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It is a given, as an employer, you place a high value on
attendance; you expect and need employees to be at work on time on their
scheduled workdays. Regular attendance and punctuality are important because
they affect an employee’s productivity and ability to meet goals, standards, and
deadlines.
Absent employees adversely affect company morale since co-workers
must absorb the absent employee's workload in addition to their own.
Consequently, the level of service provided is diminished.
Therefore, every company must have attendance policies that serve
to correct and address attendance patterns that are especially counterproductive
and disruptive.
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Be fair.
Allow for normal patterns of absences caused by occasional employee and family
illness, emergencies, etc.
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When
determining "especially counterproductive and disruptive
patterns," use measures such as:
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Total incidents during a given period.
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Average incidents per given period.
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Total hours absent during a given
period.
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Average hours absent per given period.
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In addition
to typical absenteeism, write policies for the following:
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Tardiness - Reporting to work late.
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Short Notice Call-Offs - Calling off within minutes of, or after
scheduled starting time.
No-Call No-Show/Job Abandonment - Failing to
report to work without notification.
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Use the
phrase "NON-FMLA Related Absences" whenever you refer to absences in
your attendance policy.
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If you
do not have a mandated, company-wide system for reporting and tracking
absences, put one into place before you establish your policy.
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Let
Elvis and Priscilla put
your existing policy to the test.
The attendance policy included in our employee
handbook has stood the test of blue collar and white collar environments. We
think it is a most fair policy; a win-win policy for employee and Company.
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Employee
Handbook Template
An Employee Handbook Template from HRIT is the
perfect solution for producing an employee handbook quickly. >>
Details
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Price: $49.99 |
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40 Pages of editable workplace policies. Written, designed, compiled, and edited by veteran human resource professionals and consultants; reviewed/approved by lawyers specializing in employment law.
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