Human Resources

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Corrective Action

Identification of an Attendance Problem and Corrective Action

The circumstances surrounding an employee's inability to meet attendance obligations may vary. Supervisors will analyze records, discuss problem situations with employees and take necessary corrective actions.

Consistent with the practice of progressive discipline, supervisors should counsel employees who show signs of attendance problems. Continued infractions may result in the following:

  • Oral reprimand
  • A letter of warning
  • A final letter of warning in lieu of suspension
  • Dismissal

Additional types of excessive absenteeism, including patterns of poor attendance, that can create a hardship on the department and may require review are the following:

  • Unavailability (absent to the degree that the employee is creating a part-time job when the department requires a full-time commitment)
  • Repeated absences that occur during critical operational periods
  • Repeated instances of absences such as Monday, Friday absences or absences that occur the day before or the day after a holiday

When appropriate, supervisors may take the same progressive disciplinary steps to address these additional types of excessive absenteeism. Each case of unavailability and pattern of poor attendance should be handled consistently as well as reviewed on its own merit. The type of action that the supervisor takes will depend upon the specific circumstances of the case. Supervisors will consider the following factors when considering what action should be taken:

  • The number of hours the employee has been absent
  • The number of instances (generally, one or two occasions of absence may be acceptable to the department as opposed to frequent one-and two-day occasions)
  • The reason(s) why the employee is absent
  • The employee's length of service and past attendance record
  • The employee's demonstrated effort to correct attendance problems

Supervisors will counsel employees regarding attendance problems and work with the employee by suggesting ways to correct the problem.