ABSENCE MANAGEMENT. 1. The Company understands that from time to time, Employees are unable to attend work:
ABSENCE MANAGEMENT. An integral part of the sickness provisions includes the effective management of sickness absence. To that end Absence Management Guidelines are included in Part 4 of the Scheme.
ABSENCE MANAGEMENT. 29.1 The parties are committed to cooperate to ensure that absenteeism is kept to a minimum.
ABSENCE MANAGEMENT. The Supplier shall support the Contracting Body to develop policies and procedures to monitor and manage planned and unplanned absence including but not limited to annual leave, sickness, maternity/paternity, special leave or other periods of absence.
ABSENCE MANAGEMENT. 8.1 Staff will be managed in accordance with the BCBC absence management policies. If it is envisaged that an individual is going to be absent for a continuous period of over one month BCBC will ensure that there is no loss of continuity to the IWW work plan by replacing staff as appropriate and ensuring that the relevant skills are in place. In all such instances, notification to the IWW Manager must be adhered to. Absence in excess of two weeks will trigger a service provision replacement review, to ensure continued integrity of the project.
ABSENCE MANAGEMENT. All holiday and sick pay must comply with country legislation. Paid holiday leave will be as per Supplier employment conditions. Customer site closure days (e.g. assigned Customer specific days) will not be paid. Site specific closure days will vary by country.
ABSENCE MANAGEMENT. An employee has the obligation to be ready, willing and able to perform duties on a continuous basis. The Supervisor/Head of Department will, irrespective of the length of an Employee’s absence, review each case as appropriate. Such review will be in accordance with the Employer’s Absence Management Policy. Any review will have reference to the Australian Fair Pay and Conditions standard of ten (10) days of Xxxxx’s/Personal Leave per annum which will be utilised as a guide to the appropriateness of absences and will have reference to the pattern or trend, previous attendance record, length of absences, number of absences, number of statutory declarations supplied, working relationships and the performance and domestic situation of the Employee. Ongoing absences are at odds with the Employee’s contract of employment obligations and may require disciplinary action up to and including termination. The Employer reserves the right to be flexible in the approval of leave in exceptional circumstances.
ABSENCE MANAGEMENT. The parties are committed to reducing, where possible, the number of hours lost due to unplanned absences within the TFS. The baseline for determining whether a reduction has occurred is to be the unplanned abs ence statistics for the year ending 30 June 2004 with a targeted reduction of 10% to be achieved by the end of this Agreement. The parties recognise that decreasing unplanned absences will create greater productivity and consequent reductions in overheads. The TF S is to introduce management processes that are to assist in reducing unplanned absences. In the event that the targeted reduction is achieved, the TFS will consider the implementation of a trial of a 'No Credit/No Debit Sick Le ave' system. (2004)
ABSENCE MANAGEMENT. 26 SHS shall not use any unscheduled absences from work due to exclusion from work for COVID-19 or 27 related symptoms for the period from March 8, 2020 through the duration of this agreement, for 28 attendance related discipline. Further, during this period, SHS reserves the right to requiremedical 29 verification for use of sick leave, as outlined in each of the collective bargaining agreements. SHS will be 30 judicious in these requirements to decrease exposure and use ofclinics.
ABSENCE MANAGEMENT. 26.1. The RMH - PARKVILLE and the Employee are committed to cooperate to ensure that absenteeism is kept to a minimum.
