Guidelines When Considering An Employee's Absenteeism Rate Sample Clauses

Guidelines When Considering An Employee's Absenteeism Rate. When a manager is considering an employee’s absenteeism rate, the following calculations apply: 1) Prolonged absences of more than one (1) shift will be counted as a single absence. Absences caused by the reoccurrence of an illness within two regularly scheduled workdays of a prior unscheduled absence will be considered a continuation of the initial absence if documented by a Health Care Provider within five (5) days of returning to work. 2) Hours absent due to partial day unapproved absences will be totaled and, when they equal a full, regular workshift for the employee, will count as one absence. Only partial unscheduled absences that have occurred within six months of the most recent partial absence will be totaled to determine if they equal or exceed a full workshift. The regular workshift of an employee who has signed a flex-shift agreement is the workshift reflected in the agreement. This policy shall not be used to address tardiness. (See Tardiness policy) 3) The number of absences in the six-month period immediately preceding the employee's most current absence will be counted. The standards below are normally considered to be excessive.  For a 5-day week position, absences totaling 5 in any 6-month period.  For a 4-day week position, absences totaling 4 in any 6-month period.  For a 3-day week position, absences totaling 3 in any 6-month period.  For a 2-day week position, absences totaling 2 in any 6-month period. For employees who occupy positions scheduled other than the number of days indicated above, absences totaling more than the average number of workshifts scheduled per week in any 6-month period To define the parameters of paid time off for bereavement.