Unscheduled Absences. Unscheduled absences due to illness shall be compensated from employees’ sick leave or compensatory time banks. Employees may not access their vacation/holiday time bank for unscheduled absences unless (1) the absence is FMLA/OFLA qualified (in which case the employee may elect whether to use vacation/holiday time) or (2) as provided in Section 12.2.1 below. Unscheduled absences for personal reasons for which sick leave is not allowable under Article 14 (e.g., tardiness or unexpected early departure) shall be compensated from employees’ vacation/holiday time or compensatory time banks. The Employer’s willingness to allow the use of benefits intended for scheduled leave time for these incidental unscheduled absences does not protect the employee from discipline for excessive and/or unauthorized absenteeism, if warranted in the judgment of the Employer.
12.2.1 Special requests for use of vacation/holiday time. Employees wishing to use vacation/holiday time for unscheduled absences due to illness will make the request for such use in writing to their immediate supervisor and the appropriate Director. The immediate supervisor will review the employee’s record and forward to the appropriate Director an evaluation of the employee’s individual circumstances. The Director’s decision will be communicated via email to the nurse with a copy to the nurse’s immediate supervisor and the Association’s labor representative. Such leave shall not be unreasonably denied if the request follows the depletion of a nurse’s complete sick bank due to an FMLA/OFLA qualified absence. Denials may be appealed in accordance with the expedited grievance process set forth in Section 22.5.
Unscheduled Absences. If the job to be filled is caused by the unscheduled absence of an employee, the Supervisor in charge may fill the job pursuant to the following order:
a. the temporary call-in of a qualified employee from within that Department on layoff; or
b. the voluntary transfer of a qualified employee from within that Department who has the available hours to fill the unscheduled absence. The employee must be able to do her current job Classification and then work the hours needed for the unscheduled absence, provided it does not result in overtime; or
c. the call in of qualified substitute personnel, as determined by the Supervisor; or
d. If the job cannot be filled by (a), (b), or (c) above, the Supervisor will fill the unscheduled absence as the Supervisor determines appropriate.
Unscheduled Absences. The Employer shall maintain a list of part-time employees who wish to be available for call-in. Employees on the call-in list shall be called in order of seniority beginning with the most senior employee, until the staff shortage is filled. Full-time employees may have their names added to the bottom of the call-in list, and will submit their availability as per above if they wish to be on the list. Each call will be indicated on the part-time call-in sheet as to “worked”, “no answer”, “refused”. Where applicable, if a call-in is answered by an answering machine, the Employer shall leave a message that a call-in is available and for what shift, before hanging up. The Employer will continue its efforts to fill the staff shortage, but if the employee responds ready to work prior to the call-in vacancy being filled, she shall be permitted to take the call-in. Succeeding call-ins will commence with the person listed below the last person accept a call-in and so on, on a rotational basis. “No answer” and “refused” shall be counted as “worked” for the purpose of call-in rotation. The Employer shall bypass an employee on the list who would be eligible for overtime premium if called in to work, until such time as all employees who are available would be eligible for overtime pay. Many part-time staff have regularly scheduled shifts. Their first commitment is to those shifts. Notwithstanding the above, the part-time shadow is offered available shifts prior to utilizing the rotational call-in list, and shall have the opportunity to pick up as many shifts (up to ten [10] shifts total and/or eight [80] hours) as she may want in addition to her regular scheduled shifts. Unscheduled part-time employee shall be required to submit their availability at least two (2) weeks prior to the posting of the schedule and shall be required to pick up at least two (2) weekends per month. Should an unscheduled part-time employee not meet the two (2) weekends in a month requirement, (without prior approval) they shall be notified of their obligation. Should they not respond with reasonable availability within one (1) week of notice, or if this immediately repeats, they shall be deemed to have resigned their employment.
Unscheduled Absences. A. A Unit 20 employee with a good attendance record shall be allowed to use accrued CTO or vacation for occurrences of tardiness, not to exceed thirty (30) minutes at any one time. The employee must have a reasonable excuse and make every effort to inform his/her supervisor at the earliest possible time.
B. For the purpose of this Section, "a good attendance record" is defined as no excused or unexcused tardiness for six (6) months prior to the application of Subsection (19.13a) above. Supervisors may grant exceptions on a case-by-case basis if unusual circumstances so warrant.
C. Time charged to vacation or CTO through the application of Subsection (19.13a) above shall be increments of fifteen (15) minutes.
Unscheduled Absences. An unscheduled absence is defined as any absence of sixty (60) minutes or more that is not pre-scheduled with an employee’s supervisor by 2:30 pm on the last regular work day prior to the date of the absence. An employee will not be disciplined under this Attendance Policy if the employee has six (6) or fewer unscheduled absences within a rolling twelve (12) month period. Unscheduled absences above six (6) within a rolling twelve (12) month period will result in discipline pursuant to this Attendance Policy unless the absences are approved by management, or required by a law such as the Family and Medical Leave Act and the Americans with Disabilities Act. Beginning with the seventh unscheduled occurrence in a rolling twelve
Unscheduled Absences. If the job to be filled is caused by the unscheduled absence of an employee, the supervisor in charge may fill the job pursuant to the following order:
a. the temporary call-in of a qualified employee first from within that department on layoff; or the voluntary transfer of a qualified employee from first within that department who has the available hours to fill the temporary vacancy; or
b. the call in of substitute personnel.
c. If the job cannot be filled by (a) or (b) above, then the least senior qualified employee first from within that department shall be assigned to the job.
d. Personnel that have signed up by October 1, for the first semester, and/or by February 1, for the second semester, will be considered for additional hours to fill unscheduled absences. It is the employee's responsibility to notify the substitute of changes in availability.
Unscheduled Absences. It will be the responsibility of each employee to make every effort to notify management at least one (1) hour prior to their scheduled shift of any circumstances or events that may result in the employee not reporting for their scheduled shift.
Unscheduled Absences. Unscheduled absences due to illness shall be 11 compensated from employees’ sick leave or compensatory time banks. Employees 12 may not access their vacation and holiday time bank for unscheduled absences unless 13 (1) the absence is FMLA/OFLA qualified (in which case the employee may elect 14 whether to use vacation and holiday time) or (2) as provided in Section 12.2.1 below. 15 Unscheduled absences for personal reasons for which sick leave is not allowable under 16 Article 14 (e.g., tardiness or unexpected early departure) shall be compensated from 17 employees’ vacation and holiday time or compensatory time banks. The Employer’s 18 willingness to allow the use of benefits intended for scheduled leave time for these 19 incidental unscheduled absences does not protect the employee from discipline for poor 20 attendance, if warranted in the judgment of the Employer.
Unscheduled Absences. When an unscheduled absence related to FMLA leave or CFRA leave occurs, the supervisor may not take any action against the employee if the employee, within a reasonable time after the absence, provides medical certification as described in this Section above.
Unscheduled Absences. 43 12.2.1 Special requests for use of vacation and holiday time 43
