Employee Handbook - Baptist Memorial Online

Attendance StandardsAll Baptist employees are expected to know their schedule, toreport to work on time and work their entire shift. Employeesare expected to assume responsibility for meeting all attendancerequirements and standards. Planned time off should berequested in advance and will be evaluated based on operationalneeds and conditions.As soon as an employee learns he/she may be tardy or absent,the employee must make personal contact with his/her supervisor/manageror designee. Typically, personal notification excludesvoice e-mails unless otherwise instructed to do so by thesupervisor/manager in advance. Having another person contactthe manager is not acceptable, except in situations beyond theemployee’s control. This notification procedure must be followedfor each absence/tardy prior to the employee’s scheduled shift.A tardy/absence is not counted as an occurrence when employeescontact their supervisors a minimum of 8 hours in advance of theshift and receive supervisory approval to take the time off. As such,a tardy/absence occurrence is any instance when appropriate notificationhas not been given (a minimum of 8 hours prior to thestart of the shift) and supervisory approval has not been obtained.Tardy occurrences are defined as missing shift time from 1 minuteup to less than one-half the scheduled shift. Absence occurrencesare defined as missing shift time greater than half thescheduled shift. Consecutive absences, separated by no morethan half a shift, count as 1 absence. Occurrences will result fromarriving after the start of a scheduled shift, leaving prior to theend of the scheduled shift, or extending breaks/lunches.Tardies and absences related to deaths in the immediate family,workers’ compensation, military service, jury duty, hospitalizationof the employee, or a FMLA approved absence are not consideredoccurrences.PTO, if available, must be used to cover tardies/absences withthe exception of military leave, jury duty, or qualifying bereavementleave, as well as situations when the employee is sent homefor lack of work. However, PTO cannot be used for call-ins onweekends or holidays unless the occurence is related to aqualifying exception as outlined above.48