– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – DATE Employee Address Dear Ms. Employee: Please take notice that you are issued a letter that equates to a two-day suspension. Although you will not miss work or have your pay docked, this non-punitive disciplinary action carries the weight, in terms of progressive…
– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – DATE Name Classification Department (Hand delivered) Dear Mr. NAME: Please take notice that it is the intent of this office to issue you a non-punitive disciplinary letter that equates to a 3-day suspension. Although you will not miss work or have your pay…
– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – Date: To: Employee, Classification From: Supervisor, Title Subject: Letter of Reprimand This is an official Letter of Reprimand for your excessive absenteeism. On (date) you were issued a warning letter that outlined my concerns regarding your excessive use of sick leave and placed…
– PLACE ON YOUR DEPARTMENTAL LETTERHEAD – DATE: Today’s Date TO: Employee, Classification FROM: Supervisor, Title SUBJECT: Letter of Warning and Leave Restriction This is a letter of warning regarding your excessive absenteeism. You currently have no sick leave and only 8 hours of vacation in your leave balance. So…
DATE: Today’s Date TO: Name, Office Assistant II FROM: Name, Supervisor SUBJECT: Tardiness EMPLOYEE NAME, on (dates) you were tardy in your arrival to work. On those dates, I counseled you regarding the need to be at your desk ready to begin work at 8:00. Since then, you have been…
As stated in the MOUs, approval to use accrued vacation, holiday, and compensatory time hours is and has always been at management’s discretion. Historically, some departments, in some circumstances, have allowed the usage of vacation, holiday or compensatory time rather than sick leave to cover unplanned medical absences, while other…
AFSCME, Confidential, PDA, SEIU, SMCCE: Employees who use paid sick leave and work extra hours in the same work week code the corresponding extra hours as “overtime at straight time”, pay code 069. For example: Under the previous contracts, a Monday-Friday employee could code eight (8) hours of sick leave…
In all contracts bargained between employee organizations and the County of San Mateo in years 2005-2007, it was agreed that paid sick leave would no longer considered to be “time worked” when determining whether an employee had put in a full 40 hours during a work week and is thus…
Although there is no magic number of absences that equate to excessive absenteeism, there are a number of factors to consider which can lead to a determination that absenteeism is excessive. The factors listed below should be reviewed and considered as indicators of possible excessive absenteeism. If one or more…
Yes. Civil Service Rule XIII lists “excessive absenteeism and/or tardiness” as a basis for disciplinary action. Case law has consistently held that an employer has the right to expect regular and consistent attendance from employees. It is important to contact Employee & Labor Relations to discuss this issue.
Generally, an employee is not required to provide a release to return to work after illnesses. Some examples of when a release should be required are: If an employee has had a contagious illness. If an employee has had a physical injury that might limit their ability to perform physical…
Some departments have a written or unwritten policy that any absence in excess of three working days must be accompanied by a physician’s statement. The MOUs and the Ordinance Code provide management the right to require a physician’s statement or make whatever other investigation into the circumstances of a request…
The County Ordinance Code and the various MOUs provide that sick leave may be used for the employee’s preparation for or attendance at the funeral of a member of the immediate family. Immediate family is defined as parent, spouse, domestic partner, son, daughter, sibling, stepchild, mother-in-law, father-in-law, grandparent, or grandchild.…
No. Sick leave is used for very specific purposes as outlined in the various MOUs and in the Ordinance Code. An employee whose sick leave usage is unacceptable should be referred to EAP through a direct management referral and should be issued a leave restriction letter, requiring a doctor’s note…
No. Vacation leave is requested in advance and approved or denied by the supervisor or manager based on such factors as workload and office coverage. The important thing is to be consistent with all employees, use the same considerations when making decisions on requests, and base all decisions on work…
No. For occasional instances of tardiness, it is appropriate to allow employees to charge the tardy to vacation rather than charging AWOL or Leave without Pay. However, once a pattern of tardiness emerges, you should counsel the employee and advise him/her that future tardies will be charged to LWOP (if…
Leave without pay (LWOP) is considered approved leave. If an employee requests time off and the request is approved, but the employee does not have accrued leave to cover the approved absence, leave without pay is appropriate. As a general rule, employees who wish to take more time off than…
Tardiness – Everyone will arrive late to work on occasion due to unexpected traffic problems or unavoidable occurrences prior to leaving home. Tardiness becomes a problem to be dealt with when it becomes too frequent, when the arrival time is too far beyond the start time, or when a pattern…
Corrective Action Steps As in all corrective action, supervisors/managers must consider all pertinent facts and potential mitigating circumstances before taking action. Some factors to be considered are the employee’s past attendance record, the nature of the position, the impact of tardiness on customers and coworkers, the frequency of tardiness, and…
Scenario I – George is a Fiscal Office Assistant II who works from 8:00 5:00 with a one hour lunch. George drives his children to childcare in the morning and is 510 minutes late about twice a month. George’s tardiness does not have an adverse impact of service delivery or on his ability to…
General Guidance Expectations – The most important step you can take is to clearly communicate your expectations to staff. Supervisors must clearly communicate to employees that they are expected to be at their workstation, ready to work, at the beginning of their assigned shift. Employees also need to know that…
Correction of tardiness and absenteeism is one of the most complex and frustrating areas of Employee & Labor Relations for supervisors. Dealing with tardiness is an ongoing concern for supervisors and managers. If not dealt with promptly, excessive tardiness can adversely impact service to the public. If infrequent instances of…