Attendance

All Team Members are expected to make every effort to arrive and be prepared to work by their assigned shift time. Consistent, prompt arrival for work is necessary to ensure proper and excellent service to our customers. You must notify your Manager of anticipated absenteeism or tardiness, no later than four (4) hours prior to the beginning of your shift. Leaving a voice mail message or passing the information through a third party is not an acceptable way to report absence or tardiness. If you fail to call in, or if the tardiness and/or absenteeism continue, you may be subject to disciplinary action, up to and including termination.

In general, three (3) absences in a 90-day period, or a consistent pattern of absence, will be considered excessive, and the reasons for the absences may come under question. Tardiness or leaving early is as detrimental as an absence. Three (3) such incidents in a 90-day period will be considered a “tardiness pattern” and will carry the same weight as an absence. Other factors, like the degree of lateness, may be considered.

Be aware that excessive absenteeism, tardiness or leaving early may lead to disciplinary action, including possible dismissal.

NOTE: This policy, however, does not apply to absences taken under the Family And Medical Leave Act.

Absence from work for three (3) consecutive days without notifying your manager or the Personnel Administrator will be considered a voluntary resignation. If you are absent because of illness, your manager may request that you submit written documentation from your doctor. You may be required to provide written documentation from a doctor that you are able to resume normal work duties before you will be allowed to return to work. You will be responsible for any charges made by your doctor for this documentation.

Your manager will make a note of any non-FMLA absence or lateness in your personnel file. Your attendance record will be considered when evaluating requests for promotions, transfers, leaves of absence, and approved time off, as well as scheduling layoffs, etc.

Please refer to the Family and Medical Leave Act Policy for additional information.