employment being placed at risk; (e) It is understood, between the parties that absenteeism by linking is of major concern with significant effects on processing in-coming stock, assembling pallets and packing produce. Management will apply its best endeavours to monitor and control all absenteeism as outlined in the guidelines of this clause. It is agreed between the parties that management will not be held responsible for excessive absenteeism and those employees who have been rostered to work and report for duty will process all in-coming stock, assembling all pallets and pack all produce as required; (f) For the purpose of this provision, an ‘unauthorised absenc...

Absenteeism Management. The parties to the agreement recognise that absenteeism through sick leave is continuing to have a significant impact on the operations of the QFRA. Continued commitment to the significant achievements in previous Enterprise Partnership Agreements in the reduction in sick leave is required. This initiative seeks to continue that downward trend of sick leave by reducing the level of sick leave that could be considered as outside of reasonable level for any given day/shift. The savings target of this initiative is 31 % of the savings required. The focus of the initiative is to continue the downward trend of absenteeism and target particular periods and patterns of usage. A management plan will be formulated and a joint management and union working party will be established to assist in the development and implementation of the management plan.

Absenteeism Management. It is recognised by the parties to this Agreement that absenteeism for reasons other than genuine illness, adversely effects productivity and efficiency in the workplace. To minimise both the cost to the Employer, unnecessary operational disruptions and unnecessary hardship to Employees who regularly attend for work, the parties agree to the following- The Employer will monitor absenteeism levels and may exercise its right to counsel Employees. The Employer in this process may require a certificate for any absence. For the purpose of this clause, an 'unauthorised absence' is defined as an absence which has not been supported by a medical certificate and accordingly the Employee shall not be paid for the day or period of unauthorised absence.

Absenteeism Management. (a) The employee shall first be afforded an opportunity to express work-related causes considered to contribute to the personal/ carers leave patterns. (b) An employer may as a result of substantial concern over the consistent use of paid personal/ carers leave and which is based on the nature of its occurrence, duration and overall pattern over a 6 months period, formally notify that employee in writing that such personal/ carers leave usage will be scrutinised from a certain date for a fixed period of 6 months. (c) Where misuse of paid personal/ carers leave over a 6 months period is so identified, an employer may require, for all absences of any duration, for that employee to provide medical certificates or other proof of illness of satisfaction to the employer. Where more than two consecutive days of personal/ carers leave is taken the employee must provide the employer with a valid medical certificate or statutory declaration. (d) In requiring an employee to provide a medical certificate or proof of illness, the employer shall first exercise equity and good conscience in reaching that decision: Provided also that an employee who is aggrieved by the employer's decision may seek the advice and assistance of the Union.

Absenteeism Management. The parties acknowledge the current rate of unplanned absenteeism per employee is unacceptable. Therefore, the parties agree to proactively manage unplanned absenteeism with the aim of reducing the current rate to an acceptable level of less than 10 days per annum per employee. Accordingly, the parties agree to proactively implement and support the following strategies over the life of the agreement: • Communicate expectation to employees about workplace attendance. • Review existing metrics for monitoring and reporting unplanned absenteeism, analyse data on a regular basis and communicate results with the single bargaining unit and managers responsible for addressing absences. • Review process for managing different types of absences and provide targeted intervention and support where high rates of absence occur. • Raise awareness of available health and wellbeing programs and employee support programs. • Review current work-life balance initiatives, including pre-retirement options. • Address unacceptable levels of absence in employee performance management processes. • Commit to injury prevention by analysing risks and trends and implementing appropriate control strategies. • Review process for rehabilitation and return to work following employee injury or illness. The parties agree to joint oversight of the development and implementation of the above initiatives through the single bargaining unit.

Absenteeism Management. This procedure is designed to minimise the potential for sick leave abuse by Employees and is to operate in conjunction with the personal leave paragraph of this Agreement.

Absenteeism Management. 6.2.1 Sick/▇▇▇▇▇’s leave should only be claimed when the physical consequences of injury or illness or the requirement to care for an immediate family member or household member prevent an Employee from attending work. 6.2.2 The Parties to this Agreement recognise that absenteeism and/or misuse of sick/carer’s leave is a controllable overhead and misuse of this benefit is detrimental to the operations of Council in respect to services to rate payers. In recognising this, the Parties have agreed on the following procedure to manage sick/carer’s leave misuse and absenteeism: 6.2.2.1 Sick/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 a possible risk to others or they are required to care for an immediate family member or household member. 6.2.2.2 It is an insurance to protect Employees and their families against financial hardship should the Employee be unable to continue in his normal occupation. 6.2.2.3 This procedure is designed to curtail sick/carer’s leave misuse and absenteeism by Employees who are absent from work and who are not genuinely unfit for duty and is to operate notwithstanding other provisions of this Agreement. 6.2.2.4 Council shall, from time to time, review Employee sick leave records with a view to establishing a list of Employees who have a record of attendance which gives cause for reasonable concern. 6.2.2.5 Any Employee with a record of attendance which gives cause for reasonable concern shall be interviewed by Council. The Employee shall be notified, at the time of setting the interview time and date, that they are entitled to have an advocate or a support person of their choice present at the initial and any subsequent meeting. If the discussion does not provide satisfactory reason for the Employee’s absences, then a letter of warning is to be sent to the Employee and appropriate actions for improvement documented. 6.2.2.6 If no improvement is observed in the next period, the Employee will again be interviewed and if the interview results in unsatisfactory reasons being given, then a second letter of warning is to be sent to the Employee, also indicating proof of illness or a certificate may be required for any subsequent absence. This letter of warning shall also inform the Employee that unless their attendance record improves further disciplinary action, up to and including termination of employment may follow. 6.2.2.7 ...

Absenteeism Management. It is recognised by the parties to this Agreement that absenteeism for reasons other than genuine illness, adversely effects productivity and efficiency in the workplace. To minimise both the cost to the employer, unnecessary operational disruptions and unnecessary hardship to employees who regularly attend for work, the parties agree to the following- The employer will monitor absenteeism levels and may exercise its right to counsel employees. For the purpose of this clause, an `unauthorised absence’ is defined as an absence which has not been approved prior to the absence of or subsequently authorised according to the individual circumstances the employee shall not be paid for the day or period of unauthorised absence.

Absenteeism Management. This procedure is designed to minimise the potential for sick leave abuse by Employees and is to operate in conjunction with the personal leave paragraph of this Agreement. An Employee with an unsatisfactory attendance record shall be interviewed by the Employer in the presence of the Employee’s representative, if the Employee so requests. If the Employee is unable to provide evidence that the absences are on account of illness or injury or other explanations for the absences that are satisfactory to the Employer, the Employee may be subject to disciplinary action in the form of counselling or a written warning, dependent on the circumstances of each case. For the purpose of this paragraph, unsatisfactory attendance includes, but is not limited to: absences totalling more than 10 days in a year of service; absences of more than 1 day, where no medical certificate has been provided to the Employer; a pattern of non-attendance (e.g. consistent Mondays or Fridays off). Where an Employee has an unsatisfactory attendance record as described in paragraph 9.3.3, the Employee is required to produce a medical certificate or other evidence to the satisfaction of the Employer for any further absences. If there is no improvement in the Employee’s attendance record and/or the Employee fails to meet the notice and evidence requirements in paragraph 9.2.6.1, the Employee may be subject to disciplinary action up to and including a final written warning. Further failure to meet the notice and evidence requirements may provide grounds for termination of employment.