Attendance Standards. Excessive absenteeism may be subject to counseling/disciplinary action. Individual circumstances will be taken into account prior to imposing such counseling/disciplinary action.
Attendance Standards. The City of Kennewick expects regular attendance from all employees. Excessive unscheduled absenteeism affects performance both of the individual and the broader organization in many ways: lack of availability for customers and clients; lost productivity; missed deadlines or deliverables; impact on other employees’ deliverables, productivity or morale; added payroll and overtime costs.
Attendance Standards. In accordance with PWCS Attendance Regulation 724-1: “In order for a child to learn, it is important that he/she be in school and that he/she arrive on time. Poor attendance and tardiness can have a detrimental effect on your child’s education.” Attendance standards are important criteria in a school becoming a School of Excellence and in making “AYP” Adequate Yearly Progress; both of which Xxxxxx has been for the past 15 years! Parents are responsible for their child’s attendance at school. Parents should make sure absences are used for a real emergency or illness. To ensure your child’s success at Porter, excellent attendance is a must.
Attendance Standards. 3.1 The Company has a reasonable expectation that employees will attend work regularly. Of course there are times of genuine illness when employees cannot present for work and the company fully understands those situations. However there are some cases of sick leave abuse and unfortunately this leads to extra workload on those employees at work and extra cost to the company. The company will monitor sick leave use and where the business is affected due to abuse the Disciplinary Policy and Procedure will be implemented.
3.2 Some examples of attendance problems which may lead to disciplinary action being taken are: • A regular pattern of sick leave, for example all sick days are on a particular day of the week such as every third Monday. • More than three (3) single day absences in any two (2) month period. • More than three (3) occasions on presenting late to work in any two (2) month period. • Leaving work on one occasion without notification.
3.3 The employee shall prove to the satisfaction of the Company that the employee was unable to attend for duty on the day(s) for which payment is claimed. The employee shall provide a Medical Certificate.
Attendance Standards. 1. The University shall have the discretionary, non-grievable authority to establish, on a work location by work location basis, hourly, daily, weekly, monthly and/or annual attendance standards. PCT employees will not be disciplined for reasonable use of sick leave, although unscheduled absences, including those paid by accrued sick leave, may be subject to review under local attendance standards.
2. The number of hours of sick leave generated per month or quadri- weekly cycle and/or the ability to or accomplishment of an employee accruing sick leave shall not have any bearing on the meeting of attendance standards.
3. At least thirty (30) calendar days prior to the implementation of new or changed attendance standards, the University shall inform AFSCME.
Attendance Standards. 1. The company has a reasonable expectation that employees will attend work regularly. Of course there are times of genuine illness when employees cannot present for work and the company fully understands those situations.
2. However there are some cases of sick leave abuse and unfortunately this leads to extra workload on those employees at work and extra cost to the company. The company will monitor sick leave use and where the business is affected due to abuse the Disciplinary Policy and Procedure will be implemented. Some examples of attendance problems which may lead to disciplinary action being taken are: A regular pattern of sick e.g. all sick days are on a specific day of the week such as every 3rd Monday, either side of an RDO, More than 3 single day absences in any 2 month period. More than 3 occasions on presenting late to work in any 2 month period. Leaving work on one occasion without notification.
3. The Company shall require production of a doctors certificate or statutory declaration declaring that the employee was unable to attend for work on account of personal illness or on account of injury by accident for all absences that are 2 or more days in duration.
4. If an employee has;
I. Exhausted their sick leave entitlements; and/or
Attendance Standards. The Company has a reasonable expectation that employees will attend work regularly. Of course there are times of genuine illness when employees cannot present for work and the company fully understands those situations. Abuse of personal leave can lead to extra workload on those employees at work and extra cost to the Company. The Company has a right to monitor personal leave usage and conduct an investigation where abuse is suspected, for example, where a regular pattern or excessive levels of personal leave are observed.
Attendance Standards. The company has a reasonable expectation that employees will attend work regularly. Of course there are times of genuine illness when employees cannot present for work and the company fully understands those situations. However there are some cases of personal/carers leave abuse and unfortunately this leads to extra workload on those employees at work and extra cost to the company. The company will monitor personal/carers leave use and where the business is affected due to abuse the Disciplinary Policy and Procedure will be implemented. Some examples of attendance problems which may lead to disciplinary action being taken are: · A regular pattern of personal/carers leave e.g. all sick days are on a specific day of the week such as every 3rd Monday, either side of an RDO, · More than 3 single day absences in any 2 month period. · More than 3 occasions on presenting late to work in any 2 month period. · Leaving work on one occasion without notification.
Attendance Standards. 1. The company has a reasonable expectation that employees will attend work regularly. Of course there are times of genuine illness when employees cannot present for work and the company fully understands those situations.
2. However there are some cases of sick leave abuse and unfortunately this leads to extra workload on those employees at work and extra cost to the company. The company will monitor sick leave use and where the business is affected due to abuse the Disciplinary Policy and Procedure will be implemented. Some examples of attendance problems which may lead to disciplinary action being taken are: ♦ A regular pattern of sick e.g. all sick days are on a specific day of the week such as every 3rd Monday, either side of an RDO, ♦ More than 3 single day absences in any 2 month period. ♦ More than 3 occasions on presenting late to work in any 2 month period. ♦ Leaving work on one occasion without notification.
3. The Company shall require production of a doctors certificate or statutory declaration declaring that the employee was unable to attend for work on account of personal illness or on account of injury by accident for all absences that are 2 or more days in duration.
4. If an employee has;
I. Exhausted their sick leave entitlements; and / or
II. Had more than 4 absences (single or multiple days), which include a;
a) Monday or Friday
b) A day off either side or a Rostered Day Off, Public Holiday, Annual Leave, Long Service Leave or any other approved leave, they must provide a doctors certificate or statutory declaration.
Attendance Standards. Because each employee is an essential member of our team and teamwork is important, we expect employees to be prompt and regular in attendance. Such attendance is essential to efficient operations at Alliance. Excessive absenteeism and tardiness is not only inconvenient, but also causes costly problems. The purpose of this policy is to institute a standardized program to monitor attendance and to enhance communication between our employees and the management team. The Company does realize some absences cannot be helped, and will be considered allowable. The following is a list of allowable occurrences and definitions:
1. A holiday recognized by the Company.
2. Vacation scheduled in accordance with the Company’s policy.
3. An approved leave of absence (bereavement, jury duty, military service, Short Term Disability, medical leave, family and medical leave, worker’s compensation leave).
4. If an employee provides seventy-two (72) hours advanced notice of a doctor’s appointment (that cannot be scheduled outside of scheduled work hours) and provides a doctor’s excuse upon return to work and/or there existed extenuating circumstances, the employee will not receive any attendance points. While it is recognized that an occasional illness or an extenuating personal reason may cause unavoidable absence from work or tardiness, regular, on-time attendance is required for continued employment. If it becomes necessary to discipline an employee due to attendance infractions, the attendance record will be considered as part of the disciplinary documentation. If the absence is going to be longer than one day, the supervisor/manager should be given an expected date of return. The Company may require a doctor’s note/medical release for employee returning to work after an illness of over three (3) working days.
