Punctuality and Attendance
March 19, 2012
Punctuality and Attendance
Transition Projects expects all employees to be on the job promptly and consistently, demonstrating the highest standards of punctuality and attendance. Unplanned absences and tardiness create hardships for co-workers, interfere with routines and quality of service, and create an undue burden for clients.
Satisfactory attendance is demonstrated by being punctual when arriving for and leaving work, following established reporting procedures for absences, and having fewer than five (5) episodes of unplanned absences in a 12 month period. An episode can be a single day or a consecutive group of days related to the same condition (such as three days away for the flu).
Punctuality — being at one’s work location at the beginning of the shift, leaving for and returning from breaks and lunch on time, and remaining at work until the end of the shift — is also essential. Punctuality problems may result in disciplinary action, up to and including termination.
Arriving at the workplace excessively early and/or lingering at the workplace excessively after one’s shift has concluded are discouraged. Employees who are present at Transition Projects worksites but in an off-duty status may not interrupt or interfere with their colleagues’ performance of duties.
Absenteeism and chronic tardiness, even with acceptable excuses and even where some/all of the absences are covered by pay of some kind, presents serious client-service problems and may result in disciplinary action up to and including termination.
It is the responsibility of the employee’s immediate supervisor to monitor and maintain a record of the attendance of employees. Corrective action to include discipline will be taken when, in our judgment, an employee is developing an attendance problem as evidenced by both the frequency and duration/scope of absences or lateness.
Patterns of absence or tardiness are factors that are carefully considered in performance reviews and may influence decisions regarding possible salary increases, reductions in force, layoff, or disciplinary action.
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