When attendance is the issue Sample Clauses

When attendance is the issue. In the event the Employer is contemplating issuing a verbal or written warning for attendance-related concerns, the Employer may, in lieu of its frequent practice of conducting an investigatory interview, notify the employee in writing of the concern regarding attendance and invite the employee (1) to respond in writing within 14 calendar days with or without the assistance of an Association representative, (2) to request an investigatory meeting, or (3) to decline to do either. This notice shall include Association phone and email contact information and the AURN Hotline number. The Employer thereafter will determine whether disciplinary action is warranted.
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When attendance is the issue. In the event the Employer is contemplating issuing a verbal or written warning for attendance-related concerns, the Employer may, in lieu of its frequent practice of conducting an investigatory interview, notify the employee in writing of the concern regarding attendance and invite the employee (1) to respond in writing within 14 days with or without the assistance of an Association representative, (2) to request an investigatory meeting, or (3) to decline to do either. This notice shall include Association phone and email contact information and the AURN Hotline number. The Employer thereafter will determine whether disciplinary action is warranted. T/A 2-2-17 * * * * [6.9.9] 6.10.10 Prohibited basis for disciplinary action. Maintain current language. * * * *
Sample 1Sample 2
When attendance is the issue. In the event the Employer is contemplating issuing a verbal or written warning for attendance-related concerns, the Employer may, in lieu of its frequent practice of conducting an investigatory interview, notify the employee in writing of the concern regarding attendance and invite the employee (1) to respond in writing within 14 days with or without the assistance of an Association representative, (2) to request an investigatory meeting, or (3) to decline to do either. This notice shall include Association phone and email contact information and the AURN Hotline number. The Employer thereafter will determine whether disciplinary action is warranted. * * * * [6.9.9] 6.10.10 Prohibited basis for disciplinary action. Maintain current language. * * * *
Sample 1
When attendance is the issue. In the event the Employer is‌ 25 contemplating issuing a verbal or written warning for attendance-related 26 concerns, the Employer may, in lieu of its frequent practice of conducting 27 an investigatory interview, notify the employee in writing of the concern 28 regarding attendance and invite the employee (1) to respond in writing 29 within 14 days with or without the assistance of an Association 30 representative, (2) to request an investigatory meeting, or (3) to decline to 31 do either. This notice shall include Association phone and email contact 32 information and the AURN Hotline number. The Employer thereafter will 33 determine whether disciplinary action is warranted.
Sample 1

Related to When attendance is the issue

  • ATTENDANCE AND PUNCTUALITY Employees must comply with City policies relating to hours of work and taking leave. Employees must report to work on time, clock in or sign in if required to do so, and call-in according to the applicable collective bargaining agreement or City policy if unable to report for work on time. Employees must monitor their sick leave and vacation leave balances to ensure they have sufficient time accrued to cover absences and that leave usage is accurately recorded in City records. Employees must be approved for any leave prior to being absent, except in emergency situations.

  • Attendance Bonus Employees are eligible for an attendance bonus when every shift is satisfactorily worked throughout the monthly schedule period and no changes are requested in the schedule by the employee except for trading shifts as provided for in Article 13.4.4 or utilizing unpaid union leave. To qualify, a minimum of 130 compensated hours must have been worked during the qualifying period. The bonus will be an additional twenty-five ($0.25) per hour on only the hours worked in the qualifying period.

  • Attendance Incentive It is the desire of both the Employer and the Union to provide consistent quality bus service for all students. It is also a mutual desire to have qualified permanent District bus drivers available to drive all identified bus routes. Based on this mutual interest, the parties agree to this Attendance Incentive program during the life of the Agreement:

  • Attendance Policy In order to maximize learning opportunities, attendance is expected at all college and clinical sessions. Campus laboratory classes are usually demonstrations of essential nursing skills. There is no effective way to “make-up” missed laboratory classes, therefore the instructor may require attendance. For all clinical absences, the student must call the clinical setting a minimum of 30 minutes before the scheduled beginning time of the clinical session that will be missed and leave a message for the appropriate instructor. Any exception to this rule will be noted in writing in the individual course syllabus and green sheet. Students who miss more than 10% of the clinical days in a course may not be able to meet course objectives. It is the student’s responsibility to contact the appropriate instructor to determine “make- up” assignments for all absences. If a student has excess absences as defined in a particular course, the student’s status may be reviewed by the nursing faculty. The student may not be able to satisfactorily meet course objectives and may earn a failing grade.

  • Attendance Management Days of absence arising out of a medically-established serious chronic condition, an ongoing course of treatment, a catastrophic event, absence for which WSIB benefits are payable, medically necessary surgical interventions, or days where the employee is asymptomatic and is under a doctor’s care from the commencement of symptoms for a confirmed communicable disease (and has provided medical substantiation of such symptoms) but is required to be absent under the Hospital or public health authority protocol, will not be counted for the purposes of being placed on, or progressing through, the steps of an attendance management program. Leaves covered under the Employment Standards Act, 2000 and leaves under Article 11 will not be counted for the purposes of being placed on, or progressing through, the steps of an attendance management program.

  • Taxes Other Than Income Taxes Upon the timely request by the Interconnection Customer, and at the Interconnection Customer’s sole expense, the CAISO or Participating TO may appeal, protest, seek abatement of, or otherwise contest any tax (other than federal or state income tax) asserted or assessed against the CAISO or Participating TO for which the Interconnection Customer may be required to reimburse the CAISO or Participating TO under the terms of this LGIA. The Interconnection Customer shall pay to the Participating TO on a periodic basis, as invoiced by the Participating TO, the Participating TO’s documented reasonable costs of prosecuting such appeal, protest, abatement, or other contest. The Interconnection Customer, the CAISO, and the Participating TO shall cooperate in good faith with respect to any such contest. Unless the payment of such taxes is a prerequisite to an appeal or abatement or cannot be deferred, no amount shall be payable by the Interconnection Customer to the CAISO or Participating TO for such taxes until they are assessed by a final, non-appealable order by any court or agency of competent jurisdiction. In the event that a tax payment is withheld and ultimately due and payable after appeal, the Interconnection Customer will be responsible for all taxes, interest and penalties, other than penalties attributable to any delay caused by the Participating TO.

  • Reimbursement of Travel Expenses If the Servicer provides access to the Review Materials at one of its properties, the Issuer will reimburse the Asset Representations Reviewer for its reasonable travel expenses incurred in connection with the Review on receipt of a detailed invoice.

  • Ancillary and Travel Expenses A. Except as otherwise provided in the Grant Agreement, no ancillary expenses incurred by the Grantee in connection with its provision of the services or deliverables will be reimbursed by the System Agency. Ancillary expenses include, but are not limited to, costs associated with transportation, delivery, and insurance for each deliverable.

  • Attendance Use best efforts to attend scheduled meetings of Company’s Board of Directors;

  • Payment of Compensation Consultant shall submit to City a monthly itemized statement which indicates work completed and hours of Services rendered by Consultant. The statement shall describe the amount of Services and supplies provided since the initial commencement date, or since the start of the subsequent billing periods, as appropriate, through the date of the statement. City shall, within 30 days of receiving such statement, review the statement and pay all approved charges thereon.

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