Absence
· Each absence which is not covered by pre-approved Paid Time Off (PTO), jury duty, military duty, bereavement leave, or any other approved leave is considered one occurrence.
· Consecutive days of absence due to the same reason are considered the same absence, provided the employee gives the supervisor notification prior to the beginning of each workday. Employees do not have to call at the beginning of each workday if they employee is on pre-approved Paid Time Off (PTO), jury duty, military duty, bereavement leave, or any other pre-approved leave.
· If the employee fails to call in a notification prior to the beginning of each workday, each missed workday will be considered a separate occurrence.
· If an employee voluntarily commits to work on an unscheduled workday, it becomes a part of his/her adjusted work week and will be considered an occurrence if the employee does not report to work.
Notification
· Each employee is responsible for his or her supervisor being notified of an absence or tardy. Employees are responsible for personally contacting and speaking with his or her supervisor.
· If an employee elects to notify his or her supervisor through another employee or another person, that employee will still be held responsible for the supervisor receiving the notice of the absence or tardy.
· Failure to notify your supervisor can result in disciplinary action, up to and including termination.
Time Period
For purposes of disciplinary action, occurrences of absences during the twelve-month period following a verbal warning will be considered. Any occurrence during that twelve-month period will lead to one of four disciplinary action steps outlined as follows:
Discipline
First two occurrences (in the three-month period of time)
Action Taken: Verbal Warning Documented
Next three occurrences (during the twelve-month period following the first documented warning)
Action Taken: Written Warning *
Next three occurrences (during the twelve-month period following the first documented warning)
Action Taken: Unpaid suspension day(s)
Next occurrence (during the twelve-month period following the first documented warning)
Action Taken: Termination *
* Unless there are extraordinary conditions that lead to upper management approval, an employee who has received a written warning within the last sixty days will not be eligible for a salary increase, job promotion or transfer, or other employee awards.
* A supervisor may consider such matters as length of service and previous performance when considering a suspension or termination.
Employees who leave work without proper approval from their supervisor and/or manager are subject to disciplinary action, up to and including termination.
The company reserves the right to request documentation from any employee supporting the reason for any absence.
Employees who do not report to work and have not contacted their supervisor are considered to have voluntarily resigned their position and are subject to immediate termination for job abandonment. They may not be eligible for rehire.
