Absenteeism Policy Sample Clauses

Absenteeism Policy. ‌ a. Definitions: i. Occurrence: Any absence from work of one (1) or more consecutive days for any reason. Occurrence does not include: • Sick time used for bereavement for the death of an immediate family member in accordance with Section 16.2(a)(vi); • When an employee works a partial day; • Compensatory time; • Vacation; • Jury duty leave; • Union leave; • FMLA leave; or • Up to three (3) doctors’ appointments in a rolling 12-month period during working hours. ii. Partial Day: half or more of his or her scheduled shift and then uses accrued sick leave for the remaining portion of the shift, this is also not an occurrence.
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Absenteeism Policy. All employees have the responsibility to be on the job at the appointed time or to make the necessary arrangements for their absence. All employees shall follow the leave procedures in Article 8. The Superintendent or designee may, upon evidence of frequent or unusual absence, require the name of the attending physician or surgeon, if any. If the problem continues, the Superintendent or designee may request a doctor’s certificate for any subsequent absences. However, the Superintendent or designee shall provide the employee with a written warning prior to making such a request pursuant to Article 22, Corrective Action.
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Absenteeism Policy. 1. The employer pursues an active policy aimed at reducing absenteeism. 2. In consultation with the central works council, the employer adopts illness reporting regulations, in which at least the following is provided: - when the employee must at the latest report sick to the employer in case of illness, also during holidays; - which rules the employee must observe in case of illness/unfitness for work; - possible verification and monitoring activities the employer can carry out. In support of an active policy aimed at reducing absenteeism, the parties to the Collective Labour Agreement for Hospitals have made recommendations in the ‘Protocol of Recommendations for the improvement of the working conditions in hospitals and for combating absenteeism, unfitness for work and workload' (Annex F). Chapter 5 Facilities for (members of) employees' organisations, professional association and extra powers of the (central) works council Article 5.1. Facilities for employees' organisations 1. Members, executive members and union consultants of employees' organisations are offered facilities within Sanquin for carrying out their activities. Executive members and union consultants are understood to mean the members that have been designated by employees' organisations and made known to Sanquin. 2. These facilities include at least: - the use of notice boards for information and announcements of employees' organisations; - the use of rooms of Sanquin for meetings of the employees' organisations; - the use of telephone, e-mail and Internet. 3. Within reasonable limits executive members are enabled to establish personal contacts with their members working at Sanquin.
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Absenteeism Policy. The Absenteeism Policy at the Canton CSC is based on a rolling 13 week period. It is designed to accomplish the following major goals:
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Absenteeism Policy. Company has agreed to allow four (4) doctor slips within a calendar year with not more than two (2) to be utilized per quarter. SIDE LETTER #3: The Excellence in Safety policies of the Company will not be modified from the documents dated 4/1/2019, during the duration of this Agreement without first negotiating with the Union for agreement in any such modifications. SIDE LETTER #4: Profit Sharing
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Absenteeism Policy. 1. The employer pursues an active policy aimed at reducing absenteeism. 2. The employer will, in consultation with the central works council, draw up regulations for reporting sick, which will at least stipulate: - When the employee must report sick to the employer in the event of illness, also during holidays; - Which regulations the employee must observe to in the event of illness / incapacity for work; - Possible control and supervision activities that the employer can carry out.
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Absenteeism Policy. The following policy outlines the facility’s rules on absenteeism. The past attendance record, overall performance record of the employee, and extenuating circumstances of the absence will be taken into consideration when enforcing this policy.
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Absenteeism Policy. 6.1 The Employee who fails to properly notify the company of his/her absence for three consecutive working days will be considered to have voluntarily terminated his/her employment with the company.
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Absenteeism Policy 
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Related to Absenteeism Policy

  • Absenteeism No employee may absent himself from his work during the hours in which the establishment is open without the express permission of his employer except on account of illness and/or injuries or for causes beyond the control of such employee. An employee shall, within 24 hours of his failure to report for work, cause his employer to be notified thereof in the most expeditious manner available.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Travel Policy Section 1. Travel allowances and reimbursements, including meal, lodging and transportation expenses, shall be as provided in the Department of Administrative Services, Oregon Accounting Manual Travel Policy (OAM #40.10.00.PO). However, Section .105 of the policy shall read as follows: Personal telephone calls to immediate family members or significant others to confirm the traveler’s well being while on travel status are allowed. Employees shall be reimbursed for one (1) phone call home on the first day of travel and every other day for a five (5) to ten (10) minute call. When authorized by the Agency, employees will be provided access to State phone cards or State phone card numbers. When State phone cards are not available or the employee does not charge the call to his/her hotel room, employees shall provide receipts. Personal telephone bills reflecting the eligible calls made during travel status can serve as a receipt. The Employer shall give the Union at least thirty (30) days advance notice of any proposed changes to this policy. Such changes which involve a mandatory subject of bargaining shall be subject to negotiation if requested by the Union.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • Business Conduct Merger Sub was formed on December 3, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Code of Conduct The rules, procedures and restrictions concerning the conduct of ISO Directors and employees contained in Attachment F to the ISO Open Access Transmission Tariff.

  • Company Policies and Benefits The employment relationship between the parties shall also be subject to the Company’s personnel policies and procedures as they may be interpreted, adopted, revised or deleted from time to time in the Company’s sole discretion. Executive will be eligible to participate on the same basis as similarly situated employees in the Company’s benefit plans in effect from time to time during Executive’s employment. All matters of eligibility for coverage or benefits under any benefit plan shall be determined in accordance with the provisions of such plan. The Company reserves the right to change, alter, or terminate any benefit plan in its sole discretion. Notwithstanding the foregoing, in the event that the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • Sick Leave Policy It is the policy of the State of Ohio to not unreasonably deny sick leave to employees when requested. It is also the policy of the State to take corrective action for unauthorized use of sick leave and/or abuse of sick leave. It is further the policy of the State that when corrective and/or disciplinary action is taken, it will be applied progressively and consistently. It is the desire of the State of Ohio that when discipline is applied it will serve the purpose of correcting the performance of the employee.

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