Absenteeism Management. Where the Employer has raised and documented concerns with an employee about the number and/or timing of their sick leave absences without clear explanation in the previous six months, the Employer:
Absenteeism Management. The parties acknowledge the current rate of unplanned absenteeism per employee is unacceptable. Therefore, the parties agree to proactively manage unplanned absenteeism with the aim of reducing the current rate to an acceptable level of less than 10 days per annum per employee. Accordingly, the parties agree to proactively implement and support the following strategies over the life of the agreement: • Communicate expectation to employees about workplace attendance. • Review existing metrics for monitoring and reporting unplanned absenteeism, analyse data on a regular basis and communicate results with the single bargaining unit and managers responsible for addressing absences. • Review process for managing different types of absences and provide targeted intervention and support where high rates of absence occur. • Raise awareness of available health and wellbeing programs and employee support programs. • Review current work-life balance initiatives, including pre-retirement options. • Address unacceptable levels of absence in employee performance management processes. • Commit to injury prevention by analysing risks and trends and implementing appropriate control strategies. • Review process for rehabilitation and return to work following employee injury or illness. The parties agree to joint oversight of the development and implementation of the above initiatives through the single bargaining unit.
Absenteeism Management. It is recognised by the parties to this Agreement that absenteeism for reasons other than genuine illness, adversely effects productivity and efficiency in the workplace. To minimise both the cost to the Employer, unnecessary operational disruptions and unnecessary hardship to Employees who regularly attend for work, the parties agree to the following- The Employer will monitor absenteeism levels and may exercise its right to counsel Employees. The Employer in this process may require a certificate for any absence. For the purpose of this clause, an 'unauthorised absence' is defined as an absence which has not been supported by a medical certificate and accordingly the Employee shall not be paid for the day or period of unauthorised absence.
Absenteeism Management. 9.3.1 This procedure is designed to minimise the potential for sick leave abuse by Employees and is to operate in conjunction with the personal leave paragraph of this Agreement.
Absenteeism Management. It is recognised by the parties to this Agreement that absenteeism for reasons other than genuine illness, adversely effects productivity and efficiency in the workplace. To minimise both the cost to the employer, unnecessary operational disruptions and unnecessary hardship to employees who regularly attend for work, the parties agree to the following- The employer will monitor absenteeism levels and may exercise its right to counsel employees. For the purpose of this clause, an `unauthorised absence’ is defined as an absence which has not been approved prior to the absence of or subsequently authorised according to the individual circumstances the employee shall not be paid for the day or period of unauthorised absence.
Absenteeism Management. 7.3.1 It is recognised by the parties to this Agreement that the abuse of sick leave, adversely affects productivity and efficiency in the workplace.
Absenteeism Management. The parties to the agreement recognise that absenteeism through sick leave is continuing to have a significant impact on the operations of the QFRA. Continued commitment to the significant achievements in previous Enterprise Partnership Agreements in the reduction in sick leave is required. This initiative seeks to continue that downward trend of sick leave by reducing the level of sick leave that could be considered as outside of reasonable level for any given day/shift. The savings target of this initiative is 31 % of the savings required. The focus of the initiative is to continue the downward trend of absenteeism and target particular periods and patterns of usage. A management plan will be formulated and a joint management and union working party will be established to assist in the development and implementation of the management plan.
Absenteeism Management. 6.2.1 Sick/xxxxx’s leave should only be claimed when the physical consequences of injury or illness or the requirement to care for an immediate family member or household member prevent an Employee from attending work.
