Short Term Absence. In all departments where crews exist the senior qualified employee on the shift, and within the classification where the vacancy occurs, shall be used to fill temporary vacancies of less than seven (7) days duration. This will be accomplished by moving up on the crew within the classification concerned. If the short-term temporary vacancy extends beyond seven (7) days, the senior qualified employee in the classification will fill the extension of the temporary vacancy except in the case of vacancies due to vacation. The transfer of the senior qualified employee in the classification will be made concurrently at the beginning of the next workweek. If the above paragraph is not applicable for whatever reason, the Company may move employees to a higher classification on a short-term basis (not to exceed two (2) consecutive days per week) in order to decrease the hardship caused by last minute approvals for time off and late notification of absenteeism.
Short Term Absence. .01 Reasonable time off work with pay shall be provided for full time employees for personal matters, e.g., medical, dental appointments, etc. These appointments should be scheduled prior to or at the end of the employee’s scheduled work time, if at all possible. Unless there is an emergency, the employee must notify their immediate supervisor at least twenty-four (24) hours prior to leaving for such appointments.
.02 Employees should not be required to make up the time for such personal leave.
Short Term Absence. An employee on approved absence from duty for 1 to 3 weeks may file for a vacancy upon returning to duty. Employees absent throughout the entire open period of an announcement must apply within 3 work days following their return. The application must be accompanied by supervisory certification of the dates of absence. The SPO will arrange for the employee's consideration if the best qualified list (BQL) has not yet been furnished to the selecting official.
Short Term Absence. The School defines ‘short’ term absence as follows: 1 or 2 days’ unplanned absence e.g. staff sickness. Depending upon the timetable of the absent teacher, it is likely that cover supervision will become ‘specified work’ within 5 days and active teaching would be required. In such circumstances the Headteacher will ensure teaching and learning take place by one or more of the following means:
Short Term Absence. Deductions from salary shall be made from recess pay (i.e. monthly salary during the recess period) if the teacher has been absent for no more than 60 calendar days during the year for reasons that are not credited for the purposes of holiday pay. This deduction will be made as follows:
Short Term Absence. The Company may move employees to a higher classification on a short term basis (not to exceed two (2) consecutive days per week) in order to decrease the hardship caused by last minute approvals for time off and late notification of absenteeism.
Short Term Absence. The Company may move employees to a higher classification on a short term basis (not to exceed two (2) consecutive days per week) in order to decrease the hardship caused by last minute approvals for time off and late notification of absenteeism. The Professional Development (Training) Program is provided as an instrument to increase and enhance the level of training for all employees in various positions throughout the plant. It ultimately will provide each person with the opportunity to become familiar with different jobs and to assess whether or not that individual might wish to apply for other positions in the future. By the very nature of the Program, job appreciation is enhanced through the workforce. The method of implementation is as follows: A “training position” is posted, similar to a job posting. The selection is made using the same criteria as is used for job The “trainee” is paid at present rate of pay. The “trainee” is placed with the employee who holds the job and who will provide the training. The “trainee” is an additional person and is not responsible for doing the job on own. However, should this occur, the “trainee” would then receive the base rate for that position, provided there is no qualified person to step in. This period of training does not replace the probationary period of any position, however, it is agreed that the time spent by the employee will be credited to should that employee successfully post for the position at such time as it might become available. During the life of this Agreement, any agreement reached by the Management and the Union on a matter which may arise and is not already covered by this Agreement, will be put in writing and approved by both parties.
Short Term Absence. When supervisors are absent for short periods, such as vacation, illness, training, etc. the department director or elected official should try to first assess whether or not replacement supervision is necessary, considering safety, training, workflow and other relevant issues. If replacement supervision is deemed necessary by the Department Director or Elected Official, the DD/EO, at his/her discretion, may assign a subordinate staff member to temporarily act in place of the absent supervisor. Working out of the job class on a short-term basis shall not result in additional compensation unless the assignment is greater than 30 days, in which case compensation shall follow policy under Temporary Assignment Pay Adjustments.
Short Term Absence. Supervisors will have the authority to excuse infrequent employee absences of less than one hour. Each case will be considered on its merits and no employee will receive disparate treatment in the granting of excuse for such absence.
Short Term Absence. Frequent short term absences can in some cases be a sign of an underlying health condition or wellbeing concern, therefore it is important that supportive steps are taken to discuss a pattern of absence in order to explore the cause, the impact and how an improvement may be achieved (with support if required). While the council wishes to be supportive in addressing frequent short-term absences, absences of this nature can have an impact on the operation of services. This Supporting Attendance Procedure outlines the typical approach to the management of short term absence. Specific guidance is also available where a disability impacts on short term attendance at work. Supporting Attendance Review 🡪 held at the end of Stage 3 Attendance Improvement Period or earlier if appropriate. Supporting Attendance Review 🡪 held at end of Stage 2 Supporting Attendance Review 🡪 held at end of Stage 1 Attendance Improvement Period or earlier if appropriate. Employee has met Attendance Concern Point/s Attendance Concern Point not met but health concern/s require further support Meeting scheduled to consider dismissal under: Capability hearing (ill health) or Attendance Hearing (some other substantial reason) No Improvement 🡪 May result in a final, Stage 3 Attendance Improvement Period. (Risk to ongoing employment if no sustained improvement achieved during a Stage 3 Attendance Improvement Period) No improvement 🡪 may result in Stage 2 Attendance Improvement Period (Risk of progressing to Stage 3 if no sustained improvement achieved during Stage 2 Attendance Improvement Period) Placement on Stage 1 Attendance Improvement Period Occupational Health Referral* Wellbeing at Work Meeting Consideration given to disability related absence* No further action
