TARRY HOUSE, INC.

 

Subject:  Tardiness Policy                                            

 

Procedure Number:  H.R. 016

Site:  Tarry House & Tarry House Respite

 

 

Approved:  5/16/05

Issued By: Executive Director

Effective:    7/9/03

Approved By: The Board of Trustees

Revised:      4/5/05; 3/20/06

Reference Policy:  H.R.01, 08, &13

Reviewed:   2/23/04; 4/5/05; 3/20/06

 

Standards Reference:

CARF: Section 1.F.

ODMH: 5122-30-20

 

I.                   Policy

 

Tardiness is disruptive and costly to Tarry House, Inc. and puts an unfair strain on other employees.  Chronic tardiness either to work, or from breaks or lunch, will not be tolerated and will result in discipline, up to and may include discharge.  Employees are expected to be in the building, in their work areas and ready to work at their designated time.   Employees who are going to be unavoidably detained are expected to call their immediate supervisor(s) personally.  Attendance is a critical part of performance.  Employees who are frequently late, lower his/her performance ratings on annual evaluations and bonus worksheets.  Excessive tardiness may also undermine chances for promotion.

 

Hourly employees must fill in his/her own time sheets or punch his/her own time cards when starting and ending their shift.  Anyone attempting to punch a time card other than his/her own, will be subject to disciplinary action, which may include separation of employment.  If an employee neglects to punch a card, they should notify his/her supervisor immediately.  Adjustments may be made only with the supervisor’s initials.

 

Any lateness returning to work from lunch or breaks of more than 1 minute will be considered as tardy.  Employees who demonstrate on-going problems with tardiness will be subject to progressive discipline.

 

 

II.                Procedure

 

Excessive tardiness is defined as 5 or more occurrences within any 120 day (six-month) period and is subject to progressive discipline.  On the sixth occurrence of tardiness, the employee will receive a verbal reprimand that is documented.  If the employee exceeds three occurrences within the next 90-day period, the employee will receive a written reprimand.  If improvement is not made over the next 90-days, as evidenced by less than three occurrences the next 90-days, separation of employment may occur.

 

Tardiness will be recorded by the staff person’s immediate supervisor and/or the Business Manager.  Lack of, or excessive tardiness, will be one of eight criteria utilized in calculating the potential end of the year bonuses.  Bonuses hinge on several economic factors each year and are not guaranteed.

 

 

 

 

 

 

__________________________________                                                    _______________________

             Executive Director                                                                                              Date