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.
Title: Massachusetts Absenteeism and Tardiness Provisions in Employee Manual or Handbook Introduction: Massachusetts state laws have specific provisions regarding absenteeism and tardiness that employers need to be familiar with. This article aims to provide a detailed description of these provisions and their requirements to help employers create effective personnel or employee manuals or handbooks. 1. Absenteeism Provisions: a. Paid Time Off (PTO) Policies: Massachusetts law doesn't mandate paid time off, but employers may choose to offer PTO benefits as part of their company policy. It is crucial to outline the accrual, usage, and notification requirements in the employee handbook to ensure employees understand the rules and expectations regarding absenteeism due to personal or medical reasons. b. Family and Medical Leave Act (FMLA): Massachusetts follows the federal FMLA guidelines, which provide eligible employees with up to 12 weeks of unpaid leave in a 12-month period for qualifying reasons. It's important to include information about FMLA rights and procedures in the handbook to inform employees about their entitlements and ensure compliance with the law. c. Sick Leave: Massachusetts earned sick time law mandates employers to provide employees with sick leave benefits. Outline the accrual rate, employee eligibility, notice requirements, and permissible reasons for using sick leave in the handbook. 2. Tardiness Provisions: a. Reporting and Tardiness Policy: Clearly state the employer's expectations regarding punctuality, including the time when employees are expected to arrive and the consequences of tardiness. Incorporate a reporting procedure for employees to follow when they anticipate lateness or unexpected delays. b. Progressive Discipline: If the employer has a progressive discipline policy in place, details regarding how tardiness will be addressed should be included in the handbook. Specify the steps involved, such as verbal warnings, written warnings, and potential disciplinary actions if tardiness persists. c. Flexibility and Telecommuting: Employers may choose to offer flexible work arrangements or telecommuting options that can help curb tardiness issues. Include information on these policies, their eligibility criteria, and any reporting requirements in the employee handbook. Conclusion: Creating a comprehensive personnel or employee manual or handbook that includes detailed provisions on absenteeism and tardiness is essential for organizations operating in Massachusetts. By outlining the rights, responsibilities, and consequences related to absenteeism and tardiness, employers can foster a responsible work environment and ensure compliance with applicable laws.
