Excessive absenteeism. The parties recognize that every employee has a duty to be reliably present at work, and that failure to confine sick leave usage to accrued and available sick leave raises the possibility of discipline for excessive absenteeism. Such cases, however, are subject to just cause review and require systematic examination of relevant factors, including but not limited to:
Excessive absenteeism. Sick leave is granted for use regarding medical need or bereavement only. Inappropriate use of sick leave for other than sick leave purposes can be cause for disciplinary action. If excessive absenteeism by a full-time or part-time regular employee is declared by the City Administrator, the following steps will be initiated. (Illness or absence documented by a physician being the exception to this rule.)
Excessive absenteeism. (a) Employees of the City of Toledo are engaged in the performance and delivery of vital services to our community. In order to ensure the efficient delivery of these services, good attendance on the part of the City's employees is necessary. Moreover, recurring and excessive absenteeism is disruptive to the City's operations, costly to the City and its residents, and detrimental to the morale and efforts of employees who maintain a good work record. Therefore, it is the intent of the parties: (1) to work toward programs and understandings that will reduce absenteeism; (2) to encourage and recognize good attendance on the part of employees; and (3) to cooperate in correcting excessive absenteeism on the part of employees.
Excessive absenteeism. (f) Mandatory retirement.
Excessive absenteeism. Absenteeism is defined as being absent from work without approved leave (AWOL). A written warning will be issued for each period of continued absence of two (2) days or less when an employee is in an AWOL status. Employees who are in AWOL status as the result of a long-term absence when the employee used a minimum of 160 consecutive hours of paid leave will not receive a written warning for AWOL in the first 90 calendar days of the employee’s return to work from that long-term absence. In order to be exempt from discipline under this 90-day provision, the employee must provide a physician’s statement attesting to the employee’s inability to work during the absences occurring during the 90-day period. This physician’s statement must be submitted to the supervisor within two (2) working days of the employee’s return to work.
Excessive absenteeism. If the City has reason to believe an Employee may be abusing his or her sick leave, the following steps will be initiated:
Excessive absenteeism. Unscheduled time off is considered excessive if it occurs more than six (6) times during a year or for more than three percent (3%) of the employee's work time.
Excessive absenteeism. Each two (2) days of absence in a single month of a rolling 12 month period shall be considered an offense and shall subject the offending Employee to the disciplinary action below, on a progressive basis. Illness absences on consecutive days shall be considered a single day's absence. Being absent from work due to Union business, hospitalization, jury duty, military duty, industrial accident, funerals covered in the Bereavement Clause, leave of absence (personal, medical or sickness and accident) or illness absences of two (2) or more consecutive days verifiable to the Personnel Department on the first day of return to work, shall not be considered as chargeable absences. In each month, lost time due to leaving the plant early shall be additive and for each twelve (12) hours of such lost time the Employee shall be charged with one (1) day's absence for that month.
Excessive absenteeism. 9.3.1.8 Unexcused absence without leave.
Excessive absenteeism. 9 The parties recognize that every employee has a duty to be 10 reliably present at work, and that failure to confine sick leave usage to accrued and 11 available sick leave raises the possibility of discipline for excessive absenteeism. Such 12 cases, however, are subject to just cause review and require systematic examination 13 of relevant factors, including but not limited to:
