Common use of EXAMINATION AND IDENTIFICATION FEES Clause in Contracts

EXAMINATION AND IDENTIFICATION FEES. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployees, provided, however, the Employer shall pay for all such examinations. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employ- ees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examina- tions are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suf- fered serious injury or illness during the year. But, if required to take such examination at some other place, the employee shall be paid the hourly rate for all time spent plus cost of transportation. Employees will not be required to take examinations during their working hours. The Company reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the Union’s expense. In the event of disagreements between the doctor selected by the Company and the doctor selected by the Union, the Company and Union doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the em- ployee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject to the griev- ance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employer, the Union or the employee. Should the Employer find it necessary to require employees to car- ry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identi- fication shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Em- ployer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Em- ployer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation as to whether an employee should be placed under the habit- ual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual offender (absenteeism) and given written notice, the employ- ee’s record will be monitored in addition to the requirement for doctor’s releases to be furnished. If no improvement is recognized and excessive absenteeism continues, Company will have the right to take appropriate disciplinary action subject to grievance. Time limits as provided under Article 45 must be followed in con- sidering the employee’s record, discipline and removing habitual offender’s letters.

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployees, provided, however, the Employer shall pay for all such examinationsex- aminations. The Employer If employee is required to take examinations during working hours, the Company shall not pay for any all time spent in the case of applicants for jobs and shall be responsible to other employ- ees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examina- tions are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suf- fered serious injury or illness during the year. But, if required to take such examinations. In the event an employee is required to have such examination at some other placeby a doctor designated by the Company outside his regular working hours, the employee shall be paid the hourly rate for all time spent plus cost at the doctor’s office with the exception of transportationone physical per calendar year when the employee will only be paid after the first one and one-half (1 1/2) hours at the appropriate hourly rate for actual hours involved. Employees will not be required Such examination must take place within fourteen (14) days after the em- ployee has provided the Employer’s physician with the necessary medical history pertinent to take examinations during their working hoursthe employee’s injury or illness. The Company reserves Employer shall have the right to select its his own medical examiner ex- aminer or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined physician at the UnionCompany’s expense. In case of a dis- pute, the employee shall have the right to select a medical exam- iner. In the event of disagreements disagreement between the doctor selected by the Company Employer and the doctor selected by the Unionemployee, the Company Em- ployer and Union employee doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the em- ployee employee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute The employee shall provide the doc- tor with the necessary medical history pertinent to the employee’s injury or illness. Disputes concerning back pay shall be subject to the griev- ance grievance procedure. Any physician selected pursuant When the Company’s doctor and the employee’s doctor agree that the employee is able to this Article return to work, the employee must be al- xxxxx to return on his next regular available work day. Disputes concerning back pay shall be independent and not related by blood or marriage subject to the Employer, the Union or the employeegrievance procedure. Section 2. Should the Employer find it necessary to require employees to car- ry or record full carry personal identification, such requirement shall be complied with by the employees. The cost of such personal identi- fication identification shall be borne by the Employer. Section 3. Any road driver who suffers an injury while on duty shall be paid the completion of the trip subject to the eight (8) hour guarantee. Any city employee who suffers an injury while on duty shall be paid full compensation for the day on which such injury occurred. In cases where the doctor permits the employee to return to work after such injury, and such employee is required to return to the doc- tor or the hospital for further treatment of such injury, during regular working hours, he shall be paid for such time. In the event any driver in any classification is unable to perform his usual duties due to inability to pass D.O.T. physical examina- tions, he shall have the opportunity to perform duties in some oth- er classifications which he is capable and physically able to per- form with the Company and shall retain his original seniority status with the Company. Section 4. No employee shall be required to take any form of lie detector test as a condition of employment. Section 5. Where an employee is habitually absent for alleged illness the Em- ployer may require such employee to furnish a doctor’s certificate and release from the The Employer shall not post employee’s personal doctorinformation (so- cial security number, provided the Em- ployer has notified the employee of such requirementhome address, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rulehome phone number). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation as to whether an employee should be placed under the habit- ual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual offender (absenteeism) and given written notice, the employ- ee’s record will be monitored in addition to the requirement for doctor’s releases to be furnished. If no improvement is recognized and excessive absenteeism continues, Company will have the right to take appropriate disciplinary action subject to grievance. Time limits as provided under Article 45 must be followed in con- sidering the employee’s record, discipline and removing habitual offender’s letters.

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployees, employees; provided, however, the Employer shall pay for all such examinations, except for chauffeurs', operators' and commercial drivers licenses in the city or state where driver is employed. The Employer shall pay for all other such chauffeurs' licenses and examinations. Employees will not be required to take examinations during their working hours. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employ- ees employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2)) hours. Examina- tions Examinations are to be taken at the employee’s 's home terminal and are not to exceed one (1) in any one (1) year, unless except in emergencies or proven necessity. Should the employee has suf- fered serious injury or illness during the year. But, if required to take such Employer require more than one (1) physical examination at some other placein any two (2) year period, the employee shall will be paid the hourly rate for all time spent plus cost at the place of transportation. Employees will not be required to take examinations during their working hoursexamination except in the case of the first (1st) physical. The Company Employer reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined reexamined at the Union’s 's expense. In If the event of disagreements between two (2) doctors disagree, the doctor selected by the Company Employer and the Union shall mutually agree upon a third (3rd) doctor selected by whose decision shall be final and binding on both parties. If the Unionthird (3rd) doctor’s opinion is that the employee is fit for work, the Company employee must be returned to work within seven (7) calendar days of this decision or the Employer shall be responsible for all lost wages and Union doctors benefits. The selection of the third (3rd) doctor shall together select a third doctor be made within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the em- ployee will attempt to circumvent the decision. The expense of the third (3rd) doctor shall be equally divided between the Employer and the Union. Dispute concerning In those states where Workers’ Compensation statutes or regulations do not permit an injured employee to select his/her own treating physician, the Employer shall provide a list or panel of no less than three (3) Board-certified physicians from which the employee may choose, unless prevented by state law. Where an employee is injured on the job and is referred to a specialist by the Employer's doctor, if the specialist approves him to go back to work, he should be put to work at once or the Employer will be liable for eight (8) hours' pay shall be subject for each day that the Employer keeps him off after receiving the specialist doctor's report. Employees are required to go to the griev- ance procedure. Any physician doctor selected pursuant to this Article shall be independent and not related by blood or marriage to the Employer, the Union or the employee. Section 2. Should the Employer find it necessary to require employees to car- ry carry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identi- fication identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Em- ployer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Em- ployer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation as to whether an employee should be placed under the habit- ual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual offender (absenteeism) and given written notice, the employ- ee’s record will be monitored in addition to the requirement for doctor’s releases to be furnished. If no improvement is recognized and excessive absenteeism continues, Company will have the right to take appropriate disciplinary action subject to grievance. Time limits as provided under Article 45 must be followed in con- sidering the employee’s record, discipline and removing habitual offender’s letters.

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployeesemployees, provided, however, the Employer shall pay for all such examinations. The Employer If employee is required to take examinations during working hours, the Company shall not pay for any all time spent in the case of applicants for jobs and shall be responsible to other employ- ees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examina- tions are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suf- fered serious injury or illness during the year. But, if required to take such examinations. In the event an employee is required to have such examination at some other placeby a doctor designated by the Company outside his regular working hours, the employee shall be paid the hourly rate for all time spent plus cost at the doctor’s office with the exception of transportationone physical per calendar year when the employee will only be paid after the first one and one-half (1 1/2) hours at the appropriate hourly rate for actual hours involved. Employees will not be required Such examination must take place within fourteen (14) days after the employee has provided the Employer’s physician with the neces- sary medical history pertinent to take examinations during their working hours. the employee’s injury or illness.‌‌ The Company reserves Employer shall have the right to select its his own medical examiner exam- iner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined physician at the UnionCompany’s expense. In case of a dispute, the employee shall have the right to select a medical examiner. In the event of disagreements disagreement between the doctor selected by the Company Employer and the doctor selected by the Unionemployee, the Company Employer and Union employ- ee doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the em- ployee employee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute The employee shall provide the doctor with the neces- sary medical history pertinent to the employee’s injury or illness. Disputes concerning back pay shall be subject to the griev- ance proceduregrievance pro- cedure. Any physician selected pursuant When the Company’s doctor and the employee’s doctor agree that the employee is able to this Article return to work, the employee must be allowed to return on his next regular available work day. Disputes concerning back pay shall be independent and not related by blood or marriage subject to the Employer, the Union or the employeegrievance procedure. Section 2. Should the Employer find it necessary to require employees to car- ry or record full carry personal identification, such requirement shall be complied with by the employees. The cost of such personal identi- fication identification shall be borne by the Employer. Section 3. Any road driver who suffers an injury while on duty shall be paid the completion of the trip subject to the eight (8) hour guarantee. Any city employee who suffers an injury while on duty shall be paid full compensation for the day on which such injury occurred. In cases where the doctor permits the employee to return to work after such injury, and such employee is required to return to the doc- tor or the hospital for further treatment of such injury, during regu- lar working hours, he shall be paid for such time.‌‌‌ In the event any driver in any classification is unable to perform his usual duties due to inability to pass D.O.T. physical examinations, he shall have the opportunity to perform duties in some other classifications which he is capable and physically able to perform with the Company and shall retain his original seniority status with the Company. Section 4. No employee shall be required to take any form of lie detector test as a condition of employment. Section 5. Where an employee is habitually absent for alleged illness the Em- ployer may require such employee to furnish a doctor’s certificate and release from the The Employer shall not post employee’s personal doctorinformation (social security number, provided the Em- ployer has notified the employee of such requirementhome address, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rulehome phone number). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation as to whether an employee should be placed under the habit- ual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual offender (absenteeism) and given written notice, the employ- ee’s record will be monitored in addition to the requirement for doctor’s releases to be furnished. If no improvement is recognized and excessive absenteeism continues, Company will have the right to take appropriate disciplinary action subject to grievance. Time limits as provided under Article 45 must be followed in con- sidering the employee’s record, discipline and removing habitual offender’s letters.

EXAMINATION AND IDENTIFICATION FEES. Section 1 Physical, mental mental, or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployees, employees provided, however, the Employer shall pay for all such examinations. The Employer shall not pay for any time spent in the case of applicants for jobs and jobs, but shall be responsible to other employ- ees employees only for time spent at the place of the examination or examinations, examinations where the time spent by the employee exceeds two (2) hours, and in that case, case only for those hours in excess of said two (2). Examina- tions Examinations are to be taken at the employee’s employees' home terminal area and are not to exceed one (1) in any one (1) year, unless the employee has suf- fered suffered serious injury or illness during within the year. ButIf an employee takes the exam during working hours, if required to take such examination at some other place, they will not suffer a loss of time. The day will be paid based on the average daily hours worked of the previous month or the time spent taking the exam whichever is greater. It is understood that the employee will communicate with their immediate supervisor or manager to report to work after the examination concludes in order to qualify for the above mentioned guarantee. If there is work available the employee must report to work to get paid. If employee elects not to work, then they will be paid for time spent taking the exam only. Employees shall be paid the hourly rate for all time spent plus cost given reasonable notice of transportation. Employees will not be required to take examinations during their working hoursdates of examinations. The Company Employer reserves the right to select its own medical examiner or physician, physician and the Union may, if it believes an injustice has been done to an employee, have said employee re-examined at the Union’s employee's expense. In If two (2) physicians disagree, the event of disagreements between the doctor selected by the Company Employer and the doctor selected by the Union, the Company and Union doctors shall together select mutually agree upon a third doctor physician within seven ten (710) working days, whose opinion decision shall be final and binding on the Company, the Union, Employer and the employeeUnion and the Employee. The Company Neither the Employer nor the Union nor the em- ployee will attempt to circumvent the decision. The decision of the third physician and the expense of the third doctor physician shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject In cases where the employees are under medical supervision of El Fondo de Seguro del Estado and are released to go to work the griev- ance procedure. Any physician selected pursuant Company will keep the right to this Article shall be independent and not related by blood or marriage to have the Employer, the Union or the employee. Should the Employer find it necessary to require employees to car- ry or record full personal identification, such requirement shall be complied with employee examined by the employees. The cost of such personal identi- fication shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Em- ployer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Em- ployer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor private physician prior to returning to workwork unless the law dictates otherwise. The Employer may also require A driver who is judged medically unfit to drive, but is considered physically fit and qualified to perform other inside jobs will be afforded the opportunity to displace the least senior full-time inside employee at such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee when the inside employee has given the Employer two (2) working days (excluding Saturdayless Company seniority, Sunday and holidays) notice of intent to until they can return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry or sickness as their driving job unless otherwise provided for in this Articlethe Supplements. This rule While performing the inside work, the driver will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on paid the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor appropriate rate for the employees to volunteer to take off will also be noted on the at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation as to whether an employee should be placed under the habit- ual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual offender (absenteeism) and given written notice, the employ- ee’s record will be monitored in addition to the requirement for doctor’s releases to be furnishedjob. If no improvement full-time inside position is recognized and excessive absenteeism continuesavailable, Company the Employer will have meet with the right Local Union to take appropriate disciplinary action subject to grievancedevelop a full- time job if possible, out of available work. Time limits as provided under Article 45 must be followed in con- sidering It is understood that if there are changes agreed on the employee’s record, discipline and removing habitual offender’s lettersMaster language they will apply accordingly.

EXAMINATION AND IDENTIFICATION FEES. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all em- ployeesemployees, provided, however, the Employer shall pay for all such examinations. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employ- ees employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examina- tions Examinations are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suf- fered suffered serious injury or illness during the year. But, if required to take such examination at some other place, the employee shall be paid the hourly rate for all time spent plus cost of transportation. Employees will not be required to take examinations during their working hours. The Company reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the Union’s expense. In the event of disagreements between the doctor selected by the Company and the doctor selected by the Union, the Company and Union doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the em- ployee employee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject to the griev- ance grievance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employer, the Union or the employee. Should the Employer find it necessary to require employees to car- ry carry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identi- fication identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Em- ployer Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Em- ployer Employer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive cal- endar calendar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the em- ployee employee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious inju- ry injury or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the at- tendance attendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule). (a) Absentee control regarding illness including request to furnish proof of illness and discipline will be handled in accordance with the provisions of Article 46. (b) The Employer must consider the following in making a determi- nation determination as to whether an employee should be placed under the habit- ual habitual offender rule: (1) Frequency and day(s) of the week the absence occurs. (2) Days absent in relation to weekends or days off. (3) Hospitalized or not. (4) Previous attendance record prior to current absence. After the determination has been made that an employee is a habit- ual habitual offender (absenteeism) and given written notice, the employ- eeemployee’s record will be monitored in addition to the requirement for doctor’s releases to be furnished. If no improvement is recognized and excessive absenteeism continues, Company will have the right to take appropriate disciplinary action subject to grievance. Time limits as provided under Article 45 must be followed in con- sidering considering the employee’s record, discipline and removing habitual offender’s letters.