Common use of ATTENDANCE AT WORK Clause in Contracts

ATTENDANCE AT WORK. A. Attendance at work is important. Frequent absence, failure to call-in prior to the scheduled workday, tardiness, late call-in, and/or early departure disrupts the schedules of students, co-workers, and the operations of the District. Failure to meet attendance expectations will lead to discipline, up to and including termination of employment. B. Where the Superintendent or his designee suspects that a bargaining unit member has abused or otherwise misused paid sick leave or any other form of leave, the Superintendent or designee shall notify the bargaining unit member in writing and meet with the bargaining unit member, together with a union representative to review the member’s attendance record. The Superintendent or designee shall provide a written record of the meeting to the bargaining unit member to which the bargaining unit member may reply in writing. The record of the meeting, together with any written reply from the bargaining unit member, shall be placed in the bargaining unit member’s personnel file and may also be noted on any evaluation instrument. Abuse and/or misuse of paid sick leave or any other form of leave shall include but not be limited to the following: excessive use, patterned use, unfounded use, inappropriate use, incorrect use, and/or improper use. C. Failure to call-in or report off in advance of the scheduled workday, late call-in, early departures, and tardiness shall be measured and recorded on an “occurrence” basis. Bargaining unit members will be charged and notified of an occurrence as set forth herein. Occurrences accrue over a twelve-month

ATTENDANCE AT WORK. A. Attendance at work is important. Frequent absence, failure to call-in prior to the scheduled workday, tardiness, late call-in, and/or early departure disrupts the schedules of students, co-workers, and the operations of the District. Failure to meet attendance expectations will lead to discipline, up to and including termination of employment. B. Where the Superintendent or his designee suspects that a bargaining unit member has abused or otherwise misused paid sick leave or any other form of leave, the Superintendent or designee shall notify the bargaining unit member in writing and meet with the bargaining unit member, together with a union representative to review the member’s attendance record. The Superintendent or designee shall provide a written record of the meeting to the bargaining unit member to which the bargaining unit member may reply in writing. The record of the meeting, together with any written reply from the bargaining unit member, shall be placed in the bargaining unit member’s personnel file and may also be noted on any evaluation instrument. Abuse and/or misuse of paid sick leave or any other form of leave shall include but not be limited to the following: excessive use, patterned use, unfounded use, inappropriate use, incorrect use, and/or improper use. C. Failure to call-in or report off in advance of the scheduled workday, late call-in, early departures, and tardiness shall be measured and recorded on an “occurrence” basis. Bargaining unit members will be charged and notified of an occurrence as set forth herein. Occurrences accrue over a twelve-month