POLICIES
Attendance & Absenteeism Policy Team Members’ work schedules will vary depending upon the department and duties. Any changes made to work schedules must be approved by the Manager. Team Members may not trade a day with a co-worker without approval from the Manager. Please contact your Manager for questions regarding work schedules. Team Members absent from work for any reason must personally notify the Manager as far in advance as possible. Some situations may arise in which prior notice cannot be given. In those cases, we expect Team Members to notify the Manager as soon as possible. PLEASE NOTE: leaving a message with the Receptionist or with a co-worker, voice mail, email, or text message does not qualify as notifying the Manager. Time off not covered by PTO or an approved leave must be approved by the Team Member’s Manager, the GM/Controller, HR Manager, and must not become excessive. Unapproved time off not covered by PTO or an approved leave may result in disciplinary action, up to and including termination of employment. When absence is due to illness, the Company reserves the right to require appropriate medical documentation. Failure to report for work without calling in will result in disciplinary action. After an absence of 3 or more days without calling in, the Team Member will be considered to have voluntarily resigned and employment will be considered to have been abandoned as of the last day worked by the Team Member. Team Members must call the Manager each day of absenteeism to report status and expected return to work date. Team Members will be considered late if not at the designated work area when the work period begins. Team Members must directly contact the Manager in the event of tardiness. Do not text, email or leave a voicemail for your Manager. Do not leave a message with the Receptionist or ask a co-worker to notify your Manager. Tardiness applies to returning from meal and/or break periods as well as to the beginning of the work day. This Policy will be applied consistent with all applicable laws. If you or an immediate family member has a medical condition that results in one or more absences, you may qualify for unpaid leave under the federal Family and Medical Leave Act of 1993 (“FMLA”), and your absence or tardy will not be considered. Likewise, if your absence is approved leave under the Americans with Disabilities Act (“ADA”), your absence will not be considered. For absences that should be approved under the ADA, please consult the Accommodation Policy in this Handbook. Please refer to the Family and Medical Leave Policy in this Handbook for information about leave under the FMLA. Be advised that leave under the FMLA or ADA may require approval in advance and does not necessarily relieve you from your responsibilities as set forth in this policy. Bulletin Board Policy The Company maintains bulletin boards throughout its facilities as an important source of information. These bulletin boards are to be used solely to post information regarding Company policies, governmental regulations, employment laws and other matters of concern to all Team Members. Please check the bulletin board daily for updated notices. No information may be placed on a Company bulletin board, without the prior approval of the GM/Controller and/or HR Manager.
17 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.
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