Absenteeism and Tardiness

Each employee is responsible for being present during work hours except when an absence is prearranged or unavoidable.  When an absence can be anticipated (as for a doctor's appointment), or when an employee desires to use vacation or other time off, he/she is expected to request leave time in advance so that arrangements can be made to cover the work area.  When an emergency causes an absence, the employee is responsible for promptly notifying his/her supervisor and keeping him/her informed as to the expected time of return. 

It is the employee's responsibility to notify his/her supervisor (when at all possible) when he/she will be late for work.  If an emergency exists and it is not possible to notify a supervisor prior to the late time, the employee must inform his/her supervisor of the reasons for tardiness upon reporting for work.  The supervisor may permit late time to be made up during the pay period; however, no time deficits may be carried over from one pay period to the next.  Absenteeism or tardiness (whether excused or not) that the supervisor feels is excessive, chronic or unjustified will subject the employee to discipline, up to and including termination.

Normally, the Foundation defines excessive absenteeism as five or more instances of absence or tardiness in a three-month period.  Each instance of absenteeism or tardiness shall be evaluated on a case-by-case basis.  If an employee fails to report for work for a continuous period of three days without notification to his/her supervisor, the Foundation will determine that the employee has voluntarily resigned.