Absenteeism policies
"point"
or "no fault" system - example: 1/2 point for each
instance of tardiness, 1 point for each absence, plus extra 1/2 point
for failing to give notice of tardiness or absence - usually involves
a set series of warnings at intervals, such as a verbal warning after
5 points, first written warning after 7 points, second written
warning after 10 points, final written warning after 15 points, and
termination for 18-20 points within a 12-month period - different
companies have different point and warning systems to suit their
individual needs
be
careful - employers covered by the Family and Medical Leave Act, or
by a similar state law, need to remember that no FMLA-covered absence
may be used as the basis for any kind of disciplinary action - that
means it cannot be counted toward total absences in a
"point" system
"chargeable"
and "non-chargeable" absences (or excused and unexcused
absences) - remember to leave FMLA-covered absences out of the calculation
it is up to the employer to decide what will be excused or unexcused, but keep in mind that in an unemployment claim, the Texas Workforce Commission will not disqualify a claimant if the final absence was due to personal illness or the illness of the claimant's minor child
Tardiness policies
same
categories as for absenteeism
notice of absence or tardiness - how much advance notice should be given? To whom should the notice be given? Is it all right to leave a message? What if a supervisor is unavailable? Can the employee's spouse or other companion give the notification? The employer must decide these things and let the employees know exactly what is expected.
Documentation
employers
should fully document attendance and hours worked
anytime
an employee claims the need to miss work due to a medical condition,
the employer has the right to require documentation of the condition
or the medical visit - remember, due to the ADA, such documentation
should be kept in a separate, confidential medical file for the
employee, not in the regular personnel file
the employer must decide whether documentation will be required for any medical absence, or just for those lasting over a certain number of days - most common is to require documentation for absences lasting three or more consecutive days
Leaves of absence or sabbaticals
they can be paid or unpaid, voluntary or involuntary, and medical or "other" - the return date can be specified or left open
