Unscheduled PTO. Employees may use PTO for SICK leave for full or partial shift (tardiness), whether it be scheduled or unscheduled leave. However, unscheduled PTO usage shall be considered unapproved time off and shall be subject to discipline under this section. Unscheduled usage of PTO shall be deemed approved once such verification of illness or injury is provided. If an employee cannot provide proof of the illness or injury, said absence or tardy will not be approved by the Director or his/her designee and will be subject to discipline under this section. Absenteeism and/or tardiness without approval of the Director or his/her designee will be disciplined according to the following schedule: PTO DISCIPLINARY ACTION THREE (3) OCCURRENCES OF UNSCHEDULED PTO IN A ROLLING NINE (9) MONTH PERIOD SHALL RESULT IN DISCIPLINARY ACTION AS DESCRIBED BELOW: 3RD OCCURRENCE OF UNSCHEDULED PTO VERBAL COUNSELING 4TH OCCURRENCE OF UNSCHEDULED PTO WRITTEN REPRIMAND 5TH OCCURRENCE OF UNSCHEDULED PTO ONE (1) SHIFT WORKING SUSPENSION * 6TH OCCURRENCE OF UNSCHEDULED PTO TWO (2) SHIFTS WORKING SUSPENSION * 7TH OCCURRENCE OF UNSCHEDULED PTO TERMINATION * TIME SHALL BE TAKEN FROM PTO BANK FOR WORKING SUSPENSIONS.
Unscheduled PTO. For unscheduled PTO hours equal to less than ninety-seven (97), unscheduled balances will reset to zero each July 1st of this Agreement. Beginning with the ninety-seventh (97th) hour a written discipline will start the progressive discipline and will remain in effect for twelve (12) calendar months. 97 hours = Written Reprimand 105 hours = 2 day Suspension without pay 113 hours = Employment Termination
Unscheduled PTO. Calendar Year and Academic Year Employees Both Calendar Year and Academic Year employees are eligible to use PTO for unscheduled or unplanned absences (“Unscheduled PTO”) in accordance with this policy. Unscheduled PTO may be used for personal illness; non-work related injuries; unforeseen emergencies of a compelling nature which require the employee’s immediate attention and cannot be addressed outside the regular work day; to care for the employee’s spouse, domestic partner, parent or child who is ill; or to care for a family member living in the employee’s household and for whom the employee has care-giving responsibilities. When reasonably possible, employees must provide the Site Director a minimum of two (2) hours advance notice of the need for unscheduled PTO. When an employee’s absence can be anticipated in advance, the employee shall be expected to notify CDS when his/her absence is reasonably certain. CDS reserves the right to require reasons for unscheduled PTO and appropriate documentation supporting its use. In such circumstances, PTO shall be subject to providing such documentation acceptable to the Site Director.
Unscheduled PTO. PTO not scheduled pursuant to Article 18.5.2 may be used by an employee provided the request does not create scheduling problems or additional expense to the Company. Unscheduled PTO that is not approved by the supervisor will be counted as an occurrence under the attendance policy and will not count towards the daily or weekly overtime build.
Unscheduled PTO. Effective 1/1/2021, Employees may use PTO for SICK leave for full or partial shift (tardiness), whether it be scheduled or unscheduled leave. However, unscheduled PTO usage shall be considered unapproved time off and shall be subject to discipline under this section. Unscheduled usage of PTO shall be deemed approved once such verification of illness or injury is provided, unless covered under FMLA or ADA leave. If an employee fails to provide satisfactory proof of the illness or injury, said absence or tardy will not be approved by the Director or his/her designee and will be subject to discipline pursuant to departmental policy which is hereto affixed as Exhibit A. Proof / verification of illness or injury shall be in the form of a discharge summary from the health care provider. PTO DISCIPLINARY ACTION Tardies will be addressed as follows: Employees will be allowed four (4) fourteen (14) minute tardy occurrences annually, after which each tardy of fourteen (14) minutes or less will be counted as 0.25 points. After four (4) tardies in a one (1) year period, employee will receive one (1) disciplinary point per tardy occurrence. If an employee is tardy of fifteen (15) minutes or more, employee will be docked PTO for every fifteen (15) minutes tardy and be given one (1) full point for each occurrence.
Unscheduled PTO. Employees may use PTO for SICK leave for full or partial shift (tardiness), whether it be scheduled or unscheduled leave. However, unscheduled PTO usage shall be considered unapproved time off and shall be subject to discipline under this section. Unscheduled usage of PTO shall be deemed unapproved unless the absence qualifies for an FMLA or ADA necessitated leave. Absenteeism and/or tardiness without approval of the Director or his/her designee will be disciplined according to the following schedule: PTO DISCIPLINARY ACTION Tardies will be addressed as follows: Three (3) five (5) minute grace periods per year – A five (5) minute grace period shall be extended to employees to avoid being docked pay or the use of PTO.
Unscheduled PTO. Employees who submit a request for PTO less than two (2) weeks prior to the date(s) requested off shall: obtain appropriate replacement prior to submitting a request. The replacement hours will not increase salary costs, including premium pay or overtime. Requests for unscheduled PTO under this section will be evaluated on a first-come, first-served basis. The Medical Center has discretion to approve or deny the request(s) on the basis of appropriate qualification(s) of the replacement and evaluation of the costs to the Medical Center. The employee’s supervisor shall inform the employee making the request for unscheduled PTO as soon as possible, and, if applicable, will post the revised schedule in a timely manner.
Unscheduled PTO. Employees who use unscheduled PTO should notify the Employer at least three (3) hours prior to the start of their shift.
Unscheduled PTO. Unscheduled time off for illness or family emergencies are absences that cannot be scheduled in advance. Employees must notify their supervisor per Employer and Department guidelines when the need to use unscheduled PTO arises. In cases when an employee is off work due to a personal illness, a form must be completed upon return to identify symptoms for infection control purposes.
Unscheduled PTO. No paid Unscheduled PTO shall be granted unless the District is notified no later than one (1) hour prior to the employee’s scheduled starting time on each day of the absence, unless such absence is for a definite period of time, and the District has been notified thereof.
