[Company Name] Time and Attendance Policy 

Overview, Scope and Purpose

This Employee Time and Attendance Policy applies to all nonexempt employees at [Company
Name] regardless of position or type of employment and outlines our expectations for an
employee’s time and attendance, their manager’s responsibilities, and [the Company’s]
progressive disciplinary measures if required. 

Absenteeism refers to frequent absence from an employee’s job responsibilities. This includes
not coming to the place of employment according to scheduled work time or taking excessive
sick leave without being able to submit a doctor's note. 

Presenteeism refers to being present at work beyond an employee’s schedule even when [the
Company] doesn’t require overtime. This can cause the employee to overwork and have an
impact on their productivity and job satisfaction. We want to ensure that you keep your schedule
both when coming to work and leaving.

Tardiness refers to coming in late, taking longer breaks than an employee is entitled to and
constantly leaving early from work without reason. We want to make sure you generally follow
your schedule and you don't cause disruption in our workplace. 

Regular Work Attendance

You are expected to be present for work, on time, every day. Regular attendance and
punctuality are important to keep your team and the company running smoothly. Arriving late,
tardiness, or absence from work causes disruptions and burdens colleagues. 

You are expected to be at work and ready to go when your scheduled shift begins or resumes.
You are given a five-minute grace period at the start and end of each scheduled shift, scheduled
breaks and lunch breaks. 

Reporting Tardiness and Absences

If you are unable to be at work on time, or at all, you must notify your manager no later than 30
minutes before the start of your scheduled work day. If your manager is in a different time zone,
contact Human Resources (HR) instead. If your manager is not available, you should contact
another member of management. 

If you are physically unable to contact [the Company], you should ask another person to make
contact on your behalf. Leaving a message with a co-worker or answering service is not
considered proper notification. 

When you call in absent, you should provide your expected time or date of return. You must
report each day you are absent. Failure to call-off one hour prior to a shift will result in a no call-
no show infraction. [The Company] reserves the right to require proof of the need for absence
such as a doctor’s note or other verification, if allowed by law. In these cases, we will record
your absence as "excused."
The following list, although not exhaustive, includes reasons not considered excused absences:

 Waking up late.
 Stopping on the way to work for personal reasons.
 Traffic or public transportation delays excluding situations that result in the closing of
roads.
 Bad weather, excluding extreme weather conditions like blizzards, hurricanes and
floods.
 Holidays that haven't been approved by [the Company].

You may request exceptions for work absences from [human resources and management].
These must be approved on a case-by-case basis. Scheduled absences should be arranged as
far in advance as possible. When you need to be absent during the workday, you should
attempt to schedule outside appointments or obligations so your absence has the smallest
impact possible on business operations.  

If you become ill during your scheduled work day and feel you may need to leave before the end
of your shift, you should notify your manager immediately. If you are unable to perform your job
at an acceptable level, you may be sent home until you are well enough to work. 

Excessive tardiness or absences are unacceptable job performance. If you are absent for three
consecutive days and have not provided proper notification, [the Company] will assume that
you have voluntarily quit your position and will proceed with the termination process. 

Monitoring Work Hours

You are responsible for monitoring your working hours through our [timekeeping
system/software]. Please be diligent in recording your hours, so you can receive your due
payment.

You must clock-in and clock-out for each shift. If there is any problem recording a clock-in or
clock-out, inform your manager immediately. Employees who consistently fail to clock-in or
clock-out may receive disciplinary action, up to and including termination. 

Please record unforeseen absences in our [timekeeping system/software] as quickly as

possible. Unforeseen absences may require that you draw upon remaining paid/personal time
off (PTO) or sick leave to cover the absence. 

Excused, unpaid absences can be granted for funerals, jury duty, bereavement, childbirth, car
accidents, medical appointments, and unavoidable emergencies. Absence because of
bereavement, jury duty, or military duty are exempt from disciplinary action, as are Family and
Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) related absences. In
these cases employees must provide documentation to prove the reason for absence to a
manager within 48 hours of the absence.

Good Attendance
Employees who have less than [three incidents] of absenteeism or tardiness in a year will
receive [an additional paid day off for next year]. 
A good attendance record is defined as:

 Reporting consistently to work.

 Arriving at work at the scheduled shift start time.
 Leaving work at the scheduled shift end time (except when paid overtime is required).
 Remaining at work during working hours (excluding breaks).
 Taking breaks that don't exceed an expected length.
 Notifying your manager when you need to be absent or late.
 Providing acceptable reasons for being absent or late.

Manager Responsibility
If you manage employees you are responsible for monitoring their attendance. If you notice that
a team member is consistently late or absent, arrange a private meeting to discuss it with them.
Ask your team member whether they experience issues with their schedule or whether they
need help balancing their personal lives with work. Flexible hours, work from home or time
management training options may provide a solution. If you perceive a possible mental health
issue that results in absenteeism or tardiness, ask your team member to contact our [mental
health professional/employee assistance program] and discuss what you can do to help
them. If you suspect that your team member abuses their sick leave or is willfully tardy, you
should inform HR and start a progressive discipline process. 

Disciplinary Action
Unexcused and unreported absences don't count as hours worked, so [the Company] does not
compensate them. 

The following list, although not exhaustive, includes attendance infractions:

 Unforeseen absence, with calls.

 Unforeseen absence, no calls.
 No call-no show, for three or more consecutive days is considered a job abandonment or
termination without notice.
 Excessive absences.
 Excessive tardiness.
 Early departure, no notification.
 Late return from lunch or break (over 30 minutes).
 Failure to clock-in or clock-out.

If your manager suspects you abuse your sick leave, you may need to submit a doctor’s note to
avoid our progressive discipline process. If you're being tardy unintentionally, corrective
counseling will be our first attempt at a solution. We may take disciplinary action that goes up to
and including termination if:

 Corrective counseling doesn't work.

 We find that you are willfully tardy.
 Your tardiness or absenteeism impacts your work.

Attendance issues will result in progressive disciplinary action up to and including termination
based on the following:
  Verbal warning.
 Written warning.
 Meeting with manager/supervisor, possible suspension.
 Employee is subject to termination.

Attendance infractions reset every [length time or dates on which employee attendance
infractions reset. Typically 6 months or 1 year].