▇▇▇▇ Leave Reporting Sample Clauses

▇▇▇▇ Leave Reporting. It is the responsibility of every employee absent from work because of illness or injury to report such absences to his/her immediate supervisor or the supervisor’s designated representative. This report must include information as to the expected date of return to work and where the employee can be reached during his/her normal work hours. The employee will promptly notify his/her supervisor or supervisor’s designee of any change which affects his/her ability to return to work.
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▇▇▇▇ Leave Reporting. In order to schedule relief, a deck officer shall make every attempt to notify dispatch at least four (4) hours prior to their scheduled time to report to work. Deck officer’s shall notify dispatch on the first day of sick leave and each day after unless there is mutual agreement to do otherwise.
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▇▇▇▇ Leave Reporting. No paid sick leave shall be granted unless the employee’s immediate supervisor, or his designee, is notified at least two hours before the employee’s regularly scheduled starting time on the first day of the absence. The employee must state the number of days he intends to be off or he will be required to report off each day individually per the requirements of this section.
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▇▇▇▇ Leave Reporting. An employee must notify his or her supervisor on the first day of sick leave prior to the beginning of his or her work shift and each day thereafter, unless there is mutual agreement in writing to do otherwise. If an employee is in a position where a relief replacement is necessary and are unable to report due to illness, he or she will notify the supervisor at least two (2) hours prior to the scheduled time to report to work, except in cases of unforeseeable emergencies.
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▇▇▇▇ Leave Reporting. If a supervisor/manager has reason to believe that an employee is not using their sick leave appropriately, e.g. unusual pattern of sick leave use, frequent use of incidental sick leave, etc., the employer may place an employee on a sick leave reporting requirement. The steps for this process shall be as follows: 1. The supervisor/manager will meet with the employee and provide a list of the problem absences. Absences subject to FMLA or work place injury (Worker’s Compensation) will not be included in the list of problem absences. 2. The supervisor/manager will provide the employee with a memo that outlines the employer’s concerns and expectations. The employee will be notified in writing of the goal they are expected to reach. 3. The employee and the supervisor/manager will meet at least quarterly to discuss this issue until the employee is removed from the additional sick leave monitoring requirement. Nothing herein shall preclude the District from taking disciplinary action for abuse of sick leave in accordance with existing MOU provisions in addition to following the procedures outlined above.
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Related to ▇▇▇▇ Leave Reporting

  • Sick Leave Reporting and Verification Employees must promptly notify their supervisor on their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). Unless otherwise precluded by law, the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence. An employee returning to work after any sick leave absence may be required to provide written certification from their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

  • CHILD ABUSE REPORTING CONTRACTOR hereby agrees to annually train all staff members, including volunteers, so that they are familiar with and agree to adhere to its own child and dependent adult abuse reporting obligations and procedures as specified in California Penal Code section 11164 et seq. and Education Code 44691. To protect the privacy rights of all parties involved (i.e., reporter, child and alleged abuser), reports will remain confidential as required by law and professional ethical mandates. A written statement acknowledging the legal requirements of such reporting and verification of staff adherence to such reporting shall be submitted to the LEA.

  • Child Abuse Reporting Requirements A. Grantees shall comply with child abuse and neglect reporting requirements in Texas Family Code Chapter 261. This section is in addition to and does not supersede any other legal obligation of the Grantee to report child abuse. B. Grantee shall use the Texas Abuse Hotline Website located at ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇/Login/Default.aspx as required by the System Agency. Grantee shall retain reporting documentation on site and make it available for inspection by the System Agency.

  • Child Abuse Reporting Requirement Grantee will: a. comply with child abuse and neglect reporting requirements in Texas Family Code Chapter 261. This section is in addition to and does not supersede any other legal obligation of the Grantee to report child abuse. b. develop, implement and enforce a written policy that includes at a minimum the System Agency’s Child Abuse Screening, Documenting, and Reporting Policy for Grantees/Providers and train all staff on reporting requirements. c. use the System Agency Child Abuse Reporting Form located at ▇▇▇▇▇://▇▇▇.▇▇▇▇.▇▇▇▇▇.▇▇.▇▇/Contact Us/report abuse.asp as required by the System Agency. d. retain reporting documentation on site and make it available for inspection by the System Agency.

  • Supported Employment Reporting After the DORS consumer has completed the first month of Supported Employment job coaching and monthly thereafter, ALLOVER HEALTHCARE GROUP shall complete the Employment Service Progress Form (Attachment D). The Form is required each month whether ALLOVER HEALTHCARE GROUP is sending an invoice to DORS or not.