An absenteeism and tardiness policy within an organization should seek to manage chronic absences from work or chronic tardiness. Both can be addressed through progressively stricter disciplinary measures that can result in the termination of the individual's employment. This form is a generic example that may be referred to when preparing such a form for your particular state. It is for illustrative purposes only. Local laws should be consulted to determine any specific requirements for such a form in a particular jurisdiction.
Kansas Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook are policies and guidelines designed to address attendance issues in the workplace. These provisions outline the expectations, rules, and consequences related to employee absences and tardiness. By including specific clauses in the manual or handbook, employers can effectively manage their workforce's attendance and ensure productivity and efficiency. Keywords: Kansas, absenteeism, tardiness, provisions, personnel, employee, manual, handbook 1. General Absenteeism and Tardiness Policy: This section establishes an overall policy that applies to all employees in the organization. It outlines the importance of punctuality, regular attendance, and the consequences for violating the policy. It may also include information on calling in sick, providing advance notice for planned absences, and procedures for reporting tardiness. 2. Excused Absences and Tardiness: This section identifies legitimate reasons for absences or tardiness that would not be subject to disciplinary action. Examples may include personal illness, medical appointments, family emergencies, jury duty, or bereavement leave. The provisions could specify the required documentation or notification process for these situations. 3. Unexcused Absences and Tardiness: This clause addresses instances where an employee fails to provide valid reasons for their absences or tardiness. It outlines the disciplinary actions that may be taken, such as verbal or written warnings, loss of pay, or even termination in severe cases. The provisions should clearly communicate the process for tracking and reporting unexcused absences and tardiness. 4. Call-in Procedures: This section provides instructions for notifying the employer of an absence or tardiness in advance. It may require that employees call a designated phone number or speak directly to their supervisor. The provisions should stipulate the deadline for reporting and consequences for failing to comply. 5. Attendance Point System: Some organizations implement an attendance point system to track absences and tardiness. This provision outlines the point system criteria and its impact on an employee's record. It might also include information on how points are accrued, reached thresholds, and the ensuing disciplinary steps. 6. Accommodation for Disabilities: In compliance with federal and state laws, this provision addresses the need for reasonable accommodations for employees with disabilities that may affect their attendance or punctuality. It outlines the process for requesting accommodations, providing supporting documentation, and the employer's obligation in such situations. 7. Flexible Work Arrangements: This provision allows employees to request alternative work schedules or telecommuting options for better managing personal responsibilities. It should define eligibility criteria, procedures for requesting flexible arrangements, and any evaluation process to ensure continued productivity. 8. Leave of Absence: This section covers extended periods of time when an employee may need to be absent from work, such as medical leave, military service, or personal leave. It explains the process for requesting such leaves, the required documentation, and the organization's compliance with applicable laws. 9. Reporting and Record-keeping: This provision details the documentation and record-keeping requirements related to absences and tardiness. It may include forms or electronic systems for tracking attendance, procedures for maintaining accurate records, and the confidentiality of such information. Overall, including comprehensive Kansas Absenteeism and Tardiness Provisions in the personnel or employee manual or handbook ensures that both employers and employees have a clear understanding of expectations, consequences, and processes regarding attendance in the workplace.Kansas Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook are policies and guidelines designed to address attendance issues in the workplace. These provisions outline the expectations, rules, and consequences related to employee absences and tardiness. By including specific clauses in the manual or handbook, employers can effectively manage their workforce's attendance and ensure productivity and efficiency. Keywords: Kansas, absenteeism, tardiness, provisions, personnel, employee, manual, handbook 1. General Absenteeism and Tardiness Policy: This section establishes an overall policy that applies to all employees in the organization. It outlines the importance of punctuality, regular attendance, and the consequences for violating the policy. It may also include information on calling in sick, providing advance notice for planned absences, and procedures for reporting tardiness. 2. Excused Absences and Tardiness: This section identifies legitimate reasons for absences or tardiness that would not be subject to disciplinary action. Examples may include personal illness, medical appointments, family emergencies, jury duty, or bereavement leave. The provisions could specify the required documentation or notification process for these situations. 3. Unexcused Absences and Tardiness: This clause addresses instances where an employee fails to provide valid reasons for their absences or tardiness. It outlines the disciplinary actions that may be taken, such as verbal or written warnings, loss of pay, or even termination in severe cases. The provisions should clearly communicate the process for tracking and reporting unexcused absences and tardiness. 4. Call-in Procedures: This section provides instructions for notifying the employer of an absence or tardiness in advance. It may require that employees call a designated phone number or speak directly to their supervisor. The provisions should stipulate the deadline for reporting and consequences for failing to comply. 5. Attendance Point System: Some organizations implement an attendance point system to track absences and tardiness. This provision outlines the point system criteria and its impact on an employee's record. It might also include information on how points are accrued, reached thresholds, and the ensuing disciplinary steps. 6. Accommodation for Disabilities: In compliance with federal and state laws, this provision addresses the need for reasonable accommodations for employees with disabilities that may affect their attendance or punctuality. It outlines the process for requesting accommodations, providing supporting documentation, and the employer's obligation in such situations. 7. Flexible Work Arrangements: This provision allows employees to request alternative work schedules or telecommuting options for better managing personal responsibilities. It should define eligibility criteria, procedures for requesting flexible arrangements, and any evaluation process to ensure continued productivity. 8. Leave of Absence: This section covers extended periods of time when an employee may need to be absent from work, such as medical leave, military service, or personal leave. It explains the process for requesting such leaves, the required documentation, and the organization's compliance with applicable laws. 9. Reporting and Record-keeping: This provision details the documentation and record-keeping requirements related to absences and tardiness. It may include forms or electronic systems for tracking attendance, procedures for maintaining accurate records, and the confidentiality of such information. Overall, including comprehensive Kansas Absenteeism and Tardiness Provisions in the personnel or employee manual or handbook ensures that both employers and employees have a clear understanding of expectations, consequences, and processes regarding attendance in the workplace.
