AWOL. Employees off without a bona fide reason and not reporting within four (4) hours after the start of their shift shall be considered AWOL (Absent Without Leave) and may be subject to discipline; provided, however, should an employee be involved in the Positive Discipline Program, the District may require a shorter call-in time until the employee is released from the Program. The employee so involved must be notified of the shortened AWOL period for this Section to be operative. Should disciplinary action be taken, the Union or the employee may grieve and take the grievance to the Expedited Grievance Procedure.
AWOL. The Employee must produce a valid Medical Certificate from a Certified Doctor if he/she is genuinely unable to show up for work, unless he/she has been prior granted official leave. Failure to do so would be considered as Absent Without Official Leave, where the Employer reserves the right to deduct from the Employee’s salary the amount which is equivalent to the salary for those work day(s) of absence.
AWOL. Absence Without Official Leave‖– An Occurrence of a failure to notify by phone or appear in person within four (4) hours after the employee’s scheduled reporting time. An employee recorded as ―AWOL‖ will be subject to discipline as outlined in the Transportation Employees Service Guide.
AWOL. An employee who does not show up for a regular or overtime assignment without just cause, will be considered absent without leave and can be disciplined. Said discipline shall be considered neglect of duty. Section 4.
AWOL. Anytime an employee is absent from work the employee must complete the appropriate leave request form. An employee will be considered absent without leave (AWOL) unless the department head approves paid leave (i.e., vacation, sick leave, etc.) or an unpaid leave of absence. An employee will not be paid if found to be absent without leave.
AWOL. AWOL. An absence without leave (AWOL) is an absence from duty not authorized or approved. The employee is in a non-pay status while on AWOL. Managers will not require employees to perform work for any part of the AWOL period. A charge of AWOL is not a disciplinary action, but may be used as a basis for a disciplinary action. If Management later determines that the absence was caused by unavoidable or emergency conditions that made appropriate notification or prior approval of leave impracticable, or if any required documentation is submitted and accepted, the AWOL charge will be changed at the employee’s request to an approved leave category.
