Common use of Excessive absenteeism Clause in Contracts

Excessive absenteeism. 18 The parties recognize that every employee has a duty to 19 be reliably present at work, and that failure to confine sick leave usage to accrued 20 and available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such cases, however, are subject to just cause review and require systematic 22 examination of relevant factors, including but not limited to: 23 i. Any legal requirements, including, but not limited to 24 those of the FMLA, OFLA, Oregon Sick Leave Law or the ADA; 25 ii. The tenure and work history of the employee, 26 specifically to include whether there have been previous instances of this pattern of 27 absenteeism; 28 iii. Whether there is a likelihood of improvement within 29 a reasonable period of time based on credible medical evidence; 30 iv. The particular attendance requirements of the 31 employee’s job; 1 v. The pattern of use, and whether the absences are 2 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 24 The parties recognize that every employee has a duty to 19 be reliably 25 present at work, and that failure to confine sick leave usage to accrued 20 and available sick leave 26 raises the possibility of discipline for excessive absenteeism. 21 Such cases, however, are subject 27 to just cause review and require systematic 22 examination of relevant factors, including but not 28 limited to: 23 29 i. Any legal requirements, including, but not limited to 24 30 those of the FMLA, OFLA, Oregon Sick Leave Time Law or the ADA; 25 31 ii. The tenure and work history of the employee, 26 32 specifically to include whether there have been previous instances of this pattern of 27 33 absenteeism; 28 1 iii. Whether there is a likelihood of improvement within 29 2 a reasonable period of time based on credible medical evidence; 30 3 iv. The particular attendance requirements of the 31 employee’s job;the 1 5 v. The pattern of use, and whether the absences are 2 6 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 9 The parties recognize that every employee has a duty to 19 be 10 reliably present at work, and that failure to confine sick leave usage to accrued 20 and 11 available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such 12 cases, however, are subject to just cause review and require systematic 22 examination 13 of relevant factors, including but not limited to: 23 i. 14 1) Any legal requirements, including, but not limited to 24 15 those of the FMLA, /OFLA, Oregon Sick Leave Law Time Law, or the ADA; 25 ii. 16 2) The tenure and work history of the employee, 26 17 specifically to include whether there have been previous instances of this pattern of 27 18 absenteeism;. 28 iii. 19 3) Whether there is a likelihood of improvement within 29 20 a reasonable period of time based on credible medical evidence; 30 iv. 21 4) The particular attendance requirements of the 31 employee’s job;the 1 v. 23 5) The pattern of use, and whether the absences are 2 24 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 The parties recognize that every employee has a duty to 19 be reliably present at work, and that failure to confine sick leave usage to accrued 20 and available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such cases, however, are subject to just cause review and require systematic 22 examination of relevant factors, including but not limited to: 23 i. Any legal requirements, including, but not limited to 24 those of the FMLA, OFLA, Oregon Sick Leave Law or the ADA; 25 ii. The tenure and work history of the employee, 26 specifically to include whether there have been previous instances of this pattern of 27 absenteeism; 28 iii. Whether there is a likelihood of improvement within 29 a reasonable period of time based on credible medical evidence; 30 iv. The particular attendance requirements of the 31 employee’s job;the 1 v. The pattern of use, and whether the absences are 2 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 The parties recognize that 2 every employee has a duty to 19 be reliably present at work, and that failure to confine 3 sick leave usage to accrued 20 and available sick leave raises the possibility of discipline 4 for excessive absenteeism. 21 Such cases, however, are subject to just cause review 5 and require systematic 22 examination of relevant factors, including but not limited to: 23 6 i. Any legal requirements, including, but not limited to 24 7 those of the FMLA, OFLA, Oregon Sick Leave Law state sick leave law, or the ADA;. 25 8 ii. The tenure and work history of the employee, 26 9 specifically to include whether there have been previous instances of this pattern of 27 10 absenteeism.; 28 11 iii. Whether there is a likelihood of improvement within 29 12 a reasonable period of time based on credible medical HCP evidence.; 30 13 iv. The particular attendance requirements of the 31 14 employee’s job.; 1 15 v. The pattern of use, and whether the absences are 2 16 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 4 The parties recognize that every employee has a duty to 19 be 5 reliably present at work, and that failure to confine sick leave usage to accrued 20 and 6 available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such 7 cases, however, are subject to just cause review and require systematic 22 examination of 8 relevant factors, including but not limited to: 23 9 i. Any legal requirements, including, but not limited to 24 10 those of the FMLA, OFLA, Oregon Sick Leave Law sick leave law, or the ADA;. 25 11 ii. The tenure and work history of the employee, 26 12 specifically to include whether there have been previous instances of this pattern of 27 13 absenteeism;. 28 14 iii. Whether there is a likelihood of improvement within 29 a 15 reasonable period of time based on credible medical evidence;. 30 16 iv. The particular attendance requirements of the 31 employee’s job;the 1 18 v. The pattern of use, and whether the absences are 2 19 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 2 The parties recognize that every employee has a duty 3 to 19 be reliably present at work, and that failure to confine sick leave usage to accrued 20 and 4 available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such 5 cases, however, are subject to just cause review and require systematic 22 examination of 6 relevant factors, including but not limited to: 23 i. 7 (1) Any legal requirements, including, but not 8 limited to 24 those of the FMLA, OFLA, Oregon Sick Time Law, Paid Leave Law Oregon, or the 9 ADA; 25 ii. 10 (2) The tenure and work history of the employee, 26 11 specifically to include whether there have been previous instances of this pattern of 27 12 absenteeism; 28 iii. 13 (3) Whether there is a likelihood of improvement 14 within 29 a reasonable period of time based on credible medical evidence; 30 iv. 15 (4) The particular attendance requirements of the 31 employee’s job;the 1 v. 17 (5) The pattern of use, and whether the absences 18 are 2 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 5 The parties recognize that every employee has a duty 6 to 19 be reliably present at work, and that failure to confine sick leave usage to 7 accrued 20 and available sick leave raises the possibility of discipline for excessive 8 absenteeism. 21 Such cases, however, are subject to just cause review and require 9 systematic 22 examination of relevant factors, including but not limited to: 23 10 i. Any legal requirements, including, but not 11 limited to 24 those of the FMLA, OFLA, Oregon Sick Leave Law Law, or the ADA;. 25 12 ii. The tenure and work history of the employee, 26 13 specifically to include whether there have been previous instances of this pattern 14 of 27 absenteeism;. 28 15 iii. Whether there is a likelihood of improvement 16 within 29 a reasonable period of time based on credible medical evidence;. 30 17 iv. The particular attendance requirements of the 31 18 employee’s job;. 1 19 v. The pattern of use, and whether the absences 20 are 2 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 The parties recognize that 8 every employee has a duty to 19 be reliably present at work, and that failure to confine 9 sick leave usage to accrued 20 and available sick leave raises the possibility of discipline 10 for excessive absenteeism. 21 Such cases, however, are subject to just cause review 11 and require systematic 22 examination of relevant factors, including but not limited to: 23 12 i. Any legal requirements, including, but not limited to 24 13 those of the FMLA, OFLA, Oregon Sick Leave Law state sick leave law, or the ADA;. 25 14 ii. The tenure and work history of the employee, 26 15 specifically to include whether there have been previous instances of this pattern of 27 16 absenteeism; 28 17 iii. Whether there is a likelihood of improvement within 29 18 a reasonable period of time based on credible medical Health Care Provider evidence; 30 19 iv. The particular attendance requirements of the 31 20 employee’s job; 1 21 v. The pattern of use, and whether the absences are 2 22 clearly for bona fide sick leave purposes.

Excessive absenteeism. 18 11 The parties recognize that every employee has a duty to 19 be 12 reliably present at work, and that failure to confine sick leave usage to accrued 20 and 13 available sick leave raises the possibility of discipline for excessive absenteeism. 21 Such 14 cases, however, are subject to just cause review and require systematic 22 examination of 15 relevant factors, including but not limited to: 23 16 i. Any legal requirements, including, but not limited to 24 17 those of the FMLA, OFLA, Oregon Sick Leave Law Law, Paid Leave Oregon, or the ADA;. 25 18 ii. The tenure and work history of the employee, 26 19 specifically to include whether there have been previous instances of this pattern of 27 20 absenteeism;. 28 21 iii. Whether there is a likelihood of improvement within 29 a 22 reasonable period of time based on credible medical evidence;. 30 23 iv. The particular attendance requirements of the 31 24 employee’s job;. 1 25 v. The pattern of use, and whether the absences are 2 26 clearly for bona fide sick leave purposes.