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[COMPANY NAME] Employee Attendance Policy
1. POLICY STATEMENT
This attendance policy outlines our expectation about employees’ coming ...
[COMPANY NAME] Employee Attendance Policy
1. POLICY STATEMENT
This attendance policy outlines our expectation about employees’ coming to work. Being punctual when
coming to work helps maintain efficiency in our workplace.
Most employees need to collaborate with their colleagues to do their job. To make this collaboration
easier, we expect employees to be punctual and follow their schedule. This company attendance policy
applies to all nonexempt employees regardless of posit ion or type of employment.
Absenteeism refers to frequent absence from an employee’s job responsibilities. This includes not coming
to work frequently or taking excessive sick leave without being able to submit doctor’s notes.
Presenteeism refers to being present at work beyond your schedule even when we don’t require
overtime . This can cause you to overwork and have an impact on your productivity and job satisfaction.
We want to ensure that you keep your schedule both when coming to work an d leaving.
Tardiness refers to coming in late, taking longer breaks than you’re entitled to and constantly leaving
earlier from work without reason. W e probably won’t mind if you’re a bit late one morning or leave a little
earlier on a Friday. But we want to make sure you generally follow your schedule and you don’t cause
disruption in our workplace.
4. POLICY OVERVIEW
Employees at [COMPANY NAME] are expected to be present for work, on time, every day. Regular
attendance and punctuality are important to keep y our team and the company running smoothly. Arriving
late, being tardy, or absence from work causes disruptions and burdens colleagues.
5. FAILURE TO CLOCK IN OR CLOCK OUT
Employees must clock -in and clock -out for each shift. If there is any problem recording a clock -in or clock -
out, employees should inform a manager immediately. Employees who consistently fail to clock -in or
clock -out may receive disciplinary action, up to and including termination.
6. REPORT OF ABSENCE
Employees are given a five -minute grace period at the start and end of each scheduled shift and for
breaks and for lunch.
Employees are required to report an absence by [PROCEDURE FOR REPORTING AN ABSENCE] .
Employees must report each day they are absent. Failure to call -off one hour prior to a shift will result in a
no call -no show. Attendance infractions reset every [ 6 MONTHS OR 1 YEAR] .
7. UNFORSEEN ABSENCES
If you can’t come in to work one day, notify your manager as soon as possible. Unexcused or unreported
absence for more than three days wi ll be considered job abandonment. If you need to leave work early
one day, inform your manager.
We will understand if you have good reasons for being absent, even if you don’t report it. Those reasons
usually involve serious accidents and family or acute medical emergencies. W e may ask you to bring us
doctor’s notes or other verification. In these cases, we will record your absence as “excused.”
The following list, although not exhaustive, includes reasons that we don’t consider excused absence:
Waking u p late.
Stopping on the way to work for personal reasons.
Traffic or public transportation delays excluding situations that result in closing of roads.
Bad weather, excluding extreme weather conditions like blizzards, hurricanes and floods.
Holidays that haven’t been approved.
8. EXCUSED, UNPAID ABSENCES WITHOUT DISCIPLINARY ACTION
Excused, unpaid absences can be granted for funerals, jury duty, bereavement, childbirth, a car accident,
medical appointment, and unavoidable emergencies. In these cases, employees must provide
documentation to prove the reason for absence.
9. ATTENDANCE POLICY EXCEPTIONS
Absence because of bereavement, jury duty, or military duty, are exempt from disciplinary action, as are
FMLA and ADA related absences. Bereavement, jury duty and military exemptions require proper
documentation to be given to a manager within 48 hours of the absence.
10. OVERVIEW OF DISCIPLINARY ACTION FOR ATTENDANCE INFRACTION
Attendance issues will result in progressive disciplinary action up to and includ ing dismissal. The different
steps that can lead to a layoff are:
Meeting with manager/supervisor, possible suspension
If an employee is absent for three or more consecutive days, evidence for excusing the absence, such as
a doctor’s note, must be provided.
If an employee is a no call -no show for three or more consecutive days, it will be considered a job
abandonment or termination without notice.
Employees may request exceptions for work absences from human resources and management. These
must be approved on a case -by -case basis.
11. GOOD ATTENDANCE
Employees who have less than [SPECIFY] incidents of absenteeism or tardiness in a year will receive an
additional paid day off for next year. You have a good attendance record whe n you:
11. Report consistently to work.
12. Come to work at the scheduled shift start time.
13. Leave work at the scheduled shift end time (except when paid overtime is required.)
14. Remaining at work during working hours (excluding breaks.)
15. Take breaks that don’t ex ceed an expected length.
16. Notify your manager when you need to be absent or late.
17. Be absent or late with good reasons only
12. REVIEW AND REVISION
This policy will be reviewed as it is deemed appropriate, but no less frequently than every 12 months.
Policy review will be undertaken by [INSERT NAME AN APPROPRIATE ROLE].
I understand and agree to the above.
Authorized Signature Authorized Signature
Print Name and Title Print Name and Title
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