Common use of Absence Reporting Clause in Contracts

Absence Reporting. 1. In cases of absence, the Assistant shall notify his/her building administrator or immediate supervisor according to program or building procedures. 2. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her Building Adminstrator have made other arrangements. 3. Each employee shall present a signed statement indicating the reason for each absence, such statement to be filed in the immediate supervisor’s office. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. It is the responsibility of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty (30) minutes prior to the start of his/her work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missed, and an entry to that effect in the Assistant's personnel file. An unexcused absence may be cause for disciplinary action up to and including dismissal. 6. The Board retains the right to require, at the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. In situations where an Assistant has been notified in writing by the Human Resources Office or his/her building administrator that his/her absence record suggests a possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification for similar future absences until the absence record shows significant improvement or the concern has abated. (Building administrators will be provided guidelines by the Human Resources Office to assist them in evaluating absence records. These guidelines will also be available to the assistants.) This notification shall only constitute the beginning of progressive discipline and not discipline in and of itself. If the pattern continues, the Administrator will inform the Human Resources Office, and the record will be reviewed to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury in the immediate family.

Absence Reporting. 1. In cases of absence, the Assistant shall notify his/her their building administrator or immediate supervisor according to program or building procedures. 2. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her their Building Adminstrator Administrator have made other arrangements. 3. Each employee shall present a signed statement timesheet indicating the reason for each absence, such statement timesheet is to be filed in the immediate supervisor’s office. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. It is the responsibility of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty one (301) minutes hour prior to the start of his/her their work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missed, and an entry to that effect in the Assistant's personnel file. An unexcused absence may be cause for disciplinary action up to and including dismissal. 6. The Board retains the right to require, at the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. In situations where an Assistant has been notified in writing by the Human Resources Office or his/her their building administrator that his/her their absence record suggests a possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification for similar future absences until the absence record shows significant improvement or the concern has abated. (Building administrators will be provided guidelines by the Human Resources Office to assist them in evaluating absence records. These guidelines will also be available to the assistantsAssistants.) This notification shall only constitute the beginning of progressive discipline and not discipline in and of itself. If the pattern continues, the Administrator will inform the Human Resources Office, and the record will be reviewed to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury in the immediate family.

Absence Reporting. 1. a. In cases of absence, the Assistant shall notify his/her building administrator or immediate supervisor according to program or building procedures. 2. b. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her Building Adminstrator have made other arrangements. 3. c. Each employee shall present a signed statement timesheet indicating the reason for each absence, such statement timesheet is to be filed in the immediate supervisor’s officeoffice and reported to Human Resources. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. d. It is the responsibility of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty (30) minutes prior to the start of his/her work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. e. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missed, and an entry to that effect in the Assistant's personnel file. An unexcused absence may be cause for disciplinary action up to and including dismissal. 6. f. The Board retains the right to require, at the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. g. In situations where an Assistant has been notified in writing by the Human Resources Office or his/her building administrator that his/her absence record suggests a possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification for similar future absences until the absence record shows significant improvement or the concern has abated. (Building administrators will be provided guidelines by the Human Resources Office to assist them in evaluating absence records. These guidelines will also be available to the assistants.) This notification shall only constitute the beginning of progressive discipline and not discipline in and of itself. If the pattern continues, the Administrator will inform the Human Resources Office, and the record will be reviewed to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. h. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury in the immediate family.

Absence Reporting. 1. In cases of absence, the Assistant shall notify his/her building administrator or immediate supervisor according to program or building procedures. 2. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her Building Adminstrator have made other arrangements. 3. Each employee shall present a signed statement indicating the reason for each absence, such statement to be filed in the immediate supervisor’s office. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. It reporting is the responsibility duty of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the his/her absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty (30) minutes or tardiness to their supervisor/lead person prior to the start the employee’s work day and to report a need for early departure to their supervisor/ lead person as soon as the employee knows that he/she will need to leave work early. Unexcused absence reporting is the failure of an employee to report his/her work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missedtardiness, and an entry to that effect or early departure as required in the Assistant's personnel fileimmediately preceding paragraph above. An unexcused Excused absence may be cause for disciplinary action up to and including dismissal. 6. The Board retains reporting occurs if the right to require, at employee either: 1) consistent with the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. In situations where an Assistant has been notified process designated in writing by the Human Resources Office employee’s supervisor/lead person; or 2) is unable to report his/her building administrator that his/her absence, tardiness, or early departure as stated above due to an emergency or situation beyond the control of the employee. In such cases the employee shall be required to report the absence, tardiness or early departure by the close of the next work day, otherwise the failure to report shall be deemed to be unexcused. Failure to report to work or reporting late to work without contacting the department may result in disciplinary action as set forth below. Failure to report to work or to report an absence record suggests for five (5) consecutive scheduled workdays without contacting the department is considered a voluntary resignation. Employees should notify the depot the night before an absence occurs. Employees must call in an absence or tardy arrival as early as possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification but in no case less than 15 minutes before their starting time for similar future absences until the absence record shows significant improvement or the concern has abateda morning absence. (Building administrators Employees who will be provided guidelines by absent in the Human Resources Office morning only should notify the depot of their intent to assist them return to work for the afternoon shift. A supervisor may deny an employee the right to return to work in evaluating absence records. These guidelines will also be available to the assistants.) This notification shall only constitute afternoon if the beginning of progressive discipline and employee did not discipline in and of itselfindicate this intention when reporting the absence. If an employee is allowed to return to work after failing to report afternoon presence, a supervisor may assign the pattern continues, employee to other duties than the Administrator will inform the Human Resources Office, and the record will be reviewed assigned route. Employees who report to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury work in the immediate familymorning but will not be present in the afternoon must notify their supervisor at least 45 minutes before the scheduled afternoon starting time.

Absence Reporting. 1. In cases of absence, the Assistant shall notify his/her building administrator or immediate supervisor according to program or building procedures. 2. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her Building Adminstrator supervisor have made other arrangements. 3. Each employee shall present a signed statement indicating the reason for each absence, such statement to be filed in the immediate supervisor’s office. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. It is the responsibility of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty (30) minutes prior to the start of his/her work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missed, and an entry to that effect in the Assistant's personnel file. An unexcused absence may be cause for disciplinary action up to and including dismissal. 6. The Board retains the right to require, at the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. In situations where an Assistant has been notified in writing by the Human Resources Office or his/her building administrator that his/her absence record suggests a possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification for similar future absences until the absence record shows significant improvement or the concern has abated. (Building administrators will be provided guidelines by the Human Resources Office to assist them in evaluating absence records. These guidelines will also be available to the assistants.) This notification shall only constitute the beginning of progressive discipline and not discipline in and of itself. If the pattern continues, the Administrator will inform the Human Resources Office, and the record will be reviewed to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury in the immediate family.

Absence Reporting. 1. In cases of absence, the Assistant shall notify his/her building administrator or immediate supervisor according to program or building procedures. 2. Absence notifications shall be made each day the Assistant is absent, unless the Assistant and his/her Building Adminstrator Administrator have made other arrangements. 3. Each employee shall present a signed statement timesheet indicating the reason for each absence, such statement timesheet is to be filed in the immediate supervisor’s officeoffice and reported to Human Resources. The administrator may request a physician’s statement for an employee’s absence due to the illness of three (3) or more days’ duration. 4. It is the responsibility of each employee to report unavailability for work. Each building administrator may establish a reasonable call-in procedure, but in the absence of specific building requirements, the Assistant should report the absence as soon as practicable and not later than thirty one (301) minutes hour prior to the start of his/her work day. Employees shall at the time of reporting their absence state the reason for absence, where they may be reached and the anticipated length of absence. 5. Assistants shall be at their work station for the days contracted. Any unexcused absence may result in a loss of pay for the duty time missed, and an entry to that effect in the Assistant's personnel file. An unexcused absence may be cause for disciplinary action up to and including dismissal. 6. The Board retains the right to require, at the Board's expense, that an Assistant undergo a medical examination to confirm good cause for an absence. 7. In situations where an Assistant has been notified in writing by the Human Resources Office or his/her building administrator that his/her absence record suggests a possible pattern of excessive use or abuse, the Board may require an Assistant, at Board expense, to provide medical verification for similar future absences until the absence record shows significant improvement or the concern has abated. (Building administrators will be provided guidelines by the Human Resources Office to assist them in evaluating absence records. These guidelines will also be available to the assistants.) This notification shall only constitute the beginning of progressive discipline and not discipline in and of itself. If the pattern continues, the Administrator will inform the Human Resources Office, and the record will be reviewed to determine what additional steps are appropriate. Future repeated behavior of the same nature within fifteen (15) calendar months of the written warning may trigger progressive discipline. 8. The review of the absence record to determine "possible pattern of excessive use or abuse" shall exclude a single occurrence of extended personal illness or a single occurrence of illness or serious injury in the immediate family.