For questions pertaining to absenteeism and tardiness contact your HR Partner or call (309) 438-8311.
When absences due to illness or unscheduled emergency use of vacation time occur, the employee must notify the supervisor at the beginning of the work shift, in accordance with departmental call-in procedures.
Employees on extended illness, workers' compensation or disability leave, where a return to work date has not been set, should update their supervisor on their condition and the prospects for returning to work on a weekly basis.
Time away from work is either scheduled or unscheduled.
In analyzing an attendance record, occurrences where the absence was unscheduled will be used. While not scheduled, absence due to a bona fide work-related injury will not be considered "unscheduled" in the analysis of absences.
Providing ongoing services of consistent quality is the job of every supervisor. To achieve the desired level of service requires regular attendance of employees. Absence records should be maintained to show the amount of time off, the dates, and the reason for the absence (sick leave, vacation, family sick leave, etc.). The record should also clearly show if the absence was scheduled or unscheduled. With this information, the number of unscheduled occurrences, total days lost and the timing of the unscheduled absences can be identified.
If there are over 10 occurrences of unscheduled absences in a 12-month period or there is a pattern of repeated unscheduled absences in conjunction with days off or holidays, a problem may be indicated. If either situation develops (excessive amounts or timing), the supervisor should counsel the employee regarding the need for improved attendance.
If attendance is not improved after verbal encouragement, the Valuing Individual Performance process should be used. Even if the reasons offered for each absence are legitimate, when the absences become so frequent as to render the employee unable to fulfill the requirements of the position, the corrective discipline process should be initiated. Excessive absenteeism is just cause for discharge--but the record must show that the supervisor made the employee aware of the problem and of attendance expectations. The intent of this process is corrective rather than punitive. The supervisor is expected to provide the employee with the opportunity and support to change behavior and improve attendance.
Absences due to alcohol or drug abuse or personal problems may lead to referral to the Employee Assistance Program. Assistance obtained through this program does not negate the employee's responsibility to report to work on a timely and regular basis.
During the initial probationary period, an employee may be subject to immediate dismissal without formal verbal or written reprimand for documented unsatisfactory attendance.
If attendance problems develop, an employee may be required to provide acceptable evidence (physician's statement) of illness or injury before sick leave benefits are approved. Failure to comply may result in the denial of sick leave benefits and the time off may not be compensated or the time may be charged to accrued vacation. If actual abuse of benefit time is discovered, the employee will be referred to the Human Resources Office.
Physicians’ releases to return to work statements are required when returning to work from surgery, childbirth, or hospitalization due to illness or injury. The Human Resources Office reviews these statements and authorizes the return to work.
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