Attendance Program Clause Samples

Attendance Program. There shall be convened a Labor-Management Committee to develop an attendance program for County employees.

Attendance Program. In case of illness, as hereinafter provided, an eligible employee will be allowed an absence without loss of pay to the extent of earned sick leave days for the following reasons:

Attendance Program. 25.01 The Company will maintain its current perfect attendance program and absentee control program throughout the life of this agreement. 25.02 The Company will have present a Union rep for all attendance discussions. The employee has the right to waive representation in the presence of the Union representative.

Attendance Program. The Health Centre expects regular attendance at work. Accordingly, it has implemented an Attendance Management Program. The Union and its members will cooperate with this Program.

Attendance Program. All bargaining unit employees are expected to report to work at their assigned work areas on time as scheduled. All employees will have a schedule as established by their supervisor. It may be necessary for supervisors to change/adjust work schedules due to the lack of work and to accommodate the needs of the organization, children and families. Call‐In Procedure: If a bargaining unit employee is unable to work his/her scheduled hours, he/she is required to report his/her absence to their supervisor one hour prior to the start of their work shift or one‐half hour prior to an extended lunch/break periods. Supervisors are available by text and/or phone for call‐ins. They will respond to the bargaining unit employee to confirm the text or phone message was received. However, due to variations in phone service, etc. the supervisor may not have received it. If the bargaining unit employee does not receive a confirmation from their supervisor after the first attempt, the bargaining unit employee must wait fifteen (15) minutes before making the second attempt to contact their supervisor (at least one (1) of the two (2) attempts must be by phone call). If the supervisor still cannot be reached, the employee will then call the Assistant Director (leaving a message if necessary). If the employee is unsuccessful in reaching the Assistant Director, they will then call the Executive Director (leaving a message if necessary). The earliest a bargaining unit employee may call in to their supervisor is 5:00am and the latest is 9:00pm. Teaching, food service, and bus staff must contact the designated Program Administrator and/or designated Administrative Assistant to schedule a substitute to work their shift. Employees will be provided with written notice of the number to call in to their supervisor at the beginning of each year and any time the contact number is changed.

Attendance Program. 1. An absence is defined as the failure of an employee to report for work when the employee is scheduled for work. There are two types of absences: excused and unexcused. The following absences are considered excused: a. Absences when sick days or donated days may be used pursuant to Article 6 b. Absences permitted as a personal business day pursuant to Article 6 c. Absences resulting from the use of a day by arrangement pursuant to Article 6 d. Absences resulting from childcare leave pursuant to Article 6 e. Absences resulting from a leave granted pursuant to Article 6 f. An employee who does not work the necessary 1,250 hours needed to qualify for a Family Medical Leave Act leave (FMLA), but who provides necessary medical paperwork or other supporting documentation at the commencement of such leave that would otherwise qualify for leave under the FMLA, the leave will be considered an excused absence. . 2. Unexcused absences are those absences not within the definition set forth in (a)(i)-(v) above, or use of leave days that do not follow the guidelines and limitations set forth in this agreement. For example, using a personal day on a day before or after a holiday when the reason for the leave does not meet the conditions of a personal day.. a. Unexcused absences shall result in the following disciplinary action being taken: ● 1-2 unexcused absences may result in a verbal warning ● 3 or more unexcused absences may result in a written reprimand ● 6-9 unexcused absences may result in up to a three (3) day Suspension ● 10 or more unexcused absences in a school year may result in a discharge b. An employee may be required to provide a doctor’s note if the reason for the absence is the illness of the employee and the absence is for three (3) or more consecutive days. c. Administration may discuss with employees when they notice a pattern of concern with their use of sick/personal days even if the employee does not exceed the contractual amount of days. d. Should discipline be imposed at the written reprimand level or greater, the employee may contest the action through the procedures set forth in Article 10,

Attendance Program. It is understood that the Lilydale Attendance Program is to be revised to incorporate the following changes: That absences as a result of occupational illness or injury shall not be within the scope of the Program. That reference to “termination of employment”, as outlined in the Lilydale Attendance Program, shall not apply to those employees covered by the current Collective Agreement, but will be determined in accordance with the provisions of Article That the Program will be changed in such a manner as to reflect its positive intent. The Company agrees to amend the Attendance Program letters on employee files that refer to absences or termination of employment. LETTER OF UNDERSTANDING between: Co-operative Limited Edmonton, Alberta and: United Food and Commercial Workers Local Edmonton, Alberta The company recognizes that temperature fluctuation in the staff lunch and change rooms have been a problem and will work towards solving the problem. FOR THE UNION FOR THE COMPANY Signed this day of between: Co-operative Limited Edmonton, Alberta and: United Food and Commercial Workers Local Edmonton, Alberta The parties agree to the following: That Article Definition of departments be deemed to include: Packaging to consist of five (5) sub-sections: Breast Deli Multi-cut Turkey Employees working in a particular Sub- section shall be given first opportunity of working overtime that is required in that Sub- section. If an employee does not wish to work the overtime, it shall be offered to the other employees in “Packaging” as a whole starting with the most senior. In the event that no other “Packaging” employee wishes to work the overtime the employee in whose Sub-section the overtime occurs will be required to work the overtime. Employees who have not been assigned to a particular Sub-section shall operate their seniority in respect to overtime in the Sub- section they are first assigned to on that day. This Letter of Understanding will come up for review in the event of a change in the operation of “Packaging.” FOR THE UNION FOR THE COMPANY Signed this day of between: Co-operative Limited Edmonton, Alberta and: United Food and Commercial Workers Local Edmonton, Alberta In the event of complete plant closure during the term of this Collective Agreement, the Company will set up a joint Plant Closure Committee. This committee will consist of the following individuals:

Attendance Program. The Company and the Union agree that ▇▇▇▇▇▇▇ ▇▇▇▇▇▇'▇ decision dated April respecting an arbitration case between the parties on the Company's attendance program, shall not be used or cited in any other grievance or arbitration case. The Company further agrees that it shall not reinstate the previous or any like attendance program, using a predetermined number of occasions or a point demerit system.

Attendance Program. Whenever an employee is unable to attend work a loss is incurred both by the employee and the Company. We all understand that there will be occasions during everyone’s work life when they will be unable to attend work, but it would seem to make good sense to work together to find ways of avoiding the avoidable absences, or working together in a genuine attempt to create and maintain an environment both physical and social that will promote regular attendance at work, along with an understanding that we have a shared interest in lowering the incidence of absence. The Attendance Program was a first attempt to start down this road of co- operation. Some of the employees found the program intimidating and felt it was negative, rather than positive, as intended. Hopefully the following revisions will help to alleviate these impressions.