Common use of Redemption Program Clause in Contracts

Redemption Program. Beginning on July 1, 2006, if a bargaining unit member has a level of corrective action for attendance as their most recent corrective action AND who goes a full 180 calendar days starting with the day after the last sick day equivalent without any lates, early outs, or sick days, misconduct or poor job performance that resulted in corrective action according to Article 8 (e.g., the employee works all assigned shifts without incident), will be eligible to remove the last two sick day equivalents and have the last formal corrective action for attendance removed. The redemption period (180 calendar days) will start over with the next sick day, lateness, early out or formal corrective action of any kind. Any approved non-FMLA leave of absence or any approved full time FMLA will extend the 180 calendar day timeframe equal to the amount of time on an approved non-FMLA leave / Full time FMLA. The request for redemption must be executed by the employee. Management is NOT responsible for tracking this program. Employees themselves are accountable. Any request to management will be reviewed 180 calendar days back from the date of the request. Examples but not to be considered an all-inclusive listing: (1) An employee receives a coaching for five (5) sick day equivalents. They go 180 calendar days without any lates, early outs, sick days, misconduct or poor job performance. They do not take any full time leave of absence including full time FMLA. They can request from their manager that the last two sick day equivalents be removed AND the coaching be removed. (2) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for code of conduct. They then receive a Xxxxx 0 Xxxxxxx Xxxxxxx for five (5) sick day equivalents. They also receive a Xxxxx 0 Xxxxxxx Xxxxxxx for code of conduct. They are deemed ineligible for the redemption program since their last corrective action is for code of conduct, not attendance. (3) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for seven (7) sick day equivalents on January 1st. They then take an approved full time FMLA from March 1st through March 31st. Their 180 calendar day period begins on the first day after the sick day equivalent which triggered the discipline and is frozen as of the last day in February and then begins again on April 1st until August 1st.

Redemption Program. Beginning on July 1, 2006, if a bargaining unit member has a level of corrective action for attendance as their most recent corrective action AND who goes a full 180 calendar days starting with the day after the last sick day equivalent without any lates, early outs, or sick days, misconduct or poor job performance that resulted in corrective action according to Article 8 7 (e.g., the employee works all assigned shifts without incident), will be eligible to remove the last two sick day equivalents and have the last formal corrective action for attendance removed. The redemption period (180 calendar days) will start over with the next sick day, lateness, early out or formal corrective action of any kind. Any approved non-FMLA leave of absence or any approved full time FMLA will extend the 180 calendar day timeframe equal to the amount of time on an approved non-FMLA leave / Full time FMLA. The request for redemption must be executed by the employee. Management is NOT responsible for tracking this program. Employees themselves are accountable. Any request to management will be reviewed 180 calendar days back from the date of the request. Examples but not to be considered an all-inclusive listing: (1) An employee receives a coaching for five (5) sick day equivalents. They go 180 calendar days without any lates, early outs, sick days, misconduct or poor job performance. They do not take any full time leave of absence including full time FMLA. They can request from their manager that the last two sick day equivalents be removed AND the coaching be removed. (2) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for code of conduct. They then receive a Xxxxx 0 Xxxxxxx Xxxxxxx for five (5) sick day equivalents. They also receive a Xxxxx 0 Xxxxxxx Xxxxxxx for code of conduct. They are deemed ineligible for the redemption program since their last corrective action is for code of conduct, not attendance. (3) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for seven (7) sick day equivalents on January 1st. They then take an approved full time FMLA from March 1st through March 31st. Their 180 calendar day period begins on the first day after the sick day equivalent which triggered the discipline and is frozen as of the last day in February and then begins again on April 1st until August 1st.

Redemption Program. Beginning on July 1, 2006, if a bargaining unit member has a level of corrective action for attendance as their most recent corrective action AND who goes a full 180 calendar days starting with the day after the last sick day equivalent without any lates, early outs, or sick days, misconduct or poor job performance that resulted in corrective action according to Article 8 (e.g., the employee works all assigned shifts without incident), will be eligible to remove the last two sick day equivalents and have the last formal corrective action for attendance removed. The redemption period (180 calendar days) will start over with the next sick day, lateness, early out or formal corrective action of any kind. Any approved non-FMLA leave of absence or any approved full time FMLA will extend the 180 calendar day timeframe equal to the amount of time on an approved non-FMLA leave / Full time FMLA. The request for redemption must be executed by the employee. Management is NOT responsible for tracking this program. Employees themselves are accountable. Any request to management will be reviewed 180 calendar days back from the date of the request. Examples but not to be considered an all-inclusive listing: (1) An employee receives a coaching for five (5) sick day equivalents. They go 180 calendar days without any lates, early outs, sick days, misconduct or poor job performance. They do not take any full time leave of absence including full time FMLA. They can request from their manager that the last two sick day equivalents be removed AND the coaching be removed. (2) An employee receives a Xxxxx 0 XxxxLevel 1 Oral/Xxxxxxx Xxxxxxx Written Warning for code of conduct. They then receive a Xxxxx 0 Xxxxxxx Xxxxxxx Level 2 Written Warning for five (5) sick day equivalents. They also receive a Xxxxx 0 Xxxxxxx Xxxxxxx Level 3 Written Warning for code of conduct. They are deemed ineligible for the redemption program since their last corrective action is for code of conduct, not attendance. (3) An employee receives a Xxxxx 0 XxxxLevel 1 Oral/Xxxxxxx Xxxxxxx Written Warning for seven (7) sick day equivalents on January 1st. They then take an approved full time FMLA from March 1st through March 31st. Their 180 calendar day period begins on the first day after the sick day equivalent which triggered the discipline and is frozen as of the last day in February and then begins again on April 1st until August 1st.

Redemption Program. Beginning on July 1, 2006, if a bargaining unit member has a level of corrective action for attendance as their most recent corrective action AND who goes a full 180 calendar days starting with the day after the last sick day equivalent without any lates, early outs, or sick days, misconduct or poor job performance that resulted in corrective action according to Article 8 7 (e.g., the employee works all assigned shifts without incident), will be eligible to remove the last two sick day equivalents and have the last formal corrective action for attendance removed. The redemption period (180 calendar days) will start over with the next sick day, lateness, early out or formal corrective action of any kind. Any approved non-FMLA leave of absence or any approved full time FMLA will extend the 180 calendar day timeframe equal to the amount of time on an approved non-FMLA leave / Full time FMLA. The request for redemption must be executed by the employee. Management is NOT responsible for tracking this program. Employees themselves are accountable. Any request to management will be reviewed 180 calendar days back from the date of the request. Examples but not to be considered an all-inclusive listing: (1) An employee receives a coaching for five (5) sick day equivalents. They go 180 calendar days without any lates, early outs, sick days, misconduct or poor job performance. They do not take any full time leave of absence including full time FMLA. They can request from their manager that the last two sick day equivalents be removed AND the coaching be removed.of (2) An employee receives a Xxxxx 0 XxxxLevel 1 Oral/Xxxxxxx Xxxxxxx Written Warning for code of conduct. They then receive a Xxxxx 0 Xxxxxxx Xxxxxxx Level 2 Written Warning for five (5) sick day equivalents. They also receive a Xxxxx 0 Xxxxxxx Xxxxxxx Level 3 Written Warning for code of conduct. They are deemed ineligible for the redemption program since their last corrective action is for code of conduct, not attendance. (3) An employee receives a Xxxxx 0 XxxxLevel 1 Oral/Xxxxxxx Xxxxxxx Written Warning for seven (7) sick day equivalents on January 1st. They then take an approved full time FMLA from March 1st through March 31st. Their 180 calendar day period begins on the first day after the sick day equivalent which triggered the discipline and is frozen as of the last day in February and then begins again on April 1st until August 1st.

Redemption Program. Beginning on July 1, 2006, if a bargaining unit member has a level of corrective action for attendance as their most recent corrective action AND who goes a full 180 calendar days starting with the day after the last sick day equivalent without any lates, early outs, or sick days, misconduct or poor job performance that resulted in corrective action according to Article 8 7 (e.g., the employee works all assigned shifts without incident), will be eligible to remove the last two sick day equivalents and have the last formal corrective action for attendance removed. The redemption period (180 calendar days) will start over with the next sick day, lateness, early out or formal corrective action of any kind. Any approved non-FMLA leave of absence or any approved full time FMLA will extend the 180 calendar day timeframe equal to the amount of time on an approved non-FMLA leave / Full time FMLA. The request for redemption must be executed by the employee. Management is NOT responsible for tracking this program. Employees themselves are accountable. Any request to management will be reviewed 180 calendar days back from the date of the request. Examples but not to be considered an all-inclusive listing: (1) An employee receives a coaching for five (5) sick day equivalents. They go 180 calendar days without any lates, early outs, sick days, misconduct or poor job performance. They do not take any full time leave of absence including full time FMLA. They can request from their manager that the last two sick day equivalents be removed AND the coaching be removed.of (2) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for code of conduct. They then receive a Xxxxx 0 Xxxxxxx Xxxxxxx for five (5) sick day equivalents. They also receive a Xxxxx 0 Xxxxxxx Xxxxxxx for code of conduct. They are deemed ineligible for the redemption program since their last corrective action is for code of conduct, not attendance. (3) An employee receives a Xxxxx 0 Xxxx/Xxxxxxx Xxxxxxx for seven (7) sick day equivalents on January 1st. They then take an approved full time FMLA from March 1st through March 31st. Their 180 calendar day period begins on the first day after the sick day equivalent which triggered the discipline and is frozen as of the last day in February and then begins again on April 1st until August 1st.