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.
Missouri Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook: In Missouri, employers can include specific provisions related to absenteeism and tardiness in their personnel or employee manual or handbook. These provisions aim to establish guidelines and regulations for employees regarding attendance and punctuality. 1. Absenteeism Provisions: — Excused Absences: These provisions lay out the circumstances under which an absence will be considered excused, such as personal illness, family emergencies, or medical appointments. It may specify the required documentation for a valid excuse, such as a doctor's note or a written explanation. — Unexcused Absences: These provisions outline the consequences of unexcused absences, such as disciplinary actions or potential termination. It may mention the steps an employee needs to take before an absence, like notifying a supervisor within a certain timeframe or following a specific procedure. — Attendance Policies: Missouri absenteeism provisions can establish policies regarding excessive absences, including defining what constitutes excessive absenteeism and the steps taken to address it. Different absence patterns, such as chronic lateness or random unexcused absences, can be addressed separately. 2. Tardiness Provisions: — Lateness Policy: These provisions define the rules and expectations regarding tardiness, including the acceptable grace period for late arrivals. It can specify the number of minutes an employee may be late without penalty or outline a progressive disciplinary process for repeated tardiness. — Reporting Late: These guidelines outline the procedure an employee must follow when they anticipate being late for work, such as notifying the supervisor or using electronic timekeeping systems. It can also mention potential consequences for failure to provide timely notification. — Unscheduled Tardiness: These provisions address situations when an employee arrives late unexpectedly, without prior notification. It may specify that unexcused tardiness is subject to disciplinary measures and highlight the importance of adhering to the established schedule. 3. Employee Handbook Compliance: — Notice Requirements: Missouri law may require employers to include specific information related to absenteeism and tardiness provisions within the employee handbook. Employers must ensure that the relevant policies comply with the state's legal requirements. — Amendments and Updates: The Missouri absenteeism and tardiness provisions may include instructions for future revisions or updates to the policies, ensuring compliance with changing laws or company needs. Communicating changes to employees through written notices or updated handbooks may be mentioned. Employers in Missouri should consult with legal counsel or refer to state labor laws to ensure they incorporate appropriate and legally compliant provisions related to absenteeism and tardiness in their personnel or employee manual or handbook.Missouri Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook: In Missouri, employers can include specific provisions related to absenteeism and tardiness in their personnel or employee manual or handbook. These provisions aim to establish guidelines and regulations for employees regarding attendance and punctuality. 1. Absenteeism Provisions: — Excused Absences: These provisions lay out the circumstances under which an absence will be considered excused, such as personal illness, family emergencies, or medical appointments. It may specify the required documentation for a valid excuse, such as a doctor's note or a written explanation. — Unexcused Absences: These provisions outline the consequences of unexcused absences, such as disciplinary actions or potential termination. It may mention the steps an employee needs to take before an absence, like notifying a supervisor within a certain timeframe or following a specific procedure. — Attendance Policies: Missouri absenteeism provisions can establish policies regarding excessive absences, including defining what constitutes excessive absenteeism and the steps taken to address it. Different absence patterns, such as chronic lateness or random unexcused absences, can be addressed separately. 2. Tardiness Provisions: — Lateness Policy: These provisions define the rules and expectations regarding tardiness, including the acceptable grace period for late arrivals. It can specify the number of minutes an employee may be late without penalty or outline a progressive disciplinary process for repeated tardiness. — Reporting Late: These guidelines outline the procedure an employee must follow when they anticipate being late for work, such as notifying the supervisor or using electronic timekeeping systems. It can also mention potential consequences for failure to provide timely notification. — Unscheduled Tardiness: These provisions address situations when an employee arrives late unexpectedly, without prior notification. It may specify that unexcused tardiness is subject to disciplinary measures and highlight the importance of adhering to the established schedule. 3. Employee Handbook Compliance: — Notice Requirements: Missouri law may require employers to include specific information related to absenteeism and tardiness provisions within the employee handbook. Employers must ensure that the relevant policies comply with the state's legal requirements. — Amendments and Updates: The Missouri absenteeism and tardiness provisions may include instructions for future revisions or updates to the policies, ensuring compliance with changing laws or company needs. Communicating changes to employees through written notices or updated handbooks may be mentioned. Employers in Missouri should consult with legal counsel or refer to state labor laws to ensure they incorporate appropriate and legally compliant provisions related to absenteeism and tardiness in their personnel or employee manual or handbook.
