Failure to Report for Duty. As provided in Article 17.
Failure to Report for Duty. As provided in Article 15 (ABSENCES FROM WORK).
Failure to Report for Duty. Part-time Faculty Employees who are not Regularized
Failure to Report for Duty. Failing to report for duty for five (5) consecutive working days without providing the University promptly with adequate reasons for the absence may be cause for immediate dismissal.
Failure to Report for Duty. An employee who fails to report for duty for three (3) consecutive working days without informing the College of the reason for his/her absence shall be presumed to have abandoned his/her position (see 12.01). An employee shall be afforded the opportunity to rebut such presumption and demonstrate that there was just cause for not informing the College. If just cause can be shown, the employee shall return to his/her position.
Failure to Report for Duty. A laid off employee who fails to report for duty, or to give satisfactory reasons for not doing so, within fifteen (15) days from date of notification, shall forfeit their seniority rights and their name shall be struck off the seniority list.
Failure to Report for Duty. A laid off employee who fails to report for duty, or to give satisfactory reasons for not doing so, within fifteen
Failure to Report for Duty. Except for authorised absence from work or where the employee has no entitlement to be paid pursuant to this agreement, if an employee is absent because they fail to report for duty, i.e. they fail to show or are not permitted to board the helicopter because the employee has reported for duty in a medically unfit condition without having provided prior information on their condition to the Operations Manager, the employee will immediately go off pay and the employee will be responsible for their own costs, if any, until the employee is able to commence duty on the next available scheduled flight.
Failure to Report for Duty. Adverse Weather Employees must make every effort to report for duty despite hazardous driving conditions. Adverse Weather Employees will telephone their supervisor when they are absolutely certain that they cannot safely travel to work because of unusually hazardous conditions. The Adverse Weather Employee who is unable to get to work may request annual leave and the supervisor should normally approve that request whey they are also convinced the Employee was truly unable to get to work because of unusually hazardous conditions. Adverse Weather Employees may request annual leave if they could not get to work because of unusually hazardous conditions and when they can prove that telephone outage prevented a call to the supervisor. [NOTE: Absent proof of telephone outage before the end of the pay period the Employee can expect to be placed in an Absent Without Official Leave (AWOL) status.] Adverse Weather Employees who do not report to duty and who are not approved for annual leave may be marked as AWOL, administrative excused time cannot be granted and appropriate disciplinary action will be considered. Employee requests for annual leave will not be favorably considered except in extremely unusual circumstances when transportation to the worksite is rejected by the adverse weather Employee.
Failure to Report for Duty. Adverse Weather Employees must make every effort to report for duty despite hazardous driving conditions. Adverse Weather Employees will telephone their supervisor when they are absolutely certain that they cannot safely travel to work because of unusually hazardous conditions. The Adverse Weather Employee who is unable to get to work may request annual leave and the supervisor should normally approve that request whey they arealso convinced the Employee was truly unable to get to work because of unusually hazardous conditions. Adverse Weather Employees who do not report to duty and who are not approved forannual leave may be marked as AWOL, administrative excused time cannot be granted and appropriate disciplinary action will be considered.
