I. Purpose

To establish standards on attendance and punctuality that are to be followed by the employee.

II. Policy Statement

Regular attendance and punctuality are requirements for continued employment at Lucile Packard Children’s Hospital. Frequent of excessive absences or tardiness will result in disciplinary action up to and including termination.

III. Definitions

Tardiness: An employee will be considered tardy if he/she is not at her/his workstation ready to work at the scheduled start time. Not returning from break or meal periods at the required times will be counted as tardy.

Excessive Tardiness: When an employee’s tardy occurrences exceeds established guidelines (use same baseline as attendance guidelines).

Unscheduled Absence: An employee will be considered to be on an unscheduled absence when he/she does not report to work as scheduled or leaves before the end of their scheduled shift.
Excessive Absences: Guidelines for excessive absenteeism is based on FTE commitment and shift length (please see page 3 for complete listing).

Absence Patterns: Although an employee may not exceed the established attendance guidelines, a demonstrated pattern of absenteeism will also necessitate corrective action.
Such examples of absence patterns may include but are not limited to:

• Frequent absence on an assigned Saturday and or Sunday
• Absences before and or after a scheduled holiday or day off
• Coincidences of absences with other desirable days off or to avoid undesirable work assignments or schedules.
• Unscheduled absenteeism for recurring illness or emergencies should prompt an immediate investigation, whereby proof of illness, in the form of a physician’s verification may be required. Failure to provide a written verification may constitute grounds for progressive disciplinary action.
• Leaving the work area without prior approval before the end of one’s scheduled shift.
• Coincidences of absences associated with Absent Day requests

Scheduled Absence:
The following types of absences do not count as incidences of unscheduled absence:

• Approved vacation
• Absence for jury duty and legal appearance on behalf of the
  hospital
• Approved medical or family care leave
• Approved time off for the death of a family member
• Absence resulting from an accident at work
• Military training leave or other military “active duty:
• Approved pre-scheduled absences for on-going treatment programs (e.g. dialysis, chemotherapy) which are covered by intermittent leave (FLMA/CFRA/FEHA). The manager will request that the employee provide certification of the need for the times of the scheduled appointments.
  • Note: these appointments must be scheduled ahead of time and worked out with the employee’s manager to minimize disruption of work operations. For example, the appointments may be scheduled at the beginning or end of the work day or to coincide with lunch times or breaks.
  • The manager has the right to request that the employee reschedule the appointment due to work needs. If these appointments interfere with the work productivity of the department.

Occurrence: Missing two or more partial or complete consecutive shifts for the same reason will be considered one occurrence. Missing two or more consecutive shifts for different reasons will be considered separate occurrences. Holidays and scheduled says off do not constitute a break in a continuous absence.

12-Month Period: A 365-day period is calculated as a one-year period continuing backward based on the date of the incident when the employee was absent or tardy.

Quarter: A three-month period continuing backward based on the date of the incident when the employee was absent or tardy.

Month: A calendar month.

IV. Procedures

Employee Reporting of Absences
An employee requiring time off without prior approval must notify his/her supervisor or designee at least two (2) hours before the start of the assigned shift. If the employee does not notify his/her
supervisor or designee of illness or emergency at least one (1) hour in advance for each day of absence, it shall be considered an unexcused absence. Such absences can become cause for
disciplinary action, separate from that indicated for excessive absences.

Request for Physician Certification
Managers may request a physician’s certificate of illness and/or require the employee to be seen by a Physician or Nurse Practitioner if the amount of time off claimed for an illness is deemed excessive by the employer.

Absenteeism and Tardiness Guidelines
Occurrences or days above the number listed below are to be considered excessive.

*8 Hour Shift *

12 Hour Shift

Relief Employees:
A relief employee’s commitment is successfully met by actually working all hours of commitment for which the Relief Employee is scheduled, unless cancelled by the Hospital. Failure of a Relief
Employee to keep his/her commitment may result in a corrective action plan.