1. New LBH Time and Attendance Policy
Effective February 1, 2019

2. Moving to a “points” system
Points assessed based on:
Absences
Lateness
Leave-earlies
No call/no shows
Missed clockings
Still a “no fault” system

3. Definitions Absence – not present for a full shift
If gone for more than half the shift, counted as a full absence
Consecutive shifts off still constitute just one absence occurrence
Can still request doctor’s slip for absences of 3+ shifts
Lateness – not at the assigned work station at the beginning of the scheduled shift
Early leave/departure – leaving before the end of your shift without prior approval
Early clock-out – clocking out prior to the official end of the assigned shift

4. Definitions (continued)
No call / no show –
Both accrues absence points and LEADS TO THE NEXT LEVEL OF CORRECTIVE ACTION independent of the associate’s overall point total
Three consecutive no calls/no shows considered job abandonment
“No punch” event – associate fails to clock in or out and no time record is automatically generated
Inadequate notice – failure to call in at least 2 hours before start of shift

5. Infraction Points Summary Table
# of POINTS ASSESSED
Absence
Two (2) points
Lateness
One point
Early leave without prior Supervisory approval
Clocking out early
No punch event

6. Corrective Action Table
ACCUMULATED POINTS
LEVEL of CORRECTIVE ACTION
Three (3) points in a rolling 12-month period
Counseling
Six (6) points in a rolling 12-month period
Oral Warning
Nine (9) points in a rolling 12-month period
Written Warning
Twelve (12) points in a rolling 12-month period
Final Written Warning
Fourteen (14) points in a rolling 12-month period
Termination of Employment

7. Of course . . .
Absences covered by FMLA or claimed as SSL are not assessed points
Disciplinary actions warranted by attendance issues are on a separate track from all other corrective actions

8. Special Considerations
Holiday/vacation adjacent absences
If an employee calls out the day before or after scheduled leave or holiday, s/he is not paid unless:
SSL is applied, or
A doctor’s note is presented
Inclement weather
If a condition impacting a large percentage of the workforce, absences or instances of lateness may be waived.

9. How to Convert From Old to New Policy
For any associate currently in the progressive discipline process, or perceived to be approaching the need to address same:
Start with current level of corrective action
Defer to level of corrective action that current occurrence/incident would warrant
Pull records to verify (API report, for example) if necessary
Figure if new or repeat corrective action step should be issued

10. Leaders Please Remain for Management Notes
WHAT QUESTIONS
DO YOU HAVE?
Leaders Please Remain for Management Notes

11. What does it mean when the policy says “May”?
BE CONSISTENT IN YOUR DEPARTMENT

12. Rolling 12… what?
Rolling 12-month period – defined as the 12 months preceding the date a manager seeks to present an employee with a corrective action. Infraction dates greater than 12 months prior may not be counted for corrective action purposes. The corrective action should be given prior to dates “falling off” to include those in the rolling 12 months.

13. Let’s try an example…

14. Tracking Template