ABSENTEEISM/TARDINESS Sample Clauses

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 supervisor 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. An 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.

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 as one (1) to a maximum of seven (7) consecutive calendar days(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 (8) 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 provision of Family & Medical Leave Act (FMLA).

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.

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.

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

ABSENTEEISM/TARDINESS