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 Mexico Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook In a personnel or employee manual or handbook, it is essential to include provisions regarding absenteeism and tardiness to ensure consistency and efficiency within the workplace. This detailed description explains the various New Mexico Absenteeism and Tardiness Provisions that can be included in such a manual or handbook. 1. New Mexico Absenteeism Provisions: — Excused Absences: Outline the reasons for which absences will be considered excused, such as personal illness, family emergencies, medical appointments, court appearances, and bereavement. — Unexcused Absences: Specify the consequences and disciplinary actions for unexcused absences, including verbal warning, written warning, suspension, or termination. — Notification Procedure: Describe the procedure for employees to notify their supervisors or the human resources department about their absences, including the preferred method of communication, such as phone call, email, or an attendance management system. — Required Documentation: State the documentation required for excused absences, such as medical certificates, doctor's notes, or court summonses, and the timeframe within which they should be submitted. — Absence Tracking: Explain how the company tracks and records employee absences, including any electronic systems or software used. 2. New Mexico Tardiness Provisions: — Definition of Tardiness: Clearly define what constitutes tardiness, such as arriving late for work, returning late from breaks or lunches, or exceeding specified time limits for meetings or work tasks. — Consequences for Tardiness: Specify the progressive consequences for tardiness, which may include verbal warnings, written warnings, mandatory counseling sessions, reassignment of work shifts, salary deductions, or even termination. — Reporting Tardiness: Explain the procedure for employees to report their tardiness, including the acceptable methods of communication, such as calling the supervisor directly or submitting an online attendance form. — Documentation for Tardiness: Outline any documentation required for justifying tardiness, such as medical certificates (if applicable), and the time frame for submitting such documentation. — Timekeeping Policies: Include information on timekeeping expectations, such as punching in and out accurately, adhering to scheduled break times, and following the company's time tracking system (if any). By incorporating these provisions into a personnel or employee handbook, employers can establish clear guidelines regarding absenteeism and tardiness. However, it is crucial to consult legal experts or employment advisors familiar with New Mexico labor laws to ensure compliance with state-specific regulations and to address any additional provisions that may be required.New Mexico Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook In a personnel or employee manual or handbook, it is essential to include provisions regarding absenteeism and tardiness to ensure consistency and efficiency within the workplace. This detailed description explains the various New Mexico Absenteeism and Tardiness Provisions that can be included in such a manual or handbook. 1. New Mexico Absenteeism Provisions: — Excused Absences: Outline the reasons for which absences will be considered excused, such as personal illness, family emergencies, medical appointments, court appearances, and bereavement. — Unexcused Absences: Specify the consequences and disciplinary actions for unexcused absences, including verbal warning, written warning, suspension, or termination. — Notification Procedure: Describe the procedure for employees to notify their supervisors or the human resources department about their absences, including the preferred method of communication, such as phone call, email, or an attendance management system. — Required Documentation: State the documentation required for excused absences, such as medical certificates, doctor's notes, or court summonses, and the timeframe within which they should be submitted. — Absence Tracking: Explain how the company tracks and records employee absences, including any electronic systems or software used. 2. New Mexico Tardiness Provisions: — Definition of Tardiness: Clearly define what constitutes tardiness, such as arriving late for work, returning late from breaks or lunches, or exceeding specified time limits for meetings or work tasks. — Consequences for Tardiness: Specify the progressive consequences for tardiness, which may include verbal warnings, written warnings, mandatory counseling sessions, reassignment of work shifts, salary deductions, or even termination. — Reporting Tardiness: Explain the procedure for employees to report their tardiness, including the acceptable methods of communication, such as calling the supervisor directly or submitting an online attendance form. — Documentation for Tardiness: Outline any documentation required for justifying tardiness, such as medical certificates (if applicable), and the time frame for submitting such documentation. — Timekeeping Policies: Include information on timekeeping expectations, such as punching in and out accurately, adhering to scheduled break times, and following the company's time tracking system (if any). By incorporating these provisions into a personnel or employee handbook, employers can establish clear guidelines regarding absenteeism and tardiness. However, it is crucial to consult legal experts or employment advisors familiar with New Mexico labor laws to ensure compliance with state-specific regulations and to address any additional provisions that may be required.
