Employee Tardiness and Absenteeism Policy Statement by Megadox

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									                                   [NAME OF COMPANY]
          TARDINESS AND ABSENTEEISM POLICY STATEMENT

TO:     ALL EMPLOYEES OF [NAME OF COMPANY]

Effective Date: ___________________

This Policy Statement is intended to establish the requirements for reporting absences, to provide
guidelines for handling excessive and/or unscheduled absences, and to outline the employees’
responsibilities to adhere to established work schedules to maintain efficient, effective operations within
the Company, in order to minimize absenteeism and tardiness.

Policies and procedures contained in this Policy Statement are subject to change, and all personnel are
encouraged to consult their supervisor or a Personnel Department / Human Resources Manager if they
have any questions that do not appear to be covered herein.

All employees are expected to read this Policy Statement. Any violation of the policies set out in this
Policy Statement will result in disciplinary action, which may include termination of your
employment.

                                            General Policy
All employees of _______________ [NAME OF COMPANY] are required to report to work as scheduled
and on time, and to leave work when their scheduled workday is complete. Employees are responsible
for notifying supervisors of absences, late arrivals or early departures in accordance with their
Department’s call-in and notification procedure.

Each Department Head shall determine for his/her department what constitutes being late for work, as
well as what constitutes excessive tardy behavior, and will provide those guidelines in writing to all
employees. In addition, each Department Head must inform the employees in his/her department in
writing about the procedure for notifying the appropriate person(s) when an employee is going to be late
for work or absent.

                        Excused and Unexcused Tardiness or Absence
Employees not at their work stations ready to work at the scheduled time are late. Each lateness,
regardless of whether it is at the beginning of the scheduled work day or upon return from a rest break or
meal break, is a separate unauthorized lateness.

There will be a 5-minute grace period at the beginning of each work period. When a tardy employee’s
lateness exceeds the 5-minute grace period, the full period of time between the scheduled reporting time
and the actual reporting time shall be charged against the employee and the grace period will not be
deducted from the time.

Employees on flex time and employees whose positions require that, in the event of their lateness,
another employee be held over from a previous shift or called in to substitute for him/her at premium
rates of pay, are not entitled to the 5-minute grace period.

Tardiness beyond the 5-minute grace period will be classified as “excused” or “unexcused”. Excused
lateness will not be charged against the employee. Each supervisor will be responsible for determining if
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an employee’s unscheduled tardiness is to be classified as excused or unexcused based on the
circumstances causing the tardiness. If the supervisor is satisfied that the lateness was caused by
circumstances beyond the control of the employee, the lateness will be excused. The employee may be
required to furnish proof of the cause of lateness.

Notification

Each employee shall be at his/her work station and ready to start the work day at the scheduled starting
time unless (1) the supervisor has given prior approval for the employee’s late arrival, or (2) for reasons
beyond his/her control, the employee is unable to be at work on time.

If for any reason you think you may be late for work, contact your supervisor, in advance whenever
possible, but no later than your regular starting time, so that arrangements can be made to cover your
station until you arrive. If you must leave early for an unavoidable reason, notify your supervisor as far
in advance as possible.

Failure to follow the established procedure for notification as soon as possible is grounds for disciplinary
action.

Employees should remember that even if you properly notify your supervisor, this action alone will not
automatically excuse tardiness. Being habitually tardy for work or leaving early will be considered cause
for disciplinary action.

Illness

An employee who has been absent for _______ or more consecutive working days due to illness is
required, upon returning to work, to present a note from a licensed physician indicating the nature of the
illness. Employees absent due to a non-work related illness or injury may be required to undergo a
physical examination or functional capacity examination before returning to their regular duties.

Inclement Weather

The business must continue to operate during periods of bad weather, however, the Company does not
wish to put any of its employees at risk. If severe weather and/or hazardous road conditions exist,
contact your supervisor, the Personnel Department, or management to advise of the situation.

Recording

[Example #1 records absences by the minute.]
Deductions for unexcused lateness ill be made on a minute-for-minute basis from any vacation or sick
time accrued to the employee. If the employee has no accrued vacation or sick time, the time will be
deducted from the employee’s pay for the period.

Within ____ days after an unauthorized lateness, the supervisor will notify the employee of the amount of
time or pay deducted as a result of the lateness.

[Example #2 records absences by occurrence.]
An unscheduled absence for at least ________ hour(s) will be counted as one occurrence. An absence of
one or more consecutive workdays will be counted as one occurrence. If an employee returns from an
absence d
								
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