Date: June 2007
Reliable, consistent attendance is a requirement and essential function of all staff positions. Employees are expected to be punctual and dependable in order to meet the needs of their department and the College. When employees are absent or tardy, work and service are interrupted and an additional burden is placed on colleagues. Attendance and reliability are important factors in evaluating individual performance and continued employment.
If your absence can be anticipated, consult your immediate supervisor and obtain authorization to be absent for a specific period in advance. If you are unexpectedly delayed or unable to come to work for any reason, you must personally contact your appropriate supervisor immediately allowing the supervisor to adjust the department’s work assignments before the start of the workday. Each department has its own procedures and policies that are specific to the nature of its work – be sure you, as an employee, understand your department’s attendance guidelines, expectations, and procedures for calling in.
You should be the one to call in; your supervisor will need to speak directly with you to make alternate arrangements for the work you would have done that day. Relatives or friends should not call on your behalf unless you are medically unable to do so yourself. You must speak directly with your supervisor rather than a co-worker, unless that individual is officially authorized by your department to accept call in notices. As a general rule, we recommend that you do not leave your message on voice mail (may vary by department).
If you are absent for more than one (1) day, you should call your supervisor each day you are unable to come to work. If you are absent for three (3) or more consecutive workdays, you and/or your supervisor should contact Human Resources for additional information about application for a possible leave of absence or certification of a medical condition. Any employee who fails to report to work for three (3) consecutive days without providing proper notice to his/her supervisor or Human Resources may be considered to have voluntarily resigned his/her employment with the College.
Absenteeism, whether due to injury, illness, or other reason, becomes excessive when it adversely affects the ability of your department or the College to maintain efficient service. Patterns of repeated absences prior to or following weekends, holidays, or scheduled days off will receive serious attention when the matter of excessive absenteeism is considered. Other examples of attendance issues include, but are not limited to: frequent or persistent tardiness; frequent requests to leave early; fraudulent use of sick time; and a disproportionate pattern of “emergency” absence requests.
Employees who are unable to meet their employment obligations of regular and reasonable attendance and punctuality are subject to disciplinary action, up to and including termination of employment. If you are absent for reasons covered by the Family and Medical Leave Act (FMLA) or Maine Family Care Act, such absences may not be counted in considering disciplinary action due to excessive absenteeism.