Unscheduled Leave. A. An employee’s unscheduled leave may be addressed as a performance issue by the Employer unless prohibited by law. Unscheduled leave, other than leave used in accordance with RCW 49.46, Title 50A RCW (Paid Family and Medical Leave), or intermittent FML, is defined as:
1. Any time an employee notifies their supervisor (or shift commander when applicable) with less than seventy-two (72) hours’ notice prior to the absence;
2. Any time an employee leaves early during their shift when notification did not occur within seventy-two (72) hours prior to the absence; or
3. Any time an employee reports to work after the start of their shift, when notification did not occur within seventy-two (72) hours prior to the absence.
4. Nothing in this Section precludes an employee from requesting time off pursuant to Section 21.7. Approved requests will be considered scheduled.
B. When the Employer suspects unscheduled leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their unscheduled leave use prior to disciplining the employee, or making reference to unscheduled leave use in the employee’s performance evaluation.
Unscheduled Leave. Where an employee is granted an unscheduled leave for illness, bereavement or any other purpose and such leave commences immediately prior to the commencement of the employee's scheduled vacation, the vacation period shall be rescheduled upon the employee's return to work after the completion of the unscheduled leave.
Unscheduled Leave a. To the maximum extent possible, requests for unscheduled leave should only be made for unforeseen circumstances and approval of such leave requests will be subject to consideration of workload, staffing and competency requirements and the Employee’s needs.
b. Requests for unscheduled leave will be considered on an individual case basis. When a request for unscheduled leave has been denied, the Employee will be promptly notified in writing of the reason(s) for denial. Supervisors will respond to Employee requests for leave in a timely manner that allows the Employee sufficient time to plan accordingly. In urgent situations, the Employee should seek approval from the next higher level management official in the Employee’s chain of command.
c. Employees involved in direct patient care or round-the-clock coverage will submit requests for unscheduled leave at least two hours before the Employee’s normal starting time. The two hour requirement will not apply in situations in which the Employee became aware of the need for unscheduled leave less than two hours prior to their normal starting time. The Employee in this situation will make the request for unscheduled leave as soon as he/she becomes aware of the need for the leave, but no later than their normal starting time. Employees not involved in direct patient care or round-the-clock coverage will make their request by no later than fifteen (15) minutes after their normal starting time.
d. Unscheduled leave will be granted in the case of death in the Employee’s immediate family in accordance with the FEFFLA and its implementing regulations as contained in 5 CFR, Part 630.
e. Employees requesting unscheduled leave during their tour of duty must submit a request for leave and receive approval prior to the start of the leave unless the supervisor has established otherwise in accordance with the provisions of this Article. In such cases, the Employee must submit a leave request for the time period they were absent as soon as possible or upon the Employee’s first day of their return to duty.
f. Unscheduled leave requests may be granted for participation in the traditional Native American ceremonies, and for participation in other religious observances, when it can be determined that no advance notification could have been given.
g. If a Bargaining Unit Employee (BUE) cannot reach his or her first-line supervisor to request unscheduled leave (e.g., he or she has a sick child), he or she can contact a designated L...
Unscheduled Leave. An employee’s unscheduled leave may be addressed as a performance issue by the Employer. Unscheduled leave is defined as:
A. Any time an employee notifies their supervisor (or shift commander when applicable) after the end of their last shift and prior to the start of their next shift they will not be at work at their scheduled time, regardless of the reason or type of leave taken. Unscheduled leave does not include situations in which an employee requests the ability to use vacation leave, sick leave, or compensatory time to take time off when such leave is approved prior to the start of the shift.
B. Any time an employee leaves during their shift when notification did not occur prior to the end of their last shift, except when the employee is authorized by their supervisor or shift commander to leave work early; or
C. Any time an employee reports to work after the start of their shift, except when the employee is authorized by their supervisor or shift commander to report to work late.
Unscheduled Leave. In any calendar year, employees who do not provide at least a four (4) working day notice when requesting or taking personal leave will be charged with an occurrence. Upon issuance of the fifth (5th) occurrence, the employee will receive a Verbal Warning. Upon issuance of the sixth (6th) occurrence, the employee will receive a Written Warning. Upon issuance of the seventh (7th) occurrence, the employee will be suspended without pay for three (3) days. Upon the eighth (8th) occurrence, the employee will be terminated. Employees who are unable to provide notice due to extenuating circumstances will not receive an occurrence for all time related to the event, as long as the employee produces appropriate documentation validating the event (e.g., medical note, school note, airline information for delays or cancelled flights, police report, etc.), and shall not in any way be used against the employee. However, notification is still required and must be provided to the employee’s Department Supervisor prior to the start of his/her scheduled workday. Unscheduled Leave events where employees have initially provided appropriate notice, but then must change the date due to circumstances beyond their control, will not receive an occurrence for time relating to the event. Employees may be required to provide supporting documentation. Employees who are sent home by management due to an illness shall not receive an occurrence for the time relating to the event and no substantiating documentation will be required. This does not apply to employees who request to leave work. Occurrences generally do not apply to employees who are on FMLA. However, employees on FMLA leave are still required to abide by the Employer’s leave time notice requirement, when possible. Deliberate violation of this policy may result in disciplinary action.
Unscheduled Leave. (1) Annual, vacation or personal leave may be taken for emergency, illness, or injury of the employee or next of kin.
A. Employees are required to notify the appropriate designated individual of the employee's intent to use annual or personal leave for emergency, illness, or injury in the following manner: Non-shift employees must provide notification to the appropriate designated individual as early as possible as and no later than the start of the employee's normal workday. An employee who has a starting time earlier than the designated individual he/she is to notify, shall notify that individual as soon as possible after the normal starting time for that designated individual.
a. Shift employees must provide notification to the appropriate designated individual no later than one (1) hour prior to the starting time of the employee's shift.
b. Shift employees shall notify the appropriate manager at least four (4) hours in advance of the employee's intent to return to work following an emergency, illness, or injury. However, employees on the day shift need only provide one
(1) hour advance notice before returning to work.
B. Employees who fail to notify the appropriate designated individual as required by Section 19.1 (c)
(1) A, may not be allowed to charge their absence to annual or personal leave unless waived by the manager or designee.
C. Absences for illness under annual or personal leave conditions may be subject to investigation. (This section is not intended to require an employee to provide a physician's certified statement of illness after each absence. It is intended to correct suspected abuse of annual or personal leaves for illness.) An employee will be counseled whenever a pattern clearly develops where an employee is abusing leave.
D. Employees failing to comply with the provisions of Section 19.1 will be subject to disciplinary action.
(2) Written requests shall be submitted as soon as practical for unscheduled leave.
Unscheduled Leave. 1. Unscheduled leave (after March 1) for vacation, in-lieu (holiday) and/or Service Award Leave, shall be a minimum of: 56-hour employees: one (1) hour 40-hour employees: one (1) hour
2. This can be done if there are volunteers willing to work the time requested off (no member can be compelled to work under this section).
Unscheduled Leave. If leave is requested for periods of leave other than the approved leave schedule, the carrier must submit Form 3971, in duplicate, to the Supervisor within fifteen (15) days of the period requested. The leave will be granted, if conditions permit.
Unscheduled Leave. (1) Employees normally will be informed whether leave is approved or disapproved at the time it is requested. When a decision cannot be given immediately, it will be given as soon as possible after the request has been made and normally not later than 24 hours. Upon request, employees will be furnished the reasons for disapproval in writing or e-mail message. Supervisory staff will not arbitrarily deny leave.
(2) Where unforeseen circumstances or emergencies arise and the employee requests annual leave, employees must contact their supervisor or designee, either personally or by phone, to request leave as soon as possible but not later than two hours after the beginning of the regular work shift. If the employee is unable to call the Employer due to unusual circumstances, a family member or other responsible person may call for the employee. This requirement may be waived because of special or unusual circumstances that preclude notification.
Unscheduled Leave. (a) For unexpected absence due to illness or emergency, an employee shall submit a written request as soon as practicable.
(b) An employee must notify his/her immediate supervisor as early as reasonably possible and no later than thirty
