Policy Refreshers from April & May
BEREAVEMENT LEAVE
Up to three (3) consecutive workdays (one with pay, two without pay) will be granted to Regular full-time employees to attend the funeral or to make arrangements following the death of the employee’s current spouse, parent, child, sister, brother, stepparent, stepsibling, spouse’s parent, child, sibling, grandparent, grandchild, mother-in-law, father-in-law, daughter-in-law, son-in-law or grandparent-in-law. One day off without pay will be granted to Regular full-time employees to attend the funeral of a non-immediate family member.
Approval of Bereavement Leave will occur in the absence of unusual operating requirements. Any employee may, with the supervisor’s approval, use any available paid leave for time off as necessary.
The company can request all pertinent information including the deceased relative’s name, the name and address of the funeral home, and the date of the funeral.
ATTENDANCE AND PUNCTUALITY
To maintain a safe and productive work environment and to meet established standards of customer services and efficiency, the Company expects employees to be reliable and to be punctual in reporting to scheduled work. Absenteeism and/or tardiness place a burden on other employees and on the Company and are disruptive to the work environment. A fundamental responsibility assumed by every employee in accepting employment is to report to work promptly and regularly.
Employees are required to call and report to their division office any unscheduled absence or tardiness prior to 7:00 AM for field employees and 8:00 AM for office employees. If possible, employees are encouraged to notify their manager/supervisor at least two hours prior to any unscheduled absence or tardiness.
Excused absences and tardiness are defined as any time off that is scheduled and approved by the employee’s direct supervisor, such as, vacation time; time off for funeral, jury duty, or military duty; temporary leave of absence; or any time off as covered by FMLA, Worker’s Compensation, or ADA. The employee’s direct supervisor has the discretion to approve or deny any request for time off other than leave required by law. Failure to follow the direct supervisor’s decision will subject to disciplinary procedures.
Employees who fail to maintain an acceptable attendance record or show a pattern of multiple unexcused absences will be subject to disciplinary measures. Unexcused absences or tardiness will affect an employee’s performance review and is subject to disciplinary measures as follows:
- First Offense: Verbal warning with documentation placed in personnel file.
- Second Offense: Written warning and copy placed in personnel file.
- Third Offense: Termination subject to management review.
