EXCESSIVE ABSENTEEISM AND TARDINESS Sample Clauses

EXCESSIVE ABSENTEEISM AND TARDINESS. When it has been determined, after counseling, an employee has been excessively absent and /or tardy from work and continues to demonstrate excessive absenteeism and /or tardiness, the employee shall be subject to disciplinary action up to and including discharge.
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EXCESSIVE ABSENTEEISM AND TARDINESS. An employee who is absent and/or tardy on five (5) or more occasions in a 24 month rolling period shall be subject to pre-disciplinary Company absenteeism and/or tardiness counseling. When it has been determined, after counseling, an employee has been excessively absent and/or tardy from work and continues to demonstrate excessive absenteeism and/or tardiness, the employee shall be subject to disciplinary action up to and including discharge. It is understood that preventative care (e.g., annual physical, dental, vision, FMLA-approved absence (regardless of when approved), and Worker’s Compensation are not counted as occasions for disciplinary purposes.
Sample 1

Related to EXCESSIVE ABSENTEEISM AND TARDINESS

  • Reporting Absences (a) Employees are responsible to report to work on time on each scheduled work day.

  • Abuse, Neglect, Exploitation Grantee will;

  • Alcohol (a) A worker who returns a negative alcohol test will be allowed to return to work with no record of the test kept. A worker who returns a positive result for alcohol (above 0.00mg/ml) will be deemed not fit work and will not be permitted to return to work;

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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