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The employee must be the one to make the call unless you are unable to call or
come to work due to circumstances beyond your control. If continued absence
is necessary, you are expected to contact your supervisor on a daily basis. If you
are out of work due to illness for more than three (3) consecutive days, you
must present a medical practitionerÊs certification to your supervisor upon your
return to work. For shorter unscheduled absences due to illness, the
community may require a physicianÊs certificate. When calling out, your
supervisor may require you to arrange coverage for the shift you will miss.
Excessive Unscheduled Absences: Excessive unscheduled absenteeism will not be
tolerated. Disciplinary action will be taken up to and including termination. Please
understand, even with a physicianÊs note, your history of unscheduled absences and
attendance can result in disciplinary action.
2 episodes in a rolling 12 month period
Verbal Warning
3 episodes in a rolling 12 month period
Written Warning
5 episodes in a rolling 12 month period
Final Warning
6 episodes in a rolling 12 month period
Termination
Multi-day unscheduled absences count as one episode. Episodes expire 12 months
from the date of incident. Although occurrences will roll off an employeeÊs record
after 12 months, habitual offenders (those who have established a pattern of
unscheduled absences or routinely calling off on Mondays, Fridays or weekends)
may trigger discipline even though old infractions have fallen off.
Weekend Absences: Due to reduced staff in the community on weekends,
weekend absences are discouraged. If you have an absence on your scheduled
weekend you may be required to work the following weekend.
Tardiness: Failure to clock in or sign in by the start of your shift will be
considered tardiness. Three tardies in a rolling 30 day period may result in
disciplinary action.
Family and Medical Leave Act: Absences due to qualified leave under the Family
and Medical Leave Act (FMLA) will not be counted against an employeeÊs
attendance record. Medical documentation within the guidelines of the FMLA may
be required.
No Call/No Show: A no-call, no-show will be considered a voluntary resignation
unless you were unable to call or come to work due to circumstances beyond
your control.
SEVERE WEATHER POLICY
The nature of our business and mission requires that all staff members report to
work regardless of weather, natural disaster, or other emergencies. Resident care
cannot suffer, so we must have the staff working as scheduled to ensure that care
is provided. To that end, all staff members are considered essential personnel
unless otherwise notified and must follow this policy.