Common use of CONTROL OF ABSENTEEISM Clause in Contracts

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 the employee’s medical insurance plan will be paid by the Employer.

CONTROL OF ABSENTEEISM. ‌ Recognizing that the absenteeism by employees employ- ees creates staffing and scheduling problems, disruption in the work place to the detriment of other employees employees, and increased cost to the detriment of all parties, the Employer is entitled enti- tled to use any or all of the following measures mea- sures in the control of absenteeism. (i) . The Employer may require an employee to provide a medical certificate as evidence evi- dence 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 It being understood that 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 employer will not normally require the employee to provide a doctors certificate. (b) Every 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 possible pos- sible in the circumstances, and in the event that the Employer is not satisfied by objective evidence that there is proper prop- er justification or reason for an employeeemploy- ee’s absence, such an absence will be just and reasonable cause for discipline. (c) Where ; where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory factory attendance record in fulfilment of the employment relationship with the Employer, the Employer may terminate the services of the employee. (d) In ; in relation to any provision in this Collective 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, for a second opinion, may require that the employee be examined exam- ined by and present a medical certificate from a physician selected by the Employer. (e) Trustees of the Health and Welfare Plan as identified in Article In the event that an Employer requires an employee to obtain medical documentation and/or to submit to such an examination, any resulting charge by the doctor which is not paid by the employee’s medical insurance plan 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 any wages as a result of having to attend for a medical examination arranged for by the Employer. When an employee is required to attend for a medical examination outside the employee’s normal hours, then the employee shall be paid two hours’ pay. Employees will not be asked to attend for medical examina- tions on their regular days off. When the Employer specifies that a specific type of must be worn by the employees during hours (except shoes, shirts and ties) then the uniform shall be supplied, maintained and laun- dered by the Employer. Where an unconventional mode of dress or uni- form is required by management it is agreed the dress or uniform shall not be such as to cause dis- comfort, ridicule or embarrassment to the employee base at large required to wear the said uniform.

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 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 It being understood that the employer will not normally require the employee is fit or unfitto provide a medical certificate for illness only, unless the nature employer has already communicated in writing its concerns about the employee’s record of the limitations(e.g. no heavy lifting, no stair climbing, etc.) and the expected duration of the conditionabsenteeism. (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 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.; (ciii) Where where the Employer is satisfied by the objective evidence that an employee is unable or unwilling to maintain a satisfactory attendance record in fulfilment fulfillment of the employment relationship with the Employer, the Employer may terminate the services of the employee.; (div) In 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, may require that the employee be examined by and present a medical certificate from a physician selected by the Employer. (e) Trustees of the Health and Welfare Plan as identified in Article 15. In the event that an Employer requires an employee to obtain medical documentation and/or to submit to such an examination, any resulting charge by the doctor which is not paid by the employee’s medical insurance plan 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 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 It being understood that the employer will not normally require the employee is fit or unfitto provide a medical certificate for illness only, unless the nature employer has already communicated in writing its concerns about the employee’s record of the limitations(e.g. no heavy lifting, no stair climbing, etc.) and the expected duration of the conditionabsenteeism. (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 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.; (ciii) Where 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.; (div) In 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, may require that the employee be examined by and present a medical certificate from a physician selected by the Employer. (e) Trustees of the Health and Welfare Plan as identified in Article 15. In the event that an Employer requires an employee to obtain medical documentation and/or to submit to such an examination, any resulting charge by the doctor which is not paid by the employee’s medical insurance plan plan, will be paid 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. 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 the employee’s medical insurance plan will be paid by the Employer.