Common use of MILL RULES Clause in Contracts

MILL RULES. 36.1 Starting and Stopping of Tour Workers (a) Each worker is required to be in his place when his tour begins and shall not leave his post to wash and dress until his mate relieves him and takes over the duties and responsibilities of the job. (b) If a tour worker does not report for his regular shift, his mate shall notify the department superintendent or ▇▇▇▇▇▇▇. He shall then remain at his post until a substitute is secured. (c) It is the duty of a tour worker to report for his regular shift unless he has already arranged with his ▇▇▇▇▇▇▇ for a leave of absence. If unavoidably prevented from reporting, he must give notice to his ▇▇▇▇▇▇▇ or at the office as early as possible before the beginning of his tour, and the person receiving this notice must complete the standard report provided for recording such notice. (a) If an employee has been absent from work without arrangement, or without notice under the preceding paragraph, he shall report to his superintendent for instructions before returning to work. (b) Should investigation of a case of absenteeism fail to disclose a bona fide reason, management shall discipline the absentee as follows: (i) First Case - Instruction and warning; (ii) Second Case - Instruction and up to three (3) days lay-off. (iii) Third Case - Instruction and lay-off subject to discharge. (c) It is understood that should an employee have a clear record for a full twelve (12) month period between steps 1 and 2 or steps 2 and 3, or after stage 3, his record shall be considered clear. (d) Should the unarranged absence of an employee be of sufficient length, or the reasons for the absence be of such a nature to indicate irresponsibility in the individual concerned, management may discipline the offending employee with a lay-off subject to discharge. (e) All cases of unarranged absenteeism will be recorded on the employee's record by the employment supervisor who will be given a written report of each case by the superintendent concerned. A copy of this report will be sent to the individual and secretary of the union concerned. (f) If an employee has been absent from work a day or more he shall give adequate notice to his ▇▇▇▇▇▇▇ or superintendent of his intention to return. This notice should be given twenty-four (24) hours in advance, if possible, but at least in sufficient time to make the necessary arrangements prior to the beginning of the regular work period in which he intends to resume duty. If the employee fails to give the supervisor sufficient notice to enable him to adjust the shifts back to the original schedule, the supervisor may send the returning employee home when he reports for work. 36.3 (a) Individual Responsibility - Everything in and about the Plant shall be kept clean and in good order, and each employee will be held responsible for the condition of the part of the Plant under his control as far as is humanly possible. He is also required to see that his locker is kept clean and in neat condition.

MILL RULES. 36.1 34.1 Starting and Stopping of Tour Workers (a) Each worker is required to be in his place when his tour begins and shall not leave his post to wash and dress until his mate relieves him and takes over the duties and responsibilities of the job. (b) If a tour worker does not report for his regular shift, his mate shall notify the department superintendent or ▇▇▇▇▇▇▇. He shall then remain at his post until a substitute is secured. (c) It is the duty of a tour worker to report for his regular shift unless he has already arranged with his ▇▇▇▇▇▇▇ for a leave of absence. If unavoidably prevented from reporting, he must give notice to his ▇▇▇▇▇▇▇ or at the office as early as possible before the beginning of his tour, and the person receiving this notice must complete the standard report provided for recording such notice. (a) If an employee has been absent from work without arrangement, or without notice under the preceding paragraph, he shall report to his superintendent for instructions before returning to work. (b) Should investigation of a case of absenteeism fail to disclose a bona fide reason, management shall discipline the absentee as follows: (i) First Case - Instruction and warning; (ii) Second Case - Instruction and up to three (3) days lay-off. (iii) Third Case - Instruction and lay-off subject to discharge. (c) It is understood that should an employee have a clear record for a full twelve (12) month period between steps 1 and 2 or steps 2 and 3, or after stage 3, his record shall be considered clear. (d) Should the unarranged absence of an employee be of sufficient length, or the reasons for the absence be of such a nature to indicate irresponsibility in the individual concerned, management may discipline the offending employee with a lay-off subject to discharge. (e) All cases of unarranged absenteeism will be recorded on the employee's record by the employment supervisor who will be given a written report of each case by the superintendent concerned. A copy of this report will be sent to the individual and secretary of the union concerned. (f) If an employee has been absent from work a day or more he shall give adequate notice to his ▇▇▇▇▇▇▇ or superintendent of his intention to return. This notice should be given twenty-four (24) hours in advance, if possible, but at least in sufficient time to make the necessary arrangements prior to the beginning of the regular work period in which he intends to resume duty. If the employee fails to give the supervisor sufficient notice to enable him to adjust the shifts back to the original schedule, the supervisor may send the returning employee home when he reports for work. 36.3 (a) Individual Responsibility - Everything in and about the Plant shall be kept clean and in good order, and each employee will be held responsible for the condition of the part of the Plant under his control as far as is humanly possible. He is also required to see that his locker is kept clean and in neat condition. (b) It is understood and agreed that all records of discipline which date back more than three (3) years and which deal only with minor infractions involving disciplinary measures of less than a three (3) day suspension, will be considered clear from an employee's record. It is understood that the employee's record must be clear of any disciplinary measures for this three (3) year period.