7S-Misuse or Excessive Use of Leave Time.pdf

Valley Community Services Board

Personnel Policies & Procedures Policy: Leave and Time Management, 7S

Subject: Misuse or Excessive Use of Leave Time Original Date: Revision Dates: Last Review Date:

1/1/2015 7/27/2016 7/27/2016

1. Misuse or excessive use of leave time (including PTO and LWOP) may constitute grounds for disciplinary action.

2. For fulltime employees, 6 or more unscheduled absences in a calendar year will be considered excessive. For part-time benefit eligible employees, 4 or more unscheduled absences in a calendar year will be considered excessive.

a. Supervisors may begin the disciplinary action process at the 6th (full-time) or 4th (part-time) unscheduled absence.

b. Each subsequent absence in the calendar year will result in additional disciplinary action.

3. Leaving early or coming to work late without being previously scheduled and approved may be considered an unscheduled absence.

4. Absences scheduled and approved by the supervisor in advance (for appointments, etc.)

will not be considered unscheduled absences.

5. Absences due to a condition for which the employee has an FMLA approval will not be considered unscheduled absences.

6. Absences due to a workers’ compensation injury or illness will not be considered unscheduled absences if the absence is approved by the authorized treating physician.

7. Absences due to a family death (as defined within the Bereavement policy) will not be considered unscheduled absences.

8. Unscheduled absences greater than one day will count as one unscheduled absence as long as the missed days are consecutive work days and are for the same cause.

9. A Supervisor may begin the disciplinary action process prior to the 6th or 4th unscheduled absence if:

a. A pattern of absences is detected on specific days, or

b. An employee does not report for work with regularity when a work assignment is not of their preference, or

c. It becomes apparent, in the opinion of management, that an employee's level of absences negatively impacts the operations in the work area, or

d. The employee received a Group offense for unsatisfactory attendance or excessive tardiness within the 60 days prior to another unscheduled absence

(for example, if the employee received a Group I offense for attendance in

December and has another unscheduled absence in January, another Group offense could result, even though a new calendar year has begun).