4.520 Attendance and Punctuality
Subject: Attendance and Punctuality
Date Adopted: May 23, 2007
To maintain a safe and productive work environment, NPCC expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on NPCC. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.
Poor attendance and excessive tardiness are disruptive. Abuse and/or excessive use of any type of leave is not acceptable at NPCC. Documented abuse and/or documented excessive use of any type of leave may lead to disciplinary action, up to and including termination of employment.
Unauthorized absences are those occurring:
Employees who are absent from work due to a work-related injury or illness and receiving Worker's Compensation Benefits are exempt from this policy.
Employees receiving four docks due to unauthorized absences in any twelve consecutive month period shall be terminated. The following disciplinary measures should be implemented when an employee is absent from work without authorization:
1st Dock - Verbal Warning
On the occasion of the first dock, the supervisor will prepare a written warning to be recorded and signed by the employee regarding the unauthorized absence and the consequences of repeat absences without authorization. The verbal warning is to be recorded in writing, signed by the employee acknowledging the receipt of the warning, and placed in the employee's personnel file.
2nd Dock - Written Warning
On the occasion of the second dock, the supervisor will prepare a written warning to be recorded, signed by the employee acknowledging receipt of the warning and placed in the employee's personnel file. The written warning will reference the first dock/verbal warning and define the disciplinary action for further unauthorized docks.
3rd Dock - Suspension without Pay for Three Days
On the occasion of the third dock, the supervisor will prepare a written disciplinary action referencing the two previous unauthorized docks stating the dates of the suspension and defining the disciplinary action for the fourth dock. It is to be signed by the employee acknowledging receipt and placed in the employee's personnel file.
4th Dock - Termination
On the occasion of the fourth dock, the supervisor will prepare a written disciplinary action referencing the three previous unauthorized docks and state the date of termination.