Open up a can of worms???
Kymm
140 Posts
I know this is a loaded question and we could go on for days (months, years) but I would like to look into possibly changing our attendance policy and was hoping I could get some ideas from you all as to what seems to work for you?
I'm looking for something fairly basic and easy to understand for all the employees (AND managers!) We currently have "excessive" being more than averaging 2 instances in a quarter - a few years ago we had it based more on actual hours (48 - verbal, 56 written, etc. - think we terminated at 80 hours. I know there is always going to be gray areas, and "what if's", but thought I'd throw it out to you... also, if you know of any other good "resources" I'd be greatly appreciative! We are NOT union but majority of employees are hourly blue collar... Thank you!
I'm looking for something fairly basic and easy to understand for all the employees (AND managers!) We currently have "excessive" being more than averaging 2 instances in a quarter - a few years ago we had it based more on actual hours (48 - verbal, 56 written, etc. - think we terminated at 80 hours. I know there is always going to be gray areas, and "what if's", but thought I'd throw it out to you... also, if you know of any other good "resources" I'd be greatly appreciative! We are NOT union but majority of employees are hourly blue collar... Thank you!
Comments
Popeye, if possible, I would like yours also.
[email]mnicolet@childrenscabinet.org[/email]
Thank in advance.
E Wart
E Wart
Could you forward a copy of the policy to me also?
Thanx,
"Sam"
[email]hrdir@iximd.com[/email]
Thanks.
[email]scallender@scheart.com[/email]
Attendance Program
The administration of disciplinary action for excessive absences will be as follows:
1. Five (5) incidents of absences in a twelve (12) consecutive month period or one (1) AWOL. (Written Warning)
2. Six (6) incidents of absences or due a second (2nd) attendance related disciplinary warning in a twelve (12) consecutive month period. (Three-day Disciplinary Layoff)
3. Seven (7) incidents of absences or due a third (3rd) attendance related disciplinary warning in a twelve (12) consecutive month period, or two (2) AWOL's (Five-day Disciplinary Layoff)
4. Eight (8) incidents of absences or due a fourth (4th) attendance related disciplinary warning in a twelve (12) consecutive month period, or three (3) AWOL's, (Discharge)
All incidents of absence will be documented and signed by the employee and his/her supervisor. An incident of absence is considered to be any one (1) period of absence. The occurrences for each employee will be recorded and maintained for twelve (12) consecutive months. All occurrences more than one (1) year old will not be counted. A tardy or early departure will equal one-half of an incident. Written warnings and records of disciplinary layoffs will be removed from an employee's record after one year.
AWOL - An AWOL is when an employee does not call in at all or calls one hour later after the start of a shift.
The following absences will be excluded as recordable:
1. Approved leaves of absence as provided by the Labor Agreement
2 Union business.
3. Federal, State, County and City government directives.
4. Hospitalization or covered accident/sickness within the Accident and Sickness Insurance Program.
5. Occupational injuries.
6. An absence for four (4) hours or less for any documented medical condition of the employee.
7. An absence beyond the control of an employee based on a proven family emergency
8. Personal absence approved in writing in advance by the employee's supervisor, with a maximum of five (5) approved personal absences per calendar year.
An employee will be allowed three (3) excused absences with a doctor's excuse per year. It is the duty of each employee to report for his designated shift unless he has arranged for a leave of absence. If unavoidably prevented from reporting, he shall call-in (or someone at the employee's direction shall call- in) a minimum of two (2) hours before the start of a shift to the answering device at (205) 349-5137.
After a worker has been absent from work, at least four (4) hours' notice previous to the beginning of his shift shall be given of his intention to return to work.
[email]lostrander@fmcasino.com[/email]
Regards,
[email]mmitchell@apczinc.com[/email]
[email]lbremer@sunrisepreschools.com[/email]
This system works great in our non-union manufacturing environment. While there are other issues in our unavailability policy the % is a trigger point for action.
As far as earning points back this is possible through the unavailability system. All one has to do is be at work when scheduled and the % unavailability continues to drop with time.
How often do you require Dr. notes or recertification for intermittent FMLA?
Do you force pay vacation/sick time for FMLA?
You may require recertification every 30 days with three exceptions:
1. A request for a leave extension,
2. The original situation surround the leave undergoes a dramatic change,
3. The validity of the original certification is called into question.
If a recertification is called for the EE has 15 days to provide same, and it is normally paid for by the EE.
We do require the parrallel use of leave banks during FML.
[email]carole.owen@bgfh.com[/email]
Thank you very much.
Thanks,
Cheryl C.
[u]ccardenas@heatandcontrol.com[/u]