Common use of Absenteeism Clause in Contracts

Absenteeism. The parties recognize that shift change denials are to not be used as an attendance management tool under the Employer’s Attendance Management Policy, nor are shift change denials intended to punish employees for absenteeism. The parties agree that an employee’s absenteeism record will not be relied on to deny a shift change request unless the Employer has a reason to believe that one or both of the employees has a record of absenteeism that is related to the particular shift change request. For example, an employee may demonstrate a recent pattern of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchanged.

Absenteeism. The parties recognize recognise that increased productivity will be influenced by the regularity of employee attendance at work whether the employee works a full working week or part thereof. Significant gains are anticipated if employees are committed to reducing the effect of any absence from work for whatever reason. Improvement in the absenteeism rate will be achieved by the observation of the following: (a) A procedure to be followed when a person is genuinely ill and is unable to attend work (Refer Clause 18 - Sick Leave). (b) If an employee is absent from work due to family or personal circumstances which prevents immediate attendance, or where a legitimate emergency occurs, the employee, after discussion with the Supervisor, will agree to one of the following procedures: (i) Arrange with the Supervisor to alter shifts or shift change denials are start and finish times in order to avoid casual absenteeism caused by unforeseen circumstances provided that there is work available. (ii) Arrange with the Supervisor to bring forward Rostered Days Off (prior to the accrual of the adequate number of hours) in order to avoid taking other forms of paid or unpaid leave. The maximum number of Rostered Days to be taken in this manner will be three in each year of service. This arrangement will not be used as an attendance management tool under to replace pre-arranged Annual Leave or Sick Leave and will be used only in the Employer’s Attendance Management Policy, nor are circumstances outlined above and by agreement of the employee concerned. (Note: Upon introduction of the two week work cycle and the 10-hour shift change denials intended work cycle referred to punish employees for absenteeism. The parties agree that an employee’s absenteeism record above this procedure will not be relied on available to deny Production, Cleaning and Sanitation and Warehouse employees) (iii) Where employees, due to unforeseen circumstances commence a shift change request unless later than the Employer has rostered time or need to be absent for a reason short period during the day, or need to believe that one or both of finish a shift earlier than the employees has a record of absenteeism that is related rostered time, an arrangement will be agreed to between the employee and the Supervisor whereby the employee can within the work cycle (the current working week) make up the time lost due to the particular shift change request. For example, absence during ordinary hours at an employee may demonstrate a recent pattern ordinary rate of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement pay provided there is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchangedwork available.

Absenteeism. The parties recognize that shift change denials are to not be used as an attendance management tool under the Employer’s Employer s Attendance Management Policy, nor are shift change denials intended to punish employees for absenteeism. The parties agree that an employee’s employee s absenteeism record will not be relied on to deny a shift change request unless the Employer has a reason to believe that one or both of the employees has a record of absenteeism that is related to the particular shift change request. For example, an employee may demonstrate a recent pattern of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-short- term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s employee s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s employee s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchanged.

Absenteeism. The parties recognize recognise that increased productivity will be influenced by the regularity of employee attendance at work whether the employee works a full working week or part thereof. Significant gains are anticipated if employees are committed to reducing the effect of any absence from work for whatever reason. (a) A procedure to be followed when a person is genuinely ill and is unable to attend work (▇▇▇▇▇ ▇▇▇▇▇▇ 13 - Sick Leave). (b) If an employee is absent from work due to family or personal circumstances which prevents immediate attendance, or where a legitimate emergency occurs, the employee, after discussion with the Supervisor, will agree to one of the following procedures : i) Arrange with the Supervisor to alter shifts or shift change denials are start and finish times in order to avoid casual absenteeism caused by unforeseen circumstances provided that there is work available. ii) Arrange with the Supervisor to bring forward Rostered Days Off (prior to the accrual of the adequate number of hours) in order to avoid taking other forms of paid or unpaid leave. The maximum number of Rostered Days to be taken in this manner will be three in each year of service. This arrangement will not be used as an attendance management tool under to replace pre-arranged Annual Leave or Sick Leave and will be used only in the Employer’s Attendance Management Policycircumstances outlined above. iii) Where employees, nor are shift change denials intended due to punish employees for absenteeism. The parties agree that an employee’s absenteeism record will not be relied on to deny unforeseen circumstances commence a shift change request unless later than the Employer has rostered time, or need to be absent for a reason short period during the day, or need to believe that one or both of finish a shift earlier than the employees has a record of absenteeism that is related rostered time, an arrangement will be agreed to between the employee and the Supervisor whereby the employee can within the work cycle (the current working week) make up the time lost due to the particular shift change request. For example, absence during ordinary hours at an employee may demonstrate a recent pattern ordinary rate of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement pay provided there is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchangedwork available.

Absenteeism. The parties recognize recognise that increased productivity will be influenced by the regularity of employee attendance at work whether the employee works a full working week or part thereof. Significant gains are anticipated if employees are committed to reducing the effect of any absence from work for whatever reason. (a) A procedure to be followed when a person is genuinely ill and is unable to attend work (Refer Clause 18 - Sick Leave). (b) If an employee is absent from work due to family or personal circumstances which prevents immediate attendance, or where a legitimate emergency occurs, the employee, after discussion with the Supervisor, will agree to one of the following procedures: i) Arrange with the Supervisor to alter shifts or shift change denials are start and finish times in order to avoid casual absenteeism caused by unforeseen circumstances provided that there is work available. ii) Arrange with the Supervisor to bring forward Rostered Days Off (prior to the accrual of the adequate number of hours) in order to avoid taking other forms of paid or unpaid leave. The maximum number of Rostered Days to be taken in this manner will be three in each year of service. This arrangement will not be used as an attendance management tool under to replace pre-arranged Annual Leave or Sick Leave and will be used only in the Employer’s Attendance Management Policy, nor are circumstances outlined above and by agreement of the employee concerned. (Note: Upon introduction of the two week work cycle and the 10-hour shift change denials intended work cycle referred to punish employees for absenteeism. The parties agree that an employee’s absenteeism record above this procedure will not be relied on available to deny Production, Cleaning and Sanitation and Warehouse employees) iii) Where employees, due to unforeseen circumstances commence a shift change request unless later than the Employer has rostered time or need to be absent for a reason short period during the day, or need to believe that one or both of finish a shift earlier than the employees has a record of absenteeism that is related rostered time, an arrangement may be agreed to between the employee and the Supervisor whereby the employee can within the work cycle (the current working week) make up the time lost due to the particular shift change request. For example, absence during ordinary hours at an employee may demonstrate a recent pattern ordinary rate of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement pay provided there is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchangedwork available.

Absenteeism. The parties recognize recognise that increased productivity will be influenced by the regularity of employee attendance at work whether the employee works a full working week or part thereof. Significant gains are anticipated if employees are committed to reducing the effect of any absence from work for whatever reason. (a) A procedure to be followed when a person is genuinely ill and is unable to attend work (▇▇▇▇▇ ▇▇▇▇▇▇ 14 - Personal / Sick Leave). (b) If an employee is absent from work due to family or personal circumstances which prevents immediate attendance, or where a legitimate emergency occurs, the employee, after discussion with the Shop Manager, will agree to one of the following procedures: i) Arrange with the Shop Manager to alter shifts or shift change denials are start and finish times in order to avoid casual absenteeism caused by unforeseen circumstances provided that there is work available. ii) Arrange with the Shop Manager to bring forward Rostered Days Off (prior to the accrual of the adequate number of hours) in order to avoid taking other forms of paid or unpaid leave. The maximum number of Rostered Days to be taken in this manner will be three and this arrangement will take place once in each year of service. This arrangement will not be used as an attendance management tool under to replace pre-arranged Annual Leave or Sick Leave and will be used only in the Employer’s Attendance Management Policy, nor are shift change denials intended to punish employees for absenteeism. The parties agree that an employee’s absenteeism record will not be relied on to deny a shift change request unless the Employer has a reason to believe that one or both of the employees has a record of absenteeism that is related to the particular shift change request. For example, an employee may demonstrate a recent pattern of absenteeism on a particular shift which might justify a denial circumstances outlined above and by agreement of the employee working or absenting himself or herself from that shiftconcerned. iii) Where employees, until an improvement is demonstrated. The parties agree that due to unforeseen circumstances commence a shift change request later than the rostered time, need to be absent for a short period during the day, or need to finish a shift earlier than the rostered time, an arrangement will not be denied on the above basis unless agreed to between the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the Shop Manager whereby the employee is involved in can within the stages of progressive discipline under work cycle (the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for working week) make up the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria time lost due to long-term absences or a series the absence during ordinary hours at an ordinary rate of shorter but repeated absences that are attributable to a particular illness or injury. It pay provided there is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchangedwork available.

Absenteeism. The parties recognize recognise that increased productivity will be influenced by the regularity of employee attendance at work whether the employee works a full working week or part thereof. Significant gains are anticipated if employees are committed to reducing the effect of any absence from work for whatever reason. Improvement in the absenteeism rate will be achieved by the observation of the following: (a) A procedure to be followed when a person is genuinely ill and is unable to attend work (▇▇▇▇▇ ▇▇▇▇▇▇ 18 - Sick Leave). (b) If an employee is absent from work due to family or personal circumstances which prevents immediate attendance, or where a legitimate emergency occurs, the employee, after discussion with the Supervisor, will agree to one of the following procedures: (i) Arrange with the Supervisor to alter shifts or shift change denials are start and finish times in order to avoid casual absenteeism caused by unforeseen circumstances provided that there is work available. (ii) Arrange with the Supervisor to bring forward Rostered Days Off (prior to the accrual of the adequate number of hours) in order to avoid taking other forms of paid or unpaid leave. The maximum number of Rostered Days to be taken in this manner will be three in each year of service. This arrangement will not be used as an attendance management tool under to replace pre-arranged Annual Leave or Sick Leave and will be used only in the Employer’s Attendance Management Policy, nor are circumstances outlined above and by agreement of the employee concerned. (Note: Upon introduction of the two week work cycle and the 10-hour shift change denials intended work cycle referred to punish employees for absenteeism. The parties agree that an employee’s absenteeism record above this procedure will not be relied on available to deny Production, Cleaning and Sanitation and Warehouse employees) (iii) Where employees, due to unforeseen circumstances commence a shift change request unless later than the Employer has rostered time or need to be absent for a reason short period during the day, or need to believe that one or both of finish a shift earlier than the employees has a record of absenteeism that is related rostered time, an arrangement will be agreed to between the employee and the Supervisor whereby the employee can within the work cycle (the current working week) make up the time lost due to the particular shift change request. For example, absence during ordinary hours at an employee may demonstrate a recent pattern ordinary rate of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself or herself from that shift, until an improvement pay provided there is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchangedwork available.

Absenteeism. The parties recognize that shift change denials are not to not be used as an attendance management tool under the Employer’s Employer s Attendance Management Policy, nor are shift change denials intended to punish employees for absenteeism. The parties agree that an employee’s employee s absenteeism record will not be relied on to deny a shift change request unless the Employer has a reason to believe that one or both of the employees has a record of absenteeism that is related to the particular shift change request. For example, an employee may demonstrate a recent pattern of absenteeism on a particular shift which might justify a denial of the employee working or absenting himself him or herself from that shift, until an improvement is demonstrated. The parties agree that a shift change request will not be denied on the above basis unless the employee has a record of absenteeism that exceeds the plant average over a rolling 12-month period, and the employee is involved in the stages of progressive discipline under the current Attendance Management Policy. The parties recognize that they may not agree on whether a record of absenteeism should include culpable and non-culpable absences for the purpose of a shift change denial, and reserve their rights to grieve this in the future. However, it is acknowledged that shift change requests will not be denied for employees who meet these criteria due to long-term absences or a series of shorter but repeated absences that are attributable to a particular illness or injury. It is acknowledged that only in rare circumstances would absenteeism be a reasonable ground for denying shift trades and those circumstances would be limited to employees who meet the above noted criteria due to a repeated short-short- term absence arising from a variety of absences caused by factors other than a physical or mental disability. Where the Employer denies a shift request on this basis, and the Union requests verification that the employee’s employee s record of absenteeism exceeds the plant average over a rolling 12-month period, the Employer shall provide both the most recent calculation of the plant average and the employee’s employee s record of absenteeism for the same period forthwith, and before the start of the first day of the shift that was sought to be exchanged.