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Attendance Management Policy by HRDownloads

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Our prepared Corporate Policies are comprehensive, up-to-date with key concerns, and will provide your organization with a set of guidelines to ensure workplace compliance, safety, acceptable behavior and more!  Make sure everyone in your organization knows what is expected from them when it comes down to Attendance Management Policy

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									Attendance Management Policy
Intent
Every employee of [Company Name] has an obligation to perform with regularity the functions for which they were hired. It is the policy of the Company to manage employee absenteeism in a fair and consistent manner with the following objectives: A. To maximize customer service and manpower efficiency in a safe and reasonable manner. B. To assist employees in minimizing absences from work by making every reasonable effort to provide accommodation, assistance and rehabilitation. The Company is committed to:   Promoting a healthy workplace, and Providing guidance and training to management staff who are responsible for dealing with attendance issues.

Application
This policy applies to all employees except for probationary employees

Applicable Legislation
Both the Human Rights Code and Workplace Safety & Insurance Act (WCB outside Ontario and P.Q.) have applicability to attendance management. Both statutes address the inter-related issues of absenteeism, disability and accommodation. The Human Rights Code defines “handicap” as follows: “because of handicap” means for the reason that the person has or has had, or is believed to have or have had, (a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness, and without limiting the generality of the foregoing, including diabetes mellitus, epilepsy, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or on a wheelchair or other remedial appliance or device,
Templates and policies from HRDownloads.com are provided for clients of our service. Customers may use this document as is, or as a starting point for their own documents. HRDownloads.com assumes no responsibility for the enforcement or effectiveness of its templates and policies. Always consult legal counsel before implementing any new policies or procedures at your organization.

(b) a condition of mental retardation or impairment, (c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language, (d) a mental disorder, or (e) an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act. However, not all absences due to illness or sickness fall within the definition of handicap. For example, it is generally held that "illness" in the context of the Code does not apply to illnesses of a temporary nature, such as colds or the flu. The Workplace Safety and Insurance Act (WSIA) provides a definition of re-employment obligations that apply to injured workers. “Disability” covers a broad range and degree of conditions, some visible and others not. A disability may have been present from birth, caused by an accident, or developed over time. It includes physical, mental, and learning disabilities, mental disorders, hearing or vision disabilities, epilepsy, drug and alcohol dependencies, environmental sensitivities, as well as other conditions.

Definitions
Culpable or Blameworthy Absenteeism: Absence from work due to factors within the employee's control. Culpable absenteeism includes failure to notify, absences without leave and abuse of leave. Culpable or blameworthy absenteeism problems may be grounds for discipline, up to and including termination (refer to Section A below). Innocent or Non-Culpable Absenteeism: Absence from work due to illness, or nonoccupational injury, including absences that may be a result of a disability other than a compensable illness or injury. These absences are subject to Attendance Review under Management of Innocent Absenteeism (refer to Section B below). Approved Absences: Absence from work to which an employee is entitled by law or (in accordance with the terms of the Collective Agreement or) which may be granted subject to management approval. Such approved absences include absences in accordance with the Workplace Safety & Insurance Act/WCB, vacation, bereavement leave, jury/witness duty, pregnancy/parental leave, Ontario Employment Standards Act - Emergency Leave, legal strike, lay-off and such other absences as management may determine.

Templates and policies from HRDownloads.com are provided for clients of our service. Customers may use this document as is, or as a starting point for their own documents. HRDownloads.com assumes no responsibility for the enforcement or effectiveness of its templates and policies. Always consult legal counsel before implementing any new policies or procedures at your organization.

Section A - Culpable or Blameworthy Absenteeism
The company will determine the average number of occasions of absence based on the [entire operation or department or work group]. These will be the initial standards used for attendance review. An [operational or departmental] average may be used where differences among work groups are insignificant. In determining the average for the purpose of the attendance management policy, the following absences should be included: 1. ill with pay 2. ill without pay 3. non-work related accident (may include WSIB denials) 4. ill, employee leaves workplace due to illness; The average absenteeism should be defined in terms of the number of days or shifts for the division/department for [one year, current year or other time frame]. Employees’, whose attendance pattern shows that their total absences were greater than the standard for the division/department, will have their attendance reviewed

Procedure
It is the responsibility of all departments and managers to ensure the consistent application of the Attendance Management Policy. In conducting the Attendance Review, the manager should first determine whether the absences are defined as "Culpable or Blameworthy" or "Innocent or NonCulpable", or "Approved" and the applicability of disciplinary and non-disciplinary measures. When an employee fails to comply with reporting or timekeeping rules, his/her manager will meet with the employee to determine the reasons. When the manager determines there was a satisfactory reason for the failure to comply, the behaviour is deemed non-culpable. When the manager determines that the reasons are unsatisfactory, the behaviour is deemed culpable, the manager will deal with the situation as a disciplinary matter

Templates and policies from HRDownloads.com are provided for clients of our service. Customers may use this document as is, or as a starting point for their own doc
								
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