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, many states will not disqualify a claimant if the final absence was due to personal illness or the illness of the claimant's minor child
other important exclusions from such a policy include military leave, jury duty leave, witness leave, and voting leave
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 alright 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
Leaves of Absence or Sabbaticals
Such periods of absence can be paid or unpaid, voluntary or involuntary, and medical or "other" - the return date can be specified or left open