Common use of Quarterly Review Process for Absenteeism Clause in Contracts

Quarterly Review Process for Absenteeism. Within two (2) weeks after receiving the report referred to in Section C.1. above, supervisors shall take appropriate action pursuant to Section C.2. or C.3. All such actions taken must be appropriately documented. Before such action is taken, supervisors shall determine that all absences and time away from work for the reasons deemed not to be an absence per Sec. B. 1. are coded properly. If the conditions of Section C.2. or C.3., above are met, appropriate action should typically follow a progressive corrective action plan such as counseling, verbal warning, written reprimand, benefit reduction or elimination, suspension, and termination. Supervisors must review each situation on a case-by-case basis with the assistance of Labor Relations and business unit leadership and in accord with the IBEW/Sick Leave Agreement set forth in Sec. A above. When determining the appropriate corrective action to be taken pursuant to Sec. C.2. or C.3., the number of quarters that have occurred previously without exceeding the Quarterly Absenteeism Standard may be considered. For example, if an employee has received a written reprimand for being above the Quarterly Absenteeism Standard for a quarter, followed by three quarters below the Quarterly Absenteeism Standard, and in the fourth quarter is above the Quarterly Absenteeism Standard, appropriate corrective action may be the issuance of a second written reprimand instead of a more severe disciplinary action, such as suspension.

Quarterly Review Process for Absenteeism. Within two (2) weeks after receiving the report referred to in Section C.1. above, supervisors shall take appropriate action pursuant to Section C.2. or C.3. All such actions taken must be appropriately documented. Before such action is taken, supervisors shall determine that all absences and time away from work for the reasons deemed not to be an absence per Sec. B. 1. are coded properly. If the conditions of Section C.2. or C.3., above are met, appropriate action should typically follow a progressive corrective action plan such as counseling, verbal warning, written reprimand, benefit reduction or elimination, suspension, and termination. Supervisors must review each situation on a case-by-case basis with the assistance of Labor Relations and business unit leadership and in accord with the IBEWIBEW Local 51/Sick Leave Agreement set forth in Sec. A above. When determining the appropriate corrective action to be taken pursuant to Sec. C.2. or C.3., the number of quarters that have occurred previously without exceeding the Quarterly Absenteeism Standard may be considered. For example, if an employee has received a written reprimand for being above the Quarterly Absenteeism Standard for a quarter, followed by three quarters below the Quarterly Absenteeism Standard, and in the fourth quarter is above the Quarterly Absenteeism Standard, appropriate corrective action may be the issuance of a second written reprimand instead of a more severe disciplinary action, such as suspension.