Table of Contents: Chapter 4
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402 ATTENDANCE AND PUNCTUALITY 12-22-12
402.1 Purpose
The City expects that, while employees are working, they are productive and focused on the job. There may be times when employees are not present at work; this policy is to establish a consistent definition of excessive absenteeism and unacceptable punctuality. Notification of any absence by the employee should be given to the supervisor according to established guidelines in each department.
402.2 Attendance and Punctuality Definitions
"Excessive absenteeism" is defined as more than five days non-FMLA certified or pre-scheduled sick leave use during a twelve month period or unpaid leave. If not pre-scheduled with the supervisor (e.g., routine doctor's appointment) according to departmental policy sick leave (other than FMLA leave) will be counted against the attendance guidelines.
"Excessive tardiness" is reporting to work 6 or more minutes after the employee's scheduled start time or established break time on a regular basis. Supervisors will monitor tardiness trends (once a month or more) and will administer discipline as appropriate. This grace period is not to be abused by employees, who are held accountable to be ready for work at the applicable time and to work the entire assigned shift. Exempt employees should refer to the work schedule guidelines in the overtime/compensatory time policy in Section 206.
"Early departures" include those not pre-approved by the supervisor according to departmental policy and will be counted against the attendance guidelines. Exempt employees should refer to the work schedule guidelines in the overtime/compensatory time policy in Section 206.
402.3 Affect on Performance Evaluation
Trends of excessive absenteeism, excessive tardiness, or early departures will be documented and considered in the annual performance evaluation.
402.4 Exceptions not Counted as Absences
- Absences according to the Family and Medical Leave Act;
- Pre-scheduled sick leave;
- Jury duty, bereavement leave, or military leave;
- Time away from work to attend approved seminar or training session;
- Work related illness or injury as defined under the workers' compensation law;
- Scheduled vacation as defined in departmental policy, personal leave, compensatory time, or scheduled holiday;
- Time off for court summons for City business;
- A City declared emergency as determined by the Mayor;
- Emergency situations involving an employee or a member of the employee's parent, spouse, or child as determined by the appropriate supervisor.
402.5 Partial Release to Work
In limited circumstances with the Department Director approval and notification to Human Resources, employees may be allowed to work under a "partial release." In cases where a non work-related injury or illness has occurred, the employee's physician may permit the employee to perform some but not all of the job duties in the job description. If there is a significant operational need identified by the Department Director, the employee may be temporarily permitted to perform portions of the job listed in the description. This may require a modified work schedule if there is not adequate full time work, and the employee will be required to take leave for the balance of the time.
The employee is strictly prohibited from performing tasks for which s/he is not medically approved to perform, and may be subject to discipline if violations occur. The partial release to work shall not extend beyond 30 days without Human Resources and City Manager approval. This is in no way to be construed as a redefinition of the job or the creation of a permanent position, nor does it include the assigning of tasks outside of the employee's normal job.
In circumstances where the department has both a non work related injury and a work related injury performing the same job, preference will be given to the employee with the work related injury as light duty as described in 604.