Attendance management sanctions punitive

The union grieved the employer's attendance management policy. The arbitrator found that the ban on overtime and reduction in hours were disciplinary and not corrective, and were being applied without just cause.
By Mark Rogers
|Canadian Labour Reporter|Last Updated: 02/11/2013

Unions representing health-care workers grieved an Attendance and Wellness Promotion program implemented by a regional health authority.

Beginning in 2008, employees who logged above average rates of paid sick leave were cycled through the employer’s five-stage Attendance and Wellness Promotion program (AWP).

At the first “Review” stage, the employer met with employees to review the work and leave calendar and assess different strategies to improve attendance. Employees who continued to log above-average rates of paid sick leave then progressed to Stage 1 of the AWP.