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Absenteeism and Lateness

What if an employee calls to say they are going to be late and gets in an hour or so after the start of their work day? How is the time counted/charged?

What if an employee fails to call in when late or absent? 

What if an employee misses a lot of work time for reported illness or personal emergencies or is habitually late? 


Q: What if an employee calls to say they are going to be late and gets in an hour or so after the start of their work day? How is the time counted/charged? 

A: If it's not a pattern that requires some form of management follow up, and if it's just a matter of minutes or a couple of hours, the supervisor should see if the support staff member can make up the lost time. Remember, for support staff, the lost time must be made up within the same work week or deducted from wages.

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Q: What if an employee fails to call in when late or absent? 

A: An employee who is going to be late and/or unable to attend work must call their supervisor. Most collective bargaining agreements require that the call be made within the first hour of the work day. Unless excused by sufficiently serious extenuating circumstances to explain the failure to call, the employee may be subject to discipline.

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Q: What if an employee misses a lot of work time for reported illness or personal emergencies or is habitually late? 

A: Attendance records should be reviewed periodically. When the record of absenteeism and lateness appears excessive or abusive, bring it to the attention of your departmental HR representative and/or to Labor Relations or HR Employment & Client Services for review and action, as appropriate.

 

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