Common use of Leave Restrictions Clause in Contracts

Leave Restrictions. A. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly. B. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Supervisors will counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements and before a leave restriction letter is issued. C. The leave restriction letter will include: 1. The reasons the employee is placed on the restriction, including the specific dates and/or circumstances relied upon; 2. The incident(s) of leave abuse; 3. A reference that the employee may contact the Union for further explanation or advice regarding the leave restriction. The Union will provide the Agency with the contact information to be included; and 4. The terms and conditions of using leave while on leave restriction. D. Ordinarily, leave restrictions are for 6 months. Leave restrictions will be revoked after 6 months if the employee has not violated the restrictions during the 6-month period. After 3 months, the employee or a Union representative may request the supervisor review the leave restriction. The leave restriction may be removed sooner than 6 months if the employee has met the conditions of the leave restriction and the supervisor believes that the leave problem has been corrected. Employees who have been on a leave restriction in the past three years may be subject to restrictions longer than 6 months but not more than one year. However, the agency can extend the leave restriction beyond one year if an employee violates the leave restriction. E. An employee who is on leave restriction will be required to provide documentation to support any absences. F. Leave restrictions are not disciplinary actions; however, any violation of a leave restriction may be the basis of a disciplinary action.

Leave Restrictions. A. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly. B. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Supervisors will counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements and before a leave restriction letter is issued. C. The leave restriction letter will include: 1. The reasons the employee is placed on the restriction, including the specific dates and/or circumstances relied upon; 2. The incident(s) of leave abuse; 3. A reference that the employee may contact the Union for further explanation or advice regarding the leave restriction. .The Union will provide the Agency with the contact information to be included; and 4. The terms and conditions of using leave while on leave restriction. D. Ordinarily, leave restrictions are for 6 months. Leave restrictions will be revoked after 6 months if the employee has not violated the restrictions during the 6-month period. After 3 months, the employee or a Union representative may request the supervisor review the leave restriction. The leave restriction may be removed sooner than 6 months if the employee has met the conditions of the leave restriction and the supervisor believes that the leave problem has been corrected. Employees who have been on a leave restriction in the past three years may be subject to restrictions longer than 6 months but not more than one year. However, the agency can extend the leave restriction beyond one year if an employee violates the leave restriction. E. An employee who is on leave restriction will be required to provide documentation to support any absences. F. Leave restrictions are not disciplinary actions; however, any violation of a leave restriction may be the basis of a disciplinary action.

Leave Restrictions. A. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. Supervisors are encouraged to counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly. B. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Supervisors will counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements and before a leave restriction letter is issued. C. The leave restriction letter will include: 1. : The reasons the employee is placed on the restriction, including the specific dates and/or circumstances relied upon; 2. ; The incident(s) of leave abuse; 3. ; and A reference that the employee may contact the Union for further explanation or advice regarding the leave restriction. The : the Union will provide the Agency with the contact information to be included; and 4. The terms and conditions of using leave while on leave restriction. D. Ordinarily, leave restrictions are for 6 months. Leave restrictions will be revoked after 6 months if the employee has not violated the restrictions during the 6-month period. After 3 monthsFor employees who have not been subject to a leave restriction in the past three years, the employee or a Union representative may request the supervisor review the leave restriction. The leave restriction may be removed sooner than 6 months if the employee has met the conditions of the leave restriction and the supervisor believes that the leave problem has been corrected. Employees who have been on a leave restriction in the past three years may be subject to restrictions longer than 6 months but not more than one year. However, the agency can extend the leave restriction beyond one year if an employee violates the leave restriction. E. An employee who is on leave restriction will be required to provide documentation to support any absences. F. . Leave restrictions are not disciplinary actions; however, any violation of a leave restriction may be the basis of a disciplinary action.