Common use of Excessive absenteeism Clause in Contracts

Excessive absenteeism. 30 The parties recognize that every employee has a duty 31 to be reliably present at work, and that failure to confine sick leave usage to accrued and 1 available sick leave raises the possibility of discipline for excessive absenteeism. Such 2 cases, however, are subject to just cause review and require systematic examination of 3 relevant factors, including but not limited to: 4 (a) Any legal requirements, including, but not 5 limited to those of the FMLA, OFLA, Oregon Sick Time Law or the ADA; 6 (b) The tenure and work history of the employee, 7 specifically to include whether there have been previous instances of this pattern of 8 absenteeism; 9 (c) Whether there is a likelihood of improvement 10 within a reasonable period of time based on credible medical evidence; 11 (d) The particular attendance requirements of the

Excessive absenteeism. 30 2 The parties recognize that every employee has a duty 31 3 to be reliably present at work, and that failure to confine sick leave usage to accrued and 1 4 available sick leave raises the possibility of discipline for excessive absenteeism. Such 2 5 cases, however, are subject to just cause review and require systematic examination of 3 6 relevant factors, including but not limited to: 4 7 (a) Any legal requirements, including, but not 5 8 limited to those of the FMLA, OFLA, Oregon Sick Time Law Law, Paid Leave Oregon, or the 9 ADA; 6 10 (b) The tenure and work history of the employee, 7 11 specifically to include whether there have been previous instances of this pattern of 8 12 absenteeism; 9 13 (c) Whether there is a likelihood of improvement 10 14 within a reasonable period of time based on credible medical evidence; 11 15 (d) The particular attendance requirements of the

Excessive absenteeism. 30 The parties recognize that every employee has a duty 31 to be reliably present at work, and that failure to confine sick leave usage to accrued and 1 available sick leave raises the possibility of discipline for excessive absenteeism. Such 2 cases, however, are subject to just cause review and require systematic examination of 3 relevant factors, including but not limited to: 4 (a) Any legal requirements, including, but not 5 limited to those of the FMLA, OFLA, Oregon Sick Time Law Law, Paid Leave Oregon, or the ADA; 6 (b) The tenure and work history of the employee, 7 specifically to include whether there have been previous instances of this pattern of 8 absenteeism; 9 (c) Whether there is a likelihood of improvement 10 within a reasonable period of time based on credible medical evidence; 11 (d) The particular attendance requirements of the (e) The pattern of use, and whether the absences