Common use of Attendance Policy Clause in Contracts

Attendance Policy. If an employee misses any part of their assigned day or shift time (sick time) this will be considered an occurrence. Not counted as an occurrence would be pre-arranged personal time as well as physician visit, at the employee choice (if the employer receives a doctor’s note from the treating physician’s office) (the employee must physically have visited the doctor’s office)). Employees who record three (3) occurrences within a 30-day period will warrant a discussion and some form of discipline from the department supervisor, depending on the circumstances regarding the time off. Note: in reference to Article 17, Section 3 (Attendance Incentive), physician’s note days are classified as sick days in the calculation of the employee incentive payout. For clarification regarding the occurrence definition; an occurrence can be recorded as a partial and/or entire workday. In an event the employee’s time-off exceeds three (3) consecutive workdays, the employee will be directed to available or applicable leave of absence or time-off options (FMLA, Medical Leave, Unpaid Leave of Absence, etc.) to determine if employee qualifies. Please refer to the separate policies within the Employee Manual and the SEIU Labor Agreement covering the other available time-off options mentioned. Furthermore, the attendance policy will be modified, and reduced to writing, to capture improvement in an employee’s attendance record. In an effort to reward improvement; if an employee’s attendance improves over a ninety (90) calendar day period, the issued discipline will not be used in a progressive manner. This means if an employee can go ninety (90) days in a calendar period without being issued discipline due to another reoccurring three (3) occurrence event within a 30-day period, they would be back to the level of discipline she/he attained originally. However, if the employee records three (3) occurrences during the ninety (90) calendar day period, progressive discipline will occur.

Attendance Policy. If an employee misses any part of their assigned day or shift time (sick time) this will be considered an occurrence. Not counted as an occurrence would be pre-arranged personal time as well as physician visit, at the employee choice (if the employer receives a doctor’s note from the treating physician’s office) (the employee must physically have visited the doctor’s office)). Employees who record three (3) occurrences within a 30-day period will warrant a discussion and some form of discipline from the department supervisor, depending on the circumstances regarding the time off. Note: in reference to Article 17, Section 3 (Attendance Incentive), physician’s note days are classified as sick days in the calculation of the employee incentive payout. For clarification regarding the occurrence definition; an occurrence can be recorded as a partial and/or entire workday. In an event the employee’s time-off exceeds three (3) consecutive workdays, the employee will be directed to available or applicable leave of absence or time-off options (FMLA, Medical Leave, Unpaid Leave of Absence, etc.) to determine if employee qualifies. Please refer to the separate policies within the Employee Manual and the SEIU Labor Agreement covering the other available time-off options mentioned. Furthermore, the attendance policy will be modified, and reduced to writing, to capture improvement in an employee’s attendance record. In an effort to reward improvement; if an employee’s attendance improves over a ninety (90) calendar day period, the issued discipline will not be used in a progressive manner. This means if an employee can go ninety (90) days in a calendar period without being issued discipline due to another reoccurring three (3) occurrence event within a 30-day period, they would be back to the level of discipline she/he attained originally. However, if the employee records three (3) occurrences during the ninety (90) calendar day period, progressive discipline will occur.

Attendance Policy. If All employees have a contractual responsibility to attend work in an employee misses any part orderly and regular manner. It is expected and anticipated that all employees will report daily, at an appropriate time, to begin work at the start of their assigned day shift and remain until the completion of same. It is also considered that an occasional, unscheduled absence may be necessary due to health or some other important cause beyond the control of our employees. These situations should be discussed with your Supervisor or the Occupational Health Nurse. The Company policy for absenteeism is as follows: The Company will review all absences on a regular basis. Short term absenteeism shall be recognized as "controllable absenteeism". Controllable absenteeism is any lost time other than that allowed for on a requested and approved leave of absence, bereavement leave, vacation day(s), approved union time, jury duty, S&A claim, as well as compensation (WSIB). (Employees who are eligible for more than two weeks vacation may, at their discretion, pre-arrange to use one or more vacation days to cover a short term absence.) Failure to report for work within the first thirty minutes of a shift time (sick timewithout permission) this shall be recorded as such and will be considered an occurrenceentered into the attendance records as the equivalent of one-half day absent. Not counted as an occurrence would be Early departures that are not pre-arranged personal time will be recorded as well "home early" and will be entered into the attendance records as physician visitthe equivalent of one-half day absent. Each employee's attendance record will be reviewed on a quarterly basis (three month periods ending March, at the employee choice (if the employer receives a doctor’s note from the treating physician’s office) (the employee must physically have visited the doctor’s office)June, September, December). Employees who record three with 100% attendance will qualify for the applicable award under the Attendance Recognition Program. Disciplinary action will be imposed where controllable absenteeism exceeds a specified number of days during a quarter as follows: Quarter 1 (3Jan/Feb/Mar) occurrences within a 30-day period will warrant a discussion and some form - Three Days Absent Quarter 2 (Apr/May/Jun) - Two Days Absent Quarter 3 (Jul/Aug/Sep) - Two Days Absent Quarter 4 (Oct/Nov/Dec) - Three Days Absent The levels of discipline from the department supervisor, depending on the circumstances regarding the time off. Note: in reference (to Article 17, Section 3 (Attendance Incentive), physician’s note days are classified as sick days be administered in the calculation presence of the employee incentive payout. For clarification regarding the occurrence definition; an occurrence can be recorded as a partial and/or entire workday. In an event the employee’s time-off exceeds three (3Union representation) consecutive workdays, the employee will be directed to available or applicable leave of absence or time-off options (FMLA, Medical Leave, Unpaid Leave of Absence, etc.) to determine if employee qualifies. Please refer to the separate policies within the Employee Manual and the SEIU Labor Agreement covering the other available time-off options mentioned. Furthermore, the attendance policy will be modified, and reduced to writing, to capture improvement in an employee’s attendance record. In an effort to reward improvement; if an employee’s attendance improves over a ninety (90) calendar day period, the issued discipline will not be used in a progressive manner. This means if an employee can go ninety (90) days in a calendar period without being issued discipline due to another reoccurring three (3) occurrence event within a 30-day period, they would be back to the level of discipline she/he attained originally. However, if the employee records three (3) occurrences during the ninety (90) calendar day period, progressive discipline will occur.as follows:

Attendance Policy. If an employee misses any part of their assigned day or shift time (sick time) this will be considered an occurrence. Not counted as an occurrence would be pre-arranged personal time as well as a physician visit, at the employee employee’s choice (if the employer receives a doctor’s note from the treating physician’s office) (the employee must physically have visited the doctor’s office)). Employees who record three (3) occurrences within a 30-day period will warrant a discussion and some form of discipline from the department supervisor, depending on the circumstances regarding the time off. Note: in reference to Article 17, Section 3 (Attendance Incentive), physician’s note days are classified as sick days in the calculation of the employee incentive payout. For clarification regarding the occurrence definition; an occurrence can be recorded as a partial and/or entire workday. In an event the employee’s time-off exceeds three (3) consecutive workdays, the employee will be directed to available or applicable leave of absence or time-off options (FMLA, Medical Leave, Unpaid Leave of Absence, etc.) to determine if the employee qualifies. Please refer to the separate policies within the Employee Manual and the SEIU Labor Agreement covering the other available time-off options mentioned. Furthermore, the attendance policy will be modified, and reduced to writing, to capture improvement in an employee’s attendance record. In an effort to reward improvement; if an employee’s attendance improves over a ninety (90) calendar day period, the issued discipline will not be used in a progressive manner. This means if an employee can go ninety (90) days in a calendar period without being issued discipline due to another reoccurring three (3) occurrence event within a 30-day period, they would be back to the level of discipline she/he attained originally. However, if the employee records three (3) occurrences during the ninety (90) calendar day period, progressive discipline will occur.