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: Understanding Oregon's Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook Introduction: In Oregon, employers are legally obliged to adhere to certain absenteeism and tardiness provisions outlined in the state's labor laws. These provisions aim to ensure fair treatment and establish clear guidelines for employee attendance. This article will provide a detailed description of Oregon's absenteeism and tardiness provisions relevant to employee manuals or handbooks, shedding light on various types of provisions. 1. Oregon's General Absenteeism and Tardiness Provisions: Oregon law specifies that employers must include provisions in their personnel or employee manual or handbook that outline the expectations and consequences related to absenteeism and tardiness. These provisions include but are not limited to: — Defining Absenteeism and Tardiness: Clearly stating what constitutes absenteeism and tardiness within the organization, including definitions of excused and unexcused absences. — Notice Requirements: Outlining procedures for employees to inform their supervisors about planned absences or tardiness, such as advance notice timelines and communication channels. — Documentation: Specifying what documentation may be required, such as medical certificates, to justify absences or tardiness and the process for submitting them. — Consequences: Describing the potential disciplinary actions or progressive steps that may be taken in response to repeated or excessive absenteeism or tardiness, which may include verbal warnings, written warnings, or termination. — Leave and Time-Off Policies: Highlighting any specific leave policies, such as sick leave, family and medical leave, or personal time off, which an employee can utilize for legitimate absences or tardiness. 2. Oregon's Protected Leave Provisions: Under Oregon law, there are specific types of leave that must be addressed in personnel or employee manuals or handbooks: — Oregon Family Leave ActOKLALA): Employers with 25 or more employees must provide provisions for OKLA, granting eligible employees up to 12 weeks of leave for family-related reasons, including childbirth, adoption, or serious health conditions. — Oregon Sick Time Law: Employers with 10 or more employees must have provisions addressing the Oregon Sick Time Law, which grants employees a minimum amount of paid sick leave based on their hours worked. — Protected Leave: Employers must also incorporate relevant provisions for employees entitled to protected leaves, such as military duty, jury duty, or court appearances. 3. Union-Specific Absenteeism and Tardiness Provisions: In certain cases, if employees are members of a labor union, their absenteeism and tardiness provisions may be determined through collective bargaining agreements. While these provisions may differ from those outlined in state law, employers should ensure compliance with both union-negotiated provisions and Oregon labor laws. Conclusion: Adopting comprehensive absenteeism and tardiness provisions in personnel or employee manuals or handbooks is crucial for employers operating in Oregon. By addressing these provisions, employers can establish clear expectations, prevent misunderstandings, and maintain a fair working environment. Adhering to the various types of absenteeism and tardiness provisions, including the general provisions, protected leave provisions, and union-specific provisions, will help organizations navigate the complexities of employee attendance management effectively.Title: Understanding Oregon's Absenteeism and Tardiness Provisions for Personnel or Employee Manual or Handbook Introduction: In Oregon, employers are legally obliged to adhere to certain absenteeism and tardiness provisions outlined in the state's labor laws. These provisions aim to ensure fair treatment and establish clear guidelines for employee attendance. This article will provide a detailed description of Oregon's absenteeism and tardiness provisions relevant to employee manuals or handbooks, shedding light on various types of provisions. 1. Oregon's General Absenteeism and Tardiness Provisions: Oregon law specifies that employers must include provisions in their personnel or employee manual or handbook that outline the expectations and consequences related to absenteeism and tardiness. These provisions include but are not limited to: — Defining Absenteeism and Tardiness: Clearly stating what constitutes absenteeism and tardiness within the organization, including definitions of excused and unexcused absences. — Notice Requirements: Outlining procedures for employees to inform their supervisors about planned absences or tardiness, such as advance notice timelines and communication channels. — Documentation: Specifying what documentation may be required, such as medical certificates, to justify absences or tardiness and the process for submitting them. — Consequences: Describing the potential disciplinary actions or progressive steps that may be taken in response to repeated or excessive absenteeism or tardiness, which may include verbal warnings, written warnings, or termination. — Leave and Time-Off Policies: Highlighting any specific leave policies, such as sick leave, family and medical leave, or personal time off, which an employee can utilize for legitimate absences or tardiness. 2. Oregon's Protected Leave Provisions: Under Oregon law, there are specific types of leave that must be addressed in personnel or employee manuals or handbooks: — Oregon Family Leave ActOKLALA): Employers with 25 or more employees must provide provisions for OKLA, granting eligible employees up to 12 weeks of leave for family-related reasons, including childbirth, adoption, or serious health conditions. — Oregon Sick Time Law: Employers with 10 or more employees must have provisions addressing the Oregon Sick Time Law, which grants employees a minimum amount of paid sick leave based on their hours worked. — Protected Leave: Employers must also incorporate relevant provisions for employees entitled to protected leaves, such as military duty, jury duty, or court appearances. 3. Union-Specific Absenteeism and Tardiness Provisions: In certain cases, if employees are members of a labor union, their absenteeism and tardiness provisions may be determined through collective bargaining agreements. While these provisions may differ from those outlined in state law, employers should ensure compliance with both union-negotiated provisions and Oregon labor laws. Conclusion: Adopting comprehensive absenteeism and tardiness provisions in personnel or employee manuals or handbooks is crucial for employers operating in Oregon. By addressing these provisions, employers can establish clear expectations, prevent misunderstandings, and maintain a fair working environment. Adhering to the various types of absenteeism and tardiness provisions, including the general provisions, protected leave provisions, and union-specific provisions, will help organizations navigate the complexities of employee attendance management effectively.
