Attendance and Time-Off Policy

Punctuality: Employees are expected to arrive on time for their scheduled shifts. The start of the shift is when employees are ready to begin work, not when they arrive at the facility.

Notification: If an employee anticipates being late or absent, they must notify their direct supervisor or the designated point of contact as soon as possible. 

The notice period is 2-3 Weeks minimum before the start of the Impacted Shift.

Published Shifts/Schedule on Homebase is a committed schedule

No-Show: An employee who does not show up for a scheduled shift without notice will be subject to review and may face disciplinary action.

Consistency: Regular attendance is vital. Excessive tardiness or absences, regardless of notice, may result in disciplinary action including Termination

Schedules are published 2-3 weeks in advance and are available by Sunday for the following week

Planned Absences: For planned time off, including vacations, personal days, or appointments, employees are required to submit a time-off request to their supervisor. The request should be made as far in advance as possible, preferably at least two weeks prior to the anticipated absence.

The notice period is 168 hours (1 week Minimum) before the start of the Impacted Day Off/PTO/Shift.

Unplanned Absences: In the event of an unplanned absence due to illness or emergency, employees must notify their supervisor no later than 72 hours before their scheduled shift

Approval: Time-off requests are subject to approval based on operational needs. Priority will be given based on the order requests are received and overall attendance records.

Limitations: During peak operational periods or seasonal highs, the availability of taking time off may be limited. Employees will be notified of these blackout periods in advance.

First Strike: If an employee violates the attendance policy by either a no-show or excessive tardiness without proper notice, they will receive a verbal warning

Second Strike: A second violation of the attendance policy within a 12-month rolling period will result in a disciplinary action, including Termination

Further Violations: Further violations may lead to escalated disciplinary action.

Procedure: Disciplinary actions may include verbal warnings, written warnings, suspension, demotion, or other corrective measures based on the severity and frequency of the infractions.

Documentation: All disciplinary actions will be documented and placed in the employee's personnel file.

Fairness: Disciplinary actions will be fair, consistent, and proportional to the nature of the violation.

Open Door Policy: Employees with concerns about their roles, responsibilities, or shifts are encouraged to speak directly with their supervisor or the HR department.

Meeting Requests: Employees may request a private meeting with company leadership to discuss any grievances or suggestions for improving work conditions.

Feedback: Constructive feedback is welcomed and will be considered to enhance workplace satisfaction and operational efficiency.

Call-In Procedures

Employees are expected to use the following call-in procedures when they will be unable to make their scheduled shift or will have to report to work late. Employees are required to call their immediate supervisor as soon as practicable, but no later than 12 hour before their shift is scheduled to begin. Employees should attempt to contact their supervisor directly. If the employee is unable to reach a supervisor, the employee may leave a voicemail for the supervisor but should follow-up until they have actually spoken to the

supervisor. 

Failure to follow the appropriate call-in procedures may lead to disciplinary action, up to and including termination of employment. Failure to report to work for any two scheduled shifts without notice to a supervisor will be considered job abandonment and the employee will be deemed to have voluntarily resigned employment.

Record Keeping: Supervisors are responsible for maintaining accurate attendance records for all employees and ensuring compliance with this policy.

Policy Updates: This policy may be revised periodically to reflect changes in labor laws, company procedures, or operational requirements. Employees will be notified of any changes.

Acknowledgment: All employees are required to acknowledge that they have read, understood, and agreed to comply with the attendance and time-off policy.

This policy is designed to create a fair and transparent system for managing attendance and time off, ensuring that both the needs of the company and the well-being of employees are met. Compliance with this policy is mandatory for all employees.

Absenteeism, Tardiness, and Early Departures

Reliable attendance is an essential function of your job. To maintain a safe and productive work environment, the Company expects employees to be reliable and punctual in reporting for scheduled work. Absenteeism, tardiness, and early departures place a burden on other employees and on the Company and its customers.

In the rare instances when an employee cannot avoid being late to work, is unable to work as scheduled, and/or must leave work early, employees should personally notify their supervisor as soon as possible and in advance of the anticipated tardiness, absence, or early departure. Any two missed scheduled shifts without notice to your supervisor will be considered a voluntary resignation of employment. 

Non-exempt employees will not be paid for any time during which they are late or not performing compensable work. Poor attendance, excessive tardiness, and excessive early departures are disruptive to productivity and negatively impact customer service. Poor attendance and tardy violations may lead to disciplinary action up to and including termination of employment.