Employers, prepare an Employee Tardiness and Absenteeism Policy Statement for your company with this ready-made template.
The Policy Statement outlines the company's guidelines with respect to excessive and unscheduled absences, including:
- excused and unexcused tardiness or absence,
- method for employees to notify supervisors,
- absence due to illness or inclement weather,
- how each lateness and absence will be recorded,
- guidelines for supervisors,
- disciplinary action,
- a method for employees to redeem past occurrences of lateness or absence.
The Tardiness and Absenteeism Policy Statement form is provided in MS Word format, and is fully editable to meet your particular needs.
[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 -2- 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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