Common use of Time and Attendance Clause in Contracts

Time and Attendance. Section 1. All non per diem employees are required to notify their department manager, at a designated Kaleida extension, two (2) hours in advance of their scheduled shift if they are not going to report to work or if they know they will be reporting late. Per diem employees must notify the Department four (4) hours in advance per Article 15, Per Diem Employees Section 6(b). Section 2. The following procedure will apply to employees who are absent from work. In applying the penalties set forth below, it is understood that every employee is allowed fifty-six (56) hours of unscheduled absence (June 1 through May 31) without penalty. The Employer and the Union acknowledge that the collective bargaining agreement between the parties contains comparable benefits and specifically acknowledges Section 196-b of the New York State Labor Law. Any use of these fifty-six (56) hours, shall not be counted as an absence for the purpose of moving to any level of discipline below: a.) After fifty-six (56) hours of absence in any attendance year, his or her supervisor will counsel an employee. No record of this counseling will be placed in the employee's personnel file, but may be maintained in the supervisor's anecdotal file. (The counseling will be applied after fifty-six [56] hours) b.) On the first occurrence of unscheduled absence after the hours permitted in Section 2 in any attendance year, an employee will receive a verbal warning. A copy of said verbal warning will be placed in the employee’s personnel file and remain for a twelve (12) month period from the date of the last absence. c.) Once an employee has received a verbal warning as set forth above in paragraph b, the next occurrence of unscheduled absence from the date of the last absence beyond the hours permitted in Section 2 above, will result in receipt of a written warning. A copy of said warning will be placed in the employee’s personnel file and remain there a twelve (12) month period, from the date of the last absence. d.) Once an employee has received a written warning as set forth in paragraph “c” above, the next occurrence of unscheduled the twelve (12) month period, from the date of the last absence, will result in a one (1) day suspension without pay. The day of the call in will be considered the day of suspension if no PTO hours have been paid. A copy of said suspension will be placed in the employee’s personnel file and remain there until the end of a twelve (12) month period. e.) Any employee who has received a suspension without pay pursuant to paragraph d.) above and is absent an additional time in the next twelve (12) month period will be suspended pending administrative review of the employees complete attendance record. If after the administrative review has been completed, the Employer determines termination is warranted, the employee will be terminated. f.) It is further understood that none of the aforementioned steps may be skipped and the failure of a supervisor to take action as set forth will advance the days, which trigger any particular level of action. g.) Finally, an employee will be offered union representation (if applicable) at each step of the procedure outlined above. Section 3. The following absences shall not be counted as occurrences of absence in applying discipline under this Article: a.) pre-approved paid time off; b.) approved leave of absence;

Time and Attendance. Section 1. All non per per-diem employees are required to notify their department manager, at a designated Kaleida extension, two (2) hours in advance of their scheduled shift if they are not going to report to work or if they know they will be reporting late. Per diem Per-Diem employees must notify the Department four (4) hours in advance per Article 15XXX, Per Per-Diem Employees employees Section 6(b)5b. Section 2. The following procedure will apply to employees who are absent from work. In applying the penalties set forth below, it is understood that every employee is allowed fifty-six (56) hours of unscheduled absence (June 1 through May 31) without penalty. The Employer and the Union acknowledge that the collective bargaining agreement between the parties contains comparable benefits and specifically acknowledges Section 196-b of the New York State Labor Law. Any use of these fifty-six (56) hours, shall not be counted as an absence for the purpose of moving to any level of discipline below: a.) After fifty-six (56) hours of absence in any attendance year, his or her supervisor will counsel an employee. No record of this counseling will be placed in the employee's personnel file, but may be maintained in the supervisor's anecdotal file. (The counseling will be applied after fifty-six [(56] ) hours) b.) On the first occurrence of unscheduled absence after the hours permitted in Section 2 in any attendance year, an employee will receive a verbal warning. A copy of said verbal warning will be placed in the employee’s personnel file and remain for a twelve (12) month period from the date of the last absence. c.) Once an employee has received a verbal warning as set forth above in paragraph b, the next occurrence of unscheduled absence from the date of the last absence beyond the hours permitted in Section 2 above, will result in receipt of a written warning. A copy of said warning will be placed in the employee’s personnel file and remain there a twelve (12) month period, from the date of the last absence. d.) Once an employee has received a written warning as set forth in paragraph “c” above, the next occurrence of unscheduled the twelve (12) month period, from the date of the last absence, will result in a one (1) day suspension without pay. The day of the call in will be considered the day of suspension if no PTO hours have been paid. A copy of said suspension will be placed in the employee’s personnel file and remain there until the end of a twelve (12) month period.the attendance year e.) Any employee who has received a suspension without pay pursuant to paragraph d.) above and is absent an additional time one in the next twelve (12) month period will be suspended pending administrative review of the employees complete attendance record. If after the administrative review has been completed, the Employer determines termination is warranted, the employee will be terminated. f.) It is further understood that none of the aforementioned steps may be skipped and the failure of a supervisor to take action as set forth will advance the days, which trigger any particular level of action. g.) Finally, an employee will be offered union representation (if applicable) at each step of the procedure outlined above. Section 3. The following absences shall not be counted as occurrences of absence in applying discipline under this Article: a.) pre-approved paid time off; b.) approved leave of absence;