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.
New Hampshire Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook Introduction: In New Hampshire, absenteeism and tardiness provisions play a crucial role in maintaining productivity and ensuring a smooth workflow within a company. These provisions establish guidelines and expectations for employees regarding attendance and punctuality. By implementing comprehensive policies, employers can effectively manage and address issues related to absenteeism and tardiness. This detailed description will outline the different types of provisions commonly included in New Hampshire personnel or employee manuals or handbooks. 1. Attendance Expectations: Under New Hampshire law, employers have the right to establish reasonable attendance expectations. These provisions define what constitutes acceptable attendance and emphasize the importance of coming to work regularly and being punctual. 2. Reporting Absences: Employees are usually required to notify their supervisors or the designated personnel in case of absence. The provisions should detail the preferred methods of reporting absences, such as calling in or using an online system, and the deadline for notification. 3. Documentation Requirements: Employees may be requested to provide documentation for absences, especially for extended leaves or unexpected absences. The handbook should outline the acceptable types of documentation, such as doctor's notes or court documents, and the timeframe within which the documentation must be submitted. 4. Excessive Absenteeism: To address excessive absenteeism patterns, the handbook should define what is considered excessive and the steps the employer will take in such cases. This may include progressive disciplinary actions, from verbal warnings to written warnings, and, if necessary, termination. 5. Tardiness: Provisions should also address tardiness, emphasizing the importance of punctuality. Employers can set specific grace periods or outline the time by which employees are expected to arrive at work. 6. Consequences for Tardiness: Similar to excessive absenteeism, the handbook should outline the steps the employer will take for repeated tardiness. These may include verbal warnings, written warnings, or other disciplinary actions, such as performance improvement plans. 7. Family and Medical Leave Act (FMLA): It is crucial to include provisions related to the FMLA, which provides eligible employees with up to 12 weeks of job-protected unpaid leave for qualified medical and family reasons. Outlining the process for requesting FMLA leave and the necessary documentation will ensure compliance with federal regulations. 8. Vacations and Time-Off Requests: While not directly related to absenteeism and tardiness, these provisions are often included in New Hampshire handbooks to address time-off requests, including vacation days, personal days, and other paid leave options. Employees should be aware of the process for requesting time off and any specific restrictions or limitations that may apply. 9. Accommodation of Disabilities: Under the Americans with Disabilities Act (ADA), employers must reasonably accommodate employees with disabilities, which may include adjustments to attendance policies. Relevant provisions should address the process for requesting accommodations and outline the necessary documentation. 10. Communication and Training: Finally, the handbook should emphasize the importance of effective communication and provide information on any training programs or resources available to employees to address attendance-related issues and improve overall attendance and punctuality. By including comprehensive and carefully crafted absenteeism and tardiness provisions in their employee manuals or handbooks, employers can set clear expectations, manage attendance-related issues effectively, and foster a productive work environment.New Hampshire Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook Introduction: In New Hampshire, absenteeism and tardiness provisions play a crucial role in maintaining productivity and ensuring a smooth workflow within a company. These provisions establish guidelines and expectations for employees regarding attendance and punctuality. By implementing comprehensive policies, employers can effectively manage and address issues related to absenteeism and tardiness. This detailed description will outline the different types of provisions commonly included in New Hampshire personnel or employee manuals or handbooks. 1. Attendance Expectations: Under New Hampshire law, employers have the right to establish reasonable attendance expectations. These provisions define what constitutes acceptable attendance and emphasize the importance of coming to work regularly and being punctual. 2. Reporting Absences: Employees are usually required to notify their supervisors or the designated personnel in case of absence. The provisions should detail the preferred methods of reporting absences, such as calling in or using an online system, and the deadline for notification. 3. Documentation Requirements: Employees may be requested to provide documentation for absences, especially for extended leaves or unexpected absences. The handbook should outline the acceptable types of documentation, such as doctor's notes or court documents, and the timeframe within which the documentation must be submitted. 4. Excessive Absenteeism: To address excessive absenteeism patterns, the handbook should define what is considered excessive and the steps the employer will take in such cases. This may include progressive disciplinary actions, from verbal warnings to written warnings, and, if necessary, termination. 5. Tardiness: Provisions should also address tardiness, emphasizing the importance of punctuality. Employers can set specific grace periods or outline the time by which employees are expected to arrive at work. 6. Consequences for Tardiness: Similar to excessive absenteeism, the handbook should outline the steps the employer will take for repeated tardiness. These may include verbal warnings, written warnings, or other disciplinary actions, such as performance improvement plans. 7. Family and Medical Leave Act (FMLA): It is crucial to include provisions related to the FMLA, which provides eligible employees with up to 12 weeks of job-protected unpaid leave for qualified medical and family reasons. Outlining the process for requesting FMLA leave and the necessary documentation will ensure compliance with federal regulations. 8. Vacations and Time-Off Requests: While not directly related to absenteeism and tardiness, these provisions are often included in New Hampshire handbooks to address time-off requests, including vacation days, personal days, and other paid leave options. Employees should be aware of the process for requesting time off and any specific restrictions or limitations that may apply. 9. Accommodation of Disabilities: Under the Americans with Disabilities Act (ADA), employers must reasonably accommodate employees with disabilities, which may include adjustments to attendance policies. Relevant provisions should address the process for requesting accommodations and outline the necessary documentation. 10. Communication and Training: Finally, the handbook should emphasize the importance of effective communication and provide information on any training programs or resources available to employees to address attendance-related issues and improve overall attendance and punctuality. By including comprehensive and carefully crafted absenteeism and tardiness provisions in their employee manuals or handbooks, employers can set clear expectations, manage attendance-related issues effectively, and foster a productive work environment.
