ATTENDANCE MANAGEMENT PROGRAM. 35.01 Employees are required to attend work regularly in accordance with the Employer’s Attendance Management and Disability Management program. When unable to attend, the employee must contact his or her Manager or designate as far in advance as possible of his or her scheduled starting time, giving the reason he or she is unable to attend work, the date of his or her expected return, and the details as to where he or she can be contacted during his or her absence. Call-ins to report an absence must be made by the employee no later than two (2) hours prior to the start of the employee’s scheduled shift except where there are extenuating circumstances making such a call impossible.
35.02 Medical evidence may be required by the Employer outlining the prognosis and limitations, the expected date of return, the ability of the employee to perform any of his duties and/or to perform alternate duties. Such evidence will be required should an absence exceed three (3) days in duration and may otherwise be required where there is reasonable and understandable cause for concern.
35.03 Where an employee is required to fill out a disability management enrolment form with his or her physician, any reimbursement or subsidy available to all other hourly direct gaming employees of the OLG for medical note costs will be made available.
ATTENDANCE MANAGEMENT PROGRAM. 44.01 The union shall have the right to comment on the implementation and application of the Attendance Management Program.
44.02 Should the Employer request the employee to undergo an independent medical examination, the choice of medical practitioner shall be mutually agreeable to the Employer, the employee and the Bargaining Unit.
ATTENDANCE MANAGEMENT PROGRAM. 35.1 The Attendance Management Program provides an easy reference for supervisors and managers by outlining to either parties that will (or may) have a role to play in the management of attendance, as well as the steps that should be undertaken. These steps can be summarised as follows:
i. Reviewing employee attendance data regularly;
ii. Identifying any unusual patterns in absences;
iii. Determining whether reasons for absences are genuine. If absences are determined to be genuine, then employee needs to placed on the appropriate injury management program;
iv. Should absences be determined as an attendance problem, the employee is placed on an Attendance Improvement Management Plan.
35.2 For information refer to Employment Policies and Procedures – Attendance Management flowchart (which is not incorporated in the terms of this Enterprise Agreement)
ATTENDANCE MANAGEMENT PROGRAM. 35.1 The Attendance Management Program provides an easy reference for supervisors and managers by outlining to either Parties that will (or may) have a role to play in the management of attendance, as well as the steps that should be undertaken. These steps can be summarised as follows: i Reviewing employee attendance data regularly. ii Identifying any unusual patterns in absences.
ATTENDANCE MANAGEMENT PROGRAM v. If attendance remains unsatisfactory and/or the Employee has had more than 6 occurrences of sick leave in a year without a medical certificate, the Employer will discuss the matter again with the Employee to reinforce the Employer’s expectations and to assist the Employee to improve their attendance. The discussion should ideally develop solutions and gain the Employee’s commitment to change. That commitment to change should include the performance levels expected of the individual. The Employee should be advised that they will be placed on an Attendance Management Program.
vi. Following this discussion, the Employer will provide the Employee a letter which outlines what is expected of them while on the Attendance Management Program and the consequences of not meeting those expectations, as well as the assistance available to the Employee. The letter should also confirm that all future sick leave absences should be supported by a medical certificate and any future absences which are unsupported will not be approved as paid leave. The letter should indicate that any further instances of unsatisfactory attendance may result in disciplinary action.
ATTENDANCE MANAGEMENT PROGRAM. 32.01 Employees are required to attend work regularly in accordance with the Employer’s Attendance Management and Disability Management program. When unable to attend, the employee must contact his Manager or his designate as far in advance as possible of his scheduled starting time, giving the reason he is unable to attend work, the date of his expected return, and the details as to where he can be contacted during his absence. Call-ins to report an absence must be made by the employee no later than two (2) hours prior to the start of the employee’s scheduled shift except where there are extenuating circumstances making such a call impossible.
32.02 Medical evidence may be required by the Employer outlining the prognosis and limitations, the expected date of return, the ability of the employee to perform any of his duties and/or to perform alternate duties. Such evidence will be required should an absence exceed three (3) days in duration and may otherwise be required where there is reasonable and understandable cause for concern.
32.03 Where an employee is required to fill out a disability management enrolment form with his or her physician, the Employer will reimburse up to fifty ($50.00) dollars for any medical note costs.
ATTENDANCE MANAGEMENT PROGRAM. 35.01 Employees are required to attend work regularly in accordance with the Employer’s Attendance Management and Disability Management program. When unable to attend, the employee must contact his/her Manager or designate as far in advance as possible of his or her scheduled starting time, giving the reason he or she is unable to attend work, the date of his or her expected return, and the details as to where he or she can be contacted during his/her absence. Call-ins to report an absence must be made by the employee no later than two
ATTENDANCE MANAGEMENT PROGRAM. The parties agree to the current attendance policy however management reserves the right to manage/amend the attendance policy outside of this agreement subject to the union’s right to grieve.
ATTENDANCE MANAGEMENT PROGRAM. 34.01 Employees are required to attend work regularly in accordance with the Employer’s Attendance Management and Disability Management program. When unable to attend, the employee must contact his or her Manager or designate as far in advance as possible of his or her scheduled starting time, giving the reason he or she is unable to attend work, the date of his or her expected return, and the details as to where he or she can be contacted during his or her absence. Call-ins to report an absence must be made by the employee no later than two (2) hours prior to the start of the employee’s scheduled shift except where there are extenuating circumstances making such a call impossible.
34.02 Medical evidence may be required by the Employer outlining the prognosis and limitations, the expected date of return, the ability of the employee to perform any of his duties and/or to perform alternate duties. Such evidence will be required should an absence exceed three (3) days in duration and may otherwise be required where there is reasonable and understandable cause for concern.
34.03 Where an employee is required to fill out a disability management enrolment form with his or her physician, any reimbursement or subsidy available to all other hourly direct gaming employees of Shorelines Casino Belleville for medical note costs will be made available.
34.04 The Employer recognizes that in managing its attendance management program in the event of absences and lateness during inclement weather, it must consider the explanations and weather circumstances prior to imposing any attendance notation.
ATTENDANCE MANAGEMENT PROGRAM. 35.01 Employees are required to attend work regularly in accordance with the Employer’s Attendance Management and Disability Management program. When unable to attend, the employee must contact his or her Manager or designate as far in advance as possible of his or her scheduled starting time, giving the reason he or she is unable to attend work, the date of his or her expected return, and the details as to where he or she can be contacted during his or her absence. Call-ins to report an absence must be made by the employee no later than two (2) hours prior to the start of the employee’s scheduled shift except where there are extenuating circumstances making such a call impossible.
35.02 Medical evidence may be required by the Employer outlining the prognosis and limitations, the expected date of return, the ability of the employee to perform any of his duties and/or to perform alternate duties. Such evidence will be required should an absence exceed three (3) days in duration and may otherwise be required where there is reasonable and understandable cause for concern.
35.03 Where an employee is required to fill out a disability management enrolment form with his or her physician, reimbursement or subsidy of up to sixty ($60) dollars will be available to employees for medical note costs. Modified Work accommodation of the employee’s restrictions can include modifying the regular assignment, temporarily assigning the employee to alternative employment and/or work hardening schedule of hours.
