Attendance Policy. Existing policy requires that an employee notify management in advance of the scheduled shift start when said employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second applies to an employee who calls in before the start of his or her work shift: Section 1. Employee Fails to Call in Before Start of Work Shift: An employee who is tardy and has not called in before the start of his or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness will result in the employee receiving a verbal reprimand and being docked pay as below. A second occurrence within a twelve (12) month period will result in the employee not being permitted to go to work thereby forfeiting eight hours pay, and also, it will result in the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx. Section 2. Employee Calls in Before Start of Work Shift as required When an employee is tardy and has notified management in advance of the start of the scheduled work shift, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled. Section 3. An employee will not be disciplined under Section 2 of this Policy if the employee has six (6) or fewer unscheduled absences for any time off, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a Section 4. Excessive absenteeism or tardiness results in disruption to the scheduled activities, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available for work at the start of their work shift as required.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Attendance Policy. Existing policy requires that a. An absence occurrence is defined as one or more consecutive days off from work where the absence is paid through unscheduled PTO. Each unpaid day of absence will also count as an occurrence. If an employee notify management does not appear for an assign- ment that is scheduled on any day in advance of the scheduled shift start when said employee is absent from work. This policy also requires an employee addition to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second applies to an employee who calls in before the start of his or her regular work shift:week, in- cluding any weekend overtime assignments, the absence will be paid through un- scheduled PTO and such absence will count as an occurrence. If the employee does not have PTO days available, the unpaid day of absence will also count as an occurrence.
Section 1b. An employee with six (6) occurrences in a rolling year (dating from the first oc- xxxxxxxx) may receive a report of oral warning. Employee Fails A seventh occurrence within the year may result in a written warning. An eighth occurrence within the year may result in a final written warning. A ninth occurrence within the year may result in dismissal. In addition, once an employee reaches her seventh occurrence in a rolling year, that em- ployee shall receive a Final Written Warning, a copy of which shall be sent to Call the Union. Fur- thermore, if she incurs five additional occurrences in Before Start the next twelve month period she will be subject to discharge if she incurs a sixth occurrence in that same twelve month period.
c. Absences which are a result of Work Shift: a Family Medical Leave or use of Catastrophic Sick Leave will not be considered in the disciplinary process.
d. An unscheduled PTO day will not count as an occurrence under the attendance policy, if the employee finds another employee who is tardy qualified to perform the same function to replace her for that day, provided that there is no added cost to the Region and has not called in Production Planning is notified of the replacement at least forty- eight (48) hours before the start scheduled reporting time.
e. A lateness of his two hours or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness more will result in use of the employee’s PTO time to provide pay for each hour the employee receiving a verbal reprimand and being docked pay as belowis late. A second occurrence within a twelve (12) month period will result in If the employee does not being permitted to go to work thereby forfeiting eight hours pay, and alsohave ac- crued PTO, it will result in not count as an occurrence for UPTO, but the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift as required When an employee is tardy and has notified management in advance of the start of the scheduled work shift, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled.
Section 3. An employee will not be disciplined under Section 2 of this Policy if paid for the employee has six (6) or fewer unscheduled absences for any time off, including, but hours late. This will not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption apply to the scheduled activities, an excessive waste of supervisor and management time in transporting employees reserve staff who receive late notice to job sites, and further results in report to a hardship on other employees who are available for work at the start of their work shift as required.mobile site.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Attendance Policy. Existing policy requires that Punctuality and regular attendance are essential to the proper operation of the facility and crucial in the mission to provide excellent care to the residents. Excessive employee absences, tardiness or unreported absences are undesirable performance factors for all employees. N otification Procedures If an employee is going to be absent: Employees on first and third shifts must notify management their designated supervisor at least two (2) hours before their regular starting time each day they are absent. Employees on second shift must notify their supervisor at least four (4) hours before their regular starting time each day they are absent. If an employee is going to be late: Employee must notify their designated supervisor as soon as possible before their regular starting time each day they are late. The only exception to this policy would be a verifiable emergency, outside the employee’s control, that prevents the employee from properly notifying their supervisor (such as a car accident with documentation, mechanics documentation/tow records if car does not start, record of law enforcement report, etc.). In any case when an employee must contact their supervisor regarding their attendance, if the employee is unable to reach their supervisor, they should leave a message for the supervisor. Additionally, the employee should inform another supervisor in advance the building that they are going to be absent or late. Leaving messages or texting with coworkers is not considered proper notice of being tardy or absent. If an employee needs to leave early, they must obtain permission from their designated supervisor before leaving. T ardiness/Leaving Early Standards A tardy is considered any instance where an employee punches in more than seven (7) minutes late or out more than seven (7) minutes early. If an employee needs to leave early, and does not receive permission from their supervisor, it will be considered job abandonment, and therefore a voluntary resignation. Tardy twice in four (4) rolling payroll periods o Verbal Warning Tardy three (3) times in four (4) rolling payroll periods o Written Warning Tardy four (4) times in four (4) rolling payroll periods o Final Written Warning and up to three (3) consecutive days suspension, at the discretion of the facility Tardy five (5) times in the four (4) rolling payroll periods o Discharge A bsence Standards An absence is defined as not working a scheduled shift start when said without prior approval by the designated supervisor (does not include vacation or other leaves of absence), also referred to as a “call-in”. Approved, pre-arranged time off such as vacations, leaves of absence, jury duty, etc. are not subject to disciplinary action. One unexcused absence in a rolling twelve month period o Verbal Warning with counseling Two unexcused absences in a rolling twelve month period o Written warning Three unexcused absences in a rolling twelve month period o Final Written Warning and/or up to three (3) days suspension, at the discretion of the facility Four unexcused absences in a rolling twelve month period o Discharge Four excused episodes in a rolling twelve month period o Informal Counseling Five episodes in a rolling twelve month period o Verbal Warning Six episodes in a rolling twelve month period o Written Warning Seven episodes in a rolling twelve month period o Final Written Warning and/or up to three (3) days suspension, at the discretion of the facility Eight episodes in a rolling twelve month period o Discharge Medical certification may be required for any absence due to illness or injury. The facility may require a return to work release from a doctor for any illness or injury lasting more than three (3) days, prior to allowing an employee to return to work. You may request or be asked to complete a Leave of Absence Request form after four days or more of absence due to illness or injury. If an employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to unscheduled absences. There are for two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second applies to an employee who calls in before the start of his or her work shift:
Section 1. Employee Fails to Call in Before Start of Work Shift: An employee who is tardy and has not called in before the start of his or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness will result in the employee receiving a verbal reprimand and being docked pay as below. A second occurrence (2) shifts within a twelve (12) month period will result in the employee not being permitted to go to work thereby forfeiting eight hours pay, and also, it will result in the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift notifying their designated supervisor as required When an employee is tardy and has notified management in advance of by the start of the scheduled work shift, notification procedures (a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty“No-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninetyCall/No-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month periodShow”), the employee will be considered for disciplinary action involving a minimum three-day suspension without payto have voluntarily resigned. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs The employee must contact their supervisor within a one twelve (112) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled.
Section 3. An employee will not be disciplined under Section 2 of this Policy if the employee has six (6) or fewer unscheduled absences for any time off, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption to the scheduled activities, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available for work at hours following the start of their work shift as required.to be given reasonable opportunity to establish that unforeseeable circumstances prevented the employee (or a designee) from following the notification procedures.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Attendance Policy. Existing policy requires that Section 28.1 An absence occurrence is defined as one or more consecutive days off from work where the absence is paid through unscheduled PTO. Each unpaid day of absence will also count as an occurrence. If an employee notify management does not appear for an assignment that is scheduled on any day in advance of the scheduled shift start when said employee is absent from work. This policy also requires an employee addition to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second applies to an employee who calls in before the start of his or her regular work shift:week, including any weekend overtime assignments, the absence will be paid through unscheduled PTO and such absence will count as an occurrence. If the employee does not have PTO days available, the unpaid day of absence will also count as an occurrence.
Section 128.2 An employee with six (6) occurrences in a rolling year (dating from the first occurrence) may receive a report of oral warning. Employee Fails A seventh occurrence within the year may result in a written warning. An eighth occurrence within the year may result in a final written warning. A ninth occurrence within the year may result in dismissal. In addition, once an employee reaches her seventh occurrence in a rolling year, that employee shall receive a Final Written Warning, a copy of which shall be sent to Call the Union. Furthermore, if she incurs five additional occurrences in Before Start the next twelve month period she will be subject to discharge if she incurs a sixth occurrence in that same twelve month period.
Section 28.3 Absences which are a result of Work Shift: a Family Medical Leave or use of Catastrophic Sick Leave will not be considered in the disciplinary process.
Section 28.4 An unscheduled PTO day will not count as an occurrence under the attendance policy, if the employee finds another employee who is tardy qualified to perform the same function to replace her for that day, provided that there is no added cost to the Region and has not called in Production Planning is notified of the replacement at least forty-eight (48) hours before the start scheduled reporting time.
Section 28.5 A lateness of his two hours or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness more will result in use of the employee’s PTO time to provide pay for each hour the employee receiving a verbal reprimand and being docked pay as belowis late. A second occurrence within a twelve (12) month period will result in If the employee does not being permitted to go to work thereby forfeiting eight hours pay, and alsohave accrued PTO, it will result in not count as an occurrence for UPTO, but the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift as required When an employee is tardy and has notified management in advance of the start of the scheduled work shift, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled.
Section 3. An employee will not be disciplined under Section 2 of this Policy if paid for the employee has six (6) or fewer unscheduled absences for any time off, including, but hours late. This will not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption apply to the scheduled activities, an excessive waste of supervisor and management time in transporting employees reserve staff who receive late notice to job sites, and further results in report to a hardship on other employees who are available for work at the start of their work shift as required.mobile site.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Attendance Policy. Existing policy requires that an employee notify management in advance of the scheduled shift start when said employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee will be late in Modern business demands a steady attendance and prompt reporting to work. GenerallyThis is true in our facilities. It is imperative that all employees realize the importance of being on the job, these provisions are on time, every scheduled workday. In order to most relevant effectively administer the above general statement of policy, the following regulations will be regarded as standard Company procedures:
1. Each employee absent from work has the responsibility of notifying the Company at least one (1) hour prior to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work any shift as is required by existing policyon which he/she will be absent. The second applies to an In addition, each employee who calls in before will not be on the job at the time scheduled has the responsibility of notifying the Company prior to the start of his any shift on which he/she will be tardy. Such notice should be made to the person(s) designated by each facility, such as a manager or her supervisors on a call list designated by each department. An absence or tardy which is not reported as indicated above will be automatically classified as unexcused unless an extreme emergency prevented notification.
2. An unexcused absence on three (3) consecutive scheduled work shift:days shall be grounds for immediate discharge. An unexcused absence on any three (3) scheduled shifts or an unexcused tardiness on any five (5) scheduled shifts in a rolling three (3) month period shall be grounds for immediate discharge.
Section 13. Employee Fails If for any reason during the work schedule an employee must leave the premises, such employee must personally notify a member of management or responsible party in that area.
4. Absenteeism will be administered on an occurrence basis. For example, each time you are tardy, one half (1/2) of an occurrence will be charged. A full occurrence is charged when an absence is over four (4) hours. (Extenuating circumstances will be given consideration.) Approved days off and waiting periods for STD and LTD as specified in the Labor Agreement will not count as an occurrence.
5. If an employee reaches four (4) occurrences or eight (8) days within any twelve (12) month period, the individual will receive the first level of discipline as to Call in Before Start their absenteeism frequency.
6. If an employee reaches five (5) occurrences but less than ten days (10) days within any twelve (12) month period, they will be subject to the next level of Work Shift: An discipline.
7. If an employee reaches six (6) occurrences but less than twelve days (12) days within any twelve (12) month period, they will be subject to the next level of discipline, which could include time off without pay. The Union/Management team will review each employee who is tardy and has not called in before reaches this level. The review process will ensure that all facts surrounding the start of his or her scheduled work shift case are presented to avoid inappropriate action. Plant management will be considered determine the action to be in an unauthorized leave statustaken.
8. The first occurrence of this type tardiness will result in the employee receiving a verbal reprimand and being docked pay as below. A second occurrence An employee, who reaches eight (8) occurrences or more than twelve days (12) within a twelve (12) month period period, will result in be subject to disciplinary action, which could include termination. The Union/Management team will review each employee who reaches this level to ensure that all facts surrounding the employee not being permitted case are known and to go avoid inappropriate action. Plant management will determine the action to work thereby forfeiting eight hours paybe taken.
9. When a case is reviewed, an employee’s absence reasons, absentee history, any special circumstances, and alsohardships will be taken into consideration.
10. Any employee who is on layoff, it disciplinary suspension, or leave of absence for thirty (30) days or more will result have the time frames for each step of discipline in steps 5 through 8 above lengthened by the time of such absence. If, for example, an employee receiving a written reprimand from is on leave of absence for two (2) months, the Supervisorperiods during which days and occurrences are counted toward the next step(s) of discipline are extended by two (2) months.
11. A third occurrence within a Once you enter the disciplinary action process, disciplinary actions will remain active for twelve (12) month period months from the issued date and any full occurrence during this time will result in an automatic three- day suspension without pay. A fourth occurrence within move the employee to the next step of the disciplinary process and the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift as required When an employee is tardy and has notified management in advance of the start of the scheduled work shift, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardyissued date starts over. If the crew is still at employee works twelve (12) months without being charged with another full occurrence, all discipline will be removed. For a Final Warning, discipline will remain active for eighteen (18) months from the garage, issued date. If the employee works eighteen (18) months without being charged another full occurrence all discipline will be docked removed.
12. Upon acceptance of this proposal from the date of ratification all current employees will have a clean attendance record except for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by employees who currently have a Supervisor to the site, the employee’s time for pay purposes Final Warning or Last Chance Agreement; those employees attendance will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand cleared 18 months from the Supervisordate of the discipline
13. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary Disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled followed by management. If additional tardiness occurs within a one twelve (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled.
Section 3. An employee will not be disciplined under Section 2 of this Policy if the employee has six (612) or fewer unscheduled absences eighteen (18) consecutive months as specified above without a chargeable absence will discontinue the disciplinary process for any time off, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption to the scheduled activities, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available for work at the start of their work shift as required.absenteeism.
Appears in 1 contract
Samples: Labor Agreement
Attendance Policy. Existing policy requires that an employee notify management Timely attendance at work is crucial to making the business run smoothly and meet production requirements to satisfy the Company's customer demands. Employees need to assist in advance achieving this goal. One way is to maintain a good attendance record. Any absence or tardiness becomes a part of the scheduled shift start when said employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee will be late in reporting to work. Generally, these provisions are most relevant to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start of the work shift as is required by existing policy. The second applies to an employee who calls in before the start of his or her work shift:
Section 1. Employee Fails to Call in Before Start of Work Shift: An employee who is tardy and has not called in before the start of his or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness will result in the employee receiving a verbal reprimand and being docked pay as below. A second occurrence within a twelve (12) month period will result in the employee not being permitted to go to work thereby forfeiting eight hours pay, and also, it will result in the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxxemployee's employment record.
Section 21 Employees are expected to be at their work stations on time. Employee Calls in Before Start of Work Shift Tardiness is defined as required When an employee is tardy and has notified management in advance of being late at the work station at the start of the scheduled work shifttime. Employees should also notify the appropriate person when you know you may be late for work. Being tardy for work, a different set of circumstances will initially occur. The first occurrence of such tardiness absent or leaving the job station before quitting time will be considered cause for discipline.
Section 2 All absences are defined as unexcused absences until an employee provides documentation to be support an excused absence; however, . The Employer has the right to determine if documentation submitted by employee is sufficient to warrant an excused absence. Absences will be docked reset on the anniversary date of the absence following twelve months of continuous employment. The rules for how absences will be counted (following 6 month probationary period) are as follows: An unscheduled absence for at least one-half the workday will be counted as one occurrence 3 occurrences in one year will result a verbal warning 4 occurrences in one year will result a written warning 5 occurrences in one year will result in a one day suspension without pay 6 occurrences in one year will result in termination 3 tardies are equal one absence and the above procedure applies (tardies are defined as not being at the work station at the daily schedule time and/or leaving work prior to shift ending) An occurrence will drop off on the anniversary date of the occurrence.
Section 3 In the event that an appropriate amount of pay in accordance with the length of time employee is unable to come to work, he or she is tardymust call in thirty (30) minutes prior to the shift starting and let the appropriate person know so that arrangements for other help can be made. A separate line for call ins has been established and that number will be provided to all employees. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a fails to call-in at least thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment with the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduled.
Section 3. An employee will not be disciplined under Section 2 of this Policy if the employee has six (6) or fewer unscheduled absences for any time off, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption to the scheduled activities, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available for work at the start of their work shift as required.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Attendance Policy. Existing policy requires that In view of the importance of providing reliable passenger transportation service, bargaining unit employees are subject to the following Attendance Policy and disciplinary action, based on a no-fault attendance point system. The point values are as follows: Late or forgotten swipe for scheduled shift or split ½ point Missed shift or split 1 point Absence (Called-In) 2 points No-Show, No-Call 3 points Removed from service by Supervisor/DOT 0 points Nine (9) points in any floating 12-month period – Verbal warn- ing, discussion between the employee and MTA regarding the employee’s attendance, documented to the employee’s file. The employee shall receive a copy of such warning and sign for receipt of such document. Eleven (11) points in any floating 12-month period – Written warning, formal written notice to the employee. The employee shall receive a copy of such warning and sign for receipt of such document. Thirteen (13) points in any floating 12-month period – Final writ- ten warning. The employee shall receive a copy of such warn- ing and sign for receipt of such document. Fifteen (15) points in any floating 12-month period constitutes automatic discharge. Points for absence (called-in) will be based on each occurrence regardless of the workdays absent. No Show, No Call occurs either when an employee fails to show for an assigned shift without calling to notify management management, or when an employee arrives 30 minutes or more late for an assigned shift. Three consecutive workdays of “No Show, No Call” may result in advance termination. In recognition of the those employees who practice exemplary attendance, a system of applying credits for perfect attendance is also utilized. Any employee who meets all timely arrival and other scheduled shift start when said employee is absent from work. This policy also requires an employee to notify management in advance of the scheduled start of the work shift when this employee standards will be late credited with a one point reduction for each calendar month of perfect attendance. These points will carry for a 12-month floating period, but in reporting to workno circumstances will a point balance be less than zero. GenerallyAvailable paid sick leave will begin on the first day of absence, these provisions are most relevant to unscheduled absenceswith a physician’s note unnecessary. There are two situations which occur relative to tardiness. The first, involves an employee who has not called Points will be assessed for paid sick leave as described in before the start of the work shift as is required by existing this policy. The second applies MTA will not assess points for days absent due to an employee who calls union busi- ness requested at least 24 hours in before the start of his advance, disciplinary sus- pension, jury duty, military duty, FMLA-approved leave, or her work shift:
Section 1work- ers compensation. Employee Fails to Call in Before Start of Work Shift: An employee who is tardy Time off for paid leaves, properly requested and has approved under this agreement, shall not called in before the start of his or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence of this type tardiness will result in the employee receiving a verbal reprimand and being docked pay as below. A second occurrence within a twelve (12) month period will result in the employee not being permitted to go to work thereby forfeiting eight hours pay, and also, it will result in the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without payattendance point. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift as required When Should an employee is tardy and has notified management in advance receive a subpoena to appear at court or an administrative hearing, including arbitrations, or should a minor child of the start of the scheduled work shiftan employee receive a subpoena, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes attends there will be started when he or she reaches the job siteno attendance points issued for such absence. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will Employees shall receive a verbal reprimand from the Supervisor. Appropriate loss notice upon accumulation of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental any attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary action up to and including dismissal from employment points with the City. Such disciplinary action will be meted out after Union receiving a pre-disciplinary conference is scheduledcopy.
Section 3. An employee will not be disciplined under Section 2 of this Policy if the employee has six (6) or fewer unscheduled absences for any time off, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption to the scheduled activities, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available for work at the start of their work shift as required.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Attendance Policy. Existing policy requires A. Introduction / Statement of Policy
1. The Union and the Company are committed to a fair and reasonable Attendance Policy that an employee notify management in advance of the scheduled shift start when said employee is designed to recognize and encourage good attendance and provide fair treatment for any Flight Attendant who is absent or late for work excessively. It is each Flight Attendant’s responsibility to report to work on time and to work the full schedule. It is also recognized that on occasion Flight Attendants (or immediate family members) experience sickness that prevents the employee from workcoming to work or Flight Attendants may be late to work for reasons beyond their control.
2. This policy also requires an employee Tracking attendance, absences or tardiness is not intended to notify management reflect negatively on any Flight Attendant. Absences / tardiness are noted only to ensure, that in advance rare instances of excessive absenteeism from the scheduled start job, Flight Attendants are treated impartially and fairly.
3. All Flight Attendants are expected to return to active status after any absence or leave as soon as they are capable of the resuming their job duties including returning to work shift when this employee for a remaining portion of their trip or schedule. Each Flight Attendant is required to personally contact Crew Scheduling as soon as possible regarding her absence or tardiness, unless unable to do so for reasons beyond her control.
4. Attendance / tardiness records are not part of a Flight Attendant’s personnel record unless disciplinary action is necessary. The actual attendance record will be late in reporting to workmaintained by the InFlight Supervisor.
5. Generally, these provisions are most relevant to unscheduled absences. There are two situations which occur relative to tardiness. The first, involves an employee who has not called in before the start Abuse of the work shift as sick leave benefits is required by existing policy. The second applies to an employee who calls in before the start of his or her work shift:
Section 1. Employee Fails to Call in Before Start of Work Shift: An employee who is tardy and has not called in before the start of his or her scheduled work shift will be considered to be in an unauthorized leave status. The first occurrence a violation of this type tardiness will result in the employee receiving a verbal reprimand policy and being docked pay as below. A second occurrence within a twelve (12) month period will result in the employee not being permitted to go to work thereby forfeiting eight hours pay, and also, it will result in the employee receiving a written reprimand from the Supervisor. A third occurrence within a twelve (12) month period will result in an automatic three- day suspension without pay. A fourth occurrence within the twelve (12) month period will result in the scheduling of a pre-disciplinary conference with the employee being recommended for dismissal from service with the City of Xxxxxxxx.
Section 2. Employee Calls in Before Start of Work Shift as required When an employee is tardy and has notified management in advance of the start of the scheduled work shift, a different set of circumstances will initially occur. The first occurrence of such tardiness will be considered to be an excused absence; however, the employee will be docked an appropriate amount of pay in accordance with the length of time he or she is tardy. If the crew is still at the garage, the employee will be docked for lost time in increments as follows: Period Late Time Docked 16 - 30 minutes ½ hour 30 - 60 minutes 1 hour In the event the crew has left for the job site and the employee must be transported by a Supervisor to the site, the employee’s time for pay purposes will be started when he or she reaches the job site. Again, the amount of pay which will be docked will be figured in time increments as above. In the event an employee has a second occurrence of tardiness within a thirty-day period, even though he or she has called in, the employee will receive a verbal reprimand from the Supervisor. Appropriate loss of time policy will be in effect as described above. In the event an employee has a third occurrence of tardiness in this manner within a ninety-day period, the employee will be issued a written reprimand concerning the violation of Departmental attendance policies. In the event the employee has a fourth occurrence of tardiness within a six-month period, the employee will be considered for disciplinary action involving a minimum three-day suspension without pay. In this particular situation, such disciplinary action will be meted out after a pre-disciplinary conference is scheduled by management. If additional tardiness occurs within a one (1) year period, the employee will again be subject to disciplinary corrective action up to and including dismissal from employment with termination. An example of abuse may be, taking days off under the City. Such disciplinary action will be meted out after a pre-disciplinary conference is scheduledguise of illness when not actually ill.
Section 3B. Occurrences of Absenteeism / Tardiness / Lateness The focus of this program shall be frequency of "occurrences" of absenteeism / tardiness / lateness based on a cumulative occurrence system. An employee occurrence shall be a continuous absence from scheduled duty or reporting late for work. Occurrences of absenteeism may vary in duration according to the nature of the event from a missed leg to several weeks or more for a single event. In accordance with Article 27, Sick Leave, of the Collective Bargaining Agreement, a Flight Attendant will not be disciplined under Section 2 “…make one (1) call to Crew Scheduling to notify them that she is unable to report to work due to illness or injury. During the call she will advise them of this Policy if the employee has anticipated duration of her absence. If the anticipated duration changes, the Flight Attendant will notify Crew Scheduling. When the Flight Attendant is ready to return to work, she will call Crew Scheduling to notify them of her return date.….” Any absence within that period of time is considered one occurrence. Event Occurrence Tardiness ½ Lateness 1 UNA/Absenteeism / Sick Call 1 No Call / No Show - Report after Call 3 No Call / No Show 4 Absence Without Notice- Voluntary termination
1. Tardiness / Lateness
a. A Flight Attendant reports six (6) or fewer unscheduled absences more minutes late but in time to work the scheduled flight without delay in her own or another flight, provided she has notified Scheduling that she will be late, will be considered “Tardy”.
b. A Flight Attendant who reports six (6) or more minutes late under circumstances that do not qualify as a “Tardy” will be considered “Late”.
2. Unavailable /Absenteeism / Sick Call Absenteeism is defined as a Flight Attendant being absent from scheduled duty (e.g. trips, training, reserve, etc.), failing to return to work from vacation or leave on the day and time she is set for any time offreturn, including, but not limited to, vacation, sick leave, compensatory leave, holiday leave, and funeral leave within a
Section 4. Excessive absenteeism or tardiness results in disruption reporting to the Company that she is unavailable for a scheduled activitiesday of work or reserve.
3. No Call / No Show
a. No call / No show Flight Attendant fails to show or call for scheduled trip or training assignment.
b. The Company will initiate a call to a “No-Call/No Show” Flight Attendant and may direct her to report to her own or another trip, an excessive waste of supervisor and management time in transporting employees to job sites, and further results in a hardship on other employees who are available sit reserve or hot reserve assignment even though she would be reporting later than her scheduled report time. In such cases the Flight Attendant will be considered “No Call/No Show - Report after Call” if she reports as directed for work at the start of their work shift as required.new assignment.
Appears in 1 contract
Samples: Collective Bargaining Agreement (Republic Airways Holdings Inc)
