Common use of Unscheduled Leave Clause in Contracts

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. All unscheduled leave excluding documentation signed by a Doctor excusing the employee from work is considered actionable: explanation or documentation as determined appropriate by the Program Manager or designee associated with the reason for unscheduled leave must be provided, and eligibility will be determined on a case by case basis. Except for extraordinary reason, all leave should be scheduled. Leave will be considered unscheduled in the event an employee fails to provide the necessary notice as stated above. An employee may be required to provide documentation as to the reason why the absence was necessary, depending on the circumstances of the absence. The employee will be asked if the unscheduled leave is related to a Family Medical Leave event. In cases of Family Leave, a certification of Health Care Provider form will need to be submitted by the employee. In order to receive pay for an unscheduled absence, an employee must call his designated supervisor no later than fifteen (15) minutes after the start of the assigned shift. Employees who call in after that period of time may be charged with an “Unexcused Absence” and may not be paid for the day. Absences which are infrequent, and demonstratively beyond the control of the employee will be reviewed on a case-by-case basis and may be considered non-actionable for disciplinary purposes. In these circumstances, an employee may elect to use personal leave to cover the time absent from work. An employee who has two (2) unscheduled actionable absences in a 30-day period will receive an oral counseling. Following the fourth actionable unscheduled leave occurrence in any calendar year365- day period, employees who do not provide at least a an employee will be reminded that if the pattern of absenteeism continues, they may be designated an “excessive user”. If the four (4) working unscheduled actionable absences occur in a 90- day notice when requesting or taking personal leave will be charged with an occurrence. Upon issuance of the fifth (5th) occurrenceperiod, the employee will receive a Verbal Warningwritten reprimand. Upon issuance Furthermore, following the seventh occurrence of the sixth (6th) occurrenceactionable unscheduled leave in any 365-day period, the employee will receive a Written Warningwritten reprimand and will be designated as an “excessive user”. Upon issuance For any future occurrence of unscheduled leave in the seventh (7th) occurrenceensuing 180 days, the employee will be suspended without pay must provide documentation justifying the need for three the unscheduled leave, satisfactory to the supervisor, within two (32) days. Upon the eighth (8th) occurrence, workdays after returning to work in order for the employee will to be terminatedpaid. Employees who are unable This documentation may include, for example, a doctor’s signed confirmation of a treatment and the need for the employee to provide notice due to extenuating circumstances will not receive an occurrence for all time related to be off, a repair shop xxxx or other documented details of the event, as long as giving rise to the need to be off. Upon being designated an “excessive user”, an employee may be terminated if the employee produces appropriate documentation validating incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the event written reprimand. If an employee completes the 180-day monitoring period without further unscheduled absences, the “excessive user” designation will be repealed. An employee may be returned to the “excessive user” status if the employee again exceeds six (e.g., medical note, school note, airline information for delays or cancelled flights, police report, etc.), and shall not 6) occurrences of actionable unscheduled leave in any way be used against the employee365-day period. HoweverOccurrences, notification is still required and must be provided to the employee’s Department Supervisor which took place prior to the start of his/her scheduled workday. Unscheduled Leave events where employees have initially provided appropriate notice180-day monitoring period, 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 included in disciplinary actionany subsequent “excessive” user determination.

Unscheduled Leave. All unscheduled leave excluding documentation signed by a Doctor excusing the employee from work is considered actionable: explanation or documentation as determined appropriate by the Program Manager or designee associated with the reason for unscheduled leave must be provided, and eligibility will be determined on a case by case basis. Except for extraordinary reason, all leave should be scheduled. Leave will be considered unscheduled in the event an employee fails to provide the necessary notice as stated above. An employee may be required to provide documentation as to the reason why the absence was necessary, depending on the circumstances of the absence. The employee will be asked if the unscheduled leave is related to a Family Medical Leave event. In cases of Family Leave, a certification of Health Care Provider form will need to be submitted by the employee. In order to receive pay for an unscheduled absence, an employee must call his designated supervisor no later than fifteen (15) minutes after the start of the assigned shift. Employees who call in after that period of time may be charged with an “Unexcused Absence” and may not be paid for the day. Absences which are infrequent, and demonstratively beyond the control of the employee will be reviewed on a case-by-case basis and may be considered non-actionable for disciplinary purposes. In these circumstances, an employee may elect to use personal leave to cover the time absent from work. An employee who has two (2) unscheduled actionable absences in a 30-day period will receive an oral counseling. Following the fourth actionable unscheduled leave occurrence in any calendar year365- day period, employees who do not provide at least a an employee will be reminded that if the pattern of absenteeism continues, they may be designated an “excessive user”. If the four (4) working unscheduled actionable absences occur in a 90- day notice when requesting or taking personal leave will be charged with an occurrence. Upon issuance of the fifth (5th) occurrenceperiod, the employee will receive a Verbal Warningwritten reprimand. Upon issuance Furthermore, following the seventh occurrence of the sixth (6th) occurrenceactionable unscheduled leave in any 365-day period, the employee will receive a Written Warningwritten reprimand and will be designated as an “excessive user”. Upon issuance For any future occurrence of unscheduled leave in the seventh (7th) occurrenceensuing 180 days, the employee will be suspended without pay must provide documentation justifying the need for three the unscheduled leave, satisfactory to the supervisor, within two (32) days. Upon the eighth (8th) occurrence, workdays after returning to work in order for the employee will to be terminatedpaid. Employees who are unable This documentation may include, for example, a doctor’s signed confirmation of a treatment and the need for the employee to provide notice due to extenuating circumstances will not receive an occurrence for all time related to be off, a repair shop bill or other documented details of the event, as long as giving rise to the need to be off. Upon being designated an “excessive user”, an employee may be terminated if the employee produces appropriate documentation validating incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the event written reprimand. If an employee completes the 180-day monitoring period without further unscheduled absences, the “excessive user” designation will be repealed. An employee may be returned to the “excessive user” status if the employee again exceeds six (e.g., medical note, school note, airline information for delays or cancelled flights, police report, etc.), and shall not 6) occurrences of actionable unscheduled leave in any way be used against the employee365-day period. HoweverOccurrences, notification is still required and must be provided to the employee’s Department Supervisor which took place prior to the start of his/her scheduled workday. Unscheduled Leave events where employees have initially provided appropriate notice180-day monitoring period, 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 included in disciplinary actionany subsequent “excessive” user determination.

Unscheduled Leave. All unscheduled leave excluding documentation signed by a Doctor excusing the employee from work is considered actionable: explanation or documentation as determined appropriate by the Program Manager or designee associated with the reason for unscheduled leave must be provided, and eligibility will be determined on a case by case basis. Except for extraordinary reason, all leave should be scheduled. Leave will be considered unscheduled in the event an employee fails to provide the necessary notice as stated above. An employee may be required to provide documentation as to the reason why the absence was necessary, depending on the circumstances of the absence. The employee will be asked if the unscheduled leave is related to a Family Medical Leave event. In any calendar yearcases of Family Leave, employees a certification of Health Care Provider form will need to be submitted by the employee. In order to receive pay for an unscheduled absence, an employee must call his/her designated supervisor no later than fifteen (15) minutes after the start of the assigned shift. Employees who do call in after that period of time may be charged with an "Unexcused Absence" and may not provide at least be paid for the day. Absences which are infrequent, and demonstratively beyond the control of the employee will be reviewed on a case-by-case basis and may be considered non- actionable for disciplinary purposes. In these circumstances, an employee may elect to use personal leave to cover the time absent from work. An employee who has two (2) unscheduled actionable absences in a 30-day period will receive an oral counseling. If the four (4) working unscheduled actionable absences occur in a 90-day notice when requesting or taking personal leave will be charged with an occurrence. Upon issuance of the fifth (5th) occurrenceperiod, the employee will receive a Verbal Warningwritten reprimand. Upon issuance Furthermore, following the seventh occurrence of the sixth (6th) occurrenceactionable unscheduled leave in any 365-day period, the employee will receive a Written Warningtwo (2) day suspension without pay. Upon issuance The employee will not be permitted to substitute personal leave for a suspension given under this Utilization of Leave Policy. For any future occurrence of unscheduled leave in the seventh (7th) occurrenceensuing 180 days, the employee will be suspended without pay must provide documentation justifying the need for three the unscheduled leave, satisfactory to the supervisor, within two (32) days. Upon the eighth (8th) occurrence, workdays after returning to work in order for the employee will to be terminatedpaid. Employees who are unable This documentation may include, for example, a doctor's signed confirmation of a treatment and the need for the employee to provide notice due to extenuating circumstances will not receive an occurrence for all time related to be off, a repair shop bill or other documented details of the event, as long as giving rise to the need to be off. After receiving the two-day suspension, an employee may be terminated if the employee produces appropriate documentation validating incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the event two (e.g., medical note, school note, airline information for delays or cancelled flights, police report, etc.), and shall 2) day suspension. TARDINESS: Tardiness in arriving to the job may not in any way be used against considered an unscheduled leave occurrence. Tardiness will be based on the policy established by the employee. However, notification is still required and must be provided to the employee’s Department Supervisor prior to the start of 's department or Division based on his/her regularly scheduled workdaystart time. 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 Tardiness will be requiredreviewed on a case-by-case basis and may not be charged against the employee if the occurrence is infrequent and a legitimate reason or suitable documentation has been provided. This does not apply to employees who request to leave work(Example: Traffic accident-causing delay, auto breakdown, emergency where supporting documentation is provided). 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 Repeated tardiness may result in disciplinary actionaction in accordance with the City's Policy and Procedure 808.20.