Employees are expected to report to work on time and to remain on the job throughout their scheduled work period. Employees should advise their supervisor in advance of any absence from work, whenever practicable.
Patterns of absenteeism or tardiness may result in discipline even if an employee has not exhausted available paid time off. Absences due to illnesses or injuries that qualify under the Family and Medical Leave Act (FMLA) will not be counted against an employee’s attendance record. Medical documentation within the guidelines of the FMLA will be required in these instances.
Unexpected Absences
An unexpected absence is defined as an absence which was not requested in advance and is lost time from the job for more than ½ day’s duration in any scheduled workday. All references to absences which are illness and injury related are found in the medical leave policy.
If it is not possible to inform the immediate supervisor in advance of an absence, an employee must report their absence as soon as possible to the immediate supervisor and if he/she is not available, to the person designated by the immediate supervisor. Failure to timely report an absence will result in an unauthorized absence noted on the employee’s attendance record. Employees should arrange with their supervisor when they expect to return to work.
Excessive unexpected absences may necessitate disciplinary action up to and including discharge.
Tardy/Leave Early
Employees are considered tardy if they report to the assigned workstation any time after the beginning of the scheduled work period, the scheduled time for returning from lunch or from the scheduled break period.
At the discretion of the supervisor, employees may make up time within the same pay period as the tardy/leave early occurred. The total time worked in a work week should not exceed 40 hours when time is being made up unless the needs of the department require additional time.
Make-up time must have the approval of the immediate supervisor and is permitted during:
• lunch breaks;
• after a scheduled work period;
• before a scheduled work period.
Excessive tardiness will be noted on the employee attendance record and may necessitate disciplinary action up to and including discharge.