Common use of Unscheduled Leave Clause in Contracts

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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making the request and the first line supervisor’s decision on that request, or initiate any disciplinary action as long as the BUE made a good faith attempt to follow leave request procedures.

Unscheduled Leave. a. To All unscheduled leave excluding documentation signed by a Doctor excusing the maximum extent possible, requests 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 should only must be made for unforeseen circumstances provided, and approval of such leave requests eligibility will be subject to consideration of workloaddetermined on a case-by-case basis. Except for extraordinary reason, staffing and competency requirements and the Employee’s needs. b. Requests for unscheduled 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 an individual case basisthe circumstances of the absence. When a request for The employee will be asked if the unscheduled leave has been denied, the Employee will be promptly notified in writing of the reason(s) for denial. Supervisors will respond is related to Employee requests for leave in a timely manner that allows the Employee sufficient time to plan accordinglyFamily Medical Leave event. In urgent situationscases of Family Leave, a certification of Health Care Provider form will need to be submitted by 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 employee. In order to receive pay for an 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 heabsence, an employee must call his/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 her designated supervisor no later than fifteen (15) minutes after their normal starting time. d. Unscheduled leave 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 granted 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) unscheduled actionable absences occur in a 90-day period, the employee will receive a written reprimand. Furthermore, following the seventh occurrence of actionable unscheduled leave in any 365-day period, the employee will receive a two (2) day suspension without pay. 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 ensuing 180 days, the employee must provide documentation justifying the need for the unscheduled leave, satisfactory to the supervisor, within two (2) workdays after returning to work in order for the employee to be paid. This documentation may include, for example, a doctor's signed confirmation of a treatment and the need for the employee to be off, a repair shop bill or other documented details of the event, giving rise to the need to be off. After receiving the two-day suspension, an employee may be terminated if the employee incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the two (2) day suspension. Tardiness in arriving to the job may not be considered an unscheduled leave occurrence. Tardiness will be based on the policy established by the employee's department or Division based on his/her regularly scheduled start time. Tardiness will be reviewed on a case-by-case of death basis and may not be charged against the employee if the occurrence is infrequent, and a legitimate reason or suitable documentation has been provided. (Example: Traffic accident-causing delay, auto breakdown, emergency where supporting documentation is provided). Repeated tardiness may result in the Employee’s immediate family disciplinary action in accordance with the FEFFLA City's Policy and its implementing regulations as contained in 5 CFR, Part 630Procedure 808.20. 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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making the request and the first line supervisor’s decision on that request, or initiate any disciplinary action as long as the BUE made a good faith attempt to follow leave request procedures.

Unscheduled Leave. a. To All unscheduled leave excluding documentation signed by a Doctor excusing the maximum extent possible, requests 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 should only must be made for unforeseen circumstances provided, and approval of such leave requests eligibility will be subject to consideration of workloaddetermined on a case by case basis. Except for extraordinary reason, staffing and competency requirements and the Employee’s needs. b. Requests for unscheduled 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 an individual case basisthe circumstances of the absence. When a request for The employee will be asked if the unscheduled leave has been denied, the Employee will be promptly notified in writing of the reason(s) for denial. Supervisors will respond is related to Employee requests for leave in a timely manner that allows the Employee sufficient time to plan accordinglyFamily Medical Leave event. In urgent situationscases of Family Leave, a certification of Health Care Provider form will need to be submitted by 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 employee. In order to receive pay for an 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 heabsence, an employee must call his/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 her designated supervisor no later than fifteen (15) minutes after their normal starting time. d. Unscheduled leave 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 granted 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) unscheduled actionable absences occur in a 90-day period, the employee will receive a written reprimand. Furthermore, following the seventh occurrence of actionable unscheduled leave in any 365-day period, the employee will receive a two (2) day suspension without pay. 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 ensuing 180 days, the employee must provide documentation justifying the need for the unscheduled leave, satisfactory to the supervisor, within two (2) workdays after returning to work in order for the employee to be paid. This documentation may include, for example, a doctor's signed confirmation of a treatment and the need for the employee to be off, a repair shop bill or other documented details of the event, giving rise to the need to be off. After receiving the two-day suspension, an employee may be terminated if the employee incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the two (2) day suspension. Tardiness in arriving to the job may not be considered an unscheduled leave occurrence. Tardiness will be based on the policy established by the employee's department or Division based on his/her regularly scheduled start time. Tardiness will be reviewed on a case-by-case of death basis and may not be charged against the employee if the occurrence is infrequent and a legitimate reason or suitable documentation has been provided. (Example: Traffic accident-causing delay, auto breakdown, emergency where supporting documentation is provided). Repeated tardiness may result in the Employee’s immediate family disciplinary action in accordance with the FEFFLA City's Policy and its implementing regulations as contained in 5 CFR, Part 630Procedure 808.20. 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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making the request and the first line supervisor’s decision on that request, or initiate any disciplinary action as long as the BUE made a good faith attempt to follow leave request procedures.

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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making the request and the first line supervisor’s decision on that request, or initiate any disciplinary action as long as the BUE made a good faith attempt to follow leave request procedures.

Unscheduled Leave. a. To All unscheduled leave excluding documentation signed by a Doctor excusing the maximum extent possible, requests 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 should only must be made for unforeseen circumstances provided, and approval of such leave requests eligibility will be subject to consideration of workloaddetermined on a case by case basis. Except for extraordinary reason, staffing and competency requirements and the Employee’s needs. b. Requests for unscheduled 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 an individual case basisthe circumstances of the absence. When a request for The employee will be asked if the unscheduled leave has been denied, the Employee will be promptly notified in writing of the reason(s) for denial. Supervisors will respond is related to Employee requests for leave in a timely manner that allows the Employee sufficient time to plan accordinglyFamily Medical Leave event. In urgent situationscases of Family Leave, a certification of Health Care Provider form will need to be submitted by 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 employee. In order to receive pay for an 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 leaveabsence, 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 an employee must call his designated supervisor 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 assigned shift. Employees who call 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 after 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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making may be charged with an “Unexcused Absence” and may not be paid for the request 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 365- day period, an employee will be reminded that if the pattern of absenteeism continues, they may be designated an “excessive user”. If the four (4) unscheduled actionable absences occur in a 90- day period, the employee will receive a written reprimand. Furthermore, following the seventh occurrence of actionable unscheduled leave in any 365-day period, the employee will receive a written reprimand and will be designated as an “excessive user”. For any future occurrence of unscheduled leave in the ensuing 180 days, the employee must provide documentation justifying the need for the unscheduled leave, satisfactory to the supervisor, within two (2) workdays after returning to work in order for the employee to be paid. This documentation may include, for example, a doctor’s signed confirmation of a treatment and the first line supervisor’s decision on that requestneed for the employee to be off, a repair shop xxxx or initiate other documented details of the event, giving rise to the need to be off. Upon being designated an “excessive user”, an employee may be terminated if the employee incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the 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 (6) occurrences of actionable unscheduled leave in any disciplinary action as long as 365-day period. Occurrences, which took place prior to the BUE made a good faith attempt to follow leave request procedures180-day monitoring period, shall not be included in any subsequent “excessive” user determination.

Unscheduled Leave. a. To All unscheduled leave excluding documentation signed by a Doctor excusing the maximum extent possible, requests 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 should only must be made for unforeseen circumstances provided, and approval of such leave requests eligibility will be subject to consideration of workloaddetermined on a case by case basis. Except for extraordinary reason, staffing and competency requirements and the Employee’s needs. b. Requests for unscheduled 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 an individual case basisthe circumstances of the absence. When a request for The employee will be asked if the unscheduled leave has been denied, the Employee will be promptly notified in writing of the reason(s) for denial. Supervisors will respond is related to Employee requests for leave in a timely manner that allows the Employee sufficient time to plan accordinglyFamily Medical Leave event. In urgent situationscases of Family Leave, a certification of Health Care Provider form will need to be submitted by 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 employee. In order to receive pay for an 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 leaveabsence, 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 an employee must call his designated supervisor 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 assigned shift. Employees who call 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 after 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 Leave Approving Official (LAO) such as his or her second line supervisor or a deputy to the first line supervisor, to make the request. If for whatever reason the LAO is not willing to approve the leave, preferring to leave that decision to the actual first line supervisor, the LAO must send a message to the BUE’s first supervisor stating that he or she received the request from the BUE and is referring it to the first line supervisor for decision. The first line supervisor will then decide whether to approve or disapprove the leave and inform the BUE. The first line supervisor will not charge the BUE with AWOL for the period of time between making may be charged with an “Unexcused Absence” and may not be paid for the request 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 365- day period, an employee will be reminded that if the pattern of absenteeism continues, they may be designated an “excessive user”. If the four (4) unscheduled actionable absences occur in a 90- day period, the employee will receive a written reprimand. Furthermore, following the seventh occurrence of actionable unscheduled leave in any 365-day period, the employee will receive a written reprimand and will be designated as an “excessive user”. For any future occurrence of unscheduled leave in the ensuing 180 days, the employee must provide documentation justifying the need for the unscheduled leave, satisfactory to the supervisor, within two (2) workdays after returning to work in order for the employee to be paid. This documentation may include, for example, a doctor’s signed confirmation of a treatment and the first line supervisor’s decision on that requestneed for the employee to be off, a repair shop bill or initiate other documented details of the event, giving rise to the need to be off. Upon being designated an “excessive user”, an employee may be terminated if the employee incurs two (2) undocumented or four (4) unsuitably documented unscheduled leave occurrences within 180 days of receiving the 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 (6) occurrences of actionable unscheduled leave in any disciplinary action as long as 365-day period. Occurrences, which took place prior to the BUE made a good faith attempt to follow leave request procedures180-day monitoring period, shall not be included in any subsequent “excessive” user determination.