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 Xxxxxxx 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 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. Unless otherwise reasonably required, medical certificates need only state whether the employee is fit or unfit, the nature of the limitations(e.g. no heavy lifting, no stair climbing, etc.) and the expected duration of the condition.
(ii) In instances where the Employer can demonstrate that a pattern of absenteeism exists, or where an employee calls in ill or injured when a request for that time has already been denied, the affected employee may also be required to provide a medical certificate. Where a pattern of absenteeism can be demonstrated, the Union shall be notified in writing of the pattern of absenteeism and of the Employer’s requirement for the employee to provide a doctors certificate.
(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, 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.
(c) 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.
(d) 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, for a second opinion, require that the employee be examined by and present a medical certificate from a physician selected by the Employer.
(e) In the event that an Employer requires an employee to obtain medical documentation and/or to submit to an examination, any resulting charge by the doctor which is not paid by th...
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. 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. The Employer will not act unreasonably in this regard.
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 fulfilment 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.
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.
(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. (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 Xxxxxxx 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.
CONTROL OF ABSENTEEISM. 29.01 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 Company is entitled to use any or all of the following measures in the control of absenteeism.
(a) The Company 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. Where the employee shows signs of excessive absenteeism the Company may require that the employee provide a doctors certificate for any one (1) day absences. Excessive will be understood by the parties to mean five (5) or more absences of one or more days in any one (1) year.
(b) Every employee who is unable to report for work due to illness or injury shall notify their respective department manager or General Manager as outlined within this Agreement. In the event the Company is not satisfied by the evidence presented by the employee that the absence was justified and proper, the Company may institute the appropriate level of progressive discipline as this absence will be deemed to be just and reasonable cause. Dated at London, Ontario this day of , 2016. FOR THE EMPLOYER FOR THE UNION Employees working part-time on the Night Audit: $1.00 per hour worked Present Front Desk Leadhand: $1.00 per hour worked Employees in the Laundry Classification: $0.25 per hour worked Employees, when employed in the classification of Maintenance $1.00 per hour worked Employees, when employed in the classification of Room Checker $1.25 per hours worked Guest Services 12.35 12.82 13.21 13.72 Maintenance 11.57 12.03 12.42 12.84 Room Checker 11.57 12.03 12.42 12.84 Guest Services 12.54 13.01 13.41 13.92 Maintenance 11.74 12.21 12.61 13.03 Room Checker 11.74 12.21 12.61 13.03
