STANDARDS OF ATTENDANCE. It is your responsibility to notify your supervisor as far in advance as possible whenever you will not be present during your normal work hours. This includes full and partial day absences, as well as lateness. You are expected to inform your supervisor of the reason for your absence, and to advise when you expect to return to work. Unless you and your supervisor have agreed to an alternate method of communication (i.e., text message), you are expected to call and speak with your supervisor. If the supervisor is not reached, you are expected to leave a message, and make an effort to speak with someone else in the administrative function of your department. If you are physically unable to make a personal call, you are expected to have someone else contact your supervisor on your behalf. A written medical excuse will be required from a healthcare professional for absences of three (3) days in length or more. No absence is automatically considered to be excused. Chronic, habitual or excessive absenteeism or lateness, as judged by the Town in its sole discretion, may result in disciplinary action up to and including termination in circumstances including but not limited to the following:
1. Frequent short-term unplanned absence or lateness. The Town regards “excessive” absenteeism as two or more unscheduled instances not due to a certified medical condition within sixty (60) days.
2. Absence from work for three (3) consecutive, scheduled work days without notifying the Town during the absence of an illness or accident which prevents you from working. These absences must be supported by written certification from a medical professional, or be attributable to another satisfactory reason, as determined by the Town.
3. Failure to return to work promptly following release for duty by a healthcare professional, unless specifically requested not to do so by the Human Resources Director, or after being notified of recall from layoff/furlough status by the Town.
4. Extended absence from work for any reason, including but not limited to illness, off- the-job injury, layoff, or leave of absence, for a period in excess of six (6) consecutive months since your last day worked for the Town, or for a period exceeding the length of your continuous service with the Town, whichever is shorter.
STANDARDS OF ATTENDANCE. Section 1: The maintenance of good health, physical fitness and good attendance by all employees is required. It is important and necessary to the successful performance of all the duties and functions of an employee.
Section 2: Employees are required to be at work on a regular, continuing and consistent basis regardless of any available sick leave. Any excessive or unusual amount of absence from work is contrary to the City/Library's attendance expectations.
Section 3: The employer reserves the right to review and record employee absenteeism and to impose disciplinary action, including the withholding of pay increments or wage increases, for violation of this Article or the Sick Leave provisions.
a) Increments (if any) and salary adjustments are not to be considered automatic; they shall be reviewed annually and approved by the Board of Trustees upon recommendation of the Director. Among the factors to be considered by the Director in making her recommendation shall be the attendance record of the employee. Any employee whose increment or salary adjustment is recommended to be withheld shall be advised of that recommendation in writing on or before April 1 of the prior work year.
b) If the recommendation to withhold an increment or salary adjustment is approved by the Trustees, the employee shall be entitled to have the decision to withhold an increment or salary adjustment reviewed by the Director prior to the close of the fiscal year in which the notice was given. If the increment or salary adjustment is withheld, a decision whether to reinstate one-half (½) of the increment or salary adjustment will be made by December 31 of the year in which it is withheld. A similar decision regarding reinstating the second one-half (½) of the increment or salary adjustment will be made prior to the close of the fiscal year in which the increment or salary adjustment is withheld. The Trustees agree that increments and/or salary adjustments shall not be unreasonably withheld.
Section 5: All employees may be required to meet with the Director or her designee to discuss absenteeism. A union representative may accompany the employee.
STANDARDS OF ATTENDANCE. The parties to this Agreement agree that consistent attendance of Employees is essential to providing education of the highest possible quality to students. Employees are expected to be at work on a regular, continuing, and consistent basis. An excessive or unusual amount of absence from work is contrary to the employer's attendance expectations and requirements. Such excessive absenteeism or unusual pattern of absence (including unexcused absences prior to or following a holiday, school vacation period, weekend, or leave) on the part of an Employee may warrant an explicit explanation to the Superintendent or designee. The Superintendent or designee may require an Employee to produce a medical certificate of disability from a regularly licensed and practicing physician when an Employee's use of sick leave is reasonably suspected of being excessive. The Committee reserves the right to monitor and record Employee absenteeism from the workplace regardless of its cause. The Superintendent or designee(s) may meet with, talk to, or otherwise communicate with Employees concerning their attendance. Employees may, at their option, have an Association representative present as an observer at any such meeting. The Employer reserves any rights it may have under the law and this Agreement with respect to issues concerning Employee attendance.
