ABSENTEEISM/TARDINESS Sample Clauses

ABSENTEEISM/TARDINESS. The Hospital and the Union are committed to consistent work patterns, although realizing that there are usually day-to-day occurrences that necessitate unscheduled time off. Excessive unscheduled absences will be subject to review, possibly resulting in corrective action. Specific exceptions will be made in situations qualifying under the Family Medical Leave Act. Section A. Excessive absenteeism is defined as having six (6) occurrences in a twelve (12) month period. Approved scheduled Paid Leave Time, Low Census, and time off for an on-the- job injury is not considered when calculating an occurrence. Excessive absenteeism also includes demonstrable patterns of absenteeism (e.g. patterns such as frequently calling in sick the day before or day after holidays, scheduled days and/or vacations; regularly calling in sick the same day each week; calling in sick on Friday’s after pay day; calling in sick to avoid floating; calling in sick on weekends and holidays, etc.) Additional occurrences will warrant further disciplinary actions as defined in the progressive steps of discipline. Absences of one (1) day or a series of consecutive workdays missed for the same reason shall be counted as a single occurrence.
Sample 1
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ABSENTEEISM/TARDINESS. ‌ 38.1 Clocking In/Out. Employees are required to report to work and clock in and out at the appropriate times. All employees shall punch the time clock no earlier than seven (7) minutes before the start of their shift and no later than seven (7) minutes after their shift ends. This language shall not apply when a s upervisor requires the employee to stay past their shift finish time to complete work or wait for the next shift’s employees to arrive. Employees who clock in more than seven (7) minutes but less than twenty (20) minutes late shall not have such tardiness count as an occurrence for the purposes of this Article 38 - Absenteeism/Tardiness when such tardiness is related to severe weather conditions, as solely determined by the Administrator. Employees clocking in more than seven (7) minutes before the start of their shift or clocking out more than seven (7) minutes after the end of their shift, without Supervisor’s approval, and employees that fail to either clock in or clock out for the day may be disciplined according to Section 38.4. An employee who reports prior to their scheduled starting time and departs after their scheduled quitting time for reasons of personal convenience is not entitled to compensation for the early arrival or late departure. A n employee must not start work before the scheduled starting time or work after the scheduled quitting time merely by reason of being on the premises. If the system malfunctions or if employees have difficulty clocking in or out, they must immediately notify their supervisor who will assist them or will make a record of their hours for payroll purposes.
Sample 1
ABSENTEEISM/TARDINESS. This section will be in full force and effect six months after contract ratification. A. Absenteeism Absenteeism is defined as failure to report to work as scheduled, or working less than one-half the scheduled shift. Employees who violate this policy with patterned and/or excessive absenteeism shall be subject to corrective action. An “absence occasion” is defined as one (1) to a maximum of seven (7) consecutive calendar day(s) with unplanned absences, excluding approved FMLA leave. For an illness extending beyond seven (7) calendar days, the employee must present the appropriate manager with a doctor’s note for the illness to be treated as a single occasion. Hence, if an employee has eight (8) or more consecutive calendar days of unplanned absences, then the eighth (8th) consecutive calendar day will be considered an additional “absence occasion.” “Patterned” absences constitute a violation of this section. With the exception of absences on holidays which require longer time periods in which to investigate a possible pattern, examples of patterned absences include, but are not limited to, three (3) or more instances of the following in a three (3) month period: • absence on scheduled weekends or holidays • absence the day before or after a scheduled holiday, vacation, or personal day • absence the scheduled workday after payday • coincidence of absence with desirable days off • coincidence of absence with days of heavy or light work load • repeated or patterned absence on a specific day of the week “Excessive absenteeism” is defined as at least four (4) or more absence occasions during any six (6) month period. In addition, two (2) or more absence occasions within any two (2) month period following receipt of a corrective action for absenteeism constitute excessive absenteeism. Repeated periods of extended absence due to illness or injury may be considered excessive absenteeism since they interfere with the delivery of patient care and departmental productivity, and may constitute a violation of this policy unless these absences are covered under the provisions of Family & Medical Leave Act (FMLA).
Sample 1
ABSENTEEISM/TARDINESS. This policy is set forth to define the standards used to evaluate non-acceptable absenteeism and tardiness for Lincoln Lutheran team members. This policy is outlined to assure uniform standards of administration among team members. Purpose: The primary purpose of this policy is to encourage improvement. In health care, attendance and punctuality are prominent components of acceptable team member performance since the safety and welfare of our residents depend upon workers being at their assigned jobs at defined times. In addition, team members who are frequently absent, who arrive late or who leave early place an unnecessary burden on those who come to work on time, who schedule personal business outside of work hours, and who keep absences to a minimum. Team members whose absences, early departures and late arrivals are considered excessive will be considered as performing unsatisfactorily and will be subject to corrective action (including possible dismissal) if their dependability problems are not corrected. This policy does not cover fraudulent or deliberate absences/tardiness which is considered cause for immediate termination of employment.
Sample 1
ABSENTEEISM/TARDINESS. A. Absenteeism Absenteeism is defined as failure to report to work as scheduled, or working less than one-half the scheduled shift. Employees who violate this policy with patterned and/or excessive absenteeism shall be subject to corrective action. An “absence occasion” is defined and one (1) to a maximum of seven (7) consecutive calendar day(s) with unplanned absences, excluding approved FMLA leave. For all illness extending beyond seven
Sample 1
ABSENTEEISM/TARDINESS. The intent of this program is to establish a fair, consistent, and reasonable approach for absenteeism. The majority of our employees are conscientious and follow good work habits. Unfortunately, there are a few individuals who abuse the system, and for this reason we must have a procedure to administer discipline on a fair basis.
Sample 1
ABSENTEEISM/TARDINESS 
Sample 1
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Related to ABSENTEEISM/TARDINESS

  • 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.

  • Tardiness Tardiness shall be defined as reporting to work eight (8) or more minutes after clock in time. For each three (3) occurrences of tardiness in a school year shall constitute grounds for the issuance of progressive discipline as defined in Article 15.

  • Alcohol on the day of testing all workers onsite shall be required to submit a breath sample i.e. blanket testing.

  • PSYCHOLOGICAL SERVICES Psychotherapy is not easily described in general statements. It varies depending on the personalities of the psychologist and patient, and the particular problems you hope to address. There are many different methods I may use to deal with those problems. Psychotherapy is not like a medical doctor visit. Instead, it calls for a very active effort on your part. In order for the therapy to be most successful, you will have to work on things we talk about both during our sessions and at home. Psychotherapy can have benefits and risks. Because therapy often involves discussing unpleasant aspects of your life, you may experience uncomfortable feelings like sadness, guilt, anger, frustration, loneliness, and helplessness. When treating insomnia specifically, therapy might cause you to experience increased sleepiness and fatigue, especially in the early phases of treatment. On the other hand, psychotherapy has also been shown to have benefits for people who go through it. Therapy often leads to better relationships, solutions to specific problems, significant reductions in feelings of distress, improved sleep, and less fatigue. But there are no guarantees as to what you will experience. Our first session will involve an evaluation of your needs. By the end of the evaluation, I will be able to offer you some first impressions of what our work will include and a treatment plan to follow, if you decide to continue with me for therapy. You should evaluate this information along with your own opinions about whether you feel comfortable working with me. At the end of the evaluation, I will notify you if I believe that I am not the right therapist for you and if so, I will give you referrals to other practitioners who I believe are better suited to help you. Therapy involves a large commitment of time, money, and energy, so you should be very careful about the therapist you select. If you have questions about my procedures, we should discuss them whenever they arise. If your doubts persist, I will be happy to help you set up a meeting with another mental health professional for a second opinion. Please note that the psychological services I provide are not for emergency situations. For emergencies, call 911 or go to the nearest emergency room. My fee is $395 for an initial evaluation lasting 90 minutes, and $250 for each subsequent psychotherapy session (either in-person or over the telephone) lasting 45 minutes. I charge this same $250 per 45-minutes rate for other professional services you may need, though I will prorate the cost if I work for periods of less than 45 minutes in increments of 15 minutes, rounded to the nearest 15-minute increment (e.g., 22 minutes of service will be charged for 15 minutes whereas 23 minutes of service will be charged for 30 minutes). Other professional services include telephone conversations or email responses lasting longer than 15 minutes, and the time spent performing any other service you may request of me. If you become involved in legal proceedings that require my participation, you will be expected to pay for any professional time I spend on your legal matter, even if the request comes from another party, at the same $250 per 45-minutes rate. I do not charge for time spent writing reports and progress notes as per the standard routine of my care of you. I also do not charge for any time I may spend collaborating with your other providers. From time to time, I may institute fee increases and these will be discussed and agreed upon ahead of time with a new Treatment Contract. If it has been more than one year since our last appointment, then you will re-initiate services at my current standard fee which may be higher than the fee you were previously paying. In addition, if it has been more than one year since our last appointment, you will be scheduled for another initial evaluation (90 minutes) and charged accordingly, with subsequent 45-minute psychotherapy sessions thereafter. You are responsible for paying your full session fee. I am not in-network with any insurance companies. If you decide to submit claims to your insurance company for reimbursement for any out-of-network benefits you might have, you may do so. However, be aware that the services provided will still be charged to you, not your insurance company, and you are responsible for the full payment. I have no role in deciding what your insurance covers. You are responsible for checking your insurance coverage, deductibles, payment rates, pre-authorization procedures, etc. Missed appointments, late cancellations (i.e., cancellations within 24 hours of service), and telephone session are not typically covered by insurance companies and therefore you will likely be responsible for the full session fee in these instances. If your insurance company doesn’t reimburse you, I am not responsible for refunding you any payment you expected to be reimbursed or otherwise. I will provide you a superbill after each session with the following information that you will need to submit to your insurance company for reimbursement for any out-of-network benefits you might have:

  • Insubordination Bringing intoxicants or illegal drugs into or consuming intoxicants or illegal drugs on any school property or reporting to work under the influence of intoxicants or illegal drugs of any kind in any degree whatsoever;

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Drugs Possession or use of drugs by the Student, any person present in the residence with the Student, or any person present in the Student’s residence with the permission of the Student during the Student’s absence, are strictly prohibited in any UCF DHRL facility. Prohibited drugs include, but are not limited to: A. any substance, the possession or use of which, regardless of amount, could be found to violate Federal or Florida drug abuse prevention and control laws; B. any prescription medication for which the possessor/user does not have a presently valid medical prescription.

  • Sickness Where an employee is absent from work due to sickness or injury the provisions of this clause will apply, depending on whether the absence is due to sickness, or work-related injury, or non-work related injury.

  • Critical Illness Three (3) days per year, with pay, shall be granted in the case of a critical illness or accident to a member of the employee's immediate family as defined in Section 9.4.2. A statement by the physician verifying the need for the employee to be present with the immediate family member shall be attached to the absence form.

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