Attendance performance. ▪ Reduce costly absenteeism in relation to sick leave; ▪ Reduce costly absenteeism in relation to insufficient alternate duties available to Employees undergoing rehabilitation.
Attendance performance. All matters relating to opportunities with an associates’ punctuality, consistency in attendance, and performance (including failure to meet efficiency and quality standards) will be categorized as such. This category will also include excessive, early departures before the completion of the day’s responsibilities and failure to accurately report times worked or missed on the weekly, payroll time sheets. The existence of remaining unused sick time does not necessarily preclude an associate from being written up with formal documentation, if such absences are out of the norm and/or clustered around a short period of time. Any disciplinary documentation related to both the timely and acceptable completion of an associate responsibilities will be classified in this category of discipline. The job descriptions provided to each associate will serve as the basis for these contentions for improvement. Failure to work mandatory overtime, when required, may result in disciplinary action.
Attendance performance. All matters relating to opportunities with an associate’s punctuality, consistency in attendance, and performance will be categorized as such. This category will also include excessive, early departures before the completion of the days responsibilities and failure to accurately report times worked or missed on the weekly, payroll time sheets. Regular attendance is an essential function of all positions. The existence of unused sick time does not necessarily preclude an associate from being written up with formal documentation, if such absences are out of the norm, clustered around a short period of time, or an abuse of sick leave, such as, calling out sick after a request for time off is denied. Extenuating circumstances may be taken into account. . An associate who calls out sick from work and has no accrued sick time or personal time is subject to discipline, except that the associate may call out up to three (3) times in a year (August 1 through July 31 consistent with sick leave accrual) after exhausting sick and personal time and not be subject to discipline, provided the associate presents on return to work proper documentation from Emergency Room or Urgent Care only stating that the associate was there the date of the call out. A doctor’s note or other medical documentation (from emergency room or urgent care) does not excuse the discipline except as described above. Any disciplinary documentation related to both the timely and acceptable completion of an associate’s responsibilities will be classified in this category of discipline. The job descriptions provided to each associate will serve as the basis for these contentions for improvement. Failure to work mandatory overtime, when required, may result in disciplinary action.
Attendance performance. All matters relating to opportunities with an associates’ punctuality, consistency in attendance, and performance (including failure to meet productivity and quality standards, or to implement required sales techniques) will be categorized as such. This category will also include excessive, early departures before the completion of the days responsibilities and failure to accurately report times worked or missed on the weekly, payroll time sheets. The existence of remaining unused PTO or a doctor’s note for an absence without proof of a visit (e.g. payment receipt) does not necessarily preclude an associate from being written up with formal documentation, if such absences are out of the norm, clustered around a short period of time, or an abuse of PTO, such as, calling out sick after a request for time off is denied. Any disciplinary documentation related to both the timely and acceptable completion of an associate's responsibilities will be classified in this category of discipline. The job descriptions provided to each associate will serve as the basis for these contentions for improvement. Failure to work mandatory overtime, when required, may result in disciplinary action.
Attendance performance. The parties present during Client’s session with LLM agree to cheerful cooperation and communication for the best possible result within the definition of the session. Due to the limited and subjective nature of the event, LLM cannot be held responsible for requested photographs or video not taken or missed, lack of coverage resulting from weather conditions, or schedule complications caused by but not limited to, anyone in or at the event, or by location specific restrictions. LLM is not responsible for lost photo opportunities due to other cameras or flashes, the lateness of the clients or other principles. LLM is not responsible for lack of coverage due to the rendering of decorations of the location. It is acknowledged that any lists submitted to LLM will be used for organizational purposes only and in no way represent the photography that will actually be produced. LLM will do its best to fulfill all requests but can make no guarantees all requests will be fulfilled due to the interpretive nature of photography. LLM recommends that the Client requests any specific details be captured prior to the actual photo session being coordinated. LLM is not responsible if key individuals fail to appear or cooperate during photography sessions or for missed images due to details not revealed to LLM.
Attendance performance. All matters relating to opportunities with an associate’s punctuality, consistency in attendance, and performance will be categorized as such. This category will also include excessive, early departures before the completion of the days responsibilities and failure to accurately report times worked or missed on the weekly, payroll time sheets. The existence of remaining unused sick time or a doctor’s note for an absence without proof of a visit (e.g. payment receipt) does not necessarily preclude an associate from being written up with formal documentation, if such absences are out of the norm, clustered around a short period of time, or an abuse of sick leave, such as, calling out sick after a request for time off is denied. Extenuating circumstances may be taken into account. Any disciplinary documentation related to both the timely and acceptable completion of an associate’s responsibilities will be classified in this category of discipline. The job descriptions provided to each associate will serve as the basis for these contentions for improvement. Failure to work mandatory overtime, when required, may result in disciplinary action.
Attendance performance. ▪ Reduce costly absenteeism in relation to unauthorised sick leave; ▪ Reduce costly absenteeism in relation to insufficient alternate duties available to employees undergoing rehabilitation; ▪ All Employees to be ready to start work at prescribed time; ▪ All Employees to ‘down tools’ (i.e. cease work) at prescribed time; ▪ Unless otherwise provided all jobs shall start/commence and finish at the job site not at the workshop; ▪ Observe rest/meal break times (i.e. 15 minute paid rest/smoko break and 30 minute unpaid break for lunch). If an Employee requires a longer break/s, and their supervisor approves such longer break, then the time is to be made up at the end of the day.
