ATTENDANCE REVIEW Sample Clauses
The Attendance Review clause establishes a process for evaluating an individual's or employee's attendance record over a specified period. Typically, this clause outlines the criteria for what constitutes acceptable attendance, the methods for monitoring attendance, and the steps to be taken if attendance falls below the required standard, such as meetings, warnings, or corrective action. Its core practical function is to ensure accountability and address attendance issues proactively, thereby maintaining productivity and minimizing disruptions caused by absenteeism.
ATTENDANCE REVIEW. The following attendance review procedure shall be in place.
1. The unit member shall be notified in writing of the District’s concern. Said written notification shall also establish a conference date for a discussion of the District’s concerns. The conference shall be held by the Superintendent of Schools and/or his/her designee. The employee shall have the right to Union representation at said meeting. A writing summarizing the meeting between the Superintendent and/or his/her designee and the employee shall be provided to the employee. In the event that the procedure in paragraph (2) is not invoked within one (1) year of the delivery of the above summary to the employee, the same shall be removed from the employee’s personnel file.
2. After issuance of said letter and the passage of at least two (2) weeks, if no improvement in the employee’s attendance record is evident, a second conference shall be held to review the lack of improvement. The employee may be represented by the Union at said meeting. Following said meeting, the Superintendent of Schools and/or his/her designee shall have the right to issue a written formal reprimand. The employee shall be permitted to attach a written response to the formal reprimand. In addition to the formal reprimand, the Superintendent of Schools and/or his/her designee may require said employee to substantiate further maximum period of six (6) months, as determined by the Superintendent of Schools and/or his/her designee. The Superintendent of Schools and/or his/her designee shall also have the discretion to require said employee to substantiate further use of written evidence of the need to take leave for up to a maximum period of six (6) months, as determined by the Superintendent of Schools and/or his/her designee.
3. After imposition of the disciplinary penalty or penalties set forth in sub- paragraph (2) above and the passage of at least two (2) weeks, a third conference shall be held, in the event the employee continues to demonstrate misuse and/or excessive use of sick, personal, family illness and/or bereavement leave. The employee may be represented by the Union at said meeting. Following said meeting, the Superintendent of Schools and/or his/her designee shall have the right to impose a penalty of two (2) days pay for each unauthorized absence up to a maximum penalty of thirty (30) work days.
4. Nothing hereinabove set forth shall be deemed a prerequisite to institution of disciplinary proceedings pursuant...
ATTENDANCE REVIEW. Where an employee is interviewed by a member or members of management in respect of the employee's record of attendance at work, no evidence of that interview or of the particular aspects of the attendance record upon which that interview was based shall be admissible in the arbitration of a disciplinary grievance unless the employee was given reasonable notice of the interview and of the right to have union representation at that interview, and the employee either had such union or declined that representation in writing prior to the interview.
ATTENDANCE REVIEW. In the event that the Nassau BOCES determines that a unit member has misused sick or personal leave, the following procedure may he invoked hv the Nassau BOCES in its sole discretion:1
(1) The unit member shall he nolalied in writing lhaL his/her attendance is ▇▇▇▇▇ placed tinder review. Said noli heal ion shall specify the nature of supervisory concerns about the employee’s attendance and estahlish a conference date for discussion of the concerns. The conference shall be held by ▇▇▇ department head or his/her designee. The employee shall have the right of union representation at said meeting. Within fifteen (15) work days of the conference, a memorandum summarizing the conference shall be prepared by the department head or his/her designee and provided lo the employee. A copy of said memorandum shall be placed in the employee's personnel file. Tn the evem lhat the procedure described in Paragraph 2 helow is not invoked by ihe Nassau BOCES within one (1) year of the delivery of the memorandum referred lo above, then said memorandum shall be removed from the employee’s personnel ille.
(2) l 1'olio wing ihe conference referred to m Puiu^rujrJ) ) above, if the Nassau BOCES determines Lhal no significant improvement in the employee's attendance has oecniTed. a second conference shall be held hy the Executive Director of Human Resources or his/her designee and the department representatives to review the lack of improvement. The President of the Association shall be. present during this second conference. The employee shall have the right of union representation at said meeting. Within fifteen (15) work days of the conference. Ihe Rxecuiive Director of Human Resources shall issue a written determination as to whether the employee presented a satisfactory explanation for the lack of improvement in attendance, Copies of said detennination, which may include a formal reprimand, shall be provided to the employee, the Distriet Superintendent of Schools, and the department head, In addition, a copy shall be placed in the employee’s personnel tile.
ATTENDANCE REVIEW. In the event that the District determines that a unit member has demonstrated a misuse of sick and/or personal leave, the following procedures shall be available for use by the District:
Step 1. The Transportation Supervisor will meet with the employee and union representative and discuss the nature of the misuse. In addition, the employee shall be referred to the Employee Assistance Program.
Step 2. If the problem persists, the Transportation Supervisor shall again meet with the employee and union representative and discuss the nature of the misuse.
Step 3. In the event the leave misuse persists the Assistant Superintendent for Human Resources shall have the authority to require the attendance of the employee and a Union representative at a conference to review such leave misuse. At such conference the employee will be given an opportunity to explain and defend the alleged leave misuse and if such explanations and defenses are found to be unsatisfactory by the Assistant Superintendent for Human Resources, all or some of the
a. said employee may be suspended without pay for such day(s) as the Assistant Superintendent for Human Resources shall determine. Said days are not to exceed a total of seventeen (17) days in any one year and/or
b. a written determination shall be issued by the Assistant Superintendent for Human Resources and shall include a formal reprimand, and/or
c. said employee may lose differential, lead or eligibility for other extra pay assignments for a period of three (3) months, as the Assistant Superintendent for Human Resources shall determine. There shall be no ability to grieve, arbitrate or appeal any of the provisions contained in Steps 1 and 2 above. In regard to Step 3, however, determinations made under Section c may be the subject of a grievance in accordance with Article VII of within contract.
ATTENDANCE REVIEW. 1. Artide XIV, Paragraph 1 ofthe Contractshall beamended by deleting "in writing" and by deleting the second sentence in its entirety. Also modify the time period "six (6) months" to "twelve (12) months".
ATTENDANCE REVIEW. In the event that the District determines that a unit member has demonstrated a misuse of sick and/or personal leave, the following procedures shall be available for use by the District:
Step 1: The employee shall be notified that his/her absenteeism is deemed excessive. The employee shall state the reasons for the absences.
Step 2: The employee shall be warned verbally and in writing that possible disciplinary action will be taken if there is no improvement.
Step 3: In the event attendance has not improved, the Administration, in its discretion, may impose a one (1) day suspension for each subsequent determination that an attendance abuse has occurred. Such suspension is limited to unit members who have exhausted accrued sick leave. This procedure shall not limit any rights the District may otherwise have under this contract or by law including Section 75 proceedings.
ATTENDANCE REVIEW determination that a unit member has demonstrated misuse of sick leave and before the District's decision to institute the below described formal procedure, the Superintendent or designee shall hold an informal conference with the unit member to communicate the perceived problem, hear the employee's explanation, and discuss the matter. Thereafter, in the event that the District determines that the unit member has demonstrated misuse of sick leave, the following procedure shall be available for use by the District.