Departmental Managers Sample Clauses
Departmental Managers. To monitor the level of absence due to sickness of workers in their team(s). To conduct sick leave review meetings with workers who are close to exhausting their accumulated sick leave and also where the Attendance Committee requests it. The aim of this review is to remind workers of their individual sick leave entitlements and to determine what measures can be taken to effectively manage sick leave. To refer an individual worker's sick leave history to the Attendance Committee when that worker has exhausted their accumulated sick leave or when requested by the Attendance Committee. To refer an individual worker’s application to the Attendance Committee when the worker is applying for Special Sick Leave. The departmental manager may also be required to attend the Attendance Committee meeting and/or provide an explanation or guidance to it To refer an individual worker’s sick leave history to the Attendance Committee for guidance at any time if they suspect the absence is not genuine or another concern exists. Managers, supervisors or other designated persons receiving notice or advice of sick leave must ensure that all details are clearly recorded and acted upon appropriately.
Departmental Managers. Supervisors and/or Coordinators are responsible to ensure that where necessary employees are relieved by other employees in order to take their meal break. Management may schedule breaks on some shifts as a guide to Supervisors and Coordinators.
Departmental Managers. Supervisors and/or Coordinators are responsible to ensure that where necessary employees are relieved by other employees in order to take their meal break. Management may schedule breaks on some shifts as a guide to Supervisors and Coordinators.
(c) The parties recognize that there may be times when employees cannot take their meal break as scheduled, are required to work through their meal breaks, or be available during their meal break. In these situations, the Manager (if present on site), Supervisor or Coordinator should determine whether:
i. tasks can be left incomplete, or
ii. an employee’s meal break can be postponed until a task has been completed, or
iii. an employee must work through their meal break to complete their tasks, or
iv. an employee must stay on site and be available during their meal period.
(d) Employees who are required by their Coordinator or Supervisor to keep a radio with them during their break will be considered “be[ing] available” for the purpose of Article 14.6(b), Meal Periods.
(e) In cases of (c)(iii) or (iv) an employee will be paid in accordance with Article 14.6(b)