1.28   Attendance Policy

Employees are expected to be punctual and dependable. If an employee is unable to attend work, he/she must contact his/her supervisor within the timeframe established by the supervisor. All absences must be marked on the timesheet for staff and the monthly administrative leave report for administrators. Examples of the proper notation include: sick leave, vacation, personal time, holiday, FMLA (Family and Medical Leave Act), time without pay. Supervisors should contact the Director of Employee Relations and Professional Development for advice pertaining to issues of employee attendance including excessive absenteeism and/or lateness or leaving early.

            1.28.1   Repeated Absenteeism

Any absence for hospitalization or for 3 or more days may qualify for Family Medical Leave (FMLA). Family medical leave requires Supervisors to notify the Benefits Manager on extension 1366 on the third consecutive day of an employee’s absence or if the employee is hospitalized. Employees who are repeatedly absent may create problems for their work units. Repeated or chronic absenteeism, other than FMLA qualified leave, may be considered by the supervisor as excessive. Excessive absenteeism may result in discipline, up to and including termination. Supervisors reserve the right to address excessive absenteeism by requiring a doctor’s certification validating the employeeillness.

            1.28.2 Counseling Guidelines

         •   Five absences of two hours or more during a 12-month period may result in a discussion between the supervisor and employee. FMLA absences may not be included in this count. This is an opportunity for the supervisor to remind the employee of the policy, to inform the employee that his/her absences are approaching an excessive level and to request corrective action. The supervisor should remind the employee that assistance addressing the cause of the absences is available through the Human Resources Department or the College’s Employees’ Assistance Program (EAP).
        •  Six or more non-FMLA absences of two hours or more during a 12-month period may result in a written warning that the employee’s absences are excessive; a copy of the warning should be forwarded to the Human Resources Department for the employee’s personnel file. The supervisor should advise the employee to contact the Human Resources Department or the College’s Employees’ Assistance Program (EAP) for confidential assistance in addressing the cause of the absences. Any employee who will not or cannot correct a chronic excessive absence problem is subject to further disciplinary action up to and including termination.

          1.28.3   Lateness

Employees who are routinely late or leave early are subject to discipline, up to and including termination. The supervisor may notify staff employees who are routinely late/leave early, that their use of leave to cover these occurrences will not be approved. This notification should be in writing, with copies given to the employee and to the Human Resources Office. Any notified employee who will not or cannot correct their tardiness or early departure is subject to further disciplinary action up to and including termination.

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