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Ten Attendance Policy "Must Haves" for your Company​

By Irelis Arias on 6/25/2014
ten attendance policy must haves 

A clearly-written attendance policy is one of your best defenses against attendance and absenteeism issues. If you don’t already have one, or if yours hasn’t been revisited in a while, you should start drafting one – right after reading this. Writing an attendance policy can be daunting; there’s a lot of important, specific information to convey.

Here are ten "must haves" to include in every attendance policy:

Employee work hours:
Whether your employees work during certain hours (9-5) or for a certain number of hours per day (eight hours, Monday through Friday), you should provide them with a schedule. Is there anything they need to do when they start, such as sign in or punch a timecard? Write it down. Do employee schedules change every week? If so, let your employees know where and when schedules will be posted.
Holidays and other company leave:
List any days the office will be closed, whether for holidays or other reasons. If there are floating days off, like for snow or hurricane days, mention that the company also may use these at their discretion during other times of the year.
Employee leave benefits offered:
Every detail of your company’s paid and unpaid leave policies needs to be included. How do employees qualify for time off? How should they request time off? Are there deadlines to do so? Do employees accrue further time off based upon tenure? Are any absences considered unpaid? Are there differences between sick days and vacation days? Do vacation days roll over? Is there a cutoff for the maximum amount of hours they can accrue? These questions and any others relating to leave benefits should be answered in your attendance policy.
Call-in policy:
Your employees need to know who, when, and why to call when reporting an absence or late arrival. These procedures can (and should) be enforced for those on intermittent FMLA leave, so make sure to list them. Also, list any other requirements needed for leave to be approved after the fact, such as doctor’s notes after missing a certain number of days.
Define late or missed work time:
When is an employee considered late? At what point does "running late" become an absence? Should any special call-in procedures be followed? What is considered excused or unexcused?
Discipline and consequences:
Detail what actions you’ll take for what infractions. This ensures that all employees are treated equally – but only if you follow through.
State and local laws:
Some states allow for certain covered leave, such as donating blood, volunteering, or jury duty. Check your local laws and let your employees know which absences are covered and how to be excused. For example, employees on jury duty must show their summons no later than two weeks ahead of time. (Make sure your rules are compliant with your local laws, not stricter.)
FMLA leave:
If your business is covered by FMLA, explain how employees can take this leave. Let employees know how they can become eligible for FMLA leave. If you have an employee who handles everything FMLA-related, list that person and their contact information.
Military leave:
Most businesses are covered by USERRA, so make sure this is covered in your attendance policy. Similar to FMLA, if you have a point person for USERRA, mention who this is and how to contact them.
Leave of absence:
If your business offers any other employee leave, like leaves of absence, make sure these are detailed in your attendance policy.
Attendance Tracking, Attendance, Federal Holidays, Employee Vacation Policy, FLSA, Holiday Pay, Overtime, Absenteeism, Attendance Policy, USERRA, FMLA
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