CONTROL OF ABSENTEEISM Sample Clauses
The "Control of Absenteeism" clause establishes rules and procedures to manage and reduce employee absences from work. Typically, it outlines acceptable reasons for absence, reporting requirements, and potential disciplinary actions for unexcused or excessive absenteeism. By setting clear expectations and consequences, this clause helps maintain workforce reliability and productivity, addressing the problem of frequent or unjustified employee absences.
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees and increased cost to the detriment of all parties, the Employer is entitled to use any or all of the following measures in the control of absenteeism:
(i) the Employer may require an employee to provide a medical certificate as evidence of the employee’s illness or injury as a cause for the employee’s absence from work.
(ii) every employee who is unable to report for work due to illness or injury shall make every reasonable effort to notify the Employer, or to have someone else notify the Employer on his/her behalf, prior to the employee’s normal reporting time, or as soon after that time as is possible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee’s absence, such an absence will be just and reasonable cause for discipline.
(iii) where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfillment of the employment relationship with the Employer, the Employer may terminate the services of the employee.
(iv) in relation to any provision in this Collective Agreement where an Employer is entitled to require medical evidence of an employee’s ability to return to work or to continue to work, the Employer may require that the employee be examined by and present a medical certificate from a physician selected by the Trustees of the Health and Welfare Plan as identified in Article 15.01. In the event that an Employer requires an employee to submit to such an examination any resulting charge by the doctor, which is not paid by the employee’s medical plan, will be paid by the Employer.
CONTROL OF ABSENTEEISM. (a) The Employer may require an employee to provide a medical certificate as evidence of the employee's illness or injury as a cause for the employee's absence from work.
(b) Other than in exceptional circumstances, the Employer will not require an employee to provide a medical certificate as evidence of the employee's illness or injury as a cause of the employee's absence from work for a period of three days or less, unless the Employer has already developed, and communicated in writing to the employee its concern about the employee's record of attendance.
(c) In any case where the Employer decides to communicate in writing to an employee its concern about the employee's unacceptable pattern of absenteeism, its communication shall be delivered to the employee at a meeting at which the employee shall be entitled to have present either a Shop ▇▇▇▇▇▇▇ or another bargaining unit employee of his choice, and, from that time onwards, in addition to his obligation to report his absence to the Employer pursuant to Paragraph (d) of this Article, the employee shall be required personally to contact his department head or a designated alternate during the employee's normal working hours on each day of his continuing absence from his scheduled shifts, unless the absence is prolonged, bona fide and supported by medical documentation, in which case the daily reporting requirement shall not apply.
(d) Every employee who is unable to report for work due to illness or injury shall make every reasonable effort to notify the Employer, or to have someone else notify the Employer on his behalf, prior to the employee's normal reporting time, or as soon after that time as is possible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee's absence, such an absence will be just and reasonable cause for discipline.
(e) Where the Employer is satisfied by the objective evidence that an employee is unwilling to maintain a satisfactory attendance record in fulfillment of the employment relationship with the Employer, the Employer may terminate the services of the employee.
(f) In relation to any provision in this Collective Agreement where an Employer is entitled to require medical evidence of an employee's ability to return to work or to continue to work, the Employer may require that the employee be examined by and present a medical certificate from a physician selected by the Trust...
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employ- ees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees, and increased cost to the detriment of all parties, the Employer is enti- tled to use any or all of the following mea- sures in the control of absenteeism. The Employer may require an employee to provide a medical certificate as evi- dence of the employee’s illness or injury as a cause for the employee’s absence from work. It being understood that the employer will not normally require the employee to provide a medical certificate for illness only, unless the employer has already communicated in writing its concerns about the employee’s record of absenteeism. every employee who is unable to report for work due to illness or injury shall make every reasonable effort to notify the Employer, or to have someone else notify the Employer on their behalf, prior to the employee’s normal reporting time, or as soon after that time as is pos- sible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is prop- er justification or reason for an employ- ee’s absence, such an absence will be just and reasonable cause for discipline; where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain factory attendance record in of the employment relationship the Employer, the Employer may terminate the services of the employee; in relation to any provision in this Col- lective Agreement where an Employer is entitled to require medical evidence of an employee’s ability to return to work or to continue to work, the Employer may require that the employee be exam- ined by and present a medical certificate from a physician selected by the Trustees of the Health and Welfare Plan as identified in Article In the event that an Employer requires an employee to submit to such an examination, any resulting charge by the doctor which is not paid by the employee’s medical in- surance plan, will be paid by the Em- ployer. It is recognized that all employees may be required, so as to comply with laws or so as to comply with rules and regulations of the Employer, to submit to medical examination. Any such examination shall be carried out by a medical practitioner designated and paid for by the Employer shall have the right to obtain a copy of any medical report relating to any such examination. It is understood that employees shall not lose...
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employees creates staffing and scheduling problems, disruption in the workplace to the detriment of other employees and increased cost to the detriment of all parties, the Employer is entitled to use any or all of the following measures in the control of absenteeism:
(a) The Employer may require an employee to provide a medical certificate as evidence of the employee’s illness or injury as a cause for the employee’s absence from work.
(b) Every employee who is unable to report for work due to illness or injury shall make every reasonable effort to notify the Employer, or to have someone else notify the Employer on their behalf at least two (2) hours prior to their scheduled reporting time or as soon after that time as is possible in the circumstances. In the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee’s absence, such absence will be just and reasonable cause for discipline.
(c) In relation to any provision in this Collective Agreement where the Employer is entitled to require medical evidence of an employee’s ability to return to work or to continue to work, the Employer may require that the employee be examined by and present a medical certificate from a physician agreed to between the employee’s physician and the Employer’s physician. In the event that the Employer requires an employee to submit to such an examination, any resulting charge by the doctor, which is not paid by the employee’s medical insurance plan, will be paid for by the Employer.
CONTROL OF ABSENTEEISM. (a) (i) When an Employee is ill or injured for four (4) or more consecutive work days, the Employer may require the Employee to provide a medical certificate as evidence of the Employee’s illness or injury as a cause for the Employee’s absence from work.
CONTROL OF ABSENTEEISM. 20.01 (a) Notification of Absence Every employee who is unable to report for work due to illness or injury is obligated to notify the Company, or to have someone else notify the Company on his/her behalf, prior to the employee's normal reporting time, or as soon after that time as is possible in the circumstances.
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employees cre- ates staffing and scheduling problems, disruption in the work place to the detriment of other employees and increased cost to the detriment of all parties, the employer is entitled to use any or all of the following measures in the control of absenteeism: the employer, may require an employee to pro- vide a medical certificate as evidence of the employee’s illness or injury as a cause for the employee’s absence from work. every employee who is unable to report for work due to illness or injury shall make every able effort to notify the employer, or to have someone else notify the employer on behalf, prior to the employee’s normal reporting time, or as soon after that time as is possible in the circumstances, and in the event that the employer is not satisfied by objective evidence that there is proper justification or reason for an employee’s absence, such an absence will be just and reasonable cause for discipline. where the employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfilment of the employment relationship with the employer, the employer may terminate the services of the employee. in relation to any provision in this collective agreement where an employer is entitled to require medical evidence of an employee’s ability to return to work or to continue to work, the employer may require that the employee be examined by and present a medical certificate from a physician selected by the Trustees of the Health and Welfare Plan as identified in Article In the event that an employer requires an employee to submit to such an examination any resulting charge by the doctor, which is not paid by the employee’s medical insurance plan, will be paid by the employer.
CONTROL OF ABSENTEEISM.
(a) Recognizing that the absenteeism by employees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees and increased cost to the detriment of all parties, the Employer is entitled to use any or all of the following measures in the control of absenteeism.
(i) when an employee is absent due to illness or injury for three (3) or more consecutive working days, the Employer may require an employee to provide a medical certificate as evidence of his/her illness or injury as a cause for the employee’s absence from work. Where the Employer can demonstrate that a pattern of absenteeism exists, the employee can be required to provide a medical certificate.
(ii) Every employee who is unable to report for work due to illness or injury shall comply with clause 9.08 of this collective agreement. If the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee’s absence, such an absence will be just and reasonable cause for discipline.
(iii) Unless otherwise reasonably required, medical certificate(s) need only state whether the employee is fit or unfit, the nature of the limitations (eg: No heavy lifting, no stair climbing, etc.) and the expected duration of the condition. The choice of physician is up to the employee.
(iv) Where the Employer is satisfied by objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfilment of the employment relationship with the Employer, the Employer may terminate the employee.
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees, and increased cost to the detriment of all parties, the Employer is entitled to use any or all of the following measures in the control of absenteeism.
i) The Employer may require an employee to provide a medical certificate as evidence of the employee's illness or injury as a cause for the employee's absence from work. This requirement for a medical certificate/doctor's note will normally be waived by the Employer for employees who are generally regarded as having a fully satisfactory work and attendance record.
ii) Every employee who is unable to report for work due to illness or injury shall make every reasonable effort to notify the Employer, or to have someone else notify the Employer on their behalf, prior to the employee's normal reporting time, or as soon after that time as is possible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee's absence, such an absence will be just and reasonable cause for discipline.
iii) Where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfillment of the employment relationship with the Employer, the Employer may terminate the services of the employee.
iv) In relation to any provision in this Collective Agreement where an Employer is entitled to require medical evidence of an employee's ability to return to work or to continue to work, the Employer may require that the employee be examined by and present a medical certificate from a physician selected by the Trustees of the Health and Welfare Plan as identified in Article 14.
CONTROL OF ABSENTEEISM. Recognizing that the absenteeism by employees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees and increased cost to the detriment of all parties, the Employer is entitled to use any or all of the following measures in the control of absenteeism.
(i) The Employer may require an employee with attendance problems to provide a medical certificate as evidence of the employee's illness or injury as a cause for the employee's absence from work.
(ii) Every employee who is unable to report for work due to illness or injury shall notify the Employer, or to have someone else notify the Employer on her behalf, prior to the employee's normal reporting time, or as soon after that time as is possible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee's absence, such an absence will be just and reasonable cause for discipline.
(iii) Where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfillment of the employment relationship with the Employer, the Employer may terminate the services of the employee.