SUPERVISOR’S RESPONSIBILITY. It is the supervisor’s responsibility to:
SUPERVISOR’S RESPONSIBILITY. The unit employee supervisor shall make recommendations regarding the incident and forward the report to the division commander attaching to same any related official police reports. The division commander shall forward the request to the Police Chief for submission to the Finance Director for processing and payment of claim.
SUPERVISOR’S RESPONSIBILITY. The immediate supervisor or his/her designee excluded from the bargaining unit, shall schedule all committee meetings, secure evaluation-related paperwork, and make sure that all contractual timelines are followed.
SUPERVISOR’S RESPONSIBILITY. 23.22 The supervisor is responsible for the employee’s attendance pattern, management of Flex accruals and compliance of the provisions of this policy. The perusal of the Personal Record of Attendance and timesheet (flex balance) is the primary means for this assessment. The supervisor’s signature on the form indicates acceptance of this responsibility. Supervisors are to ensure that arrangements are made for the officers who reach 21 hours Flex Credit to make arrangements for the taking of Flex Leave within the next pay period wherever possible.
SUPERVISOR’S RESPONSIBILITY. On any incident which could lead to discipline the supervisor must do the following:
SUPERVISOR’S RESPONSIBILITY. 4.B.3.a Normal day-to-day discussions between employees and supervisors regarding working conditions and related employment matters are the most constructive and expeditious means of developing and enhancing favorable and effective work relationships.
SUPERVISOR’S RESPONSIBILITY. The supervisor is responsible for the employee’s attendance pattern, management of Flex accruals and compliance of the provisions of this policy. The perusal of the Personal Record of Attendance and timesheet (flex balance) is the primary means for this assessment. The supervisor’s signature on the form indicates acceptance of this responsibility. Supervisors are to ensure that arrangements are made for the officers who reach 21 hours Flex Credit to make arrangements for the taking of Flex Leave within the next pay period wherever possible. ENTERPRISE AGREEMENT 2021 – 2024 At the end of each fortnightly period the supervisor will see that the following actions occur: i Transfer any details of absences other than Flextime to the Salaried Employees Fortnightly Variation Return;
SUPERVISOR’S RESPONSIBILITY. The supervisor and or designate who receives the call from an employee who is unable to report for scheduled shift must record the following information on the provided form: - Date and time call is received - Name of the employee. If someone other than the employee is making the call, the name and telephone number of the caller. - The reason for the absence. - When the employee expects to return to work. Abuse of the Benefit: If there is reasonable cause to believe that the illness, surgery or accident of a non occupational nature is not legitimate, the employer will request the employee to obtain acceptable medical documentation. The medical certificate is to state date and time the employee is seen by duly qualified medical practitioner confirming that the employee’s illness, surgery or accident of a non occupational nature prevented him/her from reporting to work. If an employee has a high level of absences, or if the employer suspects that the employee is abusing the sick benefit, the employee will be interviewed. The employee may be accompanied by a xxxxxxx. The purpose of the meeting will be to discuss with the employee his absentee problem and provide the employee with information on available services and treatment if need be. The employee suspected of sick leave abuse, may be requested to provide medical certificates, at no cost to the employee, by a duly qualified medical practitioner licensed to practice in the province of Ontario, to the Administrator for each and every day absent. The certificate is to state date and time seen by a duly qualified medical practitioner and the reason for their absence. Absenteeism will be monitored. If the employee’s attendance record improves for a period of six months, the employer will not unreasonably request the presentation of a medical certificate on future occasions of absence when abuse is not suspected. If an employee is found to be abusing the sick pay benefit, fails to provide medical certification or falsely claims entitlement to the sick pay benefit, he/she will be subject to discipline.
SUPERVISOR’S RESPONSIBILITY. As with any policy, elected officials, department directors, and division managers are expected to serve as role models for proper compliance with the provisions outlined in this policy and are encouraged to regularly remind employees of their responsibilities in complying with this policy. Supervisors should work with employees to determine whether a stipend is warranted and if so, what level of payment is appropriate in light of the employee’s responsibilities. Thereafter, supervisors are responsible for ensuring that if an employee’s job duties change, the Agreement form is updated to reflect that change.
SUPERVISOR’S RESPONSIBILITY. Department Directors and Elected Officials are responsible for informing the Human Resources Department of any substantive changes in job duties for each employee at least annually to ensure an employee’s compensation is in accordance with the pay plan and each employee’s responsibilities.
