While an absence refers to a single failure to be at work, an occurrence may cover consecutive absent days when an employee is out for the same reason. NOTE: The total number of days an employee is unavailable for work as scheduled and the total number of occurrences are considered when applying discipline. The following grid is designed to provide guidelines when addressing the total number of occurrences in a rolling 12-month period, provided that the reason for an occurrence is not protected under FMLA or ADAAA. If employees have a pattern of unscheduled absences, including unapproved usage of accrued time off, they will be subject to disciplinary action as outlined in the grid below. Supervisors should monitor their employees' attendance on a regular basis and address unsatisfactory attendance in a timely and consistent manner. The supervisor must consult with their HR Consultant if this situation occurs.įailure to follow the departmental notification procedure, including No-Call/No-Show, will be addressed in accordance with the Progressive Discipline policy. Military Leave, FMLA) to ensure appropriate tracking of leave utilization and absenteeism.įailure to call in and/or report to work as scheduled for three consecutively scheduled workdays will be considered job abandonment resulting in termination of employment. Employees must submit a request in advance to their supervisor or designee and in accordance with departmental procedure if they wish to arrive early or leave early from an assigned shift.Īt the time of notification/call, the employee must notify their supervisor when an absence is due to a documented/approved leave of absence (e.g. tardy, absence, or planned time away from work). Departmental Notification ProcedureĮmployees are expected to follow departmental notification procedures if there is a need to deviate from their assigned work schedule (e.g. Employees that receive multiple occurrences will be subject to progressive discipline. Absences are equal to one occurrence where a tardy or missed clock are equal to one half occurrence. OccurrencesĮmployees will receive an occurrence for any unapproved absence, tardy or missed clock. HR Consultants are available to advise supervisors regarding the evaluation of extenuating circumstances. Departments have discretion to evaluate extraordinary circumstances of a tardy, absence or failure to clock-in or clock-out and determine whether or not to count the infraction as an occurrence. Failure to obtain prior approval will result in the time missed from work being considered an occurrence (absence or tardy). This approval includes requests to use paid leave time, as well as late arrivals to or early departures from work. Any employee unable to adhere to their assigned schedule must obtain approval from their supervisor in advance of any requested schedule changes. THIS POLICY APPLIES TOĮmployees are expected to adhere to their workplace schedules, set by their department/supervisor. This policy details how employees will be held accountable for adhering to their workplace schedule to ensure adequate staffing, positive employee morale, and to meet expected productivity standards throughout the organization. Timely and regular attendance is an expectation of performance for all Vanderbilt employees. VANDERBILT UNIVERSITY HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: ATTENDANCE AND PUNCTUALITY EFFECTIVE DATE: JUPDATED: JPOLICY STATEMENT/ REASON FOR POLICY
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