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2.08 Attendance Policy (Corporate Office and Administrative Employees)

This section applies to all hourly and salaried office/ administrative employees:

1. Attendance policy Overview

Employees are expected to be present for work, on time, every day. Regular attendance and punctuality are important to keep continuity of services with your team and the overall operations of the company running smoothly. Arriving late, leaving early, or being absent from work causes disruptions in services and with your team. 

2. Mandatory Orientation Period

Due to regulatory requirements, all employees are required to attend their Corporate Orientation and designated department specific on-the-job training in its entirety to meet compliance with regulatory requirements.  Should an employee have to miss work during this period, the supervisor will meet with employee to discuss and they may be terminated for not meeting employment criteria- completing training/orientation per 2.15.  The employee may be rescheduled for the following/orientation/training date and when completed, may be placed on active status/reinstated if agreed upon with department supervisor.

3. Mandatory On-Going Staff Trainings/Required Staff Meetings

Certification and Licensure requirements require mandatory trainings and staff meeting completions for all employees.  All employees are required to attend their designated department specific Mandatory trainings.  If Mandatory training or staff meeting is missed, the employee may be pulled from the schedule until they complete the required training and/or staff meeting mandatory requirement.

4. Administrative and Office Position Regular Schedule

All employees are required to enter their regular work schedule into the Monday.com board for admin/office regular schedule.  This schedule will reflect the employee’s work schedule.  The administrative/office positions may submit the Schedule Variance form when any adjustment to regular schedule is requested.  The Schedule Variance form must be submitted the Friday before the week where schedule variance is requested.  The supervisor must approve this variance to be considered pre-approved scheduling adjustment in order for this to not count as an unexcused attendance infraction.

This section applies to all hourly , non-exempt office/ administrative employees only:

5. Attendance Absence, Tardy, Leave Early Procedures and Corrective Actions:

Any time when employee is unable to work their scheduled hours as per #4 above, Employees are required to report an absence by following their departmental call-off procedures. All employees must report each day they are absent with at least a three-hour prior notice.  Failure to provide 3-hour advanced notice for a call-off will result in corrective action per Standards of Conduct Policy 2.15. 

Management will complete attendance tracking sheet for any time that employee misses scheduled work time without pre-approval (see #5 below for detailed explanation of excused absences or leaves).  Unexcused absences will be tracked per quarter according to the following 3-month periods: (Aug 1-Oct 31) (Nov 1-Jan 31) (Feb 1-April 30) (May 1- July 31).  When attendance tracking is completed, the employee will receive the form back notifying them of the unexcused absence serving as written notification.  Upon the third unexcused absence in a quarter as defined by 3-month segments listed above, the employee will receive the final written notice.  Upon the fourth unexcused absence in a quarter, the employee will be terminated.   

Employees are required to report any tardy as soon as possible.  However, failure to provide notification to your designated departmental contact, of your tardy prior to the start of your shift or excessive tardiness will result in corrective action per Standards of Conduct Policy 2.15.

Employees are required to request to leave early to assigned departmental designee with as much advance notice as possible.  However, due to the nature of our business, which requires direct services and supervision for individuals with DD, there may be times where the employee’s request to leave early may be denied by the departmental representative.  Failing to provide adequate notice or pattern of excessive leave earlies may result in disciplinary action per standards of conduct 2.15.

6. Excused absences for Pre-Approved Paid Time Off or Leaves of Absence

Absences because of any pre-approved leave of absence or paid time off per policies, including: Vacation (2.03.2), Medical (2.04.3), FMLA (2.04.1), bereavement (2.03.1), jury duty (2.04.2), military duty (2.04.4), workers comp (2.04.6), are exempt from disciplinary actions. 

(Please refer to the applicable leave of absence policy)  In addition, sick time may be pre-approved through leave form with providing at least a one week notice prior to scheduled medical appointment.  (2.03.2)  Required court appearances may be considered with evidence of proof of your need to attend and your attendance verified by the courts with as much notice to your supervisor as possible.

7. Failure to clock-In or clock-out at locations with time clocks

All Hourly Employees must clock-in and clock-out from the work location/ or assigned route start for each shift. If there is any problem recording a clock-in or clock-out, employees must inform designated administrative supervisor immediately. Employees who consistently fail to clock-in or clock-out may receive disciplinary action, up to and including termination.

8. Picking up additional shifts in other departments:

To meet their requirements for their regular position, all hourly non-exempt administrative staff must work their scheduled hours in their regular position in order to pick up extra hours in other locations.  Staff are not permitted to pick up shifts that interfere with their regularly scheduled shifts or responsibilities.

Any supervisor has the authority to deny an employee from picking up overtime in other locations if the employee is not meeting expectations of their regular position.  This must be done in writing and acknowledged by employee.  In addition, failure to meet attendance/performance expectations of positions, may result in transfer to another position, demotion, or termination. 

This section applies to all salaried office/ administrative employees only:

Salaried, exempt Employee Attendance

All salaried employees are required to enter their regular work schedule into the Monday.com board for admin/office regular schedule.  This schedule will reflect the employee’s work schedule.  The salaried employee may submit the Schedule Variance form when any adjustment to regular schedule is requested.  The Schedule Variance form must be submitted the Friday before the week where schedule variance is requested.  The supervisor must approve this variance to be considered pre-approved scheduling adjustment.  Failure to meet attendance/performance requirements of position, may result in transfer to another position, demotion, or termination.

The Effective date of this policy is January 8th, 2024.  (Note the first quarter will be Jan 8th-Mar 31st, 2024 for this quarter only)

Management reserves the right to amend or discontinue this policy at any time with a written notification to all employees. In extenuating circumstances, An employee may request reconsideration of attendance through written request to Executive Director.

Last review/revision: 1/8/2024
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