Discipline Steps for Attendance Infractions Sample Clauses

Discipline Steps for Attendance Infractions. Note: Absenteeism is considered a separate issue or “track” of disciplinary action and will not progress on other types of disciplinary actions the employee may receive.
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Discipline Steps for Attendance Infractions. Note: Absenteeism is considered a separate issue or “track” of disciplinary action and will not progress on other types of disciplinary actions the employee may receive. Attendance Infractions Discipline Level 0-1 Clear Record N/A 3 2nd written warning 2 4 3rd written warning 3 5 and over Termination 4 The following are examples of performance and standard of conduct issues and may be subject to discipline under the Employer’s progressive discipline policy: 1. Tardiness is defined as reporting to the work station past the start of the Employee’s start time. It shall be the employees choice to use ELB or going without pay for punching after the official start time of their shift. Tardies/rolling 12 month period Discipline Steps 5 Counseling/mentoring which is not considered a disciplinary step. 7 1 step 8 1 step 10 1 step 12 1 step An employee’s disciplinary record is reduced one level for each four (4) full consecutive pay periods with no incidents of failing to report to their work station at the start of his/her shift. The employee must request consideration for reduction under this section. 2. One (1) absence for which the supervisor was not properly notified prior to the start of the employee’s shift, including scheduled on call shifts. 3. One (1) absence on a day that was requested off and specifically denied unless the reason for the absence meets the criteria in Section 3 above in which case the absence will not count. 4. One (1) absence without calling in (no call/ no show), including scheduled on-call employees who do not report when on call or are unavailable while on-call. NOTE: Three (3) day no call/no show is still considered job abandonment and may result in termination. See Loss of Seniority Section of this Agreement.
Sample 1
Discipline Steps for Attendance Infractions. Note: Absenteeism is considered a separate issue or “track” of disciplinary action and will not progress on other types of disciplinary actions the RN may receive. 0-1 Clear Record N/A 3 2nd written warning 2 4 3rd written warning 3 5 and over Termination 4
Sample 1

Related to Discipline Steps for Attendance Infractions

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

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