Common use of CONTROL OF ABSENTEEISM Clause in Contracts

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 Trustees of the Health and Welfare Plan as identified in Article 15.04. In the event that an Employer requires an employee to submit to such an examination, any resulting charge by the doctor will be paid by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case.

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 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 Trustees of the Health and Welfare Plan as identified in Article 15.04. In the event that an Employer requires an employee to submit to such an examination, any resulting charge by the doctor will be paid by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case.

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 are obligated to notify the Employer, or to have someone else notify provide the Employer with notice at the earliest possible time to allow the employer time to cover the absence. Employees who are unable to reach their own manager will notify a Manager on his behalfDuty and, prior in addition to the employee's normal providing their name and department, will provide their absence reason. Voice mail or electronic mail are not acceptable means of reporting time, or as soon after that time as is possible in the circumstances, and in an absence. In the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee's ’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 Trustees of the Health and Welfare Plan as identified in Article 15.04. In the event that an Employer requires an employee to submit to such an examination, any resulting charge by the doctor will be paid by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case. (h) If the absence is for three days or longer, and no notice or reasonable explanation is provided, at the time of absence or as soon as practical afterwards, the employee will be considered to have abandoned his/her job and his/her employment will be terminated.

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 ’s absence from workwork in the following circumstances: (i) when an employee is absent due to illness or injury for three (3) or more consecutive days, or (ii) when, in its sole determination, the Employer believes that 1. there is a concern in regard to the legitimacy of the employee’s requested absence from work due to illness or injury, or 2. there is a pattern of absenteeism on the part of the employee, or 3. the employee’s record of absenteeism due to illness or injury is excessive compared to other employees in the bargaining unit. In making its determination under sub-paragraph (b) above, the Employer agrees that it will not act in a manner which is arbitrary, discriminatory or in bad faith. (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 their behalf, at least three (3) hours prior to the employee's normal their scheduled reporting time, or as soon after that time as that 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 ’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. (fc) In relation to any provision in this Collective Agreement where an 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 selected by agreed to between the Trustees of employee's physician and the Health and Welfare Plan as identified in Article 15.04Employer's physician. In the event that an the Employer requires an employee to submit to such an examination, any resulting charge by the doctor doctor, which is not paid by the employee's medical insurance plan, will be paid for by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case.

CONTROL OF ABSENTEEISM. (a) The Employer may require an employee em to provide pro- vide a medical certificate as evidence of the employee's ’s illness or injury as a cause for the employee's ’s absence from work. (b) . Other than in exceptional circumstances, the Employer Em- ployer will not require an employee to provide a medical medi- cal certificate as evidence of the employee's em illness or injury as a cause of the employee's absence ’s 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 employee’srecord of attendance. (c) . In any case where the Employer decides to communicate com- municate in writing to an employee its concern about the employee's ’s unacceptable pattern of absenteeism, its communication shall be delivered to the employee em 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 ’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 medi- cal documentation, in which case the daily reporting requirement re- quirement shall not apply. (d) . Every employee who is unable to report for work due to illness or injury shall make every reasonable effort are obligated to provide the Em- ployer with notice at the earliest possible time to allow the employer time to cover the absence. Employees who are unable to reach their own manager will notify the Employera Manager on Duty and, in addition to providing their name and de- partment, will provide their absence reason. Voice mail or to have someone else notify the Employer on his behalf, prior to the employee's normal electronic mail are not acceptable means of reporting time, or as soon after that time as is possible in the circumstances, and in an absence. In the event that the Employer is not satisfied by objective evidence that there is proper justification or reason for an employee's ’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 Trustees of the Health and Welfare Plan as identified in Article 15.04. In the event that an Employer requires an employee to submit to such an examination, any resulting charge by the doctor will be paid by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case.

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: (ai) 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 ’s absence from work.work in the following circumstances: (a) when an employee is absent due to illness or injury for three (3) or more consecutive days, or (b) Other than when, in exceptional circumstancesits sole determination, the Employer will not require an employee believes that 1. there is a concern in regard to provide a medical certificate as evidence the legitimacy of the employee's ’s requested absence from work due to illness or injury, or 2. there is a pattern of absenteeism on the part of the employee, or 3. the employee’s record of absenteeism due to illness or injury as a cause of is excessive compared to other employees in the employee's absence from work for a period of three days or lessbargaining unit. In making its determination under sub-paragraph (b) above, unless the Employer has already developedagrees that it will not act in a manner which is arbitrary, and communicated discriminatory or in writing to the employee its concern about the employee's record of attendancebad faith. (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. (dii) 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 their behalf, at least three (3) hours prior to the employee's normal their scheduled reporting time, or as soon after that time as that 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 ’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. (fiii) In relation to any provision in this Collective Agreement where an 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 selected by agreed to between the Trustees of employee's physician and the Health and Welfare Plan as identified in Article 15.04Employer's physician. In the event that an the Employer requires an employee to submit to such an examination, any resulting charge by the doctor doctor, which is not paid by the employee's medical insurance plan, will be paid for by the Employer. (g) In any case where the Employer considers it necessary to obtain medical evidence of an employee's ability to return to work or to continue to work, the Employer may so advise the Administrator of the Health Care Plan referred to in Article 15.04 of this Agreement, and the Administrator shall thereupon refer the matter to a panel of two Trustees of the said Health Care Plan. The two Trustees, one of whom shall have been appointed from among the Employer Trustees and the other of whom shall have been appointed from among the Union Trustees, shall, if in agreement with the Employer's determination, be authorized to designate a physician to conduct a medical examination of the employee and to submit a medical certificate to the Employer indicating whether or not the employee is able to return to work or to continue to work. If the two Trustees do not agree with the Employer's determination, the Employer shall be advised of that fact forthwith, and the Employer shall have the right to refer the matter to the full Board of Trustees for its decision. In order for the panel of Trustees or the full Board of Trustees to make an expeditious decision, the Trustees shall maintain a register of physicians from among whom the panel or the full Board may select an appropriate name in any case.