How do you stop employees from taking advantage of an attendance policy?

Question

At my work we are fighting to get a attendance policy in writting. People are being written up after some miss 3 days some 2 and some even 4 days. We want to make sure everyone is getting the same treatment, with writeups/suspensions.

I can see the companys point, (use this as an example) If they tell everyone that they can call in 2 days in a 4 month period and not get introuble, people will take advantage of it because there is no disciplinary action. Anyone have any suggestions?

This is extremely important for me to find an answer. Also the company I work for says they are using an attendance policy they just do not want anyone to know the specifics of it ie...days missed with no action/days missed with writeup/days missed with suspension. Thanks again

As for using sick days you can use them if you like but it is still an unexcusable absence, if it is not a scheduled day. We are a union company (not government) and I am the shop steward. Thanks again.

Answer 1

First of all, every company should have a formal attendance policy, in writing, that management, employees and human resources can consult when in doubt regarding absenteeism. Policies pertaining to attaendance are part of the company's larger set of policies, and the details of any company policy should be available to all staff. The company knows this - they cannot refuse to disclose their policies and then attempt disciplinary action for a breach of policy.

Even when company policies exist, managers are often allowed to use their own discretion with regard to enforcement. Rarely are individual managers' policies more liberal than the company policy, they tend to be a little more strict. Regardless, managerial discretion is where the discrepancy in enforcement comes from, but human resources tends to support managerial discretion.

Unfortunately, having a policy in place can be a double-edged sword with respect to employees taking advantage. With no stated policy, you can't enforce anything. With a policy in place to enforce, you're now obligated to adhere to it. So, with your example of 2 days in a 4 month period: the company cannot discipline the employee who stays within that limit, even where the company suspects that the employee is taking that time as personal rather than sick time. The company may, if it chooses, expand that policy to say that a doctor's note (or other proof) may be requested as support to validate the sick day, but then you have the same discretionary issue: some employees will be asked for notes, and some won't.

Good luck.

Answer 2

If there is a big attendance problem then there is a culture problem not an attendance problem. If people are taking a lot of days off for poor reasons then they are escaping their boss/job/co-workers, etc.

That’s a bunch of BS about using an attendance policy with out telling any one. Employment laws very greatly by state but one thing is certain almost every judge would side with an employee in a situation where "said policy" existed and people were expected to follow but not allowed to know about. That's sheer lunacy! I would think about finding a new job, something stinks.


Attendance policy should be clear, easy to understand, known by everyone it effects, and should be reviewed with every employees during annual or semi annual evaluations. It should basically cover:

An absentee policy should do nothing for paid sick days, usually around 5 a year; employees are required to call in.

It should allow a few more occurrences, 2 or 3 before first step action is taken. An occurrence would be defined as the first day missed; example 3 days in a row for being sick is 1 occurrence, not 3. Occurrences should be dropped annually or on a rolling basis, e.g. one dropped every 3 months without another occurrence.

Usually 3 current or active actions result in termination. Sample: 1 verbal, 2 written, 3 written with termination.

Employees should always be required to call in, obviously there maybe a case where it's not possible but it should be thoroughly explained and recorded in employees file. Example, out of country or long term power outages, not the dog ate my phone.

Keep it simple
Keep it clear
Communicate it to everyone

Answer 3

It is important to remember that your employees are also human beings. As such, each will periodically have issues that need to be attended to.

If an employee calls in, and has sick days available to use, there should not be a problem. If more than one day is missed, a doctor's note should be required.

If an employee is chronically absent on Mondays or Fridays they should be given a verbal warning, then a written warning, etc.

An employee should never be absent without the courtesy of a phone call.

In the last 10 years I missed one day of work that was not scheduled. Perhaps you need to sit your team down and discuss your expectations.

Answer 4

The problem is inherent in the system the company is using.

In order to avoid discriminatory allegations, a company has to have a written manual, with an acknowledgement signed by the employees.

Without such a policy manual, any employee who is written up can go to the labor board, shop steward, and half a dozen other agencies and file charges of discriminatory treatment.

Since your company apparently wants to keep their policies vague, they are setting themselves up for a multitude of suits.

You may want to advise the powers that be at your company of the necessity of an even-handed, consistant written attendance policy.

Answer 5

Where I work they have what they called a "trend policy." By that I mean if they see a trend where an employee is always sick on say a Monday or Friday without a doctor's note saying they were being seen by the Doc they 1st give them a warning. 2nd time they do it they would put them on suspension where they couldn't make any unscheduled time off or get their monthly bonus for so many months. If they did it a 3rd time within the suspension time frame the employee would be terminated.

Answer 6

With out the attendance policy in writing The company can not write up employees for attendance problems. It is very important to have the policy in writing and be consistent with it. You can not write up one employee for missing more than 2 days than you must write up all employees who have missed more than two days other wise you can be sued. You do not want to word it as you may miss up to two days in a 4 month period. You would want to word it like employees are allowed two days of sick leave in a 4 month period with approval from their immediate supervisor. When an employee calls in sick they must also speak directly to their supervisor, they may not leave a voice mail or a message with a fellow employee.

Answer 7

Once I worked for a place that it didn't matter if you called in sick 5 days in a week, you still had to make 40 hours worth of work within a seven day time frame. It was the contract. You get 39 hours, you get a set wage per hour. You work 40 plus, you get a higher set wage per hour. Everyone liked working for $8 and hour versus $6.25...and we would all show up regardless. Also, it made my coworkers feel "big" to work the extra few hours for the $1.75 an hour bonus. (So what if it was housekeeping...)

Answer 8

Where I work we use common sense. Generally 2 days of no call no show is considered a resignation. My boss is not an *** about ppl calling out as long as there is a legit reason. We have an older lady working there who lives alone and she was given time off to care for her sick cat. I have been excused from work due to illness and he didnt ask to see my doctors note even though i ALWAYS have one.

Answer 9

You really don't need this (because every state in the US is an "At Will" employment state), but I would start a paper trail on those who you know are slacking, and just looking to collect a paycheck.

Start writing them up if they blatantly take advantage of the policy, and if necessary - terminate.

Answer 10

Obviously you work for the government because you are wasting your time with this nonsense.
If an employee has a good reason why he or she does not show up for work,and has accrued sick leave,there should be no discipline action necessary at all.
Why don't you get a life ?