ATTENDANCE GUIDELINES. In reviewing a student’s final attendance average, the entire attendance history (grades 9-12) is considered and is based on Monday through Friday attendance when school is in regular session. Any student appropriately counted for average daily attendance will be considered in attendance, whether physically present or not. Summer school attendance is NOT included. A senior who chooses to be an Early Leaver/Graduate may not have enough days of attendance accumulated to meet the 95% attendance requirement. The A+ Program makes no distinction between Excused and Unexcused absences. All unexcused and many excused absences, including those which a parent or school official is aware of in advance, count against the student’s attendance average. A doctor’s note for an excused absence for colds, flu, strep, or other short-term illnesses does not automatically qualify a student to have that absence waived. The 95% vs. 100% requirement is meant to cover those routine visits and incidents. The following absences DO NOT count against the student’s attendance average for A+ purposes: school-sponsored activities; pre-approved, documented college visits; SPS district-provided Homebound Instruction (a minimum of 10 consecutive days are required to apply for this); and SPS district-approved disability accommodation plans (504 plan). Students may appeal attendance out of compliance (building) decisions with the (district) Site A+ Attendance Appeals Committee. All appeals must be filed with the building A+ Coordinator 10 days prior to the first Monday in December and the first Monday in April of the student's graduation year. Attendance appeal forms, protocol and requirements can be found on the building and district’s A+ webpages. Documentation from the appropriate agency is required for an A+ attendance appeal and should include specific dates, times and appropriate signatures. The following are examples of absences that could rule a student ineligible for an attendance appeal: elective, skip, truancy, and/or late absences. The following are examples of absences that could qualify a student for an attendance appeal: catastrophic illness/injury/event with student or immediate family. Immediate family includes all members of the student’s family who reside in the same location as the student and/or persons approved by the A+ Attendance Appeals Committee.
ATTENDANCE GUIDELINES. Once Athlete has more than three (3) excused absences and/or one (1) unexcused absences, a no-call/no-show for any mandatory practice will result in Athlete being placed on Attendance Warning . Any unexcused absence during the week of a competition (as described in Paragraph 2.2 herein) will result in Athlete being placed on Warning . In the sole, reasonable discretion of the TYCC board of directors, if Athlete is late excessively for practices, Athlete will be placed on Warning. Once Athlete is placed on warning, Parent and Athlete will need to sign a separate agreement that outlines the conditions of the warning before Athlete may attend any future practices or competitions. If Athlete has any other unexcused absences, Xxxxxxx’s participation in the TYCC season is subject to termination by the TYCC board of directors. Any decision to terminate by the TYCC board of directors for violation of this Attendance provision of this Agreement is final, and Parent/Athlete is not entitled to any refund of any monies paid to TYCC.
ATTENDANCE GUIDELINES. Section 1 – To maintain an efficient and productive work environment, PHSC expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on customers, other employees and PHSC. In instances when employees cannot avoid being late to work or are unable to work as scheduled, they must notify their supervisor at (000) 000-0000 as soon as possible in advance of the anticipated tardiness or absence, but not later than before the start of their scheduled shift. Employees are required to notify their supervisor of the specific reason for the tardiness or absence prior to the beginning of their scheduled shift. If the absence is due to a valid illness or other qualifying reason as defined in Oregon Paid Sick Leave, the employee shall notify the supervisor of the specific reason and estimated length of the absence. When the need to use Paid Time off is foreseeable, the employee shall provide notice to their supervisor as soon as practicable and shall make a reasonable effort to schedule the Paid Time Off in a manner that does not unduly disrupt the operations of the employer. The employee shall inform their supervisor of any change to the expected duration of the Paid Time Off as soon as is practicable. Section 2 – 3.0 points shall be assessed for each No-Call/No-Show. PHSC makes reasonable accommodation for qualified individuals with disabilities where it would not be an undue hardship. In some cases, it may be a reasonable accommodation to provide unpaid leave beyond that provided in this policy which would not be assessed but would be reviewed under the undue hardship standard. Such leaves shall not be of an indefinite duration. All other absences will be assessed at managements’ discretion. For each tardy or absence not due to protected leave status, the following point system shall apply: Each absence of a ½ hour or less shall be assessed .5 points. Absences of more than ½ hour but less than half a day shall be assessed 1 point. For absences of a full day, 2 points shall be assessed. For absences of more than a full day that fall on consecutive work days and are for the same illness, 2 points shall be assessed. Any absence on a scheduled work day before or after an approved vacation or Holiday begins shall be assessed 3 points. If during any consecutive twelve-month period, an employee’s total assessed points equal:
ATTENDANCE GUIDELINES. The Renter acknowledges that the information and requirements put out by the Washington State Governor’s office, the Center for Disease Control (CDC) and the Seattle-King County Public Health Department will be the guidance for the capacity and attendance allowed in Xxxxxx Xxxx. Because guidelines from these agencies may change on short notice, the Kiwanis Club of Issaquah reserves the right to amend the capacity and attendance that will be allowed in Xxxxxx Xxxx at the time of your rental.
ATTENDANCE GUIDELINES. 1. Members of the bargaining unit will be allowed to swap shifts. Prior approval of the Department Head/Supervisor is required. Requests must be submitted in writing to the Department Head/Supervisor. Each request must include: both signatures of the participants, date of swap requested, shift requested, and reason for request. It is the bargaining unit employee(s) responsibility to assure that the reassigned shifts are covered. Failure to follow through as requested may lead to disciplinary action.
2. If an employee calls out on his/her weekend to work, he/she must make up the time (a day for a day) on a weekend within eight (8) weeks, at the discretion of management. For employees who work every weekend, each call-out-situation will be reviewed on a case by case basis, and if warranted, time will be made up at the discretion of management.
3. Except in emergency situations, time off must be pre-approved
4. Pre-approved time is not counted against an employee on his/her evaluation.
5. If an employee who is a volunteer firefighter is unable to report to work on time due to being actively engaged in fighting a fire, he/she will not be considered a call out and will not receive a disciplinary penalty of any kind. He/she will be paid ‘other non-productive’ time. If able to work at the conclusion of the fire, he/she is expected to report for duty. If already at work when toned out, he/she may not leave his/her position without prior supervisory approval.
6. If an employee calls out due to inclement weather, they will be required to use annual leave if available. If non-essential employees are sent home due to inclement weather, they may use annual time, if available.
ATTENDANCE GUIDELINES. For each tardy or absence not due to a valid illness or protected leave status, the following point system shall apply: Each absence of a ½ hour or less shall be assessed .5 points. Absences of more than ½ hour but less than half a day shall be assessed 1 point. For absences of a full day, 2 points shall be assessed. Any absence on a scheduled work day before an approved vacation or Holiday begins shall be assessed 3 points. If during any consecutive twelve-month period, an employee’s total assessed points equal:
ATTENDANCE GUIDELINES. Section 1 – To maintain an efficient and productive work environment, PHSC expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on customers, other employees and PHSC. In instances when employees cannot avoid being late to work or are unable to work as scheduled, they must notify their supervisor at (000) 000-0000 as soon as possible in advance of the anticipated tardiness or absence, but not later than before the start of their scheduled shift. Employees are required to notify their supervisor of the specific reason for the tardiness or absence prior to the beginning of their scheduled shift. If the absence is due to a valid illness or other qualifying reason as defined in Oregon Paid Sick Leave, the employee shall notify the supervisor of the specific reason and estimated length of the absence. When the need to use Paid Time off is foreseeable, the employee shall provide notice to their supervisor as soon as practicable and shall make a reasonable effort to schedule the Paid Time Off in a manner that does not unduly disrupt the operations of the employer. The employee shall inform their supervisor of any change to the expected duration of the Paid Time Off as soon as is practicable.
ATTENDANCE GUIDELINES
